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Introduction
Jobs have become more demanding as organisations become leaner and
the business environment more competitive.
Today, the focus in business is on efficient execution and individuals picking up
the slack from increased workload with fewer workers.
As this pressured work environment causes more personal angst among
individuals, more and more work vs. life decisions are being made.
Through this research we would like to see whether the problem of
work-life balance really exists. And if it is so, what is its impact on the
life of a person.
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Review of Literature
Pressure is part and parcel of all work and helps to keep workers
and managers motivated.
It is excessive or uncontrolled pressure which can lead to stress
which undermines performance, is costly to employers and
above all can make people ill.
To some degree pressure can be beneficial, when it inspires
motivation and commitment, but excessive pressure becomes
stress which is harmful and can lead to major illness, even
death.
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Review of Literature Contd…
Work-related stress is the result of a conflict between the role
and needs of an individual employee and the demands of the
workplace.
Grieving, divorce, family upset, moving home, serious family
illnesses, pregnancy, miscarriage and other very personal
factors all affect a person's ability to perform to expectation.
Good employers and managers will recognise this and take
appropriate supportive action.
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Work-Life Balance
Work-life balance is a person’s control over the conditions in
their workplace.
It is accomplished when an individual feels dually satisfied
about their personal life and their paid occupation.
The work-life balance strategy offers a variety of means to
reduce stress levels and increase job satisfaction in the employee
while enhancing business benefits for the employer.
"Work to live. Don't live to work.”
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Stress at workplace
"Stress can be defined as the harmful physical and
emotional responses that occur when the
requirements of the job do not match the capabilities,
resources or needs of the worker."
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Causes of workplace stress
Job stress can result from several different characteristics
of a person’s work.
A lack of support or help from supervisors and co-workers
creates a poor social environment and consequently,
greater job stress.
Physical isolation also reduces an employee’s ability to
interact with others, thus diminishing a person’s ability to
receive help.
Employee having little input in decision making processes face
stress.
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Causes of workplace stress Contd….
Lack of communication between the employer and the
employee
A person’s individual role in a business can also create
stress if their job expectations are unclear or they have
too much responsibility.
Job insecurity translates into job stress.
The physical conditions of an individual’s job can also
create job stress. E.g. crowded, noisy or polluted
locations are unpleasant to work.
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Impact of Excessive work pressure on
employee
Physiological change Emotional Change Behavioural change
Increased blood pressure Increased tension Over/under eating
Tiredness Anxiety Misuse of alcohol and other
drugs
Stomach ulcers Depression Interpersonal difficulties
Digestive disorders Frustration Difficulty in sleeping ,
Absenteeism
Weight loss or gain Feelings of emptiness Aggressive or passive
Headaches Workplace conflict
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Impact of workplace stress on family
Increasing Time Squeeze and time pressures
The time squeeze is accompanied by financial pressures.
Employers with workers facing difficulties at home experience the high
costs of turnover, absenteeism, and lost investments in human resources as
workers seek more accommodating arrangements or even leave the
workforce altogether.
Ultimately, the economy and society pay the price of this underutilization
of human resources in both a lower standard of living and a reduced
quality of life.
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Importance of Work-life balance
The diagram segments today’s
changes into five different areas of
society. Global economic change,
new technology and the shift to the
knowledge-based economy are
major problems faced by India
today. The nature of work, the
organization of work, and
employment relationships are all
changing. There are a large number
of social and institutional changes
taking place in India affecting
families .
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The Price of Ignoring Work Life Balance
A lack of harmony between home life and job causes great
personal and financial hardship, both to the individual and the
company.
It contributes to poor morale, low productivity, absenteeism, and
high staff turnover. So it's in everyone's best interest to make
employee motivation and work life balance top priorities.
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Role of employer in balancing work and life
1. Providing flexible working hours for the employees
2. A compressed work week, Job sharing
3. Working at home and part time jobs can also provide a more comfortable and
convenient work environment.
4. To have the company review the work-life balance of their employees on a
regular balance.
5. Employers can provide individual development plans for employees or
mentoring by colleagues in order to monitor progress and satisfaction in the
workforce.
6. Guidelines to handle problems should also be established so business and
personal needs can be met.
7. Adequate leave options should also be provided to the employees.
8. Provide information on local care providers, local day care centers or loans to
help pay for eldercare.
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Role of employee in balancing work and life
1. Creating own happiness by telling ourselves everyday that I control my own
destiny and can make it the greatest day ever.
2. If possible, take on a different job role or title, typically with less
pressure/responsibility and often for less monetary reward.
3. Working Smart: There is growing evidence that 'working hard' does not mean
'working long'. The implication is obvious: using time more efficiently to reach
one's work targets.
4. Prioritizing work: Employees can list their priorities for each day. It may help
person to make decisions regarding amount of time to be spent on each work
they do and plan a time-table.
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Role of family in balancing work and life
The Change in Division of Labor within Families:
In today's families, the man holds a full-time job with career prospects, while
the woman works reduced hours for lower pay with few opportunities for
career advancement.
The reason for women working reduced hours is to free up time for
housework and particularly for caring for children.
Such an approach not only promotes continued inequality, but also a
continuation of the undervaluation of care work by society in general. Thus,
in order to balance a burden of household activities, they can be distributed
equally among each member of family.
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Business benefits of work-life balance
Satisfied employees contribute to greater business benefits for
the employer. Foremost, businesses would experience an
increase in productivity. Happy employees perform better than
disgruntled and stressed ones. Businesses would also see
improved recruitment and retention. Additionally, there would
be lower rates of absenteeism and improved customer service.
Overall, there would exist a more motivated, satisfied and
equitable workforce.
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Recent Studies
A recent study conducted by “Hindustan Times” in Mumbai
and Delhi showed that “56% of executives do not mind, less
pay if it means less stress. They are unhappy about their
work-life balance.”
Another study was conducted by “The Week” profession’s
impact on personal life among 1071 respondents across 10
cities in India. The study concluded that “Professionals
struggle with work-life management. They blame it on long
office hours and jet-setting lifestyle.”
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Research Variables
Hypothesis
Excessive work pressure at work affects various factors of
personal life among professionals.
Independent Variable:
Excessive pressure at workplace occurring because of
factors such as long working hours, stiff competition,
work triggered anger and so on.
Dependent variable:
Factors of personal life of an employee such as relations
with others, fulfilling family commitments.
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Method
•Sample: A total of 40 participants from organizations – Godrej &
Boyce Mfg. Co. Ltd. & L & T volunteered to take a part in this study.
There were 20 males and 20 females whose ages ranged from 25 to
58 years.
•Materials: An objective type questionnaire, consisting of 15 items
was prepared, for this study.
•Procedure: We distributed typed questionnaires to 40 employees,
and collected them within one week period for further analysis of
their response.
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Professionals face following situations
Situation Often Sometimes Never
Work triggered anger 7.5% 77.5% 15%
Staying out of town for
office work
1.5% 52.5% 32.5%
Intense competition 7.5% 50% 42.5%
Stiff targets 25% 62.5% 12.5%
Long working hours 32.5% 57.5% 10%
Work triggered
Personal problems
12.5% 45% 42.5%
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What causes more stress……..
Factor causing stress (in %)
Males Females
Family 5% 10%
Job 35% 35%
Both 40% 25%
None 20% 30%
0
5
10
15
20
25
30
35
40
Family Job Both None
Male
Female
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Taking office work Home……..
Taking office work at Home (in%)
Males Females
Always - 5%
Often 15% 5%
Sometimes 50% 50%
Never 35% 40%
0
10
20
30
40
50
Always Often Sometimes Never
Males
Females
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Amount of time spent with family….
Amount of time spent with a family in
a day (in%)
Males Females
4 hrs. or
more
55% 40%
2-3 hrs. 30% 25%
Less than 2
hrs.
15% 35%
0
10
20
30
40
50
60
more than
4 hrs
2-3 hrs less than 2
hrs.
Males
Females
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The relations with family members
Often Sometimes Never
Spouse 10.35% 65.51% 24.13%
Relatives 5.71% 45.71% 48.57%
Friends 5.26% 63.15% 31.15%
Parents 11.12% 52.78% 36.12%
Colleagues 7.69% 64.10% 28.20%
Kids 8.69% 43.48% 47.83%
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Stress at work makes people forget…….
Workplace stress makes people forget
(in %)
Often Sometime Never
Friend,
family
member
B’day
25% 50% 25%
commit
ments
17.5% 45% 37.5%
Imp.
events
16.22% 54.05% 29.73%
0
10
20
30
40
50
60
B'days Commitments Imp.Events
Often
Sometimes
Never
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People displace anger on………
Anger displaced on… (In %)
Males Females
On parents 10% 30%
On spouse
or kids
40% 10%
On
colleagues
30% 20%
None 20% 40%
0
5
10
15
20
25
30
35
40
Parents Spouse &
Kids
Colleagues None
Males
Females
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Eating habits…….
Eating habits (in %)
Males Females
Food on
proper
time
10% 10%
No proper
times
40% 25%
Ready to
eat food
5% 15%
No change 45% 50%
0
10
20
30
40
50
Foodontime Notiming readytoeat nochanges
Males
Females
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Compromising on family commitments
Out of 20 females 6 females reported that they never compromise with their family
responsibilities for office work. 2 females reported that they sometimes
compromise with family. But there too they try to priorities things according to
their importance which make easy for them to decide on compromising.
12 females reported that they compromise with their family to meet work
requirement. Many of them discuss with their family members about their work
schedule. Such discussion helps to reduce further family problems.
Some females can not meet family expectations as they have to travel a lot for a
job. While some others just keep on postponing family commitments for work
requirements. Most of them can not attend family functions.
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Compromising on family commitments Contd…
Out of 20 males 5 male reported that they never compromise on their family
commitments.
3 males reported that they face such situation sometimes but they try to keep
balance between the work and family.
Remaining 12 males compromise with their families. Most of them reported that
they work for long hours or they are on office tours, which makes difficult for
then to meet family responsibilities. Some told that they do not get leave to spend
with their family. Some even cancel their sanctioned leave for office work.
The above discussion surely indicates that there is no difference in males and
females when it comes to compromising with family. Employees are
compromising for their work is the fact.
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Support - employees expecting from family
Employees expect that their families should understand their
work pressure and competition prevailing in the work situation.
They demand cooperation from them. They suggest that respect
for each others work would lead to less conflict. They seek
support from their family while working on important
assignments.
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Employee’s suggestions to improve
work life balance
Try to complete office work at office.
Never discuss official issues at house.
Demand nurturing and friendly work place.
Flexi-timings
5 days week
Leave accumulation should be augmented after the age of 50.
Equal distribution of work at work place.
Attractive leave encashment systems
Leave adjustment system should be started.
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Limitations of the study
The result discussion is based on a small sample size of 40 in
Mumbai. This sample can not be representative of whole
industry. Thus, results obtained can not be generalized to make
important decisions.
Selection of techniques to improve balance of work and life
without involving more cost itself can be a separate research
topic. Cost concern of employing a new technique is not
discussed at all in this research.
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Conclusion
In this project we dealt with the topic of ‘Balancing work and life’. All survey
results support our hypothesis “Excessive work pressure at work affects
various factors of personal life among professionals.”
Expectation of employees from their family is not very heavy. But
they do expect some reforms from their employer.
Employer on an average is not doing much to help them achieve
work-life balance.
It involves a cost concern for the employer but providing friendly and
nurturing environment does not involve any cost.
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Conclusion Contd…
More and more employees are looking for companies that will be
supportive of their need for a healthy work-life balance.
Companies that promote family-friendly workplaces have an edge when it
comes to recruitment and retention of skilled employees.
Family-friendly policies need to "live" and not just exist on paper. Senior
management need to be role models through their words and actions, and
regularly evaluate whether these policies continue to meet employee needs.
Family-friendly policies are a way to support and recognize the changing
needs of employees at different points in their lives and careers. They are
good for business. They are good for employees and they are good for
families.
