absenteeism final project 2
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A STUDY ON ABSENTEEISM AMONG THE
EMPLOYEES IN DCW (INDIA) LTD,
TUTICORIN.
By
S.H. MOHAMED MASOOK IBRAHIM
(Reg.No.81009601023)
Of
M.A.M COLLEGE OF ENGINEERING,
Siruganur, Tiruchirappalli
A PROJECT REPORT
Submitted to the
FACULTY OF MANAGEMENT STUDIES
In partial fulfillment of the requirements
for the award of the degree
of
MASTER OF BUSINESS ADMINISTRATION
IN
HUMAN RESOURCE MANAGEMENT
ANNA UNIVERSITY OF TECHNOLOGY
TIRUCHIRAPALLI
July 2011
(AN ISO 9001: 2008 CERTIFIED INSTITUTION) Approved by AICTE & Affiliated to Anna University
Accredited by National Board of Accreditation DEPARTMENT OF MANAGEMENT STUDIES
Prof. Alavudeen.S
M.B.A., M.Phil.
Assistant Professor - Department of Management Studies. Date:
CERTIFICATE
This is to certify that the dissertation entitled “A study on Absenteeism among the
Employees ” towards DCW Ltd,. Tuticorin. ” is the bonafide research work
carried out by S.H. MOHAMED MASOOK IBRAHIM, reg. no 81009601023, of
MASTER OF BUSINESS ADMINISTRATION, Department of Management
Studies, M.A.M College of Engineering, Trichy, during the academic period
2010-2011, in partial fulfillment of the requirements, for the award of the Degree
of Master of Business Administration and that the dissertation has not formed the
basis for the award previously of any degree, Diploma, Associate ship, Fellowship
or any other similar title, and that the dissertation represents entirely an
independent work on the part of the candidate.
Signature of the Guide Signature of the Head of Department
(With date of submission) (With Date of submission)
Viva-Voce held on _____________
Signature of Internal Examiner Signature of External Examiner
(Name :__________________) (Name:___________________)
ACKNOWLEDGEMENT
It gives me great pleasure to acknowledge the efforts of all those who have helped
me in finalizing this research.
I thank God for having bestowed his blessings on me, to complete this project
work.
I thank, Dr. M. A. Maluk Mohamed, Principal , M. A. M College of
Engineering, for providing me an opportunity to pursue the MBA program in the
Institution.
I dedicate my thanks to Dr..Annette.B, Head, Department of Management
Studies, for his sustained guidance throughout the period of research work.
I owe my deep sense of gratitude to my mentor and guide,
Asst Prof. Alavudeen.S, for his timely advice, sustained guidance and
encouragement throughout the period of the research work.
I submit my total gratitude ever to my department staffs, Associate Prof.
Shobhana.N, Associate Prof. Prema.R , Dr. Hema latha.M, Asst Prof.
Janarthanan.B, Asst Prof. Muralikrishnan.M, Asst Prof. Najma.S, Asst
Prof. Rajesh.A.D.J, Asst Prof. Sheeba.D and Asst Prof. Pappy Veena
whose supports have sustained me at each step of this research.
I would like to thank my parents and Friends for their support in completing the
research.
III
ABSTRACT This Study is the outcome of the title “A Study on Absenteeism among the
Employees in DCW (india) Ltd, Tuticorin. Absenteeism refers to the failure of the
workers to report on duty with out prior notice there of. It has been defined as “the
total man shifts lost because of absences as a percentage of the total of man-shifts
schedules.” The main objective is to find the factors to prevent the absenteeism,
from the total population 1275, sample of 100 is selected. From the finding it is
found that major facilities lacking inside the organization and it has been
suggested to make necessary steps to increase the medical, welfare measures and
salary level. The various statistical tools such as percentage analysis, chi-square,
percentage, one way ANOVA test are used in order to extract the result.
IV
CONTENTS
Page No.
LIST OF TABLES VI
LIST OF CHARTS VIII
LIST OF EQUATION IX
LIST OF FIGURES IX
CHAPTER I INTRODUCTION 1
CHAPTER II REVIEW OF LITERATURE 11
CHAPTER III RESEARCH METHODOLOGY 14
CHAPTER IV ANALYSIS AND DATA INTERPRETATION 19
CHAPTER V FINDINGS, SUGGESTIONS AND CONCLUSION 58
BIBLIOGRAPHY
APPENDIX
V
LIST OF TABLES
Table
No.
Title Page
No.
4.1 Age group of the respondents 19
4.2 Educational qualification of the respondents 20
4.3 Experience level of the respondents 21
4.4 Marital status of the respondents 22
4.5 Mode of arriving to work spot 23
4.6 Salary level of the respondents 24
4.7 Expenditure level of the respondents 25
4.8 Environmental satisfaction level of the respondents 26
4.9 Opinion about Co operation from the colleagues 27
4.10 Respondent opinion about the rejected application for leave
28
4.11 Opinion about Safety provisions 29
4.12 Opinion about Leave procedure of the respondents 30
4.13 Opinion about Health related problem of the respondents 31
4.14 Opinion about Work regularly of the respondents 32
4.15 Opinion about Shift work of the respondents 33
4.16 Opinion about Relationship with supervisor of the
respondents
34
4.17 Opinion about Grievance handling procedure of the
respondents
35
4.18 Suggestion to minimize absenteeism 36
4.19 Health status of the respondents 37
4.20 Illness of family members 38
4.21 Children education problem 39
4.22 Leave taken for family function 40
4.23 Habit status of respondents 41
4.24 Type of family 42
4.25 Reason for taken leave 43
VII
4.26 Impact of age on sanctioning of leave by supervisor 44
4.27 Chi-square value for Age vs. Supervisor 44
4.28 Impact of age on satisfaction level of safety provisions 45
4.29 Chi-square value for Age vs. Safety 45
4.30 Impact of age on stress level of the employee 46
4.31 Chi-square value for Age vs. Stress 46
4.32 Impact of education on satisfaction of health related problems
47
4.33 Chi-square value for Education vs. Health 47
4.34 Impact of education on children education related problems
48
4.35 Chi-square value for Education vs. Children 48
4.36 Impact of marital on employee come work regularly 49
4.37 Chi-square value for Marital vs. Regularly 49
4.38 Impact of marital on leave because of family functions 50
4.39 Chi-square value for Marital vs. Functions 50
4.40 Impact of conveyance on current leave procedures 51
4.41 Chi-square value for conveyance vs. Leave 51
4.42 Impact of conveyance on health status of employees 52
4.43 Chi-square value for Conveyance vs. Illness 52
4.44 Impact of expenditure on children education problems 53
4.45 Chi-square value for Expenditure vs. Children 53
4.46 ANOVA value for Age vs. safety, shift, stress, attribute 54
4.47 ANOVA value for Education vs. leave, children, shift,
stress
55
4.48 ANOVA value for Marital vs. regularly, relationship,
children, type, suggestion, functions
56
4.49 ANOVA value for Conveyance vs. leave, illness, regularly,
shift
57
LIST OF CHARTS
Table
No.
Title Page
No.
4.1 Age group of the respondents 19
4.2 Educational qualification of the respondents 20
4.3 Experience level of the respondents 21
4.4 Marital status of the respondents 22
4.5 Mode of arriving to work spot 23
4.6 Salary level of the respondents 24
4.7 Expenditure level of the respondents 25
4.8 Environmental satisfaction level of the respondents 26
4.9 Opinion about Co operation from the colleagues 27
4.10 Respondent opinion about the rejected application for leave
28
4.11 Opinion about Safety provisions 29
4.12 Opinion about Leave procedure of the respondents 30
4.13 Opinion about Health related problem of the respondents 31
4.14 Opinion about Work regularly of the respondents 32
4.15 Opinion about Shift work of the respondents 33
4.16 Opinion about Relationship with supervisor of the
respondents
34
4.17 Opinion about Grievance handling procedure of the
respondents
35
4.18 Suggestion to minimize absenteeism 36
4.19 Health status of the respondents 37
4.20 Illness of family members 38
4.21 Children education problem 39
4.22 Leave taken for family function 40
4.23 Habit status of respondents 41
4.24 Type of family 42
4.25 Reason for taken leave 43
LIST OF EQUATION
Table No. Title Page No.
1.1 Equation for rate of absenteeism 3
1.2 Equation for Percentage analysis
17
1.3 Equation for Chi-square test 17
1.4 Equation for One way ANOVA
18
LIST OF FIGURES
Table No. Title Page No.
1.1 Effects of absenteeism on industry 5
1.2 Effects of absenteeism on workers 6
IX
CHAPTER I
INTRODUCTION
1.1.Concept of absenteeism
Industrialization is undoubtedly a falter in economic progress. Now that the
industrialization developed countries has been become a focus of national and
international action wide range of technical, economical, social, cultural and
political, cultural and political aspects of industrialization are calm increasing
attention in the task of making labors understand his duties and obligations which
will lead to the considerable growth of labor consciousness.
A growing number of official and private publication record industrial
development today the success registered and the obstacles encountered in to the
implementation of industrialization programme in spite of the face that industrial
sociologist and psychologist could reveal the reason for absenteeism as religious
factors over indebtedness frequency of sickness frequency of visits to home-town,
on-provision of transport by the company bad habits like drinking, gambling,
further analysis of the possibilities of remedial measures based on the cultural
background have to be done .
The absenteeism is affecting the optimum utilization of human resources it is an
industrial malady affecting productivity, profits, investments and the absences
workers themselves. An increasing rate of absence adds considerable cost to the
industry and social loss occurring from Absenteeism cannot be determined
accurately.
The effect of absenteeism in industrial productions cannot be measured easily.
The Higher absenteeism greater the production loss for the country. People who
are working in industry and other area related to the industrial production also
suffer.
1
1.1.1.Definition of the term absenteeism
According to the Webster’s Dictionary, “Absenteeism is the practice or habit of
being an absentee and an absentee is on who habitually stays away.(2003)
According to workings and Dodod “Absenteeism refers to the workers absence
from his regular task no matter what the cause”.(2000)
According to J.Jucius “Absenteeism is the failure of the workers to report on the
job when they are schedule to work.(1996)
According to J.D.Heckett: “Absenteeism is temporary cessation of work, for no
less than one whole working day, on the initiative of the worker, when his
presence is expected”.(2002)
According to Ankalikan: “Absenteeism is unauthorized absence of the workers
from his job”.(2005)
Labour Bureau, simla interpret “Absenteeism as the total of man shifts lost
because of absence as a percentage of the total number of man shifts scheduled to
work it excludes authorized vacation privilege leave, strike, lockout, lay-off or
regularized over’s for the computation of absenteeism rate, on the other hand
annual survey of industries takes in to account all the instances of workers
absence with a view to ascertaining the costs of the time lost as a percentage of the
total labour cost .
A general definition of absenteeism includes time lost because of illness and
accident and time away from the job due of personal reasons whether authorized
or unauthorized. Authorized absence on leave with pay is also treated as absence.
2
1.1.2. Rate of Absenteeism
No of total man shifts lost ----------------------------------------- X 100 ( Equation 1.1 ) No of total man shifts schedule
1.1.3. Causes of Absenteeism The workers remain absent for various reasons which some may be genuine but
others are not so The Labour Investigation Committee (1946) pointed out the
following causes of absenteeism.
1.1.3.1. Sickness and low vitality
The labour investigation committee pointed out that sickness is responsible for a
considerable part of absenteeism at most places, epidemics like cholera, small box
and malaria most industrial areas the vitality of workers make them an easy prey
to such expediencies and bad housing and insanitary conditions of living appear to
trouble.
1.1.3.2. Means of transport
Again the sickness rate is also affected by the nature of the jobs and the
provisions of transport facilities of the workers for attending the factories and
coming back to homes after working hours.
1.1.3.3. Night shift
It has also been pinpointed out that there is a great percentage of absenteeism
during the night shift than in the shifts owing to the greater discomforts on work
during night time.
3
1.1.3.4. Social and religious function
It has been noticed that worker become absent from their duty on occasions of
social and religious since worker like to visit their families on such occasions
hence they go back to their villages for show period.
1.1.3.5. Accident
Industrial accident depends upon the nature of work to be performed by the
worker and his ability and soon that the undertakes for doing that work in case of
hazardous nature of the job accidents occur more frequency which leads to higher
rate of absenteeism. .
1.1.4. Other Causes
1. Poor working conditions
2. Lack of job satisfaction
3. Personal problems (financial, marital, substance abuse, child care etc.)
4. Stress.
4
1.1.5. EFFECTS OF ABSENTEEISM ON INDUSTRY
FIGURE 1.1
Absenteeism ↓
Affects production targets ↓
Increases the work load of inexperienced & less experienced ↓
Leads to rejection of finished products ↓
Increases the cost of production ↓
Lowers the Profit margin ↓
Affects Industrial growth
5
1.1.6. EFFECTS OF ABSENTEEISM ON WORKERS
FIGURE 1.2
Absenteeism ↓
Reduces his earnings ↓
Adds his indebtedness ↓
Decreases the Purchasing power ↓
Leads to family problems ↓
Increases mental stress ↓
Leads to inefficiency in his job ↓
Loss of employment
6
1.2. Company profile
1.2.1. A brief history of DCW Ltd
DCW Limited, the flagship company owned by the renowned sahu jain
family, was incorporated in January 1939 as Dharangadhra chemical works ld
to take over india’s first soda ash factory at dharangadhra in Gujarat. Its
ownership was acquired in 1949 by padmabhushan late shri sahu shriyans
Prasad jain – The founder. Since then, it has expanded, diversified and
modernized its operations and is now a public limited company manufacturing
a wide range of chemical products. In 1987, in view of its more diverse
operations, the name of the company was changed to DCW Limited.
Chemical industries in India are worth US 28 billian and these industries are
responsible for 12.5% of the country’s industrial production. Chemical
industries are referred as keystone industries because of the way the rest of the
manufacturing sector rely on chemical. DCW Ltd. Is an industries pioneer
with a strong presence in the Chlor Alkalu chemical synthetic Retile and poly
Vinyl chloride business segment.
The DCW story goes back to 1925 when the foundation stone of India’s first
soda Ash factory at Dharangadhra a small principality on the state of Gujarat.
In west India was laied. Plant was taken over in 1939 and then under the name
of Dhrangadhra chemicals works Ltd with the main business objective of
manufacturing.
The corporate office of the company is located in Mumbai, India’s
commercial capital. The business is steered by Dr. ShashiChand jain as
Chairman & Managing Director and Mr. sharad Kumar jain, as Vice Chairman
& Managing director. Under their able and astute leadership ,
7
DCW has come a long way to emerge as India’s respected multi – product and
multi – location chemical company. DCW is an industry pioneer with a strong
presence in the chlor – alkali, Synthetic rutile and PVC business segments. It
has a successful record of developing downstream and related products. Its
competitive position is enhanced by the diversity of its products.
The company has two manufacturing units. At Dhrangadhra, Gujarat state, it
produces soda ash, Amonium Bicarbonate and Bromide. At Sahupuram, Tamil
Nadu State, it produces Caustic soda, Liquid Chlorine, Trichloroethylene,
Hydrochloric Acid, Synthetic Rutile, Yellow Iron Oxide, Ferric Chloride,
Enamel paint and PVC Resin. The Sahupuram unit is also striving to
commercialise bio- tech products like Natural Spirulina. Salt , considered the
essence of life, is a starting material of DCW’s basic products.
1.2.2. Mission
“ It is our endeavour to manufacture and supply quality products and develop
co – operation and understanding through trade and commerce.”
1.2.3. Human resources
The unit employs the manpower of around 1275 consisting of staff & workmen.
Suitable services, technical and administrative, have been organized to support
the manufacturing activities. The Plant management is professional in outlook.
The unit has a positive work culture and employees are committed. Adequate
welfare measures have been extended to employees to improve their quality of
life. Management – Union relations have been built on mutual trust and
understanding have remained cordial.
8
Responsible for
•Recruitment and placement of human assets in various positions.
•Personnel establishment work and Personnel records maintenance.
•Administering employee welfare programmes.
•Organising employee related functions.
•Formulating and monitoring employee motivation schemes.
•Payroll processing.
•Time office administration.
•Matters concerned with organization charts, placements, career growth,
job rotation.
•Training of personnel.
•Managing Industrial Relations.
•Compensation related issues.
•Dealing with employee counselling and grievances.
1.2.4. Safety and Environment
Safety and environment protection are given focused attention in the works.
Personnel at work are provided with personal protective equipments. Safety
measures have been incorporated in the operating systems in the plants including
dedicated fire fighting system. Safety awareness and training to operating
personnel is a continuous activity designed to make every day safe working day.
A medical centre functions round the clock to provide timely medicare to
employees in the event of work injuries.
9
Conscious of its obligations towards environment protection, the management has
been investing money and efforts in progressively implementing pollution control
measures at sahupuram. It has been upgrading its processes, plants and
equipments to assimilate environmental protection measures in a progressive
manner in line with the universally accepted principles of 3Rs viz. Reduce, Reuse
and Recycle. The works has achieved significant results in energy conservation
efforts which continues to be systematically extended to cover more areas in the
plant and township. The sahupuram works has recently embarked on developing
and implementing ISO 14001 EMS standards and expects to obtain the accredited
certified by the end of 2003.
1.2.5. Product profile
1.2.5.1. Product list
1.Common Salt (NACI)
2. Caustic soda (NaoH)
3. Liquid chlorine (c12)
4. Hydrochloric Acid (HCI)
5. Trichlorethlene (C2HC13)
6. Sodium Hypochlorite
7. Upgraded Beneficiated immenite (Synthetic Rutile)
8. Utox & Yellow Iron Oxide
9. Ferric Chloride
10. Poly Vinyl Chloride Resin.
10
CHAPTER II
REVIEW OF LITERATURE
Ian Firns, Anthony Travaglione and Grant O'Neill, (2006), “Absenteeism in
times of rapid organizational change”, has Suggested that Unscheduled
absenteeism is a costly and disruptive phenomenon that remains problematic for
organizations. It is imperative that managers understand more fully the
antecedents and consequences of this complex behaviour.This study aims to shed
light on the issue by analysing the absence trends in a large public sector
organization undergoing modernization and downsizing.It is argued that employer
assumptions about the legitimacy of individual absenteeism will guide decision
making with regard to appropriate absence management strategies.This study
highlights the danger of falsely attributing individual-level causes of absenteeism
to what may be better understood as a group-level phenomenon. This phenomenon
represents a predictable response in the context of major organizational change.
This research has implications for human resource management strategies in
organizations experiencing rapid change.
Jie Shen and Ben Dicker, (2008), “The impacts of shiftwork on employees”,
has Suggested that the impacts of shiftwork on shift workers with regard to their
employment, health, family and social lives, and explores the moderating effects
of demographic variables. It is argued that shiftwork attracts many people because
shift workers receive competitive income, without requiring tertiary education,
that can be increased by long shifts and weekend work. Generally, although
shiftwork does not lead to increased employee turnover the retiring age of shift
workers is relatively younger than in other sectors. Shiftwork contributes to
increased absenteeism, especially among younger employees and those who have
been doing shiftwork for only a short period.
11
It is unlikely for shift workers to moonlight. Shiftwork affects employee health,
family and social lives, personal and workplace relationships, and communication
skills. While older workers become tired more easily and less motivated, younger
workers tend to experience higher rates of absenteeism. Employees who have
been in the workplace longer are likely to have higher turnover. Married
employees with children are likely to be affected the most in terms of family life
and marriage. Gender and type of job do seem to be moderating factors. The
contributions to literature and practical implications are also discussed.
Kgaphola and Sekgale Colbeck, (2006), “The effects of HRM practices and
antecedents on organizational commitment among university employees”, has
Suggested that the factors affect organizational commitment among Dutch
university employees in two faculties with different academic identities (separatist
versus hegemonist, Stiles, 2004). The analyses of Web survey data reveal that in
the separatist faculty decentralization, compensation, training/development,
positional tenure and career mobility have significant effects. Age, organizational
tenure, level of autonomy, working hours, social involvement and personal
importance significantly affect the employees' organizational commitment in the
hegemonist faculty. Participation, social interactions and job level are factors that
are important in both faculties. The findings indicate that the set of factors
affecting the organizational commitment of employees differs between the
separatist and hegemonist faculties. The findings empirically support the argument
that different configurations or 'bundles' of HRM practices (Delery and Doty,
1996; Guest, 1997) are suited for organizations with different identities.
Explanations for the observed relationships, implications and limitations of the
study are discussed.
12
Tim A. Barmby, Marco G. Ercolani, John G. Treble, (2002), “Sickness
absence in international comparison”, has Suggested that the paper shows how
internationally and intertemporally consistent information on sickness absence can
be constructed from Labour Force Surveys, and describes some important features
of data that we have generated using the Luxembourg Employment Study.
We also analyse sickness absence rates by age, gender and other socio-economic
characteristics of workers. These relationships prove to be similar across countries
with widely differing mean rates of absence. In this dataset, workers with longer
tenure tend to have higher absence rates even when age is controlled for. Absence
is also positively correlated with higher usual hours of work.
Vincenzo Scoppa, (2010), “Worker absenteeism and incentives: evidence
from Italy”, has Suggested that the study employees are fully insured against
earning losses due to illness. Since worker's health is not easily verifiable,
absenteeism due to illness is considered an empirical proxy for employee shirking.
The Bank of Italy Household Survey (SHIW) provides individual data on days of
absence. Controlling for personal characteristics and potential determinants of
health status and family responsibilities (age, gender, education, marital status,
children at home), we show that the nature of employment contracts affects
workers' incentives to provide effort: sickness absences, at least partially, hide
opportunistic behaviours.
13
CHAPTER III
RESEARCH MEHODOLOGY
3.1. SIGNIFICANCE OF THE STUDY
One of the major problems affecting this precious resource is absenteeism.
Absenteeism is not only an individual problem but also a social as well as
economic problem of our country. When absenteeism becomes a habit there is
not only general lowering of morale, but also results in loss and deterioration
of skill and efficiency. This may lead an organization to attain reduced
productivity. Decrease in production will affect the profits of the company.
To control the rate of absenteeism we should know what absenteeism is and
study the factors such as personal factors, social factors and environmental
factors responsible for absenteeism. Reducing the rate of absenteeism is not a
simple task. So, there is a great need for the research and analysis of
absenteeism in the organization.
3.2. OBJECTIVES OF THE STUDY
3.2.1. Primary Objective
� To study the various factors that lead to absenteeism in DCW Ltd.
3.2.2. Secondary Objectives
� To find out the problem of absenteeism.
� To study the personal factors of employees that causes absenteeism.
� To study the interrelationship factors related with employee.
� To study the impact of social factors on absenteeism.
� To analyze the reason for the absenteeism.
14
3.3. REASEARCH DESIGN
The research design is the plan structure and strategy of the investigation to
obtain answer to the research question. The researcher has taken descriptive
design that with explain various factors which contribute to reduce
absenteeism such as working conditions, family problem, transport facility
relation with co worker and supervisors, organizational factor financial
position & social position etc…
3.4. COVERAGE
The aim of this study is to measure the variable distributed in a population i.e.,
Dcw ltd and to test the hypothesis about which factors are contributing
significantly to work life balance from this we can generalize the findings
obtained from a sample to the total study population. The study is micro in
nature and data were collected from 100 respondents only. Every efforts was
taken to make sure that all the area was covered.
3.5. PILOT STUDY
It is a method used to get first hand information about the problem. Pilot study
has helped the researcher to prepare a good schedule. It has given good
knowledge about problem which is an important prerequisite in any research.
3.6. SAMPLING TECHNIQUES
In this research study, simple random sampling technique was used to select
respondents needed for study. The researcher selected 100 respondents out of
total of 1275 workers in the DCW ltd at Tuticorin.
15
3.7. METHODS OF DATA COLLECTION
The task of data collection begins after a research problem has been defined
and research design/plan chalked out. The two types of data are:
1. Primary data.
2. Secondary data.
3.7.1. Primary data
Primary data are those which are collected for the first time. In this study the
method of data collection followed is through,
• Questionnaires
• Personal interview
3.7.2. Secondary data
Secondary data are those data, which have been already collected and
analyzed by some other.
It provided details about the organization, which supports the research. The
published sources include various text books and company literatures. The
Researcher has used Questionnaires for collecting data.
Population size : 1275
Universe : 270
Sample size : 100
16
3.7.3. STATISTICAL TOOLS
1. Percentage analysis
2. Chi-square test
3. One way ANOVA test
3.7.3.1. Percentage analysis
Percentage analysis refers to a special kind of ratio; percentages are used
in making comparison between two or more series of data percentages are used to
describe the relationships.
Percentage is calculated are follows,
= d / n * 100 ( Equation 1.2 )
Where‘d’ is the number of respondents
Where ‘n’ is the base of figure of sample group.
3.7.3.2. Chi - Square Test
The chi-square test is a statistical test. Chi- square is the most popular
discrete data hypothesis testing method. The chi –square test is based on a statistic
that measures the divergence of the observed data form the values that would be
expected under the null hypothesis of no association. They require calculation of
the expected values on data.
Ψ2 = ∑ (Oi - Ei)
2/ E
Ψ2 = ∑ (Observed – Expected) 2
________________________ (Equation 1.3 )
Expected
The distribution of the statistic X2 chi- square with (r-1) (c-1) degrees of
freedom, where r represents the number of rows in the two-way table and c
represents the number of columns. The distribution is denoted by X2 (degree of
freedom), where do is the number of degrees of freedom.
17
3.7.3.3. One way ANOVA
One-way analysis of variance (ANOVA) tests allow you to determine if one
given factor, such as drug treatment, has a significant effect on gene expression
behavior across any of the groups under study. A significant p-value resulting
from a 1-way ANOVA test would indicate that a gene is differentially expressed
in at least one of the groups analyzed. If there are more than two groups being
analyzed, however, the 1-way ANOVA does not specifically indicate which pair
of groups exhibits statistical differences.
3.8. LIMITATIONS OF THE STUDY
� Some of the respondents are not willing to reveal the data.
� A time constraint is another limitation of the study.
� The respondents opinion can be biased.
3.9. FUTURE SCOPE Reducing the absenteeism in DCW LTD.
3.10. CHAPTERISATION The frame for the study is divided into the first unit which consists of the
introduction and company profile. The second unit consists of the review of the
literature. The third unit discus with the objective of the study , sampling design
and tools of data collection. The fourth unit consists of data analysis and
interpretation. The fifth unit consists of summary and conclusion.
18
CHAPTER IV
DATA ANALYSIS AND INTERPRETATION
TABLE - 4.1 Age group of the respondents
CHART - 4.1 Age group of the respondents
Inference:
From The table 4.1, it is infers that half belongs to the age group of 26-45 years,
one third belongs to the age group of below 25 years, one fourth belongs to the
age group of 56 & above years.
19
Age Frequency Percent
Below 25 years 43 43.0
26 – 45 years 51 51.0
56 & above years 6 6.0
Total 100 100.0
TABLE - 4.2
Educational qualification of the respondents
CHART - 4.2
Educational qualification of the respondents
Inference:
From The table 4.2, it is infers that half belongs to the SSLC & HSC level, one
third belongs to the UG & PG level, one fourth belongs to the Diploma.
20
Education Frequency Percent
SSLC/HSC 65 65.0
UG/PG 30 30.0
Diploma 5 5.0
Total 100 100.0
TABLE - 4.3
Experience level of the respondents
CHART - 4.3
Experience level of the respondents
Inference:
From The table 4.3, it is infers that majority are with Less than 4 years of
experience and one fourth belongs to the 4 to 8 years of experience.
21
Experience Frequency Percent
Less than 4 year 91 91.0
4 to 8 year 9 9.0
Total 100 100.0
TABLE - 4.4
Marital status of the respondents
CHART - 4.4
Marital status of the respondents
Inference: From The table 4.4, it is infers that half belongs to the unmarried person and one third belongs to the married person.
22
Marital Status Frequency Percent
Married 32 32.0
Un married 68 68.0
Total 100 100.0
TABLE - 4.5
Mode of arriving to work spot
CHART - 4.5
Mode of arriving to work spot
Inference:
From The table 4.5, it is infers that one third belongs to the bus, one third belongs
to the by cycle, one fourth belongs to by walk, one fourth belongs to by two
wheeler.
23
Conveyance Frequency Percent
Walk 20 20.0
By cycle 28 28.0
Two wheeler 15 15.0
Bus 37 37.0
Total 100 100.0
TABLE - 4.6
Salary level of the respondents
CHART - 4.6
Salary level of the respondents
Inference:
From The table 4.6, it is infers that majority are with the Rs 1000 – 10000 level,
one fourth belongs to the Rs 10001 – 15000 level and one fourth belongs to the Rs
15000 & above.
24
Salary Frequency Percent
Rs 1000 – 10000 85 85.0
Rs 10001 – 15000 8 8.0
Rs 15000 & above 7 7.0
Total 100 100.0
TABLE - 4.7
Expenditure level of the respondents
CHART - 4.7
Expenditure level of the respondents
Inference:
From The table 4.7, it is infers that majority are with the Rs 2000 – 4000 level
and one fourth belongs to the Rs 4000 & more than 5000 level.
25
Expenditure Frequency Percent
Rs 2000 – 4000 85 85.0
Rs 4000 & more than 5000
15 15.0
Total 100 100.0
TABLE - 4.8
Environmental satisfaction level of the respondents
CHART - 4.8
Environmental satisfaction level of the respondents
Inference: From The table 4.8, it is infers that majority are with the low satisfaction level
and one fourth belongs to the high satisfaction level.
26
Environment Frequency Percent
Low satisfaction
87 87.0
High satisfaction
13 13.0
Total 100 100.0
TABLE - 4.9
Opinion about Co operation from the colleagues
CHART - 4.9
Opinion about Co operation from the colleagues
Inference: From The table 4.9, it is infers that majority are with the low satisfaction level
and one fourth belongs to the high satisfaction level.
27
Colleagues Frequency Percent
Low satisfaction 86 86.0
High satisfaction 14 14.0
Total 100 100.0
TABLE - 4.10 Respondent opinion about the rejected application for leave
CHART - 4.10 Respondent opinion about the rejected application for leave
Inference:
From The table 4.10, it is infers that one third belongs to the never, one third
belongs to the always, one third belongs to the sometimes.
28
Rejected leave application Frequency Percent
Always 31 31.0
Never 40 40.0
Sometimes 29 29.0
Total 100 100.0
TABLE - 4.11
Opinion about Safety provisions
CHART - 4.11
Opinion about Safety provisions
Inference: From The table 4.11, it is infers that majority are with the low satisfaction level
and one fourth belongs to the high satisfaction level.
29
Safety provisions Frequency Percent
Low satisfaction
88 88.0
High satisfaction
12 12.0
Total 100 100.0
TABLE - 4.12
Opinion about Leave procedure of the respondents
CHART - 4.12
Opinion about Leave procedure of the respondents
Inference: From The table 4.12, it is infers that majority are with the low satisfaction level
and one fourth belongs to the high satisfaction level.
30
Leave procedures Frequency Percent
Low satisfaction 81 81.0
High satisfaction 19 19.0
Total 100 100.0
TABLE - 4.13
Opinion about Health related problem of the respondents
CHART - 4.13
Opinion about Health related problem of the respondents
Inference: From The table 4.13, it is infers that half belongs to the yes and one third belongs
to the no.
31
Health problems Frequency Percent
No 46 46.0
Yes 54 54.0
Total 100 100.0
TABLE - 4.14
Opinion about Work regularly of the respondents
CHART - 4.14
Opinion about Work regularly of the respondents
Inference: From The table 4.14, it is infers that half belongs to the no and one third belongs
to the yes.
32
Regularly Frequency Percent
No 64 64.0
Yes 36 36.0
Total 100 100.0
TABLE - 4.15
Opinion about Shift work of the respondents
CHART - 4.15
Opinion about Shift work of the respondents
Inference: From The table 4.15, it is infers that half belongs to the night shift, one third
belongs to the evening shift one fourth belongs to the day shift.
33
Shift Frequency Percent
Day 19 19.0
Evening 29 29.0
Night 52 52.0
Total 100 100.0
TABLE - 4.16
Opinion about Relationship with supervisor of the respondents
CHART - 4.16
Opinion about Relationship with supervisor of the respondents
Inference: From The table 4.16, it is infers that half belongs to the low satisfaction level and
one third belongs to the high satisfaction level
34
Supervisor Frequency Percent
Low satisfaction
55 55.0
High satisfaction
45 45.0
Total 100 100.0
TABLE - 4.17
Opinion about Grievance handling procedure of the respondents
CHART - 4.17
Opinion about Grievance handling procedure of the respondents
Inference: From The table 4.17, it is infers that majority are with the low satisfaction level
and one third belongs to the high satisfaction level.
35
Grievance Frequency Percent
Low satisfaction
70 70.0
High satisfaction
30 30.0
Total 100 100.0
TABLE - 4.18 Suggestion to minimize absenteeism
Suggestion Frequency Percent
Better working condition 24 24.0
More salary/wages 45 45.0
More leave facilities 11 11.0
More rest during work 12 12.0
Reward for prompt attendance
8 8.0
Total 100 100.0 CHART - 4.18 Suggestion to minimize absenteeism
Inference: From The above table 4.18, infers that one third belongs to the more wages, one fourth belongs to the better working condition, one fourth more rest during work, one fourth belongs to the more leave facilities and one fourth belongs to the reward for prompt attendance.
36
TABLE - 4.19
Health status of the respondents
CHART - 4.19
Health status of the respondents
Inference: From The above table 4.19, infers that one third belongs to the occational illness, one
third belongs to the climate illness and one fourth belongs to the serious illness.
37
Health status Frequency Percent
Serious illness 24 24.0
Occational illness 47 47.0
Climate illness 29 29.0
Total 100 100.0
TABLE - 4.20
Illness of family members
CHART - 4.20
Illness of family members
Inference: From The table 4.20, it is infers that half belongs to the yes and one third belongs
to the no.
38
Illness Frequency Percent
No 32 32.0
Yes 68 68.0
Total 100 100.0
TABLE - 4.21
Children education problem
CHART - 4.21
Children education problem
Inference: From The table 4.21, it is infers that half belongs to the yes and one third belongs
to the no.
39
Children Frequency Percent
No 34 34.0
Yes 66 66.0
Total 100 100.0
TABLE -4.22
Leave taken for family function
CHART- 4.22
Leave taken for family function
Inference: From The table 4.22, it is infers that half belongs to the taking leave for
occasionally, One fourth belongs to the taking leave for frequently, one fourth
belongs to the never taking leave and one fourth belongs to the taking leave for
rarely.
40
Family functions Frequency Percent
Frequently 24 24.0
Occasionally 38 38.0
Rarely 15 15.0
Never 23 23.0
Total 100 100.0
TABLE - 4.23
Habit status of respondents
CHART - 4.23
Habit status of respondents
Inference:
From The table 4.23, it is infers that one fourth belongs to the drinking habit, one
third belongs to the none of these, one fourth belongs to the smoking habit and
one fourth belongs to the gambling habit.
41
Habit status Frequency Percent
Smoking 24 24.0
Drinking 32 32.0
Gambling 14 14.0
None of these 30 30.0
Total 100 100.0
TABLE - 4.24
Type of family
CHART- 4.24
Type of family
Inference:
From The table 4.24, it is infers that majority are with the joint family and one
fourth belongs to the nuclear family.
42
Type of family Frequency Percent
Joint 76 76.0
Nuclear 24 24.0
Total 100 100.0
TABLE - 4.25 Reason for taken leave
CHART- 4.25 Reason for taken leave
Inference:
From The table 4.25, it is infers that one third belongs to the family, one fourth
belongs to the sickness, one fourth belongs to the other reasons, one fourth
belongs to the physical work environment and one fourth belongs to the part time
job.
43
Reason for taking leave Frequency Percent
Family 43 43.0
Sickness 19 19.0
Physical work environment
11 11.0
Part time job 10 10.0
Other reasons 17 17.0
Total 100 100.0
CHI-SQUARE TEST Impact of age on sanctioning of leave by supervisor
NULL HYPOTHESIS: There is no significant association between the usage
period and quality of the bike.
ALTERNATIVE HYPOTHESIS: There is a significant association between the
usage period and quality of the bike.
TABLE - 4.26 Age vs. Supervisor Supervisor
Total Age Always Never sometimes
Below 25 years
21 13 9 43
26 – 45 years
9 24 18 51
56 & above years
1 3 2 6
Total 31 40 29 100 TABLE - 4.27 Chi-square value for Age vs. Supervisor
Value Df Asymp. Sig. (2-sided)
Pearson Chi-Square 11.256a 4 .024 Inference: As the Chi-Square value (0.024) is less than the significant level of 0.05 and thus
Ho is rejected. H1 is accepted, Hence it is concluded that there is a significant
association between the Age and the opinion of the respondents towards the
Supervisor.
44
Impact of age on satisfaction level of safety provisions NULL HYPOTHESIS: There is no significant association between the usage
period and quality of the bike.
ALTERNATIVE HYPOTHESIS: There is a significant association between the
usage period and quality of the bike.
TABLE - 4.28 Age vs. Safety provisions
Safety
Total
Age low satisfaction
high satisfaction
Below 25 years
40 3 43
26 – 45 years
45 6 51
56 & above years
3 3 6
Total 88 12 100 TABLE - 4.29 Chi-square value for Age vs. Safety provisions
Value Df Asymp. Sig. (2-sided)
Pearson Chi-Square 9.235a 2 .010 Inference: As the Chi-Square value (0.010) is less than the significant level of 0.05 and thus
Ho is rejected. H1 is accepted, Hence it is concluded that there is a significant
association between the Age and the opinion of the respondents towards the
safety.
45
Impact of age on stress level of the employee NULL HYPOTHESIS: There is no significant association between the usage
period and quality of the bike.
ALTERNATIVE HYPOTHESIS: There is a significant association between the
usage period and quality of the bike.
TABLE - 4.30 Age vs. Stress level of the employee
Stress
Total Age Smoking Drinking gambling none of these
Below 25 years
7 11 11 14 43
26 – 45 years
14 20 2 15 51
56 & above years
3 1 1 1 6
Total 24 32 14 30 100 TABLE - 4.31 Chi-square value for Age vs. Stress level of the employee
Value Df Asymp. Sig. (2-sided)
Pearson Chi-Square 13.141a 6 .041 Inference: As the Chi-Square value (0.041) is less than the significant level of 0.05 and thus
Ho is rejected. H1 is accepted, Hence it is concluded that there is a significant
association between the Age and the opinion of the respondents towards the stress.
46
Impact of education on satisfaction of health related problems NULL HYPOTHESIS: There is no significant association between the usage
period and quality of the bike.
ALTERNATIVE HYPOTHESIS: There is a significant association between the
usage period and quality of the bike.
TABLE - 4.32 Education vs. Health related problems
Health
Total Education
No Yes
SSLC/HSC PG/UG Diploma
38 27 65
5 25 30
3 2 5
Total 46 54 100 TABLE - 4.33 Chi-square value for Education vs. Health related problems
Value df Asymp. Sig. (2-sided)
Pearson Chi-Square 14.850a 2 .001 Inference: As the Chi-Square value (0.001) is less than the significant level of 0.05 and thus
Ho is rejected. H1 is accepted, Hence it is concluded that there is a significant
association between the Education and the opinion of the respondents towards the
health.
47
Impact of education on children education related problems NULL HYPOTHESIS: There is no significant association between the usage
period and quality of the bike.
ALTERNATIVE HYPOTHESIS: There is a significant association between the
usage period and quality of the bike.
TABLE - 4.34 Education vs. Children education related problems
Children
Total Education No Yes
SSLC/HSC PG/UG Diploma
16 49 65
15 15 30
3 2 5
Total 34 66 100 TABLE - 4.35 Chi-square value for Education vs. Children education related problems
Value Df Asymp. Sig. (2-sided)
Pearson Chi-Square 7.480a 2 .024 Inference: As the Chi-Square value (0.024) is less than the significant level of 0.05 and thus
Ho is rejected. H1 is accepted, Hence it is concluded that there is a significant
association between the Education and the opinion of the respondents towards the
Children.
48
Impact of marital on employee come work regularly NULL HYPOTHESIS: There is no significant association between the usage
period and quality of the bike.
ALTERNATIVE HYPOTHESIS: There is a significant association between the
usage period and quality of the bike.
TABLE - 4.36
Marital vs. Regularly
Regularly
Total Marital status
No yes
Married Un married
14 18 32
50 18 68
Total 64 36 100 TABLE - 4.37
Chi-square value for Marital vs. Regularly
Value df Asymp. Sig. (2-sided)
Pearson Chi-Square 8.375a 1 .004 Inference: As the Chi-Square value (0.004) is less than the significant level of 0.05 and thus
Ho is rejected. H1 is accepted, Hence it is concluded that there is a significant
association between the Marital and the opinion of the respondents towards the
regularly.
49
Impact of marital on leave because of family functions NULL HYPOTHESIS: There is no significant association between the usage
period and quality of the bike.
ALTERNATIVE HYPOTHESIS: There is a significant association between the
usage period and quality of the bike.
TABLE - 4.38
Marital vs. Functions
Functions
Total Marital status frequently Occasionally rarely never
Married Un married
12 10 1 9 32
12 28 14 14 68
Total 24 38 15 23 100
TABLE - 4.39
Chi-square value for Marital vs. Functions
Value df Asymp. Sig. (2-sided)
Pearson Chi-Square 9.099a 3 .028
Inference: As the Chi-Square value (0.028) is less than the significant level of 0.05 and thus
Ho is rejected. H1 is accepted, Hence it is concluded that there is a significant
association between the Marital and the opinion of the respondents towards the
regularly.
50
Impact of conveyance on current leave procedures NULL HYPOTHESIS: There is no significant association between the usage
period and quality of the bike.
ALTERNATIVE HYPOTHESIS: There is a significant association between the
usage period and quality of the bike.
TABLE - 4.40
Conveyance vs. Leave
Leave
Total
Conveyance low satisfaction
high satisfaction
Walk By cycle Two wheeler Bus
16 4 20
18 10 28
13 2 15
34 3 37
Total 81 19 100
TABLE - 4.41
Chi-square value for conveyance vs. Leave
Value df Asymp. Sig. (2-sided)
Pearson Chi-Square 8.261a 3 .041 Inference: As the Chi-Square value (0.041) is less than the significant level of 0.05 and thus
Ho is rejected. H1 is accepted, Hence it is concluded that there is a significant
association between the Conveyance and the opinion of the respondents towards
the leave.
51
Impact of conveyance on health status of employees NULL HYPOTHESIS: There is no significant association between the usage
period and quality of the bike.
ALTERNATIVE HYPOTHESIS: There is a significant association between the
usage period and quality of the bike.
TABLE - 4.42
Conveyance vs. Illness
Illness
Total
Conveyance
serious illness occational illness climate illness
Walk By cycle Two wheeler Bus
9 9 2 20
6 17 5 28
3 4 8 15
6 17 14 37
Total 24 47 29 100 TABLE - 4.43
Chi-square value for Conveyance vs. Illness
Value Df Asymp. Sig. (2-sided)
Pearson Chi-Square 15.000a 6 .020
Inference: As the Chi-Square value (0.020) is less than the significant level of 0.05 and thus
Ho is rejected. H1 is accepted, Hence it is concluded that there is a significant
association between the Conveyance and the opinion of the respondents towards
the illness.
52
Impact of expenditure on children education problems NULL HYPOTHESIS: There is no significant association between the usage
period and quality of the bike.
ALTERNATIVE HYPOTHESIS: There is a significant association between the
usage period and quality of the bike.
TABLE - 4.44
Expenditure vs. Children
Expenditure children
Total No yes
Rs 2000 – 4000 Rs 4000 – more than 5000
25 60 85
9 6 15
Total 34 66 100 TABLE - 4.45
Chi-square value for Expenditure vs. Children
Value Df Asymp. Sig. (2-sided)
Pearson Chi-Square 5.316a 1 .021 Inference: As the Chi-Square value (0.021) is less than the significant level of 0.05 and thus
Ho is rejected. H1 is accepted, Hence it is concluded that there is a significant
association between the Expenditure and the opinion of the respondents towards
the Children.
53
ANOVA TEST
TABLE - 4.46
Age vs. safety, shift, stress, attribute
Sum of Squares Df Mean Square F Sig.
Safety Between Groups .975 2 .488 4.935 .009
Shift Between Groups 4.443 2 2.221 3.871 .024
Stress Between Groups 5.167 2 2.583 1.960 .146
Attribute Between Groups 11.503 2 5.751 2.533 .085
Inference: There is a significant different between age of the respondents and safety provisions, working shift . There is no significant different between age of the respondents and stress level, attribute for taking leave.
54
TABLE - 4.47
Education vs. leave, children, shift, stress
Sum of Squares Df Mean Square F Sig.
Leave Between Groups 1.308 2 .654 4.505 .013
Children Between Groups 1.678 2 .839 3.921 .023
Shift Between Groups
2.548 2 1.274 2.147 .122
Stress Between Groups
4.846 2 2.423 1.834 .165
Inference: There is a significant different between education of the respondents and leave procedures, children education. There is no significant different between education of the respondents and stress level, working shift.
55
TABLE - 4.48
Marital vs. regularly, relationship, children, type, suggestion, functions
Sum of Squares Df Mean Square F Sig.
Regularly Between Groups 1.930 1 1.930 8.958 .003
relationship Between Groups 1.340 1 1.340 5.610 .020
Children Between Groups 5.683 1 5.683 33.233 .000
Type Between Groups .858 1 .858 4.835 .030
Suggestion Between Groups 3.559 1 3.559 2.506 .117
Functions Between Groups 1.077 1 1.077 .908 .343
Inference: There is a significant different between marital of the respondents and work regularly, supervisor relationship, children education, type of family. There is no significant different between marital of the respondents and suggestion to minimize the absenteeism, family functions.
56
TABLE - 4.49
Conveyance vs. leave, illness, regularly, shift
Sum of Squares Df Mean Square F Sig.
Leave Between Groups 1.271 3 .424 2.881 .040
Illness Between Groups 5.632 3 1.877 3.825 .012 regularly Between Groups .982 3 .327 1.424 .240 shift Between Groups 2.988 3 .996 1.674 .178 Inference: There is a significant different between conveyance of the respondents and leave procedure, serious illness. There is no significant different between conveyance of the respondents and work regularly, working shift.
57 CHAPTER V
FINDINGS, SUGGESTIONS AND CONCLUSIONS
FINDINGS OF THE STUDY
The major findings of the research are:
� Absenteeism was higher 51% in the age group of 26-45 they are having
lot of responsibilities towards their family.
� 65% of the respondents had their education at sslc and hsc level.
� 68% of the respondents are unmarried persons.
� 37% of the respondents are coming by the bus.
� 87% of the respondents are dissatisfied with the working environment.
� 86% of the respondents are getting low co- operation from the colleagues.
� 88% of the respondents are dissatisfied with the safety provisions.
� 81% of the respondents are dissatisfied with the leave procedures.
� 54% of the respondents are affected by the health related problems.
� 52% of the respondents are difficult to work in night shift.
� 55% of the respondents are dissatisfied with the relationship of supervisor.
� 70% of the respondents are dissatisfied with the grievance handling
procedures.
� 45% of the respondents are suggest that salary is not enough to run the
family need more.
58
� 47% of the respondents are affected by occasional illness.
� 68% of the respondents family members are affected by serious illness.
� 38% of the respondents are taking leave due to the family functions.
� 32% of the respondents are alcohol addict due to the job stress or tension.
� 76% of the respondents are in joint family.
� 43% of the respondents are taking leave for the reason of family problems.
� As the Chi-Square value (0.041) is less than the significant level of 0.05
and thus Ho is rejected. H1 is accepted, Hence it is concluded that there is
a significant association between the Age and the opinion of the
respondents towards the stress.
� As the Chi-Square value (0.041) is less than the significant level of 0.05
and thus Ho is rejected. H1 is accepted, Hence it is concluded that there is
a significant association between the Age and the opinion of the
respondents towards the stress.
� There is a significant different between marital of the respondents and
work regularly, supervisor relationship, children education, type of family.
There is no significant different between marital of the respondents and
suggestion to minimize the absenteeism, family functions.
� There is a significant different between conveyance of the respondents and
leave procedure, serious illness.
There is no significant different between conveyance of the respondents
And work regularly, working shift.
59
SUGGESTIONS AND RECOMMENDATION
� Ill health is one of the factors that increase absenteeism to avoid this,
knowledge about fundamentals of health and prevention of disease is a
must for all the workers. Health education, inoculation and vaccination and
periodic check ups should be introduced. Introduction of health education
and free medical check up will ensure better health for the employees and
reduce the absenteeism.
� Company can convene monthly meetings with employees to discuss the
problems due to absenteeism faced by the company and try to solve them.
Management can also request the department of psychology. Sociology,
commerce management, social work in the near be colleges and
universities to do this job on their behalf.
� Employees are unable to manage their families with the income provided
by the company. To earn more or to search for income through other
sources employees are taking leave. If the wages and salaries are increase
to a considerable level absenteeism can be reduced.
� Introducing rewards and prizes for those employees with regular and
prompt attendance may also help the management to reduce the
absenteeism.
� Some of the chronic absentees are alcoholic workers. Management should
take necessary steps to identify these workers in the early stage and proper
counseling should be given with the help of social service organization.
60
CONCLUSION
The management has to think over the above given finding and
recommendation. And it has to consult with the employees over the decision that
has been made to reduce the absenteeism. Also the steps taken to reduce the
absenteeism should be favour to the employees. And higher authorities should
forward the opinion of the employees to the management above the company’s
decision to reduce the absenteeism. It will help the company to get the employees
involvement towards the work which enables to increase the productivity to the
company. So the company’s progress will increase automatically because
“Employees are the backbone of the company”.
61
BIBLIOGRAPHY
1. Ian Firns, Anthony Travaglione and Grant O'Neill, (2006), “Absenteeism in times of rapid organizational change”, Journal of Strategic Change, Vol 15, Issue 3, PP.113–128.
2. Tim A. Barmby, Marco G. Ercolani, John G. Treble, (2002), “Sickness
absence in international comparison” the Economic Journal, vol 112, Issue 480, PP.F315- 331.
3. Vincenzo Scoppa, (2010), “Worker absenteeism and incentives: evidence
from Italy”, Journal of Managerial and Decision Economics, vol 31, issue 18, PP. 503 – 515.
4. Jie Shen and Ben Dicker, (2008), “The impacts of shiftwork on
employees” The International”, Journal of Human Resource Management, Vol 19, Issue 2, PP.392-405.
5. Kgaphola and Sekgale Colbeck, (2006), “The effects of HRM practices
and antecedents on organizational commitment among university employees”, The International Journal of Human Resource Management, Volume 17, Issue 12, PP. 2035 – 2054.
6. www.Citehr.com
7. www.management paradise.com
8. www.dcw.ltd
62 APPENDIX
A STUDY ON ABSENTEEISM AMONG THE EMPLOYEES
IN DCW LTD., SAHUPURAM. PERSONAL DATA: 1. NAME : 2. AGE : a) Below 25 b) 26 - 35 c) 36 - 45 d) 56 & Above 3. Gender : a) Male b) female 4. Department : a) HR b) Finance c) Production d) Maintenance 5. Designation : a) chief engineer b) supervisor c) work men 6. Education : a) 10th b) 12th c) UG d) PG e) Diploma 7. Experience : a) 0-2 b) 2-4 c) 4-8 d) more than 8 8. Marital Status : a) Married b) Unmarried 9. Mode Of Conveyance : a) Walk b) By-Cycle c) Two wheeler d) Bus ECONOMIC STATUS:
10. What is your monthly salary? a) 1000 - 5000 b) 5001 - 10000 c) 10001 - 15000 d) 15000 & Above
11. What is your monthly expenditure of your family?
a) 2000-3000 b) 3000-4000 c) 4000-5000 d) more than 5000
WORK RELATED: 12. Are you satisfied with the present working environment? a) Highly Satisfied b) Satisfied c) Dis- Satisfied d) Highly Dis- Satisfied 13. Are you getting sufficient Co-operation from your colleagues?
a) Highly Satisfied b) Satisfied c) Dis- Satisfied d) Highly Dis- Satisfied 14. Are you absent because of your supervisor not sanctioning leave ?
a) Always b) Never c) Sometimes
63 15. Are you satisfied with the safety provisions provided by the company ?
a) Highly Satisfied b) Satisfied c) Dis- Satisfied d) Highly Dis- Satisfied
16. Are you satisfied with the current leave procedures?
a) Highly Satisfied b) Satisfied c) Dis- Satisfied d) Highly Dis- Satisfied
17. Are you affect with health related problems because of using chemicals during manufacturing process? a) yes b) no 18. Do you come to work regularly?
a) yes b) no 19. Which shift do you find more difficult to work? a) day b) evening c) night 20. How do you feel about the relationship with supervisor?
a) highly satisfied b) satisfied c) neutral d) dissatisfied e) highly dissatisfied 21. Are you satisfied with grievance handling procedure?
a) highly satisfied b) satisfied c) neutral d) dissatisfied e) highlydissatisfied 22. Select your suggestion to minimize absenteeism?
a). Better working condition b). More salary/wages c). More leave facilities d). More rest during work e). Reward for prompt attendance FAMILY&HEALTH RELATED : 23.Health status of employees
a) serious illness b) occational illness c) climate disturbances
64 24. Do you have any other member of your family affected by serious illness? a) yes b) no
25. Does any one of your children have problems related to education? a) yes b) no 26. Do you take leave because of family functions?
a) frequently b) occasionally c) rarely d) never 27. Owing to job stress or tension, do you engage yourself in habitual? a) smoking b) drinking c) gambling d) none of these 28. Type of family a) joint b) nuclear 29. Kindly specify the reason that you can attribute for taking leave?
a) family b) sickness c) physical work environment d) part time job e) other reasons
65
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