Work Life Balance
Work Life Balance
Work Life Balance
On
1
ACKNOWLEDGEMENT
I am deeply indebted to
For their corporation without which it would not have been possible for me
to complete this project in time.
2
DECLARATION
Sapana kumawat
3
PREFACE
4
EXECUTIVE SUMMARY
HINDUSTAN ZINC LIMITED was established from
the erstwhile metal Corporation of India (MIC) on 10th January 1966
as public sector undertaking. In April 2002, the government of India
disinvested its majority stake in HZL, and it became a part of fast
growing Sterlite group. The existing plant at Chanderiya was
established in year 1989.
This plant obtains raw materials from mines at Zawar
mines, Rampura Agucha mines and Dariba mines. Hindustan zinc ltd.
Operates smelters based on pyrometallurgical and hydrometallurgical
(Chanderiya lead zinc smelter, Debari and Vizag zinc smelters)
process routes. Now HZL is associated with brand group Vedanta.
Vedanta is India’s only integrated zinc producer. The zinc business of
Vedanta is managed with in Hindustan zinc limited.
5
CLZS (CHANDARIA LEAD ZINC SMELTER)
HZL (HINDUSTAN ZINC LIMITED)
The Chanderiya Lead Zinc Smelter is one of the modern smelting units
situated in the north of Chittorgarh. The plant is in PUTHOLI, 12km. from
CHITTORGARH.
The production & process of HZL is distributed in five plants these
plants are following
1. CES plant
2. Hydro plant
3. Pyro plant
4. New Lead plant
5. CPP plant
Now the production of lead and zinc is obtaining from
PYRO PLANT and HYDRO PLANT .The New Lead plant is under
construction process .
6
CONTENTS PAGE NO.
7
INDUSTRY
PROFIL
E
8
* VEDANTA PROFILE*
National presence
9
Global presence
Copper mines of Tasmania, Tasmania
Konkola Copper Mines, Zambia
Ararat Gold Recovery Company (Sterlite Gold Ltd.),
Armenia
There is also smelting capacity at the east coast port of Vizag. Last
year the division made EBITDA of $219m or 48% of total group earnings.
The ore produced at the mines contains lead which is smelted along
side the zinc. Last year the company produced around 35,000 tones of lead.
This is being expanded to 85,000 tones, due for commissioning by March
2006.
10
Zinc is used mainly in galvanizing steel to improve its
durability. HZL plays a role in developing the market for the end product.
The capacity for galvanized steel in India is increasing significantly, due to
the demand for the product in infrastructure and construction work.
Corporate purpose
“Harnessing natural resources in harmony with nature to
enhance economic well being and quality of life”
Core Values
Trustworthy
Entrepreneurial and Innovative
Concern for the Environment
Respect and care for people
Passion to excel
VISION
MISSION
11
Be a globally lowest cost zinc producer, maintaining market
leadership
One million tone Zinc-Lead metal capacity by 2010
Be innovative, customer oriented, and eco-friendly maximizing
stake-holder value
HR Vision
To become an organization
That attracts best mining and smelting talent in the
country and offer opportunities for accelerated learning
and growth
That offers an enjoyable and challenging environment for
its employees to willingly and continually deliver against
stretch goals
That has best in class manpower productivity in the
world
That is recognized for empowerment of its people and
their creative contributions
12
COMPANY PROFILE
13
HINDUSTAN ZINC LIMITE PROFILE
General Information
Nature of Business
Related Organizations
14
Shareholder: Government of India
Related Facilities:
Share in: Zawar Mines - Zinc Mine / Quarry near Udaipur, India
Contact Information:
Office Address:
Yashad Bhawan
Udaipur
15
313004
India
16
Hindustan zinc limited was created from the erstwhile
metal corporation of India (MIC) on 10 th Jan 1966 as public sector
undertaking. In April 2002, the government of India, disinvested its majority
stake in HZL, and it became a part of fast growing sterlite group. Since then
HZL has been growing from strength to strength.
Vision:-
17
Mission:-
Be a lowest cost zinc producer on global scale, maintaining market
leadership.
Be innovative, customer oriented and eco-friendly, maximizing stake
holder value.
Highlights:-
Corporate Philosophy:-
AWARDS:-
18
YEAR 2004-05 GREANTECH SAFETY AWARD
1977 Vizag zinc smelter and second set of Zawar mines facilities
Commissioned.
ACCOLADES TO HZL
19
2006-2007
HZL won Golden Peacock National Training Award for the year
2006
2005-2006
HZL won Best Non – Ferrous Metals Company Award from Indian
Institute of Metals
20
VZS won the Best Management Practices Award from Govt. of A.P.
VZS also won the Greentech Safety Platinum Award for Health & Safety
& Greentech Environment Excellence Award.
CLZS won the Greentech Safety Bronze Award for Heath & Safety.
RDM won Overall Best Team Award and Best Team Member Ward in
All India Mines Rescue competition organized by DGMS Dhanbad.
All Mines & Smelters are certified for ISO 9001, ISO 14001 &
OHSAS 18001.
2004-2005
VZS won May Day Award 2005 for Best Management for its
outstanding contribution for in maintenance of Industrial Relations, Social
Welfare and productivity. VZS also won the Award for Occupational
Heath & Safety (OHSAS 18001) at National Safety Day Celebration held
on 4th March 2005 at Hyderabad.
RAM won the First Prize at 18th Mines Safety week in the
categories: Opencast Working, Explosive Management (Storage, Transport
and Use), Welfare Amenities, Protective equipment VTC. Mine Lighting,
Mine Plans and record keeping and Overall Performance.
2003-2004
VZS won National Award for best HRD practices for 2003-03 from
Indian Society for Training & Development.
21
CLZS has been awarded National Safety Award 2003 by the British
Safety Council, London
Cement, Sirohi. RDM also won Fresh Air Trophy at All India Rescue
Competition 2003-04 at Singareni Collieries, Andhra Pradesh.
SAFETY
UNWANTED ACTS
UNWANTED CONDITIONS
22
The main reasons which motivate the accidents in the form of
unwanted acts are as follows:-
SAFETY RULES
There are many safety rules for safety but main golden rules are as
follows:
Safety belt.
Safety shoes.
Ear muff.
Face shield.
Safety helmet.
Acid proof glasses.
Air stream helmet.
Dust and gas mask.
23
Apron.
Hand gloves.
ESTABLISHMENT OFFICE
7.1 STANDING ORDERS
24
in lieu there of gratuity as per provision of the payment of
gratuity act, 1972.
CLASSIFICATION OF WORKMAN
The workman shall be classified as under
1. Permanent workman
2. probationary workman
3. temporary workman
4. badli workman
5. casual workman
6. apprentice or trainee
25
provision of the payment of wages act and rules framed
there under.
FINES
No fine shall be imposing except in accordance with the
payment of wages act and rules framed there under.
19.0.0 CONDUCT
A workman shall conduct himself soberly and
temperately at all times while on work premises including colony and shall
show proper respect and civility to all concerned and shall use his best
endeavor to promote the interest for the company and to maintain and
promote the good reputation thereof.
TIME OFFICE
OFFICE PROCEDURE
For the preparation of the salary and wages, we need the data of
attendance, leave, overtime, basic pay and allowances payable.
5.1.1 ATTENDANCE:
26
punching machine is captured in the machine in the PC installed in the
Time Office.
After punching the card at the time of reporting for duty, the employ
reports duty in his department. The department sends the attendance
of all the employees reporting in the shift in the prescribed format.
The attendance so received is cross checked with the punching and in
the case of discrepancy the matter is reported for clarification.
5.1.2 LEAVE:-
Employees availing leave apply for leave in the prescribed form and the
leave application signed by the sanctioning authority is sent to Time Office.
Time Office maintains a leave register for Privilege Leave and a leave
register for sick leave, casual leave and optional holidays. It is checked that
the leave applied for is in order as per the rules; there is a leave in balance in
the account of the employee. If so, then the entry is made in the leave
register and the leave is marked in the muster roll in the appropriate column.
TYPES OF LEAVES:-
SICK LEAVE
27
Every workman shall be entitled to 10 days sick leave on full pay in a
year, with a right to accumulate up to 120 days. Entitlement and grant
of sick leave will be regulated.
CASUAL LEAVE
QUARANTINE LEAVE
28
will be admissible at the rate of 15 days for every completed year of
service in the company after exhausting all PL/SL available at credit.
Based on the attendance and leave the days for which the payment is
to be made for in a particular month is ready.
5.1.3 ALLOWANCES
1. OVERTIME
TYPES OF OVERTIME:-
29
A. No Reliever /Absenteeism
B. Breakdown
C. Exigency
D. Paid Holiday
Finally the various data prepared are given in prescribed format to the
IT department to prepare the payroll.
2. PRODUCTION INCENTIVE
4. FESTIVAL ADVANCE
30
On the application of employees festival advance bill is
prepared. They can draw festival advance once in a year, subject to
the condition that the previous festival advance drawn has been fully
refunded.
6. LEAVE ENCASHMENT
31
WELFARE AND CONTRACT SECTION
32
gate passes are recorded. A photo gate pass is issued to the contract
labour.
6.1.2 ESI
E.S.I SCHEME
Introduction: ---
In addition to necessitate of food,
clothing, housing etc., man needs security of physical and economic
distress consequences upon sickness, disablement etc. the employees
state insurance scheme is an integrated measure of social insurance
embodied in the employees state insurance antagonist the hazardous
of sickness, maternity, disablement and death due to employment
injury and to provide medical care to insured person.
33
Rate of contribution: ---
Contribution payable in respect of an
employee comprise of employer’s contribution and employee’s
contribution prescribed in schedule 1 of the act.
An employee covered under the scheme has to
contribute 1.75% of the wages whereas; an employer contributes
4.75% of the wages payable to an employee. The total contribution in
respect of an employee has works out to 6.50% of the wages pay
34
6.1.3 PAYMENT TO CONTRACT LABOUR:---
The contractor is required to make payment to the
labour engaged during the previous month, as per provisions of work order.
He is also required to deposit the PF, ESI etc. in respect of labour as per
laws.
LABOUR PAYMENT: ---
1. Every contractor should make a labour payment on or before 7th of
each month in the presence of authorized representative.
2. Every contractor has to deposit ESI before 17th of each month and
copy of respite may be submitted to the Time Office.
3. They have to deduct PF every month and copy of challan with the
individual contract labour and action may be submitted to the
personnel department.
Whenever the contractor appoints new labour, then they have to produce
the PF No. of contract labour within one month to P & A department.
4. While making the payment, they should submit the photo copy of
the attendance register to the personnel department. After making
the payment they have to give the copy of the payment register also.
5. Whenever they remove the contract labour, they must make full and
final payment to the labour in the presence of authorized
representative.
6. The contractor should also issue the PF settlements form to the
contract labour and should return the PF amount to the contractor
labour at the earliest.
7. When the contract period expires, all the contractors should make
fringe benefit also.
8. All the contractors should make the bonus payment as per the rule.
OTHER RETURNS
- Monthly manpower utilization report.
- Monthly report on PF subscribers.
35
- Monthly form 12.
- Monthly contract labour manpower to HO.
- Half yearly return on manpower and no. of working days to
Sr.I. (F&B)[form 24].
- Half yearly return on functioning on JCC, to DLC [form G-
1].
- Annual return to Sr.Inspector (F &B)[form 23].
- Annual contractor return to DLC.
WEAKNESS
36
2. Due to lower manpower availability, the managerial personnel of the
organization are overloaded with work.
OPPORTUNITIES
THREATS
FOREWORD
The Hindustan Zinc Limited is one of the largest producers of LEAD,
ZINC, SLIVER, and CADNIUM and is a part of Vedanta group. It owns
various mines and smelting project in INDIA.
37
Its technology has been imported from U.K., GERMANY & is
also called as a super smelter as extracting 99% of the metal from the ore.
Product Description
INTRODUCTION
38
OF
TOPIC
INTRODUCTION
Work life balance is a person’s control over the condition in
their workplace. It is accomplished when an individual feels dually
satisfied about their personal life & their paid occupation.
It mutually benefits the individual, business and society when a
Person’s personal life is balanced with his or her own job.
It’s important to balance your work and home life. The right to ask
for flexible working aims to help employers and workers agree on work
patterns that suit everyone find out what flexible working is and how to
apply for it. Work-life balance has become one of the top items on the
39
agenda of many large organizations - and a top priority for workers
everywhere.
DEFINITION
Work life –balance is about people having a measure of control
over when, where and how they work. It is achieved when an individual’s
right to a fulfilled life inside and outside paid work is accepted and
respected as the norm, to the mutual benefit of the individual, business
and society.
It helps to:--
40
Work life balance in CLZS: ---
According to CLZS the work life balance survey is done
once in every year and they try to know whether their employees are
satisfied with company, work, salary, etc. they also try to know the problems
of their employees and try to solve them as soon as possible.
I have visited the Pyro and Ausmelt Plant and have surveyed
for HOD’s (Ausmerlt, civil office, and store dett. lab and pyro office.) etc.
The data has been put together, compiled up, analyzed and I have arrived to
a conclusion which has been discussed below.
IN ORGANIZATION:-
1. Measured increases in individual’s production accountability &
commitment.
2. Better teamwork & communication.
3. Improved morale.
4. Less negative organizational stress.
5. Increase productivity
6. Reduced overtime cost.
IN INDIVIDUAL:-
1. More value & balance in your daily life.
2. Better understanding of what your best individual work life.
41
3. Important relationship both on and off the job.
4. Reduced stress.
5. Reduced absenteeism.
RESEARCH METHODOLOGY
TYPES OF RESEARCH:-
Descriptive research is also called Statistical Research. The main goal of
this type of research is to describe the data and characteristics about what is
being studied. The idea behind this type of research is to study frequencies,
averages, and other statistical calculations. Although this research is highly
accurate, it does not gather the causes behind a situation.
42
Exploratory research is a type of research conducted because a problem
has not been clearly defined. Exploratory research helps determine the best
research design, data collection method and selection of subjects. Given its
fundamental nature, exploratory research often concludes that a perceived
problem does not actually exist.
Types of Observations:
Direct (Reactive) Observation
In direct observations, people know that you are watching them. The only
danger is that they are reacting to you. As stated earlier, there is a concern
that individuals will change their actions rather than showing you what
they're REALLY like. This is not necessarily bad, however.
Unobtrusive Observation:
Unobtrusive measures involves any method for studying behavior where
individuals do NOT know they are being observed (don't you hate to think
that this could have happened to you!). Here, there is not the concern that the
observer may change the subject's behavior. When conducting unobtrusive
observations, issues of validity need to be considered. Numerous
observations of a representative sample need to take place in order to
43
generalize the findings. This is especially difficult when looking at a
particular group. Many groups posses unique characteristics which make
them interesting studies. Hence, often such findings are not strong in
external validity. Also, replication is difficult when using non-conventional
measures (non-conventional meaning unobtrusive observation).
Observations of a very specific behaviors are difficult to replicate in studies
especially if the researcher is a group participant (we'll talk more about this
later). The main problem with unobtrusive measures, however, is ethical.
Issues involving informed consent and invasion of privacy are paramount
here. An institutional review board may frown upon your study if it is not
really necessary for you not to inform your subjects.
DATA SOURCES:
The source from where data can be acquired is known as data source. Other
researchers did data collection with a review of previous research .In this
there are basically two method of collection of data.
The primary data are theses which are co elected a fresh and for
the first time and thus happen to be in original in character.
44
In this research project primary data is the response from
employees of HZL.
Sample procedure:-
Random sampling is the sampling procedure in which the researcher’s
randomly selected there sample.
Sample size here I look the sample on random basis and the sample size
was taken of450 employees.
45
INTERPRETATION OF DATA
The total numbers of samples taken were 72 and the sample consists of all
employees & employees’ wife. The above 72 samples were divided into
2below mentioned categories:-
23 questions have been analyzed and the detail analysis of each question is
given below.
Copy of the questionnaire is attached in
Annexure A: Employees
Annexure B: Spouses
3. Then we went to each and every Unit Head, SBU Head, Deptt. Head,
and Functional Head and interviewed them.
5. Then we analyzed and interpreted the data and prepared the chart
format for the found result.
6. Then the whole result was handed over to the management for further
actions to be taken.
46
In this way we completed the whole survey and came to know the
level of balance between work and life at work place as well as in
their family.
47
OBJECTIVE OF STUDY
48
PROBLEM AREA
49
FINDINGS
52%
38%
This part of analysis represents that 10% employees are putting one hour of
extra working, 38% employees are putting two hour of extra working and
other 52% employees are putting three or more hour of extra working in this
company.
50
Q2. On a normal working day, how much time are you able to
spend with your children?
O n a n o rm a l w o rk in g d a y , h o w m u c h tim e a re y o u a b le to
s p e n d w ith y o u r c h ild re n
25%
45 %
30%
This analysis represents on a normal working day 25% employees are one
hour, 30% employees two hour and 45% employees three hour able to spend
with their children’s.
51
Q: 3. Do you have sufficient time for doing routine household
jobs like depositing electricity /telephone bills, attending parent
teacher's meetings or taking family members to the doctor etc.?
53%
35%
This part of analysis represents 53% employees are never take their family
out for an outing, 35% employees are sometimes take their family for outing
like 1 times in a month, 2% are employees often take their family for outing
like 2 to 3 time in a month and 10% are employees always take their family
for outing like 7 to 10 times in a month.
52
Q: 4. considering you have sufficient leave balance, are you able
to avail the number of leaves in a year as required by you?
34%
43%
0%
23%
This part of analysis represent 43% employees are not have sufficient leave
balance, 23% employees said that “they manage their work according to the
leaves avail by company, 34% employees says that “they have sufficient
leave balance.”
53
Q5 How many times in a month are you able to make time to
take your family out for an outing?
20%
44%
13%
23%
O n c e T w ic e T h r ic e 4 & a b o v e
This part of analysis show that 44% employees to take their family for an
outing once in a month, 23% employees to take their family for an outing
twice in a month, 13% employees to take their family for an outing thrice in
a month & 20% employees to take their family for an outing 4 & more time
in a month.
54
Q6 Does your normal work day offer you sufficient leisure time
to pursue any hobbies or interests?
Does your normal work day offer you sufficient leisure time
to pursue any hobbies or interests
18%
0%
18%
64%
This part of analysis represent 64% employees are not have sufficient time
for pursuing their hobbies or interest, 18% employees said that “they
manage their work and give sometime for hobbies and interests, 18%
employees says that “ almost every day they spare their time for doing
hobbies and interests.”
55
Q7 you suddenly plan for a two day outing with some relatives
who are visiting you. Rate the probability of your being able to
make outing on a scale of 1 to 10 with 10 indicating the highest
probability?
You suddenly plan for two day outing with some relatives
who are visiting you. rate the probability of your being able
to make outing on a scale of 1 to 10 with 10 indicating the
hieght probablity
5% 5%
10%
38%
42%
1 to 2 3 to 4 5 to 6 7 to 8 9 to 10
56
Q8. Do you have sufficient time to enjoy all the recreational
facilities made available to you in the colony premises?
98%
This part of analysis represents that 98% of employees says that “They never
enjoy recreational facilities made available them in colony premises” & only
2% of employees sometimes enjoy that facilities.
57
Q.9 In your opinion what is the contribution of working beyond
working hours in increasing manpower productivity?
37% 38%
10% 15%
58
Q10. After office hours, what is the average number of official
phone calls you generally attend to at home on normal working
day?
28%
65%
1 to 2 3 to 4 5 & above
59
Q 11. What is your opinion as regards the organization culture
here with respect to working hours?
W h a t is y o u r o p in io n a s r e g a r d th e o r g a n ig a t io n c u lt u r e h e r e w it h r e s p e c t t o w o r k in g h o u r s
50% 50%
f o r w o r kB e c a u s e I a m e x p e c t e d to s t a y
Regarding this question we analysis that 50% of employees think that stay in
office for work & other 50% of employees think that stay in office because
they are expected to stay.
60
Q12. What is your family's feeling regarding your job and
working hour?
Chart Title
37%
63%
0%
Satiesfied with job Satiesfied witn working hours Satiesfied with both aspects
This analysis represents that 63% of employee’s family satisfied with job
but not satisfied with working hours, their family members says that
“working hour is more”.
On the other hand 37% of employee’s family members fully satisfied job as
well as working hour.
61
Q 13.What impacts do your working hours have on your
mental and physical well being?
14%
30%
56%
62
Q 14. How many days in a week you go home after 6:00 in the
evening?
49%
36%
63
Detail analysis of employee’s wife interview is given below:-
18% 18%
24%
40%
64
Q 2. How much time is your husband able to spare for the family
on a normal working day?
18% 21%
18%
43%
In this questions analysis we are found 21% of employees spare below one
hour time with their family.
18% of employees spend one or two hour with family.
43% of employees spend 2& more hour with their family.
18% of wife says “he is with us only Sundays. Mostly two days in a month.”
65
Q: 3.What is the mood in which your husband generally returns
from office?
24%
33%
43%
66
Q: 4. Does he usually have the mental and physical readiness to
take you out or indulge in some family entertainment after
returning from office?
43%
15%
18%
67
Q5. Is your husband generally free enough to attend most family
functions, celebrations & social events?
9%
55%
24%
68
Q: 6. To what extent is your husband able to share/discharge the
household responsibilities along with his official duties?
21% 21%
18%
40%
69
Q 7. To what extent is your husband able to contribute toward
bringing up the children by way of teaching them, sharing their
hobbies or playing with them?
1
2%
5
2%
Neve
r Som
etim
es Often Always
24% of employees have no time for children’s so all activity doing by their
wife’s.
52% of employees gave time for their children only Sunday’s.
12% of employees
And other 12% of employees always spend time with their children’s for
playing with them, teaching them & sharing their hobbies.
70
Q8. How does the life style (with specific reference to working
hours) of the husband of your neighbors /friends in the colony
differ from your husband's?
Howdoesthelifestyle(withspecific
referencetoworkinghours) of the
husbandof your neighbour/friendin
thecolonydifferfromyourhusband's
3%
9%
3%
85%
Nodiff. Som
ediff. greatdiff. Totallydiff.
85% of wife says “no difference in work load of my husband and others.”
3% of wife’s thought work load is more on their husband’s comparison with
other friends and neighbors.
9% of wife says “great difference because he is more responsible and hard
worker other friends generally come back home 6:00 o’clock in month at
least one or two time but my husband is come from office daily 9:00
o’clock.”
And 3% wife says “my husband is head of department so he have more
responsible comparison with others.”
71
Q9. What would you prefer?
A.)Your husband's growth in terms of career progression &
material gain.
B.)A life full of peace, enjoyment, relief with lots of time &
leisure.
Whatwouldyouprefer:-a.)your
husbandgrowthb.)alifefullofpeace,
enjoym ent
40% 40%
20%
A B Both(A&
B)
40% of wife’s prefer option A because they have carrier growth of their
husband.
20% of wife’s prefer option B because they have life full of peace with their
husband.
40% of wife’s prefer both A&B because they have growth with enjoyment.
72
Conclusion
The over all outcome that can be drawn from the employees interview is that
generally they employee are not able to establish a proper setup between
their work & family life. For instance 98% employees firmly believe that
they are running lack of time to be able to enjoy all the recreational facilities
available in the colony but there are some employees who are able to deal
properly with the time management & are spending almost 3-4 hours with
their children on a routine basis all we need to do is improve the efficiency
of the individuals during the working hour so that one shall not have to stay
back.
One more point observed that today’s world is more on a track of
materialistic gain, for instance a higher side of ladies gives more value to the
material objects rather to the life of peace, enjoyment, leisure. Although the
wives believe that their husband’s are not able to contribute much of their
time towards the family’s demands but they are managing with it.
The final conclusion had drawn from the graphs shows that the HZL
employees are more or less able to establish a balance between their work
and the family during the course of their work in this organization.
73
LIMITATION
74
RECOMMANDATION / SUGGESTION
75
BIBLIOGRAPHY
76
Annexure-A
Work – Life Balance (Employees)
1. Considering office gets over at 5:00 pm, what is the average number of extra
working hours you put in every day?
2. On a normal working day, how much time are you able to spend with your children?
3. Do you have sufficient time for doing routine household jobs like depositing
electricity / telephone bills, attending parent teachers’ meetings or taking family
members to the doctor etc.?
4. Considering you have sufficient leave balance, are you able to avail the number of
leaves in a year as required by you?
5. How many times in a month are you able to make time to take your family out for an
outing?
6. Does your normal work day offer you sufficient leisure time to pursue any hobbies
or interests?
7. You suddenly plan for a two day outing with some relatives who are visiting you.
Rate the probability of your being able to make outing on a scale of 1 to 10 with 10
indicating the highest probability.
8. Do you have sufficient time to enjoy all the recreational facilities made available to
you in the colony premises?
10. After office hours, what is the average number of official phone calls you generally
attend to at home on a normal working day?
11. What is your opinion as regards the organization culture here with respect to
working hours?
12. What is your family’s feeling regarding your job and working hours?
13. What impact do your working hours have on your mental & physical well being?
14. How many days in a week you go home after 6:00 in evening?
77
Annexure-B
2: How much time is your husband able to spare for the family on a normal
working day?
78
3: What is the mood in which your husband generally returns from office?
4: Does he usually have the mental and physical readiness to take you out or
indulge in some family entertainment after returning from office?
8: How does the life style (with specific reference to working hours) of the
husband of your neighbors/friends in the colony differ from your husband’s?
79
80
81