Work Life Balance By Women Employees Social Work Essay

Work liveness Balance By Women Employees Social Work EssayIntroductionTo take the need of movement sprightliness fit, one first needs to understand close snuff it animation imbalance. With the understanding of the origin, causes and effects of this imbalance, the rapprochement act becomes easier. like a shots corporate world is exceedingly entreating and the dissemble culture varies from one organisation to another organization. To twenty-four hours the deadlines atomic number 18 getting tighter and an individuals telephone line is not scarce to match that deadline plainly also to give well-made output, due to this draw pressure it becomes difficult for women to balance prune and family spirit. In e actually individuals life there are four stakeholders-own soulfulnessality, trouble, family and society. It is very important to give equal importance to all the stakeholders. A person who is a workaholic and does not enjoy ones family life fecal matternot be term ed a successful person. When a life encounters much(prenominal) imbalance then the peace and harmony of life vanishes and there is an adverse effect on the work life too.To avoid such situation one should always try to avoid this imbalance in life. The transition from work life imbalance to work life balance has obvious benefits to an organization and its employees. balance nature of work enables increase in productivity and efficiency of employees. Better teamwork and communication offer a conductive environment, which leads more work commitment and fetch organizations strong value system.Review of Literature match to Chiang Hui-Yu, Noriaki Mamiko Takeuchi (2008) In this paper, we explore the relationship between work-life balance policies and third outcomes of interest to employers and employees the art tenure of women employees, dollar volume rate of women employees and retention rate of new women graduates. In the cross sectional analysis, we find that firms with work-life balance policies such as the full amount of maternity pay practice and flextime system are positively associated with the prank tenure of women employees. We also find that the full amount of maternity pay practice has an effect on retention rate of new women graduates. However, we out manseft find the relationship between maternity pay practice and job tenure of women employees in fixed effects. Even though our hypothesis just receives hittial view as, our results still conjure up that work-life balance policies such as the full amount of maternity pay and flextime system can expose positive outcomes for both employers and employees.This thesis describes the impact of women entering the workforce after 1970 on work/life balance issues. I stomach argued that women entering the workforce after 1970 held a different perspective from their predecessors they believed they could develop a locomote as ro private instructort as their male counterparts era sustaining active engage ment in personal life. This perspective created a paradigm shift in organizations, which had previously precluded the family as a stakeholder. I turn over discussed the business environment from the 1960s to 2006 by reviewing several well established business theories. data-based data has been presented supporting my thesis, interspersed with collateral material in the form of anecdotes, which demonstrate the efforts of this new generation of running(a) women to build a successful work/life balance model. Often, these women were motivated solely by their choler at a dysfunctional system and resistant stakeholders, which compromised their success by seeing the world through and through a linear lens rather than as a dynamic reality. This thesis was written for women who participated in an experiment in change and, hopefully offers a cathartic evaluation of the inextricable link of work and family. (Denise Horner Mitnick 2007).Work-Life Balance is increasing interest in academic l iterature, legislation and public sector. It is meaningful daily consummation and enjoyment in life. Organizations turn in started introducing various schemes to attract, retain employees and productivity. Majority employers support the work -life balance concept. Women nonplus prepared themselves for wangleers. Since 2005 the MSRTC started appointment of women bus conductor. Women have performs their duties as bus conductor and domestic work. To know the ordinary opinion of the women bus conductor towards their personal and work life is the main objective of this drive. Sample size of it is 20 part of total women bus conductors. Structured questionnaire is used for survey of women bus conductors. 89 percent of the women bus conductors spouses are employed. 57 percent of women bus conductors accept that, they are able to balance personal and work life. Achieve the balance between paid employment and personal life is important to women bus conductor. Work-Life Balance is a jo int responsibility of employers and employees. Women bus conductor should plans, prioritize and schedule as efficiently as possible. Employers can facilitate work life balance with more schemes that can attract employees and settle with their needs. (PROF. B. S. KADAM 2012).Research MethodologyObjectives of the studyIdentifying how women can balance both the work life and personal life.Identifying the reasons female genitals the women employees opt-out phenomenon?Data collectionThe primary data is gathered by administering a questionnaire to the employees of IT and ITES companies in the Bangalore city of Karnataka. The questionnaire contains 50 questions in all, encompassing vital dimensions related to the study area.The secondary data is gathered from different Journals, books, articles, websites, internet.sample distributionThe sample chosen for this study is the women employees of IT and ITES Companies, located in Bangalore city of Karnataka. The sampling method adopted for t his study is Non-Probability sampling method in which Convenience sampling method is used. Totally 65 Questionnaires were distributed to the employees. Out of which only 60 were the completely filled in questionnaires.The sample questionnaire was electronically mailed, sending a detailed description of the purpose of the study. Respondent professionals, on being convinced that the purpose of the survey was purely academic in nature, were given the option of mailing the filled in questionnaires. Windows tools such as MS word and MS Excel were used for data analysis and interpretation.ResultsDemographicsOrganization TypeIT65%ITES35%Shift daylight65%Night35%No.of Children015%125%250%310%Working days585%615%This survey includes 65% of IT employees 35% of ITES employees. The same percentage of employees work in day and night shifts. 50% of the employees have two children, whereas 25% has only one child, 15% of the employees have no children yet and only 10% of the employees have three c hildren. When we observe more number of software employees prefer to have only two children. 85% of the employees are working 5 days a week, whereas only some employees utter they have to work 6 days a week. In most of the cases it should be only 5 days a week.organisational policiesAgree dissentFlexi timingWork from home cartridge clip off for family emergencies and tied(p)tsReduced work hoursTime off facility during school holidaysCompresses week hoursHave a baby conduct centralize lineage sharingMaternity leave availability756570651010256010025353035908075400Maximum numbers of employees are accepting that the organizations are offering them the Flexi timing, only few employees said they dont have that facility. close 35% of the employees matte up they are not given an option to work from home in their organization. Only 65% of the employees said they have such facility. The study shows that most of the ITES employees do not have this option. Nearly 70% of the employees agr ee that they have time off for family emergencies and chargets. Only 30% of the employees verbalised their dissatisfaction.Most of the respondents do not have time off facility during school holidays. Employees have shown their dissatisfaction even for the factors like compressed week hours and having a baby care center in the premise of the organization. Most of the organizations are not providing these facilities. Employees expressed their satisfaction that job sharing facility is provided in the organization and 100% of the employees concur that they are provided with the maternity leave. They can avail it and have no problems regarding the maternity leave. put forward from the spouseAgreeDisagreeHe understands meWe share household thingsWe share the responsibility of childrenHe neer leaves all the things on me7085857530151525Support of the spouse is crucial for any family. Women can reach greater heights in career if the spouse supports her. The present study shows that 70% of the employees are getting their spouse support, while the remaining 30% of the employees have disagreed. 85% of the employees agreed that they share all the household things. If you observe sharing the responsibility of the children, it is kind of ok that both are sharing it and it has been accepted by the maximum number of respondents. Few employees expressed their disagreement regarding their problems with their spouse.Support from othersYesNoMy in-laws allow for sponsor me in taking care of my childrenMy parents will help me n taking care of my childrenI leave my children in a day care centerI take the help of a maid to take care of my children2520303075807070To look after their children women employees are depending on their-in-laws and parents. Nearly 25% of the employees said that they take the help of their in-laws to look after their children. 20% of the employees are depending on their parents and the employees who do not have this facility are leaving their children with the day care center and 30% of the employees are leaving their children in the house by appointing a maid. These days most of the employees are depending either on the day care centers or on the maids to look after their children, as most of the families are nuclear families and t is difficult to have elders in the family.Support from the office staff (Superior and peer group)AgreeDisagreeMy superior is very supportiveI never had any problem with my colleaguesMy team members are very supportiveI never come across any negative attitude from my carerMy superior and colleagues supports me in the time of emergenciesMy superior never asks me to work overtimeI never had any tautness because of work6565707085653535353030153565In the organization when the superior is not good, employees can never be satisfied. When a little bit of support is extended by the superior and colleagues women employees can happily balance both work and life. For the questions the response rate is almost 65 % for the factors like support from superior, colleagues and team members. 70% of the employees are agreeing that they never have come across any negative behavior of the manager. Nearly 85% of the respondents said that they have the support of their superior and colleagues in the time of emergencies. In foulness of all these support, few respondents said that their superior will ask them to work overtime sometimes. Most of the respondents said that they had stress because of work.Fulfilling Family and Work ResponsibilityAgreeDisagreeI never neglect my family because of workI am able to claim both work and family happilyI musical theme of leaving my job to maintain my family responsibilitiesI always achieve my targetsI never missed my deadlines in completing my workI never mind resigning my job when my family demands it60601085704540409015305560% of the respondents agreed that they never neglected their family because of work and they can handle both the work and family happily . Surprisingly only 10% of the respondents agreed that they popular opinion of leaving their jobs to maintain their family. 85% of the respondents are able to achieve the targets. Nearly 70% of the respondents said that they never missed their deadlines and the remaining 30% of the employees are missing the deadlines and are facing the difficult in maintain both work and family. For the statement resigning for the job when family demands, the response rate nearly half. 45% of the respondents agreed they thought of resigning their jobs for the sake of family.Other issuesAgreeDisagreeI had a problem with travelingI come up career break is necessary to handle children/eldersMy children had no complaints about me556065454035Half of the respondents agreed that travelling is the major problem they are facing. And they even agreed that career break is necessary to women to handle children and elders. Nearly 65% of the employees said that their children are happy with them, and have no co mplaints towards the parents.FindingsMost of the organizations are providing the flexi timing, work from home and time offs for emergencies and job sharing. The organizations are also providing them with decrease work hours if necessary.As the time has changed even the role of men in India is also changing. Previously the house hold and childrens responsibility is completely in the hands of women. But with the changing trends even it has changed. If we look at the percentages, they show that the men are helping women in household things and also in taking care of their children.If any employees have got support from the superior and her colleagues, then they are the luckiest. It seems now a days employees understand each other problems. So they are cooperative with each other, because it is not just the womens problem even men have the same situations in their families.Most of the respondents were satisfied with their work-life balance and about 70%felt that Indian organizations ha ve flexible policies for employees that allow them to maintain work- life balance. This is because of the necessity present day situations demand from every employee.As more women are added to the labor force, their share is about 48% and the mens share is about 52%. Because of this the competition between men and women is increasing and the women are tending to work equally with men. Because of this, many women are mostly full time services and are working 8 hours per day and 5 days in a week minimum and are confronted by increasing workload every day. So, most of them carry work and responsibilities to home.A majority of the respondents opined that women should resume their careers with short breaks after the maternity leaves, as everyone knows that to have comfortable lifestyle both the spouses must work.SuggestionsIt is clear from this that it is difficult to maintain family and work simultaneously, but the necessity demands. As the strength of women employees s increasing and a s they are working on par with the men employees considering even their needs and providing them is the main responsibility of the organizations.If there is no proper work life balance, it may have negative impact on work and life satisfaction, on the well-being, mental health, and personal health and on individual performance in organizations. It is even proved by many question studies conducted by various researchers that even though many companies are offering work-life programs to their employees, they are not utilized properly by the employees. The low utilization of work-life balance programs will end up with less job security, and hinders the future career prospects of the employees.But balancing between these two complex situations in the present day fast life requires talent, tact, skill and caution. Almost 50-55% of the women are struggling to achieve work life balance. Women have to cope up with high work targets, office commitments, tight meeting schedules and the dut ies and responsibilities of life at home.The outgo thing women have to do is de-stressing herself. Sure, its easier said than done. A degree of stress enables creative people outperform new heights. But one must manage stress so it can enrich and motivate, not to result in high blood pressure. If women have balanced stress levels she can easily manage both work and life.Planning the weekends properly will reduce so many tensions. So, plan it with family, friends, or else make fun in house with children. This will reduce the feeling of not taking care of the family, and even children will not have any complaints.It is known from many research works that even though flexi timing option is in stock(predicate) most of the employees never use it. If the flexi timing option is available women should use them appropriately.ConclusionFor working women, getting caught in the work and life balance trap will continue to be an ongoing challenge. Careful planning and personal effort is the ad vice from those who have found balance in both career and home life. As one respondent summarized, Plan, prioritize and schedule as efficiently as possible and dont be afraid of hard work work-life balance is a persons ascendance over the conditions in their workplace. It is accomplished when an individual feels dually satisfied about their personal life and their paid occupation. It mutually benefits the individual, business and society when a persons personal life is balanced with his or her own hob. The work-life balance system offers a variety of means to reduce stress levels and increase job satisfaction in the employee while enhancing business benefits for the employer. In our increasingly hectic world, the work-life strategy seeks to find a balance between work and play. A sentence that brings the idea of work life balance to the point is work to live. Dont live to work.