1|Page

WORK LIFE BALANCE OF

EMPLOYEES IN IOCL GUWAHATI

CONTENTS

S.NO Topic PAGE NO.

1 Preface 3
2 Acknowledgement 4
3 Executive summary 5
4 Chapter 1-General Observation Of the Organization 6
5 Chapter 2- Introduction to IOCL Guwahti and objective of the 13
project
6 Chapter 3-General observation of work life balance 16

7 Chapter 4-Research methodology 24

8 Chapter 5-Interpretation of data and findings

26
9 Chapter 6- Findings 34

10 Chapter7-Overall Recommendation/Suggestion 35
11 Conclusion 36
12 Scope for further studies 37
13 Annexure 38
14 Appendix-one 40
15 Bibliography 41
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PREFACE

Projects are an indispensible part of any kind of formal education. They help us to have a
practical exposure as well as better outlook of the subject, which we are studying in a
professional college like MBA. The students are equipped with strong theoretical knowledge
about the business administration and time tested methods of running a successful business
organisation. To make this theoretical knowledge more efficient, the students are assigned
certain projects in various organisations to get better exposure to working styles in
organization.

I was assigned to do my project in Work Life Balance of employees in Indian Oil

Corporation Limited (Noonmati Refinery).The project commenced from May 28th to 17th July
2011.

In order to make the data and findings easily understandable, efforts have been made to
present the information in a simplified, lucid and organized manner. All the necessary table
and figures have been incorporated. Recommendations have been made on the basis of the
findings herein.

This project has given me immense practical working patterns and the environment for
improving my practical skills.

Date:-

Place: - HIROKJYOTI KACHARI

ACKNOLEDGEMENT
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Its a great pleasure to present this report of summer training in Indian Oil Corporation
Limited Guwahati in partial fulfilment of MBA Programme under Regional college Of
Management, affiliated to Biju Patnaik University of Technical, Bhubaneswar.

At the outset, I would like to express my immense gratitude to my training guide for guiding
me right from the inception till the successful completion of the training.

I am grateful to my departmental guide Mrs Nirmala Dutta for her constant guidance in this
project.

I would specially thank to Ms Ankita Srivastava for her all her support. As I am falling short
of words for expressing my feelings of gratitude towards her for extending their valuable
guidance about the organisation and support for literature, critical reviews of project and the
report and above all the moral support she had provided me with all stages of this training.

I express my sincere thanks to all the respondents who have spared their valuable time and
provided me with the required information in this project.

And finally I am thankful to Regional college of Management and Indian Oil Corporation
Limited Guwahati for giving me opportunity to gain practical knowledge in my area of
specialization.

Date:-

Place: - HIROKJYOTI KACHARI

EXECUTIVE SUMMARY

Project title: A Report on work life balance of employees in Indian Oil Corporation Limited
Guwahati.

Organization: INDIAN OIL CORPORATION LIMITED GUWAHATI REFINERY

Organisational guide: Ms. Ankita Srivastava. ERO, IOCL-Guwahati Refinery.

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Academic Guide: Mrs. Nirmala Dutta. Associate Professor & Head Entrepreneur Cell

Duration: 45 days. (22 nd May to 15th July 11)

Research Methodology :

Research design : Exploratory followed by

Descriptive Research

Sampling plan : The sample was selected on the basis of Judgemental

Sampling. The sample was taken from about 40 employees out
of 900.

Data source : Both Primary and Secondary data.

Schedule design : A well structured schedule comprised of closed-ended,

multiple choice and dichotomous questions.

Method of data collection: Primary data were collected by face to face interview with the
help of a well structured schedule and secondary data were collected from books,
magazines/journals, and websites.

CHAPTER 1

2.3 Work life balance

Work Life Balance consists of the implementation of working arrangements and policies
which assist workers in combining employment with other aspects of their lives. Employers
can benefit from these policies too as they can help to develop a more committed and
productive workforce.
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2.4 Scope of the Study

This study will help to know the need of

More value and balance in life

Understanding the best work life balance
Increased productivity
Better relationship both on and off the job
Reduced Stress
Measured increase in productivity, accountability, commitment
Better teamwork and communication

2.5 Objective of the study

To find out effects of quality of work life in IOCL Guwahati Refinery.

To gain an insight into current working time policies and practices, as well as work-
life balance issues in IOCL Guwahati Refinery.

2.6 Limitation of study

The study suffered from time constraints as it is completed within the short period of
two months.
The data collected and all the ground work that was felt necessary had to be done by
author itself. Thus huge work force was another constraints in the study
There was dearth of free time in hands of the employees. As such carrying survey and
getting the questionnaire filled correctly on time was challenging.
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CHAPTER 3

3.1 History

The expression was first used in the United Kingdom in the late 1970s to describe the balance
between an individual's work and personal life. In the United States, this phrase was first used
in 1986.

Over the past twenty-five years, there has been a substantial increase in work which is felt to
be due, in part, by information technology and by an intense, competitive work environment.
Long-term loyalty and a "sense of corporate community" have been eroded by a performance
culture that expects more and more from their employees yet offers little security in return.

Many experts predicted that technology would eliminate most household chores and provide
people with much more time to enjoy leisure activities; but many ignore this option,
encouraged by prevailing consumerist culture and a political agenda that has "elevated the
work ethic to unprecedented heights and thereby reinforced the low value and worth attached
to parenting".

Many Americans are experiencing burnout due to overwork and increased stress. This
condition is seen in nearly all occupations from blue collar workers to upper management.
Over the past decade, a rise in workplace violence, an increase in levels of absenteeism as
well as rising workers compensation claims are all evidence of an unhealthy work life
balance.

Employee assistance professionals say there are many causes for this situation ranging from
personal ambition and the pressure of family obligations to the accelerating pace of
technology. According to a recent study for the Center for Work-Life Policy, 1.7 million
people consider their jobs and their work hours excessive because of globalization.

These difficult and exhausting conditions are having adverse effects. According to the study,
fifty percent of top corporate executives are leaving their current positions. Although sixty-
four percent of workers feel that their work pressures are "self-inflicted", they state that it is
taking a toll on them. The study shows that seventy percent of US respondents and eighty-one
percent of global respondents say their jobs are affecting their health.

Between forty-six and fifty-nine percent of workers feel that stress is affecting their
interpersonal and sexual relationships. Additionally, men feel that there is a certain stigma
associated with saying "I can't do this".

3.2 Work statistics

According to a survey conducted by the National Life Insurance Company, four out of ten
employees state that their jobs are "very" or "extremely" stressful. Those in high-stress jobs
are three times more likely than others to suffer from stress-related medical conditions and
are twice as likely to quit. The study states that women, in particular, report stress related to
the conflict between work and family.
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3.3 Work-Life Balance Defined - What it really means!

Work-life balance concerns of men and women alike

Similar discrimination is experienced by men who take time off or reduce working hours for
taking care of the family.

For many employees todayboth male and femaletheir lives are becoming more
consumed with a host of family and other personal responsibilities and interests. Therefore, in
an effort to retain employees, it is increasingly important for organizations to recognize this
balance.

Young generation views on work-life balance

According to Kathleen Gerson, Sociologist, 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 others. Young adults believe that
parents should get involved and support the children both economically and emotionally, as
well as share labor equally. Young people do not believe work-life balance is possible and
think it is dangerous to build a life dependent on another when relationships are
unpredictable. They are looking for partners to share the house work and family work
together. Both men and women believe that women should have jobs before considering
marriage; for better life and to be happy in marriage. They also do not think they were
powerless because they were not economically dependent.
8|Page

Work-life balance issues and their influence on children

An increasing number of young children are being raised by a childcare provider or another
person other than a parent; older children are more likely today to come home to an empty
house and spend time with video games, television and the internet with less guidance to
offset or control the messages coming from these sources.

No one knows how many kids are home after school without an adult, but they know the
number is in the millions. Also, according to a study by the National Institute of Child Health
and Human Development, the more time that children spent in child care, the more likely
their sixth grade teachers were to report behavior problems.The findings are the results of
the largest study of child care and development conducted in various countries; the analysis
tracked 1,364 children from birth.

3.4 Consequences of an Imbalance

Mental health is a balancing act that may be affected by four factors: the influence of
unfavorable genes, by wounding trauma, by private pressures and most recently by the stress
of working. Many people expose themselves unsolicited to the so-called job stress, because
the "hard worker" enjoys a very high social recognition. These aspects can be the cause of an
imbalance in the areas of life. But there are also other reasons which can lead to such an
imbalance. Even in the days of illness, the proportion of failures due to mental disorders
increased. Statisticians calculated that 41 million absent days in 2008 went to the account of
these crises, which led to 3.9 billion Euros in lost production costs. For companies it is time
to act and support their employees with a healthy work-life-balance.

3.5 Responsibility of the employer

Companies have begun to realize how important the work-life balance is to the productivity
and creativity of their employees. Research by Kenexa Research Institute in 2007 shows that
those employees who were more favorable toward their organizations efforts to support
work-life balance also indicated a much lower intent to leave the organization, greater pride
in their organization, a willingness to recommend it as a place to work and higher overall job
satisfaction.
9|Page

Employers can offer a range of different programs and initiatives, such as flexible working
arrangements in the form of part time, casual and telecommuting work. More proactive
employers can provide compulsory leave, strict maximum hours and foster an environment
that encourages employees not to continue working after hours.

3.6 Work life balance matrix

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3.7 ACTUAL BALANCE

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3.8 WORK LIFE BALANCE IN INDIAN CONTEXT

"Hardworking, committed are words that we hear every time when we try to understand the
work ethic of Indians. Whilst EU insists on a 40 hour week and the western world moans
about working 50 hours an average Indian works at least 50 hours if not more in a week. We
have culturally been groomed to believe in a days honest work. It is not that we are
incapable of working smart. There are many smart workers who manage their tasks and time
efficiently but they also tend to put in long hours. The question that comes is what does work
life balance mean in an Asian and specifically Indian context?

In India, these days it is very rare to find a house wife or a house husband. When families
have both husband and wife working discussing work life balance discussions from a
womans perspective is not relevant. More and more couples became vocal about sharing the
burden of running a household. Blame it on education, increased awareness.

3.9 The Top 50 companies to work for in India

These are the list of companies who offer better working environment and work life balance
to its employees in India.

Rank Name of the Location Number of Gender Voluntary

Company Employees Ratio Turnover
(F:M)
1 Google India Bangalore 1,259 1:0.99 30%
2 MakeMyTrip Gurgaon 674 1:2.55 23.89%
3 Intel Technology Bangalore 2,430 1:3.99 4.4%
4 Marriott Hotels Mumbai 2,433 1:9.01 27.37%
5 NetApp India Bangalore 1,042 1:4.51 5.95
6 American Express Gurgaon 5,200 1:1.33 15.00%
7 NTPC New Delhi 24,708 1:8.11 0.12%
8 PayPal India Chennai 419 1:3.6 0.48%
9 Ajuba Solutions Chennai 1,612 1:1.41 23.45%
10 SAS Institute Mumbai 108 1:5.75 13.89%
11 Crowne Plaza Gurgaon 399 1:5.23 48.87%
Today
12 Dow Corning Mumbai 241 1:6.3 9.96%
13 Taj Hotels Resorts Mumbai 13,009 1:6.58 11.55%
14 Godrej Consumer Mumbai 1,314 1:30.29 6.24%
15 Whirlpool of India Gurgaon 1,128 1:13.28 8.69%
16 Interglobe Gurgaon 5,040 1:1.86 12%
Enterprises Ltd
17 iNautix Tech Chennai 2,263 1.21 8.66%
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18 Hilti India Delhi 427 1:13.72 12.88%

19 Titan Industries Bangalore 4,329 1:3.49 4.87%
20 Intelenet Global Mumbai 25,810 1:2.27 NA
21 Qualcomm India Mumbai 1,073 1:6.5 4.38%
22 Federal Express Mumbai 514 1:4.3 12.65%
Corp
23 Kotak Mahindra Mumbai 6,461 1:4.04 18.77%
24 Dominos Pizza Noida 5,650 1:9.58 53.35%
India Ltd
25 Classic Stripes Ltd Mumbai 325 1:3.28 6.46%

26 Viacom Media 18 Mumbai 363 1:2 15.43%

Ltd
27 Bharti Airtel Ltd Delhi 17,227 1:7.33 17.99%
28 BNY Mellon Pune 1,816 1:2.71 6.11%
International Ops
29 Visakhapatnam Visakhapatnam 17,225 1:35.49 NA
Steel Plant,
Rashtriya Ispat
Nigam
30 Talentica Software Pune 104 1:0.2 6.73%
India

31 Indian Oil Delhi 33,954 1:11.93 0.04%

Corporation

32 Yum Restaurants Gurgaon 1,713 1:6.39 36.19%

33 Monsanto India Mumbai 785 1:6.2 22.93%

Limited

34 HDFC Standard Life Mumbai 14,228 1:5.51 82.72%

35 Tata Teleservices Mumbai 8,743 1:11.13 18.99%

Limited

36 Marico Mumbai 1,266 1:5.9 16.87%

37 Claris Life sciences Ahmadabad 1,312 1:22.02 20.43%

38 Cadbury India Mumbai 2,347 1:23.45 5.45%

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39 Intuit Technologies Bangalore 304 1:5.2 5.26%

40 Quintiles India Bangalore 1,317 1:0.73 9.57%

41 Blue Dart Express Mumbai 6,015 1:16.33 7.95%

42 Hardcastle Mumbai 891 1:16.76 6.29%

Restaurants

43 Eureka Forbes Mumbai 9,048 1:18.92 52.58%

44 Godrej Industries Mumbai 1,223 1:12.7 2.92%

45 S.C. Johnson Delhi 578 1:10.12 16.78%

Products
46 Bajaj Capital Delhi 873 1:4.49 32.88%
Limited

CHAPTER 4

4.1 Methods & Process

The following methods will be used to prepare the report:-

Questionnaires, surveys, checklists.

Interviews
Observation

4.2 Data collection

Pilot survey: - A pilot survey was done taking 5% of the sample of employees and the
questionnaire was also tested before the final distribution.
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Primary data: - Collection of information through standardized questionnaires. A

questionnaire was prepared for all the officers and non officers. It includes both open
ended and close ended and rating method. There was formal discussion with the
employees.

Secondary data:-secondary data consisted of materials provided by the organisation,

in house journals like silver jubilee, corporate profile, Departmental manuals, intranet,
organisational websites etc.

4.3 Analysis

Analysis of primary data

Primary data were collected from the employees i.e. the officers and non officers with the
help of a questionnaire. The analysis of primary data with reference and in coherence with the
objective of study is presented under.

Analysis of the questionnaires

Work life balance constitute an important part of a companys Endeavour to look after the
well being and development of its employees in away which will not only help in their career
development but also boost their self esteem. These two will lead to job satisfaction.
Employees who are satisfied with their job are more productive for organization. Proper
employee development methods including proper and timely motivation as well as innovative
programs also minimize the losses which are otherwise incurred by a company due to
attrition and high employee turnover ratio.
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Presented below are the results along with figures and graphical representation. The study
was started by analyzing the profile of the respondents which include their departments,
designation grade, age, gender and years in the organization.

CHAPTER 5

(INTERPETATION OF DATA AND FINDINGS)

5.1 Respondents profile

The ages of respondents (40) were divided into specific age groups for the ease of analyzing.
These were: - below 30 years, 31-40 years, above 40 years. The figure is as follows:

AGE GROUP NUMBER OF RESPONDENTS

Below 30 13

31-40 10

Above 40 17

NUMBER OF RESPONDENT
18
16
14
12
10
8 NUMBER OF RESPONDENT
6
4
2
0
Below 30 31-40 Above 40

Interpretation

Thus we can see that most of the respondents are in the age group of above 40 followed by
age group below 30.
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5.2 Educational Qualification

The education qualification of respondents has been divided into the groups:-graduation, post
graduation and others.

QUALIFICATION NUMBER OF RESPONDENTS

Graduation 25

Post Graduation 10

Others 5

NUMBER OF RESPONDENTS

25

20

15
NUMBER OF RESPONDENTS

10

0
Graduation Post Graduation others

Interpretation

The most number of respondents were from graduation group followed by post graduation.

5.3 Experience
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It was very important to consider the respondents number of years in the organization as time
factor gives a brief idea about his work life balance and its effectiveness. The numbers were
once again divided into group which are as follows:- 1-5 years,6-10,years,11-15 years,16-20
years,21-25 years, 26-30 years and 31-35 years. The figures are

NUMBER OF YEARS NUMBER OF RESPONDENTS

1-5 2
6-10 7
11-15 8
16-20 3
21-25 11
26-30 9

NUMBER OF RESPONDENTS
12

10

6
NUMBER OF RESPONDENTS
4

0
1-5 6-10 11-15 16-20
21-25
26-30

Interpretation

This table clearly shows that most of the respondents have been working in IOCL for more
than 25 years which is quite a long time span. It shows the respondents are satisfied by
working environment provided by IOCL and its policies.

Question 1.Do you spend more hours than you would like at work

RESPONSE NUMBER OF RESPONDENTS

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YES 30

NO 10

NUMBER OF RESPONDENT

NO

NUMBER OF RESPONDENT

YES

0 5 10 15 20 25 30 35

Interpretation

From above table we can see that employees have to work more hours than the stipulated
time allotted by the organization. This also shows a kind of imbalance in work life which
may lead to less productivity.

Question 2.Does the organization provide any work life balance Programs?

RESPONSE NUMBER OF RESPONDENT

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YES 25

NO 15

NUMBER OF RESPONDENT

NO

NUMBER OF RESPONDENT

YES

0 5 10 15 20 25

Interpretation

Here most of the respondents are satisfied with the working environment as well as several
programs related to work life balance supported by the organization but still a group of
fraction are still unsatisfied.

Question 3.Do you get enough sleep, exercise and healthy food?

RESPONSE NUMBER OF RESPONDENT

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YES 35

NO 5

NUMBER OF RESPONDENT
40

35

30

25

20
NUMBER OF RESPONDENT

15

10

0
Yes No

Interpretation

Although employees are wore working more hours in the organization still have managed to
maintain their day to day activities including health. This shows a positive sign towards the
organization.

Question 4.Do you believe that your superior support for your work life balance?

RESPONSE NUMBER OF RESPONDENT

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SOMETIME 20

ALWAYS 15

RARELY 5

NUMBER OF RESPONDENT
25

20

15

NUMBER OF RESPONDENT
10

0
sometimes Always Rarely

Interpretation

From the above table we can see that there is still a gap between high level managers, mid
level and low level when it comes for motivation in work life balance. More participation is
required by mid level managers.

Question 5.Do any of the following help in balancing work and family commitment?

Often Rarely Dont Some Never

know times
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Spending time with friends 30 5 - 5 -

Get home on time 30 4 - 6 -

Do any study or training you want to do 5 25 - 10 -

Keep healthy and fit 35 - - 5 -

Take part in community activities or 36 1 - 3 -

fulfil religious commitments
Take care of family and spend time with 28 - - 12 -
them

45
40
35
30
25
20
15 Never
10
Sometimes
5
Don'tknowsometime
0
Rarely
Often

Interpretation

The majority of the employees often spend time in other activities beside work. It helps them
to rejuvenate their minds. Finally they can give their best to the organization leading to
achievement of organizational goal.

CHAPTER 6
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6.1 Findings

1. Each and every employee is well prepared to meet todays challenges.

2. The organization encourages for maintaining the work life balance for every
employee.
3. Work life balance policies and practices can help to reduce discrimination, as staff
with caring responsibilities should not be disadvantaged. However there is still a gap
in various level of management when it comes for supporting work life balance.
4. Non Officers are not motivated enough to work harder as they believe that they
have little or no knowledge about work life balance.
5. Many of the employees have to work more than the stipulated time, which reduces
their efficiency.
6. Most of the employees working in IOCL Guwahati get time for performing their co-
curricular activities beside work.
7. People who are having more than 21 years of experience are mostly satisfied with the
working environment provided by IOCL Guwahati as compared other groups.

CHAPTER 7

7.1 RECOMMENDATIONS/SUGGESTIONS

1. Work life balance policy of IOCL-Guwahati Refinery should be more transparent to the
employees of IOCL- Guwahati Refinery.

2. There is a need to clearly communicate the IOCL commitment to work life balance, to
raise awareness and to improve knowledge and understanding of IOCL relevant policies by
making information more accessible to all staff especially for lower level.

3. Line managers have key role to play to ensure the success of work life balance approach. It
is important that their views are sought with regard to work life issues and that they are
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encouraged to take ownership of the process. This could be achieved by conducting a series
of focus groups with them that could also serve as a forum for sharing ideas, concerns,
information and good practice on work-life balance.

4. Proper training must be given to employees for improving skill, training & ability to
reduce discontent and unrest. By undergoing training suitable and competent workers can be
reduces stresses leading to a balanced work life.
5. As Indian Oil considers its human resource as assets, it should try to support more work
life balance programs for its employees in IOCL Guwahati.
6. Each and every employee should be treated equally and they should feel at home while
working outside their natives.Some cultural programs should be organized so to reduce the
indifferences.

Conclusion

Indian Oil Limited is one of the best fortune 500 companies of India as well as of world.

Among the top best company to work for Indian Oil is the 4th best in the manufacturing sector
and 3rd in terms of work-life balance in the world.

Most of the employees are satisfied, who are working for Indian oil. They are motivated and
work together to achieve companys goal. However some employees are finding it difficult to
maintain a work life balance due to following reasons:

Inadequate support from the superiors.

Cultural indifferences
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Work load

Earning more money is not enough to live, if an employee cant give time to his/her family.
Flexibility is required in the job if he/she has to give his/her best to the organisation. If an
employee gives his/her best effort to the company then it is the responsibility of the
organisation to provide a better quality of life.

Scope for further studies

The present study revealed that in certain areas, further study can be done in the near future
that will surely help the organization to achieve its goals.

1. How can the grievance of employees about the work life balance are solved.
2. Methods to motivate the existing employees especially non officers.
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ANNEXURE
QUESTIONNARIE ON WORK LIFE BALANCE
(Please tick the appropriate boxes)

Native:-

Type of work you do:-

Experience (years):-

1. Age:-

Below 30 years 31-40 years above 40 years

2. Educational Qualification:-

Under Graduation Post Graduation others, specify...

3. Marital status: Married Unmarried

4. Do you spend more hours than you would like at work? Yes No

5. Have you given up activities you enjoy to work? Yes No

6. Do you get enough sleep, exercise and healthy food? Yes No

7. Do you spend most of your time doing what is most important to you?

Yes No

8. Does your organization provide any work life balance programme?

Yes No

9. Do you spend as much time as youd like with your loved ones?

Yes No

10. Do you believe that your superior support for your Work life balance?
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Sometimes always rarely

11. Do any of the following help you balance your work and family commitments?
(Put the symbol tick mark for the appropriate one)

Often Rarely Dont Some Never

know times
Spending time with friends
Get home on time
Do any study or training you want to do
Keep healthy and fit
Take part in community activities or
fulfill religious commitments
Take care of family and spend time with
them

12. How big an impact, work has on Work life balance?

(Put the symbol tick mark for the appropriate one)
Yes No
I feel like I have little or no control over my work life
I regularly enjoy hobbies or interests outside of work
I frequently feel anxious or upset because of what is happening at work
When I am at home I feel relaxed and comfortable
I have time to do something just for me every week
I rarely loose my temper at work
I never use all my allotted vacation days
I frequently think about work when Im not in work

13. Do any of the following hinder you balance your work and Life?
(Put the symbol tick mark for the appropriate one)
Yes No
Unhelpful attitude of
superiors
Unhelpful attitude of
colleagues
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Appendix one-group profile

The groups included engineers and administrative officers from IOCL:-

Finance and Legal Services

Human Resources

Fire & Safety department

Learning Resources

Process department

TQM department

Corporate communication

Mechanical workshop

SRU Block

Material department
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