G.L.

BAJAJ GROUP OF INSTITUTIONS

SUMMER TRAINING PROJECT REPORT

On

“TO STUDY THE WORK LIFE BALANCE OF WOMEN

EMPLOYEES” (CASE OF MATHURA CITY, WITH

SPECIAL REFERENCE TO IOCL

Submitted for the partial fulfillment towards

Of the degree in

MASTER OF BUSINESS ADMINISTRATION

Of

Dr. A.P.J. ABDUL KALAM TECHNICAL UNIVERSITY ,Lucknow

Submitted By- Under the guidance of-

Meenakshi Gupta Dr.Jitendra Sikarwar

ROLL NO.1651170005

1
PREFACE

As a part of the partial fulfillment of the MBA programme at G.L.Bajaj Group of

institutions, Mathura, Summer Training done with the Indian Oil Corporation

Limited , Mathura Refinery .

In its broadest sense project report is necessary to make the students of business

school familiar with the industrial environment prevailing in the world. To be

competitive and work aggressive, students need to know the policies, procedures

and the trends going on in the present industrial world.

2
ACKNOWLEDGEMENT

At the onset I must bow down in reverence to the almighty that blessed us with the
understanding & prevalence that is needed in this kind of project report.

With great pleasure I express my heartiest thanks to Company Head/Department

Head, for giving me an opportunity to work under their guidance in their esteem
organization and providing me necessary resources for my project. It makes and
feels me proud to be a part of IOCL.

I also have the honor of drawing invaluable support of Company’s Trainer name
under whose training undertaken, without whose unrelated support and guidance,
this project would just not have been possible. He/She provided me all necessary
information regarding my project.

I would like to express my extreme gratitude to Mr.Jitendra Pundhir [PC,MBA

Deptt.] and Dr.Jitendra Sikarwar, for his/her inspiring and supporting guidance
during the course of this project. No words of appreciation are good enough for the
constant encouragement, which I have received from him/her.

I would like to thank all the staff and the members of Indian Oil Corporation
Limited,Mathura Refinery.

At last I would like to extend my sincere thanks to all the respondents to whom I
visited for giving their support and valuable information, which helps me in
completing my project work.

MEENAKSHI GUPTA

MBA II Yr – III Sem

Roll No. 1651170005

3
4
 Date : …………….

TO WHOMSOEVER IT MAY CONCERN

This is to certify that Mr./Ms………………………………………… S/o,

D/o…...... Roll No……….....…..……… student of MBA III Semester (Batch
2016-18) of this institution has under gone summer training with project
report titled “…………………………..…………………..”.

The project has been prepared and submitted by the above named in partial
fulfillment of the Master of Business Administration degree Programme
(MBA) as per the requirement of Dr. A.P.J. Abdul Kalam Technical
University, Lucknow (UP).

Jitendra Singh Dr S Ray Chaudhuri

Programme Coordinator Director
Deptt of Management

5
TABLE OF CONTENTS
Preface…………………………………………………………………………... i
Acknowledgement……………………………………………………………… ii
Certificate from the Organization……………………………………………... iii
Certificate from the Institute…………………………………………………… iv

1.0 Introduction to the Topic…………………………….…………………….. 00

2.0 Scope of the study………………………….……………………………… 00

3.0 Usefulness & Importance of the study………………………………..….. 00

4.0 About the Company………………………….………………………...….. . 00

5.0 Research Design…………………………………………………………… 00

5.1 Methodology Adopted………………………………………………….. 00
5.2 Hypothesis………………………………………………………………. 00
5.3 Objectives of the Study………………………………………………… 00
5.4 Tools & Techniques Used…………………………………………….. . 00
5.5 Geographical area covered………….……………………………….. . 00

6.0 Data Analysis & Interpretation…………………………………………….. 00

6.1 Graphical Presentation of Data……………………………………..… 00

7.0 Findings……………………………………………………………………… 00

8.0 Recommendations & Suggestions………………………………………… 00

9.0 Conclusion…………………………………………………………………… 00
9.1 Limitations of the study………………………………………………… 00
Bibliography ……………………………………………………………………..

Appendix…………………………………………………………………………

6
LIST OF TABLES

S. TABLE PAGE REFRENCE DETAILS

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LIST OF CHARTS

S. CHART PAGE REFRENCE DETAILS

No. No. No.
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2 1.2 00

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8
INTROUCTION

TO

TOPIC

9
WORKLIFE BALANCE

Work–life balance is a concept including proper prioritizing between "work"

(career and ambition) and "lifestyle" (health, pleasure, leisure, family and spiritual

development/meditation). This is related to the idea of lifestyle choi

 The term work life balance (Work Life Balance) was coined in 1986 in

response to the growing concerns by individuals and organizations alike that

work can impinge upon the quality of family life and vice-versa, thus giving

rise to the concepts of “family- work conflict” (FWC) and “work-family

conflict” (WFC). The former is also referred to as work interferes with

family” (WIF) while the latter is also known as “family interferes with

work”(FIW). In other words, from the scarcity or zero-sum perspective, time

devoted to work is construed as time taken away from one’s family life.

10
  Work/life programs existed in the 1930s. The policies and procedures

established by an organization with the goal to enable employees to

efficiently do their jobs and at the same time provide flexibility to handle

personal concerns or problems at their family People entering the workforce

today are more likely to turn down to promotions if it is new job means, the

employee is having to bring more work to home.

 Work-Life Balance is the relationship between time and space of work &

non-work in societies where income is predominantly generated and

distributed through labor markets. Work-Life Balance is being aware of

different demands on time and energy saving the ability to make choices in

the allocation of time and energy knowing what values to apply.

COMPONENTS OF WORKLIFE BALANCE

1) Self-Management

Sufficiently managing one’s self can be challenging, particularly in getting proper

sleep, exercise, and nutrition. Self-management is the recognition that effectively

using the spaces in our lives is vital, and that available resources, time, and life are

finite. It means becoming captain of our own ship; no one is coming to steer for

us.

11
2) Time Management

Effective time management involves making optimal use of your day and the

supporting resources that can be summoned – you keep pace when your resources

match your challenges. Time management is enhanced through appropriate goals

and discerning what is both important and urgent, versus important or urgent. It

entails knowing what you do best and when, and assembling the appro-priate tools

to accomplish specific tasks.

3) Stress Management

By nature, societies tend to become more complex over time. In the face of

increasing complexity, stress on the individual is inevitable. More people,

distractions, and noise require each of us to become adept at maintaining

tranquility and working ourselves out of pressure-filled situations. Most forms of

multi-tasking ultimately increase our stress, versus focusing on one thing at a time.

4) Change Management

In our fast-paced world, change is virtually the only constant. Continually adopting

new methods and re-adapting others is vital to a successful career and a happy

home life. Effective change management involves making periodic and concerted

12
efforts to ensure that the volume and rate of change at work and at home does not

overwhelm or defeat you.

5) Technology Management

Effectively managing technology means ensuring that technology serves you,

rather than abuses you. Technology has always been with us, since the first

walking stick, flint, spear, and wheel. Now, the rate of change is accelerating,

brought on by vendors seeking expanding market share. Often there is no choice

but to keep up with the technological Joneses, but you must rule technology, not

vice versa.

6) Leisure Management

The most overlooked of the work-life balance supporting disciplines, leisure

management acknowledges the importance of rest and relaxation- that one can’t

short-change leisure, and that “time off” is a vital component of the human

experience. Curiously, too much of the same leisure activity, however enjoyable,

can lead to monotony. Thus, effective leisure management requires varying one’s

activities.

13
BENEFITS OF WORKLIFE BALANCE

For organization:- Better team work and communication, improve productivity,

reduced absenteeism, reduced employee turnover rate.

For women employees:- Improved morale, increased job satisfaction, increased

job security, less negative organizational stress.

14
 SCOPE

&

IMPORTANCE

OF

TOPIC
15
SCOPE OF THE STUDY

 Work-Life balance has been considered of crucial importance in many Public and Private

Sector Undertakings for establishing and sustaining a productive work culture. Several

initiatives have been taken up by the Government, many experts and industrialists and

even employees in organizations towards maintaining work life balance.

 Multiple roles performed by individuals call for better integration between work and non-

work issues. Even Jobs are no more cushy/easy going, they are demanding. Similarly,

individual cannot be effective at work if they are not able to manage their personal lives.

Finding time for socialization is no more a social obligation, but also a real stress buster.

There is evidence to show that the activities outside work positively influence the

productivity and creative potential of employees.

 Hence, it has been found that work life balance (work life balance) is not only the source

of care and concern, but also that it was the m ajor source of dissatisfaction for many 15

employees. The problem of work life balance is clearly linked with withdrawal behavior,

including employee turnover and some sort of indiscipline or absenteeism.

 In the present global scenario every business organisations trying to maintain specific

standards and quality to attain reputation and recognition for their products along with

customer satisfaction in terms of quality of services, products, reasonable price and other

offers etc.

 To achieve the targets and to with stand in the global market the organisations were

expecting and demanding more work from their employees and also imposing to learn

16
 new skills and latest technology. On the other hand employees are also demanding more

from their employers to improve their social life. They want more time, resources, and

support from their employers to enrich their life particularly other than at their work spot.

In the process of attaining preset targets, work schedules creates more burden, stress and

strain to the employees to imbalance their work and family life and even creates fear and

frustration.

 Work Life-Balance of women employees has become an important subject since the time

has changed. It is very braod subject which speaks about career development on one side

and the family on other side , it is very important to know how the women balancing the

professionals demands and domestic compulsions.

 Professional life means the aim to grow and earn respect in organization and society at

large. Personal life means taking care of family , children , parents , health and spending

time effectively.

IMPORTANCE OF THE STUDY

This study is basically for assessing the prevalence of worklife among married working women.

The purpose is also to present and discuss specifically the problems married women face in the

process of balancing their work and family life. Previously, the female workforce in India was

mainly employed in non-managerial, subordinate or low-profile positions. Now, they occupy

almost all categories of positions in the workplace. These changes in work culture have added to

women's duties and responsibilities to their family as well as to society.

The worklife balance survey aims to measure how effectively organization organization

accommodate worklife balance. Better worklife balance survey contains questions about

17
worklife balance policies and personal experience of employees using that policies. The purpose

of the study is to provide indication of how organization policies could be improved. Worklife

balance is that plociy that help in meeting the needs of worklife and personal life effectively.

18
INTROUCTION
OF

COMPANY

19
ABOUT THE COMPANY

Indian Oil Corporation (IndianOil) is India's largest commercial enterprise with ita

headquarters in New Delhi, India. Indian Oil begin process in 1964 as Indian Oil

Company Limited. The Indian Oil Corporation was formed in 1964, with the

amalgamation of Indian refineries Ltd. Feroz Gandhi was the first chairman of

Indian Oil Corporation Limited. It is the world’s 119th largest corporation with a

sales turnover of Rs. 4,38, 710 crore (USD 65,391 million) and profits of

Rs. 19,106 crore (USD 2,848 million) for the year 2016-17. The improvement in

operational and financial performance for FY 2016-17 reflected in the market

capitalization of the Company, which grew two-fold, from Rs. 95,564 crore as on

31st March 2016 to Rs. 1,87,948 crore as on 31st March 2017. In view of its rising

share price and market capitalisation, IndianOil was included in the Nifty50 index

(NSE benchmark index of 50 best performing corporates). IndianOil is ranked

161st among the world's largest corporates (and first among Indian enterprises) in

the prestigious Fortune ‘Global 500’ listing for the year 2016.

As India's flagship national oil company, with a 33,000-strong work-force

currently, IndianOil has been meeting India’s energy demands for over half a

century. With a corporate vision to be 'The Energy of India' and to become 'A

globally admired company,' IndianOil's business interests straddle the entire

20
hydrocarbon value-chain – from refining, pipeline transportation and marketing of

petroleum products to exploration & production of crude oil & gas, marketing of

natural gas and petrochemicals, besides forays into alternative energy and

globalisation of downstream operations.

Having set up subsidiaries in Sri Lanka, Mauritius and the UAE, the Corporation is

simultaneously scouting for new business opportunities in the energy markets of

Asia and Africa. It has also formed about 20 joint ventures with reputed business

partners from India and abroad to pursue diverse business interests.

21
VISION, VALUES & MISSION

22
OBJECTIVES:

 To serve the national interests in oil and related sectors in accordance and

consistent with Government policies.

 To ensure maintenance of continuous and smooth supply of petroleum

products by way of crude oil refining, transportation and marketing activities

and to provide appropriate assistance to consumers to conserve and use

petroleum products efficiently.

 To enhance the country’s self-sufficiency in crude oil refining and build

expertise in laying of crude oil and petroleum product pipelines.

 To further enhance marketing infrastructure and reseller network for

providing assured service to customers throughout the country.

 To create a strong research & development base in refinery processes,

product formulations, pipeline transportation and alternative fuels with a

view to minimizing/eliminating imports and to have next generation

products.

 To optimise utilisation of refining capacity and maximise distillate yield and

gross refining margin.

 To maximise utilisation of the existing facilities for improving efficiency

and increasing productivity.

23
 To minimise fuel consumption and hydrocarbon loss in refineries and stock

loss in marketing operations to effect energy conservation.

 To earn a reasonable rate of return on investment.

 To avail of all viable opportunities, both national and global, arising out of

the Government of India’s policy of liberalisation and reforms.

 To achieve higher growth through mergers, acquisitions, integration and

diversification by harnessing new business opportunities in oil exploration &

production, petrochemicals, natural gas and downstream opportunities

overseas.

 To inculcate strong ‘core values’ among the employees and continuously

update skill sets for full exploitation of the new business opportunities.

 To develop operational synergies with subsidiaries and joint ventures and

continuously engage across the hydrocarbon value chain for the benefit of

society at large.

24
OBLIGATIONS:

 Towards customers and dealers

-To provide prompt, courteous and efficient service and quality

products at competitive prices.

 Towards suppliers

-To ensure prompt dealings with integrity, impartiality and courtesy and help

promote ancillary industries.

 Towards employees

-To develop their capabilities and facilitate their advancement through

appropriate training and career planning.

-To have fair dealings with recognised representatives of employees in

pursuance of healthy industrial relations practices and sound personnel

policies.

 Towards community

-To develop techno-economically viable and environment-friendly

products.

-To maintain the highest standards in respect of safety, environment

protection and occupational health at all production units.

25
  Towards defence services

-To maintain adequate supplies to Defence and other para-military services

during normal as well as emergency situations.

OPERATIONAL PERFORMANCE

 Refineries

IndianOil refineries together achieved a crude oil throughput of 53.59 million

tonnes during the year 2014–15 with a capacity utilisation of 98.9 per cent, as

against a throughput of 53.13 million tonnes during the previous year. They

achieved the best ever combined distillate yield of 78.8 wt% during the year as

against the previous best of 78.1 wt% achieved during 2012–13 & 2013–14. With

focussed efforts towards energy conservation, the refineries achieved the best ever

overall specific energy consumption at 54.4 MBN1 against the previous best of

55.8 MBN achieved during 2013-14.

During the year, 14 new crudes, including high–TAN crudes, have been processed

for the first time in the Corporation's various refineries in an attempt to widen the

crude basket and to tie up new crude sources as a measure for de–risking.

26
REFINERIES ARE-

1.Guwahati Refinery (ASSAM)

2.Barauni Refinery (BIHAR)

3.Gujrat Refinery ( GUJRAT)

4.Haldia Refinery (WEST BANGAL)

5.Mathura Refinery (UTTAR PRADESH)

6.Digboi Refinery (ASSAM)

7.Panipat Refinery(HRAYANA)

8.Paradip Refinery (ORRISA)

 Pipelines

The pipelines network of the Corporation performed exceedingly well during the

year, achieving the highest–ever pipelines throughput of 75.68 million tones as

against the throughput of 73.07 million tonnes in 2013–14.

The crude oil pipelines achieved the highest–ever throughput of 47.78 million

tonnes, with a capacity utilisation of 118%, during the year as against the

throughput of 45.86 million tonnes, during the previous year.

27
The product pipelines achieved a throughput of 27.90 million tonnes during the

year as against the throughput of 27.21 million tonnes achieved in the previous

year.

The gas pipeline too achieved the highest–ever throughput of 1,364 MMSCm,

surpassing the previous best throughput of 1,168 MMSCM registered in 2013–14.

The total length of the pipeline network for crude oil, product and gas pipelines as

on 31st March, 2015, was 11,221 km.

PIPELINES ARE:

1.Guwahati - Siliguri

2.Koyali- Ahmedabad

3.Barauni - Kanpur

4.Haldia – Maurigram – Rajbandh – Barauni

5.Salaya – Viramgram – Koyali –Mathura

6.Mathura – Jalandhar Marketing

 Research & Development

IndianOil's sprawling R&D Centre at Faridabad near Delhi is one of Asia's finest,

and plays a key role in supporting the Corporation's, business interests by

developing economical, environment friendly technology solutions. It has won

28
recognition for four decades of pioneering work in lubricants formulation, refinery

processes, pipeline transportation and alternative fuels, and holds 554 active

patents.

During the year, your Corporation's R&D Centre at Faridabad took a quantum leap

in developing its intellectual assets. The Centre filed a record number of 92 patents

– 13 in India, 20 in USA and 59 in other countries, while 14 patents were granted.

The patent portfolio expanded this year to 384, with 83 US patents, 151 Indian

patents and 150 patents of other countries. In addition, 125 product formulations

were also developed. Significant advancements were also made in demonstration

and commercialisation of indigenously developed technologies in refining area.

 Projects

IndianOil has always accorded the highest priority to timely completion of projects

and its dedicated project teams ensure that the construction and commissioning of

the projects is done seamlessly. The projects are financed through an optimum mix

of internal accruals and borrowings from domestic as well as international markets.

The details of projects completed, on¬going and future are as under:

29
EXPANDING BUSINESS INTEGRATION & DIVERSIFICATION

Integration and diversification beyond domestic petroleum downstream sector has

been a major thrust area for the Corporation for over a decade now. The

Corporation has made significant investments in these areas, and efforts in this

direction have started yielding results.

 Petrochemicals

During the year, the petrochemicals sales, including exports, touched a new high

with sales of 2.49 million tonnes, against 2.12 million tonnes during the previous

year, posting a growth of 17 per cent on year–on–year basis. The Petrochemical

business has contributed significantly to the profits of the Company.

Polymers, the largest segment of the Corporation's petrochemicals business,

recorded sales of 1.23 million tonnes in the domestic market, posting a 25 per cent

year–on–year growth. Polymer products portfolio has grown to 48 grades in the

domestic market, covering over 90 per cent of the user industry applications.

The Corporation has emerged as a major supplier of polymer products to

leading multinationals and currently has 89 OEM (Original Equipment

Manufacturer) approvals, out of which 30 were obtained during the year. The

Corporation exports petrochemicals under the PROPEL brand to 70 countries.

30
  Gas

Corporation has been working towards expansion of its natural gas (LNG /

RLNG/CNG) business by investing across the gas value chain and envisages

greater presence in future.

During the year, the Corporation registered gas sales of 1.81 million tonnes against

1.94 million tonnes in the previous year. The lower sales was mainly due to the

steep increase in the long–term LNG price vis–a–vis the international spot LNG

prices since November 2014. During the year, the Corporation registered gas sales

of 1.81 million tonnes against 1.94 million tonnes in the previous year. The lower

sales was mainly due to the steep increase in the long–term LNG price vis–a–vis

the international spot LNG prices since November 2014.

HEALTH, SAFETY & ENVIRONMENT (HSE)

Your Corporation is committed to conducting its business with a strong

environment conscience, ensuring sustainable development, safe workplaces and

enrichment of the quality of life of its employees, customers and the community at

large. All refineries of your Corporation are certified to ISO:14064 standards for

sustainable development as well as for the Occupational Health & Safety

Management System (OHSMS/OHSAS–18001), besides operating fully equipped

31
occupational health centres. Compliance with safety systems and procedures and

environmental laws is being monitored at the unit level, division level and

corporate level. The HSE activities of the Corporation are reviewed in every Board

meeting. During the year, planned and surprise safety audits were carried out at

various offices and locations.

HUMAN RESOURCES

The employee strength of the Corporation was 32,962 as on 31st March, 2015;

consisting of 15,298 executives and 17,664 non–executives. This includes 2,596

women employees comprising 7.87 per cent of the total workforce. During the

year, cordial industrial relations were maintained.

Your Corporation provides comprehensive welfare facilities to its employees to

take care of their health, efficiency, economic betterment, social status, etc., and to

enable them to give their best at the workplace. Your Corporation has always

supported a participative culture in the management of the enterprise through a

consultative approach with the collectives and establishing a harmonious

relationship for industrial peace and higher productivity

of Directors

32
 Company Secretary R Ranganathan

Chairman Sanjiv Singh

Director (Finance) A K Sharma

Director (Human Resources) Verghese Cherian

Director (Pipelines) ANISH AGGARWAL

Director (Marketing) B S Canth

Independent Director Sanjay Kapoor, Parindu K Bhagat

Nominee (Govt) ASHUTOSH JINDAL

Director (Busin.Devlop. & Plan) G K Satish

IOCL GROUP

IOCL Group consists of Indian oil corporation ltd. And the following subsidiaries:

 Lanka IOC Ltd

 Indian Oil (Mauritius) Ltd

 IOCL Middle East FZE

 Indian Oil Technologies Ltd

 Chennai Petroleum Corporation Ltd (CPCL)

 Bongaigaon Refinery & Petrochemicals Ltd.(BRPL)

33
INTRODUCTION OF IOCL ,MATHURA

Mathura Refinery, the sixth refinery of IndianOil was commissioned in 1982 with

a capacity of 6.0 MMTPA to meet the demand of petroleum products in north

western region of the country, which includes National Capital Region. Refinery is

located along the Delhi-Agra National Highway about 154 KM away from Delhi.

The major secondary processing units provided were Fluidised Catalytic

Cracking Unit (FCCU), Vis-breaker Unit (VBU) and Bitumen Blowing Unit

(BBU). The original technology for these units was sourced from erstwhile USSR,

UOP etc. Soaker drum technology of EIL was implemented in VBU in the year

1993. For production of unleaded Gasoline, Continuous Catalytic Reforming Unit

(CCRU) was commissioned in 1998 with technology from Axens, France. A

Diesel Hydro Desulphurisation Unit (DHDS) licensed from Axens, France was

commissioned in 1999 for production of HSD with low Sulphur content of 0.25%

wt (max).

With the commissioning of Once Through Hydrocracker Unit (licensed from

Chevron, USA) in July 2000, capacity of Mathura Refinery was increased to 8.0

MMTPA.

34
 Mathura Refinery is having its own captive power plant, which was

augmented with the commissioning of three Gas Turbines (GT) and Heat

Recovery Steam Generator (HRSG) in phases from 1997 to 2005 using

Natural Gas( NG) as fuel to take care of environment.

 Mathura Refinery has planted 1,67,000 trees in surrounding areas including

refinery & township and 1,15,000 trees in Agra region around Taj Mahal.

The Ecological Park which is spread across 4.45 acres, is a thriving green

oasis in the heart of sprawling Refinery.

35
  At Mathura Refinery, technology & ecology go hand in hand with

continuous endeavour for Product Quality up-gradation, Energy

Conservation and Environment Protection. Mathura Refinery is the first in

Asia and third in the world to receive the coveted ISO-14001 certification

for Environment Management System in 1996. It is also the first in the

World to get OHSMS certification for Safety Management in 1998.

AWARDS AND ACCOLADES

 Mathura refinery received “Gold Awars-2009” from Greentec Foundation

for outstanding achievement in environmrnt management in Oct’09.

 Received best corporste security trophy for two consecutive years 2008-

2009 and many more.

BRANDS

 Auto Gas

 Indane

 Servo

 Indian oil aviation

 XTRAMILE

36
 XTRAPREMIUM

 XTRAPOWER etc.

37
 RESEARCH

METHODOLOGY

38
STATEMENT OF THE PROBLEM

Today’s career for women is continuously challenged by increasing demand at

workplace. When the day is completed at office, they will have responsibilities to

handle at home. Majority of the women are stretching themselves to discharge their

roles at office and homes and in the process experience work life imbalance which

will have undesirable consequences for individuals in the form of increased level

of stress, complaints, depression, lower mental health, highly family conflicts, less

life satisfaction etc. as well as for the organization commitments, reduced

productivity, employee dis engagement and high turnover intention.

RESEARCH METHODOLOGY

 Meaning of Research

“To critically assess the collection and disposal operations for bulky household waste in order to

identify factors, which contribute to performance and technical efficiency.”

 Methodology Adopted

Sampling size : 20 women employees

Research instrument : structured questionnaire.

39
Sampling procedure : simple random sampling.

Universe of the study : Mathura , Refinery

 Hypothesis

H1o : Use of work life policies is not influenced by martial status.

H1a : Use of work life policies is influenced by martial status.

H2o : Use of work life policies is not influenced by age level.

H2a : Use of work life policies is influenced by age level.

 Tools used for data analysis:- Tally Bars, pie-charts

 Data collection method:- Data is collected through primary as well as secondary

sources. Primary source includes interviews of key persons in the organization and

personal discussions and filling of questionnaire from women employees. Secondary

sources consist of books , periodicals , newspapers and online resources.

 Objectives of the study

1. To find out women employees satisfaction related to work life policies provided

by IOCL.

2. To find out the factors affecting work life balance.

 Geographical area covered:- Women employees of Mathura Refinery.

40
DATA ANALYSIS
&
INTERPRETATION

41
  No. of years working in IOCL
Options No. of Respondents Percentage

0-2years 4 20%

2-5years 6 30%

5-10years 8 40%

11-15years 1 5%

Above 15 years 1 5%

Total 20 100%

Interpretation:- In the above chart 20% of the respondents working in IOCL from 2 years, 30%

of the respondents from 2-5 years, 40% of the respondents from 5-10 years, 5% of the

respondents from 11-15 years and 5% of the respondents from 15 years and above.

42
 No. of days in a week women employees normally work

in IOCL

Options No.of respondents Percentage

Less than 5 days 4 21%

5 days 6 32%

6 days 8 42%

7 days 1 5%

Total 20 100%

Interpretation:- In the above chart 21% of the respondents work less than 5 days in a

week, 32% of the respondents work 5 days in a week, 42% of the respondents work 6

days in a week and 5% of the respondents work 7 days in a week.

43
  No. of hours in a day women employees work in IOCL

Options No. of respondents Percentage

7 hours 0 0%

8 hours 12 60%

Above 8 hours 8 40%

Total 20 100%

40%

7 hours
60%
8 hours
above 8 hours

Interpretation:- In the above chart 60% of the respondents work 8 hours in a day and 40% of

the respondents work above 8 hours in a day.

44
  No. of hours in a day women employees working in IOCL

spend with their family.

Options No. of respondents Percentage

2-3 hours 9 45%

3-4 hours 4 20%

4-5 hours 3 15%

More than 5 hours 4 20%

Total 20 100%

20%
45%
2-3hours
15%
3-4 hours
4-5 hours
20% more than 5 hours

Interpretation:- In the above chart 45% of the respondents spend 2-3 hours with their family,

20% of the respondents spend 3-4 hours, 15% of the respondents spend 4-5 hours and 20% of the

respondents spend more than 5 hours

45
  Respondents satisfaction towards working hours in

IOCL

Options No. of respondents Percentage

Yes 15 75%

No 5 25%

Total 20 100%

25%
75%

Yes
no

Interpretation:- In the above chart 75% of the respondents are satisfied with the working hours

and 25% of the respondents are not satisfied.

46
  Respondents satisfaction regarding time spended with

their families

Options No.of respondents Percentage

Yes 9 45%

No 11 55%

Total 20 100%

45%
Yes
No
55%

Interpretation:- In the above chart 45% of the respondents are satisfied with the amount of time

spend with their family and 55% of the respondents are not satisfied.

47
  Work Life Balance is important for every women

Options No. of respondents Percentage

Yes 20 100%

No 0 0%

Total 20 100%

0%

Yes
No

100%

Interpretation:- In the above chart 100% of the respondents are agree with the statement

that work life balance is important for every women.

48
  Does IOCL take initiatives to manage worklife ?

Options No. of respondents Percentage

Yes 14 70%

No 6 30%

Total 20 100%

30%

Yes

70% No

Interpretation:- In the above chart 70% of the respondents says Yes that IOCL take initiative to

balance work life and 30% of the respondents says No.

49
  Does IOCL organize holiday camps to manage work &

personal life ?

Options No. of respondents Percentage

Yes 1 5%

No 19 95%

Total 20 100%

5%

Yes
No

95%

Interpretation:- In the above chart 5% of the respondents says Yes that IOCL organize

holiday camps to balance work & personal life and 95% of the respondents says No.

50
 Does IOCL offer In-House doctor facility ?

Options No.of respondents Percentage

Yes 17 15%

No 3 85%

Total 20 100%

15%

Yes
no

85%

Interpretation:- In the above chart, 85% of the respondents says Yes that IOCL provide

in-house doctor facility and 15% of the respondents says No.

51
  Rate of leave policy of IOCL

Options No. of respondents Percentage

Satisfactory 17 85%

Dissatisfactory 3 15%

Total 20 100%

15%

Satisfactory
Dissatisfactory
85%

Interpretation:- In the above chart, 85% of the respondents are satisfied , and 15% of

the respondents are dissatisfied with the leave policy of IOCL.

52
  Work life management helps to increase productivity &

help to retain employees

Options No. of respondents Percentage

Yes 20 100%

No 0 0%

Total 20 100%

0%

Yes
No

100%

Interpretation:- In the above chart, 100% of the respondents are agreed that work life

management helps to increase productivity & helps to retain employees.

53
FACTORS AFFECTING WORK LIFE BALANCE

 Working Environment

Options No. of respondents Percentage

Strongly disagreed 0 0%

Disagreed 0 0%

Somewhat agreed 2 11%

Agreed 8 42%

Strongly agreed 9 47%

Total 20 100%

0% 11%

strongly disagreed
disagreed
47%
somewhat agreed
agreed
42%
strongly agreed

Interpretation:- In the above chart, 47% of the respondents are strongly agreed followed by

42% are agreed and 11% are somewhat agreed respectively.

54
  Working hours

Options No. of respondents Percentage

Strongly disagreed 0 0%

Disagreed 0 0%

Somewhat agreed 2 10%

Agreed 7 35%

Strongly agreed 11 55%

Total 20 100%

0% 10%

strongly disagreed
disagreed
somewhat agreed
55% 35%
agreed
strongly agreed

Interpretation:- In the above chart, 55% of the respondents are strongly agreed followed by

35% are agreed and 10% are somewhat agreed respectively.

55
  Deadlines / schedules / targets

Options No. of respondents Percentage

Strongly disagreed 0 0%

Disagreed 0 0%

Somewhat agreed 9 15%

Agreed 8 40%

Strongly agreed 3 45%

Total 20 100%

0%
15%

strongly disagreed
disagreed
45%
somewhat agreed
agreed
strongly agreed
40%

Interpretation:- In the above chart, 15% of the respondents are strongly agreed followed by

40% are agreed and 15% are somewhat agreed respectively.

56
  Negative attitude of supervisors / colleagues

Options No. of respondents Percentage

Strongly disagreed 0 0%

Disagreed 1 5%

Somewhat agreed 6 30%

Agreed 6 30%

Strongly agreed 7 35%

Total 20 100%

0%5%

35% strongly disagreed

30% disagreed
somewhat agreed
agreed
strongly agreed

30%

Interpretation:- In the above chart, 35% of the respondents are strongly agreed

followed by 30% are agreed, 30% are somewhat agreed and 5% are disagreed

respectively.

57
  Availability of facilities like crèches, medical etc.

Options No. of respondents Percentage

Strongly disagreed 0 0%

Disagreed 0 0%

Somewhat agreed 0 0%

Agreed 5 25%

Strongly agreed 15 75%

Total 20 100%

0%

25%
strongly disagreed
disagreed
somewhat agreed
agreed
strongly agreed
75%

Interpretation:- In the above chart, 75% of the respondents are strongly agreed followed by

25% are agreed respectively.

58
  Work from home after office hours

Options No. of respondents Percentage

Strongly disagreed 1 5%

Disagreed 1 5%

Somewhat agreed 5 25%

Agreed 7 35%

Strongly agreed 6 30%

Total 20 100%

5%
5%

30%
strongly disagreed
disagreed
25%
somewhat agreed
agreed
strongly agreed

35%

Interpretation:- In the above chart, 30% of the respondents are strongly agreed followed by

35% are agreed, 25% are somewhat agreed, 5% are disagreed and 5% are strongly disagreed

respectively.

59
  Work on holidays

Options No. of respondents Percentage

Strongly disagreed 2 10%

Disagreed 0 0%

Somewhat agreed 9 45%

Agreed 6 30%

Strongly agreed 3 15%

Total 20 100%

15% 10%
0%

strongly disagreed
disagreed
somewhat agreed
agreed
30%
45% strongly agreed

Interpretation:- In the above chart, 15% of the respondents are strongly agreed

followed by 30% are agreed, 45% are somewhat agreed and 10% are strongly disagreed

respectively.

60
  Travelling away from home

Options No. of respondents Percentage

Strongly disagreed 1 5%

Disagreed 1 5%

Somewhat agreed 8 40%

Agreed 7 35%

Strongly agreed 3 15%

Total 20 100%

5%
15% 5%

strongly disagreed
disagreed
somewhat agreed
agreed
40%
35% strongly agreed

Interpretation:- In the above chart, 15% of the respondents are strongly agreed followed by

35% are agreed, 40% are somewhat agreed, 5% are disagreed and 5% are strongly disagreed

respectively

61
  Household work or Responsibility

Options No. of respondents Percentage

Strongly disagreed 0 0%

Disagreed 2 10%

Somewhat agreed 8 40%

Agreed 7 35%

Strongly agreed 3 15%

Total 20 100%

0% 10%
15%

strongly disagreed
disagreed
somewhat agreed
agreed
40%
35% strongly agreed

Interpretation:- In the above chart, 15% of the respondents are strongly agreed followed by

35% are agreed, 40% are somewhat agreed and 10% are strongly disagreed respectively .

62
  Performance Appraisal System

Options No. of respondents Percentage

Strongly disagreed 0 0%

Disagreed 3 15%

Somewhat agreed 2 10%

Agreed 5 25%

Strongly agreed 10 50%

Total 20 100%

0%
15%

strongly disagreed
10%
disagreed
50% somewhat agreed
agreed
strongly agreed

25%

Interpretation:- In the above chart, 50% of the respondents are strongly agreed followed by

25% are agreed, 10% are somewhat agreed and 15% are strongly disagreed respectively

63
  Career growth and planning

Options No. of respondents Percentage

Strongly disagreed 0 0%

Disagreed 3 15%

Somewhat agreed 3 15%

Agreed 7 35%

Strongly agreed 7 35%

Total 20 100%

0%
15%

35% strongly Disagreed

disagreed
15%
somewhat agreed
agreed
strongly agreed

35%

Interpretation:- In the above chart, 35% of the respondents are strongly agreed

followed by 35% are agreed, 15% are somewhat agreed and 15% are disagreed

respectively .

64
  Conflicts at Workplace

Options No. of respondents Percentage

Strongly disagreed 1 5%

Disagreed 2 10%

Somewhat agreed 6 30%

Agreed 5 25%

Strongly agreed 6 30%

Total 20 100%

5%
10%
30%
strongly Disagreed
disagreed
somewhat agreed
agreed
30%
strongly agreed

25%

Interpretation:- In the above chart, 30% of the respondents are strongly agreed followed by

25% are agreed, 30% are somewhat agreed, 10% are disagreed and 5% are strongly disagreed

respectively.

65
  Family / Spouse Support

Options No. of respondents Percentage

Strongly disagreed 0 0%

Disagreed 0 0%

Somewhat agreed 1 5%

Agreed 2 10%

Strongly agreed 17 85%

Total 20 100%

0%5%
10%

strongly Disagreed
disagreed
somewhat agreed
agreed
strongly agreed

85%

Interpretation:- In the above chart, 85% of the respondents are strongly agreed followed by

10% are agreed and 5% are somewhat agreed respectively .

66
  Management Support

Options No. of respondents Percentage

Strongly disagreed 0 0%

Disagreed 0 0%

Somewhat agreed 1 5%

Agreed 6 30%

Strongly agreed 13 65%

Total 20 100%

0%5%

strongly Disagreed
30%
disagreed
somewhat agreed
agreed
65% strongly agreed

Interpretation:- In the above chart, 65% of the respondents are strongly agreed followed by

30% are agreed and 5% are somewhat agreed respectively.

67
  Happy to work in IOCL

Options No. of respondents Percentage

Strongly disagreed 0 0%

Disagreed 0 0%

Somewhat agreed 4 20%

Agreed 10 50%

Strongly agreed 6 30%

Total 20 100%

0%
20%
30%
strongly Disagreed
disagreed
somewhat agreed
agreed
strongly agreed

50%

Interpretation:- In the above chart, 30% of the respondents are strongly agreed followed by

50% are agreed and 20% are somewhat agreed respectively.

68
FINDINGS

69
After analysis and interpretating the data received from the respondents following findings has

been drawn

 20% of the respondents working in IOCL from 2 years, 30% of the respondents from 2-5

years, 40% of the respondents from 5-10 years, 5% of the respondents from 11-15 years

and 5% of the respondents from 15 years and above. It implies that most of the women

emplopyees worh in IOCL from 5-10 years.

 21% of the respondents work less than 5 days in a week, 32% of the respondents work 5

days in a week, 42% of the respondents work 6 days in a week and 5% of the respondents

work 7 days in a week. It implies that more than 40% of the women employees work 6

days in a week.

 60% of the respondents work 8 hours in a day and 40% of the respondents work above 8

hours in a day. It implies that more than 50% of the women employees work 8 hours in a

day.

 45% of the respondents spend 2-3 hours with their family, 20% of the respondents

spend 3-4 hours, 15% of the respondents spend 4-5 hours and 20% of the respondents

spend more than 5 hours. It implies that more than 40% of the women employees spent

only 2-3 hours with their families after working hours.

 75% of the respondents are satisfied with the working hours and 25% of the respondents

are not satisfied. It implies that more than 75% of the women employees are satisfied

with their working hours.

 45% of the respondents are satisfied with the amount of time spend with their family and

55% of the respondents are not satisfied. It implies that more than 50% of the women

employees says that they don’t get enough time with their families after working hours.

70
 100% of the respondents are agree with the statement that work life balance is important

for every women. It implies that balancing work and personal life is most important for

all women to become succeed in their lives.

 70% of the respondents says Yes that IOCL take initiative to balance work life and 30%

of the respondents says No. It implies that IOCL take initiatives to balance work life by

providing half day leave, transport facilities, organize seminars on how to balance work

life and by providing grievance redressal system.

 5% of the respondents says Yes that IOCL organize holiday camps to balance work &

personal life and 95% of the respondents says No. It implies that IOCL does not organize

holiday camps.

 85% of the respondents says Yes that IOCL provide in-house doctor facility and 15% of

the respondents says No. It implies that IOCL provides in-house doctor facility.

 85% of the respondents are satisfied , and 15% of the respondents are dissatisfied with

the leave policy of IOCL. It implies that more that 80% of the women employees are

satisfied with leave policy of IOCL.

 100% of the respondents are agreed that work life management helps to increase

productivity & helps to retain employees.

 47% of the respondents are strongly agreed followed by 42% are agreed and 11% are

somewhat agreed respectively. It implies that more than 45% of women employees are

agreed with the factor of working environment. Working environment makes work easy.

 55% of the respondents are strongly agreed followed by 35% are agreed and 10% are

somewhat agreed respectively. It implies that more than 50% of women employees are

agreed with flexible working hours.

71
 15% of the respondents are strongly agreed followed by 40% are agreed and 15% are

somewhat agreed respectively. It implies that 40% of women employees are agreed with

factor deadlines/schedules/targets.

 35% of the respondents are strongly agreed followed by 30% are agreed, 30% are

somewhat agreed and 5% are disagreed respectively. It implies that more than 30% of

women employees faces negative attitude of supervisors.

 75% of the respondents are strongly agreed followed by 25% are agreed. It

implies that women employees are agreed that IOCL provides facilities like

crèches, medical etc.

 30% of the respondents are strongly agreed followed by 35% are agreed,

25% are somewhat agreed, 5% are disagreed and 5% are strongly disagreed

respectively. It implies that more than 60% of women employees are not

agreed with fact of taking office work at home. It creates chaos in personal

life.

 15% of the respondents are strongly agreed followed by 30% are agreed, 45% are

somewhat agreed and 10% are strongly disagreed respectively. It implies that most of the

women employees are somewhat agreed that work on holidays reduces relaxation time

and creates monotony in work.

 15% of the respondents are strongly agreed followed by 35% are agreed, 40% are

somewhat agreed, 5% are disagreed and 5% are strongly disagreed respectively. It

implies that 40% of the women employees are somewhat agreed on travelling away from

home but it is quite uneasy for dependents-old age parents-in-law and children.

72
 15% of the respondents are strongly agreed followed by 35% are agreed, 40% are

somewhat agreed and 10% are strongly disagreed respectively . It implies that most of the

women employees are somewhat agreed that excessive household responsibilities and

work pressure can be a great barrier in work performance.

 50% of the respondents are strongly agreed followed by 25% are agreed, 10% are

somewhat agreed and 15% are strongly disagreed respectively. It imples that more than

50% of women employees agreed on the fact that a well defined performance appraisal

system motivates employees to perform even more better.

 35% of the respondents are strongly agreed followed by 35% are agreed, 15% are

somewhat agreed and 15% are disagreed respectively . It implies that factor like carrer

growth and planning increases the efficiency of women employees.

 30% of the respondents are strongly agreed followed by 25% are agreed, 30% are

somewhat agreed, 10% are disagreed and 5% are strongly disagreed respectively. It

implies that conflicts at work place can be a barrier to perform upto mark which can

ultimate block the success ladder.

 85% of the respondents are strongly agreed followed by 10% are agreed and 5% are

somewhat agreed respectively. It implies that more than 90% of the women employees

are agreed with factor of family and spouse support. It helps in handling and managing

life problems.

 65% of the respondents are strongly agreed followed by 30% are agreed and 5% are

somewhat agreed respectively. It implies that more than 90% of the women employees

are agreed with factor of management support. It helps in managing work life.

73
 30% of the respondents are strongly agreed followed by 50% are agreed and 20% are

somewhat agreed respectively. . It implies that more than 80% of the women employees

are agreed with factor of satisfaction. It individuals are able to balnce work and life easily

they are happy to work and become more satisfied with their jobs.

74
RECOMMENDATIONS

&

SUGGESTIONS

75
 IOCL must provide policy of flexible working hours which help in to scheduling working

hours so that employees can live healthy and peaceful life.

 Total working hours should not be more than 8 hours. It shall be limited to 8 hours per

day.

 It ensuring to provide crèches facilities that help in manage work life.

 IOCL must organize holiday camps for women employees so that they can work more

effectively and efficiently to achieve organizational objectives.

76
CONCLUSION

77
 From the above research it has been concluded that maintaining a balance between work

and life is a challenge and to meet this challenge organizations should take active steps in

providing facilities to their employees that helps them to ,mange, to perform and to grow

in their work-life cycle.

 Organization should consider their employees as an assets of the company rather than

treating them like liabilities. Providing them a healthy and proper working environment

will prove as benchmark for organization success.

 This report emphasis that women employees are not fully satisfied with IOCL policies of

work life balance because IOCL provides maternity leave only , it does not provide

flexible working hours,job sharing option , paternity leave , time off for WLB and child

care(crèches) which played an important role in balancing work and personal life.

 But besides this IOCL take initiatives to manage work life by providing other facilities

like transport facilities, medical facilities, organize seminars on how to balance work &

life for women employees , canteen facility, provide empowerment scheme like

grievance redressal system and suggestion schemes where women employees are

empowered to share their views and complaints to top management.

 This report also emphasis on various factors that affects work life balance positively or

negatively. From among these factors availability of facilities like crèches , medical

facilities , flexible working hours , and family or management support are the most

prominent factors that affect work or professional life.

 So IOCL should consider on these factors and make improvements in these factors that
helps in to increase job satisfaction of employees , increase job security , and improved

78
morale to work more effectively and efficiently which in turn leads to increase

productivity , retaining employees for longer period , organization perform better and

become successful.

79
LIMITATIONS

OF

THE STUDY

80
 The study is limited to the area of Mathura refinery only.

 Non- availability of adequate data .

 Respondents are not serious while filling the questionnaires.

 Due to continuous change in environment , what is relevant today may be irrelevant

tomorrow.

81
BIBLIOGRAPHY

82
BIBLIOGRAPHY

 http://www.iocl.com/about/mathurarefinery.aspx

 http://en.wikipedia.org/wiki/indian-oil-corporation

 http://www.work-life-and-lifestyle/better-work-life-balance-survey

 http://iocl.com/about/profile.aspx

 http://www.psychology.adelaide.edu.au/expts/work life.html

 http://www.indian-industries/oil.html

 http://iocl.com/services.aspx

 www.uniassignment.com/essay-samples/business/introduction-of-indian-oil-
corporation-business-essay.php

 Joanna Hughes(2007),work life balance as source of job satisfaction and

withdrawal attitudes, emerald personnel review, vol. 36, no.1, pp.145-154.

83
APPENDIX

84
APPENDIX

QUESTIONNAIRE

Dear Respondent’s ,

I am a student of G.L.Bajaj Group Of Institutions , Mathura , conducting a research

on the topic “ A Study of worklife balance of women employees” with reference
to Mathura refinery. Kindly spare a few mpoments to fill out this questionnaire.

Name…………………………. Age………………………

Martial Status…………………. Designation………………..

1. From how many years you are working in IOCL ?

a. 0-2 years
b. 2-5 years
c. 5-10 years
d. 11-15 years
e. above 15 years

2. How many days in a week doy you normally work in IOCL ?

a. Less than 5 days
b. 5 days
c. 6 days
d. 7 days

3. How many hours a day you work in IOCL ?

 7 hours
 8 hours
 above 8 hours

4. How many hours in a day you spend with your family ?

a.2-3 hours
b. 3-4 hours
c. 4-5 hours
d. more than 5 hours

85
5. Are you satisfied with the working hours of organization ?
 Yes
 No

6. does after working hours you get enough time for your family ?
 Yes
 No

7. Are you agree with the statement “worklife balance is important for every women” ?
 Yes
 No

8. Do you feel that you are able to balance your worklife ?

 Yes
 No

9. Does the company organize holiday camps and picnics to manage worklife and personal
life ?
 Yes
 no

10. Does the company offers in-house doctor facility for its employees ?
 yes
 no

11. How do you rate the leave policy of organization ?

 satisfactory
 dissatisfactory

12. Do you think policy for work life management helps to increase productivity of the
organization ?
 yes
 no

86
Part-B: Factors that affect worklife balance according to you

Answer to the following statements by choosing whether you strongly

agree, agree, disagree or strongly disagree:-

1. Working environment of the organization :-

a. Strongly disagree
b. Disagree
c. Neutral
d. Agree
e. Strongly agree

2. Working hours:-
a. Strongly disagree
b. Disagree
c. Neutral
d. Agree
e. Strongly agree

3. Deadlines / schedules / targets:-

a. Strongly disagree
b. Disagree
c. Neutral
d. Agree
e. Strongly agree

4. Negative attitude of supervisors :-

a. Strongly disagree
b. Disagree
c. Neutral
d. Agree
e. Strongly agree

5. Availability of facilities like crèches , medical etc.:-

a. Strongly disagree
b. Disagree
c. Neutral
d. Agree
e. Strongly agree

87
6. Work from home after office hours:-
a. Strongly disagree
b. Disagree
c. Neutral
d. Agree
e. Strongly agree

7. Work on holidays:-
a. Strongly disagree
b. Disagree
c. Neutral
d. Agree
e. Strongly agree

8. Travelling away from home:-

a. Strongly disagree
b. Disagree
c. Neutral
d. Agree
e. Strongly agree

9. Household work or responsibilities:-

a. Strongly disagree
b. Disagree
c. Neutral
d. Agree
e. Strongly agree

10. Performance appraisal system:-

a. Strongly disagree
b. Disagree
c. Neutral
d. Agree
e. Strongly agree

88
11. Career growth & planning:-
a. Strongly disagree
b. Disagree
c. Neutral
d. Agree
e. Strongly agree

12. Conflicts at workplace:-

a. Strongly disagree
b. Disagree
c. Neutral
d. Agree
e. Strongly agree

13. Family / spouse support:-

a. Strongly disagree
b. Disagree
c. Neutral
d. Agree
e. Strongly agree

14. Management support?

f. Strongly disagree
g. Disagree
h. Neutral
i. Agree
j. Strongly agree

Thank you for completing the survey!

Signature……………….

89
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