ARUN PROJECT

1.1 INTRODUCTION TO STUDY

The expression “Work Life Balance” was first used in the late 1970s to describe

the balance between an individual’s professional and personal lives. Work Life Balance is

a meaningful achievement and enjoyment in everyday life. Work Life Balance does not

mean equal balance between work and personal life. It is the happy medium between the

minimum and maximum. There cannot be a universal standard for application of Work

Life Balance. It is the person specific and very often balance itself is a dynamic

equilibrium and changes over time.

Work Life Balance entails attaining equilibrium between professional work and

other activities. So that it reduces friction between official and domestic/personal life.

Work Life Balance enhances efficiency and thus, the productivity of an employee

increases. It enhances satisfaction in both the professional and personal lives.

The Work Life Balance in changing role of work force and changing structure of

family results in unsustainable pressure among the workers. Effective Work Life Balance

policies are valuable to business and organization and provide benefits such as reduced

staff turnover rate, absenteeism and increased return on investment and loyalty of the

organization.

Hence, one needs to have a healthy mix of work, family, hobbies etc., in life, in

order to lend meaning to achievement and to life. Just as balanced diet is necessary for the

physical well being of an individual, a balanced life is necessary for the mental/emotional

and psychological well being of people. In short, Work Life Balance is to describe the

balance between an individual’s professional and personal lives.

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1.2 OBJECTIVES

General Objective:

To study and analyse the Work Life Balance of employees’ in TTK Healthcare

Ltd, Chennai.

Specific Objectives:

To identify the effects of shift timings on employees Work Life Balance.

To examine the impact of work pressure on family and social life of an employee.

To study the effect of compensation and job security on Work Life Balance of an

employee.

To find out the importance of teamwork in employees Work Life Balance.

To analyze the factors, which influence the employee’s Work Life Balance.

To help the organization develop an organizational program that can enhance the

Work Life Balance of an employee.

To provide better suggestions for enhancing the Work Life Balance of employees.

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1.3 NEED OF THE STUDY

Work life and personal life are the two sides of the same coin. According to

various Work Life Balance surveys, more than 60% of the respondent professionals

surveyed said that they are not able to find a balance between their personal and

professional lives. They have to make tough choices and their work and personal life is

nowhere close to equilibrium. Traditionally creating and managing a balance between the

work life was considered to be a woman’s issue. But, increasing work pressures,

globalization and technological advancement have made it an issue with both the sexes,

all professionals, working across all level and all industries throughout the world.

Work Life Balance entails attaining equilibrium between professional work and

other activities. So that it reduces friction between official and domestic/personal life.

Work Life Balance enhances efficiency and thus, the productivity of an employee

increases. It enhances satisfaction in both the professional and personal lives.

Juggling between the obligations towards the families and expectations of the

organization and constant struggle to maintain a balance can have serious implications on

the life of an individual. Therefore, it is important for employees to maintain a healthy

balance between work and their personal lives. This will help them to achieve their

personal and professional goals as well the organization they are working for.

India has moved to a higher growth trajectory since the mid-1990’s with the

growth momentum exerting great pressure on individual and businesses. While it is

important for businesses and government to pursue growth/development with a human

face, individuals need to strike a healthy balance between their professional and personal

lives. This research examines Work Life Balance issues in the Indian-context, its

extensive impact and identifies factors that could help create a better Work Life Balance.

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1.4 SCOPE OF THE STUDY

Work Life Balance is the study, used to find out the balance between an

employee’s professional and personal work. This study was mainly designed to analyze

the effectiveness of Work Life Balance in TTK Healthcare Ltd. Work Life Balance is

used to measure the increases in individual productivity, accountability and commitment.

Work life balance is used to improve the better teamwork, morale and communication.

Work Life Balance is also used to improve the relationships both on and off the

job. Work Life Balance is used to reduce the organizational stress as well as the

individual. The result of this study will provide better suggestion for improving the better

balanced work life of an employee. It focuses on the strategies that are being adapted by

the management to boost their expectations by motivating them, which in turn will lead to

have a happy and peaceful life.

The scope of this study is wide it concentrates on the welfare and organizational

benefit policies to make the employee more productive. It focuses on the various stress

and strain factors of the employee and improvement of the working conditions which in

turn will be helpful towards employee to retain them in organization.

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2.1 REVIEW OF LITERATURE

CONCEPTUAL OVERVIEW

Work life and personal life are inter-connected and interdependent spending more

times in office, dealing with clients and the pressure of the job can interface and affect the

personal life, sometimes making it impossible to even complete the household chores. On

the other hand, personal life can also be demanding if one needs to take care of a kid or

aging parents, financial problems or even problems in the life of a dear relative. It can

lead to absenteeism from work create stress and lack of concentration at work.

The career success and personal failure phenomenon continues to exist for the

mid-life professionals and managers. Despite the corporate value system at the strategic

level, managers must recognize that one is not a true success if they are also a personal

failure. Career success and personal failure can be determined to the organization, to the

individual and the family.

Increasingly Work Life Balance is being viewed as an important issue by many

employees and organizations today. In today’s world, where every individual has to

balance conflicting responsibilities and commitments, Work Life Balance has emerged as

a predominant issue in the work place. In fact, the frustrating search for Work Life

Balance is a frequent topic of conversation among men and women alike.

DEFINITION

According to Jim Board, CEO of worklifebalance.com, “Work Life Balance is

meaningful achievement and enjoyment in everyday life. Work Life Balance does not

mean equal balance between work and personal life. It is the happy medium between the

minimum and maximum. There cannot be a universal standard for application of Work

Life Balance. It is a person specific and very often balance itself is a dynamic equilibrium

and changes over time”.

A good working definition of Work Life Balance is,

“Meaningful daily achievement and enjoyment in each of my four life quadrants:

Work, Family, Friends and Self”.

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MEANING

Work Life Balance does not mean an equal balance. Trying to schedule an equal

number of hours for each of the various work related activities and personal activities is

usually unrewarding and unrealistic Life and should be more fluid that that.

The ideal Work Life Balance will vary over time, often on a daily basis. The right

balance today will probably be different tomorrow. The right balances for a person when

he/she is single will be different when they marry, or if they have children; when they

start a new career versus when they are nearing retirement.

There is no perfect, one-size fits all, balance you should be striving for.

The best Work Life Balance is different for person because everyone will have

different priorities and different lives.

However, at the core of an effective Work Life Balance definition are two key

everyday concepts that are relevant. They are daily Achievement and Enjoyment, ideas

almost deceptive in their simplicity. Engraining a fuller meaning of these two concepts

takes us most of the way to defining a positive Work Life Balance.

HISTORY

The expression Work Life Balance was first used in the late 1970s to describe the

balance between an individual’s professional and personal life. In the US, this phrase was

first used in 1986.

At the dawn of the IT revolution, it was thought that there would be increased

leisure and marked improvements in the quality of life, while in reality, the logic has

actually been turned on its head. Many youngsters are experiencing early burnout due to

overwork and increased stress. This condition is seen in nearly all occupations from blue

collar workers to the top management. Over the past decade, rise in workplace violence,

increase in attrition as well as rise in claims due to health disorders are all evidences of an

unhealthy Work Life Balance.

India has moved to higher growth trajectory since the mid-1990s, with the growth

momentum exerting great pressure on individuals and businesses. While it is important

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for businesses and government to pursue growth/development with a human face,

individuals need to strike a healthy balance between their professional and personal lives.

CONCEPT

Most of us already have a good grasp on the meaning of Achievement. But, let’s

explore the concept of enjoyment a little more. As part of relevant Work Life Balance

definition, enjoyment does not just means, Ha-Ha happiness. It means pride, satisfaction,

happiness, celebration, love of sense of well being…. all the joys of living.

Achievement and Enjoyment are the front and back of the coin the value in life.

You cannot have one without the other, no more than you can have a coin with only one

side. Trying to live a one sided life is why so many successful people are not happy or not

nearly as happy as they should be.

You cannot got the full value from life without BOTH achievement and

enjoyment. Focusing on Achievement and Enjoyment everyday in life helps you avoid

the “As soon As Trap” the life is dulling habit of planning on getting around to the joys of

life and accomplishment “as soon as”.

As a result, a good working definition of Work Life Balance is

“meaningful daily Achievement and Enjoyment in each of my four life quadrants: Work,

Family, Friends and Self”.

Work life must be treated like running a marathon, where sustaining over the long

run is important for achievement in the ultimate analysis.

IMPORTANCE OF MAINTAINING WORK LIFE BALANCE

Conversely, an individual whose life is dominated by a single dimension, viz.,

work to the exclusion of everything else, is the building block of an unhappy family and

society. While the developed countries have been grappling with the issue for quite some

time now, India remained relatively unaffected due to the social support system available

so far. Nevertheless, natural progression would take us to the situation faced by other

countries, unless we recognize the potential issues and act with forethought, learning from

their experience.

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The causes for work life imbalance may be many, ranging from personal

ambition, increasing consumerism, and the pressure of family obligations to the

accelerating pace of technology, etc. whatever the reaction, its effect extends beyond the

individual.

Effects on individual

At an individual level, the absence of a healthy Work Life Balance results in high

levels of stress and persistent stress can result in cardiovascular diseases, sexual health

problems, a weaker immune system, frequent headaches, stiff muscles or backache. Stress

may also perpetuate or load to binge eating, smoking, and alcohol consumption.

Effects on children

Parents returning home late and totally stressed out are barely able to help or

guide the child. They are more likely to adopt the path of least resistance and allow the

child to go by his own choices, which may not be in their best interest.

Effects on families

Spending more time in office, leaves an individual with no time or energy to

participate/contribute to minimum basic household chores. Lack of time and attention can

put personal life in disarray with serious consequences.

Effects on the organization

At an organization level, high stress levels in employees and health issue in

reduced productivity and creativity of employees. It can also result in a buildup of

resentment, irritability, breeding of inter personal problems and affecting the health of

organization.

THE INDIAN SCENARIO

Till a decade ago, there were fixed working hours, say 9-5 or 10-5. Work hours

were limited to 7-8 hours a day, with a five day week even for private sector employees.

Today, these employees spend 12-16 hours at work, which leaves them with less time to

meet obligations of their personal lives, leave alone pursuit of hobbies and leisure

activities. This hinders personal and spiritual growth of individuals and impacts society.

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Also, Work Life Balance is seen more as a women’s issue due to the traditional

mindset, where the woman is considered primarily responsible for the smooth running of

the day to day affairs of the family/home, irrespective of her job profile and official

responsibilities. Work Life Balance assumes significance for women, who are virtually

into two jobs, one at the office and the other at home. A poor Work Life Balance

manifests broadly, as inadequate time and attention to non-work matters and neglect of

important aspects of life, be it the self, family or children.

FACTORS INFLUENCING THE BALANCE

There can be many factors that affect the balance of work and life. The first such

factor is the attitude of an employee. Attitude defines one’s like and dislike. Attitude is a

way of thinking or feeling about something.

Emotions management also plays an important role in achieving and maintaining

such balance. Another factor is the environment in which the individual stays. The type of

the job can also influence the balance. A job, which is monotonous and not challenging,

can make a worker lethargic.

Since, the balance is related to both the professional and personal life, factors, like

family background, financial and social status of the family, life-stage of the employee,

financial standing, family structure, daily routine, friends circle and social life, would also

affect his work life.

An employee, who is struggling financially or who has a large family to support

or other family problems may spend more time in taking care of those issues. To focus on

his work, it is necessary that an employee’s mind is free from domestic encumbrance.’

It is equally important to create a healthy working environment at the work place.

The comfort and ease of working enhances efficiency, as well as effectiveness of

performance. Achieving the balance integrates development and establishment of

effectual procedures while performing day-to-day functions.

SURVEY-FINDINGS

According to a recent study by the centre for work life policy in the US, 50% of

the top corporate executives are leaving their current positions. The study shows that

nationally 70% and globally 81% say that their jobs are affecting their health. People

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consider their jobs and their work hours excessive because of globalization. They believe

that the resultant difficult and exhausting conditions are having adverse effects.

In India, a survey completed in October of 2007, asked respondents to cite

specifically what had contributed to a lack of balance in their lives. According to the

study, the number one factor cited as affecting work life balance was “the pace of my

job” (55% of those polled in 2007 as against 49% in the 2005 poll). The second factor

cited was “too little attention to personal interests and relationships” (49%) followed by

financial pressures and goals at number three (32%) and attempt to fulfill others

expectations of the at number four (31%).

According to an international study, “Organization for Economic Co-operation

and Development (OECD) at a glance survey that covered 18 advanced societies, the

French were seen to enjoy leisure not as weekend activities pursued with a passion, but

weaving leisure into their everyday life and enhancing its quality. Contrary to common

belief, it did not mean poor work ethic, as they were found to be hardworking and

productive as well. An International Labor Organization (ILO) report puts them on par

with Americans in terms of productivity. The OECD report also reveals that Norwegians

spend maximum time on leisure and the report pass them at the very top on the

productivity chart.

BENEFITS OF THE BALANCE

Work Life Balance attaining equilibrium between professional work and other

activities, So that it reduces friction between official and personal life. Work Life Balance

enhances efficiency and thus, the productivity of an employee increases. It enhances

satisfaction, in both the professional and personal lives.

Benefits to the organization

Measured increases in individual productivity, accountability and commitment.

Better teamwork and communication.

Improved morale.

Less negative organizational stress.

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Benefits to the individual

More value and balance in your daily life.

Better understanding of what your best individual Work Life Balance is.

Increased productivity and reduced stress.

Improved relationship both on and off the job.

ADVANTAGES OF THE BALANCE

Balance between professional and personal life improves performance at work and

also help in gaining the job satisfaction. It gives feeling of contentment and motivates the

individual to shoulder responsibilities with greater accountability. It helps in creating a

congenial environment at the work place and also strengthens family bonds of the

employees.

Maintaining the balance, encourages optimum working hours that ultimately

enhances overall efficiency. It is a common fact that an increase in quantity tends to

deteriorate quality. The following are the advantages of maintaining the balance between

professional and personal life.

Balanced Life

Efficiency in work

Quality of work

Success in carrier

Contentment

Motivation

REASONS OF IMBALANCE

There are various reasons for imbalance and conflicts in the life of an employee.

From individual career ambitions to pressure to cope up with family or work, the reasons

can be situation and individual specific. The speed of advancement of information

technology, the increasing competition in the talent supply market has led to a

performance, drive culture creating pressure and expectations to perform more and better

every time. Also, many a times, many people find it difficult to say “NO” to others,

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especially their superiors. They usually end up over burdening themselves with work. The

increasing responsibilities on the personal front with age can also create stress on

personal and professional fronts.

If personal factors affect the work life of any individual or the work load impinges

upon his personal life, then there is surely an imbalance in his working and domestic life.

In order to achieve success on both fronts, it is necessary to maintain a balance between

professional and personal life, which is called Work Life Balance.

EFFECTS OF IMBALANCE

Constant struggle and effort to maintain a balance between the work and personal

life can have serious implications on the life of an individual. According to a survey, 81%

of the respondents have admitted that their jobs are affecting and creating stress in their

personal lives. The pressure of the work or personal life can lead to stress. According to

the study it has been found that such situation can take a toll on the person’s health both

physiologically and psychologically. Heart ailments, cardiovascular problems, sleep

disorders, depression, irritability, jumpiness, insecurity, poor concentration and even

nervous breakdowns are becoming common among the victims of such imbalance.

Pressure, stress or tension in work life can lead to bad social life and vice versa.

SOLUTIONS

Many experts have given different solutions to this problem:

TIME MANAGEMENT is one of the best solutions which can help to reduce the

imbalance between the personal and work life of the employees.

Prioritizing the tasks and planning the activities can help to take out some free

time which can be utilized for other purposes.

Taking some time out for hobbies and leisure activities, spending time with loved

ones can help to beat the stress.

Learning to say “NO” if required.

Sharing the responsibilities will help and don’t commit for something which is

practically impossible.

Utilizing the flexible working hours option of the organization to get some free

time.

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INDIVIDUAL EFFORT

An employee can create a healthy Work Life Balance, only if he/she recognizes

that work is an aspect of life and not the whole of life. Further employees, must ensure

the following;

Following time discipline by ensuring 100% commitment when at work, thereby

creating time for other things in life.

Developing an assertive personality, so that he/she is not dumped with work and

becomes a substitute for what somebody else doesn’t want to do.

Adopting a planned approach to life Prioritize and schedule activities i.e. list out

the key areas thing that must be taken care of no matter what.

Effective time management.

Suitably modifying schedules as priorities change with time.

ORGANIZATIONAL EFFORT

The programs and initiatives that an employer offers and its effectiveness in

creating a healthy Work Life Balance would depend largely on the employer view.

Employers in the West offer a range of different programs and initiatives such as

flexible working arrangements in the form of part-time casual and telecommuniting to

work. More proactive employers provide compulsory leave, strict maximum hours and

foster an environment that encourages employees not to continue working after the

scheduled hours. In India, these are not yet on the horizon for various reasons.

Flexi-work timings, sabbatical and child-care facilities are initiatives that would

allow women employees to be gainfully employed and remain productive at the

workplace with reduced anxiety, while balancing their dual responsibilities.

CONCLUSION

Juggling between the obligations towards the families and expectations of the

organization and constant struggle to maintain a balance between can have serious

implications on the life of an individual. Therefore, it is important for employees to

maintain a healthy balance between work and their private lives. This will help them to

achieve their personal and professional goals.

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As the economy shifts more towards the service sector, Work Life Balance

assumes greater significance and calls for major changes in attitudes and systems, so that

individual and collective achievement is meaningful and enjoyable for all.

PREVIOUS RESEARCH STUDIES:

i) Rama Subramanian (2009) opined that, “Successful Work Life Balance has far

reaching implications for individuals and organizations. It boosts productivity and makes

for better quality of life. The work life must be treated like running a marathon, where

sustaining over the long run is important for achievement in the ultimate analysis”.

ii) Pradhumn Kumar (2009) said that, The lack of Work Life Balance has resulted

in the following problems,

a) Excessive absenteeism

b) Lack of Quality and Quantity in work

c) Lack of interest

d) Misbehavior

e) Complaints by employees

iii) Manisha Sharma (2009) suggested that the following measures should be taken

to improve the Work Life Balance.

a) Tele presence or video conferencing

b) Compressed work week

c) Annualized work hours

d) Job sharing and telecommuting

e) Gradual retirement

f) Flex time and flex place

g) Reduced working hours

iv) Vikas Shrotriya (2009) opined that, “There can be numerous factors that affect

the performance of an employee. Achieving balance in work and familial life is

considered important in order to perform par excellence”. He concluded that when the

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employee is free from his domestic and personal worries, he is expected to perform better.

He suggested the following tips to achieving the balance.

a) Schedule/plan the day

b) Enjoy the job

c) Sort and solve problems at the Earliest

d) Dream, not day Dream

e) Personal time

f) Balanced Diet

g) Avoid work overload

h) Health and wealth management

i) Spend time with family

j) Keep in touch

v) Dr.Stephanio Jones (2009) suggested that the following aspects are used to

balancing the work and personal lives.

a) Time management

b) Managing the expectations

c) Cost management

d) Managing the relationships

e) Making the higher grades

vi) Ronald J.Burka (2009) said that, “The organization can reduce career success

and personal failure experiences by offering assessment centers, helping their

professionals and managers identify and build on their strengths, career counseling and

career development programs that realistically address the integration of work and

personal life. Ultimately a balance or integration must be struck between individuals work

and non-work lives; the goal is for individuals in mid-life to experience both career

success and personal success”.

vii) Sanghamitra Buddhapriya (2009) suggested that, “employers need to come up

with various Work Life Balance friendly provisions which can help them in attracting and

retaining female talent. In order to have a better Work Life Balance, the organization as a

whole must be sensitized at all levels to the work-life issues; this will definitely contribute

to the larger cause of organizational effectiveness”.

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viii) Jeffrey H.Green Haus (2009) concluded that, “prior thought and research on the

interface between work and family suggest that participate in one role may enrich the

quality of life in the other rule. Such research is recommended to increase out

understanding of the conditions under which work and family are allies rather than

enemies”.

ix) Vijay Srivastava, VP HR, United Lex (2009) said that, Work Life Balance is a

growing concern in India Inc and experts say that a constant struggle to balance both will

have serious implications on the health of an employee. Giving enough time for

professional and personal chores and keeping both separate is of utmost importance. But,

how can one do this? Proper planning and prioritization so as to improve time

management could help strike a fine Work Life Balance”.

x) P.Dwarkanath, director, Group Human Capital, Max India Ltd, opined that, “the

responsibility to maintain a healthy Work Life Balance rests on both, the organization and

employee. The organization needs to support its employees by creating an environment

that enables them to maintain a healthy balance”.

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2.2 COMPANY PROFILE

TTK HEALTHCARE LIMITED

TTK Healthcare Ltd is a member of the TTK Group of companies,

a highly successful and diverse multi-product, multi-unit manufacturing

and marketing organization with a sales turnover of Rs.500 crores.

The origin of the TTK Group dates back to 1908 when Mr. T. T.

Krishnamachari started an indenting house, to market the products of

Lever Brothers. From this venture, the company expanded its activities

into the marketing of internationally well known branded products such

as Cadbury’s Chocolates, Woodward’s Gripe Water, Kiwi Boot Polish,

Flit Insecticides, Beecham’s Toiletries, Mortan’ sweets and Cosmetics

from Cheeseborough – Ponds.

In course of time the Group gradually extended its marketing

activity into manufacturing and today produces a range of leading

brands such as the Woodwards Gripe Water, Prestige Pressure Cooker

and Pressure Pan, Kohinoor Condoms, Kiwi shoe Polish, Tantex Hosiery

etc.

Some of the prominent companies of the TTK Group are TTK

Healthcare Ltd, manufacturers of ethical pharmaceuticals; TTK Prestige

Ltd, manufacturers of the Prestige range of houseware; TTK LIG Ltd,

manufacturers of the Kohinoor range of condoms; TTK Healthcare Ltd

(Printing Division) Manufacturers of maps, atlases, guide books and

industrial grades of Paper; TT Industries and Textiles Ltd,

Manufacturers of Tantex hosiery and consumables for Textile Mills;

KIWI TTK Ltd Manufacturers of the Kiwi range of shoe care products and

household cleansers.

THE COMPANY:

TTK Healthcare Ltd was incorporated on May 21, 1958 as Orient

Pharma Private Limited and began its activities by distributing

Woodward’s Gripe Water in India. In 1981, the company name was

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changed to TTK Pharma Pvt Ltd and in 1986, the company went public

with linked issue of Equity Shares and Debentures which was

oversubscribed 53 times.

The company has since then broadened its activities and today

has manufacturing facilities at three centres employing over 1500

people.

The company is managed by a highly professional and

experienced Board of Directors

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2.3INDUSTRY PROFILE

PRODUCT RANGE:

Starting with Woodward’s Gripe Water TTK Healthcare has been

gradually extending its product range up to the sophisticated, high

technology product like heart valves and a range of bio-medical

devices. The company derives its strength from the diverse expertise

available within the Group in areas such as polymers, precision

engineering, latex, pharmaceuticals, foods and nutrition.

The products of TTK Healthcare can be broadly classified into the

following divisions:

CLINICARE DIVISION:

Demonstrating Indian technology at its forefront this division

produces a range a bio-medical products. Bio-medical technology

involves the application of engineering technologies to health care. The

range of products can be further categorised into:

i) Cardio Care System:

The tilting-disc heart valve which will be manufactured for the

first time in India by TTK Healthcare is probably the most significant of

the company’s products. The technology for the heart valve was

developed by Sree Chitra Tirunal Institute, Trivandrum. There are

approximately 20,000 heart surgeries performed in India every year.

Besides this, about 1.2 million children in India suffer from the

rheumatic heart diseases which can only be cured by heart surgery.

The cost of heart surgery in India is high largely due to the prohibitive

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costs of imported heart valves. TTK Healthcare will endeavour to offer

the valve at an affordable price. Other products in this category include

ECG Electrodes, Cardotomy Reservoirs, Cardiopulmonary Custom Packs

and Mediastinal Drainage Systems.

ii) Blood Management System:

These include disposable Blood Bags, Blood Transfusion sets, Blood

Transfusion Microfilters and Diagnostic Kits.

iii) Renal Care Systems:

Urine Drainage Systems, haemodialysers and disposable tubings.

iv) Hospital Accessories:

These include both hospital consumables and hospital durables like

surgical gloves, examination gloves, disposable syringes and needles,

Pressure beds, sterilisers and autoclaves.

MODERN MEDICINE DIVISION:

Started in 1960, this division produces a wide range of medicines

including antihypertensives, antiangina drugs, anticholinergics and

natural calcium supplements. TTK Healthcare also manufactures some

of the most widely used antibiotics – ampicillin, amoxicillin and

cloxacillin. These drugs are produced at a very modern bulk drug

facility in Hyderabad. The factory also manufactures formulation from

the bulk drugs. A comprehensive range of modern medicine for various

conditions such as emergencies due to shock, calcium deficiency, etc

are manufactured at the facility at Chennai.

INDIAN MEDICINE DIVISION:

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The Indian Medicine Division of TTK Healthcare was established

in 1975 with the objective of developing and marketing unique herbal

formulations based on ancient Ayurvedic system of medicine. Every

herbal formulation undergoes stringent analysis and clinical trials. A

wide range of products for men, women and children are produced by

this division. These include products of illnesses for which there are no

known allopathic alternatives. With the herbal market growing fast,

both in India and abroad, the success of this division is ensured.

RESEARCH AND DEVELOPMENT:

The Research and Development Centre of TTK Healthcare was

established in 1975 to develop a range of proprietary medicines. The

laboratory has been approved by the Ministry of Science and

Technology, Government of India. The centre has been recognised for

conducting doctoral research by Academic Institutions.

TTK Healthcare is actively involved in setting up a full fledged

Research facility at Bangalore to develop the technology for the

manufacture of a wide range of bio-medical devices.

Extensive multicentric trials are conducted in respect of all

products in the Clinicare, Indian Medicine and Modern Medicine

Divisions. Only after the products are proven, are they launched

commercially.

OVERSEAS COLLABORATORS:

The TTK Group has collaborated with a number of established

foreign corporations including:

London International Group, UK

Kali-Chemie, West Germany

Nicholas Kiwi, a division of Sara-Lee, USA

Hatu-Ico, Spain

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Green Cross Medical Corporation, Korea

Korea Green Cross Corporation, Korea

Dong-A Pharm, Korea

FUTURE PLANS: FROM GRIPE WATER TO HEART VALVE

TTK Healthcare has come a long way from its early marketing

days. Today the company has diversified into a wide range of highly

sophisticated, high technology products heralding a new era in the

Indian pharmaceutical scenario. The next few years will see rapid

growth in the bio medical devices market. TTK Healthcare will launch a

range of products that include heart valves, incinerators, oxygenators,

humidifiers, third generation cephalosporin, Quinolones, anticancer

drugs, unique herbal drugs, special nutritional supplements, etc. The

petcare product range will grow as will the Woodward’s Division. Newer

products will continue to evolve as research advances and technologies

emerge.

RIGHTS ISSUE FROM TTK HEALTHCARE:

TTK Healthcare is coming out with a Rights issue of 13, 55, 673

equity shares of Rs.10 each at a premium of Rs.35 per share

aggregating to Rs.6.10 crores. While 12, 91, 118 shares will be issued

to existing shareholders in the ratio of 2 shares will be issued to

existing shareholders in the ratio of 2 shares for every 5 shares, the

balance 64, 555 shares will be offered to employees of the company

and associate companies.

The Rights Issue will augment the long term working

requirements of the Company. TTK Healthcare is in the process of

upgrading its manufacturing facilities to meet the specifications of the

ISO 9000 at all its facilities, which it hopes to achieve. Capital is also

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required to provide development and promotional support for new

products to be introduced by the company.

Despite the problems faced by the industry in 1991, including the

freezing of prices of products, the rupee devaluation and the increase

in market borrowing rates, TTK Healthcare’s performance for the year

ended May, 1992 was impressive. The company achieved a turnover of

Rs. 67.85 crores as against Rs. 49.02 crores in the previous year, a

growth of 37.9%. The profit before tax was Rs.283.20 Lakhs, an

increase of over 39% over the previous year’s figure of Rs. 203.47

lakhs. The company has declared a dividend of 22.5% for the year

ended May 31, 1992 as against 17.5% and 20% for 1989-90 and 1990-

91 respectively. The Company expects to improve its turnover further

to Rs.100 crores for 1992-93.

THE FUTURE OF THE MODERN MEDICINE DIVISION:

Products to be introduced within the next two years include:

A spectrum of antibiotics including later generation quinolones.

Cardio-vascular drugs

Psychotropic drugs

Anticancer drugs particularly for cervical, lung and breast cancer.

INDIAN MEDICINE DIVISION:

i) Products for Women/Children:

Lactare- a herbal route to improve lactation

Lukure- a product for leucorrhoea

Elcarim- a herbal appetizer and growth promoter for children

ii) Products for men:

23

Mustong- a health fitness supplement

Virilex- for vanity and male sexual dysfunctions

iii) General products:

Tefroli- a proven liver corrective and protective

Valmus- relieves anxiety and stress

Arthrid- for relief from stiff joints

Cofrem- a safe cough remedy

THE FUTURE OF THE INDIAN MEDICINE DIVISION:

This division continues to develop products for which were there

is no allopathic alternative available, eg., for psoriasis and Uterine

dysfunctions; herbal tranquilizers, etc.

TURNKEY PROJECTS:

TTK Healthcare has set up a turnkey project at Bangladesh. TTK

has provided the technical know-how, plant and machinery, erection

and commission services. The Rs.7 crore plant will produce 150 tonnes

of Sulphamethaoxazole and 36 tonnes of Trimethoprim per annum.

Currently, that production is on and commercial production began in

January, 1993. The plant can also manufacture other bulk drugs like

louprofen and Mebendazole.

TTK Healthcare has signed an MOU with the State Government of

Kiev, for a turnkey project for the manufacture of Ampicillin. Enquiries

have been received from Pakistan and Bangladesh for upgradation of

existing antibiotic plants.

24

Discussions are on with Egypt and Indonesia for turnkey blood bag

manufacturing plants.

EXPORTS:

TTK Healthcare’s thrust in exports is paying rich dividends. The

products being exported are as follows:

Blood bags and blood transfusion sets to UK, Nigeria and Egypt

Anti-biotic bulk drugs to Germany, UK and Malaysia

Anti-biotic formulations to Germany and Nigeria

Herbal products to USA, Singapore and Malaysia

Fryums and snack pellets to Middle East, Sri Lanka and Singapore

Woodward’s Gripe Water to the Carribean countries

CONSUMER PRODUCTS DIVISION:

Condoms manufactured by the Group Companies, London

Rubber Company and LORCOM. The range of products include

Kohinoor and Maharaja.

Kiwi Range of shoe care products and household cleansers

manufactured by New Way Chemicals and Polishes.

THE FUTURE OF THE CONSUMER PRODUCTS DIVISION:

Product extensions in the Kohinoor range

Durex International Condoms

25

Special Cleansers from Kiwi

TTK PHARMA LIMITED has been renamed as TTK HEALTHCARE LIMITED

since 26th October 1999.

BOARD OF DIRECTORS:

Mr T T Jagannathan - Chairman

Mr T T Raghunathan - Executive Vice Chairman

Mr R K Tulshan - Director

Dr K R Srimurthy - Director

Mr B N Bhagwat - Director

Mr J Srinivasan- Director

Mr R Srinivasan- Director

Mr K Vaidyanathan - Director

Mr K Shankaran – Director

NETWORK:

Ahmedabad Ambala Bangalore Bhiwandi

Chandigarh Chennai Cuttack Dehradun

Ernakulam Guwahati Ghaziabad Hubli

Hyderabad Indore Jaipur Kolkata

Lucknow Madurai Meerut Mumbai

Nagpur New Delhi Patna Pune

Raipur Ranchi Siliguri Varanasi

26

Vijayawada Zirakpur

DISTRIBUTION SERVICES:

Ever since its early beginnings as an indenting agency 76 years

ago, TTK has been known for its strong distribution and marketing

network. The Group's leading brands owe a great deal to the well-

organized dealer and stockist network that TTK & Co., TTK Prestige and

TTK Healthcare have developed over the years, thereby making the

TTK products readily available in 3,20,000 outlets in India's cities,

towns and villages. The Group's distribution strength includes 10,000

direct dealers stocking its consumer durables and more than 2,800

distributors stocking TTK Healthcare's Consumer Products range. The

Company is continuously on the lookout for Joint Venture and Third

Party distribution opportunities so as to leverage its extensive

distribution network.

27

3.1 RESEARCH METHODOLOGY

Research is a systematic and replicable process which identifies and defines

problems within specified boundaries. It employs well defined method to collect the data

and analyses the result. It disseminates the findings to contribute to generalizable

knowledge. In simple, research can be described as an organized and systematic way of

findings answers to questions. The research methodology adopted for the present study

has been systematic and was done in accordance to the objectives set which has been

detailed as below.

Research Design:

A framework or plan for a study that guides the collection and analysis of the data.

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 with economy in

procedure .The research design adopted in this study was descriptive study.

Descriptive Research:

Descriptive research includes surveys and fact finding enquiries of different kinds.

The major purpose of descriptive research is description of the state of affairs as it exists

at present. The main characteristic of this method is that the research has no control over

the variables. Research can only report what has happened or what it

happens .Descriptive research is used to obtain information concerning the current status

of the phenomena to describe “what exists” with respect to variables or conditions in a

situation.

Sources of Data:

The sources of data collected for the present study was primary data and

secondary data.

Primary Data:

Primary data are those which consist of original information for a specific

purpose. Certain types of information such as the perception of the mobile users are

obtained from the actual site for the first time in the present study preliminary data are

collected based on the response of the customers through structured questionnaire.

28

Secondary data:

Secondary data consist of information which has already been collected by

someone else for some other purpose. The secondary data obtained from magazines,

textbooks, websites and annual reports of the company.

Sampling Method:

Population:

Population refers to the entire group of people events of things of interest that the

researcher wishes to investigate in any particular situation in case of population data is

collected from each and every unit.

Sample:

A sample is a subject of the population. It comprises some members from it. The

selected respondents constitute what is technically called “sample” and selection process

is called “sampling technique”. The survey so conducted is known as Sample survey. By

studying the sample the researcher should be able to draw conclusions that would be

generalizable to the population of interest

Data Collection Procedure:

Primary data was collected using the questionnaire .A survey was done with the

researcher meeting the respondents in their respective place. The respondents’ reference

to each question was carefully noted in the questionnaire. Their perception and

suggestions were carefully observed and noted

Sample Size:

Size of the sample means the number of sampling units from the population for

investigation.

Here the sample size is fixed as 150 from a population of many employees.

29

Sampling techniques:

The sampling technique involved in this research is quota sampling. In this

sampling is not done at random as the field surveyors are not given wide discretion in

selecting respondents in meeting their quotas.

Questionnaire development:

The study relies to a great extent on primary data and some extent to secondary

data and some extent to secondary data in order to gather primary data from respondents

by keeping in view, the objectives of the study the questionnaire consists of the following

type of questions.

Dichotomous: Here the questions asked have only two alternatives from which the

respondents were free to choose one.

Multiple choices: Here the questions asked have a set of given alternatives from which

the respondents may choose one or more alternatives.

Ranking: Here the questions will have a ranking scale, which the respondents are free to

rank them accordingly to their preference.

Close-ended: These types of questions do not allow the respondent to give answers

freely.

Open-ended: These types of questions allow the respondent to give answers freely.

3.2 TOOLS USED FOR STATISTICAL ANALYSIS:

Percentage Analysis

Weighted Average

Chi-square Analysis

30

Percentage Analysis

Percentage refers to a special kind of ratio in making comparison between two or more data and to describe relationships. Percentage can also be used to compare the relation terms the distribution of two or more sources of data.

Number of Respondents

Percentage of Respondents = --------------------------------- X 100

Total Respondents

Ranking Method (Weighted Average Method)

In this method the respondents were asked to rank their opinion about the

characteristics of the company. The order of merit given by the respondents was

converted into ranks by using the following formula.

Weightage Score = WiXj

Where Wi - Weightage value

Xj - Ranking position value

Chi-Square Analysis

Chi-square is a non-parametric test of statistical significance for bivariate

tabular analysis. A non-parametric test, like chi square, is a rough estimate of confidence.

Chi-square is used most frequently to test the statistical significance of results

reported in bivariate tables and interpreting bivariate tables is integral to interpreting the

results of a chi-square test.

Chi – Square Test Method

The Chi – square method is the application of testing the significant difference

between observed and expected values.

31

Null Hypothesis (H0):

The hypothesis, or assumption, about a population parameter we wish to

test, usually an assumption of the status quo.

Alternative Hypothesis (H1)

The conclusion we accept when the data fail to support the null hypothesis.

Statistical Test:

Chi–square test (2) =∑ (O−E)2

E

Degrees of freedom = (R-1) (C-1)

whereas, O = Observed frequency

E = Expected frequency

R = Number of rows

C = Number of columns

To find E :

Row Total Column Total

Expected Frequency = -----------------------------------

Grand Total

Level of Significance ():

A value indicating the percentage of sample values that is outside certain

limits, assuming the null hypothesis is correct, that is, the probability of rejecting the null

hypothesis when it is true.

32

3.3 LIMITATIONS OF THE STUDY

The study conducted on Employees’ Work Life Balance has been subjected to a few

limitations. They are as the following:

Time was a major limiting factor of this study. Through pilot study, the sample

size is confined to 100. The conclusion drawn may not therefore be a reflection of

the universe.

The suggestion cannot be generalized, because the survey is confined only in the

TTK Healthcare Ltd.

The interpretation differs from one respondent to other and the answer given by

the respondent may be only approximately.

The opinion expressed by the respondent may be biased which would have

adversely affected the genuineness of the respondent.

Convincing the respondent was the major limitation as they fear of the

management.

The study is restricted, only to the manufacturing sectors and not any other sector

of functioning.

33

4.1 ANALYSIS AND INTERPRETATION

Table4.1.1

Table showing whether respondents are able to balance work and family life:

S.I No. Responses No. of Respondents Percentage (%)

1. Yes 118 78.67

2. No 18 12

3. Don’t know 14 9.33

Total 150

Chart: 4.2.1

Yes No Don’t know0

10

20

30

40

50

60

70

8078.67%

12%9.33%

Respondents are able to balance work and family life

Responses

No

of re

spon

dent

s %

INTERPRETATION:

From the above table and chart, it can be inferred that 78.67% of the respondents were able to balance the work and family life, 12% of the respondents were not able to balance the work and family life and 9.33% of the respondents were don’t know whether they are able to balance their work and family life .

34

Table 4.1.2

Table showing the respondents’ normal working days in a week:

S.I No. Working Days No. of Respondents Percentage (%)

1. < 5 Days 2 1.33

2. 5 Days 98 65.33

3. 6 Days 47 31.33

4. 7 Days 3 2

Total 150

Chart: 4.2.2


1020304050607080

1.33%

65.33%31.33%

Respondents’ normal working days in a week:

working days

No

of re

spon

dent

s %

INTERPRETATION:

From the above table and chart, it can be inferred that 1.33% of the respondents were working less than 5 days, 65.33% of the respondents were working 5 days, 31.33% of the respondents were working 6 days, and 3% of the respondents were working 7 days in a week.

35

Table 4.1.3

Table showing the respondents’ normal working hours in a day:

S.I No. Working Hours No. of Respondents Percentage (%)

1. 7 -8 Hours 16 10.67

2. 8 -10 Hours 93 62

3. 10 -12 Hours 38 25.33

4. > 12 Hours 3 2

Total 150

Chart: 4.2.3


1020304050607080

10.67%

62%25.33%

Respondents’ normal working hours in a day

working hours

No

of re

spon

dent

s %

INTERPRETATION:

From the above table and chart, it can be inferred that 10.67% of the respondents were working 7 -8 hours, 62% of the respondents were working 8 – 10 hours, 25.33% of the respondents were working 10 - 12 hours, and 2% of the respondents were working >12 hours in a day.

36

Table 4.1.4

Table showing the respondents travel time for work:

S.I No. Travel Time No. of Respondents Percentage (%)

1. < Half an hour 83 55.33

2. One hour 51 34

3. Two hours 13 8.67

4. > Two hours 3 2

Total 150

Chart: 4.2.4


1020304050607080

55.33%

34%8.67%

Respondents travel time for work

Travel time

No

of re

spon

dent

s %

INTERPRETATION:

From the above table and chart, it can be inferred that 55.33% of the respondents were travelling less than half an hour, 34% of the respondents were travelling nearly one hour, 8.67% of the respondents were travelling nearly two hours, and 2% of the respondents were travelling more than two hours for their work place.

37

Table 4.1.5

Table showing the satisfaction level regarding sharing opinion at work place of an employee:


1. Highly Satisfied 16 10.67

2. Satisfied 97 64.67

3. Average 25 16.67

4. Dissatisfied 12 8

5. Highly Dissatisfied 0 0

Total 150

Chart: 4.2.5


1020304050607080

10.67%

64.67%16.67%

Satisfaction level regarding sharing opinion at work place of an employee

Responses

No

of r

espo

nden

ts

INTERPRETATION:

From the above table and chart, it can be inferred that 10.67% of the respondents were highly satisfied, 64.67% of the respondents were satisfied, 16.67% of the respondents were in average, 8% of the respondents were dissatisfied and 0% of the respondents were highly dissatisfied regarding sharing their opinion at work place.

38

Table 4.1.6

Table showing the refreshments/snacks in a day for the respondents:


1. None 15 10

2. Once 43 28.67

3. Twice 62 41.33

4. Thrice 27 18

5. > Thrice 3 2

Total 150

Chart: 4.2.6


10

20

30

40

50

60

70

8010%

28.67%41.33%

Refreshments/snacks in a day for the respondents

Responses

No

of r

espo

nden

ts %

:

From the above table and chart, it can be inferred that 10% of the respondents were none in a day, 28.67% of the respondents were once in a day, 41.33% of the respondents were twice in a day, 18% of the respondents were thrice in a day and 2% of the respondents were more than thrice in a day went for their refreshment/snacks.

39

Table 4.1.7

Table showing the tiredness or depresses, because of work pressure:

Chart : 4.2.7


10

20

30

40

50

60

70

802%

20.67%50.67%

Tiredness or depresses, because of work pressure

Responses

no o

f res

pond

ents

%

INTERPRETATION:

From the above table and chart, it can be inferred that 2% of the respondents were always get tired, 20.67% of the respondents were often get tired, 50.67% of the respondents were sometimes get tired, 25.33% of the respondents were rarely get tired and 1.33% of the respondents were never get tired, because of work pressure.

40


1. Always 3 2

2. Often 31 20.67

3. Sometimes 76 50.67

4. Rarely 38 25.33

5. Never 2 1.33

Total 150

Table 4.1.8

Table showing the suffering diseases, because of work pressure:

S.I No. Diseases No. of Respondents Percentage (%)

1. Hypertension 31 23.48

2. Obesity 5 3.79

3. Diabetes 19 14.39

4. Frequent Headache 77 58.33

Total 132

Chart: 4.2.8


10

20

30

40

50

60

70

8023.48%

3.79%14.39%

Suffering diseases, because of work pressure

Diseases

No

of re

spon

dent

s %

INTERPRETATION:

From the above table and chart, it can be inferred that 23.48% of the respondents were suffered from hypertension, 3.79% of the respondents were suffered from obesity, 14.39% of the respondents were suffered from diabetes and 58.33% of the respondents were suffered from frequent headache.

41

Table 4.1.9

Table showing the respondents manage the stress arising from their work:

S.I No. Managing ways No. of Respondents Percentage (%)

1. Yoga 35 23.33

2. Meditation 17 11.33

3. Entertainment 64 42.67

4. Dance 11 7.33

5. Music 23 15.33

Total 150

Chart: 4.2.9


10

20

30

40

50

60

70

8023.33%

11.33%42.67%

Respondents manage the stress arising from their work

Managing ways

No

of re

spon

dets

%

INTERPRETATION:

From the above table and chart, it can be inferred that 23.33% of the respondents were used yoga, 11.33% of the respondents were used meditation, 42.67% of the respondents were used entertainment, 7.33% of the respondents were used dance and 15.33% of the respondents were used music for managing their stress.

42

Table 4.1.10

Table showing the manager ask the respondent’s input to make decision:


1. Always 8 5.33

2. Often 27 18


4. Rarely 33 22

5. Never 21 14

Total 150

Chart: 4.2.10


1020304050607080

5.33%

18%40.67%

Manager ask the respondent’s input to make decision:

Responses

No

of re

spon

dent

s%

INTERPRETATION:

From the above table and chart, it can be inferred that 5.33% of the respondents were always, 18% of the respondents were often, 40.67% of the respondents were sometimes, 22% of the respondents were rarely and 14% of the respondents were never provide their input to make the decision of the manager.

Table 4.1.11

43

Table showing the respondents believe that their superior style support for their Work Life Balance:


1. Yes 101 67.33

2. No 18 12

3. Don’t know 31 20.67

Total 150

Chart: 4.2.11


1020304050607080

67.33%

12%20.67%

Respondents believe that their superior style support for their Work Life Balance

Responses

no o

f res

pond

ents

%

INTERPRETATION:

From the above table and chart, it can be inferred that 67.33% of the respondents were believed, 12% of the respondents were not believed and 20.67% of the respondents were don’t know about they believed that their superior style support their Work Life Balance.

Table 4.1.12

44

Table showing about the teamwork encouraged and practiced in the organization:


1. Always 6 4

2. Often 31 20.67


4. Rarely 49 32.67

5. Never 11 7.33

Total 150

Chart: 4.2.12


1020304050607080

4%

20.67%35.33%

Teamwork encouraged and practiced in the organiza-tion

Responses

No

of R

espo

nden

ts %

INTERPRETATION:

From the above table and chart, it can be inferred that 4% of the respondents said always, 20.67% of the respondents said often, 35.33% of the respondents said sometimes, 32.67% of the respondents said rarely and 7.33% of the respondents said that the teamwork is encouraged and practiced in the organization.

Table 4.1.13

45

Table showing whether the respondents have the resources that they need to do the job well:


1. Always 33 22

2. Often 69 46


4. Rarely 16 10.67

5. Never 3 2

Total 150

Chart: 4.2.13


1020304050607080

22%

46%19.33%

Respondents have the resources that they need to do the job well

Responses

No

of re

spon

dent

s %

INTERPRETATION:

From the above table and chart, it can be inferred that 22% of the respondents told always, 46% of the respondents told often, 19.33% of the respondents told sometimes, 10.67% of the respondents told rarely and 2% of the respondents told never that they have the enough resources that they need to do job well.

Table 4.1.14

46

Table showing the awareness of the respondents about the Work Life Balance policy in their organization:


1. Yes 0 0

2. No 107 71.33

3. Not aware 43 28.67

Total 150

Chart: 4.2.14


1020304050607080

0%

71.33%28.67%

awareness of the respondents about the Work Life Balance policy in their organization

Responses

No

of re

spon

dent

s %

INTERPRETATION:

From the above table and chart, it can be inferred that 0% of the respondents told yes, 71.33% of the respondents told no and 28.67% of the respondents don’t know about that whether they have separate Work Life Balance policy or not.

Table 4.1.15

Table showing whether the Work Life Balance policy should be customized to individual needs:

47


1. Strongly Agreed 19 12.67

2. Agreed 63 42

3. Indifferent 49 32.67

4. Disagreed 15 10

5. Strongly Disagreed 4 2.67

Total 150

Chart: 4.2.15


1020304050607080

12.67%

42%32.67%

Work Life Balance policy should be customized to individual needs

Responses

No

of re

spon

dent

s %

INTERPRETATION:

From the above table and chart, it can be inferred that 12.67% of the respondents were strongly agreed, 42% of the respondents were agreed, 32.67% of the respondents were in indifferent, 10% of the respondents were disagreed and 2.67% of the respondents were highly disagreed regarding whether the Work Life Balance policy should be customized to individual needs.

Table 4.1.16

Table showing whether the organization will be more effective and successful, because of Work Life Balance:

48


1. Yes 105 70

2. No 18 12

3. Don’t know 27 18

Total 150

Chart: 4.2.16


1020304050607080

70%

12%18%

Organization will be more effective and successful, because of Work Life Balance

Responses

No

ores

pond

ents

%

INTERPRETATION:

From the above table and chart, it can be inferred that 70% of the respondents told yes, 12% of the respondents told no and 18% of the respondents were don’t know about that the organization will be more effective and successful, because of Work Life Balance.

STASTICAL ANALYSIS

CHISQUARE ANALYSIS

49

Table 4.1.17

Table showing the satisfaction level regarding the following factors of employees work life:

Factors H.S S Avg DS HDS W.A.M Rank

Hours spent on job 17 86 29 15 3 36.6 4

Break Hours 13 70 33 32 2 34 5

Work Timings 24 87 23 15 1 37.9 1

No. of Holidays 20 77 41 10 2 36.9 3

Leave Facilities 18 92 29 7 4 37.5 2

Applying Chi Square Test:

H0: Respondents’ satisfactions regarding the factors of work life in the organization are uniformly distributed.

H1: Respondents’ satisfactions regarding the factors of work life in the organization are not uniformly distributed.

Chi Square Table:

Oi Ei (Oi –Ei)2 (Oi – Ei)2 / Ei

36.6 36.6 0 0

34 36.6 6.76 0.18

37.9 36.6 1.69 0.05

36.9 36.6 0.09 0.002

37.5 36.6 0.81 0.02

= 0.252

50

CALCULATION:

Chi – square = ((Oi-Ei)2/Ei))

Degrees of freedom = (5-1)

= 4

Significance level = 95%

Chi-square (calculated) = 0.252

Chi-square (Tabulated) = 9.49

Since the 0.252 < 9.49 (calculated value < tabulated value)

Therefore, Ho is accepted.

Therefore, the respondents’ satisfactions regarding the factors of work life in the organization were uniformly distributed.

Table 4.1.18

Table showing the satisfaction level regarding the following facilities which are

Facilities H.S S Avg DS HDS W.A.M Rank

51

Compensation 23 49 60 16 2 35 1

Canteen Facilities 6 31 72 35 6 29.73 5

Medical Facilities 9 33 65 39 4 30.27 4

Allowances 21 57 43 26 3 34.47 2

Fringe Benefits 17 53 49 29 2 33.6 3


H0: Respondents’ satisfactions regarding the facilities provided by the organization are uniformly distributed.

H1: Respondents’ satisfactions regarding the facilities provided by the organization are not uniformly distributed.

Chi Square Table:


35 32.61 5.71 0.18

29.73 32.61 8.29 0.25

30.27 32.61 5.48 0.17

34.47 32.61 3.46 0.11

33.6 32.61 1 0.03

= 0.74

CALCULATION:


52


= 4






Therefore, the respondents’ satisfactions regarding the facilities provided by the organization were uniformly distributed.

Table 4.1.19

Table showing the satisfaction level regarding the following attributes to attain the Work Life Balance:

53

Attributes H.S S Avg DS HDS W.A.M Rank

Family Support 47 69 23 9 2 40 1

Top Management 12 37 57 30 14 30.2 4

Co-workers Relation 38 63 29 17 3 37.7 2

Society 5 49 52 35 9 35.1 3


H0: Respondents’ satisfactions regarding the attributes to attain the Work Life Balance are uniformly distributed.

H1: Respondents’ satisfactions regarding the attributes to attain the Work Life Balance are not uniformly distributed.

Chi Square Table:


40 35.8 17.64 0.49

30.2 35.8 31.36 0.88

37.7 35.8 3.61 0.1

35.1 35.8 0.49 0.01

= 1.48

CALCULATION:

54



= 4






Therefore, the respondents’ satisfactions regarding the attributes to attain the Work Life Balance were uniformly distributed.

WEIGHTED AVERAGE

Table 4.1.20

55

Table showing the satisfaction level regarding sharing opinion at work place of an employee:

X WEIGHTS (W) AVERAGE (XW)

16 5 80

97 4 388

25 3 75

12 2 24

0 1 0

150 15 567

WEIGHTED AVERAGE =567/150

=3.78

From the table 4 = 97

INTERPRETATION:

Based on the weighted average, the above table states that 64.66% of the

respondents are satisfied on sharing opinion at the work place.

56


1. Highly Satisfied 16 10.67

2. Satisfied 97 64.67

3. Average 25 16.67

4. Dissatisfied 12 8

5. Highly Dissatisfied 0 0

Total 150 100

Table 4.1.21

Table showing about the teamwork encouraged and practiced in the organization:


57

1. Always 6 4

2. Often 31 20.67


4. Rarely 49 32.67

5. Never 11 7.33

Total 150


6 5 30

31 4 124

53 3 159

49 2 98

11 1 11

150 15 422


=2.81


INTERPRETATION:


respondents are sometimes only encouraged for team work.

Table 4.1.22

Table showing the manager asks the respondent’s input to make decision:


58

1. Always 8 5.33

2. Often 27 18


4. Rarely 33 22

5. Never 21 14

Total 150


8 5 40

27 4 108

61 3 183

33 2 66

21 1 21

150 15 418


=2.78


INTERPRETATION:


respondents are sometimes only involved in decision making.

Table 4.1.23

Table showing whether the organization will be more effective and successful, because of Work Life Balance:

59


105 3 315

18 2 36

27 1 27

150 6


=2.52


INTERPRETATION:

Based on the weighted average, the above table states that 70% of the respondents are more effective and successful, because of Work Life Balance.

.

5.1 FINDINGS AND OBSERVATIONS

It was observed that 78.67% of the respondents were able to balance the work and

family life, 12% of the respondents were not able to balance the work and family

60


1. Yes 105 70

2. No 18 12

3. Don’t know 27 18

Total 150 100

life and 9.33% of the respondents were don’t know whether they are able to

balance their work and family life.

It was observed that the respondents’ satisfactions regarding their work life in the organization were uniformly distributed.

It was observed that 1.33% of the respondents were working less than 5 days,

65.33% of the respondents were working 5 days, 31.33% of the respondents were

working 6 days and 3% of the respondents were working 7 days in a week.

It was observed that 10.67% of the respondents were working for 7-8 hours, 62%

of the respondents were working for 8-10 hours, 25.33% of the respondents were

working for 10-12 hours and 2% of the respondents were working for more than

12 hours in a day.

It was observed that 55.33% of the respondents were travelling less than half an

hour, 34% of the respondents were travelling nearly one hour, 8.67% of the

respondents were travelling nearly two hours and 2% of the respondents were

travelling more than two hours for their work place.

It was observed that the respondents’ satisfactions regarding the attributes of the

work life were uniformly distributed.

It was observed that the respondents have expected the attributes by the following

order: 1. High Package, 2. Job Security, 3. Career Growth, 4. Job Motivation, 5.

Challenging Assignment.

It was observed that 10.67% of the respondents were highly satisfied, 64.67% of

the respondents were satisfied, 16.67% of the respondents were in average, 8% of

the respondents were dissatisfied, 0% of the respondents were highly dissatisfied

regarding sharing their opinion at work place.

It was observed that10% of the respondents were none in a day, 28.67% of the

respondents were once in a day, 41.33% of the respondents were twice in a day,

18% of the respondents were thrice in a day and 2% of the respondents were more

than thrice in a day went for their refreshments/snacks.

It was observed that the respondents’ satisfactions regarding the facilities provided

by the organization were uniformly distributed.

It was observed that 2% of the respondents were always got tired, 20.67% of the

respondents were often got tired, 50.67% of the respondents were sometimes got

tired, 25,33% of the respondents were rarely got tired and 1.33% of the

respondents were never got tired, because of work pressure.

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It was observed that the respondents who are suffering from stress related diseases

were lie between form 0.932 and 0.828.

It was observed that 23.48% of the respondents were suffered from hypertension,

3.79% of the respondents were suffered from obesity, 14.39% of the respondents

were suffered from diabetes and 58.33% of the respondents were suffered from

frequent headache, because of work pressure.

It was observed that 23.33% of the respondents were used yoga, 11.33% of the

respondents were used meditation, 42.67% of the respondents were used

entertainment, 7.33% of the respondents were used dance and 15.33% of the

respondents were used music for managing their stress.

It was observed that 5.33% of the respondents were always, 18% of the

respondents were often, 40.67% of the respondents were sometimes, 22% of the

respondents were rarely and 14% of the respondents were never provide their

input to make the decision of the manager .

It was observed that 67.33% of the respondents were believed, 12% of the

respondents were not believed and 20.67% of the respondents were don’t know

about they believed that their superior style support their Work Life Balance.

It was observed that the respondents’ satisfactions regarding the attributes to attain

the Work Life Balance were uniformly distributed.

It was observed that 4% of the respondents told always, 20.67% of the

respondents told often, 35.33% of the respondents told sometimes, 32.67% of the

respondents told rarely and 7.33% of the respondents told that the teamwork is

encouraged and practiced in the organization.

It was observed that the following attributes which are essential for Work Life

Balance: 1, Free work environment, 2. Work related Programs, 3. Team work, 4.

Personal Relations, 5. Counseling Session.

5.2 SUGGESTIONS

The majority of the respondents suggested that they should need a separate Work

Life Balance policy for their organization. This will help to improve the balance

between their work and family life.

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The organization can provide more challenging assignments to the employees,

such that the involvement of the employees will be of greater intense.

The organization can enhance the medical facilities, such that the employees can

prevail the medical aids in the case of emergency.

Relationship between the employees and top management should be maintained

amicable in order to have the long term relationship.

The management should concentrate on more counseling sessions for the

employees in order to enhance the mental stability.

The management can provide the training programs for the employees in order to

work as a team.

5.3 CONCLUSION

Work Life Balance plays a prominent role in this competitive world. The

organizations that promote family-friendly workplaces have an edge when it comes to

recruitment and retention of skilled employees. Family-friendly policies need to live and

not just exist on paper. Senior management need to be role models through their words

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and actions and regularly evaluate whether these policies continue to meet employee

needs. Work Life policies are a way to support and recognize the changing needs f

employee at different points in their lives and careers to maintain proper Work Life

Balance. The employees need to set boundaries and rules and one have to try to control

the life. Time and energy are allocated to the most important thing in order to prevent

exhaustion effects.

The overall study of Work Life Balance at TTK Healthcare Ltd has conveyed that

employees in the organization are able to maintain personal life and professional life

effectively. If the organization improves the existing Work Life Balance policies and

techniques through which employees will be highly motivated and increases the morale of

their life. The feedback can make the employee to stay healthy, productive, improve job

satisfaction, work commitment and involvements towards the organization development.

This study on Work Life Balance in TTK Healthcare Ltd, Chennai explained how

the employees can manage their work and family life and also various elements of work

life of an employee at TTK Healthcare Ltd, Chennai and paved the way to balance their

work and family life

BIBLIOGRAPHY

BOOKS REFERRED:

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1. Diwivedi R.S (1979), Human Resources and Organization Behaviour, 5 th

Edition, Macmillan India.Ltd.in.2. Edwin B Flippo, (1998), Personal management, Mac Graw Hill Book

Co.Ltd.in3. Waynef Casico (2003), Managing Human Resources, 6th Edition, Mac

Graw Hill Publishing Co.Ltd.in.4. Kothari C.R (2004), Research Methodology, 2nd Edition, New Age

International Pvt.Ltd, New Delhi.5. Levin R.I & Rusin D.S (2001), Statistics for Management, 7 th Edition,

Prentice Hall of India Pvt.Ltd, New Delhi.

JOURNALS REFERRED:

1. HRM Review (2009) , The ICFAI University press. 2. Effective Executive (2009) , IUP Publications. 3. Indian Management (2009) , Business Standard Publications.

WEBSITES REFERRED:

www.worklifebalance.com

www.google.com

www.wikipedia.com

[email protected]

www.csu.edu.com

www.ttkhealthcareltd.com

A STUDY ON EMPLOYEES’ WORK LIFE BALANCE IN

TTK HEALTHCARE LTD, CHENNAI

Questionnaire

DEMOGRAPHIC DETAILS

i) Age

65

http://www.ttkhealthcareltd.com/

http://www.csu.edu.com/

mailto:[email protected]

http://www.wikipedia.com/

http://www.google.com/

http://www.worklifebalance.com/

a) Below 25 years b) 26 – 30 years c) 31 – 40 years d) Above 40 years

ii) Gender

a) Male b) Female

iii) Marital status

a) Married b) Unmarried

iv) Designation: __________________

v) Total experience

a) Below 5 years b) 5 – 10 years c) 11 – 15 years d) Above 15 years

vi) Years of experience in the company: ______________

QUESTIONS:

1) Do you generally feel you are able to balance your work and family life?

a) Yes b) No c) Don’t know

2) Indicate your satisfaction level with regard to the following factors of employee’s work life.

Factors Highly Satisfied

Satisfied Average Dissatisfied Highly Dissatisfied

Hours spent on the job

Break Hours

Work Timings

No. of Holidays

Leave Facilities

3) How many days in a week do you normally work?

a) Less than 5 days b) 5 days c) 6 days d) 7 days

4) How many hours in a day do you normally work?

a) 7 – 8 hours b) 8 – 10 hours c) 10 – 12 hours d) More than 12 hours

5) How many hours in a day do you spend on travel to work?

a) Less than half an hour b) Nearly one hour c) Nearly 2 hours d) More than 2 hours

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6) Are you satisfied regarding sharing your opinion at work place?

a) Highly satisfied b) Satisfied c) Average

d) Dissatisfied e) Highly dissatisfied

7) How often will you have refreshments drinks/snacks in a day?

a) None b) Once c) Twice d) Thrice e) More than thrice

8) Indicate your satisfaction level with regard to the following facilities which are provided by the organisation.

Facilities Highly Satisfied

Satisfied Average Dissatisfied Highly Dissatisfied

Compensation

Canteen facilities

Medical facilities

Allowances

Fringe benefits

9) Are you ever feel tired or depressed, because of work pressure?

a) Always b) Often c) Sometimes d) Rarely e) Never

10) How do you manage stress arising from your work?

a) Yoga b) Meditation c) Entertainment d) Dance

e) Music f) Others, specify ____________

11) Does the manager ask your input to make decision?


12) Do you believe that your superior style support your Work Life Balance?


13) Indicate your satisfaction level with regard the following attributes to attain the Work Life Balance.

Attributes Highly Satisfied Average Dissatisfied Highly

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Satisfied Dissatisfied

Family support

Top management

Co-workers relation

Society

14) Is team work encouraged and practised in the organization?


15) Do you have the resources that you need to do your job well?


16) Does your company have a separate policy for Work Life Balance?

a) Yes b) No c) Not aware

17) Do you feel Work Life Balance policy in the organization should be customized to individual needs?

a) Strongly agreed b) Agreed c) Indifferent

d) Disagreed e) strongly disagreed

18) Is this organization do to help you balance your work and family life?

a) Yes b) No

19) Do you think that, if employees have good Work Life Balance, the organization will be more effective and successful?


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ARUN PROJECT

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