CHAPTER-I

1.1. INTRODUCTION
There was a time when priorities were seen as distinct for work and personal life. However,
organisations and employees alike are becoming more aware of the need to maintain work-life
balance as a result of globalisation and mounting work-related stress. The issue for workers who
spend a significant portion of their workdays at work, or who occasionally put in long hours, is
striking a balance between their personal and professional obligations.

Employee demand for preserving a work-life balance has increased beyond recognition, and
management has also realised its significance given the current circumstances. Work-life balance
will be a prominent topic of discussion in boardrooms in the future, and management and HR
professionals will have to deal with this issue on a daily basis.
The phrase "work-life balance" describes how to effectively manage or strike a balance between
paid job and one's expected personal or societal commitments. Employee well-being and
organisational productivity can be impacted by work life in a variety of ways.

The presence of a certain set of organisational policies or procedures is known as quality of work
life. This definition typically makes the case that the use of democratic management techniques,
enriching work environments, treating employees with dignity, and providing safe working conditions
all contribute to high quality work-life experiences.

QUALITY OF WORK LIFE

Work Quality Life is a term used to describe how happy, motivated, involved, and committed people
feel about their life at work.

The ability of employees to meet their significant personal requirements while working for the
company is measured by their quality of work-life. Employers who wish to improve their workers'
quality of work life typically work to foster in them a sense of internal democracy, security, equity,
pride, ownership, autonomy, responsibility, and flexibility.

An organisation needs a high quality of work environment to draw in and keep talented and skilled
workers. It is a growing measure of a company's ability to sustain itself. An organisation produces
happier workers and a healthier work environment before it improves QWL. Improved efficacy,
inventiveness, and overall organisational success can be attained through high-quality work
environments. It expresses the freedom of each employee to customise his job duties to fit his own
requirements and interests.

The agreement that exists between workers and their employer is known as the quality of work life.
It enhances a person's life at work and in their family.

DEFINITION:

Richard and J. Loy define Quality of Work Life means “the degree to much the members of the working
organization are able to satisfy important personnel needs through their experience in the organization.”.

The concept of quality of work life encompasses various aspects such as the relationship between employees
and the overall work environment, consideration for the impact of work on individuals and organizational
effectiveness, and involvement in problem solving and decision making within the organization. The
application of organizational goals is critical to any organization's success. Individual goals must be satisfied
in order to attain organizational goals since the development, utilization, and accomplishment of
organizational and human resource goals are strongly correlated with the quality of work-life. This study's
research model was built around the variables influencing quality of work-life (QWL) and the connections
between QWL and employee happiness in private limited companies.

A diverse range of factors affect the quality of work life for individuals, organisations, and industries,
ultimately influencing employee motivation or demotivation. Given the established correlations between
motivation and productivity as well as the quality of work life, a study of these variables is crucial.
Furthermore, a thorough understanding of these elements can aid in lowering the steadily rising conflict levels
and, consequently, employee attrition in the workplace.

Work/life balance, in its broadest sense, is defined as a satisfactory level of involvement or ‘fit’ between the
multiple roles in a person’s life. Work/life balance can be achieved and it has received attention from
employers, workers, politicians and the media. In this particular context in focus on the current skill shortages
and the prospect of ageing workforce which is now a crucial part of organizations in order to grasp work/life
balance practices to pull in and hold ability, from conventional sources as well as from undiscovered and
differing social gatherings. These are the gatherings whose way of life can often demand more noteworthy
regard for work/life balance: working mothers, develop laborers and some minority gatherings.

More importantly the organizations are not giving genuine chance for the employee work/life balance are
opening themselves up to expanding quantities of disappointed and ineffective representatives and henceforth
expanded whittling down rates. Moreover just creation of work/life policy framework is not sufficient;
fostering an organizational culture that encourages the utilization of accessible approaches is also of great
significance. This study investigates the notion of work/life balance, which also includes the actual experience
of grounded benefits for employers and employees.

The study also additionally moves a portion of the expository presumptions related with work/life balance

COMPANY PROFILE

Parambariyam Farmer Producer Company Limited is a Private incorporated on 11 January 2017. It

is classified as Non-govt company and is registered at Registrar of Companies, Coimbatore. Its
authorized share capital is Rs. 1,800,000 and its paid up capital is Rs. 3,471,000. It is inolved in
Farming of animals
Parambariyam Farmer Producer Company Limited's Annual General Meeting (AGM) was last held
on N/A and as per records from Ministry of Corporate Affairs (MCA), its balance sheet was last filed
on 31 March 2020.

Directors of Parambariyam Farmer Producer Company Limited are Athiappan Moorthi, Gowthaman
Rajan, Ragunathan Varutharajan, Ashok Kumar, Rajasegar Kanakambal Ganapathy and Rajavel
Saranya.

Parambariyam Farmer Producer Company Limited's Corporate Identification Number is (CIN)

U01220TZ2017PTC028357 and its registration number is 28357.Its Email address
is ashokkumar.kanagaraju@gmail.com and its registered address is 7/219,ONPATHAMPALIKADU
KARKOODAIPATTI NAMAKKAL Namakkal TN 636202 IN.

Current status of Parambariyam Farmer Producer Company Limited is - Active.

Company Details
CIN U01220TZ2017PTC028357

Company Name PARAMBARIYAM FARMER PRODUCER

COMPANY LIMITED

Company Status Active

RoC RoC-Coimbatore

Registration 28357
Number

Company Company limited by Shares

Category

Company Sub Non-govt company

Category

Class of Private
Company

Date of 11 January 2017

Incorporation

Age of Company 6 years, 11 month, 19 days

Activity Farming of animals

Click here to see other companies involved
in same activity.

Number of 0
Members

Director Details
DIN Director Name Designatio Appointment
n Date

01096176 ATHIAPPAN MOORTHI Director 11 January View other

2017 directorships

07650258 GOWTHAMAN RAJAN Director 11 January View other

2017 directorships

07652983 RAGUNATHAN Director 11 January View other

VARUTHARAJAN 2017 directorships

07652996 ASHOK KUMAR Director 11 January View other

2017 directorships

07653006 RAJASEGAR KANAKAMBAL Director 11 January View other

GANAPATHY 2017 directorships

07653620 RAJAVEL SARANYA Director 11 January View other

2017 directorships

1.2 OBJECTIVE OF THE STUDY

PRIMARY OBJECTIVE
 A study on work life balance with reference to Parambariyam Farmer Producer Company
Limited

SECONDARY OBJECTIVE

 To identify the measures of balancing employees work with

life

 To study the level of stress between work & personal life.

 To suggest suitable measures to improve work life balance

 To study about how the representative helps in balancing both work and family

 To understand about Job sharing

1.3 SCOPE OF THE STUDY

• The study's scope includes all department employees in order to comprehend their perspectives
on the quality of work life.
• Having an manufacturing sector would make it easier for me to understand the measures when
there are a reasonable amount of personnel in the company.
• This will offer me with an examination of the current environment for preserving a balance in my
quality of work-life balance.
• The scope will give me the employees' viewpoints regarding the management and vice versa.

1.4 LIMITATION OF THE STUDY

 Only the domestic market is the focus of this study.

 We have not studied the international recruitment process here.
 Sample size is limited due to the limited period allocated for the survey
 The analysis is completely based on the information provided by
the employees and hence could be biased.
 Taking appointment of the respondents became a little difficult.
 1.5 NEED OF THE STUDY

The aim of the study was to know the work life balance at Parambariyam Farmer Producer Company Limited.
The following needs have proposed me to choose the project on work life balance.
The work life balance is an important tool for effective performance of the employee. Work life balance helps
to understand about how the stress in personal life affect the professional life of the employee.