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CHAPTER 1
 INTRODUCTION
The work life balance is an aspect of employee well- being related to the
employee’s ability to manage both personal and professional responsibilities
with adequate time for rest and leisure. Striking the right balance enhances
overall satisfaction and productivity. In this challenging and demanding era it is
very difficult to maintain balance between the two demands have increased
leading to work pressure.

Work-life balance of late has become in important concerns of employee well-

being. Organization work to maximize their profit and in turn emphasize in the
process of production. In order to maximize the profit in the long run,
organizations need to focus on the effective management system of the overall
organization. Human resource in this context is the vital of all the resources
which the organizations need to focus on. Employee well-being and
satisfaction are the other key components on which the growth of an
enterprise depends.

Work-life balance is about effectively managing the juggling act between paid
work and the other activities that are important to people. It’s not about
saying that work is wrong or bad, but that work shouldn’t completely crowd
out the other things that matter to people like time with family, participation
in community activities, voluntary work, personal development, leisure and
recreation.

The ‘right’ balance is a very personal thing and will change for each person at
different times of his or her lives. For some people the issue is being able to get
into work or find more work rather than having too much work. There is no
‘one size fits all’ solution.
 SIGNIFICANCE OF THE STUDY
With a satisfactory work-life balance, employers can reap a range of benefits.
Productivity is higher, absenteeism is lower, and physical and mental health
improves with a higher commitment and motivation to work. Personal
relationship can also benefit from achieving this balance. Hence the main
purpose is to study the work-life balance of employees in MALABAR MILK
UNION, BEYPORE, CALICUT.

RESEARCH PROBLEM
The aim of the present report is to study the work-life balance of employees in
an organization and to study the factors that impact the employees’ work-life
balance in the work place.

OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVES:

To study the work- life balance of employees in an organization.

SECONDARY OBJECTIVES:
1. To know how to maintain a balance in work- life and personal life.
2. To study working condition in the organization.
3. To understand the challenges faced by the employees to achieve work
life balance.
4. To understand how personal life affects the professional life and vice
versa.
 SCOPE OF THE STUDY
The study entitled “A STUDY OF WORK-LIFE BALANCE OF EMPLOYEES” in
MALABAR MILK UNION, BEYPORE, CALICUT. To study the work-life balance of
employees is valuable for understanding their well-being and productivity.
Research can explore factors influencing balance, organizational policies, and
the impact on job satisfaction. Practical recommendations may emerge for
improving workplace conditions and fostering a healthier work-life balance.

HYPOTHESIS OF THE STUDY

1) H1:- There is no relationship between the employee satisfaction and
work culture.
H0:- There is a positive relationship between the employee satisfaction
and work culture.

2) H2:- There is no relationship between the employee’s job and its impact
on employee’s personal life.
H0:- There is a relationship between the employee’s job and its impact on
employee’s personal life.

RESEARCH METHODOLOGY
Research methodology is the specific procedures or techniques used to
identify, select, process, and analyze information. It involves the overall
strategy and framework for designing, conducting, and analyzing research.

The study seeks to compare and contrast the organizational perspective on

work-life balance and initiatives of company.
 RESEARCH DESIGN
The research design of this study is descriptive. A descriptive definition
provides detailed information and characteristics about the topic.

DATA COLLECTION
For any statistical enquiry, the collection of data is done through principle
sources identically by primary sources and secondary sources.

 Primary data
The data is collected by the way of personal by the way of
personal interview, filling questionnaire and discussions with the
respondents.
 Secondary data
The data is collected by the way of websites, books, and reports
of others.

TOOLS USED FOR DATA COLLECTION

The used for the data collection includes questionnaire and observation to
gather information.

TOOLS OF PRESENTATION
The tools taken for data presentation are,

 Graph

It is a sheet of information in the form of a table, graph, or diagram.

  Tables

It is a sheet of information in the form of a table, graph, or diagram.

 Chart

It is a diagram representing a system of connections or

interrelations among two or more things by a number of
distinctive dots, lines, bars etc.

TOOLS OF ANALYSIS
Analytical techniques are used to obtain finding and average information in
a logical sequence from the data collection. After tabulation of data, the
following quantitative technique is

 Percentage method

A diagram that exhibits a simple analysis of statistical data in

terms of percentage is called percentage diagram. The actual form
of the diagram can vary: examples are the bar chart and pie chart.

no . of respondents
Percentage of respondent= Total no . of respondents x 100
 Chi square

Chi-square test: Chi-square test is the widely used non-parametric

statistical test assessing the goodness of fit between a set of
observed values and those expected theoretically.

2
X =¿ ¿

 Correlation analysis
 Correlation is used to establishing the relationship or connection
between two or more things.

R= N¿ ¿

AREA OF STUDY
The study is conducted in “MALABAR MILK UNION, BEYPORE, CALICUT”.
Which are mainly concentrated dairy Products.

SAMPLE SIZE
In a statistical survey sample size is the act of choosing the number of
observation include in a statistical sample. Here 100 sample sizes are given as
constant precious requirement.

PERIOD OF THE STUDY

Analysis of the opinion of the respondents is doing on the basis of qualitative
data collect during the week (21 days) of preparatory stages of the project
work by the actual visit and concluding direct personal interviews. The period
of study from 4th December 2023 to 29th December 2023.

LIMITATIONS OF THE STUDY

1) The study is confined only to a limited area
2) This can be errors due to bias of respondent
3) To create good images respondents may give responses that vary from
facts.
 CHAPTER -2

REVIEW OF LITERATURE
 INTRODUTION TO REVIEW OF LITERATURE
The literature review plays very important role in the research process. In this
chapter, a review of the selected and useful studies related to the research
problem has been defined. Various similar research studies related to present
research problem. The main purpose of this literature review is to know the
earlier studies. Research is a continuous process research has to be up to date
in his information about the studies related to his own problem already made
by other. In this chapter, all relevant literature available on working condition
of employees was reviewed and presented.

Tompson (1999): found that work/family culture is a collective perception by

members of an organization that it-supports and values the integration of
employees work and family lives.

Hashiguchi (2010): Buehler and O'Brien (2011) mention working at home and
switching full-time to part-time hours.

Hinkin and Tracy (2010): and Arbon et al. (2012) write that proactive
scheduling appears to be popular with employees. Their primary approaches to
workplace flexibilities are job sharing, compressed work week, and flexi-time.

Allen (2001): suggested that though age differences do not impact the use of
WLBPs, the choice of the practice differs with age. Older employees are found
to use many dependent care policies like Childcare, Elder care, Paid Maternity
leave and the like. The study also suggested that married employees are more
likely to use these policies compared to unmarried employees.

Frone and Yardley (1996): suggested that the age of the youngest child of the
employee influenced the use of policies like flexitime and compressed work
week. Also, the number of dependants influenced the use of child care
facilities.

Boers, (2005): It is believed that balancing a successful career with a personal

or family life can be challenging and impact on a person's satisfaction in their
work and personal life's roles.
Agarwala Tanuja, (2007): Work-life balance is about adjusting work patterns to
achieve overall fulfilment. A good work-life balance enables the organizations
to thrive and at the same time enables the employees to easily combine work
with other aspirations and responsibilities. Work-life balance should not be
understand as suggesting an equal balance or scheduling equal number of
hours for each of one's work and personal activities. A positive work-life
balance involves achievement and enjoyment. A good working definition of
work-life balance may be meaningful daily achievement and enjoyment in each
of the four quadrants of life work, family, society and self. The best work-life
balance varies for an individual over time. The right balance for an individual
today will probably be different tomorrow. For instance, the right balance for
an individual when he/she is single will be different from when he/she gets
married or when he/she is nearing retirement.

McLean and Lindorff (2000): defined WFB as a state in which a range of needs
is met by allocating time to both work/family roles according to a combination
of individual priorities and demands.

Lobel and Kossek (1996): grouped policies into four different categories using
the labels of time based, information based, money based and direct service.

Ferrer and Gagne (2006): in a study examined that in larger companies and
those like information technology and information technology enabled services
industries, in comparison to the older industries like mining and construction
implemented more family friendly policies that can ease the level of tension
between work and life/family.

Pratt (2006): discovered in a survey of 1311 senior executives worldwide.

conducted in May 2006, 24% of those surveyed refused a promotion that
would put their work life balance at risk, and 87% of them confirmed that work
life balance is a key to their decision to join and remain in an organization.

Ponzellini (2006): Explored that for employees to communicate to the

employers the need for work-family policies in the workplace; employees must
be given the opportunity to express their requirements. Further unions do not
support the availability of flexible work schedules and the option to work from
home. However there would be an increase in the availability of parental
leave, special paid leave and job sharing options.
Caster et al (2004) :explores the features that influence supervisor's decision
to refer subordinates to work-family programs. The study reveals that program
awareness and instrumentality perceptions contributed individually to
predicting the frequency of supervisor's referrals to work-family programs.
Supportive attitudes also predict referrals, but only through their shared
relationships with instrumentality perceptions.

White et al (2003): analysed the data from national surveys of British

employees in 1992 and 2000 and their results suggested a conflict between
high performance practices and work-life balance. Surprisingly, the study
indicates that dual-earner couples are not accountable to negative job-to-
home spill over. Further. the presence of young children has become less
important over time.

R Baral and S Bhargava (2011): In their research titled "hr interventions for
work life balance" quotes that work life balance is the concern for both
research scholars and the business leaders in the view of technological,
demographic and organizational changes related to it. They have explained
about the challenges that the hr managers face while effectively implementing
the policy in their organization. They suggest that the organization must
implement work life balance policies and incorporate the organizational
culture that ensures employee commitment and productivity.

Sarah holly and Alwin Mohnen (2012): In their study titled "impact of working
hours on work life balance "their main objective was to examine the influence
of the working hours of the employees on their satisfaction on the job. They
explain that the overall number of the employees wants to reduce their
working hours is influenced mainly by over time compensation. Their study
result shows that generally the long working hours do not lead to the
dissatisfaction among the employees, but long working hours have a positive
effect on the employee's life and job satisfaction and the desire to reduce the
working hours have a negative impact on the job satisfaction of the employees.

Delsen & Smits (2010): To improve individuals' work-life balance, trade unions,
employers' organizations, governments and the European Commission
currently promote a life course perspective in activating labor market policies.
In 2006, the Life Course Savings Scheme is introduced in the Netherlands,
which aims to increase labor participation and to improve the work-life
balance over the life course. What can they learn from the Dutch case? In
2006, actual participation in the scheme is with 6% much lower than expected.
Participation rates they're higher among males, full timers, older employees,
the higher income groups and persons with partners. However, the
multivariate analyses of data for over 500,000 civil servants show that the
higher participation rates of males, full timers and older employees are related
to the higher earnings of these groups, and that after control for earnings,
participation is higher among females, part timers and the young. This
indicates that the scheme has a potential to contribute to the work-life balance
over the life-cycle.

Mohammad Niaz (2008): in his research titled "work life balance practices and
gender gap in job satisfaction" examines the role of work life balance practices
by explaining the paradox of the contented women worker". In his research he
finds out that woman reports higher levels of job satisfaction than that of men.
The main finding is that WLB is the important determinant of the intrinsic
extrinsic, aspects of job satisfaction.

Rebecca (2009): Quotes in "work life balance-men and women and men have a
different perception generally on balance the work and life. She tells that
women devote more time on her family and the men spend more time
pursuing his personal interests. She also quotes that balance is not only about
dividing the time spent on work and personal life, but also establishing
harmony that reflects on the individuals priorities.

Peter (2009): In his study on "work life balance and subjective well-being
"explains about the work life balance and the well-being of the employees. In
this research the hypothesis that was tested is the sufficient amount of time
available increases the well-being of the employees as it helps in satisfying
personal needs. The findings in this research was that the perceived sufficiency
of time available for personal life and works tells the level of well-being only if
the individuals needs are fulfilled in the given time.