AURORA’S POST-GRADUATE COLLEGE

Accredited by NAAC with‘ A+’ Grade

PROJECT SYNOPSIS

Name of the Student : P. DIVYA

Course : MBA

Academic Year : 2021-2023

Hall Ticket No : 1302-21-662-205

Title of the Project : A STUDY ON WORK LIFE BALANCE

NAME OF THE COMPANY: HYUNDAI MOTORS LTD

Name of the Guide :

Date of Submission :

Signature of the Student Signature of the Guide

College Seal
 A

SYNOPSIS ON

A STUDY ON WORK LIFE BALANCE

AT

HYUNDAI MOTORS LTD

Project Synopsis submitted in partial fulfillment for the award of the Degree

of

MASTER OF BUSINESS ADMINISTRATION

By

P. DIVYA

1302-21-662-205

AURORA’S POST-GRADUATE COLLEGE

Accredited with ‘A+’Grade by NAAC

Ramanthapur, Hyderabad – 500 013

(2021-23)
 TABLE OF CONTENTS
S. No Description Page No

1 INTRODUCTION

1.1 Definition of Expatriate -

1.2 Need for the Study -

1.3 Problem Statement -

1.4 Significance of the Study -

1.5 The Objectives of the Study -

1.6 The Hypotheses of the Study -

1.7 Scope of the study -

2 REVIEW OF LITERATURE

2.1 Theoretical Reviews -

2.2 Articles -

3 RESEARCH METHODOLOGY

3.1 Research Design -

3.2 Sampling Procedure -

3.3 Sample Size -

3.4 Methods of Data Collection -

3.5 Questionnaire Design -

3.6 Reliability test -

3.7 Statistical Tools -

CHAPTERIZATION -

BIBLIOGRAPHY -
INTRODUCTION:

The concept of work-life balance

The term work life balance (Work Life Balance) was coined in 1986 in response to the

growing concerns by individuals and organizations alike that work can impinge upon the

quality of family life and vice-versa, thus giving rise to the concepts of “family- work

conflict” (FWC) and “work-family conflict” (WFC). The former is also referred to as

work interferes with family” (WIF) while the latter is also known as “family interferes

with work”(FIW). In other words, from the scarcity or zero-sum perspective, time

devoted to work is construed as time taken away from one’s family life. Work/life

programs existed in the 1930s. The policies and procedures established by an

organization with the goal to enable employees to efficiently do their jobs and at the

same time provide flexibility to handle personal concerns or problems at their family

People entering the workforce today are more likely to turn down to promotions if it is

new job means, the employee is having to bring more work to home.

In most developing countries, at least until recently, only men worked outside of the

home. The old, established joint Hindu family system facilitated a clear division of

responsibilities between the old and the young in terms of decision making, the oldest

male member in a patriarchal society is the head of household and would make all the

important decisions; male and female the men would work outside the household,

whereas the women are responsible for raising children and taking charge of a myriad

household responsibilities, including in some low-income families in certain parts of

India, walking many miles each day to fetch water and fire wood. More recently, the

scarcity perspective has given way to the expansion enhancement approach that views
that work can facilitate participation at home and vice-versa. This has given rise to the

concepts of “work-family facilitation” (WFF) and “family-work facilitation” (FWF)

where experiences acquired at work can facilitate participation at home and vice-versa.

These two notions have contributed to the construct of work life balance where a

balanced life consists of work and family that are mutually reinforcing-the family

experiences of workers can enrich their contribution to work and organizations, and vice-

versa.

Work-life Balance Definition& Implications

Implications: The word Work-Life Balance is sometimes considered as interwoven

with Work-family conflict. However, it can be argued that the latter is more limited in

scope than the former because the focus in work-family conflict is more on the relations

between work & family. It is also referred to as family friendly work arrangements,

(FFWA), and in international literature, as alternative work arrangements (AWA). Work-

Life Balance is the relationship between time and space of work & non-work in societies

where income is predominantly generated and distributed through labor markets. Work-

Life Balance is being aware of different demands on time and energy saving the ability

to make choices in the allocation of time and energy knowing what values to apply.

Much confusion and ambiguity surrounds in understanding and defining the term Work –

Life Balance.
2.2.4 History

The work leisure dichotomy was invented in the mid 1800’s. Paul Krassener remarked

that anthropologists use a definition of happiness that is to have as little separation as

possible “between your work and your play“. The expression “work life balance” was

first used in the United Kingdom in the late 1970’s to describe the balance between an

individual’s work and personal life. In the United States, this phrase was first used in

1986.

Most recently, there has been a shift in the workplace as a result of advances in

technology. Employees have many methods, such as emails, computers, cell phones

which enables them to accomplish their work beyond the physical boundaries of their

office. Researchers have found that employees who consider their work roles to be on

important component of their identities will be more likely to apply these communication

technologies to work while in their non-work domain.

Many authors believe that parents being affected by work life conflict will either reduce

the number of hour’s one works where other authors suggest that a parent may run away

from family life or work more hours at a work place. This implies that each individuals

views work life conflict differently.

Employee assistance professionals say there are many causes for this situation ranging

from personal ambition and the pressure of family obligations to the accelerating pace of

technology. According to a recent study for the centre for work life policy, 1.7 million

people consider their jobs and their work hours excessive because of globalization.
STATEMENT OF PROBLEM

The study on work life balance throws light on the balance maintained by the employees

between their work and lifestyle. Work and life are two most important priority of any 41

person and problems arise when there is an imbalance between these two. If work and life is

not properly balanced it can adversely affect each other and can increase job dissatisfaction,

affect family relations, stress related diseases and also productivity of the firm. The study can

help the organization in improving the work life balance of employees and thereby advance

their overall performance and production. When the firm takes more care about the work life

balance of the employees, they may improve they performance and thus the profit of the firm

increases. Also the employees can understand more about the importance of balance between

work and lifestyle. Therefore it is important to have a research study on work life balance of

employees.

SIGNIFANCE OFD THE STUDY

 This research may also yield some discoveries concerning individuals’ abilities to
achieve work life balance while managing a career as an institutional advancement
professional.
 This information may encourage changes in policy and practice within their
workplaces or those of other institutions.
 Several groups may be interested in the results and conclusions of this research study.
 This research study may be of interest to those exploring work life balance
dimensions and theory
 Need / Purpose of the study

1. The purpose of the study is to analyze the balancing of the work life of the employees.
2. To study the level of stress facing by them, how the employees are balancing their
personal and work life.
3. To study the importance of work-life balance.

OBJECTIVES OF THE STUDY

1. To study the level of job satisfaction of employees.
2. To study the various modes through which employees balance their work-life and
personal life.
3. To analyze different alternatives used by an employee to control stress facing by them
and managing time and punctuality at work place.

HYPOTHESIS OF STUDY

H0: To study factors influential on work life balance.

H1: To study the level of satisfaction with reference to organization equipment’s

and policies.

H2: To study the nature and significance of human resources and the policies.
.
Scope of the study

Work-life is one such big task to be managed by many people as we know, and in this
study it is analyzed that how the employees usually balance their work-life, the level
of stress they are facing, and the measures they took to get over from it. The study
proceeds with a sample size of 100 employees. As it was a hectic thing to manage
both the work and personal life, many people were having their way of balancing their
work-life and it is going to analyze how they are doing that.
LITERATURE REVIEW

Work –life balance is not the allocation of time equally among work, family and personal
demands. In literature, it is also emphasized that work-life balance is subjective phenomenon that
changes from person to person. In this regard, work-life balance should be regarded as allocating
the available resources like time, thought and labour wisely among the elements of life. While
some adopt the philosophy of ‘working to live’ and sees work as the objective, others consider
“living to work” and situated work into the center of life.

In modern time, there has been an increase in the thought of the burdens that work has on
family as well as life of employees. This has prompted exploration bordering on wok-life
(WLB). In an environment where there is high level of competitive weights stemming largely
from labors to bring excellence service, the weightiness of this on workers are massive. This
is so because the question of conflict or line between people’s private lives and occupational
stress is critical to understanding how organizational can leverage on their performance and
productivity levels as well as motivating staff for employee commitment (Deery, 2008;
Cannon, 1998; Aluko, 2009). Till recently, the subject of WLB was regarded mostly as a
Western idea; but this has drastically changed as African (Nigerian) women have taken up
paid employment in the contemporary era in order to be part of provision of family needs.
Nevertheless, this has also come with a huge price as families, organizations and social lives
are impacted in the process. In its list of the 100 best companies to work for, Fortune
magazine identifies organizations that make an effort to assist employees in managing the
duties of work and family (Muse et al., 2008). Thus, organizational efforts for ensuring
employees‟ work-life balance are needed and valued more than ever. Many researchers have
generally agreed on the important role of work-life balance as it is related with an
individual’s psychological well-being and overall sense of harmony in life, which is an
indicator of balance between the workplace role and the role in family (Clark, 2000; Marks
&McDermid, 1996).

Recent research shows that both employees and organizations benefit from successfully
balanced work and family life (e.g., Greenhaus& Powell, 2006; Hammer et al., 2005).

Work-life balance enhances their well-being and family satisfaction (Grzywacz, 2000). In
work domains, the absence of work-life balance causes poor performance and more
absenteeism of employees (Frone et al., 1997), but balanced work and family life is
associated with increased job satisfaction and organizational commitment (Cegarra-Leiva et
al., 2012; Wayne et al., 2004). In other words, employees‟ work-life balance experiences
deepen their role-related engagement, which is related to organizational performance
improvement (Carlson et al., 2006)

Maintaining work-life balance has been the focus of industries’ human resource practitioners
amidst the demanding nature of work and the workers’ personal endeavors in the age of
information and technology. The fast-paced life, the instant accessibility of almost anything does
not put the individual in a more lax state; instead, it pushes the person to do more with the
seemingly more time in his/her hands. The individual engages himself/herself with more
activities in and out of the office than usual as this seems to be supported by the adoption of
flexibility measures in the workplace. The availability of technology anywhere which aids in the
connectivity of people 24/7 further delineates the boundaries between work and personal life.
Work-life balance “is the stability characterized by the balancing of an individual’s life
complexity and dynamism with environmental and personal resources such as family,
community, employer, profession, geography, information, economics, personality, or values”
(Crooker et al, 2002: 389). The linkage of work and personal aspect of lives has always been
emphasized (Bruck et al., 2002; Gibson, et al., 2006). Gibson et a. (2006: 197-198) offered two
explanations regarding the interconnectedness of work and life in the organizational setting: (1)
the compensation effect implies that employees tend to compensate for low work or personal life
satisfaction by seeking contentment in the other domain; and (2) the spillover view that indicates
that job satisfaction spills over into one’s work life and vice versa. Work-life balance is different
for every individual in different stages of life. An individual who is fresh out from college and
single would have a different notion of work-life balance compared with an individual who may
be single but have certain ‘obligations’ to his/her family and again different for a married
individual with kids, more so for single parents. According to Johnson (2005) the employees’
age, lifestyle, and environment play important role in one’s perception of work-life balance. The
conflict between work and family spheres is also considered especially when there is role conflict
and strain (Friede and Ryan 2005; Kossek and Lambert 2005); added to this is the productivity
requirements in the workplace that often interferes with family responsibilities of individuals
employed in sectors relying heavily on shift work (Williams 2008).
ARTICLE 1:

Journal Name - Organizational Behavior and Human Performance, 16,

Title- Motivation through the design of work: Test of a theory.

Author: Hackman, J. R., & Oldham, G.R

Abstract:

In this journal, author suggested that the psychological growth needs are relevant to the

consideration of Quality of working life. Several such needs were identified; Skill variety,

Task Identity, Task significance, Autonomy and Feedback. They suggested that such needs

have to be addressed if employees are to experience high quality of working life.

ARTICLE 2:

Journal Name: Occupational Psychology, 52

Title: - Scales for the measurement of some work attitudes and aspects of psychologica well

being

Author: Warr. P, Cook. J and Wall. T

Abstract:

In an investigation of Quality of working life, the author suggested a range of apparently

relevant factors, including work involvement, intrinsic job motivation, higher order need

strength, perceived intrinsic job characteristics, job satisfaction, life satisfaction, happiness.

They discussed a range of correlations derived from their work, such as those between work

involvement and job satisfaction, intrinsic job motivation and job satisfaction, and perceived

intrinsic job characteristics and job satisfaction

Article 3:

Journal Name: Occupational Behavior, 5

Title: - Accounting for the quality of work life.

Author: Mirvis, P. H. and Lawler, E.

Abstract:

In this journal the author suggested that Quality of working life was associated with

satisfaction with wages, hours and working conditions, describing the “basic elements of a

good quality of work life as; safe work environment, equitable wages, equal employment

opportunities and opportunities for advancement.

Article 4:

Journal Name: Organizational Behavior, 12

Title: - Routinization of job context and job content as related to employees' quality of

working life

Author: Baba V. B., & Jamal, M

Abstract:

In this journal, the authorsuggested that the typical indicators of quality of working life,

including: job satisfaction, job involvement, work role ambiguity, work role conflict, work

role overload, job stress, organizational commitment and turn-over intentions. Baba and

Jamal also explored routinisation of job content, suggesting that this facet should be

investigated as part of the concept of quality of working life

ARTICLE 5:

Title: Work life balance challenges and solutions

Author: Nancy R. Lockwood HR Content Expert Journal: A new frontier in work-life

benefits. Employee Benefits Journal, 24, 4, 29-32.

Abstract: 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 article provides human resource professionals

with an historical perspective, data and possible solutions—for organizations and employees

alike—to work/life balance. Three factors—global competition, personal lives/family values,

and an aging workforce— present challenges that exacerbate work/life balance. This article

offers the perspective that human resource professionals can assist their companies to

capitalize on these factors by using work/life initiatives to gain a competitive advantage in the

marketplace.
 RESEARCH METHODOLOGY

1.4 METHODOLOGY:

The data collected from the employees are the primary data. To support the primary data,
required particulars have been gathered by referring to reputed magazines, books and
websites. The data so collected from both primary and secondary sources have been analyzed
and presented in the appropriate places.

RESEARCH DESIGN:
The researcher has used descriptive research. It is the research on existing present
environment and can report that what happens and what is happening. It is used for the
purpose of describing the association of the variable.

Data collection:-

1. Primary Data:
The data which is originally collected by the researcher for the first time is
termed as ‘Primary Data. The primary data has been collected thorough well-
structured questionnaires
 Questionnaire
 Observation
2. Secondary Data:
The data which are not originally collected but rather obtained from published
or unpublished sources is known as ‘secondary Data.’ The secondary data was
collected from journals, books, published articles, reports, surveys and the internet.
Apart from this, the information was also taken from the various news articles, which
appeared in The Economic Times and other leading newspapers and published
brochures
 Reports from company
 Business websites
 Articles
Sampling Method:-
 Convenience Sampling method :-
 Convenience sampling method is a non probability sampling method
and its equal chance to all the elements in a population to be selected as a
sample.
 Sample size is 50

SAMPLING UNITS:

The method of collecting the data to have an idea of the work life balance of employees,
methods of the research is questionnaire.

 SAMPLE SIZE - The sample size of the study is 100.

 SAMPLING METHOD – Random Sampling.
 SAMPLING TOOL- The sample tool is questionnaire.
1.6 Duration of the study

The duration of the study is 45 days.

LIMITATIONS OF THE STUDY

 The study is based on employee’s self-evaluation. So, there is a possibility of change

in the attitude in relation of the original attitude.

 The study is restricted to the employees of one company and so the results can be

generalized.

 Due to time constraint the sample size is limited to 100.

 CHAPTERISATION

CHAPTER -1 - INTRODUCTION

This chapter includes the introduction of the topic, need, scope, objectives of the

study, Project limitations and methodology of the study.

CHAPTER - 2 REVIEW OF LITERATURE

This chapter includes the theoretical background and articles written by different authors

and brief explanation of the topic.

CHAPTER - 3 - INDUSTRY PROFILE & COMPANY PROFILE

CHAPTER - 4 - DATA ANALYSIS AND INTERPRETATION

CHAPTER - 5 – SUMMARY AND CONCLUSION

This chapter includes the overall summary of the project and the conclusion based on

the study during the period.

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