“work-life balance: dilemma of modern society” a special reference

ZENITH International Journal of Business Economics & Management Research

Vol.2 Issue 2, February 2012, ISSN 2249 8826

Online available at http://zenithresearch.org.in/

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“WORK-LIFE BALANCE: DILEMMA OF MODERN SOCIETY”

A SPECIAL REFERENCE TO WOMEN BUS CONDUCTOR

IN MAHARASHTRA STATE ROAD TRANSPORT

PROF. B. S. KADAM*

*Anantrao Thopte College and Research Centre,

Bhor, Pune- 412206, Maharshtra.

ABSTRACT

Work-Life Balance is increasing interest in academic literature, legislation and public

sector. It is meaningful daily achievement and enjoyment in life. Organizations have

started introducing various schemes to attract, retain employees and productivity.

Majority employers support the work –life balance concept. Women have prepared

themselves for careers. Since 2005 the MSRTC started appointment of women bus

conductor. Women have performs their duties as bus conductor and domestic work. To

know the general opinion of the women bus conductor towards their personal and work

life is the main objective of this study. Sample size is 20 percent of total women bus

conductors. Structured questionnaire is used for survey of women bus conductors. 89

percent of the women bus conductors’ spouses are employed. 57 percent of women bus

conductors accept that, they are able to balance personal and work life. Achieve the

balance between paid employment and personal life is important to women bus

conductor. Work-Life Balance is a joint responsibility of employers and employees’.

Women bus conductor should plans, prioritize and schedule as efficiently as possible.

Employers’ can facilitate work life balance with many schemes that can attract

employees and satisfy their needs.

KEYWORDS: Work-Life Balance, Women bus conductor, Persona life, Work Life,

employers, Achievement, Enjoyment.

_______________________________________________________________________

INTRODUCTION

Work-Life Balance is a subject, in which increasing interest in academic literature,

legislation and public discloser. Work- Life Balance is abroad concept including proper

prioritizing between ‘Work’ such as career and ambition, on the other hand and ‘Life’

such as health, pleasure, leisure, family and spiritual development.

Work- Life Balance means, meaningful daily achievement and enjoyment in each of

four life quadrants work, family, friend and self.

The expression Work- Life Balance was first used in the United Kingdom in the late

1970s to describe the balance between an individual’s Work and personal Life1

. In the

United States, Work Life Balance was first used in 1986.




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Work- Life Balance is old concept. After the industrial revolution the pattern of work and

work place were changed.

Achievement and enjoyment are the front and back of the coin of value in life. Person

can’t have one without the other. According to various surveys conducted on Work-Life

Balance near about 60 percent of respondents said that they are not able to find out a

balance between their Life and Work. Achieving Work- Life Balance is easy. Work-Life

Balance is about effectively managing the juggling act between paid work and other

activities that are important to us, including spending time with family, taking part in

sports and recreation, volunteering or undertaking further study.

Organisations have started introducing various schemes to attract, retain employees and

increase productivity. Majority employers support the Work- Life Balance concept.

REVIEW OF LITERATURE

Kathleen Gerson, sociologist, recently states that, young people are searching for new

ways to define care that do not force them to choose between spending time with their

children and earning an income and are looking for definition of personal identity that

do not pit their own development against creating committed ties to others2

. Steven

Sauter, chief of applied psychology and ergonomics, states that, the work place has

become the source of stress, Keneya Research Institute, reveals that, the employees, who

were more favourable towards their company’s efforts to support Work-Life Balance.

They have great pride in their organization. It was indicated a much lower intend to

leave organization. It increased more job satisfaction. Women academics of United

Kingdom stated that, they have greater problems in achieving Work- Life Balance.

Davidson and Burke, 1994; Fagenson,1993;Nelsonand Burke,2000; Sekaran and Leong,

1992 have stated that, the attention increased to women management, Marrison, 1992

and Catalyst,1998 explained that, the barriers women face as they pursue careers in

medium and large size organizations. Schwartz,1992, stated that, more organizations

have realized that, the full utilization and development of the talent of all employees.

Totta and Burke, 1995 explained that, supporting the career aspirations of women is

important to productive and competitive organization. Kinsley, 1993 stated that, there is

a need to evaluate the corporate policies and programmes supportive of women’s career

aspirations. Mattis, stated that, much more research and descriptive work is needed in

this subject3

.

SCOPE OF THE STUDY

During past three decades there has been a dramatic increase in the number of women

who are perusing managerial and professional careers. Many of these women have

prepared themselves for careers by under taking university education and joined as

teachers and bankers. These jobs are common for women now days. Since 2005 the

State Road Transport Corporation of Maharashtra state, started appointment of women

as bus conductor. Women have to perform their duties as a bus conductor and domestic

work than men, and they balanced multiple conflicting roles such as bus conductor,

mother and house worker etc. When domestic work is tied with a work life, the work




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load is increases with each child. This study is an attempt to identify the Work-Life

Balance among women employees employed in Maharashtra State Road Transport

corporation as bus conductor is the need oh hour.

OBJECTIVES OF THE STUDY

1 To know the general opinion of the women bus conductor towards their personal and

work life.

2 To analyze the attitude of women bus conductor towards the conflicting demands at

home and work.

3 To analyze the women bus conductors’ attitude towards nature of work.

4 To analyze the work life balance of the women bus conductor.

5 To know the source of support and factors that hinder the work- life balance of the

women bus conductor.

RESEARCH METHODOLOGY

The sample size for the study is 140 women bus conductors out of the total 700 women

bus conductors. It is 20 percent of the 700 women bus conductors in Maharashtra State

Road Transport Corporation. The sample is selected at random. The questionnaire

method is adopted for the study. The structured questionnaire is prepared. The

questionnaire consists of questions of their socio- economic nature personal and work

demands strategies adopted by the Maharashtra State Road Transport Corporation

towards Work- Life Balance.

DATA ANALYSIS AND INTERPRETATION

To interpret the socio- economic back ground of the women bus conductors and the

results are as under.

Socio-economic profile of the women bus conductor

TABLE NO. 1 AGE WISE DISTRIBUTION OF RESPONDENTS

Age group No. of respondents Percentage

Less than 25 years 10 07

25-35 90 64

35-45 34 25

45-55 06 04

Total 140 100




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TABLE NO. 2 EDUCATION WISE DISTRIBUTION OF RESPONDENTS

Education No. of respondents Percentage

XII 40 28.5

U.G. 80 57.5

P.G. 20 14

Total 140 100

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TABLE NO. 3 EXPERIENCE WISE DISTRIBUTION OF RESPONDENTS

Experience No. of respondents Percentage

Less than a year 40 29

1—5 years 30 21

5 years & above 70 50

Total 140 100

Table no. 1,2, and 3 shows that, 60 percent respondents are in the age group of 25 years

to 35 years. Most of them 80 respondent means 57.5 percent respondents have their

education up to graduation level, 14 percent respondent have completed their education

up to master degree level. 50 percent respondents have experience up to 5 years and

more than 5 years.

TABLE NO. 4 EMPLOYMENT STATUS

Spouse No. of respondents Percentage

Employed 125 89

Unemployed 15 11

Total 140 100

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TABLE NO. 5 POSSESSION OF CHILDREN

Possession of children No. of respondents Percentage

Yes 93 86

No 47 14

Total 140 100

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TABLE NO. 6 CARETAKER FOR CHILDREN

Caretaker for children No. of Respondents Percentage

Spouse 05 8

In-laws 23 38

Parent 32 54

Total 60 100

Table no. 4, 5 and 6 shows that, 89 percent of the women bus conductors’ spouse are

employed. 86 percent of them possess children.

54 percent of the women bus conductors possess at least one child. 53 percent out of

them accept that, their children under 4 years old are taken care of by their parents.

TABLE NO.7 GENERAL OPINION TOWARDS PERSONAL AND WORK LIFE

ABLE TO BALANCE WORK AND PERSONAL LIFE ACTIVITIES

General opinion No. of respondents Percentage

Able 80 57

Unable 60 43

Total 140 100

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This table shows that, 57 percent of women accept of that, they are able to balance the

activities related to personal and work life where as

43 percent of respondent stated that they were unable to balance personal and work life.

TABLE NO. 8 WORRY ABOUT WORK WHEN NOT AT WORK

Worry No. of respondents Percentage

Never 00 00

Rarely 14 10

Some time 40 29

Often 80 57

Always 06 04

Total 140 100

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This table shows that, 57 percent of the respondents worry often about work when not at

work and 29 percent of the respondents some time worry about work where as no one

accepts that, they never worry about work when not at work.

TABLE NO. 9 TIME SPEND AT WORK

Time spend at work No. of respondents Percentage

Very unhappy 07 05

Unhappy 28 20

Indifferent 35 25

Happy 42 30

Very happy 28 20

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This table shows that, only 50 percent respondents said that, they feel either happy or

very happy with the time spend at work. 25 percent of them feel indifferent, 30 percent of

them feel very unhappy either unhappy when they are in the work.

TABLE NO. 10 FREQUENCY OF FEELING RELUCTANT/ MENTALLY

TIRED

Frequency No. of respondents Percentage

Daily 60 42.8

Once a week 60 42.8

Once/Twice a month 20 14. 4

Never 00 00

Total 140 100

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This table explains that, 42.8 percent respondents feel reluctant or mentally tired daily,

and the same percentage of them feel reluctant or mentally tired at least once a week,

where as 15 percent of them feel monthly tired once or twice in a month.

TABLE NO. 11 GENERAL STATEMENTS

Statement Strongly

agree

Agree Neutral Disagree Strong

disagree

Total

Family

support

30 100 07 03 00 140

Spend much

time

07 40 10 73 10 140

Get enough

sleep

40 60 20 15 05 140

Happy with

jobs

20 40 30 20 30 140

Do what is

important

07 20 20 80 13 140

This table shows that 100 respondents agrees that, their family supports in

balancing their personal and work life, 73 respondents disagrees that, they spend much

time with their loved ones, 60 respondents agrees that they get enough sleep, 60

respondents either strongly agree or agree that they are happy with their jobs, and 93

respondents either disagree or strongly disagree that they do what is important for them.

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TABLE NO.12 SUPPORT FOR BALANCE BETWEEN WORK AND

PERSONAL LIFE

Support given by No. of respondents Percentage

Spouse 60 42.8

Friends 04 2.8

Other family members 46 32.8

Neighbours 00 00

Co-workers 30 21.6

Caretakers 00 00

Total 140 100

This table shows that, 42.8 percent of the respondents states that they were able to

balance their work and personal life because of support rendered by their spouse and

32.8 percent accepts that the support is offered other family members such as parents,

in-laws, relatives.

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TABLE NO.13 HINDRANCE IN BALANCING WORK AND FAMILY

COMMITMENT

Long working hours 42 out of 140 30%

Compulsory overtime 14 out of 140 20%

Negative attitude of colleagues 28 out of 140 40%

Negative attitude of family members 14 out of 140 20%

This table shows that, 30 percent respondents agrees that long working hours to

contribute their work life imbalance, 40 percent respondents accept that negative attitude

of their colleagues, 20 percent of them agrees that, negative attitude of family members.

TABLE NO. 14 WORK LIFE BALANCE PROGRAMS OFFERED BY THE

EMPLOYER

Programs offered No. of respondents Percentage

No programs 130 93

Relocation facilities and choices 10 07

Total 140 100

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This table shows that, 93 percent of the respondents agrees that no program is so far

offered by the employer to balance their work life balance, where as only 7 percent

respondents agrees that, the employer provides relocation facilities and choices.

TABLE NO.15 CUSTOMIZATION WORK LIFE BALANCE POLICY

Customization No. of respondents Percentage

Agree 110 79

Disagree 30 21

Total 140 100

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This table shows that, 79 percent of respondents agree that, the work life balance

policy should be customized.

SUGGESTIONS AND CONCLUSIONS

After studying the work life balance of women bus conductors in the Maharashtra State

Road Transport Corporation it was found that, among the respondents that it is

important to achieve a balance between paid employment and personal life. Work life

balance is a joint responsibility of employers and employees’. There is an expectation

among staff that an employer should be sympathetic towards employees’ needs by

providing work life balance policies and flexible working arrangements. It can be

inferred that this is likely to influence employees’ choices in terms employment. Work

life balance enables them to work better. Careful planning and personal effort is

important for balance in work and personal life. It has been suggested that the women

bus conductors should plan, prioritize and schedule as efficiently as possible. It has been

suggested that, the employers can facilitate work life balance with many schemes that

can attract employees and satisfy their needs.

SUGGESTIONS

In order to improve staff experience of work life balance to better respond to some of

their needs and concerns the suggestions are:-

1 It has been suggested that the communication can be improved.

2 It has been suggested that the review can be undertaken of relevant existing policies

and extend their scope where appropriate.

3 It has been suggested that to ensure fairness and consistence policies that support work

life balance should be implemented.

4 It has been suggested that, Staff development schemes should be implemented.

5 It has been suggested that, good practice can be shared.

6 It has been suggested that, the implications for work life balance in relation to

workload and working out- side conventional hours can be considered.

7 It has been suggested that, the potential demand for further flexibility can be

considered.

Women bus conductors’ work is full time work. When they work at their work place

they carry more of the responsibilities and commitments at home. Work life balance

does not mean an equal balance. The best work life balance is different for each one

because all have different prioritise and different lives.




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REFERENCES

1 Gerson, Katheleen, Moral Dilemmas, Moral strategies, and Transformation of

Gender. The Kaleideoscope of Gender,2011.

2 Ronald, Burke and Debra I. Nelson edited, Advance women’s careers Research and

practice.

3Boles J. Howard, W. And Donofrio H. 2001, An investigation in to interrelationships

of work Journal of managerial issues.

3 Burton, C 1997, Gender equity in staffing, Evaluation and investigation.

4 Decieri, H, Holmes, B. Abott J, and Petit 2005, Achievements and Challenges for

work- life balance strategies , International Journal of HRM.

5 Greenhaus, J.H. and Beutell, N. J. 1985, Sources of Conflicts between Work and

Family Roles, Academy of Management review.

6 www articles, times of india.

7 www internet Wikipedia.

8 www ask com

9 www jim bird ceo work life balance .com

10 www.cnn.com

Documents

“work-life balance: dilemma of modern society” a special reference