A STUDY ON WORK LIFE BALANCE AMONG MANAGEMENT STAFFS AND NON

MANAGEMENT STAFFS IN BHARAT PETROLEUM CORPORATION LTD,

SOUTHERN REGION,CHENNAI
OBJECTIVES OF THE STUDY
1. To identify what aspects of work interferes with personal life.
2. To identify the factors that impact work-life balance.
3. To find out if there are differences across demographics and work-life balance
4. To identify the factors causing stress among labors and its management among the executives
5. To identify policies, practices and programs offered with reference to work-life balance
NEED FOR STUDY
Work-Life balance has been considered of crucial importance in many Public and Private Sector
Undertakings for establishing and sustaining a productive work culture. Several initiatives have
been taken up by the Government, many experts and industrialists and even employees in
organizations towards maintaining work life balance. Multiple roles performed by individuals
call for better integration between work and non-work issues. Even Jobs are no more cushy/easy
going, they are demanding. Similarly, individual cannot be effective at work if they are not able
to manage their personal lives. Finding time for socialization is no more a social obligation, but
also a real stress buster. There is evidence to show that the activities outside work positively
influence the productivity and creative potential of employees. Hence, it has been found that
work life balance (work life balance) is not only the source of care and concern, but also that it
was the major source of dissatisfaction for many 15 employees. The problem of work life
balance is clearly linked with withdrawal employees. The problem of work life balance is clearly
linked with withdrawal behavior, including employee turnover and some sort of indiscipline or
absenteeism. In the present global scenario every business organisations trying to maintain
specific standards and quality to attain reputation and recognition for their products along with
customer satisfaction in terms of quality of services, products, reasonable price and other offers
etc. To achieve the targets and to with stand in the global market the organisations were
expecting and demanding more work from their employees and also imposing to learn new skills
and latest technology. On the other hand employees are also demanding more from their

employers to improve their social life. They want more time, resources, and support from their
employers to enrich their life particularly other than at their work spot. In the process of attaining
preset targets, work schedules creates more burden, stress and strain to the employees to
imbalance their work and family life and even creates fear and frustration. Work Life-Balance
assumes greatest significance when the demands of ones work and the life aspects seem equally
critical at the same point in time. But in a case, when either of these can be deprioritized (at least
for some period) finding the balance is not the real challenge. For example, take the initial years
of ones work life. In most cases this is really in the 20s when ones family commitments are not
so pressing and one can afford to place work in overdrive if one chooses to. However, many
employees find this is a challenge after marriage or more so the birth of a child. Both demands
seem to be fair in their 16 perspective and hence its a challenge to balance at any time. A zeroone solution (either work or home) though seemingly the simplest may not be the best and this is
where the need for life-balance comes in. Both Public and Private Sector undertakings generally
taking care of their employees by providing Work life provisions like promotions, rewards,
amenities, creating healthy work environment, monetary and non-monetary benefits at all levels
to increase their productivity and performance. Most of the studies have been carried out with a
focus on various issues and dimensions of personnel administration, HR policies and practices,
HR strategies, HR Innovatives etc. But there are very few studies with regard to Work life
Balance. As against this backdrop, zeal to know the facts, which contributed to the success of
some organizations located in Hyderabad and insisted their employees for a better work-life apart
from their productivity and performance inspired the researcher to take up the study on Work
Life Balance in Selected units.
REVIEW OF LITERATURE
Perry-Smith et al (2000) found that Softwares developers are considered the key occupation to
examine in future studies of knowledge workers. They are vanguard of emerging work
practices. Keeping in mind the long hours working culture and 24/7 support employees in the
industry are the ones which suffer the most from work-life conflict. It was found that interference
of work with personal life has a considerable impact on work-related attitude for this group of
workers. They state that work-life boundary variables affect trust in the organisation which plays

a mediational role in these variables, relationship to job satisfaction and organizational

commitment. Even though employees are unique in their direction, market oriented and not
likely to show attachment to a single organization. In such a case both employee and employer
can gain by helping each other by accommodating approach to non-work commitments which
may lead to greater organizational attachment.
Ray & Miller (1994),Thomas & Ganster(1995) and Warren & Johnson (1995) found that there is
an association between family-friendly work environmental and other factors of interest
including turnover, absenteeism, job satisfaction and organizational commitment. Managers who
supported and encouraged employees attempts to coordinate work and family demands reported
several positive outcomes. Such employees felt less work/family conflict and at the same time
reported less turnover, burnout, absenteeism and increased organizational commitment.,
Byrne (2005) has highlighted the concept of the work-life balance as a means of tackling the
problem of increasing amounts of stress in the work-place. Morris and Madsen (2007) have
shown the importance of work-life balance. By better understanding work-life theory, HR
professionals can contribute to the strategic development of policies, practices, programs and
interventions. Moore (2007) conducted a research to compare work-life balance issues workers
and managers of an MNC. It was concluded that many of the managers are not able to achive
work-life balance.
According to Okpara (2004) , job satisfaction can be predicted from personal variables, but not
all variables contributed to the same degree of satisfaction. The findings of this study did not
reveal clear gender differences in overall job satisfaction. Sex, age and Job satisfaction studies,
relating to sex and job satisfaction have reported inconsistent results. Studies indicating higher
job satisfaction among women argue that women, compared to men, have lower expectations of
the benefits they could receive from the labour market(Clarke,1997).On the other hand, other
studies have shown that professional men have more job satisfaction that professional women
( Chiu,1998). The reason may have equal expectations from their jobs but their expectorations
are belied. Research also shows that younger workers are consistently less satisfied with their
jobs than older workers (Hall, 1994; Schultz, 1973). Younger workers might have objectively

poorer jobs than older employees but they also have higher expectations for their jobs that may
lead to lower job satisfaction. (Hall,1994).
RESEARCH METHODOLOGY
RESEARCH DESIGN

Research design proposed for the study is Descriptive type of research service. This type of
research deals with quality of responses from the respondents, attitudes, interests, technical
skills, experience, behavioral, beliefs and values, emotions, personality, self-concept etc.,
DATA SOURCE

Primary data was collected by questionnaire survey method based on a pilot study.

Secondary data was collected from journals and Research articles to support the research
SAMPLING
The respondents were selected using convenience sampling from Bharat Petroleum Corporation
Ltd, Sourthern Region Office
SAMPLE SIZE
There are about 300 management and non- management staffs working depending on the
distribution of management and non-management staffs sample size will be chosen
TOOLS FOR DATA COLLECTION
Questionnaire will be used for data collection

FIRST REVIEW PROJECT REPORT

Submitted by
HEBZIBA BEULA J
PR13MS1050

Under the guidance of

Mr. Brighton Anbu
Assistant Professor

in partial fulfillment of the requirements of quality assessment for the course

HALF END SEMESTER PROJECT

KARUNYA UNIVERSITY BUSINESS SCHOOL

KARUNYA UNIVERSITY
[Declared as a Deemed University under sec.3 of the UGC Act, 1956]
23-February-2015