Yashodhara Singh Dessertation (2)

STUDY OF WORK-LIFE BALANCE IN DELL PEROT SYSTEMDissertation report submitted towards partial Fulfillment ofPost-graduation diploma in management(Approved by AICTE govt. of India)Academic session(2011- 2013)

Submitted By: Faculty Guide:Yashodhara Singh Yadav Dr.Anita Singh BM-011270 Chairperson HR IMS Ghaziabad ACKNOWLEDGEMENTPerseverance, inspiration and motivation have always played a key role in the success of any venture. A satisfactory and successful completion of any project is the outcome of invaluable aggregate contribution of different personal fully in a radical direction, explicitly or implicitly.Whereas vast, varied and valuable effort leads to a substantial acquisition of knowledge via books and allied information sources, true expertise excludes from collateral practical works and experiences.Words have never seemed as inadequate as now, when I am endeavoring to express my heartfelt gratitude at the culmination of the project, to all those made it possible. Even the best effort is waste without proper guidance and advice. At the same time I am indebted to PROF. ANITA SINGH for giving time to time suggestion and his valuable guidance, co-operation, inspiration and keen supervision to project.Last but not the least; I am grateful to GOD, my parents, DELL employees, my elders, my friends for encouraging me to take up this challenging task.

DECLARATIONI hereby declare that the project STUDY OF WORKLIFE BALANCE IN DELL PEROT SYSTEM is an original work carried out in partial fulfillment of the requirement for awarding Post Graduate Diploma in Business Management Degree at Institute Of Management Studies, Ghaziabad.

Study Conducted By:Yashodhara SinghBM-011270

ABSTRACTUnder present market forces and strict competition, the IT companies are forced to be competitive. Contemporary companies must seek ways to become more efficient, productive, flexible and innovative under constant pressure to improve results. The traditional ways of gaining competitive advantage have to be supplemented with organizational capacity i.e. the firms ability to manage people. Organizational capacity relates to hiring and retaining competent employees and developing competencies through effective human resource management practices. Indeed developing a talented workforce is essential to sustainable competitive advantage high performance work practices providing a number of important, practical impacts on the survival and financial performance of firms, and on the productivity and quality of work life of the people in them.In this project I have mainly focused on the middle level employees of DELL. The company taken for the research is DELL. DELL has played a critical role in transforming computing, enabling more affordable and more pervasive access to technology around the world. At DELL they promote an environment that thrives on innovation. To deliver effective solutions that meet customer challenges. It is important for the employees in the organization to maintain a healthy balance between work and their private lives so that both they and the company benefit in the long term. Thus I have found out certain variable that are helping employees to manage their work-life balance. Thus company has drafted certain policies for its employees so as to retain them for long term and to focus them towards their work so as to achieve overall productivity. By considering the needs of its employees the organization has achieved CMMI-level 3 certification and thus aligning the goals of the individuals with that of the organization, it is trying to achieve level 5 certificate.

OBJECTIVES OF THE STUDYObjective of the study are: To gain an insights into current working time policy and practices. To find out ways to improve quality of work life.

TABLE OF CONTENTAcknowledgement 2 Declaration 3Abstract 4Objective of the Study 5

CHAPTER:1. CHAPTER:1 Company profile 7-92. CHAPTER:2 Introduction of the Topic 10-123. CHAPTER:3 Literature Review 13-154. CHAPTER:4 Work-life balance 16-245. CHAPTER:5 Global Green work force 25-296. CHAPTER:6 Research Methodology 30-31 7. CHAPTER:7 Analysis 32-548. CHAPTER8 Conclusion 55-569. CHAPTER:9 Limitation 57-5810. CHAPTER:10 Bibliography 59-6011. CHAPTER:11 Annexure 61-65

CHAPTER-1COMPANY PROFILE

Dell traces is origin to 1984, when Michael Dell created PCs Limited while a student at the University of Texas at Austin. The dorm-room headquartered company sold IBM PC- compatible computers built from stock components. Michael Dell started trading in the belief that by selling personal computer systems directly to customers, PCs Limited could better understand customers needs and provide the most effective computing solutions to meet those needs. Michael Dell dropped out of school in order to focus full-time on his fledging business, after getting about$300,000 in expansion-capital from his family.In 1985, the company produced the first computer of its own design- the Turbo PC, sold for US$795. PCs Limited advertised its system in national computer magazines for sale directly to consumer and custom assembled each ordered unit according to a selection of options. The company grossed more than $73 million in its first year of trading.The company changed its name to Dell Computer Corporation in 1988 and began expanding globally- first in Ireland. In June 1988, Dells market capitalization grew by $30 million to $80 million from its June 22 initial public offering of 3.5 million shares at $8.50 a share. N 1992 fortune magazine included Dell Computer Corporation in its list of the worlds 500 largest companies, making Michael Dell the youngest CEO of a Fortune 500 company ever.In 1996, Dell began selling computers via its web sites, and in 2002, Dell expanded its products line to include televisions, handhelds, digital audio players and printers.Dells first acquisition occurred in 1999 with purchase of Converge Net Technologies. In 2003, the company was rebranded as simply Dell Inc. to recognize the companys expansion beyond computers.In 2009, Dell acquired Perot System, a technology services and outsourcing company founded by H. Ross Perot.On September 21, 2009, Dell announced its intent to acquire Perot Systems in an reported $3.9 billion deal. Perot systems brought applications developments, system integration, and strategic consulting services through its operations in the U.S. and 10 other countries. In addition, provided a variety of business process outsourcing services, including claims processing and call center operations.On August 16, 2010, Dell announced its intent to acquire the data storage company 3PAR. On September 2, 2010 Hewlett-Packard $33 a share, which Dell declined to match.Dell became the first company in the information technology industry to establish a product-recycling goal (in 2004) and completed the implementation of its global consumer recycling-program in 2006. On February 6.2007, the National Recycling Coalition Awarded Dell its Recycling Works award for efforts to promote producer responsibility. On July 19, 2007, Dell announced that it had exceeded targets in working to achieve a multi-year goal of recovering of 275 million pounds of computer equipment by 2009. The company reported the recovery of 78 million pounds of IT equipment from customers in 2006, a93% increase over 2005; and 12.4% of the equipment Dell sold 7years earlier.

CHAPTER-2INTRODUCTION OF THE TOPIC

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 womens 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 industries throughout the word. 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 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 adding parents, financial problems or even problem 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.A decade back, employees used to have fixed working hours or rather a 9 to 5 job from Monday to Friday. The boundary between 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 hour every day in office.The technological blessing 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 nurse and especially IT professionals are the few examples who are facing the brunt of the hazard constantly.

CHAPTER-3LITERATURE REVIEW

Linda colley of Australia in 1995 studied central policies local discretion and a review of employee access to work-life balance arrangement in a public sector agency. The finding suggested that work-life balance is one of the leading contemporary issues in the Australian employment environment, driven by both employee demands and employer desire to attract employee in a tight labour market. This article is about the important issue of employee experiences of work-life balance, and uses a public sector case study to consider progress and identified issue yet to be resolved. The research consider the extent of the work-life balnce policy framework in the case study agency, employees awareness of their work-life balance option, and the employee perception about access to flexible working arrangement. The research find that the agency has a policy solid framework and reasonable high level of awareness, but it identifies the gap between employees awareness and their perceptions of access, and uncovers many local-level barriers to access to flexible working arrangements. The article conclude that, to ensure employees have access to work-life balance, the agents should shift its focus to implementation of the policy framework through activities such as education as education and culture changes activities.Messmer in 2006 studied that flexible scheduling is the benefit valued most by employees. However increased flexibility, if implemented without conditions and used to facilities business ends without provision for worker consent, could compromise instead of enhance work life balance. A friend of mine voluntary sector, and shes been a consultant working closely with the Civil Service, so you would assume shed adjust quickly to the new culture. In fact, shes reeling from culture shock brought on by the volume of emails she is getting. Most of them are actually meant for someone else and she has been copied in for reasons that are vague, or even meaningless he is not unusual for email to be continued to 40 different people. Maybe that means her department is a networked setup where virtual teams are buzzing with so much energy that simply has to be copied in for the matrix to work.Steve Crabb in 2007 suggested that unnecessary emails are the enemy of work life balance. He pointed out that we are turning into desk-bound nation. Cut down on the nonsense e-mails we will communicate better and perhaps exercise a bit more.Joanna J Hughes, Nikos Bozionelos in 2007 studied that work life balance is a source of job dissatisfaction and withdrawal attitudes. The purpose of this article is to explore the views of male workers in male dominated occupation is on issue that pertains to work life balance. The study was qualitative in nature. Semi-structured interviews were conducted with 20 bus drivers employed by a single company in order to identify their perceptions on the following: whether issues related to work-life balance were sources of concern and dissatisfaction; how concern over issues related to work-life balance was compared to other sources of concern and dissatisfaction; and whether issues related to work-life imbalance was not only a source of concern , but also that it was the major source of dissatisfaction for participants. Furthermore participants made a clear connection between problems with work-life balance and withdrawal behaviors, including turnover and non-genuine sick absence.Asadullah, Niaz & Fernandez, Rosa in 2009 made research that work life balance practices and the gender Gap in job satisfaction in the UK leads to breaking marriages. This paper examines the role of work life balance practices (WLB) in explaining the paradox of the contented female worker after establishing the female report higher levels of job satisfaction in men in the UK, we test whether firm characteristics such as WLB and gender segregation boost the satisfaction of women proportionately more than that of men, thereby explain why the former are reportedly happier. The result proves that WLB practices increase the likelihood of reporting higher satisfaction but similarly for both demographic groups thereby reducing the gender gap in job satisfaction only slightly. Still, the result indicates that WLB practices at the forefront of worker welfare policy improve the wellbeing of the workforce. Experiments with the firm-fixed effects allowed by the matched dimension of the data revealed that firm effect the relevant but they only explain a half of the gender gap in job satisfaction, suggesting that the other half may be due to individual heterogeneity

CHAPTER-4WORK-LIFE BALANCE

Changing & increasing work pressuresStress in the workplace has increased in the last years, fuelled by increased workloads, company mergers and cut backs, economy shake-downs and likes. As employees worry about their future in the face of these downsizing, closing and reorganizations, other elements in the workplace also contribute to the stress of todays workers.A business report not long ago stated that the endless hours employees spend in a maze of crowed offices and cubicles, while the executives continue to enjoy comfortable office with windows, add to their sense of frustration and powerlessness.In smaller companies and retail stores, the constant looking-over-the-shoulders from managers and supervisors can render similar anxiety and stress on employee. In many such workplaces, which I have personally experienced, workers who spend hours on their feet have not the freedom to even stop, sit down and take a breather.While most companies simply ignore this problem of stress and anxiety, some have started to recognize that supporting employees physical and mental well-being is essential. Experts say that in the real or imagined anticipation of termination or increased workload employees become less productive. To add to this, people bring with them to the workplace another baggage, perhaps, some experts say, the single largest loss of productivity in the workplace: trouble at home.Some companies have taken this situation so seriously that they have implemented employee wellness programs that include meditation, yoga and tai chi in their work facilities. Some also offer help lines for workers someone to talk to. At other workplaces, workers can nap in recreation rooms.Some companies have provided strategically placed office environment stations with fish tanks and other such calming accessories, where workers can stop-over for a change of scenery to rest, read and regroup their anxious, exhausted or over-loaded.

Importance of Work life balanceWork-life balance is about creating and maintains supportive and healthy work environments, which will enable employee to have balance between work and personal responsibilities and thus strengthen employee loyalty and productivity.Numerous studies have been conducted on work-life balance. According to a major Canadian study conducted by Lowe (2005), 1 in 4 employees experience high levels of conflict between work and family, based on work-to-family interference and caregiver strain. If role overload is include, then close to 60 percent of employees surveyed experience work-family conflict. Of all the job factors that influence work-life conflict, the amount of time spends at work is the strongest and most consistent predictor. The higher levels of work-to-family conflict.Of all the job factors that influence work-life conflict, the amount of time spent at work is the strongest and most consistent predictor. The higher levels of work-to-family conflict reported by managers or professionals often are a function of their longer work hours. Other reasons include: job security, support from ones supervisor, support from co-workers, work demand or overload, work-role conflict, work-role ambiguity, job dissatisfaction, and extensive use of communication technology that blurs the boundaries between home and work.Todays workers have many competing responsibilities such as work, children, housework, volunteering, spouse and elderly parent care and this stress on individuals, families and the communities in which they resides. Work-life conflict is a serious problem that impacts workers, their employers and communities.It seems that this problem is increasing over time due to high female labor force participation rates, increasing numbers of single parent families, the predominance of the dual-earner family and emerging trends such as elder care. It is further exasperated with globalization, an aging population, and historically low unemployment.

The Negative Effects of Work Life ConflictThe main cause of imbalance in our lives is the disparity between our work and personal life. There is sense of inflated completion and everyone wants to beat the other and be the best. The best, however, is never achieved because someone else is always perceived as better. Life style stress is also brought about by an attitude of risk-taking, especially where it concerns health. People tend to think their health is infallible and pay the price.Lifestyle stress manifests at different levels. At a somatic level the body physiology changes, causing a disturbance in sleep patterns and appetite, unexplained aches and pains and fatigue. Stress impacts the mind and brain function, reducing the attention span, increased forgetfulness and causing a tendency to brood unnecessarily on matters which are sometimes trivial. Long work hours and highly stress full jobs not only hamper employees ability to harmonize work and family life but also are associated with health risks, such as increased smoking and alcohol consumption, weight gain and depression. Work life conflict has been associated with numerous physical and mental health implications.According to a 2007 study by Duxbury and Higgins, women are more likely than men to report high levels of role overload and caregiver strain. This is because women devote more hours per week than men to non-work activities such as childcare, elder care and are more likely to have primary responsibility for unpaid labor such as domestic work. Furthermore, other studies show that women also experience less spousal support for their careers than their male counterparts. Although women report higher level of work-family conflict than do men, the numbers of work-life conflict reported by men is increasing.Work-life conflict has negative implications on family life. According to the 2007 study by Duxbury and Higgins, 1 in 4 Canadians report that their work responsibilities interfere with their ability to fulfill their responsibilities at home.Employees, especially the younger generation who are faced with long hours, the expectations of 24/7 connection and increasing pressure of globalization are beginning to demand changes from their employers. Also, people in the elderly employee segment are working longer now than in the past and are demanding different work arrangements to accommodate their life style needs. The behavior of someone who is stressed tends to be erratic.Increased tea or coffee intake, a constant desire to appear busy, which means longer than average hours spend at work or, conversely , detachment from work altogether, are some indications. A stressed individual may also manifest the external symptoms of stress such as self isolation, unexplained bouts of anger or irritation at trivial matters and depression or negative thinking.The lack of a proper sleep wake schedule is one of the biggest cause of health problems of our times and an effort should be made to follow the dictum of early to bed, early to rise, as closely as possible.The corporate world tends to compromise on this in the pursuit of a higher paycheck. The best time to wake in the morning is as near to sunrise as possible, and to sleep is four hours after sunset. The optimum sleep requirement is six hours of undisturbed sleep, give or take hour.The second most important priority in a persons life should be his meals. People are too complacent about their health or tend to be overzealous. Both attitudes are harmful.

How to Balance Work LifeDell has given different solutions to these problems.1. Time Management: is one of the best solutions which can help to reduce the imbalance between the personal and the work life of the employees. Prioritizing the tasks and planning the activities can help to take out some free time which can utilize for other purposes.

Taking some time out for hobbies and leisure activities, spending time with loved ones can help to beat the stress. Learn to say no if required. Sharing the responsibilities will help and dont commit for something which is practically impossible. Utilizing the flexing working hours option of the organizations to get some free time.

2. Moderate exercise Should be a part of our lives. Ideally , all of us should follow the rule of 4; four times a week, four km in 40 minutes is the ideal amount of exercise. Along with proper sleep, diet and exercise, every individual must incorporate ways of relaxing using methods that range from physical exercise, deep breathing and meditation, to indulging in hobbies, social service activities and spending quality time with family.

3. Unconditional involvement in social service is actually a great de-stressor because of the undiluted appreciation one receives in return. Quality time alone, that offers room for introspection is also something one should keep aside 10 minute to half an hour every day. If despite all these measures stress cannot be negated, professional help should be sought.4. Know your work: There are people in this universe who do all the work. it may be right from one point of few but doing all the work by yourself , is not going o do any good, instead raises the pressure.Strictly stick to what you do and not what you need not to.

5. DON'T BE A WORKAHOLIC: Life has got many things. There is no matter in being a workaholic. In fact, it only restricts you from enjoying other aspects of life. Make a nice holiday trip to some part of the globe. After all, if you dont spend some time to understand the world, see and rejoice nature. You dont deserve to be on earth. Stop your routine work and look at the bliss of nature.

6. ZERO COMPLEXITY: Look things as simple possible. Generally things that look complex are only by appearance and when peeped into, it seems to be very simple. Take life as one simple factor and avoid confusions that rule you.

7. FAIMLY AND FRIEND: There can be nothing fruitful than having some good friends around. Being with friend and family of course gives a sense of emotion and mental peace. More over being with the family is the utmost sense of satisfaction that a women/man can get. Try being with them and spending some time your friend and family to overcome work and work related tension.

8. BE TOGATHER: Spending time to gather can be very good balance. You dont really have to create some time to be with family and friends. Spend the time that you eat your family. Having the whole family around, eating with them, having small discussions will of course improve the lifestyle.

9. DO NOT OVER SHOW: Stress and balancing stress and life is not that simple of course. Yet it is good not to over show them in the relations. There are some people who take their job to the home and disturb the family .Also any tensions in the office should be there only in the Office. Well, easy said than done. Yet practice makes a man perfect CURRENT PRACTICESEmployer is becoming increasingly aware of the cost implications associated with other-worked employees such as: operating and productivity costs, absenteeism, punctuality, commitment and performance. there are five main reasons why companies participate in work life balance programs: high return on investment recruitment and retention of employees legislation, cost Union regulations.There are a wide variety of practices currently being used to help employees achieve work-life balance. It is important to note that some work-life balance programs help employees handle stress and otherwise cope more effectively while other programs help to reduce the absolute stress feels by rebalancing work life. A growing numbers of employees have implemented wellness programs or pay for their employees' gym membership as part of a benefits package. Some companies invite fitness trainers or yoga instructors into the office to hold lunch time sessions. Some companies undertake initiatives to improve healthy eating habits. Others offers stress management programs which include stretching, yoga, counseling, as well as bringing in registered massage therapists to work. Many employees are offering longer vacation times than the mandatory 2 weeks per year imposed by Canadian legislation. Additionally, some companies will offer flex" days. Interestingly, sick days tend to go down once some is "entitled" to three weeks or more a year of holidays. Human resources policies that can be used to increase work-life balance include implementing time off in lieu of overtime pay.Arrangements, providing a limited number of days of paid leave per year for child care, elder care or personal problems, or hiring policies around weekend and evening use of laptops blackberry. There are some issues that arises that when employees have flexible work hours such as lack of face-time with other staff and not being as available to clients; these issues can be sold by ensuring employees discuss scheduling with supervisor and let clients and other employees know their hours of availability sometimes in order to accommodate workers need for work life balance; firms may need to reduce the amount of given to each employee. to accomplish this, employers can hire new people, reduce time spent in job-related travel, allow for job sharing, or reevaluate the work itself and how it is structured and organized with work process improvements and/or reengineering.According to a study by Messmer in 2006, flexible scheduling is the benefit valued most by employees. however, increased flexibility, if implemented without conditions and used to facilitate business ends without provision for worker consent, could compromise instead of enhance work life balance.

CHAPTER-5GLOBAL GREEN WORK FORCE

GLOBAL GREEN WORK FORCE INITIATIVE BY DELLWhat is green work force? Green workforce involves green initiatives adopted by companies across industries for its employees. It includes flexible work options like telecommute, flexible work hours, compressed work weeks or goal-oriented employment.

GLOBAL GREEN WORKFORCE INITIATIEGoing green for workforce has high impact on company's operating costs, bottom line and environment at the same time green workforce initiatives is much easier to adopt and less expensive as compared to green IT initiative. The concept of green workforce or flexible work options evolved in the early 1990s in the US but it started gaining popularity only during the 1990s. By the late 1990s, almost all leading companies across industries in the world particularly in the US and Europe, had started offering a variety of flexible work options. The concept green workforce seemed to be more suitable for services companies particularly IT services,Management consulting and software services or back offices firms due to the nature of work. However later it also gained popularity among manufacturing firms like craft foods who were the first few manufacturing firms to adopt flexible work options. During the current down turn globally companies have turn to green workforce not just to reduce cost but also to keep their employees motivated. In 2009, 84% of companies overall believe that flexible work arrangements in their organizations boosts employee morale up from 76% last year. Also 78% of polled companies say flexible options bolster retention rates, up from 64% the previous year. This year number of companies adopting telecommute (work from home) option especially large companies (more than 10000 employees) gone up to 70% from 59% last year. in a difficult economic times, green workforce or flexible work options are a triple win strategy, allowing organizations to cut payroll costs without large scale staff reductions, boost employee morale and retain top talent so the firm can quickly gear up for new business when the economy turns around. Early part of the year, accounting gain KPMG unveiled its new "Flexible futures program" for its 11000 U.K-based employees. The options include: A four-day workweek and a 20% reduction in base pay; a four-to 12 week sabbatical with a 30% reduction in base pay. Eleven months down the line flexible futures is already seen as a winner, 85% of KPMG's UK based employees have signed up. The most popular choices are option No.3, which features both a shorter workweek and a sabbatical. Outcome as per KGPM with this structure company is immediate looking at a savings at a savings opportunity of 15% of payroll costs. Similar initiative was taken by Citi group in February this year with city work strategies which involved flexible work strategies encourages job sharing, flexible start and end times, and compressed work weeks. With this strategy Citi hopes to reduce company's need for office space by 15% over the next several years.

Benefits of Green WorkforceOrganizations across the globe have experienced various tangible and in tangible benefits by going green for their workforce. Knowledge Faber has estimated the tangible benefits of going green for an employee has the potential to save up to USD $10,000 to $20,000 annually for services companies. However organizations across the globe have reaped multiple intangible benefits like Reduces Stress, Reduces Absenteeism, Reduces Emission, Improves Employee Health and Improves employee work life balance which has made them a preferred choice for employment and a brand among employees. Globally and in India HP has over the years provided the flexible work options for its employees in turn becoming best brands among employees. Texas instruments reported that it has seen improvements in retention of employees, lower stress and more effective workers as well as greater bench strength as a result of its flexible work policy. TI management also said As team members help cover for each other in times of flexibility, they develop broader and more diverse skills.

CHAPTER-6 RESEARCH METHODLOGY

Research Methodology6.1 Research DesignResearch methodology is a way to systematically solve the problem. It may be understood as a science of studying how research is done scientifically. In it we study the various steps that all generally adapted by a researcher in studying his research problem along with the logic behind them.The scope of research methodology is wider than that of research method.The research been conducted, is primarily based on the primary data collected from the employees of DELL PEROT SYSTEMS itself.6.2 Sample DesignSample UnitSample units are the employees of DELL PEROT SYSTEMS.Sample SizeSample size of this research project is 52.Sample CollectionSampling technique is used for this project is non-probability sampling because of time and resource available for the project is limited. Convenience sampling is used, which is a type of non-probability sampling.Data CollectionSourcePrimary Data is collected through questionnaire in DELL PEROT SYSTEMS.

CHAPTER-7ANALYSYS

Gender wise distribution.Male = 40 Female = 12Total = 52

FIG-1

The above pie chart shows that 77% of total respondents are male and 23% are females, total number pf respondents are 52.

Working hours per day

6-7 hrs -57-8 hrs -138-9 hrs -26More than 9 -8

FIG-2

There are 10% employees that work only for 6-7 hrs per day,25% employees work for 7-8 hrs per day, 50% employees work for 8-9 hrs and 15% employees work for more than 9 hrs per day. Above graph shows that nearly half of the employees of dell work for 8-9 hrs a day.

Policy of work life balance

Yes -39No -13

FIG-3

There are 75%of employees that are aware of policies of work life balance provided by the company and about 25% of employees are unaware of the policies regarding work life balance

Spending more time on work-related project

Strongly agree - 0Agree - 0N.A.N.A - 14Disagree - 21Strongly disagree - 17

FIG-4

27% employees neither agree nor disagree with the statement that they spent their entire time in project related work33% employees are strongly disagree40% of employees are disagreed with the statementThis shows that employees are not always indulge in projects and official works

I cannot remember the last leave drawn for my personal life


FIG-5

There are 67% employees un the company that strongly disagree that they dont remember the leave taken for some personal reason or for fun19% employees are disagree with this statement and near about 14% of employees are in confusion.It shows that company take care of personal interest of their employees during the professional working schedule

Feel stressed most of the times


FIG-6

There are 31% of employees who do not feel any stress during the working hrs of their life36% employees disagree with the statement that they feel stressedAnd 33% employees are in center they sometimes feel and sometime they do not. These data shows that there is no work pressure in the dell shops and employees can work with more enthusiasm as they always work active

Always bring work at home. Strongly agree - 0Agree - 8N.A.N.A - 14Disagree - 24Strongly disagree - 6

FIG-7

There are near about 58% employees that feel that they do not bring work at their home due to work pressure, it directly shows that in DELL work pressure on employees are almost nil and they have proper balance between personal life and professional life,

Attitude of my college and workmates


FIG-8

There are 73% employees those are somehow not satisfied with the statement, but there are 27% employees that feel that the behavior and attitude of their college and coworkers are positive and good for them. I.e. it is in favor of the employee

TAB-1Age

FrequencyPercentValid PercentCumulative Percent

Valid11019.219.219.2

21834.634.653.8

31426.926.980.8

4713.513.594.2

535.85.8100.0

Total52100.0100.0

Above table shows the frequency distribution of respondents regarding age, there are 10 employees that fall in the category of 20-25 years of age, 18 employees fall in 25-30 years of agr,14 employee fall in the category of 30-35 years of age, 7 and 3 employees fall in the category of 35-40 and above 40 years of age respectively

TAB-2WORKING


Valid159.69.69.6

21325.025.034.6

32650.050.084.6

4815.415.4100.0

Total52100.0100.0

TABLE:2(FIG:1)

Above table shows that there are in total 52 respondents, 5 respondents works for 6-7 hrs per day, 13 respondents work for near about 7-8 hrs per day, 26 employees responded that they work for about 8-9 hrs per day and near about 8 employees work for more than 9 hrs per day.

TAB-3POLICY


Valid13975.075.075.0

21325.025.0100.0

Total52100.0100.0

Out of 52 employees near about 39 employees are well aware of the work life policies provided by the company for the benefits for their employees while there are 13 employees who are unaware of the fact that company are having policies for work life balance.

Ques-1 I I find myself spending more and more time on work-related projectsTAB-4


Valid31426.926.926.9

42140.440.467.3

51732.732.7100.0

Total52100.0100.0

There are 52 employees, above chart shows that out of 52 respondents 17 employees feel that the statement that they spend more time on project related work is wrong and company provide proper time for both personal as well as professional work/life. 21 employees are dissatisfied and 14 are in between for the above statement.

Ques-2 I cannot remember the last time I was able to find the time to take a day off to do something fun- something just for me. TAB-5Q2


Valid3713.513.513.5

41019.219.232.7

53567.367.3100.0

Total52100.0100.0

TABLE:5(FIG-2)There are 7 employees who are neither agree nor disagree with the above statement, 10 are disagree and near about 35 employees are strongly disagree that they do not remember the last day when they had taken leave foe their personal joy , that shows company take care of employees need and tries to maintain balance between their personal and professional life

Ques-3 I feel stressed out most of the time.

TAB-6Q3


Valid31732.732.732.7

41936.536.569.2

51630.830.8100.0

Total52100.0100.0

Above chart shows that there are near about 67 employees who feel that the above statement is false and they do not agree to that they feel stress during their working days, this statistical data shows the work pressure degree in the company. There is hardly any work pressure in DELL.

Ques-4 I have missed many of my familys important events because of work-related time pressure and responsibilities.TAB-7Q4


Valid3713.513.513.5

43465.465.478.8

51121.221.2100.0

Total52100.0100.0

Above table shows that out of 52 respondents there are 34 employees that feel that they have never missed any personal event because of any official work and disagree with the statement and about 11 employees are totally strongly disagree with the above statement that also shows the concern of employees personal life by the employer.

Ques-5 I always brings work home with me.TAB-8Q5


Valid2815.415.415.4

31426.926.942.3

42446.246.288.5

5611.511.5100.0

Total52100.0100.0

TABLE:8(FIG-3)Employees at dell are free from pressure so they do not have pending work with them, this is the reason 30 employees out of 52 respondents are disagree with the statement that they have to carry their work at their home for completion due to any reason, but there are some employees near about 22 who feel that sometimes due to some sales after closure of accounts act as pending and for proper updating of per day sales data they have to carry some feeding work at their home.

Ques-6 I generally have enough sleep during working daysTAB-9Q6


Valid1611.511.511.5

21528.828.840.4

32446.246.286.5

4713.513.5100.0

Total52100.0100.0

Above chart shows that there are about 21 employees out of 52 employees that are agreeing with the statement that they generally enough time for proper sleep, that can only happen when there is a proper time management in the work they perform, there are some categories of employees such as security guards and caretaker of the dell stores they sometime face this problem of half sleep mode due to their piece of responsibilities otherwise employees of DELL are fully satisfied with the working scenario of the company

Ques-7 I wish I had more time for some outside interests and hobbies, but I simply dont.TAB-10Q7


Valid33873.173.173.1

41019.219.292.3

547.77.7100.0

Total52100.0100.0

Employees of DELL are satisfied with the performance of company for the welfare of their employees even though employees of DELL feel that they should have some more relaxation for fulfillment of their hobbies, which as per the working cannot be possible,

Ques-8 the attitude of my colleagues and workmates is positive.

TAB-11Q8


Valid12140.440.440.4

21732.732.773.1

31121.221.294.2

435.85.8100.0

Total52100.0100.0

This question shows the attitude of the employees in DELL as per the data received there are 38 employees out of 52 respondents who feel that attitude of their subordinates, juniors and seniors are positive towards then and they act as the helping hand for them whenever they require them, but there are some employees who think differently and feel that some employees are jealous of each other and about 14 employees reported that sometimes employees attitude became personal and act negative for others

Ques-9 I often feel exhausted- even early in the week

TAB-12Q9


Valid235.85.85.8

3713.513.519.2

41834.634.653.8

52446.246.2100.0

Total52100.0100.0

There are 10 employees that feel that they become exhausted sometimes due to some reason, but there are about 80% employees that feel that they never became exhausted of the work

Quest-11 Support from my manager and supervisor help me in balancing my work life

TAB-13Q10


Valid1611.511.511.5

2815.415.426.9

32548.148.175.0

41121.221.296.2

523.83.8100.0

Total52100.0100.0

There are employees that believe that support from their managers help them in managing their life and act as a appropriate tool for work life balance, but there are many who denies with the same, however near about 50% of employees feel that this scenario changes as per the situation so they opted for 50-50 chances.

Ques-14 My Company has flexi working hours that provides balance between professional and personal life

TAB-14Q14


Valid12038.538.538.5

22548.148.186.5

3713.513.5100.0

Total52100.0100.0

This is the most important question that reveals almost all confusion regarding the worklife balance of the employees, as per the response of employees there are 45 employees .i.e about 85% employees who is perfectly agreeing with the statement that company follows flexy timings sometimes that contribute in managing and balancing the professional and personal life of the employees

CHAPTER-8CONCLUSION

We know the right answer of the wrong question is of no use thus this study conclude that the work life balance among the employees of DELL is appropriate i.e. they completely take care of employees personal as well as professional life. Due to their growing stress amongst the working population caused by the work overload and conflicts between workers and family responsibilities is both economic as well as social problem. DELL has reduces the stress of their employees by applying simple formula i.e. work for family and family for work, it ensures: Proper break to the employees Accessibility for healthy refreshment for staff Flexi hours of work Flexible work arrangement, trips, award functions where employees are asked to accompany their family memberThus I could conclude that DELL is putting all its efforts to make the life of their employees balance through various methods that promote work life balance that motivates employees to work hard and maintain the harmonious relation between employees and employer and contribute maximum in achieving pre-determined goals and objectives of the company.

CHAPTER-9LIMITATIONS

Limitations1. Time constraint was there due to which sample size has to kept limited.2. Dell Perot System is a 24x7 working organization so it was difficult to interact with large number of employees especially night shift employees. More over employees are reluctant to share of the information.3. Data collected was based on questionnaire method only.4. The findings and conclusion can result in bias.

CHAPTER-10BIBLOGRAPHY

BibliographyBooks:1. Desler Garry. Human Resource Management 10th Edition, Pearson Education.20082. Ashwathappa K. Human Resource Management. Himalaya Publishing House. 20073. Casico, Wayne F, (2008) Managing HR Productivity, Quality of Work-life balance, Profits, 6th edition, Tata McGraw Hill edition, New Delhi.4. Blanchard, Nick P. , and Thacker, W. James, (2007). Effective Training System Strategies and Practices, 3rd edition, Prentice Hall, New Delhi.

Links:1. www.grse.nic.in/about.htm2. www.hotfrog.in/companies/grse3. www.marinebuzz.com/indian-navy-grse

CHAPTER-11ANNEXURE

QUESTIONNAIRE

Name ..Age 20-25 years 25-30 years 30-35 years 35-40 years 40 AboveGender Male Female Marital status Married Unmarried separated 1. How many days in a week do you normally work Less than 5 5 days 6 days 7 days

2. How many hours in a day do you normally work 6-7 hours 7-8- hours 8-9 hours More than 9

3. My company has policies of work life balance Yes No

4. Does the organizational policy initiate the work life balance Yes No

5. Do you currently use any of the work life policies provided by the organization Yes noMark your preference as per the given scale:1= strongly agree2= Agree3= Neither agree nor disagree4= Disagree5= Strongly disagree

S.NOSTATEMENTS12345

1

I find myself spending more and more time on work-related projects

2I cannot remember the last time I was able to find the time to take a day off to do something fun- something just for me.

3I feel stressed out most of the time.

4

I have missed many of my familys important events because of work-related time pressure and responsibilities.

5I almost always bring work home with me.

6

I generally have enough sleep during working days.

7

I wish I had more time for some outside interests and hobbies, but I simply dont.

8The attitude of my colleagues and workmates is positive.

9I often feel exhausted- even early in the week

10My work gives me enough scope for creativity.

11Support from my manager and supervisor help me in balancing my work life

12Use of technology helps me in making a balance between my personal and professional life.

13I generally have enough time for exercise and healthy food during work

14My company has flexi working hours that provides balance between professional and personal life

15My work gave me time for my social life

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Yashodhara Singh Dessertation (2)

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