A Study on Work-Life Balance of Women in C.T.T.E college

A.S.Gowthami, II BBA

Abstract

In recent years the challenge of maintaining a balance between work life and personal life has grown significantly difficult. Employees face greater workload, increasing time pressure and growing obstacles in satisfying both job and personal demands. At work the demand for efficiency leads to more tasks, which have to be fulfilled in a shorter period of time. The term ‘Work-life Balance’ was first coined in 1986 in reaction to the unhealthy choices that many Americans were making in favor of the work place, as they opted to neglect family, friends and leisure activities in the pursuit of corporate / work goals.

A balanced life is one where we spread our energy and effort - emotional, intellectual, imaginative, spiritual and physical – between key areas of importance. The neglect of one or more areas, or anchor points, may threaten the vitality of the whole. An important aspect of work-life balance is the amount of time a person spends at work. Evidence suggests that long work hours may impair personal health, jeopardize safety and increase stress. In the light of above, the paper aims at studying the importance of wok life balance, measures taken by organizations to help balance the employees work and life.

Key words: Work-life balance, employees

Introduction

Work life balance is the proper balance between work on one hand and life on other hand. Related through broader, terms include “life style balance and life balance”. Work life balance refers to the flexible working arrangements that allow both the parents and non-parents to avail of working arrangements that provide a balance between work responsibilities and personal responsibilities. The term “Work Life Balance” is preferred due to the fact that it encompasses the experiences and needs of parents and non-parents alike, and is a more progressive theoretical framework in which to think about new ways of living and working that are satisfactory to all. In practice, it involves “adjusting work patterns so that everyone, regardless of age, race or gender can find a rhythm that enables them more easily to combine work and their other responsibilities and aspiration”.

There is a large individual component in that meaning includes each individual’s needs, experiences, and goals define balance and there is not a one size which fits all solution. Also what work life balance does not mean is an equal balance in units of time between work and life. Work life balance has important consequences for employee attitudes towards their organizations as well as for the lives of employees. A balance between work and life is supposed to exist when there is a proper functioning at work and also at home.

Objectives

• The Primary objective of this paper is to study about work-life balance.
• The Secondary objective of this paper is to study satisfaction level, strategy for work-life balance.
• To find out the problems faced by employees to balance work as well as life.
• To study the level of satisfaction of employees about work-life balance.

Research methodology

Sources of data: Both primary and secondary data are used.

Primary data: Primary data collected through Structured questionnaire and interview.

Secondary data: Secondary data collected through data print books, websites, journals, e-journals, magazines.

Sample size: 25 samples of employees who working in C.T.T.E College for women.

Sample techniques: Sample technique used is research study and case study.

Statistical tool used: Simple percentage method is used to analysis and interpret.

Limitations

·         The study is carried only on the basis of data collected from Employees working  in C.T.T.E college for women, Chennai.

·         The sample size is only 25 is very small and may not reflect the population.

·         The study is time for the study was too less to do an extensive study.

Review of literature

 During the study several literature were reviewed for better understanding on the concept. Few study are listed below:

According to Dr. K.Saikumar on the topic, “Work-life Balance among employees – A study with reference to Engineering college in Nellore district”

          Work life balance becomes a strategic concern for the management of human recourses and significant element of an organization employee retention strategy. Work life balance is a combination of interactions among different areas of one’s life. Their study shows that majority of respondents were satisfied with their profession related activities. Some of the respondents expressed their dissatisfaction about the over-time work, over work load and working conditions in the colleges. The satisfaction of the employees on work-life balance same in respect of age and gender.

According to S.V.Harshini on the topic, “Perspectives Of Work-Life Balance In Modern Era”

            If the organization utilizes family-friendly programs, (a) they can position down the reflecting needs of the employees (b) find out the difference in perception of work-life balance between the organization and its employees (c) to achieve balance in work and personal life. The utilization of existing family friendly programs contributed to the well being of employees in both the workplace and home. It also explored how employees make sense of the family-friendly programs that an organization offers.

According to B.Vijayalakshmi on the topic, “A Study on the Work-Life Balance of Women Working in BPOs in Chennai City”

Women constitute an important section of the workforce. The problems faced are several. Achieving a good balance between work and family commitments is a growing concern. BPO companies are trying to bring in work life balance of the employees by taking care of the factors like working from home, flexi time and swap in order to retain talent, enhance quality of work and to keep the employees happy. The flexibility of work alleviates stress and helps in better time management. 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. 

Analysis and interpretation of the study

Analysis and interpretations is the main thing for the Research. The researcher presents the analysis of the data and interprets them in the form of Tables.

Data analysis and interpretation

1.Years of working

SI. No	No. of years	No. of respondents	Percentage
1.	0-5	6	24
2.	5-10	15	60
3.	10-15	2	8
4.	More than 15	2	8
Total		25	100

The table on years of working of women in C.T.T.E college shows that 24% of them working   0-5 years, 60% - 5-10 years, 8% - 10-15 years, more than 15 - 8%,

2.Working for long hours or overtime and even in holiday

SI. No	Overtime	No. of respondents	Percentage
1.	Frequently	5	20
2.	Sometimes	11	44
3.	Occasionally	5	20
4.	Rarely	4	16
5.	Never	0	0
Total		25	100

The table on overtime or working for long hours even in holiday of women in C.T.T.E college shows that 20% - Frequently, 44% - Sometimes, 20% - Occasionally, 16% - Rarely.

3. Often worrying about work (when you are not in work)

SI. No.	Worrying about work	No. of respondents	Percentage
1.	Frequently	6	24
2.	Sometimes	8	32
3.	Occasionally	4	16
4.	Rarely	7	28
5.	Never	0	0
Total		25	100

The table on worrying about work of women in C.T.T.E college shows that 24% - Frequently, 32% - Sometimes, 16% - Occasionally, 28% - Rarely.

4. Initiatives taken by organization to manage work life of its employees

SI. No.	Initiatives	No. of respondents	Percentage
1.	Provide flexible  work time	10	40
2.	Provide leaves to manage work life	15	60
3.	Provide job share option	0	0
4.	Allow work	0	0
Total		25	100

The table on initiatives taken by organization to manage work life of women in C.T.T.E college shows that 40% - Provide flexible work time, 60% - Provide leaves to manage work life.\

5. Missing quality time with your family & friends because of work pressure

SI. No.	Missing quality time with family & friends	No. of respondents	Percentage
1.	Frequently	0	0
2.	Sometimes	19	76
3.	Occasionally	4	16
4.	Rarely	1	4
5.	Never	1	4
Total		25	100

The table on missing the quality time with your family and friends because of work pressure of women in C.T.T.E college shows that 76% - Sometimes, 16% - Occasionally, 4% - Rarely, 4% - Never.

Findings

From the research of work life balance of women’s working in C.T.T.E college for women we found that

Ø  44% of them where motivated by personal satisfaction, 32% of them by family members, 8% of them by service minded and 16% of them by personal satisfaction, constructive utilization, financial independence and support from family.

Ø  56% of them agreed that their organization have policy for work life balance.

Ø  92% of them agreed that their organization provide maternity and paternity to their employees.

Ø  If employee have good work life balance the organization will be more effective and successful.

Ø  20% of them were expected to put their jobs before family and personal matter.  

Ø  If the respondents get support from family and flexible hour of work helps them to balance  their work and life.

Ø  Most of the respondents were affected by working hours, exclusive household work and work from home after office time.

Suggestions

Ø  Proper time management helps to balance work and life.

Ø  Work life balance depends on individual person.

Ø  Proper planning helps to balance work and life.

Ø  Family support and organizational support are equal importance to work life balance.

Ø Planning the work daily helps to balance work as well as life.

Conclusion

Work-life balance is about effectively managing the juggling act between paid work and other activities that are important to us - including spending time with family, taking part in sport and recreation, volunteering or undertaking further study.The study is based on the work life balance of employees working in C.T.T.E college for women. From the study we found that if the employees have good work life balance the organization will be more effective and successful. Most of the respondents agreed that their organization providing policies and maternity, paternity to their employees. The organization providing leave for employees to manage their work as well as life.