Keerthika Final PROJECT

“A STUDY ON PROBLEMS FACED BY WOMEN AT WORK PLACE
-A NATURAL PHENOMENON WITH ADVANCEMENTS IN

SCIENCE AND TECHNOLOGY IN DEVELOPMENT AT M/S K.G.F
WOMENS ASSOCIATION, KOLAR GOLD FIELDS”
Project report submitted in partial fulfillment of the requirement for the award of the
degree of
MASTER OF BUSINESS ADMINISTRATION
OF
BENGALURU NORTH UNIVERSITY
SUBMITTED By
KEERTHIKA. R
REG NO: MB181023
Under the guidance of
Prof: R. THANGAVELU MBA, GDMM, PGDHRM, AIM, ADM, M.Phil
ASSOCIATE PROFESSOR
SRI GOKULA COLLEGE OF ARTS, SCIENCE AND MANAGEMENT STUDIES, (PG BLOCK), KOLAR-
563102
2018-20
DECLARATION
I hereby declare that “A STUDY ON PROBLEMS FACED BY WOMEN

AT WORK PLACE- A NATURAL PHENOMENON WITH
ADVANCEMENTS IN SCIENCE AND TECHNOLOGY IN
DEVELOPMENT AT M/S K.G.F WOMENS ASSOCIATION, KOLAR
GOLD FIELDS” is the result of the project work carried out by me under the
guidance of Prof. R. THANGAVELU in partial fulfillment for the award of
Master’s Degree in Business Administration By Bangalore North University.
I also declare that this project is the outcome of my own efforts and that it has
not been submitted to any other University of Institute for the award for any
other Degree or Diploma or Certificate
PLACE: NAME:
DATE: REGISTER NUMBER:

GUIDE CERTIFICATE
This is to certify that that the project report “A STUDY ON PROBLEMS

FACED BY WOMEN AT WORK PLACE- A NATURAL
PHENOMENON WITH ADVANCEMENTS IN SCIENCE AND
TECHNOLOGY IN DEVELOPMENT AT M/S K.G.F WOMENS
ASSOCIATION, KOLAR GOLD FIELDS” submitted by Ms.
KEERTHIKA.R REG No:MB181023 to Bangalore North University for the
award of Degree of MASTER OF BUSINESS ADMINISTRATION is a record
of work carried out by me under my guidance.
Place: SIGNATURE
Date:
ACKNOWLEDGEMENT
The successful completion of any task would be incomplete without the mention of people
who made it possible, whose constant guidance and encouragement helped our efforts, thus
leading to success.
I express my sincere gratitude to SRI. NARAYANA SWAMY V, Secretary of SRI

GOKULA COLLEGE OF ARTS, SCIENCE AND MANAGEMENT STUDIES (PG
BLOCK), for providing us with us the excellent infrastructure and an unending
encouragement that has made our project work to success.
I am extremely thankful to DR. ASMA Director and professor of Sri Gokula College of Arts,
Science and Management Studies, P.G Block, Kolar.
I am grateful to our guide R. THANGAVELU Professor of SRI GOKULA

COLLEGE OF ARTS, SCIENCE AND MANAGEMENT STUDIES (PG
BLOCK), who not only helped us to understand the various concepts and
coordinated our work but also gave us timely suggestions.
I would like to extend my gratitude to entire faculty of SRI GOKULA

COLLEGE OF ARTS, SCIENCE AND MANAGEMENT STUDIES (PG
BLOCK), for being with us and helping us out at all times and for their
constant positive support and encouragement that has helped and inspired us
behind this project. Last but not least we acknowledge the support and feedback
of our parents and friends all times.
PLACE: NAME: KEERTHIKA R
DATE: REG NO: MB181023

CONTENTS
CHAPTER NO CHAPTER NAME PAGE NO

1 INTRODUCTION
1.1 introduction of the topic
1.2 importance of the topic
1.3 need of the study
1.4 significance of the study
2 METHODOLOGY
2.1 review of literature
2.2 statement of problem
2.3 objective of the study
2.4 sample technique
2.5 sample size
2.6 sample area
2.7 tools of data collection
2.8 limitation of the study
3 COMPANY PROFILE
3.1 background and inception
of the company
3.2 nature of business
3.3 promoters of the
company
3.4 areas of operation
3.5 K.G.F. Women’s
Association Group of
programmed activities
3.6 Managing Body (General
Body Members)
3.7 Group activity Sector
3.8 group head quarter
3.9 vision
3.10 mission
3.11 ethical behavior
3.12 honesty
3.13 commitment to quality
3.14 respect for the
individuals
3.15 innovation
3.16 objectives of association
3.17 goals
3.18 growth at increasing rate
3.19 reward
3.20 Association intervention
3.21 association future
interventions
3.22 organizational structure
4 DATA ANALYSIS AND
INTERPRETATION
5 FINDINGS AND
SUGGESTION
6 CONCLUSIONS
7 EXPERIMENTAL
LEARING
8 ANNEXURES
 Bibliography
 Questionnaire
LIST OF TABLES
SL. NO PARTICULARS OF TABLE PAGE NO

1 Table:4.1showing problems faced by
women at work place
2 Table 4.2 showing different types of

problems faced by women at work place
3 Table 4.3 showing attitude of boss
towards women at work
4 Table 4.4 showing the hesitation to work

with male colleague because they may
sexually harass or underestimate them
on the basis of gender
5 Table 4.5 showing initiatives taken by

the organization to manage work life
with their employees
6 Table 4.6 showing health complications

like mood swings, depression and stress
concentration due to problem at work
place.
7 Tab
le 4.7 showing any easier jobs given to
female worker as compared to male
worker
8 Table 4.8 showing from whom working

women get balance in their work life and
personal
9
Table 4.9 showing the possibility to
involve in social activity apart from
regular work
10 Table 4.10 showing does women’s are

treated differently by their colleagues/
seniors/ boss/ other members at work
place
11 Table 4.11 showing problems faced by

working women due to family life and
professional life
12 Table 4.12 showing factors helped

working women to progress their present
position
13 Table 4.13 showing unique strength of
women to be successful in their career
14 Table 4.14 showing satisfaction level of

working hours and does that fits with
their private life of working women
15 Table 4.15 showing time spend by

working women on domestic activities
16 Table 4.16 showing how often they

think (or) worry about work when
working women are at home
17 Table 4.17 showing does working

women miss out precious time with their
family and friends because of work
pressure
18
Table 4.18 showing to manage women’s
work life
LIST OF GRAPHS
SL.NO PARTICULARS OF GRAPH PAGE NO

1 Graph 4.1 Representing problems
faced by women at work place
2 Graph 4.2 Representing different types
of problems faced by women at work
place
3 Graph 4.3 Representing attitude of boss

towards women at work
4 Graph 4.3 Representing the hesitation

to work with male colleague because
they may sexually harass or
underestimate them on the basis of
gender
5 Graph 4.5 Representing initiatives

taken by the organization to manage
work life with their employees
6 Graph 4.6 Representing health

complications like mood swings,
depression and stress concentration due
to problem at work place.
7 Gr
aph 4.7 Representing any easier jobs
given to female worker as compared to
male worker
8 Graph 4.8 Representing from whom

working women get balance in their
work life and personal
9
Graph 4.9 Representing the possibility
to involve in social activity apart from
regular work
10 Graph 4.10 Representing does
women’s are treated differently by their
colleagues/ seniors/ boss/ other
members at work place
11 Graph 4.11 Representing problems

faced by working women due to family
life and professional life
12 Graph 4.12 Representing factors helped

working women to progress their
present position
13 Graph 4.13 Representing unique
strength of women to be successful in
their career
14 Graph 4.14 Representing satisfaction

level of working hours and does that
fits with their private life of working
women
15 Graph 4.15 Representing

time spend by working women on
domestic activities
16 Graph 4.16 Representing how often

they think (or) worry about work when
working women are at home
17 Graph 4.17 Representing does working

women miss out precious time with
their family and friends because of
work pressure
18
Graph 4.18 Representing to manage
women’s work life
CHAPTER 1
INTRODUCTION
1.1 INTRODUCTION OF THE TOPIC
Women play an important role in the family and society, but in all essential areas of life
women are generally at a significant disadvantages as compared with men, whether in terms
of education, income, partner choice, inheritance laws, property rights, decision-making
processes, community organization, or access to leadership positions in education, business,
or politics. In India, men do not share on most of the household chores, it is women who
have to cook, clean the house, do the dishes, wash clothes, get their children ready for school,
manage the entire domestic show and maintain a certain standard of upkeep of the family,
etc. so that the major burden of running the family is on the shoulders of the women. Now
with the increasing need for getting additional income for the family has increased and for
that purpose these women have to work for their family, and they have to work hard in the
motive to increase their standards in hard manner. Though Indian women are far more
independent and aware of their legal rights, such as right to work, equal treatment, property
and maintenance, a majority of women remain unaware of these rights. There are other
factors that affect their quality of life such as age of marriage, extent of literacy, role in the
family and so on. The global report reveals that four in every ten women see the gender pay
gap as a key issue, with women in seven nations listing this discrepancy as their major
concern. The major problems faced by women at workplace with advancement in science and
technology development are as follows. Throughout history, technology has drastically
changed the way workers across every industry performs their jobs. From the industrial age
to modern day. Technology has improved working conditions. Its impact on the work
environment has streamlined tedious and environmentally wasteful processes, expedited
access to work while exponentially increasing productivity and made working from anywhere
easier than ever.
 Ego of male counterpart and ego clashes: Men do support women to go out and
work. But once she starts doing extremely well or earns a larger pay package than her
male counterpart, the ‘ego’ comes in the mind of some workers working along with the
female workers. These create ego and clashes with the working women in organization.
 Gender bias: Gender bias is another major challenge that many women experience at
their workplace. Jobs that require frequent travel, physical exertion etc are still open for
men only as they are considered more eligible than women. Many organizations,
companies while hiring women employees ask them openly about their marriage and
further family planning as they cannot afford the maternity leaves and other flexibility
perks. One must understand that women are blessed with the opportunity to bring another
soul into this world and this factor must not be a hindrance for their growth and progress.
It is promising change to see that many social welfare organizations like the UN are
raising this concern globally and is pledging to remove gender.
 Work life imbalance: today in present world many women face that work-life
imbalance. Differentiating personal life and professional career becomes little hard for
women in general. They tend to mix up work commitments with personal priorities and
that’s the reason these issues starts. The family feels neglected, friends feel lost and
unfortunately, she has to face the wrath of her entire support system just because she has
forgotten to draw the line between work and life. This problem is mostly self-imposed
and to get out of this woman has to help her. As achieving work-life balance plays an
important role in one’s life. She needs to set her priorities right and plan her day well
ahead.
 Lack of role models: women have time and again proved their capabilities in the
work front but still, the top cream layer is mostly occupied by men. The challenge here is
female leaders are many but role models are few. Hence women try and look for leaders
who they can emulate, they are left behind. While male leaders are many and they train
their successor with full vigor a women leader learns everything the hard way. When
women look up to men for guidance and mentorship they feel they are disconnected and
disoriented as there is a great difference in their objectivity and style of communication.
But this challenge is slowly minimizing as more and more women are entering as
managers, politicians, presidents, CEO’s and in the next few years to come, there will be
more leaders who will turn role models for the generations to follow.
 Maternity leaves: Growing from women to a mother brings about a lot of changes in
anyone. She learns to nurture a small being inside her. Elders say that as a woman
becomes a mother, care and patience become her natural inseparable virtues. But does
anyone perceive what all changes and challenges she is about to face at the workplace
before and after the baby is born? Handling mood swings and morning sickness without
showing a slightest discomfort, travelling is a difficult task for many working woman
with her baby belly, avoiding office parties and late night meetings as her health may take
a toll, listening to her boss’s taunts as she constantly applies checkup leaves etc are
simply too hard for a pregnant woman. Most of the associations/firms/organizations have
maternity leave policies where maternity leaves are granted for the first two babies which
is appreciable. But once the lady resumes office post her maternity break, she may be in
for surprise as her role would no more be the same. She may have to begin from
beginning all over again. To bridge this gap and ease the challenge, corporate firms have
now included flexibility polices for women who resume their career post maternity
breaks.
 Sexual harassment, molestation, eve teasing: One of the most shameful and
heart-wrenching challenges that women face in the working environment is the kinds of
various sexual abuse she is exposed to. Mostly women fall prey to cunning men who lure
them on the pretext of love and affection but sexually harass them. Many men have the
notion that working women are compromising in nature which is the foundation for such
vicious deeds. To curtail this challenge, there are social welfare organizations which are
discussing women empowerment on multiple forums and have raised voice against
harassment of women at the workplace. The technique has forced the law and order to
include several severe punishments against these ruthless men. Women who stand up for
their self-respect do not fail to voice out their difficulties but naïve and fretful women still
need to be fed with courage and must be taught to fight back against these, in spite of
government initiatives like Metoo.
 Managing work along with household activities: According to a survey
conducted by ASSOCHAM on 1000 women professionals, around 80% of the households
expect their daughter/daughters-in-law to prioritize household requirements over official
work. Many women are physically or emotionally abused at home but they do not let
anybody know about it.
 Technology is changing office culture: Everyone knows the stereotype of
technology in the workplace. Since technology in workplace has made it both possible
and practical to work remotely, organizations have need to create incentives to keep
workers happy and enthusiastic . Technological innovation itself is neither good nor bad
for employment and inequality. The way institutions incorporate and apply new
technology is what determines its effect on workers. Technology has consistently changed
the way workers across every industry do their jobs. From the industrial age to modern
day, technology has improved working conditions. Its impact on the work environment
has streamlined tedious and environmentally wasteful processes.
 Restroom gossips: office without gossipmongers is like a cake without icing. Tea
breaks, lunchtime, restroom meetings are the venue and time when gossips are created
and spread across. When a woman reaches a respectable position in her work there is
always plenty of speculation about her journey to that position. Some comment on her
ability while others about her friendly attitude. Some comments sound too harsh and
many times forces the girl to put down her papers. But on a deeper thought, this
challenge can be easily handled if you can sit calmly and think. All you will need to do is
not to reciprocate any hard feelings. Women should know to face and win over this
emotional challenge in her stride. They need to handle office gossip about too smoothly
without getting affected. In a world where good and bad co-exists, women must grow
their emotional quotient and let their work speak for them instead of engaging in verbal
battles.
 Security: last but not least the most threatening challenge for women at the workplace
is their physical security. With more and more cases of physical assault and abuse
occurring as well as being reported in dailies and news channels; women need to learn the
art of self-defense for their security. Many organizations have employed special security
services for helping their women employees to get back home at late nights. Not just
working women but every girl should always be prepared to face the wrath of uncivilized
men and hence must equip themselves with defense mechanism and face their challenge
with self-confidence.
1.2 IMPORTANCE OF THE TOPIC
Boasting about gender diversity at the workplace and discussing successful women
employees stories does not cover the harsh truth of sexual harassment which is still the
biggest issue working women are facing at workplace. Working women already are
facing so many problems like compromising of pay (compared to male employees),
struggling with work-life balance, consistently working hard to prove themselves etc.
have sexual harassment as a major issue which women used to experience earlier, but it is
still continuing. No matter how well a company provides its employees pays, comfort
and independence, the safety policy which it offers to its female employees is what
matters. It is not only the responsibility of the employers but as co-workers, one should
not have a closed eye towards it. Apart from this, there are other issues which working
women face. Some of them are as mentioned below
ISSUES WOMEN STILL FACE IN THE WORKPLACE:
 Pregnancy discrimination: Working women can become extremely difficult

when it comes to have a baby. For this reason many women are afraid of starting
their family knowing that their career will be affected. And thus there is an report
that approximately 50,000 women per year had lost their jobs as a result of
pregnancy or having had a child, while many female workers return to work only
to realize that their job duties have changed or that they can no longer progress
within their role. Here the women questions why should we deal with such
discrimination? Men don’t have the same challenge when becoming a father, but
even men sacrifice as much of their personal time when raising their child.
 Race and ethnicity: racial and ethnicity issues are several major problematic
areas that happens in the workplace. Were the color and immigrants of women
working in workplace make even less than white women. It’s heart-breaking that
after so many years of black women struggling.
 Gender pay gap: the gender pay gap is one of the important issues that are
widely discussed in today’s working world, and with statistics showing that
‘women earn 76cents of dollars compared to men’. This is because that these
women are more afraid to speak up? Or the fact that men are still seen as the
‘bread-winners’ and it’s true that being a woman will probably earn a lower salary
than a man applying for the exact same position.
 Climbing the career ladder: nowadays building a career is one of the big
trickier challenges for young female work professionals, who need to work harder
than their male peers in order to earn recognition or praise. There’s a general
feeling that men workers advance faster and women are deemed ‘incompetent’,
even when they haven’t been given the opportunity to prove themselves.
 Fear: most of the women fear for unknown issues and are scared to take risks
that might lead to failure. Do you always wonder if everyone around you is
questioning your abilities? If so, you need to let go off the fear as it’s probably
holding you back. The most important thing is that you’re in the position because
you have the skills for it and are excited about it. Hold on to that enthusiasm and
use it as a source of power when you are feeling insecure.
 Appearance: here the question arises that why it is that a women’s appearance
is judged more than that of males? It may be clothing, makeup or body frame etc.
this criticism is that women doesn’t care about their makeup or high heels and on
other hand if a women dresses to her best and pays careful attention to the details
of her appearance, and others can assume that she’s trying too hard’. It’s too hard
to find that the perfect medium were the women look tidy and professional but not
too polished and not too untidy either.
 Exclusion from the boy’s club: to overcome the childish behavior that you
left the ‘boys club’ in primary school and think again. In a male-dominated
industry, and men stick together in a clique and tend to exclude female employees.
This will make them to mock or make them feel inadequate.
 Office favoritism: here woman are dominated in such a way that they were in
male-dominated industry and feel like your manager favors your male co-
workers? In order to get rid of this favoritism, try to spark a conversation on a
topic that you both share as common interest in. if it’s quickly brushed off, you
can bet that your gut instinct was correct.
 Unsupportive managers: there still exists these type of managers who find it
hard to believe that you the girl who cannot afford big investors and land on new
major account of the organization. And after the news has been shared through the
company you receive a half-hearted work. This exact manager which might even
block opportunities for you to succeed.
Nowadays challenges and issues are everywhere in the workplace. Pushing oneself out of
their comfort zone and trying to find something new and good is the challenge that one can
impose on herself. A woman who faces more challenges and issues in life, her achievements
and memories will increase and organizations that don’t realize the importance of women in
their workplace are missing out. In doubling their talent pool, recruiting women into the
organization may also be increased and in turn your organizations financial performance of
organization will also increase. And if your workplace is dominated by one gender, you are
missing out on the opportunity to attract more talent. If women believe that the organization
or company does not possess on emphasis on diversity, they will simply find employment
somewhere else, and these women may possess skills and traits of their organizational needs.
By showing your commitments to the gender diversity, you can also show the most educated
and experienced candidates that you have to value the contribution of women.
Women will also face many other challenges and issues in the advancing work-place. They
are as follows
 There is no flexible work arrangements

 There is no equal pay and still women are facing less than men
 Race and gender bias-women of their color which will continue to deal with some of
the workplace’s most entrenched hurdles.
1.3 NEED OF THE STUDY
The main purpose of the study is that we can’t deny the role and fact of working women in
the society has been radically changed in the past few decades. Today the female share of the
global workforce is 45.4%. Women’s formal and informal labor can transform a community
from a relatively autonomous society to contribute to the national economy. The role of
urban and rural women in workplace has been expanded in recent days. The theme of
international women’s day 2019 “Think equal, build smart, innovate for change,” suits well
in India men do not share most of the household chores and it is women who need to take
over majority of the tasks. Men just take care of few chores as compared to women. The
major burden is borne on the women’s head where she is running the family on her shoulders.
It was alright for women to handle all the chores as long as they were homemakers.
Nowadays many women are encouraged to work 9 to 5 job plus and handle all the household
chores that they can handle as a homemaker. The status of Indian women has undergone
considerable change as compared to men. The status of Indian women has undergone
considerable change as compared to men. And many welfare organizations like K.G.F
women’s association which is located in Kolar Gold Fields also helps the women to come out
of these difficulties by taking certain measures to empower women in their work place.
Policies and laws that cannot change the scenario or diminish the issues that are suffered by
female employees at the workplace and the mindset and level of acceptance of people require
to be altered. Face these challenges tactfully and to overcome them successfully these women
need to be self-confident and should be aware of women rights. Allowing females to work
out of home in different sectors doesn’t only signify that our society gives equal treatment to
men and women, but it also shows that the problems at work which are the result of gender
discrimination to some extent, can be easily managed, solved and eliminated in the long run
When it is possible to give a better and conducive workplace to the women employees, we
can say proudly that women and men are treated equally in the society. There are several
laws and policies made to ensure women safety at the workplace women safety at the but due
to the deficiency of awareness and proper implementation, none of them is helpful when it
comes to the protection of females from harassments, gender biases, gender inequality in the
workplace.
1.4 SIGNIFICANCE OF THE STUDY
The study would help us in understanding the present status of women in our society and
what kind of problems they face while working in an organization, institution or company.
During earlier days there were some man-made boundaries for women but now women play
vital roles in different sectors. Women today are breaking that boundary and are playing the
dual role of balancing domestic life as well as professional life, giving a boost to their
societal status in the process. The major problems for working women arise out of dual
responsibilities of the working women-domestic work as well as office work. Though more
women are coming out of their families for income, the attitude towards women and their role
in the family has not undergone much change. Women continue to be perceived as weak,
inferior, and gullible citizens. Even today, looking after the family and children is generally
perceived as the primary responsibility of the men.
It is a fact that women have to face many problems just by virtue of being women. And if
they are working the problems are multiplied manifold. Working women are those who are
in paid employment. Social attitude to the role of women lags much behind reasonable
standards. This attitude which considers women fit for certain jobs and not for other jobs
influences those who are involved in the recruitment of female employees. Women have
suffered oppression and domination by the patriarchal society in India and have faced many
problems and challenges. Women were taught to accept their position through the
socialization process and also that all rules and regulation made only for women they were
bound to follow including their ‘initiation rites.’ They are taught to be obedient wives and
sisters and also to respect their elders; they are taught to walk, talk, sit, react and work at
home and many others. They are neither considered as individuals with a personality of their
own, nor do they have any personal life. They are told that a man could marry more than one
woman and they accept it silently, blaming it on their own fate. The inferior positions of
women in the traditional Indian society have been reinforced by a number of traditional ill-
gotten practices such as polygamy, early marriage, illiteracy and years of subjugation. Many
of these practices are still found in today in many places in the country.
Unemployment and temporary work are more common among women than men. Most
women workers do not have any social security or access to health-care benefits. As a result,
the work-related illnesses, like mental pressure and other health problems, remain hidden. As
per available research, a large number of women workers complain of frequent headaches,
back pain, circulatory disorders, fatigue and emotional and mental disorders resulting from
performing various activities at the workplace. Women working in some industries,
factories, banks, hospitals etc. complain that they do not get time to look after and give care
for their babies. The efficiency of working women is always suspected and questioned by
most people, especially their male counterparts. It is generally seen that all qualifications
remaining similar, men are usually preferred.
CHAPTER 2
METHODOLOGY
RESEARCH DESIGN
2.1 REVIEW OF LITERATURE
The literature review shows that more focus is on married working women than on
unmarried working women (Karl, 2009). Eggins (1997) advocates for more facilities to
women in the workplace, suggesting that “… it is an important part of development strategy
as well as an act of social justice” the World Bank (1991) estimates that Indian Women make
up one-third of the labor force. Singhal (1995) is of the opinion that, “participation of women
in workforce is essential for economic development and population planning”
Somjee (1989) has some very strong critical comments. She has said that “in the history
of women’s studies, which is not very long, a variety of approaches have been adopted in
order to understand women’s problems and find solutions to them. Such approaches range
from how women are perceived in various cultures and historical settings, given their
biological functions and what nature ‘intended’ them to do, to their decline in power and
status vis-à-vis men in the complex social evolution, to a widely shared emphasis on the need
to make women equal through the economic on the need to make women equal through the
economic and legal route which treats them as individuals rather than those having the sole
responsibility for looking after the family”
Mitra (1997) analyses the cause and comes to some important conclusions: “relationship
between women and professions could be perceived as one of women in full fledged
professions, medicine, law, academics, etc and another in the semi-professions-like nursing,
teaching, clerks etc”
Okolo (1989) studied that another obstacle is the lack of role models of executive women
due to their scare presence in top managerial positions. Likewise, this study found out that
there is no gender difference in organizational hierarchies when a woman has already gained
access to them. “the lack of impact in women can occur because executive and managerial
women have developed survival features becoming immune to the effects of men’s
hierarchies. A hierarchy further influence is not very strong”
Ronald J. Burke, Mustafa Koyuncu and Lisa Fiksenbaum (2010) examined the
relationship of the perceived presence of organizational practices designed to support
women’s career advancement and their work attitudes and satisfaction and their
psychological well-being. Data were collected from 286 women in managerial and
professional jobs working in a large Turkish bank, a 72 percent response rate. Five
organizational experiences were considered: negative attitudes towards women, equal
treatment, support, career barrier and male standards. Women reporting more supportive
organizational experiences and practices were more engaged in their work, more job and
career satisfied, and indicated greater levels of psychological well being”
Sophia J. Ali (2011) “investigated the challenges facing women in career development.
She found that most of the women employees were dissatisfied with career development
programmers and women are discriminated against in career development opportunities. The
study recommended that organizations should strive to ensure that career development
programmers’ were set to enhance career development amongst women employees. Top
management should also be committed to the career development of women, and
organizations should also introduce affirmative action to urgently address career development
of women”
Wentling (2003) showed that the twin roles of women cause tension and conflict due to
her social structure which is still more dominant. In her study on working women in Delhi,
she has shown that “traditional authorities set up of Hindu social structure continues to be the
same basically and hence women face problem of role conflict change in attitudes of men and
women according to the situation can help to overcome their problem”
Chauhan poonam in her book “status of Women in India” explained the fundamental
rights of women employees with practical application and implication. The book covers
several articles on provision for women and children. It has stated that development of any
economy is badly affected due to gender differentiation. The book elaborates the treatment
of both the sex and its negative impact on performance of women employees at work place”
Josh Mahesh in his book “women Rural Laborers” explained the role of women
employees in the development of human society. The book covers valuable opinions of
different scholars which stated that if we want to move nation towards development, we must
first awaken the women. Once she is on the moves, the family moves, the village moves and
finally the nation moves. The book covers various dimensions of women employees”
Banerjee Shruti in her book “Role of Women in Development sector” explained that
investing in women’s progress instead of men’s affairs leads to proportionately greatly
development. The book covers several sections which stated the various roles performed by
women in her life, which makes her more perfect and comfortable at workplace. The book
also covers reports of World Bank expert panel stressed that whenever the domestic are under
control of women, they are more economically and rationally managed”
Srivastava Gouri has contributed an article on Indicators of gender equality and

empowerment, edited in University news, a weekly journal of higher education has made an
attempt to examine various indicators that could perhaps map some qualitative indicators
related to overall personality development of women employees. The paper covers various
qualities possessed by women employees. It has given some important tact to make further
development in it. In this regard a life cycle approach has been adopted a practical approach
of life of women employees”.
2.2 STATEMENT OF THE PROBLEM
A gender bias creates an obstacle and preferences are provided for the strange gender due
to certain myths and mis concepts like sexual harassment, molestation, eve teasing, etc.,
common problems women face at their workplace also emerge as one critical problem faced
by working women’s ego of the male counterpart men do support women to go out and work.
But once she starts doing extremely will or earns a larger pay package than her male
counterpart, the ego comes in the way in some cases. These men find it difficult to accept the
progress and achievement of women whether she is wife or colleague. Managing work along
with house hold activities. According to a survey conducted by ASSOCHAM on 1000
women professionals around 80% of the households expect their daughters/daughter-in-law
to prioritize household requirements over official work. Many women are physically or
emotionally abused at home but they do not let anybody know about it.
2.3 OBJECTIVE OF THE STUDY
 To build awareness on business innovation and related matters of development, that

accelerates women’s empowerment and have a real impact on the quality of life for
women, and their dependents.
 To identify key actions to address the financing gap for women’s empowerment.
 To Drive change and commit to scaled-up partnership between the UN and the private
sector for achieving the 2030 agenda through women’s economic empowerment.
 To find out and suggest measures that can improve the quality of life in working
environment.
 To know lacunae in fulfilling satisfaction of women with regard to their work in
workplace.
2.4 SAMPLING TECHNIQUE: Random sampling technique is used to collect data

from the individual women working in the organization/association in K.G.F.
2.5 SAMPLING SIZE: out of the total population of more than 500 members, the
sample size is limited to 49 only due to Obrien’s constraints.
2.6 SAMPLING AREA: The geographical area of the residences of these samples that
lies within the K.G.F city radius limits.
2.7 TOOLS OF DATA COLLECTION
Systematic and scientific tools are followed with reliance on the following:
 Interview
 Websites
 Reference books
 Association records
 Questionnaires
 Personal information
2.8 LIMITATIONS OF THE STUDY
All scientific inquiries are subjected to few limitations, although these may differ with
respect to the magnitude of limitations. The findings of the present study are subject to the
following limitations:
 The study pertains to a limited time period. The result may not be valid for over a
longer period of time due to fast changing socio-economic and socio-cultural setting
in this study area.
 There may be lack of sufficient data
 The study is indicative of current problems faced by working women.
 The present study was restricted to a limited number of samples only. The results
drawn from this study, therefore, may have limited applications. It cannot be assumed
to provide information capable of generalization over other regions and could have
regional biase, but surely the broad similarities specific to a particular gender, will
provide same insight to the study.
CHAPTER 3
3.1 BACKGROUND AND INCEPTION OF THE COMPANY:
K.G.F. women’s association is a federation of 220 women’s groups, committed to the

cause of poor, underprivileged and marginalized women. It is a non-political and non-
proof it women developmental organization for women. K.G.F Women association is
registered under NGOs which emphasize on social services in rural and small urban areas.
Women’s development organization founded by groups of women with a interest in the
development of poor, needy and marginalized women and their families. It is registered
under K.G.F. Karnataka state Registration Act 1960 and is involved in the communities in
and around Kolar Gold Fields, rural parts of Mulbagal taluk and Bangarpet taluk in Kolar
District for the last 35 years.
Its historical background lies in the poverty conditions and sub-human conditions of
poor, under privileged and marginalized women and their families in Kolar Gold Fields
and in the rural parts of Kolar District. A small group of women raised their voices
against the sub-human conditions, their collective action gave birth to KGF Women’s
association, Mulbagal women’s Association and Bangarpet Women’s Association. India
is vast country with diverse languages and cultures 80% of population lives in rural and
tribal areas while only 20% of population occupies the urban areas. The advice belong to
the indigenous communities who are dependent on natural resources for their livelihood
for their survival. This organization meets as self help group members for development in
the basis of money finance (micro credit) once in two weeks. The organization has its
registered office at K.G.F Women’s association in Sriramnagar, oorgaumpet, Kolar Gold
Field, Kolar. The organization was registered in June 1985 on the ruler of Registrar of
Societies
The national organization for women was established by small group of feminists who
were dedicated to actively challenging sex discrimination in all areas of America Society
Betty Friedan, one of its founders, served as first president. The organization is
composed of both men and women, and it has a presence in all 50 states.
Formation of women’s groups among the poor, Under privileged and marginalized
women enabling them to be united and take collective action and resolve many problems
of women such as atrocities on women, wage issues, working conditions, child marriage,
bonded labor system, prostitution, gender bias, caste discrimination, human rights issues,
dowry harassment and dowry deaths, access to water and access to equal opportunities
along with upper caste and rich women. Technical skilled training activities enabled
unemployed women to acquire technical knowledge, technical skills and access to
employment and regular income, which built confidence in their lives and abilities to
become constructive and productive citizens in the society. Women’s collective efforts
resulted in the improvement of housing, renovation of community toilets and better
sanitary and hygienic conditions, dignified labor, installation of bore wells, water supply
infrastructure and water supply. Collective efforts of women also generated capital
within their groups which paved way to inexpensive and efficient credit facilities for
productive and provident purposes. Collective economic endeavors enabled them to
attain economic empowerment which manifested in better food, better health, better
clothing, better education and better living conditions and status and self- esteem in the
society.
3.2 NATURE OF BUSINESS
 Income levels of poor rural families are low due to lack of opportunity for income
generation development Kolar Gold Field Women Association work with rural
communities poor and marginalized. They are belonging to the unorganized sector
and about 45% are engaged in low skilled jobs in agriculture which are non farming
in nature. On an average they may be employed for not more then 150-175 days in a
year’s due to reasons like failure of monsoon leading to drought and recent change in
trends in climate change.
 Income generation activities will be provided to household based on needs. Criteria
will be developed to short list the most deserving families. Preference will be given
to widows destitute, the villages units will be responsible for sort listing families and
monitoring the process along with the concerned staff of K.G.F Women Association.
 Sectorial communities are not organized adequately due to lack of understanding of
the socio-economic context K.G.F. works with different sectorial communities do not
have access to higher education, Health care and development. Most of the rural
families are stepped in cultural myths and misconception and therefore ignorant. The
present day upcoming children’s in the families are usually the first generation
learners.
 K.G.F. Women Association works in the villages of Kolar district of Karnataka where
access to employment and various government schemes have not reached them since
they are not part of the main stream development. Being illiterate and innocent they
are not aware of the rights and privileges. The cast problem is also rampant in the
villages where daliths are discriminated against, while they have different sector
issues relating to their occupation all of them do not have access to basic amenities
like drinking water, street lights, road facilities, drainages, housing and government
schemes. At the same time women are subjected to domestic and gender violence.
This is also a serious issue and needs to be addressed alongside other social issues.
 If we are unwilling to rest the case on genetic determination, it seems that we have
only one way to proceed, we must attempt female subordination in light of other
factors built into the structure of the most generalized situation in which all human
beings. In whatever culture, find them.
3.3 PROMOTERS OF THE COMPANY:-
No promoters are taken place in this organization. It is under the self help groups
A self help group is defined as a “Self governed, pre controlled information group of people
with similar socio-economic background and having a desire to collectively perform common
purpose” self help group have been able to mobilize small savings either on weekly or
monthly basis from person who were not expected to have any savings. They have been able
to effectively recycle the resources generated among the members for meeting the productive
and emergent credit needs of members of the group. Forming and nurturing small,
homogenous and participatory self-help groups (SHGs) of the poor has today emerged as a
potent tool for human development. This process enables the poor, especially the women
from the poor households, of their social and economic environment. It helps them to pool
their meager resources, human and financial, and priorities their use for solving their own
problem. The emphasis on regular thrift collection and its use to solve immediate problems
of consumption and production not only helps to meet their most urgent needs, but also trains
them to handle larger financial resource more skillfully, prudently and with a more lasting
impact.
The mature SHGs become a forum for many social sector interventions. The government
facilitates these SHGs to access credit from formal banking channels. SHG-Bank Linkage
programme has proved to the major supplementary credit delivery system with wide
acceptance by banks and non government organizations. Self Help Groups are small
voluntary association of the rural women from the same socio-economic background who
work together for the purpose of solving their problems through self help and mutual help.
The women organize themselves at the grass root level to find innovation solution to the
specific problems which develops self esteem, self reliance and self confidence among them.
It is the need of the hour to analyze the activities of the self help groups. Hence a study was
done at Kerala, India, with the aims to access the role of self help groups in empowering rural
women and to identify the major constrains faced by women. Kollam, a traditional industrial
district in Kerala was selected for the study. Twenty for government. SHGs and 24
nongovernmental SHGs comprising of groups with enterprise and without enterprises were
identified 480 women members formed the experimental group and 237 rural women, who
are not members of SHGs. Were the control groups. Appropriated tools were used to conduct
the study. Self help groups without enterprises were found to be less empowered, socially
and economically than those with enterprises government and non government SHGs showed
significance difference in economic, social and political role. The study revealed that micro-
enterprises are a viable pathway for improving the economic status. Independent variables
like education, income and mass media contact were positively and significantly related with
the role of SHGs. Hesitation to take up innovation scheme, difficulty in playing dual role by
women, lack of confidence, team’s spirit, effective leadership, managerial skill, working
capital and transportation were found to be major constraints faced by self help groups. The
emergence and rapid multination of SHGs based on micro credit is a phenomenon that is
gaining importance in the development scenario. SHGs have been viewed by the state as a
strategy for both women’s empowerment as well as poverty reduction. SHGs are a conduit
for routing a wide range of government sponsored development message and schemes.
NGOs, have been adopting SHGs as a strategy to bring women under a collective platform.
A number of important players like MFIs (micro finance institution) NGOs, corporate and
donors, who have a significant interest directly or indirectly in SHGs have entered the field.
Credit is a right that poor women must have access; however they face many issues in
exercising their credit right through existing commercial banks. Recently joshi (2017)
interviewed Muhammad Yunus, the founder of grameen bank, Bangladesh. And regarded as
‘Father of Rural Banking’ He pointed out that in order to strengthen micro-finance system,
respective governments need to set up exclusive banks for the poor through special
legislation. Even he suggested channelizing CSR budgets of companies to establish such
banks. Although SHGs have been successful in providing improved access to credit, still
poor women needs specialized training and support services to feel empowered individual as
well in a group.
3.4 AREAS OF OPERATION:-
The scope of Association’s activities covers 20villages in Marrikupam areas Kolar Gold
Field (K.G.F) Bangarpet. Some of the villages are follows below:
 West block
 South block
 Chellappa lane
 Malayee lane
 Italian quarters
 Janatha house
 Telugu lane
 Mission Block
 Cricket model house
 Cynad lane and etc.,
3.5 K.G.F WOMEN’S ASSOCIATION GROUPS OF PROGRAMME

ACTIVITIES:
 Livelihood promotion for poor families through intensive (skill development and
income generating activities)
 Child and youth development (based on child rights and youth careers)
 Community development and strengthening of federation.
 Women’s overall development in rural areas.
3.6 MANAGING BODY (GENERAL BODY MEMBERS):-
All the activities are meticulously planned by a committee of efficient executives as below:
NAME DESIGNATION
 Mrs. PREMA PRESIDENT

 MRS. UMA VICE PRESIDENT
 Mrs. JESSYRANI SECRETARY
 Mrs. KARPAGAM JOIN SECRETARY
 Miss. MARY GRACY TREASURER
3.7 GROUP ACTIVITIES SECTOR:-
Self help groups members or group activities which undergo “MICRO FINANCE”. Micro
finance as a development and economic tool caught the imagination of banks and other
financial institution. The two spurts of bank nationalization (1969-1980), the establishment
of regional rural banks and active support of micro-finance section, are some of the major
initiatives taken towards bringing the underserved rural areas within the fold of the banking
sector. It was expected that nationalization would improve the flow of formal institutional
credit to rural household to relieve them of the burden of credit from informal agencies. The
credit flow from financial institution to urban population groups have steadily increased in
India since the 1970’s. This increase however has come to, be concentrated in large cities
and large sized credit brackets. The social banking efforts of one central bank and the
government particularly the expansion of the self-help groups in rural areas too has gone
through a phase of expansion.
A noteworthy phase in the evolution of the rural development concept in India is the
development of the self-help groups. SHGs are not formed for watershed management,
natural management, promotion of audit literacy or purely for the purpose of micro-financing.
However, when we talk of the sustainability of micro finance services, sustainable livelihood
promotion, creating and building of people’s institution or MFIs, the definition used
somehow lack the feature of sustainability, empowerment and poverty alleviation. Micro
finance has been attractive to the leading agencies because of demonstrated sustainability and
of low costs of operations. The members of SHGs, it is expected, would have a better access
to credit, which they might not have had earlier. Access to credit follows the group
formation. This is likely to impact a sense of belonging in a individual and may bring about
social benefits assertiveness within and outside family circle and other positive behavioral
changes before one gets access to credit.
Besides, saving habit is inculcated among the members and part of the lending is
accumulated which gives the feeling of self help and mutual help. Because of these features,
the credit management by members of the group is expected to be better. While it is
debatable whether economic benefits or the social benefited result first, needless to say, they
are mutually reinforcing. In this section, economic benefits accruing to SHG members are
discussed covering various parameters such as asset structure, income, saving and borrowing,
employment, consumption levels, etc..,
3.8 GROUP HEAD QUARTER:-
The groups has its fields office smith road Marrikupam post Kolar Gold Fields in near
Ambedkar Kalyana Mantapam and is lend by legal advisors-
 Mr.K.BACKAINATHAN (senior advocate) only for K.G.F Women’s Association.

 Mr. WILLIAMS(Advocate) only for K.G.F Women’s Association.
3.10 Vision :
Development and empowerment of poor marginalized and under privileged women and their
families. The women’s resources center is an organization dedicated to providing support
and mentoring for all women and their families.
We believe:
 In the primacy of the individual

 Complete realization of social, economic, political, cultural and spiritual possibilities
is possible,
 Fundamental changes in the structures in the society will bring about effective social
transformation in the society,
 Liberation education and empowerment education are effective tools for reform,
action
 Education is the key that unlocks life enabling higher standards of living.
3.11 MISSION:-
 Participation and involvement of women in resolving problems of poor, marginalized

and under privileged women.
 Participation and involvement, technology, environment and other fields leading to the
improvement of socio-economic, physical and living condition of poor, marginalized and
under privileged people.
 The women’s resources center provides programs, services and counseling on issues
affecting women and children, including family violence while encouraging respect,
diversity and equality with a feminist perspective.
3.12 ETHICAL BEHAVIOUR:-
The association conducts, with almost integrity, fairness of honesty, and will never
compromise ethics for financial gain or sacrifice integrity for profits.
3.13 HONESTY:-
Honesty is the heart of livelihood programs and child development is all about trust
transparency, integrity and dependability from the correct stones of K.G.F. Women’s
association experience.
3.14 COMMITMENT TO QUALITY: execute all ideas with a focus on quality.
3.15 RESPECT FOR THE INDIVIDUALS: we respect and value people and
uphold the humanness and human dignity.
3.16 INNOVATION:- we exist to advance women as change-makers and leading voices

in innovation. We create momentum for women in innovation through action-oriented
programming tangible tools and resources, and the support of a generous community.
 Leading innovation and design firms.

 Large corporate entities championing innovation with dedicated teams.
 Freelance work at the intersection research strategy, and design.
 Start-up that aspire to disrupt an industry.
Our programming is offered to members on a monthly basis. Each event focuses on a topic
related to innovation, leadership or professional growth and explores it though a blend of
interactive and introspective activities in a hands-on workshop format. Our intention is to
create space for women to grow and learn.
3.17 Objectives of the association
The livelihood of more than 225 families has improved in the K.G.F Women association
of operation.
 A social pedagogical methodology will be evolved and implemented for the
protection and development of 630 children and 60 youth
 The capacity of the 3 tier structure of community organization at K.G.F association
has improved measurably.
3.18 GOALS:
 To provide the women with education and counseling on domestic violence.

 To provide Brandon and rural women access to information on cultural, economic,
educational, health, legal and social services.
 To co-ordinate and/ or support projects which promote women’s equality.
 To create a space for women to meet in a place of their own to network and share.
3.19 GROWTH AT AN INCREASING RATE:-
Attaining growth is an inherent act of women’s association kolar gold fields, which has been
gained and will gain too, with the true attitude and culture of the group and team, toward
goals and objectives with professional and traditional touch. Objective of women’s
association is to have well designed and fabricated plans for rural and urban people.
Graphical Representation focusing the phenomenal growth of the group to heights, of course,
by maintaining level of consistency with minimum intervals. The rate of growth is increasing
in nature in spite of fluctuations.
Women’s education increase the income of women and leads to growth in GDP other effect
and related to social development. Education of girls leads to a numbers of social benefits,
including many related to women’s empowerment.
3.20 Reward: solidarity award 2006 at Paris

3.21 ASSOCIATION INTERVENTIONS:
Awareness building, leadership training, community organization, women’s groups,

community development, gender issues, savings, credit unions, micro-credit, self
employment, vocational training, housing, sanitation, health and hygiene, drinking water,
environment, legal education and dowry harassment prevention.
Ever since the founding of KGF Women’s Association, its emphasis on liberation
education and empowerment education of the poor, under privileged and marginalized
women resulted in the building of empowered women resulting in collective action against
the adverse social, economic, political and cultural conditions.
3.22 ASSOCIATION FUTURE INTERVENTIONS:

The association has designed well defined plans for future implementation, like:
 Child care and development.
M/S Agastya International Foundation- is a movement led by educators, scientists and

entrepreneurs, to revitalize and transform primary and secondary education in India.
 Rehabilitation of natural water tanks :
Tanks have been the main source of irrigation in many parts of India for centuries.
India experiences extreme climate within 329 million hectares of geographical area.
The hydrological characteristic of the Indian monsoon necessitated creating storage
facilities to hold the monsoon rainwater and utilize it later. With extraordinary
engineering, managerial, and social skills, on extensive system of rain water
harvesting structures comprising tanks and ponds had been built and maintained by
the people for centuries. Many of these multiple use structures were the nerve centers
for sustenance and livelihood of the rural communities.
 Organic farming:
Organic farming is a technique, which involves cultivation of plants and rearing of
animals in natural ways. This process involves the use of biological materials,
avoiding synthetic substances to maintain soil fertility and ecological balance thereby
minimizing pollution and wastage. In other words, organic farming is a farming
method that involves growing and nurturing crops without the use of synthetic based
fertilizers and pesticides. Also, no genetically modified organisms are permitted.
 Ground water recharging:
Ground water recharge or deep drainage or deep percolation is a hydrologic process,
where water moves downward from surface water to groundwater. Recharge is the
primary method through which water enters and aquifer. This process usually occurs
in the vadose zone below plant roots and, is often expressed as a flux to the water
table surface. Groundwater recharge also encompasses water moving away from the
water table farther into the saturated zone. Recharge occurs both naturally (through
the water cycle) and through anthropogenic processes (I.e., “artificial groundwater
recharge”), where rainwater and or reclaimed water is routed to the subsurface.
 Reforestation and environment improvement:
Planting new trees can help to reduce the amount of CO2 in the air. Thereby help
pollution issues in the environment Gases like carbon dioxide and methane are major
contributors to the worsening climates. Reforestation is an effective mitigation
strategy to fight global warming. In addition to benefiting the climate, reforestation
helps protect important species of animals. Reforestation helps to rebuild habitats and
degradation which are the leading threats to the health of a species. Deforestation
damages soil and habitats through erosion. Reforestation can help to restore what the
erosion has damaged. In addition, regional watersheds that have been damaged by
deforestation can be brought back to health through reforestation. Regional
watersheds are an important resources for human development.
SWOT ANALYSIS: SWOT analysis (Strengths, Weakness, Opportunities and
Threats) is a framework for identifying and analyzing the external factors that can an
impact on the viability of a project, product, place or person.
STRNGTH WEAKNESS OPPORTUNITIES THREATS

What can you do Which are the What market trend Strength having to
better than your requirements to could lead to your competitors
competitors? improve? increased sales? over to you?
WHY SWOTS ANALYSIS
 It is simple and easy to apply
 It is flexible for all type of study
 Helpful to take better future decision
STRENGTH:-
 Women association having confident in a nature, innovative in business ideas and

creative mind for their products and services they have providing.
 Women association is capable to achieve self economic independency. The generate
employment opportunities for others through imitating, establishing and running the
enterprise by keeping good adjustment with her personal, family and social.
 Women are also having strength to work hard with willingness. That’s y the reason they
are getting success in their business.
 Women prefer to work from their own resident place, they also having difficulties in
getting suitable and safety jobs.
WEAKNESS:
 Women’s Association don’t having proper technical knowledge regarding their

business
 Women Association also facing a problem of proper support, corporation and back
ward for women’s by their own committee and family members.
 Outside world people force them to stop the ideas of becoming excellent in the
enterprise field.
 Women association responsibility towards her family is also making a boundary to
achieve their goal. It will also affect to a national economy at the large scale.
 The greater deterrent to women association is of gender related issues that is they are
women. They are not such kind of rights to do economic activities.
OPPORTUNITIES
 Women attract entrepreneurial value and involve greatly in business dealing
 To engage in event management and make a bright career also.
 To become tourist guide and doing self owned business by their self ability.
 A successful art-worker earning lot of money now a day.
THREATS:
 Fear of expansion of organization and lack of access to technology.

 Lack of strong mentality, positive outlook, self confident to success, and
optimistic attitude amongst women creates a fear from committing
mistakes while doing business strategy and also in routine business work.
 Discrimination in financing and non supportive officials.
 Unsafe and poor supporting structure and having business work with male
laborers.
PARTNERS OF ASSOCIATION:-
 Global Ministry : Netherlands

 Edukans Foundation : Netherlands
 Seed Com : Germany
 Ader : France
 Fedina : India
 Habitat for Humanity : India
3.23 Organizational structure
GENRAL BODY
CHIEF FUNCTIONARY
SECURITY TREASURER
ADMISTRATION FIELD STAFF

STAFF
OFFICE FIELD
ADMINSTRATION PROGRAMMES
AND ACCOUNTS AND ACTIVTIES
CHAPTER 4
DATA ANALYSIS AND INTERPRETATION
TABLE: 4.1
SHOWING PROBLEMS FACED BY WOMEN AT WORK PLACE

SL NO OPTIONS NUMBER OF PERCENTAGE
RESPONDENTS
1 To a great extent 9 18%
2 To some extent 21 43%
3 Only to a 10 21%
manageable extent
4 Not at all 9 18%
TOTAL 49 100%
SOURCE: PRIMARY DATA
ANALYSIS:
From the table it is being analysed that only 9 number of respondents accept that they facing
problems at work place, 21 number of respondents responds that to some extent they are
facing problem at work place.
GRAPH 4.1
REPRENSENTING PROBLEMS FACED BY WOMEN AT WORK
PLACE
PROBLEMS FACED BY WOMEN AT WORK PLACE

43%
45%
40%
35%
30%
25%
21%
18% 18%
20%
PERCENTAGE
15%
10%
5%
0%
nt
ll
en
en
ta
te
xt
xt
ta
ex
ee
ee
No
at
bl
re
ea
so
ag
ag
To
To
an
am
to
ly
On
INTERPRETATION: From the above data, it cearly specifies that only 43% of women
face problem to some extent at work place, 18% of women face problem to great extent at
work place.
TABLE:4.2
SHOWING DIFFERENT TYPES OF PROBLEMS FACED BY WOMEN

AT WORK PLACE
SL NO Options number of Percentage

respondents
1 Depression 15 31%
2 Mental pressure 19 39%
3 Gender 12 24%
discrimination
4 Sexual harassment 3 6%
TOTAL 49 100%

ANALYSIS: from the table it is being analyzed that 19 women respondents face mental
pressure at work place when compared to male workers, 3 women respondents face sexual
harassment at work place.
GRAPH 4.2
REPRESENTING DIFFERENT TYPES OF PROBLEMS FACED BY

WOMEN AT WORK PLACE?
TYPES OF PROBLEMS FACED BY WOMEN AT WORK PLACE
39%
40%
35%
31%
30%
24%
25%
20%
percentage
15%
10%
6%
5%
0%
n re t
io su on en
ess s ati sm
pr re in as
De lp rim ar
nta si c lh
e a
M rd x u
nde Se
Ge
INTERPRETATION: From the above data, it clearly indicates that 39% of working
women face mental pressure at work place, 6% of working women face sexual harassment at
work place.
TABLE 4.3
SHOWING ATTITUDE OF BOSS TOWARDS WOMEN AT WORK

RESPONDENTS
1 Co-operative 20 41%
2 Neutral 19 39%
3 Abusive 5 10%
4 Expectant 5 10%
TOTAL 49 100%
ANALYSIS: From the table it is being analyzed that 20 women respondents specifies that
their boss are co-operative with them, 5 women respondents specifies that their boss are
abusive with them.
GRAPH 4.3
REPRESENTING ATTITUDE OF BOSS TOWARDS WOMEN AT

WORK
ATTITUDE OF BOSS TOWARDS WOMEN AT WORK
45%
41%
39%
40%
35%
30%
25% PERCENTAGE
20%
15%
10% 10%
10%
5%
0%
Co-operative Neutral Abusive Expectant
INTERPRETATION: From the above data, it clearly indicates that 41% of women
respondents specify that their boss are co-operative with them while working. 10% of women
respondents specify that their bosses are abusive with them in work place.
TABLE 4.4
SHOWING THE HESITATION TO WORK WITH MALE COLLEAGUE
BECAUSE THEY MAY SEXUALLY HARASS OR UNDERESTIMATE
THEM ON THE BASIS OF GENDER

RESPONDENTS
1 Yes, always 7 14%
2 No, never 18 37%
3 Some times 16 33%
4 Can’t say 8 16%
TOTAL 49 100%
SOURCE : PRIMARY DATA
ANALYSIS: From the table it is being analyzed that 7 women respondents specify that
they always face hesitation to work with male colleague, 18 women respondents specify that
they are not even facing hesitation to work with male colleague
GRAPH 4.4
REPRESENTING THE HESITATION TO WORK WITH MALE

COLLEAGUE BECAUSE THEY MAY SEXUALLY HARASS OR
UNDERESTIMATE THEM ON THE BASIS OF GENDER
HESITATION TO WORK WITH MALE COLLEAGUE
40% 37%
35% 33%
30%
25%
PERCENTAGE
20%
16%
14%
15%
10%
5%
0%
Yes, always No, never Some times Can’t say
INTERPRETATION: From the above data, it clearly indicates that 37% of respondents
specify that no, never they feel hesitant to work with male colleagues 14% of respondents
specify that yes, always they feel hesitant to work with male colleagues.
TABLE 4.5
SHOWING INTIATIVES TAKEN BY THE ORGANIZATION TO

MANAGE WORK LIFE WITH THEIR EMPLOYEES

RESPONDENTS
1 To your demands 6 12%

recreate
2 Provide entertaining 16 33%

events
3 Provide reduced (or) 13 27%

light jobs
4 Allow work from 14 28%

home
TOTAL 49 100%
ANALYSIS: From the above table it is being analyzed that 16 women respondents
specifies that the organization is providing entertaining events in order to manage work life
with their employees, 6 women respondents specifies that the organization is providing to
their demands recreate.
GRAPH 4.5
REPRESENTING INTIATIVES TAKEN BY THE ORGANISATION TO

MANAGE WORK LIFE WITH THEIR EMPLOYEES
INTIATIVES TAKEN BY ORGANISATION
33%
35%
27% 28%
30%
25%
20%
PERCENTAGE
15%
12%
10%
5%
0%
te ts bs e
r ea v en t jo hom
ec ge h
r
in lig m
n ds in or )
k fro
a rta ( r
de
m
nte ced wo
u
ur ee re
d lo
w
yo v id e Al
To Pr
o id
r ov
P
INTERPRETATION: From the above data, it clearly indicates that 12% of respondents
specify that the organization takes their demand recreate to manage work life with their
employees, 33% of respondents specify that the organization provides entertaining events in
work place to their employees.
TABLE 4.6
SHOWING HEALTH COMPLICATIONS LIKE MOOD SWINGS,

DEPRESSION AND STRESS CONCENTRATION DUE TO PROBLEM
AT WORK PLACE.
Sl no OPTIONS NUMBER OF PERCENTAGE

RESPONDENTS
1 Yes, it’s specific 29 59%
2 No 20 41%
TOTAL 49 100%
ANALYSIS: it is been analyzed that 20 respondents specifies that they are not facing any
health problems in work place due to mood swings, depression and stress, 29 respondents
specify that they are facing health problems in work place due to mood swings, depression
and stress.
GRAPH 4.6
REPRESENTING HEALTH COMPLICATIONS LIKE MOOD SWINGS,

DEPRESSION AND STRESS CONCENTRATION PROBLEMS DUE
TO PROBLEM AT WORK PLACE.
HEALTH COMPLICATIONS IN WORK PLACE

59%
60%
50%
41%
40%
PERCENTAGE
30%
20%
10%
0%
Yes, it’s specific No
INTERPRETATION: From the above data, it clearly states that 59% of respondents
specify that they are facing health complications at work place due to mood swings,
depression and stress, 41% of respondents specifies that they are facing health complications
at work place due to mood swings, depression and stress
TABLE 4.7
SHOWING ANY EASIER JOBS GIVEN TO FEMALE WORKER AS

COMPARED TO MALE WORKER

RESPONDENTS
1 Yes 26 53%
2 No 23 47%
TOTAL 49 100%
ANALYSIS: From the above table it is been analyzed that 23 number of respondents
responds that they not given easier job when compared to male worker, 26 number of
respondents responds that they are given easier jobs as compared to male worker.
GRAPH 4.7
REPRESENTING ANY EASIER JOBS GIVEN TO FEMALE WORKER

AS COMPARED TO MALE WORKER
EASIER JOBS GIVEN TO FEMALE WORKER
53%
53%
52%
51%
50%
PERCENTAGE
49%
48% 47%
47%
46%
45%
44%
Yes No
specify that yes women’s gave easier jobs at work place as compared to male candidates,
47% of respondents specify that no women were given easier jobs as compared to male
candidate.
TABLE 4.8
SHOWING FROM WHOM WORKING WOMEN GET BALANCE IN
THEIR WORK LIFE AND PERSONAL LIFE

RESPONDENTS
1 Spouse/partner 11 22%
2 Friends 17 35%
3 Other family 13 27%

members
4 Office staff/ 8 16%

colleague
TOTAL 49 100%
ANALYSIS: from the above table it is been analyzed that 8 respondents responds that
they get balance in work life and personal life by their office staff and colleagues, 17
respondents responds that they get balance in work life and personal life by their office staff
and colleagues.
GRAPH 4.8
REPRESNTING FROM WHOM WORKING WOMEN GET BALANCE

IN THEIR WORK LIFE AND PERSONAL LIFE
FROM WHOM WORKING WOMEN GET BALANCE IN WORK LIFE

AND PERSONAL LIFE
35%
35%
30%
27%
25%
22%
20%
16% PERCENTAGE
15%
10%
5%
0%
er ds rs gu
e
tn ien be
par Fr em ll ea
e/ m co
o us ily ff/
Sp fa
m ts a
r ce
the Offi
O
specify that they get support from their friends in balancing between work life and personal
life, 16% of respondents specify that they get support from their office staff/ colleague in
balancing between their work life and personal life.
TABLE 4.9
SHOWING THE POSSIBILITY TO INVOLVE IN SOCIAL ACTIVITY

APART FROM REGULAR WORK

RESPONDENTS
1 Yes, it’s possible 29 59%
2 No, not possible 20 41%
TOTAL 49 100%

ANALYSIS: From the above table it is been analyzed that from the above table 29
respondents specifies that they can involve in social activity apart from regular work, 20
respondents specifies that they cannot involve in social activity apart from regular work.
GRAPH 4.9
REPRESENTING THE POSSIBILITY TO INVOLVE IN SOCIAL

ACTIVITY APART FROM REGULAR WORK
POSIBILITY TO INVOLVE SOCIAL ACTVITY APART FROM
REGULAR WORK
59%
60%
50%
40% 41%
PERCENTAGE
30%
20%
10%
0%
Yes, it’s possible

No, not possible
specify that yes, it is possible to involve in social activity apart from regular work, 41% of
respondents specify that no, not possible to involve in social activity apart from regular work.
TABLE 4.10
SHOWING DOES WOMENS ARE TREATED DIFFERENTLY BY
THEIR COLLEAGUES/ SENIORS/ BOSS/ OTHER MEMBERS AT
WORK PLACE

RESPONDENTS
1 Yes, gender 15 31%

discrimination is
practiced
2 No, gender 34 69%

discrimination is not
practiced
TOTAL 49 100%
ANALYSIS: From the above table it is clear that 15 respondents specifies that yes they
face gender discrimination at work place because they are women, 34 respondents specifies
that they are not facing any gender discrimination at work place because they are women.
GRAPH 4.10
REPRESENTING DOES WOMENS ARE TREATED DIFFERENTLY

BY THEIR COLLEAGUES/ SENIORS/BOSS/ OTHER MEMBERS AT
WORK PLACE
TREATMENT OF WOMENS IN WORK PLACE

69%
70%
60%
50% 31%
40%
30%
20% PERCENTAGE
10%
0%
ed
d
ce
tic
cti
ac
ra
pr
tp
is
no
on
is
ati
on
in
ati
rim
in
sc
rim
di
isc
er
nd
rd
ge
de
en
s,
Ye
,g
No
specify that no, gender discrimination is not practiced in work place 31% of respondents
specify that yes, gender discrimination is practiced in work place and they are treated
differently by their colleague/seniors/boss/other members in work place because they are
women.
TABLE 4.11
SHOWING PROBLEMS FACED BY WORKING WOMEN DUE TO

FAMILY LIFE AND PROFESSIONAL LIFE

RESPONDENTS
1 Yes 21 43%
2 No 28 57%
TOTAL 49 100%
ANALYSIS: From the above table it is clear that 21 numbers of respondents specify that
they are facing problems due to family life and professional life, 28 number of respondents
specify that they are not facing problems due to family life and professional life.
GRAPH 4.11
REPRESENTING PROBLEMS FACED BY WORKING WOMEN DUE

TO FAMILY LIFE AND PROFESSIONAL LIFE
PROBLEMS OF WORKING WOMEN DUE TO FAMILY AND

PROFESSIONAL LIFE
57%
60%
43%
50%
PERCENTAGE
40%
30%
20%
10%
0%
Yes No
specify that no they are not facing any problems related to family life and professional life in
work , and 43% of respondents specify that yes they are facing problems related to family
life and professional life in work .
TABLE 4.12
SHOWING FACTORS HELPED WORKING WOMEN TO PROGRESS

THEIR PRESENT POSITION

RESPONDENT
1 Efficiency in work 12 25%
2 Gender 7 14%
3 Hard work 22 45%

4 Supportive 8 16%
institute/staff
TOTAL 49 100%
ANALYSIS: From the above table it is clear that 8 numbers of respondents responds that
supportive institute/staff helped them to progress their present position, 22 numbers of
respondents responds that hard work helped them to progress their present position.
GRAPH 4.12
REPRESENTING FACTORS HELPED WORKING WOMEN TO

PROGRESS THEIR PRESENT POSITION
FACTORS HELPED WORKING WOMEN TO PROGRESS THEIR
PRESENT POSITION
45%
45%
40%
35%
30%
25% PERCENTAGE
25%
20% 16%
14%
15%
10%
5%
0%
Efficiency in work Gender Hard work Supportive institute/staff
specify that hard work helped them to get progress in their present position, 14% of
respondents specify that gender helped them to get progress in their present position.
TABLE 4.13
SHOWING UNIQUE STRENGTH OF WOMEN TO BE SUCCESSFUL

IN THEIR CAREER

RESPONDENTS
1 Adaptable attitude 7 15%
2 Patience 23 47%
3 Disciplined 9 18%
4 Compromise 10 20%
TOTAL 49 100%
adaptable attitude is the unique strength of women to be successful in their career, 23
numbers of respondents responds that patience is the unique strength of women to be
successful in their career.
GRAPH 4.13
REPRESENTING UNIQUE STRENGTH OF WOMEN TO BE

SUCCESSFUL IN THEIR CAREER
UNIQUE STRENGTH OF WOMEN TO BE SUCCESSFUL IN THEIR

CAREER
50% 47%
45%
40%
35%
PERCENTAGE
30%
25%
20%
18%
20%
15%
15%
10%
5%
0%
Adaptable attitude Patience Disciplined Compromise
specify patience is the unique strength of women to be successful in their career, 15% of
respondents specifies that adaptable attitude is the unique strength of women to be successful
in their career.
TABLE 4.14
SHOWING SATISFACTION LEVEL OF WORKING HOURS AND

DOES THAT FITS WITH THEIR PRIVATE LIFE OF WORKING
WOMEN

RESPONDENTS
1 Strongly satisfied 7 14%
2 Satisfied 18 37%
3 Neutral 16 33%
4 Dissatisfied 4 8%
5 Strongly dissatisfied 4 8%
TOTAL 49 100%
they are satisfied with their working hours and it also fits their private life, 4 numbers of
respondents responds that they are strongly dissatisfied with their working hours and it does
not fit with their private life.
GRAPH 4.14
REPRESENTING SATISFACTION LEVEL OF WORKING HOURS

AND DOES THAT FITS WITH THEIR PRIVATE LIFE OF WORKING
WOMEN
SATISFACTION LEVEL OF WORKING HOURS
40%
37%
35%
33%
30%
25%
20%
14% PERCENTAGE
15%
10%
8%
8%
5%
0%
d
fie
d
tis
fie
l
sa
ra
tis
ut
ed
ly
Sa
Ne
ng
sfi
ed
ro
ati
sfi
St
ss
ati
Di
iss
d
ly
ng
ro
St
specify that they are satisfied with their working hours and it fits with their private life, 8% of
respondents specify that they are strongly dissatisfied with their working hours and it does
not fit for with their private life.
TABLE 4.15
SHOWING TIME SPEND BY WORKING WOMEN ON DOMESTIC

ACTIVITIES

RESPONDENTS
1 Less than 2 hours 9 19%
2 2-4 hours 12 24%
3 4-6 hours 8 16%
4 More than 6 hours 20 41%
TOTAL 49 100%
they spend 4-6 hours on domestic activities, and 20 numbers of respondents responds that
they spend more than 6 hours on domestic activities.
GRAPH 4.15
REPRESENTING TIME SPEND BY WORKING WOMEN ON

DOMESTIC ACTIVITIES
TIME SPEND BY WORKING WOMEN ON DOMESTIC

ACTIVITIES
45%
40% 41%
35%
30%
25% 24% PERCENTAGE
20%
19%
15% 16%
10%
5%
0%
Less than 2 hours
2-4 hours
4-6 hours
More than 6 hours
specify that more than 6 hours working women spend at domestic activities, and 16% of
respondents specify that 4-6 hours working women spend at domestic activities apart from
working activity.
TABLE 4.16
SHOWING HOW OFTEN THEY THINK (OR) WORRY ABOUT WORK

WHEN WORKING WOMEN ARE AT HOME

RESPONDENTS
1 Frequently 8 16%
2 Sometimes 22 45%
3 Occasionally 13 27%
4 Not even once 6 12%
TOTAL 49 100%

sometimes they think and worry about their work at home, 6 numbers of respondents
responds that not even once they think and worry about their work at home.
GRAPH 4.16
REPRESENTING HOW OFTEN THEY THINK (OR) WORRY ABOUT

WORK WHEN WORKING WOMEN ARE AT HOME
HOW OFTEN THEY THINK ABOUT WORK IN HOME

45%
45%
40%
35%
30% 27%
PERCENTAGE
25%
20% 16%
15% 12%
10%
5%
0%
Frequently Sometimes Occasionally Not even once
specify that sometime they think and worry about their work at their home, and 12% of
respondent specify that not even once they think and worry about their work at their home.
TABLE 4.17
SHOWING DOES WORKING WOMEN MISS OUT PRECIOUS TIME

WITH THEIR FAMILY AND FRIENDS BECAUSE OF WORK
PRESSURE

RESPONDENTS
1 Frequently 13 27%
2 Sometimes 17 35%
3 Occasionally 5 10%
4 Rarely 6 12%
5 Never 8 16%
TOTAL 49 100%

sometimes they miss their precious time with their family and friends, 6 numbers of
respondents responds that rarely they miss their precious time with their family and friends.
GRAPH 4.17
REPRESENTING DOES WORKING WOMEN MISS OUT PRECIOUS

TIME WITH THEIR FAMILY AND FRIENDS BECAUSE OF WORK
PRESSURE
WORKING WOMEN MISSING PRECIOUS TIME WITH

THEIR FAMILY AND FRIENDS
35%
30%
25%
20%
PERCENTAGE
35%
15%
27%
10%
5% 16%
10% 12%
0%
Frequently
Sometimes
Occasionally
Rarely
Never
specify that sometimes they miss out their precious time with their family and friends because
of work pressure, and 10% of respondent specify that they miss out their precious time with
their family and friends because of work pressure.
TABLE 4.18
SHOWING TO MANAGE WOMEN’S WORK LIFE

RESPONDENTS
1 To your demands 12 24%
2 Provide entertaining 10 20%

events to recreate
3 Provide reduced (or) 13 27%

light jobs
4 Allow work from 14 29%
home
TOTAL 49 100%
ANALYSIS: From the above table, it is been analyzed that 14 numbers of respondents
respond that in organization they allow work from home, 10 numbers of respondents respond
that in organization they are getting entertaining events.
TABLE 4.18
REPRESENTING TO MANAGE WOMEN’S WORK LIFE

MANAGING WOMEN'S WORK LIFE
29%
30% 27%
24%
25%
20%
20%
15%
10% PERCENTAGE
5%
0%
ds at
e bs m
e
an cre t jo ho
m re h
de to lig ro
m
ur ts r) kf
yo n (o r
To ev
e ed wo
g d uc w
in re lo
in e Al
r ta vid
e
ent Pr
o
e
id
r ov
P
INTERPRETATION: From the above data it is been identified that 29% of women
worker are allowed to do work from home, and 20% of women worker provide entertaining
events to recreate their work life.
CHAPTER 5
FINDINGS AND
SUGGESTION
FINDINGS:-
The following are the findings based on the analysis of the study
 The study reveals that the problems faced by women at work place are to a considerable
extent.
 Majority of the respondents experienced that the type of problems faced by women at
work place is due to physical strain and mental pressure.
 Though a majority of 20 respondents have expressed satisfaction about the attitude of
their bosses, a negleable 5 each have expressed their opinions as abusive and expectant.
This is a dangerous trend which should dial by the management efficiently.
 As per the study, majority of the respondents felt that they never hesitated to work with
male colleagues which would not cause any sexual harassment (or) underestimate them
on the basis of gender.
 It is observed from the study that respondents are provided entertainment, including
facilities like light jobs, work at home etc as an initiative to manage work life.
 The study reveals that the highest number of respondent’s state that they have a specific
health complications like mood swings, depression and stress concentration due to
problem at work place.
 Majority of the respondent experience different situations that the organization provide
easier jobs given to female worker as compared to male worker.
 Majority of the respondent are undergoing some problem faced both in work life and
personal life, they get balanced from their friends as per the study.
 From the study it is found that there is a possibility to involve in social activities apart
from the regular work by the respondent.
 Majority of the respondent are not practiced any gender discrimination in work place.
Women’s are with more responsibility and authority in their respective organization and
are not experiencing that gender habits and which do not affect women’s chance of
success.
 As per the study majority of respondents are not faced any problem at work place due to
family life and their professional life.
 The study reveals that majority of the respondent’s states that women’s hard work helped
them to progress to their present position.
 It is observed that the majority of the respondent specifies the unique strength of women
to be successful in their career to follow the habit of being patience.
 Majority of the respondent are satisfied with the level of working hours and it fits the
working women’s private life.
 The study reveals that majority of respondents agreed they spend more than 6-hours for
their domestic activities.
 The study reveals that majority of the respondents opinioned that the working women
sometimes they miss out precious time with their family and friends because of work
pressure.
 From the study it is found that the respondents opinioned that the organization may allow
women to work from home to manage their work life.
SUGGESTION
 The study reported that to some extent women’s face problems at work place but still
they face many problems in the society so the government has to provide more laws
which protect women.
 The study reported the attitude boss, cooperative but still they can take co operate for
empowering women abusive nature does not suit a good working climate hence needs
to be attached.
 About 49% that is almost half of the respondents answered. There can be sexually
harassment sometimes. These also doesn’t encourage a from the study it is observed
the organization provide entertaining events to manage their work life with the
employees to strengthen women conducible climate to work.
 As a sound and peaceful mental health is most essential for any worker to be
efficient, the management may evolve ways and means of eliminating stress related
matter.
 The least number of respondents quoting colleagues as responsible for balancing
work life shows that the office culture needs to be loaded with relief and
entertainment that they contribute more for a well balanced work life.
 Social activity forms and important factor to relive tensions in the work load their
appears to be quite a lot that can be identified to increase social mingling at work
place.
 Negative answers were received, which shows there are ample opportunities to
increase the standards to ensure work life balance.
 It is pleasant to not majority of women had put in hard work for their progress. This
may be suitably encouraged so that the trend is maintained.
 Women out of 49 interviewed expressed compromise as one of the reasons for their
success. The women may be empowered to strengthen their attitudes so that they need
not compromise with their weakness; they may be trained to overcome such
difficulties.
 Management may identify certain relaxing measures at home so that staff thinks less
at home about their work place.
 People have been missing their precious time with their families this may be avoided
by encouraging them otherwise so that their mental health is balanced.
CHAPTER 6
CONCLUSIONS
The report, after meticulous examination, has analyzed and arrived at the following
conclusions:
The organization has quiet a good number of active women who could be the real assets in
improving the organization as well as their own self. This could be achieved with a good
balance between the official work and personal life. My analysis has come across different
difficulties faced by typical women in work place. All these factors are taken into
consideration and probable waves of eliminating undesired elements from the workplace
have been discussed. I have personally appreciated some of the factors that can enable better
mental wealth and peaceful co-existence in the work areas. However there are wide gaps that
can be filled with positive energy for a smooth work culture and environment the
questionnaire has been carefully designed to cover various risk factors that could intrude in
the work atmosphere especially with working women. The answers were tabulated for a
review from various angles like gender bias, work load, expectation, harassment, ill-
treatment, work at home, recreation, entertainment, patience, hard work etc. Hypothecations
were reached after carefully viewing significant contribution to the productive, to ensure
optimum productivity.
CHAPTER 7
EXPERIMENTAL LEARNING:
A study on problems faced by women at work place- A natural phenomenon with

advancement in science and technology in development at M/S K.G.F Women’s Association
K.G.F related to NGO’s which made lot of learning experience I gained knowledge of how to
frame questionnaire and how to face personal interview with the respondents.
It was a great experience of working on this project. I learned a lot about women’s
problems in NGO’s at various villages in K.G.F. throughout this project I could understand
various conditions of women.
During my project survey, I had a good communication with working women and home
makers. I was happy to find that they valued my suggestion. From my first day, everyone has
been respective and willing to spend some time with me regarding my project. The survey
also helped me to understand the problems of women in work environment.
A survey in which I had exposure to different women and this opportunity to

communicate and receive necessary guidance I could also understand various challenges
faced by women and steps taken to overcome these challenges.
Through this survey it create more skills, knowledge and we face a lot of difficulties to do
project at least we get the capability to do project in a good manner and experience in many
activities and we have a limited time period to collect the information.
CHAPTER 8
ANNEXURES
BIBILOGRAPHY
BOOK REFERRED: basically and hence women face problem of role conflict
change in attitudes of men and women according to the situation can help to overcome their
problem”
Chauhan poonam in her book “status of Women in India” explained the fundamental
rights of women employees with practical application and implication. The book covers
several articles on provision for women and children. It has stated that development of any
economy is badly affected due to gender differentiation. The book elaborates the treatment
of both the sex and its negative impact on performance of women employees at work place”
Josh Mahesh in his book “women Rural Laborers” explained the role of women
employees in the development of human society. The book covers valuable opinions of
different scholars which stated that if we want to move nation towards development, we must
first awaken the women. Once she is on the moves, the family moves, the village moves and
finally the nation moves. The book covers various dimensions of women employees”
Banerjee Shruti in her book “Role of Women in Development sector” explained that
investing in women’s progress instead of men’s affairs leads to proportionately greatly
development. The book covers several sections which stated the various roles performed by
women in her life, which makes her more perfect and comfortable at workplace. The book
also covers reports of World Bank expert panel stressed that whenever the domestic are under
control of women, they are more economically and rationally managed”
Websites
 www.shodhganga.com
 Women problem@google.com
QUESTIONNAIRE
I am KEERTHIKA R student of Sri Gokula College of Arts, Science & Management Studies, PG Block, Kolar doing
my project on “A study on problems faced by women at workplace- A natural phenomenon with advancement in science and
technology in development at M/S K.G.F Women’s Association, K.G.F.
Please spare a few minutes to answer the following questionnaire your answer will go a long way in understanding problems
and issues faced by working women in general, Indian women in particular. All data will be treated as highly confidential
and will not be used for any purpose other than research study to find out solutions on a common platform.
THANK YOU FOR YOUR PARTICIPATION
NAME
AGE QUALIFICATION WORK EXPERIENCE
PROFESSION MARITAL STATUS
1) Do you accept working women face problems at work place?
A) To a great extent B) To some extent
C) Only to a manageable extent D) Not at all
2) What problems do you think is the most important problem faced by working women in the work?
A) Depression B) Mental pressure
C) Gender discrimination D) Sexual harassment
3) How is the attitude of your boss towards you?
A) Co-operative B) Neutral
C) Abusive D) Expectant
4) Do you feel hesitant to work with male colleague because they may sexually harass or underestimate you on the basis of
gender?
A) Yes, always B) No, never
C) Sometimes D) Can’t say
5) Does your organization take any initiatives to manage work life of its employees?
A) To your demands recreate B) Provide entertaining events
C) Provide reduced (or) light jobs D) Allow work from home
6) Do you suffer from any health complications like mood swings, depression, and stress concentration problems due to
problem at work place?
A) Yes, it’s specific B) No
7) Are you given any easier jobs at work as compared to male candidate?
A) Yes B) No
8) Do you get support for balancing between work life and personal life and from whom?
A) Spouse/partner B) Friends
C) Other family members D) Office staff/colleague
9) It is possible to involve in any kind of social activity apart from regular work?
A) Yes, it’s possible B) No, not possible
10) Do you think you have been treated differently by your colleagues/senior/boss/other members because you are women?
A) Yes, gender discrimination is practiced B) No, gender discrimination is not practiced
11) Are you facing problems related to family life and professional life?
A) Yes B) No
12) What factors helped you to progress your present position?
A) Efficiency in work B) Gender
C) Hard work D) Supportive institute/staff
13) What unique strength do women need to be successful in their career?
A) Adaptable attitude B) Patience
C) Disciplined D) Compromise
14) Are you satisfied with working hours and is it fits with your private life?
A) Strongly satisfied B) Satisfied C) Neutral
D) Dissatisfied E) Strongly dissatisfied
15) How much time you spend on domestic activities?
A) Less than 2 hours B) 2-4 hours
C) 4-6 hours D) more than 6 hours
16) How often you think (or) worry about work when you are at home (or) vice versa?
A) Frequently B) Sometime
C) Occasionally D) Not even once
17) Do you usually miss out precious time with your family and friends because of pressure of work?
A) Frequently B) Sometimes C) Occasionally

D) Rarely E) Never
18) Does your organization take any initiatives to manage work life of its employees?
A) To your demands B) Provide entertaining events to recreate
C) Provide reduced (or) light jobs D) Allow work from home

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“A STUDY ON PROBLEMS FACED BY WOMEN AT WORK PLACE

-A NATURAL PHENOMENON WITH ADVANCEMENTS IN

MASTER OF BUSINESS ADMINISTRATION

BENGALURU NORTH UNIVERSITY

Under the guidance of

Prof: R. THANGAVELU MBA, GDMM, PGDHRM, AIM, ADM, M.Phil

I hereby declare that “A STUDY ON PROBLEMS FACED BY WOMEN

DATE: REGISTER NUMBER:

This is to certify that that the project report “A STUDY ON PROBLEMS

I express my sincere gratitude to SRI. NARAYANA SWAMY V, Secretary of SRI

I am grateful to our guide R. THANGAVELU Professor of SRI GOKULA

I would like to extend my gratitude to entire faculty of SRI GOKULA

PLACE: NAME: KEERTHIKA R

DATE: REG NO: MB181023

CHAPTER NO CHAPTER NAME PAGE NO

SL. NO PARTICULARS OF TABLE PAGE NO

2 Table 4.2 showing different types of

4 Table 4.4 showing the hesitation to work

5 Table 4.5 showing initiatives taken by

6 Table 4.6 showing health complications

8 Table 4.8 showing from whom working

10 Table 4.10 showing does women’s are

11 Table 4.11 showing problems faced by

12 Table 4.12 showing factors helped

14 Table 4.14 showing satisfaction level of

15 Table 4.15 showing time spend by

16 Table 4.16 showing how often they

17 Table 4.17 showing does working

SL.NO PARTICULARS OF GRAPH PAGE NO

3 Graph 4.3 Representing attitude of boss

4 Graph 4.3 Representing the hesitation

5 Graph 4.5 Representing initiatives

6 Graph 4.6 Representing health

8 Graph 4.8 Representing from whom

11 Graph 4.11 Representing problems

12 Graph 4.12 Representing factors helped

14 Graph 4.14 Representing satisfaction

15 Graph 4.15 Representing

16 Graph 4.16 Representing how often

17 Graph 4.17 Representing does working

1.1 INTRODUCTION OF THE TOPIC

1.2 IMPORTANCE OF THE TOPIC

ISSUES WOMEN STILL FACE IN THE WORKPLACE:

 Pregnancy discrimination: Working women can become extremely difficult

 There is no flexible work arrangements

1.3 NEED OF THE STUDY

1.4 SIGNIFICANCE OF THE STUDY

2.1 REVIEW OF LITERATURE

Srivastava Gouri has contributed an article on Indicators of gender equality and

2.2 STATEMENT OF THE PROBLEM

2.3 OBJECTIVE OF THE STUDY

 To build awareness on business innovation and related matters of development, that

2.4 SAMPLING TECHNIQUE: Random sampling technique is used to collect data

2.7 TOOLS OF DATA COLLECTION

2.8 LIMITATIONS OF THE STUDY

3.1 BACKGROUND AND INCEPTION OF THE COMPANY:

K.G.F. women’s association is a federation of 220 women’s groups, committed to the

3.2 NATURE OF BUSINESS