2012 Cambridge Business & Economics Conference
ISBN : 9780974211428
WORK-LIFE BALANCE AMONG SUPPORT STAFF WORKING
IN NON-GOVERNMENTAL ORGANISATIONS: A SURVEY
Co-Authors:
Dr. Ipseeta Satpathy, D.Litt.
Associate Professor
School of Management
KIIT University, Bhubaneswar; Odisha
Hello: 09937234890, Mail: ipseeta@ksom.ac.in
&
Dr. B.Chandra Mohan Patnaik
Associate Professor
School of Management
KIIT University, Bhubaneswar, Odisha
Hello: 09338809557, Mail: bcmpatnaik@ksom.ac.in
June 27-28, 2012
Cambridge, UK
0
2012 Cambridge Business & Economics Conference
ISBN : 9780974211428
WORK-LIFE BALANCE AMONG SUPPORT STAFF WORKING
IN NON-GOVERNMENTAL ORGANISATIONS: A SURVEY
ABSTRACT
Work-life balance is the proper prioritizing between WORK (career and ambition) on one
hand and LIFE (pleasure, leisure, family and spiritual development) on the other. It is the
way of dividing up time between work, family, hobbies or other aspects of one’s private life.
It is the idea that a good balance between one’s occupation and private life can improve both
the quality of life and productivity at work. Juggling between the obligations towards the
families and expectations of the organisation and constant struggle to maintain a balance can
have serious implications on the life of an individual. Therefore, it is important for
employees to maintain a healthy balance between work and their private lives. The present
research paper is focused on the support staff in the Non Governmental Organizations
(NGOs). Here, for our study the support staffs are defined as people working in support
roles e.g. secretaries, receptionists, accounts clerk, other administrative staffs and peon etc.
For the analysis of data about 150 questionnaires were distributed and the sampling
technique adopted is stratified random sampling. Around 15 NGOs in Odisha were
randomly selected, 5 male and 5 female from each NGO were distributed the questionnaires.
Finally, 89 responses received, this includes 37 female support staff. Simple percentage
method was followed for presenting the data in a simple way. The analysis carried on the
basis of socio economic profile and general perception towards the personal and professional
life.
Key words: Work-Life balance, Support staff, Perception & NGOs
June 27-28, 2012
Cambridge, UK
1
2012 Cambridge Business & Economics Conference
ISBN : 9780974211428
INTRODUCTION
Work-life balance is the proper prioritizing between WORK (career and ambition) on one
hand and LIFE (pleasure, leisure, family and spiritual development) on the other. Work/Life
Balance is a state of equilibrium in which the demands of both a person’s job and personal
life are equal. This topic has become of increasing importance in the domain of academic
literature, legislation and public disclosure. It is the way of dividing up time between work,
family, hobbies or other aspects of one’s private life. It is the idea that a good balance
between one’s occupation and private life can improve both the quality of life and
productivity at work. Juggling between the obligations towards the family and expectations
of the organisation and constant struggle to maintain a balance can have serious implications
on the life of an individual. Therefore, it is important for employees to maintain a healthy
balance between work and their private lives. The present research paper is focused on the
support staff in the NGOs. As we know the support staff in organisation performs varied and
critical functions. Here, for our study the support staffs are defined as people working in
support roles e.g secretaries, receptionists, accounts clerk and other administrative staffs,
peon etc. They are not directly involved in production but can make a significant difference
in the productive capacity of the other people in the organisation. NGOs include charitable
and religious associations that mobilize private funds for development, distribute food and
family planning services and promote community organisation. It is a non-profit making,
voluntary, service-oriented/ development oriented organisation, for the benefit of other
members of the population. It is an organisation of group of individuals who believe in
certain basic social principles and who structure their activities to bring about development to
communities that they are serving. NGO is a social development organisation assisting in the
empowerment of people. It is an organisation assisting a group of people working
independent of any external control with specific objectives and aims to fulfill tasks that are
June 27-28, 2012
Cambridge, UK
2
2012 Cambridge Business & Economics Conference
ISBN : 9780974211428
oriented to bring, about desirable change in a given community or area or situation. It is an
independent, democratic, non-setarian people’s organization working for the empowerment
of economic and /or socially marginalized groups. An organisation not affiliated to political
parties generally engaged in working for aid, development and welfare of the community.
NGO is an organisation committed to the root cause of the problems trying to better the
quality of life especially for the poor, the oppressed, the marginalized in urban and rural
areas. An organisation established for the community without or with little intervention from
the government, they are not only a charity organisation, but work on social economiccultural activities. An organisation that is flexible and democratic in its organisation and
attempts to serve the people without profit for itself.
In our study with reference to work-life balance related to sub-staff in NGOs, we found that
they often voice feelings of being neglected, taken for granted and not being treated with
enough respect and dignity. They also tend to feel that the organisation does not care enough
about their career and development.
OBJECTIVE OF THE STUDY
 To know the general perception of the support staff towards their personal and
professional life.
 To understand the relationship between the cadre of support staff and their attitude
towards the nature of work
 To know the source of support and factors that hinders the work-life balance of the
support staff.
 To provide suggestions for better work-life balance.
June 27-28, 2012
Cambridge, UK
3
2012 Cambridge Business & Economics Conference
ISBN : 9780974211428
LIMITATIONS OF THE STUDY
 The study is limited to selected NGOs in Odisha (India)
 The sample size is limited; it may not give the exact picture.
 The period of study is for 3 months i.e August 2011 to October 2011.
REVIEW OF LITERATURE
Higgins & Duxbury, (1992)- While both genders are affected by the challenges of
balancing work and family, women report higher level of difficulty and related stress.
Nelson and Burke (2002)- Women in academic tend to experience chronic stressors
such as the glass ceiling, workload and role overload, maternal wall and inappropriate
behavior and sexual harassment.
Vijay Kumar, Asha Pravin & J.Dhilip (2011)- It has been identified that working
women, getting caught in WLB trap will continue to be an outgoing challenge.
Careful planning and personal effort is needed to balance in both career and home
life.
Diljot Soin (2011)- Found that the careful planning, personal effort, and training in
the skills and competencies of emotional intelligence which will assist in developing
one’s self-awareness leading to a change towards more adaptive attitudes and the
augmentation of more positive perceptions of one’s work life balance.
Steven L, Sauter (1999)- The work place has become the single greatest source of
stress. Unfortunately, many women feel additional stress whey they must decide what
they feel is best for their families or what is best for their careers.
June 27-28, 2012
Cambridge, UK
4
2012 Cambridge Business & Economics Conference
ISBN : 9780974211428
R.K.Gupta(2006)- The diversity of NGOs stain any simple definition. They include
many groups and institutions that are entirely or largely independent of government
and that have primarily humanitarian or cooperative rather than commercial
objectives.
METHODOLOGY OF THE STUDY
For the purpose of the study 150 questionnaires were distributed and the sampling
technique adopted was stratified random sampling. Around 15 NGOs were randomly
selected and 5 male and 5 female from each NGOs were distributed the
questionnaires. Finally, 89 responses received, this includes 37 female support staff.
Simple percentage method was followed for presenting the data in simple a way. The
analysis was carried on the basis of socio economic profile and general perception
towards the personal and professional life.
ANALYSIS OF DATA
1. SOCIO ECONOMIC BACK GROUND
1.1 On the basis of Age- Group
Interpretation: The respondents on the basis of age group consists of 32.58% that
belongs to the age group of 30-40 years , 22.47% in the age group of more than 50, 17.98%
in the age group of 40-50, 14.61% belongs to the age group of 20-30 and remaining 12.36%
in the age group of less than 20. The age group considered basically to understand the
perception of youngsters and experienced staff. As both are having different attitude towards
the work life balance as their priorities are different. (Refer table-1.1 of Annexure 1)
June 27-28, 2012
Cambridge, UK
5
2012 Cambridge Business & Economics Conference
ISBN : 9780974211428
1.2 On the basis of Compensation
Interpretation: On the basis of compensation the respondents consists of 19.10% belongs to
less than Rs5,000, 13.48% belongs to Rs.5000- Rs10,000, 15.73% belongs to the group of
Rs10,000- Rs15,000, 30.33% belongs to Rs15,000- Rs30,000 and remaining 21.36% belongs
to more than Rs 30,000 compensation group.
Compensation or package also plays an
important role as this is directly linked to the satisfaction of the employees and it is also one
of the motivating factors for performing work at work place. (Refer table-1.2 of Annexure 1)
1.3 On the basis of Working hours
Interpretation: The working hour for different respondents includes 10.12% which works
more than 9 hours, 28.09% works between 8-9 hours, 29.21% works for 7-8 hours, 19.10%
works for 6-7 hours and remaining 13.48% of participants’ works for less than 6 hours. This
is also important from the socio-economic back ground. As we know the time spent in the
office by the employee plays an important role for the work life balance. Generally, more the
time spent in office will lead to less time for personal life and vice-versa. (Refer table1.3 of
Annexure 1)
1.4 On the basis of educational back ground
Interpretation: The sample size includes 23.60% that belongs to below 10th class, 20.22%
belongs to 12th pass outs, and 29.21% belongs to graduates. These graduates include from all
the streams like science, commerce, arts and engineering also. Similarly, 14.61% belongs to
post graduate employees and remaining 12.36% belongs to others. The others includes
research scholars, diploma holders etc. (Refer table- 1.4 of Annexure 1)
June 27-28, 2012
Cambridge, UK
6
2012 Cambridge Business & Economics Conference
ISBN : 9780974211428
1.5 On the basis of Experience
Interpretation: The participants on the basis of experience includes 17.98% having less than
1 year experience, 24.72% having 3-6 years experience, 21.35% having more than 10 years
experience and rest belongs to other category, 15.73% belongs to 6-10 years experience and
remaining 20.22% belongs to 1-3 years experience. Like age group the experience of the
employee also plays an important role. Generally experienced employees having a better
position for maintaining work-life balance as compared to less experienced employee. (Refer
table-1.5 of Annexure 1)
2. GENERAL OPINION TOWARDS PERSONAL AND PROFESSIONAL
OBLIGATIONS
2.1 Are you able to balance work and personal life obligations?
Interpretation: Answering to this question majority 39.33% opined that they are not able to
balance themselves. Only 14.61% respondents are able to adjust themselves. 29.21% could
not answer properly and 16.85% respondents able to do balance work and personal life some
times. This indicates that the majority of employees working in NGOs are passing through a
tough time. This will definitely reflect in the performance of the employees work. (Refer
table2.1 of Annexure 1)
2.2 What is your opinion about the time spent at work place?
Interpretation: Participating to this around 26.97% respondents are unhappy for the time
spent at work place and 24.71% are very unhappy. Only 21.35% are quite happy and 14.61%
are only happy. Remaining 12.36% could not say anything. Combining quite happy and
June 27-28, 2012
Cambridge, UK
7
2012 Cambridge Business & Economics Conference
ISBN : 9780974211428
happy together only 35.96% of participants had positive perception towards time spent at
work place. (Refer table 2.2 of Annexure 1)
2.3 How frequently do you bring your office work to home?
Interpretation: Here 35.96% of respondents bring their office work to home always and
20.22% never bring the work to home, 11.24% of respondents bring the work often, 19.10%
bring the work sometimes and remaining 13.48% brings work rarely. The total of always and
often, clubbing together comes to 48.2% that used to bring home work generally. (Refer
table2.3 of Annexure 1)
2.4 Do you worry about work when you are not at work?
Interpretation: Responding to this 34.84% never worry about the work when they are not at
work. Around 22.47% worry for some time. About 12.36% worry always, 20.22% rarely
worry and remaining 10.11% often worry about work when they are not at work place. Here
majority of 55.06% do not worry for the work. This is an important factor for managing
proper work life balance. The unnecessary worries will not solve any problem; rather it will
disturb the work life balance of the employees. (Refer table 2.4 of Annexure 1)
2.5 Why you bring your office work to home without spending the same time with your
family members?
Interpretation: Participating to this question 34.83% believes because of work pressure,
11.24% believes because of service condition they bring office work to home. Here service
condition refers to a part of work which an employee has to perform that was agreed at the
time of getting employment. About 17.98% thinks for better performance, 21.35% believes
because of nature of work and the rest do so to earn more income.(Refer table 2.5 of
Annexure 1)
June 27-28, 2012
Cambridge, UK
8
2012 Cambridge Business & Economics Conference
ISBN : 9780974211428
2.6 Do you feel reluctant or tired mentally due to office work pressure?
Interpretation: Answering to this 40.45% believes in work pressure always and 15.73%
never feel pressure and enjoy the work. About 13.48% reluctant often, 19.10% feels tired for
sometimes and 11.24% feels rarely tired. Taking always and often together it comes to
53.93%. This needs to be taken care of by the employees and employer both. In fact the case
of working environment of NGOs is different from normal organizations. (Refer table 2.6 of
Annexure 1)
2.7 Do you get family support for your work and the time spent with your family?
Interpretation: Joining to this question, 20.22% gets complete family support, 15.73% gets
support sometimes, 22.47% could not say anything and 41.58% did not get any support. Here
only 20.22% gets complete support which seems to be very unfortunate situation for the
employees. When the support is not extended from the family, it is very difficult to manage
the work life balance. (Refer table 2.7 of Annexure 1)
2.8 How much quality time you are able to spend with your dear ones?
Interpretation: Unfortunately10.11% respondents never get time to spend with the family
members, 31.46 % rarely get time. Only 14.61% get time to spend with family members
always, 25.84% gets time sometimes and 17.98% gets time often. Taking the scores of
always and often together it comes to 32.59%. This will definitely disturb the family life of
the employee. This also needs to be improved. (Refer table 2.8 of Annexure 1)
June 27-28, 2012
Cambridge, UK
9
2012 Cambridge Business & Economics Conference
ISBN : 9780974211428
2.9 Are you happy with your present job?
Interpretation: Answering to this 30.34% people are very unhappy, 21.35% are unhappy.
Only 20.22%, 15.73% are quite happy and happy respectively. Similarly, 12.36% cannot say
anything. Taking the score of quite happy and happy the total score comes to 35.95%.
Majority were not happy and very unhappy. (Refer table 2.9 of Annexure 1)
2.10 Do you enjoy the work which you are doing at work place?
Interpretation: Responding to this 37.08% never enjoy the work. 12.36% always enjoy
doing work, 16.85% often enjoy, 10.11% enjoy sometimes, and 23.60% rarely enjoy the
work. Taking the total score of rarely enjoys and never enjoy it comes to 60.68%. This may
be because of monotonous of work or these respondents compelled to do the work because of
no other alternatives available before them. (Refer table 2.10 of Annexure 1)
SUGGESTIONS TO MANAGE WORK-LIFE BALANCE
 Be dedicated, but only do what you like.
 Avoid unnecessary communications.
 Use free time effectively.
 Write a ‘to do’ list for next day before you leave.
 Carefully consider your work goals.
 Have a ‘focused session’ at work, where you eliminate all distraction.
 Keep carefully documentation of the tasks you accomplish and then discuss a
reasonable and more flexible work arrangement with your superiors.
 Show commitment and involvement to the significant and important projects.
 Get adequate sleep
 Drop activities that sap your time and energy.
June 27-28, 2012
Cambridge, UK
10
2012 Cambridge Business & Economics Conference
ISBN : 9780974211428
 Plan presently for long vacations later.
 Get organized.
 Live where you want to live.
 Share your feelings with your dear ones to overcome emotional pressure.
CONCLUDING NOTE
From the study it has been identified that for supporting staff working in NGOs, the work
life balance will continue to be an outgoing challenge. It is the employer who should review
the system through HR department, as the HR is the important component for the
organizational growth. So the employer and employee should find a solution to the issue.
However, it is important that supporting staff should plan, prioritize and schedule as
efficiently as possible. There is no fixed rule for the work life balance. It varies from case to
case and at the same time the nature of work and other different factors. It is also true that
these staffs are equally important for the growth of the organisation. Their feelings,
emotions and expectations cannot be taken for granted. Considering all the compulsions we
can learn a lovely lesson from these lines “Adjust ourselves in every situation and in any
shape but the most important is always find out our own way to flow.”
June 27-28, 2012
Cambridge, UK
11
2012 Cambridge Business & Economics Conference
ISBN : 9780974211428
REFERENCES
1. Higgins, CA. & Duxbury,L.E (1992)- Work-family conflict: A comparison of dual career and
traditional career men. Journal of Organizational Behavior, 13,389-411.
2. Debra L.Nelson and Ronald J.Burke –Gender,Work Stress and Health.
3. Vijay Kumar, Asha Parvin & J.Dhilip (2011)-A Study on Work Life Balance among married
women employed in Engineering colleges, Journal of Commerce and Management Thought,
Vol-II, October-December (2011), 585-595
4. Diljot Soin (2011)- Emotional Intelligence in Relation to Work/Life Balance among working
women., Research Journal of Arts, Management & Social Science, Vol.IV, 229-234
5. Sauter, Steven L and Hurell Joseph,- Professional Psychology, Research and Practice,
Vol.30(2), April 1999.
6. Dr.R.K.Gupta(2006)- NGO’s and the State-published by Mahaveer & Sons, New Delhi,
June 27-28, 2012
Cambridge, UK
12
2012 Cambridge Business & Economics Conference
ISBN : 9780974211428
ANNEXTURE-1
Table-1.1: On the basis of age group
Age Group
Frequency Percent
Cumulative percent
Less than 20
11
12.36
12.36
20-30
13
14.61
26.97
30-40
29
32.58
59.55
40-50
16
17.98
77.53
More than 50
20
22.47
100
Total
89
100
Source: Compiled from primary source
Table-1.2: On the basis of Compensation
Compensation
F
Percent
Cumulative percent
Less than 5000
17
19.10
19.10
5000-10,000
12
13.48
32.58
10,000-15,000
14
15.73
48.31
15,000-30,000
27
30.33
78.64
More than 30,000
19
21.36
100
89
100
Total
Source: Compiled from primary source
Table-1.3: On the basis of working hours
Working hours
F
Percent
Cumulative percent
Less than 6 hour
12
13.48
13.48
6-7 hour
17
19.10
32.58
7-8 hour
26
29.21
61.79
8-9 hour
25
28.09
89.88
9
10.12
100
89
100
More than 9 hour
Total
Source: Compiled from primary source
June 27-28, 2012
Cambridge, UK
13
2012 Cambridge Business & Economics Conference
ISBN : 9780974211428
Table-1.4: On the basis of educational back ground
Education
F
Percent
Cumulative percent
Below 10th
21
23.60
23.60
12th
18
20.22
43.82
Graduate
26
29.21
73.03
Post graduate
13
14.61
87.64
Others
11
12.36
100
Total
89
100
Source: Compiled from primary source
Table- 1.5: On the basis of experience
Experience
F
Percent
Cumulative percent
Less than 1 year
16
17.98
17.98
1-3 year
18
20.22
38.2
3-6 year
22
24.72
62.92
6-10 year
14
15.73
78.65
19
21.35
100
89
100
More than 10 year
Total
Source: Compiled from primary source
Table-2.1: balance work and personal life obligations
Opinion
F
Percent
Cumulative percent
Able
13
14.61
14.61
Unable
35
39.33
53.94
Sometimes
15
16.85
70.79
Cannot say
26
29.21
100
Total
89
100
Source: Compiled from primary source
June 27-28, 2012
Cambridge, UK
14
2012 Cambridge Business & Economics Conference
ISBN : 9780974211428
Table-2.2: Time spent at work place
Opinion
F
Percent
Cumulative percent
Quite Happy
19
21.35
21.35
Happy
13
14.61
35.96
Cannot say
11
12.36
48.32
Unhappy
24
26.97
75.29
Very unhappy
22
24.71
100
Total
89
100
Source: Compiled from primary source
Table-2.3: Bringing office work to home
Opinion
F
Percent
Cumulative percent
Always
32
35.96
35.96
Often
10
11.24
47.2
Sometimes
17
19.10
66.3
Rarely
12
13.48
79.78
Never
18
20.22
100
Total
89
100
Source: Compiled from primary source
Table-2.4: worry about work when you are not at work
Opinion
F
Percent
Cumulative percent
Always
11
12.36
12.36
Often
9
10.11
22.47
Sometimes
20
22.47
44.94
Rarely
18
20.22
65.16
Never
31
34.84
100
Total
89
100
Source: Compiled from primary source
June 27-28, 2012
Cambridge, UK
15
2012 Cambridge Business & Economics Conference
ISBN : 9780974211428
Table-2.5:family members
Opinion
F
Percent
Cumulative percent
Work load
31
34.83
34.83
Service conditions
10
11.24
46.07
For better performance
16
17.98
64.05
Nature of work
19
21.35
85.40
To earn more income
13
14.60
100
89
Total
100
Source: Compiled from primary source
Table-2.6: feel reluctant or tired mentally due to office work pressure
Opinion
F
Percent
Cumulative percent
Always
36
40.45
40.45
Often
12
13.48
53.93
Sometimes
17
19.10
73.03
Rarely
10
11.24
84.27
Never
14
15.73
100
Total
89
100
Source: Compiled from primary source
Table-2.7: get family support for your work and the time spent with your family
Opinion
F
Percent
Cumulative percent
Support completely
18
20.22
20.22
Support some times
14
15.73
35.95
Neutral
20
22.47
58.42
No support
37
41.58
100
Total
89
100
Source: Compiled from primary source
June 27-28, 2012
Cambridge, UK
16
2012 Cambridge Business & Economics Conference
ISBN : 9780974211428
Table -2.8: quality time you are able to spend with your dear ones
Opinion
F
Percent
Cumulative percent
Always
13
14.61
14.61
Often
16
17.98
32.59
Sometimes
23
25.84
58.43
Rarely
28
31.46
89.89
Never
9
10.11
100
Total
89
100
Source: Compiled from primary source
2.9 Are you happy with your present job?
Opinion
F
Percent
Cumulative percent
Quite Happy
18
20.22
20.22
Happy
14
15.73
35.95
Cannot say
11
12.36
48.31
Unhappy
19
21.35
69.66
Very unhappy
27
30.34
100
Total
89
100
Source: Compiled from primary source
2.10 Do you enjoy the work which you are doing at work place?
Opinion
F
Percent
Cumulative percent
Always
11
12.36
12.36
Often
15
16.85
29.21
Sometimes
9
10.11
39.32
Rarely
21
23.60
62.92
Never
33
37.08
100
Total
89
100
Source: Compiled from primary source
June 27-28, 2012
Cambridge, UK
17
2012 Cambridge Business & Economics Conference
ISBN : 9780974211428
ANNEXTURE- 2
Chart-1.1:On the basis of Age- Group
35
30
25
20
Frequency
15
10
5
0
Less than 20
20-30
30-40
40-50
More than 50
Source: Table 1.1
Chart-1.2:On the basis of Compensation
30
25
20
15
F
10
5
0
Less than 5000
5000-10,000
10,000-15,000
15,000-30,000 More than 30,000
Source: Table 1.2
Chart-1.3:On the basis of Working hours
30
25
20
15
F
10
5
0
Less than 6 hour
6-7 hour
7-8 hour
8-9 hour
More than 9 hour
Source: Table 1.3
June 27-28, 2012
Cambridge, UK
18
2012 Cambridge Business & Economics Conference
ISBN : 9780974211428
Chart-1.4:On the basis of educational back ground
30
25
20
15
F
10
5
0
10th
12th
Graduate
Post graduate
Others
Source: Table 1.4
Chart-1.5:On the basis of Experience
25
20
15
F
10
5
0
Less than 1 year
1-3 year
3-6 year
6-10 year
More than 10
year
Source: Table 1.5
June 27-28, 2012
Cambridge, UK
19
2012 Cambridge Business & Economics Conference
ISBN : 9780974211428
Chart-2.1:Balance work and personal life obligations
40
35
30
25
20
F
15
10
5
0
Able
Unable
Sometimes
Cannot say
Source: Table 2.1
Chart-2.2:time spent at work place
30
25
20
15
F
10
5
0
Quite Happy
Happy
Cannot say
Unhappy
Very unhappy
Source: Table 2.2
Chart-2.3:Bring your office work to home
35
30
25
20
F
15
10
5
0
Always
Often
Sometimes
Rarely
Never
Source: Table 2.3
June 27-28, 2012
Cambridge, UK
20
2012 Cambridge Business & Economics Conference
ISBN : 9780974211428
Chart-2.4: work when you are not at work
35
30
25
20
15
10
5
0
Always
Often
Sometimes
F
Rarely
Never
Source: Table 2.4
Chart-2.5:without spending the same time with your family members
35
30
25
20
15
F
10
5
0
Work load
Service conditions
For better
performance
Nature of work
To earn more
income
Source: Table 2.5
Chart-2.6:mentally tired due to office work pressure
40
35
30
25
20
F
15
10
5
0
Always
Often
Sometimes
Rarely
Never
Source: Table 2.6
June 27-28, 2012
Cambridge, UK
21
2012 Cambridge Business & Economics Conference
ISBN : 9780974211428
Chart-2.7:Support for your work and the time spent with your family
40
35
30
25
20
F
15
10
5
0
Support completely
Support some times
Neutral
No support
Source: Table 2.7
Chart-2.8:Quality time you are able to spend with your dear ones
30
25
20
15
F
10
5
0
Always
Often
Sometimes
Rarely
Never
Source: Table 2.8
June 27-28, 2012
Cambridge, UK
22
2012 Cambridge Business & Economics Conference
ISBN : 9780974211428
Chart-2.9:Happy with your present job
30
25
20
15
F
10
5
0
Quite Happy
Happy
Cannot say
Unhappy
Very unhappy
Source: Table 2.9
Chart-2.10:enjoy the work which you are doing in work place
35
30
25
20
F
15
10
5
0
Always
Often
Sometimes
Rarely
Never
Source: Table 2.10
June 27-28, 2012
Cambridge, UK
23