.

Internship Report Submitted in

Partial fulfilment of Integrated MBA Programme
2019-2020
By
Snigdha Pandit
Shyamveer
Hemant Chaudhary
Manas Bajpayee
to
School of Management
Gautam Buddha University
Gautam Buddha Nagar- 201312
Work Life Balance Of
Working Women
 Contents
Introduction
Literature review

Objectives of the Project

Research methodology

Data Analysis and interpretation

Findings and Conclusion
Managerial implication

Suggestions
Limitations

 
 Work Life Balance
Work-life balance is a term used for the idea that you need
time for both work and other aspects of life, whether those
are family-related or personal interests. The saying goes that
‘all work and no play makes Jack a dull boy’.

But work, or at least some kind of contributory effort,

whether paid or voluntary, is often recognised as being
important for personal satisfaction, so it seems likely that ‘all
play’ would be dull too.
 The Origin of the Idea of
‘Work-Life Balance’

In the 1800s, during and following the industrial revolution, industrialists

and unions alike agreed that workers needed a day off. This later became a

two-day ‘weekend’. But in those days, ‘work’ was mostly manual, and once

workers left the site, they also left their work behind. They were genuinely

able to rest, away from work, without having to think about it or worry

about what might be going on in their absence.

But now times have changed dramatically and so does the concept of work

life balance.
 Factors Affecting Work Life Balance

 Burden of excessive work.

 Interference of work with family life.

 Fulfil others’ expectations.

 Long working hours.

 No time for oneself.

 Consequences Of Poor Work-life Balance

 High levels of stress and anxiety.

 Disharmony at home.

 Job burnout.

 Inability to realize full potential.

 Challenges Faced By Working Women

 Occupational problems as stress

 Mental harassment
 Sexual harassment
 Discrimination at Workplace
 No Safety of Working Women
 Lack of Family Support
 Insufficient Maternity Leaves
Name of the author TITLE FINDINGS
(Year)

Anshu Thakur A Study on Work-Life balance It can be concluded women

Vishal Geete of Female Employees in employees are mentally
(2014) Education Sector occupied about the office
work devoting more time in
office which affects their
domestic responsibilities
which affects their
temperament. Even though
they are handling both the
responsibilities they are not
satisfied with the office
support in managing their
domestic problems. Due to
that their domestic problems
affects their professional work
and vice- versa.
Name of the author TOPIC FINDINGS
(Year)

Shobha Sundaresan WORK-LIFE BALANCE – In the Indian context, women

(2014) IMPLICATIONS FOR WORKING remain primarily responsible
WOMEN for their family and career is
rarely given top priority. This
study has revealed that
burden of excessive work, the
need to fulfil others’
expectations and not having
time for themselves are the
prime factors affecting work
life balance of working
women. As a consequence
women suffer from job
burn-out, experience high
levels of stress and anxiety,
are unable to realize their
full potential and also do
not enjoy harmonious family
life.
Name of the authors TITLE FINDINGS
(year)

S. Vijaykumar Bharthi Work life balance of women As IT profession is a

(2015) employees in the information
technology industry
knowledge based profession
it needs abundant
applications of knowledge.
This knowledge has to be
updated in accordance with
the recent developments to
keep the company ahead in
the competition. Due to this,
irrespective of the gender the
employees work for long
hours without sufficient
breaks. As a result it
becomes very difficult for the
women employees to balance
their work life and
professional life. The
movement of the nuclear
family in the recent days is
adding to the woes.
Name of the author TITLE FINDINGS
(Year)

Dr. Saloni Pahuja WORK LIFE BALANCE OF Findings revealed that

(2016) FEMALES EMPLOYEES: A CASE employees in Axis Bank have
STUDY medium level of Work Life
Balance. Also there is
significant positive
relationship and impact of
work life balance on
employee’s personal and
professional life. Study also
revealed some of employees
feel so stressed that they
are not able to handle
family responsibilities even
after coming from workplace
as they feel so tired and
exhausted because of long
working hours.
Name of the author TITLE FINDINGS
(Year)
Sushree Sangita Das , A Study on Work Life Balance In case of a woman
Dr. Shashi A. Mishra of Women Working in IT professional in IT sector it is
(2016) Sectors very important to understand
the ground reality and strike a
balance between professional
and personal life for achieving
professional excellence.
Without this the women
professional in IT sector would
continue to be concentrated at
the lower level and would not
be able to climb up to the
upper echelon of the job
hierarchy by competing with
their male counter parts.
 Name of the author TITLE FINDINGS
(Year)

Dr. Allam Joseph Praveen Work Life Balance of Women From the above discussion, it
Kumar Employees with is reasonable to conclude that
(2017) Reference to Teaching modern organizations,
Faculties especially educational
institutions, should address
the Work Life Balance related
issues among their staff,
specifically women and take a
holistic approach to design
and implement policies to
support the teaching staff to
manage their work life balance
which would add to the
performance of these staff
members.
 Name of the author TITLE FINDINGS
(Year)

Chanderkant Gorsy WORK-LIFE BALANCE, LIFE These empirical evidences

Neeraj Panwar SATISFACTION AND provide support that WLB is
(2018) PERSONALITY TRAITS AMONG directly related to life
TEACHING PROFESSIONALS satisfaction and dimensions of
personality. Also, the fact
found from the review of
literature shows that WLB
being an important aspect for
human welfare has constantly
being changing its horizons.
 Objectives Of The Study

 To study the prevailing work-life balance of

working female employees.

 To analyse the relationship and impact of

work life balance on working female
employees’ personal life.
 Research Methodology
This study was undertaken by collecting data from working women
across organisations/institutions. The respondents to the survey were
from a random sample of women who were engaged in paid employment
or who were self-employed. The survey instrument was distributed
among 50 such working women and 40 survey responses have been
collected.

To make the population as homogenous as possible the sample was

limited to women who met the following two criteria:
1) They had to be engaged in full-time paid employment outside the
home.
2) Their minimum qualification had to be a graduate degree in any
discipline. The factors affecting work-life balance of working women
are many. This study does not take into consideration job type and
family type of the respondents.
Qualitative data was sourced from
journals, relevant literature and also
through discussions, open ended
questions and observations .Quantitative
data was collected by administering a
structured questionnaire which included
sections on factors affecting work-life
balance and consequences of poor work-
life balance. Personal data of respondents
were also collected.
Sample Size:
The sample size considered for the study is 40 working women employees.

Sampling Method:
Simple random sampling method is used for the present study to ensure that different
strata i.e. different sectors are adequately represented in the sample.

Questionnaire:
Based on the objectives of the study, questionnaire is designed. The questionnaire
comprises few dichotomous (YES/NO) questions, few multiple choice questions and
statements using Likert Scale method.

Statistical Tools Used for Research:

The tool used for analysing the data is Correlation.
 Correlations

    Var-3 Var-5 Var-7 Var-8 Var-9 Var-10 Var-11 Var-12 Var-13

Var-1 Pearson Correlation .710** .340*              

  Sig. (2-tailed)   0.032              

Var-2 Pearson Correlation       .607**          

  Sig. (2-tailed)       0.000          

Var-3 Pearson Correlation                  

  Sig. (2-tailed)                  

Var-4 Pearson Correlation               -.393*  

  Sig. (2-tailed)               0.012  

Var-5 Pearson Correlation                  

  Sig. (2-tailed)                  

Var-6 Pearson Correlation     .324*

  .418**
      -.398*

  Sig. (2-tailed)     0.042   0.007       0.011

Var-7 Pearson Correlation         .699**       -.392*

  Sig. (2-tailed)         0.000       0.012

Var-8 Pearson Correlation           -.493**      

  Sig. (2-tailed)           0.001      

Var-9 Pearson Correlation                 -.333*

  Sig. (2-tailed)                 0.036

Var-10 Pearson Correlation             .769**    

  Sig. (2-tailed)             0.000    

Var-11 Pearson Correlation               .452**

 

  Sig. (2-tailed)               0.003  

**. Correlation is significant at the 0.01 level (2-tailed).              

*. Correlation is significant at the 0.05 level (2-tailed).              

 Interpretation

• In the above table it shows the correlation between all the variables. But we
show all these variables which of these variables have significant perfect relation
between each other. So, we can analyse the above table are as follows: -
• Age and Years of Experience are significant correlated with each other because
this is less than 0.05 (i.e., 0.000) and this is a large size correlation 0.710 and age
and Work12hrs are significant correlated with each other because this is less
than 0.05 (i.e., 0.032) and this is a small size correlation 0.340.
• Married and Spend are significant correlated with each other because this is less
than 0.05 (i.e., 0.000) and this is a large size correlation 0.607.
• Monthly Salary and Unable to Spend are significant negatively correlated with
each other because this is less than 0.05 (i.e., 0.012) and it has correlation size
0.393.
• Worry and Depressed and Balance are significant correlated with each other
because this is less than 0.05 (i.e., 0.042 and 0.007) respectively and this is a
small size correlation 0.324 and 0.418 and it has also have negative correlation
with Manage Stress which has the less than 0.5 (i.e., 0.011) it has correlation size
-0.398.
 Interpretation

• Depressed and Balance are significant correlated with each other because
this is less than 0.05 (i.e., 0.000) and this is a large size correlation 0.699
and it has also had negative correlation with Manage Stress which has the
less than 0.5 (i.e., 0.012) it has correlation size -0.392.
• Spend and Separate Policy are significant negative correlated with each
other because this is less than 0.05 (i.e., 0.001) and this is a negative size
correlation -0.493.
• Balance and Manage Stress are significant negative correlated with each
other because this is less than 0.05 (i.e., 0.036) and this is a negative size
correlation -0.333.
• Separate Policy and Family Commitment are significant correlated with
each other because this is less than 0.05 (i.e., 0.000) and this is a large
size correlation 0.769.
• Family Commitment and Unable to Spend are significant correlated with
each other because this is less than 0.05 (i.e., 0.003) and this is a small
size correlation 0.003.
Particulars   No. of Respondents Percentage (%)

  Always 2 5
 
Do you work more than 12 hours in a day? Often 17 42.5

Sometimes 12 30

Rarely 2 5

Never 7 17.5

Total 40 100

  Always 6 15
How often do you think or worry about work (when you are not
actually at work or traveling to work)? Often 13 32.5

Sometimes 19 47.5

Rarely 0 0

Never 2 5

Total 40 100

  Always 3 7.5
 
Do you ever feel tired or depressed because of work? Often 13 32.5

Sometimes 20 50

Rarely 4 10

Never 0 0

Total 40 100

How do you feel about the amount of time you spend at work? HAPPY 38 95

UNHAPPY 2 5

Total 40 100

  Always 3 7.5
 
Do you feel you are not able to balance your work life Often 0 0

Sometimes 14 35

Rarely 11 27.5

Never 12 30

Total 40 100

  Yes 12 30
 
Does your company have a separate policy for work-life balance? No 25 62.5

Not Aware 3 7.5

Total 40 100
 INTERPRETATION

• It is clear from the above table that 12 respondents say

that sometimes they will work 12 hours, 13 out of the
total respondents felt that often they will worry about
the work even when they are at home. Majority of the
respondents (20 respondents, 50%) has the opinion that,
working women feel much of tired or stress in their
work. It is also found that the majority of the
respondents (42.5%) have manage their stress through
music and other yoga. It is also revealed that 67.5% of
the respondents expressed that sometimes they having
enough time to spend with family due to work pressure.
Another 35% of respondents accepted that sometimes
they are not able to balance the work life.
 Findings of the Study

• Majority of the respondents are in the age group of 30-40

years; majority are married and are having work experience
of 11-20 years.
• The average monthly income earned by majority of
respondents is above Rs40001.
• Women felt pressure when they work for more than 12
hours in a day.
• It is evidence that working women have worries about the
job and also getting tired due to work.
• The result revealed that working women are unable to spend
quality time for their personal and family life.
• Working women who are above 50 years have more work
load and having more experience.
 Managerial Implications
 Working women with better WLB will contribute more
meaningfully towards the organizational growth and
success.
 The adoption of a wide range of WLB strategies to deal
with a variety of women employee needs and
demands will have the potential for significant positive
outcomes for the organization.
 Management would be able to form better policies for
women, such that it would reduce or eliminate levels
of work-life conflict, and thereby enhance employee
performance and organizational effectiveness.
 Limitations
 The sample was limited to educational institutions in Noida city.

 The study was conducted under the assumption that the information given by
the respondents is authentic and there is minimum bias in responding to the
Questionnaire.

 The outcome of the study cannot be generalized as the data will be collected
only from a section of employees in a particular industry.

 The time factor and resources were a challenge to restrict the scope
and sample size for this study.
 Conclusion
 Women workforce is increasing and their contribution to
the organizations is also considered to be valuable.
 It is very necessary for the organizations to acknowledge
women employees by providing more appropriate work-
life balance measures for them.
 Striking a healthy work-life balance is imperative for all
the employees irrespective of the industry to which they
belong.
 It is the joint responsibility of the employer and the
employees to ensure strong WLB which will usher in
fruitful results to organization as well as employees also.
 Questionnaire
Age *
• Below 30
• 31-40
• 41-50
• Above 50
 
Are you married? *
• Yes
• No
 
How many days in a week do you normally work? *
• Less than 5 days
• 5 days
• 6 days
• 7 days
 
How many years of experience? *
• 1-10
• 11-20
• more than 20
 
Monthly salary *
• Less than 20000
• 20001-30000
• 30001-40000
• More than 40001
 
Do you work more than 12 hours in a day? *
• Always
• Often
• Sometimes
• Rarely
• Never
 
How often do you think or worry about work (when you are not actually at work or traveling to work)? *
• Always
• Often
• Sometimes
• Rarely
• Never
 
Do you ever feel tired or depressed because of work? *
• Always
• Often
• Sometimes
• Rarely
• Never
How do you feel about the amount of time you spend at work? *
• Very unhappy
• Unhappy
• Indifferent
• Happy
• Very happy
 
• How do you manage stress arising from your work? *
• Yoga
• Dance
• Music
• Other
 
Do you find yourself unable to spend enough time with your life? *
• Always
• Often
• Sometimes
• Rarely
• Never
 
Do you feel you are not able to balance your work life *
• Always
• Often
• Sometimes
• Rarely
• Never
Do any of the following hinder you in balancing your work and family commitments? *
• Technology such as laptops/cell phones
• Frequently traveling away from home
• Negative attitude of peers and colleagues at work place
• Negative attitude of family members
• Work from home
• Other:
Does your company have a separate policy for work-life balance? *
• yes
• No
• Not Aware
 
If, yes what are the provisions under the policy? *
• Flexible starting time
• Flexible ending time
• Flexible hours in general
• Holidays/Paid time offs
• Job sharing
• Career break/sabbaticals

Do you personally feel any of the following will help you to balance your work life? *
• Flexible starting hours
• Flexible ending time
• Flexible hours, in general
• Holidays/Paid time offs
• Job sharing
• Time-off for family engagements/events
 
Do you think with the efficient work life management policy organization is able to retain its employees? *
• Yes
• NO
 
Does the organisation organize Holiday camps and picnics to manage work life and personal life? *
• Always
• Often
• Sometimes
• Rarely
• Never
 
 References
 https://www.researchgate.net/publication/271446578_Work_Life_Balance_of_Women_Emplo
yees_in_the_Information_Technology_Industry

 https://www.researchgate.net/publication/272845610_WORK-LIFE_BALANCE_-_IMPLICATIONS
_FOR_WORKING_WOMEN

 https://www.researchgate.net/publication/312385528_WORK_LIFE_BALANCE_OF_FEMALES_E
MPLOYEES_A_CASE_STUDY

 www.google.com

 https://www.google.com/search?q=work+life+balance&client=opera&sxsrf=ALeKk02Qoyodm9
NUWN6LdzFn78BUEXK6WQ:1589708917434&tbm=isch&source

 file:///C:/Users/hp/Downloads/synopsis.pdf

 file:///C:/Users/hp/Downloads/3a1c461553a25ce12f909f39a4c12612a117.pdf