A STUDY ON THE WORK-

LIFE BALANCE AND JOB

SATISFACTION AMONG
SWIGGY DELIVERY STAFFS
WITH SPECIAL REFERENCE
TO ERNAKULAM DISTRICT

Role of Toiling Class Theory

on New Business Models
Shilpa U , Veena Vijayan
PG Scholars, Department of Commerce, NSS College Pandalam
LABOUR IS PRIOR TO, AND INDEPENDENT
OF,CAPITAL.
CAPITAL IS ONLY THE FRUIT OF LABOUR AND
COULD NEVER HAVE EXISTED IF LABOUR HAD NOT
FIRST EXISTED.

LABOUR IS THE SUPERIOR OF CAPITAL AND

DESERVES MUCH THE HIGHER CONSIDERATION

- ABRAHAM LINCOLN
TOILING
MARXIAN CLASS
ECONOMICS
THEORY
APPROACH
Modern Economy -
ECONOMICS
Administer Production And Distribution Irrespective Of
Toiling Class looks at the establishment of a socialist
Geographic Andorder Bourgeoisies
withinDistances
Spatial the democratic system.

Socialism - Democracy = Totalitarianism Democracy - Socialism = Violence

CAPITALIST MODE OF
CAPITALISM COMMUNISM Middle Class ?
PRODUCTION
CAPITALISM
The division of
COMMUNISM
Conventional Marxism ignores
society into classes the mutual co-operative People's socialism is to be
Society was divided
was not limited to the
Proletariat
harmony that exists between achieved within the
into economic
bourgeoisie and the people of the toiling class in framework of
classes. This division their day-to-day economic
was the result of proletariat alone, but collaborative democracy
Marxism failed to appreciate the role relations despite the continuous
historical forces at included a third class,of the middle class alone through a
onslaught by monopoly
in supporting
play and regulated the National economy,
which did not turningcapitalism.
its toil Thus,
into class
capital.
co- coordinated fight against
human relations. conventionally fit into operation or collaboration will the forces of monopoly
either of the two be the basis of People’s capitalism.
paradigms. Socialism.
IS CAPITAL A VAMPIRE ? ISCLASS
TOILING CAPITAL AN ENEMY OF LABOUR ?
D
WHOWork-Life
FOOD
Emerging Business Model
CONSTITUTES
DELIVERY STAFF THE TOILING
CLASS ?
Balance
EToiling class is like a social kaleidoscope.
India’s first food delivery system : The Indian Dabbawalas (1980)

Online
It includes delivery
foodallFair market
Paywho
people toilgrowth in turn
hard and Indiatheir
– sweat to capital.

M
 Growing Working Population
Swiggy takes its
commission

Incentives
 Advancement of technologies Job
AThe dilemma of managing work obligations
Cloud
Satisfaction
Restaurants
 Lifestyle
and  Hike inresponsibilities.
Changes
personal/family Weekly Pay-Out

N Hike in income levels

Swiggy delivery
partners receive
order

 Emergence of new business model

The degree of satisfaction is determined by how well
one's requirements, wants, and desires have been met
REVIEW OF LITERATURE
STATEMENT OF PROBLEM
Research Gap : Existing studies helped to understand all the factors that affect the work-life
balance and Job satisfaction
Due to dissatisfaction in job,among
heavy Swiggy employees
workload but no
, stress and studies
anxiety thewere carried out
productivity of
focusing thedecreases
employees Toiling class
and. work-life imbalances .

The research gap we identified was that the employees and entrepreneur were generalised
as
TheProletariat
issue in and Bourgeoisies
Kochi regarding respectively
the strike of andSwiggy
lacked delivery
any information regarding
executives againsttoiling
the
section of society.
Management clearly indicates the extent of job satisfaction of employees.

SCOPE
This study also focus upon discovering the Employee-Management relationship within
Swiggy with regard to Toiling Class Theory.
The study is conducted over handily selected 30 Swiggy delivery staffs of Ernakulam district.
METHODOLOGY
OBJECTIV
ES
This samples
The study explains
collected
theare
role
both
of primary
Toiling class
and secondary
theory upon
sources
Swiggyof delivery
data through
executives
: and
focuses on their work-life balance and job satisfaction with special reference to

Ernakulam
Direct Interviews
district.
The objectives of this study are as follows :
 Mailed questionnaire
• To study the socio-economic profile of Swiggy delivery staffs.
SAMPLE DESIGN
• To identify the factors influencing job satisfaction of Swiggy delivery staffs and to
measure the level of satisfaction towards these factors.
 Sampling unit: Swiggy delivery staffs  Sampling technique: Convenience sampling
• To determine the factors affecting work-life balance of Swiggy
and mailed delivery staffs.
questionnaire method
 Sampling Area: Ernakulam district
•To
Sample size:
analyse the30nos
relationship between Swiggy Statistical
managementtool: and
Percentage
deliveryanalysis
staffs in the
success of the organization with respect to toiling class theory.
 DATA ANALYSIS AND
INTERPRETATION
Data analysis is the process of uncovering patterns and trends in the data.

Data interpretation is the process of assigning meaning to the data.

Age group Number of respondents Percentage

INTERPRETATION
18-25 21 70%
Table 1 shows that out of 30 respondents,
25-30 6 20%

21 belongs to 18-25 age group

30-35 3 10%
6 belongs to the age group of 25-30
Above 0 0%
35 3 belongs to 30-35 age group and
Total 30 100%
no one belongs to the age group above 35.
 INTERPRETATION
INTERPRETATION INTERPRETATION
INTERPRETATION
INTERPRETATION
SATISFACTION OF RE- LEVEL OF
ABILITY OFSATISFACTION
RESPONDENTS
Figure 1EMPLOYEE
4represents
FigureSPONDENTS
6shows
RESPONDENTS the the
represents ability
factors
PERCEPTION
UPON of
THE
PARTICIPATION respondents
theaffecting
satisfaction
ONthe work-ofFigure 5 EMPLOYEE
represents the PARTICIPATION
perception of Swiggy of
Figure 8 represents the role of employee Figure TO 7 represents
TOWARDS
BALANCE THEIRthe WORK-
SALARY inclusion
AC-
to CUSTOMISATION
ORGANIZATIONAL
lifebalance
respondents
balance their
IN work-life.
ofDECISION
towards
employees OF atORGANI-
salary POLI-
Swiggy. Figure
according to thedelivery
MAKING 3 represents
IN DECISION the satisfaction
MAKING of
satisfaction inHEALTHY
the efficiency and success of anrespondents staffs on
CORDING customization
TO
LIFE THE
suggestions of delivery staffs in decision of
WORK
SATIONAL
CIES ON POLICIES TO
WORK INDI- upon thetocompany’s policies on
work.
Itorganization.
is evident that 63.2%
VIDUAL NEEDS organizational
making by thepolicies
management.
of the respondents healthy work environment. It shows that individual needs.
ENVIRONMENT STRONGLY NEVER
Itwork-life
shows that balance57.9% is affected by long working
of the respondents
AGREE
YES are It42.1%
shows of the
that respondents
42.1%
5.3%
5.3% of the are not
respondents satisfied
RARELY
POSITIVE
SATISFIED RE-
AGREE
NO
hours,
sometimes 15.8%
It is evident ablearetosuffering
that manage
63.2% of from
their
the compulsory
work-life,
respondents
YES with the36.8%
5.3%
existing 21.1%
policies of of
the
SOMETIMES
LATIONSHIP
NOTcompany,
SATISFIED
It shows 10.5%
that
10.5% 94.7% of the INDIFFERENT
NOT
respondentsAWARE
states It shows
strongly that
agree the
and suggestions
42.1% moderately 52.6%
OFTEN
NEGATIVEof the
agrees
overtimes,
10.5%
are satisfied
5.3% 42.1%
47.4%
of the respondents
with work-life
the 52.6% imbalance
are rarely
current occurs
salary
DISAGREE NO
ableand
to to
47.4% of the respondents RELATION-
areinsatisfied
ALWAYSwith
that there is a positive
42.1%
47.4% relationship
STRONGLYbetween respondents
the customization are included
of organizational
10.5%
63.2% the
SHIP decision
due
manage
36.8% to ofshift
theworks
their and the are
work-life,
respondents remaining
21.1%not of 21.1%
the policies
satisfied the existing policies of organization
the company
the 42.1%
employee satisfaction
DISAGREE
and organizational making toprocess
individual
57.9% of needs,
94.7%the 10.5% andand
of the the
of
withthe
respondents 42.1%respondents
the salary. cannot manage work-life
their imbalance
work-life, respondents
of thedisagrees
efficiency and 5.3% of the respondents are10.5%
suggestions 47.4%toofthe
ofrespondents the statement,
are not aware
respondents 5.3% of
are
occurs due to meetings/trainings
5.3% of the respondents can often and always of held after the
the respondents
company’s aredecision
policies. indifferent to theprocess
against the statement. not included in the making
workingtheir
manage hourswork-life. statement and none .of the respondents
of the organization
strongly disagreed to the statement.
SUGGESTION
FINDINGS
S Flexible working hours shall be provided to the delivery staffs for better time management.
Majority of the respondents
CUSTOMIZATION OF ORGANIZATIONAL
- age groupPOLICIES
of 18-25 About 42.1%above
No respondents of the35
respondents strongly
age were found.
agree
TO
 INDIVIDUAL
Job sharingNEEDS
shall be provided to reduce the burden of work.
About 42.1% moderately agrees
WORKLIFE MANAGEMENT About 57.9% of the respondents are sometimes able to manage
theirAbout 5.3% stays indifferent.
work-life.
 Time offs for family engagement and paid sick leaves
About foralways
5% were betterable
work-life
to managebalance.
their work-life.
Majority that is 63.2% of the respondents were satisfied
SATISFACTION TOWARDS FAIR PAY
 Entertainment programs, About 36.8% ofperformance
the respondents appreciation,
are not at all satisfied .
SATISFACTION TOWARDS EXISTINGemployee wellness
Aboutprograms,
47.4% of the respondents are satisfied rewards,
refreshments, complaint redressal cells, should
Aboutbe provided
10.5% are not attoallmanage stress
aware about arisingpolicies.
the existing from their
ORGANIZATIONAL POLICIES
work. Suggestions of 52.6% of the respondents are considered while
EMPLOYEES INVOLVEMENT IN DECISION MAKING decision making and suggestions of 47.4% were ignored.
 Long working hours and meetings held after
Aboutworking hours
63.2% of the shouldwork-life
respondents be reduced.
balance isCompulsory
affected
IMPACT OF LONG
overtime WORKING
should HOURS with work in shifts.
be replaced It is
About evident
15.5% thatfrom
suffers 94.7% of the respondents
compulsory had a positive
overtimes.
overview between employee satisfaction and organizational
RELATIONSHIP BETWEEN EMPLOYEE SATISFACTION
efficiency
AND ORGANIZATIONAL EFFICIENCY
 Organization shall provide yearly master healthAbout
check-ups
5.3% arefor the employees.
against the statement.
An aspect of
Themodern
theoryeconomy
of Toilingwith
classadvanced
aims at acomputer CONCLUSION
five point and IT networks
program, in this is the ability
study to
they are:
administer production and distribution irrespective of geographic and spatial distances.
 Building a proper society free from exploitation: Here, the Swiggy delivery
The working
staffs are being paid well and they are provided with healthy study interprets the current scenario
environment.
These developments were beyond the comprehension on work-life
of Marx.balance andofjob
In the light satisfaction
these
shortcomings of Marxian theory, K M Mani put forward ofSwiggy
Stimulation
his
to the Toiling
delivery
Toiling Classstaffs. class: Incentives,
Theory, which aims
perquisites, tips and rewards are provided to the
at unition of all facet of society contributing to economic To an extend,
growth
Swiggy they areforcreation
thereby
delivery staffs satisfied with their
of
job satisfaction and
Now, Do You Think Capital reflects
wealth. Is The Enemy Of Labour? fairfinancial
imbalances in their work-life.
pay butupliftment.
long and rigid working hours
 Achievement of development with social justice: Trade unions were formed
Satisfactory
by Swiggy delivery staffs to raise their voice and to ensure social justice.policies are provided by the
Swiggy
 Ensure management
fair distribution:for healthy
Here, workdelivery
the Swiggy
environment. It paid
staffs are fairly is also
andnoticed that
the services are equally
accessible
inclusive to all class
decision of societies
making without any
is followed.
disparities.
 Acceleration of the process of wealth creation: Customization of
organizational policies with respect to individual needs leads to better work-
life balance and efficient management in organization creates success which
results in wealth creation in economy.
REFERENCES
• C. Amsaveni (2023) A Study on Job Satisfaction of
Employees in LeShark Global Llp, Palladam, IOSR
Journal. http://www.iosrjournals.org/

• Ayushi Vyas, Dr. Deepak Shrivastava (2017) Factors

THANK YOU
Affecting Work Life Balance - A Review

• Priya Shougani (2021) A study on work-life balance of

employees at TCS, Mumbai, 202 Priya shougani.pdf