ANALYSIS OF CARRER PROGRESSION OF MARRIED WOMEN

EMPLOYEES IN BANKING SECTOR WITH SPECIAL REFERENCE TO

ANGAMALY MUNICIPALITY

PROJECT REPORT SUBMITTED TO THE

UNIVERSITY OF CALICUT

IN PARTIAL FULFILMENT OF THE REQUIREMENTS FOR

REQUIREMENTS FOR THE AWARD OF THE DEGREE OF

BACHELOR OF BUSINESS ADMINISTRATION

SUBMITTED BY

DONA BENNY

NIAVBBAR10

UNDER THE GUIDANCE OF

DR. ANTONY GEORGE

ASSISTANT PROFESSOR
DEPARTMENT OF COMMERCE

NAIPUNNYA INSTITUTE OF MANAGEMENT AND INFORMATION

TECHNOLOGY PONGAM, KORATTY – THRISSUR

March 2024
 NAIPUNNYA INSTITUTE OF MANAGEMENT AND
INFORMATION TECHNOLOGY, PONGAM

BONAFIDE CERTIFICATE

Certified that this project report ‘ANALYSIS OF CAREER PROGRESSION OF

MARRIED WOMEN EMPLOYEES IN BANKING SECTOR WITH
SPECIAL REFERENCE TO ANGAMALY MUNICIPALITY’ is the bonafide
work of DONA BENNY who carried out the project work under my supervision.

Signature of HoD Signature of Supervisor

Dr. Mathew Jose K Dr. Antony George
Dept. of Commerce Assistant Professor
Dept.of Commerce

Rev. Fr. Dr. Paulachan K.J.

Principal
 DECLARATION

I, Dona Benny, hereby declare that the project report entitled ‘ANALYSIS
OF CAREER PROGRESSION OF MARRIED WOMEN
EMPLOYEES IN BANKING SECTOR OF ANGAMALY
MUNICIPALITY’ has been prepared by me and submitted to the University
of Calicut in partial fulfilment of the requirements for the award of the
Bachelor of Commerce is a record of original work done by me under the
supervision of Dr. Antony George of the Department of Commerce,
Naipunnya Institute of Management and Information Technology. I also
declare that this Project work has not been submitted by me fully partially
for the award of any Degree, Diploma, Title or recognition before any
authority.

Place: DONA BENNY

Date: Reg.no: NIAVBBAR10

 ACKNOWLEDGEMENT

It gives me immense pleasure to express my gratitude to all those who have

helped me in the successful completion of this project work. First and
foremost, I would like to thank and praise Almighty God who has granted
countless blessings, strength, knowledge and confidence enabling me to
successfully complete my project on time.
I extend my heartfelt thanks to our Principal Rev. Fr. Dr .Paulachan K.J
for giving me a wonderful opportunity to do this project work as a part of my
curriculum. also, my gratitude goes to Head of Department Dr. Mathew Jose
K who patiently saw me to the completion of this research work. My
profound gratitude goes to my wonderful faculty guide Dr . Antony George
for his invaluable support, time and guidance in seeing me to the successful
completion of this project work. I am highly indebted to her for her
assistance. I also extend gratitude and appreciation to all faculty members of
commerce department who have taught me at one point or the other. May
God continue to bless, protect and guide them all.
I would like to express my gratitude to all who have contributed for the
completion of my project. Last but not the least; I extend my gratitude to my
parents, friends and all those who have extended their help and support by
providing me with all the necessary materials, guidance and advices needed
for the successful completion of my project.
Place: Pongam, Koratty Dona Benny
Date: NIAVBBAR10
 TABLE OF CONTENT

CHAPTER
TITLE PAGE
NO.
NO.

I INTRODUCTION 1

II REVIEW OF LITERATURE 7

III THEORETICAL FRAMEWORK 11

DATA ANALYSIS AND

IV 16
INTERPRETATION

V
FINDINGS, SUGGESTIONS AND
36
CONCLUSION

BIBLOGRAPHY

APPENDIX
 LIST OF TABLES

TABLENO. TITLE PAGENO.

4.1 Age 16
4.2 Education qualification 17
4.3 Marital status 18
4.4 Salary 19
4.5 Experience 20
4.6 Analysis of Network effectiveness 21
4.7 Money-spend by the company helping the 22
career advancement
4.8 Satisfaction level of programs 23
4.9 Being married has changed the goals 24
4.10 Family obligations forced to give up on 25
professional goals
4.11 Difficulty to juggle their obligations 26
4.12 Organisational culture takes into account of 27
particular difficulties
4.13 Marital status has affected task or project 28
given at work
4.14 Flexibility provided by the bank to meet their 29
obligations
4.15 Bank’s policy helps to tackle the obstacles 30
4.16 Career development opportunities are 31
impacted by perception
4.17 The banks strict rules make difficult to 32
progress
4.18 Discrimination faced by married women 33
4.19 Division of duties 34
4.20 Opportunities for professional development 35
are discriminated
 LIST OF FIGURES

Tb.NO. TITLE Pg.NO.

4.01 Age 16

4.02 Education qualification 17

4.03 Marital status 18

4.04 Salary 19

4.05 Experience 20

4.06 Analysis of Network effectiveness 21

4.07 Money spend by the company helping the career advancement 22

4.08 Satisfaction level with bank training programs 23

4.09 Being married has changed their goals 24

4.10 Family obligations forced to give up on professional goals 25

4.11 Difficulty to juggle their obligations 26

4.12 Organisational culture takes into account of particular 27

difficulties
4.13 Marital status has affected task or project given at work 28

4.14 Flexibility provided by the bank to meet their obligations 29

4.15 The policies of the bank 30

4.16 Career development opportunities are impacted by perception 31

4.17 The banks strict rules 32

4.18 Discrimination faced by married women 33

4.19 Division of duties 34

4.20 Opportunities for professional development are discriminated 35

CHAPTER I

INTRODUCTION
 CHAPTER II

REVIEW OF LITERATURE
 CHAPTER III

THEORETICAL FRAMEWORK
 CHAPTER IV

DATA ANALYSIS & INTERPRETATION

 CHAPTER V

FINDINGS, SUGGESTIONS AND CONCLUSION

 BIBLIOGRAPHY

• Adams, S., & Gupta, S. (2020). Women in the Banking Sector:

Challenges and Opportunities. International Journal of Business
Management, 15(2), 78-89.

• United Nations Development Programme. (2021). Gender Equality in

the Workplace: Policy Brief.

• Smith, N., & Smith, V. (2022). Gender and Careers in the Banking
Sector: A Comparative Study. Gender & Society, 36(1), 123-145.

• Sophia J. Ali. “Challenges Facing Women Employees In Career

Development: A Focus On Kapsabet Municipality, Kenya” International
Journal of Current Research 3.8, (2011) 196-203.
• Gunavathy, “A study of work life balance in BPO Sector”, University of
Madras, Chennai 2007.
• Parveen, S., 1984. An investigation into the problems of working women.
M.Sc. Thesis, Department of Rural Sociology, University of Agriculture,
Faisalabad.
• Aggarwal, Nidhi. 2015. Work Life Balance in E-Age: A Study of Women
Employees. International Journal of Computer Science and Technology
6: 79–85.
 APPENDIX
(Questionnaire for the Analysis of Career Progression of
Married Women Employees in Banking sector of Angamaly
Municipality)
1. Age :
• Below 25
• 25-34
• 35-44
• 45 and above

2.Educational Qualification:
• Graduation
• Post Graduation
• Doctorate
• Professionally Qualified

3.Martial status
• Married
• Widow
• Divorced

4.Salary
• Upto 10,000/- 10,000 - 20,000
• 20,000 and above

5.Experience
• Less than 1 year
• 5 year
• Above 5 years

6.As a married woman working in the banking industry. Do you think

networking is essential for the career advancement.
• Yes
• No
• Maybe
 7.Do you believe that the money your company spends helping the career
advancement of married women who work there.
• Yes
• No
• Maybe

8.Expected level of satisfaction with your bank training and development

programs.
• Very satisfied
• Somewhat satisfied
• Very dissatisfied
• Somewhat dissatisfied
• Neither satisfied nor dissatisfied

9.Do you think that being married has changed your goals for your
career
• Yes
• No
• Maybe

10. Have there ever been instances where family obligations forced
you to give up on your professional goals.
• Yes
• No
• Maybe

11. Married women in the banking industry find it difficult to juggle

their obligations to their families and their careers.
• Strongly disagree
• Disagree
• Neutral
• Agree
• Strongly agree

12. The bank's organisational culture takes into account of particular

difficulties faced by married women workers.
• Strongly agree
• Agree
• Disagree
• Strongly disagree
• Neutral

13. My marital status has affected which difficult tasks or projects I

have been given at work.
• Strongly agree
• Agree
• Disagree
• Strongly disagree
• Neutral

14. The bank gives married women employees enough flexible to

meet their obligations to their families.
• Strongly disagree
• Disagree
• Neutral
• Agree
• Strongly agree

15. The policies of the bank effectively tackle the unique obstacles
that married women encounter when attempting to advance in their
careers.
• Strongly disagree
• Disagree
• Neutral
• Agree
• Strongly agree

16. Married women's career development opportunities in the

banking industry are adversely impacted by the perception of
traditional gender roles.
• Strongly agree
• Agree
• Disagre
• Strongly disagree

17. The bank's strict rules make it difficult for married women to
progress in their careers.
• True
• False

18. When it comes to promotions, married women experience

discrimination based on their marital status.
• Strongly disagree
• Agree
• Disagree
• Strongly agree
• Neutral

19. Married women's career advancement is adversely affected by

the division of duties within the company, which is influenced by their
marital status.
• Strongly disagree
• Disagree
• Neutral
• Agree
• Strongly agree

20. Opportunities for professional development are often

discriminated against for married women.
• Strongly disagree
• Disagree
• Neutral
• Agree
• Strongly agree