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  • pla help me wLb •GenerationYaresearchingfornewwaystodefinecarethatd o n o t f o r c e t h e m t o c h o o s e b e t w e e n s p e n d i n g t i m e w i t h t h e i r c h i l d r e n a n d e a r n i n g a n i n c o m e a n d a r e l o o k i n g f o r d e f i n i t i o n o f p e r s o n a l i d e n t i t y t h a t d o n o t p i t t h e i r o w n d e v e l o p m e n t a g a i n s t c r e a t i n g c o m m i t t e d t i e s t o o t h e r s . ( A c c o r d i n g t o K a t h l e e n G e r s o n , S o c i o l o g i s t : G e r s o n , K a t h l e e n . M o r a l D i l e m m a s , M o r a l S t r a t e g i e s , a n d t h e T r a n s f o r m a t i o n o f G e n d e r . T h e K a l e i d o s c o p e o f G e n d e r , 2 0 1 1 , p . 4 0 2 . ) • L I T E R A T U R E R E V I E W
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  1. 1. Studied, Compiled and submitted by: MBA-1st Year Division C Roll No 57 Priyanka Kushwaha Roll No 58 Sneha Ganesh Roll No 60 Madhuri Tagalpallewar Roll No 61 Shikha Vora Roll No 62 Amit Zaware
  2. 2. ABSTRACT • For many high potential Gen Y (People born between 1977- 87) employees, success isn’t necessarily defined as working as far up the ladder as one can go. •They more often want to be measured by project completion, rather than in person in the office. So, they are burdened with work load and pressure. Hence achieving work life balance is important among generation Y.
  3. 3. ABSTRACT • In this study the researcher aims to study work life balance of Generation Y employees belonging to middle level management at ThyssenKrupp, Pune •This research is based on both primary and secondary data. •This study helps the researcher in finding out what factors affect the work life balance of the Gen-Y employees of middle level management and whether the policies implemented by the organization is sufficient to maintain a proper work life balance.
  4. 4. INTRODUCTION • Work-life balance for any one person is having the ‘right’ combination of participation in paid work and other aspects of their lives. • Generation Y that is, people born in between 1977 to 1987 also known as the “millennium” are demographic followers subsequent to Generation X. • With the help of technology, Gen Y often set task-based goals and want to finish their assignments efficiently. • The study of the work life balance is targeted at ThyssenKrupp India Pvt. Ltd, Pune. ThyssenKrupp is a German multi-national company which has carved its niche in the elevators and steel industry.
  5. 5. LITERATURE REVIEW • As per Department of Education and Children’s Services 2010 of South Australia, Work life balance is defined as “The interaction between paid work and other activities, including unpaid work in families and the community, leisure, and personal development. Work life balance is supported by the development, implementation, and facilitation of programs, practices and initiatives that enable employees to balance their work and personal lives.”
  6. 6. LITERATURE REVIEW • Generation Y are searching for new ways to define care that do not force them to choose between spending time with their children and earning an income and are looking for definition of personal identity that do not pit their own development against creating committed ties to others. (According to Kathleen Gerson, Sociologist: Gerson, Kathleen. Moral Dilemmas, Moral Strategies, and the Transformation of Gender. The Kaleidoscope of Gender, 2011, p. 402.)
  7. 7. NEED FOR STUDY This study necessitates the existence of proper work life balance at ThyssenKrupp as it may aid in the following factors: 1) Retention and attraction 2) Motivating and improving performance of employees 3) Reducing stress arising at workplace. 4) Meeting professional and personal goals.
  8. 8. STATEMENT OF RESEARCH PROBLEM “This research aims to study the factors affecting work life balance of Generation Y employees employed at ThyssenKrupp, Pune.”
  9. 9. OBJECTIVES • To study the relation between age, perception and attitudes of generation Y and work-life balance employed in middle management. •To study the awareness among Gen-Y employees in ThyssenKrupp about the work life balance policies adopted by the organisation. •To study the different factors amounting to pressure, which a Gen-Y employee experiences from various sources at workplace.
  10. 10. SCOPE • The scope of the study is restricted to only a particular age group born between (1977-1987) called the Generation Y. • For this study, we have only chosen middle management level. • The study is limited to the information gathered from the ThyssenKrupp organization only. • The scope of study is limited to Pune region only. • The study is solely based on the responses of Generation Y employees of ThyssenKrupp.
  11. 11. LIMITATIONS •This study was limited by time constraints. •Reluctance on part of employees in responding to the questionnaire.
  12. 12. Significance • It helps in establishing proper balance between work and life of employees and also in prioritizing the tasks. • It is stress management tool and increase the productivity of employees. • It increases quality of work and gives work satisfaction. • It helps in reducing health issues arising due to work pressure
  13. 13. Research Methodology • DEFINITION “Research Methodology is a way to systematically solve the research problem it may be understood as a science of studying how research is done scientifically”
  14. 14. Data Collection Techniques • PRIMARY DATA Information collected by the researcher directly through instruments such as surveys, interviews, focus groups or observation. • IMPORTANCE It is most accurate and up-to date data collection technique. • We prepared Online questionnaire on Google docs and sent via internet to employees.
  15. 15. Data Collection Techniques • SECONDARY DATA Reuse and repurpose information as secondary data from primary data which is researched earlier by someone. • IMPORTANCE Easier and less expensive to collect • We referred Books, Relevant websites, Magazines as secondary data.
  16. 16. Type Of Research • DESCRIPTIVE RESEARCH /statistical research It describes data and characteristics about the population or phenomenon being studied. • However it does not answer questions about e.g.: how/when/why the characteristics occurred, which is done under ANALYTIC RESEARCH. • Total No. of employees 634 Middle level management employees 146 Employees under Generation Y 105
  17. 17. Data Analysis • Gender 38% female male 62% Interpretation: The percentage of female is 38% and male are 62% of 105 responses. The ratio of female to male composition is 8:13.
  18. 18. INCOME Income Bracket (Thousands/month) 4% 12% 20% 10 to 20 21-30 24% 31 - 40 41 -50 40% above 50 Interpretation:76% of the employees amongst Y generation fall under an income more than 30 thousand. This refers to an ambition for a high standard of living.
  19. 19. 1. How long have you been associated with this organization ? Association with company in years 6% 21% 0-3 years 25% 3-6 years 6-10 years 48% Interpretation:- more than 10 Amongst 105 employees 69% of the people are newly associated with the company. This shows that there is good number of young blood working at ThyssenKrupp
  20. 20. 2. How many hours do you work in a day? Working hours/day 7% 9-10hours 26% 10-11hours 67% 11 hours and more Interpretation:67% of employees work in normal working hours, whereas 33% of Generation Y in ThyssenKrupp work overtime. These employees can be victims to high working pressures as compared to those who work in the normal prescribed 0 9-10 hours
  21. 21. 3. Do you work in shifts? If yes, in which shift? Work in shifts 25% 34% No Yes 1st Shift Yes 2nd Shift 41% Interpretation:66% of people in Generation Y work in shifts. The employees who do not work in shifts works from 9am to 6pm. Employees working in first shift works from 6am to 3pm. Employees work from 3pm to 12am in 2nd shift. Work life balance policies can be focused more on the employees working in 2nd shift as they work late night thus experiencing more stress.
  22. 22. 4. Do you feel tired/depressed/stressed at work? Feel tired/depressed/stressed at work 25% No Yes 75% Interpretation:- 75% of Generation Y of ThyssenKrupp has stated stress/depression and pressure arising out of work.
  23. 23. 5. If yes, this stress arises out of which factor? Reasons Increased work load and responsibilities 42% 44% Not meeting targets Pressure created by peers and superiors 8% 6% Working overtime Interpretation:86% of the people in Y generation have stated Working overtime and increased work load and responsibilities as their reason for pressure/depression and stress.
  24. 24. 6. Does your company provide you flexible work hours? Flexible working hours 20% yes no 80% Interpretation:80%of people have also stated that ThyssenKrupp offer flexible working hours. This is a benefit for employees, as they can choose their working hours.
  25. 25. 7. Do you have intervals/break at work? Intervals 1% Breakfast, Lunch, R efreshments 9% Breakfast, Lunch 30% lunch 44% 4% 12% Lunch, Refreshme nts Refreshments Interpretation:Employees working in general and 1st shift enjoy more breaks as compared to employees working in 2nd shift.
  26. 26. 8. Are you satisfied with the leave policy adopted by the organization? Are you satisfied with the leave policy adopted by the company? 20% Yes No 80% Interpretation:80% of employees are satisfied with the leave policy adopted by the company.
  27. 27. 9. Do you spend satisfactory time with your family? Spend satisfactory time with your family 28% yes no 72% Interpretation:- 72% said they experience satisfactory time with their family.
  28. 28. 10. Are you aware of the work life balance policies that your company offers? Aware of the work life balance policies that company offers 10% yes no 90% Interpretation:90% are aware of the work life balance policies offered by ThyssenKrupp.
  29. 29. 11. If Yes, What activities does your company employ to get proper work life balance? Activities company employ to maintain proper work life balance entertainment 21% 44% Interpretation:- 24% meditation,yoga 3% 3% 3% meditation,yoga, entertainment 2% meditation,yoga, sports ThyssenKrupp has implemented many policies for improving the work life balance which can be seen from the above where 44% of Generation Y enjoys sports, entertainment and outing as means of reducing stress/pressure/ depression.
  30. 30. 12. Do you think that if an employee has good work life balance, his working effectiveness will be more? If an employee has good work life balance, his working effectiveness will be more 2% 2% yes no no response 96% Interpretation:96% prefer good work life balance for increasing working effectiveness. This may help in increasing organizational productivity.
  31. 31. 13. How do you rate your work life balance at ThyssenKrupp? Work life balance rating 3% 7% 16% excellent 21% good average below average poor 53% Interpretation:53% of generation Y have stated their work life balance is good. This states that the area of work life balance at ThyssenKrupp can be improved towards excellent and there is further scope of improvement in the areas below average.
  32. 32. FINDINGS & SUGGESTIONS • Generation Y employees of ThyssenKrupp are aspiring, enthusiastic and ambitious employees who prefer a high standard of living • Although the work life balance policies adopted by organization for scope of improvement • 80% of the employees belonging to Gen-Y who work in late night 2nd shifts have reported work related stress which should urge ThyssenKrupp management to help them achieve work life balance
  33. 33. FINDINGS & SUGGESTIONS • Company offers flexible working hours to the Gen-Y employees but they have stated high stress from work which could be opposing as flexible working hours are meant for reducing stress. Reasons for the same can be studied by the organization. • Women’s increased participation in organizations, stresses on the need to bring policies that improve work life balance.
  34. 34. CONCLUSIONS • ThyssenKrupp has employed considerable work-life balance policies for its employees and the awareness amongst the employees in Gen-Y is also high regarding the same. • Yet as per the responses received, high stress level can be seen amongst Gen-Y employees, particularly in women and employees working during the 2nd shift. • Though the company offers flexible working hours the Gen-Y employees have stated high stress from work which is contradictory. • The overall work life balance has been mentioned as good with scope for improvement in certain areas like working overtime and increased work load.
  35. 35. Bibliography • “Family issues and work life balance”• • • • • www.oecdbetterlifeindex.org “Embrace work life balance”- www.ispi.org/pdf “How our work life balance is changing”www.gaurdian.co.uk “Work life balance:”- www.fastcompany.com “Work life balance articles”- www.ceoonline.com Research Methodology Book – Kothari