A PROJECT REPORT

ON
“A STUDY TO ASSESS THE WORK LIFE
HARMONY OF EMPLOYEES AT AASHMAN
FOUNDATION”

Presented in Partial Fulfilment of the Requirement for the awards of the

degree of

BACHELOR OF BUSSINESS ADMINISTRATION SESSION 2019-2022

GURU GOBIND SINGH INDRAPRASTHA UNIVERSITY

JAGAN INSTITUTE OF MANAGEMENT STUDIES SECTOR-5, ROHINI

Submitted to: Submitted by:

Ms Silky Madan Mrinmoyee Seal

Assistant Professor 04950401719

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2
 ACKNOWLEDGEMENT

This internship opportunity that I had with AASHMAN FOUNDATION was a great chance
for learning and professional development. I consider myself a very lucky individual as I was
provided with an opportunity to be a part of it and I am also grateful for having a chance to
meet so many wonderful people and professionals who led me through the internship period.

I would like to express my gratitude and appreciation to all those who gave me the support to
complete this report. I am highly indebted to employees and colleagues at AASHMAN
FOUNDATION for their guidance and constant support and supervision as well as for
providing necessary information regarding the project and also for their support in
completing the project. I would like to express my gratitude towards the members of
AASHMAN FOUNDATION for their kind cooperation and encouragement which help me in
completion of the project.

Also, many thanks to the guide of the project- MS. SILKY MADAN who has given her full
effort in guiding me in achieving the goal as well as her encouragement to maintain my
progress in track.

STUDENT DETAILS:

Ms. Mrinmoyee Seal

04950401719

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 CERTIFICATE

This is to certify that MRINMOYEE SEAL of BBA, 5th semester has successfully
completed this ―PROJECT FILE‖ for the SUMMER INTERNSHIP as prescribed by
GGSIPU. It embodies the original work done by the student.

FACULTY DETAILS:
Ms SILKY MADAN
Assistant Professor

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 INDEX
S. No. TOPIC Page No.

1. Company Certificate 2

2. Acknowledgement 3

3. Certificate 4

4. Executive Summary 6

5. Ch-1 Introduction
1.1 Industry Overview
1.2 Profile of Organisation 7-16
1.3 SWOT Analysis
1.4 Competitor‟s Profile
1.5 Problem of Organisation

6. Ch-2 Objectives and research methodology

2.1 Objectives of Study
2.2 Scope of Study 17-23
2.3 Significance of Study
2.4 Research Methodology

7. Ch-3 Conceptual Discussion

3.1 About the Topic 24-30
3.2 Review of Literature

8. Ch-4 Data Analysis

4.1 Tables
4.2 Graphs/Charts 31-45
4.3 Inference

9. Ch-5 Findings and Conclusions

5.1 Findings 46-49
5.2 Conclusion

10. Ch-6 Recommendations 50-51

11. Ch-7 Bibliography

7.1 Citations
7.2 References 52-54

ANNEXURE
55-56
12.  Questionnaire

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 EXECUTIVE SUMMARY

Work-life harmony is a new age concept it‘s a more refined form of work-life balance. The
former tells us about how we should incorporate our professional life i.e. work into their day
to day life so that employees are able to give time to their personal life while the latter
approach talks about creating a balance between work and personal life by dedicating half of
our time to work. The concept of work-life balance though introduced in 70‘s and 80‘s is
gaining more prevalence today and getting more sophisticated as people are suffering now
more from stress and mental health issues which are the outcomes of poor management of
time between work and personal life. A healthy and happy employee is more likely to be
productive and contribute to the organization than a less happy one and this happiness comes
when a person is satisfied on his/her personal front. In this paper we have talked about this
concept in detail and what are the ways that are used and implemented by Human Resource
leaders in organizations. The purpose of this research has been to examine the level of stress
that people in Aashman Foundation feel on a day to day basis and also to gain insights from
them about their views on their work-life balance based on this research we have also
recommended some solutions which can help the organization further in this field.

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 CHAPTER-1
INTRODUCTION

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1.1 Industry Overview

NGO (Non-Governmental Organization) this term was first introduced in Article 71

of the newly formed United Nations Charter in 1945, although there is no fixed
definition but these are non-governmental entities who may receive government
funding.
This industry is operated by citizens who voluntarily work towards humanity and for
the betterment of society. Thus NGO‘s act as catalysts or implementers who mobilize
resources to the less resourceful. They include clubs, associations which have a higher
degree of trust in eyes of the public and can also work as a lobby group for
corporations like World Economic Forum.

They are categorized on the basis of:

 Orientation i.e. the type of activities they undertake like consumer protection,
human rights, environment etc.
 Level of operation, which is the level at which an organization works i.e.
local, regional, national, International.

World Bank has also classified NGO‘s based upon activity in two categories they are:

 Operational NGO‟s who design and implement development related projects

by mobilizing funds, volunteers, maintaining budgets and creating local
programs.
 Advocacy NGO‟s also known as campaigning NGO‘s they try to achieve
change on a larger scale by influencing the political system and need active
members to keep everyone updated. They often deal with various issues as
their main aim is to promote a cause.

NGO‘s are often funded by donations but some rely on the funding provided by
volunteers.

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1.2 Profile of Organization

Aashman Foundation was founded by Munish Pundir in 2013. VJ Aman is the

voice brand ambassador for this foundation. It is one of India‘s first and only Non-
Governmental Organization working for the cause of empowerment of widows from
single income families. As the organization grew it also started catering to the needs
of other sections and problems in the society like education and providing children
with their daily dose of milk.

A Vision is a vivid mental image, a statement in writing of what you want your
business to be at some point in the future, based on your goals and aspirations and
which inspire you and your staff to reach your goals.
Our Vision is that with the help of common man, Corporates & Established
Institutions we will create values; enhance skillful environment & Uplift social &
financial level into the different segments of society & Bring change into the lives of
people with the Emotional, Financial & Social development Support so that they can
feel and become empowered.

A Mission statement is a short statement of why an organization exists, what its

overall goal is, identifying the goal of its operations: what kind of product or service it
provides, The purpose of a mission statement is to communicate the organization‘s
purpose and direction to its employees, customers, vendors, and other stakeholders.
Our Mission is to provide support to widows and needy women by contributing
monthly groceries and equipping them with skills through training centers so that they

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can become independent and earn a livelihood. We also provide free education to
children under “Nishulk Paathshala” by running 16 schools in 11 states of India
along with equipping them with necessary tools that is needed like water bottles,
school bags, stationary items etc. Under the “Book Train campaign” we also provide
free of cost textbooks, notebooks, and other books to promote access to reading
material.

Goals help define a company's purpose, assist its business growth and achieve its
financial objectives. Setting organizational goals can also help a company measure
their organization's progress and determine the tasks that must be improved to meet
those business goals.
Our Goal is to cover as many women, widows and children in the country to
empower them and to equip them with education and skills so that they don‘t have to
rely on others and can live an independent life.

Different Campaigns under Aashman Foundation-

 Widow Help Desk this campaign supports the widows coming from single
income families by providing them with monthly grocery supplies and
empowering them through enrolment in training centers.

 Milk Bank Campaign this campaign is targeted towards eliminating

malnutrition in children by providing them milk on a regular basis as milk is a
wholesome food in itself which has calcium,carbohydrates and other vitamins
and minerals too and it is essential for kids for their growth.

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 Nishulk Paathshala and Tools for School These two campaigns go hand in
hand and is directed towards providing free of cost education to
underpriviledged children. With tools for chools campaign we provide
children with books, bags,water bottles and stationery items which are an
essential part of school life.

 Book Train Campaign This campaign has been started with the motive of
inculcating reading habits in children. Under we distribute books to children

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 be it textbooks, notebooks, General knowledge books etc. so that children are
not deprived from their basic right of education.

 Be Ready for Red This campaign is towards spreading awareness about

menstrual hygiene in rural areas among women and gils of menstruating age
and getting them access to sanitary napkins.

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 1.3 SWOT Analysis

SWOT Analysis (strengths, weaknesses, opportunities, and threats) is a framework

used to evaluate a company's competitive position and to develop strategic planning.
SWOT analysis assesses internal and external factors, as well as current and future
potential and helps in identifying strong areas as well as weak areas in an
organization.

Strength – The work culture here is very systematic and disciplined which we see very less
in terms of doing an internship in an NGO. Everything is recorded through formal documents
and one can learn about work place ethics and responsibilities while working here.

Weakness – Awareness and availability of information regarding the campaigns led by

them and about the organization is very less in web space which ultimately prohibits the
people to reach out and come forward to lend a helping hand to the organization.

Opportunity - Since in this pandemic era everything has shifted online many interested
students and individuals are doing internships on a Pan-Indian level. In this online era they
can also take people from other countries to intern with them which are a great way to create
awareness around this organization and will help it to grow manifolds.

Threat – There are many big names in NGO who are working in the same field and have
better web space presence and available information, some are backed by International
NGO‘s or have presence in other countries too like ―Action Aid India‖ and ―Mitti Ke Rang‖
which pose a threat since people only trust those organizations whom they have heard of and
this creates a credibility issue at times of asking for donations.

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1.4 Competitor‟s Profile

Action Aid Association

Action Aid Association is a 2006 registered Indian Organization which was earlier
known as Action Aid India a global affiliate of Action Aid International.
It is primarily a humanitarian rights organization working towards the rights of
disadvantaged women and children ensuring that they have good means of livelihood.
ActionAid has empowered its women to take up roles in the society which till now were
dominated by males, such as truck drivers, cab drivers etc. And also, it continues to
highlight the fact that almost all institutional and government initiatives are restricted to
‗Widows‘, leaving a large section of other ―single‖ women facing similar vulnerabilities
to fend for themselves.
The NGO believes in protecting and promoting the rights of widows and single women
through interventions to address the stigma, discrimination and violence faced by them.

Campaigns undertaken by them –

On 24 June 2020 on the occasion of International Widows‘ Day, ActionAid
Association organized a digital campaign to highlight the issues and demands of
single women in the country. Run on Twitter under the hash tag,
„#SingleButNotAlone‟, the campaign succeeded in bringing to the fore voices of

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single women from across the country. The Tweetathon also saw
„#SingleButNotAlone‟ trending nationally on Twitter.

Mitti Ke Rang

Founded by Amit Jain Mitti Ke Rang began as a small venture with cloth donation
drives, book donation drives done over the weekend and slowly they grew to include
volunteers, Volunteers then began to become nodes of changes by becoming collection
centres. From one small village to Pune, Pune to Maharashtra, Maharashtra to India
and then to 8 other countries Mitti Ke Rang now exists as an advocacy in 9 countries
— Kenya, Zambia, Gambia, Pakistan, France, Fiji, Nepal, Spain. This organization
works for gender equality and the empowerment of single women and widows across
the country.
Mitti Ke Rang operates in these programs –
Project Woman — to make sure that the standard of living of these single women and
widows get a raise, through vocational trainings, tailoring and other classes conducted.
Project Reading — to help the kids of these widows to learn to read and write and
speak confidently in their local language and also in English. Classes are conducted to
help these kids fare better in life.

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1.5 Problem of Organization

The problems in this organization are less availability of online information which
proves as a hindrance in creating awareness among the masses about the organization
although they have a voice ambassador who is actively doing her work but still when
you ask someone about this organization there are very few people who recognize it.
Also there are challenges in managing the workforce as everyone is working online
communication is through messages and online meetings only, although there are
reports to check their progress still we cannot measure how sincerely one is working
towards their work and also it takes time for a person to get promoted from one
position to another which sometimes makes one impatient and frustrated.

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 CHAPTER-2

OBJECTIVES AND RESEARCH

METHODOLOGY

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2.1 Objectives of Study
 To study the difference between work-life-balance and work-life-harmony.
 To elaborate the various ways by which employers and employees can ensure
work-life harmony in their day-to-day lives.
 To know the views of employees on the flexible working hours policy of the
organization.
 To assess whether employees are able to give time to their other commitments
and maintain a balance in personal and professional life.

2.2 Scope of Study

Through this study we try to ascertain that whether people working in the
organization are able to strike a chord on both professional and personal front.
Analyzing views of people on the flexible working policy of the organization and how
does the work pressure effect their productivity and also to know whether they are
able to give time to their personal commitments.

2.3 Significance of study

This study is significant as it provides us the data that whether with flexible working
hours in an organization a person is able to give sufficient time to his/her personal
commitments and do they feel stressed or demotivated with their work and how do
they rate the balance between their professional and personal life. This will ultimately
help the managers to do manpower planning so that everyone can work productively.
Since manpower planning is an essential part of Human Resources and study of work
life balance can help the managers to determine this.

2.4 Research Methodology

Research methodology is the technique, process or method to systematically and
logically address the research problems and ensure that the results thus found are
reliable and valid and address research aims and objectives. This section addresses
two main questions i.e. how the data has been collected or generated? How the data
has been analyzed?

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2.4.1 Research Design
Research design refers to the framework, a step-by-step guide to conduct a study. It
allows the researcher to decide on the methods which are suitable for the subject
matter. The design of a research topic explains the type of research.

It is broadly categorized into three categories:

 DESCRIPTIVE RESEARCH
Descriptive research as the name suggests aims to accurately and
systematically describe a population, phenomenon, and situation. This
research design is used to describe one or more variables in a study and is
done to mainly have a proper understanding of the research problem and to
know why it happened. We call it an observational research method because
none of the research study variables are influenced in any capacity. It is a
quantitative research method that attempts to collect quantifiable information
for statistical analysis of the population sample and also acts as a basis for
further research. The variables are not influenced by it hence the nature of
them is not in the hands of the researcher.

 CAUSAL RESEARCH
As the name suggests it investigates the cause and effect relationship among
variables in a study i.e. how one variable influences the other variable.
This type of research is very complex and the researcher can never be
completely certain that there are no other factors influencing the causal
relationship, especially when dealing with people‘s attitudes and motivations.
A cause and effect can exclusively be connected if the cause has taken place
before the occurrence of the effect. There is concomitant variation which refers
to the quantitative change occurring in effect only because of the quantitative
change which has happened in the cause. That means the variation taking
place between two variables must be systematic.

 EXPLORATORY RESEARCH

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Exploratory research is defined as a research used to investigate a problem
which is not clearly defined. It is conducted to have a better understanding of
the existing problem, but will not provide conclusive results. An important
aspect here is that the researcher should be willing to change his/her direction
subject to the revelation of new data or insight.
While it‘s difficult to find data about something which is new and hasn‘t been
explored before there are various methods to collect it.
These methods are categorized into two ways primary and secondary research
methods to collect data.
Primary research methods include surveys/polls which are used to gather
information from a predefined group of respondents. It is one of the most
important quantitative methods. Various types of surveys or polls can be used
to explore opinions, trends, etc. Interviews are also a way to collect data and
provides with in-depth information about the subject matter. Focus groups and
observation is also one of the methods.

Secondary Research methods include online research is one of the fastest way
to collect data an important aspect to be noted for such a research is the
genuineness and authenticity of the source websites that the researcher is
gathering the information from. Literature research is a costly affair to collect
information there is tremendous amount of information available in libraries,
online sources, or even commercial databases. Other one is the case study
research where the researcher goes through the cases in which there have been
similar problems.

2.4.2 Data Collection

Data collection is the process of gathering and measuring data, information or

any variables of interest in a standardized and established manner that enables
the collectors to answer or test hypothesis and evaluate outcomes of the
particular collection.

• Primary data is data originated for the first time by the researcher through
direct efforts and experience, specifically for the purpose of addressing his

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 research problem. The data can be collected through various methods like
surveys, observations, physical testing, mailed questionnaires, questionnaire
filled and sent by enumerators, personal interviews, telephonic interviews,
focus groups, case studies, etc.

• Secondary data implies second-hand information which is already collected

and recorded by any person other than the user for a purpose, not relating to
the current research problem. It is the readily available form of data collected
from various sources like censuses, government publications, internal records
of the organisation, reports, books, journal articles, and websites and so on.

SAMPLING
Sampling is a process used in statistical analysis in which a predetermined
number of observations are taken from a larger population. The methodology
used to sample from a larger population depends on the type of analysis being
performed but may include simple random sampling or systematic sampling.

SAMPLING TECHNIQUES

Probability:
In this sampling method the probability of each item in the universe to get
selected for research is the same. Hence the sample collected through this
method is totally random in nature. Therefore, it is also known as Random
sampling

 Simple Random Sampling

 Systematic Sampling

 Stratified Sampling

 Cluster Sampling

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 Area Sampling

 Multi-stage Sampling

Non probability:
In this sampling method the probability of each item in the universe to get
selected for research is not the same. Hence the sample collected through
method is not random in nature. Therefore, it is known as Non-random
sampling.
• Judgment sampling

• Convenience sampling

• Quota sampling

• Panel sampling

• Snowball sampling

2.4.3 Research Design Used in Study

The research design used here in this study is the descriptive research design
where the work life balance has been described along with this we have also
collected data from employees of the organization.

Primary Data was collected through questionnaire distributed among the

people working in the organization. The questionnaire was distributed through
an online link.

Secondary Data was collected through online websites, articles and social
media accounts of the organization.

Sampling Technique used here is convenience sampling.

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Sample Unit A sampling unit is the building block of a data set; an individual
member of the population, a cluster of members, or some other predefined
unit. It must be concretely defined as part of the groundwork for any statistical
research or study.
In this research sample unit is employees in the organization.

Sample size Survey was conducted among 120 people in the organization.

Received Responses 85

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 CHAPTER - 3

CONCEPTUAL DISCUSSION

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3.1 About the Topic

3.1.1 Work Life Harmony

We all have heard about work-life-balance but there is a concept which is work-life-
harmony that is different from the former. Work-life-balance refers to how people
manage the time they have to spend on other activities while Work life harmony
suggests how a person incorporates work into their lives which promotes happiness on
both personal and professional fronts. Time outside work comprises of Family
responsibilities, relationships, studies, hobbies etc. The method or the way by which a
person integrates these two domains and completes his duties on both the fronts is
called work life harmony.

Although it seems pretty simple most of the working population finds it difficult to
strike a balance between them. Disruptions in working out this balance can happen
because of many reasons like working at odd hours, stress due to overload of work,
meeting deadlines etc. while all these are a part of in office work culture since
pandemic this gap between professional and personal life has widen a little bit.

Although most organizations know the importance of promoting work life harmony
as it increases job satisfaction still there are very few companies who actually
promote it. Organizations that constantly tie their employees to their job deal with
burn-out among employees and this leads to the employee becoming less sociable,
difficult to work with and more likely to become sick/absent.

To ensure a healthy environment it is the responsibility of the Human Resource

Department by standing in this gap and putting all organizational policies in place to
treat the employees rightly. Some of the most common practices include flexi-time
policies, organizing trainings for employees to make them aware how to ensure
harmony in their work life balance, ensuring digital downtime to give their minds a
much needed rest.

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How employers can promote the idea of harmony in work life:

 Leading by example- Prescribing solutions and actually putting them into

practice are two different things, therefore the employers should ensure that
those who are in leadership positions take steps towards the different measures
and opportunities directed towards maintaining work-life-balance and this will
give employees a view that one can manage both the fronts with ease and
encourage them to follow in the same footsteps.

 Creating awareness- Through various programs one can teach employees

about the importance of maintaining harmony in work and personal life. These
programs will not only create awareness among people but also will inscribe a
thought in mind of employees that this issue has a separate place in the eyes of
organization which is taken care of duly.

 Helping employees to find balance- Team members and old employees

already know how to maintain the balance and harmony, therefore an
environment should be created in the workplace so that employees can have an
easy access to their seniors and fellow colleagues to discuss these kinds of
problems with them.

Above we discussed how employers could contribute towards helping employees

to maintain the balance. Now we would discuss about what employees can do on
their behalf to tackle this issue.

 Choose a company that values work-life-harmony- Before accepting a job

offer one should check all the aspects of an organization because an
organization which truly cares for its employees will not punish its
employees for giving importance to work-life-balance.

 Structure your day- structure your day and prioritize your tasks in such a
way that it allows for timely completion of them all. Finishing high
priority items before other commitments. Also while working one should
avoid personal distraction and keep your professional life away from

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 personal life. Some ways to do this are not checking mails outside of
office, giving time to families and other personal commitments.

 Be a leader in your workplace- employees can suggest ways to the

management which can help other employees establish balance and
harmony between their work and personal life.

Since we had discussed about the ways in which employees and employers
can promote work-life-balance but sometimes due to work pressure or other
circumstances people tend to become lazy in adopting these methods and
return to their normal routine where they strive hard to maintain harmony
between work and life.

Here are some ways to regain control over these:-

 Accepting your limits as to where and when to stop and when to take
help from others and solving near term problems first.

 Learning how to say no when feeling overwhelmed from work and

sharing your concerns with your superior regarding feeling
overburdened and also letting go of some social events when you feel
not to attend.

 Adjusting your schedule comprising of your personal and professional

commitments so that one doesn‘t feel stressed or overwhelmed from
their commitments which were lined up and scheduling specific times
for every domain of your life.

 Lastly is taking care of one‘s health both mental and physical. Trying
to get good sleep, exercising daily, proper rest. These are some basic
but important things which one can do.

Working of Aashman foundation has always been online, hence it gives us an

advantage of flexi-timings which is one of the ways by which an organization
promotes work-life-harmony. Through these flex-timings a person can work

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 according to the timings in which he/she is comfortable which in turn enables the
employees to give time to their relationships, families and take-out time for their
hobbies, personal commitments etc.

S.NO. Topic of Research Year Objectives Result

1 Difference between 2014 This study was aimed at This study provided
work life balance investigating differences empirical evidence which
and work life between work life balance validates the difference
harmony and its and work life harmony and between work-life
impact on creativity assessed its impact on balance and work-life
at work. individual creativity and harmony. The results
work. These was done proved that the
through cognitive participants under work
dissonance technique, in life balance condition
which candidates falling experienced increased
between 18 to 32 years with cognitive dissonance
at least 6 months of working than people who
experience and were asked participated in work life
to complete both pre and harmony. Also the latter
post intervention measures approach had shown
of individual creativity. positive impacts on
individual‘s creativity at
their work.
2 Work and Life 2013 The aim of this study was to The findings tell that
harmony: an explore how entrepreneurs they have been able to
exploratory case from Philippines harmonize achieve harmony
study of Entrepinays their work along with their between their work and
(Filipina personal needs and family personal life through
entrepreneurs) responsibilities and lead a effective personal time
contented life. Since it‘s an management and
exploratory study it was delegating day-to-day
done on nine participants it work to trusted people

28
 includes multiple case usually family members,
dimensions. It takes into since they are their own
account spillover effects, boss this helps them to
proper time management, manage work flexibly
flexible work schedules etc. also the support of family
and spouse also plays a
crucial role to help them
maintain a harmony
between personal and
professional fronts.
3 Outcomes of work- 2014 Using a sample of 1,416 The results showed that
life balance on job from seven different high levels of work-life-
satisfaction, life populations to investigate balance were more
satisfaction and the effects of work life positively associated
mental health: a balance on several cultures. with individuals in
study across seven Their main aim is to solidify individualistic cultures
cultures the relationship of work life rather than those in
balance with individual collectivistic cultures. In
outcomes such as job gender egalitarian
satisfaction, life satisfaction, cultures high levels were
anxiety, depression and also positively linked to job
the impact of cultures on and life satisfaction and
this relationship. negatively with
Individualism/Collectivism depression and anxiety.
and gender egalitarianism in Overall it gives strong
cultures acted as a support for work-life-
moderator in this balance being beneficial
relationship. for employees from all
cultures.
4 Measuring the 2021 This study examines that The results tell us that
Mental Wellbeing of how e-working promotes increased organizational
E-Workers and its coping up with family and trust on employees can
impact on E-Work working responsibilities increase the mental well-

29
Life Balance during during this pandemic. A being of others and it can
COVID-19 study was conducted on 142 get degraded when there
Pandemic e-working professionals in is higher work life
different positions. This inference. Work life
study attempts to determine inference is affected by
the factors required for e- marital status, sector in
work life balance and to which they work and
mitigate mental wellbeing in their qualifications.
a manner.

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 CHAPTER - 4
DATA ANALYSIS

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 4 .1 About the Respondents

Sample size 120

Responses Received 85

In this questionnaire we have taken responses of 85 candidates from the organization all
working under different posts in the organization.
 16.7% i.e. 14 respondents out of total work under the designation of Assistant
supervisors.
 5.6% i.e. 4 respondents work as process partners in the organization and the same
number of people work as MIS in the organization.
 11.1% i.e 9 respondents work as Group Supervisors in the organization.
 16.7% i.e. 14 respondents work as Interviewers in the organization.
 44.4% i.e. 44 respondents work as Interns in the organization.

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2. How many hours of work you do in a day?

Options Number of Respondents Percentage

More than 5 Hours 9 11.1%
2-5 Hours 57 66.7%
1-2 Hours 19 22.2%

Interpretation: From the above pie chart and table we can interpret that there are 11.1% people
who are of view that they work for more than 5 hours, 66.7% who work between 2-5 hours and
22.2% who work only for 1-2 hours.

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3. How do you rate the flexible working hour‟s policy by the organization?

Options Number of Respondents Percentage

Average 24 27.8%
Good 61 72.2%

Interpretation: From this above chart and table we can infer that 27.8% people find flexible
working hours policy of the organization as average while in the opinion of 72.2% respondents
it is good.

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 4. Are you satisfied with the working hours of the organization?

Options Number of Percentage

Respondents
Yes 61 71.7%

No 24 28.2%

100
71.7%

75

50
28.2%

25

0
NO YES

Interpretation: Through the above column chart and table we can interpret that
28.2% of people are not satisfied with working hours of the organization while 71.7%
are satisfied with working hours.

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5. Do you feel pressured from your work?

Options Number of Respondents Percentage

Sometimes 52 61.1%

Never 33 38.9%

Interpretation: From the above pie chart and table we can infer that 61.1%
respondents sometimes feel pressured from their work while 38.9% have never felt
any pressure from the work.

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6. Do you feel demotivated from your work?

Options Number of Percentage

Respondents
Sometimes 38 44.4%
Never 47 55.6%

Interpretation: From the above pie chart and table we can infer that 44.4%
respondents out of 85 are of the view that they sometimes feel demotivated from the
work pressure while 55.6% respondents have never felt demotivated from the work
pressure.

37
7. Does this hamper your productivity?

Options Number of Percentage

Respondents
Yes 9 11.1%
Maybe 19 22.2%
No 57 66.7%

Interpretation: From the above pie-chart and table we can interpret that only 11.1%
of respondents are of view that the demotivation from work pressure hampers their
productivity while 22.2% can‘t deny or accept whether it affects their creativity or not
while 66.7% have never felt that this has affected their creativity.

38
8. How do you de-stress from the pressure?

Options Number of Percentage

Respondents
Music 25 29.4%
Dancing 10 11.8%
Travel 5 5.9%
Hobbies 20 23.5%
Reading 15 17.6%
Watching content 10 11.8%

Interpretation: Every individual‘s way of distressing is different hence here in this

pie chart and table we have simplified people‘s responses to come to a conclusion.
The different ways include Dancing, Music, Watching Content, Reading, Travelling
and following their other Hobbies. From this it can be interpreted that 29.4% de-stress
themselves through Music, 23.5% through their other hobbies, 17.6% through
reading, 11.8% both in dancing and watching content and 5.9% through travelling.

39
9. Do you think working hours interfere with your personal time?

Options Number of Percentage

Respondents
Yes 33 38.9%
No 52 61.1%

Interpretation: From the above chart and table we can infer that 38.9% respondents
people think that working hours interfere with their personal time while 61.1% don‘t
think that working hours interfere with their personal time.

40
10. How often do you think about work (when you are not actually working)?

Options Number of Percentage

Respondents
Always 9 11.1%
Often 28 33.3%
Sometimes 57 55.6%

Interpretation: From the above pie chart and table we can interpret that 11.1% are of
view that they always think about work when they are not working while 33.3% often
think about work and majority 55.6% sometimes think about work while not working.

41
11. Do you have other commitments other than your work in organization (Like
studying, other internships etc.)?

Options Number of Respondents Percentage

Yes 76 88.9%
No 9 11.1%

Interpretation: From the above chart and table we can infer that only 11.1%
respondents don‘t have other commitments instead of their work like doing other
internships, studying etc. while majority of the respondents i.e. 88.9% have other
commitments and they are managing it along with their working in the organization.

42
12. Have you ever disregarded your personal commitments due to work?

Options Number of Respondents Percentage

Yes 19 22.2%
No 66 77.8%

Interpretation: From this above chart and table we can interpret that there are 22.2%
people who say that they have disregarded their personal commitments due to work
while the majority 77.8% say that they have disregarded their personal commitments
due to work commitments.

43
13. Do you feel you are able to balance your work along with personal life?

Options Number of Percentage

Respondents
Yes 67 78.8%
No 18 22.2%

100

75

50

25

0
NO YES

Interpretation: From this above chart and table we can interpret that78.8%
respondent agree that they are able to maintain a balance between their work and
professional life while 22.2% are not able to juggle them efficiently.

44
 14. On a scale of 1-5 how would you rate your Work life harmony?

Options Number of respondents Percentage

1 0 0%
2 0 0%
3 14 16.7%
4 57 66.7%

5 14 16.7%

100

75

50

25

0
1 2 3 4 5

Interpretation: In this question we have asked respondents about how they would rate their
work life balance from the above chart and table it can be seen that 16.67% people have rated
their work life harmony as 3 and 5 respectively whereas 66.7% respondents had rated it as 4.

45
 CHAPTER-5

FINDINGS AND CONCLUSIONS

46
5.1 FINDINGS

After examining the data following discoveries were made:

 More than half of the employees on whom the survey has been conducted work
between 2-5 hours and only 11.1% people work for more than 5 hours since the
NGO is working towards upliftment of children and women along with providing
opportunities to youth for skill development through internships senior level
employees have to work extra to cater to the needs of everyone.

 61 respondents i.e. 72.2% people rate the flexible hours working policy of the
organization as good since there is remote working and most of the respondents
are young generation who are also doing other things along with working and
managing the organization.

 After gaining responses from the employees it can rightly be said that there is a
little work pressure which is prevalent in the organization as we can see that more
than half of the employees i.e. 61.1% agree that sometimes they feel pressured
from their work while only 38.9% people have never felt the same. This could be
because one senior has to handle atleast 2 teams under them which comprises of
around 15-20 people from different walks of life which is a task as one has to
cater to everyone‘s needs.

 Demotivation from the pressure of work is a common thing and sometimes this
also hampers a person‘s productivity, but it is good to see that only 44.44% which
is less than half the people we have studied have ever felt demotivated and the
people who had faced its impact on their productivity are also very less i.e. only
11.1% and 22.2%.

 Interference of working hours or professional work in personal time is also one of

the common signs of having disharmony in personal and professional life due to
which employees tend to disregard their personal commitments sometimes and
also they start thinking about work when they are actually not working which
47
 induces stress in a person. In our study there are 33.33% people who often think
about work while there are 11.1% people who always think about work.

 According to the data there are more than half i.e. 88.9% people who have
professional commitments other than the work that they do in the organization and
there are 22.2% people who say that they have disregarded their personal
commitments due to work.

48
5.2 CONCLUSIONS

―We think, mistakenly, that success is the result of the amount of time we put in at
work, instead of the quality of time we put in.‖ —Arianna Huffington, author and
businesswoman.
Work life balance has been an age old concept that has always been an integral part of
professional life it tells us about balancing both the aspects of life where we divide
our time between personal and professional life while here we have talked about the
concept of work life harmony which guides how to incorporate our work in everyday
life so that we can remain happy in both domains of life. Time management is the key
factor in this, as rightly said above by the author Arianna Huffington that success is
determined by the quality of time that we put in rather than quantity of time which
tells us that we should not allow our work timings to get so stretched out that we don‘t
have time to enjoy other aspects of life.
Lastly to conclude I would say that be a small or a big organization work life stress
will always be a part of it and to live with it the concept of work life harmony is best
suited as the happier and contented the employee in his personal life the more happier
and productive he would be in his work.

49
 CHAPTER 6
RECCOMENDATIONS

50
After studying the above data analysis and analyzing the response important
information and reviews have been gained about the professional life of employees in
the organization.

Through these reviews some suggestions have been provided by the researcher which
will help the company to have a considerably good reputation among others.

Following are the recommendations the organization may consider:

 Although there is flexible working hours in the organization but they should
figure out ways to reduce the workload on people sitting on responsible
positions as they have numerous teams under them due to which it becomes
difficult to give equal amount of time to everyone.

 The organization should organize regular meetings and interactive sessions

with other people especially the heads of department so everyone is familiar
with the hierarchy which is followed in the organization this will also lead to
clarifying doubts of employees regarding the policy of organization and its
working.

 There should be proper manpower planning in the teams and in organization

as sometimes the workload on some teams are too much which are not met by
them on target date.

 Motivation of employees especially the new ones as they may feel

overwhelmed by the targets and would feel demotivated very soon. Also
keeping a check on non-performers both by immediate superiors and other
related persons.

51
 CHAPTER –7
BIBLIOGRAPHY

52
 REFERENCES
 https://oorjaa.org/socialsector/aashman-foundation/
 https://aashmanfoundation.wordpress.com/
 https://www.youtube.com/watch?v=bdSl8Frls-Q
 https://www.facebook.com/aashmanfoundation/photos/note-from-founders-desk-
munish-pundir-welcome-to-aashman-foundation-a-non-govern/3349093161804956/
 https://www.actionaidindia.org/what-we-
do/campaigns/overview/#:~:text=ActionAid%20Association%20works%20in%2024,
eradicate%20poverty%2C%20patriarchy%20and%20injustice.
 https://www.actionaidindia.org/press-release/singlebutnotalone-actionaid-campaigns-
rights-entitlements-single-women/
 https://medium.com/@Pungidasa/mitti-ke-rang-changing-the-lives-of-widows-across-
the-world-with-widow-empowerment-e97aa7a6de6e
 https://libguides.wits.ac.za/c.php?g=693518&p=4914913#:~:text=Research%20meth
odology%20is%20the%20specific,study's%20overall%20validity%20and%20reliabili
ty.
 https://www.questionpro.com/blog/descriptive-research/
 https://www.marketing91.com/causal-research/
 https://www.questionpro.com/blog/exploratory-research/
 https://www.linkedin.com/pulse/role-hr-promoting-work-life-balance-pruvia-
integrated-limited

53
 CITATIONS

 Omran, S. K. A. (2016). Work-family balance dilemma among employed parents (An

empirical study). International Journal of Business and Economic Development
(IJBED), 4(1).

 Edralin, D. M. (2013). Work and life harmony: An exploratory case study of

EntrePinays. DLSU Business & Economics Review, 22(2), 15-36.

 Haar, J. M., Russo, M., Suñe, A., & Ollier-Malaterre, A. (2014). Outcomes of work–
life balance on job satisfaction, life satisfaction and mental health: A study across
seven cultures. Journal of Vocational Behavior, 85(3), 361-373.

 Ranjitha, R. (2021). Measuring the Mental Wellbeing of E-Workers and Its Impact on
E-Work Life Balance during COVID-19 Pandemic. Psychology and Education
Journal, 58(4), 718-728.

54
 ANNEXURE – 1
1. Name

2. On which position do you currently work?

3. How many hours of work you do in a day?

1-2 Hours

2-5 Hours

More than 5 Hours

4. How do you rate the flexible working hours policy of the organization?

Good

Average

Poor
5. Are you satisfied with working hours of the organization?

Yes

No
6. Do you feel pressured from your work?

Often

Sometimes

Never
7. Do you feel demotivated from your work?

Often

Sometimes

Never
8. Does this hamper your productivity?
Yes

No

Maybe
55
 9. How do you de-stress from pressure?

10. Do you think working hours interfere with your personal time?
Yes

No
11. How often do you think about work (when you are actually not working)?
Never

Sometimes

Often

Always
12. Do you have other commitments other than your work in organization (Like
studying, other internships etc.)?
Yes

No
13. Have you ever disregarded your personal commitments due to work?
Yes

No

14. Do you feel you are able to balance your work along with personal life?
Yes

No
15. On a scale of 1-5 how would you rate your Work life harmony?

1 2 3 4 5

Difficult to Manageable
manage

56