Arun Project

1.
1 INTRODUCTION TO STUDY
The expression “Work Life Balance” was first used in the late 1970s to describe
the balance between an individual’s professional and personal lives. Work Life Balance is
a meaningful achievement and enjoyment in everyday life. Work Life Balance does not
mean equal balance between work and personal life. It is the happy medium between the
minimum and maximum. There cannot be a universal standard for application of Work
Life Balance. It is the person specific and very often balance itself is a dynamic
equilibrium and changes over time.
Work Life Balance entails attaining equilibrium between professional work and
other activities. So that it reduces friction between official and domestic/personal life.
Work Life Balance enhances efficiency and thus, the productivity of an employee
increases. It enhances satisfaction in both the professional and personal lives.
The Work Life Balance in changing role of work force and changing structure of
family results in unsustainable pressure among the workers. Effective Work Life Balance
policies are valuable to business and organization and provide benefits such as reduced
staff turnover rate, absenteeism and increased return on investment and loyalty of the
organization.
Hence, one needs to have a healthy mix of work, family, hobbies etc., in life, in
order to lend meaning to achievement and to life. Just as balanced diet is necessary for the
physical well being of an individual, a balanced life is necessary for the mental/emotional
and psychological well being of people. In short, Work Life Balance is to describe the
balance between an individual’s professional and personal lives.
1.2 OBJECTIVES
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General Objective:
To study and analyse the Work Life Balance of employees’ in TTK Healthcare
Ltd, Chennai.
Specific Objectives:
➢ To identify the effects of shift timings on employees Work Life Balance.

➢ To examine the impact of work pressure on family and social life of an employee.
➢ To study the effect of compensation and job security on Work Life Balance of an
employee.
➢ To find out the importance of teamwork in employees Work Life Balance.
➢ To analyze the factors, which influence the employee’s Work Life Balance.
➢ To help the organization develop an organizational program that can enhance the
Work Life Balance of an employee.
➢ To provide better suggestions for enhancing the Work Life Balance of employees.
1.3 NEED OF THE STUDY
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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 they are not able to find a balance between their personal and
professional lives. They have to make tough choices and 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 level and all industries throughout the world.
Work Life Balance entails attaining equilibrium between professional work and
other activities. So that it reduces friction between official and domestic/personal life.
Work Life Balance enhances efficiency and thus, the productivity of an employee
increases. It enhances satisfaction in both the professional and personal lives.
Juggling between the obligations towards the families and expectations of the
organization and constant struggle to maintain a balance can have serious implications on
the life of an individual. Therefore, it is important for employees to maintain a healthy
balance between work and their personal lives. This will help them to achieve their
personal and professional goals as well the organization they are working for.
India has moved to a higher growth trajectory since the mid-1990’s with the
growth momentum exerting great pressure on individual and businesses. While it is
important for businesses and government to pursue growth/development with a human
face, individuals need to strike a healthy balance between their professional and personal
lives. This research examines Work Life Balance issues in the Indian-context, its
extensive impact and identifies factors that could help create a better Work Life Balance.
1.4 SCOPE OF THE STUDY
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Work Life Balance is the study, used to find out the balance between an
employee’s professional and personal work. This study was mainly designed to analyze
the effectiveness of Work Life Balance in TTK Healthcare Ltd. Work Life Balance is
used to measure the increases in individual productivity, accountability and commitment.
Work life balance is used to improve the better teamwork, morale and communication.
Work Life Balance is also used to improve the relationships both on and off the
job. Work Life Balance is used to reduce the organizational stress as well as the
individual. The result of this study will provide better suggestion for improving the better
balanced work life of an employee. It focuses on the strategies that are being adapted by
the management to boost their expectations by motivating them, which in turn will lead to
have a happy and peaceful life.
The scope of this study is wide it concentrates on the welfare and organizational
benefit policies to make the employee more productive. It focuses on the various stress
and strain factors of the employee and improvement of the working conditions which in
turn will be helpful towards employee to retain them in organization.
2.1 REVIEW OF LITERATURE
CONCEPTUAL OVERVIEW
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Work life and personal life are inter-connected and interdependent spending more
times in office, dealing with clients and the pressure of the job can interface 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 one needs to take care of a kid or
aging parents, financial problems or even problems in the life of a dear relative. It can
lead to absenteeism from work create stress and lack of concentration at work.
The career success and personal failure phenomenon continues to exist for the
mid-life professionals and managers. Despite the corporate value system at the strategic
level, managers must recognize that one is not a true success if they are also a personal
failure. Career success and personal failure can be determined to the organization, to the
individual and the family.
Increasingly Work Life Balance is being viewed as an important issue by many

employees and organizations today. In today’s world, where every individual has to
balance conflicting responsibilities and commitments, Work Life Balance has emerged as
a predominant issue in the work place. In fact, the frustrating search for Work Life
Balance is a frequent topic of conversation among men and women alike.
DEFINITION
According to Jim Board, CEO of worklifebalance.com, “Work Life Balance is

meaningful achievement and enjoyment in everyday life. Work Life Balance does not
mean equal balance between work and personal life. It is the happy medium between the
minimum and maximum. There cannot be a universal standard for application of Work
Life Balance. It is a person specific and very often balance itself is a dynamic equilibrium
and changes over time”.
A good working definition of Work Life Balance is,
“Meaningful daily achievement and enjoyment in each of my four life quadrants:

Work, Family, Friends and Self”.
MEANING
Work Life Balance does not mean an equal balance. Trying to schedule an equal
number of hours for each of the various work related activities and personal activities is
usually unrewarding and unrealistic Life and should be more fluid that that.
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The ideal Work Life Balance will vary over time, often on a daily basis. The right
balance today will probably be different tomorrow. The right balances for a person when
he/she is single will be different when they marry, or if they have children; when they
start a new career versus when they are nearing retirement.
There is no perfect, one-size fits all, balance you should be striving for.
The best Work Life Balance is different for person because everyone will have
different priorities and different lives.
However, at the core of an effective Work Life Balance definition are two key
everyday concepts that are relevant. They are daily Achievement and Enjoyment, ideas
almost deceptive in their simplicity. Engraining a fuller meaning of these two concepts
takes us most of the way to defining a positive Work Life Balance.
HISTORY
The expression Work Life Balance was first used in the late 1970s to describe the
balance between an individual’s professional and personal life. In the US, this phrase was
first used in 1986.
At the dawn of the IT revolution, it was thought that there would be increased
leisure and marked improvements in the quality of life, while in reality, the logic has
actually been turned on its head. Many youngsters are experiencing early burnout due to
overwork and increased stress. This condition is seen in nearly all occupations from blue
collar workers to the top management. Over the past decade, rise in workplace violence,
increase in attrition as well as rise in claims due to health disorders are all evidences of an
unhealthy Work Life Balance.
India has moved to higher growth trajectory since the mid-1990s, with the growth
momentum exerting great pressure on individuals and businesses. While it is important
for businesses and government to pursue growth/development with a human face,
individuals need to strike a healthy balance between their professional and personal lives.
CONCEPT
Most of us already have a good grasp on the meaning of Achievement. But, let’s
explore the concept of enjoyment a little more. As part of relevant Work Life Balance
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definition, enjoyment does not just means, Ha-Ha happiness. It means pride, satisfaction,
happiness, celebration, love of sense of well being…. all the joys of living.
Achievement and Enjoyment are the front and back of the coin the value in life.
You cannot have one without the other, no more than you can have a coin with only one
side. Trying to live a one sided life is why so many successful people are not happy or not
nearly as happy as they should be.
You cannot got the full value from life without BOTH achievement and
enjoyment. Focusing on Achievement and Enjoyment everyday in life helps you avoid
the “As soon As Trap” the life is dulling habit of planning on getting around to the joys of
life and accomplishment “as soon as”.
As a result, a good working definition of Work Life Balance is
“meaningful daily Achievement and Enjoyment in each of my four life quadrants: Work,
Family, Friends and Self”.
Work life must be treated like running a marathon, where sustaining over the long
run is important for achievement in the ultimate analysis.
IMPORTANCE OF MAINTAINING WORK LIFE BALANCE
Conversely, an individual whose life is dominated by a single dimension, viz.,

work to the exclusion of everything else, is the building block of an unhappy family and
society. While the developed countries have been grappling with the issue for quite some
time now, India remained relatively unaffected due to the social support system available
so far. Nevertheless, natural progression would take us to the situation faced by other
countries, unless we recognize the potential issues and act with forethought, learning from
their experience.
The causes for work life imbalance may be many, ranging from personal
ambition, increasing consumerism, and the pressure of family obligations to the
accelerating pace of technology, etc. whatever the reaction, its effect extends beyond the
individual.
Effects on individual
At an individual level, the absence of a healthy Work Life Balance results in high
levels of stress and persistent stress can result in cardiovascular diseases, sexual health
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problems, a weaker immune system, frequent headaches, stiff muscles or backache. Stress
may also perpetuate or load to binge eating, smoking, and alcohol consumption.
Effects on children
Parents returning home late and totally stressed out are barely able to help or
guide the child. They are more likely to adopt the path of least resistance and allow the
child to go by his own choices, which may not be in their best interest.
Effects on families
Spending more time in office, leaves an individual with no time or energy to

participate/contribute to minimum basic household chores. Lack of time and attention can
put personal life in disarray with serious consequences.
Effects on the organization
At an organization level, high stress levels in employees and health issue in

reduced productivity and creativity of employees. It can also result in a buildup of
resentment, irritability, breeding of inter personal problems and affecting the health of
organization.
THE INDIAN SCENARIO
Till a decade ago, there were fixed working hours, say 9-5 or 10-5. Work hours
were limited to 7-8 hours a day, with a five day week even for private sector employees.
Today, these employees spend 12-16 hours at work, which leaves them with less time to
meet obligations of their personal lives, leave alone pursuit of hobbies and leisure
activities. This hinders personal and spiritual growth of individuals and impacts society.
Also, Work Life Balance is seen more as a women’s issue due to the traditional
mindset, where the woman is considered primarily responsible for the smooth running of
the day to day affairs of the family/home, irrespective of her job profile and official
responsibilities. Work Life Balance assumes significance for women, who are virtually
into two jobs, one at the office and the other at home. A poor Work Life Balance
manifests broadly, as inadequate time and attention to non-work matters and neglect of
important aspects of life, be it the self, family or children.
FACTORS INFLUENCING THE BALANCE
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There can be many factors that affect the balance of work and life. The first such
factor is the attitude of an employee. Attitude defines one’s like and dislike. Attitude is a
way of thinking or feeling about something.
Emotions management also plays an important role in achieving and maintaining

such balance. Another factor is the environment in which the individual stays. The type of
the job can also influence the balance. A job, which is monotonous and not challenging,
can make a worker lethargic.
Since, the balance is related to both the professional and personal life, factors, like
family background, financial and social status of the family, life-stage of the employee,
financial standing, family structure, daily routine, friends circle and social life, would also
affect his work life.
An employee, who is struggling financially or who has a large family to support

or other family problems may spend more time in taking care of those issues. To focus on
his work, it is necessary that an employee’s mind is free from domestic encumbrance.’
It is equally important to create a healthy working environment at the work place.

The comfort and ease of working enhances efficiency, as well as effectiveness of
performance. Achieving the balance integrates development and establishment of
effectual procedures while performing day-to-day functions.
SURVEY-FINDINGS
According to a recent study by the centre for work life policy in the US, 50% of
the top corporate executives are leaving their current positions. The study shows that
nationally 70% and globally 81% say that their jobs are affecting their health. People
consider their jobs and their work hours excessive because of globalization. They believe
that the resultant difficult and exhausting conditions are having adverse effects.
In India, a survey completed in October of 2007, asked respondents to cite

specifically what had contributed to a lack of balance in their lives. According to the
study, the number one factor cited as affecting work life balance was “the pace of my
job” (55% of those polled in 2007 as against 49% in the 2005 poll). The second factor
cited was “too little attention to personal interests and relationships” (49%) followed by
financial pressures and goals at number three (32%) and attempt to fulfill others
expectations of the at number four (31%).
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According to an international study, “Organization for Economic Co-operation
and Development (OECD) at a glance survey that covered 18 advanced societies, the
French were seen to enjoy leisure not as weekend activities pursued with a passion, but
weaving leisure into their everyday life and enhancing its quality. Contrary to common
belief, it did not mean poor work ethic, as they were found to be hardworking and
productive as well. An International Labor Organization (ILO) report puts them on par
with Americans in terms of productivity. The OECD report also reveals that Norwegians
spend maximum time on leisure and the report pass them at the very top on the
productivity chart.
BENEFITS OF THE BALANCE
Work Life Balance attaining equilibrium between professional work and other
activities, So that it reduces friction between official and personal life. Work Life Balance
enhances efficiency and thus, the productivity of an employee increases. It enhances
satisfaction, in both the professional and personal lives.
Benefits to the organization
➢ Measured increases in individual productivity, accountability and commitment.

➢ Better teamwork and communication.
➢ Improved morale.
➢ Less negative organizational stress.
Benefits to the individual
➢ More value and balance in your daily life.

➢ Better understanding of what your best individual Work Life Balance is.
➢ Increased productivity and reduced stress.
➢ Improved relationship both on and off the job.
ADVANTAGES OF THE BALANCE
Balance between professional and personal life improves performance at work and
also help in gaining the job satisfaction. It gives feeling of contentment and motivates the
individual to shoulder responsibilities with greater accountability. It helps in creating a
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congenial environment at the work place and also strengthens family bonds of the
employees.
Maintaining the balance, encourages optimum working hours that ultimately

enhances overall efficiency. It is a common fact that an increase in quantity tends to
deteriorate quality. The following are the advantages of maintaining the balance between
professional and personal life.
➢ Balanced Life
➢ Efficiency in work
➢ Quality of work
➢ Success in carrier
➢ Contentment
➢ Motivation
REASONS OF IMBALANCE
There are various reasons for 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, drive culture creating pressure and expectations to perform 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.
If personal factors affect the work life of any individual or the work load impinges
upon his personal life, then there is surely an imbalance in his working and domestic life.
In order to achieve success on both fronts, it is necessary to maintain a balance between
professional and personal life, which is called Work Life Balance.
EFFECTS OF IMBALANCE
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%
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of the respondents have admitted that their jobs are affecting and creating stress in their
personal lives. The pressure of the work or personal life can lead to stress. According to
the study it has been found 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.
SOLUTIONS
Many experts have given different solutions to this problem:
➢ TIME MANAGEMENT is one of the best solutions which can help to reduce the
imbalance between the personal and work life of the employees.
➢ Prioritizing the tasks and planning the activities can help to take out some free
time which can be utilized for other purposes.
➢ Taking some time out for hobbies and leisure activities, spending time with loved
ones can help to beat the stress.
➢ Learning to say “NO” if required.
➢ Sharing the responsibilities will help and don’t commit for something which is
practically impossible.
➢ Utilizing the flexible working hours option of the organization to get some free
time.
INDIVIDUAL EFFORT
An employee can create a healthy Work Life Balance, only if he/she recognizes
that work is an aspect of life and not the whole of life. Further employees, must ensure
the following;
➢ Following time discipline by ensuring 100% commitment when at work, thereby

creating time for other things in life.
➢ Developing an assertive personality, so that he/she is not dumped with work and
becomes a substitute for what somebody else doesn’t want to do.
➢ Adopting a planned approach to life Prioritize and schedule activities i.e. list out
the key areas thing that must be taken care of no matter what.
➢ Effective time management.
➢ Suitably modifying schedules as priorities change with time.
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ORGANIZATIONAL EFFORT
The programs and initiatives that an employer offers and its effectiveness in
creating a healthy Work Life Balance would depend largely on the employer view.
Employers in the West offer a range of different programs and initiatives such as
flexible working arrangements in the form of part-time casual and telecommuniting to
work. More proactive employers provide compulsory leave, strict maximum hours and
foster an environment that encourages employees not to continue working after the
scheduled hours. In India, these are not yet on the horizon for various reasons.
Flexi-work timings, sabbatical and child-care facilities are initiatives that would
allow women employees to be gainfully employed and remain productive at the
workplace with reduced anxiety, while balancing their dual responsibilities.
CONCLUSION
Juggling between the obligations towards the families and expectations of the
organization and constant struggle to maintain a balance between can have serious
implications on the life of an individual. Therefore, it is important for employees to
maintain a healthy balance between work and their private lives. This will help them to
achieve their personal and professional goals.
As the economy shifts more towards the service sector, Work Life Balance
assumes greater significance and calls for major changes in attitudes and systems, so that
individual and collective achievement is meaningful and enjoyable for all.
PREVIOUS RESEARCH STUDIES:
i) Rama Subramanian (2009) opined that, “Successful Work Life Balance has far
reaching implications for individuals and organizations. It boosts productivity and makes
for better quality of life. The work life must be treated like running a marathon, where
sustaining over the long run is important for achievement in the ultimate analysis”.
ii) Pradhumn Kumar (2009) said that, The lack of Work Life Balance has resulted
in the following problems,
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a) Excessive absenteeism
b) Lack of Quality and Quantity in work
c) Lack of interest
d) Misbehavior
e) Complaints by employees
iii) Manisha Sharma (2009) suggested that the following measures should be taken
to improve the Work Life Balance.
a) Tele presence or video conferencing
b) Compressed work week
c) Annualized work hours
d) Job sharing and telecommuting
e) Gradual retirement
f) Flex time and flex place
g) Reduced working hours
iv) Vikas Shrotriya (2009) opined that, “There can be numerous factors that affect
the performance of an employee. Achieving balance in work and familial life is
considered important in order to perform par excellence”. He concluded that when the
employee is free from his domestic and personal worries, he is expected to perform better.
He suggested the following tips to achieving the balance.
a) Schedule/plan the day
b) Enjoy the job
c) Sort and solve problems at the Earliest
d) Dream, not day Dream
e) Personal time
f) Balanced Diet
g) Avoid work overload
h) Health and wealth management
i) Spend time with family
j) Keep in touch
v) Dr.Stephanio Jones (2009) suggested that the following aspects are used to
balancing the work and personal lives.
a) Time management
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b) Managing the expectations
c) Cost management
d) Managing the relationships
e) Making the higher grades
vi) Ronald J.Burka (2009) said that, “The organization can reduce career success
and personal failure experiences by offering assessment centers, helping their
professionals and managers identify and build on their strengths, career counseling and
career development programs that realistically address the integration of work and
personal life. Ultimately a balance or integration must be struck between individuals work
and non-work lives; the goal is for individuals in mid-life to experience both career
success and personal success”.
vii) Sanghamitra Buddhapriya (2009) suggested that, “employers need to come up

with various Work Life Balance friendly provisions which can help them in attracting and
retaining female talent. In order to have a better Work Life Balance, the organization as a
whole must be sensitized at all levels to the work-life issues; this will definitely contribute
to the larger cause of organizational effectiveness”.
viii) Jeffrey H.Green Haus (2009) concluded that, “prior thought and research on the
interface between work and family suggest that participate in one role may enrich the
quality of life in the other rule. Such research is recommended to increase out
understanding of the conditions under which work and family are allies rather than
enemies”.
ix) Vijay Srivastava, VP HR, United Lex (2009) said that, Work Life Balance is a
growing concern in India Inc and experts say that a constant struggle to balance both will
have serious implications on the health of an employee. Giving enough time for
professional and personal chores and keeping both separate is of utmost importance. But,
how can one do this? Proper planning and prioritization so as to improve time
management could help strike a fine Work Life Balance”.
x) P.Dwarkanath, director, Group Human Capital, Max India Ltd, opined that, “the
responsibility to maintain a healthy Work Life Balance rests on both, the organization and
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employee. The organization needs to support its employees by creating an environment
that enables them to maintain a healthy balance”.
2.2 COMPANY PROFILE
TTK HEALTHCARE LIMITED
TTK Healthcare Ltd is a member of the TTK Group of companies,

a highly successful and diverse multi-product, multi-unit manufacturing
and marketing organization with a sales turnover of Rs.500 crores.
The origin of the TTK Group dates back to 1908 when Mr. T. T.
Krishnamachari started an indenting house, to market the products of
Lever Brothers. From this venture, the company expanded its activities
into the marketing of internationally well known branded products such
as Cadbury’s Chocolates, Woodward’s Gripe Water, Kiwi Boot Polish,
Flit Insecticides, Beecham’s Toiletries, Mortan’ sweets and Cosmetics
from Cheeseborough – Ponds.
In course of time the Group gradually extended its marketing

activity into manufacturing and today produces a range of leading
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brands such as the Woodwards Gripe Water, Prestige Pressure Cooker
and Pressure Pan, Kohinoor Condoms, Kiwi shoe Polish, Tantex Hosiery
etc.
Some of the prominent companies of the TTK Group are TTK

Healthcare Ltd, manufacturers of ethical pharmaceuticals; TTK Prestige
Ltd, manufacturers of the Prestige range of houseware; TTK LIG Ltd,
manufacturers of the Kohinoor range of condoms; TTK Healthcare Ltd
(Printing Division) Manufacturers of maps, atlases, guide books and
industrial grades of Paper; TT Industries and Textiles Ltd,
Manufacturers of Tantex hosiery and consumables for Textile Mills;
KIWI TTK Ltd Manufacturers of the Kiwi range of shoe care products and
household cleansers.
THE COMPANY:
TTK Healthcare Ltd was incorporated on May 21, 1958 as Orient

Pharma Private Limited and began its activities by distributing
Woodward’s Gripe Water in India. In 1981, the company name was
changed to TTK Pharma Pvt Ltd and in 1986, the company went public
with linked issue of Equity Shares and Debentures which was
oversubscribed 53 times.
The company has since then broadened its activities and today
has manufacturing facilities at three centres employing over 1500
people.
The company is managed by a highly professional and

experienced Board of Directors
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2.3INDUSTRY PROFILE
PRODUCT RANGE:
Starting with Woodward’s Gripe Water TTK Healthcare has been

gradually extending its product range up to the sophisticated, high
technology product like heart valves and a range of bio-medical
devices. The company derives its strength from the diverse expertise
available within the Group in areas such as polymers, precision
engineering, latex, pharmaceuticals, foods and nutrition.
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The products of TTK Healthcare can be broadly classified into the
following divisions:
CLINICARE DIVISION:
Demonstrating Indian technology at its forefront this division

produces a range a bio-medical products. Bio-medical technology
involves the application of engineering technologies to health care. The
range of products can be further categorised into:
i) Cardio Care System:
The tilting-disc heart valve which will be manufactured for the

first time in India by TTK Healthcare is probably the most significant of
the company’s products. The technology for the heart valve was
developed by Sree Chitra Tirunal Institute, Trivandrum. There are
approximately 20,000 heart surgeries performed in India every year.
Besides this, about 1.2 million children in India suffer from the
rheumatic heart diseases which can only be cured by heart surgery.
The cost of heart surgery in India is high largely due to the prohibitive
costs of imported heart valves. TTK Healthcare will endeavour to offer
the valve at an affordable price. Other products in this category include
ECG Electrodes, Cardotomy Reservoirs, Cardiopulmonary Custom Packs
and Mediastinal Drainage Systems.
ii) Blood Management System:
These include disposable Blood Bags, Blood Transfusion sets, Blood

Transfusion Microfilters and Diagnostic Kits.
iii) Renal Care Systems:
Urine Drainage Systems, haemodialysers and disposable tubings.
iv) Hospital Accessories:
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These include both hospital consumables and hospital durables like
surgical gloves, examination gloves, disposable syringes and needles,
Pressure beds, sterilisers and autoclaves.
MODERN MEDICINE DIVISION:
Started in 1960, this division produces a wide range of medicines

including antihypertensives, antiangina drugs, anticholinergics and
natural calcium supplements. TTK Healthcare also manufactures some
of the most widely used antibiotics – ampicillin, amoxicillin and
cloxacillin. These drugs are produced at a very modern bulk drug
facility in Hyderabad. The factory also manufactures formulation from
the bulk drugs. A comprehensive range of modern medicine for various
conditions such as emergencies due to shock, calcium deficiency, etc
are manufactured at the facility at Chennai.
INDIAN MEDICINE DIVISION:
The Indian Medicine Division of TTK Healthcare was established

in 1975 with the objective of developing and marketing unique herbal
formulations based on ancient Ayurvedic system of medicine. Every
herbal formulation undergoes stringent analysis and clinical trials. A
wide range of products for men, women and children are produced by
this division. These include products of illnesses for which there are no
known allopathic alternatives. With the herbal market growing fast,
both in India and abroad, the success of this division is ensured.
RESEARCH AND DEVELOPMENT:
The Research and Development Centre of TTK Healthcare was

established in 1975 to develop a range of proprietary medicines. The
laboratory has been approved by the Ministry of Science and
Technology, Government of India. The centre has been recognised for
conducting doctoral research by Academic Institutions.
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TTK Healthcare is actively involved in setting up a full fledged
Research facility at Bangalore to develop the technology for the
manufacture of a wide range of bio-medical devices.
Extensive multicentric trials are conducted in respect of all

products in the Clinicare, Indian Medicine and Modern Medicine
Divisions. Only after the products are proven, are they launched
commercially.
OVERSEAS COLLABORATORS:
The TTK Group has collaborated with a number of established

foreign corporations including:
 London International Group, UK
 Kali-Chemie, West Germany
 Nicholas Kiwi, a division of Sara-Lee, USA
 Hatu-Ico, Spain
 Green Cross Medical Corporation, Korea
 Korea Green Cross Corporation, Korea
 Dong-A Pharm, Korea
FUTURE PLANS: FROM GRIPE WATER TO HEART VALVE
TTK Healthcare has come a long way from its early marketing
days. Today the company has diversified into a wide range of highly
sophisticated, high technology products heralding a new era in the
Indian pharmaceutical scenario. The next few years will see rapid
growth in the bio medical devices market. TTK Healthcare will launch a
range of products that include heart valves, incinerators, oxygenators,
humidifiers, third generation cephalosporin, Quinolones, anticancer
drugs, unique herbal drugs, special nutritional supplements, etc. The
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petcare product range will grow as will the Woodward’s Division. Newer
products will continue to evolve as research advances and technologies
emerge.
RIGHTS ISSUE FROM TTK HEALTHCARE:
TTK Healthcare is coming out with a Rights issue of 13, 55, 673
equity shares of Rs.10 each at a premium of Rs.35 per share
aggregating to Rs.6.10 crores. While 12, 91, 118 shares will be issued
to existing shareholders in the ratio of 2 shares will be issued to
existing shareholders in the ratio of 2 shares for every 5 shares, the
balance 64, 555 shares will be offered to employees of the company
and associate companies.
The Rights Issue will augment the long term working

requirements of the Company. TTK Healthcare is in the process of
upgrading its manufacturing facilities to meet the specifications of the
ISO 9000 at all its facilities, which it hopes to achieve. Capital is also
required to provide development and promotional support for new
products to be introduced by the company.
Despite the problems faced by the industry in 1991, including the

freezing of prices of products, the rupee devaluation and the increase
in market borrowing rates, TTK Healthcare’s performance for the year
ended May, 1992 was impressive. The company achieved a turnover of
Rs. 67.85 crores as against Rs. 49.02 crores in the previous year, a
growth of 37.9%. The profit before tax was Rs.283.20 Lakhs, an
increase of over 39% over the previous year’s figure of Rs. 203.47
lakhs. The company has declared a dividend of 22.5% for the year
ended May 31, 1992 as against 17.5% and 20% for 1989-90 and 1990-
91 respectively. The Company expects to improve its turnover further
to Rs.100 crores for 1992-93.
THE FUTURE OF THE MODERN MEDICINE DIVISION:
Products to be introduced within the next two years include:
22
 A spectrum of antibiotics including later generation quinolones.
 Cardio-vascular drugs
 Psychotropic drugs
 Anticancer drugs particularly for cervical, lung and breast cancer.
INDIAN MEDICINE DIVISION:
i) Products for Women/Children:
 Lactare- a herbal route to improve lactation
 Lukure- a product for leucorrhoea
 Elcarim- a herbal appetizer and growth promoter for children
i) Products for men:
 Mustong- a health fitness supplement
 Virilex- for vanity and male sexual dysfunctions
i) General products:
 Tefroli- a proven liver corrective and protective
 Valmus- relieves anxiety and stress
 Arthrid- for relief from stiff joints
 Cofrem- a safe cough remedy
THE FUTURE OF THE INDIAN MEDICINE DIVISION:
23
This division continues to develop products for which were there
is no allopathic alternative available, eg., for psoriasis and Uterine
dysfunctions; herbal tranquilizers, etc.
TURNKEY PROJECTS:
TTK Healthcare has set up a turnkey project at Bangladesh. TTK

has provided the technical know-how, plant and machinery, erection
and commission services. The Rs.7 crore plant will produce 150 tonnes
of Sulphamethaoxazole and 36 tonnes of Trimethoprim per annum.
Currently, that production is on and commercial production began in
January, 1993. The plant can also manufacture other bulk drugs like
louprofen and Mebendazole.
TTK Healthcare has signed an MOU with the State Government of

Kiev, for a turnkey project for the manufacture of Ampicillin. Enquiries
have been received from Pakistan and Bangladesh for upgradation of
existing antibiotic plants.
Discussions are on with Egypt and Indonesia for turnkey blood bag
manufacturing plants.
EXPORTS:
TTK Healthcare’s thrust in exports is paying rich dividends. The

products being exported are as follows:
 Blood bags and blood transfusion sets to UK, Nigeria and Egypt
 Anti-biotic bulk drugs to Germany, UK and Malaysia
 Anti-biotic formulations to Germany and Nigeria
 Herbal products to USA, Singapore and Malaysia
 Fryums and snack pellets to Middle East, Sri Lanka and Singapore
 Woodward’s Gripe Water to the Carribean countries
24
CONSUMER PRODUCTS DIVISION:
 Condoms manufactured by the Group Companies, London

Rubber Company and LORCOM. The range of products include
Kohinoor and Maharaja.
 Kiwi Range of shoe care products and household cleansers

manufactured by New Way Chemicals and Polishes.
THE FUTURE OF THE CONSUMER PRODUCTS DIVISION:
 Product extensions in the Kohinoor range
 Durex International Condoms
 Special Cleansers from Kiwi
TTK PHARMA LIMITED has been renamed as TTK HEALTHCARE LIMITED

since 26th October 1999.
BOARD OF DIRECTORS:
Mr T T Jagannathan - Chairman
Mr T T Raghunathan - Executive Vice Chairman
Mr R K Tulshan - Director
Dr K R Srimurthy - Director
Mr B N Bhagwat - Director
Mr J Srinivasan- Director
Mr R Srinivasan- Director
25
Mr K Vaidyanathan - Director
Mr K Shankaran – Director
NETWORK:
Ahmedabad Ambala Bangalore Bhiwandi
Chandigarh Chennai Cuttack Dehradun
Ernakulam Guwahati Ghaziabad Hubli
Hyderabad Indore Jaipur Kolkata
Lucknow Madurai Meerut Mumbai
Nagpur New Delhi Patna Pune
Raipur Ranchi Siliguri Varanasi
Vijayawada Zirakpur
DISTRIBUTION SERVICES:
Ever since its early beginnings as an indenting agency 76 years

ago, TTK has been known for its strong distribution and marketing
network. The Group's leading brands owe a great deal to the well-
organized dealer and stockist network that TTK & Co., TTK Prestige and
TTK Healthcare have developed over the years, thereby making the
TTK products readily available in 3,20,000 outlets in India's cities,
towns and villages. The Group's distribution strength includes 10,000
direct dealers stocking its consumer durables and more than 2,800
distributors stocking TTK Healthcare's Consumer Products range. The
Company is continuously on the lookout for Joint Venture and Third
Party distribution opportunities so as to leverage its extensive
distribution network.
26
3.1 RESEARCH METHODOLOGY
Research is a systematic and replicable process which identifies and defines
problems within specified boundaries. It employs well defined method to collect the data
and analyses the result. It disseminates the findings to contribute to generalizable
knowledge. In simple, research can be described as an organized and systematic way of
findings answers to questions. The research methodology adopted for the present study
has been systematic and was done in accordance to the objectives set which has been
detailed as below.
Research Design:
A framework or plan for a study that guides the collection and analysis of the data.
A Research design is the arrangement of conditions for collection and analysis of data in
a manner that aims to combine relevance to the research purpose with economy in
procedure .The research design adopted in this study was descriptive study.
Descriptive Research:
Descriptive research includes surveys and fact finding enquiries of different kinds.
The major purpose of descriptive research is description of the state of affairs as it exists
at present. The main characteristic of this method is that the research has no control over
the variables. Research can only report what has happened or what it happens
27
.Descriptive research is used to obtain information concerning the current status of the
phenomena to describe “what exists” with respect to variables or conditions in a situation.
Sources of Data:
The sources of data collected for the present study was primary data and
secondary data.
Primary Data:
Primary data are those which consist of original information for a specific
purpose. Certain types of information such as the perception of the mobile users are
obtained from the actual site for the first time in the present study preliminary data are
collected based on the response of the customers through structured questionnaire.
Secondary data:
Secondary data consist of information which has already been collected by

someone else for some other purpose. The secondary data obtained from magazines,
textbooks, websites and annual reports of the company.
Sampling Method:
Population:
Population refers to the entire group of people events of things of interest that the
researcher wishes to investigate in any particular situation in case of population data is
collected from each and every unit.
Sample:
A sample is a subject of the population. It comprises some members from it. The
selected respondents constitute what is technically called “sample” and selection process
is called “sampling technique”. The survey so conducted is known as Sample survey. By
studying the sample the researcher should be able to draw conclusions that would be
generalizable to the population of interest
Data Collection Procedure:
28
Primary data was collected using the questionnaire .A survey was done with the
researcher meeting the respondents in their respective place. The respondents’ reference
to each question was carefully noted in the questionnaire. Their perception and
suggestions were carefully observed and noted
Sample Size:
Size of the sample means the number of sampling units from the population for
investigation.
Here the sample size is fixed as 150 from a population of many employees.
Sampling techniques:
The sampling technique involved in this research is quota sampling. In this

sampling is not done at random as the field surveyors are not given wide discretion in
selecting respondents in meeting their quotas.
Questionnaire development:
The study relies to a great extent on primary data and some extent to secondary
data and some extent to secondary data in order to gather primary data from respondents
by keeping in view, the objectives of the study the questionnaire consists of the following
type of questions.
Dichotomous: Here the questions asked have only two alternatives from which the
respondents were free to choose one.
Multiple choices: Here the questions asked have a set of given alternatives from which
the respondents may choose one or more alternatives.
Ranking: Here the questions will have a ranking scale, which the respondents are free to
rank them accordingly to their preference.
Close-ended: These types of questions do not allow the respondent to give answers
freely.
Open-ended: These types of questions allow the respondent to give answers freely.
29
3.2 TOOLS USED FOR STATISTICAL ANALYSIS:
• Percentage Analysis
• Weighted Average
• Chi-square Analysis
Percentage Analysis
Percentage refers to a special kind of ratio in making comparison between two or

more data and to describe relationships. Percentage can also be used to compare the
relation terms the distribution of two or more sources of data.
Number of Respondents
Percentage of Respondents = --------------------------------- X 100
Total Respondents
Ranking Method (Weighted Average Method)
In this method the respondents were asked to rank their opinion about the
characteristics of the company. The order of merit given by the respondents was
converted into ranks by using the following formula.
Weightage Score = Σ WiXj
Where Wi - Weightage value
Xj - Ranking position value
Chi-Square Analysis
30
Chi-square is a non-parametric test of statistical significance for bivariate
tabular analysis. A non-parametric test, like chi square, is a rough estimate of confidence.
Chi-square is used most frequently to test the statistical significance of results

reported in bivariate tables and interpreting bivariate tables is integral to interpreting the
results of a chi-square test.
Chi – Square Test Method
The Chi – square method is the application of testing the significant difference
between observed and expected values.
Null Hypothesis (H0):
The hypothesis, or assumption, about a population parameter we wish to

test, usually an assumption of the status quo.
Alternative Hypothesis (H1)
The conclusion we accept when the data fail to support the null hypothesis.
Statistical Test:
Chi–square test (χ 2) =
(O − E ) 2
∑ E
Degrees of freedom = (R-1) (C-1)
whereas, O = Observed frequency
E = Expected frequency
R = Number of rows
C = Number of columns
To find E :
31
Row Total × Column Total
Expected Frequency = -----------------------------------
Grand Total
Level of Significance (α ):
A value indicating the percentage of sample values that is outside certain

limits, assuming the null hypothesis is correct, that is, the probability of rejecting the null
hypothesis when it is true.
3.3 LIMITATIONS OF THE STUDY
The study conducted on Employees’ Work Life Balance has been subjected to a few
limitations. They are as the following:
➢ Time was a major limiting factor of this study. Through pilot study, the sample
size is confined to 100. The conclusion drawn may not therefore be a reflection of
the universe.
➢ The suggestion cannot be generalized, because the survey is confined only in the
TTK Healthcare Ltd.
➢ The interpretation differs from one respondent to other and the answer given by
the respondent may be only approximately.
➢ The opinion expressed by the respondent may be biased which would have
adversely affected the genuineness of the respondent.
➢ Convincing the respondent was the major limitation as they fear of the
management.
➢ The study is restricted, only to the manufacturing sectors and not any other sector
of functioning.
32
4.1 ANALYSIS AND INTERPRETATION
Table4.1.1
Table showing whether respondents are able to balance work and family life:
S.I No. Responses No. of Respondents Percentage (%)

1. Yes 118 78.67
2. No 18 12
3. Don’t know 14 9.33
Total 150
Chart: 4.2.1
INTERPRETATION:
From the above table and chart, it can be inferred that 78.67% of the respondents
were able to balance the work and family life, 12% of the respondents were not able to
balance the work and family life and 9.33% of the respondents were don’t know whether
they are able to balance their work and family life .
Table 4.1.2
Table showing the respondents’ normal working days in a week:
33
S.I No. Working Days No. of Respondents Percentage (%)
1. < 5 Days 2 1.33
2. 5 Days 98 65.33
3. 6 Days 47 31.33
4. 7 Days 3 2
Total 150
Chart: 4.2.2
INTERPRETATION:
were working less than 5 days, 65.33% of the respondents were working 5 days, 31.33%
of the respondents were working 6 days, and 3% of the respondents were working 7 days
in a week.
Table 4.1.3
Table showing the respondents’ normal working hours in a day:
S.I No. Working Hours No. of Respondents Percentage (%)

1. 7 -8 Hours 16 10.67
2. 8 -10 Hours 93 62
3. 10 -12 Hours 38 25.33
4. > 12 Hours 3 2
Total 150
Chart: 4.2.3
34
INTERPRETATION:
were working 7 -8 hours, 62% of the respondents were working 8 – 10 hours, 25.33% of
the respondents were working 10 - 12 hours, and 2% of the respondents were working
>12 hours in a day.
Table 4.1.4
Table showing the respondents travel time for work:
S.I No. Travel Time No. of Respondents Percentage (%)

1. < Half an hour 83 55.33
2. One hour 51 34
3. Two hours 13 8.67
4. > Two hours 3 2
Total 150
Chart: 4.2.4
INTERPRETATION:
were travelling less than half an hour, 34% of the respondents were travelling nearly one
hour, 8.67% of the respondents were travelling nearly two hours, and 2% of the
respondents were travelling more than two hours for their work place.
Table 4.1.5
35
Table showing the satisfaction level regarding sharing opinion at work place of an
employee:

1. Highly Satisfied 16 10.67
2. Satisfied 97 64.67
3. Average 25 16.67
4. Dissatisfied 12 8
5. Highly Dissatisfied 0 0
Total 150
Chart: 4.2.5
INTERPRETATION:
were highly satisfied, 64.67% of the respondents were satisfied, 16.67% of the
respondents were in average, 8% of the respondents were dissatisfied and 0% of the
respondents were highly dissatisfied regarding sharing their opinion at work place.
Table 4.1.6
Table showing the refreshments/snacks in a day for the respondents:

1. None 15 10
2. Once 43 28.67
3. Twice 62 41.33
4. Thrice 27 18
5. > Thrice 3 2
Total 150
36
Chart: 4.2.6
From the above table and chart, it can be inferred that 10% of the respondents
were none in a day, 28.67% of the respondents were once in a day, 41.33% of the
respondents were twice in a day, 18% of the respondents were thrice in a day and 2% of
the respondents were more than thrice in a day went for their refreshment/snacks.
Table 4.1.7
Table showing the tiredness or depresses, because of work pressure:
Chart : 4.2.7 1. Always 3 2

2. Often 31 20.67
3. Sometimes 76 50.67
4. Rarely 38 25.33
5. Never 2 1.33
Total 150
INTERPRETATION:
From the above table and chart, it can be inferred that 2% of the respondents were
always get tired, 20.67% of the respondents were often get tired, 50.67% of the
respondents were sometimes get tired, 25.33% of the respondents were rarely get tired
and 1.33% of the respondents were never get tired, because of work pressure.
Table 4.1.8
Table showing the suffering diseases, because of work pressure:
S.I No. Diseases No. of Respondents Percentage (%)
37
1. Hypertension 31 23.48
2. Obesity 5 3.79
3. Diabetes 19 14.39
4. Frequent Headache 77 58.33
Total 132
Chart: 4.2.8
INTERPRETATION:
were suffered from hypertension, 3.79% of the respondents were suffered from obesity,
14.39% of the respondents were suffered from diabetes and 58.33% of the respondents
were suffered from frequent headache.
Table 4.1.9
Table showing the respondents manage the stress arising from their work:
S.I No. Managing ways No. of Respondents Percentage

(%)
1. Yoga 35 23.33
2. Meditation 17 11.33
3. Entertainment 64 42.67
4. Dance 11 7.33
5. Music 23 15.33
Total 150
Chart: 4.2.9
38
INTERPRETATION:
were used yoga, 11.33% of the respondents were used meditation, 42.67% of the
respondents were used entertainment, 7.33% of the respondents were used dance and
15.33% of the respondents were used music for managing their stress.
Table 4.1.10
Table showing the manager ask the respondent’s input to make decision:

1. Always 8 5.33
2. Often 27 18
4. Rarely 33 22
5. Never 21 14
Total 150
Chart: 4.2.10
INTERPRETATION:
were always, 18% of the respondents were often, 40.67% of the respondents were
sometimes, 22% of the respondents were rarely and 14% of the respondents were never
provide their input to make the decision of the manager.
Table 4.1.11
Table showing the respondents believe that their superior style support for their
Work Life Balance:
39
1. Yes 101 67.33
2. No 18 12
3. Don’t know 31 20.67
Total 150
Chart: 4.2.11
INTERPRETATION:
were believed, 12% of the respondents were not believed and 20.67% of the respondents
were don’t know about they believed that their superior style support their Work Life
Balance.
Table 4.1.12
Table showing about the teamwork encouraged and practiced in the organization:

1. Always 6 4
2. Often 31 20.67
4. Rarely 49 32.67
5. Never 11 7.33
Total 150
Chart: 4.2.12
40
INTERPRETATION:
From the above table and chart, it can be inferred that 4% of the respondents said
always, 20.67% of the respondents said often, 35.33% of the respondents said sometimes,
32.67% of the respondents said rarely and 7.33% of the respondents said that the
teamwork is encouraged and practiced in the organization.
Table 4.1.13
Table showing whether the respondents have the resources that they need to do the
job well:

1. Always 33 22
2. Often 69 46
4. Rarely 16 10.67
5. Never 3 2
Total 150
Chart: 4.2.13
INTERPRETATION:
From the above table and chart, it can be inferred that 22% of the respondents told
always, 46% of the respondents told often, 19.33% of the respondents told sometimes,
10.67% of the respondents told rarely and 2% of the respondents told never that they have
the enough resources that they need to do job well.
Table 4.1.14
Table showing the awareness of the respondents about the Work Life Balance policy
in their organization:
41
1. Yes 0 0
2. No 107 71.33
3. Not aware 43 28.67
Total 150
Chart: 4.2.14
INTERPRETATION:
yes, 71.33% of the respondents told no and 28.67% of the respondents don’t know about
that whether they have separate Work Life Balance policy or not.
Table 4.1.15
Table showing whether the Work Life Balance policy should be customized to
individual needs:

1. Strongly Agreed 19 12.67
2. Agreed 63 42
3. Indifferent 49 32.67
4. Disagreed 15 10
5. Strongly Disagreed 4 2.67
Total 150
Chart: 4.2.15
42
INTERPRETATION:
were strongly agreed, 42% of the respondents were agreed, 32.67% of the respondents
were in indifferent, 10% of the respondents were disagreed and 2.67% of the respondents
were highly disagreed regarding whether the Work Life Balance policy should be
customized to individual needs.
Table 4.1.16
Table showing whether the organization will be more effective and successful,
because of Work Life Balance:

1. Yes 105 70
2. No 18 12
3. Don’t know 27 18
Total 150
Chart: 4.2.16
INTERPRETATION:
yes, 12% of the respondents told no and 18% of the respondents were don’t know about
that the organization will be more effective and successful, because of Work Life
Balance.
STASTICAL ANALYSIS
CHISQUARE ANALYSIS
Table 4.1.17
43
Table showing the satisfaction level regarding the following factors of employees
work life:
Factors H.S S Avg DS HDS W.A.M Rank

Hours spent on job 17 86 29 15 3 36.6 4
Break Hours 13 70 33 32 2 34 5
Work Timings 24 87 23 15 1 37.9 1
No. of Holidays 20 77 41 10 2 36.9 3
Leave Facilities 18 92 29 7 4 37.5 2
Applying Chi Square Test:
H0: Respondents’ satisfactions regarding the factors of work life in the organization are
uniformly distributed.
H1: Respondents’ satisfactions regarding the factors of work life in the organization are
not uniformly distributed.
Chi Square Table:
Oi Ei (Oi –Ei)2 (Oi – Ei)2 / Ei

36.6 36.6 0 0
34 36.6 6.76 0.18
37.9 36.6 1.69 0.05
36.9 36.6 0.09 0.002
37.5 36.6 0.81 0.02
= 0.252
CALCULATION:
Chi – square = ((Oi-Ei)2/Ei))
44
Degrees of freedom = (5-1)
= 4
Significance level = 95%
Chi-square (calculated) = 0.252
Chi-square (Tabulated) = 9.49
Since the 0.252 < 9.49 (calculated value < tabulated value)
Therefore, Ho is accepted.
Therefore, the respondents’ satisfactions regarding the factors of work life in the
organization were uniformly distributed.
Table 4.1.18
Table showing the satisfaction level regarding the following facilities which are
Facilities H.S S Avg DS HDS W.A.M Rank

Compensation 23 49 60 16 2 35 1
Canteen Facilities 6 31 72 35 6 29.73 5
Medical Facilities 9 33 65 39 4 30.27 4
Allowances 21 57 43 26 3 34.47 2
45
Fringe Benefits 17 53 49 29 2 33.6 3
H0: Respondents’ satisfactions regarding the facilities provided by the organization are
uniformly distributed.
H1: Respondents’ satisfactions regarding the facilities provided by the organization are
not uniformly distributed.
Chi Square Table:

35 32.61 5.71 0.18
29.73 32.61 8.29 0.25
30.27 32.61 5.48 0.17
34.47 32.61 3.46 0.11
33.6 32.61 1 0.03
= 0.74
CALCULATION:
= 4
46
Therefore, the respondents’ satisfactions regarding the facilities provided by the

Table 4.1.19
Table showing the satisfaction level regarding the following attributes to attain the
Work Life Balance:
Attributes H.S S Avg DS HDS W.A.M Rank

Family Support 47 69 23 9 2 40 1
Top Management 12 37 57 30 14 30.2 4
Co-workers Relation 38 63 29 17 3 37.7 2
Society 5 49 52 35 9 35.1 3
47
H0: Respondents’ satisfactions regarding the attributes to attain the Work Life Balance
are uniformly distributed.
H1: Respondents’ satisfactions regarding the attributes to attain the Work Life Balance
are not uniformly distributed.
Chi Square Table:

40 35.8 17.64 0.49
30.2 35.8 31.36 0.88
37.7 35.8 3.61 0.1
35.1 35.8 0.49 0.01
= 1.48
CALCULATION:
= 4
48
Therefore, the respondents’ satisfactions regarding the attributes to attain the Work Life
Balance were uniformly distributed.
WEIGHTED AVERAGE
Table 4.1.20
Table showing the satisfaction level regarding sharing opinion at work place of an
employee:

1. Highly Satisfied 16 10.67
2. Satisfied 97 64.67
X WEIGHTS (W) AVERAGE (XW)
3. Average 25 16.67
16 5 80
4. Dissatisfied 12 8
97 4 388
5. Highly Dissatisfied 0 0
25 3 75
Total 150 100
12 2 24
49
0 1 0
150 15 567
WEIGHTED AVERAGE =567/150
=3.78
From the table 4 = 97
INTERPRETATION:
Based on the weighted average, the above table states that 64.66% of the
respondents are satisfied on sharing opinion at the work place.
50
Table 4.1.21
Table showing about the teamwork encouraged and practiced in the organization:

1. Always 6 4
2. Often 31 20.67
4. Rarely 49 32.67
5. Never 11 7.33
Total 150

6 5 30
31 4 124
53 3 159
49 2 98
11 1 11
150 15 422
=2.81
INTERPRETATION:
51
respondents are sometimes only encouraged for team work.
Table 4.1.22
Table showing the manager asks the respondent’s input to make decision:

1. Always 8 5.33
2. Often 27 18
4. Rarely 33 22
5. Never 21 14
Total 150

8 5 40
27 4 108
61 3 183
33 2 66
21 1 21
150 15 418
=2.78
INTERPRETATION:
respondents are sometimes only involved in decision making.
Table 4.1.23
52
Table showing whether the organization will be more effective and successful,
because of Work Life Balance:

1. Yes 105 70
2. No 18 12
3. Don’t know 27 18
105 3 315
Total 150 100
18 2 36
27 1 27
150 6
=2.52
INTERPRETATION:
Based on the weighted average, the above table states that 70% of the
respondents are more effective and successful, because of Work Life Balance.
5.1 FINDINGS AND OBSERVATIONS
➢ It was observed that 78.67% of the respondents were able to balance the work and
family life, 12% of the respondents were not able to balance the work and family
life and 9.33% of the respondents were don’t know whether they are able to
balance their work and family life.
➢ It was observed that the respondents’ satisfactions regarding their work life in the
53
➢ It was observed that 1.33% of the respondents were working less than 5 days,
65.33% of the respondents were working 5 days, 31.33% of the respondents were
working 6 days and 3% of the respondents were working 7 days in a week.
➢ It was observed that 10.67% of the respondents were working for 7-8 hours, 62%
of the respondents were working for 8-10 hours, 25.33% of the respondents were
working for 10-12 hours and 2% of the respondents were working for more than
12 hours in a day.
➢ It was observed that 55.33% of the respondents were travelling less than half an
hour, 34% of the respondents were travelling nearly one hour, 8.67% of the
respondents were travelling nearly two hours and 2% of the respondents were
travelling more than two hours for their work place.
➢ It was observed that the respondents’ satisfactions regarding the attributes of the
work life were uniformly distributed.
➢ It was observed that the respondents have expected the attributes by the following
order: 1. High Package, 2. Job Security, 3. Career Growth, 4. Job Motivation, 5.
Challenging Assignment.
➢ It was observed that 10.67% of the respondents were highly satisfied, 64.67% of
the respondents were satisfied, 16.67% of the respondents were in average, 8% of
the respondents were dissatisfied, 0% of the respondents were highly dissatisfied
regarding sharing their opinion at work place.
➢ It was observed that10% of the respondents were none in a day, 28.67% of the
respondents were once in a day, 41.33% of the respondents were twice in a day,
18% of the respondents were thrice in a day and 2% of the respondents were more
than thrice in a day went for their refreshments/snacks.
➢ It was observed that the respondents’ satisfactions regarding the facilities provided
by the organization were uniformly distributed.
➢ It was observed that 2% of the respondents were always got tired, 20.67% of the
respondents were often got tired, 50.67% of the respondents were sometimes got
tired, 25,33% of the respondents were rarely got tired and 1.33% of the
respondents were never got tired, because of work pressure.
➢ It was observed that the respondents who are suffering from stress related diseases
were lie between form 0.932 and 0.828.
➢ It was observed that 23.48% of the respondents were suffered from hypertension,
3.79% of the respondents were suffered from obesity, 14.39% of the respondents
54
were suffered from diabetes and 58.33% of the respondents were suffered from
frequent headache, because of work pressure.
➢ It was observed that 23.33% of the respondents were used yoga, 11.33% of the
respondents were used meditation, 42.67% of the respondents were used
entertainment, 7.33% of the respondents were used dance and 15.33% of the
respondents were used music for managing their stress.
➢ It was observed that 5.33% of the respondents were always, 18% of the
respondents were often, 40.67% of the respondents were sometimes, 22% of the
respondents were rarely and 14% of the respondents were never provide their
input to make the decision of the manager .
➢ It was observed that 67.33% of the respondents were believed, 12% of the
respondents were not believed and 20.67% of the respondents were don’t know
about they believed that their superior style support their Work Life Balance.
➢ It was observed that the respondents’ satisfactions regarding the attributes to attain
the Work Life Balance were uniformly distributed.
➢ It was observed that 4% of the respondents told always, 20.67% of the
respondents told often, 35.33% of the respondents told sometimes, 32.67% of the
respondents told rarely and 7.33% of the respondents told that the teamwork is
encouraged and practiced in the organization.
➢ It was observed that the following attributes which are essential for Work Life
Balance: 1, Free work environment, 2. Work related Programs, 3. Team work, 4.
Personal Relations, 5. Counseling Session.
5.2 SUGGESTIONS
➢ The majority of the respondents suggested that they should need a separate Work
Life Balance policy for their organization. This will help to improve the balance
between their work and family life.
➢ The organization can provide more challenging assignments to the employees,
such that the involvement of the employees will be of greater intense.
➢ The organization can enhance the medical facilities, such that the employees can
prevail the medical aids in the case of emergency.
55
➢ Relationship between the employees and top management should be maintained
amicable in order to have the long term relationship.
➢ The management should concentrate on more counseling sessions for the
employees in order to enhance the mental stability.
➢ The management can provide the training programs for the employees in order to
work as a team.
5.3 CONCLUSION
Work Life Balance plays a prominent role in this competitive world. The
organizations that promote family-friendly workplaces have an edge when it comes to
recruitment and retention of skilled employees. Family-friendly policies need to live and
not just exist on paper. Senior management need to be role models through their words
and actions and regularly evaluate whether these policies continue to meet employee
needs. Work Life policies are a way to support and recognize the changing needs f
employee at different points in their lives and careers to maintain proper Work Life
Balance. The employees need to set boundaries and rules and one have to try to control
56
the life. Time and energy are allocated to the most important thing in order to prevent
exhaustion effects.
The overall study of Work Life Balance at TTK Healthcare Ltd has conveyed that
employees in the organization are able to maintain personal life and professional life
effectively. If the organization improves the existing Work Life Balance policies and
techniques through which employees will be highly motivated and increases the morale of
their life. The feedback can make the employee to stay healthy, productive, improve job
satisfaction, work commitment and involvements towards the organization development.
This study on Work Life Balance in TTK Healthcare Ltd, Chennai explained how
the employees can manage their work and family life and also various elements of work
life of an employee at TTK Healthcare Ltd, Chennai and paved the way to balance their
work and family life
BIBLIOGRAPHY
BOOKS REFERRED:
1. Diwivedi R.S (1979), Human Resources and Organization Behaviour, 5th

Edition, Macmillan India.Ltd.in.
2. Edwin B Flippo, (1998), Personal management, Mac Graw Hill Book
Co.Ltd.in
3. Waynef Casico (2003), Managing Human Resources, 6th Edition, Mac
Graw Hill Publishing Co.Ltd.in.
57
4. Kothari C.R (2004), Research Methodology, 2nd Edition, New Age
International Pvt.Ltd, New Delhi.
5. Levin R.I & Rusin D.S (2001), Statistics for Management, 7 th Edition,
Prentice Hall of India Pvt.Ltd, New Delhi.
JOURNALS REFERRED:
1. HRM Review (2009) , The ICFAI University press.

2. Effective Executive (2009) , IUP Publications.
3. Indian Management (2009) , Business Standard Publications.
WEBSITES REFERRED:
www.worklifebalance.com
www.google.com
www.wikipedia.com
jim@worklifebalance.com
www.csu.edu.com
www.ttkhealthcareltd.com
A STUDY ON EMPLOYEES’ WORK LIFE BALANCE IN
TTK HEALTHCARE LTD, CHENNAI
Questionnaire
DEMOGRAPHIC DETAILS
i) Age
a) Below 25 years b) 26 – 30 years c) 31 – 40 years d) Above 40 years
ii) Gender
a) Male b) Female
iii) Marital status
58
a) Married b) Unmarried
iv) Designation: __________________
v) Total experience
a) Below 5 years b) 5 – 10 years c) 11 – 15 years d) Above 15 years
vi) Years of experience in the company: ______________
QUESTIONS:
1) Do you generally feel you are able to balance your work and family life?
a) Yes b) No c) Don’t know
2) Indicate your satisfaction level with regard to the following factors of employee’s work
life.
Factors Highly Satisfied Average Dissatisfied Highly

Satisfied Dissatisfied
Hours spent on the
job
Break Hours
Work Timings
No. of Holidays
Leave Facilities
3) How many days in a week do you normally work?
a) Less than 5 days b) 5 days c) 6 days d) 7 days
4) How many hours in a day do you normally work?
a) 7 – 8 hours b) 8 – 10 hours c) 10 – 12 hours d) More than 12 hours
5) How many hours in a day do you spend on travel to work?
a) Less than half an hour b) Nearly one hour c) Nearly 2 hours d) More than 2 hours
6) Are you satisfied regarding sharing your opinion at work place?
a) Highly satisfied b) Satisfied c) Average
d) Dissatisfied e) Highly dissatisfied
7) How often will you have refreshments drinks/snacks in a day?
a) None b) Once c) Twice d) Thrice e) More than thrice
59
8) Indicate your satisfaction level with regard to the following facilities which are
provided by the organisation.
Facilities Highly Satisfied Average Dissatisfied Highly

Compensation
Canteen facilities
Medical facilities
Allowances
Fringe benefits
9) Are you ever feel tired or depressed, because of work pressure?
a) Always b) Often c) Sometimes d) Rarely e) Never
10) How do you manage stress arising from your work?
a) Yoga b) Meditation c) Entertainment d) Dance
e) Music f) Others, specify ____________
11) Does the manager ask your input to make decision?
12) Do you believe that your superior style support your Work Life Balance?
13) Indicate your satisfaction level with regard the following attributes to attain the Work
Life Balance.
Attributes Highly Satisfied Average Dissatisfied Highly

Family support
Top management
Co-workers relation
Society
14) Is team work encouraged and practised in the organization?
60
15) Do you have the resources that you need to do your job well?
16) Does your company have a separate policy for Work Life Balance?
a) Yes b) No c) Not aware
17) Do you feel Work Life Balance policy in the organization should be customized to
individual needs?
a) Strongly agreed b) Agreed c) Indifferent
d) Disagreed e) strongly disagreed
18) Is this organization do to help you balance your work and family
life?
a) Yes b) No
19) Do you think that, if employees have good Work Life Balance, the organization will
be more effective and successful?
61

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1.

➢ To identify the effects of shift timings on employees Work Life Balance.

1.3 NEED OF THE STUDY

1.4 SCOPE OF THE STUDY

2.1 REVIEW OF LITERATURE

Increasingly Work Life Balance is being viewed as an important issue by many

According to Jim Board, CEO of worklifebalance.com, “Work Life Balance is

A good working definition of Work Life Balance is,

“Meaningful daily achievement and enjoyment in each of my four life quadrants:

As a result, a good working definition of Work Life Balance is

IMPORTANCE OF MAINTAINING WORK LIFE BALANCE

Conversely, an individual whose life is dominated by a single dimension, viz.,

Spending more time in office, leaves an individual with no time or energy to

Effects on the organization

At an organization level, high stress levels in employees and health issue in

THE INDIAN SCENARIO

FACTORS INFLUENCING THE BALANCE

Emotions management also plays an important role in achieving and maintaining

An employee, who is struggling financially or who has a large family to support

It is equally important to create a healthy working environment at the work place.

In India, a survey completed in October of 2007, asked respondents to cite

BENEFITS OF THE BALANCE

Benefits to the organization

➢ Measured increases in individual productivity, accountability and commitment.

Benefits to the individual

➢ More value and balance in your daily life.

ADVANTAGES OF THE BALANCE

Maintaining the balance, encourages optimum working hours that ultimately

Many experts have given different solutions to this problem:

➢ Following time discipline by ensuring 100% commitment when at work, thereby

PREVIOUS RESEARCH STUDIES:

vii) Sanghamitra Buddhapriya (2009) suggested that, “employers need to come up

2.2 COMPANY PROFILE

TTK HEALTHCARE LIMITED

TTK Healthcare Ltd is a member of the TTK Group of companies,

In course of time the Group gradually extended its marketing

Some of the prominent companies of the TTK Group are TTK

TTK Healthcare Ltd was incorporated on May 21, 1958 as Orient

The company is managed by a highly professional and

Starting with Woodward’s Gripe Water TTK Healthcare has been

Demonstrating Indian technology at its forefront this division

i) Cardio Care System:

The tilting-disc heart valve which will be manufactured for the

ii) Blood Management System:

These include disposable Blood Bags, Blood Transfusion sets, Blood

iii) Renal Care Systems:

Urine Drainage Systems, haemodialysers and disposable tubings.

iv) Hospital Accessories:

MODERN MEDICINE DIVISION:

Started in 1960, this division produces a wide range of medicines

INDIAN MEDICINE DIVISION:

The Indian Medicine Division of TTK Healthcare was established

RESEARCH AND DEVELOPMENT:

The Research and Development Centre of TTK Healthcare was

Extensive multicentric trials are conducted in respect of all

The TTK Group has collaborated with a number of established

 London International Group, UK

 Kali-Chemie, West Germany

 Nicholas Kiwi, a division of Sara-Lee, USA

 Green Cross Medical Corporation, Korea

 Korea Green Cross Corporation, Korea

 Dong-A Pharm, Korea