Essay: A STUDY ON WORKLIFE BALANCE OF EMPLOYEES AT CORP ATTIRE

INTRODUCTION TO INTERNSHIP
Internship generally involves exchange of duties and responsibilities between students and the organizations. It is carried out for certain period of time. Payment for intern varies depending upon the companies. Some companies pay intern on monthly basis as stipend. It gives the students a practical experience about work life environment. The students are expected to choose a topic, state problem, provide suggestions and recommendations for the same. It is a part of academic studies .It gives a picture about the organization before they enter in to actual working atmosphere
TOPIC CHOOSEN FOR STUDY
A STUDY ON WORKLIFE BALANCE OF EMPLOYEES AT
CORP ATTIRE
Work life balance is a concept that relates both professional and personal life. The attitude of employees has changed through the passage of time. Earlier individuals need a job for their survival or for meeting their needs, this concept has changed now. It has become a matter of personal satisfaction.
Imbalance in work life balances the individuals with increased stress level, hyper tension, and various other health issues. Before finding out the solution to imbalance between work and personal life .The reasons behind it has to be identified. .Many of the working employees has time only for work and sleeps which results in mental and physical exhaustion. Today employees have various responsibilities like work, elderly parents, children, spouse.etc.
Mangers of the organization/head of the organization cover up or fulfil the organizations objectives through individuals who are employed in the organization. The manager has to make sure that proper work life balance exist in the employees. Human resources aim to achieve the common goal by bringing together both organization and people. This is considered as a prompt way to obtain the common goal through properutilization human resource by taking into consideration both the aspects of company and the individual goals.
This project deals about the study of work life balance in Work life and personal life are inter-connected and interdependent. Spending more time in office, dealing with clients and the pressures of job can interfere and affect the personal life, sometimes making it impossible to even complete the household commitments. On the other hand, personal life can also be demanding if one has a kid or aging parents, financial problems or even problems in the life of a dear relative. It can lead to absenteeism from work, creating stress and lack of concentration at work.
NEED OF THE STUDY
‘ This study helps to know the employees attitude towards their work
‘ To know whether a balanced work life balance exist among the employees.
‘ This study helps to identify the reasons for poor work life balance
‘ To study helps to provide various solutions to solve imbalance of work life balance.
‘ To identify how the characteristics of work impact on life.
OBJECTIVES OF THE STUDY
‘ To identify whether work life employees personal life.
‘ To identify whether personal life affects employees work life.
‘ To identify whether employees work life balance affects the success of the organization.
‘ To identify work life balance challenges faced by employees.
‘ To analyze the ways to improve the work life balance.
‘ To know what employees expect from the employer
SCOPE OF THE STUDY
The project research will completely depend on Corp attire company for the vital information. The scope of the study was limited to apparel manufacture Company . The study was based on data collected through questionnaire.
‘ Objectives of HR can be achieved through the suggestions /recommendation from this project
‘ The importance of work life balance of employees in the organization can be drawn from the findings and conclusions of the project
‘ It helps the company to identify whether there exist a need to adopt new polices or modify the existing polices.
METHODOLOGY ADOPTED
Introduction
It is the identification or analysis of methods that are appropriate to a field of study. It consists of various methods, procedure and principles specified to a branch of knowledge. A researcher solves a research problem by this method. The researcher uses methodology to study the problem and to identify the reasons behind it.
Research methodology explains about why the study has undertaken, how the problem has defined, in what way and why the hypothesis are formulated ,what data has been collected and what particular technique is being used.
Research Design
It is a scientific method used to obtain the end result of the research question
Data collection method
Data collection method is the process of gathering information or data required under the research study by various methodologies. Primary and secondary sources are generally used to obtain the relevant data.
Primary data
Primary data are the original source collected first hand by the researcher directly that has not been previously collected. In the present study primary data plays major role in analysis, interpretation, suggestions and conclusions.
‘ It is the information gathered by the researcher for the problem being studied.
‘ Primary data is also known as first hand data as it is the information collected by the researcher directly.
‘ With the help of structured questionnaire the primary data is obtained from the employees
Secondary data
It includes the information that has been gathered from previous research study and that can be used for the research presently undertaken.
Secondary data was collected from the following.
‘ Annual reports
‘ Books, Texts, Magazines.
‘ Internet
‘ Encyclopedia
Type of The Study:
The study conducted was descriptive in nature since it involved a survey of employees.
Sampling design
It is the process in which a part of the whole population is being studied to make conclusion about the whole population. The purpose of the sampling is to obtain the unknown characteristics of the population
a) Sampling size.
The survey is conducted with the sample size of 50.
b) Random sampling
It is the type of sampling technique in which each and every unit has equal opportunity to be selected.
LITERATURE REVIEW
Macky and Boxall(2008) reported that employees working longer hours are slightly more likely to report a greater imbalance in the work life relationship. It was also found out that increasing theavailability of work life balance policies for employees When pressure to work longer hours was higher and employees felt greater work life imbalance.
Crosie and moore (2004) studied working from homeand work life balance.The study concluded that home workingwas not panacea for modern working life.Personality skills and asipiration should be given careful consideration by those who are thinking of working from home.Those who have tendency to work long hours outsidethe home might find that homelife is enen marginalized by work life.
Loscocoo(1997) examined how people with considerable control over their work lives construct and experience work family connections.The result showed thatself employed people had considerable contol over their work lives and this helped themto curb the instruction of work into family life.
Drew and murtagh(2005) examined the experience and attitude of female and male senior managers towards work life balance.The finding of the study was thatgraetest obstacle to achieving work life balance was ‘long hours ‘ culture,in which availing oneself to flexible options is incompatible with a holding senior management post.
Encourage Work/Life Balance in Employees
By David Hakala
As a recession looms and companies slash their payrolls, it is more important than ever to keep remaining employees productive and happy. One issue that employers constantly wrestle with is work/life balance, the allocation of employees’ time and energy between work and family, health activities, hobbies and all of life’s network requirements.
Studies have shown that too much work can lead to a variety of stress-related illnesses that sap workers’ vitality, making them more prone to errors on the job, absenteeism, burnout and turnover. The tendency for work to dominate employees’ lives is increased when layoffs and hiring freezes leave fewer workers with more to do. The remaining workers are often the hardest to replace because they are the best. It behoves companies to encourage employees to sustain healthy work/life balances. Here are some tips that companies can use to keep their work forces healthy and productive.
On-the-Job Training
1. Management support for work/life balance is critical, and it must come from the top. Too often, the perception that hard work is the only way to rise in a company keeps employees at the grindstone, working themselves into illness. Top executives can set examples of good work/life balances and make it known that the same is expected from rank-and-file employees.
2. Surveys of employees’ work/life issues can help a company understand workers’ needs and design appropriate policies to meet them. Studies have shown that respect for work/life balance needs is high on employees’ lists.
3. Set priorities for all work. When priorities are unclear, employees tend to overwork because they think that everything must get done at once. Setting priorities allows workers to schedule tasks over a reasonable period of time.
4. Train line managers to recognize signs of overwork. Supervisors can spot increasing error rates, absenteeism and signs of stress-related burnout more easily than anyone else in the organization. Workers who show these signs of a poor work/life balance can be referred to employee.
5. Seminars on work/life balance can help employees understand its importance and find ways to achieve it. Such seminars teach employees how to better manage their workloads, eliminate unproductive work habits, get sufficient exercise and negotiate more flexible work conditions that meet their needs.
Make Work More Flexible
6. Flexitime is one of the most useful tools in helping workers achieve a good work/life balance. Companies should identify which jobs lend themselves to flexible work scheduling and implement formal policies for coordinating flexible schedules with an employee’s supervisors and co-workers.
7. Telecommuting is a way for employees to work from home while taking care of a sick or dependent family member. It also cuts down on stress and unproductive time due to a commute. Studies have shown that telecommuters can be 30 percent more productive than their office-bound counterparts. Many companies are implementing formal telecommuting programs on an as-needed or permanent basis. Telecommuting can be a terrific recruitment too as well.
8. Job sharing can keep two valuable employees busy while reducing work-related stress. In a job-sharing arrangement, two workers work part-time and share the workload of one job. Careful coordination between the two workers, their supervisor and their co-workers is necessary to make job sharing work.
Allow for Time off from Work
9. Encourage the use of vacation and sick-leave time. Supervisors should advise employees to use their vacation and sick-leave benefits when signs of burnout or illness arise. Companies can implement use-it-or-lose- it policies to encourage employees to take time off when it is necessary.
10. A formal leave policy for employees with dependents recognizes and encourages the need to care for sick children or elderly parents.
11. Paid childbirth or adoption leave gives women and men the flexibility to keep their jobs while attending to a new addition to the family. This option is almost always cheaper than the alternatives of burnt-out employees or those who leave the company.
12. Limit how often employees take work home. The line between work and home lives tends to blur when employees regularly take work home. This practice should be monitored by management personnel, who should also develop plans for making sure that work gets done at the office instead of at home.
13. Some companies allow employees to take leave for community service. These firms recognize that employees obtain life satisfaction from projects or work outside of their regular jobs.
Bringing Life to Work
14. ‘Bring-your-kids-to-work day’ is a way to get employees’ families involved in their work lives. The opportunity to share a day of work with children is a benefit that many employees appreciate.
15. Sponsoring employees’ family-oriented activities is another way to combine work and life. Sporting events, excursions to amusement parks, fishing trips and other family-oriented jaunts are good opportunities to help employees strike a work/life balance.
16. Companies need to promote their work/life-balance policies year-round ‘ not just in employee orientations and handbooks. Frequent, positive communication of these benefits reinforces management’s commitment to help workers achieve work/life balances and gives employees the feeling that it is OK to live a little.
LIMITATION OF THE STUDY
Maximum effort has been to gather information from the original source. It is subjected to following limitations.
‘ The focus narrow on the objectives in order potential issues are not given much importance
‘ The Attitude of the respondents is heterogeneous in nature & the possibilities of biased information cannot be reeled out.
‘ Only a small part of Sample was considered under the study because of time and money constraint
‘ It is assumed that all the response given by the respondents are real
‘ Time was another constraint to the study.
CHAPTER 2
INDUSTRY AND COMPANY PROFILE
INDUSTRY PROFILE:-
Promotional merchandise and corporate gifting
Promotional items, promotional products, promotional gifts, or advertising gifts, sometimes nicknamed swag or schwag, are articles of merchandise (often branded with a logo) used in marketing and communication programs. They are given away to promote a company, corporate image, brand, or event. These items are usually imprinted with a company’s name, logo or slogan, and given away at trade shows, conferences, and as part of guerrilla marketing campaigns.
Promotional merchandise is used globally to promote brands, products, and corporate identity. They are also used as giveaways at events, such as exhibitions and product launches. Promotional products can be used for non-profit organizations to promote their cause, as well as promote certain events that they hold, such as walks or any other event that raises money for a cause.
Almost anything can be branded with a company’s name or logo and used for promotion. Common items include t-shirts, caps, key chains, posters, bumper stickers, pens, mugs, or mouse pads. The largest product category for promotional products is wearable items, which make up more than 30% of the total. Eco-friendly promotional products such as those created from recycled materials and bamboo, a renewable resource, are also experiencing a significant surge in popularity.
Most promotional items are relatively small and inexpensive, but can range to higher-end items; for example celebrities at film festivals and award shows are often given expensive promotional items such as expensive perfumes, leather goods, They are also used as giveaways at events, such as exhibitions and product launches. Promotional products can be used for non-profit organizations to promote their cause, as well as promote certain events that they hold, such as walks or any other event that raises money for a cause and electronics items. Companies that provide expensive gifts for celebrity attendees often ask that the celebrities allow a photo to be taken of them with the gift item, which can be used by the company for promotional purposes. Distributors help end-users gather artwork in the correct format and in some cases, distributors might create artwork for end-users. Distributors then interface with manufacturers, printers or suppliers, forwarding artwork in the correct format and correct size for the job. Since good distributors are well aware of several manufacturers’ capabilities
Other companies provide luxury gifts such as handbags or scarves to celebrity attendees in the hopes that the celebrities will wear these items in public, thus garnering publicity for the company’s brand name and product.
1.1 Sourcing
Promotional merchandise is mainly purchased by corporate companies in USA, Canada, the UK & Ireland through promotional merchandise distributor companies. In the United States and Canada, these distributors are called “Promotional Consultants” or “promotional product distributors”.
Distributors have the ability to source & supply tens of thousands of products from across the globe. Even with the advent and growth of the Internet this supply chain has not changed, for a few reasons:
Promotional products by definition are custom printed with a logo, company name or message usually in specific PMS colors. Distributors help end-users gather artwork in the correct format and in some cases, distributors might create artwork for end-users. Distributors then interface with manufacturers, printers or suppliers, forwarding artwork in the correct format and correct size for the job. Since good distributors are well aware of several manufacturers’ capabilities, they can save an end-user time and money searching for a printer or manufacturer who can produce and ship the end-user’s products on time, on specification and in the required quantities.
Many distributors operate on the internet and/or in person. Many suppliers wish not to invest in the staffing to service end-users’ needs, which is the purpose of merchandise distributor companies
History:-
The first known promotional products in the United States are commemorative buttons dating back to the election of George Washington in 1789. During the early 19th century, there were some advertising calendars, rulers, and wooden specialties, but there wasn’t an organized industry for the creation and distribution of promotional items until later in the 19th century.
Jasper Meeks, a printer in Coshocton, Ohio, is considered by many to be the originator of the industry when he convinced a local shoe store to supply book bags imprinted with the store name to local schools. Henry Beach, another Coshocton printer and a competitor of Meeks, picked up on the idea, and soon the two men were selling and printing bags for marbles, buggy whips, card cases, fans, calendars, cloth caps, aprons, and even hats for horses.
1904 –
12 manufacturers of promotional items got together to found the first trade association for the industry. That organization is now known as the Promotional Products Association International or PPAI, which currently has more than 10,000 global members.[2] PPAI represents the promotional products industry of more than 22,000 distributors and approximately 4,800 manufacturers.
1950s-
The UK & Ireland promotional merchandise industry formally emerged as corporate marketing became more sophisticated. Before this companies may have provided occasional gifts, but there was no recognized promotional merchandise industry.
1970s-
The real explosion in the growth of the promotional merchandise industry took place. At this time an ever increasing number of corporate companies recognized the benefits gained from promoting their corporate identity, brand or product, with the use of gifts featuring their own logo. In the early years the range of products available was limited.
1980s-
Demand grew from distributors for a generic promotional product catalogue they could brand as their own and then leave with their corporate customers.
In later years these catalogues could be over-branded to reflect a distributor’s corporate image and distributors could then give them to their end user customers as their own. In the early years promotional merchandise catalogues were very much sales tools and customers would buy the products offered on the pages.
1990s-
New catalogue services emerged for distributors from various sources. In the nineties there was also the creation of ‘Catalogue Groups’ who offered a unique catalogue to a limited geographical group of promotional merchandise distributor companies. Membership of a Catalogue Group could also offer improved buying terms, a network of fellow distributor companies, & provide other support services. A current example of a Catalogue Group is the Envoy Group, offering discounted products to a select group of distributors who have all been in the industry for over three years. Members of the Envoy Group have regional exclusivity as one of their perks.
Up until the 1990s the industry had a peak season in which the majority of promotional products were sold. The season featured around Christmas& the giving of gifts. This changed significantly in the early 1990s as Christmas gifts became less appropriate in a multicultural Britain. Corporate companies were also becoming more inventive in their marketing and were now using promotional merchandise throughout the year to support the promotion of brands, products & events. In the early 21st century the role of a promotional merchandise catalogue started to change, as it could no longer fully represent the vast range of products in the market place.
2009-
Catalogues were being mailed to targeted customer lists, rather than the blanket postal mailings that had taken place before. The catalogue had now become seen more as a ‘business card’ demonstrating the concept of what a company did, rather than a critical sales tool.
2011-
Almost every distributor had a website demonstrating a range of available promotional products. Very few offer the ability to order products online mainly due to the complexities surrounding the processes to brand the promotional products required.
2012-
Published results from research involving a representative group of distributor companies, which indicated the usage of hard copy catalogues was expected to fall up to 25% in 2013.
Corporate gifting:-
Gifts are high quality items that can show the appreciation and concern of a business towards its clients and employees. Items like customized pens, clocks and leather briefcases are some of the more popular choices. The type of corporate gift that a business will give to a particular client depends on the relationship the two entities have. Usually, the more business that a firm gives the company the higher the quality gift that the company gives to them in return.
There is always the question on whether corporate gifts should carry the company logo and other contact details. However the general rule is that they should contain less information on the company. Since corporate gifts do not function like promotional items, then having the company logo and details is not required. Remember that these are used primarily to show the appreciation of the company to its stakeholders. It also helps if you send in corporate gifts that are expensive and valuable so as to give a good impression on the company.
There are a lot of corporate gift choices that companies can choose from. Some of these are clocks, and companies can have the option to have these engraved. The bottom line is that corporate gifts should be more valuable than the ordinary promotional item such as pens, folders, or notepads.
Ongoing Trends in Gifting
Clients always prefer useful gifts. They appreciate gifts like scented pens having company logo, which is made using 100% recycled plastic or newspaper, or office accessories like USB flash drives that can be used as bottle openers, or iPhone speaker that will charge three devices as the same time. Big corporate companies are also giving tequila shot glass carved from good quality rocks.
Employees are of the opinion that rather than attending company holiday parties they would like to have some useful gift instead. Popular corporate gifts include:
Gift Cards or Cash Bonus
These are the most common liked by everyone whether it is a client or employee.
Promotional Gifts
Such gifts come up as a perfect opportunity to expose your brand that will complement your corporate ad campaigns.
Electronic Gadgets
These are great gifts that everyone expects to get some time. Corporate also give out company Smartphone, tablets or other electronic devices. TSA approved backpacks are also common.
Give Women Feminine Gifts
Ladies generally like getting gifts, they will be excited about the same.
Giving a girly gift make it more personal. Use this opportunity to give a fashionable gift like a clutch or handbag, or apparels
CORPORATE GIFT INDUSTRY
In the past the main focus of business gift giving had been on consumers under the banner of sales promotion. However in the last third years there has been a rapid growth in corporate gift giving which has established a niche within the sector. The corporate gift industry can trace its origin to the United States, arriving in the UK in the 1960s.
Although corporate gifts and incentives have developed an important role within the marketing mix, they still remain a subsidiary part of the much larger sales promotion industry. As many companies do not have a budget specifically allocated to such promotional activity, the exact size of the corporate gift industry is hard to be quantified with any accuracy.
Role of corporate gifts in the marketing communication mix.
‘ Advertising ‘corporate gifts provide a more tangible reflection of advertising spending and a lasting and useful advertisement for the recipient, a cost effective supplement to mainstream advertising.
‘ Public relations ‘ corporate gifts can help increase awareness through their target ability and creative impact. Corporate hospitality events can be used to encourage personal communications.
‘ Sales promotion ‘ corporate gifts can accelerate the purchasing decision, speed the introduction and acceptance of new services and general customers to act faster than they would in the absence of any incentives or gifts.
‘ Personal selling ‘ corporate gifts are often used to remind customers of a company long after the activity of personal selling has been completed. Verbal communication is soon forgotten. However, gifts and incentives form a reminder of a company that may tip a business decision in the company’s favor.
COMPANY PROFILE:-
Company name :- Corp attire
Industry :- Promotional merchandise, apparel, fashion
Specialties:- Customized apparel, corporate gifting
Type :- Public company
Founded:- 2003
Websites:- http://www.thecorpattire.com
Corp Attire is a professionally managed Apparel Manufacturing Company founded on 3rd Sept 2003 by Chetan Khanna at Bangalore. Choose from a wide variety of clothing like Promotional T-shirts, Customized Corporate T-shirts, Embroidered T-shirts, Shirts, Uniforms, Hoods, etc., our range of clothing can be used to promote your company, or can specifically address your participating team, across a sporting or team event, etc.
It provides clients with the highest quality, without compromising on the design. Our services are professional, efficient and with a fast turnaround service to all our clientele. So whether you have a requirement for the finest apparel, or have set your mind on a bench marked brand or just something functional, yet an elegant design ‘ whatever your requirements are ‘ our designers and our team will deliver you the best; no doubt at all. We offer competitive prices as well as are spoke designs when it comes to Customized Apparels. We have in the past catered to requirements of Multinationals to SME’s- and no matter how big or small your business might be; our quality and service will always be to the highest standards for any company.
Corp attire delivers an opportunity to transform the way corporate gifts are presented and purchased on the Internet. With emphasis placed heavily on dedicated customer service, enhanced through email communications, the company has become the most responsive and innovative organization in the corporate gifts market. The business model is one of relationships. By offering free design, visuals and artwork it’s just one more way the company ensure that the client get the best possible service and hopefully will come back and
do more business. The company have a complete professional design studio with full time graphic designers. The company provide their service to clients absolutely free of charge. This means that all artwork, visuals are presented in front of clients before they spend a penny and the company’s goal has always been to deliver the highest quality product. The company guarantees the Best Value – a combination of high quality products with low prices!
Factory at Bangalore is totally integrated in designing, manufacturing and selling well-designed products to manufacture computer consumables, accessories and corporate gifts. The company set out to do something little differently and with a desire to build products that make proud to stand behind. The company continually are growing and expanding our product line to accommodate as many makes and models with the help of highly experienced team of engineers supported by an in-house Research and Development team to provide top of the quality products. Company’s goal is as always to build the best products possible by using the best materials available.
VISION:-
To be the company that best understands and satisfies the product, service and self-fulfillment needs of customer globally.
To be a renowned supplier of quality products and services in the Global market
MISSION:-
Corp attire is committed to supplying its customers with the finest, high-quality products. Company’s purpose is to create superior value for our customers, employees and communities that they serve.
Company supports these goals with a corporate philosophy of adhering to the highest ethical conduct in all its business dealings, treatment of its employees, and social and environmental policies.
To deliver unique corporate gifting solutions and achieve CUSTOMER DELIGHT through:
‘ PRODUCTS of good quality and value for money
‘ Innovative, flexible and professional SERVICES
GOAL:-
At Vivil the company strive to achieve a consolidated, sustained and independent growth in the international market that ensure long-term business success
VALUES:-
The Customer is central to our business and it is our soul duty to offer the best services at the best prices to the customer at all times.
‘ We show enormous respect for the individual initiative and personal growth of every employee.
‘ Vendors are the key to our success. They are not just mere suppliers, but our partners.
‘ Integrity in business. All our transactions will follow fair and just business practices.
‘ We strongly believe time is money and that whatever there is to do, is best done now.
‘ Good enough never is. We try not to just beat our competition, but try to beat what we were yesterday.
‘ Efforts are a must, but it is the results that count.
Quality Policy
QUALITY, QUALITY AND MORE QUALITY: Corp attire has always stressed on quality; be it quality of our apparels or our service. It is also important that we maintain consistency in every aspect of our service and at every stage of our execution. Did you know that an average garment has 100’s of quality parameters that it needs to conform to? At Corp Attire are meticulous of what they produce ‘ because our customers expect the best.
RELIABILTY: When it comes to execution of their service, they are most reliable and ensure our quality service and delivery of order’s to the customer is on time and every time.
PROFESSIONALLY RUN BUSINESS: Customer service is important. When companies contact us, corp attire ensures that they are dealing with a professional from start to end. It understands a client’s perspective well. And are also available to attend to client’s needs after their work hours as well.
VARIETY KEEPING UP WITH STYLE FORECASTS: They understand that styles are important and follow forecasts as well as offer you a variety in terms of designs catered to suit client’s budgets and needs.
Customized apparels and corporate gifts are a great way of promoting your brand across various platforms including trade fair, fest , team outing , corporate meeting and so on.
Corporate gifting can be great way to reward your employee. Business partners, and customers as well. Corp attire offers promotional items to endorse your company at various courses.
.
Product Profile:-
Corp attire are leading Supplier & Manufacturer for the Products which also includes Polo Bold Tipping
Tees & Polo Double Tipping Tees since 2013
Printed t-shirts and uniforms
‘ Polo Bold Tipping Tees(100% Micro polyester)
‘ Polo Double Tipping Tees (100% cotton 65% cotton & 35% polyester
‘ Polo Single Tipping Tees (100% cotton 65% cotton & 35% polyester)
‘ Plain Tees (100% cotton 100% Micro polyester)
‘ Polo Plain Tees (100% cotton 100% Micro polyester)
‘ Sports Wear (100% Micro polyester)
‘ Contrast Rib Tees (100% cotton 100% Micro polyester)
‘ Raglan Cut and Sew Tees (100% cotton 100% Micro polyester)
‘ Uniform (100%Cotton, 65%cotton & 35%Polyester)
Printing Process:
‘ Sublimation Printing-
A computer printer which employs a printing process that uses heat to transfer dye onto fabric. The sublimation name is applied because the dye transitions between the solid and gas states without going through a liquid stage. These are not to be confused with dye sublimation heat transfer imprinting printers, which use special inks to create transfers designed to be imprinted on polyester items. – Suitable only for white colored fabric – This is a permanent printing.
‘ Embroidery-
Embroidery is best suited for polo shirt, jackets, hats, caps, knitwear and bags. Once we have your design; it is converted into digital form and loaded into computerized embroidery machine for sewing. Unlike screen or transfer printing, embroidery requires precision when printed on apparel. Corp attire has state of art design facility and professionals to handle the same.
‘ Screen Printing-
Screen printing is also a stencil method of print making in which a design is imposed on a screen of polyester or other fine mesh.
‘ Transfer Printing-
A heat press method of printing on apparels. Transfer printing is suited to printing photographs or any other type of image onto a colored garment. If you have a photograph or a full color image, and you would like your design on a colored garment, then this is the most suitable solution for you. Transfer printing is available at the maximum size of A3.
Corporate gifts
A corporate gift is a type of gift that is bestowed on a recipient by a business or company. Corporate presents, or gifts, may be given as a means of showing appreciation for efforts made by the recipient that have benefited the corporation. In other applications, a corporate gift is sometimes described as a one-time presentation to a local charity or municipality as part of the company’s community involvement efforts.
Presenting a corporate gift to customers is a relatively common public relations strategy. It is not unusual for companies to gift clients with some type of token or gesture of appreciation when the customer has generated an equitable amount of sales over the past calendar year. a corporate gift is sometimes described as a one-time presentation to a local. Many companies choose the December holiday season as the ideal time to send a company present to each client who meets the criteria established by the corporation
One of the more common examples of a corporate gift has to do with employees of the business. Corporations often utilize gifts of some sort to recognize employees who have rendered a service to the company that is considered above and beyond the usual expectations.
CORPORATE GIFTS Franchise Makes Good Business Sense
Companies look for good reliable suppliers through which they can conceive and give shape to various customized corporate gifts. Good across the table and timely interaction, gives a distinct advantage to buyers over plain distant internet companies. It is here that corp attire with its vast experience, a large number of choices and a widespread network of centers in the country, comes into the picture. Corp attire is one of the largest and most reputed gifting companies not only in the country but across the continents for competitive promotional products.
The company offers a major advantage to the Franchisee in the form of a basket of corporate gift choices. It helps the Franchisee increase the total number of companies that they can contact apart from our existing relationships with over 200 large corporate. This has two major advantages for the Franchisee.
‘ Increase the turnover/profit of the Franchisee as new prospective buyers start gifting locally
‘ Tremendous word-of-mouth publicity because of a larger number of companies spread over city / town.
‘ Increase in business for the Franchisee as the local budget can be used more judiciously by the companies.
Infrastructural facilities:-
‘ Well ventilated room for customer (air condition and non air condition)
‘ Spaces working ground and area.
‘ Comfortable environment for both worker and clients
‘ Canteen facilities with quality food service.
‘ Transport facilities available with parking ground.
Competitors Information:-
‘ E- CORPORATEGIFT
‘ CORP ONE
‘ 4IMPRINT
‘ EPROMO
‘ GIFTCOMPANY.IN
‘ CREATIVE BRAND
E-CORPORATEGIFT-
E-Corporate Gifts is a privately held at California corporation established in 1998 and based in the heart of Silicon Valley. The principals and founders are highly experienced in the corporate gift, promotional products, awards, and incentive program industries internet. The result, an internet site that offers a large selection of name brand products in a variety of price ranges, an easy to navigate web site for busy professionals, the highest level of customer service, and a guarantee on all products.
E-Corporate Gifts is also an ASI distributor (Advertising Specialties Institute) – the highly regarded entity of the corporate business gift profession. Being ASI allows e-CorporateGifts.com the ability to offer thousands of advertising specialties and promotional products online. These products are offered as an additional service to the primary products offered on the site.
Most of the products offered can be personalized with a company logo and/or message. Gift advice and business gift giving etiquette is always available.
CORP ONE-
Established in 2005, Corp One has become one of the leading suppliers of Corporate and Promotional Merchandize to Companies in Western and Southern India in a very short period of time.
And it’s not just because they provide innovative products and deliver great value to our clients through our efficient sourcing and manufacturing. It’s primarily because they bring the passion and commitment to every project that they undertake, that’s required to deliver a quality product in the desired time, every time.
With Offices across 4 locations, sourcing from various manufacturing hubs in different parts of India and even abroad, technically trained human resource and an experienced management, company have the infrastructure and capability to consistently deliver on our promise.
4IMPRINT-
The original principle behind 4imprint has always been about making the process of buying promotional products easier and less expensive for our customers. So in 1987, we started our mission to sell promotional items in a direct fashion. At that time, ‘direct’ meant a catalog and a toll-free number. We were sure this more efficient and convenient process would save customers’ time and the absence of a visit by a commissioned sales person would allow 4imprint to pass substantial savings on to our customers.
Company’s first catalogue was 12 pages long, went to 250,000 businesses and it wasn’t much to look at by today’s standards ‘ but it was a thing of beauty to us ‘
And it marked the beginning of a journey that has allowed 4imprint to become the largest direct marketer of promotional products. Also, critical to the vision for the company has always been the belief that in order to offer incredible value, the company must provide incredible service ‘ and service is all about people. They strive to create an environment where people are valued and respected. After all, associates who are passionate about their work are naturally inclined to share that enthusiasm with everyone they encounter.
GIFTCOMPANY.IN-
Gift company in are a Corporate Gifts, Promotional Gifting and Novelty Items company. The gift articles are available in a range of designs, patterns, styles and colors. We are based in Mumbai and we do supply to various Indian Cities such as Delhi, Chennai, Bangalore, Hyderabad as well abroad to United Kingdom (UK), United Arab Emirates (UAE) and many other countries.
Some of our Corporate and Promotional Gift Products include:
‘ Pen Sets
‘ Polo T-shirts with Printed / Embroidered Logo
‘ Tea / Coffee Mugs
‘ Round Neck T-shirts with Printed / Embroidered Logo
‘ Executive Bags
‘ Caps with Logo
‘ Sunshades ‘ Leather Wallets
‘ Memo Holders
‘ Check book Holder
‘ Letter Openers
‘ Passport Holder
‘ Tea coasters
‘ Business Card Holder
‘ Memo Holders
‘ Debit / Credit Card Holder ‘ Organizers
‘ Diaries
‘ Trophies
‘ Appreciation Awards
‘ Table / Desk Clocks
‘ Seasonal / Festive Gifts
‘ Pen Holder
‘ Portfolios
‘ Corporate Gift Baskets
CREATIVE BRAND-
Established in 2003, Creative Brands has steadily grown as a company providing customized branding solutions. Based in Cape Town, with applicators and facilities in all major South African cities, Creative Brands has a wide range of clientele, both nationally based and abroad.
A highly energized team equipped with the latest in Large and Small Format Printing equipment is able to offer clients and agencies a full service branding solution, including warehousing and logistics.
With one of the most sophisticated e-commerce websites in the Promotional and Printing Industry, Creative Brands have revolutionized the Promotional Industry by bringing a huge selection of products direct to the public
Serving clients:-
SWOT ANALYSIS:-
The overall evaluation of companies’ strength, weakness, opportunities and threats is called as SWOT analysis. SWOT analysis looks at the strengths and weaknesses, and the opportunities and threats your business faces.
By focusing on the key factors affecting business, now and in the future, a SWOT analysis provides a clear basis for examining the business performance and prospects.
Strength are :-
‘ Self own manufacturing and sourcing facilities as it own almost/ manufacturing units.
‘ Cheap labor and strong entrepreneurial skill have always been the backbone of the Indian apparel.
‘ The cultural diversity and rich heritage of the country offer good inspiration base for designer.
‘ The small size of manufacturing which is predominant in the apparel industry allows for greater flexibility to service smaller and specialized order.
‘ Natural demand driver including rising income levels, increasing urbanization and growth of the purchasing population drive domestics demand.
Weaknesses are:-
‘ Limited penetration across Indian and global markets as compared to some leading brands.
‘ Brand visibility is lesser as compared to leading apparel brands.
‘ Limited exploitation of economics of scale.
‘ Lower average consumption in domestic market
Opportunity are:-
‘ Increasing organized retail space which has huge potential of growth.
‘ Can target new hubs through corporate tie up.
‘ New services help to better meet their customer’s needs. These services can expand Corporate Gifts’ business and diversify their customer base.
‘ Largely unsaturated market.
‘ To tap new avenues like online retailing.
Threats:-
‘ Entry of several foreign players through test marketing and strategic alliance.
‘ Government tax policies to increase unit cost of product.
‘ High bargaining power of buyers which means lower switching cost.
‘ Expose to currency fluctuation risk which can affect its export division.
CHAPTER 3
THEORITICAL BACKGROUND OF THE STUDY
THEORITICAL BACKGROUND OF THE STUDY
Today world has change in every aspect. It has change in to the a fast working world. If organisations have to survive and grow in the midst of the competitive world, they have to adapt fast to changing environment. People are key factors in any organization. The success of the organization depends upon the workforce. Researchers have proved that employees when tension free and motivated are most productive. In this competitive world employees are facing a lot of uncertainties and problems related to work. Therefore organizations should adopt strategy to better the work life of employees. People are the asset to the organization. It is believed that people perform better when they have a balanced work life .This helps in attaining satisfaction both in personal and professional life. The organization is finding methods to improve working conditions of the employees and is trying to strike a balance between career and personal lives. Balanced work life results in high employee morale, reduced absenteeism, increased production and self satisfaction. Thus work life balance is a necessary evil
DEFINITION
According to Wikipedia work life balance is a concept including prioritizing between’ work’ (career and ambition) and’ life style’ (health, pleasure, leisure, family and spiritual development/ meditation)
IMPORTANCE OF WORK LIFE BALANCE
Work life balance is an advantage for both employees and the employer. The state of well being of employees and attainment of organizational objectives are equally important. Effective work life policies benefits for a effective and motivated working atmosphere. Even though work is important, individuals give much preference to personal satisfaction in the work. A individual has different roles and responsibilities such as work, children, elder parents, families etc. Unless a balance is maintained between the work and personal life work life balance cannot be attained. Recently most of the companies have realized the importance of work life balance and started implementing various work life policies and programs that are beneficial to employees. The employers and employees must define work life objectives and must communicate them through workshops or seminars to make work life balance more meaningful
COMPONENTS OF WORK LIFE BALANCE
The six components of work life balance include the following.
Self management
Self management is the ability of an individual to manage oneself. It includes getting proper sleep, exercise, balancing the work life and personal life, nutrition.
Time management
Time management is the proper and effective utilization of time. Time management helps in attaining goals .It must be allocated in such a way that there exist enough time for relaxation and to carry out the others works, both professional and personal life.
Stress management
Stress is a kind of energy that affects the state of wellbeing. In this complex world, most of the employees suffer from stress related issues. Stress management helps in managing working oneself without pressure.
Change management
Past world was almost constant. This factor has changed now. The world is constantly changing and adopting new methods .Effective change management involves constant efforts to update oneself to the present world in such a way that it should not affect the work life and personal life.
Technology management
Technology has been existing from long back. Technology keeps on changing. Employees must be aware of latest technologies .Thus it is necessary that employees must be able to cope up with latest technologies.
Leisure management
This is one among the major requirement for work life balance. It involves those activities that give happiness and relaxation for the employees. Various activities must be included in leisure management.
CAUSES OF IMBALANCE IN WORK
Work life imbalance arises due to various factors .Few are listed below
Changing social philosophy
Managing work life balance has become one of the major challenges faced by employees today. The perceptions of employees towards their work have changed. They give priority to personal satisfaction even though work is considered as important. Thus social philosophy becomes a cause for work life imbalance.
Rise in dual earning family
Today in most of the families both men and females are working. Working mothers are generally affected by imbalance in work life. Women’s with dependent children lack work life balance. Previously most of them had join family system, were the parents in law used to look after and to take care the children. But now most of the families are dual family were the working women find it very difficult to manage both work life and personal life
Increase in 365/24/7 global operation
Some business operates for 365/24 /7 to cope up with different time zones. Customer satisfaction is mainly focused by almost all business concerns today. Even though technology has improved a lot, employees work for long hours to complete their tasks. Long working hours becomes a reason for work life balance.
Stress
Stress is a kind of energy that affects the state of wellbeing. Occupational stress gives a pathway to emotional, mental and physical disorders that ultimately affects personal life and the work life balance
Changing work culture
The work life culture has changed. With the increase in technologies .Today employees expect freedom and wide range of choices from the employees .Certain firm provide employees to do work from home .With the employee is not able to manage the family life and work it results in imbalance
CONSEQUENCES OF WORK LIFE IM BALANCE
Some outcomes of work life imbalance are the following
Increased absenteeism: when an employee does not have proper balance between work and personal life. He/she will have lack of interest to do the work in time. Some of the employees will take leave frequently when they are not able to balance the work life balance and personal life.
Mental disorders : Tension ,anxiety or fear that results in anxiety disorder , depression, mood disorders, stress are some among the mental disorders that arise when imbalance exist between work life and personal life.
Employee turnover: Employee turnover occurs mainly in two ways. When the employee is fired when he is not able to do the work assigned properly, and when employee finds a better job than the present job .Either of this can occur when there is imbalance of work and personal life.
Job dissatisfaction: work life imbalance results reduced satisfaction in the job. This may negatively affect the company and the production .Some employees even leave the organization when get lack satisfaction in their job
METHODS TO IMPROVE WORK LIFE BALANCE:
The concept of work life balance aims to improve the quality of the professional as well as personal life of organizations employees. Organizations have to come up with appropriate programs to improve work life balance of its employee’s .The implementation of these programs results in high productivity, job satisfaction, increased morale, less turn over etc. Some of the methods are discussed below
Flexible time.s : The aim of flexible time is to complete the work by deadline and flexibility of designing the schedule is left to employees. When employees are given the freedom to choose their own work schedules, the quality and productivity of work increases and they can balance their work life
Compressed work week. Depending on the number of hours c work week compressed helps the employees work five to two, three or four days. This reduces labor turn over, increased satisfaction, labour turnover, decreased over time. Thus helping the employees manage their personal and professional life
Alternative work schedules. This includes working from home, reduced work week, flexible hours, telecommuting etc .This provide an opportunity to employees to balance between the professional life and personal life.
Fun at work place: This includes arranging parties on Fridays, conducting sports and games, fashion shows. This gives a break for the employees from their work schedule which helps in reducing tensions and stress and thereby improving the wok life balance of the employees.
3.7NEEDS ANDBENEFITS OF A BALANCED WORK LIFE.
To understand the need of work life balance, one first needs to understand about work life imbalance, as with the understanding of the origin, causes and effects of this imbalance, the balancing act becomes easier. The corporate world of today is exceedingly demanding. The work culture varies from organization to organization.
Today the deadlines are getting tighter and an individual’s job is not only to match that deadline but also to give quality output. Due to this work pressure it becomes exceedingly difficult to maintain a family life.
At the organizational level, balanced nature of work enables increase in productivity and efficiency of employees. Employees become more creative and they derive more satisfaction from work.
Work life balance of an individual level can bring phenomenal changes in his life and can also heavily impact a society. A balanced work life is of advantage to an employee’s health. Stress levels decline drastically to healthy levels. Individuals derive more value from their work and from life that leads to greater satisfaction and is also seen as a mode of self-actualization.
The employee can better understand the nature of his work life balance as work life balance can vary among individuals. It is at this point of time that an employee starts resting immense trust in the organization and his commitment levels to the organization increase.
Thus, work-life balance can bring a huge transformation at the organizational and individual levels. It helps an organization to inherently build a strong value system, which is attributed to the work life balance enjoyed at the employee level. Consequently, the organization does not have to impose a formulated framework of organizational values because they now become intrinsic to it.
WORKLIFE BALANCE
BENEFITS TO
THE ORGANIZATION WORKLIFE BALANCE
BENEFITS TO THE INDIVIDUAL
‘ Measured increases in individual productivity, accountability and commitment
‘ Better teamwork and communication
‘ Improved morale
‘ Less negative organizational stress ‘ More value and balance in your daily life
‘ Better understanding of what your best individual work life balance is
‘ Increased productivity
‘ Improved relationships both on and off the job
‘ Reduced stress
‘ Measured increases in individual productivity, accountability and commitment
‘ Better teamwork and communication
‘ Improved morale
‘ Less negative organizational stress ‘ More value and balance in your daily life
‘ Better understanding of what your best individual work life balance is
‘ Increased productivity
‘ Improved relationships both on and off the job
‘ Reduced stress
Roles and Responsibilities:
Organizations are becoming more and more demanding in terms of output. The businesses are being operated in terms of volume and not in terms of values. This disturbs the balance between work and life in employees’ lives.
As organizations are basically profit driven entities they are rarely bothered about the personal life and work-satisfaction issues of the employees.
Individuals are equally responsible for creating work life imbalance, as the silence adopted by the individuals is a major factor responsible for work life imbalance. As people do not raise their voice against the unfair amount of work delegated upon them, they land up with unfair amount of work for themselves.
Reasons of Imbalance:
There are various reasons for this imbalance and conflicts in the life of an employee. From individual career ambitions to pressure to cope up with family or work, the reasons may differ for individuals. The speed of advancement of information technology, the increasing competition in the talent supply market has led to a “performance-driven” culture creating pressures and expectations to performance more and better every time. Many people also find it difficult to say “NO” to others, especially their superiors.
They usually end up over burdening themselves with work.
The increasing responsibilities on the personal front with age can also create stress on personal and professional fronts.
Effects:
Constant struggle and effort to maintain a balance between the work and personal life can have serious implications on the life of an individual. The pressures of the work or personal life can lead to stress.
According to studies, it has been found to that such situation can take a toll on the person’s health both physiologically and psychologically. Heart ailments, cardiovascular problems, sleep disorders, depression, irritability, jumpiness, insecurity, poor concentration and even nervous breakdowns are becoming common among the victims of such imbalance.
Pressure, stress or tension in work life can lead to bad social life and vice versa.
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 the work life of the employees.
‘ Taking some time out for hobbies and leisure activities, spending time with loved ones can help to beat the stress.
‘ Learn to say “no” if required.
‘ Sharing responsibilities and not committing for something which is practically impossible.
‘ Utilizing the flexible working hours option of the organizations to get some free time.
The Efforts Made By Organizations & Individuals
Organizations today have realized the importance of the employee-work-life balance and its importance in the efficiency of the employees. The ideas like employees working from virtual offices in their homes are well established now over. Not only can the employee have total flexibility in their work, they are always close to their family.
In offices also, efforts are being made to provide friendly work atmosphere for the employees by providing of refreshments for the employees. The employees are given freedom to have their own ways of doing the work. They are given the assignments with deadlines and they can have their own schedule as far as they are meeting the deadlines. Besides, these organizations are introducing special leaves for attending to sick parents, to attend to children, etc.
Maternity leaves and various holiday packages are being designed for the employees, and also various insurance schemes are there for the employees and their families. Organizations are trying to take care of all the overload of the employees, so that the employees can concentrate better on the work, so that the employee can enjoy the work and can have a proper work life balance and have been accepted with organizations world.
CHAPTER 4
DATA ANALYSIS AND INTERPRETATION
Q1. How many hours in a day do you normally work?
4.1TABLE 1
The table shows the number of hours employees work in the organization.
Parameter No. of respondents % of opinion
8-9 hours 41 82
9-10 hours 7 14
10-12 hours 2 4
More than 12 hours 0 0
Total 50 100
GRAPH 1: Representing the number of hours employees work in the organization
ANALYSIS 1
From the above table we can say that 82% of the employees work for 8-9 hours a day, 14% of the employees work for 9-10 hours,4% of the employees work for 10-12 hours and none of the employees work for less than normal hours and more than 12 hours
INTERPRETATION 1 From the above graph it can be concluded that majority of the employees work for 8-9 hrs which is the formal working hours as per international norms.
Q2. How many hours a day do you spend travelling to work?
4.2 TABLE 2
Table shows no of hours in a day employees spend in travelling to work.
Parameter No of respondents % of opinion
Less than half an hours 9 18
Half an hour 13 26
One hour 22 44
Nearly 2 hour 6 12
Total 50 100
GRAPH 2 representing the no of hours in a day employees spend in travelling to work
ANALYSIS 2
The above table shows that 44% of the respondents travel nearly one hour for work, 26% of the respondents travel just a half an hour, 18%of the respondents travel less than half an hour, 12%of the respondent travel for nearly 2 hour.
INTERPRETATION 2:From the above graph 2 it can be implied that majority of the employees spend 1 hr while travelling to workplace and only 18% of the total employees who take less than half an hour stay closest to the workplace as compared to the rest of the employees.
Q3. Do you get enough sleep and exercise?
4.3TABLE 3
To the table shows that respondents get enough sleep and exercise.
Parameter No of respondents % of opinion
Yes 24 48
No 5 10
Always 0 0
Sometimes 20 40
Rarely 1 2
Total 50 100
GRAPH 3representing respondents sleep and exercise.
ANALYSIS 3
From the above table we can say that 48% of the respondents get enough sleep and exercise,10% are not enough to sleep 40%say sometimes they get enough sleep and exercise, sometimes they don’t get. And 2% is rarely to respondents.
INTERPRETATION 3 From the above graph 3 it can be implied that less than half of the employees get enough sleep and exercise.
Q4.Do you ever miss out any quality time with your family or your friends because of pressure of work?
4,4TABLE 4
Table showing quality time of the respondents missed out with their family and friends because of work pressure.
Parameter No of respondents % of opinion
Never 0 0
Rarely 23 46
Sometimes 20 40
Often 7 14
Always 0 0
Total 50 100
GRAPH 4: Representing the quality time of respondents missed out with their family and friends
.
ANALYSIS 4
The above table shows that around 40% of the respondents miss a quality time with their friends and family only sometimes, 14%of the respondents miss often and 46% of the respondents rarely miss out a quality time with friends and family
INTERPRETATION 4:From the above graph 4 and table 4it can be implied that less than half the total employees feel that they rarely missed out their quality time with their family and friends because of the work pressure.
Q5.Do you enough support from your superiors to do your job?
4.5TABLE
Table shows superiors support for doing the job
Parameter No of respondents % of opinion
Yes 38 76
No 0 0
Always 10 20
Sometimes 2 4
Total 50 100
GRAPH 5 Representing superiors support for doing the job.
ANALYSIS 5
The above tables tells that 76% of the respondent get a proper support from the superiors and 20% always get support from the superiors.4% of the respondent don’t get proper support always they get support only sometimes and no one has told that they don’t get the support. INTERPRETATION 5: From the above graph 5 and table 5 it can be interpreted that majority of the employees get proper support from their superiors for doing the job
Q6. How do you feel about the time you spend at work?
TABLE.6
-Table showing the respondents feeling about the amount of the time spent at work
Parameter No of respondents % of opinion
Very happy 5 10
Happy 41 82
Un happy 0 0
Happy to an extend 4 8
Total 50 100
GRAPH 6: representing the respondents feeling about the time spend at work
ANALYSIS 6
From the above graph we can say that 82% of the employees are happy when they are working in the organization,10% of the respondents are very happy,4%of the employees are happy to an extend while working in the organization.
INTERPRETATION 6:From the above graph 6 and table 6 it is interpreted that majority of the employees feel happy about their time spent at work place. That means that the employee contributed their time towards the organization and they feel happy with the work place.
Q7. Are you satisfied to the salary paid?
4.7TABLE7
Table showing employees satisfaction related to the salary paid.
PARAMETER NO OF RESPONDENTS % OF OPINION
Yes 19 38
No 10 20
Satisfied to an extent 10 20
Very satisfied 11 22
Total 50 100
GRAPH 7 Representing employees’ satisfaction related to salary paid.
ANALYSIS 7
The above table shows that 38% of the respondents are satisfied with the salary paid to them,20% of the respondents are not satisfied and 20% are satisfied to an extend and 22% are very satisfied.
INTERPRETATION 7:From the above graph7 and table 7 it can be interpreted that a little more than one third of the total employees are satisfied with salary paid.
Q8.Do you ever feel tired or stressed because of work?
4.8TABLE 8
Table showing respondents will get tired or stressed because of the work they are getting
Parameter No of respondents % of opinion
Never 12 24
Rarely 23 46
Sometimes 15 30
Always 0 0
Total 50 100
GRAPH 8 : representing employees tired or stressed level because of the work
ANALYSIS 8:-
From the above table we can analyze that around 46% of the respondents feel tired or stressed rarely, 30% of the employees feel tired sometimes and 24% of the respondents never feel tired.
INTERPRETATION 8 :-From the above graph 8 and table 8 it can be interpreted that less than half of the total employees rarely gets tired or stressed. None of the employees often or always get tired of work.
Q9. Do you regularly meet your child/ children teachers to know how your child is progressing?
4.9 TABLE9
Table showing how often the respondents meet their child/ children teacher to know about their children progress in the school
Parameter No of the respondents % of the opinion
Once in a week 5 10
Once in a month 16 32
Once in a 6 month 10 20
Once in a year 19 38
Total 50 100
GRAPH 9 Graph showing how oftenly the respondents meet their child/ children teacher to know about their children progress in the school
ANALYSIS 9 From the above table it is observe 10% of employees meet their children’s teacher once in a week, 32% of once in month, 20% meet once in a 6 month, and 38 % meet once in a year.
INTERPRETATION 9 From the above graph 9 it can be implied that only a meager number of employees, which is one is tenth of the total employees, meet their children’s teacher. This shows that few of the employees pay attention to the educational development of their children.
.Q10. Do you work in shifts?
4.10 TABLE 10
Table showing no of employees working in shifts.
Parameter No of respondents %of opinion
Yes 8 16
No 27 54
Always 15 30
Sometimes 0 0
Total 50 100
GRAPH 10 : Representing the no of employees working in shifts
ANALYSIS 10:- This above shows that 16% of the respondents work in shift,30% always work in shifts and 54% does not work in shifts.
INTERPRETATION 10:-From the above graph 10 and table 10 it can be interpreted that majority of the employees normally do not work in shifts, but one third of the employees always work in shifts
Q11. The management provides a weekly off in case of over time duties performed?
4.11 TABLE 11
. The table shows whether management provides weekly off in case of additional duties performed
Parameter No of respondents % of opinion
Strongly agree 2 4
Disagree 30 60
Sometimes 5 10
Rarely 3 6
Agree 10 20
Total 50 100
GRAPH 11: representing whether management provides weekly off in case of additional duties performed
ANALYSIS 11
The table shows that 60% of the respondent disagree that they are not provided weekly off and 20% are agree case of overtime duties performed, and 10% are sometimes, and 6% are Rarely, only 4% are Strongly agree.
INTERPRETATION 11:-From the above graph11 and table 11 it can be interpreted that majority of the respondents feel that they haven’t been provided weekly off for over time that they have performed at the additional time of their daily duty time.
Q12. Do you flexibility of working hours?
4.12 TABLE 12
Table showing flexibility of working hours of employees
Parameter No of respondents % of opinion
Yes 34 68
No 0 0
Sometimes 6 12
Often 8 16
Total 50 100
GRAPH 12: representing flexibility of working hours of employees
ANALYSIS 12
The above table shows that 68% of the respondents are having flexibility of working hours, 12 % have flexibility of working hours sometimes and 16% of the respondents have flexibility of working hours often,
INTERPRETATION 12:From the above graph 12 and table 12 it can be interpreted that majority of the employees have flexibility of working hours.
Q13. Does organization encourage the involvement of your family members in work achievement reward function?
4.13 TABLE 13
Table showing encouragement of the organization in the involving family members in work achievement reward function
Parameter No of respondents % of opinion
Yes 8 16
No 0 0
Sometimes 27 54
Rarely 15 30
Often 0 0
Total 50 100
GRAPH 13: Representing the encouragement of the organization in the involving family members in work achievement reward function
ANALYSIS 13
The above table shows that 16%of the respondent’s family members involve in work achievement rewards functions, 54% of the respondents family members involve only sometimes and 30% of the respondents family members involve rarely
INTERPRETATION 13 From the above graph 13 and table 13 it can be interpreted that majority of the employees feel that Organization encourages the involvement of family members.
Q14.The organization offer reward and recognition for remarkable services?
4.14 TABLE 14
Table showing the rewards offered by the organization for work performance
PARAMETER NO OF RESPONDENTS % OF OPINION
Strongly agree 2 4
Disagree 4 8
Never 1 2
Agree 30 60
Sometimes 13 26
Total 50 100
GRAPH 14: representing the rewards offered by the organization for work performance
ANALYSIS 14
The table shows that 60% of the respondent agrees that the organization offer reward for the performance of the work, 26% of the respondents are of the opinion that sometimes,8% are disagree,4% are strongly agree and 2% are never of the organization provides rewards for the performance of work,
INTERPRETATION 14:-From the above graph 14 and table 14 it can be interpreted that majority of the employees feel that the organization offer rewards for their performance in work.
Q15. Do you think that if employees have good work life balance the organization will be more efficient and successful?
15 TABLE 15
. Table showing employee’s opinion that if there is a good work life balance, organization will be more effective and successful
PARAMETER NO OF RESPONDENTS % OF OPINION
Yes 40 80
No 0 0
Sometimes 5 10
Not sure 5 10
Never 0 0
Total 50 100
GRAPH 15 representing employee’s opinion that there is a good work life balance, organization will be more effective and successful
ANALYSIS 15 The above table shows that 80% of the respondents have the opinion that if there is a policy related to work life balance the organization will be more effective and successful ,10% of the respondents is of the opinion that sometimes the organization will be effective and successful and 10% of respondents of opinion that not sure in the organization.
INTERPRETATION 15 From the above graph15 and table 15 it can be interpreted that majority of the employees feel that there is a requirement for a new good policy for work life balance in the organization to make the organization more effective and successful
STASTICAL ANALYSIS
CHISQUARE TEST
The test is one of the mostwidely used non-paramagnetic test in stasticalwork.The symbol is greek letter chi.The quality is generally described as magnitudeof the discrepency between thepry and observation.It is used to compare the observed data with data we would expect to obtain according to specifichypothesis
Chi squre test for respondents age and respondents tiredness and stress because of work.
Hypothesis H0 : There is no significant relation between respondents age and tiredness and stress of respondents because of work.
Alternative H1 : There is significant relation between respondents age and tiredness and stress of respondents because of work.
Table showing the relation between respondent’s age and respondent’s tiredness and stress because of work
LEVEL OF SATISFACTION
AGE NEVER RARELY SOME TIMES OFTEN TOTAL
20-30 6 2 4 0 12
30-40 12 6 2 3 23
40-50 5 4 3 3 15
50-60 0 0 0 0 0
23 12 9 6 50
Table showing Chi square test
O E (O-E) (O-E)2/E
6 5.52 0.48 0.0417
2 2.8 -0.8 0.229
4 2.16 1.84 1.568
0 1.4 -1.4 1.4
12 10.5 1.5 0.214
6 5.592 0.408 0.0297
2 4.4 -2.4 1.30
3 2.7 0.3 0.033
5 6.9 -1.9 0.523
4 3.6 0.4 0.044
3 1.7 1.3 0.994
3 1.8 1.2 0.8
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
TOTAL=7.5517
DEGREE OF FREEDOM = (C-1)*(R-1)
= (4-1)*(4-1)
= (3*3) =9
TABLE VALUE = 16.919
CALCULATED VALUE = 7.5517
CHAPTER 5
FINDING, SUGGESTION AND CONCLUSION
FINDINGS
‘ Majority of the employees work in normal hours.
‘ Employees get enough support from the superiors.
‘ Majority of the employees are happy with the time spent in working in the organization.
‘ Organization provides rewards and recognition for work performance.
‘ Majority of the employees have flexibility in working hours.
‘ Majority of the employees are not provided with weekly off for over time performed
‘ Just a little more than one third of the employees are satisfied with the salary paid to them.
‘ Imbalance in work life leads to dissatisfaction at work place.
‘ Majority of the employees keep work life and family life separate
‘ The organization encourages the involvement of family in work achievement reward function.
‘ The stress arising from work will lead to imbalance in the work and family life.
‘ Requirement of better policy for work life balance in the organization.
‘ Only a few of the employees pay attention to the overall performance of their children education.
SUGGESTIONS
On the basis of field work and analysis it is known that there are some hinders to balance the employees work life to overcome the problem following are some suggestions.
‘ Respondents have a problem of traveling to the work place, in order to help them the organization can provide them with the transportation facilities.
‘ To increase the efficiency and performance of the respondents the respondents can be given suitable training facilities.
‘ To make the employees feel connected to the organization the management can also consider the suggestions of the employees.
CONCLUSIONS
From the study it is known that most of the respondents are able to balance their work and family life. This is because of the employees satisfaction with their work. They are able to complete their work within the office hours, they do not have a problem with the number of working hours in a day.
They feel that their work environment is good and the work is challenging. Most of the respondents feel that working overtime does not hinder their family commitments.
Most respondents’ do not feeling stressed at office and at home and they are satisfied with the number of holidays in a year and also they are satisfied with time spent with their family and friends. Hence they are able to balance their work and family life.
There are some respondents who do feel stressed at office and at home, they use many measures like entertainment programs, yoga, meditation and sharing their feelings with friends and family to overcome the stress.
BIBILOGRAPHY
BIBILOGRAPHY
SI.NO BOOKS AUTHOR PUBLICATIONS
1 Human Resource management P. Subba Rao Himalaya Publications
2 Human Resource management K.Ashwathappa Himalaya Publications
3 Human Resource management V S P Rao Himalaya Publications
WEBSITES
1. http://www.workliferesearch.org
2. http://www.worklifebalancecentre.org
ANNEXURE
ANEXURE
NAME :
AGE :
GENDER : Male Female
MARITAL STATUS: Married Single
1. How many hours in a day do you normally work?
a) 8- 9 hours
b) 9-10 hours
c) 10-12 hours s
d) More than 12 hour
2. How many hours a day do you spend travelling to work?
a) Less than half an hour b) Half an hour c) one hour
d) Nearly two hours e)More than two hours
3. Do you get enough sleep and exercise?
a) Yes b) No c) Always
d) Sometimes e) Rarely
4. Do you ever miss out any quality time with your family or your friends because of pressure of work?
a) Never b) Rarely c) Sometimes
d) Often e)Always
5. Do you get enough support from your superiors to do your job?
a) Yes b) No c) Always
d) Sometimes. e) Rarely
6) How do you feel about the time you spend at work?
a) Very happy b) Happy c) Unhappy
D) Happy to an extent. e) Very unhappy
7) Are you satisfied with the wages paid?
a) Yes. b) No c) Satisfied to an extent
d) Satisfied.
8) Do you ever feel tired or stressed because of work?
a) Never b) Rarely c) Sometimes
d) Always
9. Do you regularly meet your child/ Children teachers to know how your child is progressing?
A) Once in a week b) Once in a month
c) Once in a 6 month d) Once in a year
10) Do you work in shifts?
a) Yes b) No c) Always
d) Sometimes
11) The management provides a weekly off in case of overt time duties performed.
a) Strongly agree b) Disagree c) Sometimes
d) Rarely e) Agree
12) Do you have flexibility of working hours?
a) Yes b) No c) Sometimes
d) Rarely e) Often
13) Does organization encourage the involvement of your family members in work achievement rewards functions?
a) Yes b) No c) Sometimes
d) Rarely e) Often
14. The organization offer rewards and recognitions for remarkable services.
a) Strongly agree b) Disagree c) Never
d) Agree e) Sometimes
15. Do you think that if employees have good work life balance the organization will be more efficient and successful?
A) Yes b) N0 c) Sometimes
d) Not sure e) Never
e…