Specialization project on
“A study of Work-life balance and its impact
on employee‟s productivity”
Submitted in partial fulfilment for the award of the degree of
Master of Management Studies (MMS)
(Under University of Mumbai)
Submitted by
Pankaj J. Shukla
(Roll no. :-MB/A/107)
Under the guidance of
Prof. Snehal Pawar
2016-18
SAS INSTITUTE OF MANAGEMENT STUDIES

CERTIFICATE
This is to certify that project titled “A study of Work life balance and its
impact on employee’s productivity” is successfully completed by Miss.
Pankaj J. Shukla during the fourth Semester, in partial fulfilment of the
Master‟s degree in Management Studies recognized by the University of
Mumbai for the academic year 2016-18 through SAS Institute of
Management Studies. This project is original work and not submitted
earlier for the award of any degree /diploma or associateship of any other
University/Institution.
Date: _____________
Signature of the Guide: Signature of the Director:
College Seal:

DECLARATION
I hereby declare that this Project Report submitted by me to the SAS
INSTITUTE OF MANAGEMENT STUDIES (Mumbai University) is a
bonafide work undertaken by me and it is not submitted to any other
University or Institution for the award of any degree diploma/certificate or
published any time before.
Name: Pankaj J. Shukla
Roll no. : MB/A/107 Signature of the Student:

ACKNOWLEDGEMENTS
I am extremely grateful to the University of Mumbai for having prescribed
this project work as a part of academic requirement in the SAS Institute of
Management Studies (MMS) course.
I wish to appreciate the management and staff of SAS institute of
management studies for providing state of art infrastructure and resources.
I wish to express a special thanks to my project guide Miss Snehal Pawar
ma‟am without her guidance the project may have not taken shape and a
sincere thanks to Director of the college “Bhagesh Sankhe sir” for his
continuous assistance and motivation.
Finally I would like to thanks all those who have directly or indirectly
helped me towards the execution of this project with full sincerity.
Sincere thanks to all.
PANKAJ J. SHUKLA

TABLE OF CONTENTS
Chapter No. Contents Page no.
1 Introduction 1-3
1.1 Background of the study 1
1.2 Problem Statement 1-2
1.3 Objectives of the study 2-3
1.4 Scope of the study 3
1.5 Limitation of the study 3
2 Review of literature 4-5
Company profile 6-11
3 Methodology of research 12-13
3.1 Research method 12
3.2 Research design 12
3.3 Population of the study 12
3.4 Sample frame 12-13
3.5 Sampling technique 13
3.6 Types of data 13
4 Results/Data analysis and
interpretation
14-35
5 Discussions/Findings 36-37
6 Conclusion 38-39
7 Recommendation 40-41
7 Bibliography 42-43
8 Annexure 44-48

1
Chapter 1
Introduction
Work-life balance is one of the far more discussed topic in today‟s world
where there is an increasing demand of quality life and at the same time
deliver quality services and fantastic products to their customer‟s. Work-
life balance is a concept which involves proper prioritization of work i.e.
Career, ambition, passion of a person and his/her lifestyle which includes
health, family, leisure, fun, pleasure etc. The expression “work-life
balance” was initially used in United Kingdom in late1970s to explain the
balance between an individual‟s work and his/her personal life. In today‟s
world Work-life balance has become one of the most important concerns
both for employees and employers. Work-life balance is all about
managing the personal and professional life by doing proper adjustments
and understanding.
1.1 Background of the study:-
Work-life balance is a concept which deals with maintaining proper
balance between professional and personal life. Now-a-days it has become
an important concern for maintaining proper balance between career and
family life. Various researches had been conducted earlier on work-life and
its impact on employee‟s productivity. My objective behind this study is to
find out the various challenges faced in maintaining work-life balance and
what are the factors affecting work-life balance which ultimately affects
the productivity of employees. Increase in employee‟s absenteeism,
increasing attrition rate, poor quality of work, etc. in small-scale industry
has forced me to put a lot of thought on this topic in order to come up with
some solution such as flexible working hour, work from home policy,
leaves, family holiday package etc. in order to maintain a proper balance
between personal and professional life.
1.2 Problem statement
Due to increasing and changing demand, preference, choice, habit, taste,
preference of customers, employees spend more time on work and and
less time with their family which ultimately deteriorate health and work
performance resulting job stress, anxiety and depression. On the other hand

2
employees do not spend quality time with their family due to more
workload which results in family issues like divorce, conflicts etc. that
ultimately affects the productivity of employees.
Lack of work flexibility, high work pressure and longer working hours are
stressing out many small-scale industrial workers, reducing their job
performance and productivity as well as causing broken homes so there is
growing concern that the quality of home and community life is
deteriorating. These have resulted to poor employee input and performance
at his or her job place, because an employee, who finds it difficult to
properly balance his or her family life, tends to also have difficulties
managing tasks at his or her workplace, therefore resulting in poor
employee performance and employee morale.
1.3 Objectives of the Study
The objective of the study is to examine various factors that are inter-
related with each other and has an impact on the work and life of an
individual employee which ultimately has an impact on the productivity
due to increasing working hour, lack of flexibility, inability to improve
one‟s skill, inability to acquire competency or talents which are required
for efficient and effective production in today‟s world.
Following objectives will be pursued through this study:-
1. To identify various work-life balance challenges faced by
employees of small-scale industry.
2. To evaluate various factors of work-life balance that has an
impact on the productivity of the employees of small-scale
industry.
3. To identify which factor of work-life balance has more impact on
employee‟s productivity.
4. To determine the various ways of enhancing and maintaining
proper balance between work and life of an employees.
5. To find out proper solution for maintaining the productivity of
employees.
6. To identify the influence of stress on employees productivity.
7. To study the influence of job stress on employees personal life.

3
8. To determine the various conflicts arising between personal and
professional life.
9. To identify the commitment of employees towards work due to
work and family conflict.
1.4 Scope of the study:-
The scope of the research work-life balance and its impact on employee‟s
productivity will be limited to small-scale industry such as SK industry and
Anupharma chem. The population of workers altogether are 40. The
research will rely on the SK industry for vital information including data
for the study through the sampling technique. This is done through
questionnaire. The depth of the information required for the research is to
determine the effect of Work life balance and Employee productivity in
small-scale industry.
1.5 Limitation of the study:-
This study contains some limitation. The concept of work-life balance is
complex and difficult to tackle in a small-scale industry. It is different for
every individual. There is problem in collection of information from
employees due to lack of understanding of work-life balance concept and
misinterpretation of data interpreted in questionnaire. Some employees
were not willing to disclose information about their personal and
professional life. There was lack of consistency in responses of the
respondents which is another limitation of this study.

4
Chapter 2
Review of literature
The origins of research on work-life balance can be traced back to studies
of women having multiple roles. Barnett and Baruch (1985) investigated
the psychological distress connected to the balance of rewards and
concerns generated by individual women‟s multiple roles as paid worker,
wife and mother. They found that positive role quality more rewards than
concerns experienced in a given role was related to low levels of role
overload, role conflict and anxiety. Based on their research, Barnett and
Baruch defined role balance as a “rewards minus concerns” difference
score which could range from positive to negative values.
Over the past two decades, various studies on work-life balance practices
have been conducted and have been discussed in publications representing
a number of different academic disciplines – economics (e.g., Johnson &
Provan, 1995; Whitehouse & Zetlin, 1999), family studies (e.g., Hill,
Hawkins, Ferris, & Weitzman, 2001; Raabe, 1990), gender studies (e.g.,
Nelson, Quick, Hitt, & Moesel, 1990; Wayne & Cordeiro, 2003), industrial
relations (e.g., Batt & Valcour, 2003; Eaton, 2003), information systems
(e.g., Baines & Gelder, 2003; Frolick, Wilkes, & Urwiler, 1993),
management (e.g., Konrad & Mangel, 2000; Perry-Smith & Blum, 2000),
social psychology (e.g., Allen & Russell, 1999; Hegtvedt, Clay-Warner, &
Ferrigno, 2002), and sociology (e.g., Blair-Loy & Wharton, 2002; Glass &
Estes, 1997). The most common approach is to view work-life balance
practices through a business case lens: that is, by offering these practices,
organizations attract new members and reduce levels of work-life conflict
among existing ones, and this improved recruitment and reduced work-life
conflict enhance organizational effectiveness.
A review of the literature, however, questions this purported link between
work-life balance practices and organizational effectiveness. The majority
of studies investigating the outcomes of work-life practices do not measure
work-life conflict, and thus cannot support this proposed mediated
relationship (Eby, Casper, Lockwood, Bordeaux, & Brinley, 2005). The
mechanisms by which the provision of work-life practices affects both
employee behaviour and organizational performance remain unclear and

5
under-researched (Allen, 2001; Schutte & Eaton, 2004). The results of a
number of studies reviewed in this paper appear to suggest that work-life
balance practices do not necessarily influence levels of employee work-life
conflict, but instead improve organizational performance via other routes,
such as reduced overheads in the case of employees working from home,
improved productivity Work-Life among employees working at their peak
hours, or social exchange processes arising from perceptions of
organizational support (e.g., Allen, 2001; Apgar, 1998; Shepard, Clifton, &
Kruse, 1996).
This study examines the literature to identify the various ways in which
organizational work-life practices may influence organizational
performance. Using a wide range of studies from a variety of disciplines,
the empirical support available for the link between work-life practices and
organizational performance at both the individual and organization level of
analysis is reviewed. Integrating the literature in this fashion provides us
with important new insights regarding potential moderators and mediators
of the link between work-life practices and organizational performance,
and suggests new research questions that may further enhance our
understanding of how (or if) this link operates.

6
Company Profile
Established in the year 2009 under the guidance of Mr. S K Salunkhe
M.Sc., MBA Mktg who has technical experience of 15 years, we, Anu
Pharmachem, are a reputed name in the manufacturing and supplying of
superior quality of industrial chemicals. The chemicals manufactured by us
are well established globally for their supreme quality, exact work, longer
projection life and efficiency. These are extensively used across a number
of industries such as medical, pharmaceuticals, chemical and many others
Companies.
Our organization confidently consider in preserve best possible quality,
cost efficiency and timely delivery of the shipment to make sure best
possible client fulfilment. The perfect quality of our range of Industrial
Chemicals is ascertained by sequence of test and examination ways under
the attentive management of our excellence experts.
Our products include IPA HCL 25%,DIPE-HCL 15 %, Ethanolic HCL 20
%, Methanolic HCL 10 %, Ethyl Acetate HCL 10 %, Isobutanol HCL 20
%, THF-HCL, Acetic Acid HCL, Hydrochloric Acid CP, LR AR Grade
and Sulphuric Acid CP, LR, AR Grade. For increasing and giving out our
variety of products we are prepared with high expertise tools thereby
satisfying various demands of our clients.
Our mentor
We have arrived at the height of success, under the responsive leadership
of our Director Mr. S K Salunkhe, who hold with him well-off industrial
familiarity of more than 15 years. He has at all times been the powerful
force to our association. With his well-built production sharpness in
Chemicals Industries, he has completed our association produce by
increase and limits. He is a specialist in the area of after product
improvement area and global marketing.
Infrastructure
Our infrastructure is spread over an extensive area of 800 Sq. Meters and is
installed with advanced machines that enable us in manufacturing an
impeccable range of products. We make use of hi-tech machines such as

7
Glass Line reactor, HCL generator, SS Reactor, Boiler etc. Owing to their
high performance, we can manufacture 600 Mt per annum of the products.
Quality Assurance
Being a quality conscious company, we always strive to offer top-notch
quality products to the clients. In order to maintain high quality, we
stringently check the products on various parameters in our laboratories.
Our testing labs are equipped with Karl Fisher Apparatus, Laboratory
Oven, Laboratory Balance, Auto Titrator etc. Moreover, we also have well-
installed R & D set up for HCL gas manufacturing in small scale for trials.
PRODUCTS:-
1. Woodworking adhesive:-
Anu Pharmachem specializes in providing to the clients Woodworking
Adhesive. Woodworking Adhesive that we offer is highly praised by the
clients for effective filling of cracks and holes in different types of wood.
Consequently, we are enlisted at the apex in the list of most prominent
Woodworking Adhesive Manufacturers and Suppliers in India.
Features:
 Made using eco-friendly ingredients
 Superior quality
 High bond strength
 Ever lasting
 Non-toxic
Specifications:
 Appearance : White Emulsion
 Viscosity : 225 -275 Poise
 Solids : 43 – 45 %
 pH : 4 – 6

8
2. Sticker adhesives
We are functional as Sticker Adhesive Manufacturer and Supplier.
The Sticker Adhesive can be used for gluing wood and a variety of
other materials. The Sticker Adhesive is formulated using the finest
constituents. We can provide Sticker Adhesive in varied packaging
quantities.
3. Textile Printing Binders
Avail from us eco-friendly Textile Printing Binders. We are a
renowned name as Manufacturer and Supplier of Textile Printing
Binders. The specialty of our Textile Printing Binders is that they are
APEO and NPEO free. The Textile Printing Binders‟ formaldehyde
level is maintained as per international norms.
4. Ethyl Acetate HCL
We are considered to be one of the renowned Ethyl Acetate HCL
manufacturers and Supplier based in India. Ethyl Acetate HCL
provided by us is known for exceptional quality and extreme purity.
Ethyl Acetate HCL is available to the clients in proper packing to
suit the exact demands of the clients.
Features:
 Excellent physical and chemical properties
 Safe to use
 Precise composition

9
Specifications:
 Appearance : Clear Colourless Furning Liquid
 Solubility : Miscible with water
 Water content : Not more than 1%
 Identification : Tests of chlorides, test of acetates
 Assay : Not less than 2N
5. Isopropyl alcohol hydrochloride
We take immense pride in offering to the valued client‟s supreme quality
Isopropyl Alcohol Hydrochloride (IPA-HCL) that we provide is very safe
to use and widely claimed by the clients for its accurate composition.
Furthermore, we make this Isopropyl Alcohol Hydrochloride (IPA-HCL)
available to the client‟s at most reasonable rates.
Features:
 Good physical and chemical properties
 Pure
 Properly packed
6. Hydrochloric acid C.P. grade
We are engaged in offering to the clients Hydrochloric Acid C.P. Grade,
which is high on demand in the markets. Hydrochloric Acid C.P. Grade is
used for manufacturing of plastics, gelatins, dyes etc. Acknowledged for
its purity and quality, hydrochloric Acid C.P. Grade that we provide
meets the precise requirements of the clients. Moreover, we supply this
hydrochloric acid in 40 kg packaging for safe handling of the product.
Attributes:
 Good chemical and physical properties

10
 Accurate composition
Specifications (Hydrochloric Acid C.P. Grade):
 Appearance : Clear Colourless Liquid
 Specific Gravity : 1.14 - 1.16
 Assay : 34 – 36%
7. CP Sulphuric Acid
Our core expertise lies in offering to the esteemed client‟s finest
quality CP Grade Sulphuric Acid CP Grade Sulphuric Acid that we
provide is high on demand by pharmaceutical industry, chemical industry
etc. besides others. CP Grade Sulphuric Acid is extensively used for
manufacturing of explosives, fertilizers, detergents, plastics etc. Clients
can avail from us CP Grade Sulphuric Acid at highly competitive rates.
Attributes:
 Pure
 Excellent physical and chemical properties
 Stable
 Precise composition
Specification:
 Appearance : Clear Colourless Liquid
 Specific Gravity : 1.82 – 1.84
 Assay : 99.5 - 99.9%
8. Ethanolic HCL
Avail from us Ethanolic HCL 20 %. The Ethanolic HCL is approved by
several API units. It is of the best quality. Our Ethanolic HCL has all the
required chemical properties. We can provide Ethanolic HCL in different
packaging options.
9. Isobutnal HCL
We deal in Isobutanol HCL 20 %. The good quality
Isobutanol HCL is approved by several API units. The
Isobutanol HCL is also known as IBA-HCL. We can

11
process bulk orders for Isobutanol HCL. Our Isobutanol HCL is
economically priced
10. Methanolic acid
Methanolic HCL that we provide in the market is widely acknowledged
for its quality, precise composition, no side effects and purity. Methanolic
HCL offered by is obtainable at most economical prices. Furthermore,
customers are eased with the availability of the same in proper packaging.
Consequently, we are listed among most dependable Methanolic hcl
manufacturer and supplier in India.
Uses:-
 Used in Pharmaceutical Industries
Specifications:
 Appearance : Clear Colourless Furning Liquid
 Solubility : Miscible with water
 Water content : Not more than 2%
 Identification : Test for Chloride
 Assay : 8 – 10 %

12
Chapter 3
Methodology of the research
The methodology chapter of “A study of Work-life balance and its impact
on employee‟s productivity” describes the research method used for the
study, research design, and population of the study, sampling frame,
sampling techniques, types of data, sources of data collection and other
items of importance.
3.1 Research method
Research method refers to the systematic method of collecting and
analysing data regarding research topic. I have used descriptive research
method to describe the work-life balance and its impact on employee‟s
productivity in small-scale industry. Descriptive research method is the
method of research which describes the affairs as it exists in present state.
3.2 Research design
The research design used for “Work-life balance and its impact on
employee‟s productivity” of small-scale industry is Survey. A
questionnaire has been designed containing 20 questions need to be
answered by the employees of SK industry and Anupharma Chem. in order
to know their responses so that the study can achieve its objectives and can
arrive at a conclusion.
3.3 Population of the study
Population is defined as the universe or total objects or item under
consideration for the purpose of study. The population of the study is
employees of SK industry and Anupharma chem. There were forty
employee‟s considered as population for study and data is collected from
the sample selected from population randomly for analysis and evaluation
for achieving the objectives of the research.
3.4 Sample frame
Sample frame is the number of employees selected from overall population
for the study. The sample frame of 15 employee‟s has been selected who
will give the relevant, complete, precise and up-to-date information

13
regarding “work-life balance and its impact on employees productivity” of
small-scale industry.
3.5 Sampling technique
Simple random sampling technique had been used to select the employees.
In sample random sampling technique each element in the population gets
an equal chance of being included in sample and all choices are
independent of each other. Each possible sample combination has an equal
chance of being chosen so everyone gets a fair opportunity to respond to
the given questions of questionnaire.
3.6 Types of data
In order to conduct any research or study basically two types of data are
used i.e. Primary data and Secondary data.
 Primary data is the first hand information collected by the researcher
himself/herself for analysis and evaluation of collected data required
for fulfilling and achieving the research objectives. It is an authentic
source of data collection.
 I had used Questionnaire for primary data collection consisting of
20 questions in which alternative options need to be chosen by
respondents as his/her opinions or thoughts. The questionnaire
 Secondary data is the second hand information collected earlier by a
person for his/her research but used by another person for assisting
and supporting his/her own research or study. The secondary source
of data can be Magazines, publications, books, articles, internet etc.
 Secondary data for my research has been collected from internet,
books and from various researches already conducted earlier on
the same topic for reference sake.

14
Chapter 4
Data analysis and Interpretation
The analysis of data has done as per the findings of survey undertaken
through questionnaires. Questionnaire has been distributed to employees of
SK industry and opinions of the respondents are shown in table and
represented through pie chart diagrams.
1) How many days in a week do you normally work?
Sr. no. Options No. of respondents Percentage
1 Less than 5 days 0 0%
2 5days 0 0%
3 6 days 15 100%
4 7days 0 0%
Interpretation:-
 100% of the respondent normally work 6 days in a week.
0%
0%
100%
0%
No. of respondents
Less than 5 days
5days
6 days
7days

15
2) How many hours in a day do you normally work?
Sr. no. Options No. of respondents Percentage
1 7-8 hours 15 100%
2 8-9 hours 0 0%
3 9-10 hours 0 0%
4 10-12 hours 0 0%
5 More than 12 hours 0 0%
Interpretation:-
 100% of the respondents work 7-8 hours in a day.
100%
0%0%
0%0%
No.of respondents
7-8 hours
8-9 hours
9-10 hours
10-12hours
More than 12 hours

16
3) How many hours a day does you normally spend in travelling to
work?
Sr. no. Options No. of respondents Percentage
1 Less than half an hour 4 27%
2 Nearly one hour 5 33%
3 Nearly two hours 4 27%
4 More than two hours 2 13%
Interpretation:-
 27% of the respondents spend less than half an hour a day in
travelling.
 33% of the respondents spend nearly one hour a day in travelling.
 27% of the respondents spend nearly two hours a day in travelling.
 13% of the respondents spend more than two hours a day in
travelling.
27%
33%
27%
13%
No. of respondents
Less than half an hour
Nearly one hour
Nearly two hours
More than two hours

17
4) Do you work in shift?
Sr. no Options No. of respondents Percentage
1 General shift/day shift 10 67%
2 Night shift 2 13%
3 Alternative 3 20%
Interpretation:-
 67% of the respondents work in general/day shift.
 13% of the respondents work in night shift.
 20% of the respondents work in alternative shift.
67%
13%
20%
No. of respondents
General shift/day shift
Night shift
Alternative

18
5) Do you generally feel you are able to balance your work-life?
Sr. no. Options No. of respondents Percentage
1 Yes 11 73%
2 No 4 27%
Interpretation:-
 73% of the respondents feel they are able to balance their work-life.
 27% of the respondents feel they are not able to balance their work-
life.
73%
27%
No. of respondents
Yes
No

19
6) Do you ever miss out any quality time with your family or friends
because of pressure of work?
Sr. no. Options No.of respondents Percentage
1 Never 4 27%
2 Rarely 3 20%
3 Sometimes 6 40%
4 Often 2 13%
5 Always 0 0%
Interpretation:-
 27% of the respondents never miss out any quality time with
their family or friends because of pressure of work.
 20% of the respondents rarely miss out any quality time with
their family or friends because of pressure of work.
 40% of the respondents sometimes miss out any time with their
family or friends because of pressure of work.
 13% of the respondents often miss out any time with their
family or friends because of pressure of work.
27%
20%
40%
13%
No. of respondents
Never
Rarely
Sometimes
Often
Always

20
7) Do you ever feel tired or depressed because of work?
Sr.no. Options No.of respondents Percentage
1 Never 0 0%
2 Rarely 8 54%
3 Sometimes 3 20%
4 Often 2 13%
5 Always 2 13%
Interpretation:-
 54% of the respondents rarely feel tired or depressed because
of work.
 20% of the respondents sometimes feel tired or depressed
because of work.
 13% of the respondents often feel tired or depressed because of
work.
 13% of the respondents always feel tired or depressed because
of work.
0%
54%
20%
13%
13%
No. of respondents
Never
Rarely
Sometimes
Often
Always

21
8) How do you manage stress arising from your work?
Sr.no. Options No.of respondents Percentage
1 Yoga 2 13%
2 Meditation 0 0%
3 Entertainment 3 20%
4 Dance 1 7%
5 Music 9 60%
Interpretation:-
 13% of the respondents do meditation to manage stress arising
from their work.
 20% of the respondents go for entertainment to manage stress
arising from their work.
 7% of the respondents do dance to manage stress arising from
their work.
 60% of the respondents listen music to manage stress arising
from their work.
13% 0%
20%
7%
60%
No. of respondents
Yoga
Meditation
Entertainment
Dance
Music

22
9) Does your company have a separate policy of work-life balance?
Sr.no options No.of
respondents
Percentage
1 Yes 0 0%
2 No 11 89%
3 Not aware 4 11%
Interpretation:-
 89% of the respondents answered company does not have a
separate for work-life balance.
 11% of the respondents are not aware about company‟s
separate policy for work-life balance.
0%
89%
11%
No. of respondents
Yes
No
Not aware

23
10) Do you personally feel any of the following will help you to
balance your work life?
Sr. no. Options No. of respondents Percentage
1 Flexible starting hours 2 13%
2 Flexible finishing hours 2 13%
3 Flexible hours, in general 3 20%
4 Holidays/paid time offs 4 27%
5 Job sharing 0 0%
6 Career break/sabbaticals 0 0%
7 Time-off for family
engagements/events
3 20%
8 Others ,specify 1 7%
Interpretation:-
 13% of the respondents feel flexible starting hours will help
them to balance their work life.
 13% of the respondents feel flexible ending time will help
them to balance their work life.
 20% of the respondents feel flexible hours; in general will help
them to balance their work life.
 27% of the respondents feel holidays/paid-off will help them to
balance their work life
13%
13%
20%
27%
0%
0%
20%
7%
No. of respondents
Flexible starting hours
Flexible finishing hours
Flexible hours, in general
Holidays/paid time offs
Job sharing
Career break/sabbaticals
Time-off for family
engagements/events

24
 20% of the respondents feel time-off for family
engagement/events will help them to balance their work-life.
 3% of the respondents have specified other reasons which help
them to balance their work-life.

25
11) Do any of the following hinder you in balancing your work and family
commitments?
Sr.no Options No.of respondents Percentage
1 Long working hour 10 67%
2 Compulsory overtime 0 0%
3 Shift work 3 20%
4 Meetings/training after
office hours
0 0%
5 Others, specify 2 13%
Interpretation:-
 67% of the respondents think long working hours hinder in balancing
their work and family commitments.
 20% of the of the respondents think shift work hinder in balancing
their work and family commitments.
 13% of the respondents gave other reason which hinder in balance
their work and family commitments.
67%
0%
20%
0% 13%
No. of respondents
Long working hour
Compulsory overtime
Shift work
Meetings/training after office
hours
Others, specify

26
12) Do any of the following help you balance your work and family
commitments?
Sr. no. Options No.of respondents Percentage
1 Working from home 2 13%
2 Technology like cell phones
/laptops
5 34%
3 Being able to bring Children to
work on occasions
3 20%
4 Support from colleagues at
work
2 13%
5 Support from family members 2 13%
6 Others, specify 1 7%
Interpretation:-
 13% of the respondents think working from home will help them to
balance their work and family commitments.
 34% of the respondents think technology like cell phones/laptops
will help them to balance their work and family commitments.
13%
34%
20%
13%
13%
7%
No.of respondents
Working from home
Technology like cell phones
/laptops
Being able to bring Children to
work on occasions
Support from colleagues at work
Support from family members
Others, specify

27
 20% of the respondents think being able to bring children to work on
occasions will help them to balance their work and family
commitments.
 13% of the respondents think support from colleagues at work will
help them to balance their work and family commitments.
 13% of the respondents think support from family members will help
them to balance their work and family commitments.
 7% of the respondents specify other reason that will help them to
balance their work and family commitments.

28
13) Does your organization provide you with following additional work
provisions?
Sr. no Options No.of respondents Percentage
1 Telephone for personal use 8 53%
2 Counselling services for
employees
0 0%
3 Health programs 0 0%
4 Parenting or family support
programs
0 0%
5 Exercise facilities 0 0%
6 Relocation facilities and
choices
3 20%
7 Transportation 0 0%
8 Others, specify 4 27%
Interpretation:-
 47% of the respondents answered organization provides telephone
for personal use.
 20% of the respondents answered organization offer relocation
facilities and choices.
 33% of the respondents specify other provisions.
53%
0%0%0%0%
20%
0%
27%
No. of respondents
Telephone for personal use
Counselling services for
employees
Health programs
Parenting or family support
programs
Exercise facilities
Relocation facilities and
choices

29
14) Do your superiors and subordinates help you in maintaining work- life
balance?
Sr.no Options No.of respondents Percentage
1 Yes 11 73%
2 No 4 27%
Interpretation:-
 73% of the respondents say their superiors and subordinates help
them in maintaining their work-life balance.
 27% of the respondents say their superiors and subordinates do not
help them in maintaining their work-life balance.
73%
27%
No. of respondents
Yes
No

30
15) Does your organization encourage the involvement of your family
members in work-achievement reward functions?
Sr. no Options No. of respondents Percentage
1 Yes, specify the name of
the such program
0 0%
2 No 15 100%
Interpretation:-
 100% of the respondents say their family members are not
encouraged to involve in work-achievement reward functions.
0%
100%
No. of respondents
Yes
No

31
16) Does your organization have social functions at times suitable for
families?
Sr. no Options No. of respondents Percentage
1 Yes, specify the name of
the such program
0 0%
2 No 15 100%
Interpretation:-
 100% of the respondents responded their organization do not have
social functions at times suitable for family.
0%
100%
No. of respondents
Yes
No

32
17) Do you feel that family conflicts disturb your work which ultimately
affects your productivity?
Sr.no Options No.of respondents Percentage
1 Agree 5 33%
2 Fairly agree 3 20%
3 Strongly agree 6 40%
4 Disagree 1 7%
Interpretation:-
 33% of the respondents agree that a family conflict disturbs their
work which ultimately affects their productivity.
 20% of the respondents fairly agree that a family conflict disturbs
their work which ultimately affects their productivity.
 40% of the respondents strongly agree that a family conflict disturbs
their work which ultimately affects their productivity.
 7% of the respondents disagree that a family conflict disturbs their
work which ultimately affects their productivity.
33%
20%
40%
7%
No. of respondents
Agree
Fairly agree
Strongly agree
Disagree

33
18) Do you feel work life balance policy in the organization should be
customized to individual needs?
Sr.no Options No. of respondents Percentage
1 Strongly agree 2 13%
2 Agree 3 20%
3 Indifferent 0 0%
4 Disagree 6 40%
5 Strongly disagree 4 27%
Interpretation:-
 13% of the respondents strongly agree that work life balance policy
in organization should be customized to individual needs.
 20% of the respondents agree that work life balance policy in
organization should be customized to individual needs.
 40% of the respondents disagree that work life balance policy in
organization should be customized to individual needs.
 27% of the respondents strongly disagree that work life balance
policy in organization should be customized to individual needs.
13%
20%
0%
40%
27%
No. of respondents
Strongly agree
Agree
Indifferent
Disagree
Strongly disagree

34
19) Do your children demands quality time with you? If yes, in which
manner you manage to give your free time to them and how it helps you to
maintain your work life balance?
Sr.no Options No.of respondents Percentage
1 Yes 12 80%
2 No 3 20%
Interpretation:-
 80% of the respondents replied that their children demand quality
time with them and they manage to spend quality time with their
children‟s by doing proper time management.
 20% of the respondents replied that their children do not demand
quality time with them.
80%
20%
No. of respondents
Yes
No

35
20) Do you think that if employees have good work-life balance the
organization will be more effective and successful?
Sr.no Options No.of respondents Percentage
1 Yes 11 73%
2 No 4 27%
Interpretation:-
 73% of the respondents think that if employees have good work-life
balance the organization will be more effective and successful.
 27% of the respondents do not think that if employees have good
work-life balance the organization will be more effective and
successful.
73%
27%
No. of respondents
Yes
No

36
Chapter 5
Discussion/Findings
Following are the findings of my research on “work-life
balance and its impact on employee‟s productivity”.
 Employees of Anu Pharmachem. normally work 6 days in a
week.
 Employees of Anu Pharmachem. normally work 7-8 hours in a
day.
 Most of the employees spend nearly one hour in travelling.
 Employees of Anu Pharmachem. Work mostly in general shift.
 Mostly all employees of Anu pharmachem. feel they are able to
balance their work-life.
 Sometimes employees miss out quality time with their family or
friends because of work pressure.
 Rarely employees of Anu pharmachem. feel tired or depressed
because of work.
 Music is the best method used by employees to manage stress
arising from their work.
 Anu pharmachem. do not have separate policy for work-life
balance.
 Employees personally feels that Holidays/paid time offs will
help them to balance their work life.
 Long working hour mainly hinders employees in balancing their
work and family commitments.
 Technology like cell phones/laptops will help employees in
balancing their work and family commitments.
 Organization provides telephone for personal use in additional
work provision.
 Superiors and subordinates of Anu pharmachem. are very much
supportive and understanding as they all help each other in
maintaining their work-life balance.
 Organization does not encourage family members in work-
achievements award function.

37
 Anu Pharmachem. does not organize social functions at times
suitable for families.
 Employees of Anu Pharmachem. feel that family conflicts
disturb their work and it ultimately affects their productivity.
 Most of the employees do not feel that work-life balance policy
in the organization should be customized to individual needs.
 Most of the respondents replied that their children demand quality
time with them and they manage to spend quality time with their
children‟s by doing proper time management which helps them to
manage their work-life balance properly.
 Most of the respondents feel that if employees have good work-
life balance than the organization will be more effective and
successful.

38
Chapter 6
Conclusion
After going through the research and its finding I would like to conclude
that work-life balance is one of the most prevalent topics but unfortunately
many of the small-scale industry are not aware of it so employees didn‟t
get affected much by all this concept and practices. But I think this is the
high time to implement the concept of work-life balance in every
organization including small-scale industries too because unknowingly
employer or employee are not aware about it that imbalance in work-life
deteriorate the quality of work of the employees due to disturbance in
family or personal life which ultimately impacts the productivity of
employees.
Flexibility in working hour is a trend followed now-a-days to provide
balance between both personal and professional life. Work from home is
another options followed in many corporates to give relief to their
employees. Holidays/ paid-off is one of the best option which is provided
to employees of small-scale industry for maintaining proper balance in
work and life by spending quality time with their family members and
enjoying leisure and being focused on work thereafter.
Pressure or work-load creates burden on employees which leads to
degradation in quality of work-performance of the employees. If it is not
reduced it may lead to fatigue and employees will give poor productivity or
bad quality of work. Music is one of the best methods followed to relieve
stress from work-load in small-scale industries. Superiors and subordinates
are really supporting and understanding they all are always ready to
provide help and support which help them to maintain a proper balance
between their professional and personal life.
Now-a-days all organization are aware about the importance of employees
they know that employees are the key asset of the organization and they
are the one who make actual difference in the success of the organization
so organization need to do proper care of their employee‟s and the needs of
employees. Because if needs of the employees are fulfilled timely the
employees will be happy and it is said that “Happy cow gives more milk”;
so in a similar manner happy employees will be more productive.

39
Work-life balance is a concept which will help organizations to understand
the nature of the work, the various factors influencing work-life and the
way to maintain a proper balance in personal and professional life. Proper
balance in work-life of employees will provide an avenue to organization
to create loyalty and commitments among employees. The employees with
healthy work-life will be more dedicated and sincere towards work which
will help in smooth operation and proper functioning of the organization.

40
Chapter 7
Recommendations
Based on the findings and conclusion I would like to recommend following
things to Anu Pharmachem.
 Company should recognize that maintaining work-life balance is
an issue increasingly recognized as of strategic importance to
organization and of significance to employees.
 Company must think about their employees as employees are
important assets for the organization.
 Company should implement a work-life balance policy in the
organization for welfare of the employees.
 Leave policy should be implemented in the organization in order
to allow employees to tackle with family obligations.
 Employees can achieve a healthy work-life balance through
flexible working arrangements by the organization.
 Management of the company must provide a good working
climate to provide job satisfaction to employees.
 Work life balance is the amount of time you spend with your
family and doing things you enjoy so Anu Pharmachem. must try
to encourage family involvements on special occasions or
programs organized in company.
 Company must start yearly Master health check-up for employees
because healthy employees are more productive.
 Poor work-life balance reduces work quality, job satisfaction,
leads to poor productivity, creates poor employees efficiency,
poor employee effectiveness and poor employee commitments so
organization must provide a good platform for maintaining a
proper balance between personal and professional life.
 Employees should be given good amenities so that they can give
due attention to all of the things that enrich and fulfil their work
and career, health and fitness, family and relationships,
spirituality, community services, hobbies and passions,
intellectual stimulation, rest and recreation.

41
 Specific goals must be set for the employees so that they can set
priorities and can track their time for maintaining a healthy work
life balance.
 Some strategies should be adopted and can be followed by the
company for maintaining work life balance such as „work smarter
not harder‟, „adopting the right combination of time management
practices‟ etc. can be followed to cut stress and save up to an hour
a day for good work life balance.

42
Chapter 8
Bibliography
 https://m.indiamart.com/anu-pharmachem/
 https://www.google.com.hk/m?hl=en-US&ie=UTF-
8&source=android-browser&q=anu+parma+chem
 http://www.anupharmachem.com/company-profile.htm
 http://www.worklifebalance.com/work-life-balance-defined.html
 https://en.m.wikipedia.org/wiki/Work%E2%80%93life_balance
 https://www.google.com.hk/m?hl=en-US&ie=UTF-
8&source=android-browser&q=concept+of+work+life+balance
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/12/work-life-balance-and-its-impact-on-your-employees-and-your-
organisational-productivity.amp
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0work%20life%20balance-479.pdf&act=book
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SINESS%2520ADMINISTRATION/final-year-project-
materials/work-life-balance-and-its-effect-on-employee-
productivity&grqid=z8T7WCGV&s=1&hl=en-IN
 https://www.slideshare.net/mobile/khushbumalara/project-report-on-
work-life-balance-of-employees
 https://googleweblight.com/i?u=https://www.researchgate.net/public
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ductivity_and_Job_Satisfaction_in_Private_Sector_Universities_of_
Pakistan&grqid=2KzeG4jn&s=1&hl=en-IN
 https://googleweblight.com/i?u=https://kjhrm.ubiquitypress.com/arti
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browser&q=recommendation+for+work+life+balance+and+it%27s+
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project/work-life-balance-and-its-effect-on-employee-
productivity&hl=en-IN&tg=142&tk=11614121544465953485

43
 https://www.google.com.hk/m?hl=en-US&ie=UTF-
8&source=android-browser&q=research+methodology
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SINESS%2520ADMINISTRATION/final-year-project-
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productivity&hl=en-IN
 https://googleweblight.com/i?u=https://www.iprojectmaster.com/get-
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IN&tg=142&tk=11614121544465953485&grqid=z8T7WCGV
 https://googleweblight.com/i?u=https://iproject.com.ng/business-
admin-and-management/final-year-project-topics/work-life-
balancing-and-its-effect-on-employee-productivity/project-
topics&hl=en-IN

44
Chapter 9
Annexure
QUESTIONNAIRE
Dear employee,
I am Pankaj J. Shukla, student of SAS Institute of Management studies pursuing
MBA with specialization in Human Resource Management, as a part of my
Sem. IV MBA course requirement I am undertaking project on “Work-life
balance and its impact on employee‟s productivity”.
I am enclosing a questionnaire for your perusal that would deal in identifying
my objective. Kindly fill it by selecting the appropriate choice as per your
opinion/thought.
Name: _______________________ Gender: ______________________
Designation: ___________________ Department: ___________________
1) How many days in a week do you normally work?
a) Less than 5 days
b) 5 days
c) 6 days
d) 7 days
2) How many hours in a day do you normally work?
a) 7-8 hours
b) 8-9 hours
c) 9-10 hours
d) 10-12 hours
e) More than 12 hours

45
3) How many hours a day do you spend traveling to work?
a) Less than half an hour
b) Nearly one hour
c) Nearly two hours
d) More than two hours
4) Do you work in shifts?
a) General shift/day shift
b) Night shift
c) Alternative
5) Do you generally feel you are able to balance your work life?
a) Yes
b) No
6) Do you ever miss out any quality time with your family or your friends
because of pressure of work?
a) Never
b) Rarely
c) Sometimes
d) Often
e) Always
7) Do you ever feel tired or depressed because of work?
a) Never
b) Rarely
c) Sometimes
d) Often
e) Always
8) How do you manage stress arising from your work?
a) Yoga
b) Meditation
c) Entertainment
d) Dance
e) Music

46
f) Others, specify_________.
9) Does your company have a separate policy for work-life balance?
a) Yes
b) No
c) Not aware
If, yes what are the provisions under the policy?
a) Flexible starting time
b) Flexible ending time
c) Flexible hours in general
d) Holidays/ paid time-off
e) Job sharing
f) Career break/sabbaticals
g) Others, specify________.
10) Do you personally feel any of the following will help you to balance your
work life?
a) Flexible starting hours
b) Flexible finishing time
c) Flexible hours, in general
d) holidays/paid time offs
e) Job sharing
f) Career break/sabbaticals
g) Time-off for family engagements/events
h) Others, specify_________
11) Do any of the following hinder you in balancing your work and family
commitments?
a) Long working hours
b) Compulsory overtime
c) Shift work
d) meetings/training after office hours
e) Others, specify_________________

47
12) Do any of the following help you balance your work and family
commitments?
a) Working from home
b) Technology like cell phones/laptops
c) Being able to bring Children to work on occasions
d) Support from colleagues at work
e) Support from family members
f) Others, specify___________.
13) Does your organization provide you with following additional work
provisions?
a) Telephone for personal use
b) Counselling services for employees
c) Health programs
d) Parenting or family support programs
e) Exercise facilities
f) Relocation facilities and choices
g) Transportation
h) Others, specify______________.
14) Do your superiors and subordinates help you in maintaining your work-life
balance?
a)Yes
b) No
15) Does your organization encourage the involvement of your family members
in work- achievement reward functions?
a)Yes, specify the name of such program__________
b) No
16) Does your organization have social functions at times suitable for families?
a)Yes, specify the name of such programs____________
b) No.

48
17) Do you feel that family conflicts disturb your work which ultimately affects
your productivity?
a) Agree
b) Fairly agree
c) Strongly agree
d) Disagree
18) Do you feel work life balance policy in the organization should be
customized to individual needs?
a) Strongly agree
b) Agree
c) Indifferent
d) Disagree
e) Strongly disagree
19) Do your children demands quality time with you?
a) Yes
b) No
If yes, in which manner do you manage to give your free time to them and how
it helps you to maintain your work life balance?
________________________________________________________________
________________________________________________________________
20) Do you think that if employees have good work-life balance the organization
will be more effective and successful?
a) Yes
b) No
If so, how
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
Thank you for your precious time.