Internship Report

On

“Work-Life Balance: Challenges and Impacts”

Submitted By
Mahbubur Rahaman
MBA Program (17th Batch)
Roll No-469
Serial No-152

Submitted To
Mr. Faruq Ahmed
Professor

Department of Management
Faculty of Business Studies
University of Dhaka

September 5, 2016
 Letter of Transmittal

5th September, 2016

Dr. Faruq Ahmed
Professor
Department of Management
University of Dhaka
Subject: Submission of the Internship Report
Dear Sir,

I have the pleasure to submit the internship report on “Work-Life Balance: Challenges and
Impacts” as a partial requirement of the MBA program. To prepare this report, I have devoted
my best effort and conducted extensive analytical work to find out the study relevant
materials. It gives me the opportunity to intrduce myself with HR practices and work-life
dimensions. I believe that the experience I have acquired from this study will be an
invaluable asset in my career. A detailed analysis on work-life issues including challenges,
conflict and impacts is focused in this report. During the process of preparation, due to
various constraints, there may be some mistakes. It will be highly acclaimed if you consider
those from excusable point.

Finally, I hope that you will get pleasure going through this report. I will be pleased to
answer any sort of query you may have regarding this report.

Sincerely yours

………………………
Mahbubur Rahaman
MBA, 17th Batch
Roll No: 469
Serial Number:152
Department of Management
University of Dhaka
 Certification by the Supervisor

It is certified that MahbuburRahaman, MBA, 17th Batch, Roll No-469, has completed the
internship report titled “Work-Life Balance: Challenges and Impacts” under my supervision.
I have fully monitored his effort in the process of completing this report required for attaining
his MBA Degree from the Department of Management, University of Dhaka. He has been
regular and completed my assigned tasks on time. He has accomplished this report according
to my instruction.

I, hereby, acknowledge his work & wish him all the success.

Thanking you

…………………………………...
Dr. Faruq Ahmed
Professor
Department of Management
University of Dhaka
 Acknowledgement

To accomplish any task successfully, the help of others is a must. Without the help of a
number of persons the success remains silent. I am very much fortunate to get the sincere
guidance and supervision from a number of people. Firstly, I would like to pay my gratitude
to almighty Allah for the preparation of the report successfully. Then, I would like to thank
my supervising teacher Dr. Faruq Ahmed for providing me an overall concept on the process
of preparation of the internship paper. In preparing the report, I sincerely express my heart-
felt gratitude for the co-operation of the employees of Human Resource Department of Janata
Bank Limited, especially to Mr.Milon Mahmud, Deputy Manager of Human Resource
Department; Jalilur Rahman , Assistant Mamager of the department, and above all, Mr.Shafiq
Ahmed Bhuiyan, Manager of the Department. They have enriched me with necessary ideas &
concepts which help me to conduct and complete this report. They helped me by supplying
various data, guidelines and direction.
 Executive Summary

Employees with work-life balance feel their lives are fulfilled both inside and outside of
work and they experience minimal conflict between work and non-work roles. Those who
achieve this balance tend to have higher levels of satisfaction with their jobs and life in
general, as well as lower levels of stress and depression. From an employer’s viewpoint,
encouraging work-life balance may attract new hires, help reduce turnover and absenteeism,
and increase the chances of employees voluntarily engaging in “pro-social” behaviors that
rise above and beyond their job requirements. People have to make three types of balance in
work-life paradigm- Work balance, time balance and balance in family affairs. A sound
work-life policy can reduce stress, improve health and rise productivity of employees. Having
family-friendly work policies, when a firm uses good management practices overall, does not
detract from profitability, but may not always increase profits. Evidence suggests a work
strategy of “running yourself ragged” has costs both for meeting performance goals and
enjoying life; the employee and the organization benefit most when workers experience
greater balance between what they do on and off the clock.

Moreover work-life balance can be ensure through flexi-time, telecommuting, compressed

work-weeks, part time work and job-sharing. Work-life balance policies frequently include
benefits such as flexible work hours, child and elder-care provisions, paid maternity leave,
adoption assistance, leave/time off, education assistance, health assistance, and housing
assistance. Flexible work hours, telecommuting, and job sharing also may encourage work-
life balance, and for some organizations may help reduce costs for non-work related
absences. However, research clearly shows that regardless of what the organization promotes,
direct supervisors/managers greatly influence the work-life balance of their subordinates.
Managers who focus on the desired work product, rather than requiring “face time” or
logging overtime hours, can better enable their employees to balance work and life demands.
An important caveat to note: when organizations advertise a culture of work-life balance to
job applicants but then fail to implement or enforce the policies, they may quickly lose those
new hires. Also important to note, the menu of work-life balance supports should be broad
enough to meet the needs not only of parents with children, but also singles and childless
couples. Competing and multi-faced demands between work and home responsibilities have
assumed increased relevance for employees in recent years, due in large part to demographic
and workplace changes, such as: a greater numbers of women in the workforce (dual-career
couples), transformation in family structures (a rise in the number of single parents), a
growing reluctance to accept the longer hours culture and technological advancements. In
response to these changes and the conflict they generate among the multiple roles that
individuals occupy, organizations are increasingly pressured to design various kinds of
practices, intended to facilitate employees' efforts to fulfill both their employment- related
and their personal commitments. The way of how work-life balance can be achieved and
enhanced is an important issue in the field of human resource management and has received
significant attention from employers, workers, government, academic researchers, and the
popular media. The effects of introducing work-life balance practices on employee attitudes
and perceptions include job satisfaction, organizational commitment, job stress and turnover
intention. All of these factors, in turn, affect job performance, direct and indirect absenteeism
costs, costs associated with the loss and replacement of valued employees, customer
satisfaction, and organizational productivity; Although the formal evaluation of work-life
practices is often difficult because of the problem of calculating the costs and benefits of
different strategies, some companies have attempted to quantify the outcomes of specific
policies.

Changing demographics are behind the move to embrace work-life programs. The decline of
the traditional family, an increase in dual-career couples, and a rise in the number of single
parents mean that employees are juggling more responsibilities outside work. Therefore, the
company should aim at enhancing the prospects that everyone benefits from good practice in
work-life balance. For instance: business, through easier recruitment, improved retention, and
easier service delivery; the economy, as the labor market grows more skilled andexperienced
people are available to work; parents and careers, who can spend quality time at home as well
asproviding financial support through work; people with disabilities, through improved
access to work; and the workforce generally where they are betterable to balance their work
with other aspects of their lives. The more control employees feel they have over their lives,
the more able they are to balance work and family. In this age of modern technology,
balancing between work and family looks challenging, but the individuals who exhibit
supeiror competency and adaptabilty towards challenging situations can reap the benefits and
come out as the winner.
 Table of Contents
Particulars Page

Letter of Transmittal ii
Certification by the Supervisor iii
Acknowledgment iv
Executive Summary v-vi
Table of Contents vii-viii
List of Abbreviation viii
List of Figure viii-ix
List of Tables ix

Chapter -1 Introduction 1-3

1.1 Abstract 2
1.2 Statement of the Problem 2
1.3 Origin of the Report 2
1.4 Objective of the Study 3
1.5 Limitations of the Study 3

Chapter -2 Methdology of the Study 4-6

2.1 Research Design 5
2.2 Information Source 5
2.3 Population Parameters
Sample Design & Description 5
2.4 Sample Design & Description 5
2.5 Variables Covered 5
2.6 Types of data 5
2.7 Techniques of Analysis 6
2.8 Limitations of the Methodology 6

Chapter-3 Literature Reviw and Theoretical Review 7-14

Literature Review 8-10

Theoretical Review 11-14

Chapter-4 Company Profile 15-18

Chapter-5 Analysis and Findings 19-29

Analysis 20-28
Findings 29

Chapter-6 Conclusion and Recommendations 30-33

5.1 Conclusion 31
5.2 Recommendations 32-33

Appendices 34-36

Bibliography 37-38

List of Abbreviation

Abbreviation Elaboration
DM Dputy Manager
AM Assistant Manager
AO Assistnat Officer
HR Human Resource
JBL Janata Bank Limited

List of Figures
Figure Name Graph No
Comparisons of work-life challenges in Bar 5.1
diagram
Line diagram showing the extent of training 5.2
and counselling
Career development plans of employees in 5.3
area chart
Area Chart showing happiness about 5.4
working hours
Degree of cooperativeness in work-place 5.5
Degree of overtime in bar diagram 5.6
Special day’s celebration response shown in 5.7
pie chart
Compensation fairness in line diagram 5.8
Doughnut Chart showing number of 5.9
employees missing quality time
Line chart presenting alternative job 5.10
opportunity
Area chart presenting responses about job 5.11
clarity

List of Tables
Table Name Table No

Challenges of female employees compared 5.1

to male employees in balancing work-life
Number of times the company provides 5.2
training and counselling on work-life
balance
Company’s career development plans for 5.3
employees
Happiness about working hours in the 5.4
Company
Colleague’s friendly and cooperative 5.5
attitude at workplace
Number of employees doing overtime in 5.6
the job
Employees celebrating special days, 5.7
anniversaries and festivals with paid-leave
Employee’s response about compensation 5.8
packages
Number of employees missing quality time 5.9
with family
Alternative job opportunity 5.10
Clarity of job description 5.11