WOMEN EXECUTIVES ON WORK-LIFE

BALANCE: AN ANALYTICAL STUDY

Jaya Bhalla
Assistant Professor, National Institute of Financial Management, Faridabad, Haryana, India
Email: [email protected]

Abstract  Women executives regularly try to fulfill the demands of their offices and once the day is over, they carry a greater amount of
obligations and duties at home. Life is a balancing act for them. The balance between work and an individual’s life is significant in modern
society. In organisations and on the home front, the challenge of work-life balance is rising. Human resource professionals are trying to retain
the employees by providing them the highest level of job satisfaction. The present paper examines the role of work-life balance practices in
context of women executives in different sectors. The researcher has analysed the different stressors that arise due to improper work-life
balance and the different policies adopted by the organisations to make their women employees more flexible, satisfied and productive.

Keywords:  Women, Stress, Work Life Balance, Cooperation

Introduction Human Resources Management (HRM) best practices can

be shared and organisations can gain an understanding of
Work-life balance (WLB) is a term that refers to the desire how other organisations have successfully managed.
on the part of both, employees and employers to achieve On the government side, possible responses include
a balance between workplace obligations and personal social employment or labour policies and programmes.
responsibilities.  Employment insurance is an example of a mechanism that
John Lennon once said, “Life is what happens to you while provides temporary income support for employees who
you’re busy making other plans.” Yes, sometimes life must be away from work to care for a terminally ill family
happens. And when it does, it’s critical to have understanding member. Individual counseling, disability benefits and the
employers who acknowledge and accommodate your needs. government-sponsored medical insurance system are other
Occasionally, we all need to neglect work a bit to focus on government supports when individuals are in crisis. The
life and vice versa. If both parties respect that fact, everyone focus of most works however is to reduce work-related
benefits. stress, work-life conflict and thereby prevent breakdown.
Employers (and some employees) are seeking more
WLB is an issue because work-life conflict (WLC) brings employment flexibility. Factors leads to dissatisfaction or
about a variety of undesirable consequences. Many of the stress needs to be taken care of.
consequences are health-related, but not exclusively so. The
effects on employee health are well-documented. In addition
to the effects on individual health; there are also significant
Review of Literature
corporate health impacts. WLC has been shown to contribute
Pleck’s (1977) research suggests that family-to-work spill-
to higher absenteeism and/or attrition rates, low morale, a
over is stronger for women and the work-to-family spill-
greater number of work-related compensation claims and
over is stronger for men. Research suggests that female
productivity losses.
respondents in all parts of the world are pressured for time,
Work can be organised in such a way as to reduce work rarely have time to relax, and feel stressed and overworked
life conflict and to promote work-life balance; for instance, most of the time, but women in emerging countries feel the
giving employees more control over working time through strain even more so than women in developed countries.
flexible hours, telework and so on. In larger organisations,
Grossman (1981) opines that the knowledge economy has
there are Employee Assistance Programmes organised to
created greater access for women coupled with factors such
counsel and assist employees experiencing difficulties.
 44   Journal of Strategic Human Resource Management Volume 5 Issue 3 October 2016

as changes in marital patterns and smaller families. This has employees and extend the helping hand whenever required.
led to an increase in the number of working women and,
Bharat (2003) postulates that work-life balance is a key
hence, working mothers.
issue in all types of employment as dual-career families
Marks and MacDermid (1996) state that work-family have become ommon and high work demands with long
balance reflects an individual’s orientation across different working hours have become the norm. The importance of
life roles, an inter-role phenomenon. helping employees achieve a balance between the demands
of their work and their home lives has been emphasized.
The issue of work-life balance has been stimulated by writers
Demographic changes as seen in the increasing number
advocating he arrival of Generation X (Tulgan, 1996), a
of women in the workplace and dual career families have
cohort of workers who give greater priority to seeking a
generated an increasingly diverse workforce and a greater
balance between work and the rest of life.
need of employees to balance their work and non-work lives.
Scott, Moore, and Miceli (1997) have linked it to three
relatively stable personality types, the achievement-oriented, Research Methodology Adopted for
the perfectionist and the compulsive-dependent.
Current Study
Clark (2000) has dissected the concept of “family friendly”
to distinguish practices associated with temporal flexibility Research Design
which give workers some control over the work, operational
flexibility which give control through autonomy over the Analytical Research Design
content of work, and supportive supervision which allows
for rules to be flexible in the case of family crises, illness This type of research emphasizes on the analysis of certain
and so on. points/theories/issues to find out the facts about given
situation. Analysis helps to clarify certain facts and to react
There are some organisations who need to create Human
on it accordingly.
Resource policies which create positive,developing and
cooperative environment so that work-life balance can be Sample: 272 questionnaires were selected out of 350
well taken care of. Perry-Smith and Blum (2001) report a US respondents.
study on “bundles” of family-friendly practices and corporate
performance. They find, in line with other research on HRM,
that isolated family-friendly practices will have little impact Collection of Data
but that a comprehensive bundle of practices are associated
with superior ratings of corporate performance. Research has Primary data have been collected through questionnaire.
concentrated on the demands of work rather than home.
Hochschild (1997) suggests that the use of progressive Analysis of Data
human resource practices to generate commitment to work
can risk making work almost too attractive. In contrast, the The collected data have been suitably classified and tabulated
life of the American parent is increasingly programmed to in the form of table and graph with the appropriate statistical
meet a series of time-based obligations to transport children, technique SPSS 15 software has used for necessary statistical
meet specific needs and set aside “quality” time. Nowadays test. The data analysis and conclusion were drawn on the
human resource practices are needed to be designed in such basis of parametric test at 5% level of significance.
a manner that the employee could meet the demands of
office and home simultaneously. This type of environment Objectives of the Study
will make the job attractive and retention of employee will
become easy. 1. To find out the benefit of work-life balance for women
employees and the organisations.
Study by Kossek, Colquitt, and Noe (2001), building on
2. To find out the relation of work-life balance with the
some of Kossek’s earlier work, has examined the influence
productivity of employees.
of both work and family climate on aspects of work-life
balance and related outcomes. The main focus of the study 3. To find out the role of employer in creating a balance
was based on the fulfilling the requirement of dependent between career and personal life of the employee.
family members. The key issues are where they should be 4. To find out the different ways of managing stress arise
cared for and by whom. due to improper work-life balance.
The work climate needs to be cooperative and cordial. The
employee should take into consideration the need of other
  My job gave me enough time to take care of my relatives and friends, when
required.
 My job gave me enough time for the welfare of the society.
The responses of the respondents were statistically analysed. The higher mean score in
more time is available for that task. If the overall average score is more than 3, it is pr
Women Executives on Work-Life Balance: An Analytical Study ...   45
that the person is able to balance her work and life otherwise not.
Analysis and Interpretation of Data Table 1: Age of the Respondents
<Table head> Table 1: Age of the Respondents

350 respondents gave response on the questionnaire but few Age No. of respondants Percentage
questionnaires were incomplete, that’s why only 272 was No. of Percentage
under 30 97 36
selected and others were excluded. Maximum respondents Age respondants
30-39under 30 82 97 30 36
are under the age of 30 and least number of respondents are
40-49 30-39 74 82 27 30
above 50. Table 1 shows the detail of age of respondents.
To find out the level of work-life balance among female above 40-49
50 19 74 7 27
employees the respondants were asked to give their response above 50 19 7
Source: Questionnaire
Source: Questionnaire
to most of the questions based on the 5 point Likert scale
ranging from strongly disagree (1) to strongly agree (5).
These questions covered statements consisting of following
parameters:
1. Efficiency and Effectiveness at Work
• I usually meet all my targets.
• I am an effective and efficient employee.
• I am satisfied with my job.
• My performance is as per the expectation of my
boss.
2. Time for self <Figue head> Fig. 1: Chart Showing Age-Wise Distribution of Respondents
• My job gave me enough time to take rest and have Fig. 1: Chart Showing Age-Wise Distribution of
sufficient sleep. For the purpose of comparison depending upon their age, the respondents were divided in
Respondents
groups. First group- under 30, second group-30-39, third group-40-49 and the last group w
• My job gave me enough time for entertainment.
above 50.
• My job gave me enough time for hobbies. For the purpose of comparison depending upon their age,
• My job gave me enough time for personal<Table
care. head> theTable
respondents werethat
2: Factors divided into four
Hinders groups. First
Work-Life group-
Balance (in Percentage)
3. Family commitments under 30, second group-30-39, third group-40-49 and the
last group was above
Factors Long50. Meetings Travelling
• My job gave me enough time for the routine work working after office Away
of home. / Table
Rank2: Factors hours hours
that Hinders Work-Life Balance
•  My job gave me enough time for teaching and 1 58 (in Percentage)56 16
playing with my child. 2 27 34 21
• My job gave me enough time for shopping. 3
Factors
15
Long working
5
Meetings
20
Travelling
4 - 5 20
• My job gave me enough time for outing with my / Rank hours after office Away
5 - -
hours
23
family. Source: Questionnaire
• My job gave me enough time for attending the 1 58 56
5
16
family functions. 2 27 34 21
4. Social Commitments 3 15 5 20
• My job gave me enough time for attending the 4 - 5 20
social functions. 5 - - 23
• My job gave me enough time to take care of my Source: Questionnaire
relatives and friends, when required.
From Table 2, it is clear that irrespective of the age, long
• My job gave me enough time for the welfare of the working hours is the foremost impediment in balancing the
society. life of a female employee. Meeting after office hours is the
The responses of the respondents were statistically analysed. second most factor that causes imbalance and the last rank
The higher mean score indicates more time is available for goes with travelling away. It doesn’t effect much as travelling
that task. If the overall average score is more than 3, it is happens once in a while for most of the female employees.
presumed that the person is able to balance her work and life
otherwise not.
 46   Journal of Strategic Human Resource Management Volume 5 Issue 3 October 2016

Table 3: Factors that Help in Work Life Balance (in Percentage)

Factors Vacations/paid Maternity leave/ Support from Colleaques Family sup- Other external support
/ Rank holidays child care leave and superiors port like
<Table head> Table 5: Work-life Balance oncrèches, maid
Different etc
Parameters
1 17.25 21.5 46 38 14.87
2 15.48 35.5 S.No. 25 Parameters 27 10.67 Mean Score
3 17.27 15 1 29 Efficiency and effectiveness
26 at work 24.02 3.89
4 25 14 2 Time for self 9 25.21 1.23
5 25 14 3 Family commitments 25.23 2.35
Source: Questionnaire
4 Social Commitments 2.12
Source: Questionnaire
About 46% female employees feel that the support of their Table 6: Health Effects Due to Improper Work-Life
<Table
colleaques and boss/ superior is the foremost required head> Table 6: Health Effects
factor Due to Improper Work-Life Balance
Balance
which helps in balancing their work life. Second rank goes
to the family support with 38 %.third, fourth and fifth rank Health Effects Percentage
Health Effects Percentage
goes to maternity leave/child care leave, vacations or paid Stress 80
Stress 80
holidays and other external support with 21.5 %, 17.25 % Lack of exercise 72
and 14.87% respectively. Lack of exercise 72
Insomnia
Insomnia 36
36
Table 4: Work Life Balance on the Basis of Family Exhaustion
Exhaustion 58
58
Type Depression
Depression 27
27
Poor
Poor health
health 32
32
Type of No. of respon- A bal- Percentage Others
Others 9
9
Source: Questionnaire
Family dents anced
life Source: Questionnaire

Nuclear 180 72 40
Joint 92 73 79
Source: Questionnaire

Work-life balance is also judged by the type of family. out

of 272 respondents 180 are staying in nuclear families and
92 in joint family. Respondents with joint family are able to
balance their work life more in comparison to nuclear family.
79% of the respondents belongs to joint family is able to
cope up with the work and able to maintain balance in their
job and home. As per respondants the joint family system Fig. 2: Health Effects Due to Long Working Hours
<Figue head> Fig. 2: Health Effects Due to Long Working Hours
provide support to working ladies and make her feel tension
free relating to her household task and especially children.
Findings
<A level> Findings of the Study of the Study
Based on the response to the questions under each parameter,
the mean score of the female employees irrespective of their The study has tried to find out the work life balance of female
age is given in Table 5. The study has tried to find out the work life balance of female executives on the basis of
executives on the basis of their age, family type, office etc.
age, family type, office etc.
The respondents were divided into different category as per
Table 5: Work-life Balance on Different Parameters
age, under
The respondents were divided into30,different
30-39, 40-49, and above
category as per50.age,
36% under
responders
30, 30-39, 40-49
come under the first category of under 30, 31% respondents
S.No. Parameters above 50. 36% responders
Mean Score come under the first category of under 30, 31% respondents a
are in between 30-39 age bracket, 27 % below 40-49 age
1 Efficiency and effectiveness between
at work 30-39 age bracket,
3.89 27 %andbelow
bracket, only 7% 40-49 age bracket,
respondents and50.only
are above 7%
It was respondents are a
found
2 Time for self
50. It was found
1.23
that the work-life
that the work-life balance is quite better in first two groupsas they are wo
balance is quite better in first two groups
3 Family commitments
in comparatively
2.35
lower positions with
as they are less responsibilities.
working in comparatively lower positions with
4 Social Commitments 2.12
less responsibilities.
It is found that the majority of females are not able to maintain work-life balance. Long wo
It is found that the majority of females are not able to maintain
Source: Questionnaire hours are the foremost impediment in balancing the lifehours
of a are
female employee (58%). Me
work-life balance. Long working the foremost
after office hours is the second most factor that causes imbalance (56%) and the last rank

7
 Women Executives on Work-Life Balance: An Analytical Study ...   47
impediment in balancing the life of a female employee and profitability, cordial working relationships among
(58%). Meeting after office hours is the second most factor employees, and between employee and employer,
that causes imbalance (56%) and the last rank goes with building diversity in skills and personnel, more
travelling away. It doesn’t effect much as travelling happens team work, reduction of loads, improved customers
once in a while for most of the female employees (16%). services, it also improves recruitment and retention
of employees So, it is necessary for organisations to
On four parameters of work-life balance viz. efficiency and
take up this issue seriously because work-life balance
effectiveness at work, time for self, family commitments,
would ensure many benefits.
and social Commitments, three parameters are not getting
adequate time (mean Score 1.23, 2.35, 2.12 respectively)
except the activities under “efficiency and effectiveness at Role of Organisation in Creating
work” (mean score-3.89). Balance between Career and
Among the different work-life balance factors, support Personal Life of Employees
from colleagues is the most important (46%) and second
most important factor is support from family that helps in After getting response from different respondents, researcher
balancing the work life (38%), third, fourth and fifth rank felt that there is a need of some programme in organisations
goes to maternity leave/child care leave, vacations or paid which can help in maintaining good work-life balance. Here
holidays, and other external support with 21.5 %,17.25 % are some of the steps which can be adopted and make women
and 14.87% respectively. employee’s life simple.
There are different health effects due to improper work- 1. Assessment of organisational objectives, both short-
life balance. The study has shown that the respondent has term and long-term.
marked not only one effect, but more than one effect on 2. Assess the manpower inventory.
health due to improper work life balance.These are stress 3. Find out the need/requirement of employee. Create a
(80%), lack of exercise (72%) , insomnia (36%), exhaustion policy or guideline to fulfill the need.
(58%), depression (27%), poor health (32%), and other
4. Set realistic goals. Address fears and apprehension
problems (9%).
expressed by employees.
5. Make clear the methods of monitoring the hours,
Benefits of Work-Life Balance to productivity and deadlines to employees.
Employees and Organisation 6. Create awareness among all the employees of the
company about the benefits and challenges.
• A well-designed and well-managed plan offers
some advantages to both, women employees and 7. Monitor and make necessary adjustments.
organisations. Women employees can work effectively 8. Act on recommendations for modification or for
when she carry less burden from the home front. further enhancements.
Ladies are looking for work environments that
permit them adaptable hours, longer maternity leave Strategies for Removing Stress due to
and low maintenance alternatives among different
contemplations. This allows them to improves Improper Work-Life Balance
their morale and sense of belongingness, career
progression, energised, more fulfillment from work, The respondent suggested the following strategies which
higher productivity due to peace of mind as their may put some impact on stress. Stress is one of the major
own well-being and that of their families is assured, problems of females in India. Many working women in India
improved social relationships, btter physical and are not able to balalnce their work life as they are not able
mental health, making choices about your priorities, to fulfill the commitment on both sides and this leads them
rather than sacrifices among them, more leisure time to to stress. It is urgently required to overcome that stress and
spend with loved ones, or time for yourself, flexibility beat the depression.
to meet family needs, personal obligations, and life 1. The workload of elderly women can be reduced by
responsibilities conveniently and all this leads to work- sharing their household work with the family and
life balance and job satisfaction. official works with the colleagues and subordinates at
• While organisations advantage from reducing stress, the workplace.
low absenteeism, low health and recruitment cost, 2. Long working hours increase stress in females. It can
lower staff turnover, more faithful and dedicated be reduced by giving good number of breaks between
employees with high morale and higher productivity the working hours or shift timings can be framed to
 48   Journal of Strategic Human Resource Management Volume 5 Issue 3 October 2016

reduce the working hours. Conclusion

3. The females can deal with stress by providing the
facility to work from home, telecommuting, job For women executives, balancing work-life will always
sharing, realistic workload, part time employment or remain a challenge. Women professionals find it difficult
by adopting flexible working hours. to fulfill demands of the family and society and at the
4. Child care arrangement is a big issue in front of same time do justice to the demands of their profession at
working mothers. The organisations can help them by the workplace. This issue becomes even more pertinent in
opening the crèche in the office premises or making a country like India, where most of the familial roles are
their time flexible to reach the office daily. gendered. Planning, priortising, delegation, and efforts will
5. Family support can be created by explaining them the help women executives to increase the degree of balance
expectation of the employer from the employee. in their work life and they will be able to justify the work
not only in office but in home too. As one respondent
6. Women executives are required to set realistic goals, summarised, “Plan, prioritize and schedule as efficiently as
priortising the things, flexibility,avoiding excessive possible and don’t be afraid of hard work!”.
competition and scheduling one’s work properly can
give a satisfied work life balance.
7. Yoga, meditation, entertainment, family time, and
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