Introduction

The concept of the workplace is shifting from ideas of a physical location to a state of mind.
Physical location of a working place has been gradually losing its importance due to growth
of information technology. Work from home referred as the concept of working in a concern
where the employees do not have to commute to a central and single place of work. It is
also called telecommuting and remote work. The development in information and
communication technologies has made it very easier to complete the tasks outside of the
workplace because of good internet connectivity as well as reasonable price, more user-
friendly computers, laptops and other similar gadgets. This made working from home easier
as well as feasible to perform tasks and likely reduced the employer costs of providing such
arrangements.
In this 21 century the only flexible work arrangement in a company is working from home.
The outcomes of these arrangements consist of both positive and negative. The working
from home gives employees more opportunity to focus on their assigned work. The regular
face to face contacts with co-workers significantly reduce, when working away from the
office. In the absence of physically monitoring, the employees have greater discretion in
how, under what condition and when they complete allocated tasks. This also increases
flexibility among the employees over performance of work. Work from home enables more
autonomy in job, which is likely to be associated with more productivity. This is true for both
the organization and the employee. The work avoidance is the result when someone's work
is poorly monitored. Work from home will be helpful when there are issues to attend office
and work should continue. Most of the IT companies included work from home in their
leave policy of employees in order to increase the productivity.
On March 25th ,2020, everything changed in the India, Hon’ble PM Narender Damodar Modi
announced complete lockdown in India due to corona virus (COVID-19).
The Corona virus (COVID-19) pandemic has led to biggest number of employees globally
bound to work remotely. The citizens in many countries including India are urged to stay at
home and to reduce social contacts to a minimum in the wake of the outbreak of the
pandemic COVID-19. This pandemic affected each and every sections of economy. The
concept of work from home got more popularity at this point. This pandemic also affected
educational institution, which lead to online classes, webinars etc. in order to continue
academic activities. This shows that one IT sector was following work from home. Now all
the sectors started following the same.

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Results
The result of survey shows that the more than 80% employees and comfortable in Work
From Home setup amid of covid-19 , and are productive too when it come to the work they
are assigned for , but when it comes to communicate with the organisation or colleagues it
is now easy because in WFH setup everyone have to communicate through internet which is
not quick and it takes a lot of time while typing or on call .
Though people are comfortable in Work from Home setup but at the same time they feel
that working in office was more productive and comfortable and communication was way
much easier in office, the employees feels that they were more productive when they were
in office as compared to working from home, the amount of work have increased for every
employee. When it comes to the motivation the employees are nor too much motivated
neither too much demotivated, the motivation level of most of the employees are moderate
, though some employees feel less motivated by the Work From Home setup , it is very
important for the employees to stay motivated which helps them to give their best when it
comes to the work , and to achieve personal as well as organisational goals . in Work from
Home culture the balance between work-life and personal-life is very much affected,
employees are facing a number of problems. When it comes to motivation the company is
not much helping the employees to stay motivated while they work from home for their
organisation and give output, where are they should help the employees to stay motivated
for the overall betterment and growth. Working plays an important role in a employees
performance, but the time when work from home culture is started due to pandemic the
employees are highly dissatisfied with the working hours in with they have to work.
Employees frequently give overtime because of the workload and piled up work they have
with them which most of them are not comfortable with.

How Organisations can motivate Employees

Motivating the employees is very necessary for the organisation as all the employees
collectively helps to achieve the organisational goals.
The Work From Home (WFH) Culture is here to stay! What began as a mark of precaution in
many companies prior to the outbreak of Covid-19 in India, is set to be the norm for the
coming times.
1. The people work in an organisation comes from various part of county whether it is
Tier-A city or Tier-B. The organisations should provide some allowances to the
employees so that they can buy the right furniture for their workstation. The
organisation can tie up with vendor for good deals
2. Organisations can reimburse with internet to all the employees and interns
3. Organisations can setup different activities like musical band for the employees to
lower their stress.
4. Gift cards can be provided to the employees

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 5. Technology allowances can be given to the employees, employees staying in tier-iii
or tier-iv cities doesn’t have good laptops or high-speed internet
6. The organisation can give recreational allowances, whether it is Netflix membership
or Amazon Prime membership or Kindle membership, companies may offer a
reimbursement to employees seeking some recreational escape from office work.

Literature Review: -
1. Working from Home and Job Satisfaction During the Pandemic Times
Author: Manoj Bhattarai
-Job satisfaction, in general, is not influenced by one or two factors, there is always a
combined effect of different variables, the manager at this unprecedented time, could be
successful if s/he is able to understand whether his/her employees are happy working
remotely. In the absence of para-verbal communication, body language cues, workplace
socialization, managers have to work hard to know their employees, and how they are
perceiving jobs.
https://www.researchgate.net/publication/342914908_Working_from_Home_and_Job_Sati
sfaction_During_the_Pandemic_Times
2. A Study on Work from Home, Motivation & Productivity of Employees in Indian Population
during COVID-19 Pandemic.
Author: Rani B Seema, Prettysha Curtis
- The study concludes the time management as a source of self-motivation for increasing
productivity during work from home and reinforces leadership skills in the form of setting an
example, and knowledge sharing as a motivating factor for others in increasing productivity
while working from home.
https://www.researchgate.net/publication/344266773_A_Study_on_Work_from_Home_Mo
tivation_Productivity_of_Employees_in_Indian_Population_during_COVID-19_Pandemic
3. Working from home: What the research says about setting boundaries, staying productive
and reshaping cities
Author: Clark Merrefield
-Work-from-home arrangements will likely expand beyond the tech world — and beyond the
pandemic. Executives at about 1,750 firms from a variety of industries across the country
expect 10% of full-time employees to telework every workday after the pandemic ends,
according to the May monthly panel survey by economists at the Atlanta Fed, Stanford
University and the University of Chicago. The executives expect 30% of their workforce to
telework at least one day a week after the pandemic, triple the 10% rate before.
https://journalistsresource.org/studies/economics/jobs/working-from-home-telework-
research/

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OBJECTIVE OF WORK FROM HOME
Work is worship is the famous proverb which we should implement in our life, it implies that we
should work and do our duties in life instead of worshiping hours in temple. Through work is
something which we do from the day we are born and keep on doing it until we die. An ideal work is
said to be done when a person goes to his or her office and perform his duties on a regular basis and
eventually earn a financial position and recognition in the society. This concept of going into the
work place got changed when this pandemic strike’s our ecosystem despite of its various flaws it also
gave a new opening for technical and technological people into the market, with the help of
technology in this modern era every organization makes the work possible which was once said to
be impossible as we could not ever think of doing work from home concept could be possible in day
to day life but being into the actual situation makes it possible.

This report is being prepared on the feedback we got from Bajaj Allianz life insurance company
employees enlightening us on the various objective of work from home:

1. To find out that the work is being done as efficiently as it has been done prior of this
pandemic in normal office days.
2. To find out employees’ time management during work from home.
3. To examine employer and employee compatibility and their communication channel.
4. To find out the working hour and work load implemented on the employees on daily basis.
5. To find out the employees’ motivation during work from home.
6. To find the amount of work done overtime and its compensation amount is same as it was
before the pandemic or not.
7. To find out the work life balance of employees’ during work from home.
8. To find out that the employees are being provided with bonus and other facilities as it was
before pandemic.
9. To provide the employer with substantial solutions of the problems that has been the major
concern of the employees’ so that the company can act upon it and try to solve it as soon as
possible.

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 The various objectives mention above can help both the employer and employees’ to
achieve and fulfill the organizational goals in more comprehensive way and also helps the
employer to understand the condition of the employees’ so that they can resolve it for
better profitability and employee satisfaction.

Research Methodologies
 Sample Determination: We selected Bajaj Allianz General Insurance for selecting the audience
for the survey “Work from Home”.

 Non-Probabilistic Sampling: This Covid19 snatched the job from the mass, and rest who are on
belt are adopting the work from home culture, so the questionnaire was developed on the basis of
the simplicity & the convenience of the employees in terms of fast & easiness.

 Survey Questions

 Data Collection: The questionnaire developed on the Google Form where the questions are
mentioned with different scaling.
 Scope: 13 questions designed for the survey for the measurement on four different area
I. Productivity: for the productivity there are 3 questions in the survey

The scaling is nominal to measure the extent of the comfortability of the employee by WFH
setup.

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 This question is for the similarity of both the setup (Office & Home)

This question is for the extent to which employees satisfied with communication with their
subordinates.

II. Work Life Balance

III.

Motivation

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 Distribution
 Email
 Mobile

 Data Analysis
 Motivation & Focus

 Work Life Balance & Satisfaction

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 Company Background

Bajaj Allianz is consortium of the world’s leading insurance company, Allianz and Bajaj
Finserv Limited. In 2001, Bajaj Allianz received the registration certificate form the IRDA to
conduct the insurance business, it has offices in 1100 cities and head branch is in Pune.
Company has various insurance products which covers health, home, vehicles and businesses.
Company is continuously growing with the rapid change with technology and provides the
service to the customer doorstep.

 Business Model

B2C B2B
Motor Insurance
Property Marine
Insurance Insurance

Health
Insurance
Commercial
Insurance

Travel Insurance 9

Energy Engineering
Insurance
 Financials
Particulars 2019-20 2018-19 2017-18 2016-17 2015-16

Gross
Written 12,833 11097 9,487 7,687 5,901
Premium

Net Written
8,016 7,774 6,733 5,301 4572
Premium

Net Earned
8,206 7010 6059 4937 4224
Premium

Net Incurred
-5805 -4810 -4043 -3476 -3054
Claims

Net
-92 -375 -318 -36 -94
Commissions

Management
-2320 -1807 -1405 -1361 -1141
Expenses

Underwritin
-11 18 293 64 -65
g Results

Recurring
Investment 1131 1051 898 803 726
Income

Non-
Recurring
278 95 177 210 111
Investment
Income

Others 22 -12 -15 2 0

Profit Before
1,376 1152 1353 1078 771
Tax

Provision for
-377 -372 -432 -350 -207
Tax
Profit After
999 780 921 728 564
Tax

Shareholder'
5,642 5164 4466 3535 2790
s Equity

Asset Under
18,746 17237 14823 10829 9211
Management

Employee
7351 8150 6415 5311 4464
Count (in Nos).

Growth in 15.64% 17.00% 23.40% 30.30% 11.30%

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Gross Written
Premium

Growth in
Net Earned 17.06% 15.70% 22.70% 16.90% 10.20%
Premium

Growth Rate
17.03% 14.58% 26.40% 26.70% 25.40%
of Net Worth

Net
62.46% 70.10% 71% 68.90% 77.50%
Retention Ratio

Net Incurred
Claims to Net
70.74% 68.60% 66.70% 70.40% 72.30%
Earned
Premium

Net
Commission 1.12% 4.80% 4.70% 0.70% 2.10%
Ratio

Expenses of
Management to
39.27% 33.90% 29.60% 32.20% 31.70%
Net Written
Premium Ratio

Combined
100.83% 96.70% 92.30% 96.80% 99.30%
Ratio

Technical
160.10 141.60 141.90 136.10
Reserves to Net 152.85%
% % % %
Premium Ratio

Underwritin
g Balance -0.17% 0.27% 4.70% 1.30% -1.60%
Ratio

Operating
14.45% 13.50% 19.30% 16.20% 13.10%
Profit Ratio

Liquid
Assets to 0.27 0.14 0.27 0.25 0.23
liabilities Ratio

Return on
16.78% 15.30% 20.70% 20.70% 20.20%
Net worth

Available
Solvency
Margin (ASM)
to Required 2.54 2.55 2.76 2.61 2.51
Solvency
Margin (RSM)
Ratio

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 Organizational Structure

Agent Commission Structure

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 Mission, Vision & Values
 Core Values:
a) Treat customer with respect
b) Meet customer expectation
c) Long term Engagement
d) Open for feedbacks
e) Keep commitments
f) New benchmark of excellence

 Vision & Mission

a) To be the first choice of customer
b) Preferred employer
c) Creating shareholder value

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 CONCLUSION

This report is being prepared on the feedback we got from Bajaj Allianz life
insurance company employees enlightening us on the various objective of
work from home To find out that the work is being done as efficiently as it
has been done prior of this pandemic in normal office days. To find out
employees’ time management during work from home and examine
employer and employee compatibility and their communication channel.
The working hour and work load implemented on the employees on daily
basis and to find out the employees’ motivation during work from home the
amount of work done overtime and its compensation amount is same as it
was before the pandemic or not. Work life balance of employees’ during
work from home.The employees are being provided with bonus and other
facilities as it was before pandemic , provide the employer with substantial
solutions of the problems that has been the major concern of the
employees’ so that the company can act upon it and try to solve it as soon
as possible.

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 The questionnaire was developed on the basis of the simplicity & the
convenience of the employees in terms of fast & easiness. The aim of the
questionnaire is to know the employer work life balance in Bajaj Allianz how to
manage their work and life during pandemics. We ask question related to
motivation, home culture and job duties .the conclusion of the questionnaire
are as follow:-
 Work Life Balance & Satisfaction

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