1. Introduction:
With a repaid changes in social, economic and political fabric and the
entry of women employees in the retail sector working equally to the men and
work life balance has become a hot topic in recent years, fueled in part by
changing trends in women social roles.
Women struggle with balancing work and personal life demands to a greater
extent than their male counterparts, Compared to men, women were found to
undertake the majority of the household duties and therefore more likely to suffer
from role overload and moreover women were more likely to have made
sacrifices with regard to having children.
The changing economic conditions and social demands have changed the nature
of work throughout the world. The concept of Work life balance is becoming
more and more relevant in an ever dynamic working environment and it becomes
an issue while considering women employees.
Worklife balance is a concept including proper prioritizing between "work"
(career and ambition) and "lifestyle" (health, pleasure, leisure, family and spiritual
development/meditation). Related, though broader, terms include "lifestyle calm
balance" and "lifestyle choices".
Career and goals are the most important factors in life, most of the women are
coming forward to work in order to support their family, others work to reach
their dreams ambitions and desired status, these changes are now natural and
2
Work Life Balance of Women employee has become an important subject since
the women are equally sharing the earning responsibility for the betterment of
their family. Women are getting into jobs and they continue to work even after
marriage. A married woman has more responsibility than man in taking care of
young children and family. The working women efficiently overcome difficult
situations by their commitment and perseverance. The participation of women in
income generation activities lends them to satisfy their home needs to a greater
extent.
2. Problem statement:To determine the factors affecting work life balance of woman employees
3. Objective of this study: To identify the determinants of Work Life Balance of Women Employees
To access the impact of age and marital status on WLB.
Discovering the perception of women employees towards benefits and challenges
towards WLB.
To examine the effect of work life balance on womens performance and work
attitude.
3
5. Scope of the study:This project is based on the work life balance prevailing among women
employees working in big bazaar, an attempt is made to analyze the companys
performance through the employees satisfaction about the work life balance and
to arrive at suggestions and recommendations to improve the work life balance
among women employees in order to increase their efficiency level. The scope of
this study is extended only to the Employees working in Big Bazar Mysore. It
does not cover employees working in other outlays of Big Bazar.
6. Research methodology:-
The study of this project is based on both qualitative and quantitative approach, which will give
the benefits of both qualitative as well as quantitative researches. The data collection will be
done through both qualitative and quantitative sources of data. The research approach will be
deductive to critically investigate and analyze the views of women employees on work-life
balance. The research philosophy of positive will be most useful for this study because it will
comprehensively described the objective aspects of research.
The steps in which the project would be carried out is by collecting both the primary and the
secondary data. The secondary data will be collected first. This collection of data will be done by
means of reading various materials such as books, journals, magazines, newspaper articles, etc.;
looking for similar content online (i.e., on the Internet). Then a structured questionnaire and
survey would be used as a primary data collecting tool which will be filled by the employees of
organizations using convenience sampling.
Types of Research.
Exploratory (Primary data)
Descriptive (Primary data)
Data source
Primary source
Secondary source
PRIMARY DATA: the primary data will be collected from the respondents by administering a
structured, Questionnaire and also through Observation, interview and discussion with the
management team.
SECONDARY DATA: Apart from primary data the secondary data will be collected through
text books, records of the company, journals, from library, academic reports.
TOOLS FOR ANALYSIS:
Primary data will be collected through the observation, discussion, interview and questionnaire
by distributing the questionnaires; questionnaire with both close ended and open ended questions
will be used as sample respondents. On the basis of the tables, the facts are presented in the form
of BAR, PIE charts and tables.
Chapter One
Review of the
literature
Over the past twenty-five years, there has been a substantial increase in work
which is felt to be due, in part, by information technology and by an intense,
competitive work environment. Long-term loyalty and a "sense of corporate
community" have been eroded by a performance culture that expects more and
more from their employees yet offers little security in return.
Many experts predicted that technology would eliminate most household chores
and provide people with much more time to enjoy leisure activities; but many
ignore this option, encouraged by prevailing consumerist culture and a political
agenda that has "elevated the work ethic to unprecedented heights and thereby
reinforced the low value and worth attached to parenting".
Many Americans are experiencing burnout due to overwork and increased stress.
This condition is seen in nearly all occupations from blue collar workers to upper
management. Over the past decade, a rise in workplace violence, an increase in
levels of absenteeism as well as rising workers compensation claims are all
evidence of an unhealthy work life balance.
Employee assistance professionals say there are many causes for this situation
ranging from personal ambition and the pressure of family obligations to the
accelerating pace of technology. According to a recent study for the Center for
Work-Life Policy, 1.7 million people consider their jobs and their work hours
excessive because of globalization.
These difficult and exhausting conditions are having adverse effects. According to
the study, fifty percent of top corporate executives are leaving their current
positions. Although sixty-four percent of workers feel that their work pressures
are "self-inflicted", they state that it is taking a toll on them. The study shows that
seventy percent of US respondents and eighty-one percent of global respondents
say their jobs are affecting their health.
Between forty-six and fifty-nine percent of workers feel that stress is affecting
their interpersonal and sexual relationships. Additionally, men feel that there is a
certain stigma associated with saying "I can't do this".
1.3 What work-life balance is not:Despite the worldwide quest for Work-Life Balance, very few have found an
acceptable definition of the concept. Hence lets first look at what work-life
balance is not.
Your best individual work-life balance will vary over time. Often on a daily
basis. The right balance for you today will probably be different for you
tomorrow. The right balance for you when you are single will be different when
you marry, or if you have children; when you start a new career versus when you
are nearing retirement.
There is no perfect, one-size fits all, balance you should be striving for . The
best work-life balance is different for each of us because we all have different
priorities and different lives.
However, at the core of an effective work-life balance definition are two key
everyday concepts that are relevant to each of us. They are daily Achievement
and Enjoyment, ideas almost deceptive in their simplicity, engraining a fuller
meaning of these two concepts takes us most of the way to defining a positive
Work-Life Balance.
Achievement and Enjoyment answer the big question "Why?" Why do we want a
better income, a new house, the kids through college, to do a good job today, to
come to work at all?
Most of us already have a good grasp on the meaning of Achievement. But let's
explore the concept of Enjoyment a little more. As part of a relevant Work-Life
Balance definition, enjoyment does not just mean happiness. It means Pride,
Satisfaction, Happiness, Celebration, Love, and A Sense of Well Being and all the
Joys of Living.
Achievement and Enjoyment are the front and back of the coin of value in life.
You can't have one without the other, no more than you can have a coin with only
one side. Trying to live a one sided life is why so many "Successful" people are
not happy, or not nearly as happy as they should be.
You cannot get the full value from life without both Achievement and Enjoyment.
Focusing on Achievement and Enjoyment every day in life helps you avoid the
"As Soon As Trap", the life dulling habit of planning on getting around to the joys
of life and accomplishment "as soon as".
Meaningful daily Achievement and Enjoyment in each of our four life
quadrants: Work, Family, Friends and Self.
10
Work
Family
Self
At work we can create our own best Work-Life Balance by making sure we not
only achieve, but also reflect the joy of the job, and the joy of life, every day. If
nobody pats you on the back today, pat yourself on the back. And help others to
do the same.
When we do, when we are a person that not only gets things done, but also enjoys
the doing, it attracts people to us. They want us on their team and they want to be
on your team.
12
Work life and personal life are the two sides of the same coin.
According to various work /life balance surveys, more than 60% of the
respondent professionals surveyed said that are not able to find a balance between
their personal and professional lives. They have to make tough choices even when
their work and personal life is nowhere close to equilibrium. Traditionally
creating and managing a balance between the work-life was considered to be a
woman's issue. But increasing work pressures, globalization and technological
advancement have made it an issue with both the sexes, all professionals working
across all levels and all industries throughout the world. Achieving "work-life
balance" is not as simple as it sounds.
Work life and personal life are inter-connected and interdependent. Spending
more time in office, dealing with clients and the pressures of job can interfere and
affect the personal life, sometimes making it impossible to even complete the
household chores. On the other hand, personal life can also be demanding if you
have a kid or aging parents, financial problems or even problems in the life of a
dear relative. It can lead to absenteeism from work, creating stress and lack of
concentration
at
work.
14
Role of Women and WLB:Women are mostly into full time services and are working 8 hours per day and 5
days in a week minimum and are confronted by increasing workload every day.
So, most of them carry work and responsibilities to home but balancing between
these two complex situations in the present day fast life requires talent, tact, skill
and caution. Women have to cope with high work targets, office commitments,
tight meeting schedules and the duties and responsibilities of life and home.
Employers should concentrate on framing various policies and schemes to
facilitate Work life balance to encourage and attract women employees.
Employees learn different kinds of behavior from workplace life and private life.
Since reciprocal interactions between both the life domains occur a Green Work
15
Organizational
Context
Work life Balances
Flexible Working
Hours
Conducive Work
Environment
HR process & Benefits
Work Environment
Supportive Supervisor
Job Assignments
Supportive Colleagues
Individual
Career Planning
Performance
Promotion
Women Employees Career and Life References:The segregation of men and women into different occupations is the principal
reason for earnings differences between men and women. The occupational
segregation restricts peoples choice of career, especially in the crucial early years
of adult life. This was the reason for both the European Commission and ILO
belief regarding the occupational segregation can and should be eliminated.
16
The women working in all types of professions demonstrating that there are no
gender differences in work. The increasing demands at work place, the interface
between work life and personal life needs more attention. It leads to stress and
such situation affects persons health both physiologically and psychologically.
1.5 Changing & increasing work pressures:A decade back, employees used to have fixed working hours or rather a 9 to 5 job
from Monday to Friday. The boundary between the work and home has
disappeared with time. But with globalization and people working across
countries, the concept of fixed working hours is fading away. Instead of just 7 or 8
a day, people are spending as much as 12-16 hours every day in office.
The technological blessings like e-mail, text messaging and cell phones which
were thought of as tools to connect them to their work being away from their
workplace, have actually integrated their personal and professional lives. Now
professionals find themselves working even when they are on vacations.
The ever-increasing working hours leave the individuals with less time for
themselves and to pursue his hobbies or leisure activities. This hinders the growth
of the person as an individual in terms of his personal and spiritual growth.
Professionals working in the BPO industry, doctors and nurses and especially IT
professionals are the few examples who are facing the brunt of the hazard
constantly.
Reasons of imbalance:There are various reasons for this imbalance and conflicts in the life of an
employee. From individual career ambitions to pressure to cope up with family or
work, the reasons can be situation and individual specific. The speed of
17
Consequences of an Imbalance:Constant struggle and effort to maintain a balance between the work and personal
life can have serious implications on the life of an individual. According to a
survey, 81 per cent of the respondents have admitted that their jobs are affecting
and creating stress in their personal lives. The pressures of the work or personal
life can lead to stress. According to studies, it has been found to that such
situation can take a toll on the person's health both physiologically and
psychologically. Heart ailments, cardiovascular problems, sleep disorders,
depression, irritability, jumpiness, insecurity, poor concentration and even nervous
breakdowns are becoming common among the victims of such imbalance.
Pressure, stress or tension in work life can lead to bad social life and vice versa.
Responsibility of the employer:Companies have begun to realize how important the work-life balance is to the
productivity and creativity of their employees. Research by Kenexa Research
Institute in 2007 shows that those employees who were more favorable toward
their organizations efforts to support work-life balance also indicated a much
lower intent to leave the organization, greater pride in their organization, a
willingness to recommend it as a place to work and higher overall job satisfaction.
Employers can offer a range of different programs and initiatives, such as flexible
working arrangements in the form of part time, casual and telecommuting work.
More proactive employers can provide compulsory leave, strict maximum hours
19
Benefits
Life
of Work
Balance
Initiatives:-
an integral part of
long time. There are certainly obvious benefits to the employer as well as the
employee.
To achieve the benefits of introducing work life balance initiatives, the critical success
factors are:
Choose work life balance practices that are suitable to the workplace and the
employees jobs, and ones that will meet the needs of the employees.
21
Ensure there is good communication with employees, and they are well informed of
the options available to them.
Provide clear guidelines to all employees on how the work life balance practices are to
work.
Ensure that supervisors do not inhibit employees from accessing the work life balance
practices that are available to them.
Treat all employees fairly and equitably, regardless of their family/personal
responsibilities.
Be flexible with the changing needs of employees.
Ensure that any changes in work practices are consistent with award or agreement
requirements.
Check whether the new work practices are actually assisting employees to better
balance
Balancing the work and life of your employees:Researches indicate that balanced work-life can lead to greater employee
productivity. With the progressive shift of the economy towards a knowledge
economy, the meaning and Importance of tile quality of work life is also assuming
a new significance. The article details the factors that should be tuned to attain
balance between work and life of an employee.
You must have both love and work in your life to make you healthy. Don't you
agree? Well, this is what Sigmund Freud had said decades ago for healthy
workers. Family is an essential ingredient for the love that exists in the life of the
employees. But are the corporate structuring the work patterns so as to ensure the
necessary balances? Are the corporate providing opportunities to their employees
to spend quality time in their personal lives? Many researchers indicate that
maintaining a good balance in work and life has become a priority for the
corporate in the developed nations.
22
At the dawn of industrialization, the needs and priorities of employees were at the
lower end of Maslows need hierarchy pyramid. The priority was given more to
physical and material security.
developments, the priorities outside job became very different. Employees started
looking for higher and meaningful quality of life as a result of the outcomes of
their work. After all, what are they working for? A good happy and a decent life.
With the increasing shift of the economy towards knowledge economy, the
meaning and importance of the quality of work life is also assuming a new
significance. Today, the connotation of the term 'work' has also become different.
It has more to do with the intellectual exercise than physical labour. As a result,
the corporates need to streamline and restructure their work schedules in order to
bring about a balance in work life of their employees. Understanding and
managing the levels and complexities of diverse motivational needs is another
area, which requires careful attention from the corporates to bring about work-life
balance.
Various researchers have pointed out the following.
Shifts in Societal Patterns:Gone are the days of joint families where you had to care for elders and they, in
turn, had to nurture your emotions. Today's nuclear families with both the partners
working, have created new dynamics that has become emotionally demanding to
the employees. Financial and social obligations have assumed a different level of
significance today. Not only this, the needs of organisations today have also
changed. Money is getting accumulated in tiny pockets, among those sections of
people who possess the most wanted knowledge.
knowledge workers are the ones who are in acute need to balancing their work
and life.
Technological Breakthroughs:23
New Horizon of Expectations:Due to the above reasons there has been a total shift in the level of expectations
for todays employees and how attitudes towards work and life balance varies
from generation to generation.
Researchers have pointed out that a balance between work and life is maintained
when there is no conflict between work and family demands. Though this seems
to be idealistic situation, what the corporates need to remember is that the
conflicts should not reach unacceptable levels where it would tend to affect the
productivity of the employee and the management recognises the importance of
their personal and family life.
Striking a balance between work and life is as difficult for the corporates as it is
for the employees. The HR managers, along with the functional heads and line
mangers, should try to bring in flexibility to the working patterns within the
organisations. A trade-off between organizational needs and personal needs of the
employees has to be worked out. Following are some of the ways in which it can
be done. Though this is in no way an exhaustive list, yet it does provide a starting
point for corporates to develop flexible work schedules that can balance work and
life.
24
I.
There is a need to clearly chalk out the connection between maintaining this
flexibility and the corporate objectives. For instance, managers at corporatioons
begin their job in the company with a clear understanding of what the company
expects. They undergo a weeklong program, called Supervisor School that blends
the business case for work life initiatives. Thus, the management ensures that the
flexibility in work is linked with the objectives of the organisation. But this is not
enough. What is needed is to ensure and communicate the support of the senior
management. The top management of the company must clearly communicate its
eagerness and willingness to restructure the work schedules in such a manner that
it can balance the work and life of the employees.
articulation from the company that it values the personal lives of its employees.
The employees must understand that their organisation also keeps in mind the
value of their life and personal relationship.
II.
Providing Managerial Support:Only lip service towards work life balance will not suffice. Organisations
must make sure that there are proper organisational systems of work design that
allows employees to have flexible time. This may even require a new look
towards HR manual, which the organization may have.
25
III.
initiatives. This will require the creation of a networked environment that can
provide a back up system to support work relationship. Essentially this will
require employees to become cross functional, so that a temporary emergency or a
shortfall in one department can be met by other departments. Thus, the role of
HR department needs to be revisited and made more expansive and supportive
towards organisational and individual needs.
IV.
Sustain It:Once the organisation follows and internalises the practice of flexible
work schedules for its employees, it is very necessary that it sustains it over a long
period of time. Such sustainability can brought about by clear demarcations of
accountability and means to measure it. In other words, the focus and purpose of
creating balanced work life should be maintained at any cost. This will also call
for review and evaluation of the current work environment and make
modifications in the schedules accordingly.
Several researchers have shown that a balanced work-life creates greater
employee productivity. What important is the long-term and not the short-term,
26
which seems to become the focus of many organisations. So, though it may
apparently seem that employees are having more leisure, the effect of a balanced
work-life will show up positively in the bottom line of the company.
ACTUAL BALANCE
"Hardworking, committed are words that we hear every time when we try to
understand the work ethic of Indians. Whilst EU insists on a 40 hour week and the
western world moans about working 50 hours an average Indian works at least 50
hours if not more in a week. We have culturally been groomed to believe in a
days honest work. It is not that we are incapable of working smart. There are
many smart workers who manage their tasks and time efficiently but they also
tend to put in long hours. The question that comes is what does work life balance
mean in an Asian and specifically Indian context?
In India, these days it is very rare to find a house wife or a house husband. When
families have both husband and wife working discussing work life balance
discussions from a womans perspective is not relevant. More and more couples
became vocal about sharing the burden of running a household. Blame it on
education, increased awareness.
The Top 50 companies to work for in India:These are the list of companies who offer better working environment and work
life balance to its employees in India.
Rank
Name of the
Company
Location
Number of Gender
Voluntary
Employees Ratio (F:M) Turnover
Google India
Bangalore
1,259
1:0.99
30%
MakeMyTrip
Gurgaon
674
1:2.55
23.89%
Intel Technology
Bangalore
2,430
1:3.99
4.4%
Marriott Hotels
Mumbai
2,433
1:9.01
27.37%
NetApp India
Bangalore
1,042
1:4.51
5.95
American Express
Gurgaon
5,200
1:1.33
15.00%
28
NTPC
New Delhi
24,708
1:8.11
0.12%
PayPal India
Chennai
419
1:3.6
0.48%
Ajuba Solutions
Chennai
1,612
1:1.41
23.45%
10
SAS Institute
Mumbai
108
1:5.75
13.89%
11
399
1:5.23
48.87%
12
Dow Corning
Mumbai
241
1:6.3
9.96%
13
Mumbai
13,009
1:6.58
11.55%
14
Godrej Consumer
Mumbai
1,314
1:30.29
6.24%
15
Whirlpool of India
Gurgaon
1,128
1:13.28
8.69%
16
Interglobe
Enterprises Ltd
Gurgaon
5,040
1:1.86
12%
17
iNautix Tech
Chennai
2,263
1.21
8.66%
18
Hilti India
Delhi
427
1:13.72
12.88%
19
Titan Industries
Bangalore
4,329
1:3.49
4.87%
20
Intelenet Global
Mumbai
25,810
1:2.27
NA
21
Qualcomm India
Mumbai
1,073
1:6.5
4.38%
22
Federal Express
Corp
Mumbai
514
1:4.3
12.65%
23
Kotak Mahindra
Mumbai
6,461
1:4.04
18.77%
24
Dominos Pizza
India Ltd
Noida
5,650
1:9.58
53.35%
25
Mumbai
325
1:3.28
6.46%
29
26
Viacom Media 18
Ltd
Mumbai
363
1:2
15.43%
27
Delhi
17,227
1:7.33
17.99%
28
BNY Mellon
International Ops
Pune
1,816
1:2.71
6.11%
29
1:35.49
NA
30
Talentica Software
India
Pune
104
1:0.2
6.73%
31
Indian Oil
Delhi
33,954
1:11.93
0.04%
Corporation
32
Yum Restaurants
Gurgaon
1,713
1:6.39
36.19%
33
Monsanto India
Limited
Mumbai
785
1:6.2
22.93%
34
14,228
1:5.51
82.72%
35
Tata Teleservices
Limited
Mumbai
8,743
1:11.13
18.99%
36
Marico
Mumbai
1,266
1:5.9
16.87%
37
Ahmadabad
1,312
1:22.02
20.43%
38
Cadbury India
Mumbai
2,347
1:23.45
5.45%
39
Intuit Technologies
Bangalore
304
1:5.2
5.26%
40
Quintiles India
Bangalore
1,317
1:0.73
9.57%
41
Mumbai
6,015
1:16.33
7.95%
30
42
Hardcastle
Restaurants
Mumbai
891
1:16.76
6.29%
43
Eureka Forbes
Mumbai
9,048
1:18.92
52.58%
44
Godrej Industries
Mumbai
1,223
1:12.7
2.92%
45
S.C. Johnson
Products
Delhi
578
1:10.12
16.78%
46
Bajaj Capital
Limited
Delhi
873
1:4.49
32.88%
Chapter Two
31
Industry Profile:
Introduction:
The Indian retail industry has presently emerged as one of the most
dynamic and fast paced industries as several players have started to enter the
market. It accounts for over 10 per cent of the countrys gross domestic product
(GDP) and around eight per cent of the employment in India. The country is today
the fifth largest global destination in the world for retail.
Several corporates have planned to exploit the opportunities in the Indian retail
space, such as Reliance Industries Ltd (RIL), which has lined up capital
32
expenditure of 1.8 trillion (US$ 29.41 billion) for the next three years for its
petrochemicals, telecom and retail ventures.
33
With the growth in the retail industry, the corresponding demand for real
estate is also being created. Further, with the online medium of retail gaining
more and more acceptance, there is a tremendous growth opportunity for retail
companies, both domestic and international.
Retail is one of the fastest growing sectors in India. With infrastructure
development and the spread of awareness more and more major retail brands are
entering the market. The capacity to pay has increased and there is a change in
consumer buying behavior; this is making the retail industry slowly but steadily
inch its way to be a dynamic industry.
34
Great Place To Work Institute and Retailers Association of India (RAI) have
recognized the Best Retail Companies to work for in 2014. Pride, credibility,
camaraderie, fairness and respect were the 5 dimensions on the basis of which
various companies were judged and here is the list of top ten retail companies of
2014.
Lifestyle International started its journey in India with their first store in
Chennai in the year 1999. The company is a part of the Landmark Group which is
a Dubai based retail and hospitality conglomerate. In 15 years, they now have 41
stores across 26 cities in India. The stores sell apparel, footwear, childrens wear
and toys, household and furniture items and health and beauty products. Lifestyle
International has also won several awards, a few of the most recent are:
Images Most Admired Beauty Products Retailer Of The Year: Department Store
Chain At Images Beauty & Wellness Awards 2013
Most Admired Retailer Of The Year, Department Store Category At The Images
Retail Awards 2012, 2011 & 2008 and
The Titan Company follows the philosophy of people first and they
believe that the companys success depends on the strengths and contribution of
the people working with them. The work-culture in the company encourages
employees to learn, innovate, experiment and grow. Titan Company has been
rated highly by the Gallup engagement survey with scores for satisfaction,
loyalty and advocacy far higher than the average score of Gallup India. They have
also been rated No.1 in Retail category and 24th overall by Great Places to Work
(2009), an institutional study, in Economic Times. Titan currently employees 7000
people and have two manufacturing units. It has received numerous awards,
couple of the most recent being:
36
learning experience for all. Shoppers Stop has an environment that is conducive to
openness and believe in the power of innovation.
Benetton Group has over 9500 employees and 6500 stores all over the
world. The company understands the importance of human resource and is
constantly improving and increasing the skills and competitive ability of every
individual that works with them. They have a work environment that is dynamic
and creative and they believe in giving employees the opportunity to express
themselves and lead the company in its path of success. They first came to India
in 1990 through a joint venture with DCM Ltd. and operate about 80 stores in the
country today. United Colors of Benetton is also widely known to support social
causes like road trauma and domestic violence among others.
5. Future Retail:-
Future Retail formerly known as Pantaloons Retail (India) is a multiformat retailer. They aspire to be an employer of choice in Indian retail as they
offer exciting new possibilities and encourage people to rise up to new challenges
every day. They engage people who are passionate about what they do, want to
make a difference in the lives of customers, and who live their brand pillars of
Indianness, valuing and nurturing relationships, and leading positive change.
Big Bazaar Direct Retail store of the year honored with eRetailer of the
Year 2014.
Following tail Enders are:1. METRO CASH & CARRY INDIA PVT. LTD.
2. MARKS AND SPENCER RELIANCE INDIA PVT. LTD.
3. PUMA SPORTS INDIA PVT. LTD.
4. JUBILANT FOODWORKS LTD.
5. LEVI STRAUSS (INDIA) PVT. LTD.
Emerging Areas:Some sectors that occupy a prominent position with the retail industry
are:-
38
Fashion & Lifestyle - In India the vast middle class and its
almost untapped retail industry are the key attractive forces for
global retail giants wanting to enter into newer markets, which
in turn will help the retail to grow faster.
39
were
the
most
popular
gadgets
among
also some major areas of focus in the times ahead for the retail
companies in India.
According to panel members at the seventh Food and Grocery
Forum India, the opportunities in food and grocery retail in
India are immense, given that it constitutes about 69 per cent of
Indias total retail market. The Indian retail market, currently
estimated at $490 billion, is project to grow at a compounded
annual growth rate of 6 per cent to reach $865 billion by 2023.
Modern retail with a penetration of only 5% is expected to grow
about six times from the current 27 billion USD to 220 billion
USD, across all categories and segments.
45
References: Media Reports, Press Releases, Deloitte report, Department of Industrial Policy and
Promotion website, Union Budget 2014-15
Company Profile:History
The first Big Bazaar store, with an area of about 24,000
square feet, opened on VIP Road, Kolkata in August 2001.This
was followed by stores in Hyderabad, Bangalore, Mumbai and
Gurgaon. The initial categories on offer were apparel, general
merchandise and food. Later, several brands from categories
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Food Bazaar.
General Merchandise.
Apparels or Fashion.
Home Bazaar.
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Navaras.
Electronic Bazaar.
department.
We
can
see
different
types
of
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Name
: Big Bazaar:
Type
: Public
Industry
: Retailing
Founded
: 2001
Headquarte
rs
Products
: Department
Revenue
Employees
Parent
36000 people
Future Group
50
Divisions
214
Website
: [http://www.bigbazaar.com]
and
construction.
Through
their
strategic
Big
Bazaar
Super
Centre
was
opened
on
26th
development
for
our
customers,
employee,
campaigns
in
the
history
of
Indian
retail.
In
THINGS YOU DIDNT KNOW ABOUT BIG BAZAAR: 2 million customers walk-in each week into Big Bazaar
stores
Collectively, Big Bazaar stores cover nearly 4 million
square feet of space.
In three days between January 25 and January27 2008,
Big Bazaar sold over 100,000 pairs of Jeans and 200,000
shirts.
Big Bazaar has a base of over 1 million loyalty card
members.
More than 160,000 products are sold at Big Bazaar stores.
Board of Directors
54
Name
Designation
Managing Director
Whole time Director
Whole time Director
Director
Director
Director
Director
Director
Director
Management Team
Name
Rakesh Biyani
Anshuman Singh
Designation
CEO-Retail
CEO-Logistics
Arvind Chaudary
CEO-Aadhar
Damodar Mall
Hans Udeshi
CEO-General Merchandising
Kailash Bhatia
Sadhashiva Kumar
CEO-Integrated Merchandising
group
CEO-Big Bazaar
Sanjeev Agarwal
CEO-Pantaloons
Vishnu Prasad
Kruben Moodilar
Head HR
Mayur Toshnival
Sandip Tarkas
CFO
Rajesh Joshi
Venkateshwara Kumar
Sandeep Marwaha
Ushir Bhat
Sanjeev Agarwal
President - marketing
Atul Takle
Prashanth Desai
Jaydeep Shetty
Vishal Kapoor
Rahul Balchandra
Vision, Mission and Quality Policy:Vision:Future Group shall deliver Everything, Everywhere,
Every time for Every Indian Consumer in the most profitable
manner
One of core value of future group is., Indians and its corporate
credo is Rewrite Rules Retained Value.
Mission: We share the vision and belief that our customers and
stakeholders
shall
be served only
by creating
and
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57
Positive Behavior
Understands community diversity
and takes
Negative Behavior
Does not understand the community
diversity
2) Leadership:
Positive Behavior
Negative Behavior
58
approachable
affairs, is complacent
Positive Behavior
Respect individuals and values
the work
Negative Behavior
Demands respect based on hierarchy and
Environment
Understands and appreciates
others point of view
position
Is inconsiderate towards fellow
colleagues
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4) Introspection:
Positive Behavior
Solicits feedback and takes effort
to correct
Negative Behavior
Does not take feedback positively and
the mistakes
becomes defensive
5) Openness:
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Open to new ideas, knowledge, and information across the organization and
seamless flow of the same.
Positive Behavior
Respects the point of view of
others
Shows compassion
Understands and accepts the fact
that multiple
realities can co-exist
Feels free to give ideas &
suggestions in non
secretive manner
Negative Behavior
Is closed to ideas, imposes own views
Exhibiting defensive behavior
Getting defensive and is not able to
understand the existence of multiple
realities
Goes into a shell when confronted or if
ideas
are not accepted
Negative Behavior
Not adhering to commitments
Exploiting relationships for a selfish
motive
and does not collaborate towards a
common
goal
Creates work conditions which are not
conducive to a win win solution
Operates from a position of power and
exploits the weakness or stakeholders
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organization
7) Simplicity & Positivity:
Negative Behavior
Being cynical
Using jargons and complex words
Fails to implement and overlooks ease of
replication
Thinks that tasks are too hard & not even
making an attempt to complete it
Allows the environment to get the better
of
self
Unable to optimize resources efficiently
8) Adaptability:
Negative Behavior
Unwelcoming of change and is rigid
Slow to pick up new ideas and thoughts
Leaving a task unfinished and moving on
to
another task
9) Flow:
Positive Behavior
Demonstrates creativity and is
resourceful
Finding out alternatives and
different ways to
move towards the goals
Is not hindered with obstacles in
the path
towards success
Negative Behavior
Has a closed mind and is not flexible in
thoughts and actions
Not wanting to step out of comfort zone
Does not show a recurring tendency to
battle
against odds
Products/Service Profile:
Infrastructure Facilities:
Training room.
Wi-Fi Facility.
Big Bazaar is built with centralized AC for free fresh air flow
and good lighting facility.
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1. RELIANCE FRESH
Is the convenience store format which forms part of the retail business of
Reliance Industries of India which is headed by Mukesh Ambani.
Reliance plans to invest in excess of 25000 crores in the next 4 years in
their retail division. The company already has in excess of 560 reliance
fresh outlets across the country. These stores sell fresh fruits and
vegetables, staples, groceries, fresh juice bars and dairy products. A
typical Reliance Fresh store is approximately 3000-4000 square. feet and
caters to a catchment area of 1-2 km. Reliance Fresh, Reliance Mart,
Reliance
Digital,
Reliance
and
Reliance Super
are
various formats
that
chain management
Bathinda,
Rajahmundry.
SWOT Analysis:
Strength:
High brand equity.
Everyday low pricing.
Point of purchase.
Variety of stuffs under single roof.
Has outlets all over India.
Weakness:
Unable to meet store targets.
66
network
that
has
been
optimized
for
operational
and
freshness
for
customers.
Their
new
fashion
68
shopped
and
their
renewed
focus
on
upgraded
Companys
Sales
and
Other
Operating
Income
has
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Net Profit:
Net Profit (including exceptional items) of the Company for
fifteen months period ended March 31, 2014 under review stood
at ` 2.81 Crores as compared to ` 273.26 Crores in the previous
financial period with a decrease of ` 270.45 Crores.
Dividend:
The Company has proposed a dividend of ` 0.60 (30%) per
equity share. The dividend would be payable on all equity shares
of the Company including Class B Shares. Class B Shares would
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