A STUDY ON EMPLOYEE

WORK-LIFE BALANCE WITH

REFERENCE TO PEACOCK SO-
LAR,
AJMER, RA- JASTHAN.

A PROJECT REPORT SUBMITTED IN THE

PARTIAL FULFILMENT OF REQUIREMENT
FOR THE AWARD OF

MASTER’S DEGREE IN BUSINESS AD-

MINISTRATION

By

Abhinaya Varma Kamaraju

(Roll No. 122024001002)

Under the Guidance of

Prof. Dr. K. Devi Prasad

Abhinaya Varma Kamaraju 1

 STUDENT DECLARATION

I, Abhinaya Varma Kamaraju , a student of Master of Business Admin-

istration (M.B.A), GITAM Institute of Management (GIM), GITAM
(Deemed to be University), hereby declare that the project work initiated
on Employee world-life Balance on Peacock Solar, is a genuine work
done by me in partial fulfilment for the requirement of the degree of Mas-
ter of Business Administration. I confirm this has not been published or
submitted elsewhere for the award of any degree in part or in full.

Abhinaya Varma Kamaraju

122024001002

Abhinaya Varma Kamaraju 2

 CERTIFICATE BY GUIDE

This is to certify that the project Report titled “Em-

ployee Work-life Balance” is an original work car-
ried out by Abhinaya Varma kamaraju, (Enrolment
No 122024001002), under my guidance and supervi-
sion, in partial fulfilment for the award of the degree
of Master of Business Administration by GITAM
Institute of Management, GITAM University,
Visakhapatnam, during the Academic year 2019-21.
This report has not been submitted to any other uni-
versity or institution for the award of any Degree/
Diploma/ certificate.

Name and Address of the Guide:

Signature of Guide

Name of Faculty: Dr. K. Devi Prasad

Designation: Professor
GITAM Institute of Management
Visakhapatnam

Abhinaya Varma Kamaraju 3

 TABLE OF CONTENTS

S. No TOPIC Pg. No
CHAPTER I:
INTRODUCTION
1. About the study
2. Need/significance of
Study
3. Objectives of study
1 4. Scope of study 5-9
5. Research design
6. Data collection
method methodol-
ogy
7. Limitations of the
study
CHAPTER 2:
2 INDUSTRY/COMPANY 10-13
PROFILE
CHAPTER 3:
3 THEORETICAL 14-15
FRAMEWORK
CHAPTER 4:
4 ANALYSIS OF STUDY
16-42
CHAPTER 5: Findings.
5 Suggestions & Conclu- 43
sion.
6 BIBLIOGRAPHY 44

Abhinaya Varma Kamaraju 4

 CHAPTER I
INTRODUCTION

Abhinaya Varma Kamaraju 5

 INTRODUCTION OF WORK - LIFE BALANCE WORK

The term was first coined in 1986. It does not mean equal balance but it is
of trying to schedule an equal number of hours for each of your various
work and personal activities. The right balance of you today will probably
be different for you tomorrow. Thus the core of effective work life balance
definition are of two key concept they are daily achievement and enjoy-
ment.

MODERN LIFE IN THE WESTERN WORLD:

Stress levels on an upward trend.

People working longer hours than ever.
An increasing proportion of households with both partners out at work, or
where the only parent has to work all hours to make ends meet.

FOUR BROAD CATEGORIES ASSOCIATED WITH WORK LIFE

BALANCE:

Role overload
Work-to-family interference
Family-to-work interference

Care giver strain

Work Life Balance Solutions - How to create the best work-life balance
solutions:
Get back in control of your career and your home life
Reduce your stress levels
Find time for you
Rediscover the interests that made you uniquely you before you had chil-
dren

Skills needed to create a satisfactory work/life balance include:

Communication
Abhinaya Varma Kamaraju 6
 Negotiation
Knowing yourself
Problem solving
Resolving conflict

WHAT ARE WORK/LIFE BALANCE INITIATIVES?

Simply put, work/life balance initiatives are any benefits, policies, or pro-
grams that help create a better balance between the demands of the job and
the healthy management (and enjoyment) of life outside work.
Work/life initiatives can potentially deal with a wide range of issues in-
cluding:

eldercare initiatives (may range from referral program, eldercare as-

sessment, case management, a list of local organizations or businesses that
can help with information or products, or seminars and support groups),
emergency childcare assistance, employee assistance programs, family
leave policies, fitness facilities, or fitness membership assistance (finan-
cial). flexible working arrangements,
internal and/or external educational or training opportunities, or on-site
childcare, on-site seminars and workshops (on such topics as stress, nutri-
tion, smoking, communication etc),
other leaves of absence policies such as educational leave, community ser-
vice leaves, self funded leave or sabbaticals, parental leave for adoptive
parents, referral program to care services, local organizations, etc.,
seasonal childcare programs (such as March break or Christmas),

Simply put, work/life balance initiatives are any benefits, policies, or pro-
grams that help create a better balance between the demands of the job and
the healthy management (and enjoyment) of life outside work.

WAYS TO FIND WORK LIFE BALANCE:

Abhinaya Varma Kamaraju 7

 Stop being the boss

Get your priority straight

Know your opinion

Plan and protect downtime

Audit your weekly schedule

Cant spare an week take an hour

FRAMEWORK FOR SUCCESSFUL WORK-LIFE BALANCE IN

ORGANIZATIONS

Identify the key need or reason for introducing Work-Life Balance policies
Build the commitment to Work-Life Balance Policies into the organization
' s vision or value statement.
Set up a Work-Life Balance Task Force Examine current practices in the
organization Hold joint discussions with employees to evolve policies,
while also identifying possible barriers
Communicate policies through handbooks, newsletters, Intranet and other
forms of communication

Hold workshops to help Managers implement and manage policies Begin

with a few "quick win" policies

OBJECTIVES OF THE STUDY

To study the work life balance of the employees in Peacock Solar Ltd.
Abhinaya Varma Kamaraju 8
 To analyze the psychological stress in their normal work/life

To analyze their level of satisfaction in work/life

To ascertain whether the organization provided the employees with

WLB benefits .

To identify how far the employees of the organization are interested to-
wards WLB
arrangements .

To determine the managing ability of the employees in the organization to-

wards work life balance .

NEED OF THE STUDY

Many organization are successful at managing the materials and machin-
ery of the organization, they fail short in managing human side of their
business. This project addresses and assesses the importance of work life
balance initiatives and its effectiveness. The study believes that people
perform better when they are allowed to participate in managing their
work & make decisions. This approach motivates people by satisfying not
only their economic needs but also their social & psychological aspects.

SCOPE OF THE STUDY

It highlights the key need & reason for introducing work life balance poli-
cies, Helps to retain the existing employees as well as to attracts new em-
ployees, Is to reduce sickness and absenteeism,
To enhances working relationships between colleagues,
To increase level of production and satisfaction, and Decrease the stress
and burnout in work/life.

Abhinaya Varma Kamaraju 9

 RESEARCH METHODOLOGY

RESEARCH DESIGN

The adoption of a proper methodology is an essential and important step in

conducting survey (or) any research .In this study the researcher has
adopted a descriptive research method. Descriptive research studies are
those studies which are concerned with describing the characteristics of a
particular individual or of a group.

RESEARCH TOOL

A questionnaire was used as the research tool for this study. The question-
naire was chosen as it provides a more comprehensive view than any other
research tool.

SAMPLING DESIGN

The researcher has adopted a probability method to solicit the opinions

from the employees (respondents) on the various aspects of performance
appraisal. Probability Sampling is also called as “Random Sampling”.

PROBABILITY SAMPLING

Probability Sampling is the scientific technique of drawing samples from

the population according to some laws of chance in which unit in the uni-
verse or population has some definite pre-assigned probability of being se-
lected in the sample.

SAMPLING TECHNIQUE

The researcher used simple random sampling for connecting the survey. In
simple random sampling “Lottery Method” has adopted.

LOTTERY METHOD

Abhinaya Varma Kamaraju 10

It is the simplest, most common and important method of obtaining a ran-
dom samples. Under this method all the members of the population are se-
rially numbered on small slips of paper. They are put in a drum and thor-
oughly mixed by vibrating the drum. After mixing, the

6 numbered slips are drawn out of the drum one by one according to the
size of the samples. The numbers of slips so drawn constitute random sam-
ples.

(a) Sample Size:

The sample size for the study undertaken by the researcher was 100.

(b) Sampling Area:

Sampling area refers to the area or the locality to which the sample be-
longs. The samplings area for this project is Hyderabad .

(c) Population Size

Total population of the company is 150.

Data Collection Method

Primary Data

Primary data are those data, which are collected as fresh and for the first
time, and thus happens to be original in character. Primary data can be col-
lected in five ways through Survey. In this project work interview schedule
method has been adopted.

Secondary Data

The secondary data have been compiled from the internal and external
sources .The internal source includes the information from the company
reports. Besides this, a number of discussions were held with the officers
in human resources department.

STATISTICAL TOOLS DESCRIPTION

Abhinaya Varma Kamaraju 11
 Percentage analysis
Chi-Square analysis
Weighted Average Method

Percentage analysis
Percentage analysis is often used in data presentation for they simplify
numbers,

reducing all of them to a 0 to 100 range. Through the use of percentages,

the data are reduced in the standard form with base equal to 100 to which
fact facilities relative comparisons

Percentage =No. of response/ Total no. of respondents*100 Chi-Square

Analysis

Chi square test is a non-parameter test that establishes the in dependence

between variables. It is measured by comparing the observed with those of
expected frequencies based on the hypothesis. It is given by

Ψ= Σ (O-E) ^2 / E

O=Observed Frequencies E=Expected Frequencies

Weighted Average Method

The weighted average is obtained on dividing the weighted totals by the
sum of

weights, let X1, X2......Xn occur with weights W1, W2.......Wn then

Weighted Average = Σ WiXi / Σ Wi

LIMITATIONS OF THE STUDY

The Project report had certain limitations that were unavoidable, however
wide the scope was some of the limitations are:

Abhinaya Varma Kamaraju 12

 The project report was designed on the belief that information pro-
vided by the respondents is correct.

Respondents provided information in hurry so accuracy can’t be ex-

pected

The study can’t be generalised for a long time as employees interest

will be changing
rapidly over a period of time.

Many employees are reluctant in disclosing the true information, so

the researcher had to proceed with incomplete information.

The findings were substantially based on information given by the

respondents and in many cases, subjective bias cannot be completely ruled
out.

Abhinaya Varma Kamaraju 13

 CHAPTER 2
Industry And Company Profile

Abhinaya Varma Kamaraju 14

Peacock Solar was born out of the vision to empower India’s 50 million house-
holds with access to clean energy. Peacock solar leverages data analytics and
innovative finance to make solar affordable and reliable for homeowners across
the country. We offer highest quality of technical expertise in our end-to-end
suite of solar panel installation services. We are proud to be recognised by Cli-
mate Finance Lab as one of the top 9 global ideas for sustainable development

in 2018 cycles and funded by UNICEF to further our vision of getting solar at
every home.

About us:

Abhinaya Varma Kamaraju 15

To thrive in times of urbanisation, we tend to focus on the instant gratification
of our needs. We at Peacock Solar-residential rooftop solar company, aspire to
meet your energy needs sustainably. Peacock Solar a residential rooftop solar
company aspires to meet your energy needs sustainably.

Chapter 3
Theoretical Framework

Abhinaya Varma Kamaraju 16

 Topic related concepts

In 1986, the term “Work-Life Balance” was first identified, but it’s usage in ev-
eryday language was still sporadic for a certain number of years. Although, in-
terestingly work-life programs existed in early years such as 1930, but people
did not recognise them.
Before the Second World War, the W.K. Kellogg Company created some flexi-
ble work hour shifts for their employees who replaced the traditional daily
working hours, and the new shift resulted in increased employee efficiency and
morale. In 1977, Rosabeth Moss Kanter, for the first time in his influential
book, Work and Family in the United States: A Critical Review and Agenda for
Research and Policy, raised the issue of Work-Life Balance and brought it to
the forefront of organizations and research. This concept forces organizations to
follow work-family friendly environment.
However during the 1980s the importance of work-life balance acknowledged
all over the world and many multinational companies introduced the policies
and measures to secure the rights of the workers and tried to maintain a right
balance in their culture.

There are new ways to make work ‘work’ that benefit both employers and em-
ployees. In fact, research shows that flexibility is a critical component of work-
place effectiveness and that employees who work in flexible and effective work
places are more likely to:
Be engaged in their jobs and committed to helping the company succeed.
Plan on staying with their employers.
Be satisfied with their job, which translates to good customer service.
Exhibit better mental health and well-being.

Abhinaya Varma Kamaraju 17

 Review of Literature

Work life balance is, “The right balance of work and personal activities through
proper schedule an equal number of hours for each of your activities by plan
and priority". Work life balance provides the bonds that hold an individual with
their work and personal life. To be balanced with work and life, individual
should know himself or herself. Here some of the researchers states their study
report about work life balance.

According to Ray B. Williams FP careers Blog, work place, success IQ Uni-

versity states that We’ve gained a much greater understanding in recent years of
how work spills over into the home and vice versa. Interest in WLB has ex-
panded as both work and family pressures increases. The role of work has
changed throughout the world due to economic conditions and social demands.
Originally, work was a matter of necessity or survival. It has now evolved and
the composition of the workforce has changed. Now work is also a source of
personal satisfaction. Work life balance has a prong approach. One prong is
what the employer does for the employee in the form of flexible work arrange-
ments and benefits. The other prong is what the employee does for himself/her-
self, and this is often overlooked.
Thus to guide for both employee and employers about the issues of work- life
balance? Here are some thoughts:

WLB does not mean equal balance. Every day of life is fluid and the balance
should be seen that way.
Individuals WLB will vary over the long term
There is no perfect one-size-fits-all balance program

Abhinaya Varma Kamaraju 18

To be effective, WLB must address the issues of both achievements and enjoy-
ment Four quadrants of WLB must be included: work, family, friends and self.

According to the Julie Hurst & Amanda Edwards shows the types of issues
that causes major headaches in workplaces all over the world. While attention is
being paid to issues like childcare, flexible working, home working and similar
initiatives, much less support is being offered for these, “everyday” difficulties.
Ye not only do issues like these cause so many problems, those who battle with
them often find themselves feeling too drained to take time out to look at new
ways of handling them.

Having been made aware of this situation, we have spent time researching and
developing useful tools and techniques that we feel will make a huge positive
impact, including looking at how this can be achieved as quickly as possible.
Our answers to the problem has been to develop a suite of rapid learning cap-
sule each dedicated to a different aspect of the problem, but also capsule of be-
ing put together to form a cohesive program of change for organizations facing
particular issues such as re-organization, increases in workload, or high levels
of work place stress.
Thus, the learning capsules are termed Red Button sessions as they are a rapid
response to an immediate need. They are build around the model of learn, prac-
tice, understand, take-away and use- with each one lasting between 90 and 120
minutes and containing the essential essence of each topic. The goal is for par-
ticipants to leave with’ new behaviors’ and skills they can use that day.
According to Nick Halpin PhD, The counseling service, the University of
Dundee: A balance d life is one where we spread our energy and effort – emo-
tional, intellectual, imaginative, spiritual, and physical – between key areas of
importance. The neglect of one or more areas, or anchor points, may threaten
the vitality of the whole. The term work -life balance was first coined in1986 in
reaction to the unhealthy choices that many Americans were making in favor of
the work place, as they opted to neglect family, friends, and leisure activities in
the pursuit of corporate goals.

Much of the following derives from the newspaper articles, internet items and
from Madeleine Bunting excellent review of this topic in her recent book’ Will-
ing Slaves’- How the overwork culture in ruling our lives’ ( Harpes
Collins,2004). The facts are easy to come by and they make startling reading:
American in full-time employment increased their weekly average hours of
work between 1977 and 1997 by 3.5 hours, taking it to 47.1 hours. In a study of
Abhinaya Varma Kamaraju 19
 UK work place managers by Wheatley (2000), 65% said work was damaging
their health and 77% admitted that it affected their relationship with their chil-
dren. The office of National statistics (ONS) found that most couples spend
more times apart than together, with most of the times that they do share spent
watching televisions. Based on 21,0000 diaries. The ONS discovered that the
average British couple spends just 15 minutes a day enjoying a social life with
each other (Independent, 16 July 2004).

Chapter 4
Analysis of Study

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 CHAPTER-V
FINDINGS AND CONCLU-
SIONS

Abhinaya Varma Kamaraju 28

 FINDINGS OF THE STUDY
• The majority of the respondents are males.
25% of workers are under the age category 36-40.
• 32% of the respondents are qualified up to UG.
40 % of employees never cancel appointments with their spouse/
friends/family due to work related commitment.
50% of employees disagree stressful even after leaving the work place.
• 45% of employees say that the promotion or transfer due to family re-
lated reasons will seriously hurts ones career progress.
60% of the employees current employment status is of permanent.
• 67% of employees strongly agree to spend rest of their career in this or-
ganization.
50% of employees strongly agree to discuss about their organization to
outside peoples.
• 49.3% of the employees working hour extremely suits with current work
life balance. 80% of employees are given a copy of organizational WLB
policies.
• 60% of the employees not feel constrain to report their daily work.
25% of employees suggesting their opinion that knowing yourself and
resolving conflict skills create a satisfactory work life balance.
62% of employees think that there is way to improve other WLB ar-
rangements at Hindustan Unilever Limited.
60% of employees strongly agrees that they can easily balance work &
family.
66% of employees are hoping to be promoted within the next two years.
• 40% of employees are never expected to work too many hours.
From the chi-square test, it is found that there is significant association
between age of the respondents and their work life balance.
From the chi-square test, it is found that sex of the employee and ap-
pointment cancellations due to work related commitment are dependent
variables.

• From weighted average method, we infer that the respondent disagree in

their opinion regarding their level of stress even after leaving the work
place.
From weighted average method, we infer that the respondent agree in

Abhinaya Varma Kamaraju 29

 their opinion regarding their happiness to spent rest of their career with
this organization

CONCLUSION
“A study on work life balance among the employees in Hindustan
Unilever Limited is focus on analysing the importance of work life bal-
ance.
To conclude with the study, it is found that the work life balance among
the employees at Hindustan Unilever Limited is moderate. The organiza-
tions allow to utilize the WLB benefits but some innovations has to be
done for further improvement. The company has paid less attention to-
wards WLB benefits.
From the research it is well identified that quality of work life can be bal-
ance effectively among the employees in Hindustan Unilever Limited.
Hence, the management should take necessary steps to improve the work
life balance among the employees.
Based on the information collected from the employees, are satisfied with
the activities of work life balance.

Abhinaya Varma Kamaraju 30

BIBLIOGRAPHY

Abhinaya Varma Kamaraju 31

• Kothari.C.R, “ Research Methodology”,Wishwa Prakasham,1999
Uma Sekaran, “ Research Method For Business” ,John wiley &
Sons,Ltd Publication,2007
• P.N.Arora & S.Arora, “ Statistics For management”, S.Chand & com-
pany Ltd publications,2007
• Journal article by Anne Wilcock, Marina Wright; Public Personnel Mgt,
Vol. 20,1991
OTHER WEB SITE LINKS

• http://www.worklifebalancecentre.org/nickhalpinl.php

• htpp://www.workfamily.com/Work-lifeClearinghouse/TipoftheMonth/
tip0020.htm

• htpp://www.worklifebalancecentre.org/articleflex.php

• http://www.bussinessweek.com/managing/content/mar2009/
ca2009037-73419.htm?c ...

• www.google.com

THE END

Abhinaya Varma Kamaraju 32