Bachelors of Business Administration

PROJECT REPORT SUBMITTED TOWARDS THE PARTIAL FULFILLMENT OF
BACHELORS OF BUSINESS ADMINISTRATION
PROJECT REPORT
ON
Measures taken by companies to maintain work-life balance
BATCH: 2019-22
Submitted By: PROJECT GUIDE

Shiksha Pathak Ms. Deboshree Ma’am
Enrollment No: 09024001719 Assistant Professor
Trinity Institute of Professional Studies

Affiliated To Guru Gobind Singh Indraprastha University, New Delhi
CERTIFICATE
TO WHOM SO EVER IT MAY CONCERN
This is to certify that the project work “Measures taken by companies to

maintain work-life balance” made by Shiksha Pathak, BBA, 6th semester,
Enrollment no: 09024001719 is an authentic work carried out by her under
guidance and supervision of Ms. Deboshree Ma’am
The project report submitted has been found satisfactory for the partial fulfillment of the degree
of Bachelors of Business Administration.
Project Supervisor
Ms. Deboshree Ma’am

DECLARATION
I hereby declare that the following documented Project report titled “Measures taken by
companies to maintain work-life balance” is an original and authentic work done by me for the
partial fulfillment of Bachelors of Business Administration degree program.
I hereby certify that all the Endeavour put in the fulfillment of the task are genuine and original
to the best of my knowledge & I have not submitted it earlier elsewhere.
Signature:
Shiksha Pathak
09024001719
BBA
6th – C, 1st shift
ACKNOWLEDGEMENT
It is in particular that I am acknowledging my sincere feeling towards my mentors who

graciously gave me their time and expertise.
They have provided me with the valuable guidance, sustained efforts and friendly approach. It
would have been difficult to achieve the results in such a short span of time without their help.
I deem it my duty to record my gratitude towards my internal project supervisor Ms. Deboshree
Ma’am who devoted her precious time to interact, guide and gave me the right approach to
accomplish the task and also helped me to enhance my knowledge and understanding of the
project.
Shiksha Pathak
09024001719
BBA
6th, 1st shift-c

Table of Content
S. NO Particulars Page No.
1. Chapter-1 (Introduction & Literature Review) 1-12
⮚ Introduction
⮚ History
(Theorical concept about the topic such as Importance,

functions, types roles etc.)
2. Chapter-2 (Research Objectives & Methodology) 13-23
⮚ Research Objective of the study
⮚ Research Methodology
⮚ Research Design
Types of research design
⮚ Data Collection
Sources of data collection (Primary & Secondary)
⮚ Sampling Design
Population/Universe
Sampling Unit
Sample Size
Sampling Area
Sampling technique
⮚ Sampling Instrument (Questionnaire)
No. of Questions
Types of Questions
Rating Scale (if used)
3. Chapter-3 (Data Processing, Analysis & Interpretation) 24-39
⮚ Data processing
⮚ Analysis of the problem under study
⮚ Interpretation of the result
4. Findings 40-41
5. Limitations 42-43
6. Conclusion 44-45
7. Suggestions & Recommendations 46-47
8. Bibliography 48-49
9. Annexures 50-58
CHAPTER-1
INTRODUCTION
1
INTRODUCTION
History
The concept of work–life balance is not new to our generation or unique to our profession. The
idea that one should limit the amount of time spent at work dates back to manufacturing laws of
the late 1800s when the work hours of women and children were restricted. By 1938, the Fair
Labor Standards Act established a 44-hour work week, although professionals such as doctors
were assumed to be perennially “on call.”
The Women's Liberation Movement of the 1980s brought work–life balance back to the
forefront. To accommodate women in the work force, flexible working schedule and maternity
leave were popularized. Initially, this concept was only for women, expected to both hold down
careers and continue primary management of the family and home. Soon, these benefits and
ideas were expanded to encompass professional men and women. The idea that people would
want to have balance between their professional and personal lives, more flexibility in managing
their schedule, and presumptively increase satisfaction from work and life became a key concept
in the late 20th century.
Today, work–life balance is also a multimillion-dollar industry, and a deciding factor in choosing
jobs as diverse as Wall Street bankers and physicians. A Google search for “work–life balance”
brings up more than 296,000,000 results including links for tools for work–life balance, scientific
articles, and consulting companies to help create work–life balance.
Work–life balance for surgeons is particularly complex. Most surgeons were raised by mentors
who gave up much of their life to virtually live at the hospital as “residents” and continued on
working long hours as staff surgeons. In the three “A's of physician excellence”—able, affable,
and available—available is often the easiest to perfect, at least early on. Of course, the acuity of
patients and patient needs make it easy for surgeons to become and remain a “workaholic.”
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What is work-life balance?
today, work-life balance has shifted to incorporate both the issues and strategies aimed at
effective time management for employees. It has also expanded to include burnout prevention
and stress management. Employees today want better time management skills to spend time with
their families and on their personal interests. And, unlike the 80s, there is increasing emphasis
today in making work-life balance more gender neutral. Work-Life balance should be attainable
and evenly distributed across genders. (2015 EY Global Generations Survey).
Even with these strides, there is still a disconnect on perceived work-life balance levels between
employees and HR professionals. According to a February 2015 study by Workplacetrends.com,
67% of HR professionals reported that their employees are achieving work-life balance, while
only 45% of their employees reported the same.
One common and popular way that employers help employees achieve work-life balance is
through flexible schedules. Instead of a strict 9am-5pm workday, employees have the flexibility
to shift their schedules. Perhaps work 10am-6pm or 7am-3pm with little advanced scheduling or
approval. Of course, there are downsides to this. Some argue that this approach simply shifts
time units, and doesn’t address a deeper need for quality time. Others have noticed that flextime,
though attractive for recruitment, can lead to disadvantages for younger workers in the form of
lower wages, role stagnation, and even termination.
Still, digital integration threatens the freedoms gained from flextime by blurring the lines
between work and life. Often, employees find themselves using their flextime to stay digitally
connected to work. It’s increasingly difficult to know where work ends and life begins. And the
more tech savvy one is, the more difficult it is to draw a line between the two. Since technology
and our “always on” culture isn’t going away anytime soon, the conversation on work-life
balance needs to evolve.
Work-life balance during the COVID-19 pandemic
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Perspectives on work-life conflict were greatly affected by the COVID-19 pandemic as many
workers and organizations were forced to shift to remote work or implement new safety
protocols.[7] Surveys showed that of working adults stated they would like to continue working
remotely full-time while are open to working remotely occasionally.[7] Flex working has
become the new norm and has changed many people’s perspectives on the intersection of work
and life.
Gender has also played an important role in work-life conflict during the pandemic. With many
working from and spending most of their time at home, differences in domestic responsibilities
may have been brought to light. Typically, women are unequally responsible for housework and
childcare, but having more family members home during the day has forced many to examine
these inequalities and rethink the division of home responsibilities.[7] The shift to remote
work may have decreased work efficiency slightly, usually because of more distractions and
responsibilities. At the same time, it was also proven to increase family involvement and life
satisfaction, which has the potential to translate into more effective and productive work in the
future.[7] With increased life satisfaction and family engagement, individuals may be in better
states of mind and consequently able to give more attention to their work. Many negative
physical and mental consequences of work-life conflict are also reduced when one feels happier
and more satisfied with their life. This reduction in distractions can allow workers to be more
focused, productive, and engaged. Work-life balance is still a concept that is being explored and
researched as many individuals continue to adapt because of the COVID-19 pandemic.
What’s the issue?
Work-life balance is increasingly an issue for any country. Jobs the workplace and the workforce
are changing as
⮚ More women and sole parents go into work.
⮚ More people juggle more than one job.
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⮚ The workforce ages and is increasingly diverse.
⮚ Technology changes the way we work- e.g. cell phones and pcs blur the distinction between
work and personal time.
For any country, the two biggest work-life balance problems are:-
❖ People with not enough work or income.
❖ People who have too much work: the low paid who need to work long hours to earn enough
and the higher paid who may feel trapped into working more hours than they want to.
Effect of work life balance
Individuals experiencing greater work–life balance have better health and wellness, greater
organizational commitment, greater job satisfaction, better goal achievement, and family
happiness.
Business can benefit from work-life balance because these policies
Improve productivity and work commitment

Reduce sickness absence
Allow organizations to recruit from a wider pool of talent
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Increase retention rate for talented workers and reduce replacement cost
Enable organization to offer services beyond usual business hours by employing workers on
different shifts that fit in with caring responsibilities.
Work life balance benefits as
■ Attract new employees
■ Helps to retain staff
■ Builds diversity in skills and personnel
■ Improves morale
■ Reduces sickness and absenteeism
■ Enhances working relationships between colleagues
■ Increases level of production and satisfaction
■ Decreases stress and burnout
REASONS
1. To maintain your mental health

It’s unfortunate that not all employers place enough importance on mental health in the
workplace.
But the topic is really prevalent at the minute, as studies show the dangers and risks that could
lead to a variety of issues, from stress-related illnesses to depression.
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A very common issue that you may have heard about is burnout. This occurs when immense
pressure is put onto a person, culminating in “chronic stress.”
That stress could be caused by a variety of things, from outrageous workloads (and no work-life
balance) to simply not feeling valued for the hard work you do.
If you do notice that you have been acting out of character lately then it may be time to start
assessing your work-life balance or speaking to a professional.
Look after your #MentalHealth. #WorkLifeBalance
2. To ensure your physical health and wellbeing
And, as the old adage says: healthy body, healthy mind… so a great way to maintain your mental
health is to ensure that you are physically feeling healthy too.
That includes regular exercise and eating healthy but also not overdoing it at work!
Perhaps money can buy happiness in certain circumstances, but if you spend all of your time
working or thinking about work then it’s more than likely that it won’t. (Yes, there are some
exceptions obviously).
Worse still, the stress caused from such a lifestyle can lead to other physical issues like high
blood pressure and heart disease. It’s just not worth it.
Healthy body, healthy mind. #WorkLifeBalance #Wellbeing
3. It increases productivity
Your company wants employees who are hard-working and productive.
And staying for unnecessarily long hours at the office might make you feel like you are
contributing a lot to the office; however the quality of work is probably worse… making the
effort much less productive.
Studies reveal that those who maintain a steady work-life balance are much more productive than
those who do not. A positive way of life automatically leads to amazing results.
It’s not productive to overdo it. #Wellbeing #WorkLifeBalance
4. Become a more rounded individual
If your life revolves around work, then you lose a lot of the other positive dimensions that make
you attractive to employers (and other people).
Having interests outside of work will increase and improve your skills and make you a more
rounded and interesting individual.
You’ll be able to share those experiences and knowledge with other people.
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This is seriously something that employers look for. That’s why you need to include a hobbies
section on your CV and that’s why they ask what you enjoy doing in your spare time.
Become a more rounded individual. #Wellbeing #WorkLifeBalance
5. You only get one life
You only get one life, so live it to the fullest.
(Whatever happiness means to you, chase it).
You don’t want to get years down the line and realise you missed out; time is something you can
never get back.
Importance of work life balance
Working on a job for a company and making a career can be an extremely time-consuming
duty for any employee. Employees are busy at their offices throughout the day and sometimes
even on weekends. This gives them very little time to interact with their family. Because of
high pressure of work, often family members get neglected. Also, stressful jobs cause the
health of employees to deteriorate. This is where work life balance come into the picture.
Work life balance concept allows an employee to maintain a fine balance in the time he or she
gives to work as well as to personal matters. By having a good balance, people can have a
quality of work life.
This helps to increase productivity at workplace as the employee is relaxed about his personal
commitments. It also allows the employee to give quality time with family to spend vacations,
leisure time, work on his/her health etc. Hence work life balance is extremely important for
employees and increases their motivation to work for the company.
The below image depicts a work life balance scenario, where an employee has to balance
his/her life between personal (family, friends & self) and professional (job, career)
commitments.
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5 Steps to improve work life balance
There are specific guidelines to how an individual can maintain a proper work life balance,
some of which are:
1. Creating a work leisure plan
Where an individual has to schedule his tasks, and divide time appropriately so that he has
allocated appropriate time to his work and his career development goals and at the same time
allotted time for leisure and personal development. Employees also use a compressed work
week plan to build a balance.
2. Leaving out activities that waste time and energy
Individual should judiciously avoid wasteful activities which demand large time and energy
and in return not produce output for either the work life or the leisure life.
Effective time management can help an employee be less stressed.
3. Outsourcing and Delegating work
Delegate or outsource time consuming work to other individuals. It serves two purposes, first
the work gets done and the other is person can focus on other things which may align more
with skills and knowledge and may be less stressful.
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It also helps grooming the other employees.
4. Set enough time for relaxation
Relaxation provides better work life balance, and tends to improve productivity on the
professional or the work front along with providing ample scope to develop the life part of the
balance.
5. Prioritizing work
Often employees do not give priority to work and end up doing a lot of work at the last minute.
Better planning can help employees save unnecessary time delays, which can be utilized by
employees for personal work.
How to maintain good work-life balance?
Balancing the demands of a busy lifestyle is not an easy thing to do, but is best managed by
regularly reviewing and assessing your priorities.
Here are a few ideas to help you strike a good work-life balance:
● Set goals around what you value highly
● Manage your time effectively—review job activities, priorities and success factors
● Create a boundary between balancing work and personal time-leave work at work where
possible
● Build resilience and have a positive attitude
● Avoid stress, mental exhaustion and burnout—fatigue affects your ability to work
productively
● Maintain a healthy lifestyle—look after yourself, eat well, sleep well and set aside a little
time to exercise or pursue an activity that you enjoy
● Enlist a good support system—learn to delegate, we all need a little help sometimes
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LITERATURE REVIEW
1) Allen, T. D., Herst, D. E., Bruck, C. S., & Sutton, M. (2000): A comprehensive review
of the outcomes associated with work-to-family conflict was conducted and effect sizes
were estimated. A typology was presented that grouped outcomes into 3 categories: work
related, nonwork related, and stress related. Issues concerning the measurement of work-
family conflict were also discussed. The results demonstrate the widespread and serious
consequences associated with work-to-family conflict.
2) M. Joseph Sirgy & Dong-Jin Lee (2018): Based on a thorough review of the literature
we introduce an integrated conceptualization of work-life balance involving two key
dimensions: engagement in work life and nonwork life and minimal conflict between
social roles in work and nonwork life. Based on this conceptualization we review much
of the evidence concerning the consequences of work-life balance in terms work-related,
nonwork-related, and stress-related outcomes. We then identify a set of personal and
organizational antecedents to work-life balance and explain their effects on work-life
balance. Then we describe a set of theoretical mechanisms linking work-life balance and
overall life satisfaction.
3) Allen, T. D., Johnson, R. C., Kiburz, K. M., & Shockley, K. M. (2013): Workplace
flexibility has been a topic of considerable interest to researchers, practitioners, and
public policy advocates as a tool to help individuals manage work and family roles. In
this study, meta-analysis is used to clarify what is known about the relationship between
flexible work arrangements and work–family conflict by deconstructing the flexibility
construct. We found that the direction of work–family conflict (work interference with
family vs. family interference with work) and the specific form of flexibility (flextime vs.
flexplace; use vs. availability) make a difference in the effects found. Overall, the
significant effects were small in magnitude.
4) Barnett, R. C., & Hyde, J. S. (2001): The lives of women and men, the relationships
that they establish, and their work have changed dramatically in the past 50 years, but the
dominant theories driving research in these areas have not. In this article, the authors
argue that the facts underlying the assumptions of the classical theories of gender and
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multiple roles have changed so radically as to make the theories obsolete. Moreover, a
large body of empirical data fails to support the predictions flowing from these theories.
Yet the development of new theory for guiding research and clinical practice has not kept
pace. The authors attempt to fill this theoretical gap by reviewing the research literature
and articulating an expansionist theory of gender, work, and family that includes four
empirically derived and empirically testable principles better matched to today's realities.
5) Batt, R., & Valcour, M. P. (2003): We analyze three types of human resources
practices: work-family policies, human resources incentives designed to induce
attachment to the firm, and the design of work. In a series of hierarchical regression
equations, we find that work design characteristics explain the most variance in
employees’ control over managing work and family demands, whereas human resources
incentives explain the most variance in work-family conflict and turnover intentions. We
also find significant gender differences in each of the three models. Our results suggest
that the most effective organizational responses to work-family conflict and to turnover
are those that combine work-family policies with other human resources practices,
including work redesign and commitment-enhancing incentives.
6) Beauregard, T. A., & Henry, L. S. (2009): This review of the literature provides some
evidence for the claim regarding recruitment, but there is insufficient evidence to support
the notion that work-life practices enhance performance by means of reduced work-life
conflict. We suggest that the business case may therefore need to be modified to reflect
the number of additional routes by which work-life balance practices can influence
organizational performance, including enhanced social exchange processes, increased
cost savings, improved productivity, and reduced turnover. The impact of these processes
may, however, be moderated by a number of factors, including national context, job
level, and managerial support. The importance of further research into the effects of these
practices is discussed.
7) Beham, B., Prag, P., & Drobnic, S. (2012): The present study examines differences in
satisfaction with work-family balance (SWFB) among professional and non-professional
part-time service sector employees in five western European countries. Part-time
employees were found to be more SWFB than full-time employees even after taking
varying demands and resources into account. However, there are important differences
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among the part-timers. Employees in marginal part-time employment with considerably
reduced working hours were the most satisfied. Professionals were found to profit less
from reduced working hours and experienced lower levels of SWFB than non-
professionals.
8) Bulger, C. A., & Fisher, G. G. (2012): This chapter reviews research on work/life
balance and organizational work/life benefits and policies designed to ameliorate the
negative effects of work/life conflict and support individuals in trying to achieve a
balance among the multiple roles in their lives. Individuals and organizations share the
responsibility for helping employees achieve a work/life balance. Although a wide
variety of work/life benefits and policies are offered, they are only used by a minority of
employees for a variety of reasons. In addition, empirical support for the effectiveness of
work/life programs is mixed for a variety of reasons.
9) Carlson, D. S., Grzywacz, J. G., & Kacmar, K. M. (2010): Both work‐to‐family
conflict and work‐to‐family enrichment are mediating mechanisms in the relationship of
schedule flexibility with outcomes. More specifically, full mediation was found for job
satisfaction and family performance for both enrichment and conflict while partial
mediation was found for family satisfaction with enrichment only and mediation was not
supported for job performance. Finally, gender moderated the schedule flexibility to
work‐family conflict relationship such that women benefited more from flexible working
arrangements than men.
10) Clark, S. C. (2000): This article introduces work/family border theory - a new theory
about work/family balance. According to the theory, people are daily border-crossers
between the domains of work and family. The theory addresses how domain integration
and segmentation, border creation and management, border-crosser participation, and
relationships between border-crossers and others at work and home influence
work/family balance. Propositions are given to guide future research.
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CHAPTER-2
RESEARCH OBJECTIVES AND METHODOLOGY
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Research Methodology
2.1 Introduction
According to Clifford woody, "Research comprises defining and redefining problems

formulating hypothesis or suggested solutions, collecting, organizing and evaluating data,
making deductions and reading conclusions, and at proceeding cautiously testing the conclusion
to decide whether they fit the formulating hypothesis." 1 The current chapter describes the
research design, sampling design, target population, data collection procedures, analysis
management and the ethical considerations in the study.
2.2. The Title of the Study
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The main objective is to find out Employees position in the firm affect their balance between
dual life”. To know what steps companies are taking to make employees work life and family
life better.
2.3. Relevance of the Study
The results of this study would be valuable to know different reasons for competitive activity and
merchandising.
2.4. Objectives of the Study
⮚ To know how long working hour affect individual efficiency.
⮚ To study how the nature of family dynamic influences work related stress.
⮚ To study the measures of company to ensure their employees work life balance.
⮚ To know the relationship between level of employee’s health and their workload.
⮚ To know what are the top most priorities of employees.
2.5. Research Methodology
It is a systematic investigation into existing & new knowledge. It is helpful to create or validate
facts, solve problems, support theorems or develop new theories. It consist 3 steps.
❖ Pose a question,
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❖ Collect data to answer the question,
❖ Present an answer to the question.
A research methodology involves specific techniques that are adopted in research process to
collect, assemble and evaluate data. It defines those tools that are used to gather relevant
information in a specific research study. Surveys, questionnaires and interviews are the common
tools of research. Research methodology is applied on two important types of research process
which involves basic research and applied research. Basic research includes the work or research
that has not been done before. On the other hand, applied research
involves the work that has already been done. Research methodologies perform a lot of
functions. It applies to a number of jobs being done in research process.
▪ Research methodology identifies the research activity in a true sense.
▪ It further specifies and defines the actual concepts.
▪ It further declares what sort of methods will be required for further inquiry. Moreover, how
progress can be measured.
▪ Research methodology offers a platform to demonstrate how we can communicate research

activity in a true sense.
2.6 Research Design

The research design refers to the overall strategy that you choose to integrate the different
components of the study in a coherent and logical way, thereby, ensuring you will effectively
address the research problem; it constitutes the blueprint for the collection, measurement, and
analysis of data. Research design is of three types:
We have use “descriptive research” .
Exploratory research
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Descriptive research
Explanatory research
Exploratory Research
Exploratory research is defined as the initial research into a hypothetical or theoretical idea. This
is where a researcher has an idea or has observed something and seeks to understand more about
it. An exploratory research project is an attempt to lay the groundwork that will lead to future
studies or to determine if what is being observed might be explained by a currently existing
theory. Most often, exploratory research lays the initial groundwork for future research.
Exploratory research can come in two big forms: either a new topic or a new angle. A new topic
is often unexpected and startling in its findings. For example, American psychologist John
Watson really began his behaviorism research with a new topic on the study of human behaviors
and learning: rats! Because humans have brains and rats have brains, it makes a certain kind of
sense. There was an attempt to find the universal laws of learning in all brains.
Descriptive Research
Once the groundwork is established, the newly explored field needs more information. The next
step is descriptive research, defined as attempts to explore and explain while providing additional
information about a topic. This is where research is trying to describe what is happening in more
detail, filling in the missing parts and expanding our understanding. This is also where as much
information is collected as possible instead of making guesses or elaborate models to predict the
future - the 'what' and 'how,' rather than the 'why.'
Explanatory Research
Explanatory research is conducted in order to identify the extent and nature of cause-and-effect
relationships. Causal research can be conducted in order to assess impacts of specific changes on
existing norms, various processes etc. Causal studies focus on an analysis of a situation or a
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specific problem to explain the patterns of relationships between variables. Experiments are the
most popular primary data collection methods in studies with causal research design. Research
design selected for this project is Exploratory Research.
2.7 Data Collection
For achieving the objective of this study and to conduct the “survey”, data has been collected
from both “primary source” of data.
Primary Data:
Creswell (1994) noted that, data collection methods for primary data include: structured and
semi-structure questionnaires, mailed questionnaires, structured and semi-structured interviews
(personal and telephone interviews), observation and focus group discussions. Questionnaires are
the most commonly used methods when respondents can be reached and are willing to co-
operate. These methods can reach a large number of subjects who are able to read and write
independently. The study used primary data, which was captured through prearranged
questionnaires. The questionnaire included both closed and open-ended questions and had two
sections. The first part deals with general information on the participants. While the second
section sought information on the relationship between service quality and technology in the
banking sector and information on the factors that pilot to customer preference of different
service relief canals. For this study Primary data has been collected from Online-Banking Users
& Non – Users of public sector bank i.e., SBI and private sector bank i.e., HDFC in Rajkot
district of Gujarat with the help of a structured questionnaire.
Secondary Data:
Secondary data has been collected through Books, Journals, and Research papers, Websites,
Articles and Newspapers.
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2.8 Sampling
Sampling is the process of selecting units (e.g., people, organizations) from a population of
interest so that by studying the sample we may fairly generalize our results back to the
population from which they were chosen. Let’s begin by covering some of the key terms in
sampling like “population” and “sampling frame.” Then, because some types of sampling rely
upon quantitative models, we’ll talk about some of the statistical terms used in sampling. Finally,
we’ll discuss the major distinction between probability and Nonprobability sampling methods
and work through the major types in each.
2.8.1 Population/Universe
In research terminology the Population can be explain as a comprehensive group of individuals,

institutions, objects and so forth with have a common characteristic that are the interest of a
researcher. The common characteristics of the groups distinguish them from other individual,
institutions, objects and so forth. The term universe is also used as synonyms to population.
Suppose a researcher proposed to conduct a study on awareness and use of ICT among the
secondary school teachers in Telangana, the entire secondary school teaching community in
Telangana constitutes as the population of the study. Sometimes population can be counted
easily, which is called finite population. Population of medical students is an example of finite
population. The unlimited or unknown number of populations can be called as infinite
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population. The adolescents, youths in Telangana can be treated as examples for infinite
population, though they can be counted but in complex procedure.
Any value which is identified or measured from the characteristics of entire population can be
called as Parameter. The process of conducting a survey to collect data from the entire
population is called a census.
2.8.2 Sampling Unit
We are taking “Working professionals in Delhi and Delhi – NCR”.
A sampling unit can refer to any single person, animal, plant, product or ‘thing’ being researched
In the context of market research, a sampling unit is an individual person.
The term sampling unit refers to a singular value within a sample database. For example, if you
were conducting research using a sample of university students, a single university student would
be a sampling unit.
Another example of a sampling unit could be if you were conducting online research with 50
working person , one working person would be a singular sampling unit.
Sampling units are taken from an entire population, such as a country, customer database or
region, and put into a smaller group to form a research sample. This group of units is then used
to research, analyses and draw conclusions on.
2.8.3 Sample Size

The sample size is a term used in market research for defining the number of subjects included in
a sample size. By sample size, we understand a group of subjects that are selected from the
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general population and is considered a representative of the real population for that specific
study. For example, if we want to predict how the population in a specific age group will react to
a new product, we can first test it on a sample size that is representative of the targeted
population.
We have taken “100” as a Sample size
2.8.4 Sampling Techniques
Sampling Technique we have used is “Probability Sampling”. In that we are using “random
sampling.”
As a group, sampling methods fall into one of two categories.
▪ Probability samples. With probability sampling methods, each population element has a known
(non-zero) chance of being chosen for the sample.
▪ Non-probability samples. With non-probability sampling methods, we do not know the

probability that each population element will be chosen, and/or we cannot be sure that each
population element has a non-zero chance of being chosen.
Non-Probability Sampling Methods
Two of the main types of non-probability sampling methods are voluntary samples and
convenience samples.
▪ Voluntary sample. A voluntary sample is made up of people who self-select into the survey.
Often, these folks have a strong interest in the main topic of the survey.
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Suppose, for example, that a news show asks viewers to participate in an online poll. This would
be a volunteer sample. The sample is chosen by the viewers, not by the survey administrator.
▪ Convenience sample. A convenience sample is made up of people who are easy to reach.
Consider the following example. A pollster interviews shoppers at a local mall. If the mall was
chosen because it was a convenient site from which to solicit survey participants and/or because
it was close to the pollster's home or business, this would be a convenience sample.
Probability Sampling Methods
The main types of probability sampling methods are simple random sampling, stratified
sampling, cluster sampling, multistage sampling, and systematic random sampling. The key
benefit of probability sampling methods is that they guarantee that the sample chosen is
representative of the population. This ensures that the statistical conclusions will be valid.
▪ Simple random sampling. Simple random sampling refers to any sampling method that has the
following properties.
• The population consists of N objects.
• The sample consists of n objects.
• If all possible samples of n objects are equally likely to occur, the sampling method is called
simple random sampling.
There are many ways to obtain a simple random sample. One way would be the lottery method.
Each of the N population members is assigned a unique number. The numbers are placed in a
bowl and thoroughly mixed. Then, a blind-folded researcher selects n numbers. Population
members having the selected numbers are included in the sample.
23
▪ Stratified sampling. With stratified sampling, the population is divided into groups, based on
some characteristic. Then, within each group, a probability sample (often a simple random
sample) is selected. In stratified sampling, the groups are called strata.
As an example, suppose we conduct a national survey. We might divide the population into
groups or strata, based on geography - north, east, south, and west. Then, within each stratum,
we might randomly select survey respondents.
of clusters is chosen, using a probability method (often simple random sampling). Only
individuals within sampled clusters are surveyed.
▪ Cluster sampling. With cluster sampling, every member of the population is assigned to one,
and only one, group. Each group is called a cluster. A sample of clusters is chosen, using a
probability method (often simple random sampling). Only individuals within sampled clusters
are surveyed.
Note the difference between cluster sampling and stratified sampling. With stratified sampling,
the sample includes elements from each stratum. With cluster sampling, in contrast, the sample
includes elements only from sampled clusters.
Multistage sampling. With multistage sampling, we select a sample by using combinations of

different sampling methods.
For example, in Stage 1, we might use cluster sampling to choose clusters from a population.
Then, in Stage 2, we might use simple random sampling to select a subset of elements from each
chosen cluster for the final sample.
▪ Systematic random sampling. With systematic random sampling, we create a list of every
member of the population. From the list, we randomly select the first sample element from the
first k elements on the population list. Thereafter, we select every kth element on the list.
24
This method is different from simple random sampling since every possible sample of n elements
is not equally likely.
2.9 Sampling Instrument
Instrument used in this research is Questionnaire.
Questionnaire
A questionnaire is defined as a research instrument that consists a set of questions or other types
of prompts that aims to collect information from a respondent. These typically are a mix of
close-ended questions and open-ended questions; long form Questions offer the ability for the
respondent to elaborate on their thoughts. Questionnaires were developed in 1838 by the
Statistical Society of London.
A questionnaire is a set of questions typically used for research purposes which can Be both
qualitative as well as quantitative in nature. A questionnaire may or may Not be delivered in the
form of a survey, but a survey always consists of Questionnaire.
Type of questionnaire
We have use “structured questionnaire”.
25
CHAPTER 3
DATA PROCESSING, ANALYSIS AND INTERPRETATION
26
Name:
INTERPRETATION: - According to the above pie chart it is concluded that 67.8% people
belong to 18-25 age group ,14.9% people belong to 26-35, 11.6% belongs to 36-45 age group
and rest belongs to 46 -55+.
27
INTERPRETATION: - According to the above pie chart it is concluded that 50% are male
candidates and 49.6% are female candidates.
are engaged in jobs ,35.7% are engaged in internship ,16.5% are doing their business.
live in nuclear family and only 37.3% people live in joint family.
28
are bachelor and 17.4% are married.
Q1
are best described as research and development and 0.2% are government employees.
29
Q2
INTERPRETATION: - According to the above pie chart it is concluded that 43.2% work
for less than 8 hours and 3.5% people work for above 12 hours.
Q3
work full time and 38.1% people work part time
30
Q4
are sometimes able to balance between their mental health and physical health in your
daily life and 1.5% people never able to balance.
Q5
INTERPRETATION: - According to the above pie chart it is concluded that 50% people
are very stressed and 10.8% people are not at all stressed
31
Q6
sometimes overstay in office to finish their work and 12.2% people never overstay in office
to finish their work
Q7
are working under fixed .
32
Q8
want that fixed schedule should be applied and 34.5% people do not want flexible schedule
should be applied.
Q9
would be more efficient at their job with flexible .
33
Q10
are sometimes not able to attend social gatherings of family due to work and 1.9% people
are never able to attend social gatherings of family due to work
Q11
are sometimes able to attend social gatherings of office people and 2.5% people are never
able to attend social gatherings of office people.
34
Q12
once in a year take their family out on a vacation and 02% people’s family takes them out
on a vacation.
Q13
sometimes are able to cut out some time daily for home chores and 0.2% people are never
able to cut out time for home chores
35
Q14
sometimes feel that their efficiency is affected by long working hours and 0.5% people
believe that long working hours never affect their efficiency.
Q15
INTERPRETATION: - According to the above graph analysis it is concluded that 30.3%

people feel neutral about their health is suffering because of their work.
36
Q16
give priority to their health and 3.5% people give priority to their hobbies.
Q17
are able to work in office stress free.
37
Q18
INTERPRETATION: - According to the above pie chart it is concluded that49.6% people

work at home even after daily work hours and 0.9% people work in lunch break on their
own will.
Q19
sometimes feel over worked and 3.5% people never feel over worked.
38
Q20
have a positive relation between their work load and position.
Q21
think that their work effects their relations with their family.
39
Q22
say that yes, their organization takes steps to maintain employees work life balance and
18.8% people think that maybe sometimes their organization takes steps to maintain
employees work life balance.
Q23
think that covid has impacted their work life balance.
40
Q24
INTERPRETATION: - According to the above pie chart it is concluded that 35% people
think that yes, they get time to maintain their physicaland mental health.
41
CHAPTER 4
FINDINGS
42
❖ Merely half of the people surveyed works between less then 8 hours this is good thing in the
organization but some people work between 8-10 hours and some 10-12 hours which
indicates the increase in stress level.
❖ People are trying to balance their home life and work life.
❖ Max people is saying that they find themselves in slightly stressful situation when balancing
work life but they somehow balance their dual life.
❖ People think that flexible schedule should be given to them that would help them to balance
work and home simultaneous and even increase in efficiency for the job.
❖ People are agreeing that their health is suffering due to their work.
❖ Family and health are the two segments which have been set as top most priorities by
people.career is also given the third most important priorities by people.
❖ People think that covid has impacted in their work life balance.
❖ People are thinking their relation are getting effected by their work .
43
CHAPTER 5
LIMITATIONS
44
45
Limitation
● Biased-The study was purely base on the information provided by the responders and
may be biased
● Time constraint- The study was conducted in a short period of time and deadline
study was not possible.
● Cost constraint- This being academic study suffers from cost constraint.
● Area constraint- The area of study is limited to only Delhi city.
● sample constraint- The sample size was not large enough as planned, as the time factor
was the key limitation in the study.
● Confidential constraint- Due to confidential constraint certain information, not all
Details could be obtained.
46
CHAPTER 6
CONCLUSION
47
Conclusion
The family and work life are both important to employees in any sector and if these two are not
maintained properly it creates stress and strain and results into various diseases. This study is
found important because it tries to know how the work life and family life interface results into
stress.
Achieving a good balance between work and family commitments is a growing concern for
contemporary employees and organizations. There is now mounting evidence- linking work life
imbalance to reduced health and wellbeing among individuals and families. It is not surprising
then that there is increasing among organizational stakeholders {e.g., CEOs, HR managers} for
introducing work-life balance policies in their organizations.
Work life balance policies are most likely to be successfully mainstreamed in organizations
which have a clear understanding of their business rationale and which respect the importance of
work life balance for all employees.
48
CHAPTER 7
RECOMMENDATIONS AND SUGGESTIONS
49
Recommendation to the employees
❖ Learn to manage your time
❖ Set your priorities
❖ Drop activities that sap your time or energy
❖ Use technology
❖ Use the facilities available for work life balance in organization
❖ A little relaxation goes a long way
❖ Organize your schedule
❖ Learn to say no sometime
❖ Bolster your support system
❖ Don’t overbook
Recommendation to the organizations
50
❖ Integration
❖ Offer flexibility schedule
❖ Training programs
❖ Promote awareness about work life balance
❖ Childcare centers at workplaces
❖ Women friendly workplace
❖ Availability of accommodations
❖ Role of HR department
❖ Avoid as far possible the long hours of work for employees
51
CHAPTER 8
BIBLIOGRAPHY
52
Site referred:
Guest, David E. "Perspectives on the study of work-life balance." Social Science Information 41.2
(2002): 255-279.
Guest, D. E. (2002). Perspectives on the study of work-life balance. Social Science

Information, 41(2), 255-279.
Guest, David E. "Perspectives on the study of work-life balance." Social Science Information 41,
no. 2 (2002): 255-279.
Guest, D.E., 2002. Perspectives on the study of work-life balance. Social Science
Information, 41(2), pp.255-279.
Guest DE. Perspectives on the study of work-life balance. Social Science Information. 2002
Jun;41(2):255-79.
Sirgy, M. Joseph, and Dong-Jin Lee. "Work-life balance: An integrative review." Applied
Research in Quality of Life 13.1 (2018): 229-254.
Sirgy, M. J., & Lee, D. J. (2018). Work-life balance: An integrative review. Applied Research in
Quality of Life, 13(1), 229-254.
Sirgy, M. Joseph, and Dong-Jin Lee. "Work-life balance: An integrative review." Applied
Research in Quality of Life 13, no. 1 (2018): 229-254.
Sirgy, M.J. and Lee, D.J., 2018. Work-life balance: An integrative review. Applied Research in
Quality of Life, 13(1), pp.229-254.
Sirgy MJ, Lee DJ. Work-life balance: An integrative review. Applied Research in Quality of Life.
2018 Mar;13(1):229-54.
53
CHAPTER 9
ANNEXURES
54
Questionnaires
Name
Age
18-25 years
26-35 years
36-45 years
46-55 years
56+ years
Gender
Male
Female
Other:
Currently engaged in
Business
Job
55
Internship Other
Family Structure
Nuclear family
Joint family
Marital status
Married
Bachelor
Divorced
Widowed
1. Your position best describes as

Executive Administrative
Research and development
Technical
Service and maintenance

Other:
2. Normal working hours for day
Less than 8 hours
8 to 10 hours
10 to12 hours
Above 12 hours
3. You are currently working as
56
Full time
Part time
4. Are you able to balance between your mental health and physical health in your daily
life?
Most of the time
Sometime
Always
Never
5. Which of the following best describe your level of stress?
Very stressed
Stressed
Slightly stressed
Not at all stressed
6. How frequently you have to overstay in the office to finish your work?
Always
Often
Sometimes
Rarely
Never
57
7. Are you currently working under a flexible schedule?
Yes
No
Maybe
8. If no, then flexible schedule should be applied?
yes
No
9. Would you be more efficient at your job with flexible schedule?
Yes
No
Maybe
10. How frequently are you not able to attend social gatherings of your family due to work?
Always
Often
Sometime
Rarely
Never
11. Are you able to attend social gathering with office people?
58
Always
Often
Sometime
Rarely
Never
12. How frequently you take your family out on a vacation?
Twice in a year
Once in a year
Once in 3 to 5 years
Never
Other:
13. Are you able to cut out some time daily for home chores?
Always
Often
Sometime
Rarely
Never
14. Does long working hours affect your efficiency?
59
Always
Often
Sometime
Rarely
Never
15. Do you agree, "your health is suffering because of your work"?
1 2 3 4 5
Not at all Always
16. Give priority to the following?
Career
Family Health
Wealth
Hobby
60
17. Are you able to work in your office stress free ?
Yes
No
Maybe
18. How often do you find yourself working?
Check all that apply.
During lunchtime
After your usual work
At your home after your daily work
During weekend
Other:
19. Do you feel over worked?
Always
Often
Sometimes
Rarely
Never
61
20. Do you think you have a positive relation between your position in organization and your
work load?
Yes
No
Maybe
21. Does your relation with your family get affected by your work?
1 2 3 4 5
Not at all Mostly
22. Does your organization take any steps for maintaining their employees work life balance?
Yes
No
Maybe
23. Has COVID impacted your work like balance?
Yes
No
Maybe
24. Do you get time for maintaining your physical health and mental health?
62
Yes
No
Maybe
63

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PROJECT REPORT SUBMITTED TOWARDS THE PARTIAL FULFILLMENT OF

BACHELORS OF BUSINESS ADMINISTRATION

Submitted By: PROJECT GUIDE

Trinity Institute of Professional Studies

TO WHOM SO EVER IT MAY CONCERN

This is to certify that the project work “Measures taken by companies to

Ms. Deboshree Ma’am

It is in particular that I am acknowledging my sincere feeling towards my mentors who

6th, 1st shift-c

S. NO Particulars Page No.

1. Chapter-1 (Introduction & Literature Review) 1-12

(Theorical concept about the topic such as Importance,

⮚ Research Objective of the study

Types of research design

Sources of data collection (Primary & Secondary)

⮚ Sampling Instrument (Questionnaire)

⮚ Analysis of the problem under study

⮚ Interpretation of the result

Work-life balance during the COVID-19 pandemic

What’s the issue?

⮚ More women and sole parents go into work.

⮚ More people juggle more than one job.

work and personal time.

❖ People with not enough work or income.

Effect of work life balance

Business can benefit from work-life balance because these policies

Improve productivity and work commitment

Allow organizations to recruit from a wider pool of talent

Work life balance benefits as

■ Attract new employees

■ Helps to retain staff

■ Builds diversity in skills and personnel

■ Reduces sickness and absenteeism

■ Enhances working relationships between colleagues

■ Increases level of production and satisfaction

■ Decreases stress and burnout

1. To maintain your mental health

Importance of work life balance

1. Creating a work leisure plan

2. Leaving out activities that waste time and energy

Effective time management can help an employee be less stressed.

3. Outsourcing and Delegating work

4. Set enough time for relaxation

How to maintain good work-life balance?

● Set goals around what you value highly

● Build resilience and have a positive attitude

RESEARCH OBJECTIVES AND METHODOLOGY

According to Clifford woody, "Research comprises defining and redefining problems

2.2. The Title of the Study

2.3. Relevance of the Study

2.4. Objectives of the Study

⮚ To know how long working hour affect individual efficiency.

⮚ To know what are the top most priorities of employees.

2.5. Research Methodology

▪ Research methodology identifies the research activity in a true sense.

▪ It further specifies and defines the actual concepts.

▪ Research methodology offers a platform to demonstrate how we can communicate research

2.6 Research Design

2.7 Data Collection

In research terminology the Population can be explain as a comprehensive group of individuals,

2.8.2 Sampling Unit

We are taking “Working professionals in Delhi and Delhi – NCR”.

In the context of market research, a sampling unit is an individual person.