Miniproject-Project On Mill

WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR
CHAPTER 1
INTRODUCTION
LEAD COLLEGE OF MANAGEMENT DHONI
INTRODUCTION TO THE STUDY

This research is based on the Precot Meridian Pvt Ltd Walayar and Kanjikode. Purely the
research is in the field of human resource management and it is undergone through this research
on the topic work life balance of women employees in textile Industry of Palakkad District.
Work - life Balance of women employees has become an important subject since the
time has changed from men was the bread winner to today's world where both men and women
equally sharing the responsibility of family life. Though it is a very broad subject which speaks
about both career development on one side and the family care on the other side, it is very
necessary
to know how the women balance the professional demands and domestic
compulsions. Professional life means the aim to grow and earn respect in the organization and
society at large and Personal life means taking care of family, children, parents, health and
spending the leisure time effectively with the development of educational economical and social
standards. Things have improved to a great extent and the role of women in balancing their
lifestyle is less taxing. But not all women have been able to achieve this balance, as each one of
them has different challenges to balance. Therefore only periodical research will bring to light
the inadequacies of the initiatives to achieve a healthy work life balance.
Career women are challenged by the full-time work and at the end of each work day
they carry more of the responsibilities and commitments to home. Majority of women are
working 40-45 hours per week and most of them are struggling to achieve work-life balance.
Women reported that their life has become a juggling act as they have to shoulder multiple
responsibilities at work and home. This project highlights the issues connected with work-life
balance of women and the factors that determine work life balance.
1.1ORGANIZATION PROFILE
Precot meridian is one of the oldest groups which started its mill in 1958, promoted by
N.Damodaran. Precot Meridian limited (PML) was incorporated in 1962 in Palakkad, Kerala, to
produce cotton yarns with an initial capacity of 12096 spindles. Precot Meridian limited made its
maiden issue in 1962. Production of cotton yarns commenced during 1964.The Precot has
symbolized Quality and Trust in the textile industry. With four decades of spinning experience
and a diverse range of products that include cotton yarns, sewing threads, fabrics and garments;
Precot is one of the few totally integrated textile players with a total turnover of 90 million US
Dollars. The Group has state of the art infrastructure facilities and skilled personnel to rise up to
customer expectations. The group has been accorded the status of Export House by The Cotton
Textile Export Promotion Council of India (TEXPROCIL).Precot exporting its products to
Belgium, China, Italy, Japan, Malaysia, Portugal, South Korea, Turkey and U.K.
Key mile stones
From an initial capacity of 12,096 Spindles at Kanjikode, Kerala (A-Unit) in 1964, now
the capacity of the unit is 57,600 spindles.
In 1983, the second unit (B-Unit) was set up at Hindupur, Andhra Pradesh with an initial
capacity of 28,800 Spindles and the current capacity is 69,120 spindles.
In 1992, the third unit (C-Unit) was set up at Walayar, Kerala as a 100% Export Oriented
Unit with a capacity of 12,096 Spindles and the current capacity is 25,344 spindles.
In 1995, an OE Unit (D Unit) was set up at Walayar adjacent to its third Unit with a
capacity of 1344 Rotors.
In 1998, a yarn dyeing Unit (K Unit) was set up at Kolar, Karnataka to manufacture
polyester sewing threads and its capacity is 7 tons per day.
In 2001, a modern weaving plant at Sethumadai near Pollachi was set up to manufacture
yarn-dyed fabrics.
In January 2004, yarn dyeing operations were started at Perundurai, which caters to the
needs of the Sethumadai unit.
In 2006, Meridian Industries merged with Precot Mills and the name was changed to
Precot Meridian Ltd., and the current capacity is 66,154 spindles.
Precot Meridian is looking towards green power generation and has invested in 17
Windmills. These windmills cater 50% of the power requirements of units located in
Tamil Nadu.
Quality Systems
Precot Meridian being an ISO 9001 certified company is focused on
providing the finest quality yarns and fabrics. In order to meet customer
requirements and to ensure their satisfaction, Precot Meridian implemented TQM
in all the units for executing 5S methods of housekeeping and 3M methods to
control wastage of resources. Quality System is achieved through total employee
involvement, technical Innovation and continual improvement
Meridian Industries Limited merges with Precot

Meridian Industries Limited has been merged with Precot Mills Limited with effect from
01st April, 2006. Meridian Industries Ltd (MIL) which was incorporated in the year 1993 was
promoted by Precot Mills Limited and around 70% of the shares of MIL were held by the
shareholders of Precot. To have larger capacity in a single company, instead of the capacities
being spread over in two companies having common shareholders, the merger was proposed.
This has been approved by the High Court of Madras vide its order dated 30th August and 1st
Sept, 06. As per the scheme of Merger, the shareholders of MIL are entitled for one share of
Precot for every two shares of MIL. Accordingly the share certificates of Precot were dispatched
in Dec, 06 to those shareholders who have surrendered the certificates of MIL. Shareholders of
MIL, who are yet to claim the certificates of Precot can, do so by sending the MIL certificates
along with the following application duly filled in to the registrars.
Corporate / Central office
Corporate office is situated at Suprem P.B No: 7161737, Pulikulam Road, Coimbatore641 045.Corporate office deals with raw material purchase, testing, approval and allotment to
group mills. In addition to that finalization of sales contract, approval of production-planning,
policy decisions etc. are also taken at corporate office.
A-Unit
Unit A is located at Kanjikode west, Palghat, Kerala and was established in the year
1964.the area used is 2 Hectors surrounded by 15 Hectors of its own land. Present Spendlage of
the Factory is 57600,working 24 hours in a day and 7 days in a week and Spinning Hosiery
yarns, warp and weft yarns and doubled yarns counts ranging from 30s to 100s combed and
cradle varieties. All are ring spun yarns only.
B-Unit
B unit is at Kodigerahalli, H.S.Mandir, Hindupur(post),Andra Pradesh and won
established in the year 1983.Mill is located in an area of around 5 Hectars. Present installed
capacity of the mill is 72000 spindles engaged in manufacturing of ring spun yarn and working
24 hours a day and 7 days a week continuously.
C-Unit
C-Unit is at Chandrapuram, Walayar Dam (post), Palghat (Dist), Kerala. Unit was
established in the year 1992.Factory is build up in an area of 9600 square meter. Present
spindlage of the unit is 24720 company produces yarn ranging between 20s Ne to 40s Ne in both
100% Cotton Combed varieties to suit different end uses. At present the yarn produced from the
mil is being widely used for knitting (Banians and Knitwear).
D-Unit
D-Unit is situated at Chandrapuram, Walayar Dam (post), Palghat (Dist), Kerala and
was established in the year 1995. This is located in an area of around 5.3 Hectors. Present
capacity of the factory is 1344 rollers, manufacturing yarn ranging between 60s Ne in both 100%
Cotton and Processed wastes in carded and combed varieties to suit different end uses. At present
the yarn produced from the mill is being widely used for Industrial fabrics and bed sheets.
About Precot C
1. Founder of the Group: Sri.V.N Ramachandran (Late) Sri.N.Damodaran
2. Chairman &Managing Director: Sri.D.Sarath Chandran
3. Starting of the Mill: January 92
4. Total Spindles Installed: 24288 Spindles (23*1056)
5. Raw-material: Cotton and Polyster staple fiber
6. Count of yarn processed: 20s to 40s cotton combed knitting yarn
7. End use of products: Sportswear, Casual wears
8. Raw-material used: Raw cotton, Polysters staples
9. Exporting countries: U.K, Germany, Isreil ,Mauritius, Singapore, Malaysia and Portugal
10. Number of workers in the mill: 126 permanent workers
About Precot D
1. Mill started on: October 95
2. Total rolors installed: 1344 (7*192)
3. Count of yarn manufactured: 10s OE,16s OE, 20s OE
4. End use of products: Weaving, knitting
5. Raw-material used: Raw cotton and Noils/Flat strips
6. Yarn sold in Local: 30% Export: 70%
General Information
Shift Timings Precot C

Morning - 8.00 AM to 4.30 PM - I shift
Evening - 4.30 PM to 1.00 AM - II shift
Morning - 1.00 AM to 8.00 AM - III Shift
Shift Timings Precot D

Morning - 8.00 AM to 4.30 PM - I Shift
Evening - 4.30 PM to 1.00 AM - II Shift
Morning - 1.00 AM to 8.00 AM - III shift
Lunch timing
I shift - 11.30 AM to1.30 PM
II shift - 7.30 PM to 9.30 PM
III shift - 4.30 AM to 6.00 AM
Weekly Holiday
One day in week shall be given as weekly holiday to all trainees.
Other Facilities, Regulations:
Cycle shed provided for keeping vehicles

ERC functions all 24 hrs and provides food.
When an employee enters the mill we has to collect the card from the security main gate
and handover the same at gate while leaving.

Dormitory is provided for ladies inside the mill promises with mess facility.
A lady matron is appointed to core the needs of girls.
Smoking is strictly prohibited inside the mill premises.
Creche is provided to cater the needs of working womens children.
First aid boxes are provided with required medicines inside the department and HRD
department to meet any accidents on work.
SICs / Supervisors are present in all shifts to manage workers.

In all shifts shift supervisor / SIC will be these to look after the shift.
Uniform is Supplied to all operatives and non Operatives.
1.2 RESEARCH PROBLEM STATEMENT

Indian families are undergoing rapid changes due to the increased pace of urbanization
and modernization. Indian women, who belong to all classes, have entered paid occupations.
Most studies regarding married women who are employed, in India have reported economic need
as being the primary reason given for working.
The present study is an attempt to investigate the various factors which affect the work
sphere and personal life of women working, causing undue stress in Textile Industry, in this
sector more number of employees are females, some of them are contract workers, and others are
permanent employees. In precot meridian, a severe problem faced in the past 2 years is that the
women employees dissatisfaction in work. The work is done in three shifts where the employees
need to work in night shifts too. The health problems from inhaling of the cotton particles may
also affect the workers daily life. The tension employees feel both physically and mentally
would affect their personal life.
With the help of labor welfare officer we find the problem, difficulty of employees to
balancing the work & personal life. The situation demands a study whether the women
employees are really struggling to balance their work and the personal life and if yes what are the
reasons which causes an imbalance.
1.3 OBJECTIVES OF THE STUDY
To study the problems faced by the female employees in balancing work life at
Precot Meridian Limited.
10
To know whether the female employees are balancing their work and personal life.
1.4 RESERCH METHODOLOGY

POPULATION:
The employees of PRECOT MERIDIAN LIMITED textile in Walayar and Kanjikode.
SAMPLE SIZE:
The size of the sample selected for the study is 40 respondents
QUESTIONNAIRE DESIGN
The questionnaire was prepared by the researcher itself for direct interview. It was for
collecting the details from the researcher perspective
RESERCH DESIGN:
A research design is the arrangement of conditions for collection and analysis of data in a
manner that aims to combine relevance to the research purpose .It is a blue print of the
study. Descriptive research design was used in this study for analysis.
1.5 METHODS OF DATA COLLECTION

PRIMARY DATA
In the study, the primary data was collected through structured questionnaire, the
questionnaire was prepared by the researcheritself in such a way that it covers the entire
objectives of the study.
11
Convenient Sampling method is used in collecting information from the employees
SECONDARY DATA
Secondary data are those which are collected from the magazines, booklets, websites etc.
STATISTICAL TOOLS USED
Simple percentage method

It was initially done to edit and tabulate data collected through questionnaire
Percentage of respondents
Number of respondents *100

Total respondents
1.6 LIMITATIONS OF THE STUDY
Only regular employees were taken into account for the study
Incorrect opinion expressed by the respondents may affect the outcome of findings.
The survey is purely based on the opinion of employees, which may be biased at times.
12
CHAPTER 2
REVIEW OF LITRATURE
REVIEW OF LITRATURE
1) According to PARASURAMAN & STAMMERS (2001) in their study stated that
dissatisfaction and stress in job resulted from work-family conflict among women
employees' Focuses on the suggestion to ask for a flexible working hours to be able to
13
balance work and life by women employees, percentage of employees who have access to
some form of flextime'.
2) THE SUNDAY TIMES reported that women in the workplace are the theme of the week
for several signs, thanks to the female asteroids. This may be about you, or a woman you
know' but it looks as if a mother-daughter relationship is behind it all. That doesn't
necessarily mean it's taken to work. But female family dymamics are certainly behind
attitudes and expectations surfacing. Call it the repetition of a family pattern, but either
you or a woman in your world has some questions to answer. If time and space are
required for dealing with emotion, rather than work procedure, then time and space must
now be found'
3) According to Victoria Wellington & University Technology MARA, Malaysia (2003) in
entrepreneurial Studies Source, Women Family matters in workplace, the secret to
increasing the number of women in the workforce and overcoming skill shortages may lie
in introducing work-life balance initiatives or changing policy to make workplaces family
friendly'
4) According to PREETHI& ANU (2005) in management research said that night shifts and
the continues stress and strain health of women and as 4 result' they cannot carry the
double burden of work and family effectively.
5) According to INDRADEYI & KAMALAPRIYA (2006)'women working in textiles are
personally affected in the family and social life; they face stress due to various reasons
like night shifts and less autonomy at work. Finally the authors identified that poor work
environment also adds to stress.
6) SOURCE: BUSINESS IMPROVEMENT ARCHTTECTS
According to DUXBURG & HIGGINS (2007)' women are more likely than me
to report high level of role overload and caregiver strain'. This is because
14
Women devote more hours per week than men to non-work activities such as
Child care, eldercare and are more likely to have primary responsibility for
unpaid labor such as domestic work.
7) WORLD SOCIALIST WEBSITE (www.wsws.org)' news and analysis study documents
state that, women employees are under constant stress because of their workload,
competitive pressure and surveillance.
8) SOURCE: INTERNATIONAL JOURNAL OF MANAGEMENT RESEARCH'(2010)
The study states that flexibility at the workplace may have an effect on
womens ability to balance work and family responsibilities. It further
Examines whether working arrangements may have an effect on lifestyles of
working women. Finally, the paper concludes with discussions on possible
workplace reforms which may have an impact on women's ability to balance
work and family responsibilities.
9) SOURCE: JOURNAL OF APPLIED BEHAVIORAL SCIENCE.(2OI1).
This article says about the effectiveness of work-life balance initiatives in helping
women progress to senior management lt explores the main barriers to women's
Progression and highlights the long hours associated with managerial roles as a major
problem. The article show that the business case which when the labor market is tight'
and even then, the benefits for women in s underpins diversity management and a
voluntary approach to work life balance may only deliver positive benefits to women
management are far front demonstrated .
Indian families are undergoing rapid change due to the increased pace of
urbanization and modernization. Indian women belonging to all classes have entered into paid
occupations. In the present Indian womens exposure to educational opportunities is substantially
higher than it was some decades ago, especially in the urban setting. This has opened new vistas,
increased awareness and raised aspirations of personal growth. This, along with economic
pressure has been instrumental, in influencing womens decision to enter the work force. Most of
15
employed married women in India, reported that economic need as being the primary reason
given for working ( Srivastava, 1978: Ramanna and Bambawale, 1984).
Womens employment outside the home generally has a positive rather than negative
effect on marriage. Campbell et.al., (1994) studies the effects of family life on womens job
performance and work attitudes. The result revealed that women with children were significantly
lower in occupational commitment relative to women without children, contrary to the
expectation, women with younger children out performed women with older children.
Makowska (1995) studied psychosocial determinants of stress and well being among working
women. The significance of the work related stressors was evidently greater than that of the
stressors associated with the family function, although the relationship between family
functioning, stress and well-being was also significant.
Super (1980) identified six common life-roles. He indicated that the need to balance these
different roles simultaneously is a reality for most individuals at various stages throughout their
lives. Rather than following a transitional sequence from one role to another, women are required
to perform an accumulation of disparate roles simultaneously, each one with its unique pressure
(Kopp and Ruzicka, 1993) multiple role-playing has been found to have both positive and
negative effects on the mental health and well-being of professional women. In certain instances
women with multiple roles reported better physical and psychological health than women with
less role involvement. In other words, they cherished motivational stimulation, self esteem, a
sense of control physical stamina, and burst of energy (Doress-Worters, 1994). However,
multiple roles have also been found to cause a variety of adverse effects on womens mental and
16
physical health, including loss of appetite, insomnia, overindulgence, and back pain ( Huges and
Glinsky, 1994).
2.1 WORK-LIFE BALANCING OF WOMEN EMPLOYEES

Work - life Balance of women employees has become an important subject since the
Time has changed from men was the bread winner to today's world where both men and women
Equally sharing the responsibility of family life. Though it is a very broad subject which speaks
about both career development on one side and the family care on the other side, it is very
necessary to know how the women balance the professional demands and domestic compulsions.
Professional life means the aim to grow and earn respect in the organization and society at large
and Personal life means taking care of family, children, parents, health and spending the leisure
time effectively with the development in educational economical and social standards things
have improved to a great extent and the role of women in balancing their lifestyle is less taxing.
But not all women have been able to achieve this balance, as each one of them has different
Challenges to balance. Therefore only periodical research will bring to light the inadequacies of
the initiatives to achieve a healthy work life balance. Career women are challenged by the fullLEAD COLLEGE OF MANAGEMENT DHONI
17
time work and at the end of each workday in a private concern; they carry more of the
responsibilities and commitments to home. Majority of women are working 40-45 hours per
week and most if they are struggling to achieve Work-life balance. Women reported that their life
has become a juggling act as they have to Shoulder multiple responsibilities at work and home.
This project highlights the issues connectewith work life balance of women and the factors that
determine work life balance.
2.2 WHAT IS WORK LIFE BALANCE?

Work-life balance is the extent to which individuals are equally involved in and Satisfied
with their organizational role and their family role. By definition work life balance is About
people having measure of control over when, where and how they work .There is a view that
work life balance only in the framework of what the company does for the individual. The core
of work life balance could also be summed as achievement with enjoyment. A healthy work life
balance is very essential for a professional to be productive and successful. To achieve this
success it is very important that she sets her priorities as per her needs but, keeping in mind the
demands of her profession and her family. Most important is that she needs to work as per her
planned schedules and achieve her targets on time so that she does not mess up her duties.
The data is divided into three heads. They are as follows:i. Health related
ii. Family related
iii. Work related
i. Health related factors

Four wellbeing areas were identified that affect women working are:Health related
Physical health
Digestive health
Gynec health
Psychological health
18
ii. Family related factors

The two factors that influence women working in family sphere are:Family related
Family life
Work life balance
iii. Work related factors
Three major factors that affect women working identified are: Work related
Job security
Work culture
Status and relations
The following few tips would help her achieve her goal.
First and foremost she needs to have a thorough understanding of her priorities to decide
about things that she can and cannot give up.

Awareness also calls for understanding her current position, her work and family
environment and the resources available for her to work towards her goal.
Her goal needs to be realistic and achievable and the steps to achieve it have to be Smart.
She need to have an understanding for her strengths and areas of improvement and should
be open to ask for help and assistance where ever required. She should be willing to share
19
her views and take suggestions from other members and also from other online resources
and build up her capabilities

All through her dealings she needs to have a regular check on her values and Principles
and monitor herself from time to time.

She needs to design schedules in such a manner that she has sufficient time for her family
and other social calls. She should make sure that she does not neglect either of them
profession and family in the bargain.

She should keep herself updated on the latest technologies and improvements and utilize
the same for her professional or personal growth.

Time is premium and management of time should be her utmost skill.
Needs to have a regular monitoring of her performance and improve on areas as and
when required.
2.3 WORKLIFE BALANCE IN INDIA

Times have changed. Unlike the old situation now both men and women are doing
almost the same job at the work place, but the drastic situation is still a major proportion of
husbands are just supervisors at home, which makes the life of working women more miserable.
Although, over the years women in India have struggled to establish an identity & create
a mark in the organizational platforms and our society, but with our present educational system
and wide open opportunities more and more women tend to enter professional careers which
have drastically changed the scenario.
In fact, between 1991 and 2001 female employment in India on the whole, have increased
by 3.6% per annum. Within the professional world, which reflects India's small but growing
middle class more than the country as a whole, the phenomenon of Indian women "breaking
through the glass ceiling" is perhaps more muted. Even, despite legal provisions made by acts
like those of the Equal Remuneration Act of 1976 (which promulgates equal payment for equal
20
work, regardless of gender & prohibits gender discrimination in hiring practices), the so-called
"glass ceiling" is perhaps still very prevalent within organizations.
Work life and private life are intertwined for a vast majority of Indian workforce as
significant technological development has created a 24x7 intrusion in the private lives of
employees, says a study. According to Ma Foi Randstad Work monitor Survey 2012 Wave 1,
there is a definite challenge for employees in India in handling work-life balance.
"Technology has increased work efficiency to a large extent, but the downside is that it
has also simultaneously created a 24/7 intrusion in the private lives of employees," Ma Foi
Randstad MD and CEO E Balaji said. Balaji further said Western economies have understood the
significance of work-life balance and employers there have consciously created processes to
address this challenge. "This trend is now catching up in our country, where employers have
started recognizing the significance of providing a good work-life balance and are focusing on
the well-being of their employees," he added.
Nearly half the employees surveyed (49 per cent) said that they attend to private matters
during working hours, while 69 per cent said they handle official matters during private time.
Moreover, 79 per cent of employees said that they receive work-related phone calls/e-mail while
on holiday and similar proportion (80 per cent) said they receive work-related phone calls/emails after office hours.
By gender, men seem to receive a slightly higher level of work-related calls/e-mail during
holiday/after office hours than women, the survey noted. A majority of the workforce have
Internet connectivity at their workplace besides 70 per cent of respondents had smart-phone with
e-mail facility. But, despite easy access to Internet and email, as many as 78 per cent said they
prefer face-to-face contact.
Interestingly, a large proportion of public sector employees surveyed in India feel that
their employers expect them to be available at all times than those who work in private
organizations. The work monitor survey is a quarterly review that tracks jobseeker confidence
21
and provides comprehensive understanding of the job market sentiment and trends relating to the
employment market.
Women have a number of roles that they play throughout their life. Work-life conflict
occurs when time and energy demands imposed by the diverse roles cannot be efficiently met , as
participation in one role is made increasingly difficult by participation in another. During the past
decade, in India the environment for multinational corporations has been quite volatile, with
numerous challenges for the firms operating in this arena. However, throughout this period there
have emerged a number of corporate women who have been recognized for their contributions to
organizational excellence and leadership despite the environmental fluctuations. But invariably
even few years back women power were not so welcome to hold and glorify the top positions of
different corporate houses. Due to the Indian social structure, prejudices and myths women
employees used to face barriers while climbing up the corporate ladder. But women power has
been proved and they succeeded in overcoming those barriers and made major contribution
towards organizational excellence.
2.4 WHY WORK LIFE BALANCE IS IMPORTANT TO WOMEN?

Today's career women are continually challenged by the demands of full-time work
and when the day is done at the office, they carry more of the responsibilities and commitments
to home. The majority of women are working 40-45 hours per week and 53% are struggling to
achieve work/life balance. Women reported that their lives were a juggling act that included
multiple responsibilities at work, heavy meeting schedules, business trips, on top of managing
the daily routine responsibilities of life and home. "Successfully achieving work/life balance will
ultimately create a more satisfied workforce that contributes to productivity and success in the
workplace." Employers can facilitate WLB with many schemes that can attract women
employees and satisfy their needs.
22
CHAPTER -3
23
ANALYSIS AND INTERPRETATION
3.1 AGE GROUP

Table No: 3.1
SCALE
NO.OF RESPONDENTS
PERCENTAGE (%)
Under 30
13
32.5
31-40
12
30
Above 40 years
15
37.5
TOTAL
40
100
3.1A AGE GROUP

Chart No: 3.1A
24
age
above 40; 38% under 30; 33%
31-40; 30%
INTERPRETATION
38% of the sample was in the age region of above 40. Under 30 were 32% and 31- 40 have the
percentage of 30%. This shows that textile industry is encouraging the participation of women in
their affairs from earlier days itself and still continuing the same. There are no gender differences
in office affairs of the Precot Meridian.
3.2 NUMBER OF CHILDREN THEY HAVE

Table No: 3.2
SCALE
NO.OF RESPONDENTS
PERCENTAGE (%)
Not yet
12.5
1 child
15
37.5
2 children
17
42.5
3 and above
7.5
TOTAL
40
100
3.2A NUMBER OF CHILDREN THEY HAVE

Chart No: 3.2A
25
CHILDREN
3 & ABOVE; 8%
NOT YET; 13%
2 CHILDREN; 43%
ONLY 1 CHILD; 38%
INTERPRETATION
Almost all women surveyed were married and have children. 12.5% said that they not yet have
children. 37.5% said that they have only one child, 42.5% said that they have two children and
remaining 7.5% have three or more children. They are aware about the importance of family
planning there was only having 3 women said that they have more than 3 children. From this we
can understand that they are giving importance to financial stability of the family.
3.3 PLENTY OF SLEEP
Table No: 3.3
SCALE
NO.OF RESPONDENTS
PERCENTAGE (%)
Regularly
30
75
Occasionally
17.5
Not at all
7.5
TOTAL
40
100
3.3A PLENTY OF SLEEP

Chart No: 3.3A
26
SLEEP
Not at all; 8%
Occasionally; 18%
Regularly; 75%
INTERPRETATION
Sleep is an important factor in everyones life. It is an indicator of mental and health wellness.
75% said that they are regularly getting sleep. 17.5% said that they are only getting plenty of
sleep occasionally. But 7.5% said that they are not at all getting plenty of sleep. Since the
majority is regularly sleeping well we cant say that the job dissatisfaction is the reason for that.
It may be because of the tension about the family or may because of any health issues.
3.4 CANCELLATION OF HOLIDAYS DUE TO WORK

Table No: 3.4
SCALE
NO.OF RESPONDENTS
PERCENTAGE (%)
Regularly
7.5
Occasionally
10
25
Not at all
27
67.5
TOTAL
40
100
3.4A CANCELLATION OF HOLIDAYS DUE TO WORK

Chart No: 3.4A
27
CANCELLATION OF HOLIDAYS DUE TO WORK

Regularly; 8%
Occasionally; 25%
Not at all; 68%
INTERPRETATION
68% said that they are not cancelling their holidays or cut short the holidays due to the work.
25% said that they are occasionally cancelling the holidays but 7% said that they are regularly
cut short the holidays due to the work. Cancelling and cut short the holidays are mainly
depending upon the nature of the work they are doing. If they own the higher positions they may
want to cancel the holidays, because those positions have that much responsibility.
3.5 ENOUGH TIME TO GIVE MYSELF

Table No: 3.5
SCALE
NO.OF RESPONDENTS
PERCENTAGE (%)
Regularly
20
Occasionally
19
47.5
Not at all
13
32.5
TOTAL
40
100
3.5A ENOUGH TIME TO GIVE MYSELF

Chart No: 3.5A
28
ENOUGH TIME TO GIVE MYSELF

Regularly; 20%
Not at all; 33%
Occasionally; 48%
INTERPRETATION
20% said that they are regularly caring about themselves where as 47% said that they are only
occasionally caring about them. But 33% said that they are not at all getting time to spend for
themselves. The main aims of this question was to know how much time each of them are
spending for themselves. From that we found that most of them are less bothered about their
exercise, hobbies, sports and themselves.
3.6 SATISFACTION WITH THE HEALTH CARE PROVISIONS

Table No: 3.6
SCALE
NO.OF RESPONDENTS
PERCENTAGE (%)
Yes
28
70
No
12
30
TOTAL
40
100
3.6A SATISFACTION WITH THE HEALTH CARE PROVISIONS

Chart No: 3.6A
29
SATISFACTION WITH THE HEALTH CARE PROVISIONS
No; 30%
Yes; 70%
INTERPRETATION
70% informed that they are satisfied with the health care provisions of the company while
30% informed that they are not satisfied with the health care provisions of the company.
Company is providing medical reimbursement and recreational facilities to its employees. At this
time company can conduct a discussion with its employees and hear the suggestions from them if
the company feels that they are beneficial to both of them, it can be implemented. On the other
hand company may give solutions for the worries of their employees.
3.7 I HAVE TO TAKE MY WORK HOME

Table No: 3.7
SCALE
NO. OF RESPONDENTS
PERCENTAGE
Agree Partially
11
27.5
Agree Fully
20
Disagree Partially
10
Disagree Fully
17
42.5
TOTAL
40
100
30
3.7A I HAVE TO TAKE MY WORK HOME

Chart No: 3.7A
I HAVE TO TAKE MY WORK HOME
Agree partially; 28%

Disagree Fully; 43%
Agree fully; 20%
Disagree Partially; 10%
INTERPRETATION
Where 43% of the surveyed disagreed with the statement, 27% agreed partially, 20% agreed fully
on that. The intention behind asking this question was to know whether women employees are
taking the burden of work to their home and then postpone their personal work to do the office
work. Since almost half of the employees were on the opinion that they do not have to take the
work home it is a good sign that they dont feel the work as disturbing their personal life.
3.8 WORRY ABOUT WORK AFTER WORK HOURS

Table No: 3.8
SCALE
NO. OF RESPONDENTS
PERCENTAGE
Agree Partially
10
25
Agree Fully
26
65
Disagree Partially
Disagree Fully
TOTAL
40
31
100
3.8A WORRY ABOUT WORK AFTER WORK HOURS

Chart No: 3.8A
WORRY ABOUT WORK AFTER WORK HOURS

Disagree Fully; 5%
Disagree Partially; 5%
Agree Partially; 25%
Agree Fully; 65%
INTERPRETATION
65% of the employees told that they had to carry the tension from the work to their personal
space even after the working hours.25% partially agreed and 10% agreed partially and fully on
the statement. It was asked that whether the employees have to carry their mental strain and
worries from the work even after they finish their working hours, majority of the respondents
agreed fully on that statement. Employees take their memories either good or bad to home.
3.9 WORK IS REWARDING
Table No: 3.9
SCALE
NO.OF RESPONDENTS
PERCENTAGE
Agree partially
17
(%)
42.5
Agree fully
Disagree fully
13
3
32.5
7.5
Disagree partially
TOTAL
3.9A WORK IS REWARDING
7
40
17.5
100
32
Chart No: 3.9A
WORK IS REWARDING
Disagree partially; 18%
Disagree fully; 8%
Agree fully; 33%
INTERPRETATION
74% of the employees interviewed are partially or fully agreed that they are getting rewards
according to their job and responsibilities.17.5% disagreed partially to the statement and 7.5%
disagreed fully. Here we can see that almost all employees think that their work is rewarding and
at times they are all get benefited from it. But the amount of satisfaction that they are getting
from job is differing from one person to another.
3.10 ORGANIZATION PROVIDES SUFFICIENT LEAVE

Table No: 3.10
SCALE
NO.OF RESPONDENTS
Agree partially
12
Agree fully
12
Disagree fully
13
Disagree partially
3
TOTAL
40
3.10A ORGANIZATION PROVIDES SUFFICIENT LEAVE
PERCENTAGE
(%)
30
30
32.5
7.5
100
33
Chart No: 3.10A
ORGANIZATION PROVIDES SUFFICIENT LEAVE

Disagree fully; 33%
Agree fully; 30%
INTERPRETATION
Around 60% of the employees interviewed says that they are not getting enough leaves.32% of
the employees are fully satisfied with the number of leaves provided and 8% partially feels they
are given sufficient leaves. The only part is that some are strongly agrees on the statement and
some partially. This opinion is because the employees feel they miss a lot of personal functions
and responsibilities. There is also portion of employees saying that they are satisfied with the
leaves provided by the organization
3.11 COMPANY HAS PROVISIONS FOR DEPENDENTS

Table No: 3.11
SCALE
Agree partially
Agree fully
Disagree fully
Disagree partially
TOTAL
NO.OF RESPONDENTS
9
1
30
0
40
PERCENTAGE (%)
22.5
2.5
75
0
100
3.11A COMPANY HAS PROVISIONS FOR DEPENDENTS

Chart No: 3.11A
34
COMPANY HAS PROVISIONS FOR DEPENDENTS

Agree fully; 3%
Disagree fully; 75%
INTERPRETATION
75% said that there is no such provision and 23% are partially agreeing that there is provision.
Only one person (2.5%) agreed the statement that the company has provisions for dependents.
Here we can see one thing that provisions for childcare and dependents are comparatively lower.
Employees also feel so. Maybe better provisions to take care their dependants could satisfy them
in this area.
3.12 ABLE TO BALANCE FAMILY & WORK LIFE
Table No: 3.12
SCALE
NO.OF RESPONDENTS
Agree partially
19
Agree fully
18
Disagree fully
2
Disagree partially
1
TOTAL
40
3.12A ABLE TO BALANCE FAMILY & WORK LIFE
PERCENTAGE (%)
47.5
45
5
2.5
100
Chart No: 3.12A
35
ABLE TO BALANCE FAMILY & WORK LIFE

Disagree fully; 5%
Agree fully; 45%
INTERPRETATION
From the survey we can find 45% are saying that they are balancing their work and family life.
47.5% are saying that they are partially balancing. 5% says that they are not able balance it.
Since 100% of the employees are not thinking that they are not able to balance their work and
personal life, we cannot say that 45% is a good number. Number of employees who are
balancing their work and family life should increase more.
36
CHAPTER-4
FINDINGS AND SUGGESTIONS
SUMMARY
The study on the work life balance among the female employees Precot Meridian Limited
Walayar, Palakkad, was with the objective to know whether the female employees are balancing
their work life and to know about the problems faced by them. Primary data is collected from 40
female employees working in Precot Meridian Limited under various departments and secondary
data collected from the various reports in the magazines, journals and company website and
other internet sources
37
The scope of the study is that the work life balance plays a vital role in measuring the job
satisfaction. Main limitations were the time allotted to the study and the fear of employees to
openly deliver their opinions. Census survey was conducted to gather the information.
Questionnaire was the tool used to get the information. Percentage method is used here for the
analysis.
For collecting the information the questions were organized under four heads. They are
demographic, self -health care, and arrangement by the company were the various sections. First
three sections were again sub classified into analysis of personal life and the next one was sub
classified into analysis of work life. The facts which were found in the study and the
recommendations which can be given from the study are discussed below.
FINDINGS
1. The Precot Meridian in Palakkad is encouraging the participation of women
employees from its inception time itself.
2. There are women employees of different age group 23 to above 40 years old. There is
almost an equal proportion of different age groups. Table- 4.1
3. Most of the employees are married and have children and family to look after.
4. Majority of them getting plenty of sleep since they are residing nearby.
5. Larger part of the employees never feel that they had to cancel their holidays for
work. They are of the opinion that working days are enough to complete their job.
6. Most of them are giving less importance to self health care.
7. They are satisfied with the health care provisions.
8. Employees are expecting some more quality time to spend with their family.
9. Employees feel that company can take more suggestions from them.
10. Employees are enjoying their holidays successfully.
38
11. They are completing their tasks from the office itself but in sometimes they want to
take the work to the home. Mostly the Office bearers and management level
employees had to take their work home.
12. They feel that their job is rewarding to them but its doesnt give much scope for
creativity.
13. Near to half of the population said that they are able to balance their work & life fully,
and fifty percentages of employees says that they are partially balancing the work and
personal life.
5.3
RECOMENTATIONS
1. Participation of families at the time of festival celebrations. It will increase the loyalty
of employees towards the organization.
2. Encourage the creativity of the employees and guide them towards the fulfillment of
the tasks.
3. Provide with flexible timings so that the organization can get the best out of the
employees.
4. To reduce stress the company must provide proper training to improve their mental
and physical health.
5. Develop more counseling services for problems like managing work and home
6. Review of work process to see if the burden on employees can be lightened
39
BIBILIOGRAPHY
Books
1. Records and manuals, Malabar cements limited.
2. Dr. C.R. Kothari, Research methodology, New age international publishers, second
edition, Year- 2004, isbn = 8122415229
Journal
1. Aratharaj V V, work life balances a source of job satisfaction- an exploratory study on
the view of women employees in service sector, international journal of
multidisciplinary research, vol.2, issue 3, ISSN 2231 5780
Websites
1. Krishna Reddy N, work life balance among married women employees, Indian journal
of psychological medicine, http://www.ncbi.nlm.nih.gov/pmc/articles/PMC3122548/
2. Dr. Piage Hall Smith, research explores work/life balance for employees,
40
http://ure.uncg.edu/prod/news/campus-news/smiths-research-explores-worklife-balancefor-employees/
3. Lakshmipriya , work life balance of women employees,
http://www.indianmba.com/Occasional_Papers/OP183/op183.html
QUESTIONNAIRE
The research study on the topic A STUDY ON IMPACT OF WORK ON FAMILY LIFE AMONG WOMEN
EMPLOYEES IN INDUSTRIES , is under taken for the academic purpose and the information provided for the
study are kept in strict confidential and used only for the purpose of the study. Please fill the questionnaire and
return.
Nam e of t he organi z at i on: - --- --- --- --- --- --- --- --- --- --- --- --- --- --- --- --- --- --- -
Nam e of t he em pl o ye e: - --- --- --- --- --- --- --- --- --- --- Desi gn at i on: --- --- --- --- ---
S ec ti on 1: De mog raph i c i nf or ma ti on
1. Age:
Unde r 30 ye a rs
31- 40 ye a rs
Above 40 ye ar s
2. No. of chi l dren yo u have
Not ye t
Onl y 1 chi l d
2 C hil dr en
3 and above
3. How ol d are yo ur chi l dren
Unde r 2 ye a rs
2- 5 ye a rs
6- 10 ye a rs
11- 14 ye a r s
15- 18 ye a rs
41
Above 18 ye ar s
S ec ti on 2: S el f h eal th an d care
1. I get pl ent y of sl eep
R e gul arl y
Oc casi onal l y
Not at al l
2. I canc el hol i da ys or cut them short due t o work
R e gul arl y
Oc casi onal l y
Not at al l
3. I have enou gh ti m e to gi ve m ys el f, ex er ci se, hobbi es and sport s
R e gul arl y
Oc casi onal l y
Not at al l
4. I am sat i sfi ed wi t h t he heal t h c are provi si ons provi ded b y m y com pan y
Yes
No
S ec ti on 3: Imp ac t of work -l if e
1. I canc el hol i da ys or cut them short due t o work
I agre e part i al l y
I agre e ful l y
I di sa gr ee ful l y
I di sa gr ee part i al l y
2. I have a l ot of workl oad i n m y pres ent j ob. I have t o t ake m y work hom e
I agre e ful l y
3. I worr y about work a ft er worki ng hours
I agre e ful l y
4. M y work i s sati sf yi n g and re wardi n g
I agre e ful l y
S ec ti on 4: Ar ran ge men t by th e comp an y
1. M y orga niz at i on provi des addi ti onal l eave for f am il y em ergen ci es and event s.
I agre e ful l y
2. M y orga niz at i on provi des fl ex i bl e worki n g hours.
42
I agre e ful l y
3. M y com pan y has provi si ons for chi l d car e and dependent s
I agre e ful l y
4. Gen er al l y I fe el , I am abl e t o bal anc e m y work and fam i l y l i fe?
I
I
I
I
agre e part i al l y
agre e ful l y
di sa gr ee ful l y
di sa gr ee part i al l y
T H ANK YO U FO R YO UR TIME

Miniproject-Project On Mill

Hochgeladen von

Dokumentinformationen

Originaltitel

Copyright

Verfügbare Formate

Dieses Dokument teilen

Dokument teilen oder einbetten

Freigabeoptionen

Stufen Sie dieses Dokument als nützlich ein?

Sind diese Inhalte unangemessen?

Copyright:

Verfügbare Formate

Miniproject-Project On Mill

Hochgeladen von

Copyright:

Verfügbare Formate

WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR

LEAD COLLEGE OF MANAGEMENT DHONI

WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR

INTRODUCTION TO THE STUDY

LEAD COLLEGE OF MANAGEMENT DHONI

WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR

Key mile stones

LEAD COLLEGE OF MANAGEMENT DHONI

WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR

Meridian Industries Limited merges with Precot

WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR

LEAD COLLEGE OF MANAGEMENT DHONI

WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR

LEAD COLLEGE OF MANAGEMENT DHONI

WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR

Shift Timings Precot C

Shift Timings Precot D

Cycle shed provided for keeping vehicles

and handover the same at gate while leaving.

WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR

SICs / Supervisors are present in all shifts to manage workers.

1.2 RESEARCH PROBLEM STATEMENT

LEAD COLLEGE OF MANAGEMENT DHONI

WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR

1.3 OBJECTIVES OF THE STUDY

WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR

1.4 RESERCH METHODOLOGY

The employees of PRECOT MERIDIAN LIMITED textile in Walayar and Kanjikode.

The size of the sample selected for the study is 40 respondents

1.5 METHODS OF DATA COLLECTION

WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR

Convenient Sampling method is used in collecting information from the employees

STATISTICAL TOOLS USED

Simple percentage method

Number of respondents *100

1.6 LIMITATIONS OF THE STUDY

LEAD COLLEGE OF MANAGEMENT DHONI

WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR

LEAD COLLEGE OF MANAGEMENT DHONI

WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR

LEAD COLLEGE OF MANAGEMENT DHONI

WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR

LEAD COLLEGE OF MANAGEMENT DHONI

WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR

LEAD COLLEGE OF MANAGEMENT DHONI

WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR

2.1 WORK-LIFE BALANCING OF WOMEN EMPLOYEES

WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR

2.2 WHAT IS WORK LIFE BALANCE?

i. Health related factors

LEAD COLLEGE OF MANAGEMENT DHONI

WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR

ii. Family related factors

Work life balance

iii. Work related factors

Status and relations

about things that she can and cannot give up.

WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR

and build up her capabilities

and monitor herself from time to time.

profession and family in the bargain.

the same for her professional or personal growth.

2.3 WORKLIFE BALANCE IN INDIA