Work-Life Balance Assignment

Running head: DISSERTATION
Dissertation
An investigation in work-life balance of 'Diageo' in the UK
Name of Student:
Student ID:
Name of University:
Author’s Note:

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Abstract
The significance of balance in work and life helps the employees in experiencing the feeling of
fulfillment of the needs within the workplace as well as their respective households. Better
balance between work and life will help the employees in having a higher level of satisfaction,
which will lead to the increase in the level of production and low rate of absenteeism within the
organization. The female employees as well will try to serve in a better manner within the
organization, as the daycare facilities will help them in nurturing their young ones and managing
their work within the organization in an efficient manner as well. In the modern world, the
balance between work and life can be done with respect to various groups. The use of technology
in the modern world has provided many opportunities to the employees in balancing between
their work and life in an effective manner. The use of flexible shift timings and telecommuting
are some of the benefits that are being provided by the organizations in the modern world to their
employees by designing better policies so that the employees can be happy with the culture that
is present in the organization. The lack of proper work and life balance may lead to the rise in the
dissatisfaction level among the employees, which may lead to the quitting of jobs.

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Acknowledgement
I would take the opportunity to thank my professors as without their incessant suppot and
guidance, I would not be able to complete this research work. I also want to show my gratitude
towards almighty for letting me go forward with my topic of research with strength and courage.
Apart from that I would like to show my gratitude towards my family for providing me support
mentally and physically to be able to complete my research. Lastly, I would also like to thank
my friends as they have helped me to get the necessary information to complete my research
work.
Thanks and Regards,
Yours Sincerely,

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Table of Contents
Chapter 1: Introduction....................................................................................................................7
1.0 Introduction:..........................................................................................................................7
1.1 Study Background:................................................................................................................8
1.2 Statement of Problem:...........................................................................................................9
1.3 Study Objectives:...................................................................................................................9
1.4 Research Questions:.............................................................................................................10
1.5 Significance of Study:..........................................................................................................10
1.6 Dissertation Structure:.........................................................................................................11
Chapter 2: Literature Review.........................................................................................................12
2.0 Introduction:........................................................................................................................12
2.1 Work-life balance definition:...............................................................................................12
2.2 Job-related factors influencing balance of work-life:..........................................................13
2.3 Demographical Factors:.......................................................................................................15
2.3.1 Gender:.........................................................................................................................15
2.3.2 Marital Status:...............................................................................................................16
2.3.3. Children:......................................................................................................................16
2.3.4 Age:...............................................................................................................................17
2.4 Nature of FMCG profession:...............................................................................................18

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2.4.1 Working hours of FMCG professionals:......................................................................18
2.5 Work-life Balance (WLB) Solutions:..................................................................................19
2.5.1 Flexible Working Arrangements (FWAs)....................................................................19
2.6 Impact of poor work-life balance:.......................................................................................21
2.7 Policy of work-life balance:.................................................................................................22
2.8 Organizational time expectation:.........................................................................................23
Chapter 3: Research Methodology................................................................................................24
3.1 Research Philosophy............................................................................................................24
3.1.1 Justification for Research Philosophy..........................................................................24
3.2 Research Approach..............................................................................................................25
3.2.1 Justification for Research Approach.............................................................................25
3.3 Research Design..................................................................................................................26
3.3.1 Justification for Research Design.................................................................................26
3.4 Research Strategy or Instrument..........................................................................................27
3.4.1 Justification for Research Strategy or Instrument........................................................27
3.5 Data Collection Method.......................................................................................................28
3.6 Sampling and Sample Size..................................................................................................29
3.7 Data Analysis Method.........................................................................................................29
3.8 Ethical Consideration...........................................................................................................30
3.9 Limitation of the Research...................................................................................................31

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Chapter 4: Analysis and Findings..................................................................................................32
Chapter 5: Conclusion and Recommendation...............................................................................69
5.1: Conclusion..........................................................................................................................69
5.2: Linking with objectives......................................................................................................69
5.3: Recommendations..............................................................................................................70
5.4: Scope of the research..........................................................................................................71
Reference List................................................................................................................................72
Appendix........................................................................................................................................79
Questionnaire.............................................................................................................................79

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Chapter 1: Introduction
1.0 Introduction:
It goes much without saying that all the individuals who have been working does possess
a work and personal life and this inexorably implies that the employee is eternally striving to
concurrently fulfill the demands of the domain containing work and non-work factors (Shanafelt
et al. 2015). This has been an endeavor in attaining what is regularly known as the work-life
balance. Mostly within the western world countries, the latter has been the subject that started
way back in the 70s. The major factor that helps in providing a better description regarding the
balance that needs to be maintained between life and work is the unconstructive way in which
there is imbalance in life and the impact that it can create on the employees (Kumar and
Chakraborty 2013).
Within every workplace, the metrics of the performance and quality are usually being
developed as per the probability of each team or individual that are been deciphered as their
association, passion for the integration of the workplace or for the work they do (Todd and Binns
2013). However, this might not be the case when individuals perform their activities in a way
depending fundamentally on how they generate a balance between the workplace and household,
while facilitating the quality factor within the domains. Work life balance has over the years
been an apprehension of those who have been interested in the working life quality and its
relation to the broader quality of life (Kim 2014). This research paper would take into account
the work-life balance within Diageo, a British multinational company of FMCG working under
the category of food and beverages, manufacturing products associated with alcoholic beverage.

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1.1 Study Background:
Purpose has a significant role at Diageo; a global premium drinks company that has been
leading the pack, and their principle of celebrating life, every moment, everywhere is extensive
and full of prospects. They have this notion within themselves that when their people are fulfilled
or their desires are met they deliver enhanced performance (Gatrell et al. 2013). They judge in
making the most out of life, being the best at workplace, at home with the family, with friends, in
and for the community. In line with the principle, employees celebrated International Day of
Families. They maintained the theme focusing on the raising of consciousness of the
accountability towards family and the family policies through the sharing of what exactly family
is to them. It is about the ways Diageo sustains them in attaining a balance of work-life (Yadav
and Dabhade 2014). This research would thus hold immense importance to many other
organizations not only in UK but across the globe in understanding what exactly needs to be
done so that employees are able to deliver their best through maintaining the balance of work-
life. Many organizations have found it hard in implementing policies and schemes for their
employees so that they are able to maintain the work-life balance (Kar and Misra 2013).
Another important concern within the field of work-life balance that has been taken into
consideration by this current research study is the perception of the culture related to work-life
that has been described the authors. Work-life culture that encompasses of various sub-
components takes in the degree of support that is received by the employees from his/her
supervisors has been used mainly in explaining why the policies related to work-life may or may
not be thriving (Deery and Jago 2015). Another major apprehension is the expectation that is
been positioned by the company on the time that is being committed to the latter by the
employees. This expectation of the organizational time has also been an ingredient of the

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ethnicity of work-life made use by the study in investigating the probable differences in work-
life of several sorts of the employees (Evans, Carney and Wilkinson 2013).
1.2 Statement of Problem:
The enunciation of life and work, cast as balance between life and work has become one
of the important features of the present government, private and public sector employees. It is
being believed that balancing of a thriving career alongside a family or personal life can at times
be challenging and have an impact on the satisfaction of the person within their work and roles
of personal life (McCarthy et al. 2013). Work-life balance is mainly about efficiently handling
the juggling act between the work paid and all further activities that are significant to the people
like the activities related to family community, voluntary work, expansion on personal basis and
amusement. The aptitude in balancing between the needs at workplace and personal life
requirement is being professed as a significant challenge among the workers on global basis.
Therefore, this research study focused mainly on the work-life balance of the employees of
Diageo along with the factor of job satisfaction (Deery and Jago 2015).
1.3 Study Objectives:
This present research study would be based on certain objectives as it makes an attempt
in providing an account of the perception of work-life balance prevailing in Diageo. The
following are some of the objectives as taken out by the researcher for this research study:
a. To recognize the differences in the work-life balance perceived by Diageo employees based on
variables of demographics like age, gender, parenthood and marital status.
b. To investigate the impact of ‘Flexible Working Arrangements’ as a probable solution for
developing the work-life balance.

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c. To offer a varied viewpoint looking at the facets of the FMCG job in trying to describe
probable differences in the work-life balance perceived.
1.4 Research Questions:
This research would be based on several questions on the basis of which the researcher
would be going along with the further studies of the same. The following questions of the
research guided this quantitative research study:
a. How demographic factors identify the dissimilarities within work-life balance perceives by
Diageo employees?
b. How ‘Flexible Work Arrangements’ might help in developing a proper equilibrium for work-
life balance.
c. What relationship exists between the job satisfaction and work-life balance among the
employees at Diageo?
1.5 Significance of Study:
Employees who generally lead a life that is imbalanced in nature, where either the
personal life takes more than preferred preponderance on the professional life or vice-versa leads
to negative outcomes with the FMCG sector being no exception. It has been seen when the work-
life balance is not attained, employees generally faces issues related to stress at physical level
like exhaustion and at the mental extent like depression and irritability. This is not without the
significance for the employer since it might interpret within issues like productivity loss from
augmented absenteeism, decreased obligation in organizations that might even lead to an
amplified purpose to relinquish by the employees. Consequently, while the present study would
be adding to the assortment of the academic materials existing over the database stemming out

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from the advanced countries, it might serve as a mechanism to guide the domestic professionals
in a better manner with respect to human resource and those positioned at management levels
and gaining an understanding of several aspects of the issues associated to life and work.
1.6 Dissertation Structure:
This current dissertation would be consisting of five main sections. Chapter 1 would be
dealing with the introductory part along with the background of the overall dissertation. Chapter
2 offers a detailed discussion of the literature existing related to the subject along with the
theoretical structure for questions of research and probable answers. Chapter 3 is about stating
the methodology that would be used for this particular research. Chapter 4 would take in details
about the analysis performed along with the findings of subsequent nature. Chapter 5, the last
one deals with added discussion generally based on the findings and conclusions that can be
made on the research. Certain recommendations would also be provided within the conclusion
part for Diageo to improve more on its work-life balance part which is what the researcher has
set out to do in this research study.

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Chapter 2: Literature Review
2.0 Introduction:
The primary aim of this chapter is to provide a better review of literature that will provide
understandings and insights regarding the concept of balance that needs to be maintained
between life and work. The focus would be on the factors that are thought to have a particular
impact on the balance between life and work. The literature would be focusing on the working
parents along with their needs, the review would commence with the broader characterization of
the work-life balance underpinning the current research pursued by a prologue of work/non-work
conflict. The impact of the poor balance within work-life is being discussed before concluding
on the present status of the policy of work-life balance.
2.1 Work-life balance definition:
The work and life balance has received much consideration with regards to academics in
the present years, which has resulted in the various definitions related to the topic (Rama Devi
and Nagini 2014). Work-life balance generally refers to having adequate time along with energy
in handling both commitments related to work and non-work. Attaining a satisfactory balance
within work-life factor has positive impact on the presentation of the job. It can also be referred
as the satisfaction factor so that with the help of divergence of roles can help in a proper
functioning between work and home (Direnzo, Greenhaus and Weer 2015).
In the late 90s the perception of conflict between non-work and work had cropped up.
The non-work component includes all the areas of the life of a person outside that of work, like
the activities related to learning, community work, and fitness while taking in family along with
care responsibilities (Grawitch et al. 2013). When individuals fail in attaining a satisfactory

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balance within the factor of work-life, this is generally been referred to as conflict of non-work
nature. This conflict usually takes two forms, non-work to work conflict or work to non-work
conflict (Wattis, Standing and Yerkes 2013). The first situation is where the interference of the
professional life is with the personal life of the individual, which may lead to hindrances in the
work in the life of individual. The research has proved that the work factors have caused greater
conflicts and thus the strategy og balance between life and work has to focus more on lessening
the work factor (Siu 2013).
2.2 Job-related factors influencing balance of work-life:
Among the research being performed in determining which factors influence the
satisfaction related to work-life balance, a higher number of the workers being worked are
constantly shown having the most amount of negative impact (Albertson et al. 2014). A recent
study conducted by CIPD reported the fact that around 20 per cent of the employees have been
working more than 45 hours every week. This signifies the fact that the impact of working for
longer hours is generally bigger due to the higher volume of the employees it has been affecting.
A workload of excessive nature, supervisory pressure along with the culture of the company is
all frequent reasons that throw in to the working for longer hours (Beauregard 2014). This
supports further the argument that the organizations should aim in resolving the work related
factors as an approach for developing the work-life balance, prior to the implementation of the
policies relevant to work-life balance. However, a diminution within the workload seems not yet
a part of the work-life balance strategy (Martinez et al. 2013).
Another causative factor to employees that have been working hard is the psychological
indenture. The psychological contract is an impression that refers to the understood expectation
that an employee of individual nature ahs on the employer and the relationship of employment

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(Khan and Agha 2013). One of the common expectations might be the fact that employees would
be pleased for their inflexible work that might cause the employee in having awareness that is
positive in nature of their balance of work and life. If the anticipation does not appear, the
work/non-work conflict has to be made substandard as this would be seen as contravene of the
psychosomatic agreement (Shagvaliyeva and Yazdanifard 2014). A typical instance of the same
would be the employee expected to work for longer hours in return for the progression of the
career. If the same progression does not materialize, the employee would be experiencing a
satisfaction of lower level with balance between work and life against the fulfillment of the
expectation (Den, Dulk and Groeneveld 2013).
Another important factor for the balance between work and life is that satisfaction is
being perceived through managerial sustainability, also being referred to as the supervisory
maintenance. Perceived managerial shore up is the awareness that an employee has of their
unswerving supervisor caring about the wellbeing of their work-life (Hancke et al. 2014). This
significant impact stems in segment form the ways the employees see supervisors as the
representative of the organization along with a reflection of its sustainability. Employees who are
in the habit of perceiving their managers as supportive of the balance within work-life would
generally have higher degree of balance between work and life contentment, which will try to
benefit the initiatives and policies (Gilley et al. 2015).
In addition to the hours of working along with the managerial support, there are two other
factors that have been depicted in being strongly associated to the work-life balance; social
support and involvement within the job. Involvement within job refers to the extent of
psychology that an individual recognizes and contributes within their work (Nam 2014). A
superior level of job participation is being positively associated to the augmented satisfaction

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within the jobs. Social maintenance has the ability in stemming from both colleagues within the
bureau, or the friends and family. However, colleague sustainability support has not been
depicted in having positive impact on the uptake of policies connected to work-life balance as
can be predicted (Haar 2013).
2.3 Demographical Factors:
The most impactful factors of demographics that have been recognized within the
research are stages of career and life along with the legion effects. Age is frequently taken in for
influencing the needs of the employees for attaining a balance within the work-life factor. In real
times, it is not simply aging that the causes adapt to the needs of the employees, instead the
related events of several stages in the life of individuals (Marafl 2013). Thus, it can be stated that
age acts as a factor for the stages of life and the effects within the stages of a career. Life course
or life stage models aim towards depicting the effects through generating of the set of stage
numbers that are commonly been experienced by the employees during their lifetime. The
manufacturing sector or the FMCG sector has been a male dominated sector where it can be seen
that the balance between life and work is not an issue related to women as it alarms the overall
workforce (Butts, Casper and Yang 2013).
2.3.1 Gender:
In the society, it is of usual perception that the women is accountable for focusing on the
family while men are viewed as the sole earners in the family and in building up their career. As
a result of this the women employees have been found in facing issues while balancing their
work-life (Nitzsche et al. 2013). Women are generally considered as caring which generally
leads to inter-role variance as they might feel difficulty in adapting to the environment of work

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that is often been viewed as the place where emotions and feelings are given less significance
(Gregory, Milner and Windebank 2013).
Men might feel the need to put-in additional attempt along with longer hours at the work
than the women. As an outcome when they retort home in a mood bad and tired, it might have an
effect on their social life along with the environment inclusive of the family and friends latter,
consequently an effect of spillover (Groysberg and Abrahams 2014).
2.3.2 Marital Status:
One of the key changes within the demographic has been the augmentation in the dual-
career couples which has amplified the possibility that the employees of both the genders have
considerable responsibilities of households in addition to the responsibilities at work (Galea,
Houkes and De Rijk 2014). Therefore, the expectation is that the married person would be
having added responsibility, of either being wife or a husband for fulfilling of the same. This has
the probable in accentuating the differences between the balance of work-life practiced by the
married along with the non-married along with between the men and women (Russo, Shteigman
and Carmeli 2016). Married women are stated to be having additional tasks of household, which
at times may be physically and mentally tiring, in all probability would be carrying the same
fatigue into the work of next day, taking in the factor of strain based conflict (James 2014).
2.3.3. Children:
Parental status is stated to be another parameter of demographics having stronger
probability in influencing balance between work-life on the same line as the marital status.
Indeed it has been the mounting number of women having children inflowing the workforce in
the 80s that tinted the requirement in considering the significance of the variable of gender in the

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issues of work-life (Mareafl 2013). Attaining the work-life balance thereby becomes much
complicated for the women especially those having children as they encounter inter-role
divergence, expecting a conventional mother in attending to the well-being of the children. This
might aggravate probability for the negative spillover of the family onto the work along with the
behavioral strain in regulating from being a mother of caring nature in being an employee who
are business minded and performs at the same level with the male employees (Nitzsche et al.
2013). Moreover, bad mood and exhaustion due to the place of work now has the possibility to
overflow and influence homely environment with respect to work and personal space.
According to Groysberg and Abrahams (2014), the preceding debate emphasizes the
significance of sexual characteristics, amidst other variables, in issues related to work and life
also demonstrates the strong probability of the factor of dual direction of the conception of work-
life balance, where interference in the personal life to that of work along with work interference
to that of personal life as the two distinct thought that might be operating in different way for
men as compared to their female counterparts.
2.3.4 Age:
It would seem very credible that as an individual start to grow old, they would be within a
situation where she or he would require taking more responsibility like more roles; hence the
probability for excessive conflict can be figured out. Prior researches have highlighted the fact
that age is an unpredictable factor, which has to be taken in to consideration while considering of
the current issues (Russo, Shteigman and Carmeli 2014). An example of that can be whether the
employees observe their organization as family compassionate inclusive of the age as a control
variable including the factor of gender, responsibility of family and marital status. Likewise, in
their work on the differences on the gender in the discernment of the balance of work-life

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mentioning that the reviews have been highlighting on the factors like age, also on gender along
with childcare understanding.
2.4 Nature of FMCG profession:
2.4.1 Working hours of FMCG professionals:
The official hours within UK is from 8 am to 5 pm, where most of the businesses are
being expected in providing services on a basis of 14-15 hours, due to the use of modern
technologies present in communication and use of information (James 2014). This applies to the
private segment as FMCG is mainly a privatized sector that is highly pressurized with targets and
achievements. FMCG companies have started being that a sort of organization that justly
believes in the fact that healthy mind is the most useful mind. This sector has started encouraging
its employees in taking vacations, making sure on the fact that employees refresh their mind
along with the spirit from time to time (Haar 2013). However, there was a time when this sector
had rejected several leave applications of its employees, putting pressure on it employees each
moment. Sales professionals and all others related within the FMCG sector do work for longer
hours and for that are normally associated with greater imbalance of work-life. It has an impact
on the factor of time that needs to be properly disseminated between all the domains of life
(Marafl 2013). Adding to that is the fact that the work done remote apart from the conventional
hours of working may in some facets be analyzed as the interference of work within the personal
life which might represent itself an overlie of the work that is usually being set aside for factors
like relaxing, attending a family get together and socializing which has become very important
(Butts, Casper and Yang 2013).

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Work-life balance is mainly concerned with not about the long hours that people put into
their work but also when they work. FMCG professionals on most occasions need to travel and
work on odd hours which results in fatigue and might decipher the same into strain based
conflict. FMCG sector employees do feel tired bodily and also emotionally remote to the
workplace, impacting their capability in attending to the non-work rules along with duties (Gilley
et al. 2015).
2.5 Work-life Balance (WLB) Solutions:
2.5.1 Flexible Working Arrangements (FWAs)
2.5.1.1 Overview of FWAs
Policies related to work-life as called by several other names like the solution of work-
life along with practices are generally an endeavor made by the employer in solving the issue of
WLB but also the work and life quality (Gregory, Milner and Windebank 2013). It has been
depicted by prior researches that the policies of WLB address the negative outcomes for not
attaining a balance between the works to that of non-work. For instance, it interprets in
condensed work stress, innovation of superior nature for the employee. It has been found that
definite of these policies like working at home, developing commitment of employees and
childcare within the British private sector. On the side of the employer, positive results are being
expected like low turnover of staffs, abridged absence and improved productivity of the
employees (Groysberg and Abrahams 2014).
The WLB policies have been distinguished into 4 segments namely arrangements for
leaves, policies related to parenting, flexible working arrangements along with additional
provisions for work. This research would be dealing with FWAs as they have been recognized by

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many of the scholars as a significant means of balancing work along with other obligations.
Other segments would not be further prolonged for certain various reasons inclusive of limitation
in time and space for this research (James 2014). Adding to that, as per the experience of the
author, additional provisions for work are not been accomplished still by many of the employers
within UK. As regards, arrangements for leaves along with policies for parenting, there are
certain minimum legal requirement which reduces any sort of disparity among the employers in
UK. For instance, there is a preset number of annual leave, leave for sick, paternity and maternity
leave that is subject to some pre-requisites like the tenure (Cowart et al. 2014).
The accomplishment of the FWAs within the organization is more to the prudence of the
UK employer. In the study of family-supportive organization perspective (FSOP) that has been
proposed as a mediator variable existing between the advantages that is available or is being used
by the employees and resulting in things like conflict of work-life among all the others, finding
associations between FSOP and FWAs, however not between FSOP and other benefits related to
work-life (Lester 2013).
Another dissimilarity that can be made with regards to the benefits of work-life is that the
prior researches have been able to find that the positive outcomes have been noted for the mere
fact that the employer provided the advantage, regardless of whether the same has been used by
the employer or not (Johns and Gratton 2013).
2.5.1.2 Types of FWAs:
There are dissimilar sorts of Flexible Working Arrangements that addresses the question
of elongatedness regarding where the people are working. As generally against the fixed hours
schedule of full work, the most common Flexible Working Agreements are the process of

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telecommunication, also known as the places that are flexible where people work from home,
flexi time where there is varied starting time and ending too (Azeem and Akhtar 2014). Adding
to that is the availability of part-time option, compressed work week where employees can
complete the 5 days task in 4 days time along with sharing of job. Moreover, with respect to
FWA, not all Flexible Working Agreements have a similar effect on the balance between work
and life. For instance within the context of UK, it has been seen that the factors of flexi-time
along with part-time work was connected with less conflict related to work-life while at same
time the opposite outcome was found in telecommuting (Grint and Woolgar 2013). Therefore,
the authors came to the conclusion that it is significant in distinguishing between the
arrangements of flexible working to determine their potentiality in diminishing the factor of
conflict in work and life. In the UK context there are certain reasons to consider that not all the
Flexible Working Agreementss are uniformly provided by employers and additionally not all the
employees would be equally conscious of the continuation of each FWA (Mani 2013).
2.6 Impact of poor work-life balance:
It is to be noted that the balance between work and life is a significant factor motivating
the commitment of the organization along with the factor of retention. However, the academic
research has not been able to display a stronger association. In a study of 250 employees within
their early career stage within the FMCG sector have not been able to find a stronger connection
between the purposes for remaining within the organization along with the level of conflict
related to work/non work (Siu 2013). The outcome stands in disparity to the detail that the
participants within the same study illustrated that the balance between work and life is an
important aspect in their decision for staying with the organization. Previous studies showed no

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important positive relation between balance of work-life and their intent in staying within the
organization (Rama Devi and Nagini 2014).
There are various studies that have showed augmented work-family difference connected
to the increased job burnout factor. Job burnout can be defined as the psychological condition
reacting to the chronic interpersonal stressors on the job factor. It is generally being associated to
the stress related to work, consisting of three dimensions; cynicism, inefficacy and exhaustion.
The negative outcome of the burnout factor not only affects the employees, but the overall
business (McCarthy et al. 2013). Reduction within the performance of job is stated to be a key
negative consequence of the burnout factor. Employees generally experiencing burnout are more
prone to disruptive productivity and efficiency with the phenomenon contributing to job
satisfaction of low degree (Mani 2013).
2.7 Policy of work-life balance:
There exists number of dissimilar practices or policies that are being used in improving
the balance of work-life within the organization. An important factor for success in any
organization is the existence of managerial sustainability, strongly connected to the professed
availability and uptake of the policies related to work-life. Policies related to balance in life and
work has been inducted for the employees having caring responsibilities (Direnzo, Greenhaus
and Weer 2015). Over the period of years, the provision has broadened to an extent, but many of
the organizations have to make the procedures obtainable among the population of employees at
large. Conventional balance in life and work procedures would be aiming in either lessening the
hours of working or systematize hours of working in a way that suits better the employee needs.
Examples of such can be recreational working, work from home, flexible hours and sharing of
jobs (Wattis, Standing and Yerkes 2013).

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2.8 Organizational time expectation:
Organizational time expectation can be defined as the number of hours where an
employee is anticipated in working and the ways the time is being utilized in general. As being
mentioned previously, working for the longer hours augments the prospects of inter-role
divergence leading to less balance in work-life. However, there are some suggestions that the
managers might feel burdened with the probability of working for the longer hours and being
available all the time (Khan and Agha 2013). Career consequences that refers to the use of
programs related to work-life provided by the employers leads to awareness of the reprisal in the
shape of a denied prospect of promotion, gendering the perception of the use of the policy,
referring to the belief of the work-life benefits that are generally best suited for women having
lesser practice of work-life advantages used by men, not to be prolonged within the present study
(Den Dulk and Groeneveld 2013).

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Chapter 3: Research Methodology
3.1 Research Philosophy
The research philosophy is defined as the method through which the information
regarding the research is collected and used. It mostly contains the source, nature along with the
knowledge development about the topic of the research. Addressing research philosophy in the
research paper requires awareness and formulation of assumption and belief. The selection of
specific research philosophy is influenced by the practical application of the research (Mackey
and Gass 2015). This research tool facilitates in collecting authentic research information
relevant to research topic. The philosophies that are used are Positivism, Interpretivism and
Realism philosophy. Positivism philosophy assists in gathering factual data regarding the topic
the research. Moreover, the information collected from this philosophy is quite detailed and
trustworthy, which increases the eminence of ultimate research result. The philosophy of
interpretivism helps in the collection of socially constructed that mostly focuses on reality.
Collection of such facts facilitates to understand the research topic properly. Furthermore, the
approach that is mixed is known as the realism philosophy. It assists in collecting the authentic
information along with social facts about the research topic (Taylor, Bogdan and DeVault 2015).
3.1.1 Justification for Research Philosophy
The research process will be using the positivism philosophy for assembling authentic
and relevant information about the research philosophy. The detailed and trustworthy
information collected from this philosophy can help in reaching high quality research outcome.
Therefore, this philosophy is quite justified for the collection of relevant information regarding
the topic of the research

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3.2 Research Approach
The approach of the research facilitates in collection of original and relevant information
regarding the topic of the research. The selection of the approach depends on the topic and
variables of the research topic. It is extremely important to depend upon certain theories and
models for evaluating the research (Glesne 2015). The inductive and deductive approaches are
the two common forms of approaches. The approach that is inductive in nature helps in framing
the models of research along with the collection of theories that are relevant with the topic of the
research. In this approach, known premises are used for generating untested conclusion.
Inductive approach generalizes information from general to specific and creates conceptual
framework based on specific themes and patterns (Brinkmann 2014). Such approach is mostly
associated with generation building of theories and models. On the contrary, the approach that is
deductive in nature helps in applying the models and the theories so that authentic information
can be gathered for the process of study. In deductive inference, the conclusion will be true, as
the premises are based on true facts. This approach generalizes the information from general to
specific. Data collection is majorly used for evaluating the propositions or hypotheses relevant to
previous theories (Flick 2015).
3.2.1 Justification for Research Approach
The paper has used the approach that is deductive in nature for the collection of the
relevant information in accordance with the topic of the research. Inductive approach requires
huge time and budget for framing research information. On the other contrary, the approach that
is deductive in nature can save the time and money of the study of research, as it allows in
applying previous theories and models for assembling relevant research information. Therefore,
this approach is suitable for collecting research information for this research study.

26
DISSERTATION
3.3 Research Design
The quality of the research outcome is highly dependent on effective understanding of the
topic of the research. Additionally, effective understanding of the topic of research facilitates in
gathering better understanding about different variables of research. In this context, effective
research design assists in getting understanding about the topic of the research (Silverman 2016).
There are mainly three types of designs that helps in conducting a research study, which are like
explanatory, exploratory and descriptive design. Explanatory research finds out the
interrelationship among several research variables. Moreover, it leads to link among various
research variables. On the other contrary, the research that is exploratory in nature helps in
assessing the background of the topic of the research. In this way, this research design identifies
the social causes behind the research topic, which is extremely important for indentifying the
current issues of the research (Vaioleti 2016). Furthermore, descriptive research helps in
accumulating the proper explanation of the research topic.
3.3.1 Justification for Research Design
It is significant for getting the real explanation in relation to the topic of the research for
evaluating the variables taken up in the study. Hence, description research has been chosen for
conducting this research study. This research design facilitates in framing appropriate research
objectives and questions. Hence, this design will provide actual explanation of the research topic
leading to high quality research outcome.

27
DISSERTATION
3.4 Research Strategy or Instrument
The strategy that will be adopted for the collection of the accurate information is known
as research strategy. The commonly used strategies are the focus groups, interviews, case study
and survey. Case study strategy is mostly used in secondary data collection process (Smith
2015). Case study research collects information from the several relevant case studies. On the
other hand, in focus group research, relevant information is collected from same types of
respondents, who are affected by the specific research topic. Survey and interview method are
mostly used in primary method of data collection (Panneerselvam 2014).
Furthermore, survey strategy is related to collection of relevant research information from
the selected respondents. Moreover, survey questionnaires have to be distributed to the
respondents. The respondents are asked to respond to the questionnaires relevant to the topic of
the research. Such responses provide better information regarding the research topic. On the
other hand, the interview method provides subjective information about the topic of the research
(Neuman and Robson 2014). Moreover, the information will be gathered from the heads of the
organization taken up in the research process. Such research strategy provides detailed and
organizational specific information relevant to the research topic. In this way, such in-depth and
detailed information adds to the quality of the research outcome (Gast and Ledford 2014).
3.4.1 Justification for Research Strategy or Instrument
This paper has used the method of survey and interview for the collection of accurate
information regarding the topic of the research. Survey strategy has provided first hand data from
the selected respondents, which has enhanced the quality of the research outcome. Moreover,
such information has provided authenticity in the research outcome. On the other hand, interview

28
DISSERTATION
method provides detailed subjective information regarding the research topic. Therefore, such
detailed information adds to the quality of the research outcome. Therefore, this study of
research will be based on the interviews and surveys..
3.5 Data Collection Method
Collecting the data is important with respect to the information in the research topic.
Collection for relevant information requires both primary and secondary sources of information.
Secondary source of information is extremely important for collecting previously researched
information on the same research topic (Tarone, Gass and Cohen 2013). Moreover, in secondary
sources, the information is mostly collected from the websites, authentic journal articles, books
and others. The authentic and detailed information of such secondary sources enhances the
quality of the result in the research. On the contrary, the process of research is basically based on
collection of data in a primary manner for gathering relevant data linked to the topic of research
(Bauer 2014).
Primary means for data collection is consisted of two kinds of data collection techniques.
These types of collecting the data are like quantitative and qualitative technique of data
collection. Quantitative technique always provides authentic and useful numeric data regarding
the topic of the research. Moreover, survey method has been used in this research for conducting
quantitative technique of data collection (Tuohy et al. 2013). In survey method, some well
arranged survey questions are distributed among the selected respondents like the employees of
Diageo in UK. These respondents are asked to answer to the survey questions from their own
perspectives. These responses have been gathered together for reaching a specific solution for the
research. Such information is also the first hand data regarding the research area. Hence, there is
less scope of biasness in the collected information (Reynolds et al. 2014). On the other hand, the

29
DISSERTATION
interview method is also used in this research study for collecting huge subjective information
from the selected persons. Moreover, this technique of data collection has arranged interview
session with the organizational heads of Diageo. This method has assisted in collecting core
organizational specific information regarding the work-life-balance of the organization. In this
way, the detailed and core organizational specific information has actually added to the quality
of the research outcome (Choy 2014).
3.6 Sampling and Sample Size
Sample size determination is the act of choosing accurate numbers of respondents and
observations for including the statistical sample. This research study has selected 50 employees
of Diageo in UK as the sample size of the research. On the other hand, the research study has
used 3 managers of Diageo for understanding the core strategy about its work-life-management
(Lushey and Munro 2015). Moreover, the research has used simple random sampling technique
for collection information from the respondents in an effective manner. Random sampling allows
in gathering the respondent at their convenient place. Hence, the respondents were not
pressurized in answering the questions of research topic. In this way, this sample size and
sampling technique adds to the quality of the research outcome (Matthews and Ross 2014).
3.7 Data Analysis Method
Data analysis is the most significant activity in converting the general information
collected from the data collection in to specific information. Effectiveness of data analysis
process facilitates in extracting accurate information from the general information of the
collected data. This research study will use chi square test using SPSS tool for evaluating the
collected data and reaching at accurate research result. Chi square testing is the most commonly

30
DISSERTATION
used data analysis process, which identifies the relationship among different categorical variables
(Dumay and Cai 2015).
The cross tabulation table of this testing method assists in presenting the variables in a
simultaneous manner. The independent test evaluates the connection of two categorical
variables. It is evaluated through comparing the observed pattern of responses in the cells, which
would be expected whether the categorical variables were really independent of each other
(Bauman, Cross and Walker 2013). The test also allows in assuming the theoretical distribution
regarding the topic of the research. It perfectly evaluates the different between the numbers and
expected numbers. It indicates something, which can cause major changes in the overall research
study. The identification between the observed and expected value of the research variables leads
to conclusion of accurate research result. In this way, Chi square testing is perfect for the
analyzing the data collected from the respondents (Bauer 2014).
3.8 Ethical Consideration
The study of the research will be successfully completed by taking in to consideration the
ethical ways through which the data can be collected. As per research ethics, no respondents
should be forced to participate in data collection process. Moreover, it can be ensured that the
respondents have engaged willingly in the data collection process. It has also been ensure that the
respondents are free for participating in the data collection process. Moreover, freedom is
provided to the respondant to hide their names after their name has been enlisted anytime. There
was no influence provided on the respondents when they were taking up the survey and were free
to provide their own viewpoints as well.

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Along with the above mentioned issue the researcher has ensured that the collected data
from the selected respondents are not for commercial but for personal use only. The collected
data should not be published for any commercial purpose. On the other hand, qualitative data
collected from the managers were also extremely sensitive for the concerned organization.
Disclosure of such information can hamper the business operation of the organization. Hence,
the qualitative information should be protected from unauthentic access for protecting the
organization. The data protection act has been included in the data collection process for
protecting the vital information of the collected data from authentic access. The data collected
from the managers was also shared with the other respondents for the research for getting
authentic information.
3.9 Limitation of the Research
The academic research has some limitations that can obstruct the research quality.. In
case of this research study, there are also some limitations associated with it, which can have
some influence on the ultimate research result. Moreover, it was quite difficult to access several
secondary sources for collecting secondary information about the research topic due to budget
limitation. It can have some impact of the overall outcome of the research. On the other hand, it
was also difficult to gather huge numbers of respondents due to time limitation. Hence, the data
collected from the limited numbers of respondents can hamper the quality of research result.

32
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Chapter 4: Analysis and Findings
In which age group you belong?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Below 30 years 19 38.0 38.0 38.0
31-40 years 22 44.0 44.0 82.0
Above 40 years 9 18.0 18.0 100.0
Total 50 100.0 100.0
Are the demands of my family or partner interfere with activities related to work?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Strongly Agree 16 32.0 32.0 32.0
Agree 18 36.0 36.0 68.0
Neutral 9 18.0 18.0 86.0
Disagree 5 10.0 10.0 96.0
Strongly Disagree 2 4.0 4.0 100.0
Total 50 100.0 100.0

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DISSERTATION

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DISSERTATION
The above frequency table shows the relationship between the age of the employees and
the demands that they get from their families, which interferes in their daily work within the
organization. It can be seen that the age group belonging to 31-40 years have agreed to the fact
that the demands of their families sometimes interfere with their work within the organization.
In which age group you belong? * Are the demands of my family or partner interfere with activities related
to work? Cross tabulation
Are the demands of my family or partner interfere with
activities related to work?
Total
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
In which age
group you
belong?
Below 30
years
Count 7 6 2 3 1 19
% within In which
age group you
belong?
36.8% 31.6% 10.5% 15.8% 5.3% 100.0%

35
DISSERTATION
% within Are the
demands of my
family or partner
interfere with
activities related
to work?
43.8% 33.3% 22.2% 60.0% 50.0% 38.0%
% of Total 14.0% 12.0% 4.0% 6.0% 2.0% 38.0%
31-40
years
Count 6 10 5 1 0 22
% within In which
age group you
belong?
27.3% 45.5% 22.7% 4.5% 0.0% 100.0%
% within Are the
demands of my
family or partner
interfere with
activities related
to work?
37.5% 55.6% 55.6% 20.0% 0.0% 44.0%
% of Total 12.0% 20.0% 10.0% 2.0% 0.0% 44.0%
Above 40
years
Count 3 2 2 1 1 9
% within In which
age group you
belong?
33.3% 22.2% 22.2% 11.1% 11.1% 100.0%
% within Are the
demands of my
family or partner
interfere with
activities related
to work?
18.8% 11.1% 22.2% 20.0% 50.0% 18.0%
% of Total 6.0% 4.0% 4.0% 2.0% 2.0% 18.0%
Total Count 16 18 9 5 2 50
% within In which
age group you
belong?
32.0% 36.0% 18.0% 10.0% 4.0% 100.0%

36
DISSERTATION
% within Are the
demands of my
family or partner
interfere with
activities related
to work?
100.0% 100.0% 100.0% 100.0% 100.0% 100.0%
% of Total 32.0% 36.0% 18.0% 10.0% 4.0% 100.0%
Chi-Square Tests
Value df
Asymp. Sig. (2-
sided)
Pearson Chi-Square 5.770a 8 .673
Likelihood Ratio 6.457 8 .596
Linear-by-Linear Association .099 1 .752
N of Valid Cases 50
a. 11 cells (73.3%) have expected count less than 5. The minimum
expected count is .36.
The Chi Square test by Pearson helps in establishing the statistical association between
the dependent and the independent variables. From the test it can be seen that that the result has
come to .673 where as the minimum value that was expected was .36. This shows that there is a
statistical association between the age of the participants and the interference that they get from
their families, which sometimes hampers the quality of work within the organization.
In which age group you belong?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Below 30 years 19 38.0 38.0 38.0
31-40 years 22 44.0 44.0 82.0
Above 40 years 9 18.0 18.0 100.0
Total 50 100.0 100.0

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DISSERTATION
Have I been putting off things things at work 2t being done for demands of my family
back home?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Strongly agree 11 22.0 22.0 22.0
Agree 11 22.0 22.0 44.0
Neutral 12 24.0 24.0 68.0
Disagree 10 20.0 20.0 88.0
Strongly disagree 6 12.0 12.0 100.0
Total 50 100.0 100.0

38
DISSERTATION

39
DISSERTATION
The above frequency table shows the relationship between the age of the participants and
the fact that the employees are not doing their work within the organization due to the demands
of the family. It can be seen that the age group of 31-40 years have been neutral, which shows
that they neither agrees nor disagrees with the fact that the demands of the family are putting
excess pressure on the employees in doing their work.
In which age group you belong? * Have I been putting off things things at work at being done for demands
of my family back home? Cross tabulation
Have I been putting off things things at work 2t being
done for demands of my family back home?
Total
Strongly
agree Agree Neutral Disagree
Strongly
disagree
In which age
group you
belong?
Below 30
years
Count 5 3 5 3 3 19
% within In which
age group you
belong?
26.3% 15.8% 26.3% 15.8% 15.8% 100.0%
% within Have I
been putting off
things things at
work 2t being
done for
demands of my
family back
home?
45.5% 27.3% 41.7% 30.0% 50.0% 38.0%
% of Total 10.0% 6.0% 10.0% 6.0% 6.0% 38.0%
31-40
years
Count 6 5 5 5 1 22
% within In which
age group you
belong?
27.3% 22.7% 22.7% 22.7% 4.5% 100.0%

40
DISSERTATION
% within Have I
been putting off
things things at
work 2t being
done for
demands of my
family back
home?
54.5% 45.5% 41.7% 50.0% 16.7% 44.0%
% of Total 12.0% 10.0% 10.0% 10.0% 2.0% 44.0%
Above 40
years
Count 0 3 2 2 2 9
% within In which
age group you
belong?
0.0% 33.3% 22.2% 22.2% 22.2% 100.0%
% within Have I
been putting off
things things at
work 2t being
done for
demands of my
family back
home?
0.0% 27.3% 16.7% 20.0% 33.3% 18.0%
% of Total 0.0% 6.0% 4.0% 4.0% 4.0% 18.0%
Total Count 11 11 12 10 6 50
% within In which
age group you
belong?
22.0% 22.0% 24.0% 20.0% 12.0% 100.0%
% within Have I
been putting off
things things at
work 2t being
done for
demands of my
family back
home?
100.0% 100.0% 100.0% 100.0% 100.0% 100.0%
% of Total 22.0% 22.0% 24.0% 20.0% 12.0% 100.0%
Chi-Square Tests

41
DISSERTATION
Value df
Asymp. Sig. (2-
sided)
Pearson Chi-Square 5.654a 8 .686
Likelihood Ratio 7.717 8 .462
Linear-by-Linear Association .502 1 .479
N of Valid Cases 50
a. 14 cells (93.3%) have expected count less than 5. The minimum
expected count is 1.08.
The result of the test has come to be .686 where as the minimum value that was expected
was 1.08. This shows that there is no statistical association between the variables.
What is your gender?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Male 23 46.0 46.0 46.0
Female 27 54.0 54.0 100.0
Total 50 100.0 100.0
Does my life at home generally interferes with responsibilities at work like getting to
workplace on proper time, attaining daily tasks and working overtime?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Strongly agree 13 26.0 26.0 26.0
Agree 21 42.0 42.0 68.0
Neutral 6 12.0 12.0 80.0
Disagree 7 14.0 14.0 94.0
Strongly disagree 3 6.0 6.0 100.0
Total 50 100.0 100.0

42
DISSERTATION

43
DISSERTATION
From the table it can be seen that most of the female employees feel that the household
works are being hampered due to their daily presence within the office premises on time.
What is your gender? * Does my life at home generally interferes with responsibilities at work like getting to
workplace on proper time, attaining daily tasks and working overtime? Cross tabulation
Does my life at home generally interfere with
responsibilities at work like getting to workplace on proper
time, attaining daily tasks and working overtime?
Total
Strongly
agree Agree Neutral Disagree
Strongly
disagree
What is your
gender?
Male Count 7 10 3 3 0 23
% within What is
your gender?
30.4% 43.5% 13.0% 13.0% 0.0% 100.0%

44
DISSERTATION
% within Does my
life at home
generally
interferes with
responsibilities at
work like getting to
workplace on
proper time,
attaining daily
tasks and working
overtime?
53.8% 47.6% 50.0% 42.9% 0.0% 46.0%
% of Total 14.0% 20.0% 6.0% 6.0% 0.0% 46.0%
Female Count 6 11 3 4 3 27
% within What is
your gender? 22.2% 40.7% 11.1% 14.8% 11.1% 100.0%
% within Does my
life at home
generally
interferes with
responsibilities at
work like getting to
workplace on
proper time,
attaining daily
tasks and working
overtime?
46.2% 52.4% 50.0% 57.1% 100.0% 54.0%
% of Total 12.0% 22.0% 6.0% 8.0% 6.0% 54.0%
Total Count 13 21 6 7 3 50
% within What is
your gender?
26.0% 42.0% 12.0% 14.0% 6.0% 100.0%

45
DISSERTATION
% within Does my
life at home
generally
interferes with
responsibilities at
work like getting to
workplace on
proper time,
attaining daily
tasks and working
overtime?
100.0% 100.0% 100.0% 100.0% 100.0% 100.0%
% of Total 26.0% 42.0% 12.0% 14.0% 6.0% 100.0%
Chi-Square Tests
Value df
Asymp. Sig. (2-
sided)
Pearson Chi-Square 2.966a 4 .563
Likelihood Ratio 4.107 4 .392
Linear-by-Linear Association 1.646 1 .200
N of Valid Cases 50
a. 6 cells (60.0%) have expected count less than 5. The minimum
expected count is 1.38.
From the test it can be seen that the value has come to be .563 where as the minim value
that was expected was 1.38. This shows that there is no statistical association and both genders
have the equal chance of feeling that the pressure from the organization hampers their family
time as well.
What is your gender?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Male 23 46.0 46.0 46.0
Female 27 54.0 54.0 100.0
Total 50 100.0 100.0

46
DISSERTATION
Does strain related to family-strain interferes with my ability in performing duties
related to job?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Strongly agree 11 22.0 22.0 22.0
Agree 18 36.0 36.0 58.0
Neutral 8 16.0 16.0 74.0
Disagree 9 18.0 18.0 92.0
Strongly disagree 4 8.0 8.0 100.0
Total 50 100.0 100.0

47
DISSERTATION
The tables show that that most of the female employees have agreed to the fact that
pressure from the families hampers their ability to work within the organization.

48
DISSERTATION
What is your gender? * Does strain related to family-strain interferes with my ability in performing duties
related to job? Cross tabulation
Does strain related to family-strain interferes with my ability
in performing duties related to job?
Total
Strongly
agree Agree Neutral Disagree
Strongly
disagree
What is your
gender?
Male Count 5 8 4 4 2 23
% within What is
your gender? 21.7% 34.8% 17.4% 17.4% 8.7% 100.0%
% within Does
strain related to
family-strain
interferes with my
ability in
performing duties
related to job?
45.5% 44.4% 50.0% 44.4% 50.0% 46.0%
% of Total 10.0% 16.0% 8.0% 8.0% 4.0% 46.0%
Female Count 6 10 4 5 2 27
% within What is
your gender? 22.2% 37.0% 14.8% 18.5% 7.4% 100.0%
% within Does
strain related to
family-strain
interferes with my
ability in
performing duties
related to job?
54.5% 55.6% 50.0% 55.6% 50.0% 54.0%
% of Total 12.0% 20.0% 8.0% 10.0% 4.0% 54.0%
Total Count 11 18 8 9 4 50
% within What is
your gender?
22.0% 36.0% 16.0% 18.0% 8.0% 100.0%

49
DISSERTATION
% within Does
strain related to
family-strain
interferes with my
ability in
performing duties
related to job?
100.0% 100.0% 100.0% 100.0% 100.0% 100.0%
% of Total 22.0% 36.0% 16.0% 18.0% 8.0% 100.0%
Chi-Square Tests
Value df
Asymp. Sig. (2-
sided)
Pearson Chi-Square .105a 4 .999
Likelihood Ratio .105 4 .999
Linear-by-Linear Association .017 1 .895
N of Valid Cases 50
a. 6 cells (60.0%) have expected count less than 5. The minimum
expected count is 1.84.
The result of the test has come to be .999 where as the minimum value that was expected
from the test has to be 1.84. This shows that there is no statistical association and both genders
face the problems in an equal manner.
In which age group you belong?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Below 30 years 19 38.0 38.0 38.0
31-40 years 22 44.0 44.0 82.0
Above 40 years 9 18.0 18.0 100.0
Total 50 100.0 100.0

50
DISSERTATION
Does the time amount my job generally takes up makes difficult in fulfilling my duties
towards family?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Strongly agree 12 24.0 24.0 24.0
Agree 18 36.0 36.0 60.0
Neutral 11 22.0 22.0 82.0
Disagree 5 10.0 10.0 92.0
Strongly Disagree 4 8.0 8.0 100.0
Total 50 100.0 100.0

51
DISSERTATION

52
DISSERTATION
The table shows that the age group of 31-40 years have agreed to the fact that the time
that they invest within the organization causes a problem for them in fulfilling the duties of their
family.
In which age group you belong? * Does the time amount my job generally takes up makes difficult in
fulfilling my duties towards family? Cross tabulation
Does the time amount my job generally takes up makes
difficult in fulfilling my duties towards family?
Total
Strongly
agree Agree Neutral Disagree
Strongly
Disagree
In which age
group you
belong?
Below 30
years
Count 8 2 5 3 1 19
% within In which
age group you
belong?
42.1% 10.5% 26.3% 15.8% 5.3% 100.0%
% within Does
the time amount
my job generally
takes up makes
difficult in fulfilling
my duties
towards family?
66.7% 11.1% 45.5% 60.0% 25.0% 38.0%
% of Total 16.0% 4.0% 10.0% 6.0% 2.0% 38.0%
31-40
years
Count 3 13 5 1 0 22
% within In which
age group you
belong?
13.6% 59.1% 22.7% 4.5% 0.0% 100.0%
% within Does
the time amount
my job generally
takes up makes
difficult in fulfilling
my duties
towards family?
25.0% 72.2% 45.5% 20.0% 0.0% 44.0%
% of Total 6.0% 26.0% 10.0% 2.0% 0.0% 44.0%
Above 40 Count 1 3 1 1 3 9

53
DISSERTATION
years % within In which
age group you
belong?
11.1% 33.3% 11.1% 11.1% 33.3% 100.0%
% within Does
the time amount
my job generally
takes up makes
difficult in fulfilling
my duties
towards family?
8.3% 16.7% 9.1% 20.0% 75.0% 18.0%
% of Total 2.0% 6.0% 2.0% 2.0% 6.0% 18.0%
Total Count 12 18 11 5 4 50
% within In which
age group you
belong?
24.0% 36.0% 22.0% 10.0% 8.0% 100.0%
% within Does
the time amount
my job generally
takes up makes
difficult in fulfilling
my duties
towards family?
100.0% 100.0% 100.0% 100.0% 100.0% 100.0%
% of Total 24.0% 36.0% 22.0% 10.0% 8.0% 100.0%
Chi-Square Tests
Value df
Asymp. Sig. (2-
sided)
Pearson Chi-Square 22.015a 8 .005
Likelihood Ratio 21.416 8 .006
Linear-by-Linear Association 2.273 1 .132
N of Valid Cases 50
a. 12 cells (80.0%) have expected count less than 5. The minimum
expected count is .72.
The result of the test has come to be .005 whereas the minimum value had to be .72. This
shows that employees of all age groups feel that the amount of time that they invest within the
organization hampers them in carrying out the duties towards their family.

54
DISSERTATION
What is your gender?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Male 23 46.0 46.0 46.0
Female 27 54.0 54.0 100.0
Total 50 100.0 100.0
Am I happy with the work I do in Diageo?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Strongly agree 14 28.0 28.0 28.0
Agree 15 30.0 30.0 58.0
Neutral 13 26.0 26.0 84.0
Disagree 5 10.0 10.0 94.0
Strongly disagree 3 6.0 6.0 100.0
Total 50 100.0 100.0

55
DISSERTATION
The table shows that most of the female employees are happy in working within the
organization, as they are getting benefits from the organization.

56
DISSERTATION
What is your gender? * Am I happy with the work I do in Diageo? Cross tabulation
Am I happy with the work I do in Diageo?
Total
Strongly
agree Agree Neutral Disagree
Strongly
disagree
What is your
gender?
Male Count 9 7 5 2 0 23
% within What is
your gender? 39.1% 30.4% 21.7% 8.7% 0.0% 100.0%
% within Am I happy
with the work I do in
Diageo?
64.3% 46.7% 38.5% 40.0% 0.0% 46.0%
% of Total 18.0% 14.0% 10.0% 4.0% 0.0% 46.0%
Female Count 5 8 8 3 3 27
% within What is
your gender? 18.5% 29.6% 29.6% 11.1% 11.1% 100.0%
% within Am I happy
with the work I do in
Diageo?
35.7% 53.3% 61.5% 60.0% 100.0% 54.0%
% of Total 10.0% 16.0% 16.0% 6.0% 6.0% 54.0%
Total Count 14 15 13 5 3 50
% within What is
your gender? 28.0% 30.0% 26.0% 10.0% 6.0% 100.0%
% within Am I happy
with the work I do in
Diageo?
100.0% 100.0% 100.0% 100.0% 100.0% 100.0%
% of Total 28.0% 30.0% 26.0% 10.0% 6.0% 100.0%
Chi-Square Tests
Value df
Asymp. Sig. (2-
sided)
Pearson Chi-Square 4.813a 4 .307
Likelihood Ratio 5.964 4 .202
Linear-by-Linear Association 4.006 1 .045
N of Valid Cases 50
a. 4 cells (40.0%) have expected count less than 5. The minimum
expected count is 1.38.

57
DISSERTATION
The result of the test has come to be .307 where as the minimum value that was expected
from the test is 1.38. This shows that there is no statistical association between the gender and
both the genders are happy in working within the organization.
What is your income? (in pounds)
Frequency Percent Valid Percent
Cumulative
Percent
Valid Below 10,000 15 30.0 30.0 30.0
10,001-20000 17 34.0 34.0 64.0
20,001-30000 11 22.0 22.0 86.0
Above 30,000 7 14.0 14.0 100.0
Total 50 100.0 100.0
Am I satisfied with my family life?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Strongly agree 12 24.0 24.0 24.0
Agree 21 42.0 42.0 66.0
Neutral 11 22.0 22.0 88.0
Disagree 3 6.0 6.0 94.0
Strongly disagree 3 6.0 6.0 100.0
Total 50 100.0 100.0

58
DISSERTATION

59
DISSERTATION
The table shows that the employees who have an income of 10,001-20000 pounds have
agreed to the fact that they are satisfied with their family life.
What is your income? (in pounds) * Am I satisfied with my family life? Cross tabulation
Am I satisfied with my family life?
Total
Strongly
agree Agree Neutral Disagree
Strongly
disagree
What is your
income? (in
pounds)
Below
10,000
Count 7 7 1 0 0 15
% within What is
your income? (in
pounds)
46.7% 46.7% 6.7% 0.0% 0.0% 100.0%
% within Am I
satisfied with my
family life?
58.3% 33.3% 9.1% 0.0% 0.0% 30.0%
% of Total 14.0% 14.0% 2.0% 0.0% 0.0% 30.0%
10,001- Count 4 6 7 0 0 17

60
DISSERTATION
20000 % within What is
your income? (in
pounds)
23.5% 35.3% 41.2% 0.0% 0.0% 100.0%
% within Am I
satisfied with my
family life?
33.3% 28.6% 63.6% 0.0% 0.0% 34.0%
% of Total 8.0% 12.0% 14.0% 0.0% 0.0% 34.0%
20,001-
30000
Count 0 7 3 1 0 11
% within What is
your income? (in
pounds)
0.0% 63.6% 27.3% 9.1% 0.0% 100.0%
% within Am I
satisfied with my
family life?
0.0% 33.3% 27.3% 33.3% 0.0% 22.0%
% of Total 0.0% 14.0% 6.0% 2.0% 0.0% 22.0%
Above
30,000
Count 1 1 0 2 3 7
% within What is
your income? (in
pounds)
14.3% 14.3% 0.0% 28.6% 42.9% 100.0%
% within Am I
satisfied with my
family life?
8.3% 4.8% 0.0% 66.7% 100.0% 14.0%
% of Total 2.0% 2.0% 0.0% 4.0% 6.0% 14.0%
Total Count 12 21 11 3 3 50
% within What is
your income? (in
pounds)
24.0% 42.0% 22.0% 6.0% 6.0% 100.0%
% within Am I
satisfied with my
family life?
100.0% 100.0% 100.0% 100.0% 100.0% 100.0%
% of Total 24.0% 42.0% 22.0% 6.0% 6.0% 100.0%
Chi-Square Tests
Value df
Asymp. Sig. (2-
sided)
Pearson Chi-Square 41.485a 12 .000
Likelihood Ratio 37.709 12 .000

61
DISSERTATION
Linear-by-Linear Association 16.822 1 .000
N of Valid Cases 50
a. 18 cells (90.0%) have expected count less than 5. The minimum
expected count is .42.
The result of the test has come to be .000 where as the minimum value that was expected
from the test is .42. This shows that there is no statistical association between the income groups,
as the other income groups also feel that they are satisfied with their family life.
In which age group you belong?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Below 30 years 19 38.0 38.0 38.0
31-40 years 22 44.0 44.0 82.0
Above 40 years 9 18.0 18.0 100.0
Total 50 100.0 100.0
Do you suffer from any sort of stress related diseases due to pressure in
work?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Yes 19 38.0 38.0 38.0
No 21 42.0 42.0 80.0
Maybe 10 20.0 20.0 100.0
Total 50 100.0 100.0

62
DISSERTATION

63
DISSERTATION
The table shows that the age group belonging to 31-40 years has stated that they do not
suffer from any diseases that are related to stress.
In which age group you belong? * Do you suffer from any sort of stress related diseases due to pressure in
work? Cross tabulation
Do you suffer from any sort of stress
related diseases due to pressure in work?
TotalYes No Maybe
In which age group
you belong?
Below 30
years
Count 8 8 3 19
% within In which age
group you belong? 42.1% 42.1% 15.8% 100.0%
% within Do you suffer
from any sort of stress
related diseases due
to pressure in work?
42.1% 38.1% 30.0% 38.0%
% of Total 16.0% 16.0% 6.0% 38.0%
31-40 years Count 9 9 4 22
% within In which age
group you belong?
40.9% 40.9% 18.2% 100.0%

64
DISSERTATION
% within Do you suffer
from any sort of stress
related diseases due
to pressure in work?
47.4% 42.9% 40.0% 44.0%
% of Total 18.0% 18.0% 8.0% 44.0%
Above 40
years
Count 2 4 3 9
% within In which age
group you belong? 22.2% 44.4% 33.3% 100.0%
% within Do you suffer
from any sort of stress
related diseases due
to pressure in work?
10.5% 19.0% 30.0% 18.0%
% of Total 4.0% 8.0% 6.0% 18.0%
Total Count 19 21 10 50
% within In which age
group you belong? 38.0% 42.0% 20.0% 100.0%
% within Do you suffer
from any sort of stress
related diseases due
to pressure in work?
100.0% 100.0% 100.0% 100.0%
% of Total 38.0% 42.0% 20.0% 100.0%
Chi-Square Tests
Value df
Asymp. Sig. (2-
sided)
Pearson Chi-Square 1.747a 4 .782
Likelihood Ratio 1.726 4 .786
Linear-by-Linear Association 1.214 1 .271
N of Valid Cases 50
a. 5 cells (55.6%) have expected count less than 5. The minimum
expected count is 1.80.
The result of the test has come to be .782 where as the minimum value that was expected
from the test had to be 1.80. This shows that there is no statistical association between the
income levels of the employees and the stress related diseases from which they might suffer.

65
DISSERTATION
What is your gender?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Male 23 46.0 46.0 46.0
Female 27 54.0 54.0 100.0
Total 50 100.0 100.0
Does Diageo encourages any involvement of the family members in reward
functions related to work attainment?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Yes 23 46.0 46.0 46.0
No 17 34.0 34.0 80.0
Maybe 10 20.0 20.0 100.0
Total 50 100.0 100.0

66
DISSERTATION

67
DISSERTATION
From the table it can be seen that most of the female employees have agreed to the fact
that the organization invites their family members when there are reward functions that takes
place.
What is your gender? * Does Diageo encourages any involvement of the family members in reward
functions related to work attainment? Cross tabulation
Does Diageo encourages any involvement of
the family members in reward functions
related to work attainment?
TotalYes No Maybe
What is your
gender?
Male Count 14 5 4 23
% within What is your
gender? 60.9% 21.7% 17.4% 100.0%
% within Does Diageo
encourages any
involvement of the family
members in reward
functions related to work
attainment?
60.9% 29.4% 40.0% 46.0%
% of Total 28.0% 10.0% 8.0% 46.0%
Female Count 9 12 6 27
% within What is your
gender? 33.3% 44.4% 22.2% 100.0%
% within Does Diageo
encourages any
involvement of the family
members in reward
functions related to work
attainment?
39.1% 70.6% 60.0% 54.0%
% of Total 18.0% 24.0% 12.0% 54.0%
Total Count 23 17 10 50
% within What is your
gender?
46.0% 34.0% 20.0% 100.0%

68
DISSERTATION
% within Does Diageo
encourages any
involvement of the family
members in reward
functions related to work
attainment?
100.0% 100.0% 100.0% 100.0%
% of Total 46.0% 34.0% 20.0% 100.0%
Chi-Square Tests
Value df
Asymp. Sig. (2-
sided)
Pearson Chi-Square 4.075a 2 .130
Likelihood Ratio 4.148 2 .126
Linear-by-Linear Association 2.152 1 .142
N of Valid Cases 50
a. 1 cells (16.7%) have expected count less than 5. The minimum
expected count is 4.60.
The result of the test has come to be .130 where as the minimum value that was
expected from the test has to be 4.60. This shows that there is no statistical association between
the genders, as both the genders feel that the organization encourages in inviting the family
members when the reward functions take place within the office premises.

69
DISSERTATION
Chapter 5: Conclusion and Recommendation
5.1: Conclusion
This chapter helps the researcher in linking up the objectives that have been taken up for
the research with the review of literature and the analysis that has been conducted so that proper
recommendations can be provided by him.
5.2: Linking with objectives
To recognize the differences in the work-life balance perceived by Diageo employees based on
variables of demographics like age, gender, parenthood and marital status
From the literature review, it can be seen that every employees needs to have a balance in
their life regarding the work that they do in the organization and their family. This helps them in
maintaining the work in an efficient manner. Most of the female employees find it difficult in
managing their household chores, as they find the work within the organization to be off much
pressure. These factors have to be kept in mind by the organizations so that they can provide the
employees better factors through which the balance in work and life can be maintained.
To investigate the impact of ‘Flexible Working Arrangements’ as a probable solution for
developing the work-life balance
The employees need to be provided with flexible working time so that they can manage
any emergency situation that may crop up in their houses. This will help them in managing the
work and their personal lives in an efficient manner.

70
DISSERTATION
To offer a varied viewpoint looking at the facets of the FMCG job in trying to describe probable
differences in the work-life balance perceived
In the FMCG organization, there are many differences that may lead to the failure in the
balance between work and life. The differences may lead to the failure of the level of satisfaction
among the employees, which may result in quitting the job. This will lead to the failure in the
level of output within the organization, which will also result in the failure of the organization
within the consumer market.
5.3: Recommendations
The balance between work and life among the employees can be increased in a number of
ways. Firstly, providing a facility to the employees so that they can exercise will help them in
reducing their levels of stress. It will provide the employees an opportunity to wear out their
lethargy that they might have within the organization and will help in increasing the level of
productivity as well. Short breaks need to be provided to the employees throughout the day so
that they can rejuvenate themselves and change their mental health as well, which may take place
due to the mental pressure that they face within the organization.
The organization can provide childcare services as well so that it can help in working in a
friendly environment. It will help the female employees in looking after their toddlers while
working, which will help in increasing their level of productivity within the organization as well.
The organization also needs to conduct outings so that it can help in boosting the morale of the
employees, which will result in increasing the level of productivity. The organization needs to
promote the flexible hours of working schedule so that the employees can manage their
household work as well and in time of emergency can manage the work in an efficient manner.

71
DISSERTATION
5.4: Scope of the research
The research has been completed in a successful manner and it can be used as a
secondary source of data by other researcher as well. The future researches that will be carried
out with respect to work and life balance will help the other researchers in understanding this
research in a better manner. The data that has been provided within the research can be used in
other sectors as well and not necessarily in the organization of the same type.

72
DISSERTATION
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Appendix
Questionnaire
1. In which age group you belong?
Below 30 years
31-40 years
Above 40 years
2. What is your gender?
Male
Female
3. What is your income? (in pounds)
Below 10,000
10001-20000
20001-30000
Above 30,000
4. Are the demands of my family or partner interfere with activities related to work?
Strongly Agree
Agree

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DISSERTATION
Neutral
Disagree
Strongly Disagree
5. Have I been putting off things things at work not being done for demands of my family back
home?
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
6. Does my life at home generally interfere with responsibilities at work like getting to
workplace on proper time, attaining daily tasks and working overtime?
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree

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DISSERTATION
7. Does strain related to family-strain interferes with my ability in performing duties related to
job?
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
8. Does the time amount my job generally takes up makes difficult in fulfilling my duties
towards family?
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
9. For duties related to work, do I have to make alternatives to my family activity plans?
Strongly Agree
Agree
Neutral

82
DISSERTATION
Disagree
Strongly Disagree
10. Am I happy with the work I do in Diageo?
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
11. Do I think frequently of leaving Diageo and joining some other company?
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
12. Am I satisfied with my family life?
Strongly Agree
Agree

83
DISSERTATION
Neutral
Disagree
Strongly Disagree
13. If I am being given an opportunity to live the family life over, would I change anything?
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
14. Do you suffer from any sort of stress related diseases due to pressure in work?
Yes
No
Maybe
15. Does Diageo encourages any involvement of the family members in reward functions related
to work attainment?
Yes
No
Maybe

84
DISSERTATION
16. Does there exist any committee in Diageo recommending the management to work-life
balance?
Yes
No
Maybe