Professional Documents
Culture Documents
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 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.
1
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.
2
Public sector
3
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.
• Personal Loan
• For Pensioners
• Against Mortgage of Property
• Against Shares & Debentures
• Plus Scheme
• Medi-Plus Scheme
• Rates of Interest
4
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 sector
ICICI:-
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.
5
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).
6
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 person’s 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 people’s 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.
7
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, doesn’t 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.
8
Changing & increasing work pressures
A 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.
9
Effects
Constant 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.
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 employee’s 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 “everyone’s problem.” High work-life conflict negatively
10
impacts the employer, the employees’ colleagues, the employee, the employees’
family, and society as a whole. From the employer’s 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.
Work 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.
11
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
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
12
BALANCING THE WORK AND LIFE OF YOUR EMPLOYEES
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.
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
13
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.
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 today’s employees. Strict deadlines, tighter schedules and ever-
escalating corporate targets are the natural outcome of it.
14
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.
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.
15
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 company’s vision and mission statements.
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
16
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.
17
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
18
SAMPLING DESIGN: Stratified convenience sampling is
used.
19
1. What is your age?
a) Below 30 b) Between 30-40
c) Above 40
Public sector
Particula No of % of
rs Respons responde
es nt
Below 30 5 20%
Between 15 60%
30-40
Above 40 5 20%
Total 25 100
PublicSector
20% 20%
Below30
Between 30-40
Above 40
60%
20
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 sector
Particula No of Percentage
rs Responde of
nt Respondent(
%)
Below 30 20 80
Between 3 12
30-40
Above 40 2 8
25
Total 100
Private Sector
8%
12%
Below 30
Between 30-40
Above 40
80%
21
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 Genders
a) Male b) Female
Public sector
Particulars No of Percentage of
Respondent Respondent(%)
Male 20 80
Female 5 20
Total 25 100
Public sector
20%
male
female
80%
22
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 sector
Particula No of Percentage
rs Responde of
nt Respondent(
%)
Male 15 60
Female 10 40
Total 25 100
private sector
40%
male
female
60%
23
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.
Public sector
No of Percentage
Responde of
nt Respondent(
Particulars %)
Yes 10 40
No 15 60
Total 25 100
24
public sector
40%
Yes
No
60%
The above graph shows that 60% employees don’t 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
No of Percentage
Responden of
t Respondent(
Particulars %)
Yes 18 72
No 7 28
Total 25 100
25
private sector
28%
Yes
No
72%
The above graph shows that 72% employees says yes that they spend more
hours than they would like at work & 28% employees says no.
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.
a) 1-4 hours
b) 5-9 hours
c) More than 10 hours
Public sector
26
No of Percentage
Responde of
nt Respondent(
Particulars %)
52
1-4 hours 13
32
5-9 hours 8
16
more than 10 hours 4
Total 25 100
public sector
16%
1-4 hours
52% 5-9 hours
more than 10 hours
32%
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 sector
No of Percentage
Responde of
nt Respondent(
Particulars %)
27
1-4 hours 3 12
5-9 hours 10 40
more than 10 48
hours 12
Total 25 100
private sector
12%
1-4 hours
48% 5-9 hours
more than 10 hours
40%
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?
28
Total
Less than half an Nearly one Nearly two
Particulars hour hour hours
No of 25
Respondent 15 5 5
Percentage 100
of
Respondent(
%) 60 20 20
Public sector
20%
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
29
Less than half an Nearly one Nearly two Total
Particulars hour hour hours
No of 25
Respondent 5 5 15
Percentage 100
of
Respondent(
%) 20 20 60
private sector
20%
COMPARISION:-
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
30
b) No
Public sector
No of Respondent Percentage
of
Respondent(
Particulars %)
72
Yes 18
No 7 28
Total 25 100
Pu blic sector
28%
Y es
No
72%
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.
31
Private sector
No of Respondent Percentage
of
Respondent(
Particulars %)
80
Yes 20
No 5 20
Total 25 100
Private sector
20%
Yes
No
80%
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.
32
7 Do you work in job shifts?
a) General shift
b) Night shift
c) Alternative
Public sector
No of Respondent Percentage
of
Respondent(
Particulars %)
72
General shift 18
Night shift 3 12
Alternate 5 20
Total 25 100
public sector
19%
General shift
12% Night shift
Alternate
69%
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.
33
Private sector
No of Respondent Percentage
of
Respondent(
Particulars %)
40
General shift 10
Night shift 10 40
Alternate 5 20
Total 25 100
private sector
20%
40%
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:-
34
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
No of Respondent Percentage
of
Respondent(
Particulars %)
80
Married 20
Unmarried 5 20
Total 25 100
public sector
90 80
80
70
60
50
response
40
30 20
20
10
0
Married Unmarried
35
Private sector
No of Respondent Percentage
of
Respondent(
Particulars %)
28
Married 7
Unmarried 18 72
Total 25 100
private sector
80 72
70
60
50
40 response
28
30
20
10
0
Married Unmarried
The above graph of private sector shows that 72% employees are unmarried and
remaining are married.
COMPARISION:-
36
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.
a) Yes
b) No
Public sector
No of Respondent Percentage
of
Respondent(
Particulars %)
48
Yes 12
No 13 52
Total 25 100
Public sector
48% Yes
52% No
37
FACTS AND FINDINGS
ANALYSIS AND INTERPRETATION:-
The above graph of public sector shows that 52% of employee’s partner is not
employed & remaining says no.
The employees partner is not so much employed in
public organisation.
Private sector
No of Respondent Percentage
of
Respondent(
Particulars %)
80
Yes 20
No 5 20
Total 25 100
Private sector
20%
Yes
No
80%
In private sector 80% employees says that their partner is employed and
remaining says no.
38
In Private sector most of the employee’s partner is more educated
and they are employed.
COMPARISION:-
The response says that in private sector most of the employee’s partner is
employed compare in public sector because in private sector employees are
young so their partner is also employed.
No of Respondent Percentage of
Particulars Respondent(%)
Yes 18 72
No 7 28
Total 25 100
Public sector
28%
Yes
No
72%
39
The above graph of public sector shows that 72% employees have children &
remaining says no.
Private sector
No of Respondent Percentage of
Particulars Respondent(%)
Yes 9 36
No 16 64
Total 25 100
Private sector
36%
Yes
No
64%
40
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.
Public sector
No of Respondent Percentage of
Particulars Respondent(%)
Spouse 1 4
12
In –laws 3
60
Parents 15
12
Servants 3
12
Day care centers 3
100
Total 25
41
Public sector
12% 4%
12%
12% Spouse
In –laws
Parents
Servants
Day care centers
60%
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
No of Respondent Percentage of
Particulars Respondent(%)
Spouse 1 4
20
In –laws 5
40
Parents 10
32
Servants 8
4
Day care centers 1
100
Total 25
42
Private sector
4% 4%
20%
Spouse
32%
In –laws
Parents
Servants
Day care centers
40%
No of Respondent Percentage of
Particulars Respondent(%)
Less than 2 hours 5 20
2-3 hours 8 32
3-4 hours 12 48
100
Total 25
43
Public sector
20%
32%
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
No of Respondent Percentage of
Particulars Respondent(%)
Less than 2 hours 6 24
2-3 hours 9 36
3-4 hours 10 40
100
Total 25
44
Private sector
24%
40%
Less than 2 hours
2-3 hours
3-4 hours
36%
No of Respondent Percentage of
Particulars Respondent(%)
8
Rarely 2
45
28
Sometimes 7
20
Always 5
44
Never 11
100
Total 25
Public sector
8%
Rarely
44% 28%
Sometimes
Always
Never
20%
Most of the employees rarely miss out the time with their
family because their life is balanced.
Private sector
No of Respondent Percentage of
Particulars Respondent(%)
16
Rarely 4
20
Sometimes 5
48
Always 12
16
Never 4
100
Total 25
46
Private sector
16% 16%
Rarely
Sometimes
20% Always
Never
48%
No of Respondent Percentage of
Particulars Respondent(%)
80
Yes 20
20
No 5
47
100
Total 25
Public sector
20%
Yes
No
80%
Private sector
No of Respondent Percentage of
Particulars Respondent(%)
40
Yes 10
60
No 15
100
Total 25
48
Private sector
40%
Yes
No
60%
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.
No of Respondent Percentage of
Particulars Respondent(%)
8
Rarely 2
49
28
Sometimes 7
20
Always 5
44
Never 11
100
Total 25
Public sector
8%
Rarely
44% 28%
Sometimes
Always
Never
20%
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
No of Respondent Percentage of
Particulars Respondent(%)
16
Rarely 4
20
Sometimes 5
48
Always 12
16
Never 4
50
100
Total 25
Private sector
16% 16%
Rarely
Sometimes
20% Always
Never
48%
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 .
Public sector
No of Respondent Percentage of
Particulars Respondent(%)
51
20
Dance 5
24
Music 6
40
Yoga 10
16
Meditation 4
100
Total 20
public sector
16% 20%
Dance
Music
Yoga
24% Meditation
40%
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.
Private sector
No of Respondent Percentage of
Particulars Respondent(%)
36
Dance 9
40
Music 10
20
Yoga 5
4
Meditation 1
52
100
Total 25
Private sector
4%
20%
36%
Dance
Music
Yoga
Meditation
40%
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 sector
53
No of Respondent Percentage of
Particulars Respondent(%)
16
Long working hours 4
36
Compulsory overtime 9
48
Shift work 12
100
Total 25
Publicsector
16%
Private sector
No of Respondent Percentage of
Particulars Respondent(%)
32
Long working hours 8
48
Compulsory overtime 12
20
Shift work 5
100
Total 25
54
Private sector
20%
32%
48%
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
No of Respondent Percentage of
Particulars Respondent(%)
12
Yes 3
88
No 22
Total 25 100
55
Public sector
12%
Yes
No
88%
Private sector
No of Respondent Percentage of
Particulars Respondent(%)
80
Yes 20
20
No 5
100
Total 25
56
Private sector
20%
Yes
No
80%
COMPARISION:-
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.
No of Respondent Percentage of
Particulars Respondent(%)
20
Hypertension 5
57
52
Diabetes 13
28
Frequent headache 7
100
Total 25
Public sector
20%
28%
Hypertension
Diabetes
Frequent headache
52%
Private sector
No of Percentage of
Particulars Respondent Respondent(%)
Hypertension 10 40
Diabetes 7 28
Frequent headache 8 32
Total 25 100
58
private sector
32%
40%
Hypertension
Diabetes
Frequent headache
28%
No of Respondent Percentage of
Particulars Respondent(%)
16
Yes 4
59
48
No 12
36
Not aware 9
100
Total 25
Public sector
16%
36%
Yes
No
Not aware
48%
Private sector
No of Respondent Percentage of
Particulars Respondent(%)
60
Yes 15
20
No 5
20
Not aware 5
100
Total 25
60
Private sector
20%
Yes
No
20% 60% Not aware
The 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.
61
4
Flexible start time 1
4
Flexible ending time 1
60
Holiday 15
8
Career break 2
4
Flexible hours in general 1
100
Total 25
Public sector
5% 5%
10% 5%
75%
Private sector
No of Respondent Percentage of
Particulars Respondent(%)
16
Flexible start time 4
12
Flexible ending time 3
48
Holiday 12
8
Career break 2
62
16
Flexible hours in general 4
100
Total 25
Privatesector
16% 16%
Flexiblestart time
8%
12% Flexibleending time
Holiday
Career break
Flexiblehours ingeneral
48%
The response shows that in private sector holidays and flexible time is more
consider under the policy but in public sector holidays is consider more.
a) Strongly agree
b) Agree
c) Indifference
d) Disagree
e) Strongly disagree
Public sector
63
No of Percentage of
Particulars Respondent Respondent(%)
Highly Agree 2 8
Agree 5 20
Indifference 12 48
Disagree 4 16
Highly Disagree 2 8
TOTAL 25 100
Public sector
8% 8%
48%
No of Percentage of
Particulars Respondent Respondent(%)
Highly Agree 5 20
Agree 4 16
Indifference 12 48
Disagree 2 8
Highly Disagree 2 8
TOTAL 25 100
64
Privatesector
8%
20%
8%
HighlyAgree
Agree
Indifference
16% Disagree
HighlyDisagree
48%
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 don’t know about the policies.
No of Respondent Percentage of
Particulars Respondent(%)
80
Yes 20
65
20
No 5
100
Total 25
public sector
20%
Yes
No
80%
The above graph of public sector shows that 80% employees are satisfied &
remaining are not satisfied with their work life.
Private sector
No of Respondent Percentage of
Particulars Respondent(%)
40
Yes 10
60
No 15
66
100
Total 25
Private sector
40%
Yes
No
60%
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.
Public sector
No of Respondent Percentage of
Particulars Respondent(%)
67
52
Yes 13
48
No 12
100
Total 25
Public sector
48% Yes
52%
No
Private sector
No of Respondent Percentage of
Particulars Respondent(%)
40
Yes 10
60
No 15
68
100
Total 25
Private sector
40%
Yes
No
60%
COMPARISION
The 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 sector
69
No of Respondent Percentage of
Particulars Respondent(%)
40
Yes 10
60
No 15
100
Total 25
Public sector
70
60
60
50
40
40
Series1
30
20
10
0
Yes No
Private sector
No of Respondent Percentage of
Particulars Respondent(%)
80
Yes 20
20
No 5
100
Total 25
70
Private sector
90 80
80
70
60
50
Series1
40
30 20
20
10
0
Yes No
The 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
employee’s 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.
71
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.
1. 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.
72
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.
73
Questionnaire
74
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) No
Q 9 Marital status?
a) Married
b) Unmarried
Q 11 Being employed man/women who are helping to take care of your children?
a) Spouse
75
b) In –laws
c) Parents
d) Servants
e) Day care centers
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) Always
Q 14 Do you generally feel that you are able to balance your work & personal life?
a) Yes
b) No
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
76
Q 20 Does your company have a separate policy of work life balance?
a) Yes
b) No
c) Not aware
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
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
77
Harvard Business Review on Work and Life Balance
INTERNET
• www.wikepidea.com
• www.freefind.com
• www.developers.net
BOOKS
78