1

Public sector: -Prior to Independence, there were few Public Sector Enterprises in the country. These included the Railways, the Posts and Telegraphs, the Port Trusts, the Ordinance Factories, All India Radio, few enterprises like the Government Salt Factories, Quinine Factories, etc. which were departmentally managed.

The public sector is that portion of society controlled by national, state or provincial, and local governments. In the United States, the public sector encompasses universal, critical services such as national defense, homeland security, police protection, fire fighting, urban planning, corrections, taxation, and various social programs.

The public sector overlaps with the private sector in producing or providing certain goods and services. The extent of this overlap varies from country to country, state to state, province to province, and city to city. This overlap is most often seen in waste management, water management, health care, security services, and shelters for homeless and abused people. Sometimes, service providers move from the public sector to the private. This is known as privatization, and has been taking place in recent years on a large scale throughout the world. In other instances, a service may shift from the private sector to the public. This is less common, but health care is one area where some governments are providing or experimenting with services previously furnished by private providers.

Governments routinely hire private corporations to provide goods and services for the public sector, a practice known as outsourcing. Examples include the manufacture, construction, or maintenance of aircraft, military hardware, electronic and communications equipment, computers, roads, freeways, bridges, parks, and recreation areas. Private Sector:- The phenomenal growth of private sector of India can be attributed to political will, financial reforms, usage of more advanced technology, young and large English speaking working class. The 7-8 % of annual GDP growth rate India is the one of the highest growth rate in the world. The last 15 years witnessed a phenomenal rise of the growth of private sector in India. The opening up of Indian economy has led to free inflow of foreign direct investment (FDI) along with modern cutting edge technology, which propelled India's economic growth.

Previously, the Indian market were ruled by the government enterprises but the scene in Indian market changed as soon as the markets were opened for investments. This saw the rise of the Indian private companies which prioritized customer's need and speedy service. This further fueled competition amongst same industry players and even in government organizations. Further, the government of India also divested some of its enterprises to ensure smooth operation of these companies which was otherwise were loss making. It also went further and forged joint venture private Indian companies, especially in sectors like, telecommunication, petroleum, housing and infrastructure. This inculcated healthy competition and benefited the end consumers, since the cost of service or products come down substantially.

Public sector

Life Insurance Corporation Limited:-

Insurance is a social device where uncertain risks of individualsmay be combined in a group and thus made more certain - smallperiodic contributions by the individuals provide a found out ofwhich those who suffer losses may be reimbursed. In addition tobeing a means to protect oneself, the insurance Industry is anefficient conduit for the saving of people to be channeled towardseconomic growth. In India, the Insurance Industry7 is more than150 years old. Today, it is monopolized by two PSU's in theirrespective fields of life and General Insurance. However, with thesuccessful passage IRDA Bill through both houses of parliament inDecember 1999 the sector has been opened up to private players.This will provided much. Needed impetus to the Industry and willimprove the quality of service and products and will also increaseemployment opportunities. There are still some issues their need tobe sorted out, particularly with regard to the status ofintermediaries as envisaged by the Insurance Regulatory Authority.

Present Status of LIC of India Existing as a towering insurance company for over 50 years, LIC has acquired almost monopoly power in the solicitation and sale of life insurance policies in India. In addition to the summary regarding the present stature provided at the beginning, LIC has extended its activities in 12 countries other than India with the objective of catering to the insurance needs of Non Resident Indians. The enforcement of New Economic Reforms in 1991 coupled with the formation of Insurance Regulatory and Development Authority Act (IRDA) of 2000 (which started issuing licenses to private life insurers ) has diluted the monopolistic attitude commanded by LIC. The only insurance company belonging to the public sector now has to compete with several other corporate entities of its kind which often are heavyweight Indian as well as Multinational Life Insurance Brands in themselves. Bharat Sanchar Nigam Limited:-

Bharat Sanchar Nigam Ltd. formed in October, 2000, is World's 7th largest Telecommunications Company providing comprehensive range of telecom services in India: Wireline, CDMA mobile, GSM Mobile, Internet, Broadband, Carrier service, MPLS-VPN, VSAT, VoIP services, IN Services etc. Presently it is one of the largest & leading public sector unit in India. State Bank of India:-

The State Bank of India, popularly known as SBI, is one of the leading banks in India. The bank traces its origin to the first decade of the 19th century. Later on, it was merged with the Imperial Bank. In the year 1955, the Government of India nationalized the Imperial Bank along with the Reserve Bank of India. Ever since that time, the bank acquired its present name that is SBI. The State Bank of India is India's largest commercial bank. The bank has been striving sincerely to adhere to the efforts of providing utmost customer satisfaction to the best possible extent.

Personal Loan

For Pensioners

Against Mortgage of Property

Against Shares & Debentures

Plus Scheme

Medi-Plus Scheme

Rates of Interest

SBI created a unique method of serving its customers even on a holiday. One can find a floating SBI ATM on a boat in the backwaters of Kerala. This caters to the needs of the customers by providing service round the clock. Besides, the customers can also avail the facilities of online banking and transaction.Private sectorICICI:-

ICICI Bank is India's second-largest bank with total assets of Rs. 3,634.00 billion (US$ 81 billion) at March 31, 2010 and profit after tax Rs. 40.25 billion (US$ 896 million) for the year ended March 31, 2010. The Bank has a network of 2,009 branches and about 5,219 ATMs in India and presence in 18 countries. ICICI Bank offers a wide range of banking products and financial services to corporate and retail customers through a variety of delivery channels and through its specialised subsidiaries in the areas of investment banking, life and non-life insurance, venture capital and asset management. The Bank currently has subsidiaries in the United Kingdom, Russia and Canada, branches in United States, Singapore, Bahrain, Hong Kong, Sri Lanka, Qatar and Dubai International Finance Centre and representative offices in United Arab Emirates, China, South Africa, Bangladesh, Thailand, Malaysia and Indonesia. Our UK subsidiary has established branches in Belgium and Germany.HDFC:-

HDFC Bank was amongst the first to receive an 'in-principle' approval from the Reserve Bank of India (RBI) to set up a bank in the private sector from Housing Development Finance Corporation Limited (HDFC), in 1994 during the period of liberalization of the banking sector in India. HDFC India was incorporated in August 1994 in the name of 'HDFC Bank Limited'. HDFC India commenced operations as a Scheduled Commercial Bank in January 1955.

HDFC India deals in varieties of products like home loan, standard life insurance, mutual fund, securities, credit cards, etc. HDFC has branch offices in all major cities in India like Calcutta, Chennai, Delhi, Bangalore, Hyderabad, Ahmedabad apart from HDFC Mumbai. Personal Banking Services : Savings Accounts, Salary Accounts, Current Accounts, Fixed Deposits, Demat Account, Safe Deposit Lockers, Loans, Credit Cards, Debit Cards, Prepaid Cards, Investments & Insurance, Forex Services, Payment Services, Net Banking, Insta Alerts ,Mobile-Banking ,InstaQuery ,ATM , Phone Banking.Airtel:-

Established in 1995 by Sunil Mittal as a Public Limited Company, Airtel is the largest telecom service provider in Indian telecom sector. With market capitalization of over Rs. 1,360 billion, Airtel has 31% of total market share of GSM service providers. Providing GSM services in all the 23 circles, Airtel was the first private player in telecom sector to connect all states of India. Also, Airtel is the first mobile service provider to introduce the lifetime prepaid services and electronic recharge systems.

After establishing itself in the domestic market, Airtel is now spreading its wings in US by providing its mobile service under the name 'CALLHOME' to the NRIs. Airtel is listed on The Stock Exchange, Mumbai (BSE) and The National Stock Exchange of India Limited (NSE). Defining work-life balance

We all play many roles: employee, boss, subordinate, spouse, parent, child, sibling, friend and community member. Each of these roles imposes demands on us that require time, energy and commitment to fulfill. Work-family or work-life conflict occurs when the cumulative demands of these many work and non-work life roles are incompatible in some respect so that participation in one role is made more difficult by participation in the other role.

Work/life balance, in its broadest sense, is defined as a satisfactory level of involvement or fit between the multiple roles in a persons life. Although definitions and explanations vary, work/life balance is generally associated with equilibrium, or maintaining an overall sense of harmony in life. The study of work/life balance involves the examination of peoples ability to manage simultaneously the multi-faceted demands of life. Although work/life balance has traditionally been assumed to involve the devotion of equal amounts of time to paid work and non-work roles, more recently the concept has been recognized as more complex. There exists three basic aspects of work life balance Time balance, which concerns the amount of time given to work and non-work roles. Involvement balance, meaning the level of psychological involvement in, or commitment to, work and non-work roles. Satisfaction balance, or the level of satisfaction with work and non-work roles. This model of work/life balance, with time, involvement and satisfaction components, enables a broader and more inclusive picture to emerge. For example, someone who works two days a week and spends the rest of the week with his or her family may be unbalanced in terms of time (i.e. equal measures of work and life), but may be equally committed to the work and non-work roles (balanced involvement) and may also be highly satisfied with the level of involvement in both work and family (balanced satisfaction). Someone who works 60 hours a week might be perceived as not having work/life balance in terms of time. However, like the person who works only a few hours a week, this individual would also be unbalanced in terms of time, but may be quite content with this greater involvement in paid work (balanced satisfaction). Alternatively, someone who works 36 hours a week, doesnt enjoy his or her job and spends the rest of the time pursuing preferred outside activities may be time-balanced but unbalanced in terms of involvement and satisfaction. Thus, achieving balance needs to be considered from multiple perspectives.

Work life and personal life are the two sides of the same coin. According to various work /life balance surveys, more than 60% of the respondent professionals surveyed said that are not able to find a balance between their personal and professional lives. They have to make tough choices even when their work and personal life is nowhere close to equilibrium. Traditionally creating and managing a balance between the work-life was considered to be a woman's issue. But increasing work pressures, globalization and technological advancement have made it an issue with both the sexes, all professionals working across all levels and all industries throughout the world. Achieving "work-life balance" is not as simple as it sounds.

Work life and personal life are inter-connected and interdependent. Spending more time in office, dealing with clients and the pressures of job can interfere and affect the personal life, sometimes making it impossible to even complete the household chores. On the other hand, personal life can also be demanding if you have a kid or aging parents, financial problems or even problems in the life of a dear relative. It can lead to absenteeism from work, creating stress and lack of concentration at work. Work-personal life conflict occurs when the burden, obligations and responsibilities of work and family roles become incompatible. Obligation of one can force an individual to neglect the other.Changing & increasing work pressuresA decade back, employees used to have fixed working hours or rather a 9 to 5 job from Monday to Friday. The boundary between the work and home has disappeared with time. But with globalization and people working across countries, the concept of fixed working hours is fading away. Instead of just 7 or 8 a day, people are spending as much as 12-16 hours every day in office. The technological blessings like e-mail, text messaging and cell phones which were thought of as tools to connect them to their work being away from their workplace, have actually integrated their personal and professional lives. Now professionals find themselves working even when they are on vacations.

The ever-increasing working hours leave the individuals with less time for themselves and to pursue his hobbies or leisure activities. This hinders the growth of the person as an individual in terms of his personal and spiritual growth. Professionals working in the BPO industry, doctors and nurses and especially IT professionals are the few examples who are facing the brunt of the hazard constantly.Reasons of imbalance:There are various reasons for this imbalance and conflicts in the life of an employee. From individual career ambitions to pressure to cope up with family or work, the reasons can be situation and individual specific. The speed of advancement of information technology, the increasing competition in the talent supply market has led to a "performance-driven" culture creating pressures and expectations to performance more and better every time. Also, many a times, many people find it difficult to say "NO" to others especially their superiors. They usually end up over burdening themselves with work. The increasing responsibilities on the personal front with age can also create stress on personal and professional fronts.EffectsConstant struggle and effort to maintain a balance between the work and personal life can have serious implications on the life of an individual. According to a survey, 81 per cent of the respondents have admitted that their jobs are affecting and creating stress in their personal lives. The pressures of the work or personal life can lead to stress. According to studies, it has been found to that such situation can take a toll on the person's health both physiologically and psychologically. Heart ailments, cardiovascular problems, sleep disorders, depression, irritability, jumpiness, insecurity, poor concentration and even nervous breakdowns are becoming common among the victims of such imbalance. Pressure, stress or tension in work life can lead to bad social life and vice versa.Why Should Employers Care about Employees Work-Life Balance?

Many organizations feel that helping employees balance competing work and non-work demands is not their responsibility. Rather, they subscribe to a somewhat outdated view called the myth of separate worlds that is based on the premise that work is work and life is life and that the domains do not overlap. Such organizations argue that it was the employees choice to have a family so balancing competing demands is their problem not ours. Such organizations also note that they are in the business of increasing shareholder value and serving customers and not helping employees cope with stress.

In other organizations, employees without dependent care responsibilities interpret family friendly as favoritism and complain that they are being unfairly or inequitably treated. Such employees feel that their colleagues with childcare or eldercare responsibilities are getting away with less work and that the needs of childless employees are being ignored. This backlash against family friendly makes it harder for organizations who wish to address the issue. Our research debunks the above preconceptions and supports that the inability to balance work and family is everyones problem. High work-life conflict negatively impacts the employer, the employees colleagues, the employee, the employees family, and society as a whole. From the employers perspective, the inability to balance work and family demands has been linked to reduced work performance, increased absenteeism, higher turnover, lower commitment and poorer morale. Work-life conflict has also been linked to productivity decreases associated with lateness, unscheduled days off, emergency time off, excessive use of the telephone, missed meetings, and difficulty concentrating on the job. Conflict between work and family demands is also a problem for employees and their families. Benefits of Work Life Balance InitiativesWork Life Balance initiatives have been an integral part of the HR policies for a long time. There are certainly obvious benefits to the employer as well as the employee.

Benefits for employers include:

Lower staff turnover and increased return on training

Reduced absenteeism and lateness

Improved employee morale and commitment

Reduced stress and improved productivity

A more flexible workforce

Increased ability to attract and recruit staff

Potential for improved occupational health and safety

Fulfillment of equal opportunity objectives

Good corporate citizenship and an enhanced corporate image.

Benefits for employees include:

Ability to manage work and individual commitments

Improved personal and family relationships

Flexible working arrangements resulting in reduced work overload and stress

Increased focus, motivation and job satisfaction knowing that family and work commitments are being met

Increased job security from the knowledge that an organisation understands and supports workers with family responsibilities

Increased ability to remain employed. Increased ability to remain competitive in career advancement

Improved health and wellbeing of staff

Critical Success Factors

To achieve the benefits of introducing work life balance initiatives, the critical success factors are:

Choose work life balance practices that are suitable to the workplace and the employees jobs, and ones that will meet the needs of the employees.

Ensure there is good communication with employees, and they are well informed of the options available to them.

Provide clear guidelines to all employees on how the work life balance practices are to work.

Ensure that supervisors do not inhibit employees from accessing the work life balance practices that are available to them.

Treat all employees fairly and equitably, regardless of their family/personal responsibilities.

Be flexible with the changing needs of employees.

Ensure that any changes in work practices are consistent with award or agreement requirements.

Check whether the new work practices are actually assisting employees to better balance

BALANCING THE WORK AND LIFE OF YOUR EMPLOYEES

Researches indicate that balanced work-life can lead to greater employee productivity. With the progressive shift of the economy towards a knowledge economy, the meaning and Importance of tile quality of work life is also assuming a new significance. The article details the factor$ that should be tuned to attain balance between work and life of an employee.

You must have both love and work in your life to make you healthy. Don't you agree? Well, this is what Sigmund Freud had said decades ago for healthy workers. Family is an essential ingredient for the love that exists in the life of the employees. But are the corporate structuring the work patterns so as to ensure the necessary balances? Are the corporate providing opportunities to their employees to spend quality time in their personal lives? Many researchers indicate that maintaining a good balance in work and life has become a priority for the corporate in the developed nations.

At the dawn of industrialisation, the needs and priorities of employees were at the lower end of Maslows need hierarchy pyramid. The priority was given more to physical and material security. However, with rapid cultural and economic developments, the priorities outside job became very different. Employees started looking for higher and meaningful quality of life as a result of the outcomes of their work. After all, what are they working for? A good happy and a decent life.

With the increasing shift of the economy towards knowledge economy, the meaning and importance of the quality of work life is also assuming a new significance. Today, the connotation of the term 'work' has also become different. It has more to do with the intellectual exercise than physical labour. As a result, the corporates need to streamline and restructure their work schedules in order to bring about a balance in work life of their employees. Understanding and managing the levels and complexities of diverse motivational needs is another area, which requires careful attention from the corporates to bring about work-life balance.

Various researchers have pointed out the following. Shifts in Societal Patterns

Gone are the days of joint families where you had to care for elders and they, in turn, had to nurture your emotions. Today's nuclear families with both the partners working, have created new dynamics that has become emotionally demanding to the employees. Financial and social obligations have assumed a different level of significance today. Not only this, the needs of organisations today have also changed. Money is getting accumulated in tiny pockets, among those sections of people who possess the most wanted knowledge. And these so-called knowledge workers are the ones who are in acute need to balancing their work and life.Technological Breakthroughs

Tremendous progress in the fields of information technology and communication system has changed our worldview. At the same time, it demands more from todays employees. Strict deadlines, tighter schedules and ever-escalating corporate targets are the natural outcome of it.

New Horizon of Expectations

Due to the above reasons there has been a total shift in the level of expectations for todays employees and how attitudes towards work and life balance varies from generation to generation.

Researchers have pointed out that a balance between work and life is maintained when there is no conflict between work and family demands. Though this seems to be idealistic situation, what the corporates need to remember is that the conflicts should not reach unacceptable levels where it would tend to affect the productivity of the employee and the management recognises the importance of their personal and family life.

Striking a balance between work and life is as difficult for the corporates as it is for the employees. The HR managers, along with the functional heads and line mangers, should try to bring in flexibility to the working patterns within the organisations. A trade off between organisational needs and personal needs of the employees has to be worked out. Following are some of the ways in which it cane be done. Though this is in no way an exhaustive list, yet it does provide a starting point for corporates to develop flexible work schedules that can balance work and life.

Creating Institutional Support Mechanisms

The first and the foremost requirement is to create conditions that will provide organisational support towards maintaining the flexibility of work and life of the employees. These entail the propagation of the culture of work flexibility, HR policies and other organisational regulations that allow the employees to maintain a good mix of personal lives with their career.

There is a need to clearly chalk out the connection between maintaining this flexibility and the corporate objectives. For instance, managers at Eli Lilly begin their job in the company with a clear understanding of what the company expects. They undergo a weeklong program, called Supervisor School that blends the business case for work life initiatives. Thus, the management ensures that the flexibility in work is linked with the objectives of the organisation. But this is not enough. What is needed is to ensure and communicate the support of the senior management. The top management of the company must clearly communicate its eagerness and willingness to restructure the work schedules in such a manner that it can balance the work and life of the employees. This will require clear articulation from the company that it values the personal lives of its employees. The employees must understand that their organisation also keeps in mind the value of their life and personal relationship. Such articulation can be done through the companys vision and mission statements.

Providing Managerial Support

Only lip service towards work life balance will not suffice. Organisations must make sure that there are proper organisational systems of work design that allows employees to have flexible time. This may even require a new look towards HR manual, which the organisation may have.

It is also necessary to evaluate such systems of flexibility from time to time. Otherwise, stagnancy will creep into the work schedules, which might create new dimensions of the problem in the work life patterns. To keep pace with the changing patterns of work and life of employees, the organisations can arrange special training programs that will inform the employees about the new working trends. This can be done through sharing successful models of work schedules and real life case studies.

Practising What You Preach

Above all, the organisations need to execute their flexible work schedules. Flexible work patterns must become a part of organisational initiatives. This will require the creation of a networked environment that can provide a back up system to support work relationship. Essentially this will require employees to become cross functional, so that a temporary emergency or a shortfall in one department can be met by other departments. Thus, the role of HR department needs to be revisited and made more expansive and supportive towards organisational and individual needs.

Sustain It

Once the organisation follows and internalises the practice of flexible work schedules for its employees, it is very necessary that it sustains it over a long period of time. Such sustainability can e brought about by clear demarcations of accountability and means to measure it. In other words, the focus and purpose of creating balanced work life should be maintained at any cost. This will also call for review and evaluation of the current work environment and make modifications in the schedules accordingly.

Several researchers have shown that a balanced work-life creates greater employee productivity. What important is the long-term and not the short-term, which seems to become the focus of many organisations. So, though it may apparently seem that employees are having more leisure, the effect of a balanced work-life will show up positively in the bottom line of the company.

Objective of the study:-Major: The major objective of the study is to find out the ways so that the employees are able to balance their personal and work life. Minor: To find out reasons for quality of work life in public and private sector

To find out effects of quality of work life in both the sectors

To find out way to improve quality of work life in both the sector

RESEARCH DESIGN: The exploratory research design is adopted for this project.

RESEARCH APPROACH: Research worker contacted the respondents personally with well-prepared sequentially arranged questions. The questionnaire is prepared on the basis of objectives of the study. Direct contact is used for survey, i.e., contacting employees directly in order to collect data.

SAMPLE SIZE: The study sample constitutes 50 respondents constituting in the research area. 25-Public sector 25-Private sector SAMPLING AREA: AJMER. SAMPLING DESIGN: Stratified convenience sampling is used.

COLLECTION OF DATA: Most of the data collected is primary data

through personal interview, where the researcher and the respondent operate face to face. RESEARCH INSTRUMENT: The researcher has used a structured

questionnaire as a research instrument tool which consists of open ended questions, multiple choice and dichotomous questions in order to get data. All the questions in the questionnaire are organized in such a way that elicits all the relevant information that is needed for the study.

STATISTICAL TOOLS: The statistical tools used for analyzing the data collected are percentage method and charts.Limitation of the study:-1. The information provided by the workers is not definitely true.2 The samples of workers are not representative of the total workforce.3. The workers hesitate disclosing the true facts in order to secure their job.

4. There is no measure to check out whether the information provided by the

Workers are correct or not.1. What is your age?

a) Below 30 b) Between 30-40

c) Above 40

Public sectorParticulars

No of Responses% of respondent

Below 30520%

Between 30-401560%

Above 40520%

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph shows that 60% employees are between 30-40 age, 20% are of above 40 & remaining are of below 30.

It means that employees in public sector are more aged so they can easily balance their personal and work life. Private sectorParticulars

No of RespondentPercentage of Respondent(%)

Below 302080

Between 30-40312

Above 4028

Total25

100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above private sector graph shows that 80% of employees are of below 30 age,12% are of 30-40 & remaining are of above 40.

The employees in private sector are young so they can do more work so the work load is more on them.COMPARISION:-The overall response shows that in public sector employees are of between 30-40 age but in private sector below 30 age employees are worked because in public sector employees are more aged but in private sector employees are young and they do lots of work.2 GendersParticulars

No of RespondentPercentage of Respondent(%)

Male2080

Female520

Total25100

a) Male b) Female Public sector FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph shows that 80% employees are male and remaining are female.

Most of the employees in public sector are male because in public sector aged person are worked more so percentage of female employees are so low. Private sectorParticulars

No of RespondentPercentage of Respondent(%)

Male1560

Female1040

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph shows that 60% are male and remaining are female employees.

The percentage shows that male and female employees are equal in the organisation because they are young and they work with full of dedication because in private sector work load is more so company required young and energetic employees.

COMPARISION:- The response shows that in private sector 40% female but in public sector only 20% females are working and 60% male and 80% male are working in private and public sector respectively. 3. Do you spend more hours than you would like at work?

a) Yes

b) No Public sectorParticularsNo of RespondentPercentage of Respondent(%)

Yes1040

No1560

Total 25 100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph shows that 60% employees dont spend more hour than they would like at work & 40% employees says yes. The employees in public sector spend limited hours because 6-8 hours are fixing for them and they have to work within fix hours. Private sector

ParticularsNo of RespondentPercentage of Respondent(%)

Yes1872

No728

Total 25 100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph shows that 72% employees says yes that they spend more hours than they would like at work & 28% employees says no. The employees in private sector spend more time at work because they have lots of work pressure.COMPARISION:-

The above both the graph shows that in private sector employees spend more time at work because there is lots of work load but in public sector employees spend only limited hours because there is no so much work load on the employees. 4. How many hours do you work at home in an average week?a) 1-4 hours

b) 5-9 hours

c) More than 10 hours

Public sectorParticularsNo of RespondentPercentage of Respondent(%)

1-4 hours1352

5-9 hours832

more than 10 hours416

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:- The above graph shows that 52% employees spend 1-4 hours for their work in home,32% employees spend 5-9 hours & remaining spend more than 10 hours.

The employees in public sector spend limited time at home for work because they have not so much work load so they rarely work at home. Private sectorParticularsNo of RespondentPercentage of Respondent(%)

1-4 hours312

5-9 hours1040

more than 10 hours1248

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph shows that 48% employees spend more than 10 hours for work at home, 40% employees spend 5-9 hours & remaining spend 1-4 hours. The employees in private sector spend more time at home for work because they have lost of work so they are not able to do all the work in the limited time period

COMPARISION:- The above response shows that on public sector employees do their work in office because there is a limited time as well as limited work but in private sector employees do their work in home also because they are not able to do all the work in office so they do their work also at home so that in private sector employees are not able to balance their personal and work life.5 How many hours a day do you spend traveling to work?

a) Less than half an hour

b) Nearly one hour

c) Nearly two hours

Public sectorParticularsLess than half an hourNearly one hourNearly two hoursTotal

No of Respondent155525

Percentage of Respondent(%)602020100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of public sector shows that 60% of employees spend less than half an hour in traveling to work & 20% employees spend nearly one hour & remaining spend 2 hours.

The employees in public sector spend so less time in traveling for work because they are work only in office and they have not so much work load. Private sector

ParticularsLess than half an hourNearly one hourNearly two hoursTotal

No of Respondent551525

Percentage of Respondent(%)202060100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-In private sector 60% employees spend 2 hours,20% employees spend less that half an hour and remaining spend 1 hours in traveling for work. The employees in private sector spend time in traveling because the company gives them targets and they have to complete them in the fix time which is given to them so they have to travel for completion of targetCOMPARISION:-The response shows that in private sector employees travel more for their work compare to public sector because there is lots of work on the employees and they have to travel from one city to another for their work so private sector employees never be able to manage their life.6 Do you spend time for working out?

a) Yes

b) No Public sectorParticularsNo of RespondentPercentage of Respondent(%)

Yes1872

No728

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of public sector shows that 72% employees spend time for working out & remaining says no.

The employees in public sector are not spend time for working out because they work only in organisation within time period. Private sector

ParticularsNo of RespondentPercentage of Respondent(%)

Yes2080

No520

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-In private sector 80% employees says yes that their spend time for working out & remaining says no. The employees in private sector spend time for working out because they have target so they have to go out side to complete them.COMPARISION:-The response shows that in public sector employees spend more time for working out compare to private sector because in private sector employees have to do their work out side the company so they have to go for working out but in public sector employees do their work in the office only.7 Do you work in job shifts?

a) General shift

b) Night shift

c) Alternative

Public sectorParticularsNo of RespondentPercentage of Respondent(%)

General shift1872

Night shift312

Alternate520

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of public sector shows that 72% employees work in general shift,20% in alternate shift and remaining are work in night shift.

Employees in organisation always work in general shift specially in public sector. Private sectorParticularsNo of RespondentPercentage of Respondent(%)

General shift1040

Night shift1040

Alternate520

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-In private sector 40% employees work in general shift, 40% in night shift & remaining are in night shift.

In private sector employees have to do work in night shift because they have lots of work pressure.

COMPARISION:-The response shows that in public sector only employees work in general shift but in private sector employees work in night and general shift because there is lots of work and pressure but in public sector employees are work in general shift only because they do all the work in general shift so employees are rarely work in night shift.8 Marital status?

a) Married

b) Unmarried Public sector ParticularsNo of RespondentPercentage of Respondent(%)

Married2080

Unmarried520

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-In public sector 80% employees are married & remaining are unmarried.

Private sector

ParticularsNo of RespondentPercentage of Respondent(%)

Married728

Unmarried1872

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of private sector shows that 72% employees are unmarried and remaining are married.COMPARISION:-

The response shows that in public sector most of the employees are married but in private sector most of the employees are unmarried because in public sector employees are so aged but in private sector employees are young and they have a ability to do a work effectively so the employees in the private sector are not married.

If you are married, Is your partner employed?

a) Yes

b) No

Public sectorParticularsNo of RespondentPercentage of Respondent(%)

Yes1248

No1352

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of public sector shows that 52% of employees partner is not employed & remaining says no. The employees partner is not so much employed in public organisation. Private sector

ParticularsNo of RespondentPercentage of Respondent(%)

Yes2080

No520

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-In private sector 80% employees says that their partner is employed and remaining says no. In Private sector most of the employees partner is more educated and they are employed.

COMPARISION:-The response says that in private sector most of the employees partner is employed compare in public sector because in private sector employees are young so their partner is also employed.

9 Do you have children?

a) Yes

b) No

Public sectorParticularsNo of RespondentPercentage of Respondent(%)

Yes1872

No728

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of public sector shows that 72% employees have children & remaining says no.

Private sector

ParticularsNo of RespondentPercentage of Respondent(%)

Yes936

No1664

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-In private sector 64% employees says no & remaining says yes. COMPARISION:-

The response shows that in private sector most of the employees are not married so they have no children but in public sector employees have children because most of the employees are married.10 Being employed man/women who are helping to take care of your children?

a) Spouse

b) In laws

c) Parents

d) Servants

e) Day care center Public sectorParticularsNo of RespondentPercentage of Respondent(%)

Spouse14

In laws312

Parents1560

Servants312

Day care centers312

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of public sector shows that 60% of employees take care their children,12% of employees says that their In -laws take care ,12% for servant & remaining are spouse.

The care of child in public sector is done by their parents because they have no work load so they can easily take care of their child. Private sector

ParticularsNo of RespondentPercentage of Respondent(%)

Spouse14

In laws520

Parents1040

Servants832

Day care centers14

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of private sector shows that 40% of employees take care their children, 32% of employees says that their servant take care ,20% for In-laws,4% for day care centers & remaining are spouse. In private sector the other sources are used for take are of their children because employees are so busy in their work life so they can not give time to their childrenCOMPARISION:-The response shows that in public sector most of the employees take care their children bye own and in private sector most of the employees use other sources because of work load and they are not able to manage both the personal and work life. 11 How many hours in a day do you spend with your child/children?

a) Less than 2 hours

b) 2-3 hours

c) 3-4 hours Public sector

ParticularsNo of RespondentPercentage of Respondent(%)

Less than 2 hours520

2-3 hours832

3-4 hours1248

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of public sector shows that 48% of employees spend 3-4 hours with their child,36% says 2-3 hours & remaining spend less than 2 hours.

The employees in public sector can give more time to their children because they are easily managing their personal and work life. Private sector

ParticularsNo of RespondentPercentage of Respondent(%)

Less than 2 hours624

2-3 hours936

3-4 hours1040

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of private sector shows that 40% spend 3-4 hours,36% spend 2-3 hours & remaining says that they spend less than 2 hours.

The employees in private sector are not giving so much time to their child.COMPARISION:-The response shows that in private sector employees are not able to spend more hours with their child because of work but in public sector employees spend more time with their child because in public sector employees are work in 6-8 hours so they can spend more time with their childrens but in private sector employees have no fix time for work they have to work more than 10 hours sometimes so they are not able to spend more time with their childrens. 12 Do you ever miss out quality time with your family or your friends because of work?

a) Never

b) Rarely

c) Sometimes

d) Always

Public sectorParticularsNo of RespondentPercentage of Respondent(%)

Rarely28

Sometimes728

Always520

Never1144

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of public sector shows that 44% employees never miss out the quality time with their friends and family, 28% employees sometimes miss out the quality time with their friends and family and 20% employees always or rarely miss out the quality time with their friends and family. Most of the employees rarely miss out the time with their family because their life is balanced. Private sector

ParticularsNo of RespondentPercentage of Respondent(%)

Rarely416

Sometimes520

Always1248

Never416

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of private sector shows that 48% employees always miss out the quality time with their friends and family because of work , 20% employees sometimes miss out the quality time with their friends and family because of work and 16% employees always or rarely miss out the quality time with their friends and family because of work. Most of the employees said that they always miss out the time with their family because they have lots of work pressure.COMPARISION:-The response shows that in private sector employees always miss their time with their friends and family but in public sector rarely these will happened because in public sector employees do their work within the time period but in private sector no time is fix for work so they have to work more than the fix time so private sector employees always miss their time with their friends and family.13 Do you generally feel that you are able to balance your work & personal life?

a) Yes

b) No

Public sectorParticularsNo of RespondentPercentage of Respondent(%)

Yes2080

No520

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of public sector shows that 80% employees says yes that they are able to manage work and personal life and remaining says no.

The employees in public sector are easily manage and balance their personal and work life because they have not so much work load . Private sector

ParticularsNo of RespondentPercentage of Respondent(%)

Yes1040

No1560

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of private sector shows that 60% says no that they are able to manage both the life and remaining says yes.

The employees in private sector are not able to manage their life because they have lost of work pressure and target. COMPARISION:-The response shows that in private sector employees are not able to balance work and personal life but in public sector employees are able to balance their life because in private sector employees are work more and they always miss the time with their families and friends than the public sector.14 Do you feel tired or depressed because of work? a) Never

b) Rarely

c) Sometimes

d) Always

Public sector

ParticularsNo of RespondentPercentage of Respondent(%)

Rarely28

Sometimes728

Always520

Never1144

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of public sector shows that 44% employees are never depressed because of work, 28% employees are sometimes depressed because of work, 20% employees are always depressed because of work and remaining employees are rarely depressed because of work.

In public sector employees are rarely depressed because they have no so lots of work. Private sector

ParticularsNo of RespondentPercentage of Respondent(%)

Rarely416

Sometimes520

Always1248

Never416

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of private sector shows that 48% employees are always depressed because of work,20% are sometimes,16% are rarely & remaining are never depressed. They are always depressed because of work load and employee cant able to manage the life.COMPARISION:-The response shows that in public sector employees are rarely depressed because of work but in private sector employees are always depressed because of work pressure and work load so they are sometimes do over time .15 How do you manage stress arising from your work?

a) Yoga

b) Meditation

c) Dance

d) Music Public sectorParticularsNo of RespondentPercentage of Respondent(%)

Dance520

Music624

Yoga1040

Meditation416

Total20100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of public sector shows that 40% employees manage their stress by yoga, 24% employees manage their stress by music and 20% by dance and rest of the employees manage their stress by meditation. It means that in public sector employees manage their stress by yoga so they can concentrate on the work. Private sectorParticularsNo of RespondentPercentage of Respondent(%)

Dance936

Music1040

Yoga520

Meditation14

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of private sector shows that 40% employees manage their stress by music,36% by dance,20% by yoga & remaining are by meditation. In the private sector employees use music and dance to manage their stress so that they can feel relax after that.COMPARISION:-The response shows that in public sector employees manage their stress by yoga but in private sector employees uses music and dance because in private sector employees are young so they prefer music and dance to manage their stress and they sometimes use yoga to concentrate on their work but in public sector employees will prefer yoga.

16 Do any of the following hinder you in balancing your work & family commitments?

a) Long working hours

b) Compulsory overtime

c) Shift work

Public sectorParticularsNo of RespondentPercentage of Respondent(%)

Long working hours416

Compulsory overtime936

Shift work1248

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of public sector shows that 48% employees are hinder for balancing their work and personal life because of shift work,36% employees are hinder for balancing their work and personal life because of compulsory overtime & remaining are long working hours.

The public sector employees are hinder by the shift work because they have note so much work pressure. Private sector

ParticularsNo of RespondentPercentage of Respondent(%)

Long working hours832

Compulsory overtime1248

Shift work520

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of private sector shows that 48% employees are hinder for balancing their work and personal life because of compulsory overtime,32% are long working hours and remaining are for shift work.

COMPARISION:-The response shows that in public sector employees are hinder for balance their life because of shift work but in private sector they are hinder of compulsory overtime because of work load. 17 Does your organisation provide you with yearly master health check up?

a) Yes b) No

Public sector

ParticularsNo of RespondentPercentage of Respondent(%)

Yes312

No2288

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of public sector shows that 88% employees says that their organisation does not provide any master health check up & remaining says yes.

In the public sector company does not provide any master health check up to their employees because they have no need. Private sector

ParticularsNo of RespondentPercentage of Respondent(%)

Yes2080

No520

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of private sector shows that 80% employees says yes that their organisation provide master health check up & remaining says no.

Private sector organisation will provide daily master check up so that employees can able to manage their work and healthCOMPARISION:-The response shows that in private sector master health check is provided to the employees because they are doing lots of work but in public sector master health check up is not provided to the employees.18 Do you suffer from any stress-related disease?

a) Hypertension

b) Diabetes

c) Frequent headache

Public Sector

ParticularsNo of RespondentPercentage of Respondent(%)

Hypertension520

Diabetes1352

Frequent headache728

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of public sector shows that 52% employees are suffer from diabetes, 28% form frequent headache & remaining are from hypertension.

Public sector employees are suffering from headache and diabetes because they have not so much tension about work. Private sector

ParticularsNo of RespondentPercentage of Respondent(%)

Hypertension1040

Diabetes728

Frequent headache832

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of private sector shows that 40% employees are suffer from hypertension,32% employees are from frequent headache & remaining are from diabetes. In private sector employees are suffering from hypertension because they are not able to manage their work and get tensed.COMPARISION:-

The response shows that in public sector most of the employees are suffer from diabetes but in private sector most of the employees are suffer from hypertension because of work pressure and in private sector the targets are given to the employees so they have to done them in a fixed time so they are suffer from hypertension .19 Does your company have a separate policy of work life balance?

a) Yes

b) No

c) Not aware

Public sector

ParticularsNo of RespondentPercentage of Respondent(%)

Yes416

No1248

Not aware936

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of public sector shows that 48% employees are says no that their company does not provide any policy for work life balance,36% are not aware & remaining says yes.

The employees are not ware about the policies because they have no need for any policy regarding work life balance. Private sectorParticularsNo of RespondentPercentage of Respondent(%)

Yes1560

No520

Not aware520

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of private sector shows that 60% employees says yes,20% says not aware & remaining says no. In the private sector employees have a need for policies so they know all the policies of WLB.COMPARISIONThe response shows that in public sector company dose not provide any policy for work life balance but in private sector company will provided these type of policies so the employees can manage their both the life.20 What are the provisions under the policy?

a) Flexible start time

b) Flexible ending time

c) Holiday

d) Job sharing

e) Career break f) Flexible hours in general

Public sectorParticularsNo of RespondentPercentage of Respondent(%)

Flexible start time14

Flexible ending time14

Holiday1560

Career break28

Flexible hours in general14

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of public sector shows that 75% employees says that holiday is consider under the provision of the policy,10% says career break,5% says flexible time & remaining says flexible hours in general.

They dont know all the provision which is given to the employees. Private sectorParticularsNo of RespondentPercentage of Respondent(%)

Flexible start time416

Flexible ending time312

Holiday1248

Career break28

Flexible hours in general416

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of private sector shows that 48% employees says holiday,16% says flexible start time,165 says flexible ending time,& remaining says career break. In the private sector employees are aware about all the policies which are given to them.COMPARISIONThe response shows that in private sector holidays and flexible time is more consider under the policy but in public sector holidays is consider more.21 Do you feel work life balance policy in the organisation should be customized to individual needs? a) Strongly agree

b) Agree

c) Indifference

d) Disagree

e) Strongly disagree Public sector

ParticularsNo of RespondentPercentage of Respondent(%)

Highly Agree28

Agree520

Indifference1248

Disagree416

Highly Disagree28

TOTAL25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of public sector shows that 48% employees are in indifference that they dont know that work life balance policy in the organisation should be customized to individual needs,20% are agree,16% disagree,8% are highly disagree & remaining are highly agree.

The employees are agree that the policies which are given in customized to the needs of individual Private sectorParticularsNo of RespondentPercentage of Respondent(%)

Highly Agree520

Agree416

Indifference1248

Disagree28

Highly Disagree28

TOTAL25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of Private sector shows that 48% employees are in indifference that they dont know that work life balance policy in the organisation should be customized to individual needs,20% are highly agree,16% agree,8% are highly disagree & remaining are agree.

Here employees are highly agree that the policies are customized to individual needs.COMPARISION:-

The response shows that in private sector employees are highly agree about the policies because they have work pressure and they are no able to manage the both the life so they are highly agree that the organisation provide policy and these policies are for the benefit of individual but in public sector employees are indifference and they dont know about the policies.22 Are you satisfied with your work life?

a) Yes

b) No

Public sectorParticularsNo of RespondentPercentage of Respondent(%)

Yes2080

No520

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of public sector shows that 80% employees are satisfied & remaining are not satisfied with their work life.

In public sector employees are satisfied because they have limited time period for work and they can easily give their time to their family. Private sectorParticularsNo of RespondentPercentage of Respondent(%)

Yes1040

No1560

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of private sector shows that 60% employees are not satisfied and remaining are satisfied.

In the private organisation employees are not satisfied and they are not able to manage their life.COMPARISION:-The response shows that in Public sector employees are satisfied with their work life but in Private sector employees are not satisfied because they have lots of work pressures so they are not able to manage their work and personal life.23 Are you living your ideal life?

a) Yes

b) No Public sectorParticularsNo of RespondentPercentage of Respondent(%)

Yes1352

No1248

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of public sector shows that 52% says yes that they are living their ideal life and remaining are says no.

Here the employees are able to live ideal life because they have no stress of work and they can live according to what they want. Private sectorParticularsNo of RespondentPercentage of Respondent(%)

Yes1040

No1560

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of private sector shows that 60% employees says no & remaining says yes that they are living their ideal life. Here employees does not able to manage their life so they cant live an ideal life.COMPARISIONThe response shows that in private sector employees does not live their ideal life because they are not able to do their work effectively and manage them properly with their personal life but in public organisation employees are living their ideal life.

24 Do you think that if employees have good work life balance than the organisation will be more effective and successful?

a) Yes

b) No

Public sectorParticularsNo of RespondentPercentage of Respondent(%)

Yes1040

No1560

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of public sector shows that 40% employees says yes that if employees have good work life balance than the organisation will be more effective and successful & remaining says no.

In public sector there is no need to balance their life. Private sectorParticularsNo of RespondentPercentage of Respondent(%)

Yes2080

No520

Total25100

FACTS AND FINDINGS

ANALYSIS AND INTERPRETATION:-The above graph of private sector shows that 80% employees says yes that if employees have good work life balance than the organisation will be more effective and successful And remaining says no. In private sector employees are says that if they are able to manage work life than they can easily manage their personal life and so that their organisation would be more effective and successful.

COMPARISIONThe response shows that in private sector most of the employees say that if they have balance their work and personal life than organisation will be more effective and successful but in public sector all the employees are already balance their life so they do not require any policy and the public organisation will be effective.

Work life balance refers to those factors which strike a balance between Work life, Family life and self life. These factors play an integral part in building an employees routine and lifestyle. Issues like stress management, personal space, time for family and friends, time to pursue hobbies etc. start becoming evident as when there is work life imbalance.

In our study of Work life balance in the Public and private industry, we considered three major parameters of Time, Gender and Age in order to aid us in our analysis. However, there have to be conscious efforts taken by the employer to counter barriers to work life balance. Also, the employee has to ensure that there is effective time and stress management. In other words, Work life balance can be ensured only if there are conscious efforts taken by both, the employer and the employee.

On the basis of our analysis, the following recommendations can be made.

RECOMMENDATIONS TO THE EMPLOYER1. Motivation

Motivation techniques seemed to work in some organisations in which work life balance was high. I found that employees high on motivation had a better work life and family life balance.

2. Appreciation of work

Good work must always be appreciated. The key to making an employee feel satisfied and acknowledged at work is to have constant supervision. However, a line should be drawn between supervision and interference.

3. Authority and Responsibility

There should be regular checks on the responsibilities and duties of employees. They should neither be underperforming nor over performing.

RECOMMENDATIONS TO THE EMPLOYEE1. Pursuing Hobbies and Passions

It is important for everyone to have a hobby or some activity that he/she can pursue, as a stress buster or just for fun. It can act as a major stress reliever and can go a long way in improving the Work life balance of employees.

2. Effective Time and Stress Management

It is a myth that poor work life balance is caused due to the working patterns of the firm or aggressive attitude of the supervisor, ultimately trying to indicate that imbalance is due to the organizations practices. But the reality is not so. It is the individual also who is equally responsible to maintain his or her work life balance. In fact many a times it is the individuals incapability of managing his time that results in an unhealthy work-life balance. If the employees can work on their time management skills, they would definitely be able to improve their work-life balance Prior to implementing any new work life balance initiatives, employers must ensure that it is consistent with existing obligations and arrangements under any award, enterprise agreement, employer-employee agreement or contract of employment that exists in the workplace.

QuestionnaireWORK LIFE BALANCE

Q 1. What is your age?

a) Below 30 b) Between 30-40 c) Above 40

Q 2. Gender

a) Male

b) Female Q 3 Your Designation

Q 4. Do you spend more hours than you would like at work?

a) Yes

b) NoQ 5. How many hours do you work at home in an average week?

a) 1-4 hours

b) 5-9 hours

c) More than 10 hours

Q 6 How many hours a day do you spend traveling to work?

a) Less than half an hour

b) Nearly one hour

c) Nearly two hours

Q 7. Do you spend time for working out?

a) Yes

b) No

Q 8. Do you work in job shifts?

a) General shift

b) Night shift

c) Alternative

Q 9 Marital status?

a) Married

b) Unmarried If you are married, Is your partner employed?

a) Yes

b) No

Q 10 Do you have children?

a) Yes

b) No

Q 11 Being employed man/women who are helping to take care of your children?

a) Spouse

b) In laws

c) Parents

d) Servants

e) Day care centers

Q 12 How many hours in a day do you spend with your child/children?

a) Less than 2 hours

b) 2-3 hours

c) 3-4 hours

Q 13 Do you ever miss out quality time with your family or your friends because of work?

a) Never

b) Rarely

c) Sometimes

d) AlwaysQ 14 Do you generally feel that you are able to balance your work & personal life?

a) Yes

b) No

Q 15. Do you feel tired or depressed because of work?

a) Never

b) Rarely

c) Sometimes

d) Always

Q 16 How do you manage stress arising from your work?

a) Yoga

b) Meditation

c) Dance

d) Music Q 17. Do any of the following hinder you in balancing your work & family commitments?

a) Long working hours

b) Compulsory overtime

c) Shift work

Q 18 Does your organisation provide you with yearly master health check up?

a) Yes b) No

Q 19 Do you suffer from any stress-related disease?

a) Hypertension

b) Diabetes

c) Frequent headache Q 20 Does your company have a separate policy of work life balance?

a) Yes

b) No

c) Not aware Q 21 If yes, what are the provisions under the policy? a) Flexible start time

b) Flexible ending time

c) Holiday

d) Job sharing

e) Career break

f) Flexible hours in general

Q 22. Do you feel work life balance policy in the organisation should be customized to individual needs?

a) Strongly agree

b) Agree

c) Indifference

d) Disagree

e) Strongly disagree

Q 23 Are you satisfied with your work life?

c) Yes

d) No

Q 24 Are you living your ideal life?

a) Yes

b) No

Give reason_____________________

Q 25 Do you think that if employees have good work life balance than the organisation will be more effective and successful?

a) Yes

b) No

Give reason______________

MAGZINES

HRM Review (Work-Life Balance) Harvard Business Review on Work and Life Balance

INTERNET

www.wikepidea.com www.freefind.com www.developers.netBOOKS

Kothari C.R. Research methodology

Traynor, J. B. (1999). A new frontier in work-life benefits. Employee Benefits Journal, page no 24, 4, 29-32. Withers, P. (2001). Retention strategies that respond to worker values. Workforce, page no 80, 7, 36-41. Reynolds, H. B. (1999). Its not enough to offer work/life programsyou need to promote them. Benefits Quarterly, page no 15, 2, 13-17.

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