Organizational Culture & Work life Balance

Group No. 5 (Sec B) Pratik(PGP13105) Deba Pratim (PGP13084) Vineet(PGP13127) Neelakshi(PGP13098) Priyanka(PGP13106) Krishna(PGP13092)

Introduction
Organization following Do more with less principal results stress . Indian workers on average approximately get ten paid holidays per year while British workers average twenty-five holidays and German employees thirty. Indians work twelve weeks more a year in total hours than Europeans. They decided to stay at work and use their vacation time to get caught up on their increased workloads. The work life balance for an employee is driven by the organizational culture that has been followed in the organization. Organizational culture defines how employees should behave in a given set of circumstances.

Purpose The purpose of this research involved analyzing the organizational culture of different industry segments
Indian Multinational Foreign Multinationals in India Indian Corporates, and Government and Public sector units

What factors of the organizational culture influences the work life balance and to what extend? What are factors that hinder the work life balance and to what extend?

Executive Summary
The primary objective of the research is to link the work culture with work life balance and to determine which work culture provides relatively better work life balance. Surveyed 131 people from different work culture backgrounds (Foreign Multinational Company functioning in India, Indian Multinational Company, Indian Corporate Company (Non Multinational) ) Surveyed people with respect to 18 distinct factors which would affect their work life balance, either positively or negatively. E.g. Flexi Work Timings, Support from managers and factors such as continuous work schedule, work pressure Surveyed extend to which these factors influence or would have influenced their work life balance or hinder their work life balance. Average Work life balance on index of 10 Foreign 6.8 Indian Multinational 6.3 Indian Non corporate 5.8 Foreign Multinational was a leader in almost all categories except few categories such as Support for family. Indian organizations were analyzed to exhibit conservatism in terms of factors such as flexible working hours and facilities such as work from home facilities Factors that hinder, negatively influence the work life balance were observed to be more in Indian corporate and Indian multinationals. Factors positively influencing the work life balance were more valued by the employees whose employers already provided the same than the employees whose organization dont provide it.

Research Background
Out of the 131 people 51% Foreign multinational company 31% Indian Multinational Company 12% Indian Corporate 6% Other(Government/PSU) Sectors IT, Banking, Manufacturing, Steel, Hotel Average work experience is 24 Months. Average Work Life Balance Index 6.6/10
Work Life Balance:
Work life balance is a concept which includes proper prioritization between work (Career and ambition) and life style (health, pleasure, leisure, family and spiritual development).

Organization Culture: Organization Culture includes the organization values, visions, norms, working language, systems, symbols, beliefs and habits

Flexible work, shift hours/ Work from home

50% of total working time of the day, while the rest of the working day is Flextime Advantages Allows employees to adopt their work hours Public transport schedules flexibility. Road Traffic avoidance. Increased Productivity. Reasons/Disadvantages Lack of trust Misuse of facility

Level of Influence for Flexi Timings and work life balance

Of the people who have the flexibility of the work hours the average level of influence was 3.91~4 Among those who dont have the facility of flexible work hours the level of influence is 3.33 which lies between moderately influencing to High Influencing. Of the people who have the Work From Home Facility the average level of influence was 4.054 which indicates it has a very high influence on their work life balance, Among those who dont have the Work From Home Facility excluding the industries such as Manufacturing and production where work from facility is not available the level of influence is 3.03 which indicates that it moderately influences the work life balance.

Both Flexi timings and Work from home facility have been rated as one of the top influential factors for work life balance.

Paid overtime/Compensatory of after working on Holiday

Overtime is the amount of time someone works beyond normal working hours. Normal hours may be determined in several ways: o By custom (what is considered healthy or reasonable by society) o By practices of a given trade or profession, o By legislation, Upon working on holiday employer should give compensatory off to the employees Even though strict law exist most employers dont compensate their employees for working extra through monitory benefits,
Most nations have overtime labor laws designed to dissuade or prevent employers from forcing their employees to work excessively long hours. Even though strict law exist most employers dont compensate their employees for working extra through monitory benefits.

Level of Influence Paid Overtime/Compensatory Off

The average level of influence for paid overtime is 2.8 The average level of influence for Overtime/Compensatory Off is 3.3 People do not prefer receiving monitory benefits to compensate their work life balance

Support from Managers

There are different ways in which an employer can support their staff such as: Providing proper training Creating positive work environment Motivating the employees to perform better Through recognition and rewards Providing scope for advancement

Support from colleagues

The demand to improve productivity has created a workplace environment of intense competition and increased stress for many. Paradoxically, these conditions often stymie organizational efforts to become more efficient and effective. Support from colleagues is very important in organizations since it reduces workplace stress and helps in increasing productivity of the employees.

Employee Assistance Programs:

EAPs are intended to help employees with personal problems that might adversely impact their work performance, health and well-being. EAPs generally include short-term counseling and referral services for employees and their household members. An EAP's services are usually free to the employee and their household members, having been pre-paid by the employer.

High Work Pressure

High Work Pressure is stress involving work Defined in terms of its physical and physiological effects on a person and can be a mental, physical or emotional strain Can occur when there is a discrepancy between the demands of the environment/workplace and an individuals ability to carry out and complete these demands Factors contribute to workplace stress: o Negative workload o Isolation o Extensive hours worked o Toxic work environments o Lack of autonomy o Difficult relationships among coworkers and management o Management bullying o Harassment and lack of opportunities or motivation to advancement in ones skill level`

Data Analysis: 78% of the employees working in Indian multinational say that they work under high pressure and 22% says that they dont work under any type of pressure. 57% of the Indian Corporate (NonMNC) employees say that they work under high pressure, On a scale of 0 to 5, Average score of those employees who said yes is 3.60 which shows that high work pressure has moderate to high level of hindrance in their work life balance. On the other hand average score of those employees who said no is 3.48 which is again somewhere between moderate to high level of hindrance.

Option to Relocate
Data Analysis: 62% of the Indian multinational employees who responded our survey says that they dont get options to relocate in same organization according to their convenience. 58% of the foreign multinational employees who responded says that they are not allowed to relocate. 71% of the employees responded who are working in Non-MNC Indian corporate says that they dont get any chance to relocate. On a scale of 0 to 5, Average score of those employees who said yes is 3.13 which is slightly high than moderate influence. It shows that this feature has moderate influence for those who said their company allows them to relocate. On the other hand for those who said their company doesnt allow them to relocate the ratio is 3.11

Able to spend quality time with family

Data Analysis: 57% of the Indian multinational employees who responded our survey says that they are not able to spend time with their family 35% of the foreign multinational employees who responded say that they dont get much time for their family. 57% of the employees responded who are working in Non-MNC Indian corporate says they dont spend much time with their family because of long working hours. On a scale of 0 to 5, Average score of those employees who said yes is 2.82 which is slightly less than moderate influence. It shows that this feature has less than moderate influence for those who said their company allows them to include family/friends at organization related social events. On the other hand for those who said their company doesnt allows them to include family/friends at organization related social events, the ratio is 2.81.

Time off for emergencies

Employees will need to take time off from work from time to time for a variety of different reasons, other than planned annual leave. 90% said that their employer provides the facility for time off in emergencies Out of 131 responses, 37% (highest) of the respondents said that this factor has a very high positive influence in their work life balance. 34% said that it has a high positive influence on their work life balance. Only 2% said that it has no influence on their work life balance. Time Off for emergencies

Privilege Leave benefits

Privilege leaves plans are more flexible because they don't distinguish employee absences from personal days, vacation days, or sick days. They are usually attractive to younger workers, who tend to rate work-life balance as an important source of job satisfaction. 94% have said that that their employer provides them with the facility of privileged leaves. Also, 71% respondents said that leave benefits highly influences their work life balance positively. 4% said that privileged leaves have very low influence on their work life balance. Only 6% said that it has no impact on their work life balance

Privilege Leave benefits

Leave benefits (marriage/maternity/paternity/family care)

Health & wellness program by company

Health and wellness programs by the company
Workplace wellness programs are becoming more widespread throughout the country. The bottom line of such programs is this: healthy employees tend to be happier and more productive employees. These programs range from simply offering information to workers, to subsidized healthy lunches, fitness education, and a company gym. 78% respondents said that their organisations have health & wellness programs running. Out of 131 responses, 71% of the respondents said that this factor has a very high positive influence in their work life balance. Only 2% said that it has no influence on their work life balance.

Health and wellness programs by the company (on the scale of 1 to 5)

Odd Working Hours

43% of employees working in Foreign MNCs set up in India have odd working hours, while only 75% employees of Indian MNCs have odd working hours. 37% of employees working in Indian non-MNCs say they have to work in odd working hours while employees of other type of organisations say this data is 50-50. Overall 53% employees say they have odd working hours. Those who has to work for consistently long working hours say they feel work pressure 3.6 on a scale of 5 while others say its 3.3

Continuous Travelling Schedule

9% employees working in Foreign MNCs set up in India say their job requires continuous travelling schedule, while 12% employees of Indian MNCs have odd working hours. 19% of employees working in Indian non-MNCs say they have to travel frequently for job requirements, while 12% employees of rest of the organization types say they have to travel frequently. Overall 11% of employees say they have to travel continuously for job requirements. Those who have to travel consistently they say it matters 3.5 on a scale of 5(numerically), while others say its 2.8.

Consistently Long Working Hours

35% employees working in Foreign MNCs set up in India they have to work
consistently for long hours (More than 48 hours a week), while same figure is 51% for Indian MNCs, 56% for Indian non-MNCs and 75 % for other type of company/organization. Overall 45% of employees say they have to work for consistently long hours. Employees who work consistently long hours say it matters 3.7 on a scale of 5(numerically) for their work life balance, while others say its 3.3.

Facility for family

Facilities for family given by company to its employers are one of the most important secondary factors that define a person satisfaction needs in terms of job satisfaction and keeping work life balance. In most of the cases employers family is fully dependent on him. So, indirectly its the companys responsibility to bring out maximum from its employers that they keep its employer satisfied. Facilities can be Medical Facility Educational Assistance Financial Assistance

Allowed to include family/friends at organizational related events /holiday camps and picnic arranged by company
Allowing employers family and friends at organizational related events helps in gaining selfrespect and motivates the employer to do better. This help in work life balance resulting in job satisfaction. Adding picnic and holiday camps brings the pleasant and positive environment in work culture..

Conclusion
The data collected against these factors gave sufficient insight to make an estimated guess that how much each of these factors plays a role in work life balance. It was observed that the work life balance of the people working in a multinational company work culture had a better work life balance index than the employee working in Non MNC and other sector. One interesting things which came out of these data is that "more local the organization lesser the work life balance (with respect to most of the factors)". We observed that foreign multinational companies where employees have higher work pressure and long working hours comparatively , gives very high importance to work life balance of their employees by compensating in terms of providing flexi work timings and work life balance, facilities which are also offered in some of the Indian companies but with conservatism. In terms of providing family support and involvement of families with the organization, Indian companies did better than the foreign multinational companies. It was also analyzed that the factors that positively influence the work life balance were more valued by the employees whose employers already provided the same than the employees whose organization do not provide the same. After this study we could conclude that there is a strong correlation between work cultures of organizations and the work life balance of the employees working in the same.

Thank You