Harshi Hard
Harshi Hard
Harshi Hard
CHAPTER-1
INDUSTRY PROFILE
1.1.1 Introduction
Indian auto industry became the 4th biggest in the global with sales increasing 9.5 % year-on-
year 4.05 million units (excluding two wheelers) in 2017. It was the 7th largest manufacturer
of commercial vehicles in 2017.
India is also a outstanding auto exporter and has strong export growth expectations for the
close to destiny. Automobile exports grew 15.54 % during April 2018-february2019 .it is
expected to grow at a CAGR Compound annual growth rate) of 3.05 % during 2016-2026. In
addition, several initiatives by the government of India and the major automobile players in
the Indian market are expected to make India a leader in two wheeler and 4 wheeler market in
the world by 2020.
1.1.3 Investments
In order to preserve up with the growing demand, numerous auto makers have started
investing heavily in various segments of the industry during the last few months. The
industry has attracted Foreign Direct Investment (FDI) worth US$ 20.85 billion during the
period April 2000 to December 2018.
The Government of India encourages foreign investment in the automobile sector and allows
100 % FDI under the automatic route. The Ministry of Heavy Industries, GOI has shortlisted
11 cities in the country for introduction of electric vehicles (EVs).The government will also
set up incubation centre for start-ups working in electric vehicles space.
In February 2019, the GOI approved the FAME-II scheme with a fund requirement of Rs
10,000 crore (US$ 1.39 billion) for FY20-22.
1.1.5 Achievements
Following are the achievements of the government in the past four years:
Under National Automotive Testing And R&D Infrastructure Project (NATRIP), following
testing and research centers have been established in the country since 2015
National Institute for Automotive Inspection, Maintenance & Training (NIAIMT), Silchar
DECO EQUIPMENTS Pvt. Ltd. was incorporated in the year 1989 and operational from
1992 as a SSI Pvt. Ltd company with an initial Authorized Capital of Rs 2 Lakh and with the
main objective of manufacturing components for Automotive Sector. DEPL recorded a
turnover of around Rs 3 Lakhs per annum.
The company was started with 3 machines and today it has 110 in no., of various state of the
art machines like CNC turning, VMC and HMC Machines from Makino (Japan), Doosan
(South Korea) and the HAAS (USA): Lab and heat Treatment of Inductotherm (USA). To
ensure the quality and reliability of the components and accuracy, the company has CMM,
LK (UK Make). The Machining capabilities of components range from 300grms to 80kgs.
During the year 2010-11, the company has achieved a turnover of Rs.15 crores, and has a
sophisticated capacity of achieving around Rs.25 crores per annum. The present authorized
capital is Rs.300 Lakhs and the issued capital Rs.290 lakhs , the reserves and surplus of
Rs300 lakhs.
DECO EQUIPMENTS Pvt. Ltd. is located just 6 kilometers from historical Mysore Palace
and from heart of the city in the state of Karnataka. There are adequate bus facilities.The
company consists of three units. They are:
DECO may be a non-public based mostly producing company that is established at outskirts
of Mysore. The corporate merchandise Axles and Brake, Earth Moving Equipment for
significant and industrial vehicles deliberation between, 6 -13 tones gross weight.
1. Break spider
2. Axle clumps
3. Diff carrier
4. Roller, Anchor Pin, Jam Nut &Washers
It also produces heavy vehicle Equipment‟s
It imports heavy vehicle Equipment‟s & it will moulds as per the client requirements.
1.3 PROMOTERS
MANAGING DIRECTOR
The company was promoted by Mr. Amellion Daric Fernandes, a technocrat turned
industrialist. A first Generation entrepreneur in Mechanical engineering from Mysuru
college; earlier working as an engineer at Machinery Manufactures corporation textile
division, gained adequate experience in the engineering field and later floated this company
with the objective of manufacturing activity.
The company has a vision of succession planned, where in his first son Mr. Darrel. D.
Fernandes, who has completed his Engineering Degree from NIE, Mysore and at present is
pursuing his Master degree at Hamburg University – Germany; will has completed his degree
in the year of 2015 and intends to further pursue business management school in Switzerland.
He will be joining the company immediately after completion of his studies.
1.4 VISION, MISSION AND QUALITY POLICY:
1.4.1 VISION:
Brake parts for Heavy Vehicles, Off-Highway Vehicles, commercial vehicles, while
providing our consumers with good competitive advantages.
1.4.2 MISSION:
We are committed to ensure total customer satisfaction by supplying high quality Precision
Machined Components on time.
To achieve profitable growth and increase our customer value by Designing, Engineering,
and Manufacturing products that deliver and manage vehicle power- while providing
customers the quite, efficient creation of motion and enhanced vehicle performance and
safety.
Deco Company is working hard or works hard to reach highest vehicle equipment‟s
manufacturer companies status. It functions collectively hence by making sure that everyone
is involved in the process. The companies accept all the suggestion for the improvement of
the benefit of customers through quality management system. Deco has a quality executive
method that‟s certified to ISO 9001:2015 normal and setting management system that square
maser certified to ISO standard quality assurance you can take it.
Our Products: Defect free, 0manufactured and0delivered on0time and at0right cost0and be
benchmarks0in manufacturing0excellence.
The auto components being a highly critical and precision item, requires high quality
clearance from every stage right from raw material till painting and shipping of the parts.
Factory product manufactured at Deco equipment private limited store is measured mostly
based on technology given by AAL limited India with production unit located at Mysore. The
Deco is one of the sought after company for the makers of rear drive excel –clumps, cam
shaft, and input shafts .Manufacturing experience and latest VMC and HMC technology from
AAL India limited has been producing quality durable, duty drive excel clumps, cam shafts
and input shafts Capability permits the company to fulfill the drive and trailer shaft
requirements of customers. The AAL limited India Mysore provides field and service support
to Deco Company.
a. Wheel hubs
2 ENGINE PARTS:
3 HOUSING PARTS
a. AXLECLAMP:
b. SPINDLES:
4 BREAK PARTS
a. SPIDER
b. CAM SHAFTS
Introducing s-cam profile milling will reduces profile to profile runout, reduces the gap
between brake shoe and brake drum which increases breaking effect and make more efficient,
suitable for all types of commercial vehicles.
5 DIFFERNTIAL PARTS
a. CARRIERS:
b. PINION CAGES:
The company created a producing facility at Mysore, state in 1989 and is presently the
biggest manufacturer of rear drive axle-clumps, cam shafts, and brake spiders assemblies in
India.
Over the years, the company has developed an impressive domestic OEM clientele including,
Automotive Axles limited, BEML Limited, Brakes India Limited, KNORR-BREMES
Limited. Either Essar steel or Bharath Earth Movers. The firm also exports vehicle parts to all
over India and Regional Area of Mysore.
Deco has 3 units of land allotted by KIADB at Metagalli, Mysore. First unit has 400 by 200
Feet land, second unit has 150 by 100 feet land and building, and 3rd unit has 100 by 100 feet
land and building have been utilized. The infrastructural facilities include;
Internal Facility
Water facility
Restroom facility
Medical assistance
Washroom facility
Safety locker facility
Insurance facility
Healthy environment and cleaner
External facility
Canteen facility
Recreation facility
Parking facility
A SWOT evaluation or SWOT matrix is a strategic planning tool used to evaluate the
strengths, weakness, opportunities involved in a very business venture in the other state of
situation requiring on decision and identify the internal and external factors that are favorable
and adverse to accomplishing those targets, strengths and weakness are internally associated,
while opportunities and threats generally focus on environmental placement. The technique is
created by ALBERT HUMPHREY, who lead a research project at sponsored university in the
1960 &70‟s using from the fortune 500 companies.
SITUATION
ANALYSIS
INTERNAL EXTERNAL
ANALYSIS ANANLYSIS
1.9.1 STRENGTH:
Well-known suppliers
Highly costumer preference
Continues product innovation and technological advancement.
Single largest integrated axel manufacture in India.
Availability of qualified engineers
Providing various manufacturing product
Customer acceptable pricing and quality of product
Tough competitor for the companies
1.9.2 WEAKNESS:
1.9.3 OPPORTUNITIES:
By joining hands with the informational market hence by making trade grow more
Raising demand of excel clumps
Set up auto detailing service business
Publish Magazine specifically for auto mobile lovers
Stable economic policies
1.9.4 THREATS:
BALANCE SHEET
TABLE 1.10.1
ASSETS
CHAPTER 2
The concept of WLB was developed in mid-1801s. The term “work-life balance” was
originally utilized as a part of United Kingdom in the year of 1970s to illustrate the balance
among an individual‟s work & personal life. In the United States, this concept was first
utilized as a part of 1986s.
Working on a activity for a business and creating a career can be an really time consuming
responsibility for any worker. Employees are busy at their place of work throughout the day
and sometimes even on weekends, This offers them very little time to interact with their
family. because of high pressure of work, often family members get neglected. Also, stressful
jobs cause the health of employees to deteriorate. This is where WLB comes into the picture.
WLB concept allows an employee to maintain a fine balance in the time he or she gives to
work as well as to personal matters. By having a good balance, people can have a quality of
work life. This helps to increase productivity at workplace as the employee is relaxed about
his personal commitments. It also allows the employee to give quality time with family to
spend vacations, leisure time, work on his/ her health etc. hence WLB is extremely important
for employees and increase their motivation to work for the company.
The below chart is the WLB scenario, where an employee has to balance his/her life b/w
personal (family, friends and self) and professional (career, job) commitments.
WORK-LIFE
BALANCE
1. Self Management:
Self management is the basically meant for WLB. It will be managed by taking good
nutrition and giving balanced work to the body and mind, which helps to recognize in the
working space.
2. Time management:
Time management mainly includes most favorable use of resources that matches the
challenge. This is improved through proper objectives and working by deciding what is so
prime need.
3. Stress Management:
As the work complication steadily increases, stress is also will increases. Present there are
some reason for the stress like more people distraction, noisy-environment and multitasking
increases our stress.
4. Change Management:
Change is not a constant in nature. By adopt innovation technique and re-accept others is a
good idea to put up a flourishing career. Change managing entails making regular and hard
work to ensure that the level of transform at work.
5. Technology Management:
Practically technology refers to serve people and not creating disturbance to people, we are
bound by technology from the walking stick to steering wheel. And by the running time
technology is rapidly speeding up because vendors trying to increase their market. For this
there is no other but cope up with technological changes.
6. Leisure Management:
Mainly ignored of the WLB is the free time. it is the leisure which gives relaxation to the
minds of the people who are in stress stage at the firm. Thus it is chief to manage the time to
have a peaceful mind at the work place.
The policy must exist planned according to the desires of both the parties to be considered,
there must be a value proposal for the company with benefit for the workers.
WLB at the work place should be flexible so that employees can work smoothly to achieve
the organization goals and this will lead to the growth of the business and employees needs
can be easily achieved.
Department of MBA,VVIET, Mysuru Page 18
A study on work-life balance and its impact on employee performance with special
reference to Deco Equipments Pvt Ltd, Mysuru
The information should be clearly communicated to the employees so that they can follow it
and work with 100% commitment to achieve the organization goals.
There will be few surroundings wherever there will be constraint on the category of work-
life initiative accessible, these situation necessitate to be evidently recognized but should not
their life circumstances in other parts of an organization and for resourceful solutions to be
found.
Initiatives require to be viewed to make sure that the objectives & aim are possible for the
organization and workforce & are within the financial plan stricture of the organization.
TO EMPLOYER:
TO EMPLOYEES:
The reason for the WLB considered by the employers towards the employees is to provide
relaxation of mind for the employees in order to increase the productivity for the organization
and to build a good relationship between the employees as well as employer.
1. Gender concern: gender discrimination was experienced both men and women at
work place. In order to balance the work-life for men need to be present at the work
place and at the same time he needs to take care of his family for that concern the
employers should view out the difficulties of the employees and should think on this
concept to have the growth of the business & to increase the productivity.
2. Young generation: they do not consider WLB. Since the young generation attentive
towards all sorts of entertainment in both family as well as at the work place. In order
to motivate the them and make them work constructively in the organization the WLB
want to be determined by the employer.
3. Identity through work: by working in the organization employee‟s identity for the
employer to the some extent may be of possible. Thus the employees who work with
commitment will be easily identified and it vice-verse and this may have the impact
on the WLB concept.
4. Hughes N (2007),Is lifestyle a balancing act?: The reason of this situation look at is to
spotlight to people and corporations the importance of labor‐existence stability and the
way it could have a massive impact on one's each day life. Its objectives to describe the
pitfalls of now not having coverage in region and also how a commercial enterprise can
go about imposing a coverage.
5. Virick M, Lilly J & Casper W (2007),Doing more with less: An analysis of work life
balance among layoff survivors: The look at observed that layoff survivors experience
higher tiers of workload which impact usual function overload that negatively influences
paintings‐existence stability. Findings endorse that excessive workloads skilled by using
layoff survivors contribute to decreased process and lifestyles delight through decreased
paintings‐life balance as a mediating mechanism.
7. Shanmugam M and Agarwal B (2019), Support perceptions, flexible work options and
career outcomes: A study of working women at the threshold of motherhood in India:
This look at targets to discover the leaky pipeline issue (attrition of working girls due to
motherhood) within the Indian records generation (IT) region. The study analyses the
impact of organizational and supervisory help perceptions on using bendy paintings
alternatives and its relationship with career effects in phrases of task delight, work-
existence struggle and turnover intentions The findings kingdom that using flexible work
alternatives extensively lessen work-existence conflict, decrease the aim to turnover and
growth activity delight, with organizational and supervisory perceptions gambling a giant
moderating role.
8. Sharma R and Prasad A (2018), Employer brand and its unexplored impact on intent to
join: The purpose for this paper is to decide the various dimensions of company logo
inside the IT sector of India and analyse their effect at the very last cause of the
candidates to join an enterprise. A 5-element business employer brand (EB) version and
3-factor rationale to enroll in (ITJ) version had been examined for reliability and validity
thru confirmatory component factor analysis (CFA). A structural model is empirically
examined with EB as independent variable and ITJ as based variable thru based equation
modelling.
9. Malik P and Lenka U (2019), Identifying HRM practices for disabling destructive
deviance among public sector employees using content analysis: This look at ambitions to
discover human resource management (HRM) practices to overcome destructive deviance
amongst public quarter personnel. Further, this observe goals to rank the identified HRM
practices in the order of their impact on detrimental deviance. This examine identified ten
HRM practices (human resource planning, activity design, training and development,
reward system, employment protection, career development opportunities, performance
management, employee participation, monitoring and control, work–life balance) in
overcoming adverse deviance amongst public quarter employees. Furthermore, based
totally on their frequency distribution, the HRM practices have been labeled into 3
categories, i.e. Most enormous, giant and least large.
14. Pasamar S (2015), Availability and use of work-life benefits: what‟s in between?: The
consequences monitor that availability significantly influences the extent of use of WL
programmes. Both the percentage of girls personnel inside the employer and the
formalization of the WL balance way of life mild the relationship between availability
and use.
16. Rao M (2016), „Innovative tools and techniques to manage your stress to ensure work-
life balance‟:It enlightens that there are three signs to exact fitness – sound sleep, workout
and right urge for food. As lengthy as you experience those you enjoy top health and you
could maintain strain at a bay and lead a glad and extraordinary lifestyles.
17. Nayak T, Sahoo C, Mohanty P and Sundaray B (2016),HR interventions and quality of
work life of healthcare employees: an investigation: This work affords a realistic view
approximately the compendium of human aid interventions pivotal for better QWL in
healthcare organizations. The survey also offers insights to healthcare managers,
administrators and practitioners for enforcing those interventions
18. Zheng C, Molineux J, Mirshekary S & Scarparo S (2015), Developing individual and
organizational WLB strategies to improve employee health and well being: Work-
existence stability (WLB) is an problem of consciousness for corporations and individuals
because individuals gain from having higher health and wellness after they have WLB
and this, in turn, impacts on organizational productivity and performance. The cause of
this paper is to explore relevant WLB elements contributing to worker health and
wellbeing, and to understand the interactive effects of character WLB techniques and
organizational WLB policies/programmes on improving worker health and well being.
19. Poulose S and Sudarsan N (2017),Assessing the influence of WLB dimensions among
nurses in the healthcare sector: The reason of this paper is to investigate the affect of
work-associated elements, namely work overload and work support stability WLB
dimensions and its considerable effect on work pleasure in particular among South Indian
nurses within the healthcare quarter. The observer suggests that support from the
corporation, superiors and peers can move a long way in helping the incumbents to gain
improved organizational consequences.
CHAPTER 3
RESEARCH DESIGN
WLB is a crucial and strategic concern for the management of human resources and a
significant element for employee‟s retention strategy. Multiple roles played by individuals
require better integration between work and non-work issues. Individual who are unable to
manage their personal life obligations will be ineffective professionally. Today automotive
organization are facing clinical, economical and organizational pressures. In an effort to
address these problems, this study examines the direct and indirect effects of work-life
balance practices on the performance of the employees in Deco equipments private limited.
3. For know how the nature of family structure influences work related issues.
3.3 OBJECTIVES
It covers the various aspects of employee WLB and measured increase in the productivity
accountability, commitment, better team work and communication improved morale of
employees.
Data collection
3.6 HYPOTHESIS
Null hypothesis is denoted with symbol „H0‟ it means no difference exists between the
parameter and the statistics being compared to it.
Alternative hypothesis is used to evaluate the question, the alternative hypothesis is
denoted with the symbol „H1‟it means the negative has an expectation and impact.
3.7 Limitations:
2. The study witnessed limitation regarding access to confidential information due to the
organization‟s work ethics and company objectives.
CHAPTER 4
PART-A
1. Age Ratio
TABLE 4.1:
25-30 14 28%
31-35 8 16%
36-40 5 10%
Above 40 8 16%
Total 50 100
CHART 4.1
16% less than 25 years
30%
10% 25-30
31-35
16%
28% 36-40
From my survey I found that majority of the respondents are below 25 years (30%),
so these results shows that the organization is giving an opportunity to young peoples.
2. Gender Ratio
TABLE 4.2
Male 37 74%
Female 13 26%
Total 50 100
CHART4.2
26%
Male
Female
74%
INTERPRETATION: The above results show that 74% of the respondents are male while
26% of respondents are female.
According to my survey majority of respondents are male, as shown in the results there are
more men who are working in this organization than women.
3. Marital Status
TABLE 4.3
Married 30 60%
Unmarried 20 40%
Total 50 100
CHART 4.3
40% Married
60% Unmarried
INTERPRETATION: The above chart shows that 60% of the respondents are married while
40%of the respondents are single.
As per the survey I found that majority of the respondents are married, which highlights that
more respondents are dual-career couples, who are balancing their work life and personal life.
TABLE 4.4:
SSLC 3 6%
PUC 7 14%
ITI 15 30%
DIPLOMA 20 40%
DEGREE 5 10%
Total 50 100
CHART 4.4
6%
10% SSLC
14%
PUC
ITI
40% Diploma
30%
Degree
INTERPRETATION: The above data shows that Education of the workers 40% of
the respondents are diploma holders, 30% are ITI, 14% are PUC, 10% are degree and
6% of the respondents have passed SSLC.
As per the survey I found that majority of the workers are diploma holders and less
number of respondents are SSLC qualified workers.
5. Experience
TABLE 4.5
Above 12 years 3 6%
Total 50 100
CHART4.5
6%
0-4 years
30% 40% 4-8 years
8-12 years
Above 12 years
24%
INTERPRETATION: From the above data, 40% of the employees have 0 to 4 years
of work experience, 24% of employees have 4-8 years, 30% of employees have 8-12
years of experience and 6% of the employees are having above 12 years of work
experience in the organization.
PART -B
H0: Employees will find difficulty in reaching the workplace in the scheduled time.
H1: Employees will not find difficulty in reaching the workplace in the scheduled
time.
TABLE4.6
Agree 15 30%
Neutral 8 16%
Disagree 0 0%
Strongly Disagree 0 0%
Total 50 100
CHART4.6
0% 0%
strongly agree
16% agree
Neutral
30% 54%
Disagree
Strongly disagree
INTERPRETATION: The above my survey result shows that 54% of respondents have
strongly agreed that they find difficulty in reaching the workplace in scheduled time, 30% of
respondents have agreed, 16% of respondents are neutral. From my survey I have found that
majority of the respondents find difficulty in reaching the work place in time
Based on the test conducted comparing x2=51.8 to the table value 9.49 of chi-square test H1 is
accepted and H0 is rejected. It indicates that employees of the organization are strongly
agrees that they find difficulty in reaching the work place in time.
Department of MBA,VVIET, Mysuru Page 33
A study on work-life balance and its impact on employee performance with special
reference to Deco Equipments Pvt Ltd, Mysuru
TABLE 4.7
Agree 15 30%
Neutral 05 10%
Disagree 09 18%
Strongly Disagree 01 2%
Total 50 100
CHART4.7
2%
strongly Agree
18%
40% Agree
10% Neutral
Disagree
30%
Strongly Disagree
INTERPRETATION: The above table indicates 40% of the employees strongly agree that
they have adequate leave policy in the company, 30% of employees agree, 10% of employees
are neutral about leave policy, 18% of employees disagree with the leave policy of the
company and 2% of employees are strongly disagreeing about the leave policy of the
company what they are having now.
Based on the test conducted comparing x2=23.2 to the table value 9.49 of chi-square test H1 is
accepted and H0 is rejected. Some respondents are Disagree because they find leave policy is
not comfortable to them.
TABLE4.8:
Agree 17 34%
Neutral 03 06%
Disagree 05 10%
Strongly Disagree 0 0
Total 50 100
CHART4.8
10%
Strongly Agree
6%
Agree
50%
Neutral
34%
Disagree
Based on the test conducted comparing x2=44.8 to the table value 9.49 of chi-square test H1 is
accepted and H0 is rejected. Some are disagree to fair distribution of workload because work
should not be transferred to other workers.
Department of MBA,VVIET, Mysuru Page 35
A study on work-life balance and its impact on employee performance with special
reference to Deco Equipments Pvt Ltd, Mysuru
TABLE 4.9:
Agree 20 40%
Neutral 1 02%
Disagree 4 08%
Strongly Disagree 0 0
Total 50 100
CHART4.9
2% 8% 0%
Strongly Agree
Agree
50% Neutral
40%
Disagree
Strongly Disagree
Based on the test conducted comparing x2=54.2to the table value 9.49 of chi-square test H1 is
accepted and H0 is rejected
H0: Shifts are convenient for employees to balance their personal life.
H1: Shifts are not convenient for employees to balance their personal life.
TABLE 4.10:
Agree 15 30%
Neutral 3 06%
Disagree 7 14%
Total 50 100
CHART4.10
6% Neutral
Disagree
30% Strongly Disagree
INTERPRETATION: The above table indicates that 40% of respondents are strongly
agreeing that the shifts are convenient to balance their personal life, 30% of respondents
agree, 06% of respondents are neutral, 14% of respondents are disagreeing about the shifts,
and 10% of the respondents are strongly disagreeing that the shifts are convenient to balance
their personal life.
Based on the test conducted comparing x2=0 to the table value 9.49 of chi-square test H0 is
rejected that means yes the shifts are convenient to balance employees personal life.
TABLE 4.11:
Agree 19 38%
Neutral 0 0%
Disagree 15 30%
Strongly Disagree 04 8%
Total 50 100
CHART4.11
8% Strongly agree
24% Agree
30% Neutral
Disagree
38%
Strongly Disagree
0%
INTERPRETATION :The above table indicates that 24% of the respondents are strongly
agreeing that they are having flexible work schedule, 38% of respondents agree,8% of
respondents are strongly disagreeing and30% of respondents are disagreeing about their
working schedule in the organization.
Based on the test conducted comparing x2=24.6 to the table value 9.49 of chi-square test H1 is
accepted and H0 is rejected. Respondents are disagree because they do not have flexible work
schedule
TABLE 4.12
Agree 10 20%
Neutral 07 14%
Disagree 15 30%
Total 50 100
CHART 4.12
14% Disagree
30%
Strongly Disagree
Based on the test conducted comparing x2=6.8 to the table value 9.49 of chi-square test H0 is
rejected and H1 is accepted.
TABLE 4.13:
Agree 8 16%
Neutral 0 0
Disagree 20 40%
Total 50 100
CHART 4.13
Strongly Agree
24% 20%
Agree
neutral
16%
Disagree
40%
0% Strongly Disagree
INTERPRETATION: The table indicates that 40% of respondents are disagreeing that they
spend more hours at work because they do not have workload, 24% of respondents strongly
disagree, 20% of respondents strongly agree and 16% of respondents agree.
Based on the test conducted comparing x2=20.8 to the table value 9.49 of chi-square test H1 is
accepted and H0 is rejected.
TABLE 4.14
Agree 17 34%
Neutral 3 6%
Disagree 8 16%
Strongly Disagree 2 4%
Total 50 100
CHART 4.14
4% Strongly Agree
16% Agree
40%
6%
Neutral
Disagree
34%
Strongly Disagree
INTERPRETATION: The above table shows that 40% of the respondents are strongly
agreeing that their health is affected by long working hour in the company by using
machines, 34% of the respondents are agreeing, 16% of respondents are disagreeing because
they are adjusted to the work, 6% of respondents are neutral and 4% of the respondents
strongly disagree that long working hours affect their health
Based on the test conducted comparing x2=26.6 to the table value 9.49 of chi-square test H1 is
accepted and H0 is rejected.
H1: Supervisor will not support the employees work in their absence.
TABLE04.15:
Agree 24 48%
Neutral 2 4%
Disagree 5 10%
Strongly Disagree 4 8%
Total 50 100
CHART 4.15:
INTERPRETATION: The above table shows that 48% of respondents are agreeing that
supervisor will support their work when they are on leave, 30% of respondents have strongly
agreed, 10% of respondents have disagreed supervisor will not support in work when
employees are absent because their work gets delay, 8% of respondents have strongly
disagreed and 4% of respondents are neutral in their opinion.
Based on the test conducted comparing x2=34.6 to the table value 9.49 of chi-square test H1 is
accepted and H0 is rejected.
H0: Supervisor will understands when employees talk about their personal issues.
H1: Supervisor will not understand when employees talk about personal issues.
TABLE 4.16:
Agree 22 44%
Neutral 2 4%
Disagree 7 14%
Strongly Disagree 3 6%
Total 50 100
CHART 4.16
6%
Strongly Agree
13%
35% Agree
4%
Neutral
Disagree
42% Strongly Disagree
INTERPRETATION: The above data shows that 44% of the respondents agree that their
supervisor will understand the problem when they talk about personal issues, 36% of
respondents strongly agree, 14% of respondents are disagreeing Because personal problems
cannot be mingle or bring to organization. Employees should solve their own problems,6% of
respondents are strongly disagreeing and 4% of the respondents are neutral in their opinion.
Based on the test conducted comparing x2=30.2 to the table value 9.49 of chi-square test H1 is
accepted and H0 is rejected.
Department of MBA,VVIET, Mysuru Page 43
A study on work-life balance and its impact on employee performance with special
reference to Deco Equipments Pvt Ltd, Mysuru
TABLE04.17
Agree 15 30%
Neutral 0 0
Disagree 20 40%
Total 50 100
CHART 4.17
INTERPRETATION: The above data shows that 40% of the respondents are disagreeing
that co-workers support their work when they are absent, 30% respondents are agreeing, 20%
of respondents strongly agree the co-worker will support to work in the employee absence
because workers are friendly and 10% of the respondents strongly disagree.
Based on the test conducted comparing x2=0 to the table value 9.49 of chi-square test H0 is
rejected and H1 is accepted.
TABLE 4.18:
Agree 2 4%
Neutral 3 6%
Disagree 26 52%
Total 50 100
CHART 4.18
16%
Strongly Agree
22% 4%
Agree
6% Neutral
Disagree
52%
Strongly Disagree
INTERPRETATION: The above table shows that 52% of respondents disagree organization
provides paid paternal or maternal leave to the employees because they take leave for long
days. 22% of respondents strongly disagree, 16%of the respondents strongly agree, 6% of the
respondents are neutral and 4% of the respondents agree to this.
Based on the test conducted comparing x2=37.4 to the table value 9.49 of chi-square test H1 is
accepted and H0 is rejected.
TABLE 4.19:
Agree 5 10%
Neutral 2 4%
Disagree 19 38%
Total 50 100
CHART 4.19
Strongly Agree
14%
34% Agree
10%
4% Neutral
Disagree
38%
Strongly Disagree
INTERPRETATION: The above table shows that 38% of respondents disagree that
organization provides work life balance programme because it includes extra expenses, 34%
of respondents strongly disagree, 14% of respondents strongly agree, 10% of respondents
agree and 4% of the respondents are neutral in their opinion.
Based on the test conducted comparing x2=7.2 to the table value 9.49 of chi-square test H0 is
rejected and H1 is accepted.
15. The company organises holiday camps and picnics to manage Work-life and
personal life
H0: The company will organises holiday camps and picnics to manage work-life and
personal life for employees.
H1: The company does not organises holiday camps and picnics to manage work-life
and personal life for employees.
TABLE 4.20:
Agree 14 28%
Neutral 3 6%
Disagree 8 16%
Strongly Disagree 4 8%
Total 50 100
CHART 4.20
8%
16% Strongly Agree
42%
6%
28% Agree
INTERPRETATION: The above table shows that 42% of the respondents are strongly
agreeing that company organizes holiday camps and picnics to employees to manage work-
life and personal life, 28% of respondents agree, 16% of respondents disagree, 8% of
respondents strongly disagree and 6% of respondents are neutral in their opinion.
Based on the test conducted comparing x2=22.6 to the table value 9.49 of chi-square test H1 is
accepted and H0 is rejected.
TABLE 4.21
Agree 8 16%
Neutral 1 2%
Disagree 12 24%
Total 50 100
CHART 4.21
Strongly Agree
12%
Agree
45%
25% Neutral
Disagree
16%
2% Strongly Disagree
INTERPRETATION: The above table shows that 44% of the respondents strongly agree
that they find time to spend on domestic activities, 24% of respondents disagree as they take
rest at that time because of tire some work and journey, 16% of the respondents agree, 12%
of respondents strongly disagree and 2% of the respondents are neutral.
Based on the test conducted comparing x2=24.9 to the table value 9.49 of chi-square test H1 is
accepted H0 is rejected.
H0: Employees will find time to spend with family and friends
TABLE04.22
Agree 9 18%
Neutral 0 0
Disagree 6 12%
Total 50 100
CHART 4.22
Strongly agree
16% Agree
12%
Neutral
0% 54%
18% Disagree
Strongly Disagrree
INTERPRETATION: The above table shows that 54% of respondents disagree that they
find time to spend with family and friends, 18% of respondents strongly disagree, 16% of
respondents strongly disagree and 12% of respondents disagree, employees do not find time
to spend with family and friends because of traffic it take time to reach home and they need
rest.
Based on the test conducted comparing x2=41 to the table value 9.49 of chi-square test H1 is
accepted and H0 is rejected.
18. I am able to carry out responsibilities like childcare, grocery, Shopping, cooking,
paying bills, talking care of elderly people.
H0: Employees are able to carry out responsibilities like childcare, grocery, Shopping,
cooking, paying bills, talking care of elderly people.
H1: Employees are not able to carry out responsibilities like childcare, grocery,
Shopping, cooking, paying bills, talking care of elderly people.
TABLE 4.23
Agree 9 18%
Neutral 0 0
Disagree 7 14%
Total 50 100
CHART 4.23
19% Strongly agree
Agree
14% 52%
Neutral
0%
18% Disagree
INTERPRETATION: The above table shows that 52% of respondents strongly agree that
they are able to carry out responsibilities like childcare, grocery, shopping, cooking, paying
bills, talking care of elderly people, 19% of respondents strongly disagree, 18% of the
respondents agree and 14% of the respondents disagree to it because they do not get time in
week days.
Based on the test conducted comparing x2=37 to the table value 9.49 of chi-square test H1 is
accepted and H0 is rejected.
TABLE04.24
Agree 15 30%
Neutral 2 4%
Disagree 10 20%
Total 50 100
CHART 4.24
Strongly Agree
16%
30% Agree
20% Neutral
Disagree
30%
4% Strongly Disagree
INTERPRETATION: The above table shows that 20% of respondents disagree, 16% of
respondents strongly disagree, 30% of respondents agree, 30% of respondents strongly agree
and 4% of respondents are neutral in their opinion
Based on the test conducted comparing x2=11.8 to the table value 9.49 of chi-square test H1 is
accepted and H0 is rejected.
H1: Balancing work and family life is not stressful for employees.
TABLE 4.25
Agree 15 30%
Neutral 0 0
Disagree 15 30%
Total 50 100
CHART 4.25
Strongly Agree
10%
Agree
30% 40%
Neutral
Disagree
30%
0% Strongly Disagree
INTERPRETATION: The above table indicates that 40% of the respondents strongly agree
that balancing work and family life is stressful, 30% of respondents agree and
disagree, 10% of respondents strongly disagree so they are not finding stressful on
balancing work and family life they are flexible.
Based on the test conducted comparing x2=27.5 to the table value 9.49 of chi-square test H1
is accepted and H0 is rejected.
CHAPTER 5
In chart 4.14, 74% of respondents are of opinion that long working hours
affect employee health.
In chart 4.17, 50% of respondents say their co-workers do not support them in
work during their absence.
In chart 4.18, 74% of respondents say that organization does not provide paid
paternity/ maternity leaves for employees.
In chart 4.19, 72% of respondents say that organization does not provide
work-life balance programme.
In chart 4.25, 70% of respondents say they feel stressful in balancing work and
family life.
5.2 SUGGESTION
Organization should provide cab facility for employees so that they can
reach company in time.
Organization can reduce the working hours for those having health issues.
Organization should assign the work for alternative employee if the regular
employee is absent.
5.3 CONCLUSION
The study was conducted to know the WLB of employees at DEPL through this study
I was able to know the WLB issues, performance caused in the work life conflict and
the role of family and organization in attaining WLB of employees.
The family as well as the work-life both are the much essential for in any corporate
area and if this two components are not kept effectively it will definitely lead to lower
the performance of employees and misunderstanding will occur. This study is
essential as it attempts to make out how the function of work life and family life
interface to their performance.
Since the survey tells that employees of DEPL don‟t get much time to
spend with family and friends they stay in organization to finish their
work due to workload.
BIBLIOGRAPHY
Books:
Webliography:
www.ibef.org
www.slideshare.net
www.en.m.wikipedia.com
www.worklifebalance.com
http://workplaceflexibility.bc.edu/need/need_employees
http://decoelp.com
www.studymode.com
http://new.knimbus.com