Work-Life Balance Practices for Working Mothers

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This article can be downloaded from http://www.ijmrbs.com/currentissue.php
Int. J. Mgmt Res. & Bus. Strat. 2014 Sahana Maiya and M M Bagali, 2014
WORK PLACE HEALTH PRACTICES
AND WORK-LIFE BALANCE
Sahana Maiya1*
and M M Bagali2
The rising levels of employment among women not only brought changes in the attitude and
values of women, but also of developments in the wider economy. The Indian women, who were
confined only to the socially acceptable jobs like banks, teaching, nursing, etc., are now stepping
into various sectors. Managing work and family responsibility can be very difficult for the women
employees in dual income families. Professional women especially working mothers has to
perform multiple roles in balancing their work life and personal life. Each role has its own set of
demands and when such role demand overlaps/interacts, an imbalance is created leading to
stress, attrition, absenteeism, etc. Thus, there is an increasing need for organizations to address
these demands of working mothers by implementing innovative HR policies. Work-life balance
is one such HR practice that enables the employees particularly working mothers to give proper
prioritization between work and life roles. The present paper based on empirical work, provides
a deep insight of work-life balance of working mothers at various fields including IT, ITES, Banking,
Insurance, Manufacturing, Public sectors, etc., All the sectors were evaluated on 6 sub scales,
viz: personal factors, balancing factors, organizational support, motivational factors, career
advancement and psychological factors. The present paper explores the areas of balance required
for work-life and personal-life of working mothers having kid(s) at different age level. The results
reveal the picture of difficulties faced in balancing the work demand and the life (family)
responsibility. There was high correlation between the difficulties faced and the balancing act to
be performed. The significant results reflected in the areas of organizational support, motivational
factors and personal factors. The study defines certain specific HRM interventions for better
work-life balance, per se.
Keywords: Work-life balance, Age of children, Motherhood
*Corresponding Author: Sahana Maiya  sahana_maiya@yahoo.com
INTRODUCTION: WORK-LIFE
TO BE BALANCED OR TO BE
MANAGED
Globalization has brought an influx of Multi National
1
Management Science, Jain University, Bangalore.
2
Research in Management, Jain University, CMS Business School Annex and Ph.D Guide, Jain University, Bangalore.
Int. J. Mgmt Res. & Bus. Strat. 2014
ISSN 2319-345X www.ijmrbs.com
Vol. 3, No. 3, July 2014
© 2014 IJMRBS. All Rights Reserved
Companies to India. Hence, labor market has
witnessed increasing employment opportunities,
creating a way for young talented manpower,
changes in demographic profile of employees,
high pressurized jobs, opportunities to travel

115
abroad, creation of dual career families, etc. But
on the other side of the coin employee is
becoming much more ambitious, career oriented
neglecting other aspects of life outside work.1
More women are venturing into areas that were
traditionally dominated by men.2
Women have
now become a visible part of the workforce. There
is a paradigm shift from men treated as bread
winners and women as house keeper or child
bearer into women as both bread winner and the
one who is capable of handling multiple roles.
Working mother is an institution in herself.
Aiming at successful career with financial
independence, she has to also nurture her
growing child to accomplish motherhood. Both
these jobs are extremely demanding and doing
justice to each other without neglecting the other
is a formidable task. Many moms struggle finding
better ways to balance these two domains and
often are confronted with this guilt from outside
sources like pressure from husband, family and
friends. Work-life balance acts as a boon for
working mothers which enables them to balance
between work (career and ambition) and life
(family, leisure, pleasure and personal
development).
Having different working environment, work
timings, nature of work, etc., all selected
organizations value the necessity of work-life
balance to the employees. In this paper an attempt
has been made to study the effectiveness of work-
life balance among working mothers having kid(s)
of different ages that directly or indirectly influence
their stress level and have repercussion in work-
life balance paradigm.
CONCEPT OF WORK-LIFE
BALANCE
Greenhaus et al. (2003) defined work-family
balance as “the extent to which an individual is
equally—self engaged and equally satisfied
with—his or her work role and family role”. Work-
life balance does not mean an equal balance in
units of time between work and life. It is not a
tight rope walk between two poles acting as an
organizational commitments and home demands
at the same time, but it is about proper
understanding of the priorities of the professional
and personal level.
Work-life balance, in its broadest sense, is
defined as a satisfactory level of involvement or
‘fit’ between the multiple roles in a person’s life
(Hudson, 2005). Work-life balance is about the
interaction between paid work and other activities,
including unpaid work in families and community,
leisure and personal development.
NEED AND SIGNIFICANCE
OF THE STUDY
Mehta (2012) in her study on work-life balance
among women employees found that female
employees face the problem of balancing
personal and family life, out of which more
imbalance is observed in married women due to
more family responsibilities. Irrespective of
education, income and employment professional
women in India are still doing three jobs-office,
housework and child care. Professional women
hardly find space for themselves to accomplish
basic necessity of life like adequate sleep,
exercise and a healthy diet3
. They do not get
1
Other aspects of life , here necessarilymeans spending qualitytime with family, leisure time, time for spiritual development,
time for own interest etc.
2
Jobs which were branded as men’s jobs like: technicians, managers, chemists, astronauts, etc.
3
Healthy diet includes good variety of nutritious food that helps to remain healthy and active.

116
enough time to get updated with the latest trends
in their field to have career advancement.
Domestic pressure, stress at work, child mental
or physical distress due to lack of attention adds
on to the psychological effect among working
mothers. In jiggling between child care and high
pressurized work, women often find it difficult to
cope up and discontinue their job. They also find
it difficult to make up for the loss of experience
and hence maternity leave can cause a major
setback to their career advancement and
personal growth.
Organizations always seek employees who
are more flexible, productive and who can adjust
to the corporate world. Work pressure, long
working hours, night shifts, insufficient holidays,
pressure to complete the tasks in time due to cut
throat competencies, etc., create an imbalance
in work-life (Susi et al., 2010). This results in less
productivity at workplace, giving way for
absenteeism, high attrition, low morale, high
employee turnover, etc4
.
To retain and engage talented workforce,
organizations are stepping towards better and
reliable work-life balance policies. Hence, work-
life balance is need of the hour for both working
mothers as well as for organization. The present
study gives a comparative analysis of work-life
balance among working mothers having kid(s) at
different age levels.
LITERATURE REVIEW
Work and personal life is mutually dependant and
play an integral part in an individual’s life.
Considerable research has highlighted the fact
that work-life balance is an important indicator of
organization development.
The research work by Susi et al. (2010)
explains how work-life balance and employee
engagement becomes a visible benchmark
among high performing organizations. The study
suggested that an effectiveness of work-life
balance policies and practices must incorporate
the effects of workplace culture and supervisor
support of employee’s efforts to balance work and
family responsibilities.
Chawla and Sondhi (2011) in their survey
conducted among teachers and BPO women
professionals revealed that job autonomy and
organizational commitment are in positive relation
with work-life balance. The study indicated that
the more proactive schools/BPO companies
which value the contribution of a committed and
contributing human resource will need to provide
more autonomy to sustain their employees work-
life balance. While work load and work family
conflict indicated negative relation with work-life
balance.
Ignacia Levy (2012) in his study of working
mothers and their perceived work-life balance
showed that the age of the children is not that
significant but the child care support remains an
important factor in determining perceived work-
life balance. The study also highlighted another
parameter called role conflict having negative
impact on work-life balance.
Shanti and Sundar (2012) in their study of
work-life balance of women employees in IT5
industry analyzed that programs implemented by
IT firms of Chennai satisfy different categories of
employees differently. Data were collected from
4
Findings of Susi.S and Jawaharrani.K (2010) in their research article ‘Work-life Balance: The Key Driver of Employee
Engagement’.
5
IT companies refers to all types of software, hardware and consulting services.

117
350 women employees working in various IT
companies .The study measured the satisfaction
levels of the respondents across various work-
life balancing parameter. 55% of the employees
were highly satisfied with the current work-life
initiatives. Results revealed that the set of factors
facilitating work-life balance is different for
different groups.
Pandu et al (2013) analyzed work-life balance
of professional women among IT and ITES6
based on demographic information, work load,
work environment, feelings about work, family
dependents and absence from work. The sector
wise regression analysis demonstrated that
feelings about work, family dependents and
absence from work are the strong contributors
for a sense of balance for an employee. However,
no significant relationship has been obtained
between work environment and work-life balance.
Madipelli et al. (2013) in their research on
factors causing work-life imbalance among
school teachers showed that most of the
teachers feels stress with too many work
demands, working conditions and long working
hours. The multiple roles played by women at
work place and home reflecting boredom,
frustration and stress lead to work-life imbalance.
Marital relationship, attitude, co-operation of
husbands and family members are highly
influencing factors which create imbalance to
working women.
The present work tries to identify the
parameters of work-life balance related to
personal, psychological or balancing factors that
create a pressure of being a mother or being a
part of the family in contemporary India. The study
also suggests some HRM interventions related
to career growth, organizational support and
motivational factors to fill the gap between
initiatives taken and implementation.
STATEMENT OF THE
PROBLEM
Women, especially Indian women give more
prominence to family than their career. The need
to take care of the children while away from home
is a vital factor which disturbs their mind and
diverts their attention from their office work. Nan
stone (1989) found that women with children,
frequently live under great pressure. Balanced
living occurs when activities and aspirations in
one domain do not have negative effects on
activities in the other one. Women want work-life
policies based on the pre-requisite demands7
that
confer on them as ‘the gift of time’. For
organizations to attract and retain women in work
force, HRM interventions can play a vital role in
designing innovative work-life balance policies
and creating a female friendly work place.
OBJECTIVES OF THE STUDY
1. Comparative analysis of demographic profiles
in relation to work-life balance.
2. To identify the influencing factors towards
work-life balance of working mothers having
child/children of various age levels.
OPERATIONAL DEFINITIONS
OF THE SUB SCALES UNDER
INVESTIGATION
For the purpose of present study, six subscales
are operationally defined with reference to work-
6
An ITES company refers to Information Technology Enabled Services with Business Process Outsourcing units.
7
Pre-requisite demands includes flexible timings, work from home options, flexible leaves etc.

118
life balance of working mothers. Work-life balance
variable was measured by these sub scales,
based on five point interval scale.
Personal factors: This includes factors which
are personal in nature like getting time for self,
having healthy diet, sound sleep, etc.
Balancing factors: This refers to the factors
which enable to balance work and life like time
management, spending quality time with children,
awareness of organization policies, etc.
Organizational support: This includes the
extent of support and the initiatives taken by the
organization in implementing work-life balance
among employees, which includes workshop
related to work-life balance, paid holiday
programs, flexible working hours, etc.
Motivational factors: These are the factors
which motivate the employees in balancing their
work and life such as family support, child care
provisions, passion about the work etc.
Career advancement: The factors affecting the
career growth of an employee includes denial of
deputation,maternal wall discrimination8
, updating
with latest trends, etc.
Psychological factors: The factor which are
psychological in nature such as handling domestic
pressure9
, stress at work place, feeling as less
valuable, etc.
SCOPE OF THE STUDY
This study is conducted in various organizations
at Bangalore, Karnataka, India. The respondents
involved in the study were restricted only to
working mothers. The scope of the study is limited
to the objectives opted for this research. The list
of companies/institutions under study is as shown
in Tables 1 to 4.
8
Maternal wall discrimination refers to denied of major responsibilities after returning from maternity leave.
9
Domestic pressure refers to pressure related to responsibilities /work at home
Table 1: List of Private Organizations
Private Companies Nature
TCS IT
IBM IT
Wipro IT
Mind Tree IT
Yahoo IT
Target Corporation IT
Cisco IT
Infosys IT
SIGMA Info Solutions IT
HP IT
STAG Software IT
JSoft Solutions ITES
Digitranics ITES
Mind Teck Pvt. Ltd ITES
Crimson logic ITES
Pace Micro Technologies ITES
QualComm ITES
Public Companies Nature
BHEL Manufacturing
BEL Manufacturing
HAL Manufacturing
Oriental Insurance Insurance
State Bank of India Banking
Table 2: List of Public Organizations

119
LIMITATIONS OF THE STUDY
1. Respondents are limited only to Bangalore city,
Karnataka.
2. This study is confined only to working mothers.
3. It is assumed that the respondents have given
genuine inputs and reflect true experience.
METHODOLOGY
Data collection: The present research is an
empirical study and is based on primary data. A
structured questionnaire was adopted for
collecting primary data as also the literature and
notes that are available from the companies under
the purview of the study. Secondary sources
include information from the journals, periodicals,
magazines and the related websites and the
policies of the organizations related to work-life
balance issues.
Mode of Data Collection
• Identified the companies under various
sectors.
• Approached the HR for respondents list.
• Approached the respondents, with brief
description about the research enquiry and
were asked to fill in the questionnaire.
• The respondent was asked to give his/her
opinion freely. Any doubts raised by the
respondents were clarified so as to gain
honest answers.
• The maximum time set to respondent was
three weeks.
· Responses were collected personally and
through emails.
· Approached the respondents again for
completeness.
The Tool: A structured questionnaire was
designed on six sub-scales measuring personal
factors, balancing factors, organizational support,
motivational factors, career advancement factors
and psychological factors. The questionnaire was
analyzed based on five point Likert10
scale ranging
from 1 = no, 2 = to some extent, 3 = somewhat
(neutral), 4 = to great extent and 5 = yes, against
the factors, per se.
Sample frame: The lists of companies as
mentioned in the Table 1, 2, 3 and 4 were
considered for the study.
Sample size: Samples of 110 responses were
collected for this study.
Sampling method:As the focus of the study was
on working mothers, Purposive sampling method
was adopted. It is a non probability sampling
technique which was selected based on the
knowledge of the population and the purpose of
the study. Respondents holding various positions
at senior, middle and at entry level at various
organizations were considered.
Descriptive Statistics: Frequency distribution
Company Names Nature
TD Power Solutions Manufacturing
JSW Steel Manufacturing
Deutsche Bank Banking
Oracle Financial Services Finance
Table 4: List of Private Non IT
and ITES Companies
Company Names Nature
Manipal Education and Medical Group Education
St. Joseph PU College Education
Table 3: List of Private
Educational Institutions

120
The Tables 5, 6 and 7 show the statistics and
frequency distribution of the age group of
respondents and their children.
Table 5 shows that the average age of
respondents is approximately 39 years. The
median value signifies that almost 50% of the
respondents in the sample are below 35 years of
age. The most recurring age of the respondents
is 33 (mode = 33).
From the Table 6, it can be inferred that 35%
of the respondents are in the age group of 31 to
35 years. 31% are above 40 years, 18% are lying
in the age group of 25 to 30 years and only 16%
are of age group between 36 to 40 years.
Table 7 and Graph 1 clearly indicates that
more than half of the respondents (57%) are
having single kid and remaining 43% are having
two kids. Almost 27% of the respondents are
having children both of above ten years. 26% of
the respondents have a single kid of age within
three years. Only 4% of the respondents do have
kids at age group between four to ten years and
above ten years.
Findings and Analysis: Responses were
collected on various determinants of work life
balance under the purview of six sub scales of
study, viz., organizational factors, motivational,
psychological, personal, career advancement
factors and balancing factors.
Table 5: Statistics of Respondents Age
N Valid 110
Missing 0
Mean 38.51
Median 35.00
Mode 33
Table 6: Age Group of Respondents
Age Group Frequency Percent Valid Percent Cumulative Percent
25-30 20 18.2 18.2 18.2
31-35 38 34.5 34.5 52.7
36-40 18 16.4 16.4 69.1
Above 40 34 30.9 30.9 100
Total 110 100 100
Table 7: Age group of children
No of Children Age Group of Children (Yrs) Frequency Percent (%) Valid Percent Cumulative Percent
1 (57%) 0-3 28 25.5 25.5 25.5
4-10 19 17.3 17.3 42.8
10+ 16 14.5 14.5 57.3
2 (43%) 0-3, 4-10 13 11.8 11.8 69.1
4-10, 10+ 4 3.6 3.6 72.7
10+, 10+ 30 27.3 27.3 100
Total 110 100 100

121
Role of HR Department
Interpretation: Table 8 and Graph 2 shows the
responses of the respondents having kid(s) at
various age groups. Least response is recorded
from the respondents having two kids of age group
within three years and between four to ten years
(mean = 2.62).Almost same response is obtained
from the respondents having single kid of young
age (mean = 2.86). The respondents having kid(s)
of young age are satisfied with the role of HR
department only to some extent. This clearly
points to the fact that respondents with small kid(s)
are much affected by the organizational support
factors. Maximum response is obtained from the
respondents having two kids of age group
between four to ten years and above ten years
(mean = 4.5).
Child Care Provisions and Motivation to
Work
Interpretation: Only to some extent the
respondents having single kid are motivated by
the child care provisions of their organization as
shown by the Table 9 and Graph 3. Hence
organizations must take more active measures
towards providing onsite child care facilities.
However, maximum response is obtained from
the respondents having two kids of age group
between four to ten years and above ten years
(mean = 3.5).
Domestic Pressure and Peace of Mind
Interpretation: Table 10 and Graph 4 shows that
the influence of domestic pressure is high for the
respondents having kid(s) at younger age, i.e.,
within three years and between four to ten years
(mean=3.69). This may be due to higher
responsibility of small kid, presence of
dependents, lack of care takers, etc.
Respondents having younger kid(s) within three
years are much affected by the psychological
factors.
Time for Self-Care
Interpretation: From the Table 11 and Graph 5,
it can be inferred that respondents having kid(s)
Graph 1: Graphical Representation Of Number Of Children And Their Age Levels

122
Table 8
No Of Children Age of Children Mean SD
1 0 to 3 2.86 1.35
1 4 to 10 2.89 1.59
1 10+ 3.25 1.53
2 0 to 3 & 4 to 10 2.62 1.33
2 4 to 10 & 10+ 4.5 0.58
2 10+ & 10+ 3.29 1.33
Graph 2
Table 9
1 0 to 3 2.15 1.69
1 4 to 10 2.42 1.71
1 10+ 2.13 1.3
2 0 to 3 & 4 to 10 2.46 1.61
2 4 to 10 & 10+ 3.5 1.91
2 10+ & 10+ 3 1.6
Graph 3
Table 10
1 0 to 3 3.46 1.37
1 4 to 10 2.88 1.32
1 10+ 3.31 1.5
2 0 to 3 & 4 to 10 3.69 1.3
2 4 to 10 & 10+ 3 0.82
2 10+ & 10+ 2.77 1.5
Graph 4
of younger age hardly get time for themselves.
Least response is obtained from the respondents
with kids within three years and between four to
ten years (mean = 1.89). Hence, respondents
having kid(s) of younger age within ten years are
much affected by the personal factors. However,
respondents with grown up kids above ten years
shown maximum response (mean=3).
Motherhood as Hindrance to Career
Growth
Interpretation: From the Table 12 and Graph 6
it is observed that respondents having younger

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Table 11
1 0 to 3 1.89 1.1
1 4 to 10 2.89 1.33
1 10+ 2.75 1.4
2 0 to 3 & 4 to 10 2.31 1.03
2 4 to 10 & 10+ 3 1.4
2 10+ & 10+ 3 1.2
Graph 5
Table 12
1 0 to 3 2.56 1.3
1 4 to 10 1.82 0.88
1 10+ 1.88 1.2
2 0 to 3 & 4 to 10 2.38 1.4
2 4 to 10 & 10+ 1.25 0.5
2 10+ & 10+ 2.07 1.44
Graph 6
kid(s) within three years age group (mean = 2.56)
are more affected by the motherhood that is
hindering their career growth, when compared to
respondents having higher age level kid(s). This
indicates that respondents having kid(s) within
ten years are much affected by the career
advancement factors. Respondents having two
kids above ten years and between four to ten
years are not much affected by the motherhood
(mean = 1.25).
Frequent Health Problems of Children
Interpretation: To some extent respondents with
two kids face frequent health problems of their
children. As shown in Table 13 and Graph 7
maximum response is obtained from the
respondents having two kids within three years
and between four to ten years (mean = 2.77).
This clearly shows that respondents having two
kids aging within ten years are much affected by
the personal factors. Least response was
obtained from the respondents of single child
above ten years (mean = 1.25).
Initiatives Taken by the Organizations to
Manage Work Life Balance
Most organizations are cognizant of the fact that
work life balance is the key driver of an individual‘s
career decision, and have taken proactive steps
to create an enabling environment in their HR
policies.
Interpretation: Above Table 14 and Graph 8
shows that flexible working hours (42.73%) ,
flexible leaves (46.37%) and child care leaves
(50%) forms the major initiatives adopted by the
organizations. Thereafter, the prominence is given

124
Table 13
1 0 to 3 1.81 1.11
1 4 to 10 1.84 1.17
1 10+ 1.25 0.77
2 0 to 3 & 4 to 10 2.77 1.4
2 4 to 10 & 10+ 2 1.15
2 10+ & 10+ 1.34 0.67
Graph 7
Table 14
S. No Initiatives taken by organizations Frequency of the Responses Percentage
1 Flexible working hours 47 42.73%
2 Work From Home 31 28.19%
3 Job Sharing Options 22 20%
4 Flexible Leaves 51 46.37%
5 Recreational facility 16 14.55%
6 Workshop on parenting 16 14.55%
7 Mentoring and Coaching 20 18.18%
8 Child Care Leaves 55 50%
Graph 8

125
to work from home (28.19%) and job sharing
options (20%). Mentoring and coaching gains only
18.18% and the rest are occupied by recreational
facility (14.55%) and workshop on parenting
(14.55%).
CONCLUSION
The concept of age of children becomes very
sensitive factor in perceiving work-life balance for
working mothers. In India men are more engaged
in paid work and women in household, child care
and elder care. Professional women in dual
income family are always confronted with lion’s
share of domestic responsibilities.
One of the key findings of this paper is that the
ages of children do influence various factors of
work-life balance. Burden of child care occurs
when kid(s) are of young age and gradually
decreases as the children mature. Respondents
having kid(s) at age group below three years are
much affected by the organizational support like
role of HR department in implementing work-life
balance policies. Motivational factors like provision
of child care facilities was much needed for the
respondents of younger kids. Such facilities could
help to those women who return to work soon
after their maternity leave. The influence of
psychological factors like domestic pressure was
more seen in respondents having two kids below
ten years. The predominance of motherhood was
more hindering to the respondents having both
single and two kids below ten years affecting their
career advancement factors. Personal factors
such as sparing time for own interests, health
hazards of child etc., were found more affected
to those respondents having two kids below ten
years. On contrary to this, respondents having
kid(s) above ten years and between four to ten
years were not much affected by personal factors,
career advancement factors and psychological
factors.
Proactive efforts are needed to improve in the
areas of job sharing, recreational facility, work -
shop on parenting and work from home options
to the needy persons.
POLICY IMPLICATIONS
There is a need for organizations to develop and
implement effective work-life balance policies and
encourage employees to make use of available
policies.
• Provision of hygiene and comfortable crèches
in the office premises.
• Consideration to employee’s request to return
to work after maternity leave on a part time
basis.
• Issues of work life balance have to be
addressed from the angle, like Mentoring,
Counseling and coaching people to face the
issues as they arise.
• Counseling sessions for better work life
balance for employees to be organized on
regular basis.
• Limited or not travel policy for women with
young kid(s).
• Awards and prizes for managing work-life
balance should be instituted, so that it works
as motivation for all others to benchmark.
• Promoting family-friendly policies viz: flexible
policies, work from home options for those
with younger kids, job sharing options, strong
supervisory support etc.,
• Prominence given to the role of HR department
in implementing work-life balance policies with

126
regard working mothers having kid(s) at
various age levels.
Scope for Further Research
• The study was conducted in Bangalore city
only but can also be done across cities.
• The study was based on age of the
respondents, further studies can be done on
number of dependents, family type, etc.
• The study was conducted only on working
mothers but can be extended to working
women and men.
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APPENDIX A
Questionnaire
No Questions
1 Do you miss quality time with your children?
2 Are you satisfied with human resources department in implementing work-life balance policies?
3 Do you get enough time to sleep and exercise?
4 Do you get sufficient time to take care of yourself?
5 Do you enjoy your work?
6 Do you think time management is important in balancing work and personal life?
7 Home is second shift. Does domestic pressure influence your peace of mind?
8 Are you facing frequent health problem of your children?
9 Is the imbalance in work-life prompted in delaying (postponing) of child birth?
10 Does your manager provide you flexibility in fulfilling your parental responsibilities?
11 Does motherhood is hindering your career growth?
12 Do you get enough time to concentrate on healthy diet?
13 Do you work for long or late hours?
14 Do you face work overload that affect your work-life balance?
15 Are you aware of organization’s work-life balance policies?
16 Did ever your children show signs like distress (pretending to have leg/stomach pain etc) because of your lack of attention?
17 Are you satisfied with present work-life balance policies?
18 Are you satisfied with paid holiday programs of organization?
19 Are you facing maternal wall discrimination? i.e have you been denied with major responsibilities when you returned from maternity?
20 Are you motivated by child care provisions provided by organization?
21 Are you able to change your working hours from day to day, for example starting work later or finishing work earlier to balance work
life?
22 Does your family co-operate with you in performing your professional work?
23 Is being a mother makes you less valuable as an employee?
24 Do you think doing part time job/schedules is best for career growth when the children are very small (less than 3 years)?
25 Are you benefited by any training/workshop on work-life balance conducted by your organization?
26 Do you get enough time to get acquainted (updated) with latest trends of your job?
27 Is your work bothering you even after working hours?
28 Are you satisfied with the way your children are taken care while you are at work?
29 Do you think that denying relocation/transfer/deputation of work affect your promotion as well as your career growth?
30 Have you found yourself more easily frustrated by Co-workers?

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