Coping with work stress - Solution to the problems faced by working women in IT sector

8/18/2019 Coping with work stress - Solution to the problems faced by working women in IT sector

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COPING WITH WORK STRESS-SOLUTION TO PROBLEMS

FACED BY WORKING WOMEN IN IT SECTOR

Project report submitted in partial fulfillment of the requirements for the

award of the Degree of

MASTER OF BUSINESS ADMINISTRATION

of

BANGALORE UNIVERSITY

By

Sharath Kumar

141GCMD111

Under the guidance of

Ms. Bhavya Vikas

Assistant Professor

Rashtreeya Sikshana Samithi Trust

R V INSTITUTE OF MANAGEMENT

CA-17, 36th Cross, 26th Main, 4th ‘T’ Block, Jayanagar, Bangalore – 560 041

2015 – 2016


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DECLARATION

I hereby declare that “COPING WITH WORK STRESS-SOLUTION TO

PROBLEMS FACED BY WORKING WOMEN IN IT SECTOR ” is the

result of the project work carried out by me under the guidance of Ms. Bhavya

Vikas, Assistant Professor, R V Institute of managementandMs. Annapoorna

A J, Principal Technical Writer, Oracle in partial fulfillment for the award of

Master’s Degree in Business Administration by Bangalore University.

I also declare that this project is the outcome of my own efforts and that it has

not been submitted to any other University or Institute for the award of any

other Degree or Diploma or Certificate.

Place:

Date:

Sharath Kumar

141GCMD111


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Rashtreeya Sikshana Samithi Trust

R V Institute of ManagementCA – 17, 36th Cross, 26th Main, 4th T Block Jayanagar, Bangalore – 560041

CERTIFICATE BY GUIDE

This is to certify that the Project Report titled“COPING WITH WORK STRESS-

SOLUTION TO PROBLEMS FACED BY WORKING WOMEN IN IT

SECTOR ” submitted by Mr. Sharath Kumar bearing Register Number

141GCMD111to Bangalore University, Bangalore for the award of Degree of Masterof Business Administration is a record of work carried out by him under my guidance.

Place:

Date:

Ms. Bhavya Vikas

Assistant Professor


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CERTIFICATE BY MENTOR

This is to certify thatMr. Sharath Kumar; bearing Register Number 141GCMD111of

R V Institute of Management has undertaken Project on the topic “COPING WITH

WORK STRESS-SOLUTION TO PROBLEMS FACED BY WORKING

WOMEN IN IT SECTOR ” between July 15, 2015 and August 17, 2015 under my

mentorship.

Place:

Date:

Ms. Annapoorna A J

Principal Technical Writer, Oracle


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CERTIFICATE OF ORIGINALITY

Date:

This is to certify that the Project Report titled “Coping with Work Stress-

Solution to Problems Faced by Working Women in IT Sector ” is an original

work of Mr. SharathKumar; bearing University Register Number

141GCMD111 and is being submitted in partial fulfillment for the award of the

Master’s Degree in Business Administration of Bangalore University. The

report has not been submitted earlier either to this University /Institution for the

fulfillment of the requirement of any course of study. Mr. Sharath Kumar is

guided by Ms. Bhavya Vikas who is the Faculty Guide as per the regulations of

Bangalore University.

Dr. T V Raju

Director


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ACKNOWLEDGEMENT

The successful completion of any task would be incomplete without mentioning the

people who made it possible and whose constant guidance secured as success.

I express my deep gratitude to our beloved Director Dr. T V Raju, R V Institute of

Management, Bangalore, for giving me an opportunity to complete this study

successfully.

I would like to thank my project guide Ms. Bhavya Vikas, Assistant Professor, R V

Institute of Management and external guide Ms. Annapoorna A J, Principal

Technical Writer, Oracle, Bangalore for their expert guidance and uplifting

inspiration, continuous support and cooperation throughout my project without which

the present work would not have been possible. They always extended full attention,

patient hearing and complete support to me, without which the present work could not

have come to light.

Above all, I express my indebtedness to my beloved parents for their motivation,

encouragement and support, which inspired me to carry out this work despite of all

hardships.

And lastly, I would like to thank all respondents from whom I interacted during my

project for their kind cooperation for helping me to complete this project work

successfully.

Date:Place: Bangalore

Sharath Kumar

141GCMD111


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CONTENT

Chapter

No.Chapter Title

Page

Numbers

Executive Summary i

I

Introduction

1.1

Introduction

1.2

Background information

1.3 Information Technology in India

1.4 Women at workplace

1.5

Significance of the study

1.6

Common Problems faced by Working Women

1

2

2

5

7

9

II

Methodology

2.1

Statement of problem2.2 Need and relevance of the study

2.3 Objectives of the study

2.4 Scope of the study

2.5 Methodology

2.6 Data collection

2.7 Tools for data analysis

2.8 Limitations of the study

1010

11

11

12

12

13

14

III

Data Analysis

3.1 Questionnaire Data Analysis3.2 SWOT Analysis

1536

IV

Findings, Conclusion and Suggestions

4.1 Findings

4.2 Conclusion

4.3 Suggestions

4.4Experiences and learning

38

39

40

41

References a

Detailed account of work done during the Project

Workb

Annexure c


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LIST OF TABLES

Table

numberDescription

Page

number

3.1.1 Table showing nature of work of employees 15

3.1.2 Table showing work duration of the spouse 16

3.1.3 Table showing number of children (under age 18) 17

3.1.4 Table showing the different facilities at workplace 18

3.1.5 Table showing when they catch up on extra work nightsand/or work

20

3.1.6 Table showing the most important reason for going to work 21

3.1.7 Table showing opinion about work 22

3.1.8Table showing the most important challenges faced by

working women23

3.1.9Table showing distribution of opinion about balancing both

family and workplace equally25

3.1.10Table showing overall stress level of the employees in a

typical week26

3.1.11Table showing health issues after becoming a working

women27

3.1.12Table showing how often their partner or children complain

that they don't have enough quality time for them29

3.1.13Table showing opinion of employees about work life

balance policy customization to individual needs

31

3.1.14Table showing opinion of employees about ONE THING

that will make their life as a working women better 33

3.1.15

Table showing opinion of employees about better work life

balance of employees can make the organization more

effective and successful

35


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LIST OF GRAPHS

Graph

numberDescription

Page

number

3.1.1Graph showing percentage distribution of nature of work of

the employees15

3.1.2Graph showing percentage distribution of working duration

of the spouse16

3.1.3Graph showing percentage distribution of number of

children17

3.1.4Graph showing percentage distribution of different facilities

offered by organizations18

3.1.5Percentage distribution of working women catch up on extra

work nights and/or work20

3.1.6Graph showing percentage distribution of most important

reason for going to work21

3.1.7Graph showing percentage distribution of opinion about

work22

3.1.8Graph showing percentage distribution of hardest part of

being a working women23

3.1.9Percentage distribution of opinion about balancing both

family and workplace equally25

3.1.10Graph showing percentage distribution of rating of stress

level of employees in a typical week 26

3.1.11Graph showing percentage distribution of health issues

faced by working women27

3.1.12

Graph showing percentage distribution of how often their

partner or children complain that they don’t have enough

quality time for them

29

3.1.13

Graph showing percentage distribution of opinion of

employees about work life balance policy customization to

individual needs

31

3.1.14


employees about ONE FECILITY that will make their life

better as a working women

33

3.1.15


employees about better work life balance of employees can

make the organization more effective and successful

35


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i

Executive Summary

In the history of human development, women have been as vital in the history

making as men have been. Undoubtedly, without the active participation of women in

national activities, the social, economic or political progress of a country will

deteriorate and become stagnant. During earlier days there were some man-made

boundaries for women but now women play vital roles in different sectors. Women

today are breaking that boundary and are playing the dual role of balancing domestic

life as well as professional life, giving a boost to their societal status in the process.

The major problems for working women arise out of the dual responsibilities of the

working woman - domestic work as well as office work.

The main objective of the study was to understand the problems and issues

faced by working women in India. Questionnaire including both close-ended and

open-ended questions was chosen for effective collection of data from the

respondents. The study was based on primary data collected within Bangalore city to

find out the possible solutions for working women which could help them to

overcome the problems that they face in the workplace.

The results of the study showed that majority of IT organizations provide

telecommuting and accommodation facility to their employees, but they are facing

problem in taking care of their child and are not able to spend quality time with them.

Some problems are definitely common, like mental and physical stress, lack of proper

balance between employment and family care, unfair treatment in the workplace,

stressful life and health issues etc.

Some probable solutions for problems plaguing urban working women that

could help them to overcome the problems that they face in the workplace are proper

safety and security measures by the parent organizations, more support from the boss

or co-workers, sensitive and supporting partners at home, flexible work schedule and

effective child care policies for women at the workplace will definitely improve the

performance of the working women and also the organization.


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Chapter

INTRODUCTION


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Coping with Work Stress-Solution to Problems Faced by Working Women in ITSector

R V Institute of Management Page 1

1.1 Introduction

In the history of human development, women have been as vital in the history

making as men have been. In fact higher status for women vis-à-vis employment and

work performed by them in a society is a significant indicator of a nation‟s overall

progress. Undoubtedly, without the active participation of women in national

activities, the social, economic or political progress of a country will deteriorate and

become stagnant. But ironically and tragically, women employees in general, are not

taken very seriously by their superiors, colleagues, or society at large. Having a career

poses challenges for women due to their family responsibilities. Traditionally Indian

women had been home makers but in the recent decades, proper education and better

awareness, in addition to the ever increasing cost of living has made them to go out

and choose careers. In a patriarchal society like India it is still believed that a man is

the primary bread winner of his family. Although Indian women have started working

outside their homes but still they have a long way to go both culturally, socially and

economically, to bring in positive attitudinal changes in the mind-set of people.

The need for balancing work-family of working women is very important. In

olden days man was considered as breadwinner and women was consider as home

maker but today everything was changed. Both men and women have equal

responsibility in work and family. In order to balances work and family the women

have to plan their career effectively. The good work-family balances includes the

priorities fixing by working women, awareness of current working position and

environment, update latest technology, fix schedule such a manner that sufficient

time with family, monitoring self-performance and improve the area when and where

required.

It is generally perceived that gender bias against working women starts right

from the stage of recruitment. Most of the Indian men are not ready to accept that

women are capable enough to work side by side with men in all the sectors, other than

in a few limited ones like teaching, nursing and in clerical sectors. Their capabilities

are generally underestimated as a result of which Indian women have a tendency to

opt for less demanding jobs even if they are highly qualified. Women have theresponsibilities to effectively manage their multiple roles in domestic as well as


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professional lives. Men generally do not offer any help in the households work. This

makes the life of working women extremely stressful.

1.2 Background information

While a majority of the women still face discrimination and gender bias, in the

last few decades, the number of women successful in politics, technology and

business etc. is definitely on the rise. Society has started seeing women in a different

perspective. They work as lawyers, nurses, doctors, social workers, teachers,

secretaries, managers and officers etc. There is no profession today where women are

not employed. However, it is true that working women have to face problems by

virtue of their sex. For centuries women have been subjected to exploitation and

torture, physically, sexually and mentally. There are innumerable challenge and

problems faced by them both at home and workplace. What is generally seen today, in

addition to various media and journal reports is that in the workplace women

generally face mental stress, sexual harassment, discriminatory practices, safety and

security issues etc. India‟s patriarchal society thinks of women only as homemakers

and sexual objects and is generally subjected to exploitation and torture.

1.3 Information Technology in India

Information technology in India is an industry consisting of two major

components: IT services and business process outsourcing (BPO). The sector has

increased its contribution to India's GDP from 1.2% in 1998 to 7.5% in 2012.

According to NASSCOM, the sector aggregated revenues of US$147 billion in 2015,

where export revenue stood at US$99 billion and domestic at US$48 billion, growing

by over 13%. India's Prime Minister Narendra Modi has started 'Digital India' project

to give IT a secured position inside & outside India.

Bangalore is considered to be the Silicon Valley of India because it is the leading IT

exporter. Exports dominate the industry and constitute about 77% of the total industry

revenue. However, the domestic market is also significant with a robust revenue

growth. The industry‟s share of total Indian exports (merchandise plus services)

increased from less than 4% in FY1998 to about 25% in FY2012. According to

Gartner, the "Top Five Indian IT Services Providers" are Tata Consultancy Services,

Infosys, Cognizant, Wipro, and HCL Technologies.


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Recent development in Information Technology

The biggest economic effect of the technologically inclined services sector in

India — accounting for 40% of the country's GDP and 30% of export earnings as of

2006, while employing only 25% of its workforce — is summarized by Sharma (2006):

"Today, Bangalore is known as the Silicon Valley of India and contributes 33% of

Indian IT Exports. India's second and third largest software companies are

headquartered in Bangalore, as are many of the global SEI-CMMI Level 5

Companies." Numerous IT companies are based in Mumbai such as TCS (among

India's first and largest), Reliance, Patni, L&T InfoTech, Myzornis Corporation and I-

Flex.

Employment Generationin Information Technology

This sector has also led to massive employment generation. The industry

continues to be a net employment generator — expected to add 230,000 jobs in

FY2016, thus providing direct employment to about 2.8 million, and indirectly

employing 8.9 million people. Generally dominant player in the global outsourcing

sector. However, the sector continues to face challenges of competitiveness in the

globalized and modern world, particularly from countries like China and Philippines.

India's growing stature in the Information Age enabled it to form close ties with both

the United States of America and the European Union. However, the recent global

financial crises has deeply impacted the Indian IT companies as well as global

companies. As a result, hiring has dropped sharply, and employees are looking at

different sectors like financial services, telecommunications, and manufacturing

industries, which have been growing phenomenally over the last few years. India's IT

Services industry was born in Mumbai in 1967 with the establishment of Tata Group

in partnership with Burroughs. The first software export zone SEEPZ was set up here

way back in 1973, the old avatar of the modern day IT Park. More than 80 percent of

the country's software exports happened out of SEEPZ, Mumbai in 1980s.


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Government Initiatives

The adoption of key technologies across sectors spurred by the 'Digital India

Initiative' could help boost India's gross domestic product (GDP) by US$ 550 billion

to US$ 1 trillion by 2025, as per research firm McKinsey.

Some of the major initiatives taken by the government to promote IT sector in India

are as follows:

India and the United States (US) have agreed to jointly explore opportunities

for collaboration on implementing India's ambitious Rs 1.13 trillion (US$

18.22 billion) „Digital India Initiative‟. The two sides also agreed to hold the

US-India Information and Communication Technology (ICT) Working Group

in India later this year.

India and Japan held a Joint Working Group conference for Comprehensive

Cooperation Framework for ICT. India also offered Japan to manufacture ICT

equipment in India.

The Government of Telangana began construction of a technology incubator

in Hyderabad — dubbed T-Hub — to reposition the city as a technologydestination. The state government is initially investing Rs 35 crore (US$ 5.64

million) to set up a 60,000 sq.ft. space, labelled the largest start-up incubator

in the county, at the campus of International Institute of Information

Technology-Hyderabad (IIIT-H). Once completed, the project is proposed to

be the world‟s biggest start-up incubator housing 1,000 start-ups.

Bengaluru has received US$ 2.6 billion in venture capital (VC) investments in2014, making it the fifth largest recipient globally during the year, an

indication of the growing vibrancy of its start-up ecosystem. Among countries,

India received the third highest VC funding worth US$ 4.6 billion.


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1.4Women at Workplace

Women in the workforce earning wages or a salary are part of a modern

phenomenon, one that developed at the same time as the growth of paid employment

for men; yet women have been challenged by inequality in the workforce.

Traditionally women have been the under-privileged ones in the society, not enjoying

the same rights or standards of living as the other half of the population. According to

Robin (2002) “Sexism is the r oot oppression, the one which, until and unless we

uproot it, will continue to put forth the branches of racism, class, hatred, ageism,

competition, ecological disaster and economic exploitation. No other human

differentiations can be similarly powerful in reproducing oppressions, and so, women

are the real left.”

Status of women can be broadly defined as the degree of socio-economic equality and

freedom enjoyed by women. Economic, social and cultural factors interplay for

reinforcing the gender differences in ownership, control and access to land trough

inheritance, marriage or informal networks. Women‟s economic status in the

household, depends on three levels of influence, viz., women‟s acquired economic

and social power, the socio-economic status of their households and the level ofsupport and opportunities in the community. Women‟s economic well-being is

usually enhanced by women acquiring independent sources of income that begets

increased self-esteem and improved conditions of their households and the overall

level of development in their communities. The gender gap in the ownership and

control of property is the most significant contributor to the gender gap in the

economic well-being, social status and empowerment of women.

Women have been playing vital roles in households since ages. Now women are also

recognized for their value in the workplace and are engaged in wide range of activities

of work in addition to their routine domestic work. Building a society where women

can breathe freely without fear of oppression, exploitation, and discrimination is the

need of the hour, to ensure a better future for the next generation.


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Google's workforce is only 30% female

The company released this information, along with its leadership stats: 79% male.

And this isn't just a Google problem — the same goes for Yahoo, who employs 37%

women, Facebook, which is 31%, and LinkedIn, which employs 39%.

56% of women in technology leave their employers midcareer

According to NCWIT, of the women who leave, 24% take a non-technical job in a

different company; 22% become self-employed in a tech field, 20% take time out of

the workforce, and 10% go to work with a start-up company. This is double the

turnover rate of men.

20% of software developers are women

The Department of Labour states that 56% of business jobs are women, and 36% of

physician jobs are held by women. Conversely, according to study on Silicon Valley

start-ups, only 12% of engineers there are women.

IT sector – kind of work it demands

Target should be reached on time.

More efficiency in work.

More involvement towards work.


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1.5Significance of the Study

Educated urban women are presumed to be more aware of the opportunities

and challenges of the workplace or educated urban women can better understand their

roles and limitations in the workplaces and are perceived to be bold enough to

develop their own personalities, with or without encouragement from their families.

An assessment of the problems and issues plaguing urban working women is therefore

a necessity for better understanding of workplace dynamics related to women.

During earlier days there were some man-made boundaries for women but now

women play vital roles in different sectors. Women today are breaking that boundary

and are playing the dual role of balancing domestic life as well as professional life,

giving a boost to their societal status in the process. The major problems for working

women arise out of the dual responsibilities of the working woman - domestic work as

well as office work. Though more and more women are coming out in search of paid

employment and their families also need their income, the attitude towards women

and their role in the family has not undergone much change. Even today, looking after

the family and children is generally perceived to be the primary responsibility of the

man.

It is possible to accept that as more and more women have entered the

workforce, there is no longer a solid family-support at home. “Women have increased

their participation in paid employment considerably during the past 30 years, but men

have not increased their participation in housework to the same extent”. Women still

perform majority of the care giving role and juggling of work in the family. Gender is

seen as a significant determinant of negative job spill-over because employed women

are expected to carry out the responsibility for family services and still be able to

smoothly handle their work roles. Although husbands have taken on more domestic

work than they did in earlier generations. Added to this is the phenomenon of guilt

experienced by women containing a general feeling of responsibility especially

towards their own children. It is a fact that women have to face problems just by

virtue of their being women. And if they are working the problems are multiplied

manifold. Social attitude to the role of women lags much behind the law. This attitude


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which considers women fit for certain jobs and not for other jobs influences those

who are involved in the recruitment of female employees.

Women working in some industries, factories, banks, hospitals etc. complain that they

do not get time to look after and give care to their babies. The efficiency of a working

woman is always suspected and questioned by most people, especially their male

counterparts. In the upper class cadres, it is generally seen that all qualifications

remaining similar, men are usually preferred. Authorities are doubtful whether women

would be able to handle male subordinates, take independent decisions, cope with

crisis and manage their duties properly. Even though women prove they are efficient,

authorities think twice before promoting them and even if women are given the

chance, there is always a remark that they were given the position because they were

women. Sexual harassment is another serious problem faced by working women.

Whether in the organized or unorganized sector, whether illiterate, low paid workers

or highly educated and highly paid executives, a large number of working women

face sexual harassment at the workplace at one time or another. This is mostly from

other male employees or their superiors. Women tend to hold lower-level positions

than men even when they have sufficient skills to perform higher-level jobs.


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1.6Common problems faced by working women are

The study evinces the following research problems for the study related to problems

and challenges faced by working women in the workplace and in household:

1.

Balancing between paid employment and family care.

2. Work related stress problems faced by working women.

3. Victims of physical harassment and unfair treatment in the workplace.

4.

Tolerance of abuse, violence, harassment and discrimination.

5.

Sexual harassment, mental pressure and safety problems.

6. Various health issues due to long working hours.

7.

Insufficient holidays.

8.

High targets.

The present study therefore aims at finding out if women face challenges in the

workplaces which pose problems for them, and what are those particular challenges

that women face working in the IT sectors and what credible solutions and coping

mechanisms can be offered to help them lessen such problems, so that women can

understand their own value and ability to face problems in different ways. The study

also aims at finding the problems of different age group working women and different

categories of women like single, married, separate/divorcee, widow etc.

Understanding the problems in a clear way would assist us in finding adequate

answers in reducing the problems.


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Chapter

METHODOLOGY


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Coping with Work Stress-Solution to Problems Faced by Working Women in IT

Sector


2. Methodology

2.1 Statement of problem

Major parts of Indian women are allowed to work; still they face some

problems in workplace and family. The problems faced in their work place are they

do not get the respect from their male colleagues in the workplace.This makes them

more stressful. Another most difficult problem faced by working women who have

small children as they forced to leave their child in day-care or in hands of maid on

whom they have little faith. This creates more tension in them and less concentration

on their work. Working women are not able to attend family function due to lack of

leave and also not able to give proper care to family members. This research is to find

out more challenges faced by working women and to find out possible solution for

them.

2.2 Need and relevance of study

Implication of the Study:

The study would help in understanding the present status of women in our

society and what kind of problems they are going through.

To find out possible solutions for problems and issues faced by working women and

also to find out the gaps between the problems faced and probable solutions to the

problems faced by working women. The study can yield results that can help us in

better understanding the problems and challenges faced by working women. Some

solutions can be offered for betterment of working women in the work place, to createawareness among the society about the equal importance of men and women.


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Sector


2.3 Objectives of the Study

The study attempts to address the following key research objectives:

To gain knowledge about the problems and challenges faced by urban working

women in the workplace.

To understand the various contributing factors of stress for the women

employees working in IT sector.

To identify the expectations of women employees from the organization.

To know the opinion of their family about their work life.

To know about their organizational satisfaction.

To find out possible solutions that could help them to overcome the problems

that they face in the workplace.

2.4 Scope of the Study

The study is exploratory in nature and seeks to identify the problems and

challenges faced by urban women in different professional sectors like public sector

enterprises, commercial organizations etc.The present study surveyed only urban

women employees in white collared jobs who have been in their jobs for at least six

months. The study was conducted within Bangalore city. Bangalore city is an IT hub;

multi-linguistic, multi-ethnic, multi-religious and multi-cultural. This diversity makes

it more attractive for this research study. The places covered for the study were

limited to Engineering services, Commercial organizations, IT solutions services etc.


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Sector


2.5Methodology

Methods adapted for establishing the validity and reliability of the study. Descriptive

research is conducted.

Data was collected using questionnaire and discussions.

Convenient sampling is the method of sampling applied.

The questionnaire consisted of 12 close ended, 4 open ended and one Likert

scale questions.

2.6 Data collection

Both Primary and Secondary data are collected and used for research study.

Primary data:

Primary data is data that has not been published before, i.e. the data is

collected from new research studies. It is the information which is obtained directly

from the first hand sources by means of structured questionnaire and also by

observation method. It gives the present information & true image for the study.It will

help us to understand better about the problem.

The sources of Primary Data are questionnaire and observation.

Sample size: 50 women employees of various IT organizations.


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Sector


Secondary data:

It is the data, which gives related information in the different field according to

our requirement. There are different sources available as secondary data. They are as

follows

Research articles

Journals publications

Professional magazines

Newspapers

Websites

Online journals

2.7 Tools for data analysis

Tables:Data collected from the survey is verified, stored and edited in to systematic

table form, tables were drawn for each questions separately in order to present data in

an understandable way.

Percentage:The tables contain the absolute figures and the percentage in respect to

the total figure. The percentage was used to simplify the study.

Graphs and Charts:The tables are represented pictorially to provide easy

comprehension of the data and final analysis were made. Summary of findings and

few suggestions will be based on the data collected.

SWOT Analysis on IT Sector

Two internal areas and two external areas are examined.

- Internal: Strengths and Weaknesses

- External: Opportunities and Threats


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Sector


2.8 Limitations of the Study

Focussed only on women working in IT sector.

The study area was confined to Bangalore city. Thus the results of the study

are applicable only to similar kind of situation analysis.

The study pertains to a certain time period. The result may not be valid for

over a longer period of time due to fast changing socio-economic and socio-

cultural setting in this study area.

Because of limitation of time and other resources involved in research, the

present study was restricted to a limited number of samples. The result drawn

from this study, therefore may have limited application i.e., it cannot be

assumed to provide information, capable of generalization over other regions

and could have regional biasness, but surely the broad similarities specific to a

particular gender, will provide some insight to the study.


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Chapter

DATA ANALYSIS


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Sector


3. Data Analysis

3.1 Questionnaire Data analysis

3.1.1

Table showing nature of work of employees:

No. of respondent Percentage (%)

Part time 18 36

Full time 32 64

Other 0 0

Total 50 100

3.1.1 Graph showing percentage distribution of nature of work of the employees:

Source: Primary data

Inference: According to above information 64% of working women go for full time

job and 36% of women go for part time job. The above data reflects that most of the

working women in IT sector go for full time job. IT sector demands that kind of

involvement.

36%

64%

Part time Full time


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Sector


3.1.2 Table showing work duration of the spouse:

No. of respondents Percentage (%)

Part time 5 10

Full time 30 60

Not applicable(single) 15 30

Not applicable(partner

stays at home)

0 0

Total 50 100

3.1.2 Graph showing work duration of the spouse:


Inference: According to above chart most of the spouse of working women go

for full time job i.e. 60%, 30% of working women are unmarried and 10%

working women’s spouses go for part time job.

10%

60%

30%

Part time Full time

Not applicable(single) Not applicable(partner stays at home)


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Sector


3.1.3 Table showing number of children (under age 18):


0 19 38

1 26 52

2 5 10

2+ 0 0

Total 50 100

3.1.3 Graph showing number of children (under age 18):


Inference: From the above chart it shows that 52% of working women have a one

child (under age 18), 38% of working women have no children and 10% of working

women have 2 children.

38%

52%

10%

0 1 2 2+


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Sector


3.1.4 Table showing the different facilities at workplace:


Flexible Hours 0 0

Telecommuting 12 24

Accommodation for

employees

16 32

Part time option 7 14

Job sharing 4 8

On-site child care 11 22

Total 50 100

3.1.4 Graph showing the different facilities at workplace:


24%

32%14%

8%

22%

Flexible Hours Telecommuting

Accommodation for employees Part time option

Job sharing On-site child care


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Sector


Inference: From the above chart it shows that 32% of organizations provide

Accommodation facility to their employees, 24% provide telecommuting facility,

22% of provide on-site child care facility, 14% provide part time option, 8% provide

job sharing facility which is less compared to others and no organization provides

flexible hours to their employees.


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Sector


3.1.5 Table showing when they catch up on extra work nights and/or work:


Occasionally 26 52

Often 3 6

Never 21 42

Total 50 100

3.1.5 Graph showing when they catch up on extra work nights and/or work:


Inference:According to the above chart 52% of working women occasionally catch

up on extra nights or extra work, 42% of the women employees never catch up on

extra work and only 6% of employees often catch up on extra nights or work.

52%

6%

42%

Occasionally Often Never


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Sector


3.1.7 Table showing opinion about work:


Stressful 18 36 Not stressful 12 24

It’s complicated 20 40

Total 50 100

3.1.7 Graph showing opinion about work:


Inference:From the above chart it shows that 24% of respondents say their work isnot stressful but most of the respondents said that their work is stressful or it is

complicated.

36%

24%

40%

Strssful Not stressful Its complecated


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Sector


3.1.8 Table showing the most important challenges faced by working women:


Lack of time with my kids 16 32

Lack of time with my

partner

19 38

Lack of time to myself 11 22

Guilt that I can't do

everything well

2 4

N/A(It's not hard) 2 4

Total 50 100

3.1.8 Graph showing the most important challenges faced by working women:


32%

38%

22%

4%4%

Lack of time with my kids Lack of time with my partner

Lack of time to myself Guilt that I can't do everything well

N/A(It's not hard) Other


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Sector


Inference: According to the above chartmajority of the respondents are not getting

enough time with their partner and kids, many of the respondents said they don’t get

enough time for themselves and less percent of respondents said they have a guilt that

they cannot do everything well.


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Sector


3.1.9 Table showing opinion about balancing both family and workplace equally:


YES 22 44

NO 9 18

Can’t say 19 38

Total 50 100

3.1.9 Graph showing opinion about balancing both family and workplace equally:


Inference: From the above chart it is concluded that most of the respondents are able

to handle both family and workplace but on the other hand almost same percent of

respondents are not sure whether they are able to handle or not and small number of

respondents said they fail to handle both family and workplace.

YES

44%

NO

18%

Can't say

38%


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Sector


3.1.10 Table showing overall stress level of the employees in a typical week:


1(Very little) 2 42 11 22

3 27 54

4 7 14

5(Extreme) 3 6

Total 50 100

3.1.10 Graph showing overall stress level of the employees in a typical week:


Inference:According to above table more than half of the respondents are facing

medium level of stress in a typical week, 22% of respondents facing low level of

stress, 14% of respondents face high level of stress, 6% of respondents face extreme

level of stress and very less percent of respondents face very little stress.

4%

22%

54%

14%

6%

1(Very little) 2 3 4 5(Extreme)


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Sector


Inference: From the above chart it clearly shows that more than 75% of respondents

face various health related issues and too less percent of respondents who are not

facing any health issues. It indicates working in IT sector affects the health of the

employee.


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Sector


3.1.12 Table showing how often their partner or children complain that they don't

have enough quality time for them:


Never 15 30

Rarely 19 38

Sometimes 9 18

Often 4 8

Always 3 6

Total 50 100

3.1.12 Graph showing how often their partner or children complain that they don't

have enough quality time for them:


Never

30%

Rarely

38%

Sometimes

18%

Often

8%

Always

6%

Never Rarely Sometimes Often Always


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Sector


Inference:According to above chart 38% of respondents said that their children or

partner rarely complain that they don’t have enough quality time for them, 18% of

the respondents said sometimes they complain, less percent of respondents said they

often and always complain and 30% of respondents said they never complain about

this.


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Sector


3.1.13 Table showing opinion of employees about work life balance policy

customization to individual needs:


Strongly agree 10 20

Agree 29 58

Indifferent 11 22

Disagree 0 0

Strongly disagree 0 0

Total 50 100

3.1.13 Graph showing opinion of employees about work life balance policy

customization to individual needs:


20%

58%

22%

Strongly agree Agree Indifferent Disagree Strongly disagree


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Sector


Inference:From the above chart it clearly indicates that more than half of the

respondents agreed to customization of work life balance policy individual needs,

20% of respondents strongly agreed to this and 22% of respondents neither agreed nor

disagreed.


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Sector


3.1.14 Table showing opinion of employees about ONE THING that will make

their life as a working women better:

No. of respondents Percentage (%)Flexible schedule 12 24

Good part time option 5 10

More supportive boss/co-

worker

9 18

More paid time off 3 6

Telecommuting 5 10

More help with

chores/kids

6 12

Better childcare 8 16

More meaningful work 2 4Total 50 100

3.1.14 Graph showing opinion of employees about ONE THING that will make their

life as a working women better:


24%

10%

18%6%

10%

12%

16%

4%

Flexible schedule

Good part time option

More supportive

boss/co-worker

More paid time off

Telecommuting

More help with

chores/kids


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Sector


Inference: According to the above chart most of the respondents are expecting

flexible schedule from the organization will make their life better as a working

women, almost same number of respondents suggested for more supportive boss/co-

workers and better childcare option as they are facing problems in taking care of their

kids.


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Sector


3.1.15 Table showing opinion of employees about better work life balance of

employees can make the organization more effective and successful

No. of respondents Percentage (%)YES 39 78

NO 0 0

Can't say 11 22

Total 50 100

3.1.15 Graph showing opinion of employees about better work life balance of

employees can make the organization more effective and successful:


Inference:According to the above chart more than 75% of the respondents said better

work life balance of employees will make the organization more effective and

successful and 22% of the respondents had no idea about this.

78%

22%

YES NO Can't say


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Sector


EXTERNAL AREA

Opportunities

High quality IT education market.

Increasing number of working age people.

India‘s well developed soft infrastructure.

Upcoming International Players in the market.

Threats

Lack of data security systems.

Countries like China and Philippines with qualified workforce making efforts

to overcome the English language barrier.

IT development concentrated in a few cities only.


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Chapter

FINDINGS,

CONCLUSION

&

SUGGESTIONS


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Sector


4. Findings, Conclusion and Suggestion

4.1 Findings

Most of the women prefer full time job rather than part time.

Majority of IT companies provide Telecommuting and accommodation

facility.

Women working in IT organizations rarely catch up on extra night or

additional work.

Most of the working women find their work stressful or complicated.

Most of the working women in IT organization do not get enough time with

their kids and partner.

Majority of working women are not able to balance both - family and

workplace equally.

Most of the working women face medium level of stress in a typical week.

Majority of working women are facing health issues.

Majority of working women partner or children complain that they do not

have enough quality time for them.

Most of the working women in IT organizations feel that work life balance

policy of the organization should be customized for individual needs.

Majority of working women think flexible schedule, more supportive boss or

co-workers and better child care facility will make their life better as working

women.

Most of the working women in IT organization feel that a better work life

balance of employees can make the organization more effective and

successful.


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Sector


4.2 Conclusion

Women face problems while leaving kids at home and going to office early in

the morning.Women who have more than one child have high stress level. They are

generally unable to give proper and quality time to households, kids and family.

Majority of women in IT sector have stress and health related problems due to

overload of work and not flexible working hours. They are facing lack of support

from their boss or co-workers. If they get proper support from their higher authority it

will definitely improve the performance of the organization.


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Sector


4.3 Suggestions

Child care facilities and Child care leave for working women should be

provided by every organisation.

Flexible timing and Possibility to work from home are required for working

women.

Partners can be more sensitive to women’s needs, and counter tradition by

helping their wives perform daily tasks and take care of children.

Boss of the organization or co-workers should be more supportive towards

women employees.

Work life balance policy of the organization can be customized for individual

needs.

Short breaks can be provided between the work hours to reduce stress.

Emergency medical assistance inside the organization.

Maintaining good social life helps to reduce stress and depression.

Regular health check-ups and maintaining healthy diet is essential.


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Sector


4.4 Experiences and learning

From the above project on “Coping with Work Stress-Solution to Problems

Faced by Working Women in IT Sector ” I have learnt that working women are doing

their best to manage both household and workplace equally. In spite of their busy

schedule they are managing time for their family and children.

I also learnt about the importance of multi-tasking, time management and it

was a good experience interacting with working women and understanding their

concerns. It is important to know how to handle difficult situations and still not

undergo too much stress.


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a

References


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REFERENCES

JOURNALS AND ARTICLES

Budhwar, P. S., Saini, D. S., &Bhatnagar, J. (2005). Women in Management in the

new economic Environment: The case of India. Asia Pacific Business Review, 11(2),

179-193.

Karat, B. (2005). Survival and emancipation: notes from Indian women's struggles.

Three Essays Collective.

Karat, B. (1997). The Multiple Struggles of Women. Frontline, 14(19).

Majumdar, M. (2004). Social status of women in India. New Delhi: Dominant

Publishers and Distributors.

Sarkar, L., &Sivaramayya, B. (Eds.). (1994). Women and law: contemporary

problems. New Delhi: Vikas Pub.

ONLINE REFERENCES

https://mitpress.mit.edu/books/women-and-information-technology

http://www.forbes.com/sites/markfidelman/2012/06/05/heres-the-real-reason-there-

are-not-more-women-in-technology/

http://ischool.syr.edu/academics/special-initiatives/women-in-information-

technology/

http://blogs.siliconindia.com/munmungarg/Miscellaneous/Problems-faced-by-

Working-Women-bid-6o9R741r50475322.html

http://articles.economictimes.indiatimes.com/2010-11-07/news/27629183_1_private-

hospitals-government-jobs-women-professionals

http://www.theglobaljournals.com/ijar/special_file.php?val=December_2014_141882

1748__72.pdf

http://www.citehr.com/337109-challenges-faced-women-workers-workplace.html

http://www.business-standard.com/article/companies/women-in-india-s-technology-

sector-aim-high-but-earn-less-study-114011600542_1.html

https://mitpress.mit.edu/books/women-and-information-technologyhttps://mitpress.mit.edu/books/women-and-information-technologyhttp://www.forbes.com/sites/markfidelman/2012/06/05/heres-the-real-reason-there-are-not-more-women-in-technology/http://www.forbes.com/sites/markfidelman/2012/06/05/heres-the-real-reason-there-are-not-more-women-in-technology/http://www.forbes.com/sites/markfidelman/2012/06/05/heres-the-real-reason-there-are-not-more-women-in-technology/http://ischool.syr.edu/academics/special-initiatives/women-in-information-technology/http://ischool.syr.edu/academics/special-initiatives/women-in-information-technology/http://ischool.syr.edu/academics/special-initiatives/women-in-information-technology/http://blogs.siliconindia.com/munmungarg/Miscellaneous/Problems-faced-by-Working-Women-bid-6o9R741r50475322.htmlhttp://blogs.siliconindia.com/munmungarg/Miscellaneous/Problems-faced-by-Working-Women-bid-6o9R741r50475322.htmlhttp://blogs.siliconindia.com/munmungarg/Miscellaneous/Problems-faced-by-Working-Women-bid-6o9R741r50475322.htmlhttp://articles.economictimes.indiatimes.com/2010-11-07/news/27629183_1_private-hospitals-government-jobs-women-professionalshttp://articles.economictimes.indiatimes.com/2010-11-07/news/27629183_1_private-hospitals-government-jobs-women-professionalshttp://articles.economictimes.indiatimes.com/2010-11-07/news/27629183_1_private-hospitals-government-jobs-women-professionalshttp://www.theglobaljournals.com/ijar/special_file.php?val=December_2014_1418821748__72.pdfhttp://www.theglobaljournals.com/ijar/special_file.php?val=December_2014_1418821748__72.pdfhttp://www.theglobaljournals.com/ijar/special_file.php?val=December_2014_1418821748__72.pdfhttp://www.citehr.com/337109-challenges-faced-women-workers-workplace.htmlhttp://www.citehr.com/337109-challenges-faced-women-workers-workplace.htmlhttp://www.business-standard.com/article/companies/women-in-india-s-technology-sector-aim-high-but-earn-less-study-114011600542_1.htmlhttp://www.business-standard.com/article/companies/women-in-india-s-technology-sector-aim-high-but-earn-less-study-114011600542_1.htmlhttp://www.business-standard.com/article/companies/women-in-india-s-technology-sector-aim-high-but-earn-less-study-114011600542_1.htmlhttp://www.business-standard.com/article/companies/women-in-india-s-technology-sector-aim-high-but-earn-less-study-114011600542_1.htmlhttp://www.business-standard.com/article/companies/women-in-india-s-technology-sector-aim-high-but-earn-less-study-114011600542_1.htmlhttp://www.citehr.com/337109-challenges-faced-women-workers-workplace.htmlhttp://www.theglobaljournals.com/ijar/special_file.php?val=December_2014_1418821748__72.pdfhttp://www.theglobaljournals.com/ijar/special_file.php?val=December_2014_1418821748__72.pdfhttp://articles.economictimes.indiatimes.com/2010-11-07/news/27629183_1_private-hospitals-government-jobs-women-professionalshttp://articles.economictimes.indiatimes.com/2010-11-07/news/27629183_1_private-hospitals-government-jobs-women-professionalshttp://blogs.siliconindia.com/munmungarg/Miscellaneous/Problems-faced-by-Working-Women-bid-6o9R741r50475322.htmlhttp://blogs.siliconindia.com/munmungarg/Miscellaneous/Problems-faced-by-Working-Women-bid-6o9R741r50475322.htmlhttp://ischool.syr.edu/academics/special-initiatives/women-in-information-technology/http://ischool.syr.edu/academics/special-initiatives/women-in-information-technology/http://www.forbes.com/sites/markfidelman/2012/06/05/heres-the-real-reason-there-are-not-more-women-in-technology/http://www.forbes.com/sites/markfidelman/2012/06/05/heres-the-real-reason-there-are-not-more-women-in-technology/https://mitpress.mit.edu/books/women-and-information-technology


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b

DETAILED ACCOUNT OF

WORK DONE

DURING THE PROJECT


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WORK DONE DIARY

Student Name: SHARATH KUMAR Register Number: 141GCMD111

Week: I Period: 15/07/2015 TO 24/07/2015

Dates Work Carried out

15/07/2015Browsed the internet, library, journals for topics. Shortlisted 15 topics.

Discussed the topics with the guide.

16/07/2015Discussed topic with the guide and finalized the topic – Problems faced

by working women in IT sectors.

17/07/2015

Study relating to the topic was done and collected information from

different sources; internet, relatives, and friends etc.

External mentor’s contact finalized.

20/07/2015Read articles and journals through internet on google scholar,economist blog and sheroes.in.

Also read articles sent by the mentor relating to the topic.

Identified parameters to be included in the questionnaire.

21/07/2015

Prepared the questionnaire, with the help of mentor who made

necessary changes in the questions.

Questionnaire contained 12 close ended questions, 4 open ended

questions and one Likert scale questions

22/07/2015Discussed with the mentor about the next plan of action – procedure to

contact the women employees from different companies was discussed

23/07/2015Collected contact information of various women employees working invarious IT sectors in Bangalore city from the mentor and also from

LinkedIn. Started preparing the introduction of report.

24/07/2015

Prepared introduction part of the report with the help of mentor. Reportcontained introduction, background and research problems.

Information are also collected from various websites -http://www.academia.edu/, http://www.wscpedia.org/, http://www.dnaindia.com/, http://forbesindia.com/

Signature of the Student

Signature of the Mentor Signature of the Guide

http://www.academia.edu/http://www.academia.edu/http://www.wscpedia.org/http://www.wscpedia.org/http://www.wscpedia.org/http://www.dnaindia.com/http://www.dnaindia.com/http://forbesindia.com/http://forbesindia.com/http://forbesindia.com/http://forbesindia.com/http://www.dnaindia.com/http://www.wscpedia.org/http://www.academia.edu/


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WORK DONE DIARY


Week: II Period: 27/07/2015 TO 01/08/2015


27/07/2015

Administered the questionnaire to a small group of 10 women

employees in JP Nagar as a pilot study, also discussed it with the

mentor. Finalized the questionnaire with 15 questions at the end of the

day.

28/07/2015

Came to college for discussion of first chapter with the guide. Showed

the questionnaire to the guide. Guide asked me to make some changes in

questions, to add some additional questions and also to remove some

questions. After editing the questionnaire it got approved by the guide

with 17 questions.

29/07/2015

Conducted survey in JP nagar area by using the questionnaire and face

to face discussions. Collected samples from different organizations –

GlobalTech, IMT solutions etc.

30/07/2015Conducted survey on Bannerghatta road. collected samples from various

IT sectors – MPIT, RECOTEC etc.

31/07/2015

Conducted survey in Jayanagar area. Prepared 2nd chapter i.e.

methodology part of the project report, and also prepared PowerPoint

presentation for the next day presentation in college.

01/08/2015Attended the meeting with guide, submitted the 2nd chapter for

correction.




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WORK DONE DIARY


Week: III Period: 03/08/2015 TO 08/08/2015


03/08/2015

Came to college to meet the guide, submitted the methodology part of

the project to guide.

Conducted survey using questionnaire in Banashankari area by visiting

various organizations.

04/08/2015

Collected the information about root cause analysis, fish bone, Scatter

diagram etc. from the internet.

Studied in-depth about the tools which can be used for data analysis.

05/08/2015 Made the entry of data collected from survey in MS-Excel.

06/08/2015

Question wise tabulation of data collected from the questionnaire to

excel for preparation of graphs and charts.

Guide asked to meet Dr. N.S.Viswanath, Director and Principal, MP

Birla Institute of Management to seek advice from him about the topic.

07/08/2015

Visited MP Birla Institute of Management to meet Dr. N.S.Viswanath,

the Director and Principal. Gathered some inputs from sir about the

data interpretation, he asked to tabulate the questionnaire survey details

to MS-Excel and send it to him through mail for further interpretation.

Started preparing the data analysis from questionnaire using graphs and

percentage.

08/08/2015Attended the meeting with the guide and made the presentation about

the work done and discussed the 2nd chapter.




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WORK DONE DIARY

Student Name: Sharath Kumar Register Number: 141GCMD111

Week: IV Period: 10/08/2015 TO 15/08/2015


10/08/2015Prepared findings for the data collected from the survey by the help of

inference given for the questionnaires.

11/08/2015

Prepared the suggestions and conclusion based on the findings made

from the data collected.

12/08/2015

Met the mentor and discussed about the findings, suggestions and the

conclusion made from the data and collected information from her for

the suggestions on the findings.

13/08/2015

Met the guide and collected the 3rd chapter i.e., Data analysis and

Interpretation and took advice from the guide on the 3rd chapter for the

inference given for the data.

14/08/2015Met the guide and discussed about the progress made for the 4th chapter

of the study and also discussed about the format of the project report.

17/08/2015

Prepared thereport with all the necessary adjustments required for the

final project report and also preparation of executive summary was

done.




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c

ANNEXURE


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Dear Madam,

I am a student of RV Institute of Management. As a part of my Curriculum I have

undertaken a project on Problems faced by Working Women in IT sector. The data

collected through this questionnaire will be used only for academic purpose and will

be treated with utmost confidentiality.

NAME:

1) WORK STYLE

Part time (32 hours/week or less)

Full time (more than 32 hours/week)

Other, please specify: __________________________

2) Working duration of spouse

Part time (32 hours/week or less)

Full time (more than 32 hours/week)

Not applicable: (I'm single)

Not applicable: (My partner is a stay at home parent)


3) Number of children (under age 18)

0

1

2

2+

4) Workplace offers (please choose any that apply)

Flexible hours

Telecommuting

Accommodations for breastfeeding employees

Part time option


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Job sharing

On-site child care

Other perks (please specify): __________________________

5) When do you catch up on extra work nights and/or weekends...?

Occasionally

Often

Never

6) Tick the most important reason for going to work

My family needs my income

I enjoy it

To keep a foot in the door in my career

I don't think I'd be fulfilled as a stay-at-home parent


7) In general, would you say your work is...?

Stressful

Not stressful

It's complicated (please specify): __________________________

8) What's the hardest part about being a working women?

Lack of time with my kids

Lack of time with my partner

Lack of time to myself

Guilt that I can't do everything well

N/A (It's not hard.)


9) Family and workplace- can you balance in both the sector equally?

YES

NO

Cannot say


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10) How would you rate your overall stress level in a typical week?

(On a scale of 1-5, with 1 being very little stress, and 5 being extreme stress)

1 (Very little)

2 3

4

5 (Extreme)

11) What type of problem do you face during going to workplace?

_______________________

_______________________ _______________________

12) What kind of problem do you face in home for working outside?

______________________

_______________________

_______________________

13) Since you've become a working women, have you experienced any of these health

problems? (Check all that apply)

Depression

Anxiety

Unhealthy weight gain/loss

Extreme fatigue

Insomnia (Sleeplessness) Migraines

I get sick all the time!


14) Does your partner or children ever complain that you don’t have enough quality

time for them?

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


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15) Do you feel work life balance policy in the organization should be customized to

individual needs?

a)

Strongly agree

b) Agree

c) Indifferent

d)

Disagree

e) Strongly disagree

16) If you could pick ONE THING that would make your life as a working women

better, which would it be?

Flexible schedule

Good part time option

More supportive boss/co-workers

More paid time off

Telecommuting

More help with chores/kids

Better childcare

More meaningful work


17) Do you think a better work life balance of employees can make the organization

more effective and successful?

Any last comments? ______________________

Your email (optional in case I have a follow up questions)

Documents

Coping with work stress - Solution to the problems faced by working women in IT sector