PROJECT REPORT

ON
“A STUDY OF ACADEMIC EMPLOYEE’S WORK LIFE BALANCE AT
GRAPHIC ERA HILL UNIVERSITY, HALDWANI CAMPUS”

SUBMITTED TO THE
SCHOOL OF MANAGEMENT STUDIES
IN PARTIAL FULLFILMENT OF THE REQUIREMENTS FOR THE DEGREE OF
‘BACHELOR OF BUSINESS ADMINISTRATION’

UNDER THE SUPERVISION

OF
MRS. VINEETA DIGARI

ASSISTANT PROFESSOR

BY
SAKSHI PANERU
2090058

GRAPHIC ERA HILL UNIVERSITY, HALDWANI

(2020-2023)
 PREFACE

As a part of the BBA circulam we had our summer internship programme and in order to

gain practical knowledge in the field of management, we are required to make a report and

do research on a topic, I worked as a front desk executive and admission councelor for 2

months in GRAPHIC ERA HILL UNIVERSITY, haldwani campus and my topic for the research is

“A STUDY OF ACADEMIC EMPLOYEE’S WORK-LIFE BALANCE AT GEHU, HALDWANI”. The

basic objective of this project is to potray all the practical knowledge recieved in terms of

management and to find out work life balance of employees and also it’s impact on job

satisfaction and employee’s performance.

Doing this project report helped me to know my internship organization a lot more, increase

my observation power and also I gained practical knowledge of all the 14 fayol’s principles

including other concepts of management. I got an opportunity to study and know about

work and personal life parity and how it can have positive or negative impact on the success

of organization.

This project contains a knowledge of how the parity between work and life keeps the

employees motivated and satisfied and hence satisfied employees contributes maximum to

the organization.
 ACKNOWLEDGEMENT

I owe my deep sense of gratitude to the “Almighty God” for blessing me with the fortune,

inspiration, platform and motivation to carry out this research work.

I would like to acknowledge my sincere gratitude to Mrs. Vineeta Digari, Assistant

professor, gehu for guiding, supervising and mentoring me at the right moment to explore

the undertaken research work with the valuable guidance and knowledge. I have been

extremely lucky to have Mrs. Vineeta Digari as my supervisor, without whom the research

work wouldn’t have been possible.

I would also like to acknowledge and thank the cooperation and support provided by Mr.

Udit Pandey, for helping me to carry out my literature research work pertaining to the topic

with his valuation guidance and experience. He has guided me with the research methology

and taught me a lot by giving his precious time.

I would also like to thank Miss. Deeksha Joshi, Assistant Professor, my family, and friends

for supporting and motivating me to complete my SIP Project report as at a time I found

completing my research work a tough task due to my commitments to some other

professional aspects.

Further I would like to thank all the respondent for giving their valuable feedbacks and time

in the survey form to carry out this research work and played a cruicial role in my Summer

Internship Report .

SAKSHI PANERU
 Abstract/Executive Summary

With the world-wide expansion of companies and organisation, and with time it has been
realized how important maintaining the balance between work and personal life is.Too
much stress over a long period of time leads to workplace burnout. Employees who work for
tons of overtime hours and huge burdens are at higher risk of burnout. Burnout can cause
fatique, mood swings, irritability, lack of interest, and decrease in overall work performace
of an employee. This is a bad news for employers because according to harvard review, the
psychological and physical problems of burned-out employees cost an estimate of $125
billion to $ 190 billion a year in healthcare spending the united states.

The importance of human resource has increased with time and therefore the millennial
generation of employees recognize their value as an asset to the organization and their right
to address their discontentments. This may result in negative outcomes for the organising in
terms of loss of commitment and turnover.

Work-life balance of a employee is as important as an asset is for a company, Maintaining

work-life balance brings advantages like reducing stress of the employee and helps prevent
burnout in the workplace. Chronic stress is one of the most common health issues in the
workplace. It can lead to severe physical consequences such as hypertension, digestive
troubles, chronic aches and pains including heart problems also. Maitaining a balance
between work and personal life is very essential, because one making bigger impact on work
but by sacrificing their personal health or happiness for it wont be worth it.

The aim of this research was to analyse the work-life balance of employee’s at GEHU i.e, the
relationship between the satisfaction of employees and work-life balance.

This was written to find out that how the balance between the employee’s personal and
professional life allows them to be stress free and contribute more effectively to the
organizing after being satisfied.

This study attempts to strengthen the employee and employer relationship by exploring the

role of work-life balance with regards to employees at gehu.

 CERTIFICATE OF SUPERVISOR (GUIDE)

It is Certified that the work incorporated in this Project Report A STUDY OF EMPLOYEE’S

WORK-LIFE BALANCE AT GEHU, HALDWANI submitted by SAKSHI PANERU is her original

work and is satisfactorily completed under my supervision.

Material obtained from the other sources has been duly acknowledged in the Project

Report.

DATE:

Signature of the Guide:

DECLARATION BY THE STUDENT

This is to declare that I have carried out this project work myself for BACHELOR OF

BUSINESS ADMINISTRATION Program of Graphic Era Hill University, Haldwani.

The work is original, has not been copied from anywhere else and it has not been submitted

to any other University/Institute for an award of any degree/diploma.

DATE: 25/09/22

PLACE: Rudrapur

NAME: Sakshi Paneru

SIGNATURE :
CERTIFICATE FROM THE ORGANIZATION
 STUDENT AND SUPERVISOR INTERACTION CERTIFICATE

This certificate verifies that student has visited the supervisor and the corrections indicated
in the report are modified and verified by the student through supervisor. The details of
visit, remarks and modifications are mentioned below;

SR. NO Project Discussion Area/ Modifications Signature with date

Remarks (Supervisor)

1- Objectives Changes in objectives

and help regarding
confusions.

2- Questionnaire Modifications were done

in the questions
regarding my research
report.
3- Data type Knowledge about data
type used in the report.

4-

5-

Signature :
HOD
 TABLE OF CONTENT
Content Page Nos
Preface i
Acknowledgement ii
Abstract/ Executive summary iii
Declaration by the supervisor iv
Declaration by the student v
Certificate from the organization vi
Student supervisor interaction certificate vii
Chapter-1 INTRODUCTION 1-3
Introduction 1
About the research problem 2
About the organization 3
Chapter-2 REVIEW OF LITERATURE 4-15
Theoretical Framework 4-6
Literature Review 7-15
Chapter-3 RESEARCH METHODOLOGY 16-22
Objectives of the study 16
Scope of the Study 16
Limitation of the study 17
Research Design 18-20
Research method 18
Sampling 18-19
Sampling method 18
Sample Size 19
Sources of Data 20-22
Primary sources 21
Secondary sources 22
Chapter-4 DATA ANALYSIS AND DISCUSSION 23-37
Chapter-5 FINDINGS, SUGGESTIONS AND CONCLUSION 38-43
Findings 38-40
Suggestions 41-42
Conclusion 43
BIBLOGRAPHY 44-
49
ANNEXURE 50-52
CHAPTER 1- INTRODUCTION: CONCEPT OF WORK LIFE BALANCE WITH
RESPECT TO GEHU, HALDWANI.

Every employee is an integral part of the family in particular society or organization he or

she is working in. In today,s business world, employee performance is the key determinant

in the acheivement of the organisational goals. As a result, organizations look for different

way of motivating their employees, in order for them to give their best to the organization.

Employee performance is a focal point in any establishment. Every policy should be geared

to work towards increasing the performance of the employee. And Work-life balance is one

of the major factors that adds on to the performace of employees.

Work-life balance is a very important phenomenon that is of great concern to various

employees in both private and public sector. It goes beyond prioritizing the work and one’s

personal life. It also affects the social, psychological, economical and well being of the

individual. All these is been reflected in the output of the individual,which affects his or her

performance in the place on the long run. Work-life balance has implications on employee

attitude, behaviour, well being as well as organizational effectiveness. (EBY CASPER,

LOCKWOOD, BORDEANX, AND BRINDLEY, 2005).

I believe that Work-life balance refers to the no. of hours in each weekend you spend

working compared with the no. of hours you spend outside work doing other things such as

spending time with your family, relaxing etc. Work-life balance involves minimization of

work related stress, and the establishing of a stable and suitable way to work while

maintaining health and general well being.

PAGE| 1
Work-life balance for any one person is having the ‘right’ combination of participation in

paid work (defined by hours and working conditions) and other aspects of their lives. This

combination will change as people move through life and have changing responsibilities and

commitments in their work and personal lives.

ABOUT THE RESEARCH PROBLEM:

In this report I am trying to study the existing concept of work-life balance of employees

working at Graphic Era Hill University, haldwani campus. Also to analyse the work and life

balance of employees of GEHU, HALDWANI CAMPUS, in respect to its relationship with job

satisfaction and performance of the employees. Therefore I will focus on what existing

employees think about the work-life balance policies/practices in run currently in GRAPHIC

ERA HILL UNIVERSITY, haldwani campus.

This project is carried to have a deep knowledge of how maintaining the parity between the

employee’s personal and professional life allows effective growth of organising by satisfying

and keeping the employees happy. It also aims to examine the true thinking and

suggestions/feedbacks of employees of GEHU about the improvement or their satisfaction

level regarding the WLB.

PAGE| 2
 ABOUT THE ORGANIZATION

“GRAPHIC ERA HILL UNIVERSITY”

Graphic Era Hill University established itself in the year 2011 with one university and 2
campuses in Dehradun and Bhimtal. The graphic Era Hill University was established by an
Act of state legislature on 28 April 2011, and you will be happy to know that within 4
months of its enactment of the Act it started with its operations and classes in both the
campuses. As our honourable Chancellor, Professor Dr.Kamal ghanshala, itself belong from
Uttarakhand and he spent his entire childhood in Uttarakhand, so he wanted to serve
Uttarakhand and the people of Uttarakhand. Last year, in 2020, he made it possible to bring
the quality higher education in Haldwani with the help of Director of the Graphic Era Hill
University Haldwani campus, that is Dr. Manish Bisht. It was made possible to establish the
Haldwani campus within a very short span of time, that is, within 100 days, even in the
worst situation of the covid. Dr. Kamala Ghanshala said that the soul aim of establishing
haldwani campus is to provide high level education to the youth in hilly areas and nearby
districts in close proximity to their home. In less than a month, labs, libraries, classroom,
lecture theatres were made ready.

PRESIDENT OF GRAPHIC ERA HILL UNIVERSITY: PROFF.DR. KAMAL GHANSHALA

PAGE| 3
 Haldwani campus (GEHU)
The graphic Era Hill University at Haldwani, the mesmerising gateway to Kumaon is situated
in the vibrant and largest commercial market of the state and is a wonderful fusion of the
bliss of Mother Nature and the exciting bustle of an up and coming city.

The campus boasts a magnificent amphitheater, vibrant cafeterias, energetic playing fields
and recreational grounds, a massive collection of books in our regal Library, well resourced,
multifaceted laboratories and computer centres, and dynamic lecture threatres.

Director of Haldwani campus:

Dr. Manish Bisht

MISSION OF (GEHU)

1-The mission of graphic era in Hill University is to promote learning in the true spirit. The
university offers the knowledge and skills needed tosucceed as professionals, and the values
and sensitivity needed to be responsible citizens of the world.

VISION OF (GEHU)
1-We visualize GRAPHIC ERA HILL UNIVERSITY as an internationally recognized, inquiry-
driven, ethically engaged university with a diverse community, whose members work
collaboratively, for the positive transformation of the world by pioneering teaching,
research, and social awareness.

PAGE| 4
The Graphic Era Hill University, haldwani campus started back in 2020 august, has a good

no. of employees working in the campus currently, including administrative staff, non

academic and academic employees, which equalls to lumpsum 64 employees.

The human resource department here works well and a certain proper procedure is

followed to get the employees hired including various interview rounds from different

campuses and with check of required qualification and experience in the selection process.

ABOUT THE MANAGEMENT DEPARTMENT (HR)

At the school of management, students are treated as managers under training, providing

them various aspects of theoritical as well as practical knowlwdge under the professional

and skilled faculties, projects and assignment are also given with utmost importance. The

faculty spares no effort to make the student’s mind razor sharp, so they make their mark in

the corporated world.

The human resource manager at GEHU (haldwani) is Mrs. Bhawana Qweera.

PAGE| 5
 What is work-life Imbalance?

In understanding Work-Life Balance we must understand what leads to Imbalance in our

lives. An analysis of the below table will help in understanding that as individuals we have

little or no control over environmental factors for example climate, government policy or

the cultural and legal boundaries we live within. Work factors too, often fall beyond an

individual’s control once the individual chooses a particular profession and organisation. The

final set of factors defined as non-work factors is where individuals hold the greatest ability

to gain control of their lives and to make choices which will lead to balance rather than

Imbalance. Work-life balance policies and practices require a focus on these areas so as to

develop practicable Work-life balance (WLB) policies that will enable positive change. Cullen

& Farrelly (2005) outline factors that can contribute to work-life Imbalance as set out in the

table 1 below. One could argue that some of these factors could lead to Work-Life Balance

as easily as work life Imbalance for example Government Policy, Work-life balance (WLB)

Policies and Practices and Personal Development

PAGE| 6
 CHAPTER 2- REVIEW OF LITERATURE
1 No matter how important work or career may be in modern societies, time devoted to

personal life, leisure and family life is also a highly relevant indicator of quality of life. The

question of work-life balance (WLB) is relevant not only for employees with family

responsibilities (caring for children, elderly, or disabled adults), but also for any other

employee. It is therefore not surprising that WLB, although acquiring various configurations

and aspects, has been the focus of scholarly literature for a number of decades. The WLB

topic has been attracting Attention mainly due to the increase in the employment of

women, particularly mothers (Crompton, Lionette, 2006). If until the 1980s the question of

WLB in Europe was relevant primarily due to the rapid labour market integration of women

and gender equality problems, later the WLB issues appeared in the analyses of quality of

life, workplace, occupational well-being, or well-being of persons in general. The range of

WLB research is very broad, from general issues of WLB discourse and its origin (Lewis et al.,

2007; Rantanen et al., 2011), WLB peculiarities between women and men (Crompton and

Lionette, 2006; Emslie and Hunt, 2009), influence of WLB on success of organisation’s

activities (Bloom and Reenen, 2006; Beauregard et. al., 2009; Gulbahar et al., 2014) up to

explorations into links between WLB and job and/or life satisfaction, psychological well-

being of individuals (Ramtane et al., 2011; Mukururi and Ngari, 2014; Haar et al., 2014), etc.

The aim of the article is to reveal work-life balance as a factor of job satisfaction in social

care services in Lithuania. The social care sector is often characterised by high rates of

turnover and absenteeism, high rates of burnout and overwhelming workload. This leads to

low levels of JS and quality of life among employees. Studies based upon surveys in different

countries reveal that one of important factors of JS is WLB. After the Restoration of

Independence in 1990, in order to get rid of the Soviet Union heritage of mandatory overall
employment, Lithuania rushed to the other extreme in order to return women to the family.

Therefore, despite the fact that the new family support legislation emphasised family-work

balance, extension of parental leave and enlargement of the benefits were maximised, the

issues of flexible employment or work conditions friendly to family life were

underestimated. Nowadays, public policy discourse in the EU and also in Lithuania reveals

the growing attention to the issue of WLB, especially in the context of ageing society,

development of the long-term care sector or implementation of EU employment strategy

(Working and caring: Reconciliation measures in times of demographic change, 2015;

Adequate social protection for long-term care needs in an ageing society, 2014; European

employment strategy, 2014).

Source- TILTAI, 2016, 2, 1–19, ISSN 1392-3137 (Print), ISSN 2351-6569 (Online) 1 Work-life

Balance as a Factor of Job Satisfaction in Social Care Services in Lithuania Lai mute

Žalimienė, Jolita Jureviciuses Lithuanian Social Research Centre

PAGE| 7
2- Individual factors of job satisfaction and work-life balance
Age is one of the individual factors. Age is considered to be an important factor in

subjective evaluations, as individuals have subjective norms concerning various concepts

depending on their own situation (Van Praag and Frijters, 1999). Age can be one of the

situational factors determining greater experience of an individual, peculiarities of

individual’s needs, etc. and, in turn, influencing individual’s evaluations. Findings of this

research revealed a statistically significant difference in the evaluations of respondents

representing different age groups, i.e. employees above 45 report higher JS than those

under 45. Some foreign research studies emphasise the influence of age on WLB, too. For

example, findings of a public service employee survey carried out in Canada showed that

employees aged 24 years or younger tended to report higher levels of support for WLB than

did their older counterparts (Focus on Work-Life Balance and Workload, 2015). According to

Yeandle (2005), WLB is relevant not only at younger ages when families are parenting young

children, but in older ages, too. According to the author, the 50+ group also encounters

work-life tensions which sources include caring for frail elderly relatives or a spouse, a desire

to spend more time with grandchildren. In addition, older people themselves suffer various

health problems and therefore tend to have lighter workloads, less stressful jobs requiring

less overtime or weekend work, etc. According to the findings of this research, age has no

influence on the evaluation of WLB in the Lithuanian social care sector, i.e. WLB

opportunities are equally seen by both younger and older employees. The question of WLB

is extremely relevant for women who account for the absolute majority in the social care

sector. Basing on the analysis conducted by Crompton and Lyonette (2006) for five

European countries (Great Britain, Finland, France, Norway and Portugal), there are higher

levels of work–life conflict among women than among men. This conclusion is based on the
argument that women still undertake a greater share of caring and domestic work.

However, the majority of both male and female respondents in social work in Lithuania had

similar opinions about the presence of favourable conditions for WLB in their workplaces;

there is no statistically significant difference between male and female evaluations in

respect of this statement. Likewise, no statistically significant difference was found between

male and female evaluations of JS. Accordingly, our analysis suggests that the respondents’

gender has influence neither on the evaluations of organisational support for WLB nor on

the evaluations of JS.

s. Padma et.al (2013) have highlighted the role of family support in balancing personal and
work life and found that the present study shows that the support from family members will
play a significant role in balancing Personal and Professional lives. Employees who have
adult children can easily balance than those with younger age kids. Similarly, employees
who need to take care of elder parents/in-law’s health responsibility have lesser work life
balance than their counterparts. The study concluded that lower balance may lead to higher
absenteeism, lower job satisfaction and sometimes may turn to higher employee attrition.
Organizations with cooperative work culture may help them to bring a suitable balance in
their professional and personal life.

V. Madhusudan et.al (2013) have identified the factors responsible for work life balance and
extracted that dependents, time flexibility, role clarity, co-worker support, family culture,
working hours and head support are responsible for work life balance. Management has to
concentrate on time flexibility, role clarity, co-worker support, working hours and head
support
for managing work life balance

Work-life balance for any one person is having the ‘right’ combination of participation in

paid work (defined by hours and working conditions) and other aspects of their lives. This

combination will change as people move through life and have changing responsibilities and

commitments in their work and personal lives. Work is defined as an “instrument activity

intended to provide goods and services to support life” (Edwards & Rothbard, 2000, p. 179).

Edwards and Rothbard (2000) again argued that “work typically entails members in a market
or employing organization that compensates the worker for his or her contributions” (p.

179). They noted that although work may provide intrinsic rewards, its primary goal is

extrinsic. Work plays a fundamental role in adulthood, significantly affecting self-concept

and well-being.

 According to Jim Bird as quoted by Joshi et al (2002), work- life balance is a

meaningful achievement and enjoyment of work, family, friends and one’s self.

Many of these activities are negotiable commitments and can be scheduled around

work demands, but the demands of family are often non-negotiable and can be

random (example; sick child, afternoon music recital, soccer match, mom’s

oncologist’s appointment). When work takes an inflexible and non-negotiable

character, it then begins to conflict with the non-negotiable aspects of family life.

This is the condition likely to 11 characterize female professors’ work-life situations:

as conflicts between their work and their “family”, rather than as imbalances

between their work and their “life” (Winslow, 2005). Exponents of work-life conflict

such as Dean (2007) and Roper, Cunningham, and James (2002), among others, often

suggest that work-life balance has developed from claims of social justice or a need

to redress discrimination, such as women not treated equally while other scholars

(Beauregard, 2006; Lewis, 1997)suggest that work-life balance has risen out of the

necessity for businesses to manage growing problems with absenteeism, health

stress, labour retention, and the need to be seen as an organization that is sensitive

and socially responsible.

3- Everyone has a number of roles that one holds throughout life. Work-life conflict occurs
when time and energy demands imposed by one s many roles become incompatible with
one another; participation in one role is made increasingly difficult by participation in

another. In organizations and on the home front, the challenge of work/life balance is rising

to the top of many employers and employees consciousness. In today s fast-paced society,

human resource professionals seek options to positively impact the bottom line of their

companies, improve employee morale, retain employees with valuable company

knowledge, and keep pace with workplace trends. This research work provides human

resource professionals with an historical perspective, data and possible solutions for

organizations and employees alike to work/life balance. newlineThis research work presents

a qualitative analysis of work-to-life and life-to-work conflicts. This research work examines

the influence of different types of work-life conflict such as role overload (having too much

to do), work to family interference, where work gets in the way of family, and family to work

interference, where family demands (such as a child or elder care) get in the way of work

etc. With the basis of extant literature, primary and secondary data, the present research

work has made an effort to understand the current status of WLBPs and identify the variable

that influence the lives of employees of Private and Public Sector Banks of Dehradun and

Haridwar cities. The research work aims (I) To find challenges associated with managing

professional life and personal lives of the employees of private and public sector banks.

(II)To identify various human resource practices carried out to balance work life in banking

sector. (III)To compare work-life imbalance among the employees of private and public

sector banks in terms of gender, demographic structures, level of hierarchy at organizational

level, growth pattern, welfare policies, family and societal commitments. (III)To recommend.

V.Varatharaj et.al (2012) found that work life balance entails attaining equilibrium
between
professional work and other activities, so that it reduces friction between official and
domestic
life. Researchers have noted that the majority of the respondents feel comfortable in their
work
place irrespective of their trivial personal and work place irritants. Work life balance
enhances
efficiency and thus, the productivity of an employee increases. It enhances satisfaction, in
both
the professional and personal lives.
CHAPTER 3- RESEARCH METHOLOGY
Meaning of research: - Research is a detailed or careful study about something to find out
more information about it. It is searching for and gathering information about something,
usually a problem or question.

The word research is derived from the French word “recherche” that means “to go about
seeking”. The word research consists of two syllables i.e., re and search that means searching
something that already exists or is searched. Research in a common language refers to a
search of knowledge. Research is scientific & systematic search for pertinent information on
a specific topic, in fact research is an art of scientific investigation.

Research Methodology is a scientific way to solve research problem. It may be understood

as a science of studying how research is doing scientifically. In it we study various steps that
are generally adopted by researchers in studying their research problem. It is necessary for
researchers to know not only know research method techniques but also technology.The
scope of Research Methodology is wider than that of research methods. The research
problem consists of series of closely related activities. At times, the first step determines the
native of the last step to be undertaken. Why research has been defined, what data has
been collected and what a particular method have been adopted and a host of similar other
questions are usually answered when we talk of research methodology concerning a
research problem or study.

POPULATION- A population refers to the entire group that you want to draw conclusion
about. In research, the population doesn’t always refers to people. It can mean a group
containing elements of anything you want to study, such as objects, events, organizations,
countries, species etc.

SAMPLE- It is defined as the smaller set of data drawn out of larger population by using
predetermined selection method. It is a subset containing characteristics of a larger
population representing it.
SAMPLING METHOD- It is a process used in statistical analysis in which a predetermined no.
of observations are taken from a larger population. Therefore, taking out sample out of
population is referred to as sampling.
CENSUS METHOD- A statistical investigation in which the data is collected for each and
every element/unit of the population.
PAGE| 10
OBJECTIVES OF THE STUDY

1- To study the concept of work-life balance at GEHU, Haldwani campus.

2- To analyse the WLB among employees of GEHU, Haldwani.

3- To check the impact of work-life balance of employees on job satisfaction and

employee performance.

4- To study benefits of WLB.

SCOPE OF STUDY
 Although this study was done for academic purpose only, but this can also help the

organization in better understanding their workers and employee’s needs and

evaluating their work-life balance, so that required measures could be taken on time.

As an employee is the most important asset for any organization and a satisfied and

happy employee contributes more effectively in achieving the organizational goals.

 To examine the impact of maintaining proper work-life balance with respect to

employees of Graphic Era hill University, Haldwani Campus.

 To study the changes in performances of the workers due to parity between work and

personal life.

 To know the job satisfaction in context to salary, work load, holidays, and leaves

provided as per the needs or requirements of the employee.

PAGE| 11
LIMITATION OF STUDY

 Since the survey was done only in university premises hence, the result obtained may

not be taken as universal suggestion.

 It was not possible to reach each and every employee hence, the results of the study are

based on the answers given by available employees.

 As the questionnaire was of non – disguised type the workers and employees may not

have given correct answers.

 Quality of the information highly dependent on the knowledge and honesty of the

respondents.

 It was a time taking procedure as the census method was used due to small universe.

PAGE| 12
RESEARCH DESIGN: It refers to the method used to do the research, it includes the
designs as given in the picture below.

 (DESCRIPTIVE DESIGN)
Descriptive research is defined as a research method that describes the characteristics of the
population or phenomenon that is being studied. There are three ways a researcher can go about
doing a descriptive research project, and they are :-

1. Observational :- It is defined as a method of viewing and recording the participants.

2. Case study :- It is defined as in – depth study of an individual or group of individuals.
3. Survey :- It is defined as a brief interview of discussion with an individual about a specific
topic.

Descriptive research aims to accurately and systematically describe a population,

situation or phenomenon. It can answer what, when, where, when and how questions, but
not why questions.

 Causal Research (Explanatory research) :- Causal research, also known as

explanatory research is conducted in order to identify the cause and effect
relationship between two variables. The investigation into an issue or topic that
looks at the effect of one thing or variable on another.
For example :- Causal research might be used in a business environment to quantify the
effect that a change to its present operations will have on its future production levels to
assist in the business planning process.

 With my topic “A study of employee’s work-life balance at GEHU, haldwani campus” I

studied characterstics of population by using survey and observational methods under
descriptive design, also used causal design to get knowledge about the parity between work
and personal life of a employee employed in the Graphic Era Hilll University, Haldwani
Campus.This is a study that has not been done before for the employees of the organization
“GEHU”, Haldwani campus.PAGE| 13
RESEARCH METHOD: There are different methods like sampling, census etc, as given
below.

 SAMPLING- It refers to the act, process, or technique of selecting a suitable

sample, or selecting a representative part of the population for the purpose of
determining parameters or characterstics of the whole population. It has two types
under it, namely Probability Sampling and Non-Probability Sampling. Probabilty
sampling involves random selection, allowing you to make strong statistical
inferences about the whole group and it is baisness free. However non-probability
sampling involves non-random selection based on conviniences or other criteria,
allowing you to easily collect data.
 Population = My population includes all the 42 academic employees of Graphic Era

Hill University, Haldwani Campus.

 Population = 42

CENSUS METHOD - A statistical investigation in which the data is collected for each
and every element/unit of the population.

 It is collection of information from all the units in the population or a ‘complete

enumeration’ of the population.

IN MY REPORT I HAVE USED CENSUS METHOD AS SAMPLING CAN NOT BE USED IF THE

UNIVERSE AND POPULATION IS TOO SMALL, THUS WE USE CENSUS METHOD IN SUCH CASES

WHEN WE WANT ACCURATE INFORMATION OF EACH UNITS , WHOLE POPULATION.

 LIMITATIONS OF CENSUS METHOD:

 1- Time consuming

 2- Possibilties of error

PAGE| 14
 Sources of data

Data collection plays a very crucial role in the statistical analysis. In research, there are

different methods used to gather information, all of which fall into two categories, i.e.

primary and secondary data. As the name suggests, primary data is one which is collected

for the first time by the researcher while secondary data is the data already collected or

produced by others.

(Source: Cullen & Farrelly, 2005:72)

PRIMARY DATA- It refers to the first hand data gathered by the reseacher

himself/herself. It can include various methods as questionnaires, surverys, interviews,

observations.

PAGE| 15
  The data used in my Report is collected through Primary sources such as

Questionnaires, surveys and Observations during my internship of 2 months at the

organization “Graphic Era Hill University’, Halwani Campus.

 Questionnaires- Questionnaire as one of the primary sources of data is an

observational technique which comprises series of items presented to a respondent

in a written form, in which the individual is expected to respond in writing. Here the

respondents are given list of written items which he responds to by ticking the one

he considers appropriate.

 Observations: - Observation as one of the primary sources of data. Observation is a

technique for obtaining information involves measuring variables or gathering of

data necessary for measuring the variable under investigation. Observation is

defined as accurate watching and noting of phenomena as they occur in nature with

regards to cause-and-effect relation.

 while working in the organization GEHU as an Intern for 2 months in the admission

department, gave me an opportunity to observe the employees working in the

organization, also the work life balance they have in here. Something that I noticed

was, the work here is not equally divided and also few employees has a lot of burden

with regards to their work performing multi-tasking due to lack of man power.

 For example- I noticed and observed that when the HR of the organization takes

week off or is on any kind of sick or duty leave, there is no body in place to proceed

the official work regarding the admissions and ERP portal, which is one of the lacking

and also a burden on the HR, working as the only liable person to do few official works.
 SECONDARY SOURCES
Secondary sources mean data collected by someone else earlier. Secondary data are the

data collected by a party not related to the research study but collected these data for some

other purpose and at different time in the past. If the researcher uses these data then these

become secondary data for the current users. Sources of secondary data are government

publications websites, books, journal articles, internal records.

Secondary data collection maybe conducted by collecting information from a diverse source

of documents or electronically stored information, census and market studies are examples

of a common sources of secondary. This is also referred to as “data mining”.

 Published printed sources :-There are varieties of published printed sources. Their

credibility depends on many factors such as on the writer, publishing company, time

and date when published. New sources are preferred and old sources should be

avoided as new technology and researches bring new facts into light.

 Books: Books are available today on any topic that you want to research. Books are

secondary source but most authentic one in secondary sources.

 Journals: Firstly, it provides up-to-date information which at times books cannot and

secondly, journals can give information on the very specific topic on which you are

researching rather talking about more general topics.

PAGE| 17

CHAPTER 4- DATA ANALYSIS

STATUS
 Status No. of respondent Percentage

Single 24 57.1%

Married 18 42.9%

INTERPRETATION:
From the above Horizontal bar graph, we come to know about the percentage of single and
married employees which counts to 57.1% single and 42.9% married employees working in
the organization.
 AGE
AGE NO. OF RESPONDENTS PERCENTAGES
20-25 11 26.2%

26-31 19 45.1%

32-37 7 16.8%

38-44 5 12%

INTERPRETATION:
From the above vertical bar graph, we get to know about the percentage of different age
groups of academic staff in the organization who had answered the survey.
GENDER

GENDER NO. OF RESPONDENTS PERCENTAGES

MALE 20 47.6%

FEMALE 22 52.4%

INTERPRETATION:
From the above horizontal bar graph, we come to know about the male and female
percentage who has answered the survey.
According to the above bar graph, the male respondents are 47.6%, and the female are
52.4%.
Ques 1- what is your annual income?

INTERPRETATION:
From the above bar graph, we come to know about the annual income of the employees of
the organization.
According to the data gathered, there are 20 employees with less than 5 lakh income, 19
employees with annual income between 5 lakhs to 7 lakh, 2 employee between 7 to 8 lakhs,
and 1 employee with income above 8 lakhs.
Ques 2- How many years do you have working experience?

Years No. of Respondent Percentages

3-4 19 45.2%

4-5 5 11.9%

5-6 6 14.3%

Above 6 13 31%

INTERPRETATION:
From the above bar graph, we come to know 19 people have experience of 3-4 years, 5
people of 4-5 years, 6 people of 5-6 years, and 13 people above 6 years.
Ques 3- Do you feel the employee performance and satisfaction raises if they
are able to balance the personal and professional life?

INTERPRETATION:
From above graph, we come to know what employees think about benefits of balance
between personal and professional life.
According to the graph, that is data collected we can see that 36 employees agrees to it,
however 6 says maybe.
Ques 4- How many days in a week do you normally work?
Days No. of respondents Percentages

Less than 5 days 4 9.5%

5 days 11 26.2%

6 days 20 47.6%

7 days 7 16.7%

INTERPRETATION:
From the above bar graph, we get to know about the days employees work in a week.
Ques 5- How many hours do you normally work in a day?

Hours No. of respondents Percentages

6-7 hours 6 14.3%

7-8 hours 12 28.6%

8-9 hours 14 33.3%

More than 9 hours 10 23.8%

INTERPRETATION:
From the above bar graph, we come to know about the hours employees work in a day.
Ques 6- Do you feel you are able to balance your work and life?

Frequency No. of respondents Percentages

Always 18 42.9%
Sometimes 19 45.2%
Never 5 11.9%

INTERPRETATION:
From the above bar graph, we get to know what employees feels about balancing their work
and life .
According to the above data we can observe the no. of respondent and their opinions.
Ques 7- how often do you think or worry about work (when you are not on
work)?

Frequency No. of respondentss Percentages

Always 13 31%
Sometimes 25 59.5%
Never 4 9.5%

INTERPRETATION:
From the above data we get to know about the opinion of employees on stress of work even
while they are not at work.
Ques 8- Do you find yourself unable to spend time with your family?

Frequency No. of respondents Percentages

Always 10 23.8%
Sometimes 26 61.9%
Never 6 14.3%

INTERPRETATION:
From the above graph we come to know about the answer to the question that do
employees feel themselves unable to give their family enough time due to load of work.
Ques 9- How often have you worked during vacations?

Frequency No. of respondents Percentages

Always 6 14.3%
Sometimes 32 76.2%
Never 4 9.5%

INTERPRETATION:
From the above bar graph, we come to know that 14.3% of employees feel they also have
the burden to work even on vacations always, however 76.2% of employees says that they
sometimes works during vacations too, and 9.5% says they never worked during vacations.
By analysing I found that majority of the employees feels that they are also bound to work
during their vacations sometimes, which can create a feeling of discomfort among
employees.
Ques 10- Do you ever feel tired/overburdened or depressed because of work?

Frequency No. of respondents Percentages

Always 5 11.9%
Sometimes 31 73.8%
Never 6 14.3%

INTERPRETATION:
From the above horizontal bar graph, we get to know about the stress, or depression that
employees feels due to work load.

By analysis I found that 73.8% of the employees feels stressed, overburdened, or

Ques 11- Do you feel the salary is less than the workload assigned?

Opinions Percentages

Yes 66%
No 2.3%
Maybe 31%

INTERPRETATION:
From the above pie chart, we come to know the percentage of people thinking whether the
salary is efficient or not.

By analysing I got to know that majority i.e., 66.7% of the employees feels that they are paid
less salary in accordance to the workload assigned to them, which can be a factor of
dissatisfaction among the employees and thus can affect the success of the organization.
Ques 12- Do you feel the work-life balance policy in the organization should be
customized to individual needs?

Yes 85.7%

No 14.3%

INTERPRETATION:
From the above pie chart, we come to know that people that feel WLB policy should be
customized to individual needs are 85.7% and 14.3 % of people disagrees with it.
Ques 13- How do you rate the leave policy of the organization?

Satisfactory 78.6%

Dissatisfactory 21.4%

INTERPRETATION:
From the above graph, we come to know that 78.6% are satisfied with the leave policy
however, 21.4% are dissatisfied.
Ques 14- How satisfied are you with your current work-life balance ?

INTERPRETATION:
From the above vertical bar graph, we come to know people are more of neutral , few are
satisfied whereas few are not.
Ques 15- Do you feel with the efficient work-life balance organization will be
able to retain its employees?

INTERPRETATION:
From the above pie chart, we come to know about what employees feel about a good work-
life balance in the organization retaining the employees.
 CHAPTER - V
FINDINGS, SUGGESTIONS AND CONCLUSION
FINDINGS

Work-life balance is considered to be important for both, business practice and academic research.

The literature shows that work-life balance is a central issue affecting wellbeing, as family and work

are the most important elements of everyone's life. Any competing demands of work and family life

cause conflict and negatively affect the wellbeing of workers. This study focused on assessing the

impact of work-life balance determined by work-family conflict and family work conflict on the

wellbeing of individuals employed in the private sector in India. Wellbeing was measured by levels of

family satisfaction, work satisfaction and psychological distress. Quantitative research methods were

used for the study, and a census method was chosen amongst participants who were single and, in a

relationship, female and male, with and without children, by using a census method due to minimum

population of 42. The questionnaire contained both demographic and different 15 questions that were

needed to find out the objectives of the research and help in the research. The study identified the

existence of negative effects of poor WLB determined by high levels of work-family conflict and

family-work conflict on family satisfaction. This study also confirmed negative effects of poor WLB

due to high levels of work-family conflict on work satisfaction and psychological health. Negative

impacts of family-work conflict on work satisfaction and psychological health were not supported.

This study also showed that how unsatisfied employees become if the leave policy and work-life

balance is not provided to them correctly and unsatisfied employees contribute less effectively and

efficiently in the success of the organization.

 Suggestions

According to the report I found out that most of the employees feel that the salary given to

them is less than the workload assigned to them. Also the feedbacks I got after surveys and

interviews I took from the employees of graphic era hill university, Haldwani campus, I came

to know about the dissatisfaction of the employees in the organization, the suggestions

came out that the authority in the org. should be given only according to the capability and

position of the worker, there are a lot of conflicts between the employees in the

organization and a suggestion is that most of the employees want 5 days work policy should

be implemented.

Conclusion

This paper provides a deep study about what work-life balance is and what the employees

of Graphic Era Hill University. It aimed to find out impact of WLB on employee, s

performance and job satisfaction.

This study found out that maintaining a good work life balance is important for the growth

of the organization, and for success.

 Bibliography /Reference

 What is work life imbalance? http://hdl.handle.net/10603/409868

 Key words - Business
Comparative accounting
Economics and Business
Employees
Social Sciences
Time management
Women employees
Work-life balance

Work Life Balance of Women Employees in Banking Sector A Comparative Study of Public and Private Sector Banks

Researcher: Jha, Abhilasha

 Adequate social protection for long-term care needs in an ageing society. (2014).
Social Protection Committee. http://ec.europa.eu/social/main.jsp?
catId=738&langId=en&pubId=7724. Accessed: 02-25-2016. Abendroth, A. K., Dulk, L.
(2011). Support for the work-life balance in Europe: the impact of state, workplace
and family support on work-life balance satisfaction. Work, employment and society,
Vol. 25 (2), p. 234– 256. DOI: 10.1177/0950017011398892.
 Allen, T. D., Herst, D. E. L., Bruck, C. S., Sutton, M. (2000) Consequences Associated
With Work-to-Family Conflict: A Review and Agenda for Future Research. Journal of
Occupational Health Psychology, Vol. 5 (2), p. 278–308. DOI: 10.1037//1076-
8998.5.2.278. Arrington, P. (2008).. Work and Family Balance Among DualEarner
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Reports –

 Work Life Balance of Women Employees in Banking Sector A Comparative Study of

Public and Private Sector Banks by- Jha, Abhilasha (2019)

 CITATION- http://hdl.handle.net/10603/409868
  A Comparative Study of Work Life Balance Issues in Male and Female

Employees

 CITATION- http://hdl.handle.net/10603/322199

A study on work life balance in public and private higher educational institutes with reference to

female faculties associated with Savitribai Phule Pune University

Name of the Researcher

 Citation- http://hdl.handle.net/10603/238865

Work Life Balance Among Employees In Private And Public Sector Banks Of Uttarakhand

Name of the Researcher

 Citation- http://hdl.handle.net/10603/143502

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