A STUDY ON THE WORK LIFE BALANCE OF THE EMPLOYEES

WITH REFERENCE TO

CELEBRITY FASHIONS LIMITED (MEPZ)

By
MADAN KUMAR K S
Reg no: 411721631026
Of

PRINCE SHRI VENKATESHWARA PADMAVATHY ENGINEERING

COLLEGE, PONMAR, CHENNAI – 600 127

A SUMMER PROJECT REPORT

Submitted to the
FACULTY OF MANAGEMENT SCIENCES

In partial fulfilment of the

requirements for the award of the
degree of
MASTER OF BUSINESS ADMINISTRATION

ANNA UNIVERSITY
CHENNAI 600 025

August, 2022
 i

BONAFIDE CERTIFICATE

Certified that this project report entitled “A STUDY ON THE WORK LIFE
BALANCE OF THE EMPLOYEES WITH REFERENCE TO CELEBRITY
FASHIONS LIMITED (MEPZ) is the bonafide work of MADAN KUMAR K S
(411721631026) who carried out research under my supervision. Certified further, that to the
best of my knowledge the work reported herein does not form part of any other project report
or dissertation on the basis of which a degree was conferred on an earlier occasion on this.

SIGNATURE OF GUIDE SIGNATURE OF HOD

Dr.R.Jayadurga M.B.A.,M.Phil.,Ph.D Mrs.S.Rathika.,M.E.,M.B.A.,M.Phil.,(Ph.d)
Assistant Professor Associate Professor & Head,
Department of Management Studies Department of Management Studies
Prince Shri Venkateshwara Padmavathy Prince Shri Venkateshwara Padmavathy
Engineering College, Ponmar, Engineering College, Ponmar,
Chennai-600 127. Chennai-600 127.

Submitted to the project viva- voce held on ---------------------

Internal Examiner External Examiner

 ii

DECLARATION

Hereby declare that the project entitled “A STUDY ON THE WORK LIFE
BALANCE OF THE EMPLOYEES WITH REFERENCE TO CELEBRITY
FASHIONS LIMITED” is the bonafide work of MADAN KUMAR K S (REG NO:
411721631026). Submitted for the M.B.A degree is my original work and the dissertation
has not formed the basis for the award of any degree, associate-ship, fellowship or any other
similar titles.

PLACE: Signature of the Student

DATE: (MADAN KUMAR K S)
 iii

ACKNOWLEDGEMENT

It is my privilege to record my sincere thanks to our Chairman, Dr.K.Vasudevan,

M.A., B.Ed., Ph.D. of Prince Shri Venketeshwara Padmavathy Engineering College , Ponmor
for his consecutive motivating words to complete my project report.

It would like to thank our Vice Chairman, Dr.V.Vishnu Karthik of Prince Shri
Venketeshwara Padmavathy Engineering College for his consecutive motivating words to
complete my project report.

It would like to thank our Principal, Dr.Maha lakshmi of Prince Shri Venketeshwara
Padmavathy Engineering College for her support to complete my project report.

I would like to thank Mrs.S.Rathika.,M.E.,M.B.A.,M.Phil.,(Ph.d) Head of the

Department, Department of Management Studies for her guidance.

I would like to thank Celebrity Fashions limited organisation for offering me this
valuable opportunity for this 30 days Internship course in MBA Human Resource
Management to train and improve my practical knowledge and skills.

I am grateful to each and every one who supported me throughout the course of this
MBA HR project. I am thankful for their aspiring guidance and all their most helpful advices
during the project work. I am sincerely grateful to them for sharing all their experiences with
me.

I would sincerely like to thank all the Human Resource Department staffs and all the
employees for their cooperation.

An acknowledgement would not be complete without a word of thanks to all my

friends and family for their valuable suggestions.

MADAN KUMAR K S
 iv

ABSTRACT

People are usually either in work or in home. Each and every individual has their own
different life priorities. It is challenging for both the employee and the employer to balance
their work life and their personal life. This study is essential in this organisation to understand
the importance and learn to balance the work life.

This study is an outcome of the topic called “A study on the work life balance of the
employees with reference to Celebrity Fashions Limited MEPZ”. The survey is carried out
for one month time period.

The main objective of this study is to know the work life balance of the employees of
the organisation.

The researcher collected Primary data with a tool of Questionnaire Survey from 50
sample size employees. Statistical tools Statistical Package for Social Science (SPSS) 18 and
Microsoft Excel 2019 has been used to analyse the data and find results with easily
understandable diagrammatic representations. In this report, the hindrance of Work Life
Balance and the solutions to overcome and have a good Work life balance has been explained
by the researcher.

Some of the major suggestions are the employees wish to listen to music while
working which eventually reduces stress and improve the effectives of the employees
performance and helps to maintain a balance in the work life.

Key words – Stress, Music, Time management

 v

TABLE OF CONTENTS

CHAPTER NO TITLE PAGE NO

I INTRODUCTION

1.1 Introduction 1

1.2 Industry Profile 3

1.3 Company Profile 9

1.4 Need of The Study 14

1.5 Objectives of The Study 15

1.6 Scope of The Study 16

1.7 Review of Literature 17

1.8 Research Methodology 24

1.9 Limitations of The Study 33

II DATA ANALYSIS AND INTERPRETATIONS

2.1 Data Analysis and Interpretations 34

III RESULTS OF THE STUDY

3.1 Findings 64

3.2 Suggestions 65

3.3 Conclusion 66

Appendix

References
 vi

LIST OF TABLES

TABLE PAGE
TITLE
NO NO
2.1 Table showing the Age of the respondents 34
2.2 Table showing the Gender of the respondents 35
2.3 Table showing the marital status of the respondents 36
2.4 Table showing the people take care of the respondent’s children 37
2.5 Table showing the no. of hours the respondents spend time with their children in 38
working days
2.6 Table showing the work experience of the respondents in the organisation 39
2.7 Table showing the no. of hours respondents sleep in a working day 40
2.8 Table showing the travelling hours of the respondents in a working day 41
2.9 Table showing the satisfaction of working hours of the respondents 42
2.10 Table showing how often employees works overtime 43
2.11 Table showing the respondents feelings towards balancing their work 44
2.12 Table showing the feelings of the respondents about the work 45
2.13 Table showing the job satisfaction of the employees 46
2.14 Table showing the opinion of respondents missing any personal events 47
2.15 Table showing the respondent’s feelings about work stress and depression 48
2.16 Table showing the factors helps employees to get relief from stress 49
2.17 Table showing the respondent’s ratings of leave policy of the organisation 50
2.18 Table showing the factors helps the respondents to attain WLB 51
2.19 Table showing the factors hinders the work life balance of the employees 52
2.20 Table showing the opinion of respondents about the organisation arranges for 53
tours or picnics
2.21 Table showing chi square test statistics – 1 56
2.22 Table showing chi square test statistics – 2 57
2.23 Table showing test statistics of the factors helps the respondents to attain a WLB 59
2.24 Table showing correlations between the leave policy of the company and the 60
missed family events of the respondents
2.25 Table showing the report of the analysis of the attributes 61
2.26 Table showing the Analysis of the variance of the attributes 62
 vii

LIST OF FIGURES

CHART PAGE
TITLE
NO NO
2.1 (a) Chart showing the Age of the respondents 34
2.2 (a) Chart showing the Gender of the respondents 35
2.3 (a) Chart showing the marital status of the respondents 36
2.4 (a) Chart showing the people take care of the respondent’s children 37
Chart showing the no. of hours the respondents spend time with their
2.5 (a) 38
children in working days
2.6 (a) Chart showing the work experience of the respondents in the organisation 39
2.7 (a) Chart showing the no. of hours respondents sleep in a working day 40
2.8 (a) Chart showing the travelling hours of the respondents in a working day 41
2.9 (a) Chart showing the satisfaction of working hours of the respondents 42
2.10 (a) Chart showing how often employees works overtime 43
2.11 (a) Chart showing the respondents feelings towards balancing their work 44
2.12 (a) Chart showing the feelings of the respondents about the work 45
2.13 (a) Chart showing the job satisfaction of the employees 46
2.14 (a) Chart showing the respondents missing any personal events 47
2.15 (a) Chart showing the respondent’s feelings about work stress and depression 48
2.16 (a) Chart showing the factors helps employees to get relief from stress 49
2.17 (a) Chart showing the respondent’s ratings of leave policy of the organisation 50
2.18 (a) Chart showing the factors helps the respondents to attain WLB 51
2.19 (a) Chart showing the factors hinders the work life balance of the employees 52
Chart showing the opinion of the respondents about the organisation
2.20 (a) 53
arranges for tours or picnics
 viii

LIST OF ABBREVIATIONS

MBA - Master of Business Administration

CFL - Celebrity Fashions Limited

WLB - Work Life Balance

MEPZ - Madras Export Processing Zone

HR - Human Resource

MR - Management Representative

MS - Microsoft

SPSS - Statistical Package for Social Science

 CHAPTER – I

INTRODUCTION
 1

1.1 INTRODUCTION

In this busy business environment, Work life balance has been one of the key issues
faced by every organisations all around the world. Employees have their own different
responsibilities to deal with. It is important to have a healthy life both physically and
mentally. In short, work life balance is the state of equilibrium where people has to handle
both the professional work and their personal life with a 50:50 ratio of priorities and
responsibilities. A work life balance is profitable for both the employees and the employers.

Causes of Work Life Balance

There are a lots of factors which cause an imbalance in the work life. some of them
are long working hours, long travelling hours, overtime working, family problems, leave
policy of the company, health issues etc,…

These factors severely affects a person which eventually results in stress and
depression in which the employee would get sick and tired both physically and mentally.
Working hours of the company is a serious concern since a long working schedule makes it
too difficult for an employee to spend time for this children , family , friends and all the other
personal life events.

In this competitive world, people are travelling so long to get a good job with a fair
expected package. Thus spending more time for travel alone affects the time management of
the employee. Most of the companies are making their employees to work overtime to
achieve the organisations production target. So the daily schedule and commitments with
their personal life of the employee affects.

Employee may be already in Family problems and the work pressure in the company
makes him feel more stressed and depressed. Employees needs both the family and the
organisation support. Strict Leave policies of the organisation makes it too difficult for the
employee to spend some valuable time with their children , Family and friends. It leads to
misunderstandings in the family , with friends and so on. Health issues of the employee
would be a huge concern for the organisation since it will literally affect the performance of
the employee.
 2

Key factors for WLB

The two main factors which may helps the employees in general to attain a WLB are

 Stress management
 Time management

Stress and depression has become common terminologies in the 21 st century. The one
who can handle all the mental pressure can handle the professional work and the personal life
with ease. Thus learnings of managing the stress and adopting to any situation would be a key
and gamechanger for attaining a WLB.

With a proper time schedule one can easily have enough time to deal with all aspects
of the life. Eat that frog is a brilliant book by Brian Tracy helps to learn about time
management and the measures to stop procrastination.

Problem statement

All around the world , Employees especially married women faces a lots of struggles
to take care of their children and they do have less time to spend with their family and
children which may leads to increase in stress , pressure and even a state of depression. To
avoid this imbalanced position employees must have to focus on both their physical and their
mental health. Thus, the work-life balance has been a major issue in every organizations and
the employees of the Celebrity Fashions Limited struggles to maintain a healthy WLB.
 3

1.2 INDUSTRY PROFILE

Textiles and garments industry is expected to reach $190 bn by 2025-26 from $103.4
bn in 2020-21. The textiles and apparel industry in India has strengths across the entire value
chain from fibre , yarn, fabric to apparel. The Indian textile and apparel industry is highly
diversified with a wide range of segments ranging from products of traditional handloom,
handicrafts, wool, and silk products to the organized textile industry in India. The organized
textile industry in India is characterized by the use of capital-intensive technology for the
mass production of textile products and includes spinning, weaving, processing, and apparel
manufacturing. The domestic textiles and apparel industry stood at $150.5 bn in 2019-20.

Cotton plays a major role in sustaining the livelihood of an estimated 5.8 mn cotton
farmers and 40- 50 mn people engaged in related activities such as cotton processing and
trade. India registered $ 41 bn in textile exports in CY 2021, with a CAGR (2.7) marginally
higher than the global average The domestic industry is highly dependent upon Imports of
apparel grade wool. This makes the domestic Industry dependent on imports. India is
importing raw wool from many countries. The top four import markets are Australia, New
Zealand, China and Turkey.

The highest contributors to FDI in the Textile sector of India (including dyed, printed)
from April 2016 to March 2021 are Japan, Mauritius, Italy, and Belgium. India scaled its
highest ever exports tally at $ 44.4 Bn in Textiles and Apparel (T&A) including Handicrafts
in FY 2021-22, indicating a substantial increase of 41% and 26% over corresponding figures
in FY 2020-21 and FY 2019-20, respectively.

Cotton production supports 5.8 mn farmers and 40-50 million people in allied sectors.
Further, the domestic consumption of $75 bn was divided into apparel at $55 bn, technical
textiles at $15 bn and home furnishings at $5 bn. While exports comprised of apparel exports
at $12 bn; home textiles exports at $4.8 bn; fabric exports at $4 bn; yarn exports at $3.8 bn;
fiber exports at $1.8 bn and others at $2 bn.
 4

USA was the top export destination accounting for 27% share, followed by EU (18%),
Bangladesh (12%) and UAE (6%). Exports of RMG of all Textiles values at USD 1232.70
mn in August 2022 and shares 3.74% of the total exports of the month. Exports of Cotton
Yarn/Fabs/Made ups, Handloom products etc values at $ 881.86 mn in August 2022 and
shares 2.67% of the total exports of the month. A total of 1,77,825 Weavers and Artisans are
registered on Government-e-Marketplace.

Major changes came to the textile industry during the 20 th century, with continuing
technological innovations in machinery, synthetic fibre, logistics, and globalization of the
business. The business model that had dominated the industry for centuries was to change
radically. Cotton and wool producers were not the only source for fibres, as chemical
companies created new synthetic fibres that had superior qualities for many uses, such as
rayon, invented in 1910, and DuPont’s nylon, invented in 1935 as in inexpensive silk
substitute, and used for products ranging from women’s stockings to tooth brushes and
military parachutes.

The variety of synthetic fibres used in manufacturing fibre grew steadily throughout
the 20th century. In the 1920s, the computer was invented; in the 1940s, acetate, modacrylic,
metal fibres, and saran were developed; acrylic, polyester, and spandex were introduced in
the 1950s. Polyester became hugely popular in the apparel market, and by the late 1970s,
more polyester was sold in the United States than cotton.

By the late 1980s, the apparel segment was no longer the largest market for fibre
products, with industrial and home furnishings together representing a larger proportion of
the fibre market. Industry integration and global manufacturing led to many small firms
closing for good during the 1970s and 1980s in the United States; during those decades, 95
percent of the looms in North Carolina, South Carolina and Georgia shut down, and Alabama
and Virginia also saw many factories close. The largest exporters of textiles in 2013 were
China ($274 billion), India ($40 billion), Italy ($36 billion), Germany ($35 billion),
Bangladesh ($28 billion) and Pakistan ($27 Billion).
 5

The textile Industry in India traditionally, after agriculture, is the only industry that
has generated huge employment for both skilled and unskilled labour in textiles. The textile
industry continues to be the second-largest employment generating sector in India. It offers
direct employment to over 35 million in the country. According to the Ministry of Textiles,
the share of textiles in total exports during April–July 2010 was 11.04%. During 2009–2010,
the Indian textile industry was pegged at US$55 billion, 64% of which services domestic
demand. In 2010, there were 2,500 textile weaving factories and 4,135 textile finishing
factories in all of India. According to AT Kearney’s ‘Retail Apparel Index’, India was ranked
as the fourth most promising market for apparel retailers in 2009.

India is first in global jute production and shares 63% of the global textile and
garment market. India is second in global textile manufacturing and also second in silk and
cotton production. 100% FDI is allowed via automatic route in textile sector. Rieter,
Trutzschler, Saurer, Soktas, Zambiati, Bilsar, Monti, CMT, E-land, Nisshinbo, Marks &
Spencer, Zara, Promod, Benetton, and Levi’s are some of the foreign textile companies
invested or working in India.

Clothing industry or garment industry summarizes the types of trade and industry
along the production and value chain of clothing and garments, starting with the textile
industry (producers of cotton, wool, fur, and synthetic fibre), embellishment using
embroidery, via the fashion industry to apparel retailers up to trade with second-hand clothes
and textile recycling. The producing sectors build upon a wealth of clothing technology some
of which, like the loom, the cotton gin, and the sewing machine heralded industrialization not
only of the previous textile manufacturing practices. Clothing industries are also known as
allied industries, fashion industries, garment industries, or soft good industries.

By the early 20th century, the industry in the developed world often involved
immigrants in “sweat shops”, which were usually legal but were sometimes illegally
operated. They employed people in crowded conditions, working manual sewing machines,
and being paid less than a living wage. This trend worsened due to attempts to protect
existing industries which were being challenged by developing countries in South East
Asia, the Indian
 6

subcontinent and Central America. Although globalization saw the manufacturing largely
outsourced to overseas labor markets, there has been a trend for the areas historically
associated with the trade to shift focus to the more white collar associated industries of
fashion design, fashion modeling and retail. Areas historically involved heavily in the "rag
trade” include London and Milan in Europe, and the SoHo district in New York City.[citation
needed]

There are considerable overlaps between the terms clothing-/garment-, textile- and
fashion industry. The clothing sector is concerned with all types of clothes, from fashion to
uniforms, e-textiles and workwear. Textile industry is less concerned with the fashion aspect
but produces the fabrics and fibres that are required for tailoring. The fashion industry closely
follows – and sets – fashion trends to always supply the latest in non-functional clothing

The garment industry is a major contributor to the economies of many countries. The
industry for Ready Made Garments has been criticized by labor advocates for the use of
sweatshops, piece work and child labor. Working conditions in low-cost countries have
received critical media coverage, especially in the aftermath of large scale disasters like the
2013 Savar building collapse or the Triangle Shirtwaist Factory fire.

In 2016, the largest apparel exporting nations were China ($161 billion), Bangladesh
($28 billion), Vietnam ($25 billion), India ($18 billion), Hong Kong ($16 billion), Turkey
($15 billion) and Indonesia ($7 billion).By 2025, it is projected that the United States market
will be worth $385 billion. It is also projected that the e-commerce revenue will be worth
$146 billion in the United States by 2023.

Indian clothing and apparel industry is one of the largest employment generating
sector after agriculture in India and is sixth largest exporter in the world. India is the second
largest producer of fibre in the world. Cotton is the most produced fibre in India. Other fibres
produced in India include silk, wool, and jute. 60% of the Indian textile Industry is cotton
based. Indian clothing industry dates back to Harappan civilization and is one of the oldest
clothing manufacturing industry in the world. India produces various types of clothing
including woven
 7

and knitted clothing. Ahmedabad, Surat, Tiruppur, Mumbai, Bangalore, Delhi, Ludhiana and
Chennai are important manufacturing centres of India.

Fast fashion is a major source of retail sales for the clothing industry. Retailers do not
typically manufacture their own items and henceforth they purchase their goods from
wholesalers and manufactures. This makes it so that they can mark down there prices, and
make them cheaper to consumers. This process is called a Supply Chain, which is the way in
which companies and suppliers are able to distribute products to consumers. Fast-fashion
based companies can quickly manufacture and distribute their designs. These quick made
designs often result in extra waste, low-paid workers, and overconsumption. Fast fashion
companies include Zara, Forever21, Old Navy, and Gap.

The clothing industry has grown to an eco-friendly packaging solution to limit the
amount of waste.The regulator, Fast-Moving Consumer Goods (FMCG) companies, and
retailers are contributing their efforts to the eco-friendly packaging commitment. China
banned imports on packing waste in 2017, Canada implemented Zero Plastic Waste in 2018,
and U.S introduced bills around reducing single use packing waste.The nonprofit
organisation As You Sow produced a report in 2010 which argued that “apparel industry
leaders have made changes to their purchasing practices … to improve working conditions in
factories”.

Sustainable fashion takes into account the entire supply chain and life cycle of a
garment, from where and how it is made to when it ends up in our landfills. It is important for
consumers to think about how their purchase affects the environment, the lifecycle of their
garment, and how to invest in clothes that last longer. The article “An Exploration of Hybrid
Fast Fashion and Domestic Manufacturing Models in Relocalised Apparel Production”, by
Anuj Desai, Nedal Nassar and Marian Chertow, it states, “sustainable apparel’ marketplace
with a fast-fashion model that relies on a supply chain that matches shorter-cycle, flexible
production with higher product differentiation”.
 8

Regulatory Standards

For textiles, like for many other products, there are certain national and international
standards and regulations that need to be complied with to ensure quality, safety and
sustainability.

The following standards amongst others apply to textiles:

 CPSIA, e.g. Standard for the Flammability of Clothing Textiles

 ASTM Textile Standards
 REACH Regulations for Textiles
 China Product Standard for Textiles
 9

1.3 COMPANY PROFILE

Celebrity Fashions was incorporated on April 28, 1988 as Celebrity Fashions Private
Limited as a small 50 machine factory and with 72 people, in Chennai. The company became
a public limited company on September 12, 2005 and subsequently its name got changed to
Celebrity Fashions Limited. The company is engaged in the business of designing,
manufacturing and selling of men garments. It caters to the demand of leading international
brands and also to the domestic market through its own brand Indian Terrain. Indian Terrain
includes a wide range of smart casual cotton work wear, linens, T–shirts, and rugged out door
casuals.

Celebrity Fashions today is one of India’s consummate garment exporters with the
capability to manufacturing the largest number of trousers in the country. The company also
has its own national premier menswear brand, Indian Terrain. The company Is engaged in
manufacturing and selling of garments. Its production divisions are backed by top technical
and merchandising skills. Its design studios support the divisions and make them world class
sourcing partners. Needless to say the state of the art manufacturing facility is used for
manufacturing.

The geographical segments of the company are India and rest of the world. The
company operates the domestic division through two brands, Indian Terrain and Spirit. Indian
Terrian is a leading men wear brand in the premium segment. It quickly climbed up to the
leader spot across MBO like Lifestyle and Hi–fashion stores. Its clients include companies
like Timberland, Gap, Armani jeans, Dockers, Nautica, Vans, etc.
 1

Celebrity has been acknowledged by Timberland for its corporate social responsibility
initiatives with an award for the same. Its facility has a 6 bed medical in–house facility with a
full time medical team and an active creche.

Celebrity Fashions continuously upgrades its facilities to set new benchmarks in the
garment manufacturing industry by always keeping to its quality and time commitments . The
infrastructure facility feed the Gerber cutters with an output of 50,000+ trousers per day. As
in October 2007 Celebrity Fashions had about 5000 sewing machines in operation including
14 etonised lines for the bottoms division and at that time have a capacity of 750,000 trousers
& 500,000 tops per month.

It has a washing capacity of 35,000 pieces per day. Types of wash include: Softner
wash, Silicon softner wash, Enzyme wash, Bio wash, Stone wash, Bio stone wash, Rubber
ball wash, Golf ball wash, Acid wash, Crackle wash, Caustic wash, Dark wash and Light
wash (Denim) Stiffner wash. Garments are manufactured with a variety of performance
finishes like wrinkle free and stain free, sand blasting, spraying, grinding and viscouring.

Celebrity Product Development Centre aims to provide a full & comprehensive

service to all internal and external customers. With a highly skilled Technical Team that has
the capabilities of developing concepts through to final product, customers can have total
confidence that their specific and individual requirements will be met. Close liaison with all
suppliers of the company ensures that the latest technology and specialist technical
knowledge is integrated to ensure as partners to achieve the final results its customers require.
It provides its clients with various design support such as CADD for plaids & prints, Trend
analysis and Life style presentation.

Celebrity Fashions Limited is a Public incorporated on 28 April 1988. It is classified

as Non-govt company and is registered at Registrar of Companies, Chennai. Its authorized
share capital is Rs. 800,000,000 and its paid up capital is Rs. 767,767,810. It is involved in
Spinning, weaving and finishing of textiles.
 1

Directors of Celebrity Fashions Limited are Krishnamurthy Sridhar, Venkatesh

Rajagopal, Manoj Mohanka, Rama Rajagopal, Ranganath Nuggehalli Krishna, Nidhi Reddy
& Vidyuth Venkatesh Rajagopal

Introduction To The Company

Tambaram - MEPZ Branch

CFL was incorporated in the year 1988 by V. RAJGOPAL who is a first generation
entrepreneur. The Organization was started as a single entity with a workforce of 150
employees. In just 2 decades Celebrity has grown into an organization with a total workforce
of more than 3500 employees and 4 state of art facilities managed by the Organization.

Among those facilities the MEPZ Tambaram facility is headed by Mr. Vidyuth V
Rajagopal who is the Managing Director. It consists of a total workforce of around 1500
employees. CFL - MEPZ Tambaram facility specializes in manufacture of Men's and
women's Tops. The client list of CFL MEPZ, Tambaram Facility includes Timberland, the
North Face, Mark & Spencer, LL bean etc.

CFL has a very high reputation for its commitment to quality and delivery within the
stipulated time equipped with latest state of art technology in the industry. In a highly
demanding industry like Apparel Exports, where competition from both domestic and
international is fierce, Human resource and infrastructure decides sustenance and success of
any key player. We have a positive edge in both the factors, which is the prime and sole
reason for success
 1

Scope of Certification

 Name of Organization: Celebrity Fashions Limited

 Address - SDF IV & C2, III Main Road, MEPZ/SEZ, Tambaram, Chennai - 600 045
 Standard - SA 8000:2014
 Scope of facility - Manufacture and Supply of Readymade Garments

The Top Management of the Organization has voluntarily come forward to implement
the requirements of Social Accountability 8000: 2014 and related Management Systems. This
has been demonstrated through Compliance with applicable statutory requirements and
periodic trainings aimed at imparting awareness among the workers on their rights and the
various Standards of Social Accountability 8000:2014

Mr.K.Subramanian- General Manager- HR has been designated by the Top

Management as the Management Representative (MR) of the Organization for implementing
the requirements under SA 8000:2014 and in his absence, Mr. S. Devendran - Dy. Manager -
HR has been designated as Management Representative (Second Level) of the Organization.
The other Representatives are selected from among the other Departmental Managers and the
Workers Representatives are nominated by the other employees of the Organization. The
Members of the Social Performance Team are selected to represent in equal number from
Management side as well as from the Workers' (Employees) side.

The following are the various Processes (Activities) in Celebrity Fashions Limited:

 Recruitment of Human Resources

 Production Planning
 Cutting of Fabric
 Attaching/ Stitching/Scrapping/Cleaning/final stitching/ etc .,
 Quality Assurance
 Merchandizing / Marketing
 Design & Development
 1

 Industrial Engineering
 Purchase
 Administration
 Stores
 Maintenance etc .,
 1

1.4 NEED FOR THE STUDY

Work is one of the dimensions of the employee it should not affect the personal life.
Balancing your professional work and personal life is difficult but essential. An imbalance in
the work life surely results in the outcomes of Stress, Depression, Health issues, Disturbed
families, decreased performance etc,... To avoid all these problems every employee as well as
the employer must know the needs and importance of maintaining a balance in work and life.
 1

1.5 OBJECTIVES OF THE STUDY

Primary objective

 To study the work life balance of the employees.

Secondary objectives

The following objectives are also intended to be achieved.

 To identity the importance of work life balance.

 To identity the factors affected the work life balance of the employee
 To provide suitable measures to learn & improve the work life balance of the employees.
 1

1.6 SCOPE OF THE STUDY

This study emphasizes the work life balance of the employees in the Celebrity
Fashions Limited (Tambaram, MEPZ). This research focuses on analysing the WLB of the
respondents. This study covers the working environment, employment of the life partner,
working hours, and stress because of work & family role, level of job satisfaction,
motivations and other issues related to work life balance of the respondent.
 1

1.7 REVIEW OF LITERATURE

Saravanan, K. (2021), evaluated the work-life balance of female teachers in Arts and
Science College, Trichy City, Tamil Nadu. The main objective of the study was to find out
the various level of work-life balance of women teachers and examined the various socio-
demographic factors affected on the work-life balance of the female teacher. The researcher
was selected 100 respondents as samples and this study collected primary data through a
questionnaire. The statistical package for social science (SPSS) was used to analyse the data.
The finding of this study revealed that work-life balance was highly affected on more than
fifty percent of the female teacher and more than 25 percent of female employees had low
work-life balance. This study revealed that there was no significant relationship between the
type of age, family, years of work experience, difference nativity background and marital
status of the women teachers, and work-life balance. Additionally, there was a positive
relationship between the monthly income and the work-life balance of the women teachers.

Toyin Ajibade Adisa (2020), stated that the covid-19 pandemic had affected women.
The main objective of this study was to find out the role of women, and evaluate the impact
of the covid-19 pandemic on work-family balance during the lockdown. The researcher
adopted the constructivist–phenomenologist and interpretive–constructivist approach for
analysing the covid 19 effects on working of women. This study collected data through semi-
structured interviews. The researcher selected 26 working women in the UK as a sample.
This study found out that the lockdown in the covid 19 pandemic had provided the
rediscovery of closeness and family values. In a lockdown, everyone experiences a reduction
in crime rate and a decline in juvenile delinquency. This study revealed that during lockdown
women experienced that enhance in the interactional and structural role. Remote working and
work from home had an increase in role congestion and role conflict.

Alegre and Pasamar (2018), gave a new approach and benefits of work-life balance
which focuses on innovativeness i.e., the use of technology in performing task both on work
and personal life. It also suggested that organizations should provide its employees with
motivation, engagement and creativity at workplace.
 1

Dr. K. Niranjanaa Devi & K. Jothimani (2017) showed that in the recent day
women prefer creativity and work from home for the convenience of them. They always try
to balance their work and individual life. The number of corporate and representatives focus
on the key issues and challenges related to Work-Life Balance. The main objective of the
research was to examine the factors of stress which was affected the work-life balancing of
women representatives in IT sector organizations. This study selected Coimbatore city as a
sample and select respondent which was I.T. professionals, for this purpose researcher collect
primary data from 200 employees. Respondent was selected by using multiple random
sampling methods for gather more accurate data by the easier way. Researchers collect data
from managers and experts in I.T sector in Coimbatore, they collect the perceptions and
views related to factors affecting the Work-life balance and check out the personal profile as
well as working profile to evaluate the job satisfaction. The researcher was utilizing Factor
Analysis, Multiple Regression, Percentage, ANOVA, and Cluster to analyse the data. This
research concluded that stress may be negatively affected the physical and mental health of
working women.

S. Umukoro & G. A. Oboh (2017) investigates the various phenomenons where both
couples were working. In Nigeria, it was very common that the husbands and wives both
were working in secular work, which was called dual-career couples. The main aim of this
study was to investigate the work-life balance of dual-career couples working in government
organizations situated in Edo State, Nigeria. This study adopted a survey method for collect
primary data and selects two hundred and twenty-two (222) employees, their spouses had
also work in the same organizations or different organizations. The researcher selected 500
couples as a population of the study, and select a sample by using the Taro Yamani sampling
technique and Snowball method. This study selected four administrators in selected
organizations as a respondent. The researcher developed a questionnaire for the collection of
data and measure work-life balance that was developed by Robinson. The researcher also
utilized one-on-one in- depth interviews to collect various views and opinions of respondents.
For analysis of collected data researchers were utilize percentage, mean, median, mode,
ranking, frequency tables, correlation and relative importance index etc analytical techniques.
This study results concluded that in Nigeria women were highly educated and occupy senior
positions at the workplace than the men employees. The number of dual-career couples
faced various issues
 1

and challenges related to work-life balance. It is observed that the dual-career couples who
were working in different organizations had experienced more difficulties and challenges.
The result shows that the majority of dual-career couples who worked in the same
organizations utilized the same households and live together and if the couples were working
at different locations and organizations then they live separately from each other. M. D. V. S.

Mendis and W. A. S. Weerakkody (2017) stated that many workers from the entire
world faced key issues related to work-life balance. Organizations and employees both
experience that the management of work-life balance issues and challenges had increase
strategic importance. The objective of this research was to examine the impact of work-life
balance on employee satisfaction and performance of the Sri Lankan telecommunication
industry. This study also finds out the association between the work-life balance and
employee performance as well as job satisfaction. In this study researcher target executive
and management level married women who were working in the telecommunication industry
in Sri Lanka as a population. The researcher was adopting the Cluster sampling method to
select the sample from the population. The researcher selected 2 major companies namely Sri
Lanka Telecom and Dialog Axiata PLC. The sample size of this research was 100
respondents. The primary data were collected by using the questionnaire method. The
researcher utilized multivariate statistics methods, bivariate and univariate techniques for
testing hypotheses. The researcher adopted SPSS 15.0 software to analyse the statistical data
and find out the associations between different variables. The result of this study concluded
that there was a significant relationship between work-life balance and employee
performance as well as employee job satisfaction. This study also revealed that a positive
association between employee performance and job satisfaction. The study provides strong
evidence that work-life balance policies and practices will help to increased employee job
satisfaction and performance and improper work-life balance harmed employee job
satisfaction and performance of the employees.

Dr. Saloni Pahuja (2016) showed that in recent days most employees and employers
encounter several issues and challenges related to work-life balance. This study examines the
work-life balance of female employee working at Axis Bank and analysis the impact of work-
life balance on their professional and personal life. The researcher has conducted an empirical
 2

study for achieving the main objectives of the research. The researcher was designed and
adopts a descriptive research method. This research was select Delhi/ NCR region for data
collection. This research selects a sample size, which includes 100 employees of Axis banks.
The random sampling method was utilized for data collection from the respondent. The
researcher selected three to five respondents from different branches. This study concluded
that every organization goes through various changes in working conditions, work strategies
as well as in tools and techniques used in production. All these factors, directly and
indirectly, created work pressure and new working needs. This study also found that changes
in rules and regulations had a more complex factor in the banking industry. A female
employee working in the banking sector was facing more work pressure and trying to
balancing work-life balance. This research provides some suggestions and recommendations
to help the manager to assist their employee to properly balance their work-life as well as
family life. This study concluded that the Axis Bank employees had a medium level of Work-
Life Balance and work-life balance had a positive impact and relationship between the work-
life balance and employee’s personal and professional life.

Beham, Barbara, and Sonja Drobnic (2015) in his study states that perceived high
organizational time expectations, psychological job demands and job insecurity were found to
be negatively related to employees' satisfaction with work family balance. Work to family
conflict partially mediated those relationships. Social support at work and job control
revealed positive relationships with satisfaction with work family balance, but contrary to
predictions this association persisted after controlling for work to family conflict.

Rigby, Mike, and Fiona O'Brien-Smith(2015) in their article states that work-life
balance has received increasing attention during the last decade but successful action to help
employees to manage their work and non-work lives has been slow to develop and there has
been a failure to translate policies into take-up. Trade union intervention might be expected to
help resolve these problems but evidence on their role has been limited. Based on empirical
data derived from interviews with union representatives, considers the union role in the
retailing and media sectors, examining their definition of and engagement with work-life
balance issues and intervention strategies. It locates their approach against current discussions
of the national discourse on work-life balance and trade union strategy. Although in both
 2

sectors trade union engagement with work-life balance was evident, differences could be
traced to the impact of structural variables. In neither case did work-life balance, as defined
by respondents, represent a common interest area with employers.

Colley, Linda(2015) States Work-life balance is one of the leading contemporary

issues in the Australian employment environment, driven by both employee demands and
employer desire to attract employees in a tight labour market. Its important issue of employee
experiences of work-life balances, and uses a public sector case study to consider progress
and identify issues yet to be resolved. The research considers the extent of the work-life
balance policy framework in the case study agency, employees' awareness of their work-life
balance options, and employee perceptions about access to flexible working arrangements.
The research finds that the agency has a solid policy framework and reasonably high levels of
awareness. But it identifies a gap between employees' awareness and their perceptions of
access, and uncovers many local-level barriers to access to flexible working arrangements. To
ensure employees have access to work-life balance, the agency should shift its focus to
implementation of the policy framework through activities such as education and culture
change activities.

Valk, Reimara, and Vasanthi Srinivasan(2015) states that work–family balance

issues of working women by designing and implementing HR policies and practices for
facilitating the work–family balance. This, in turn, would go a long way in enabling women
to perform better at work, be more committed to the organisation, and ultimately contribute to
the growth of the economy and positively impact society as whole.

Sussanna Shagvaliyeva, Rashad Yazdanifard (2015) In his article states that work
life balance examined a flexible working hours from its positive point of view. The
investigation showed that introduction of flexible working hours brought some benefits for
both employee and employer. Also, flexibility in the workplace gives employees time to
perform outside of the work roles and it helps balance employees‘ work and life. Trust
between employer and employee is an important issue when it comes to flexible working
hours. If not monitored by manager, flexible working hours might create some difficulties in
the workplace.
 2

Further study on flexible working hours need to be taken to understand the drawbacks of such
practices. Only after investigating flexible working practices from both positive and negative
sides, organizations might consider applying flexibility to the workplace.

G.Delina Ph.D. Research Scholar (2015) in her study states that work life balance is
a role of working women has changed throughout the world due to economic conditions and
social demands. This has resulted in a scenario in which working women have tremendous
pressure to develop a career as robust as their male counterparts while sustaining active
engagement in personal life. The ever increasing work pressure is taking a toll on the working
women leaving them with less time for themselves. The increasing responsibilities on the
personal front with the technological blessings like advanced mobile phones, notepads, etc.
that keeps work life integrated with personal life also creates stress on personal and
professional fronts in this knowledge age. This affects the person‘s physical, emotional and
social well-being. Thus, achieving work life balance is a necessity for working women to
have a good quality of life.

Lau (2015) studied on work life and performance to provide ad hoc analysis of two
key elements of the service profit chain and find out the relation between in growth and work
life balance. This research evaluated the performances, in terms of growth and profitability,
based on a sample of work life balance and S&P 500 companies. Page work life balance
companies remained for the purpose of this study. The control group consisted of 208 service
companies selected from the list of S&P 500. The results showed work life balance
companies have a higher growth rate,measured by the five-year trends of sales growth and
asset growth than that of the S&P 500 companies. The results also indicated that work life
balance companies indeed enjoyed higher growth rates than those of S&P 500 companies,
and their differences are statistically significant. On average, work life balance serve the
companies have an average sales growth rate while the control group companieshave below
average.

David lewis et al (2015) studied on the extrinsic and intrinsic determinants of quality
of work life. The objective of the research was to test whether extrinsic or intrinsic or prior
traits test predict satisfaction with work life balance in health care. The variables used
extrinsic
 2

traits: salary or other tangible, intrinsic traits: skills, level, autonomy and challenge, prior
traits: gender and employment traits, coworkers, support, supervisor, treatment and
communication. Survey was conducted in 7 different health care and respondents was
1,819/5486 staff (33%). Data was gathered from the circulate questionnaire and test applied
for data analysis was regression method and factor analysis. The findings showed pay,
supervisor style, commitment and discretion, all play a role in determining work life balance.
Female employees were less satisfied with these traits than male.

Ken Roberts (2015) purpose is to consider why work-life balance has become a
major issue, and the likely outcomes of the widespread dissatisfaction with current work
schedules. Working time has not lengthened and complaints about time pressure are unrelated
to hours actually worked. The sources of the widespread dissatisfaction with current work
schedules will lie in a combination of other trends increased labor market participation by
women, work intensification, the spread of feelings of job insecurity, more work being done
at odd hours, the spread of new information and communication technologies, free time
increasing more slowly than spending power and aspirations, and relatively long hours
becoming most common among employees (and the self-employed) in higher status jobs. An
outcome is unlikely to be a general downward trend in hours worked on account of the
substantial opportunity costs that would often be incurred by employees, and because some
(mainly middle class) employees have access to a number of effective
 2

1.8 RESEARCH METHODOLOGY

The researcher used the following methodologies for this research study.

Hypothesis

Hypothesis is the set of assumptions which are used in statistics and the first foremost
step involved in a statistical research. Its functions will be the final results of the research
investigation.

Types of Hypothesis

The two Hypothesis in a statistical research are normally referred to as:

i. Null Hypothesis

Null hypothesis is the hypothesis which is set and tested for possible rejection under the
assumptions that is true. The null hypothesis may be represented symbolically as : H0

ii. Alternative Hypothesis

Alternative hypothesis is the hypothesis which is complementary to the null hypothesis. It

is represented by the symbol H1

The researcher used and set Hypothesis as

Null Hypothesis : There is a balance between the professional work and the personal life for
the employees

Alternative Hypothesis : There is an imbalance between the professional work and the
personal life for the employees
 2

H01 : There is no relationship between the leave policy of the company and the no. of hours
they spend with their children

Ha1 : There is a relationship between the leave policy of the company and the no. of hours
they spend with their children

H02 : There is no relationship between the leave policy of the company and the employees
missing their personal events life family functions

Ha2 : There is a relationship between the leave policy of the company and the employees
missing their personal events life family functions

H03 : Listening to Music can’t helps the employees to get relief from stress and have a
balance in work life

Ha3 : Listening to Music helps the employees to get relief from stress and have a balance in
work life

Research Design

The pattern ,design or the plan of actions which is used and implemented to frame a
research is known as the research design.

Types of Research design

There are three types of research design which are as follows

 Exploratory research design

 Descriptive research design
 Experimental research design

i. Exploratory research design

Exploratory research design aims to get solution for a problem which is not well defined.
 2

ii. Descriptive research design

Unlike exploratory research design , the descriptive research design focuses to describe the
characteristic and various aspects related to the population. It provides more accurate data
and solution compared to the other types of research design.

iii. Experimental research design

Experimental or causal or conclusive research design which is a predetermined and

structured in nature. It helps in exploring the cause and effect relationship of the research
problem.

The researcher used the Descriptive design to frame the research since it helps to
describe, explain and interpret in a detailed manner and in much more accurate way.

Data Collection

Data is regarded as the foundation of the research and famed as the “Life blood of
research”. Research cant be completed without collecting and analysing of the data. Data
collection is done in the purpose of gathering information about the topic being studied by the
researcher.

Types of data collection

Data can be collected in the form of two ways in which they are as follows:

 Primary data
 Secondary data

i. Primary data

The data which is collected directly by the researcher himself which doesn’t even exist
before refer to as the primary data. It helps to find more accurate and real fair facts which can
be used for the research study.
 2

Primary data can be collected using the following methods are as follows

 Survey
 Questionnaire
 Interview
 Observation
 Experimentation
 Other methods

ii. Secondary data

The data which already exists , which is earlier created by some researcher or
organisations for their needs and wants and can be used by other researcher for their study of
their research is known as the secondary data.

The secondary data can be collected by following methods

Storage data

 Libraries
 Literatures
 Journals
 References and bibliography
 Government departments
 Private sources etc,…

The researcher collected the data with the methods of the primary data collection.

Questionnaire

Questionnaire is a method of primary data collection which has a different set of

questions to get information from the selected respondents for the research study. It helps the
researchers in various aspects of the research study.
 2

a) Types of questions

Questions can be mainly classified into two parts which are as follows

 Open ended questions

 Closed ended questions

i. Open ended questions

Open ended questions doesn’t contain any options or ratings which are free of choice and
one can any of their thoughts as answers without any restrictions.

ii. Closed ended questions

Closed ended questions contains certain options in which the respondents are restricted to
choose the answers within the options. They are exactly opposite to the open ended questions.
Closed ended questions are of the following types :

 Leading questions
 Likert questions
 Dichotomous questions
 Bipolar questions
 Rating scale questions

b) Types of questionnaire

Questionnaire can be either structured or unstructured in which these both may or may not
be disguised. In a Structured questionnaire the researcher follows a particular pattern where
as the unstructured questionnaires doesn’t have a specific pattern framed by the researcher.

The researcher collected Primary data as a Survey with a Structured Questionnaire

with a likert scale options & closed ended questions , personal interviews and observation.
 2

Sampling

The number of observations which are randomly selected from a total number of
population is refers to as the sampling process. The frame , pattern or design used for the
sampling is known as the sampling design

Sampling methods

The sampling methods are of two types namely

i. Probability sampling methods

 Simple random sampling
 Systematic sampling
 Stratified sampling
 Cluster sampling
 Multi stage sampling
 Area sampling

ii. Non probability sampling methods

 Convenience sampling
 Purposive sampling
 Panel sampling
 Snowball sampling

The researcher used Simple random Probability sampling technique to collect the
required data for the study of the research.

Total Population

The total population of the CFL organisation in MEPZ branch is approximately

around 1800 which includes employee , employers , visitors and all the other internal
stakeholders. The total population amount can be represented as “N”.
 3

Sample Size

The total number of samples selected in the total population refers to as the sample
size. the larger the sample size the more accurate the results would be. The sample size is
usually denoted by n. In this huge population , the researcher gathered information from a
sample population size of 50 employees from various department of the factory work.

Tools For Analysis

The researcher used PASW SPSS Statistics 18 & Microsoft Excel software
applications for the statistical analysis of the data.

SPSS – Statistical Package for Social Science

SPSS is a statistical software application which is developed by IBM which was

initially launched in 1968 and used for data management , multi-variate analysis , business
intelligence, research studies etc,…

Tests taken by the researcher using the SPSS software are

 Percentage analysis
 Correlation
 Chi-square – test of goodness of fit
 ANOVA Table


Percentage analysis

The percentage method is used to know the accurate percentages of the data we took ,
it is easy to graph out through the percentages. The formulae for the percentage analysis.

No of respondents

Percentage = * 100

Total no of respondents
 3

Correlation

Correlation analysis is the statistical tool which is used to find the relationship between
two variables. It measures the degree of association between two variables.

 Scatter diagram
 Karl Pearson coefficient of correlation
 Spearman rank correlation

The researcher used Karl Pearson coefficient of correlation for this research study.

The formulae of the Karl Pearson coefficient of correlation is

Chi square – test of goodness of fit

The chi square – test of goodness of fit is used to compute and determine whether an
actual sample distribution matches a known theoretical distribution.

ANOVA Table

The Analysis of Variance is more similar to the regression analysis. ANOVA is

widely used by the researchers to identify the relationship to the dependent and various
independent variable.

Following are the two ANOVA Techniques

 One way classification

 Two way classification

The researcher used one way ANOVA classification for the research study
 3

The formulae for the one way ANOVA table as follows

 3

1.9 LIMITATIONS OF THE STUDY

 The researcher was limited to take survey only from a sample population of 50 with a
limited time period.
 The samples collected may or maybe not be accurate , non-biased since the employees
maybe be scared to answer against the organisation
 There is literally no need for the employees to provide fair information to the researcher
who is a stranger.
 CHAPTER – II

DATA ANALYSIS AND

INTERPRETATIONS
 2.1 DATA ANALYSIS

Analysis and Interpretation is an important part of any kind of inter data analysis the
researcher can begin to identify relationships between various data that will help to
understand more about the respondents and guides towards better decisions. The tools for this
study are Correlation, Regression, ANOVA Table, Chi square and percentage analysis.

Table no 2.1 – Table showing the Age of the respondents

S NO OPTIONS NO OF RESPONDENTS PERCENTAGE %

1 18 - 20 4 8
2 21 - 30 26 52
3 31 - 40 11 22
4 41 - 50 9 18
Total 50 100

Interpretation

From the above table it is clear that 52% of the respondents are 21-30 years old, 22%
of the employees are 31-40 years old, 18% of the respondents are 41-50 years old and 8% of
the respondents are 18-20 years old.

Chart no 2.1(a) – Chart showing the Age of the respondents

Age Of The Respondents

8%
18%
18 - 20
21 - 30
31 - 40
41 - 50
22%
52%
 Table no 2.2 - Table showing the Gender of the respondents

S NO OPTIONS NO OF RESPONDENTS PERCENTAGE %

1 Male 6 12
2 Female 44 88
Total 50 100

Interpretation

From the above it is clear that 88% of the respondents are Female and 12% of the
respondents are Male

Chart no 2.2 (a) - Chart showing the Gender of the respondents

Gender Of The Employees

12%

MALEFEMALE

88%
 Table no 2.3 – Table showing the marital status of the respondents

S NO OPTIONS NO OF RESPONDENTS PERCENTAGE %

1 Married 28 56
2 Unmarried 22 44
Total 50 100

Interpretation

From the above table it is clear that 56% of the respondents are married and 44% of
the respondents are unmarried.

Chart no 2.3 (a) – Chart showing the marital status of the respondents

UNMARRIED 44%

MARRIED 56%
 Table no 2.4 – Table showing the people take care of the respondent’s children

S NO NO OF PERCENTAGE %
OPTIONS RESPONDENTS
1 Day Care Centres 1 4
2 Life Partner 8 32
3 Mother In Law 10 40
4 Parents 6 12
5 Creche / Day Care Centres 0 0
Total 25 100

Interpretation

From the above table it is clear that mother in law take care 40% of the respondent’s
children, life partner take care 32% of the respondent’s children, parents take care 12% of the
respondent’s children and day care centres take cares 4% of the respondent’s children.

Chart no 2.4 (a) – Chart showing the people take care of the respondent’s children

Take care of children

0%4%
24%
Day Care Centres Life Partner Mother In Law Parents
32% Creche / Day Care Centres

40%
Table no 2.5 – Table showing the no.of hours the respondents spend time with their children
in working days

NO OF PERCENTAGE
S NO OPTIONS RESPONDENTS %
1 1 - 2 Hours 8 32
2 2 - 3 Hours 7 28
3 Less Than 1 Hour 7 28
4 More Than 4 Hours 3 12
Total 25 100

Interpretation
From the above table it is clear that 32% of the respondents spends 1-2 hours a day
with their children, 28% of the respondents spends 2-3 hours a day with their children, 28%
of the respondents spends less than 1 hour a day with their children and 12% of the
respondents spends more than 4 hours a day with their children.

Chart no 2.5 (a) – chart showing the no.of hours the respondents spend time with their
children in working days

Time spent with children

12%
32%

28% - 2 Hours
- 3 Hours
Less Than 1 Hour More Than 4 Hours

28%
 Table no 2.6 - Table showing the work experience of the respondents in the organisation

NO OF PERCENTAGE
S NO OPTIONS RESPONDENTS %
1 0 - 5 Years 34 68
2 11 -15 Years 1 2
3 16 - 20 Years 1 2
4 6 - 10 Years 10 20
5 More Than 20 Years 4 8
Total 50 100

Interpretation
From the above table it is clear that 68% of the respondents have a work experience of
0-5 years, 20% of the respondents have a work experience of 6-10 years of experience, 8% of
the respondents have a work experience of more than 20 years and 2% each of the employees
have a work experience of 11-15 years and 16-20 years in the organisation.

Chart no 2.6 (a)- Chart showing the work experience of the respondents in the organisation

Work Experience

8%
0 - 5 YEARS
20% 11 -15 YEARS
16 - 20 YEARS
22%% 6 - 10 YEARS
68% MORE THAN 20 YEARS
 Table no 2.7 – Table showing the no. of hours respondents sleep in a working day

NO OF PERCENTAGE
S NO OPTIONS RESPONDENTS %
1 less than 6 hours 16 32
2 6 hours 16 32
3 7 hours 8 16
4 8 hours 9 18
5 more than 8 hours 1 2
Total 50 100

Interpretation
From the above table it is clear that 32% of the respondents sleeps for less than 6
hours, 18% of the respondents sleeps for 8 hours, 16% of the respondents sleeps for 7 hours,
32% of the respondents sleeps for 6 hours and 2% of the employees sleeps for more than 8
hours.

Chart no 2.7 (a) – Chart showing the no. of hours respondents sleep in a working day

Sleeping Hours

2%
18%
32% LESS THAN 6 HOURS 6 HOURS
HOURS
HOURS
16% MORE THAN 8 HOURS

32%
 Table no 2.8 – Table showing the travelling hours of the respondents in a working day

S NO OPTIONS NO OF RESPONDENTS PERCENTAGE %

1 0 - 15 minutes 8 16
2 16 - 30 minutes 18 36
3 31 - 45 minutes 7 14
4 46 - 60 minutes 2 4
5 more than 1 hour 14 28
Total 50 100

Interpretation
From the above table it is clear that 36% of the respondents travels for 16-30 minutes,
28% of the respondents travel more than 1 hour, 16% of the respondents travels for 0-15
minutes, 14% of the respondents travels 31-45 minutes and 4% of the respondents travels 46-
60 minutes per day.

Chart no 2.8 (a) – Chart showing the travelling hours of the respondents in a working day

Traveling hours

16%
29%
0 - 15 minutes
16 - 30 minutes
31 - 45 minutes
46 - 60 minutes more than 1 hour
4%
37%
14%
 Table no 2.9 – Table showing the satisfaction of working hours of the respondents

NO OF PERCENTAGE
S NO OPTIONS RESPONDENTS %
1 Dissatisfied 2 4
2 Neutral 24 48
3 Satisfied 19 38
4 Very Dissatisfied 1 2
5 Very Satisfied 4 8
Total 50 100

Interpretation

From the above table it is clear that 48% of the employees responds neutral, 38% of
the employees feels satisfied, 8% of the employees feels very satisfied, 4% of the
employees feels dissatisfied and 2% of the employees feels very dissatisfied.

Chart no 2.9 (a) – Chart showing the satisfaction of working hours of the respondents

Satisfaction of working hours

2% 8% 4%
DISSATISFIED NEUTRAL SATISFIED
VERY DISSATISFIED
VERY SATISFIED

38% 48%
 Table no 2.10 – Table showing how often employees works overtime

S NO OPTIONS NO OF RESPONDENTS PERCENTAGE %

1 Never 40 80
2 Rare 2 4
3 Sometimes 8 16
Total 50 100

Interpretation
From the above table it is clear that 80% of the respondents says never, 16% of the
respondents says sometimes and 4% of the respondents says rare.

Chart no 2.10 (a) – Chart showing how often employees works overtime

Overtime

16%

4%

NEVER
RARE
SOMETIMES
80%
 Table no. 2.11 – Table showing the respondents feelings towards balancing their work

NO OF PERCENTAGE
S NO OPTIONS RESPONDENTS %
1 Not At All 14 28
2 Slightly 2 4
3 Somewhat 21 42
4 Moderately 5 10
5 Very Much 8 16
Total 50 100

Interpretation
From the above table it is clear that 42% of the employees responds as somewhat,
28% of the respondents responds not at all, 16% of the employees responds very much, 10%
of the employees responds moderately and 4% of the employees responds slightly.

Chart no. 2.11 (a) – Chart showing the respondents feelings towards balancing their work

Balance of work

16%
28% NOT AT ALL SLIGHTLY SOMEWHAT MODERATELY
VERY MUCH
10%

4%

42%
 Table no 2.12 – Table showing the feelings of the respondents about the work

S NO OPTIONS NO OF RESPONDENTS PERCENTAGE %

1 Never 25 50
2 Rarely 1 2
3 Sometimes 19 38
4 Often 3 6
5 Always 2 4
Total 50 100

Interpretation
From the above table it is clear that 50% of the employees responds never, 38% of the
employees responds sometimes, 6% employees responds often, 4% of the employees
responds always and 2% employees responds rarely.

Chart no 2.12 (a) – chart showing the feelings of the respondents about the work

Feelings about work

6% 4%

50%
NEVER RARELY SOMETIMES OFTEN
38% ALWAYS

2%
 Table no 2.13 – table showing the job satisfaction of the employees

NO OF
S NO OPTIONS RESPONDENTS PERCENTAGE
1 Dissatisfied 1 2
2 Neutral 22 44
3 Satisfied 23 46
4 Very Dissatisfied 1 2
5 Very Satisfied 3 6
Total 50 100

Interpretation
From the above table it is clear that 46% of the employees says satisfied, 44% says
neutral, 6% says very satisfied, 2% each says dissatisfied and very dissatisfied.

Chart no 2.13 (a) – Chart showing the job satisfaction of the employees

Job satisfaction

2%6%2%

44%
46%
dissatisfied neutral satisfied
very dissatisfied
very satisfied
 Table no .2.14 – Table showing the opinion of the respondents missing any personal events

S NO OPTIONS NO OF RESPONDENTS PERCENTAGES %

1 Always 11 22
2 Never 12 24
3 Often 6 12
4 Rarely 1 2
5 Sometimes 20 40
Total 50 100

Interpretation
From the above table it is clear that 40% of the respondents says sometimes, 24% of
the respondents says never, 22% of the respondents says always, 12% of the respondents says
often, 2% of the respondents says rarely.

Chart no .2.14 (a) – Chart showing the opinion of the respondents missing any personal
events

Missed Any Personal Events

22% ALWAYS NEVER OFTEN RARELY

SOMETIMES
40%

24%
2%
12%
 Table no 2.15 - Table showing the respondent’s feelings about work stress and depression

S NO OPTIONS NO OF RESPONDENTS PERCENTAGE %

1 Always 10 20
2 Never 12 24
3 Often 4 8
4 Rarely 1 2
5 Sometimes 23 46
Total 50 100

Interpretation
From the above table it is clear that 46% of the employees responds sometimes, 24%
of the employees responds never, 20% of the employees responds always, 8% of the
employees responds often and 2% of the employees responds rarely.

Chart no 2.15 (a) - chart showing the respondent’s feelings about work stress and depression

Stress And Depression

20%

Always Never Often Rarely

46% Sometimes

24%

2% 8%
 Table no 2.16 – Table showing the factors helps employees to get relief from stress

S NO OPTIONS NO OF RESPONDENTS PERCENTAGE %

1 Music 39 78
2 Others 2 4
3 Sports / Games 4 8
4 Tv Series 2 4
5 Yoga 3 6
Total 50 100

Interpretation

From the above table it is clear that 78% of the respondents says music, 8% of the
respondents says sports / games, 6% of the respondents says yoga and 4% each says tv series
and others.

Chart no 2.16 (a)– Chart showing the factors helps employees to get relief from stress

Stress busters

4% 6%
8%
4% Music Others
Sports / Games Tv Series
Yoga

78%
 Table no 2.17 – Table showing the respondent’s ratings of leave policy of the organisation

S NO OPTIONS NO OF RESPONDENTS PERCENTAGE %

1 Dissatisfied 4 8
2 Neutral 24 48
3 Satisfied 10 20
4 Very Dissatisfied 10 20
5 Very Satisfied 2 4
Total 50 100

Interpretation
From the above table it is clear that 48% of the respondents says neutral, 20% of the
respondents says satisfied and very dissatisfied respectively, 8% of the respondents says
dissatisfied and 4% says of the respondents says very satisfied.

Chart no 2.17 (a)– Chart showing the respondent’s ratings of leave policy of the organisation

Leave Policy

4% 8%
Dissatisfied Neutral Satisfied
20% Very Dissatisfied
Very Satisfied

48%
20%
 Table no 2.18 – Table showing the factors helps the respondents to attain WLB

NO OF PERCENTAGE
S NO OPTIONS RESPONDENTS %
1 All The Above 15 30
2 Family Support 10 20
3 Music 23 46
4 Organisational Support 2 4
TOTAL 50 100

Interpretation
From the above table it is clear that 46% of the respondents says music, 30% of the
respondents says all the above, 20% respondents says family support and 4% of the
respondents says organisational support.

Chart no 2.18 (a)– Chart showing the factors helps the respondents to attain WLB

Helps Work life balance

4%

30%

all the above family support music

46% organisational support

20%
 Table no. 2.19 – Table showing the factors hinders the work life balance of the employees

PERCENTAGE
S NO OPTIONS NO OF RESPONDENTS %
1 Long Working Hours 3 6
2 Office Meeting 5 10
3 Others 15 30
4 Overtime 7 14
5 Travel Time 20 40
Total 50 100

Interpretation

From the above table it is clear that 40% of the respondents says travel time, 30%
of the respondents says other factors, 14% of the respondents says travel time, 10% of the
respondents says office meeting and 6% of the respondents says long working works.

Chart no. 2.19 (a) – Chart showing the factors hinders the work life balance of the employees

Hinders WLB

6%
10%

40% long working hours office meeting others

overtime
travel time

30%

14%
Table 2.20 – Table showing the opinion of the respondents the organisation arranges for tours
or picnics

NO OF PERCENTAGE
S NO OPTIONS RESPONDENTS %
1 Never 31 62
2 Rare 10 20
3 Sometimes 9 18
TOTAL 50 100

Interpretation
From the above table it is clear that 62% of the respondents says never, 20% of the
employees responds rare and 18% of the respondents says sometimes.

Chart 2.20 (a) – Chart showing the opinion of the respondents the organisation arranges for
tours or picnics

Tour / Picnic

18%

never rare
20% sometimes
62%
Chi-Square Test

Frequencies

TIME SPENT WITH THE CHILDREN

Observed N Expected N Residual
LESS THAN 1 HOUR 6 7.0 -1.0

1 - 2 HOURS 9 7.0 2.0

2 - 3 HOURS 7 7.0 .0
MORE THAN 4 HOURS 6 7.0 -1.0

Total 28

LEVEL OF SATISFACTION OF THE LEAVE POLICY

Observed N Expected N Residual

VERY DISSATISFIED 10 10.0 .0

DISSATISFIED 4 10.0 -6.0

NEUTRAL 24 10.0 14.0
SATISFIED 10 10.0 .0
VERY SATISFIED 2 10.0 -8.0

Total 50
 MISSED ANY FAMILY EVENTS

Observed N Expected N Residual

NEVER 12 10.0 2.0
RARELY 1 10.0 -9.0
SOMETIMES 20 10.0 10.0

OFTEN 6 10.0 -4.0

ALWAYS 11 10.0 1.0
Total 50

FELT STRESSED

Observed N Expected N Residual

NEVER 12 10.0 2.0
RARELY 1 10.0 -9.0
SOMETIMES 23 10.0 13.0

OFTEN 4 10.0 -6.0

ALWAYS 10 10.0 .0
Total 50
 Table 2.21 – table showing the chi square test statistics – 1

Test Statistics
NO OF LEVEL OF
TIME SPENT WORKING SATISFACTION MISSED ANY
WITH THE HOURS IN OF THE LEAVE FAMIL FELT
CHILDREN A POLICY Y STRESSED
DAY EVENTS
Chi-square .857 a
62.440 b
29.600c
20.200c 29.000c
Df 3 2 4 4 4
Asymp. Sig. .836 .000 .000 .000 .000
a. 0 cells (.0%) have expected frequencies less than 5. The minimum expected cell frequency
is 7.0.
b. 0 cells (.0%) have expected frequencies less than 5. The minimum expected cell frequency
is 16.7.
c. 0 cells (.0%) have expected frequencies less than 5. The minimum expected cell frequency is
10.0.

LEVEL OF SATISFACTION OF THE LEAVE POLICY

Observed N Expected N Residual

VERY 10 10.0 .0
DISSATISFIED
DISSATISFIED 4 10.0 -6.0
NEUTRAL 24 10.0 14.0
SATISFIED 10 10.0 .0
VERY SATISFIED 2 10.0 -8.0

Total 50
 MISSED ANY FAMILY EVENTS

Observed N Expected N Residual

NEVER 12 10.0 2.0
RARELY 1 10.0 -9.0
SOMETIMES 20 10.0 10.0

OFTEN 6 10.0 -4.0

ALWAYS 11 10.0 1.0
Total 50

Table 2.22 – table showing the chi square test statistics - 2

Test Statistics

LEVEL OF
SATISFACTION OF MISSED ANY
THE FAMILY
LEAVE POLICY EVENTS
Chi-square 29.600a 20.200a
Df 4 4
Asymp. Sig. .000 .000

a. 0 cells (.0%) have expected frequencies less than 5. The minimum expected cell
frequency is 10.0.
 HELPS WLB
Valid Cumulative
Frequency Percent Percent Percent
Valid MUSIC 23 44.2 46.0 46.0
ORGANISATION 2 3.8 4.0 50.0
SUPPORT
FAMILY SUPPORT 10 19.2 20.0 70.0
ALL THE ABOVE 15 28.8 30.0 100.0
Total 50 96.2 100.0
Missing System 2 3.8
Total 52 100.0

STRESS BUSTERS
Valid Cumulative
Frequency Percent Percent Percent
Valid GAMES / 4 7.7 8.0 8.0
SPORTS
MUSIC 39 75.0 78.0 86.0
TV SERIES 2 3.8 4.0 90.0
YOGA 3 5.8 6.0 96.0
OTHERS 2 3.8 4.0 100.0
Total 50 96.2 100.0
Missing System 2 3.8
Total 52 100.0
Table 2.23 – Table showing the Test statistics of the factors which
helps the respondents to attain a WLB

Statistics
STRESS
HELPS WLB BUSTERS
N Valid 50 50
Missing 2 2
Mean 2.34 2.20
Std. Error of Mean .189 .118
Median 2.50 2.00
Mode 1 2
Std. Deviation 1.334 .833
Variance 1.780 .694
Range 3 4
Minimum 1 1
Maximum 4 5
Sum 117 110
Table 2.24 – Table showing the Correlations between the leave policy of the company and
the missed family events of the respondents

Correlations

LEVEL OF
MISSED ANY SATISFACTION
FAMILY OF THE LEAVE
EVENTS POLICY
MISSED ANY FAMILY Pearson Correlation 1 -.434**
EVENTS
Sig. (2-tailed) .002
N 50 50
LEVEL OF SATISFACTION Pearson Correlation -.434** 1
OF THE LEAVE POLICY
Sig. (2-tailed) .002
N 50 50

**. Correlation is significant at the 0.01 level (2-tailed).

 Table 2.25 – Table showing the report of the analysis of the attributes

Report

NO OF WORKING HOURS IN A DAY NO OF

TIME SPENT SLEEPING
WITH THE HOURS IN TRAVELING
CHILDREN A TIME
DAY TAKEN
LESS THAN 8 HOURS Mean 1.50 1.00 5.00
N 2 3 3
Std. Deviation .707 .000 .000
8 HOURS Mean 2.78 2.44 2.86
N 23 43 43
Std. Deviation 1.380 1.140 1.457
MORE THAN 8 HOURS Mean 2.67 1.25 2.50
N 3 4 4
Std. Deviation 2.082 .500 1.732
Total Mean 2.68 2.26 2.96
N 28 50 50
Std. Deviation 1.416 1.157 1.511
ANOVA TABLE

Table 2.26 – Table showing the Analysis of the variance of the attributes

ANOVA
Sum of Mean
Squares df Square F Sig.
Missed Any Family Between 22.412 4 5.603 3.300 .019
Events Groups
Within 76.408 45 1.698
Groups
Total 98.820 49
Felt Stressed Between 7.555 4 1.889 .995 .420
Groups
Within 85.425 45 1.898
Groups
Total 92.980 49
Time Spent With The Between 5.107 4 1.277 .599 .667
Children Groups
Within 49.000 23 2.130
Groups
Total 54.107 27
Hypothesis Test – Interpretations

As the above test statistics clearly states that the computed values are greater than the
estimated significant value 0.05 , so we accept the Alternatives Hypothesis Ha1 , Ha2 , Ha3
and reject the Null Hypothesis.

 There is a relationship between the leave policy of the company and the no. of hours
they spend with their children.
 There is a relationship between the leave policy of the company and the employees
missing their personal events life family functions.
 Listening to Music helps the employees to get relief from stress and have a balance in
work life.

Hypothesis test - Results

In simple terms , There is an imbalance between the professional work and the
personal life for the employees.
 CHAPTER – III

RESULTS OF THE STUDY

 3.1 FINDINGS

The researcher found that the

 88% of the respondents are Female.

 80% of the respondents said they never worked overtime.
 78% of the respondents said music can helps them to manage stress arising from work.
 68% of the respondents have a work experience of 0-5 years in the organisation.
 62% of the respondents said company never organises for any tour and picnics for the
employees.
 56% of the respondents are married.
 52% of the respondents are 21-30 years old.
 50% of the respondents never felt worried about the work.
 48% of the respondents said neutral level of satisfaction with the working hour of the
company.
 48% of the respondents rates neutral to the leave policy of the company.
 46% of the respondents said music can help them to balance their work and personal life.
 46% of the employees responds sometimes.
 46% of the respondents are satisfied about the time they spend in work.
 42% of the respondents feels somewhat they can able to balance their work.
 40% of the respondent’s children are taken care by mother in law.
 40% of the respondents said sometimes they missed their personal events like family
functions because of work.
 40% of the respondents feels travelling time hinders them to have a work life balance.
 36% of the respondents travels for 16-30 minutes for work in a day.
 32% of the respondents spends 1-2 hours a day with their children.
 32% of the respondents sleeps for less than 6 hours in a working day.
 3.2 SUGGESTIONS

 Since the employees wishes to listen to music while working , CFL can consider and
provide arrangements for a quality audio system in all the departments of the factory.
 CFL management can provide employees flexible leave when they want to attend their
personal family events.
 The management could arrange for tours and picnics and provide support to the
employees to manage and reduce the stress and work load.
 The Human resource department of the CFL could conduct unique events and games to
motivate and create awareness to the employees to attain a better work life balance.
 If the CFL organisation takes good care of the employees, then the employees will work
for the welfare of the organisations more effectively.
.
 3.3 CONCLUSION

By study of this project report, it was apprehended that the Work life balance at
Celebrity Fashions Limited is extra ordinary. The researcher realised that was successful to
gather a lot of significant earning experiences which would help in my future career. Work
life balance is the main issue which has to be addressed by the organisation at earliest. After
all , man power is the most important asset of any organisation in the world.. Every employee
in the CFL should be aware and know the importance of the Work life balance. The CFL
Organisation could look after the welfare of the employees and make them feel satisfied and
comfortable in the work. As I saw within the organisation that the CFL is taking very good
care and strategies to help the employees to have a balance in work and life and programmes
to manage and reduce stress in the work. The CFL organisation could conduct events and
follow a policy for the WLB of the employee. 96% of the employees strongly believe that
having a good work life balance will help the CFL organisation to become more successful.
APPENDICES
 QUESTIONNAIRE FOR
A STUDY ON THE WORK LIFE BALANCE OF THE EMPLOYEES
WITH REFERENCE TO CELEBRITY FASHIONS LIMITED, MEPZ

1. Name

2. Age
a. 18 – 20
b. 21 – 30
c. 31 – 40
d. 41- 50
e. More than 50

3. Gende
r
a. Male
b. Female

4. I. Are you married ?

a. Yes
b. No
II. If yes ,
is your partner employed ?
a. Yes
b. No
III. Do you have children ?
a. Yes ,no. of children
b. No

5. If yes, being an employed man/women who is helping you to take care of your child
/children ?
a. Spouse
b. In laws
c. Parents
d. Servants
e. Creche / day care centres

6. How many hours in a day do you spend with your child / children ?
a. Less than 1 hour
b. 1 – 2 hours
c. 2 – 3 hours
d. 3 – 4 hours
e. More than 4 hours
7. From How many years you are working in this organisation ?
a. 0 – 5 years
b. 6 - 10 years
c. 11 – 15 years
d. 16 – 20 years
e. More than 20 years

8. How many hours do you sleep in a working day ?

a. Less than 6 hours
b. 6 hours
c. 7 hours
d. 8 hours
e. More than 8 hours

9. How many hours do you spend in a day travelling to work ?

a. 0 – 15 minutes
b. 16 – 30 minutes
c. 31 – 45 minutes
d. 46 – 60 minutes
e. More than 1 hour

10. Are you satisfied with the working hour of the company ?
a. Very dissatisfied
b. Dissatisfied
c. Neutral
d. Satisfied
e. Very satisfied

11. How often do you work overtime ?

a. Never
b. Rarely
c. Sometimes
d. Often
e. Always

12. Do you really feel you are able to balance your work ?
a. Not at all
b. Slightly
c. somewhat
d. Moderately
e. Very much
13. How often do you think or worry about the work (when you are in home ) ?
a. Never
b. Rarely
c. Sometimes
d. Often
e. Always

14. Do you ever missed any personal events like family functions because of work ?
a. Never
b. Rarely
c. Sometimes
d. Often
e. Always

15. How do you feel about the time you spend you spend in work ?
a. Very happy
b. Happy
c. Indifferent
d. Unhappy
e. Very unhappy

16. Do you ever feel tired or depressed because of work ?

a. Never
b. Rarely
c. Sometimes
d. Often
e. Always

17. How do you manage stress arising from work ?

a. Entertainment
b. Music
c. Dance
d. Yoga
e. Others , specify

18. How do you rate the leave policy of the company ?

a. Very dissatisfied
b. Dissatisfied
c. Neutral
d. Satisfied
e. Very satisfied
19. Do any of the following help you to balance your work and personal life ?
a. Music
b. Mobile phones
c. Support from family members
d. All the above
e. Others , specify

20. Do any of the following hinder you in balancing your work

and personal life ?
a. Long working hours
b. Overtime
c. Meetings or training after office works
d. Travelling time
e. Others , specify

21. Does the company organises any tours and picnics for the employees ?
a. Never
b. Rarely
c. Sometimes
d. Often
e. Always

22. Do you think that if the employees have good-work life balance the organisation will be
more effective and successful ?
a. Yes
b. No

If yes , how ?
REFERENCES
 BIBLIOGRAPHY

 Edwin B Flippo (2000), Personal management, McGraw Hill Publishers, New Delhi
 CB Gupta (2004), Human Resource Management, Sultan Chand and Publishers, New
Delhi
 C R Kothari, Resource Methodolody, Wishka Prakashani Publication, 2nd edition,
New Delhi
 K Subramani , A Santha, Statistics for Management, 3rd edition, Scitech Publications
Private Limited