Research study Area - Aurangabad

1. Women`s Work-life
Balance
Mini Project Report
2018
MBA II Semester
4/11/2018
Siddiqui Rumaisa
Arpit Tule

2. Women`s Work Life Balance in Banking Sector
1
Content
1.Abstract
2.Introduction
3.Objective of Study
4.Scope and Limitations
5.Research Methodology
6.Data collection
7.Observations and Findings
8.References
10.Annexures

3. Women`s Work Life Balance in Banking Sector
2
Abstract
The Indian banking scenario has been changing drastically due to
high degree of competitiveness and paradigms shift in customer‟s
expectation after economic reforms. The rate of women higher education
and government‟s women reservation policy create more employment
opportunities for women. The life style of the Indian women is still in
traditional and they have to attend both inside and outside the family. The
work life balance for women employees in banking industries is the order
of the day. The work life balance of women employees in banking sector is
to determine the level of their work life balance which is having high
importance on their total wellbeing and enhance their productivity and
entire banking growth. Striking a balance between professional and
personal commitments is a common dilemma for many of today's women
workers. Today‟s professional workers are less concerned about just
financial security which earlier bound them to their employers. The main
aim of the paper is to identify the impact of various factors effecting Work-
life Balance of women employees in banking Organizations.

4. Women`s Work Life Balance in Banking Sector
3
Introduction
Work-life balance refers to the level of prioritization between
personal and professional activities in an individual‟s life and the level to
which activities related to their job are present in the home.
The ideal work-life balance is open to discussion. Freethinker Paul Krasner
said that anthropologists often define happiness as having little or no
differentiation between an individual‟s professional and personal lives.
Work-life balance is a topical issue due to the increased amount of
technology that removes the importance of physical location in defining the
work-life balance. Previously it was difficult or impossible to take work
home and so there was a clear line between professional and personal.
The increase in mobile technology, cloud-based software and the
proliferation of the internet has made it much easier for employees to be
„permanently‟ at work, blurring the distinction between professional and
personal. Some commentators argue that smartphones and „always-on‟
access to the workplace have replaced the authoritarian control of
managers.
Stress is a common feature of a poor work-life balance. In the information
economy mental stress has been identified as a significant economic and
health problem, causing by a perceived need of employees to do more in
less time.
A key issue in the work-life balance debate is where responsibility lies for
ensuring employees have a good work-life balance. The general feeling is
that employers have a responsibility to the health of their employees; apart
from the moral responsibility, stressed-out employees are less productive
and more likely to make errors.
As the time changed life of women has also been changed. She changed her
life to an extreme limit that she is getting educated and earning equal to her
husband.

5. Women`s Work Life Balance in Banking Sector
4
But she still cooks and washes and runs the house also. So balancing
her work and home is becoming difficult for women employees. Although,
over the years women in India have struggled to establish an identity and
create a mark in the social as well as in the organizational platforms, but
with the increase in educational institutions training more and more women
to enter professional careers.
From last three decades, the change in the socio cultural environment
has opened the gateway for women to enter and lead in the managerial
roles in the corporate India. In fact between 2001 and 2009 the female
employment in India on the whole, have increased by 12% per annum. This
is because India is a developing country and growing of middle class is
more in the country. Women have started recognizing their innate talents
and skills and working to achieve the excellence in those areas. With
increasing participation of women in workforce, the participation of
working mothers, dual earner couples and single parents also increased.
This “Work life Balance of Women In Banks-A Factor Analysis” trend
immediately enhanced the child and elder care burden on a large number of
employees and in addition created new challenges in balancing work and
family life. At organizational level, 1950s onwards, significant
enhancement in long hour culture, unpaid overtime, changing work time
and work intensification started to be witnessed. This resulted into
enhanced work related stress, time squeeze for home and family and
employee demand for shorter working hours. Conflict between work and
personal life aggravated further due to 24x7 work culture becoming
popular due to rise of service sector industry, technological complexities at
workplace, ageing population and loss of social support network. A major
impact of work life balance of women employees was shown on the
gradual increase of their absenteeism and turnover. It is said that growth of
absenteeism has been increased 21.6% and turnover rate is 33.2% since last
five years.

6. Women`s Work Life Balance in Banking Sector
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Objective of study
 To identify the major factors that, influence on the Work life balance
of women professional in the present socio-economic system.
 To analyze the challenges linked with balancing professional and
personal life of women employees.
 To study the factors affecting on work life balance of women
employees working in Indian banking sector.
 To find out the problems of work life balance and suggests the
remedial measures to make it effective.

7. Women`s Work Life Balance in Banking Sector
6
Scope and Limitations
The present study is confined to women employees in Aurangabad,
Nagpur. Women employees who have been working in sectors like
Banking were considered for the purpose of the study.
Human Resource Management in education sector will not only
ensure performance of employee but also overall contribution for the
economic development of the country. More than eight lacks of employees
are working in both public sector banks, Private Banks, foreign banks and
regional rural banks in India, out of which above 50% are female. These
employees effective management of Work-Life Balance is essential. The
policy measures of government, RBI and bank management are given, to
overcome the problems in WLB. The Research is intended to conduct the
survey in private sector banks in Aurangabad, Nagpur.
lly for Women
employees for the most significant factor being promotion of educated
women.
e hand
is inadequate for comfort living. This belief has basically emerged due to
the rising cost of living, inflation, and consumerism, high cost of children
education, marriage and concern for future security.
mily system has
facilitated the decision to work female member of the family also.
as a norm and
a shift from the earlier attitude and global system.

8. Women`s Work Life Balance in Banking Sector
7
Research Methodology
The Research as carried out on the basis of primary and secondary
data. Efforts were made to collect the actual response about “work life
balance – with special reference to women in Indian banks”.
The primary data, for this purpose of structured questionnaire was
developed to collect the responses from the women employees working in
banks. And the secondary data was collected from Literature reports,
statistical figures and such other data are collected from books, journals,
magazines and other published data. Websites are also visited to collect the
secondary data.
 Sample Design
The women employees in Aurangabad, Nagpur . constitute universe for the
study. Women employees working in banking sector were selected as the
sample frame.
 Sample Size
The sample size considered for the study is working women employees.
The sample respondents includes only bank employees.
 Sampling Method
Simple random sampling method is used for the present study.
 Questionnaire
Based on the objectives of the study, questionnaire is designed. The
questionnaire comprises few dichotomous (YES/NO) questions, few
multiple choice questions and statements using Liker Scale method.
Statistical Tools Used for Research The tools that are used for analyzing
data are ANOVA, mean score and percentages.

9. Women`s Work Life Balance in Banking Sector
8
Data Collection
Both primary and secondary data are collected for the purpose of the
study. The survey method is used to gather primary information for the
study. The required data is collected from the sample respondents with the
help of a questionnaire designed for the purpose and through personal
interviews also. The secondary data is collected from books, journals,
magazines, websites, etc.
Primary Data
A set of questionnaire was developed to collect the responses from the
employees of the banking sector to perceptualize the opportunities, scope
and constraints and grey areas with regard to comparative study of
employees of private banks of the selected cities. Information on
geographic, sociocultural and psychological perspectives of the study area
has been collected for preparing this questionnaire. The major dimensions
which have been used to measure Work Life Balance (WLB) are namely-
gender bias, demographic structures of families of employees, level of
hierarchy in the organization, welfare policies of the organization and
family and societal commitments of the employees.
Secondary Data
For requisite details on planning and policies of government and other
geographical and socio-cultural perspective of the study area was collected
from authentic resources such as books and journals, research papers,
Project readings, unpublished reports of government departments and other
reliable sources of information broadcast.

10. Women`s Work Life Balance in Banking Sector
9
Observation and Findings
Women Employees goes through…
 Long Duration of work
 Keep away from family
 Feeling exhausted at the day‟s end
 Struggle to juggle work and non-work
 Stay at work after normal working hours
 Doing work-related tasks at home
 Participate in community activities
 Travel when the need arises
 Neglecting personal needs because of work
 Check back with the office even when you are on
vacation
 Career breaks

11. Women`s Work Life Balance in Banking Sector
10
Conclusion & suggestions:
Work-life balance includes balancing between Professional life which
includes career, challenges, pressure, achievement and ambition on one
hand and private life which includes pleasure, leisure, family and spiritual
development.
can be
conducted and educate to manage the work life balance by the employee
itself.
e an awareness
regarding the HR policies.
the programs where they can create awareness
about the impact of work life balance at employees personal and
organization life.
management can
also think over flexible working hour recommended by 6th pay
commission one late entry and one quit the office.
d be developed and
implemented toughly Family get together can be organized by the
employer.
anagement where
employee can do regular exercises, yoga, meditation etc that can maintain
the emotional balance of the employees.
n, finally it is
suggested that employers need to develop the various work-life balance
friendly policies based on the culture and environment of the organization,
which can help them to attract and retain the talent. It is the responsibility
of every employer to look for the best utilization and productivity of the
best women talent available in the market according they need to design the
HR Policies. That will develop a sense of belongingness among the women
Professionals and in return organizations will get the effective and efficient
work and continuous development of their organization.

12. Women`s Work Life Balance in Banking Sector
11
References
Christopher Higgins, Linda Duxbury, Karen Lea Johnson
(2000), Part-time work for women: Does it really
help balance work and family? Human Resource
Management, Hoboken:, Vol. 39, No. 1, pp. 17.
Ellen A Ensher, Susan E Murphy, Sherry E Sullivan (2002),
Reel women: Lessons from female TV executives
on managing work and real life, The Academy of
Management Executive Briarcliff Manor, Vol. 16,
No. 2; pp. 106.
Frone, MR, Russell, M & Cooper, ML (1992), 'Antecedents
and Outcomes of Work-Family Conflict: Testing a
Model of the Work - Family Interface', Journal of
Applied Psychology, vol. 77, no.1, 1992, pp.65-78.
Gill Kirton (2006), Alternative and parallel career paths for
women: the case of trade union participation,
Work, Employment & Society. London: Mar 1,
Vol. 20, No. 1; pp. 47.
Hilary Harris (2004), Global careers: Work-life issues and
the adjustment of women international managers,
The Journal of Management Development.
Bradford, Vol. 23, No. 9; pp. 818.
Ines Hardoy, Pal Schone (2006), The Part-Time Wage Gap
in Norway: How Large is It Really? British Journal
of Industrial Relations, London, Vol. 44, No. 2; pp.
263.
Joanna Hughes (2007), Work-life balance as source of job
satisfaction and with drawl attitudes, Emerald
Personnel Review, Vol 36, No.1, pp. 145-154.
Mathew, R. V., & Panchanatham, N (2009)., Work-life
balance issues among the women entrepreneurs in
South India. In K. J. Cherian, & S. P. A. Mathew
(Eds.), Emerging entrepreneurial strategies for self
development and skill development, (pp. 46–57).
Kottayam, India: Kuriakose Gregorios College
(KGC).
Naithani, P (2010), Overview of Work-life balance
discourse and its relevance in current economic
scenario. Asian Social Science, Vol. no. 6(6),
pp.148-155.
Nirmala Govindarajan (2009), Work it girls, Times of India,
Bangalore Times, December 16, pp.1.
Nona Walia, Wifey (2012), what should I cook for dinner?

13. Women`s Work Life Balance in Banking Sector
12
Times of India, Times life, December 2, pp. 1.
Olivier Thévenon (2009), Increased Women's Labour Force
Participation in Europe: Progress in the Work-Life
Balance or Polarization of Behaviours?
Population, Paris, Vol. 64, No. 2; pp. 235.
Peeters, M. C. W., Montgemery, J. J., Bakker, A. B. &
Schaufeli (2005), W.B. Balancing work and home:
How job and home demands are related to burnout.
International Journal of Stress Management, Vol.
no. 12, pp. 43–61.
Priya.C.Nair (2010), The balancing act, Times of India,
ascent, February 10, pp.1.
Srinivasa.T.C.A, Raghavan (2009), Man happy,women
unhappy, The Hindu,June10, pp. 9.
Stolz-Loike, Marian (1992), The Working Family: Helping
Women Balance the Roles of Wife, Mother, and
Career Woman, The Career Development
Quarterly, Alexandria, Vol. 40, No. 3; pp. 244.
Thilakshi Kodagoda (2010), How do professionals and
managers combine mothering with employment?
Western theories in the Sri Lankan experience,
International Journal of Management Practice,
Olney, Vol. 4, No. 2; pp. 169.
Willem Adema (2005), Babies and bosses, Organization for
Economic Cooperation and Development, The
OECD Observer. Paris, Vol. No. 9, pp. 248.

14. Women`s Work Life Balance in Banking Sector
13
Annexures
Questionnaire
Women’s Work-Life Balance
The objective of this survey is to recognize how the Work life Balance
affects Women Employee in Banking Sector. This questionnaire is a part of
my research study. The concept of Work life balance is about levels of
satisfaction with your work life, personal life, family life, social life, the
recognition you get and role you play in organization. The study also
intends to examine the existence of Glass ceiling for women and its
association with work life balance. Glass ceiling can be understood as a
transparent ceiled barrier for women employees to grow in their carriers. I
request you to give your feedback by answering the questionnaire which
will take hardly 10 minutes to complete. Your cooperation in this regard
would be highly appreciated and of great help in making the study
successful. Your personal information will remain confidential. The
conclusions of this survey will be included in my final thesis.
Sr.
No.
Questions/Particulars Responses
1. Name:
2. Mobile no:
3. Email id:
4. Organization:
5. Designation
6. City
Please Tick “√” your choice a b c d e
7. Age 21-28 29-38 39-48 49-58
8. Education HSC Bachelors Masters Others
9. Marital Status Marrie
d
Single
10. How many children do you have 0 1 2 More
than 2
11. Family Type Joint Nuclear
12. How long have you been working
here in this bank?
> than
1 year
1–2 yrs 2–5yrs 5yrs or <
13. My standard work hours per day are 5 6 7 < than 7
14. Days the bank functions in a week 5 6 7
15. I am bound to work more than
standard hours a day.
Yes No
16. Working more than standard hours I Yes No

15. Women`s Work Life Balance in Banking Sector
14
am paid overtime.
17. The bank works in shifts. Yes No
18. According to my convenience I have
chosen the shift.
Yes No
19. In my absence/ emergency my job is
shared with my colleague.
Yes No
20. There is a provision of sabbatical
leave/ career break.
Yes No
21. I am aware of work from home
concept
Yes No
22. My bank offer Work Form Home
facility
Yes No
23. If yes, how often in a week: (Tick
whichever is applicable)
3 days 5 days
24. I am bound frequently to work even
on holidays.
Agree Strongly
Agree
Neutral Disagree Strongly
Disagree
25. Reason to work overtime is: Too
much
work
to do
Lack of
working
knowledg
e
Cannot
leave
before
boss
Prefer
staying in
office
rather
than
home
none of
the above
Please Tick “ √ ” your choice Agree Strongly
Agree
Neutral Disagree Strongly
Disagree
26. Work from home concept can be
applied for my job responsibilities
27. If given a chance to work from
home I can work more efficiently
28. Work from home concept, if applied
to my bank, I can have a good
balance between work and family
29. I often think of work when I am at
home.
30. It is difficult for me to find time for
me
31. Due to job demands I change plans
at home
32. I skip attending appointments, social
events.
33. I carry office work at home
34. My family is missing out on my
input.
35. My relationship with my partner is
suffering because of the pressured
stretched work hours
36. I always compete between work and
Non Work
37. I suffer from stress related diseases
38. Working and Sitting /standing in one
positions creates a feeling of pain on

16. Women`s Work Life Balance in Banking Sector
15
my physique
39. Have adequate resources to fulfill
my job responsibilities.
40. I am satisfied with the working
conditions provided by my bank.
41. I believe women are as capable as
men of serving in senior executive
positions.
Please Tick “ √ ” your choice Agree Strongly
Agree
Neutral Disagree Strongly
Disagree
42. Considering just my specific job, all
in all, I am satisfied with my job
43. If I were completely free to choose,
I would prefer to continue working
for my current employer
44. Women and men are respected
equally in my organization
45. Women are treated as a second
gender while taking strategic
decisions
46. Sufficient opportunities exist in my
organization for women to advance
into senior management positions
47. In my organization, women are
primarily encouraged to apply for
support roles rather than for
operational, technical, and general
management positions
48. I am disappointed that I ever
accepted a job at this organization
49. In my organization competitiveness
or assertiveness in women is viewed
as a negative trait.
50. I would not recommend my job to a
friend.
51. The way my organization operates, a
woman could be CEO within the
next 10 years.
52. In my organization, there are equal
career development opportunities for
men and women.
53. In my company, the number of
women penetrating the hierarchy
and achieving senior positions is
steadily rising.
54. I often think of leaving the
organization I currently work for.
55. In my organization, anti-
discrimination or affirmative-action
regulations are viewed as a
mandated inconvenience.

17. Women`s Work Life Balance in Banking Sector
16
56. I believe that work life balance is
associated with job satisfaction
57. My work environment is extremely
motivating.
58. I am satisfied with the working
conditions provided by my bank
Please Tick “ √ ” your choice Agree Strongly
Agree
Neutral Disagree Strongly
Disagree
59. Job Satisfaction is associated with
women glass ceiling / barrier for
women career growth
60. As work Life balance is associated
with job satisfaction and job
satisfaction is associated with glass
ceiling, I may say that there is
association between work life
balance and Glass ceiling
61. There is existence of Glass Ceiling
for women employees in my bank
According to me if my bank take
initiatives for work life Balance
programs It will: (Please Tick “ √ ”
your choice)
Yes No
62. Arrests Attrition/ Employee turnover
63. Increases levels of production and
satisfaction
64. Improves morale
65. Reduces sickness and absenteeism
66. Enhances working relationships
between colleagues
67. Encourages employees to show
more initiative and teamwork
68. Decreases stress and mental illness
Thank You for your Cooperation!!!!!!!!!!!!!!!!!