A PROJECT REPORT ON WORK LIFE

BALANCE OF APDCL EMPLOYEES

ABOUT THE COMPANY
 Incorporated on the 23rd day of October, 2009 as a public
limited company wholly owned by the Government of Assam

 The ultimate object of the Company is to undertake the

electricity distribution, trading, supply in the state of Assam

 To be the catalyst for Holistic Growth of the State of Assam by

powering Agriculture and Industry; lighting homes - rural and
urban & generating internal resources for continually
improving Technology & Delivery System to induce Customer
Delight- Vision Statement
Organization structure of
APDCL
Introduction to the topic
Work–life balance is the term used to describe
the balance that an individual needs between
time allocated for work and other aspects of life.

A broad concept that includes proper prioritizing

between work on one hand and life on the other.

The use of smart phones, email, video-chat, and

other technological innovations has made it
possible to work without having a typical 9 to 5
work day.
Causes of work life
imbalance

Gender

Time spent at work

Family characteristics
 Objectives
Primary objectives:
 To assess the quality of work life attained by employees of
APDCL.
 To assess how successful the employees have been in
achieving their work life balance.

Secondary objectives:
 To identify the critical factors that influences the quality of
work life balance.
 To assess the personal profile of the employees and its
influence on various dimensions of quality of work life.
 Scope of the study
The study covers a survey on the work life balance of
APDCL employees of Cadre I, II and III.

The study helps to analyse the working conditions in

the organization.

It also helps in estimating the various factors that aid

in work life balance and the factors that hinder
maintenance of work life balance
 Limitation of the study

All conclusion drawn in every step of the study may not be

called perfect as it suffers from the following limitations:

 The report is based on the primary data collected through

informal interview and questionnaire. Hence biasness on
the part of respondent may be present.

 The sample size taken for the research may not represent
the overall scenario as no sample size can be perfect.
Research methodology
Research Design:
It is a descriptive research. It is one stage cross
sectional research design.

SAMPLING TECHNIQUE:
The sampling method used for the survey of
respondents is Convenience sampling method.

SAMPLING UNIT:
Employees of Cadre I, II and III of APDCL

DATA COLLECTION METHOD:

Primary method ( questionnaire method)
Secondary method ( website)
Analysis and Interpretation
Demographic Characteristics
Gender :
Male: 80%
Female : 20%

Marital status :
Married : 76%
Unmarried : 24%

Children :
Yes : 71
No : 23
Missing : 21
Work life balance at APDCL
Overtime work by respondents

OVERTIME FREQUENCY PERCENTAGE

Yes 45 39%

Sometimes 63 55%

No 7 6%

Total 115

It can be inferred that majority of the respondents (55%)

work overtime occasionally. Only a few of the respondents
do not work occasionally
Table showing percentage of respondents
who work in shifts
WORK IN FREQUENCY PERCENTAGE
SHIFTS

Yes 21 18%

No 94 82%

Total 115
Graph showing how often respondents
worry about their work
Worry about work

ALWAYS 9

OFTEN 22

SOMETIMES 55

RARELY 18

NEVER THINK ABOUT WORK 11

0 10 20 30 40 50 60

Majority of the respondents (55) sometimes worry about

work, while 11 respondents never think about work.
Graph showing how happy employees feel
while they are on their job

Feeling of job

Very happy

Happy

Indifferent

Unhappy

0 10 20 30 40 50 60 70 80 90

Majority of the respondents stated they are happy while

on the job.
Graph showing factors that aid in work and
family commitments

Aid in balancing work life

FREQUENCY

31 34
22

10 9
4
3

It can be inferred that majority of the respondents (34) have opted

that time-off for family engagements is a major aid to maintaining
work and family commitments.
Effects of work life balance
Table showing whether employees are able to
balance their work life

BALANCE WORK LIFE FREQUENCY PERCENTAGE

Yes 73 63.5

Don’t know 29 25.2

No 13 11.3

Total 115 100.0

63% of the employees feel that they are able to balance

their work life.
Table showing how frequently respondents
get tired from work
Tiredness due to work

60

50

40

30 FREQUENCY

20

10

0
Never Rarely Sometimes Often Always

49% of the respondents felt that they get tired from work
occasionally. Very few (4%) only felt tired from work
‘always’.
Factors of work life interference
FACTORS OF WORK LIFE INTERFERENCE
Finding time to relax is difficult
for me
3.4000
3.3000
3.2000
Job demands keep me away
I have to change plans at
from spending the amount of 3.1000
home because of the
time I would like to spend at
3.0000 demands of job.
home
2.9000
2.8000
2.7000

My job prevents me from Job responsibilities make it

attending appointments and difficult for me to get home
special events at home. tasks/errands done

To meet the demands of my

job, I have to limit the number
of things I do at home

It can be inferred that almost all the factors of work life interference have
received a similar mean score of 3 (approx.) which means that the
respondents have a neutral stance on the assertiveness of these factors
Graph showing ranking of factors which are
important for maintaining work life balance
Mean rank of different factors
5
4.5
4
3.5
3
2.5
2
1.5
1
0.5
0

It can be inferred that amongst all the factors that are considered
important for maintaining work life balance, Factor 6, i.e., support from
supervisors/colleagues has received the highest rating. Following it, Factor
4 and 5 have received almost equal ranking making it the rank 2 and 3.
Table showing relation between feel of job
and worry about job

Worry about job * Feel while on the job Cross tabulation

Count

Feel while on the job

Very
Unhappy Indifferent Happy happy Total
Worry about job Never think about work 0 2 2 7 11

Rarely 0 2 15 1 18

Sometimes 1 22 30 2 55

Often 1 8 12 1 22

Always 1 3 5 0 9

Total 3 37 64 11 115

Employees’ feel on the job is significantly related to how much

they worry about their job.
HINDRANCES VIS-À-VIS STRESS RELATED DISEASE

Hindrance to work life balance * Stress related disease Cross tabulation

Count

Stress related disease

Frequent
Hypertension Obesity headaches None Others Total
Hindrance to Long working hours 5 3 7 16 2 33
work life
balance Compulsory 0 3 0 6 1 10
overtime
Shift work 0 0 1 5 2 8
Meetings/ training 5 0 4 22 0 31
after office hours

Others 2 0 0 1 0 3
Total 12 6 12 50 5 85

There are different mental diseases due to different work

cultures (long working hours, shift work etc) in the
organisation.
 Findings
The work life balance of the employees is good. A total number of 73
respondents stated that they were able to balance their work life
balance properly.

The quality of work life of APDCL employees is fairly good. A good

number of 77 respondents stated that they felt happy while they
were on their job.

Many employees stated that they work overtime but the organization
does not pay for any overtime.

Only employees working in the sub-divisional office work on an

alternate shift basis.

Time off for holidays and family engagements was the most
important factor that could aid in maintaining work and family
commitments.
 Findings
Respondents agreed that because of their work, they had
to limit the number of things to do at home and they also
missed outings and other family events.

Majority of the respondents stated that the subsidised rates

of the office canteen are a must.

They felt that for a healthy work life balance, support from
colleagues at work was important as the office hours had to
be shared with them.

Cross-tabulation showed that employees more tired from

work were more inclined towards being indifferent or
somewhat happy at work.
 Recommendations

The organization should introduce paternity leave.

The organization should also bring in subsidised

canteen rates.

Certain stress relief programs and health camps

can be conducted on a monthly basis.

The concept of flexible working hours can be

introduced.
 Conclusion
It can be found that as an organization, APDCL has been
successful to provide an effective quality of work life to its
employees.

There is a difference in the easiness of work life between

the APDCL headquarters employees and the APDCL sub-
divisional employees.

The work pressure is very high on the managerial staff of

the sub-divisional office.

The gender diversity does have a small role to play in the

work life balance.
Thank you