Journal of Engineering Sciences Vol 14 Issue 05,2023

A STUDY ON EMPLOYEE WORK LIFE BALANCE

1
T.NIVEDITHA , 2Dr.VASAVI
1
MBA Student, 2Assistant Professor
DEPARTMENT OF MBA
MALLAREDDY UNIVERSITY, HYDERABAD

ABSTRACT
1. INTRODUCTION
Work/life balance, in its broadest sense,
is defined as a satisfactory level of involvement Work/life balance, in its broadest sense, is
or ‘fit’ between the multiple roles in a person’s defined as a satisfactory level of involvement or
life. Although definitions and explanations vary; ‘fit’ between the multiple roles in a person’s life.
work/life balance is generally associated with Work/life balance can be achieved and it has
equilibrium, or maintaining an overall sense of received attention from employers, workers,
harmony in life. The study of work/life balance politicians and the media. In this particular
involves the examination of people’s ability to context in focus on the current skill shortages
manage simultaneously the multi-faceted and the prospect of ageing workforce which is
demands of life. now a crucial part of organizations in order to
This model of work/life balance, with time, grasp work/life balance practices to pull in and
involvement and satisfaction components, hold ability, from conventional sources as well
enables a broader and more inclusive picture to as from undiscovered and differing social
emerge. For example, someone who works two gatherings. These are the gatherings whose way
days a week and spends the rest of the week of life can often demand more noteworthy
with his or her family may be unbalanced in regard for work/life balance: working mothers,
terms of time (i.e equal measures of work and develop laborers and some minority gatherings.
life), but may be equally committed to the work More importantly the organizations are not
and non-work roles (balanced involvement) and giving genuine chance for the employee
may also be highly satisfied with the level of work/life balance are opening themselves up to
involvement in both work and family (balanced expanding quantities of disappointed and
satisfaction).Someone who works 60 hours a ineffective representatives and henceforth
week might be perceived as not having work/life expanded whittling down rates. Moreover just
balance in terms of time. However, like the creation of work/life policy framework is not
person who works only a few hours a week, this sufficient; fostering an organizational culture
individual would also be unbalanced in terms of that encourages the utilization of accessible
time, but may be quite content with this greater approaches is also of great significance. This
involvement in paid work balanced satisfaction. study investigates the notion of work/life
Alternatively, someone who works 36 hours a balance, which also includes the actual
week, doesn’t enjoy his or her job and spends experience of grounded benefits for employers
the rest of the time pursuing preferred outside and employees. The study also additionally
activities may be time-balanced but unbalanced moves a portion of the expository presumptions
in terms of involvement and satisfaction. Thus, related with work/life balance. Further, it plots
achieving balance needs to be considered from the social inhibitors to the usage of adaptable
multiple perspectives.

ISSN:0377-9254 jespublication.com Page 526

Journal of Engineering Sciences Vol 14 Issue 05,2023

work courses of action and gives viable systems the researcher to know in what ways the
to creating. stress will affect the work and family.
The study helps to get a complete picture
DEFINITION of the work life balance of the
employees. It is also useful for the
Work life balance is a person’s control over
the conditions in their workplace .Its organization to view their present
accomplished when an individual feels practices & help them to make the
dually satisfied about their personal life and required changes for the future.
their paid occupation .It mutually benefits  To adapt the new organization
the individual, business, society when a changes their practices along with
person’s personal life is balanced with her or their new strategic business
his own job. environment.
 To find out the new concept of
OBJECTIVESOF THE STUDY: knowledge organization like knowledge
PRIMARY OBJECTIVE workers, multi skilled workers etc., and
 A study on work life balance the profile of the workers has been
with reference to ICICI. completely changed.
SECONDARY OBJECTIVE  To find out about employee satisfaction
 To identify the measures of in ICICI
balancing employees work with
life SCOPE OF THE STUDY
 To study the level of stress The study is to identify the various
between work & personal life. measures that are to be followed by the
 To suggest suitable measures to organization to improve the work life of
improve work life balance the employees and provide a
 To study about how the motivational environment in which the
representative helps in balancing employees are highly satisfied. It
both work and family identifies the extent to which the
 To understand about Job sharing employees are able to balance the
personal, social & organizational work
NEED FOR THE STUDY life. The study of work life balance
The aim of the study was to know the explains the exact position of
work life balance at ICICI. The performance of employees. The study
following needs have proposed me to has to analyze the work life balance with
choose the project on work life balance. reference to dawn solutions private
The work life balance is an important limited. The research method conducted
tool for effective performance of the as descriptive research design with the
employee. Work life balance helps to primary data collected through
understand about how the stress in questionnaire. The findings of the
personal life affect the professional life research are highly important for the
of the employee. Work life balance helps organization to design & execute work

ISSN:0377-9254 jespublication.com Page 527

Journal of Engineering Sciences Vol 14 Issue 05,2023

life balance program in an efficient Survey is an organized one comprising of

manner. inquiries, which are close, finished having
 The examination with the prime settled reaction design with different Answers.
destinations of determining the
businesses Towards the Work Life b) Interview technique:
Balance program, which are required to The examination likewise incorporates
play out their employments successfully, acquiring data from knowledgeable people.
in ICICI prudential Life Insurance This meeting is a casual or unstructured One
Company. The investigations with able and verbalizes people, developers and
incorporate directors and software experts of the association.
engineers. Secondary Source
 The venture is certain to the Human Optional information are those that are as of
Resource Dept at Icecap this is now accessible, i.e. they Refer to the
focused on 'work life balance' with a information, which have just been gathered and
specific end goal to decrease steady examined by another person. Auxiliary
loss rate. information is assembled from the association
Catalogs, Journals and books.
II. RESEARCH METHODOLOGY
The study has been conducted in the Tools of Analysis
organization to examine any issue usually found The tools like questionnaire, bar graphs,
that information nearby are lacking and along piecharts etc., are used to analyze the data.
these lines it winds up important to gather
information that are fitting. These are a few LIMITATIONS OF THE STUDY
different ways of gathering the fitting  The exhibit examine is limited to shared
information, which concede extensively. In administrations, ICICI, Hyderabad, staff
setting of time and different assets. Here with as it were.
the end goal of concentrate two sorts of
information has been utilized.  The reaction of the workers has been
acquired just through poll.
Primary Source
With reference to this investigation, information  The test estimate is confined to just 30
is gathered through
 Some workers are not continually
a) Questionnaire approaching to express their feeling
straightforwardly
b) Interview technique. III. BALANCING WORK WITH LIFE:
Progressively representatives are assessing their
a) Questionnaire Method:- own fulfillment regarding in what capacity will
Information is assembled by conveying poll to they adjust the challenges they look in their
chiefs and Programmers. Poll is readied and pre activity and life and what rewards they drive
tried before utilizing it for information from it. An ever increasing number of
accumulation. individuals are worried about finding an
occupation which intrigues them and satisfies
their internal imaginative desire.

ISSN:0377-9254 jespublication.com Page 528

Journal of Engineering Sciences Vol 14 Issue 05,2023

 Broader ability pool accessible

Balancing work and life has turned out to be  Reduced turnover
critical as a result of the adjustment in nature of  Improved worker maintenance
individual parts in a family. Social, sparing and  Improved execution
mental components associate the person to the  Positive manager marking
work place and family (life).  Improved work fulfillment
Five particular parts of work/life culture have
Families, these days are having twofold salary been distinguished from past contemplates,
through two-workers. It is on the grounds that a which should all be considered by associations
house spouse notwithstanding her family while endeavoring to enhance representatives'
obligations is additionally doing the part of work/life balance.
profession ladies to supplement the family salary 1) Managerial Support
or to seek after her vocation goals. They are 'Administrative Support' is reliably underlined in
adjusting their family and occupation. talks and concentrates as a factor affecting
work/life balance. Supervisors assume a vital
Another case of an individual adjusting family part in the achievement of work/life programs
life and work is a man in a solitary parent since they are in a situation to empower or
family. dishearten representatives' endeavors to adjust
their work and family lives. Where
So far HRM work-life adjust has expected much administrators energetically bolster the
significance as it manages issues identified with coordination of paid work and different
a representative’s work and his family. obligations, representatives will probably take
Therefore a lion's share of associations have up accessible work/life programs. Then again, it
thought that it was important to incorporate has been proposed that even in 'family-
work-life adjusting projects or family- accommodating' associations, administrators
accommodating alternatives. may send negative signs demonstrating that the
utilization of adaptable advantages is an issue
Improved Work/Life Balance Measures for them, their partners and the association
 Attracts new employees overall.
 Helps to retain staff 2) Career Consequences
 Builds diversity in skills and person The second factor related with work/life culture,
nel, and one that has been firmly connected with the
 Improves morale, under-usage of work/life arrangements, is the
 Reduces sickness and absenteeism view of negative profession results. The most
 Enhances working relationships bet critical case of this issue is the low maintenance
work choice. Schwartz (1989) was one of the
ween colleagues,
first to distinguish the profession impediments
 Encourages employees to show mor
inborn in low maintenance business and
e initiative and teamwork,
depicted ladies who came back to their
 Increases levels of production and sa occupations low maintenance following a birth
tisfaction, as being 'mother track' laborers. She contended
 Decreases stress and burn-out. that low maintenance ladies got less preparing,
 Better physical and emotional well- were paid less and propelled all the more
being. gradually on the grounds that businesses append

ISSN:0377-9254 jespublication.com Page 529

Journal of Engineering Sciences Vol 14 Issue 05,2023

a higher hazard to putting resources into them. home); and the level of tact in one's work
In different examinations, both male and female routine.
low maintenance laborers were more awful off, A steady work/life culture as far as authoritative
as far as advancement prospects and privilege to time desires has been found to diminish
incidental advantages, than the individuals who work/family struggle, enhance work fulfillment
worked more hours seven days. "I work low and increment efficiency. In a few
maintenance in my branch at a significant low investigations, notwithstanding, long working
level and I've been ignored a few times .When hours have been recognized as a flag of
we took a gander at the rundown, 25 individuals responsibility, efficiency and inspiration for
have jumped me for different positions." progression. Known as 'exposure', being
Female administrative officer, part-time unmistakable at the working environment amid
These discoveries are reverberated crosswise long working hours has been viewed as a
over different enterprises and divisions. Allen noteworthy boundary to accomplishing work/life
and Russell (1999) found that the distribution of balance.
less authoritative prizes, including headway Full-time, male, white-collar worker
openings and pay increments, came about It has been proposed that associations could
because of impression of diminished hierarchical move towards more steady time desires by
duty by workers who utilized family- relaxing administrative control while cultivating
accommodating strategies. Such observations high efficiency through result situated worker
recommend convincing reasons. assessment. In any case, a move from the
why low maintenance business has a tendency to conventional idea of 'publicity' as the essential
be underused by men, single specialists and measure of profitability to execution based
vocation arranged moms, despite the fact that evaluation is probably going to require a critical
there is minimal accessible writing clarifying change in perspective for a few associations.
how different types of adaptable functioning, for The move to assessing execution based on yields
example, working from home, influence as opposed to time spent physically at the
apparent and genuine profession openings. Be working environment is, in any case, a
that as it may, the long haul accomplishment of fundamental piece of building up a culture that
work/life balance alternatives appears to depend backing work/life balance.
on the attainability of such game plans at all 4) Gendered Perceptions
levels of the workforce, including In spite of the fact that the dialect of hierarchical
administration. Vitally, investment by directors work/life arrangements is for the most part
themselves in work/family programs challenges impartial and non-prejudicial, these approaches
the view of work/life approach usage and have spun truly around encouraging the working
profession movement as being fundamentally states of ladies. Men's take-up of elective work
unrelated ways inside the association. choices has had a tendency to be greatly low.
3) Time Expectations Recognitions that work/life arrangements are
The third build implied to impact the take-up produced just for ladies are the fourth factor
and general steadiness of work/life arrangements identified with their utilization. An ongoing
is hierarchical time desires – the quantity of audit of men's utilization of family-
hours representatives are relied upon to work; accommodating work arrangements contends
how they utilize their chance (e.g., regardless of that obstructions to men's utilization emerge
whether workers are required to take work from three noteworthy sources.

ISSN:0377-9254 jespublication.com Page 530

Journal of Engineering Sciences Vol 14 Issue 05,2023

To begin with, the association of the work to be seen, and treated, as a less dedicated
environment is said to be tricky, in that the way specialist.
of life of numerous work environments gives IV. DATA ANALYSIS AND
occasion to feel qualms about the authenticity of INTERPRETATION
men's cases to family obligations. Additionally, 1) To what extend are you comfortable is
in circumstances where men's utilization of done with the benefits that are aimed towards
work/life approaches is novel or bizarre, a your self- improvement.
snowballing circumstance may eventuate which
deflects other men from utilizing the To great extent 25%
arrangements.
Second, the business condition, forcing focused
To some extent 25%
weights to keep up piece of the overall industry
and increment profit, is thought to stop men
from utilizing work/life alternatives. Satisfactory 50%
Third, the household association in
representatives' own homes frequently blocks
60%
men from taking up accessible work/life choices,
concentrating on the centrality of the dad's 50%
50%
somewhat than the mother's vocation.
5) Co-Worker Support 40%
The fifth factor that may add to the
accomplishment of work/life balance is 30% 25% 25%
colleague bolster. There is some confirmation,
20%
for instance, of a 'backfire' development,
portrayed by a few representatives' disdain of 10%
those utilizing adaptable game plans, in this
manner adding to a workplace where the use of 0%
accessible open doors isn't supported. Kirby and To great extent To some extent Satisfactory
Krone (2002), for instance, investigated the
perspectives of representatives in a back
INTERPRETATION:
association about the execution and use of
 25% of employees say that they are
work/life balance arrangements. They found that
satisfied to great extent with the
dispositions communicated by collaborators
provision of benefits at the work
represented how the development of
place.
function/life benefits was influenced by
 25% of the employees say that they
variables, for example, desires for business
are satisfied with the Provision of
travel for workers with and without family
benefits to some extent.
duties; introductions of independence and
 And 50% say that they are just
meritocracy; and conventional partitions
satisfied and 0 say that not satisfied.
amongst open and private circles. Along these
lines, workers who used work/life approaches
2) To what extent is your performance
felt disdain from associates and recognized the
justified with adequate and Fair
need to adjust 'utilize' and 'mishandle' so as not
compensation?

ISSN:0377-9254 jespublication.com Page 531

Journal of Engineering Sciences Vol 14 Issue 05,2023

To great extent 20% 50%

45% 45%
45%
To some extent 20% 40%

Satisfactory 60% 35%

30%
25%
70%
60% 20%
60% 15%
10%
50% 10%
40% 5%
30% 0%
20% 20%
20% To great extent To some extent Satisfactory
10% INTERPRETATION:
0%  45% of the employees say to great
To great To some Satisfactory extent that the Organization
extent extent maintaining appropriate balance of
work.
INTERPRETATION:  45% of the employees say to some
 20% of the employees say that their extent the Organization maintaining
performance is justified with appropriate balance of work and.
adequate and fair compensation.  10% of the employees are satisfied.
 20% of the employees say that their
performance is justified only to
some extent. 4) How often do employees find themeselves
 60% of the employees are just working?
satisfied regarding this. During Vacations 36%

3) To what extent your organization is During Lunch 12%

maintaining the appropriate balance of
work? After Normal Time 24%

At home 28%
To great extent 45%

To some extent 45%

Satisfactory 10%

ISSN:0377-9254 jespublication.com Page 532

Journal of Engineering Sciences Vol 14 Issue 05,2023

 The work life balance of among

unmarried employees significantly
During higher than the work life balance of
28% Vacations married employees.
36%
During Lunch  The employees who have joined the job
through direct recruitment are
After Normal significantly higher in balancing work
Time with their personal life compared to that
At home of employee who have joined the
24% 12%
current job through promotion.
SUGGESTIONS
The point chose is Work Life Balance. The
hugeness of determination the theme identifies
INTERPRETATION: with its significance in the examination to make
 36% of employees find themselves in the workers more effective, so hierarchical
work during vacations objective can be accomplished through Personal
 28% of employees find working after advancement.
the office hours at home The majority of the representatives went to the
 24% of employyes find themselves in Work Life Balance program to Gain learning on
work after normal time their self-premium. In any case, a portion of the
 12% of employees find themelves respondents gave their proposals with the goal
working during lunch that the program can be more powerful.
A portion of the proposals are as follows:-
FINDINGS
 Significant influence of women 1. Work ought to be conveyed among
employees’ marital status on self workers consistently.
management is observed. Married
women employees are good in self 2. Job revolution
management than the women employees
3. The company should have proper health
living as single. checkup that shows the company have interest
 Work life balance policies provide the on employee’s health.
way for good support from the work
place. 4. Transparent in correspondence both
 Work life balance policies, work place ways (top level to low level and the other way
support, work load and financial around)
assistance are the predictor variables of
5. The company should take stress
work satisfaction of women employees controlling activities like recreational activities
working in urban area banks.
 Self management increases satisfaction 6. More motivational classes on the
level in personal life. attitudinal difference in the representative
 The level of organizational commitment towards the activity.
of the employees does not differ by sex
7. Man power framework should be more
and family size. viable.

ISSN:0377-9254 jespublication.com Page 533

Journal of Engineering Sciences Vol 14 Issue 05,2023

8. Appraisal framework needs changes on the culture and environment of the

when evaluation of worker there ought to be pre organization, which can help them to attract and
and post advising for representatives. retain the talent.
9. Compulsory leave of 45 days.
Bibliography
10. The company may provide better INTERNET
counselling for services, transport and exercise www.google.com
facilities for employees than before. www.ask.com
www.iciciprulife.com
11. More social party ought to be arranged
by authority to meet The relatives of the
REFERENCES
worker's
1. Human Resource and Personnel
The theme chose is Work Life Balance. The Management- William Wrether
noteworthiness of choice the point identifies 2. ICFAIUniversity press—HRM Review
with its significance in the examination to make 3. http://www.wikihow.com/Maintain-
the workers more proficient, so authoritative a-Work-Life-Balance
objective can be accomplished through Personal 4. http://www.worklifebalance.com/wo
improvement. rklifebalancedefined.html
5. http://www.bia.ca/articles/AReporto
V. CONCLUSION ntheImportanceofWork-
This project title is “A Study on work life LifeBalance.htm
balance” It can be said that work life balance 6. www.worklifebalance.com
is a very important issue in the human
resource management field and is has a vital
impact on the productivity and growth of
both the organization and the employees.
Subsequent to leading an exceptional
examination on Work Life Balance program in
ICICI prudential Life Insurance Company the
fallowing conclusions were determined.
Work-life balance includes balancing
between Professional life which includes career,
challenges, pressure, achievement and ambition
on one hand and private life which includes
pleasure, leisure, family and spiritual
development.Training programs should be
designed on spiritual management where
employee can do regular exercises, yoga,,
meditation etc that can maintain the emotional
balance of the employees Promoting flexibility
through networks and communication, finally it
is suggested that employers need to develop the
various work-life balance friendly policies based

ISSN:0377-9254 jespublication.com Page 534