WORK LIFE BALANCE IN

NEPAL RASTRA BANK

Presented by:
Rojina Gyawali

WORK LIFE BALANCE

Meaning
A state of equilibrium in which the demands of both a
persons job and personal life are equal.
Work/life balance from the employee viewpoint
Dilemma of managing work obligations and
personal/family responsibilities.
Work/life balance from the employer viewpoint
Challenge of creating a supportive company culture
where employees can focus on their jobs while at
work.

MYTH

Work life balance means

spending 50% of your time at
work and 50% of your time at
home.

Women desire more work life

balance than men.

REALITY
Work life balance occurs
when individuals possess
mental, physical and
emotional resources that
leads to fulfillment of
their professional and
personal goals.
Many studies have found
that there is no gender
differences in experience
of work life conflict.

INDICATORS

When you have balance you are

Satisfied with your work and home lives.
Able to fulfill your responsibilities without guilt
or regret.
Healthy physically and emotionally.
Loss of balance may cause you to
Miss work more often and not be as productive
at work.
Your involvement in the community may go
down.

INTRODUCTION TO ORGANIZATION
Nepal

Rastra Bank (NRB), the Central Bank of Nepal,

was established in 1956 under the Nepal Rastra Bank
Act, 1955. The new NRB Act was promulgated in
2002.
Primary functions of the Bank, as stated by act, are:
to formulate necessary monetary and foreign
exchange policies to maintain price stability
to develop a secure, healthy and efficient system of
payments
to enhance public confidence in Nepals banking and
financial system.

OBJECTIVE

Enhancing the Banks productivity and

efficiency through proper development and
effective utilization of human resource

HEALTHY WORK-LIFE BALANCE LEADS

TO

COMPANY

High productivity

Getting and keeping the right staff

Healthy and interactive environment

work life balance

EMPLOYEES
Feel more rested and
energized
Fulfillment from work
Stress reduction
Better physical and
mental health

ORGANIZATION PRACTICES

On the job training

Surveys of employee work /life issues
Set priorities for all work
Train line managers to recognize signs of overwork
Seminars on work life

work life balance

Make work more flexible

Flexi time
Job sharing
Sponsoring employees family oriented activities

 Allow

for time off from work

A formal leave policy
Allow employees to take leave for community
service

FINDINGS
Majority

(72%) of the respondents are married.

Majority (64%) of the respondents have
children.
Majority (40%) of the respondents agreed that
they have flexible starting time.
Majority (40%) of the respondents agreed that
they have flexible finishing time.
Majority (42%) of the respondents agreed that
they have flexible working hours.

 Majority

(56%) of the respondents strongly

agreed that they have time for family
emergencies.
Majority (43%) of the respondents agreed that
they have support from managers..
Majority (70%) of the respondents agreed that
they have support from team members.
Majority (60%) of the respondents agreed
that they have balance in their work and
family life.

CONCLUSION
Good

organizational culture and working

conditions.
Employees have high working arrangements,
flexible working hours, good support from their
managers and their team members
The involvement and commitment of the
employees to the company is very high.

Hence, the key word is balance. You need

to find the right balance that works for
you. Celebrate your successes and dont
dwell on your failures.

THANK YOU