A study on work-life balance of

employees at TCS, Mumbai.

A Project Report submitted In Partial Fulfilment to the requirement for the degree of

B.COM HONOURS

To the

Department of commerce

Bhopal School of Social Sciences

April, 2021

Submitted by :- Submitted To :-

Priya Shougani Dr. Rasmeet kaur Malhi

B. Com (honours) 3rd year Department of Management

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 Certificate

It is certified that the work contained in the project report titled, “A study on Work Life Balance
at TCS” By Priya Shougani , has been carried out under my supervision and that this work has not
been submitted somewhere else for a degree.

Signature:- ___________________

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 Declaration

I hereby declare that this project report entitled “ A study on work life balance at TCS, mumbai “
was carried out by me for the degree of B.COM Honours under the guidance and supervision of
Dr Rasmeet kaur Malhi of Department of Management, BSSS College. The interpretation put forth
are based on my reading and understanding of the original texts and they are not published
anywhere in any form. The other books, articles and websites, which I have made use of are
acknowledged at the respective place in the text. This research report is not submitted for any other
degree or diploma in any other university.

Place – Bhopal

Name of student – Priya Shougani

Class – B. Com honours 3 A

Date – 30/04/2021

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 Acknowledgement

I would like to take this opportunity to thank Dr. Rasmeet kaur Malhi (Teacher
guide) to have provided me with such a great opportunity to work on this research
project. I am grateful to all the respondents of the questionnaires for being so much
co-operative and patient to fill in all the required answer in the questionnaires. The
project would not have been such a success without their contribution.

Lastly, I would like to thank my family, friends and all those who helped me in
some way or the others in the successful completion of this research project.

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 Index

S. No. Name of the chapter Page no.

Chapter - 1 Introduction 6

Chapter - 2 Review of literature 11

Chapter - 3 Research Methodology 22

Chapter - 4 Data interpretation and representation 29

Chapter - 5 Results and Discussions 44

References 47

Annexure 48

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 Chapter -1
Introduction

1.1 Rationale of study

1.2 Introduction to IT Industry
1.3 Introduction to TCS
1.4 Justification of study

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 Chapter -1

INTRODUCTION

1.1Rationale of Study

Work-life balance is considered to be important for both, business practice and academic research.
The literature shows that work-life balance is a central issue affecting wellbeing, as family and
work are the most important elements of everyone’s life. Work life balance from the employee
viewpoint: the dilemma of managing work obligations and Personal/family responsibilities.
Research suggests that improving the Balance between our working lives and our lives outside
work can bring real benefits for Employers and employees. It also shows the difference in work
life balance of males and females.

1.2 Introduction to IT industry

The Information technology and Information technology Enabled Services (IT-ITeS) is a field that
suffers a rapid development and changes the form of Indian commercial standards. This sector
includes software development, consulting, software management, online services and business
processes outsourcing (BPO). For example, take an IT department in a company. There are many
people with many varied jobs and responsibilities. These responsibilities range from maintaining
safe systems and data to hold networks into operation. There are people who enter data, people
who manage databases and people programming. There are also decision-makers, such as the most
chief information officers (CIOs), which decide how an IT department is active and which
components are purchased.

Information technology is worried with upgrades in a range of human and organizational problem-
solving endeavors through the design, development, and use of technologically based systems and

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processes that increases the effeciency and effectiveness of information in various strategic,
tactical, and operational situations.

Information Technology Industry in India is identified for six crucial roles such as Information
Technology Enabled Service/ Business Process Outsourcing, Development of Software Products,
Information Technology Services, Research and Development activities, Hardware and E-
Commerce. Information Technology covers a wide spectrum of hardware and software program
software software program solutions that allow businesses to gather, organize, and analyze data
that helps them acquire their goals . It additionally describes technology-based workflow methods
that stretches the functionality of an company to supply services that generate revenue. As the IT
company evolves to meet the technological demands of today’s workplace, special challenges are
bobbing up and IT experts are striving to meet them. Network security is by far the great state of
affairs for many corporations and they rely quantity on their IT crew of humans to stop or cease
these system breaches.

The Information Technology sector in India has delivered a significant role in improving India's
Gross Domestic Product from the growth rate of 1.2% in the year 1998 to 7.7% in 2017,
NASSCOM affirms that Information Technology sector of India has amassed a revenue of US$160
billion in 2017 and United States of America has more than 60 % of Indian IT exports (Singh and
Shelly 2017). India was found at the top in 2011 in the world location attractiveness index for
outsourcing followed by China and Malaysia (Kearney 2011). The prominent reasons for growth
of outsourcing in India are low cost of operations which attract the developed nations to invest for
outsourcing, urge of global competition, access to global market and availability of quality
employability skills in the population (Kakabadse and Kakabadse, 2005).

1.3 Introduction to TCS

Tata Consultancy Services is an Indian multinational information technology services and

consulting company, headquartered in Mumbai, Maharashtra, India. TCS or TATA Consultancy
Service was established in 1968 as a division of Tata Sons Limited. A pioneer in the Indian
software program industry, TCS established the Tata Research Development and Design Centre,
in Pune, India in 1981. In the year 2011, TCS commenced its cloud-based services thus entering
the small and medium business enterprise for the first time. With over 3,35,000 employees as of

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October 2015, TCS is the second-largest business enterprise among the listed India agencies in the
back of Coal India Limited.

TCS offers a consulting-led, cognitive powered, built-in portfolio of business, technology and
engineering services and solutions. This is delivered through its special Location Independent
Agile TM transport model, diagnosed as a benchmark of excellence in software program
development.

TCS’ ability to deliver high–quality services and solutions is unmatched. It is largest IT employer
in India. It provides services to wide range of segment like banking & financial services, energy,
resources & utilities, government, telecom, media & information services, etc.

TCS’ capability to deliver high–quality services and solutions is unbeaten . It is greatest IT

enterprise in India. It offers services to huge vary of sectors like banking & financial services,
energy, resources & utilities, government, telecom, media & information services, etc.

TCS and its 67 subsidiaries provide a broad range of data technology-related merchandise and
offerings which include application development, Business process outsourcing, capacity
planning, consulting, organization software, hardware sizing, payment processing, software
management, and technology education services.

TCS operates in 27 locations across India which includes branch offices, training centres and an
innovation centre. When a team member is inducted into TCS, they are expected to undergo and
clear a rigorous training program that prepares them with the skills required to excel in the
company. TCS has its own training program for new joinees that is held at various training centers
across India. This program lasts for a period of 3 months and happens in three phases. In this Initial
Learning Program (ILP), as it’s called, along with learning technical skills and techniques, the new
joinees also get to experience many personal grooming activities. TCS has a dedicated learning
app for its team called Fresco Play which allows them to up-skill on the go. Not only this but in
fact, courses and certifications that the TCS employees undergo are reimbursed by the company
as well to keep up the momentum of learning while working at Tata Consultancy Services.

1.4 justification of study

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This study is conducted to know the current work life balance at TCS. And also to know the various
factors which are contributing satisfaction level of work life and personal life. This study will
allow you to know the relationship between the gender and satisfaction level of work life.

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 Chapter -2

Review of literature
2.1 Introduction

2.2 National Reviews

2.3 International Reviews

Chapter -2

REVIEW OF LITERATURE

2.1 Introduction

A literature review is a survey of scholarly sources on a specific topic. It provides an overview of

current knowledge, allowing you to identify relevant theories, methods and gaps in the existing
research. A literature review surveys books, scholarly articles, and any other sources relevant to

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a particular issue, area of research, or theory, and by so doing, provides a description, summary,
and critical evaluation of these works in relation to the research problem being investigated.
When reading an article, independent of discipline, the author begins by describing previous
research to map and assess the research area to motivate the aim of the study and justify the
research question and hypotheses

2.2 National Reviews

Mohla (2011) , Through the study she concluded that management of TCS is already doing many
things Which are different and new in market as well as important to enhance quality of work life
of Employees but still there is always a scope of improvement. Pulse is the company’s annual
Associate Satisfaction Survey. Every year, TCS undertake this Survey to measure and understand
its Associate’s attitude, opinions, motivation, aspirations and Satisfaction. Through Pulse, they
attempt to find out opportunities for improvement, invite suggestions, Ascertain shortcomings,
design appropriate plans, which finally conclude in action. To meet certain project requirements
associates are given more flexible hours of work. It Encourages the associates to work at the time
when their productivity can be maximized. In case of extended working hours associates can avail
for reimbursement for meal and transport. TCS-Maitree came into existence on February 23, 2002
in Mumbai, started by Ms Mala Ramadorai. Maitree is all about friendship, bonding, sharing and
caring. Maitree endeavours to Cultivate a sense of belonging among its employees and their
families. It is also recommended that attention be paid to the members attributing to low level of
Satisfaction with the recognition system. Open lines of communication should be created That will
enhance the creation of participation and interactional justice.

Seema sharma (2018), in hear study said that reaching for the sky has become a habit with Aarthi
Subramanian, The first woman to be appointed to the board of Tata Consultancy Services (TCS),
Ms Subramanian has banked on talent, diligence and resolve to find and fulfill her life's calling.
And a sumptuous calling it has been. Appointed as executive director to the TCS board in March
2015. Ms Subramanian has operated in a variety of crucial positions at TCS and has worked in,
besides India, Sweden, the United States and Canada. She opens up in this interview with
Christabelle Noronha on the road that has brought her this far and the experiences that have
enriched the journey. I like to call it work-life prioritisation because I don't know if there is a

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balance. Besides, a company like TCS gives you the opportunities and flexibility to manage your
constraints. TCS is a huge company and professional atmosphere is what we liked the most. Lot
of activities related to social causes take place every now and then. Employee engagement
activities is really amazing, such as work life balance. My job is quite challenging and interesting,
good team work and job culture is another major factor that distinguishes TCS from other
companies employees have worked with.

Ritu Anand, Vice President and Deputy Head of Global HR, TCS, say: “The knowledge industry
is Characterized by a very young and dynamic workforce. The new breed of IT professionals
Aspires for a work environment that is holistic, balanced and complete. A flexible work
Environment and work-life balance are key drivers of employee satisfaction.”

Biswabijoy Sen, Associate Consultant with TCS, says that the “Maitree” has greatly helped him
To balance work and life.

"From a highly centralised model consisting of workspaces set in large delivery campus capable
of accommodating thousands of employees, we had to switch to an extreme form of distributed
delivery in a matter of days, which is not a trivial challenge," said TCS managing director and
chief executive officer (MD & CEO) Rajesh Gopinathan.

Kumar Mohan (2011), concluded that TCS offers a flexible work environment where employees
are given the option to work part-Time or work from home under special circumstances. We offer
adoption leave to the parent Irrespective of the gender. If some of our female associates choose to
discontinue work for a Temporary period of time due to family commitments and rejoin the
organization at a later stage, Continuity of service is considered. Employees also have the option
to go for sabbaticals. At TCS, they strive to make work a joyful experience and encourage work-
life balance Through “maitree”, a unique platform for all employee engagement activities.
Different clubs Like Theatre Club, Bibliophile Club, Adventure and Trekking Club, Fitness Club,
Sanctuary Club, Music Club and community Services Club, among others facilitates fun at work.
These clubs organize various Activities like yoga, dance lessons, music competitions, trekking
expeditions, sports activities, Regular visits to NGOs, among other activities for TCS employees.

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For example, on Family Day, employees can bring their families to TCS and take them around the
workplace.

Pranav Mittal (2020), found in his study that People working in software industry find it very hard
to maintain the work-life balance. However, 23% people believe that TCS offers them opportunity
to balance their work as well as their personal life. Another important factor that lures the
workforce towards TCS is the company’s work environment. About 16% of employees voted TCS
for providing a favourable and healthy work environment. Colleagues are the people with whom
you spend most of your time at workplace. Also, for running a project successfully, an
understanding and cooperative team is an absolute necessity. About 15% of the respondents say
that it is one of the major reasons they are associated with TCS. People tend to like a company that
understands the needs of its workforce. An employee-friendly leave policy and regulations are
among the top five reasons why people continue to work with the firm. 14% people have approved
of TCS of having good leave policy.

Sandeep Mellam (2021), said the impetuous response to the COVID-19 situation and lockdown
was to allow the employees to work from home (WFH). Many companies are now switching to
permanent work from home, with top companies such as TCS planning to allow 75% of its
employees to work from home by 2025. Almost half of the employees who are working remotely
from home are content with their job and do not want to change the way they work in the near
future. Transformation to work from home is one of the biggest challenges HR Managers are facing
in this pandemic scenario. When the WFH mandate was arrived at, some organizations were able
to adapt more quickly than others. The primary reason is the capability of the infrastructure and
the mindset to identify, embrace and execute new technologies. The users need a tool which can
be accessed from anywhere using any device with insignificant commotion. A productive
environment for remote working requires a strong, steadfast, secure and scalable application that
supports positive employee productivity and collaboration.

Poojary Pallavi Poojary (2021), TCS pays a lot of attention to life outside work, especially the
physical wellbeing of its employees. From sports clubs to marathons and talent events, TCS
encourages employees to balance work with fun. A special mention has to be made about the
importance given to fitness and physical health at TCS. Free gym access, annual marathons etc.

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are just a few ways in which the team is encouraged to stay fit. Employees Seemed to have a good
work-life balance and genuinely love the work that they were doing. TCS encourages its
employees to continuously up-skill and keep up with trending technologies in the industry. It’s
both in the company’s and the employee’s interest to do so as the industry becomes more and more
skill-focused.

Narayanan Lakshmi (2015), is one of the employee at TCS said that Each one of the units of TCS
is highly competitive, require the employee to have knowledge in the latest technology out in the
market and keep ourselves updated. Apart from these units, we also have Digital Commerce,
Digital Marketing etc., which are equally competitive and stay on the bleeding edge with respect
to the market technology and trends. Working in any of these units won’t be a walk in the park
and definitely not like your typical run of the mill IT job. Having said that, the potential for learning
inside TCS DESS is quite high. As for the work life, we follow a very relaxed work culture.

Anushree Sharma (2020), wrote in her article Leading global IT services, consulting and business
solutions organization Tata Consultancy Services (TCS), announced that its attrition rate dipped
to a record low of 7.6 percent in the third quarter ended December 31, 2020. TCS’s diverse
workforce comprises 147 nationalities, and women constitute 36.4 percent of the base. The firm’s
investments in skilling and developing its workforce, and the use of innovative training methods
continue to bear fruit. 3.4 percent of the TCS employees are currently working out of office. This
means that 4.53 lakh employees (over 96 percent of TCS employees) are currently working from
home. The company’s people culture and HR practices have made it the global industry benchmark
in talent retention, helping it bring down the attrition rate.

Anshoo kapoor, The current circumstances have of course presented challenges to all businesses
and individuals – with millions of people suddenly transitioning to remote working. It is vital for
employees at companies of all sizes to feel they are being supported and for leaders to
communicate to them and provide guidance as best they can. To smooth the adjustment of working
from home, TCS has produced a series of guidelines which are designed to ensure employees
understand the context of this period of home-working and to provide them with practical tips to
make it work for them. We understand that this is a difficult time for everyone; some employees
will have trouble adjusting to remote working and others may have additional responsibilities like

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caring for children or vulnerable relatives. Protecting our staff’s mental and physical health is a
real priority for TCS – and is of course particularly important now. We have developed specific
guidelines addressing wellbeing, mental health and isolation issues which are shared with all
employees. The provision of 24/7 counselling and private healthcare are core to helping with staff
wellbeing. Mental health care is always a priority at TCS, and we are working hard to ensure
employees still feel supported and able to access resources that can help them navigate these
uncertain times.

Pulkit Goenka (2012), Working with TCS affords you with a sense of certainty of a successful
career that would be driven by boundless growth opportunities and exposure to cutting-edge
technologies and learning possibilities. The work environment at TCS is built around the belief of
growth beyond boundaries. Some of the critical elements that define the work culture are global
exposure, cross-domain experience, and work-life balance.

2.3 International reviews

We are very proud to be among the small number of US organisations recognised in the Fortune
Big Companies to Work For in 2020 list," said Surya Kant, President, North America, UK and
Europe, TCS.

“At TCS, we employ passionate, empowered and driven employees who are encouraged to make
their voices heard in providing first-class service to our customers and creating a happy and healthy
work culture for all,” Kant added.

PTI (2020), in his study concluded that it is a great place to Work evaluated more than 60 elements
of TCS employees’ experiences on the job. These included the extent to which employees trust
leaders, the respect with which people are treated, the fairness of workplace decisions, and how
much camaraderie there is among the team.More than seven out of 10 (72 percent) TCS employees
said the company is a great place to work, eight out of ten (80 percent) felt good about work-life
balance and being afforded time away from work when necessary. TCS is dedicated to enabling a
future-ready workforce and offers many learning experiences that focus on reskilling and
upskilling. In 2019, 90 percent of its US workforce was re-skilled in the latest digital technologies,

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tools and platforms. Since 2014, TCS has been among the top two US job creators in the IT services
and consulting sector, hiring more than 20,000 new employees, the company said in a statement.

Mckay (2019), According to a Harvard Business School survey, 94% of service professionals put
in 50+ hours a week. And while some people claim long hours are necessary, study after study
shows that when we lose work life balance, everyone suffers the consequences. Once we pass a
certain threshold of working hours, our sleep starts to become impaired; we’re more likely to feel
depressed and stressed; and can even have a harder time communicating, collaborating, and getting
things done.

(2018) , concluded that TCS overall is an employee driven company, The Company provides the
best in the class facilities to work and learn. TCS has a separate learning and development cell,
which encourages the employees to learn and develop their technical, managerial, interpersonal
communication and other skills. Apart from the learning and growth prospects, TCS also provides
timely work review, assessments, various bonuses, leaves and also growth opportunities. The
boundary of management and associates is low and the management is easily assessable. The level
of respect for every employee is very high and is maintained with the high to low management and
associates. TCS is very high on work ethics, like any other Tata group company. At TCS there are
no seniors, juniors when it comes to work, everyone is asked to make a contribution to every work,
the team work is the driving force here. A team comprises of a good mix of people. TCS has a rich
culture with learning, the learning and development cell has their weekly and monthly trainings.
These trainings are conducted by industry specialist and sometime in house faculty. Even the initial
learning program was a fantastic builder for confidence and learning platforms. TCS should focus
on increasing self-awareness and provided the employees with guidance on how to cope with stress
through a series of workshops by experts. In addition to conducting stress management workshops,
TCS should also conduct off-site picnics, games, and inter-departmental competitions. Some
companies were also using a system of mentors and promoted open communication to improve
interactions and camaraderie at the workplace.

“With a strong team you get a lot of things done. Apart from that, I try to keep things very simple.
I have a single list. I don’t believe you need to maintain a personal life-professional life list. You
just have to keep a very simple priority list and keep it short, “said chandrasekaran.

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Milind Lakkad, Chief Human Resources Officer, TCS, said, “Our sustained investment in organic
talent development is now paying rich dividends, helping us support our business growth. We are
also continuing along our journey to reimagine and transform the HR value chain, leveraging
technology innovatively to digitize processes, virtualize interactions, and enhance
responsiveness.”

(2018), TCS has a talent pool of 384,792 employees, over a third of which are women. As much
as 85% of its employees belong to Gen Y. The company understands that diversity comes in many
forms — gender, race, religion, sexual orientation, age, culture, etc. The focus on inclusion should
be on a complete buy-in and creating allies and advocates within the organisation. Today, the
social engagement platforms of TCS connect 300,000 users to senior officials, allowing open
dialogue and idea sharing.Mentors are assigned to provide guidance on career aspirations, work-
life integration, organisational culture, leadership development, etc. This is facilitated through
formal and informal networking, coffee and virtual live chats, and panel discussions. Going
beyond workforce development, TCS is creating greater employment opportunities for women.
An example of this is the all-women centre for business processes and IT services at Riyadh. This
is a one-of-a-kind, all-women employee office with over 1,000 women, of which 85% are Saudi
nationals.

Anshoo kapoor, said that In addition to what is being done by TCS on a global level regarding
education, the UK TCS Digital Explorers programme is being transformed into a virtual event.
TCS Digital Explorers is a unique one-week work experience programme that reaches hundreds
of young people across the UK and provides an insight into the work of STEM and the
opportunities available to young people here in the UK. One of the ways that TCS employees are
encouraged to get involved in both the UK and in Ireland, is by donating to the UK’s National
Emergencies Trust and Ireland’s Health Service Executive (HSE), with TCS match funding all
donations.

TCS is honored to be recognized as one of the Top 10 Companies with the Best Business Outlook
by Glassdoor,” said Surya Kant, President, North America, UK & Europe, TCS.

Dr. Ritu Anand is a pioneer in the field of Human Resources with a career spanning 25+ years.
She is a Senior Vice President at Tata Consultancy Services With our presence in more than 144

18
nationalities across 46 countries, we look at inclusivity from a behavioural lens hence implemented
several initiatives to create awareness and shift of mindsets towards inclusion and helping
individuals overcome bias. Our aim has always been to ensure that they have a balanced workforce,
where all people feel respected . TCS is a values-driven organization that not only invests in the
success of its people but also empowers and encourages them to make positive contributions in
their communities across the world. Additionally, by providing a variety of social and mobile
platforms for its employees around the world, TCSers enjoy a collaborative environment across
teams and geographies. As a result of the rewarding culture within TCS, the company has the
lowest attrition rate of its peer set.

Rohit kumar, The base of TCS is built on a very strong culture which sets it a class apart . The
culture of TCS gives a feeling of pride and immense joy for new recruits. TCS also feels proud of
its culture laid up by its pioneers. Career within TCS is driven by number of growth opportunities
and an exposure to new technologies. The work environment within TCS is based on the concept
of expansion beyond boundaries. The elements of work culture within TCS are global exposure ,
cross-domain experience, work-life balance. TCS has a Culture Quadrant, which defines
organizations on its cultural environment and working rules. Employees tends to learn new
technology in course of his job. Intense training programme are conducted to make its employees
updated with new technology. Intense training and development programs imparts the employee
on the job learning. Mentor programs: Mentor Program within TCS helps employee develop
behaviour ,skills to achieve the goals. ‘Global Family’ identity TCS provides its employee the
support ,encouragement just like its family. Maitree a TCS initiative was started with an objective
to bring TCS employee and family together considering the family members as part of TCS
extended family.

Albertsen et.al (2008), studied the relationship between work hours and worklife balance and
Found a strong association between larger numbers of work hours and lower levels of work life
Balance amongst women. For men, the results were less conclusive, while for gender-mixed
Groups, an association between overtime work and lower levels of work life balance was strongly
Supported. It was found that nonstandard work hours had a negative influence on work life Balance
and some evidence suggested that it had a negative influence on children’s well-being And on
marital satisfaction.

19
Murphy &Doherty(2011), revealed that it is not possible to measure work-life balance in an
Absolute way, because personal circumstances influence the way this is perceived. Long hours
And presenteeism form “part of job” when accepting a role at higher level. However, modern
Technology has helped this to some extent by allowing senior managers to be accessible instead
Of having to be present in office.

Jane et.al (2004) have explored relationships between work-life balance, work non-work conflict,
Hours worked and organizational commitment concluded that, although graduates seek work/life
Balance, their concern for career success draws them into a situation where they work Increasingly
long hours and experience an increasingly unsatisfactory relationship between home And work.
The article discusses the causes and potential consequences of this predicament and in Particular
how work non-work conflict is linked to hours worked the state of the psychological Contract and
organizational commitment. It highlights the role of organizations’ policy and Practice in helping
to manage the relationship between work and non-work and the development Of organizational
commitment through support for younger employees’ lives out-of-work and Effective
management of aspects of the psychological contract.

Clarke, et al (2004), From the very beginning it is important to understand that work-life balance
does not mean to devote an equal amounts of time to paid work and non-paid roles; in its broadest
sense, is defined as a satisfactory level of involvement or ‘fit’ between the multiple roles in a
person’s life. Although definitions and explanations may vary, work-life balance is generally
associated with equilibrium between the amount of time and effort somebody devotes to work and
personal activities, in Order to maintain an overall sense of harmony in life.

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 Chapter – 3

Research methodology
3.1 Introduction

3.2 objective of study

3.3 Research Hypothesis

3.4 Scope of study

3.5 Sample Design

3.5.1 population

3.5.2 Sample

3.5.3 sample size

3.5.4 sampling method

3.6 limitations of study

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 Chapter-3

RESEARCH METHODOLOGY

Research

Research is a logical and systematic search for new and useful information on a particular topic. It
is an investigation of finding solutions to scientific and social problems through objective and
systematic analysis. It is a search for knowledge, that is, a discovery of hidden truths. Here
knowledge means information about matters. The information might be collected from different
sources like experience, human beings, books, journals, nature, etc. A research can lead to new
contributions to the existing knowledge. Only through research is it possible to make progress in
a field. Research is indeed civilization and determines the economic, social and political
development of a nation. The results of scientific research very often force a change in the
philosophical view of problems which extend far beyond the restricted domain of science itself.

Research is not confined to science and technology only. There are vast areas of research in other
disciplines such as languages, literature, history and sociology. Whatever might be the subject,
research has to be an active, diligent and systematic process of inquiry in order to discover,
interpret or revise facts, events, behaviors and theories. Applying the outcome of research for the
refinement of knowledge in other subjects, or in enhancing the quality of human life also becomes
a kind of research and development.

3.1 Objectives of the study

 To determine the factors that impact the employees work life balance
 To know how to maintain a balance in work life and personal life. .
 To study the existing system of Work-Life Balance of Employees in TCS

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  To understand the challenges they face and the type of coping strategy they use to achieve
work family Balance.

3.2 Research Hypothesis

Hypothesis usually considered as the principal instrument in research. Its main function is to
suggest new experiments and observations. In fact, many experiments are carried out with the
deliberate object hypothesis of testing hypothesis. Hypothesis is defined as a proposition or a set
of Proposition set forth as an explanation for the occurrence of some specified group of
phenomena either asserted merely as a provisional conjecture to guide some investigation or
accepted as highly probable in the light of established facts.

Null Hypothesis (H0 ) :- There is no relation between gender and there level of satisfaction in work
life balance of employees at TCS.

Alternative Hypothesis (H1 ) :- There is a significant relationship between the gender and the level
of satisfaction in work life balance of employees at TCS

3.3 scope of the study

This study is conducted at TATA consultancy services , Mumbai, Maharashtra, India. This study
is conducted to find out the current work life balance of employees at TCS. The study is restricted
to the employees in IT department at TCS. Work life balance is a technique which helps personnel
of an enterprise to balance their private and professional lives. Work life balance encourages
employees to divide their time on the basis on priorities and preserve a stability through devoting
time to family, health, vacations and so on along with making a career, business travel etc. The
time period of this study is from 21 march 2021-30 April 2021. Responses are collected only from
the employees working at TCS, Mumbai.

3.4 SAMPLE DESIGN

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 A sample design is a definite plan for obtain a sample from a given population. It
refers to technique or the procedure the researcher would adopt in selecting sample from
population.

3.4.1 population

A population is the pool of individuals from which a statistical sample is drawn for a study. In
statistics, a population is an entire group about which some information is required to be
ascertained. A statistical population need not consist only of people.

The population for this study are the employees working in IT department at TCS globally. As of
March 31, 2020, Tata Consultancy Services, the multinational information technology service
company, had over 448,400 employees in the world, out of which 90% are the employees working
in IT department. So the population is employees working in IT department at TCS.

3.4.2 sample

A sample refers to a smaller, manageable version of a larger group. It is a subset containing the
characteristics of a larger population. Samples are used in statistical testing when population sizes
are too large for the test to include all possible members or observations.. A well chosen sample
will contain most of the information about a particular population parameter but the relation
between the sample and the population must be such as to allow true inferences to be made about
a population from that sample.. In most cases, it is impossible or costly and time-consuming to
research the whole population. Hence, examining the sample provides insights that the researcher
can apply to the entire population.

The sample for this research study are the employees working in the IT department at TCS,
Mumbai. so the sample includes employees working in the IT department of TCS, Mumbai.

3.4.3 sample size

24
Sample size determination is the act of choosing the number of observations or replicates to include
in a statistical sample. In this research study sample size is 104 IT employees at TCS, Mumbai.

3.4.4 sampling Method

TYPES OF SAMPLING METHODS

Non-Probability Sampling:

Non-probability Sampling is that sampling procedures which does not afford on any basis of
estimating the probability that each item in the population has of being included in the sample.
Non-probability sampling is also known by different names such as quota sampling, judgmental
sampling, convenience sampling.

Convenience Sampling:

When population elements are selected for inclusion in the sample based on the ease of access. It
can be called convenience sampling, if a researcher wishes to secure data from, say gasoline
buyers, he may select a fixed number of petrol stations and may conduct interview these stations.

Judgmental Sampling:

The researcher’s judgment used for selecting items which he considers as representative of the
population. For example: - a judgment sample of college students might be taken to secure reaction
to a new method of teachings.

Quota Sampling:

It involves the non-random selection of elements based on the identification of specific

characteristics to increase the sample representative.

Probability Sampling:

This kind of sampling involves the selection of elements from the population using random
sampling in which each element of the universe has an equal and independent chance of being
chosen.

25
Simple Random Sampling:

Under this each matter in the universe has an equal chance of being selected. This method is also
termed as THE LOTTERY or FISH BOWL TECHNIQUE. For the lottery method there is a need
for listing the members of the population. The names or codes of all the members are written on
the piece of a paper and then placed in a container. The researcher draws the number of samples
from the container. This process is relatively easy for small population but is difficult for large
population and is very time consuming.

Systematic Sampling:

Under this sampling, sample are selected by following some rules set by the researcher which
involves selecting the Kth member from where the random start is determined. A system is plan for
selecting members after random starts is determined. This every Nth member of the population is
determined by the system in drawing or selecting the member of the sample.

Stratified Sampling:

This type of probability sampling selects the member of the sample from each sub-population or
strata. This method is used when there is a large population. Sample per strata are then randomly
selected but consideration must be given to the sizes of the random samples to be drawn from the
sub groups.

Cluster Sampling:

This method is used when population is divided into clusters or groups. In this samples are selected
in groups rather than individuals who are employed in a large-scale survey.

Multi-Stage Sampling:

Under this samples are selected by using two or more sampling methods. It is rarely used because
of complexity of its application. It requires time, effort and cost.

Sampling method used in this study

26
In this study probability sampling is used, in which simple random sampling is used. Questionnaire
is used as research tool for collection of primary data.

3.5 limitations of study

 Some employees were reluctant to fill the questionnaire.

 As due to Covid-19 many employees are working remotely, so there responses may vary
from the situation when they were working in office.

27
 Chapter -4

Data Interpretation And

representation

4.1 Data Representation and Interpretation

4.2 Hypothesis testing

Chapter – 4

DATA INTERPRETATION AND REPRESENTATION

Data interpretation refers to the implementation of processes through which data is reviewed for
the purpose of arriving at an informed conclusion. The interpretation of data assigns a meaning

28
to the information analysed and determines its signification and implications. Data interpretation
is the process Is the process of filtering Valuable information from large amount of data sets. The
collection can be represented in various forms such as Bar graphs, line charts and tabular forms
and other similar forms.

Table 4.1 Distribution of respondents on the basis of gender

Gender Male Female

Responses
72 32
Percentage 69.2% 30.8%

INTERPRETATION

From the responses it can be seen that out of 104 responses 69.2% are male i.e. 72 employees and
30.8% are female i.e. 32 employees.

Table 4.2 Distribution of respondents on the basis of marital status

29
 Marital status Single Married

Responses 84 20

Percentage 80.8% 19.2%

INTERPRETATION

From the above pie chart it can be seen that, 80.8% of respondents are single and 19.2% of the
respondents are married.

Table 4.3 Distribution of respondents on the basis of no. Of family members they have

No. Of
No. Of family members
employees
2 8

30
3 20
4 28
5 40
6 4
7 4

INTERPRETATION

31
Table 4.4 Distribution of respondents on the basis of their Job Title
No. Of employees Job title
8 IT Analyst
16 Project manager
12 Software developer
8 Consultant
4 System Engineer
8 Technical lead
8 Software engineer

8 Associate process manager

8 Computer operator
8 Associate consultant

32
 Options Responses
Less then 1 year 20
1 – 3 years 40
4- 7 years 32
8 – 10 years 12
Table 4.5 Distribution of respondents on the basis of time period they have been working for the
organization.

How long have you been employed in your current position?

INTERPRETATION

According to the above graph, 20 respondents have been working for TCS for less then 1 year.

33
40 respondents are working for the company for 1-3 years, 32 responses are from the people Who
are working for 4-7 years, and 12 of them are working at TCS for more then 8 and less then 10
year.

Table 4.6

No. Of employees Working hours per week

12 Less then 20 hours
32 20- 40 hours
56 41-60 hours
4 More then 60 hours

34
 Options Responses Percentage
Never 4 3.8%
Rarely 16 15.4%
Monthly 28 26.9%
Weekly 20 19.2%
Daily 36 34.6%
Table 4.7

INTERPRETATION

From the above data it can be concluded that 3.8% of the respondents have never worked over
time, 15.4% of respondents say that they rarely work overtime, 26.9% of them say that they work
overtime monthly, 19.2% of the respondents work overtime weekly and 34.6% of them work
overtime time daily.

Table 4.8

Options Responses Percentage

Yes 16 15.4%

35
 No 48 46.2%
Somewhat 40 38.5%

INTERPRETATION

According to the above data, it is seen that 15.4% of the respondents say that the stress in there
work place affecting their personal life, whereas 46.2% of respondents say that the stress in there
work life is not affecting their personal life and 38.55 % of them say that stress is somewhat
affecting their personal life.

36
Table 4.9

Options Responses Percentage

Never 4 3.8%
Rarely 16 15.4%
Monthly 28 26.9%
Weekly 40 38.5%
Daily 16 15.4%

INTERPRETATION

From the above chart, it can be concluded that, 3.8% of the respondents never destress, 15.4% of
them destress themselves rarely, whereas 26.9% of the respondents destress themselves on a
monthly basis, 38.5% of them destress themselves weekly and 15.4% of the respondents destress
themselves on daily basis.

37
Table 4.10

Responses Percentage
Options

Yes 44 42.3%
No 60 57.7%

INTERPRETATION

It can be concluded that, 42.3% of the respondents have thought of leaving their job in past 1 year
and 57.7 % of them are not willing to leave their job.

38
4.2 Hypothesis Testing

It is a statistical test used to determine whether the hypothesis assumed for the sample of data
stands true for the entire population or not. Simply, the hypothesis is an assumption which is tested
to determine the relationship between two data sets.

In this study chi square test is being used for testing the Hypothesis.

Chi square Test -A chi-square (χ2) statistic is a test that measures how a model compares to actual
observed data. The data used in calculating a chi-square statistic must be random, raw, mutually
exclusive, drawn from independent variables. Chi-square tests are often used in hypothesis testing.
The chi-square statistic compares the size any discrepancies between the expected results and the
actual results, given the size of the sample and the number of variables in the relationship. For
these tests, degrees of freedom are utilized to determine if a certain null hypothesis can be rejected
based on the total number of variables and samples within the experiment.

Table 4.11 Table of observed values

Gender / Highly Dissatisfied Neutral Satisfied Highly Total

satisfaction level dissatisfied satisfied
Male 4 8 28 16 16 72
Female 0 4 24 0 4 32
Total 4 12 52 16 20 104

Level of significance- Level of significance refers to a criteria of judgement upon which a decision
is made regarding the value stated in a null hypothesis. The criteria is based on the probability of
obtaining a statistic measured in a sample if the value stated in the null hypothesis were true.

Significance level = 0.05

39
Expected Value = row total * column total / total no. Of responses

Degree of freedom = (columns – 1) * (rows – 1)

= (5-1) * (2-1)

=4*1=4

Table 4.12 Table of expected values

Gender/
Highly Highly
satisfaction Dissatisfied Neutral Satisfied
dissatisfied satisfied
level
Male 2.8 8.3 36 11.1 13.8
Female 1.2 3.7 16 4.9 6.2

Table 4.13 calculation of X2

Observed Expected
Groups O-e (O -e)2 (O – e) 2/ e
values (o) values (e)

G-1 4 2.8 1.2 1.44 0.5

G-2 8 8.3 -0. 3 0.09 0.01

G-3 28 36 -8 64 1.78

G-4 16 11.1 4.9 24.01 2.16

G-5 16 13.8 2.2 4.84 0.35

G-6 0 1.2 -1. 2 1.44 1.2

G-7 4 3.7 0.3 0.09 0.02

G-8 24 16 8 64 4

G-9 0 4.9 -4. 9 24.01 4.9

40
 G-10 4 6.2 -2. 2 4.84 0.78

X2 15.7

Degree of freedom = 4

Significance level = 0.05

According to above information the tabular value of X2 tabular = 9.49

And according to calculations X2 calculated = 15.7

15.7 > 9.49

X2 calculated > X2 tabular

Therefore, we reject null hypothesis , and accept the alternative hypothesis.

Alternative Hypothesis - There is a significant relationship between the gender and the level of
satisfaction in work life balance of employees at TCS.

41
 Chapter – 5

Results and Discussion

5.1 Major Findings

5.2 Discussions and Suggestions

5.3 Conclusion

Chapter – 5

Results and Discussions

5.1 Major Findings

42
  The overall satisfaction level of IT employees of TCS is neutral as shown in the mastersheet
attached in Annexure. Employees were neither satisfied nor dissatisfied.
 The average answer given by employees when asked that if they get enough time to spend
with their family and friends was neutral.
 It was found that Family contributed the most i.e. family was the most significant factor
for happiness among the three factors family, salary and Job, whereas it is observed that
job and salary contributed neutrally in happiness of employees.
 Average employees agreed that they give neutral time for work and job as well as there
was a neutral answer for the question that if they sacrifice their sleep for work.
 Another question was asked to know whether the employees get enough time to get
involved with their hobbies and interests. The average answer of the employees was neutral
that means, most of the employees neither agree nor disagree that the get enough time for
their hobbies.
 When asked what are the activities you do for destressing yourself, the most popular
answers were gaming and social media after which it was mobile phone and gaming and
the least selected options were smoking, binge eating listening music, swimming, travelling
and driving.

5.2 Discussions and Suggestions

Although, in many of the previous studies it is found that the work life balance of employees at
TCS is satisfactory but through this study it is found that the work life balance of employees is
neutral. Also there are many programmes organised by TCS for its employees like maitree, The
company should initiate some more activities so that the employee feels more close and familiar
to the organization.

5.3 Conclusion

Through the study it can be concluded that the IT employees at TCS are not very much satisfied
with their work life balance. More then 1/3 rd of the employees were thinking to leave the job in
past one year. Almost half of the repondents personal life was not affected by the stress in the work
life. 1/7 of the responses were in favour that the stress in their work life is affecting their personal

43
life. Also through hypothesis testing it is observed that there is a significant relation between the
gender and the level of satisfaction from work life balance of employees.

REFERENCES

Gambhir, Introduction to IT Industry, https://www.scribd.com/doc/116427658/Introduction-to-

IT-Sector

Udemy, 2013,Introduction to Information Technology: Basics and Careers,

https://blog.udemy.com/introduction-to-information-technology/

44
Majumdar, 2020,How part of TCS’ workforce enabled work from home for rest,
https://www.livemint.com/companies/news/how-part-of-tcs-workforce-enabled-work-from-
home-for-rest/amp-11587289916498.html

SightsIn plus, 2020, How TCS builds Diverse & Inclusive Workplace Culture in new normal,
https://sightsinplus.com/interview/chro/how-tcs-builds-diverse-inclusive-workplace-culture-in-
new-normal/?amp

Chaudhury and Banerjee, 2010, Statistics without tears: Populations and samples,
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3105563/

Snyder, 2019, Literature review as a research methodology: An overview and guidelines,

https://www.sciencedirect.com/science/article/pii/S0148296319304564

Kumar, TCS organizational culture, https://pdfcoffee.com/tcs-organizational-culture-pdf-

free.html

Narendra, sharma, Fernandez, 2018, Worklife balance of IT professionals, Volume 03 – Issue

03,www.ijlemr.com

Mohla, 2011, IMPORTANCE OF QWL WITH SPECIFIC REFERENCE TO TCS,

https://www.google.com/url?sa=t&source=web&rct=j&url=http://www.zenithresearch.org.in/im
ages/stories/pdf/2011/July/11%2520CHARU%2520IMPORTANCE%2520OF%2520QWL.pdf
&ved=2ahUKEwjV5M6LoMHvAhWgzDgGHVvSCVE4ChAWMAd6BAgCEAI&usg=AOvVa
w02R2FM01YLFHmrcJDImAmD

Hayes, 2020, Chi-Square (χ2) Statistic Definition,

https://www.investopedia.com/terms/c/chi-square-statistic.asp

ANNEXURE

MASTERSHEET

45
Min. Score = 9

Max. Score = 45

Mean score = total score / 9

Mean score per question = total score / no. Of respondents

1 = Strongly Disagree

2 = Disagree
3 = Neutral
4 = Agree
5 = strongly Agree

Mean
Score =
Respo Q- To Total
ndent Q-1 Q-2 Q-3a Q-3b Q-3c 4a Q-4b Q-4c Q-5 tal score/9

2.6666666
R1 4 4 2 2 4 1 1 2 4 24 67

2.8888888
R2 3 3 3 3 3 2 4 3 2 26 89

46
 3.3333333
R3 3 2 3 5 4 4 3 3 3 30 33

3.6666666
R4 5 5 2 3 5 2 4 2 5 33 67

R5 4 5 4 3 5 3 5 4 3 36 4

R6 3 5 3 2 2 2 3 4 3 27 3

4.6666666
R7 4 5 5 5 4 4 5 5 5 42 67

3.4444444
R8 3 3 3 3 5 4 4 5 1 31 44

2.8888888
R9 1 2 3 3 4 4 3 4 2 26 89

47
 2.8888888
R10 4 2 3 1 5 5 1 3 2 26 89

R11 3 4 3 3 1 4 3 2 4 27 3

3.3333333
R12 3 5 3 4 3 3 3 2 4 30 33

3.3333333
R13 5 2 5 3 4 3 4 2 2 30 33

3.2222222
R14 2 2 5 5 3 5 2 4 1 29 22

2.7777777
R15 3 2 3 2 3 5 2 4 1 25 78

R16 5 4 4 3 5 5 2 4 4 36 4

48
 3.4444444
R17 2 5 3 2 5 3 3 3 5 31 44

3.3333333
R18 3 3 2 2 5 4 4 4 3 30 33

4.2222222
R19 5 3 5 5 3 5 3 4 5 38 22

3.4444444
R20 3 5 3 3 5 3 4 1 4 31 44

3.7777777
R21 5 4 5 3 4 3 3 3 4 34 78

3.2222222
R22 3 4 4 2 5 2 4 3 2 29 22

2.8888888
R23 3 3 3 2 4 2 4 2 3 26 89

49
 2.4444444
R24 2 1 1 1 5 1 5 5 1 22 44

2.7777777
R25 3 2 3 2 4 3 3 2 3 25 78

3.1111111
R26 3 3 2 3 4 2 4 3 4 28 11

2.6666666
R27 2 1 3 2 5 1 4 1 5 24 67

R28 3 2 2 2 4 2 5 3 4 27 3

3.8888888
R29 5 4 5 3 4 4 3 3 4 35 89

3.1111111
R30 2 3 3 5 4 2 5 2 2 28 11

50
 3.4444444
R31 3 2 5 3 3 3 4 5 3 31 44

3.2222222
R32 5 5 4 3 4 2 3 2 1 29 22

3.2222222
R33 3 5 3 2 5 4 1 3 3 29 22

R34 5 5 2 5 5 4 3 3 4 36 4

3.2222222
R35 3 5 3 3 2 4 3 2 4 29 22

3.5555555
R36 4 3 3 3 4 5 4 4 2 32 56

2.8888888
R37 3 2 2 1 5 4 2 4 3 26 89

51
 3.4444444
R38 3 2 4 3 4 3 2 5 5 31 44

3.7777777
R39 5 4 3 4 5 3 2 5 3 34 78

3.6666666
R40 4 5 5 3 1 5 3 4 3 33 67

3.6666666
R41 3 2 3 5 3 5 4 3 5 33 67

2.8888888
R42 4 2 3 2 4 5 3 2 1 26 89

2.7777777
R43 3 2 3 3 3 3 4 2 2 25 78

2.6666666
R44 1 4 3 2 3 4 3 2 2 24 67

52
R45 4 5 3 2 5 5 4 4 4 36 4

R46 3 3 5 5 5 3 4 4 4 36 4

3.6666666
R47 3 3 5 3 5 3 5 4 2 33 67

3.1111111
R48 5 5 3 3 3 2 3 3 1 28 11

3.1111111
R49 2 4 4 2 5 2 4 4 1 28 11

2.8888888
R50 3 4 3 2 4 1 1 4 4 26 89

3.2222222
R51 5 3 2 1 5 3 4 1 5 29 22

53
 2.7777777
R52 2 1 5 2 4 2 3 3 3 25 78

3.2222222
R53 3 2 3 3 5 1 4 3 5 29 22

3.5555555
R54 5 3 5 2 4 2 5 2 4 32 56

3.5555555
R55 3 3 4 3 4 3 3 5 4 32 56

R56 5 3 3 2 4 1 5 2 2 27 3

2.8888888
R57 3 5 1 2 3 2 4 3 3 26 89

3.2222222
R58 3 4 3 5 4 4 3 2 1 29 22

54
 2.7777777
R59 2 4 2 3 5 2 1 3 3 25 78

3.3333333
R60 3 3 3 3 5 3 3 3 4 30 33

2.6666666
R61 3 4 2 2 2 2 3 2 4 24 67

3.1111111
R62 3 3 2 2 4 4 4 4 2 28 11

3.1111111
R63 3 2 3 2 5 4 2 4 3 28 11

3.6666666
R64 2 5 3 3 4 4 2 5 5 33 67

R65 4 5 2 5 5 5 2 5 3 36 4

55
 3.3333333
R66 3 5 4 3 1 4 3 4 3 30 33

3.5555555
R67 3 5 3 3 3 3 4 3 5 32 56

3.1111111
R68 5 3 5 2 4 3 3 2 1 28 11

3.3333333
R69 4 2 3 5 3 5 4 2 2 30 33

2.8888888
R70 3 2 3 3 3 5 3 2 2 26 89

R71 4 4 3 3 5 5 4 4 4 36 4

3.5555555
R72 3 5 3 1 5 3 4 4 4 32 56

56
 3.2222222
R73 1 2 3 3 5 4 5 4 2 29 22

3.3333333
R74 4 2 5 4 3 5 3 3 1 30 33

3.3333333
R75 3 2 5 3 5 3 4 4 1 30 33

3.4444444
R76 3 4 3 5 4 3 1 4 4 31 44

3.7777777
R77 5 5 4 2 5 2 4 2 5 34 78

2.8888888
R78 2 3 3 3 4 2 3 3 3 26 89

R79 3 3 2 2 5 1 4 3 4 27 3

57
 3.6666666
R80 5 5 5 2 4 3 5 2 2 33 67

3.3333333
R81 2 4 3 5 4 2 3 4 3 30 33

4.2222222
R82 3 4 5 3 4 5 5 4 5 38 22

4.1111111
R83 5 3 4 3 5 5 4 5 3 37 11

2.6666666
R84 3 1 3 2 1 3 3 5 3 24 67

R85 5 2 1 2 3 4 1 4 5 27 3

2.8888888
R86 3 3 3 1 4 5 3 3 1 26 89

58
 2.5555555
R87 3 3 2 2 3 3 3 2 2 23 56

2.6666666
R88 2 4 1 3 3 3 4 2 2 24 67

2.6666666
R89 3 3 2 1 5 2 2 2 4 24 67

3.1111111
R90 3 2 3 3 5 2 2 4 4 28 11

R91 3 5 3 2 5 1 2 4 2 27 3

R92 4 5 2 3 3 2 3 4 1 27 3

3.7777777
R93 3 5 4 5 5 4 4 3 1 34 78

59
 3.4444444
R94 3 5 3 3 4 2 3 4 4 31 44

4.1111111
R95 5 3 5 3 5 3 4 4 5 37 11

2.6666666
R96 4 2 3 2 4 2 3 1 3 24 67

3.6666666
R97 3 2 3 5 4 4 4 3 5 33 67

3.5555555
R98 4 4 3 3 3 4 4 3 4 32 56

3.6666666
R99 3 5 3 3 4 4 5 2 4 33 67

R100 1 2 3 1 5 5 3 5 2 27 3

60
 3.5555555
R101 4 2 5 3 5 4 4 2 3 32 56

2.6666666
R102 3 2 5 4 2 3 1 3 1 24 67

3.2222222
R103 3 4 3 3 4 3 4 2 3 29 22

4.3333333
R104 5 5 4 5 5 5 3 3 4 39 33

TOTA 343.11111
L 348 352 340 300 416 336 344 332 320 11

mean
score 3.2
per 307
questio 3.34615 3.38461 3.26923 2.88461 692 3.30769 3.19230 3.07692
n 3846 5385 0769 5385 4 31 2308 7692 3077

COPY OF A BLANK QUESTIONNAIRE

61
Work life Balance Survey at TCS

I am student of BSSS college, pursuing B.Com (HONS). This survey is conducted as a part of Our
research curriculum and is of academic importance. Kindly spare your precious time and Choose
the most suitable option. All information provided by you will be strictly kept Confidential.

Name (optional) - ____________________

E-mail - ________________________

Contact no. - _____________________

Gender

a) Male
b) Female

Marital status

a) Single
b) Married
c) Divorced
d) Widow

No. Of family members - ______________

Current job title - _________________

How long have you been employed in your current position?

a) Less then 1 hour

b) 1-3 hours

62
 C) 4-7 hours

d) 8-10 hours

e) More then 10 hours

How many hours do you work per week?

a) Less then 20 hours

b) 20 – 40 hours
c) 41-60 hours
d) More then 60 hours

How often do you work overtime or outside normal work hours?

a) Daily
b) Weekly
c) Monthly
d) Rarely
e) Never

Q-1. How satisfied are you with your current work life balance?

a) Highly dissatisfied
b) Dissatisfied
c) Neutral
d) Satisfied
e) Highly satisfied

Q-2. My work schedule allows me to spend time with my family and friends

a) Strongly disagree

63
 b) Disagree
c) Neutral
d) Agree
e) Strongly agree

Q-3. On a scale of 1 to 5 (with 1 being Strongly Disagree and 5 being Strongly Agree), please Rate
your level of agreement with the following statements.

3a- job is the most significant Factor to my happiness

a) Strongly Disagree
b) Disagree
c) Neutral
d) Agree
e) Strongly Agree

3b- My salary is the most Significant factor to my Happiness

a) Strongly Disagree
b) Disagree
c) Neutral
d) Agree
e) Strongly Agree

3c- My family is the most Significant factor to my Happiness

a) Strongly Disagree
b) Disagree
c) Neutral
d) Agree

64
 e) Strongly Agree

Q-4. On a scale of 1 to 5 (with 1 being Strongly Disagree and 5 being Strongly Agree), please Rate
your level of agreement with the following statements.

4a- I prioritize my job over my Personal and family life

a) Strongly Disagree
b) Disagree
c) Neutral
d) Agree
e) Strongly Agree

4b- I prioritize my family over my Work life .

a) Strongly Disagree
b) Disagree
c) Neutral
d) Agree
e) Strongly Agree

4c- I sacrifice sleep to make up Time with my family.

a) Strongly Disagree
b) Disagree
c) Neutral

65
 d) Agree
e) Strongly Agree

Q-5. It is easy for me to Find time for hobbies and interests.

a) Strongly Disagree
b) Disagree
c) Neutral
d) Agree
e) Strongly Agree

Is stress in your work place affecting your personal life.

a) Yes
b) No
c) Somewhat

How often do you need to destress?

a) Daily
b) Weekly
c) Monthly
d) Rarely
e) Never

How do you usually destress ?

a) Gaming
b) Social media
c) Binge eating
d) Meditating

66
 e) Smoking
f) Mobile phone
g) Other : ________________

With in the past year have you thought about leaving the job?

a) Yes
b) No

Chi Square Distribution Table

67
68