CHAPTER-I INTRODUCTION

WORK-LIFE BALANCE "Work-life balance was coined in 1986 in reaction to the unhealthy choice many were making in favor of the workplace, as they opted to neglect family, friends and leisure activities in pursuit of corporate goals," according to the Work-Life Balance Centre, a Newton Burgoland, Leicestershire, U.K.based think tank and council dedicated to helping workers gain control of their workloads. Since the late 1980s, achieving work-life balance has become a concern and goal for businesses, industry and governments worldwide. When one stops to consider the different areas of life, there are several that require thoughtful attention. If one thinks about it in terms of a pie-chart, each of these areas makes up one piece of that pie, such as Career, Relationships (spouse, family and friends community, colleagues / networking), Spirit (religion / spiritual development), Body (health and fitness), Mind (personal development and lifelong learning), Physical environment (home, office, or car), Finances & Fun and Leisure. There is a great story. It goes something like this. There was a man who visited a circus. When he saw the clown balancing several objects simultaneously, he was so impressed he sought out the clown after the show. The man asked the clown how he managed to keep all the objects in such

perfect balance. The clown replied that he wasn't balancing the objects at all; he was trying to keep them all from crashing to the ground. The moral, of course, is that balance is not a perfect state. There are always little fluctuations going on to maintain what appears as balance. Balance means that nothing is absolutely static and unchanging. One can get out of balance for many reasons: 1. Priorities and circumstances change. 2. Resentment builds when you habitually work long hours, forsake leisure time and neglect personal goals. 3. One might be trying to fit in with someone else's definition of a 'good' lifestyle. Having work-life balance thus means that one must also be able to make the decisions about what one is going to do in any given moment. CREATING THE BALANCE To encourage work-life balance in any organization, the following strategies could be used: 1. List down all the programs and services in place at the organization that support work-life balance. A variety of tools exist to help the manager in this front. The National Work-Life Initiative based in Arizona, U.S., has created Categories of Work-Life Effectiveness, a basic tool that guides you through the audit process. A more detailed assessment tool is available from the Boston College Center for Work & Family. The Excellence Index is useful for organizations just getting started and those that want to assess work-life efforts

over time or across departments. This inventory will reinforce what you are doing right and will also reveal potential areas of weaknesses or gaps. 2. IDENTIFY WORK PLACE PROBLEMS THAT OCCUR WHEN EMPLOYEES HAVE TROUBLE BALANCING WORK DUTIES AND PERSONAL DEMANDS. One needs to also review company data - including turnover and absenteeism rates, recruitment costs, cost of unfilled positions, and productivity indicators to explore the type and source of problems. Once specific needs and areas of weaknesses have been identified, rate the problems in the organization by answering the following questions: Is the problem localized, widespread, acute, chronic, or a combination of multiple types? Which employee groups are affected? (For example, is it difficult to retain IT professionals or easy to find clerical support?) How is the quality or performance of work affected? This would bring to fore all the problems that need an immediate attention. 3. PREPARE TO IMPLEMENT SOLUTIONS: To address the work-life

problems in the workplace most effectively, make sure that the stage for success is set. First, pay attention to organization's culture. Are there written, or unwritten, policies that stall creativity and block attempts to introduce workplace flexibility? Second, set priorities and analyze the benefits and costs of possible solutions. Consider both the results of your work-life audit and the workplace problems you uncovered. Use that information to craft reasonable solutions and effect sustainable change. Third, incorporate work-life efforts into quality improvement and employee benefits programs. In order to better recognize personal and family life, organizations might want to consider implementing

such practices as: flexible work-schedules; personal time-off programs; jobshare arrangements; reduced work weeks; work-from-home arrangements; and training programs that offer practical suggestions on how to better affect the balance between personal life and work life. Generally, programs to support work-life balance fall into the categories of alternative work arrangements, benefits, support programs and health programs. a. Alternative work arrangements: While not a new concept, employers have been slow to embrace flexible work hours. Flexible work hours generally fall into one of two categories. In the first, the total workday remains at the standard eight hours, but start and end times are modified to meet the mutual needs of the employer and employee. The second arrangement generally attempts to condense the work week (40 hours) over fewer days, with employees working longer hours per day but fewer days per week. These types of arrangements allow employees to better plan their time and their availability for life needs. b. Career breaks: Many companies often shy away from this element of work life balance out of concern for impact on their business performance. A career break must be subject to an "individual's proposal aligning with an agreed business case". People need to think ahead about whether they want to take a career break and then make sure that's factored in as part of the business planning process in advance. c. Benefits: Given the higher literacy level of today's employees and their desire for empowerment, allowing them to control which benefits they opt for can significantly impact employee commitment and contain costs. Employees
4

choose their preferred level of coverage at a cost they can afford. Ultimately, those with families will be paying the additional premiums necessary to attain family coverage. d. Support Programs: Employers have started to realize that absences are no longer caused solely by employee illness or accident, but that a significant number of lost days are caused by the employee fulfilling a family obligation to a child, spouse, parent or other relative's medical or personal needs. An employer can do much to alleviate an employee's concerns about child-care. Programs that employees and employers can also turn to include: eldercare support lines; personal days; compassionate leave in the case of serious illness; and counseling and education on various strategies to manage and cope. 4. LEADING BY EXAMPLE: Executives and leaders need to articulate a vision for a healthy and resilient work force, a productive and successful organization, and satisfied customers/clients. The HR team must come up with a "work-life" policy, which needs to be championed by the top management. They need to take theory into practice.

PROFILE OF THE COMPANY

5

United India Insurance Company Limited was incorporated as a Company on 18th February 1938. General Insurance Business in India was nationalized in 1972. 12 Indian Insurance Companies, 4 Cooperative Insurance Societies and Indian operations of 5 Foreign Insurers, besides General Insurance operations of southern region of Life Insurance Corporation of India were merged with United India Insurance Company Limited. After Nationalization United India has grown by leaps and bounds and has 18300 work force spread across 1340 offices providing insurance cover to more than 1 Corer policy holders. The Company has variety of insurance products to provide insurance cover from bullock carts to satellites. United India has been in the forefront of designing and implementing complex covers to large customers, as in cases of ONGC Ltd , GMRHyderabad International Airport Ltd, Mumbai International Airport Ltd Tirumala-Tirupati Devasthanam etc. We have been also the pioneer in taking Insurance to rural masses with large level implementation of Universal Health Insurance Programme of Government of India & Vijaya Raji Janani Kalyan Yojana (covering 45 lakhs women in the state of Madhya Pradesh) , Tsunami Jan Bima Yojana (in 4 states covering 4.59 lakhs of families) , National Livestock Insurance and many such schemes.

OBJECTIVES

 To study the balance level of workers on work and life. To suggest the workers, to balance their mental stability in work and life. To study the strategies followed by the company to reduce the stress of their employee. To develop the better working environment by balancing the work and life.

SCOPE OF THE STUDY

The present study covers the analysis about the work life balance of employee, who is working in UNITED INDIA INSURANCE CO., LTD., This study helps to develop the better working environment and strategies followed by the company to reduce the stress of their employee. The scope of the project is limited to the firm.

LIMITATIONS
8

 As the study was restricted to middle level employees only in the limited areas, the findings cannot be generalized. The result may not be accurate since the sample size is small and only one method is used for analysis.

CHAPTER-II
9

RESEARCH METHODOLOGY
RESEARCH DESIGN This study is descriptive because it describes the preferences and satisfactory level of respondents. Descriptive research includes service and fact findings enquire of different types. The major purpose of descriptive research is description of the state of the affaires exist at present. AREA OF STUDY This study covered only the selected four southern branches located at Kovilpatti, Sivakasi, Madurai, Tuticorin. SOURCE OF DATA The researcher collected primary data for this study. PRIMARY DATA The data was collected from the employees of United India Insurance Company Limited. SAMPLE SIZE The Sample Size of this study is 60 employees. SAMPLING TECHNIQUES The Researcher has used convenient sampling method for this study.

METHOD OF DATA COLLECTION

10

Primary data were collected from the employees by mail survey. TOOLS USED FOR ANALYSIS: The researcher has used percentage analysis

CHAPTER-III
11

ANALYSIS AND INTERPERTATION

TABLE 3.1 AGE WISE CLASSIFICATION OF THE EMPLOYEES

AGE (YEARS) 25-35(years) 35-45(years) 45-55(years) TOTAL Source: Primary data INFERENCE:

NO.OF RESPONDENTS 05 27 28 60

PERCENTAGE 08.33 45 46.67 100

From the above table it is inferred that 8.33% of employees are in the age group of 25-35 years, 45% of employees are in the 35-45 years of age group, 46.67% of them are between the age group of 45-55 years.

CHART 3.1

12

AGE WISE CLASSIFICATION OF THE EMPLOYEES

50 45 40 35 30 25 20 15 10 5 0 25-35 35-45 No.Of Respondents 5 27

45

46.67

28

8.33

45-55 Percentage

TABLE 3.2
13

GENDER WISE CLASSIFICATION OF AN EMPLOYEE

GENDER Male Female TOTAL Source: Primary Data INFERENCE:

NO. OF RESPONDENTS 46 14 60

PERCENTAGE 76.67 23.33 100

From the above table we can infer that 76.67% of Employees are males and 23.33% of them are females.

CHART 3.2

14

GENDER WISE CLASSIFICATION OF AN EMPLOYEE

23.33 PERCENTAGE 76.67

NO. OF RESPONDENTS

14 46

10

20

30

40 M ALE

50

60

70

80

90

FEMA LE

TABLE 3.3

15

NORMAL WORKING DAYS OF THE EMPLOYEES IN A WEEK NO. OF DAYS IN A WEEK Less than 5 days 5 days 6 days 7days TOTAL Source: Primary Data INFERENCE: The table shows that maximum number of employees (66.67%) working only 5 days in a week and only 13.33 % of employees are working 7 days in a week NO. OF RESPONDENTS 40 12 08 60

PERCENTAGE 66.67 20 13.33 100

CHART 3.3

16

NORMAL WORKING DAYS OF THE EMPLOYEES IN A WEEK

0%

13%

20%

67%

LESS THAN 5 DAYS 5 DAYS

6 DAYS

7DAYS

TABLE 3.4 NORMAL WORKING HOURS OF THE EMPLOYEES IN A DAY

17

NO. OF HOURS IN A DAY 6-7 hours 7-8 hours 8-9 hours More than 9 hours TOTAL Source: Primary Data INFERENCE:

NO. OF RESPONDENTS 42 12 06 60

PERCENTAGE 70 20 10 100

The table shows that maximum number of employees (70%) working only 6-7 hours in a day and 20 % of employees are working 7-8 hours in a day.

CHART 3.4 NORMAL WORKING HOURS OF THE EMPLOYEES IN A DAY

18

70 70 60 50 40 30 20 10 0 6-7 HOURS 7-8 HOURS 12 6 20 10 0 0 42

8-9 HOURS

MORE THAN 9 HOURS

NO. OF RESPONDENTS PERCENTAGE

TABLE 3.5
19

TRAVELING TIME OF THE EMPLOYEE FOR THE WORK TRAVELING TIME IN HOURS Less than half an hour Nearly 1 hour Nearly 2 hours More than 2 hours TOTAL NO. OF RESPONDENTS 14 40 2 4 60

PERCENTAGE 23.33 66.67 3.33 6.67 100

Source: Primary Data INFERENCE: The table shows that highest number of employees(66.67%) are spend nearly one hour for traveling for work and23.33% of employees are traveling less than half a hour.6.67%of them are traveling. More than 2 hours. Only minimum numbers of employees (3.33%) are travel nearly 2 hour to work.

CHART 3.5 TRAVELING TIME OF THE EMPLOYEE FOR THE WORK

20

66.67 70 60 50 40 30 20 10 0 LESS THAN HALF AN HOUR NEARLY 1 HOUR NEARLY 2 HOURS MORE THAN 2 HOURS 14 2 3.33 4 6.67 23.33 40

NO. OF RESPONDENTS

PERCENTAGE

TABLE 3.6 MARITAL STATUS OF THE EMPLOYEES

21

MARITAL STATUS Married Unmarried TOTAL Source: Primary Data INFERENCE:

NO. OF RESPONDENTS 60 60

PERCENTAGE 100 100

From the above table we can infer that 100% of employees are married.

CHART 3.6 MARITAL STATUS OF THE EMPLOYEES

22

0 P E RCE NTA GE

100

NO. OF RE S P ONDE NTS

0 60

20

40

60

80

100

M A RRIE D UNM A RRIE D

TABLE 3.7 EMPLOYMENT STATUS OF EMPLOYEES SPOUSE

23

EMPLOYEMENT STATUS Employed Unemployed TOTAL Source: Primary Data INFERENCE:

NO. OF RESPODENTS 40 20 60

PERCENTAGE 66.67 33.33 100

From the above table we can infer that 66.67% of employees spouses are employed and 33.33% of employees spouses are unemployed.

CHART 3.7 EMPLOYMENT STATUS OF EMPLOYEES SPOUSE

24

66.67 70 60 50 40 30 20 10 0 NO. OF RESPODENTS EMPLOYED PERCENTAGE UNEMPLOYED 40 33.33 20

TABLE 3.8 STATUS OF EMPLOYEES CHILD / CHILDREN

25

STATUS Yes No TOTAL Source: Primary Data INFERENCE: 56 4 60

NO. OF RESPONDENTS

PERCENTAGE 93.33 6.67 100.00

Form the above table infers that 93.33% of employees have children and the minimum numbers of employees (6.67%) are doing have children.

CHART 3.8 STATUS OF EMPLOYEES CHILD / CHILDREN

26

100 90 80 70 60 50 40 30 20 10 0 NO. OF RESPONDENTS YES NO 4 56

93.33

6.67 PERCENTAGE

TABLE 3.9 CARE TAKES OF EMPLOYEES CHILD/CHILDREN

27

EMPLOYEES RELATION Spouse In-laws Parents Servants TOTAL Source: Primary Data INFERENCE:

NO. OF RESPONDENTS 40 4 10 2 56

PERCENTAGE 71.43 7.14 17.86 3.57 100

The table shows that maximum number of employees (71.43%) take care of their child/children through their spouse and 17.86% of them are through their parents. 7.14% are take care their child/children through their inlaws and minimum number are through by servant.

CHART 3.9 CARE TAKES OF EMPLOYEES CHILD/CHILDREN

28

80 70 60 50 40 30 20 10 0 RELATION SPOUSE 7.14 4 IN_LAWS 17.86 10 3.57 2 PARENTS PERCENTAGE SERVANTS 40 71.43

NO. OF RESPONDENTS

TABLE 3.10 NUMBER OF HOURS EMPLOYEES SPENDS WITH THEIR CHILDREN

29

NO. OF HOURS IN A DAY Less than 2 hours 2-4 hours 4-6 hours More than 6 hours TOTAL

NO. OF RESPONDENTS 14 30 12 56

PERCENTAGE 25 53.57 21.43 100

Source : Primary Data INFERENCE: The table shows that maximum number of employees (53.57%) spends 2-4 hours with their child/children in a day and 25% of them are spend less than 2 hours in a day. Only 21.43% of employees are spending 4-6 hours and no one can spend more than 6 hours with their child/children.

CHART 3.10 NUMBER OF HOURS EMPLOYEES SPENDS WITH THEIR CHILDREN

30

MORE THAN 6 HOURS

0 0 21.43 12 53.57 30 25 14

PERCENTAGE NO. OF RESPONDENTS

4-6 HOURS

2-4 HOURS

LESS THAN 2 HOURS

TABLE 3.11 EMPLOYEES MIND SET WHILE TRAVELING MIND SET WHILE TRAVELING NO. OF RESPONDENTS

PERCENTAGE

31

Never Rarely Often Always TOTAL Source : Primary Data INFERENCE:

6 50 4 60

10 83.33 6.67 100

The table shows that maximum numbers of employees (83.33%) rarely thinks or worry about work when they are not actually at work or travelling to work. 6.67% of them think often about work and 10% are never think about their work.

CHART 3.11 EMPLOYEES MIND SET WHILE TRAVELING

32

7% 0%

10%

83%

NEVER RARELY OFTEN ALW AYS

TABLE 3.12 EMPLOYEES FEELING ABOUT THEIR WORK SCHEDULE

33

EMPLOYEES FEELING Very happy Happy Very unhappy Unhappy TOTAL

NO. OF RESPONDENTS 12 48 60

PERCENTAGE 20 80 100

Source: Primary Data INFERENCE: From the table we infer that maximum numbers of Employees (80%) are feeling happy about the amount of time they spent at work. Very minimum number of them (20%) is feeling very happy about the amount of time they spent at work.

CHART 3.12 EMPLOYEES FEELING ABOUT THEIR WORK SCHEDULE

34

90 80 70 60 50 40 30 20 10 0 V ERY HA PPY 12 20 48

80

0 HAPPY

V ERY UNHAP PY

UNHA PPY

NO. OF RE SP ONDENTSPERCE NTAGE

TABLE 3.13 EMPLOYEES ACCOMPANY WITH FAMILY MEMBERS EMPLOYEE WITH NO. OF PERCENTAGE
35

FAMILY Never Rarely Often Always TOTAL Source : Primary Data INFERENCE:

RESPONDENTS 12 42 6 60

20 70 10 100

The table shows that maximum number of employees (70%) rarely miss out their quality time with family or friends because of work pressure. 20% of employees never miss out their quality time by their work pressure and 10% of them are often miss their quality time.

CHART 3.13 EMPLOYEES ACCOMPANY WITH FAMILY MEMBERS

36

120 100 80 60 40 20 0 NEVER

70

42 20 12 RARELY NO. OF RESPONDENTS 10 6 OFTEN PERCENTAGE

0 ALWAYS

TABLE 3.14 THE STATUS OF EMPLOYEES TIREDNESS AT WORK

37

STATUS OF TIREDNESS Never Rarely Often Always TOTAL Source: Primary Data INFERENCE:

NO. OF RESPONDENTS 10 48 2 60

PERCENTAGE 16.67 80 3.33 100

The table shows that maximum number of employees (80%) rarely feel tired. 16.67% of employees never feel tried and 3.33% of them often feel tried because of work.

CHART 3.14 THE STATUS OF EMPLOYEES TIREDNESS AT WORK

38

0% 3% 17%

80%

NEV E R RA RELY OFTE N ALW AYS

TABLE 3.15 RELIEVING METHOD OF STRESS METHODS OF RELIEVING NO. OF PERCENTAGE

39

STRESS Yoga /Meditation Entertainment Music Other TOTAL Source: Primary Data INFERENCE:

RESPONDENTS 12 8 34 6 60 20 13.33 56.67 10 100

From the table we can infer that 56.67% of employees manage their stress arising from their work by listening music, 20% of employees are through doing yoga / meditation. 13.33% are through entertainment.

CHART 3.15 RELIEVING METHOD OF STRESS

40

5 6 .6 7 60 50 40 30 20 10 0 Y O G A /M E D IT A TEIO T E R T A IN M E N T M U S IC NN NO . O F R ES PO ND ENT S ENT AG E PERC O T HER 12 20 1 3 .3 3 8 6 10 34

TABLE 3.16 PROVISION OF HEALTH CARE PACKAGE

41

STATUS Yes No TOTAL Source: Primary Data INFERENCE:

NO. OF RESPONDENTS 60 60

PERCENTAGE 100 100

The table shows that 100% of employees have a provision of health care packages.

CHART 3.16 PROVISION OF HEALTH CARE PACKAGE

42

0 PE RCENTAGE 100

0 NO. OF RES PONDENTS

60

20

40

60 YES NO

80

100

120

TABLE 3.17 ADEQUATENESS OF HEALTH CARE PACKAGE

43

ADEQUATENESS For me alone For my family Me and my family Not adequate TOTAL

NO. OF RESPONDENTS 4 44 12 60

PERCENTAGE 6.67 73.33 25 100

Source: Primary Data INFERENCE: From the table we can infer that maximum number of employees have the adequate health care package for their family alone, 25% of them are have the health care package for their family and itself and 6.67% of them have the adequate health care package for himself only.

CHART 3.17 ADEQUATENESS OF HEALTH CARE PACKAGE

44

NOT ADEQUATE M E AND M Y FAM ILY FOR M Y FAM ILY

FOR M E ALONE

0 0 4

0 12 44 6.67 20
NO. OF RESPONDENTS PERCENTAGE

25 73.33 40 60 80 100 120 140

TABLE 3.18 MASTER HEALTH CHECK UP STATUS NO. OF PERCENTAGE

45

Yes No TOTAL Source: Primary Data INFERENCE:

RESPONDENTS 60 60

100 100

The above table showing that 100% of employees dont have yearly master health check up.

CHART 3.18 MASTER HEALTH CHECK UP

46

90 80 70 60 50 40 30 20 10 0 HYPERTENSION 6 10 0 0 4 6.67 50

83.33

OBESITY

FREQUENT HEADACHES PERCENTAGE

NONE

NO. OF RESPONDENTS

TABLE 3.19 STRESS RELATED DISEASES

DISEASES DUE TO

NO. OF

PERCENTAGE
47

STRESS Hypertension Obesity Frequent headache None TOTAL Source: Primary Data INFERENCE:

RESPONDENTS 6 4 50 60

10 6.67 83.33 100

Form the table we can infer that maximum number of employees (83.33%) do not have any stress related disease. 10% of employees have hypertension and 6.67% have frequent headaches.

CHART 3.19 STRESS RELATED DISEASES

48

PERCENTAGE

76.67

23.33

NO. OF RESPONDENTS

46

14

20

40

60 YES NO

80

100

120

TABLE 3.20 INITIATIVE TO DIET

49

STATUS Yes No TOTAL Source: Primary Data INFERENCE:

NO. OF RESPONDENTS 46 14 60

PERCENTAGE 76.67 23.33 100

The above table showing that the maximum number of employees (76.67%) takes special initiatives to manage their diet and only the minimum number of employees dont have any special initiatives to manage their diet.

CHART 3.20 INITIATIVE TO DIET

50

23.33 PERCENTAGE 76.67 14 46

NO. OF RESPONDENTS

10

20

30 YES

40 NO

50

60

70

80

TABLE 3.21 PREFERENCE FOR FOOD

51

FOOD Home made food Vegetables and fruits Less calorific food Spicy/junk food TOTAL

NO. OF RESPONDENTS 42 2 2 46

PERCENTAGE 91.30 4.35 4.35 100

Source: Primary Data INFERENCE: Form the table we can infer that maximum number of employees (91.30%) preferred their home made food, 4.35% of employees preferred vegetables and fruits for their dieting and remaining 4.35% of employees have to prefer less calorific food for their dieting.

CHART 3.21 PREFERENCE FOR FOOD

52

91.3 100 90 80 70 60 50 40 30 20 10 0

42

4.35

2 4.35 LESS CALORIFIC FOOD

HOME MADE VEGETABLES FOOD AND FRUITS

SPICY/JUNK FOOD

TABLE 3.22 EMPLOYEES CONFIDENCE LEVEL IN BALANCING THE WORK AND LIFE.

53

STATUS Yes No TOTAL Source: Primary Data INFERENCE:

NO. OF RESPONDENTS 52 8 60

PERCENTAGE 86.67 13.33 100

The above table showing that the maximum number of employees (86.67%) are generally feel they are able to balance their work and life and minimum number of employees (13.33%) are feel that they era not able to manage their work and life.

CHART 3.22 EMPLOYEES CONFIDENCE LEVEL IN BALANCING THE WORK AND LIFE.
54

86.67 90 80 70 60 50 40 30 20 10 0 52

13.33

NO. OF RESPONDENTS YES NO

PERCENTAGE

CHAPTER-IV FINDINGS
46.67% of employees are in the 45-55 years of age group. 76.67% of employees are male.

55

 Maximum number of employees (66.67%) working only 5 days in a week. Majority numbers of employees (70%) are working only 6-7 hours in a day. Maximum numbers of employees (66.67%) are spending nearly one hour to travelling for work. 100% of employees are married.

Majority Number of employees spouse is employed.

93.33% of employees have children. Maximum numbers of employees (71.43%) take care of their child/children through their spouse. Majority Number of employees (53.67%) spends 2-4 hours with their child/children in a day. Majority (83.33%) of the employees rarely think or worry about work when they are not actually at work or traveling to work. 80% of employees are feeling happy about the amount of time they spent at work. Maximum number of employees (70%) rarely misses out their quality time family or friends because of work pressure. 80% of employees rarely feel tried. Majority of (56.67%) of employees manage their stress arising from their work by listening music. 100% of employees have a provision of health care packages. Maximum numbers of employees dont have yearly master health check up.

Majority numbers of employees (83.33%) do not have any stress related disease.
56

Maximum numbers of employees (76.67%) take special initiates to manage their diet.

91.30% of employees preferred their home made food.

Maximum numbers of employees (86.67%) are generally feel are able to balance their work and life.

CHAPTER-V SUGGESTIONS

It is suggested to the employees to spend more time with their children.

57

The company may make the yearly master health check up to the employees to know about stress related disease.

They may suggest to maintaining the same level of working condition in future also. The company can provide more welfare activities to the employees.

CHAPTER-VI CONCLUSION

58

Work-life balance have the potential to significantly improve employee morale, reduce absenteeism, and retain organizational knowledge. If the workers balance their work and life it will create win-win situation for employers and employees.

APPENDIX
Name: Q.1 Gender : Male/ Female

59

Q.2 Age: a] 25-35 years b] 45-55 years () () b] 35-45 years d] 55-65 years () ()

Q.3 How many days in a week do you normally work? a] Less than 5 days () c] 6 days () d] 7 days () () b] 5 days

Q.4 How many hours in a day do you normally work? a] 6-7 hours () c] 8-9 hours () Q.5 How many hours a day do you spend travelling to work? a] Less than half an hour b] Nearly one hour c] Nearly two hours d] More than two hours () () () () () d] More than 9 hours () b] 7-8 hours

Q.6 Marital status

60

a] Married ()

()

b] Unmarried

Q.7 If married, is your spouse employee? a] Yes () Q.8 Do you have children? a] Yes, no. of children ___ () Q.9 Being employed man/ woman who is helping you to take care of your child/ children? a] Spouse () c] Parents () Q.10 How many hours in a day do you spend with your child/children? a] Less than 2 hours () c] 4-6 hours hours () () d] More than 6 () b] 2-4 hours () d] Servants () b] In-laws b] No () b] No

Q.11 How often do you think or worry about work (when you are not actually at work or travelling to work?

61

a] Never think about work ( ) () c] Often () ()

b] Rarely

d] Always

Q.12 How do you feel about the amount of time you spend at work? a] Very happy () c] Very unhappy () Q.13 Do you ever miss out any quality time with your family or your friends because of pressure of work? a] Never () c] Often () Q.14 Do you ever feel tired or depressed because of work? a] Never () () b] Rarely () d] always () b] Rarely () d] Unhappy () b] Happy

62

c] Often ()

()

d] always

Q.15 How do you manage stress arising from your work? a] Yoga/Meditation () c] Music _________ Q.16 Is there any health care packages can provide by your concern to you now? a] Yes () Q.17 Is the health care package are adequate to you? a] Yes _ for me alone family () () d] No () b] yes _ for my () b] No () d] other, specify () b] Entertainment

c] No idea ()

Q.18 Does your company provides you with yearly master health check up? a] Yes () Q.19 Do you suffer from any stress related disease? () b] No

63

a] Hypertension () c] Frequent headaches ()

()

b] Obesity

()

d] none

Q.20 Does you and your family gets refreshed after holiday family tour? a] Yes () Q.21 Do you take special initiatives to manage your diet? a] Yes () Q.22 If yes, what is your preference for food? a] Carrying homemade food b] Dieting on vegetables and fruits c] Choosing less calorific food d] Spicy/ junk food () () () () () b] No () b] No

Q.23 Do you generally feel you are able to balance your work life? a] Yes () () b] No

64

65