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WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR 2
INTRODUCTION TO THE STUDY
This research is based on the Precot Meridian Pvt Ltd Walayar and Kanjikode. Purely the
research is in the field of human resource management and it is undergone through this research
on the topic “ ork life balance of omen employees in te!tile "ndustry of Palakkad #istrict.
Work $ life %alance of omen employees has become an important subject since the
time has changed from men as the bread inner to today&s orld here both men and omen
e'ually sharing the responsibility of family life. Though it is a very broad subject hich speaks
about both career development on one side and the family care on the other side( it is very
necessary to kno ho the omen balance the professional demands and domestic
compulsions. Professional life means the aim to gro and earn respect in the organi)ation and
society at large and Personal life means taking care of family( children( parents( health and
spending the leisure time effectively ith the development of educational economical and social
standards. Things have improved to a great e!tent and the role of omen in balancing their
lifestyle is less ta!ing. %ut not all omen have been able to achieve this balance( as each one of
them has different challenges to balance. Therefore only periodical research ill bring to light
the inade'uacies of the initiatives to achieve a healthy ork life balance.
*areer omen are challenged by the full$time ork and at the end of each ork day
they carry more of the responsibilities and commitments to home. Majority of omen are
orking +,$+- hours per eek and most of them are struggling to achieve ork$life balance.
Women reported that their life has become a juggling act as they have to shoulder multiple
responsibilities at ork and home. This project highlights the issues connected ith ork$life
balance of omen and the factors that determine ork life balance.
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WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR 3
1.1ORGANIZATION PROFILE
Precot meridian is one of the oldest groups hich started its mill in /-0( promoted by
1.#amodaran. Precot Meridian limited 2PML3 as incorporated in /45 in Palakkad( Kerala( to
produce cotton yarns ith an initial capacity of 5,/4 spindles. Precot Meridian limited made its
maiden issue in /45. Production of cotton yarns commenced during /4+.The Precot has
symboli)ed 6uality and Trust in the te!tile industry. With four decades of spinning e!perience
and a diverse range of products that include cotton yarns( seing threads( fabrics and garments7
Precot is one of the fe totally integrated te!tile players ith a total turnover of /, million 89
#ollars. The :roup has state of the art infrastructure facilities and skilled personnel to rise up to
customer e!pectations. The group has been accorded the status of ; by The *otton
Te!tile
%elgium( *hina( "taly( Bapan( Malaysia( Portugal( 9outh Korea( Turkey and 8.K .
Key mile stones
• Crom an initial capacity of 5(,/4 9pindles at Kanjikode( Kerala 2D$8nit3 in /4+( no
the capacity of the unit is -E(4,, spindles.
• "n /0F( the second unit 2%$8nit3 as set up at =indupur( Dndhra Pradesh ith an initial
capacity of 50(0,, 9pindles and the current capacity is 4/(5, spindles.
• "n //5( the third unit 2*$8nit3 as set up at Walayar( Kerala as a ,,G
8nit ith a capacity of 5(,/4 9pindles and the current capacity is 5-(F++ spindles.
• "n //-( an A< 8nit 2# 8nit3 as set up at Walayar adjacent to its third 8nit ith a
capacity of F++ @otors.
• "n //0( a yarn dyeing 8nit 2K 8nit3 as set up at Kolar( Karnataka to manufacture
polyester seing threads and its capacity is E tons per day.
• "n 5,,( a modern eaving plant at 9ethumadai near Pollachi as set up to manufacture
yarn$dyed fabrics.
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WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR 4
• "n Banuary 5,,+( yarn dyeing operations ere started at Perundurai( hich caters to the
needs of the 9ethumadai unit.
• "n 5,,4( Meridian "ndustries merged ith Precot Mills and the name as changed to
Precot Meridian Ltd.( and the current capacity is 44(-+ spindles.
• Precot Meridian is looking toards green poer generation and has invested in E
Windmills. These indmills cater -,G of the poer re'uirements of units located in
Tamil 1adu.
!"lity Systems
Precot Meridian being an "9A /,, certified company is focused on
providing the finest 'uality yarns and fabrics. "n order to meet customer
re'uirements and to ensure their satisfaction( Precot Meridian implemented T6M
in all the units for e!ecuting ;-9> methods of housekeeping and FM methods to
control astage of resources. 6uality 9ystem is achieved through total employee
involvement( technical "nnovation and continual improvement
#e$i%i"n In%!st$ies Limite% me$&es 'it( P$e)ot
Meridian "ndustries Limited has been merged ith Precot Mills Limited ith effect from
,st Dpril( 5,,4. Meridian "ndustries Ltd 2M"L3 hich as incorporated in the year //F as
promoted by Precot Mills Limited and around E,G of the shares of M"L ere held by the
shareholders of Precot. To have larger capacity in a single company( instead of the capacities
being spread over in to companies having common shareholders( the merger as proposed.This has been approved by the =igh *ourt of Madras vide its order dated F,th Dugust and st
9ept( ,4. Ds per the scheme of Merger( the shareholders of M"L are entitled for one share of
Precot for every to shares of M"L. Dccordingly the share certificates of Precot ere dispatched
in #ec( ,4 to those shareholders ho have surrendered the certificates of M"L. 9hareholders of
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WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR 5
M"L( ho are yet to claim the certificates of Precot can( do so by sending the M"L certificates
along ith the folloing application duly filled in to the registrars.
Co$*o$"te + Cent$"l o,,i)e
*orporate office is situated at “9upremH P.% 1oI E4EFE( Pulikulam @oad( *oimbatore$
4+ ,+-.*orporate office deals ith ra material purchase( testing( approval and allotment to
group mills. "n addition to that finali)ation of sales contract( approval of production$planning(
policy decisions etc. are also taken at corporate office.
A-Unit
8nit D is located at Kanjikode est( Palghat( Kerala and as established in the year
/4+.the area used is 5 =ectors surrounded by - =ectors of its on land. Present 9pendlage of
the Cactory is -E4,,(orking 5+ hours in a day and E days in a eek and 9pinning =osiery
yarns( arp and eft yarns and doubled yarns counts ranging from F,s to ,,s combed and
cradle varieties. Dll are ring spun yarns only.
-Unit
% unit is at Kodigerahalli( =.9.Mandir( =indupur2post3(Dndra Pradesh and on
established in the year /0F.Mill is located in an area of around - =ectars. Present installed
capacity of the mill is E5,,, spindles engaged in manufacturing of ring spun yarn and orking
5+ hours a day and E days a eek continuously.
C-Unit
*$8nit is at *handrapuram( Walayar #am 2post3( Palghat 2#ist3( Kerala. 8nit as
established in the year //5.Cactory is build up in an area of /4,, s'uare meter. Present
spindlage of the unit is 5+E5, company produces yarn ranging beteen 5,s 1e to +,s 1e in both
,,G *otton *ombed varieties to suit different end uses. Dt present the yarn produced from the
mil is being idely used for knitting 2%anians and Knitear3.
D-Unit
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WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR 6
#$8nit is situated at *handrapuram( Walayar #am 2post3( Palghat 2#ist3( Kerala and
as established in the year //-. This is located in an area of around -.F =ectors. Present
capacity of the factory is F++ rollers( manufacturing yarn ranging beteen 4,s 1e in both ,,G
*otton and Processed astes in carded and combed varieties to suit different end uses. Dt present
the yarn produced from the mill is being idely used for "ndustrial fabrics and bed sheets.
A/o!t P$e)ot C
. Counder of the :roupI 9ri.J.1 @amachandran 2Late3 9ri.1.#amodaran
5. *hairman Managing #irectorI 9ri.#.9arath *handran
F. 9tarting of the MillI Banuary /5
+. Total 9pindles "nstalledI 5+500 9pindles 25F,-43
-. @a$materialI *otton and Polyster staple fiber
4. *ount of yarn processedI 5,s to +,s cotton combed knitting yarn
E.
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WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR 7
S(i,t Timin&s P$e)ot C
Morning $ 0.,, DM to +.F, PM $ " shift
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• 9"*>s 9upervisors are present in all shifts to manage orkers.
• "n all shifts shift supervisor 9"* ill be these to look after the shift.
• 8niform is 9upplied to all operatives and non O Aperatives.
1.2 RESEARCH PROLE# STATE#ENT
"ndian families are undergoing rapid changes due to the increased pace of urbani)ation
and moderni)ation. "ndian omen( ho belong to all classes( have entered paid occupations.
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WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR 9
Most studies regarding married omen ho are employed( in "ndia have reported economic need
as being the primary reason given for orking.
The present study is an attempt to investigate the various factors hich affect the ork
sphere and personal life of omen orking( causing undue stress in Te!tile "ndustry( in this
sector more number of employees are females( some of them are contract orkers( and others are
permanent employees. "n precot meridian( a severe problem faced in the past 5 years is that the
omen employees dissatisfaction in ork. The ork is done in three shifts here the employees
need to ork in night shifts too. The health problems from inhaling of the cotton particles may
also affect the orker>s daily life. The tension employees feel both physically and mentally
ould affect their personal life.
With the help of labor elfare officer e find the problem( “difficulty of employees to
balancing the ork personal lifeH. The situation demands a study hether the omen
employees are really struggling to balance their ork and the personal life and if yes hat are the
reasons hich causes an imbalance.
1.3 O4ECTI5ES OF THE STUDY
• To st!%y t(e *$o/lems ,")e% /y t(e ,em"le em*loyees in /"l"n)in& 'o$ li,e "t
P$e)ot #e$i%i"n Limite%.
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WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR 1
• To no' '(et(e$ t(e ,em"le em*loyees "$e /"l"n)in& t(ei$ 'o$ "n% *e$son"l li,e.
1.6 RESERCH #ETHODOLOGY
POPULATION7
• The employees of P@
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• *onvenient 9ampling method is used in collecting information from the employees
SECONDARY DATA
• 9econdary data are those hich are collected from the maga)ines( booklets( ebsites etc.
STATISTICAL TOOLS USED
• 9imple percentage method
• "t as initially done to edit and tabulate data collected through 'uestionnaire
Percentage of respondents 1umber of respondents ,,
Total respondents
1.9 LI#ITATIONS OF THE STUDY
• Anly regular employees ere taken into account for the study
• "ncorrect opinion e!pressed by the respondents may affect the outcome of findings.
• The survey is purely based on the opinion of employees( hich may be biased at times.
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CHAPTER 2
RE5IE0 OF LITRATURE
RE5IE0 OF LITRATURE3 Dccording to PD@D98@DMD1 9TDMM
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WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR 13
balance ork and life by omen employees( percentage of employees ho have access to
some form of fle!time&.
53 T=< 981#DN T"M
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Women devote more hours per eek than men to non$ork activities such as
*hild care( eldercare and are more likely to have primary responsibility for
unpaid labor such as domestic ork.
E3 WA@L# 9A*"DL"9T Working omen. Cinally( the paper concludes ith discussions on possible
orkplace reforms hich may have an impact on omen&s ability to balance
ork and family responsibilities.
/3 9A8@*s e!posure to educational opportunities is substantially
higher than it as some decades ago( especially in the urban setting. This has opened ne vistas(
increased aareness and raised aspirations of personal groth. This( along ith economic
pressure has been instrumental( in influencing omen>s decision to enter the ork force. Most of
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employed married omen in "ndia( reported that economic need as being the primary reason
given for orking 2 9rivastava( /E0I @amanna and %ambaale( /0+3.
Women>s employment outside the home generally has a positive rather than negative
effect on marriage. *ampbell et.al.( 2//+3 studies the effects of family life on omen>s job
performance and ork attitudes. The result revealed that omen ith children ere significantly
loer in occupational commitment relative to omen ithout children( contrary to the
e!pectation( omen ith younger children out performed omen ith older children.
Makoska 2//-3 studied psychosocial determinants of stress and ell being among orking
omen. The significance of the ork related stressors as evidently greater than that of the
stressors associated ith the family function( although the relationship beteen family
functioning( stress and ell$being as also significant.
9uper 2/0,3 identified si! common life$roles. =e indicated that the need to balance these
different roles simultaneously is a reality for most individuals at various stages throughout their
lives. @ather than folloing a transitional se'uence from one role to another( omen are re'uired
to perform an accumulation of disparate roles simultaneously( each one ith its uni'ue pressure
2Kopp and @u)icka( //F3 multiple role$playing has been found to have both positive and
negative effects on the mental health and ell$being of professional omen. "n certain instances
omen ith multiple roles reported better physical and psychological health than omen ith
less role involvement. "n other ords( they cherished motivational stimulation( self esteem( a
sense of control physical stamina( and burst of energy 2#oress$Worters( //+3. =oever(
multiple roles have also been found to cause a variety of adverse effects on omen>s mental and
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physical health( including loss of appetite( insomnia( overindulgence( and back pain 2 =uges and
:linsky( //+3.
2.1 0ORK-LIFE ALANCING OF 0O#EN E#PLOYEES
Work $ life %alance of omen employees has become an important subject since the
Time has changed from men as the bread inner to today&s orld here both men and omen
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time ork and at the end of each orkday in a private concern7 they carry more of the
responsibilities and commitments to home. Majority of omen are orking +,$+- hours per
eek and most if they are struggling to achieve Work$life balance. Women reported that their life
has become a juggling act as they have to 9houlder multiple responsibilities at ork and home.
This project highlights the issues connecteith ork life balance of omen and the factors that
determine ork life balance.
2.2 0HAT IS 0ORK LIFE ALANCE:
Work$life balance is the e!tent to hich individuals are e'ually involved in and 9atisfied
ith their organi)ational role and their family role. %y definition ork life balance is Dbout
people having measure of control over hen( here and ho they ork .There is a vie that
ork life balance only in the frameork of hat the company does for the individual. The coreof ork life balance could also be summed as achievement ith enjoyment. D healthy ork life
balance is very essential for a professional to be productive and successful. To achieve this
success it is very important that she sets her priorities as per her needs but( keeping in mind the
demands of her profession and her family. Most important is that she needs to ork as per her
planned schedules and achieve her targets on time so that she does not mess up her duties.
The data is divided into three heads. They are as follosI$
i. =ealth related
ii. Camily related
iii. Work related
i. =ealth related factors
Cour ellbeing areas ere identified that affect omen orking areI$
=ealth related
Physical health #igestive health :ynec health Psychological health
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ii. Camily related factors
The to factors that influence omen orking in family sphere areI$
Camily related
Camily life Work life balance
iii. Work related factors
Three major factors that affect omen orking identified areI $
Work related
Bob security Work culture 9tatus and relations
The folloing fe tips ould help her achieve her goal.
• Cirst and foremost she needs to have a thorough understanding of her priorities to decide
about things that she can and cannot give up.• Dareness also calls for understanding her current position( her ork and family
environment and the resources available for her to ork toards her goal.
• =er goal needs to be realistic and achievable and the steps to achieve it have to be 9mart.
• 9he need to have an understanding for her strengths and areas of improvement and should
be open to ask for help and assistance here ever re'uired. 9he should be illing to share
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her vies and take suggestions from other members and also from other online resources
and build up her capabilities
• Dll through her dealings she needs to have a regular check on her values and Principles
and monitor herself from time to time.
• 9he needs to design schedules in such a manner that she has sufficient time for her family
and other social calls. 9he should make sure that she does not neglect either of them
profession and family in the bargain.
• 9he should keep herself updated on the latest technologies and improvements and utili)e
the same for her professional or personal groth.
• Time is premium and management of time should be her utmost skill.
• 1eeds to have a regular monitoring of her performance and improve on areas as and
hen re'uired.
2.3 0ORKLIFE ALANCE IN INDIA
Times have changed. 8nlike the old situation no both men and omen are doing
almost the same job at the ork place( but the drastic situation is still a major proportion of
husbands are just supervisors at home( hich makes the life of orking omen more miserable.
Dlthough( over the years omen in "ndia have struggled to establish an identity create
a mark in the organi)ational platforms and our society( but ith our present educational system
and ide open opportunities more and more omen tend to enter professional careers hich
have drastically changed the scenario.
"n fact( beteen // and 5,, female employment in "ndia on the hole( have increased
by F.4G per annum. Within the professional orld( hich reflects "ndia&s small but groing
middle class more than the country as a hole( the phenomenon of "ndian omen Qbreaking
through the glass ceilingQ is perhaps more muted.
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WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR 2
ork( regardless of gender prohibits gender discrimination in hiring practices3( the so$called
Qglass ceilingQ is perhaps still very prevalent ithin organi)ations.
Work life and private life are intertined for a vast majority of "ndian orkforce as
significant technological development has created a 5+!E intrusion in the private lives of
employees( says a study. Dccording to Ma Coi @andstad Work monitor 9urvey 5,5 Wave (
there is a definite challenge for employees in "ndia in handling ork$life balance.
QTechnology has increased ork efficiency to a large e!tent( but the donside is that it
has also simultaneously created a 5+E intrusion in the private lives of employees(Q Ma Coi
@andstad M# and *
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and provides comprehensive understanding of the job market sentiment and trends relating to the
employment market.
Women have a number of roles that they play throughout their life. Work$life conflict
occurs hen time and energy demands imposed by the diverse roles cannot be efficiently met ( as
participation in one role is made increasingly difficult by participation in another. #uring the past
decade( in "ndia the environment for multinational corporations has been 'uite volatile( ith
numerous challenges for the firms operating in this arena. =oever( throughout this period there
have emerged a number of corporate omen ho have been recogni)ed for their contributions to
organi)ational e!cellence and leadership despite the environmental fluctuations. %ut invariably
even fe years back omen poer ere not so elcome to hold and glorify the top positions of
different corporate houses. #ue to the "ndian social structure( prejudices and myths omenemployees used to face barriers hile climbing up the corporate ladder. %ut omen poer has
been proved and they succeeded in overcoming those barriers and made major contribution
toards organi)ational e!cellence.
2.6 0HY 0ORK LIFE ALANCE IS I#PORTANT TO 0O#EN:
Today&s career omen are continually challenged by the demands of full$time orkand hen the day is done at the office( they carry more of the responsibilities and commitments
to home. The majority of omen are orking +,$+- hours per eek and -FG are struggling to
achieve orklife balance. Women reported that their lives ere a juggling act that included
multiple responsibilities at ork( heavy meeting schedules( business trips( on top of managing
the daily routine responsibilities of life and home. Q9uccessfully achieving orklife balance ill
ultimately create a more satisfied orkforce that contributes to productivity and success in the
orkplace.Q
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CHAPTER -3
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ANALYSIS AND INTERPRETATION
3.1 AGE GROUP
T"/le No7 3.1
SCALE NO.OF RESPONDENTS PERCENTAGE ; 1>>
3.1A AGE GROUP
C("$t No7 3.1A
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!"#$% 3& 33'
31(4& 3'
)*+$ 4& 38'
age
INTERPRETATION
F0G of the sample as in the age region of above +,. 8nder F, ere F5G and F$ +, have the
percentage of F,G. This shos that te!tile industry is encouraging the participation of omen in
their affairs from earlier days itself and still continuing the same. There are no gender differences
in office affairs of the Precot Meridian.
3.2 NU#ER OF CHILDREN THEY HA5E
T"/le No7 3.2
SCALE NO.OF RESPONDENTS PERCENTAGE ; 1>>
F.2A NU#ER OF CHILDREN THEY HA5E
C("$t No7 3.2A
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NOT YET& 13'
ONLY 1 CHILD& 38'2 CHILDREN& 43'
3 - ABO.E& 8'
CHILDREN
INTERPRETATION
Dlmost all omen surveyed ere married and have children. 5.-G said that they not yet have
children. FE.-G said that they have only one child( +5.-G said that they have to children and
remaining E.-G have three or more children. They are aare about the importance of family
planning there as only having F omen said that they have more than F children. Crom this e
can understand that they are giving importance to financial stability of the family.
3.3 PLENTY OF SLEEP
T"/le No7 3.3
SCALE NO.OF RESPONDENTS PERCENTAGE ; 1>>
3.3A PLENTY OF SLEEP
C("$t No7 3.3A
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R$/!0)%0& 75'
O)+")00& 18'
N+ ) )00& 8'
SLEEP
INTERPRETATION
9leep is an important factor in everyone>s life. "t is an indicator of mental and health ellness.
E-G said that they are regularly getting sleep. E.-G said that they are only getting plenty of
sleep occasionally. %ut E.-G said that they are not at all getting plenty of sleep. 9ince the
majority is regularly sleeping ell e can>t say that the job dissatisfaction is the reason for that.
"t may be because of the tension about the family or may because of any health issues.
3.6 CANCELLATION OF HOLIDAYS DUE TO 0ORK
T"/le No7 3.6
SCALE NO.OF RESPONDENTS PERCENTAGE ; 1>>
3.6A CANCELLATION OF HOLIDAYS DUE TO 0ORK
C("$t No7 3.6A
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R$/!0)%01& 8'
O)4+")001& 25'
N+ ) )00& 68'
CANCELLATION OF HOLIDAYS DUE TO WORK
INTERPRETATION
40G said that they are not cancelling their holidays or cut short the holidays due to the ork.
5-G said that they are occasionally cancelling the holidays but EG said that they are regularly
cut short the holidays due to the ork. *ancelling and cut short the holidays are mainly
depending upon the nature of the ork they are doing. "f they on the higher positions they may
ant to cancel the holidays( because those positions have that much responsibility.
3.8 ENOUGH TI#E TO GI5E #YSELF
T"/le No7 3.8
SCALE NO.OF RESPONDENTS PERCENTAGE ; 1>>
3.8A ENOUGH TI#E TO GI5E #YSELF
C("$t No7 3.8A
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WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR 28
R$/!0)%0& 2'
O)+")00& 48'
N+ ) )00& 33'
ENOUGH TIME TO GIVE MYSELF
INTERPRETATION
5,G said that they are regularly caring about themselves here as +EG said that they are only
occasionally caring about them. %ut FFG said that they are not at all getting time to spend for
themselves. The main aims of this 'uestion as to kno ho much time each of them are
spending for themselves. Crom that e found that most of them are less bothered about their
e!ercise( hobbies( sports and themselves.
3.9 SATISFACTION 0ITH THE HEALTH CARE PRO5ISIONS
T"/le No7 3.9
SCALE NO.OF RESPONDENTS PERCENTAGE ; 1>>
3.9A SATISFACTION 0ITH THE HEALTH CARE PRO5ISIONS
C("$t No7 3.9A
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WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR 29
Y$& 7'
N+& 3'
SATISFACTION WITH THE HEALTH CARE PROVISIONS
INTERPRETATION
E,G informed that they are satisfied ith the health care provisions of the company hile
F,G informed that they are not satisfied ith the health care provisions of the company.
*ompany is providing medical reimbursement and recreational facilities to its employees. Dt this
time company can conduct a discussion ith its employees and hear the suggestions from them if
the company feels that they are beneficial to both of them( it can be implemented. An the other
hand company may give solutions for the orries of their employees.
3.? I HA5E TO TAKE #Y 0ORK HO#E
T"/le No7 3.?
SCALE NO. OF RESPONDENTS PERCENTAGE
Dgree Partially 5E.-Dgree Cully 0 5,
#isagree Partially + ,
#isagree Cully E +5.-
TOTAL 6> 1>>
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WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR 3
3.?A I HA5E TO TAKE #Y 0ORK HO#E
C("$t No7 3.?A
A/%$$ )%)00& 28'
A/%$$ !00& 2'
D)/%$$ P)%)00& 1'
D)/%$$ F!00& 43'
I HAVE TO TAKE MY WORK HOME
INTERPRETATION
Where +FG of the surveyed disagreed ith the statement( 5EG agreed partially( 5,G agreed fully
on that. The intention behind asking this 'uestion as to kno hether omen employees are
taking the burden of ork to their home and then postpone their personal ork to do the office
ork. 9ince almost half of the employees ere on the opinion that they do not have to take theork home it is a good sign that they don>t feel the ork as disturbing their personal life.
3.@ 0ORRY AOUT 0ORK AFTER 0ORK HOURS
T"/le No7 3.@
SCALE NO. OF RESPONDENTS PERCENTAGE
Dgree Partially , 5-
Dgree Cully 54 4-
#isagree Partially 5 -
#isagree Cully 5 -
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WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR 31
TOTAL 6> 1>>
3.@A 0ORRY AOUT 0ORK AFTER 0ORK HOURS
C("$t No7 3.@A
A/%$$ P)%4)001& 25'
A/%$$ F!001& 65'
D4)/%$$ P)%4)001& 5'
D4)/%$$ F!001& 5'
WORRY ABOUT WORK AFTER WORK HOURS
INTERPRETATION
4-G of the employees told that they had to carry the tension from the ork to their personal
space even after the orking hours.5-G partially agreed and ,G agreed partially and fully on
the statement. "t as asked that hether the employees have to carry their mental strain and
orries from the ork even after they finish their orking hours( majority of the respondents
agreed fully on that statement.
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C("$t No7 3.A
A/%$$ )%)00& 43'
A/%$$ !00& 33'
D)/%$$ !00& 8'
D)/%$$ )%)00& 18'
WORK IS REWARDING
INTERPRETATION
E+G of the employees intervieed are partially or fully agreed that they are getting reards
according to their job and responsibilities.E.-G disagreed partially to the statement and E.-G
disagreed fully. =ere e can see that almost all employees think that their ork is rearding and
at times they are all get benefited from it. %ut the amount of satisfaction that they are getting
from job is differing from one person to another.
3.1> ORGANIZATION PRO5IDES SUFFICIENT LEA5E
T"/le No7 3.1>
SCALE NO.OF RESPONDENTS PERCENTAGE
; 1>>
3.1>A ORGANIZATION PRO5IDES SUFFICIENT LEA5E
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C("$t No7 3.1>A
A/%$$ )%4)001& 3'
A/%$$ !001& 3'
D4)/%$$ !001& 33'
D4)/%$$ )%4)001& 8'
ORGANIZATION PROVIDES SUFFICIENT LEAVE
INTERPRETATION
Dround 4,G of the employees intervieed says that they are not getting enough leaves.F5G of
the employees are fully satisfied ith the number of leaves provided and 0G partially feels they
are given sufficient leaves. The only part is that some are strongly agrees on the statement and
some partially. This opinion is because the employees feel they miss a lot of personal functions
and responsibilities. There is also portion of employees saying that they are satisfied ith the
leaves provided by the organi)ation
3.11 CO#PANY HAS PRO5ISIONS FOR DEPENDENTS
T"/le No7 3.11
SCALE NO.OF RESPONDENTS PERCENTAGE ; 1>>
3.11A CO#PANY HAS PRO5ISIONS FOR DEPENDENTS
C("$t No7 3.11A
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A/%$$ )%4)001& 23'
A/%$$ !001& 3'
D4)/%$$ !001& 75'
COMPANY HAS PROVISIONS FOR DEPENDENTS
INTERPRETATION
E-G said that there is no such provision and 5FG are partially agreeing that there is provision.
Anly one person 25.-G3 agreed the statement that the company has provisions for dependents.
=ere e can see one thing that provisions for childcare and dependents are comparatively loer.
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WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR 35
A/%$$ )%)00& 48'
A/%$$ !00& 45'
D)/%$$ !00& 5'
D)/%$$ )%)00& 3'
ABLE TO BALANCE FAMILY & WORK LIFE
INTERPRETATION
Crom the survey e can find +-G are saying that they are balancing their ork and family life.
+E.-G are saying that they are partially balancing. -G says that they are not able balance it.
9ince ,,G of the employees are not thinking that they are not able to balance their ork and
personal life( e cannot say that +-G is a good number. 1umber of employees ho are
balancing their ork and family life should increase more.
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WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR 36
CHAPTER-6
FINDINGS AND SUGGESTIONS
SU##ARY
The study on the ork life balance among the female employees Precot Meridian Limited
Walayar( Palakkad( as ith the objective to kno hether the female employees are balancing
their ork life and to kno about the problems faced by them. Primary data is collected from +,
female employees orking in Precot Meridian Limited under various departments and secondary
data collected from the various reports in the maga)ines( journals and company ebsite and
other internet sources
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WORK LIFE BALANCE OF WOMEN EMPLOYEES IN PRECOT MERIDIAN LIMITED, WALAYAR 37
The scope of the study is that the ork life balance plays a vital role in measuring the job
satisfaction. Main limitations ere the time allotted to the study and the fear of employees to
openly deliver their opinions. *ensus survey as conducted to gather the information.
6uestionnaire as the tool used to get the information. Percentage method is used here for the
analysis.
Cor collecting the information the 'uestions ere organi)ed under four heads. They are
demographic( self $health care( and arrangement by the company ere the various sections. Cirst
three sections ere again sub classified into analysis of personal life and the ne!t one as sub
classified into analysis of ork life. The facts hich ere found in the study and the
recommendations hich can be given from the study are discussed belo.
FINDINGS
. The Precot Meridian in Palakkad is encouraging the participation of omen
employees from its inception time itself.
5. There are omen employees of different age group 5F to above +, years old. There is
almost an e'ual proportion of different age groups. Table$ +.
F. Most of the employees are married and have children and family to look after.
+. Majority of them getting plenty of sleep since they are residing nearby.
-. Larger part of the employees never feel that they had to cancel their holidays for
ork. They are of the opinion that orking days are enough to complete their job.4. Most of them are giving less importance to self health care.
E. They are satisfied ith the health care provisions.0.
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. They are completing their tasks from the office itself but in sometimes they ant to
take the ork to the home. Mostly the Affice bearers and management level
employees had to take their ork home.
5. They feel that their job is rearding to them but it>s doesn>t give much scope for
creativity.F. 1ear to half of the population said that they are able to balance their ork life fully(
and fifty percentages of employees says that they are partially balancing the ork and
personal life.
8.3 RECO#ENTATIONS
. Participation of families at the time of festival celebrations. "t ill increase the loyalty
of employees toards the organi)ation.
5.
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IILIOGRAPHY
oos
. @ecords and manuals( Malabar cements limited.
5. #r. *.@. Kothari( “ Research methodology”( 1e age international publishers( second
edition( Near$ 5,,+( isbn 055+-55/
4o!$n"l
. Dratharaj J J( “work life balances a source of job satisfaction- an exploratory study on
the view of women employees in service sector”, international journal of
multidisciplinary research( vol.5( issue F( "991 55F -E0,
0e/sites
. Krishna @eddy 1( “work life balance among married women employeesH( "ndian journal
of psychological medicine( httpI.ncbi.nlm.nih.govpmcarticlesPM*F55-+0
5. #r. Piage =all 9mith( “research explores work/life balance for employees”,
LEAD COLLEGE OF MANAGEMENT DHONI
http://www.ncbi.nlm.nih.gov/pmc/articles/PMC3122548/http://www.ncbi.nlm.nih.gov/pmc/articles/PMC3122548/http://www.ncbi.nlm.nih.gov/pmc/articles/PMC3122548/
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httpIure.uncg.eduprodnescampus$nessmiths$research$e!plores$orklife$balance$
for$employees
F. Lakshmipriya ( “work life balance of women employees”(
httpI.indianmba.comAccasionalRPapersAP0Fop0F.html
UESTIONNAIRE
The research study on the topic “D 9T8#N A1 "MPD*T AC WA@K A1 CDM"LN L"C< DMA1: WAM
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• Dbove 0 years
Se)tion 27 Sel, (e"lt( "n% )"$e
. " ge t p le nt y o f s le ep
• @egularly
• Accasional ly
• 1ot at al l
5 . " cance l ho l idays o r cut t hem shor t due t o ork • @egularly
• Accasional ly
• 1ot at al l
F . " have enough t ime to give mysel f( e!erc i se( hobbies and spor ts
• @egularly
• Accasional ly
• 1ot at al l
+ . " am sat i s f ied i th the heal th care provis ions provided by my company
• Nes
• 1o
Se)tion 37 Im*")t o, 'o$-l i ,e
. " cance l hol i days o r cu t t hem shor t due to ork
• " agree part ial ly
• " agree ful ly
• " disagree ful ly
• " disagree part ial ly
5. " have a lo t of orkload in my present job. " have to take my ork home
• " agree part ial ly
• " agree ful ly
• " disagree ful ly
• " disagree part ial ly
F . " orry abou t ork af t er ork ing hour s• " agree part ial ly
• " agree ful ly
• " disagree ful ly
• " disagree part ial ly
+ . My ork i s s a ti s fying and reard ing
• " agree part ial ly
• " agree ful ly
• " disagree ful ly
• " disagree part ial ly
9e)t ion 67 A$$"n&ement /y t(e )om*"ny
. My organi)at ion provides addi t ional l eave for fami ly emergencies and events .
• " agree part ial ly
• " agree ful ly
• " disagree ful ly
• " disagree part ial ly
5. My organi)at ion provides f le!ible orking hours .
• " agree part ial ly
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• " agree ful ly
• " disagree ful ly
• " disagree part ial ly
F. My company has provis ions for chi ld care and dependents
• " agree part ial ly
• " agree ful ly
• " disagree ful ly
• " disagree part ial ly
+. :eneral ly " fee l ( " am able to balance my ork and fami ly l i feS
• " agree part ial ly
• " agree ful ly
• " disagree ful ly
• " disagree part ial ly
THANK YOU FOR YOUR TI#E