Académique Documents
Professionnel Documents
Culture Documents
These included the Railways, the Posts and Telegraphs, the Port Trusts, the
Ordinance Factories, All India Radio, few enterprises like the Government Salt
Factories, Quinine Factories, etc. which were departmentally managed.
The public sector is that portion of society controlled by national, state or
provincial, and local governments. In the United States, the public sector
encompasses universal, critical services such as national defense, homeland
security, police protection, fire fighting, urban planning, corrections, taxation, and
various social programs.
The public sector overlaps with the private sector in producing or providing certain
goods and services. The extent of this overlap varies from country to country, state
to state, province to province, and city to city. This overlap is most often seen in
waste management, water management, health care, security services, and
shelters for homeless and abused people. Sometimes, service providers move
from the public sector to the private. This is known as privatization, and has been
taking place in recent years on a large scale throughout the world. In other
instances, a service may shift from the private sector to the public. This is less
common, but health care is one area where some governments are providing or
experimenting with services previously furnished by private providers.
Governments routinely hire private corporations to provide goods and services for
the public sector, a practice known as outsourcing. Examples include the
manufacture, construction, or maintenance of aircraft, military hardware, electronic
and communications equipment, computers, roads, freeways, bridges, parks, and
recreation areas.
Private Sector:The phenomenal growth of private sector of India can be attributed to political will,
financial reforms, usage of more advanced technology, young and large English
speaking working class. The 7-8 % of annual GDP growth rate India is the one of
the highest growth rate in the world. The last 15 years witnessed a phenomenal
rise of the growth of private sector in India. The opening up of Indian economy has
led to free inflow of foreign direct investment (FDI) along with modern cutting edge
technology, which propelled India's economic growth.
Public sector
is
social
device
where
uncertain
risks
of
individuals
contributions
which
those
being
efficient
conduit
to
old.
individuals
losses
protect
for
growth.
years
the
suffer
means
economic
150
who
by
the
In
be
reimbursed.
oneself,
the
insurance
of
the
to
Insurance
be
of
life
and
General
Insurance.
IRDA
Bill
through
both
successful
passage
found
In
monopolized
by
out
of
addition
to
Industry
channeled
Industry7
it
fields
is
people
Today,
respective
may
saving
India,
provide
is
two
PSU's
of
an
towards
more
However,
houses
is
than
in
their
with
the
parliament
in
December 1999 the sector has been opened up to private players.This will
provided
improve
much.
the
employment
be
sorted
quality
Needed
of
opportunities.
out,
impetus
to
the
service
and
products
There
are
still
particularly
with
some
regard
Industry
and
will
issues
to
and
also
their
the
will
increase
need
status
to
of
belonging to the public sector now has to compete with several other
corporate entities of its kind which often are heavyweight Indian as well as
Multinational Life Insurance Brands in themselves.
Bharat Sanchar Nigam Limited:Bharat Sanchar Nigam Ltd. formed in October, 2000, is World's 7th largest
Telecommunications Company providing comprehensive range of telecom services
in India: Wireline, CDMA mobile, GSM Mobile, Internet, Broadband, Carrier
service, MPLS-VPN, VSAT, VoIP services, IN Services etc. Presently it is one of
the largest & leading public sector unit in India.
State Bank of India:The State Bank of India, popularly known as SBI, is one of the leading banks in
India. The bank traces its origin to the first decade of the 19th century. Later on, it
was merged with the Imperial Bank. In the year 1955, the Government of India
nationalized the Imperial Bank along with the Reserve Bank of India. Ever since
that
time,
the
bank
acquired
its
present
name
that
is
SBI.
Personal Loan
For Pensioners
Plus Scheme
Medi-Plus Scheme
Rates of Interest
SBI created a unique method of serving its customers even on a
holiday. One can find a floating SBI ATM on a boat in the backwaters of Kerala.
This caters to the needs of the customers by providing service round the clock.
Besides, the customers can also avail the facilities of online banking and
transaction.
Private sector
ICICI:ICICI Bank is India's second-largest bank with total assets of Rs. 3,634.00 billion
(US$ 81 billion) at March 31, 2010 and profit after tax Rs. 40.25 billion (US$ 896
million) for the year ended March 31, 2010. The Bank has a network of 2,009
branches and about 5,219 ATMs in India and presence in 18 countries. ICICI Bank
offers a wide range of banking products and financial services to corporate and
retail customers through a variety of delivery channels and through its specialised
subsidiaries in the areas of investment banking, life and non-life insurance, venture
capital and asset management. The Bank currently has subsidiaries in the United
Kingdom, Russia and Canada, branches in United States, Singapore, Bahrain,
Hong Kong, Sri Lanka, Qatar and Dubai International Finance Centre and
representative offices in United Arab Emirates, China, South Africa, Bangladesh,
Thailand, Malaysia and Indonesia. Our UK subsidiary has established branches in
Belgium and Germany.
HDFC:HDFC Bank was amongst the first to receive an 'in-principle' approval from the
Reserve Bank of India (RBI) to set up a bank in the private sector from Housing
Development Finance Corporation Limited (HDFC), in 1994 during the period of
liberalization of the banking sector in India. HDFC India was incorporated in August
1994 in the name of 'HDFC Bank Limited'. HDFC India commenced operations as
a Scheduled Commercial Bank in January 1955.
HDFC India deals in varieties of products like home loan, standard life
insurance, mutual fund, securities, credit cards, etc. HDFC has branch offices in all
major cities in India like Calcutta, Chennai, Delhi, Bangalore, Hyderabad,
Ahmedabad apart from HDFC Mumbai.
works 60 hours a week might be perceived as not having work/life balance in terms
of time. However, like the person who works only a few hours a week, this
individual would also be unbalanced in terms of time, but may be quite content with
this greater involvement in paid work (balanced satisfaction). Alternatively,
someone who works 36 hours a week, doesnt enjoy his or her job and spends the
rest of the time pursuing preferred outside activities may be time-balanced but
unbalanced in terms of involvement and satisfaction. Thus, achieving balance
needs to be considered from multiple perspectives.
Work life and personal life are the two sides of the same coin.
According to various work /life balance surveys, more than 60% of the respondent
professionals surveyed said that are not able to find a balance between their
personal and professional lives. They have to make tough choices even when their
work and personal life is nowhere close to equilibrium. Traditionally creating and
managing a balance between the work-life was considered to be a woman's issue.
But increasing work pressures, globalization and technological advancement have
made it an issue with both the sexes, all professionals working across all levels
and all industries throughout the world. Achieving "work-life balance" is not as
simple as it sounds.
Work life and personal life are inter-connected and
interdependent. Spending more time in office, dealing with clients and the
pressures of job can interfere and affect the personal life, sometimes making it
impossible to even complete the household chores. On the other hand, personal
life can also be demanding if you have a kid or aging parents, financial problems or
even problems in the life of a dear relative. It can lead to absenteeism from work,
creating
stress
and
lack
of
concentration
at
work.
Work-personal life conflict occurs when the burden, obligations and responsibilities
of work and family roles become incompatible. Obligation of one can force an
individual to neglect the other.
Reasons of imbalance:
There are various reasons for this imbalance and conflicts in the life of an
employee. From individual career ambitions to pressure to cope up with family or
work, the reasons can be situation and individual specific. The speed of
advancement of information technology, the increasing competition in the talent
supply market has led to a "performance-driven" culture creating pressures and
expectations to performance more and better every time. Also, many a times,
many people find it difficult to say "NO" to others especially their superiors. They
usually end
up
over burdening
themselves with
work. The
increasing
responsibilities on the personal front with age can also create stress on personal
and professional fronts.
Effects
Constant struggle and effort to maintain a balance between the work and personal
life can have serious implications on the life of an individual. According to a survey,
81 per cent of the respondents have admitted that their jobs are affecting and
creating stress in their personal lives. The pressures of the work or personal life
can lead to stress. According to studies, it has been found to that such situation
can take a toll on the person's health both physiologically and psychologically.
Heart ailments, cardiovascular problems, sleep disorders, depression, irritability,
jumpiness, insecurity, poor concentration and even nervous breakdowns are
becoming common among the victims of such imbalance. Pressure, stress or
tension in work life can lead to bad social life and vice versa.
10
impacts the employer, the employees colleagues, the employee, the employees
family, and society as a whole. From the employers perspective, the inability to
balance work and family demands has been linked to reduced work performance,
increased absenteeism, higher turnover, lower commitment and poorer morale.
Work-life conflict has also been linked to productivity decreases associated with
lateness, unscheduled days off, emergency time off, excessive use of the
telephone, missed meetings, and difficulty concentrating on the job. Conflict
between work and family demands is also a problem for employees and their
families.
11
12
With the increasing shift of the economy towards knowledge economy, the
meaning and importance of the quality of work life is also assuming a new
significance. Today, the connotation of the term 'work' has also become different. It
13
has more to do with the intellectual exercise than physical labour. As a result, the
corporates need to streamline and restructure their work schedules in order to
bring about a balance in work life of their employees. Understanding and
managing the levels and complexities of diverse motivational needs is another
area, which requires careful attention from the corporates to bring about work-life
balance.
Various researchers have pointed out the following.
Technological Breakthroughs
Tremendous progress in the fields of information technology and
communication system has changed our worldview. At the same time, it demands
more from todays employees.
14
this seems to be idealistic situation, what the corporates need to remember is that
the conflicts should not reach unacceptable levels where it would tend to affect the
productivity of the employee and the management recognises the importance of
their personal and family life.
Striking a balance between work and life is as difficult for the corporates as
it is for the employees. The HR managers, along with the functional heads and
line mangers, should try to bring in flexibility to the working patterns within the
organisations. A trade off between organisational needs and personal needs of the
employees has to be worked out. Following are some of the ways in which it cane
be done. Though this is in no way an exhaustive list, yet it does provide a starting
point for corporates to develop flexible work schedules that can balance work and
life.
articulation from the company that it values the personal lives of its employees.
15
The employees must understand that their organisation also keeps in mind the
value of their life and personal relationship. Such articulation can be done through
the companys vision and mission statements.
changing patterns of work and life of employees, the organisations can arrange
special training programs that will inform the employees about the new working
trends. This can be done through sharing successful models of work schedules
and real life case studies.
Sustain It
Once the organisation follows and internalises the practice of flexible work
schedules for its employees, it is very necessary that it sustains it over a long
16
apparently seem that employees are having more leisure, the effect of a balanced
work-life will show up positively in the bottom line of the company.
17
Objective of the study:Major: The major objective of the study is to find out the ways so that the
employees are able to balance their personal and work life.
Minor:
To find out reasons for quality of work life in public and private sector
To find out effects of quality of work life in both the sectors
To find out way to improve quality of work life in both the sector
RESEARCH DESIGN: The exploratory research design is
adopted for this project.
RESEARCH
18
personal
interview,
respondent
where
the
researcher
and
the
Limitation of the study:1. The information provided by the workers is not definitely true.
2
3. The workers hesitate disclosing the true facts in order to secure their job.
4. There is no measure to check out whether the information provided by the
Workers are correct or not.
19
b) Between 30-40
c) Above 40
Public sector
Particula
rs
Below 30
Between
30-40
Above 40
Total
No of
Respons
es
5
15
% of
responde
nt
20%
60%
20%
25
100
20
The above graph shows that 60% employees are between 30-40 age,
20% are of above 40 & remaining are of below 30.
It means that employees in public sector are more
aged so they can easily balance their personal and work life.
Private sector
Particula
rs
No of
Responde
nt
Below 30
Between
30-40
Above 40
20
3
2
25
Total
Percentage
of
Respondent(
%)
80
12
8
100
21
The above private sector graph shows that 80% of employees are of
below 30 age,12% are of 30-40 & remaining are of above 40.
The employees in private sector are young so they can do more work
so the work load is more on them.
COMPARISION:The overall response shows that in public sector employees are of between 3040 age but in private sector below 30 age employees are worked because in
public sector employees are more aged but in private sector employees are
young and they do lots of work.
2 Genders
a) Male
b) Female
Particulars
Public sector
No of
Respondent
Male
20
80
Female
20
Total
25
100
Percentage of
Respondent(%)
22
ANALYSIS AND INTERPRETATION:The above graph shows that 80% employees are male and remaining
are female.
Most of the employees in public sector are male because in
public sector aged person are worked more so percentage of female
employees are so low.
Private sector
Particula
rs
No of
Responde
nt
Male
15
Percentage
of
Respondent(
%)
60
Female
10
40
Total
25
100
23
The above graph shows that 60% are male and remaining are female
employees.
The percentage shows that male and female employees are
equal in the organisation because they are young and they work with full
of dedication because in private sector work load is more so company
required young and energetic employees.
COMPARISION:The response shows that in private sector 40% female but in public
sector only 20% females are working and 60% male and 80% male are
working in private and public sector respectively.
Public sector
No of
Responde
nt
Percentage
of
Respondent(
%)
10
15
40
60
Particulars
Yes
No
Total
25
100
24
Private sector
No of
Responden
t
Percentage
of
Respondent(
%)
Yes
No
18
7
72
28
Total
25
100
Particulars
25
Public sector
26
No of
Responde
nt
Particulars
1-4 hours
13
5-9 hours
Total
25
Percentage
of
Respondent(
%)
52
32
16
100
Private sector
No of
Responde
nt
Particulars
Percentage
of
Respondent(
%)
27
1-4 hours
5-9 hours
more than 10
hours
3
10
Total
25
12
40
48
12
100
Public sector
28
Particulars
No of
Respondent
Percentage
of
Respondent(
%)
Nearly one
hour
Nearly two
hours
Total
25
15
5
100
60
20
20
Private sector
29
Particulars
No of
Respondent
Percentage
of
Respondent(
%)
Nearly one
hour
Nearly two
hours
Total
25
15
100
20
20
60
b) No
Public sector
No of Respondent Percentage
of
Respondent(
%)
Particulars
Yes
No
18
72
28
Total
25
100
31
Private sector
No of Respondent Percentage
of
Respondent(
%)
Particulars
Yes
No
20
80
20
Total
25
100
32
Public sector
No of Respondent Percentage
of
Respondent(
%)
Particulars
General shift
Night shift
Alternate
18
72
3
5
12
20
Total
25
100
33
Private sector
No of Respondent Percentage
of
Respondent(
%)
Particulars
General shift
Night shift
Alternate
10
40
10
5
40
20
Total
25
100
34
The response shows that in public sector only employees work in general shift
but in private sector employees work in night and general shift because there is
lots of work and pressure but in public sector employees are work in general shift
only because they do all the work in general shift so employees are rarely work in
night shift.
8 Marital status?
a) Married
b) Unmarried
Public sector
No of Respondent Percentage
of
Respondent(
%)
Particulars
Married
Unmarried
20
80
20
Total
25
100
35
Private sector
No of Respondent Percentage
of
Respondent(
%)
Particulars
Married
Unmarried
28
18
72
Total
25
100
36
The response shows that in public sector most of the employees are married but
in private sector most of the employees are unmarried because in public sector
employees are so aged but in private sector employees are young and they have a
ability to do a work effectively so the employees in the private sector are not
married.
Public sector
No of Respondent Percentage
of
Respondent(
%)
Particulars
Yes
No
12
48
13
52
Total
25
100
37
Private sector
No of Respondent Percentage
of
Respondent(
%)
Particulars
Yes
No
20
80
20
Total
25
100
38
Public sector
Particulars
Yes
No
Total
No of Respondent Percentage of
Respondent(%)
72
18
7
25
28
100
39
The above graph of public sector shows that 72% employees have children &
remaining says no.
Private sector
No of Respondent Percentage of
Respondent(%)
Particulars
36
9
Yes
No
Total
16
64
25
100
40
Public sector
Particulars
Spouse
No of Respondent Percentage of
Respondent(%)
4
1
In laws
Parents
15
Servants
Total
25
12
60
12
12
100
41
Private sector
Particulars
Spouse
No of Respondent Percentage of
Respondent(%)
4
1
In laws
Parents
10
Servants
Total
25
20
40
32
4
100
42
Public sector
Particulars
Less than 2 hours
No of Respondent Percentage of
Respondent(%)
20
5
2-3 hours
32
3-4 hours
12
48
Total
25
100
43
Private sector
Particulars
Less than 2 hours
No of Respondent Percentage of
Respondent(%)
24
6
2-3 hours
36
3-4 hours
10
40
Total
25
100
44
12 Do you ever miss out quality time with your family or your friends because
of work?
a) Never
b) Rarely
c) Sometimes
d) Always
Public sector
Particulars
Rarely
No of Respondent Percentage of
Respondent(%)
2
45
Sometimes
Always
Never
11
Total
25
28
20
44
100
Private sector
Particulars
No of Respondent Percentage of
Respondent(%)
Rarely
Sometimes
Always
12
Never
Total
25
16
20
48
16
100
46
13 Do you generally feel that you are able to balance your work & personal
life?
a) Yes
b) No
Public sector
Particulars
No of Respondent Percentage of
Respondent(%)
Yes
20
No
80
20
47
Total
25
100
Private sector
Particulars
No of Respondent Percentage of
Respondent(%)
Yes
10
No
15
Total
25
40
60
100
48
Public sector
Particulars
Rarely
No of Respondent Percentage of
Respondent(%)
2
49
Sometimes
Always
Never
11
Total
25
28
20
44
100
Private sector
Particulars
No of Respondent Percentage of
Respondent(%)
Rarely
Sometimes
Always
12
Never
16
20
48
16
50
Total
25
100
Public sector
Particulars
No of Respondent Percentage of
Respondent(%)
51
Dance
Music
Yoga
10
Meditation
Total
20
20
24
40
16
100
Private sector
Particulars
No of Respondent Percentage of
Respondent(%)
Dance
Music
10
Yoga
Meditation
36
40
20
4
52
Total
100
25
16 Do any of the following hinder you in balancing your work & family
commitments?
a) Long working hours
b) Compulsory overtime
c) Shift work
Public sector
53
Particulars
No of Respondent Percentage of
Respondent(%)
Compulsory overtime
Shift work
12
Total
25
16
36
48
100
Private sector
Particulars
No of Respondent Percentage of
Respondent(%)
Compulsory overtime
12
Shift work
Total
25
32
48
20
100
54
17 Does your organisation provide you with yearly master health check up?
a) Yes
b) No
Public sector
Particulars
No of Respondent Percentage of
Respondent(%)
Yes
No
22
Total
25
12
88
100
55
Private sector
Particulars
No of Respondent Percentage of
Respondent(%)
Yes
20
No
Total
25
80
20
100
56
Public Sector
Particulars
Hypertension
No of Respondent Percentage of
Respondent(%)
5
20
57
Diabetes
13
Frequent headache
Total
25
52
28
100
Private sector
Particulars
Hypertension
Diabetes
Frequent headache
Total
No of
Respondent
Percentage of
Respondent(%)
10
40
28
32
25
100
58
Public sector
Particulars
Yes
No of Respondent Percentage of
Respondent(%)
4
16
59
No
12
Not aware
Total
25
48
36
100
Private sector
Particulars
No of Respondent Percentage of
Respondent(%)
Yes
15
No
Not aware
Total
25
60
20
20
100
60
Public sector
Particulars
No of Respondent Percentage of
Respondent(%)
61
Holiday
15
Career break
Total
25
4
4
60
8
4
100
Private sector
No of Respondent
Particulars
Flexible start time
Holiday
12
Career break
Percentage of
Respondent(%)
16
12
48
8
62
Total
25
16
100
Public sector
63
Particulars
Highly Agree
Agree
Indifference
Disagree
Highly Disagree
TOTAL
No of
Respondent
2
5
12
4
2
25
Percentage of
Respondent(%)
8
20
48
16
8
100
Private sector
Particulars
Highly Agree
Agree
Indifference
Disagree
Highly Disagree
TOTAL
No of
Respondent
5
4
12
2
2
25
Percentage of
Respondent(%)
20
16
48
8
8
100
64
Public sector
Particulars
Yes
No of Respondent Percentage of
Respondent(%)
20
80
65
No
Total
25
20
100
Private sector
Particulars
No of Respondent Percentage of
Respondent(%)
Yes
10
No
15
40
60
66
Total
25
100
Public sector
Particulars
No of Respondent Percentage of
Respondent(%)
67
Yes
13
No
12
Total
25
52
48
100
Private sector
Particulars
No of Respondent Percentage of
Respondent(%)
Yes
10
No
15
40
60
68
Total
25
100
24 Do you think that if employees have good work life balance than the
organisation will be more effective and successful?
a) Yes
b) No
Public sector
69
Particulars
No of Respondent Percentage of
Respondent(%)
Yes
10
No
15
Total
25
40
60
100
Private sector
Particulars
No of Respondent Percentage of
Respondent(%)
Yes
20
No
Total
25
80
20
100
70
Work life balance refers to those factors which strike a balance between Work life,
Family life and self life. These factors play an integral part in building an
employees routine and lifestyle. Issues like stress management, personal space,
time for family and friends, time to pursue hobbies etc. start becoming evident as
when there is work life imbalance.
71
In our study of Work life balance in the Public and private industry, we considered
three major parameters of Time, Gender and Age in order to aid us in our analysis.
However, there have to be conscious efforts taken by the employer to counter
barriers to work life balance. Also, the employee has to ensure that there is
effective time and stress management. In other words, Work life balance can be
ensured only if there are conscious efforts taken by both, the employer and the
employee.
2. Appreciation of work
Good work must always be appreciated. The key to making an employee feel
satisfied and acknowledged at work is to have constant supervision. However, a
line should be drawn between supervision and interference.
3. Authority and Responsibility
There should be regular checks on the responsibilities and duties of employees.
They should neither be underperforming nor over performing.
RECOMMENDATIONS TO THE EMPLOYEE
1. Pursuing Hobbies and Passions
It is important for everyone to have a hobby or some activity that he/she can
pursue, as a stress buster or just for fun. It can act as a major stress reliever and
can go a long way in improving the Work life balance of employees.
2. Effective Time and Stress Management
It is a myth that poor work life balance is caused due to the working patterns of the
firm or aggressive attitude of the supervisor, ultimately trying to indicate that
imbalance is due to the organizations practices. But the reality is not so. It is the
individual also who is equally responsible to maintain his or her work life balance.
In fact many a times it is the individuals incapability of managing his time that
results in an unhealthy work-life balance. If the employees can work on their time
management skills, they would definitely be able to improve their work-life balance
Prior to implementing any new work life balance initiatives, employers must ensure
that it is consistent with existing obligations and arrangements under any award,
enterprise agreement, employer-employee agreement or contract of employment
that exists in the workplace.
73
Questionnaire
WORK LIFE BALANCE
Q 1. What is your age?
a) Below 30
74
b) Between 30-40
c) Above 40
Q 2. Gender
a) Male
b) Female
Q 3 Your Designation
75
b) In laws
c) Parents
d) Servants
e) Day care centers
Q 12 How many hours in a day do you spend with your child/children?
a) Less than 2 hours
b) 2-3 hours
c) 3-4 hours
Q 13 Do you ever miss out quality time with your family or your friends because of work?
a) Never
b) Rarely
c) Sometimes
d) Always
Q 14 Do you generally feel that you are able to balance your work & personal life?
a) Yes
b) No
Q 15. Do you feel tired or depressed because of work?
a) Never
b) Rarely
c) Sometimes
d) Always
Q 16 How do you manage stress arising from your work?
a) Yoga
b) Meditation
c) Dance
d) Music
Q 17. Do any of the following hinder you in balancing your work & family
commitments?
a) Long working hours
b) Compulsory overtime
c) Shift work
Q 18 Does your organisation provide you with yearly master health check up?
a) Yes
b) No
Q 19 Do you suffer from any stress-related disease?
a) Hypertension
b) Diabetes
c) Frequent headache
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MAGZINES
HRM Review (Work-Life Balance)
77
INTERNET
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BOOKS
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