This document provides a literature review on the work-life balance of train drivers (loco-pilots) in India. It discusses the demanding nature of the train driver job, including long irregular hours, heavy workload, and safety responsibilities. The job requires high concentration in difficult conditions like noise, heat and lack of facilities. These factors, along with inflexible schedules, cause work-life imbalance and stress for drivers. The review also defines key concepts like work-life balance, imbalance, life satisfaction, and happiness to provide context around the challenges train drivers face in balancing their work and personal lives.
Literature review report on “an analytical study on working conditions of lo...Alexander Decker
This document discusses the working conditions of train drivers (loco-pilots) in India. It notes that the work is demanding, stressful, and requires a high level of concentration and alertness. Drivers have irregular schedules and work long hours with minimal rest, which can lead to fatigue. Their cabs are often noisy, hot, and lack basic amenities. There is also little work-life balance as duties disrupt family responsibilities. The document aims to understand these conditions and their effects on safety, stress, and accidents.
Internship report-human resource management-central railway workshop-mysore-b...Mohan Kumar G
The document summarizes the internship report of Mohan Kumar G. at the Central Workshop of South Western Railway in Mysuru. It provides details of his 2-month internship from August to September 2016, where he focused on studying the workshop's human resource management practices and welfare measures for employees. The report includes an acknowledgement section thanking various people who supported and guided his internship. It also lists the objectives of industrial training and his specific goals of understanding the workshop's HRM systems and how it ensures employee welfare.
The Field of Human Resource Management is developing very fast and every department of Human activity is realizing it’s important in the smooth functioning of the organization. Innovative techniques are developed to improve the culture at workplace so that the employees are motivated to give in their best to the organization as also to attain job satisfaction. Hence, it important implements the latest human resource practices in the organization.
The Latest Techniques in the field of Human Resource Development are Employees for Lease, Moon Lighting by Employees, Dual Career Group, Work Life Balance (flexi time & flexi work), Training & Development, Management Participation in Employees’ organization, Employee’s Proxy, Human Resources Accounting, Organizational Politics, Exit Policy & Practice, etc.
This project is about WORK LIFE BALANCE. A latest technique in the field of a human resource. To see how the organization is adopting the new trends in the HR field.
The document provides an overview of Samsung Group's history from its founding in 1938 to recent developments in 2010. Some key points:
- Samsung was founded in 1938 and initially exported dried fish and produce, later expanding into manufacturing.
- It established many subsidiaries across industries like electronics, shipbuilding, and finance throughout the 1960s-1990s during its rapid expansion.
- Major developments include establishing Samsung Electronics in 1969, developing DRAM chips in 1983, and strategic acquisitions and partnerships over the decades.
- Recent moves include investments in manufacturing facilities, partnerships on new technologies, and expanding into new markets globally.
28th December, 2015
Trimester: 153
Course ID: MGT 1307
Course Name: Principles of Management
The concept of work-life conflict has developed out of demographic and social changes that negatively resulted in a more diverse and declining workforce and different family/work models. Work-life conflict is seen as a way of distracting and not supporting the labor force for their economic well-being.
This review of research and literature in the areas of work-life conflict, work-place culture, employee engagement, discretionary effort and productivity aims to demonstrate the links between these factors.
This research includes case study and reviews of number of studies. However, workplace culture is identified as an intermediary factor in whether work-life conflict is related to decreased productivity.
Key aspects of workplace culture that negatively affects the link between work-life balance and productivity are managerial support, career consequences, gender differences in attitudes and use, attitudes and expectations of hours spent in the workplace and perception of fairness in eligibility for work-life options.
Although little research has been done specially linking solution for work-life conflict that whole heartedly supports work life balance.
Influence of Work-life balance in employee’s performanceMasum Hussain
Work–life balance is a concept including proper prioritizing between "work" (career and ambition) and "lifestyle" (health, pleasure, leisure, family and spiritual development/meditation. This is related to the idea of lifestyles choice. The work–leisure dichotomy was invented in the mid-1801s. Paul Krassner remarked that anthropologists use a definition of happiness that is to have as little separation as possible "between your work and your play". The expression "work–life balance" was first used in the United Kingdom in the late 1970s to describe the balance between an individual's work and personal life. In the United States this phrase was first used in 1986 The business case for work-life balance practices, as espoused by many organizations, rests on attracting better applicants and reducing work-life conflict among existing employees in order to enhance organizational performance. This review of the literature provides some evidence for the claim regarding recruitment, but there is insufficient evidence to support the notion that work-life practices enhance performance by means of reduced work-life conflict. We suggest that the business case may therefore need to be modified to reflect the number of additional routes by which work-life balance practices can influence organizational performance, including enhanced social exchange processes, increased cost savings, improved productivity, and reduced turnover. The impact of these processes may, however, be moderated by a number of factors, including national context, job level, and managerial support.
The Hay Group Guide Chart-Profile Method is a widely used and recognized proprietary job evaluation method. It evaluates jobs based on three factors: Know-How, Problem Solving, and Accountability. Know-How looks at the technical and soft skills required. Problem Solving examines the thinking environment and challenges. Accountability considers the job's freedom, scale of impact, and directness of impact. The method provides ranked and defined jobs, optimal structures, pay ranges, and external market comparisons. It supports objectives like equal pay and is flexible enough to adapt to organizational changes.
This document is a project report submitted for a Master's degree in Business Administration. The report studies the relationship between personality traits and work-life balance among employees at Bharat Heavy Electricals Limited (BHEL). The guide for the project is Ms. Jailakshmi Shristi Chauhan, who is an MBA student in the third semester at Swami Darshanand Institute of Management and Technology in Gurukul Hariwdar.
Literature review report on “an analytical study on working conditions of lo...Alexander Decker
This document discusses the working conditions of train drivers (loco-pilots) in India. It notes that the work is demanding, stressful, and requires a high level of concentration and alertness. Drivers have irregular schedules and work long hours with minimal rest, which can lead to fatigue. Their cabs are often noisy, hot, and lack basic amenities. There is also little work-life balance as duties disrupt family responsibilities. The document aims to understand these conditions and their effects on safety, stress, and accidents.
Internship report-human resource management-central railway workshop-mysore-b...Mohan Kumar G
The document summarizes the internship report of Mohan Kumar G. at the Central Workshop of South Western Railway in Mysuru. It provides details of his 2-month internship from August to September 2016, where he focused on studying the workshop's human resource management practices and welfare measures for employees. The report includes an acknowledgement section thanking various people who supported and guided his internship. It also lists the objectives of industrial training and his specific goals of understanding the workshop's HRM systems and how it ensures employee welfare.
The Field of Human Resource Management is developing very fast and every department of Human activity is realizing it’s important in the smooth functioning of the organization. Innovative techniques are developed to improve the culture at workplace so that the employees are motivated to give in their best to the organization as also to attain job satisfaction. Hence, it important implements the latest human resource practices in the organization.
The Latest Techniques in the field of Human Resource Development are Employees for Lease, Moon Lighting by Employees, Dual Career Group, Work Life Balance (flexi time & flexi work), Training & Development, Management Participation in Employees’ organization, Employee’s Proxy, Human Resources Accounting, Organizational Politics, Exit Policy & Practice, etc.
This project is about WORK LIFE BALANCE. A latest technique in the field of a human resource. To see how the organization is adopting the new trends in the HR field.
The document provides an overview of Samsung Group's history from its founding in 1938 to recent developments in 2010. Some key points:
- Samsung was founded in 1938 and initially exported dried fish and produce, later expanding into manufacturing.
- It established many subsidiaries across industries like electronics, shipbuilding, and finance throughout the 1960s-1990s during its rapid expansion.
- Major developments include establishing Samsung Electronics in 1969, developing DRAM chips in 1983, and strategic acquisitions and partnerships over the decades.
- Recent moves include investments in manufacturing facilities, partnerships on new technologies, and expanding into new markets globally.
28th December, 2015
Trimester: 153
Course ID: MGT 1307
Course Name: Principles of Management
The concept of work-life conflict has developed out of demographic and social changes that negatively resulted in a more diverse and declining workforce and different family/work models. Work-life conflict is seen as a way of distracting and not supporting the labor force for their economic well-being.
This review of research and literature in the areas of work-life conflict, work-place culture, employee engagement, discretionary effort and productivity aims to demonstrate the links between these factors.
This research includes case study and reviews of number of studies. However, workplace culture is identified as an intermediary factor in whether work-life conflict is related to decreased productivity.
Key aspects of workplace culture that negatively affects the link between work-life balance and productivity are managerial support, career consequences, gender differences in attitudes and use, attitudes and expectations of hours spent in the workplace and perception of fairness in eligibility for work-life options.
Although little research has been done specially linking solution for work-life conflict that whole heartedly supports work life balance.
Influence of Work-life balance in employee’s performanceMasum Hussain
Work–life balance is a concept including proper prioritizing between "work" (career and ambition) and "lifestyle" (health, pleasure, leisure, family and spiritual development/meditation. This is related to the idea of lifestyles choice. The work–leisure dichotomy was invented in the mid-1801s. Paul Krassner remarked that anthropologists use a definition of happiness that is to have as little separation as possible "between your work and your play". The expression "work–life balance" was first used in the United Kingdom in the late 1970s to describe the balance between an individual's work and personal life. In the United States this phrase was first used in 1986 The business case for work-life balance practices, as espoused by many organizations, rests on attracting better applicants and reducing work-life conflict among existing employees in order to enhance organizational performance. This review of the literature provides some evidence for the claim regarding recruitment, but there is insufficient evidence to support the notion that work-life practices enhance performance by means of reduced work-life conflict. We suggest that the business case may therefore need to be modified to reflect the number of additional routes by which work-life balance practices can influence organizational performance, including enhanced social exchange processes, increased cost savings, improved productivity, and reduced turnover. The impact of these processes may, however, be moderated by a number of factors, including national context, job level, and managerial support.
The Hay Group Guide Chart-Profile Method is a widely used and recognized proprietary job evaluation method. It evaluates jobs based on three factors: Know-How, Problem Solving, and Accountability. Know-How looks at the technical and soft skills required. Problem Solving examines the thinking environment and challenges. Accountability considers the job's freedom, scale of impact, and directness of impact. The method provides ranked and defined jobs, optimal structures, pay ranges, and external market comparisons. It supports objectives like equal pay and is flexible enough to adapt to organizational changes.
This document is a project report submitted for a Master's degree in Business Administration. The report studies the relationship between personality traits and work-life balance among employees at Bharat Heavy Electricals Limited (BHEL). The guide for the project is Ms. Jailakshmi Shristi Chauhan, who is an MBA student in the third semester at Swami Darshanand Institute of Management and Technology in Gurukul Hariwdar.
This document summarizes research on work-life balance among women employees. It discusses how achieving work-life balance requires self-leadership, such as good time management. It also outlines some strategies for managing work-life balance, like scheduling tasks. Additionally, it notes some challenges faced by working women, such as unshared domestic responsibilities and lack of control over their own income. Finally, the document concludes that work-life balance programs aim to provide employees flexibility to balance work and personal responsibilities.
EMPLOYEE ENGAGEMENT & RETENTION: A REVIEW OF LITERATUREIJBBR
The other objective is to analyze the critical factor which can affect the level of retention & engagement of
employees with the help of literature review. For the current article the researchers reviewed 30 relevant
research papers/ literature comprising employee retention& engagement concepts and practices amply.
The findings of the study like good training & development, compensation structures, autonomy, quality of
work life, work polices and arrangements will lead the managers and management to a new dimension with
holistic approach in the field of employee retention & engagement.
This document appears to be a questionnaire about work-life balance for women working in the garment industry. It collects demographic information and asks about factors that affect work-life balance like work hours and leave availability. It also inquires about personal life factors like family responsibilities and children. Questions determine if work impacts roles at home or causes stress. Finally, it asks for suggestions on how the organization could better support work-life balance.
This document is a minor project report submitted by Sher Singh to fulfill the requirements for a Bachelor of Business Administration degree. It examines the topic of quality of work life. The report includes a student declaration, certificate from the project guide, acknowledgements, contents page, and the beginning of chapter 1 which defines quality of work life and discusses its measurement. It also provides a conceptual model showing the interrelationship between job characteristics, satisfaction, competence and other factors.
The document discusses strategies for achieving work-life balance. It begins by outlining common signs of an imbalance like working late hours, feeling stressed or tired due to work responsibilities. It then describes five "dying stages" that can result from being "married to your work", including exhaustion, suffering family and friends, and increased expectations. Several solutions are proposed, such as making lists, being flexible, learning to say no, leaving work at the office, managing time, communicating clearly, and setting aside time for recreation and self-care. The key message is that creating balance is an ongoing process that requires periodically reassessing one's priorities and routines.
The Hay Job Evaluation method is a common approach for grading and evaluating jobs based on three key dimensions: Know-How, Problem Solving, and Accountability. It evaluates the job, not the individual performing the job. The dimensions are broken down into factors that are measured on scales to determine an overall score for salary and benefits purposes. The method provides benefits like standardized job descriptions and improved succession planning.
Tata steel - EMPLOYEES SATISFACTION AND QUALITY OF WORK LIFEsnehilYadav
This document summarizes a student project on employee satisfaction and quality of work life at Tata Steel. The project includes sections on company profile, vision/mission, research methodology, data analysis/interpretations, and conclusions. A survey was conducted of 50 Tata Steel employees across various departments to understand satisfaction with facilities, safety, training, salary, and work-life balance. Charts show most employees are satisfied overall, though some areas like training could be improved.
A project report on orgnoziation study of tata motorsBabasab Patil
The automobile industry in India has grown significantly over the past few decades. It is now the 11th largest in the world, with annual production of around 2 million vehicles. India has a large market potential given its population of over 1.1 billion and low vehicle ownership rate. The industry employs over 13 million people and contributes around 3% to India's GDP. Motorcycles dominate the two-wheeler segment, while cars make up 79% of passenger vehicle sales. Tata Motors has over 60% market share in commercial vehicles. The industry has attracted many global automakers and is an important part of the Indian economy.
The Indian automotive industry has experienced significant growth over the past decade. Exports of automobiles from India surged 57% in 2008-2009, led by major exporters Hyundai and Maruti Suzuki shipping more vehicles to Europe. However, domestic sales were impacted by the economic slowdown and high lending rates. Passenger vehicle sales grew only 0.13% while commercial vehicle sales declined sharply. Two-wheeler sales also grew modestly at 2.6% due to financing issues. Going forward, demand from Europe may soften and domestic sales will depend on availability of financing and new model launches.
This document discusses work-life balance and solutions for achieving it. It begins by defining work-life balance and noting that over 60% of respondents feel unable to balance their personal and professional lives. Competition, career ambitions, and long work hours are cited as reasons for the imbalance. The document then outlines HR solutions like flexible work schedules, family-oriented activities, and leave policies. It discusses benefits like increased productivity, commitment, and reduced stress for both organizations and individuals. Finally, it emphasizes finding the right balance through setting boundaries and priorities.
This document discusses organization development (OD) interventions. It begins by defining interventions as principal learning processes used individually or in combination to improve social or task performance. Some examples of common OD interventions mentioned include team building, coaching, large group interventions, and leadership development. The document then discusses various types of interventions, including human process interventions like coaching and team building, technostructural interventions like total quality management, and human resource management interventions like performance management. It concludes by listing 10 most common OD interventions practiced by companies, such as applying goals criteria, establishing task forces, and setting up measurement systems.
Work-Life of Indian Railway's Drivers (Loco-Pilots)IOSRJBM
Railways’ Drivers / Loco-Pilots are the most important person in executing the huge task of transporting nearly 25 Million passengers and more than 2.8 Million Tons of freight daily with the help of 2,29,381 wagons, 59,713 coaches and more than 9,213 locomotive engines of various kinds(www.Indian railways, Wikipedia).To transport 25 million passengers and millions of tons of freight and that too with taking care of both the traveler’s convenience and safety is not a mean task, the driver on whose sincerity the journey of a train depends. If he is not capable of carrying his responsibilities then the efforts of the other employees go waste, in this sense we can say that he is the most important person of the railways. The job of a Railway Driver demands hard work and great presence of mind along with courage to handle diverse conditions. For this one should have discipline, patience, responsibility, punctuality, commitment, courage and above all self-confidence. The job requires lots of hard work, stamina, alertness of mind, adaptability to follow difficult time schedules too. But the main and remarkable, highly appreciable role of Railway drivers is the only who works with full honesty, in day & night, in heavy cold, hot & Rainy weather. For Railways’ drivers operating on long distance routes, overnight stays in various locations will be necessary. Furthermore, it can be stressful, as delays and hazards on the track are not uncommon. His cab of the train should be relatively comfortable but it may be quite cold, hot and noisy.
Comparative Ergonomic Review Study of common Road-transport DriversSoumyajitDas47
This document provides an ergonomic review study of common road transport drivers. It summarizes the work and work-related issues for several types of drivers, including bus drivers, truck drivers, taxi drivers, motorcycle drivers, cycle rickshaw pullers, auto/e-rickshaw drivers, and ambulance/emergency vehicle drivers. Common issues identified across driver types include musculoskeletal disorders from prolonged sitting, whole-body vibration, static postures, and lifting/moving objects. The study aims to evaluate and improve the ergonomics of driver workstations and working conditions to reduce risks and accommodate driver health and safety needs.
Design Research Report - Locopilot ergonomic studyManisha S
This document discusses the working conditions of loco pilots in the Indian Railways. It describes the various components of a locomotive dashboard and operations. It highlights key issues loco pilots face such as poor ergonomics of seating and controls which cause musculoskeletal issues. They are also exposed to high noise, temperature, pollution and vibrations which impact their health. The study analyzes these problems and identifies areas for potential design improvements to the locomotive cabin and dashboard for better ergonomics, visibility, controls access and working conditions.
SCREA born on 12.12.2009 on the dias of Railway Institute, Bhoiguda in presence of about 300 engineers from all fronts of South Central Railway duly witnessed by Veteran Engineers from Civil, Mechanical, Electrical and S&T departments. Power point was presented by Ad-hoc General Secretary to explain the cause for formation of SCREA
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Design and manufacturing of drive center mandreleSAT Journals
Abstract In The Manufacturing Of Sleeve Yoke 1650 Many Problems Were Faced During Assembly And Disassembly Of Sleeve Yoke And Mandrel. The Assembly Being Too Heavy Requires Two Operators. Also, There Is Potential Danger Of Assembly Falling Down Leading To Damage To Life And Property. Moreover, The Idle Time Per Unit Production Is More Than Expected. Therefore The Aim Of Our Project Is To Design And Manufacture A New Mandrel Which Will Solve All The Problems And Increasing The Productivity. Splined Live Centre Technique Is Used To Design The New Drive Centre Along With The Mandrel Block . Keywords—Sleeve Yoke And Mandrel Assembly, Heavy, More Ideal Time, Splined Live Centre Technique, Mandrel Design, Mandrel Manufacturing.
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Holder integrative research paper union pacificChris Holder
Union Pacific's crew operations department is responsible for dispatching approximately 18,000 train, engine, and yard employees according to collective bargaining agreements and government regulations. The department ensures adequate staffing levels and aims to avoid service disruptions while maintaining good labor relations. Crew operations manages employee hours and schedules to comply with federal safety standards.
Vocational Training Report on Indian Railway System and OperationPratap Bhunia
Brief Discussion about Indian Railway.
Air Conditioning System of Railway coaches.
Train Lighting System of Railway coaches.
PowerHouse and Substation of Indian Railway.
Himachal road transport coporation taradevi shimla industrial reportAkshayKumar2140
This document is an acknowledgement and report submitted by Akshay Kumar, an automobile engineering student, about his 5th semester industrial training at the H.R.T.C. Workshop in Tara Devi, Shimla, HP. It thanks the staff for their guidance and cooperation. The report provides an introduction to the workshop and details about its operations, including repairing different types of H.R.T.C. buses. It also describes safety guidelines followed and gives an overview of the typical engine used to power the buses.
This document summarizes research on work-life balance among women employees. It discusses how achieving work-life balance requires self-leadership, such as good time management. It also outlines some strategies for managing work-life balance, like scheduling tasks. Additionally, it notes some challenges faced by working women, such as unshared domestic responsibilities and lack of control over their own income. Finally, the document concludes that work-life balance programs aim to provide employees flexibility to balance work and personal responsibilities.
EMPLOYEE ENGAGEMENT & RETENTION: A REVIEW OF LITERATUREIJBBR
The other objective is to analyze the critical factor which can affect the level of retention & engagement of
employees with the help of literature review. For the current article the researchers reviewed 30 relevant
research papers/ literature comprising employee retention& engagement concepts and practices amply.
The findings of the study like good training & development, compensation structures, autonomy, quality of
work life, work polices and arrangements will lead the managers and management to a new dimension with
holistic approach in the field of employee retention & engagement.
This document appears to be a questionnaire about work-life balance for women working in the garment industry. It collects demographic information and asks about factors that affect work-life balance like work hours and leave availability. It also inquires about personal life factors like family responsibilities and children. Questions determine if work impacts roles at home or causes stress. Finally, it asks for suggestions on how the organization could better support work-life balance.
This document is a minor project report submitted by Sher Singh to fulfill the requirements for a Bachelor of Business Administration degree. It examines the topic of quality of work life. The report includes a student declaration, certificate from the project guide, acknowledgements, contents page, and the beginning of chapter 1 which defines quality of work life and discusses its measurement. It also provides a conceptual model showing the interrelationship between job characteristics, satisfaction, competence and other factors.
The document discusses strategies for achieving work-life balance. It begins by outlining common signs of an imbalance like working late hours, feeling stressed or tired due to work responsibilities. It then describes five "dying stages" that can result from being "married to your work", including exhaustion, suffering family and friends, and increased expectations. Several solutions are proposed, such as making lists, being flexible, learning to say no, leaving work at the office, managing time, communicating clearly, and setting aside time for recreation and self-care. The key message is that creating balance is an ongoing process that requires periodically reassessing one's priorities and routines.
The Hay Job Evaluation method is a common approach for grading and evaluating jobs based on three key dimensions: Know-How, Problem Solving, and Accountability. It evaluates the job, not the individual performing the job. The dimensions are broken down into factors that are measured on scales to determine an overall score for salary and benefits purposes. The method provides benefits like standardized job descriptions and improved succession planning.
Tata steel - EMPLOYEES SATISFACTION AND QUALITY OF WORK LIFEsnehilYadav
This document summarizes a student project on employee satisfaction and quality of work life at Tata Steel. The project includes sections on company profile, vision/mission, research methodology, data analysis/interpretations, and conclusions. A survey was conducted of 50 Tata Steel employees across various departments to understand satisfaction with facilities, safety, training, salary, and work-life balance. Charts show most employees are satisfied overall, though some areas like training could be improved.
A project report on orgnoziation study of tata motorsBabasab Patil
The automobile industry in India has grown significantly over the past few decades. It is now the 11th largest in the world, with annual production of around 2 million vehicles. India has a large market potential given its population of over 1.1 billion and low vehicle ownership rate. The industry employs over 13 million people and contributes around 3% to India's GDP. Motorcycles dominate the two-wheeler segment, while cars make up 79% of passenger vehicle sales. Tata Motors has over 60% market share in commercial vehicles. The industry has attracted many global automakers and is an important part of the Indian economy.
The Indian automotive industry has experienced significant growth over the past decade. Exports of automobiles from India surged 57% in 2008-2009, led by major exporters Hyundai and Maruti Suzuki shipping more vehicles to Europe. However, domestic sales were impacted by the economic slowdown and high lending rates. Passenger vehicle sales grew only 0.13% while commercial vehicle sales declined sharply. Two-wheeler sales also grew modestly at 2.6% due to financing issues. Going forward, demand from Europe may soften and domestic sales will depend on availability of financing and new model launches.
This document discusses work-life balance and solutions for achieving it. It begins by defining work-life balance and noting that over 60% of respondents feel unable to balance their personal and professional lives. Competition, career ambitions, and long work hours are cited as reasons for the imbalance. The document then outlines HR solutions like flexible work schedules, family-oriented activities, and leave policies. It discusses benefits like increased productivity, commitment, and reduced stress for both organizations and individuals. Finally, it emphasizes finding the right balance through setting boundaries and priorities.
This document discusses organization development (OD) interventions. It begins by defining interventions as principal learning processes used individually or in combination to improve social or task performance. Some examples of common OD interventions mentioned include team building, coaching, large group interventions, and leadership development. The document then discusses various types of interventions, including human process interventions like coaching and team building, technostructural interventions like total quality management, and human resource management interventions like performance management. It concludes by listing 10 most common OD interventions practiced by companies, such as applying goals criteria, establishing task forces, and setting up measurement systems.
Work-Life of Indian Railway's Drivers (Loco-Pilots)IOSRJBM
Railways’ Drivers / Loco-Pilots are the most important person in executing the huge task of transporting nearly 25 Million passengers and more than 2.8 Million Tons of freight daily with the help of 2,29,381 wagons, 59,713 coaches and more than 9,213 locomotive engines of various kinds(www.Indian railways, Wikipedia).To transport 25 million passengers and millions of tons of freight and that too with taking care of both the traveler’s convenience and safety is not a mean task, the driver on whose sincerity the journey of a train depends. If he is not capable of carrying his responsibilities then the efforts of the other employees go waste, in this sense we can say that he is the most important person of the railways. The job of a Railway Driver demands hard work and great presence of mind along with courage to handle diverse conditions. For this one should have discipline, patience, responsibility, punctuality, commitment, courage and above all self-confidence. The job requires lots of hard work, stamina, alertness of mind, adaptability to follow difficult time schedules too. But the main and remarkable, highly appreciable role of Railway drivers is the only who works with full honesty, in day & night, in heavy cold, hot & Rainy weather. For Railways’ drivers operating on long distance routes, overnight stays in various locations will be necessary. Furthermore, it can be stressful, as delays and hazards on the track are not uncommon. His cab of the train should be relatively comfortable but it may be quite cold, hot and noisy.
Comparative Ergonomic Review Study of common Road-transport DriversSoumyajitDas47
This document provides an ergonomic review study of common road transport drivers. It summarizes the work and work-related issues for several types of drivers, including bus drivers, truck drivers, taxi drivers, motorcycle drivers, cycle rickshaw pullers, auto/e-rickshaw drivers, and ambulance/emergency vehicle drivers. Common issues identified across driver types include musculoskeletal disorders from prolonged sitting, whole-body vibration, static postures, and lifting/moving objects. The study aims to evaluate and improve the ergonomics of driver workstations and working conditions to reduce risks and accommodate driver health and safety needs.
Design Research Report - Locopilot ergonomic studyManisha S
This document discusses the working conditions of loco pilots in the Indian Railways. It describes the various components of a locomotive dashboard and operations. It highlights key issues loco pilots face such as poor ergonomics of seating and controls which cause musculoskeletal issues. They are also exposed to high noise, temperature, pollution and vibrations which impact their health. The study analyzes these problems and identifies areas for potential design improvements to the locomotive cabin and dashboard for better ergonomics, visibility, controls access and working conditions.
SCREA born on 12.12.2009 on the dias of Railway Institute, Bhoiguda in presence of about 300 engineers from all fronts of South Central Railway duly witnessed by Veteran Engineers from Civil, Mechanical, Electrical and S&T departments. Power point was presented by Ad-hoc General Secretary to explain the cause for formation of SCREA
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Design and manufacturing of drive center mandreleSAT Journals
Abstract In The Manufacturing Of Sleeve Yoke 1650 Many Problems Were Faced During Assembly And Disassembly Of Sleeve Yoke And Mandrel. The Assembly Being Too Heavy Requires Two Operators. Also, There Is Potential Danger Of Assembly Falling Down Leading To Damage To Life And Property. Moreover, The Idle Time Per Unit Production Is More Than Expected. Therefore The Aim Of Our Project Is To Design And Manufacture A New Mandrel Which Will Solve All The Problems And Increasing The Productivity. Splined Live Centre Technique Is Used To Design The New Drive Centre Along With The Mandrel Block . Keywords—Sleeve Yoke And Mandrel Assembly, Heavy, More Ideal Time, Splined Live Centre Technique, Mandrel Design, Mandrel Manufacturing.
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Holder integrative research paper union pacificChris Holder
Union Pacific's crew operations department is responsible for dispatching approximately 18,000 train, engine, and yard employees according to collective bargaining agreements and government regulations. The department ensures adequate staffing levels and aims to avoid service disruptions while maintaining good labor relations. Crew operations manages employee hours and schedules to comply with federal safety standards.
Vocational Training Report on Indian Railway System and OperationPratap Bhunia
Brief Discussion about Indian Railway.
Air Conditioning System of Railway coaches.
Train Lighting System of Railway coaches.
PowerHouse and Substation of Indian Railway.
Himachal road transport coporation taradevi shimla industrial reportAkshayKumar2140
This document is an acknowledgement and report submitted by Akshay Kumar, an automobile engineering student, about his 5th semester industrial training at the H.R.T.C. Workshop in Tara Devi, Shimla, HP. It thanks the staff for their guidance and cooperation. The report provides an introduction to the workshop and details about its operations, including repairing different types of H.R.T.C. buses. It also describes safety guidelines followed and gives an overview of the typical engine used to power the buses.
The report describes about the toxic work culture in Indian Railways. Railway administration needs a complete overhaul to end departmental silos and elite mentality of officers. It is a shame that even after 75 years of Independence, Indian railway management is still suffering from a colonial hangover.
The case study examines ethical issues at an Indian metal refining plant. Key issues identified include lack of safety protections for workers, excessive work hours, and failure to prioritize ethics. Alternative maintenance strategies like preventative maintenance are suggested to improve safety. If making improvements, priorities would be worker and environmental safety, ethical recruitment and waste management practices, and clear communication between managers and staff.
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Literature review report on work-life balance of loco-pilots (railway drivers) in india
1. European Journal of Business and Management www.iiste.org
ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online)
Vol.5, No.19, 2013
17
Literature Review Report on-“Work-Life Balance of Loco-Pilots
(Railway Drivers) in India”
Rajesh Ranjan*
Dr. T. Prasad
National Institute of Industrial Engineering (NITIE), Vihar Lake, Mumbai-400087 (India).
*E-mail of the corresponding author: rajeshranjannitie@gmail.com
Abstract
The railway driver is exposed to a demanding psychosocial work environment, which includes solitary work,
limited opportunities for social contact and a heavy responsibility for operating the train (in terms of both safety
and adhering to the timetable). The railway driver’s job, i.e. to operate the train, is largely governed by
timetables and technical conditions (e.g. type of train, track area), which restricts the driver’s ability to decide for
himself how the job is to be done. Railway drivers struggle to fulfill work and family responsibilities. This
struggle is due to long hours, irregular and inflexible work schedules, and heavy workloads. Thus, work–family
conflict can be a common work stressor for railway drivers. This paper deals with the quality of work life of
Indian railways’ drivers and the factors that lead to an imbalance, causing high probability of accident. This
paper discusses the working conditions and quality of life to the Indian railway drivers. This paper also briefly
reviews concepts relevant to defining work-life balance. This review of literature deals with the Work-Life
balance of an Indian railways’ drivers to determine the working conditions and level of their work life balance
which is having very high importance on their total wellbeing and hence their productivity and entire growth of
an Indian railway.
Keywords: Railway driver, Working conditions, Stress and Work-life balance
1.Introduction of Loco-Pilots
1.1 Indian railways’ driver
The job of a Railway Driver demands hard work and great presence of mind along with courage to handle
diverse conditions. For this one should have discipline, patience, responsibility, punctuality, commitment,
courage and above all self-confidence. The job requires lots of hard work, stamina, alertness of mind,
adaptability to follow difficult time schedules too. But the main and remarkable, highly appreciable role of
railway drivers is the only who works with full honesty, in day & night, in heavy cold, hot & rainy weather.
Railways’ Drivers / Loco-Pilots are the most important person in executing the huge task of transporting nearly
25 Million passengers and more than 2.8 Million Tons of freight daily with the help of 2,29,381 wagons, 59,713
coaches and more than 9,213 locomotive engines of various kinds(www.Indian railways, Wikipedia).To
transport 25 million passengers and millions of tons of freight and that too with taking care of both the traveler’s
convenience and safety is not a mean task, the driver on whose sincerity the journey of a train depends. If he is
not capable of carrying his responsibilities then the efforts of the other employees go waste, in this sense we can
say that he is the most important person of the railways. Thus Railway Driver is one of the most important posts
in the railway staff. Driver is also responsible to carry the train safely to its destination. In that sense he is one of
the most important employees in the Railway. One has to be really dedicated and hardworking to handle this
work. Railway drivers playing a key role in Indian Railway's safe & punctual running of trains with security and
productivity (Source: Railway Driver, How to become a Railway Driver ... - Education India).
The work of the railway driver is demanding and full of responsibility. The railway driver is in- charge of both
safety and punctuality, a job which requires a high level of concentration and alertness. The extremely irregular
working hours constitute an added workload for the railway driver. The physical work environment can also give
rise to workload; this includes, for eg; noise (or distressful noise levels), vibrations or an uncomfortable cab
conditions (too hot, too cold, draughty). The railway driver is also exposed to a demanding psychosocial work
environment, which includes solitary work, limited opportunities for social contact and a heavy responsibility for
operating the train (in terms of both safety and adhering to the timetable). The railway driver’s job, i.e. to operate
the train, is largely governed by timetables and technical conditions (e.g. type of train, track area), which restricts
the driver’s ability to decide for himself how the job is to be done. Railway drivers struggle to fulfill work and
family responsibilities. This struggle is due to long hours, irregular and inflexible work schedules, and heavy
workloads. Thus, work–family conflict can be a common work stressor for railway drivers (Göran Kecklund et
al; 1999).
1.2 Working conditions
At present Loco Pilots are classified under 'continuous' roaster. Not any calendar day rest provision. Normally
the Loco Pilot has to work for 10 hours duty at a stretch and can demand relief after 12 hours with 2 hours prior
2. European Journal of Business and Management www.iiste.org
ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online)
Vol.5, No.19, 2013
18
notice to controller (Singh Ravi Kant, 2008). (ILO regulation only 9 hrs upper limit +1 hrs extra in case of
emergency duty) (FIRE Quartly Magazine, Aug.2012).
There are no fix schedules during operating Goods train. It takes normally long duty hours (sometimes continues
10 hours or more).While operating Goods train, very long waiting time for returning his own H.Q./Home Station
(It is sometimes 30 hours or more). Loco-Pilot must be waited for the train at the time of returning to his
H.Q./Home Station. After 96 hours of Sign-Off Loco-Pilot demand the compulsory returning for his H.Q. with
driving train or without driving train. There are no immediate returning schedules of loco-pilot. In any personal
or family emergency loco-pilot can’t leave the cab without Sign-Off. In any emergency loco-pilot called for duty
at any time while he is in rest periods.
1.3 Cab conditions
The heavy noise, dust pollution, excess heat, high voltage electricity in the electric locomotive and diesel smell
in the diesel locomotive are contributing to early fatigue to the crew. The noise level in a diesel locomotive is
about more than 100 decibels which is 25 decibels more than maximum allowed limit of 75 decibels by the
Industrial Pollution Control Board. The heat, diesel smell, noise from the engine room comes to the driving
cab as the doors in the driving cab are not designed sound proof. To overcome this problem the locomotive cab
has to be air-conditioned so that fatigue will no attack the drivers and they can concentrate on their duties
properly and ensure safety of trains. (FIRE Quartly Magazine, Aug.2012).
No natural calls facilities (no toilets available).
1.4 Personal/family related problems
Loco-Pilots are not giving (spending) more (sufficient) time with his family and societal activities.
100% housing should not be provided to drivers as they are residing up to 5-6 kms. away from their
station of posting and are taking a lot of time in commuting. They are unable to get more than 10-12
hours of rest even at home station when they are provided 16 hrs. rest.
All other railway employees get 12 National Holydays and 52 Sundays, guaranteed weekly rest but
Loco-Pilot does not get any National Holyday. So, all the personal work has to be done by availing
leave, or between short spells in between duties, which creates mental agony, losing concentration in
running duties.
No any calendar day rest provision, so that they may fulfill their family and social obligations.
(FIRE Quartly Magazine, Aug.2012).
2.Introduction and Definitions of Work-Life Balance
2.1 Work-life balance
In very past years, organizations looked at “work” and “life” is independent domains. Employees were expected
to place the organizations’ interests ahead of their own. In the past, organizations react such as, “what happens to
you outside the office is your own business; what you do in the office is our business.” With changing time,
attitudes have changed. Organizations and managers today have come to accept the impact that work-life has on
personal life and vice-versa. Recent years have seen a growing number of organizations operate under the
assumption that personal life and work life are complementary to each other and not competing priorities. It
helps employees balance their work lives with their personal life and leads to positive outcomes for the employee
and the organization. Therefore, a growing number of organizations have begun to adopt “work-life (family)
programs” or “family-friendly practices”. Work-life balance is the term used to describe those practices at work
place that acknowledge and aim to support the needs of employees in achieving a balance between the demands
of their family life and work lives.
Work-life balance is about adjusting work patterns to achieve overall fulfillment. A good work-life balance
enables the organizations to thrive and at the same time enables the employees to easily combine work with
other aspirations and responsibilities. Work-life balance should not be understand as suggesting an equal balance
or scheduling equal number of hours for each of one’s work and personal activities. A positive work-life balance
involves achievement and enjoyment. A good working definition of work-life balance may be meaningful daily
achievement and enjoyment in each of the four quadrants of life - work, family, society and self. The best work-
life balance varies for an individual over time. At different stages of career and age, different factors become
important for an individual. The right balance for an individual today will probably be different tomorrow. For
instance, the right balance for an individual when he/she is single will be different from when he/she gets
married or when he/she is nearing retirement (Agarwala Tanuja, 2007).
“Work” is an instrumental element & is a means to support a way of life and to create optimal conditions for
one’s family and/or one self. “Work”, however, also constitutes a socio-psychological element that creates
respect and personal challenges. Thus, the work-life balance is also about managing internal pressure from one’s
own expectations and setting realistic goals which do not inflict on family responsibilities. Originally, work was
3. European Journal of Business and Management www.iiste.org
ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online)
Vol.5, No.19, 2013
19
a matter of necessity & survival. Today, work still is a necessity but it should be source of personal satisfaction
as well (Parsons D, 2002).
The expression "work-life balance" was first used in the late 1970s to describe the balance between an
individual's work and personal life in U.K. In the United States, this phrase was first used in 1986. As the
separation between work and home life has diminished, this concept has become more relevant than ever before.
Work-life balance is about people having a measure of control over when, where and how they work. It is
achieved when an individual's right to a fulfilled life inside and outside paid work is accepted and respected as
the norm, to the mutual benefit of the individual, organization and society (The work foundation). Work-life
balance (WLB) is an important area of human resource management which is receiving increasing attention from
policy makers, organizations, management, employees & their representatives globally (Alma McCarthy et al;
2010).
The concept of work-life balance is based on the notion that paid work & personal life should be seen less as
competing priorities than as complementary elements of full life. Work-life balance is about improving people’s
quality of life & widening access to paid employment & career opportunities.
A work-life balance supports staffs who wish to have a greater involvement in public life & in the community
(Simonetta Manfredi & Michelle Holliday, 2004).
Work-life balance is based on the assumption of the separation of work & private life, & that “balance” is
achieved when there is equal division between the two (Sally Khallash & Martin Kruse , 2012). To be balanced
is to approach each role, work & family-with an approximately equal level of attention, time, involvement, or
commitment.
Greenhaus, offer the following definition of work-family balance: the extent to which an individual is equally
engaged in- and equally satisfied with- his or her work role & family roles (Jeffrey H. Greenhaus et al; 2003).
Work-family balance as “satisfaction & good functioning at work & at home with a minimum of role conflict”
(Clark, 2000).
According to Kofodimos, balance refers to “a satisfying, healthy, & productive life that includes work, play, &
love…… (Kofodimos, 1993).
Work-life balance is an integral & important part of Corporate Social Responsibility. Good organizations need to
recognize that part of their obligation to their employees are to ensure that they are not working so hard so as to
damage their lives outside of work or lead to health problems. Companies need to understand that long hours
may lead to lower motivation, moral, turnover & productivity of employees and reputation in the market. There
has been recognition that happy employees are more productive and less likely to leave (Shalini Mahtani &
Richard Welford, 2004).
It is widely recognized that employees who achieve a work life balance that suits them work more efficiently, are
more committed to their organization & are less likely to become ill as a result of stress
(www.athenaswan.org.uk).
According to Jim bird CEO Of “work life balance.com”, work-life balance is meaningful achievement &
enjoyment in everyday life.”
Work-life balance is now a heavily researched area of interest. Work-life balance has always been a concern of
those interested in the quality of working life and its relation to broader quality of life (Guest, 2002).
It is believed that balancing a successful career with a personal or family life can be challenging and impact on a
person’s satisfaction in their work and personal life’s roles (Boers, 2005).
Dundas (2008) argues that work-life balance is about effectively managing the juggling act between paid work
and all other activities that are important to people such as family, community activities, voluntary work,
personal development and leisure and recreation.
(Greenhaus et al; 2003) define work-life balance as the extent to which an individual is equally engaged in – and
equally satisfied with – his or her work role and family role. Thus, employees who experience high work-life
balance are those who exhibit similar investment of time and commitment, to work and non-work domains.
2.2 Work-life imbalance
Kofodimos (1993) suggests that imbalance-in particular work imbalance-arouses high levels of stress, detracts
from quality of life, and ultimately reduces individual’s effectiveness at work. He expect that an imbalanced
satisfaction between work and family roles can produce extensive stress because the imbalance is a constant
reminder that one is not meeting his or her needs or values as extensively in one role as the other. Therefore,
imbalance can produce sizable differences between work satisfaction and family satisfaction, a high level of
stress, and therefore a low quality of life.
2.3 Life and job satisfaction
Life and job satisfaction are key constructs for this research. Life satisfaction generally refers to an individuals'
overall well-being (Karatepe et al; 2008), and specifically reflects an individual's quality of life including
physical and mental well-being, interpersonal relations, social activities, personal development, and fulfillment
4. European Journal of Business and Management www.iiste.org
ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online)
Vol.5, No.19, 2013
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and recreation (Johansson & Bernspang, 2003). On the other hand, job satisfaction is an employee's internal state
of some degree of favorable or unfavorable feelings from affectively and/or cognitively evaluating his or her job
experience (Brief, 1998).
2.4 Happiness
The conceptualization of happiness is a difficult endeavor. The question of the determinants of happiness is
probably one of the oldest confronting mankind, as can be seen from the debates and proposals since antiquity,
by, religion and philosophy. Nowadays, there are also answers from psychology, especially positive psychology.
The first route to happiness is a pleasant life, ‘‘that successfully pursues the positive emotions about the present,
past and future’’ (Seligman, 2002 & Seligman, 2003). The second route to happiness is an engaged life
(Seligman et al., 2006). An engaged life consists of ‘‘using your strengths and virtues to obtain abundant
gratification in the main realms of life’’ (Seligman, 2003). An individual can achieve this by developing her
various strengths and virtues. A meaningful life is the third route to happiness (Peterson et al; 2005; & Seligman
et al; 2004). A life is considered meaningful if it is based on a higher purpose than the person itself. Such ends
consist of a variety of ‘‘positive institutions’’ (Seligman et al., 2006) as, for instance, religion, politics, family,
community or nation (Seligman et al., 2006). Seligman (2002) states that to pursue all three routes to happiness
simultaneously is the way to achieve the ultimate goal of ‘‘authentic happiness’’, a full life. According to
Seligman, this full life ‘‘consists in experiencing positive emotions about the past and future, savoring positive
feelings from the pleasures, deriving abundant gratifications from your signature strengths, and using these
strengths in the service of something larger to obtain meaning’’ (Seligman, 2002).
2.5 Quality of work-life
Quality of work life is a person’s feelings about every dimension of work including, economic rewards &
benefits, security, working conditions, organizational & interpersonal relationships and its intrinsic meaning in a
person’s life.
The American Society of Training & Development defined the concept of Quality of Working Life (QWL) is the
degree to which members of a work organization are able to satisfy their personal needs through their experience
in the organizations. Its focus of creating a human work environment where employees work cooperatively &
contribute to organizational objectives (Chhabra T.N; 2010).
2.6 Work-life conflict
Work-Life Conflict is defined as “a form of interrole conflict in which the role pressures from work & personal
life domains are mutually incompatible in some respect” (Chhabra T.N; 2010).
3.Review of the Literature on Work-Life balance
As there are relatively few published literature (studies) available on Indian railways' drivers work life balance.
So, researcher has included studies of other nations and other occupations that are relevant to their research.
3.1 Previous studies on work-life balance
Drawing on the large amount of literature and research this chapter examines the concept of work-life balance.
Fatigue and tiredness are essentially cumulative (Hildebrandt et al., 1974; Rosa, 1991). They are generated by
excessive hours worked per day, too little time off between work shifts, and too many consecutive days worked
without rest days (Paley and Tepas, 1994; Smith, 1979). Inadequate roster design and excessive overtime work
hours are therefore particularly associated with fatigue. They are particularly associated with tasks requiring
continuous monitoring (e.g. railway engine driving, motor vehicle driving & supervising chemical plants etc.),
repetitive short-cycle tasks, tasks requiring fine motor skills, tasks requiring high levels of physical effort, and
tasks undertaken in hot and humid environments (Rosa and Bonnet, 1993). Shift work is primarily associated
with two occupational stressors: working unsocial hours; and fatigue. These stressors may result in performance
errors which are typically manifested in increased product rejects, reduced product quality and increased
workplace accidents and injuries. Excessive fatigue and family and social life disruption may also result in
increased sickness absence, and lower job satisfaction and employee well-being.
Excessive fatigue and family and social life disruption may also result in increased sickness absence, and lower
job satisfaction and employee well-being. Unsocial hours are generally linked to weekend work, evening & night
work, and morning shifts that start very early (Colligan and Rosa, 1990; Smith, 1993; Wedderburn, 1967). They
may disrupt normal family life (Barling, 1990) and also may impact on parental and partner roles (Barton et al.,
1998; Bunnage, 1984; Repetti, 1989). They also disrupt social life and community involvement (Colligan and
Rosa, 1990). Unsocial hours may also disrupt normal patterns of sleep, and thereby contribute to fatigue
(Duchon et al., 1997; Tepas et al., 1997).
According to (Elisa J. Grant-Vallonea & Ellen A. Ensherb, 2001), employees reported higher levels of work
interfering with their personal life, than personal life interfering with their work. Results demonstrated that work-
personal life conflict was related to employees’ depression & anxiety and personal-work life conflict was related
to employees’ concern for their health.
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The impact of long hours and the perception that work is increasingly intense has a negative overall affect on
individuals in terms of their physical and mental well being. (Dawson et al; 2001) have published an extensive
review of the large body of well supported quantitative literature examining the consequences of long work
hours on health and mental functioning. They suggest that the most prominent issue relates to fatigue and
exhaustion because of insufficient recuperative sleep. This affects mental functioning as people may experience
lapses in concentration, the inability to comprehend complex situations, and increases the likelihood of people
engaging in risk-taking behaviours (Dawson et al; 2001). In addition, long working hours are also indirectly
associated with negative health outcomes, including: high blood pressure and heart problems; excessive food and
alcohol consumption; smoking; weight loss or gain associated with poor physical exercise, unbalanced nutrition
and irregular meals; and illnesses induced by high levels of stress (Dawson et al; 2006; Jones et al; 2006;
NZCTU, 2002; Pocock et al., 2001). This inevitably impacts on people’s perception of their quality of life and
general life satisfaction. Research findings, largely based on qualitative interviews, highlight that the pressures of
work reduce opportunities for people to spend time with family, friends, or to peruse their own interests, which
inevitably leads to the erosion of support networks and can lead to moodiness, loneliness and depression
(Gambles et al; 2006; NZCTU, 2002, Pocock et al., 2001).
(Jeffrey H. Greenhaus et al; 2003) find out for individuals who invested substantial time in their combined work
and family roles, those who spent more time on family than work experienced a higher quality of life than
balanced individuals who, in turn, experienced a higher quality of life than those who spent more time on work
than family. He observed similar findings for involvement and satisfaction. Positive balance suggests an equally
high level of attention, time involvement, or commitment, whereas, negative balance refers to an equally low
level of attention, time, involvement, or commitment. Positive balance implies an equally high level of
satisfaction with work & family roles, & negative balance suggests an equally low level of satisfaction with each
role (Clark, 2000; Kirchmeyer, 2000, Kofodimos, 1993). Their study confirmed the negative effect of work
imbalance on quality of life and demonstrated that the deleterious effect is due to heightened levels of work-to-
family conflict & stress. A balance engagement in work & family roles is expected to be associated with
individual well-being because such balance reduces work-family conflict & stress, both of which detract from
well-being (Frome et al; 1992). He suggested that an equally high investment of time & involvement in work &
family would reduce work-family conflict & stress thereby enhancing an individual’s quality of life.
(Nancy R. Lockwood, 2003) find out increasing levels of stress can rapidly lead to low employee morale, poor
productivity, & decreasing job satisfaction. Other serious repercussions are depression, alcohols & drug abuse,
marital & financial problems, compulsive eating disorders, & employee burnout.
(Hymant et al; 2003) indicated that intrusion of work demands into personal life (eg.working during the week-
end) was related with reports of hightend stress & emotional exhaustion for employees. Furthermore, employees
perceived that intrusion of work obligations into their personal lives negatively affected their health.
Work-life conflict arises from the incompatible emotional and behavioral demands of work and non-work roles,
such that participation in one role is made more difficult by participation in the other (Greenhaus & Beutell,
1985). This conflict can result in greater stress at home or at work, poorer health, higher turnover and
absenteeism, reduced job satisfaction, and less organizational commitment. The negative health effects of work
life conflict include anxiety, depression, burnout, somatic complaints, raised cholesterol levels, and substance
abuse (Frone, 2003).
(Laurent M. Lapierre, 2008) find out a casual process whereby employees working in an environment viewed as
more family-supportive experience lower levels of WFC. Reduced WFC then translates into greater job and
family satisfaction, followed by greater overall life satisfaction. They have reason to believe that a family-
supportive work environment can potentially strengthen life satisfaction by reducing work-family
incompatibilities that lessen their satisfaction at work and at home. This implies that employees’ perceptions of
their work environments’ family-supportiveness may play a significant role in their overall level of enjoyment in
life.
According to (T. Alexandra Beauregard & Lesley C. Henry, 2009), in terms of job attitudes, employees reporting
high levels of both work-to-life & life-to-work conflict tend to exhibit lower levels of job satisfaction and
organizational commitment.
(Haddon & Hede, 2009) find out that work interferes with home life more than home life interferes with work
life, when it comes to time & energy. On the other hand, home life enables participants to regain energy lost
from working.
Increasing workloads have pressurized employees to demonstrate their commitment to work in more obvious
ways (Ishaya & Ayman, 2008). Consequently, a larger part of them have tented to be present at their work place
for longer periods of time, thereby reducing the time for which they are available at home.
(Reimara Valk & Vasanthi Srinivasan , 2011) indicated that the multiple roles of women software professionals
in India, the nature of the IT industry, and the socio economic context of India pose unique challenges for
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22
achieving the work-family balance. Nevertheless, the majority of women in their study were able to “have it all’
because of family support.
According to (Xinyuan (Roy) Zhaoa, 2011), When hotels with family friendly work environments provide
sufficient support for work and family needs, employees are more likely to have high job satisfaction. When
work and family mutually reinforce each other (i.e; family experiences enrich the contributions to work, and vice
versa), employees have a more balanced life (Aryee et al; 2005).
(Merideth Ferguson et al; 2012) find out that work-family balance plays a mediating role in assisting social
support’s contribution to both job & family satisfaction. (Hua Jiang, 2012) indicated that, when employees’
immediate supervisors respect their subordinates as individuals with unique characters and needs and treat the
differently but fairly, employees perceive high levels of trust, commitment, satisfaction and control mutuality,
moreover, employees when perceiving that they are treated fairly by their organizations develop quality
relationships with theirorganization. This study also identifies fair formal procedures & policies used to make
work-life decisions as a significant antecedent leading to high trust, commitment, satisfaction, & control
mutuality that employees perceive.
3.2 Summary
Furthermore, after reviewing existing literature on work- life balance proposes a lack of balance can lead to
many negative outcomes for instance stress, burnout, depression, and lower work contributions. The combination
of work and family demands often leads to time pressure, stress and conflict. It is generally assumed that burnout
is caused by a heavy workload, the increased mental demands of today’s’ jobs, and other work-related
characteristics such as low levels of job autonomy and organizational support.
Work and family are the two most important domains in a person’s life and their interface has been the object of
study for researchers world-wide. There is a felt need to balance and integrate family needs and career
requirements. The ability to balance between workplace’s needs and personal life’s needs is perceived as an
important issue among employees globally.
In summary, after reviewing of literature identified that Indian railway drivers had difficulties in balancing work,
life, and social activities. The findings from this study suggest that contending with stressful situations in the
workplace is a common occurrence for the railway drivers leading to deterioration in their quality of work and
life. (Evans et al; 1999).
4.Gaps Analysis, Raised Research Issues and Conclusions
4.1 Gaps analysis
After reviewing the literature, there appears to be a limited amount of research studies available in regards to
how Indian railway drivers manage work and personal life to achieve a balanced life. Internationally, work-life
balance and the factors affecting quality of work-life for railway drivers have received considerable attention.
However, when coming to India, there have been hardly any studies done to reflect the work-life of the Indian
railway drivers. Very few studies have looked into work-life balance in connection with Indian railways’ drivers.
Researches on work-family balance has been about 45 years, and achieved fruitful results in western countries.
However, there are lot of cultural differences between India & western countries. Work and life issues are related
to the context of living. So the study on work & life in Indian context is necessary. Furthermore, the previous
researches focus on the work and family domain, however, life are not just work and family domain, but also
other parts, such as friends, hobbies, community service & leisure.
However, through this study, researcher has tried to highlight the conditions of the Indian railway drivers, under
which they have been consistently performing their duties. Hence, the present study tries to find, the quality of
work life of the Indian railway drivers and their perception about the initiatives taken by the Indian railways’ to
improve their life at work.
4.2 Raised research issues
After reviewing the literature, these are the main research questions raised:
1. How do Indian railway drivers experience their work environment in terms of
Work-life balance?
2. How do work and family related factors influence the work-life balance of Indian railway drivers?
3. How Indian railway drivers manage their work, to achieve a balanced life?
Drawing upon the large amount of work-life balance literature, the present study aims to study how Indian
railway drivers manage the competing demands of work & life.
There is a need for greater research in this area.
4.3 Conclusions
Since most of the previous literature on work-life balance pertained to the employees in the corporate sector, the
present study aimed to shift existing literature of work-life balance into the emerging phenomenon of Indian
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railway drivers. After literature review found that work-life balance is becoming increasingly important due to
the enhanced demands of a 24 hour, 7 day work culture and longer working hours.
This study provided an in-depth look into the work-life of railway drivers. Indian railway need to work with
researchers, trade unions, policy makers and railway drivers themselves, to formulate initiatives that safeguard
railway drivers against work stress, so that the quality of their work- life could be improved. Even so, it is hoped
that our study constitute not only valuable insights and attract the attention of the management (Indian Railway)
towards the deteriorating condition of the railway drivers and highlight their work-life, but also provide a
tentative starting point towards the greater understanding of current scenario under which the Indian railway
drivers are performing their duty, so as to bring an improvement for the same.
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