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ABSTRACT
This study is to analyze how women balance their life between the work life and personal life and their satisfactory level in their work. The work life balance is poles apart for each of the women because of different priorities and different lives. To analyze their effectiveness of balancing work and life a well well thought-out questionnaire is designed and 50 samples were chosen randomly for this study. The tools used in this study are frequency distribution, spearman liker scale and chi square test.
INTRODUCTION:
Worklife balance is the lack of opposition between work and other life roles. It is the state of stability in which demands of personal life, professional life, and family life are equal. Worklife balance consists of, but it is not limited to, flexible work provision that allow employees to carry out other life programs and practices. Work-Life Balance does not mean an equal balance. Trying to plan an equal number of hours for each of your various work and personal activities is usually difficult and unrealistic. Life is and should be more fluid than that. Your best individual work-life balance will vary over time, often on a daily basis. The right stability for you today will probably be different for you tomorrow. The right stabilities for you when you are single will be different when you marry, or if you have children; when you start a new career versus when you are looming.
REVIEW OF LITERATURE:
Murphy and Doherty (2011) exposed that it is not possible to measure work-life balance in an complete way as there are personal conditions which persuade the way that is perceived but establishing a harmony that reflects an individuals priorities whereas employees must draw a firm line between their home and work lives and be secure that the line is in the right place.
(Dunne, 2007) recruiting and retaining highly capable staff is a defy facing all types and sizes of organizations in the 21st century. It requires taking a tactical approach to the magnetism, assortment, improvement and retention of employees, in order to meet staff, business and societal needs.
RESEARCH METHODOLOGY
Objective of the Study:
- To analyze the effectiveness of women in maintaining their work and life
- To know the satisfactory level of the women in balancing work-life
Tools for analysis:
- Frequency distribution
- Liker scale and
- Chi square test.
Limitations of the study:
- The time consumption of this study is very limited.
- Some respondents did not respond properly for collecting this data.
DATA ANALYSIS AND INTREPRETATION:
From the above table it is clearly shows that 32% of the respondents were 25-30yrs and 20% of the respondents were below 20yrs and 18% of the respondents were 30-35yrs and above 35yrs and 12% respondents were20-25yrs.
RESULT
Since the table value at 5% level of significance is 0.382 As, Calculated value>Tabulated value, null hypothesis is accepted. Hence there is no association between job experience and salary.
FINDINGS
- 32% of the respondents were 25-30yrs.
- The level of satisfaction towards their work is 4.12
- There is no association between job experience and salary.
- strategy for avoiding brain drain, Strategy HR Review, Vol.6 Iss: 6,pp.28-31, DOI: 10.1108/14754390780001014
CONCLUSION:
This study concludes that the level of fulfillment towards their work life and personal life of working women is that they are highly satisfied and also they maintained a good poise between their work and life. In the present mounting world the womens are evolved equally like men and they achieved their destiny also. This shows that women can maintain both the work and personal life in a healthy way.
REFERENCE:
- Dunne, H., (2007). Putting balance into business: Work/life balance as a business
- Murphy, F., & Doherty, L. (2011). The experience of work life balance for Irish senior Managers. Equality, Diversity and Inclusion: An International Journal, Vol.30 Iss:4, pp.252-277, Emerald Group Publishing Limited
- https://en.m.wikipedia.org/wiki/Work%E2%80%93life_balance
- https://worklifebalance.com/work-life-balance-defined/
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