Work Life Balance of Working Women – A Study with Special Reference to Primary School Teachers in Hospet Taluka

*Roopa.P.C. Asst Professor of Commerce, Shri Shankar Anand Singh Government First Grade College, Hospet.

**Dr.Shailaja.S.M. Associate Professor and Co-ordinator, Dept of Commerce, SSA G F C College, (Autonomous) Bellary

Abstract

This paper This study investigates the factors affecting work life balance among working women and the

consequences of poor-work life balance. Work life balance is a term used to describe the balance between

an individual's personal life and professional life. A healthy work-life balance assumes great significance

for working women particularly in the current context in which both, the family and the workplace have

posed several challenges and problems for women. The dynamics of the work environment have exerted

enormous pressure on working women as they need to cope with virtually two full time jobs – one at the

office and the other at home. Review of literature related to the subject has revealed that working women

experience greater difficulty than men in balancing work and family. It is also found that they experience

conflict as there is job spill over into the home more frequently than home spill over into work. Besides to

succeed in one environment, working women are often called upon to make sacrifices in another as each

of the environments makes different demands on them and have distinct norms to adhere to.

Major consequences of poor work-life balance are high levels of stress and anxiety, disharmony at home,

experiencing job burnout and inability to realize full potential. They feel irritable and resentful often due

to their inability to balance work and family life. The findings have implications for working women and

provide insights into finding solutions to maintain healthy work life balance. Two models of work life

balance, viz. role-analysis model and three factor model have been developed to enable working women

resolve the conflict caused due to poor work life balance. These models equip women with the

mechanism to strike a fine balance and make them smarter, healthier and happier in every facet of their

lives. Both the models assume greater significance for working women across the world as it helps them

resolve the dilemmas of managing their multiple roles in the personal and professional lives.. After the

mining industry boomed in Bellary district/ Hospet taluka, many citizens left their traditional livelihoods

and shifted to more mining-related employment opportunities. However, when mining activities were

stopped, people lost their source of income. The mining also affected the fertility of their land immensely

which made it impossible for them to rebuild a livelihood in farming. Employment schemes were

developed on Gram Panchayat (village council) level, however those guarantee only 100 days of work

which is not enough to provide a year-long livelihood for a family. Consequently, people started

migrating in search of a job. This phenomenon affected the youth’s education significantly.

Key words: Gram Panchayat, livelihood, Hospet, women , Gram Panchayat, teacher

Introduction

Work-life balance sounds ideal in theory. But figuring out how to finagle it all is always a challenge,

especially when the system is stacked against us. A demanding career makes things even more difficult:

Between the deluge of emails, back-to-back meetings, and nonstop deadlines, it’s tricky enough to

squeeze in a cappuccino run, let alone carve out time for lunch with your friends, the kids’ school play or

barre class. Data were obtained through a structured selected working women across

organizations/institutions in Hospet. The response rate was about 93% and the obtained data were

statistically analysed. Results indicate that a significant proportion of working women are experiencing

difficulty in balancing work and family due to excessive work pressure, too little time for themselves and

the need to fulfill others' expectations of them. Majority of the working women experience job spill over

into the home as they have to put in longer hours. Work-life balance has become a subject of concern for

both research scholars and business leaders in view of the contemporary demographic, technological,

market, and organisational changes associated with it.

However, there has been little academic attempt to provide a holistic picture of work-life balance benefits

and programmes (WLBPs) offered by various organisations in India. With the basis of extant literature,

primary and secondary data, the present paper has made an effort to understand the current status of

WLBPs in Indian organisations and to identify its future prospects. The paper has discussed the

challenges for effective implementation of such policies, which can help HR managers to be cautious

before introducing WLBPs in their respective organisations. Analysis of literature and available data

suggests that family-friendliness of employers in India have been reflected in various welfare provisions

which has been a matter of concern for employers since industrialization. With time, the scope and

coverage of such initiatives have broadened and have become more individual growth and family well-

being oriented. However, these policies and practices are more prominent in new economy organisations

such as software and services organisations. Moreover, the range of WLBPs varies across organisations

and there is still a long way to go when WLBPs will become strategic HR initiatives in most

organisations.

Objective:

This paper intends to explore the nature of work life balance of working women study with emphasis

school teachers in Hospet taluka. As the increasing awareness and better spending power, women

employees want to spend quality time doing things they love apart from work thus placing more emphasis

on work-life balance (WLB)

Work-life balance historical perspective

Concern over work and family issues has increased on account of the changes in which work has been

defined and modified by the processes of modernisation and industrialization, as well as the entry of

women into the world of paid work. As a result, research on work-family balance has become a

welldefined area of research in its own right. Work and family balance relates to the amount of time

devoted to one’s life at work, relative to the time spent outside work. The goal is not to achieve equal

amounts of time at home and at work, but the amount that is appropriate for a particular individual or

family. Getting a perfect balance is rarely achievable, but when these two spheres are not in harmony with

each other, individual and family well-being suffers. While work-family balance is an increasingly

popular term, there is no clear consensus on what it means, although most definitions have included the

concept of juggling, sustainability and flexibility. The concept of work-family balance has been used to

explain the equilibrium between responsibilities at work and responsibilities outside work. Work-family

balance metaphor is a social construct located within a particular period of time and originating in the

Western world as a response to dilemmas regarding the management of work and family life. Research in

this domain emerged at a time when the number of women entering the labor market grew and resulted in

a focus on working mothers and dual-earner families. It is also known as work-family interaction, work-

family fit, work-life balance and work-family integration. Initial research on the family in Western

countries emerged during World War II, when women were encouraged to join the paid workforce in U.S.

and U.K. However, in order to provide jobs to troops returning from the War, women were asked to

resume their family roles. Scholars began to show interest in the intersection of work and family roles

because of the flux in gender roles resulting from these social dynamics. The early period after World

War II was considered as an idealisation of the

Indian family with the husband as the main breadwinner and the wife as housewife and mother, by the

timeline study of work-family research conducted in the India. In order to secure the rights of working

women in the lower middle class and of business and professional women in the upper class, a movement

was started during that period. On the other hand, a strong feminist movement emerged during the 1960s

and 1970s, which resulted in a critical evaluation of the traditional gender roles in the economy. The

number of dual earner couples began to rise as a result of the oil crisis, which in turn raised the cost of

living during that period. However, during the 1980s, it became clear that women were taking on the

burden of dual roles instead of being liberated from traditional gender roles, which led to some

disillusionment with the increasing role of women in the workforce. In addition, family friendly policies

were also introduced in the workplace during that period. During the 1990s, the focus was on the

expansion of work-family research to previously less studied populations in the India such as ethnic

groups, single-parent families, and poor working families, as well as on the organization’s role to reduce

the pressures of work and family faced by the employees (Pruitt & Rapoport, 2002).

As opposed to advocating government responses in the form of public policy on matters pertaining to

childcare, the India. government adopted a different approach to manage work-life issues of their

employees by motivating organizations to look after the needs of their employees by making them

important stakeholders in the process. Thus, in comparison to other developed countries such as Australia

and Canada, which focused on more governmental interventions to manage work-family pressures, the

India followed the policy of short unpaid family leave. There is still debate about the definition of work-

family balance but it implies that there is a balance between the demands of work and family (Guest,

2001). Work-family balance has been a catch phrase over the past decade as a result of the increased

demands from work and family (Frone, 1992). Some researchers (Joplin et al, 2003) prefer to use an

overarching concept of equilibrium, balance and harmony while other researchers use the concept of fit

and incorporate the demands of the role and environment and the availability of personal resources. In

addition, some researchers (Clark 2001) have defined work-family balance as an absence of work-family

conflict or increasing levels of work-family enrichment. Others defined work-family balance as an

effective juggling act between paid work and various activities that are important to people. Researchers

(Kalliath & Brough 2008; Clark 2001) have also focused on the compatibility of both roles and their

promotion of growth, satisfaction between multiple roles, perceived control between multiple roles, and

relationship between conflict and facilitation. Work-family balance is an art of managing both the work

and family domain effectively.

Work family balance suggests that work should not hinder other things which are important in people’s

lives, such as quality time with their family, leisure time or recreational activities, personal development,

etc. Balancing these two roles equally will not result in work-life balance, nor will the setting aside of an

equal number of hours for each role lead to work-family balance. The balance which seems appropriate

today may seem inappropriate tomorrow. The ideal balance in a person’s life may vary across the

different phases of one’s life, i.e. before marriage, after marriage, with children, when starting a career or

after retirement. In sum, there is no one-size fits all or picture-perfect work-family balance. Moreover, in

recent decades, the work pressure has been intensifying for both men and women. Different factors

associated with work have resulted in excessive stress and strain among workers.

Work life balance work demands single-parent families

As a result, there is a work domination of family life created by work demands, which in turn results in

workfamily imbalance. In order to be successful in both the roles, women try to organise and balance

their work and family domains, for which a great deal of adjustment and accommodation is required. For

the last two decades, work-family issues have become a growing concern among researchers due to

significant changes in the work force, such as the entry of an increasing number of women into the labor

market as well as the existence of dual-earner, and single-parent families.

In order to achieve top positions in executive jobs, women across the globe have to face obstacles and

barriers. According to the International Labor Organization’s Report, 2001 titled “Breaking Through The

Glass Ceiling: Women in Management”, women in the United States had made more progress as

compared to women in other countries, despite the fact that they held only a small percentage of

executive positions. The changing roles of women in business and government in more than 70 countries,

steps to improve opportunities for women by highlighting the obstacles faced by them in their career

development, and promoting gender equality, were some of the issues that were examined in the report.

The report concluded that women in these countries were experiencing glass walls in addition to glass

ceiling where women were denied training and mid-level positions which could have helped them to

reach top-level jobs.

The predominance of male values and gender roles was considered as another factor that prevented

women from reaching top jobs. The main hindrance faced by women, in recruitment and promotion to

management positions, was the dominance of male values followed by family obligations according to the

report of a survey conducted on bank managers in the European Union during the year 1999. A study on

lawyers revealed that various work-related factors contributed to time-based and strain-based work to

non-work conflict among married female and male lawyers. Work involvement, work-role stressors and

work context were considered as three major factors in this study, out of which the single factor

responsible for work—non work conflict for both male and female lawyers was work overload. Factors

which contributed to work—non work conflict varied between male and female lawyers. Moreover,

female lawyers preferred working in firms that had a larger number of female lawyers. Since the strain-

based conflict of female lawyers was increased by additional family roles.

Problems of a woman at work

There are several problems that a woman encounters when she decides to undertake a job in India. The

root cause of the problem is the patriarchal structure of the society, where women are expected to give the

highest priority to the needs of the family irrespective of whether they work outside the house or not.

Their primary role is considered to be looking after the home and children, and their employment outside

the home is still regarded as secondary (Arora, 2003). Women’s pregnancy and maternity leave might

result in a delay in their promotions as compared to their male counterparts. They also face sexual

harassment and exploitation in their workplace (Shukla, 2003).

Primary school teachers are typically responsible for teaching children from first through fifth grades.

They play an important role in developing a child's intellect and work habits, as primary school is the first

time most children are in a strictly educational environment. While pre-kindergarten and kindergarten

classes do teach children some basic skills and knowledge, such as shapes and colors, primary school

immerses children in the educational environment they will be experiencing until graduation from high

school. Primary school teachers usually have one class of students that they will teach various subjects to

for the entire school year. Subjects include mathematics, reading and writing, history and science. Some

primary school teachers, however, specialize in one subject, such as art, music, or physical education.

These teachers are responsible for instructing various groups of students.

When working women try to manage both home and job along with the demands of childcare, they are

bound to experience role conflict. One of the greatest drawbacks which resulted from being focused on

their career is the high chances of disharmony in their family life, where the modern educated husbands

too expect their wives to serve them and the household despite the women working outside the homes.

Studies also revealed that the discrimination which a woman faced at the workplace was related to the

lower job commitment which was acquired through the socialisation process. When women consider

work as an additional role and do not set career goals, they are likely to face problems at work. A low

representation of women in higher posts has been considered as a reflection of discrimination in

recruitment policies or prejudices as well as the lack of orientation and commitment of women towards

their careers. In addition, there are also studies that focused on the changes taking place in women’s lives

as a result of their employment.

Women in non agri sector and teaching in Hospet

Women were able to create a bigger space for themselves by emerging out of the traditional role.Several

factors are responsible for affecting the personal and professional lives of women in Western countries

which was demonstrated by a study conducted on female medical practitioners in Australia, Britain and

Denmark. The study revealed that balancing job and family, job satisfaction, autonomy, fair

remuneration, availability of flexible work schedules and having an edge over the decision-making

process were some of the factors that affected the lives of women. In addition to these, some of the

personal issues were self-care, quality time with spouse, children, family and friends and

timemanagement in order to pursue interests which were non-medical in nature. The conflicts arising out

of these demands reduced the job satisfaction of female professionals which in turn led to imbalances and

stress in their lives. In order to achieve a balanced and successful personal and professional life, what was

required was a supportive family, a flexible work environment and changes in culturally based

expectations of female professionals. Organizations across cultures are known to implement various

work-life balance practices which are beneficial in reducing work-life issues as well as in enabling

employees to be more effective at work and in the performance of various roles. Organizations are

increasingly pressurised to design various kinds of practices which will facilitate the efforts of employees

to fulfil their personal and professional commitments.

The IHDS surveys found that the construction of either a kutcha or a pucca road increased the odds of

women’s participation in non-farm work by 1.5 and 1.4 times, respectively.

Their gains were higher than that of men, who also benefited from road construction by 1.2 times for

kutcha roads and 1.4 times for pucca roads, according to the study, reflecting the long-standing gender

gap in employment. With men outnumbering women in the workforce, more women than men stand to

gain from improved transport infrastructure. Several work-life balance initiatives have been taken up by

organizations to assist employees to balance their work and family responsibilities efficiently, further

their well-being and provide organizational benefits. There are a variety of family-friendly policies such

as flexible working hours, part-time work, job-sharing, compressed work weeks, telecommuting, parental

leave, and on-site child-care facility.

The non-agricultural employment rate has also increased significantly for both men and women over the

seven years to 2012, though the rate has remained much lower among women than among men. Only

10% of women participated in non-agricultural work in 2005, wḣich increased to 17% in 2012. The non-

agricultural employment rate for men increased from 47% in 2005 to 55% in 2012.

MGNREGS work increases market wages for men, but not women

Another factor that has had an impact on women’s workforce participation is the MGNREGS. IHDS data

suggest that fewer (46%) women reported having ‘no work’ in 2011-12 than in 2004-05 (50%). The

Mahatma Gandhi National Rural Employment Guarantee Act was enacted in 2005.

More women (9%) reported being engaged in non-farm work than the 6% involved in farm work from

2004-05 to 2011-12, according to the IHDS data. This suggests that the expansion of opportunities due to

MGNREGS draws those women into paid labour who might have otherwise continued to work only on

family farms. Further, research on IHDS data shows that nearly 45% of women MGNREGS workers

worked as unpaid labour on family farms during the first wave of IHDS in 2004-05.

Higher allocation of MGNREGS work has been found to raise market wages (for formal work beyond

MGNREGS) for male MGNREGS workers, but a similar increase is not statistically significant for

women, according to a 2018 study by the NCAER. This underscores the gender bias in access to formal

work. Where formal jobs beyond MGNREGS become available in rural areas, these go mostly to male

MGNREGS workers, leaving women MGNREGS workers restricted to the informal sector. Given that

situation, we started to design and conduct training sessions on creating alternative and sustainable

livelihoods.

Cooperative societies in Hospet taluka

Sakhi had promoted a young women cooperative already at the time. Now it was about connecting

both women cooperatives and income generating activities while conducting the new training. Soon, we

could notice the impact that our program had on it’s participants: Around twenty of the women that we

had trained on millet food processing started their own millet Roti unit which depicts now their regular

source of income.

Jenugudu Women Cooperative

Jenugudu is the name of the women’s cooperative that Sakhi promotes. The women involved started off

by preparing millet Rotis and side dishes in order to sell them through the cooperative. Nowadays, they

are also selling stationary supplies, such as books, as well as terracotta jewellery and decoration that they

order from another livelihood cooperative of Dalit women. Every woman involved earns about five to

sixthousand Rupees per month.

Eventhough the women don’t generate much profit, they keep running their business with Sakhi’s

support. Monthly, the directors of the cooperative meet in order to guarantee an effective running of

Jenugudu and to increase the participation of the women. The secretary of the cooperative is monitoring

the activities. More income generating training sessions are planned with the motive to introduce more

women to the cooperative.

Access to Social Entitlements and Inclusion under MGNREGA & PMJDY

We have supported more than 350 Devadasi women in ten villages and five Panchayats of Hospet and it’s

environment in terms of employment, health, children’s education and government schemes (state:

February 2019). Within the MGNREGA (Mahatma Gandhi National Rural Employment Guarantee Act)

schemes, we help these women to get a job card and apply for a job. We also create a communication

channel between them and their respective Panchayats, mediate if necessary, ensure fair working

conditions and on time salary. To guarantee their health, we conduct health camps and support them

legally and financially in case they get into work-related accidents and need medical care.

We help women to get a proper bank account at Canara Bank under the Indian financial inclusion

program Pradhan Mantri Jan Dhan Yojana and offer support in enrolling in social safeguarding schemes

such as the government Old Age Pension or the Devadasi Pension.

Achievements of Women Cooperative  in Hosapete Taluka

1. The members of Jenugudu Women Cooperative are involved in a variety of income generating

activities which, step by step, take this cooperative towards a great sustainability. However, it is

not possible to reach the goal of sustainability only by offering training sessions on various

activities. The women are in need of an advanced food processing technology and an addition of

the millet value as well.

2. New possibilities for women cooperatives exist in the mining affected areas of Hosapete Taluka.

3. The women from the countryside who attended our training sessions have the opportunity to earn

Rs.3000 to 4000 minimum without having to migrate. They were also able to build vast networks

in our working area.

4. Jenugudu cooperative put up a stall at the Mental Health Professional conference which was held

at Mallige Hotel, Hospet with diverse small millets products and marketed. It inspired future

activities.

5. Mining affected families are enabled to build sustainable and self-reliant alternative livelihoods.

6. Empowerment of women and young people of the lower strata through diverse training sessions.

Conclusion

Work-family structure can be influenced by the context in which the work and the family domains

operate in a particular environment. The work timings, descriptions of work as well, as work schedules

could vary among women across countries. Thus, it is understandable that demands arising from work

and family roles differ in various settings. What is considered as a demanding factor in one setting might

not be seen as an issue of concern, or demanding, in another setting. Work and family roles are viewed

differently by people belonging to different cultural backgrounds. There were variations in terms of

reasons for working, spouses’ preferences towards their employment, and the extent to which their work

role is perceived, although women of different countries do not differ greatly in their perceptions relating

to work and family roles.

Women in different professions are caught in a dilemma with expectations and ideologies of traditional

societies at home, and demands conforming to the modern code of conduct at the workplace. Thus, they

are observed as struggling with their personal and professional lives in order to achieve a balance between

these two domains. As a result of the prevalence of gendered work structure, women are not able to

achieve equality despite being educated and employed. In addition, domestic responsibilities still remain a

primary role of women, irrespective of their employment status. Women are not able to question or

challenge gender role assumptions, even when they are highly educated. Moreover, women utilise their

education, keeping their family’s interests in mind. In order to ensure that work-family balance and to

challenge gender relations, the prevailing social system which relegates women to that of inferior group

both at home and at work should be changed. Women are the most vulnerable target group in our working

area. At the same time, we see a woman as the key person in the development of her entire family. Hence,

an important part of cooperative work relies in the support, education and training of women, most

importantly of Dalit women and Devadasi.

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