A STUDY ON LABOUR ABSENTEEISM IN GAIETY

FASHION, TIRUPUR

PROJECT REPORT

Submitted by

ARUMUGAM.S

Register No: 712416631007

in partial fulfillment for the award of the degree

of

MASTER OF BUSINESS ADMINISTRATION

IN

PPG BUSINESS SCHOOL

COIMBATORE – 641035

JUNE 2018
 PPG BUSINESS SCHOOL
COIMBATORE – 641035
PROJECT WORK

JUNE 2018

This is to certify that the project entitled

A STUDY ON LABOUR ABSENTEEISM IN GAIETY FACHION,

TIRUPUR

is the bonafide record of project work done by

ARUMUGAM.S

Register No: 712416631007

of MBA during the year 2016 – 2018

------------------ -----------------------
Project Guide Director

Submitted for the project viva – voce examination held on _____________

------------------ ----------------------
Internal Examiner External Examiner
 DECLARATION

I affirm that the project work titled “A STUDY ON LABOUR ABSENTEEISM IN

GAIETY FASHION, TIRUPUR” being submitted in partial fulfillment for the award of
MASTER OF BUSINESS ADMINISTRATION is the original work carried out by
me. It has not formed the part of any other project work submitted for award of any
degree or diploma, either in this or any other university.

ARUMUGAM.S
712416631007

I certify that the declaration made above by the candidate is true.

Dr. G.Sowmiya,
Asst. Professor,
PPG Business School.
 CERTIFICATE

This is to certify that the project entitled "A STUDY ON LABOUR ABSENTEEISM IN
GAIETY FASHION, TIRUPUR” submitted in partial fulfillment of the requirements for the
award of the degree of Master of Business Administration to the PPG BUSINESS SCHOOL,
COIMBATORE. A record of bonafide work carried out by ARUMUGAM.S
(Reg.No:- 712416631007) under my supervision and Guidance.

Date:

Place: Coimbatore

Signature of the Guide

 ACKNOWLEDGEMENT

First, I praise and thank the Almighty God for being the unfailing source of comfort,
support and strength throughout the completion of my project.

I would like to extend my sincere thanks to Our Chairman Dr. L.P. Thangavelu and
Correspondent Ms. ShanthiThangavelu, PPG Business School, Coimbatore-35, who have been
the source of inspiration and for providing the facility to complete this project successfully.

I take this opportunity to express my sincere thanks and sense of gratitude to my beloved
Director, Dr. T.Devasenathipathi, PPG Business School, Coimbatore - 35 for providing me
with the best facilities and atmosphere for the project completion and presentation.

I would also like to thank my Faculty Guide Dr. G.Sowmiya, Assistant Professor,
PPG Business School, Coimbatore-35 for providing me with guidance and suggestions with as
how to complete the project.

I express my sincere gratitude towards Mr.Sudhathirakumar, HR Manager,

GAIETY FASHION, Tirupur for giving me permission and guiding me in the successful
completion of the project.

I wish to express my gratitude to all the staff members in the department of management
studies for their encouragement for completing this training.

Place: PPG Business School, Coimbatore-35

Date:

[ARUMUGAM.S]
 CONTENT

Chapter No. Title Of The Chapter Page No

Abstract i

List of Tables ii

List of Charts iv

I Introduction 1

1.1 Project Profile 1

1.2 Industry Profile 3

1.3 Company Profile 6

1.4 Objective of the Study 9

1.5 Scope of the Study 9

1.6 Limitations of the Study 9

1.7 Product Profile 10

II Review of Literature 11

III Research Methodology 15

IV Analysis and Interpretation 17

V Findings and Suggestions 51

5.1 Findings 51

5.2 Suggestions 53

VI Conclusion 54

Bibliography 55

Annexure 57
 ABSTRACT

Absenteeism is a major challenge for any organization in the current competitive

world. Curbing absenteeism helps organizations achieve their targets and increases
productivity. This study highlights the major causes of absenteeism in the production division
of a garment industry under various dimensions, which influence on absenteeism like work
environment, organizational culture, relation and co-operation, compensation and rewards,
environmental facilities, job satisfactory and security, working hours, work load, work
pressure and general factors. The main objective of this research is to find the various cause
for absenteeism measures to control absenteeism in the organization.

The Study helps to identify reasons for labour absenteeism in production division.
Sample of 100 labours responses were considered for the study from the population and the
data were analyzed, statistically. Data were collected through structured questionnaire and
were feeded into SPSS for analysis and tools used like simple percentage, correlation, and
chi-square were used. The study shows that the major factors like wages, other source of
income, and sickness were contributing to the major absence of labours from work. This
clearly indicates that work environment, relation and facilities provided by the organization
and job satisfaction were the main components which are causing the labour absenteeism.

i
 LIST OF TABLES

TABLE NO. TABLE NAME PAGE NO.

4.1.1 Table showing the gender of the respondents 17

4.1.2 Table showing the age of the respondents 18

4.1.3 Table showing the marital status of the respondents 19

4.1.4 Table showing the educational qualification of the respondents 20

4.1.5 Table showing the work experience of the respondents 21

4.1.6 Table showing the work income of the respondents 22

4.1.7 Table showing the job satisfaction of the respondents 23

4.1.8 Table showing the wages giving on time of the respondents 24

4.1.9 Table showing the workplace safety of the respondents 25

4.1.10 Table showing the work load of the respondents 26

4.1.11 Table showing the satisfaction of leave policy of the

27
respondents
4.1.12 Table showing the work life balance of the respondents 28

4.1.13 Table showing the association between gender and income 29

4.1.14 Table showing the association between education qualification

31
and income

4.1.15 Table showing the association between work experience and

33
income

4.1.16 Table showing the association between marital status and

35
income

4.1.17 Table showing the association between gender and job

37
satisfaction

ii
4.1.18 Table showing the association between education qualification
39
and job satisfaction

4.1.19 Table showing the association between work experience and

41
job satisfaction

4.1.20 Table showing the association between gender and work load 43

4.1.21 Table showing the association between gender and satisfaction

45
of leave policy

4.1.22 Table showing the association between gender and work load 47

4.1.23 Table showing the relationship between working environment

49
and environmental facility

4.1.24 Table showing relationship between supervisor behavior and

50
work pressure

iii
 LIST OF CHARTS

CHART NO. CHART NAME PAGE NO.

4.2.1 Chart showing the gender of the respondents 17

4.2.2 Chart showing the age of the respondents 18

4.2.3 Chart showing the marital status of the respondents 19

4.2.4 Chart showing the qualification of the respondents 20

4.2.5 Chart showing the working experience of the respondents 21

4.2.6 Chart showing the income of the respondents 22

4.2.7 Chart showing the respondents job satisfaction 23

4.2.8 Chart showing the respondents wages giving on time 24

4.2.9 Chart showing the respondents work place safety 25

4.2.10 Chart showing the respondents work load 26

4.2.11 Chart showing the respondents satisfaction of leave

27
policy
4.2.12 Chart showing the respondents work life balance 28

iv
 CHAPTER I

INTRODUCTION

1.1 PROJECT PROFILE

Absenteeism is one of the major threats to Indian industry. Absenteeism causing poor
utilization of plant India is facing unemployment problem on one side and the other side
abnormal absenteeism in industries if our absenteeism can be reduced. We can improve our
gross national product without any investment. Absenteeism not only causes production loss
but also causes reduction of gross national income, when the gross income of workmen
reduces naturally his buying capacity also reduces if he could not manage the primary and
secondary needs of timely and properly. He has to face problems like poor family harmony
poor health more mental and physical tiredness which will again lead to absenting from work.

Absenteeism as commonly understood refers to the failure of an operative to report to

work when work is available to him as used in the study overall absenteeism is made up of
three component.

1) Leave sanctioned by management referred to in this report as authorized absence

2) Absence without any prior information to and permission from management

referred to as unauthorized absence.

3) Certified sickness most widely knows as ESI leave. This does not include
maternity leave absence of workers during strike due to lay off those o earned leave and
women workers on maternity leave not have been considered as absentees.

A worker who reports for any part of a shift is to be considered as present. An labour
is considered scheduled to work when the employer has work for him there is no reason to
expect well in advance that the labour will not be available for work at the specific time. An
labour on regularly scheduled vacation is, therefore, not to be considered as employer-
ordered lay-off. On the other hand an labour who requests time-off at other than a regular
vacation period should be considered as absent from scheduled work until he returns, or until
it is determined that the absence will be such duration that his name is removed from the list
of active labours. After this date he should be considered as neither scheduled to work nor
absent. Similarly, an employee who quits without notice should be considered as absent from

1
scheduled work until his name is dropped from the active list, but preferably this period
should not exceed one week in either case.

If a strike is in progress, workers on strike should be considered as neither scheduled

to work nor absent, since data on time is lost because strikes are collected under the head of
man days lost on account of industrial dispute. Absenteeism is a serious workplace problem
and an expensive occurrence for both employers and labours seemingly unpredictable in
nature. A sat isfactory level of attendance by labours at work is necessary to allow the
achievement of objectives and targets by a department. Labour Absenteeism is the absence of
an employee from work. It is a major problem faced by almost all employers of today.
Labour are absent from work and thus the work suffers. Absenteeism of labours from work
leads to backlogs, piling of work and thus work delay.

Absenteeism is two types:

1. Innocent absenteeism

Is one in which the labours is absent from work due to genuine cause or reason. It
may be due to his illness or personal family problem or any other real reason.

2. Culpable absenteeism

Is one in which a person is absent from work without any genuine reason or
cause. He may be pretending to be ill or just wanted a holiday and stay at home.

Many labours will, on occasions, need a few days off illness, however, when absence
become more frequent or long term and reach an unacceptable level, action by
management is necessary. Absence from work can be expense in both monetary and
human term. The costs incurred when an labours is absent from work may include:
(i) Replacing the labour or requiring other staff to cover the absence;
(ii) Inability to provide services, or achieve section and departmental objectives;
(iii) Low morale and general dissatisfaction from other staff, particularly if the absence
is perceived as unwarranted

2
1.2 INDUSTRY POFILE

India’s textiles sector is one of the oldest industries in Indian economy dating back
several centuries. Even today, textiles sector is one of the largest contributors to India’s
exports with approximately 15 per cent of total exports. The textiles industry is also labour
intensive and is one of the largest employers. The textile industry has two broad segments.
First, the unorganised sector consists of handloom, handicrafts and sericulture, which are
operated on a small scale and through traditional tools and methods. The second is the
organised sector consisting of spinning, apparel and garments segment which apply modern
machinery and techniques such as economies of scale.

The textile industry employs about 51 million people directly and 68 million people
indirectly. India's overall textile exports during FY 2015-16 stood at US$ 40 billion.

The Indian textiles industry is extremely varied, with the hand-spun and hand-woven
textiles sectors at one end of the spectrum, while the capital intensive sophisticated mills
sector at the other end of the spectrum. The decentralised power looms/ hosiery and knitting
sector form the largest component of the textiles sector. The close linkage of the textile
industry to agriculture (for raw materials such as cotton) and the ancient culture and traditions
of the country in terms of textiles make the Indian textiles sector unique in comparison to the
industries of other countries. The Indian textile industry has the capacity to produce a wide
variety of products suitable to different market segments, both within India and across the
world.

MARKET SIZE

The Indian textiles industry, currently estimated at around US$ 120 billion, is
expected to reach US$ 230 billion by 2020. The Indian Textile Industry contributes
approximately 4 per cent to India’s Gross Domestic Product (GDP), and 14 per cent to
overall Index of Industrial Production (IIP).

Indian khadi products sales increased by 33 per cent year-on-year to Rs 2,005 crore
(US$ 311.31 million) in 2016-17 and is expected to exceed Rs 5,000 crore (US$ 776.33
million) sales target for 2018-19, as per the Khadi and Village Industries Commission
(KVIC).

3
 The total area under cultivation of cotton in India is expected to increase by 7 per cent
to 11.3 million hectares in 2017-18, on account of expectations of better returns from rising
prices and improved crop yields during the year 2016-17.

Indian exports of locally made retail and lifestyle products grew at a compound
annual growth rate (CAGR) of 10 per cent from 2013 to 2016, mainly led by bedding bath
and home decor products and textiles#. The Government of India targets textile and garment
sector exports at US$ 45 billion for 2017-18.

INVESTMENTS

The textiles sector has witnessed a spurt in investment during the last five years. The
industry (including dyed and printed) attracted Foreign Direct Investment (FDI) worth US$
2.47 billion during April 2000 to March 2017.

Some of the major investments in the Indian textiles industry are as follows:

Future Group is planning to open 80 new stores under its affordable fashion format,
Fashion at Big Bazaar (FBB), and is targeting sales of 230 million units of garments by
March 2018, which is expected to grow to 800 million units by 2021.Raymond has partnered
with Khadi and Village Industries Commission (KVIC) to sell Khadi-marked readymade
garments and fabric in KVIC and Raymond outlets across India. Max Fashion, a part of
Dubai based Landmark Group, plans to expand its sales network to 400 stores in 120 cities by
investing Rs 400 crore (US$ 60 million) in the next 4 years.

GOVERNMENT INITIATIVES

The Indian government has come up with a number of export promotion policies for
the textiles sector. It has also allowed 100 per cent FDI in the Indian textiles sector under the
automatic route.

The key initiatives announced in the Union Budget 2017-18 to boost the textiles
sector are listed below:

Encourage new entrepreneurs to invest in sectors such as knitwear by increasing

allocation of funds to Mudra Bank from Rs 1,36,000 crore (US$ 20.4 billion) to Rs 2,44,000
crore (US$ 36.6 billion).

Upgrade labour skills by allocating Rs 2,200 crore (US$ 330 million)

4
Some of initiatives taken by the government to further promote the industry are as under:

The Government of India plans to introduce a mega package for the power loom
sector, which will include social welfare schemes, insurance cover, cluster development, and
up gradation of obsolete looms, along with tax benefits and marketing support, which is
expected to improve the status of power loom weavers in the country.

He Ministry of Textiles has signed memorandum of understanding (MoU) with 20 e-

commerce companies, aimed at providing a platform to artisans and weavers in different
handloom and handicraft clusters across the country for selling their products directly to the
consumer.

Memorandum of Understanding (MoU) worth Rs 8,835 crore (US$ 1.3 billion) in

areas such as textile parks, textile processing, machinery, carpet development and others,
were signed during the Vibrant Gujarat 2017 Summit.

The Union Minister for Textiles inaugurated Meghalaya’s first-ever apparel and
garment making centre to create employment opportunities in the region. The Union Minister
for Textiles also mentioned Meghalaya has been sanctioned Rs 32 crore (US$ 4.8 million) for
promotion of handlooms.

The Government of India has announced a slew of labour-friendly reforms aimed at

generating around 11.1 million jobs in apparel and made-ups sectors, and increasing textile
exports to US$ 32.8 billion and investment of Rs 80,630 crore (US$ 12.09 billion) in the next
three years.

ROAD AHEAD

The future for the Indian textile industry looks promising, buoyed by both strong
domestic consumption as well as export demand. With consumerism and disposable income
on the rise, the retail sector has experienced a rapid growth in the past decade with the entry
of several international players like Marks & Spencer, Guess and Next into the Indian market.
The apparel market in India is estimated to grow at a Compound Annual Growth Rate
(CAGR) of 11.8 per cent to reach US$ 180 billion by 2025.

5
1.3 COMPANY PROFILE

GAIETY FASHION

SF NO.268, NETHAJI NAGAR

KARUMARAMPALAYAM

UTHUKULI ROAD,

TIRUPUR-641 607.

Gaiety Fashion – As the name depicts, the happiness and silken palpate experienced
by you by wearing our garments which is a perfect blend of style and comfort, is what Gaiety
stands for. We are an integrated manufacturer and exporter of Knitwear Garments and
Clothing's based in Tirupur, South India. With our prime focus in T-shirts and we also
specialize in Ladies and Children wear. With our strong forte in development and production
of value added garments, Gaiety stands tall with its commitment to Quality products and
Timely Delivery.

Gaiety Fashion is an offspring of Trinity fashion and continuing its business from the
year 1996. Since inception, for more than a decade, we are one of the dynamically
progressive concern manufacturing more than 3000 T-shirts per day. The years of experience
inherited from the former company and younger dimension to the principles and process is
what gives Gaiety the unique blend of Experience and Freshness.

We export our products all over the world and committed to pursue high-quality
manufacturing methods with ethical employment practices and on time delivery to our
valuable customers. We export to many countries in the Europe and Latin-Americas.
Endorsing our commitment to the quality of work we have got ISO 9001, SA 8000 and
recognized as a prime Export house by the Govt. of India.

VISION

To be among the top companies of India in Knitwear Exports.

6
QUALITY POLICY
Continuous improvement in process and product innovation to satisfy the customer
ultimately.

INFRASTRUCTURE

Gaiety houses an excellent infrastructure for the manufacture of any type of knitted
garment. Located in Tirupur, the hub of knit wear export from India, we have access to the
requisite raw material of the desired quality and specification and the supply chain is poised
to supply any variety and number in shorter timelines. We house a fleet of hi-tech sewing
machineries to produce knitted garments with a variety of stitches and style. Value-adds and
embellishments is a prime differentiator at Gaiety. Any variety and complexity of value
additions can be made to the garment with impeccable perfection and precision.

We have highly skilled and experienced workforce right form garment design,
cutting, stitching, value add and till packaging. With a keen understanding of the product and
process, we will be able to serve any volumes – small and large with the same dexterity and
efficiency. With an excellent supply chain, efficient work force and infrastructure, Gaiety is
poised to make strides in Knitwear manufacture and Garment exports at large.

EMPLOYEE HEALTH & SAFETY CARE

At Gaiety, we keenly emphasis on ensuring that our employees are provided with all
safety measures and have a healthy workplace in compliance with all applicable laws and
regulations. A testimony to this is the SA 8000 certification, signifying our efforts towards
employee safety and welfare.

QUALITY ASSURANCE

Quality is not a watch word but an attitude in Gaiety. We have a stringent quality
process backed by the state-of-the-art laboratories and trained quality personnel. All our
products under go several tests before the series of production starts and this approach is
continued till the dispatch of the products.

7
 The raw materials are diligently checked for various parameters in our laboratories
before they are fed to production. Inline testing is done at every stage to ensure specification
compliance and avoid further effort on a faulty product. It also undergoes a meticulous
checking before it is packed and dispatched.

The quality assurance team is well experienced and highly skilled to ensure products
with zero defects. Periodic training on newer methods and equipments are given to keep them
abreast of the newer updates.

8
1.4 OBJECTIVE OF THE STUDY

 To find out the various causes for absenteeism.

 To study the various measures adopted by the organization to control absenteeism.
 To provide suggestions in the form of solution to reduce the rate of absenteeism.

1.5 SCOPE OF THE STUDY

An absent labour means idle machines or unoccupied work space, with the
consequent direct loss and an indirect reduction in the tempo of production. Productive
efficiency of a plant is adversely affected by absenteeism which causes disorganization in
work. Hence the scope of the study throws light on various reasons of absenteeism among the
labour. Only the labour perception falls under the area of the study. This study will serve as a
base for further study on labour absenteeism.

1.6 LIMITATION OF THE STUDY

 Due to time constrains and busy schedules of the workers it was difficult to
interact with them completely.
 The sample size was limited to 100.
 The response may be influenced by personal bias.
 Generally do not provide in-depth understanding of underlying issues, reasons or
behavior patterns.
 Incorrectly designed surveys may produced invalid and misleading results.

9
1.7 PRODUCT PROFILE

PRODUCTS

 MENS WEAR
 LADIES WEAR
 KIDS WEAR

CLIENTS

Our principle aim of business is to satisfy the customer with our quality work and
delivering the products within the scheduled time. We have gained a high reputation globally
for our quality of work.

We export our products to many European and Latin American countries which
includes Germany, France, Italy and Chile. Some of our esteemed clients are;

 S.Oliver

 Carel

 SA.Pimkie

 Jennifer

10
 CHAPTER II

REVIEW OF LITERATURE

Upekha Tammita and B. M. D. Seedevi and D. G. T. S. Jayarathne and Aruna

Welianga and L. H. Kasun Madushanka(2010) the problem of study is what are the
sources of employee absenteeism in the apparel sector. Then, the objective of the study is to
find out the sources of employee absenteeism in the apparel sector. According to the research
findings, there are many factors which are averagely significant factors on employee
absenteeism such as job satisfaction, statues, working conditions, working hours, ability to
present different skills, illness, private life matters, marriage, leave policy, participation of
decision making, and organizational policy factors which affect employee absenteeism.

Chandramouli and M.C.Sandhyarani(2013) the study has been conducted to

understand the causes for the absenteeism in the company among the employees. From the
study, it is found that the low wages, work load, celebration of festivals, unaware of
authorized leave etc. are the causes for remaining absent for the work. To conclude, the
company has to make the employees to go with an authorized leave or else providing
counselling services to the employees by making them aware of these leaves would bring
down the absenteeism in the industry. Here, in this study the employees’ wages are also not
attractive. Managements should pay their workmen handsomely. So that it can motivate
them to certain levels. Even though, money is not the sole factor to influence the work
behaviour of employees it can certainly boost their morale towards work to some extent.

Dr. V.S. Dhekale and Dr. B.T. Bandgar the study focuses on labour absenteeism in
the textile unit located at Kolhapur, in western Maharashtra. Researchers have taken efforts to
identify the causes of labour absenteeism and find out the solutions on this labour problem.
The problem of labour absenteeism is serious and it is chronic in textile industry. Due to
chronic absenteeism, industrial melody affects badly on profit, production, and investment.
Labour not only disturbs the productivity but also affects adversely on Labour Absenteeism
in a Textile Unit at Kolhapur respondents Absenteeism becomes habit, there is not only

11
general lowering morale, distinct loss of skill and efficiency, respondent’s ability and work
performance.

Don-Solomon Amakiri, Godday Raymond Luke(2015) the findings from the study
revealed that job enlargement and job rotation significantly relates to absence intensity. Base
on the findings, it was recommended that organizations including ministries should take
deliberate effort in designing job of its employee putting into consideration job enlargement
and job rotation, as they are necessary ingredients that improves employee attendance rate
thereby curtailing their level of absenteeism. The effective design of employees job is
improving employee’s attendance rate and the employee productivity and profitability to the
organization in the long runs. Job rotation is imperative in achieving a more fulfilling career
experience and also offers employees the opportunity to grow as a result of learning and work
experience.

Prof. V.P. Thiru logasundaram, Dr.P.C.Sahu( 2014) this study we have obtained
the results how that the extrinsic sources of job satisfaction have a direct impact on
absenteeism. Thus, in this paper we have paid much importance that employers should pay
required attention to extrinsic sources of job satisfaction to motivate and that will help to
reduce absenteeism. To find out the relationship between low motivation and absenteeism co-
efficient correlation, t-tab, t-cal, f-tab statistical tools are used and the result shows that there
is a significant positive relationship between absenteeism and low job motivation.

Professor Karina Nielsen (2006) In the present study, we examined the relationships
between presenteeism, group-level transformational leadership, and sickness absence rates in
a three-year longitudinal study in a postal service (N = 155). We found group-level
transformational leadership in year 1 predicted sickness absenteeism in year 2, but not year 3.
This study has two important implications. First, extending the research that has found that
transformational leaders reduce general absenteeism, the results suggest that transformational
leaders exert their effects in complex social and temporal processes and may among healthy
employees increase sickness absenteeism levels over time. Second, the results suggest that
some employees in groups with transformational leaders may have increased sickness
absence rates if they have high levels of presenteeism.

12
 Dr. S. Rabiyathul Basariya(2015) research highlights the ways to reduce the
absenteeism of the employees in the Indian Industry. Here, in this study the employees’
wages are also not attractive. Managements should pay their workmen handsomely. So that it
can motivate them to certain levels. Even though, money is not the sole factor to influence the
work behavior of employees it can certainly boost their morale towards work to some extent.

T.S.Najundeswaraswamy(2016) the study highlights the major causes of

absenteeism in the production division of a garment industry under various dimensions,
which influence on absenteeism like work environment, organizational culture, relation and
co-operation, compensation and rewards, facilities, job satisfactory and security, and general
factors. The Study helps to identify reasons for employee absenteeism in production division.
The study shows that the major factors like wages, other source of income, and bad
relationship with supervisors were contributing to the major absence of employees from
work. This clearly indicates that work environment, relation and co-operation, facilities
provided by the organization and job satisfaction were the main components which are
causing the employee absenteeism.

Joanna Gajda(2015) The purpose of this paper is to present, basing on the literature,
the causes leading to the occurrence of employee absence, irregularities in the sphere of
human resource management at the organization level. It also attempts to identify
opportunities to use absence management process to prevent destructive factors influencing
the level of employee absence. In a study of absenteeism, it can be seen that although this
phenomenon is easy to measure, in practice, it is rarely monitored. Due to the fact that
absenteeism is a source of measurement of human capital value, it cannot be ignored in
explaining its complexity and determining the value of human capital. The results of the
research in this field are important for the effectiveness of future actions aimed at reduction
of the size of this phenomenon.

Allison N. S. Forte(2017) the purpose of the single case study was to explore
strategies managers in the private insurance industry used to reduce employee absenteeism.
The population consisted of 3 managers located in Bermuda who implemented strategies to
decrease employee absenteeism from a Bermuda perspective. Data included semi structured
interviews, results of the company’s 2016 engagement survey, and annual reports from 2014
to 2016 that highlighted the company’s commitment to providing strategies to enhance

13
employees’ engagement and dedication to its strategic objectives. The findings from this
research study could help managers develop and implement strategies and programs
necessary for the successful execution of their absenteeism mitigation action plan by
improving employees’ physical, mental, and financial lives.

Mohammed Javed kalburgi and Prof. C.M.Thyagaraja(2013) the study was to

find the factors of absenteeism; however, the study found that there are many factors that
determine absenteeism, apart from job satisfaction. The researcher conducted a research of
200 employees from the Logistics firms. The research concluded that absenteeism was
largely present in those workers with low job satisfaction. The study is finding provision of
various facilities to reduce absenteeism bound to involve substantial financial commitment
for the management. The major causes for absenteeism in the organization are the activities
and policies of the organization. Though absenteeism is invisible but proves fatal for the
industry. So reduction in absenteeism will help in improving the productivity.

14
 CHAPTER - III

RESEARCH METHODOLOGY

Research Problem

The research problem is to identify the Labour Absenteeism in Gaiety Fashion.

The research design involves defining the research problem, determining how to
collect the data and from whom, establishing the ways the data will be analyzed, estimating
costs and the preparation of research proposal. It is purely and simply the framework or plan
for a study that guide the collection and analysis of the data. Furthermore, there is a constant
reconsideration of earlier decision in light of the later decisions.

Research Design

The research is purely descriptive in nature. This type of design is undertaken in order
to ascertain and be able to describe the characteristics of the variables of interest in a
situation.

Sources of Data

Data plays a vital role for the successful completion of any research. Since, every
possible source are needed to tap information required for the study, two sources to collect
data i.e., both primary and secondary sources have been used in this research.

Primary Data

Primary data was collected using survey. The population of the study is 250 were data
was collected from 100 labours of Gaiety Fashion. Hence, sample size of this piece of
research is 100.

Secondary Data

Secondary data is the information about the topic and the related studies on the topic
was collected from websites.

Research Instrument
The instrument used to gather data was a structured questionnaire containing 30
questions covering the Labour absenteeism at Gaiety Fashion.

15
Tools used for statistical analysis

 Percentage analysis

 Chi-Square Test Analysis

 Correlation

Percentage Analysis

Percentage analysis is used to compare between two attributes. This method gives
results in a simple and understandable form. The percentage of responses can be found using
the formula:

Percentage (%) = Number of respondents * 100

Total respondents

Chi-Square Test Analysis

The Chi-Square test is a fairly, simple and definitely the most popular of all the other
tools. The chi-square test is most widely used non-parametric test in the statistical works. It
makes no assumption about being sampled. It is used to discover if there is a relationship
between two categorical variables.

Correlation

Correlation coefficient is a measure of the strength and direction of association that

exists between two variables measured on at least an interval scale. The degree of
relationship (how closely they are related) could be either positive or negative. The maximum
number could be either +1 (Positive) or -1 (Negative). A zero correlation indicates to
relationship.

Research technique
Convenience Sampling technique used.

16
 CHAPTER –IV

DATA ANALYSIS AND INTERPRETATION

TABLE NO -4.1.1: TABLE SHOWING CLASSIFICATION OF RESPONDENTS

BASED ON GENDER

GENDER NO. OF RESPONDENTS PRESENTAGE

Male 48 48.0

Female 52 52.0

TOTAL 100 100

INTERPRETATION

The above table specifies that 52.0 % (52nos.) of the respondents are female, and 48.0%
(48nos.) of the respondents are male. Hence majority of the respondents are female.

CHART NO -4.2.1: CHART SHOWING GENDER OF THE RESPONDENTS

17
 TABLE NO -4.1.2: TABLE SHOWING AGE OF THE RESPONDENTS

AGE NO. OF RESPONDENTS PRESENTAGE

20-25 years 31 31.0

26-30years 17 17.0

31-35years 23 23.0

36-40years 23 23.0

Above 40years 06 6.0

TOTAL 100 100

INTERPRETATION

The above table specifies that 31.0 % (31nos.) of the respondents are 20-25years old, 23.0%
(23nos.) of the respondents are 31-35years old, 23.0% (23nos.) of the respondents are 36-
40years old, 17.0% (17nos.) of the respondents are 26-30years old, and 6.0% (6nos.) of the
respondents are above 40years old. Hence majority of the respondents are 20-25years old.

CHART NO -4.2.2: CHART SHOWING AGE OF THE RESPONDENTS

18
 TABLE NO -4.1.3: TABLE SHOWING MARITAL STATUS OF THE
RESPONDENTS
MARITAL STATUS NO. OF RESPONDENTS PRESENTAGE

Married 56 56.0

Unmarried 44 44.0

TOTAL 100 100

INTERPRETATION

The above table specifies that 56.0 % (56nos.) of the respondents are married, and 44.0%
(44nos.) of the respondents are unmarried. Hence majority of the respondents are married.

CHART NO -4.2.3: CHART SHOWING MARITAL STATUS OF THE

RESPONDENTS

19
 TABLE NO -4.1.4: TABLE SHOWING EDUCATION QUALIFICATION OF THE
RESPONDENTS

EDUCATION NO. OF RESPONDENTS PRESENTAGE

QUALIFICATION

Below SSLC 44 44.0

HSC 32 32.0

Diploma 13 13.0

ITI 04 4.0

UG 07 7.0

TOTAL 100 100

INTERPRETATION

The above table specifies that 44.0 % (44nos.) of the respondents are below sslc, 32.0%
(32nos.) of the respondents are HSC, 13.0% (13nos.) of the respondents are Diploma, 7.0%
(7nos.) of the respondents are UG, and 4.0% (4nos.) of the respondents are ITI. Hence
majority of the respondents are below sslc.
CHART NO -4.2.4: CHART SHOWING EDUCATIONAL QUALIFICATION OF
THE RESPONDENTS

20
 TABLE NO -4.1.5: TABLE SHOWING WORK EXPERIANCE OF THE
RESPONDENTS

WORK EXPERIANCE NO. OF RESPONDENTS PRESENTAGE

Below 2yrs 33 33.0

2-4yrs 25 25.0

4-6yrs 12 12.0

6-8yrs 11 11.0

Above 8yrs 19 19.0

TOTAL 100 100

INTERPRETATION

The above table specifies that 33.0 % (33nos.) of the respondents are below 2yrs of
experience, 25.0% (25nos.) of the respondents are 2-4yrs experience, 19.0% (19nos.) of the
respondents are above 8yrs experience, 12.0% (12nos.) of the respondents are 4-6yrs, and
11.0% (11nos.) of the respondents are Above 6-8yrs. Hence majority of the respondents have
experience below 2yrs.
CHART NO -4.2.5: CHART SHOWING WORK EXPERIANCE OF THE
RESPONDENTS

21
 TABLE NO -4.1.6: TABLE SHOWING INCOME OF THE RESPONDENTS

INCOME NO. OF RESPONDENTS PRESENTAGE

Below 6000 7 7.0

6000-8000 14 14.0

8000-10000 29 29.0

10000-12000 32 32.0

Above 12000 18 18.0

TOTAL 100 100

INTERPRETATION

The above table specifies that 32.0 % (32nos.) of the respondents are below 10000-12000,
29.0% (29nos.) of the respondents are 8000-10000 income, 18.0% (18nos.) of the
respondents are above 12000 income, 14.0% (14nos.) of the respondents are 6000-8000, and
7.0% (7nos.) of the respondents are Above below 6000. Hence majority of the respondents
are 10000-12000.

CHART NO -4.2.6: CHART SHOWING INCOME OF THE RESPONDENTS

22
 TABLE NO -4.1.7: TABLE SHOWING JOB SATISFICATION OF THE
RESPONDENTS

PARTICULAR NO. OF RESPONDENTS PRESENTAGE

Yes 94 94.0

No 6 6.0

TOTAL 100 100

INTERPRETATION

The above table specifies that 94.0 % (94nos.) of the respondents are satisfied, 6.0% (6nos.)
of the respondents are not satisfied their job. Hence majority of the respondents are satisfied
our job with their job.

CHART NO -4.2.7: CHART SHOWING JOB SATISFICATION OF THE

RESPONDENTS

23
TABLE NO -4.1.8: TABLE SHOWING DETAILS OF WAGES PAYMENT ON TIME

PARTICULAR NO. OF RESPONDENTS PRESENTAGE

Yes 97 97.0

No 3 3.0

TOTAL 100 100

INTERPRETATION

The above table specifies that 97.0 % (97nos.) of the respondents are receiving payment on
time, 3.0% (3nos.) of the respondents are saying payment are not receiving on time. Hence
majority of the respondents are saying receiving payment on time..

CHART NO -4.2.8: CHART SHOWING WAGES PAYMENT ON TIME OF THE

RESPONDENTS

24
 TABLE NO -4.1.9: TABLE SHOWING WORKPLACE SAFETY OF THE
RESPONDENTS

PARTICULAR NO. OF RESPONDENTS PRESENTAGE

Yes 100 100.0

TOTAL 100 100

INTERPRETATION

The above table specifies that 100.0 % (100nos.) of the respondents are feel our workplace is
safety, Hence the all respondents are feels that our workplace is safety.

CHART NO -4.2.9: CHART SHOWING WORKPLACE SAFETY OF THE

RESPONDENTS

25
 TABLE NO -4.1.10: TABLE SHOWING WORK LOAD IN THE ORGANIZATION

PARTICULAR NO. OF RESPONDENTS PRESENTAGE

Yes 83 83.0

No 17 17.0

TOTAL 100 100

INTERPRETATION

The above table specifies that 83.0 % (83nos.) of the respondents say over work load in
organization, 17.0% (17nos.) of the respondents says normal work load in organization.
Hence majority of the respondents says over work load.

CHART NO -4.2.10: CHART SHOWING WORK LOAD OF THE RESPONDENTS

26
 TABLE NO -4.1.11: TABLE SHOWING SATISFACTION OF LEAVE POLICY

PARTICULAR NO. OF RESPONDENTS PRESENTAGE

Yes 73 73.0

No 27 27.0

TOTAL 100 100

INTERPRETATION

The above table specifies that 73.0 % (73nos.) of the respondents are satisfied with the leave
policy in the organization, 27.0% (27nos.) of the respondents are satisfied with leave policy.
Hence majority of the respondents are satisfied with company leave policy.

CHART NO -4.2.11: CHART SHOWING LEAVE POLICY OF THE RESPONDENTS

27
 TABLE NO -4.1.12: TABLE SHOWING WORK LIFE BALANCE OF THE
REPONDENTS

PARTICULAR NO. OF RESPONDENTS PRESENTAGE

Yes 86 86.0

No 12 12.0

TOTAL 100 100

INTERPRETATION

The above table specifies that 86.0 % (86nos.) of the respondents are able to balance their
work life, 12.0% (12nos.) of the respondents are not balance their work life. Hence majority
of the respondents are balanced their work life.

CHART NO -4.2.12: CHART SHOWING WORK LIFE BALANCE OF THE

RESPONDENTS

28
 TABLE NO: 4.1.14

CHI-SQUARE ANALYSIS

TABLE SHOWING ASSOCIATION BETWEEN GENDER AND INCOME

HO: There is no significant association between gender and income.

H1: There is a significant association between gender and income.

Case Processing Summary

Cases

Valid Missing Total

N Percent N Percent N Percent

100 100.0% 0 0.0% 100 100.0%

Income * Gender

Income * Gender Crosstabulation

Count
Gender Total

Male female

below 6000 7 0 7

6000-8000 14 0 14
Income 8000-10000 27 2 29
10000-12000 0 32 32
above 12000 0 18 18

Total 48 52 100

29
 Chi-Square Tests

Value Df Asymp. Sig. (2-sided)

Pearson Chi-Square 92.540a 4 .000

Likelihood Ratio 123.914 4 .000

67.972 1 .000
Linear-by-Linear Association

N of Valid Cases 100

a. 2 cells (20.0%) have expected count less than 5. The minimum expected count is 3.36.

INTERPRETATION

The level of significant is (0.000) which is less than 0.05 we reject the null hypothesis
and accept the alternative hypothesis. Hence there is a significant association between gender
and income.

30
 TABLE NO: 4.1.15

TABLE SHOWING ASSOCIATION BETWEEN EDUCATIONAL QUALIFICATION

AND INCOME

HO: There is no significant association between educational qualification and income.

H1: There is a significant association between education qualification and income.

Case Processing Summary

Cases

Valid Missing Total

N Percent N Percent N Percent
100 100.0% 0 0.0% 100 100.0%
Income * Education
qualification

Income * Education qualification Crosstabulation

Count
Education qualification Total

below sslc Hsc Ug iti diplomo

7 0 0 0 0 7
below 6000

6000-8000 14 0 0 0 0 14
Income
8000-10000 23 6 0 0 0 29
10000-12000 0 26 6 0 0 32
above 12000 0 0 7 4 7 18
44 32 13 4 7 100
Total

31
 Chi-Square Tests
Value df Asymp. Sig. (2-sided)

Pearson Chi-Square 149.785a 16 .000

Likelihood Ratio 162.265 16 .000

63.889 1 .000
Linear-by-Linear Association

N of Valid Cases 100

a. 18 cells (72.0%) have expected count less than 5. The minimum expected count is .28.

INTERPRETATION

The level of significant is (0.000) which is less than 0.05 we reject the null hypothesis
and accept the alternative hypothesis. Hence there is a significant association between
educational qualification and income.

32
 TABLE NO: 4.1.16

TABLE SHOWING ASSOCIATION BETWEEN WORK EXPERIENCE AND

INCOME

HO: There is no significant association between work experience and income.

H1: There is a significant association between work experience and income.

Case Processing Summary

Cases

Valid Missing Total

N Percent N Percent N Percent
100 100.0% 0 0.0% 100 100.0%

Income * Working experience

Income * Working experience Crosstabulation

Count
Working experience Total

below 2y 2-4y 4-6y 6-8y above 8y

below 6000 7 0 0 0 0 7

6000-8000 14 0 0 0 0 14
Income 8000-10000 12 17 0 0 0 29
10000-12000 0 8 12 11 1 32
above 12000 0 0 0 0 18 18

Total 33 25 12 11 19 100

33
 Chi-Square Tests

Value df Asymp. Sig. (2-sided)

Pearson Chi-Square 193.322a 16 .000

Likelihood Ratio 189.560 16 .000

75.495 1 .000
Linear-by-Linear Association

N of Valid Cases 100

a. 18 cells (72.0%) have expected count less than 5. The minimum expected count is .77.

INTERPRETATION

The level of significant is (0.000) which is less than 0.05 we reject the null hypothesis
and accept the alternative hypothesis. Hence there is a significant association between
working experience and income.

34
 TABLE NO: 4.1.17

TABLE SHOWING ASSOCIATION BETWEEN MARITAL STATUS AND INCOME

HO: There is no significant association between marital status and income.

H1: There is a significant association between marital status and income.

Case Processing Summary

Cases

Valid Missing Total

N Percent N Percent N Percent
100 100.0% 0 0.0% 100 100.0%
Income * Marital status

Income * Marital status Crosstabulation

Count
Marital status Total

Single married

below 6000 7 0 7

6000-8000 14 0 14
Income 8000-10000 23 6 29
10000-12000 0 32 32
above 12000 0 18 18

Total 44 56 100

35
 Chi-Square Tests

Value df Asymp. Sig. (2-sided)

Pearson Chi-Square 80.687a 4 .000

Likelihood Ratio 107.617 4 .000

64.266 1 .000
Linear-by-Linear Association

N of Valid Cases 100

a. 2 cells (20.0%) have expected count less than 5. The minimum expected count is 3.08.

INTERPRETATION

The level of significant is (0.000) which is less than 0.05 we reject the null hypothesis
and accept the alternative hypothesis. Hence there is a significant association between marital
status and income.

36
 TABLE NO: 4.1.18

TABLE SHOWING ASSOCIATION BETWEEN GENDER AND JOB

SATISFACTION

HO: There is no significant association between gender and job satisfaction.

H1: There is a significant association between gender and job satisfaction.

Case Processing Summary

Cases

Valid Missing Total

N Percent N Percent N Percent

100 100.0% 0 0.0% 100 100.0%

Gender * Job satisfaction

Gender * Job satisfaction Crosstabulation

Count
Job satisfaction Total

Yes no

Male 48 0 48
Gender
Female 46 6 52

Total 94 6 100

37
 Chi-Square Tests

Value df Asymp. Sig. (2- Exact Sig. (2- Exact Sig. (1-
sided) sided) sided)

Pearson Chi-Square 5.892a 1 .015

Continuity Correctionb 4.024 1 .045

Likelihood Ratio 8.200 1 .004

Fisher's Exact Test .027 .017

5.833 1 .016
Linear-by-Linear Association

N of Valid Cases 100

a. 2 cells (50.0%) have expected count less than 5. The minimum expected count is 2.88.

b. Computed only for a 2x2 table

INTERPRETATION

The level of significant is (0.015) which is less than 0.05 we reject the null hypothesis
and accept the alternative hypothesis. Hence there is a significant association between gender
and job satisfaction.

38
 TABLE NO: 4.1.19

TABLE SHOWING ASSOCIATION BETWEEN EDUCATION QUALIFICATION

AND JOB SATISFACTION

HO: There is no significant association between education qualification and job satisfaction.

H1: There is a significant association between education qualification and job satisfaction.

Case Processing Summary

Cases

Valid Missing Total

N Percent N Percent N Percent
100 100.0% 0 0.0% 100 100.0%
Education qualification * Job
satisfaction

Education qualification * Job satisfaction Crosstabulation

Count
Job satisfaction Total

Yes No

below sslc 44 0 44

hsc 32 0 32
Education qualification ug 13 0 13
iti 4 0 4
diplomo 1 6 7

Total 94 6 100

39
 Chi-Square Tests

Value df Asymp. Sig. (2-sided)

Pearson Chi-Square 84.802a 4 .000

Likelihood Ratio 39.652 4 .000

42.390 1 .000
Linear-by-Linear Association

N of Valid Cases 100

a. 6 cells (60.0%) have expected count less than 5. The minimum expected count is .24.

INTERPRETATION

The level of significant is (0.000) which is less than 0.05 we reject the null hypothesis
and accept the alternative hypothesis. Hence there is a significant association between
education qualification and job satisfaction.

40
 TABLE NO: 4.1.20

TABLE SHOWING ASSOCIATION BETWEEN WORK EXPRIENCE AND JOB

SATISFACTION

HO: There is no significant association between work experience and job satisfaction.

H1: There is a significant association between work experience and job satisfaction.

Case Processing Summary

Cases

Valid Missing Total

N Percent N Percent N Percent
100 100.0% 0 0.0% 100 100.0%
Working experience * Job
satisfaction

Working experience * Job satisfaction Crosstabulation

Count
Job satisfaction Total

yes no

below 2y 33 0 33

2-4y 25 0 25
Working experience 4-6y 12 0 12
6-8y 11 0 11
above 8y 13 6 19

Total 94 6 100

41
 Chi-Square Tests

Value df Asymp. Sig. (2-sided)

Pearson Chi-Square 27.212a 4 .000

21.695 4 .000
Likelihood Ratio

16.349 1 .000
Linear-by-Linear Association

100
N of Valid Cases

a. 5 cells (50.0%) have expected count less than 5. The minimum expected count is .66.

INTERPRETATION

The level of significant is (0.000) which is less than 0.05 we reject the null hypothesis
and accept the alternative hypothesis. Hence there is a significant association between work
experience and job satisfaction.

42
 TABLE NO: 4.1.21

TABLE SHOWING ASSOCIATION BETWEEN GENDER AND WORK LOAD

HO: There is no significant association between gender and work load.

H1: There is a significant association between gender and work load.

Case Processing Summary

Cases

Valid Missing Total

N Percent N Percent N Percent

100 100.0% 0 0.0% 100 100.0%

Gender * Work load

Gender * Work load Crosstabulation

Count
Work load Total

Yes no
48 0 48
Male
Gender
Female 35 17 52
83 17 100
Total

43
 Chi-Square Tests

Value df Asymp. Sig. (2- Exact Sig. (2- Exact Sig. (1-
sided) sided) sided)

Pearson Chi-Square 18.906a 1 .000

Continuity Correctionb 16.660 1 .000

Likelihood Ratio 25.452 1 .000

Fisher's Exact Test .000 .000

18.717 1 .000
Linear-by-Linear Association

N of Valid Cases 100

a. 0 cells (0.0%) have expected count less than 5. The minimum expected count is 8.16.

b. Computed only for a 2x2 table

INTERPRETATION

The level of significant is (0.000) which is less than 0.05 we reject the null hypothesis
and accept the alternative hypothesis. Hence there is a significant association between gender
and work load.

44
 TABLE NO: 4.1.22

TABLE SHOWING ASSOCIATION BETWEEN GENDER AND LEAVE POLICY

HO: There is no significant association between gender and leave policy.

H1: There is a significant association between gender and leave policy.

Case Processing Summary

Cases

Valid Missing Total

N Percent N Percent N Percent
100 100.0% 0 0.0% 100 100.0%
Gender * Leave policy able to
meet your needs

Gender * Leave policy able to meet your needs Crosstabulation

Count
Leave policy able to meet your needs Total

yes No
48 0 48
Male
Gender
Female 25 27 52
73 27 100
Total

45
 Chi-Square Tests

Value df Asymp. Sig. (2- Exact Sig. (2- Exact Sig. (1-
sided) sided) sided)

Pearson Chi-Square 34.141a 1 .000

Continuity Correctionb 31.558 1 .000

Likelihood Ratio 44.641 1 .000

Fisher's Exact Test .000 .000

33.800 1 .000
Linear-by-Linear Association

N of Valid Cases 100

a. 0 cells (0.0%) have expected count less than 5. The minimum expected count is 12.96.

b. Computed only for a 2x2 table

INTERPRETATION

The level of significant is (0.000) which is less than 0.05 we reject the null hypothesis
and accept the alternative hypothesis. Hence there is a significant association between gender
and leave policy.

46
 TABLE NO: 4.1.23

TABLE SHOWING ASSOCIATION BETWEEN GENDER AND WORK LIFE

BALANCE

HO: There is no significant association between gender and work life balance.

H1: There is a significant association between gender and work life balance.

Case Processing Summary

Cases

Valid Missing Total

N Percent N Percent N Percent

100 100.0% 0 0.0% 100 100.0%

Gender * Work life balance

Gender * Work life balance Crosstabulation

Count
Work life balance Total

Yes no
48 0 48
Male
Gender
Female 40 12 52
88 12 100
Total

47
 Chi-Square Tests

Value df Asymp. Sig. (2- Exact Sig. (2- Exact Sig. (1-
sided) sided) sided)

Pearson Chi-Square 12.587a 1 .000

Continuity Correctionb 10.497 1 .001

Likelihood Ratio 17.204 1 .000

Fisher's Exact Test .000 .000

12.462 1 .000
Linear-by-Linear Association

N of Valid Cases 100

a. 0 cells (0.0%) have expected count less than 5. The minimum expected count is 5.76.

b. Computed only for a 2x2 table

INTERPRETATION

The level of significant is (0.000) which is less than 0.05 we reject the null hypothesis
and accept the alternative hypothesis. Hence there is a significant association between gender
and work life balance.

48
 TABLE NO: 4.1.24

CORRELATION

TABLE SHOWING THE RELATIONSHIP BETWEEN WORKING

ENVIRONMENT AND ENVIRONMENTAL FACILITY

HO: There is no significant relation between working environment and environmental

facility.

H1: : There is significant relation between working environment and environmental facility.

Correlations

What do you feel Your views

about your working regarding the
environment environmental facility
provided to you

Pearson Correlation 1 .867**

What do you feel about your
Sig. (2-tailed) .000
working environment
N 100 100
**
Pearson Correlation .867 1
Your views regarding the
environmental facility provided to Sig. (2-tailed) .000
you
N 100 100
**. Correlation is significant at the 0.01 level (2-tailed).

INTERPRETATION

As the significance p (0.00) which is less than 0.05 level of significance, we reject
null hypothesis and conclude that there is significant relation between working environment
and environmental facility.

49
 TABLE NO: 4.1.25

TABLE SHOWING THE RELATIONSHIP BETWEEN SUPERVISOR BEHAVIOUR

AND WORK PRESSURE

HO: There is no significant relation between supervisor behaviour and work pressure.

H1: : There is significant relation between supervisor behaviour and work pressure.

Correlations
Does your job How you rate
have more work the supervisor
pressure behaviour
Pearson Correlation 1 .794**
Does your job have more
Sig. (2-tailed) .000
work pressure
N 100 100
**
Pearson Correlation .794 1
How you rate the supervisor
Sig. (2-tailed) .000
behaviour
N 100 100
**. Correlation is significant at the 0.01 level (2-tailed).

INTERPRETATION

As the significance p (0.00) which is less than 0.05 level of significance, we reject
null hypothesis and conclude that there is significant relation between working environment
and environmental facility.

50
 CHAPTER V

FINDINGS AND SUGGESTIONS

5.1 FINDINGS

 The study found that majority (52.0%) of the respondents are female and most of the
respondents are married (56.0%) .
 The study found that majority (44.0%) of the respondents are below sslc and
Majority (32.0%) of the respondents are paid with the range of 10000 – 12000.
 The study found that majority (33.0%) of the respondents are with 0 -2 years of
experience.
 The study found that majority (31.0%) respondents of them belong to the age group
of 20 – 25 years.
 The study examined through chi-square analysis shows that there is a significant
association between gender and work income.
 The study examined through chi-square analysis shows that there is a significant
association between income and educational qualification.
 The study examined through chi-square analysis shows that there is a significant
association between work experience and income.
 The study examined through chi-square analysis shows that there is a no significant
association between marital status and income.
 The study examined through chi-square analysis shows that there is a no significant
association between gender and job satisfaction.
 The study examined through chi-square analysis shows that there is a no significant
association between education qualification and job satisfaction.
 The study examined through chi-square analysis shows that there is a significant
association between work experience and job satisfaction.
 The study examined through chi-square analysis shows that there is a significant
association between gender and work load.
 The study examined through chi-square analysis shows that there is a significant
association between gender and satisfaction of leave policy.
 The study examined through chi-square analysis shows that there is a significant
association between gender and work life balance.

51
 Study identifies that there is a significant relation between working environment and
environmental facility.
 Study identifies that there is a significant relation between supervisor behaviour and
work pressure.

52
5.2 SUGGESTIONS

 Employer and labour should have positive relationship which helps to reduce
absenteeism.
 The salary increase should be higher than the current minimum wage.
 The company has to provide safe and healthy environment and recreation facilities to
the labours to reduce boredom of work and to motivate the labour’ interest towards
their work.
 Regular performance appraisal will keep in check the absenteeism of labours.
 Payment of attractive night shift allowance will help reduce the absenteeism.
 Should be organized for the respondents and their family members so that an
emotional bond between the family members and organization will be created.
 Yearly once organizing the get together of family members will help in reducing the
absenteeism.
 Programs should be conducted regarding, how to save money from even from less
wages. Once they start saving, the workers will not feel that they are not getting
enough wages.

53
 CHAPTER VI
CONCLUSION

Absenteeism is an unavoidable menace which most of the organizations have to bear

with and it has to be managed. One cannot prepare a fool proof successful formula to
eradicate this problem once and for all. Absenteeism ranging between five to ten percent is a
common phenomenon in most of the industries. In fact employees remain absent for their
work because of various factors, after all they are also human beings. The causation of the
feelings of monotony towards work is a big challenge and the managements should take
appropriate measures like sending employees on holidays, tours etc.

The practice of job rotation and multi tasking strategies also work in the minimization
of the feeling of inertia or monotony. Here, in this study the employees’ wages are also not
attractive. Managements should pay their workmen handsomely. So that it can motivate them
to certain levels. Even though, money is not the sole factor to influence the work behavior of
employees it can certainly boost their morale towards work to some extent.

54
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pp.09-11.

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 ANNEXURE

QUESTIONNAIRE
A STUDY ON LABOUR ABSENTEEISM IN GAIETY FASHION,TIRUPUR

1.Gender  Male  Female

2.. Age
 20-25 years  26-30 years  31- 35 years  36-40 years
 Above 40 years
3.. Marital Status  Single  Married
4.. Education Qualification
 Below SSLC HSC  UG  ITI  Diploma
5.. Working Experience
 Below 2 yrs  2 - 4 yrs  4 - 6 yrs  6 - 8 yrs  Above 8 yrs
6.Income
 Below 6000  6000-8000  8000-10000  10000-12000 Above 12000
7..Are you satisfied in your job?
 Yes No

8.What do you feel about your working environment?

 Highly Satisfied Satisfied  Neutral Dissatisfy  Highly

Dissatisfy

9.Do you satisfied with current wages?

 Highly Satisfied Satisfied  Neutral Dissatisfy  Highly

Dissatisfy

10.Whether your company is giving a wages on time?

 Yes No

11.Your views regarding the working environment (or) workplace?

 Highly Satisfied Satisfied  Neutral Dissatisfy  Highly

Dissatisfy

12.Your view regarding the environmental facilities provided to you?

 Highly Satisfied Satisfied  Neutral Dissatisfy  Highly

Dissatisfy

13.You feel safe at work place?

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  Yes No

14.How you rate the supervisor behavior?

 Highly Satisfied Satisfied  Neutral Dissatisfy  Highly

Dissatisfy

15.How are your relations with your co-worker?

 Highly Satisfied Satisfied  Neutral Dissatisfy  Highly

Dissatisfy

16.Are you satisfied with working hours and it fits with your private life?

 Highly Satisfied Satisfied  Neutral Dissatisfy  Highly

Dissatisfy

17.Do you work long hours (or) overtime and even on holidays?

 Frequently Sometimes  Occasionally Rarely  Never

18..Do you usually miss valuable time with your family and friends because of work
pressure.

 Frequently Sometimes  Occasionally Rarely  Never

19.Does your job have more work pressure?

 Very High High  Medium Low Very Low

20.Do you feel you have over work load?

 Yes No

21.If, yes how many hours on an average you work over time?

 2 hrs 3 hrs  4 hrs 5 hrs

22.How do you feel axis leaves policy are able to meet your needs?

 Yes No

23.How far you are satisfied with the flexible leave provided by the organization?

 Highly Satisfied Satisfied  Neutral Dissatisfy  Highly

Dissatisfy

24.Do you achieve work life balance?

 Yes No

25.Your main reason for taking leave?

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  sickness lack of inters in the job  Poor working condition long working
hour

functions

26.Your opinion about your company's level of motivation?

 Very High High  Medium Low Very Low

27.What do you think will motivate you to work the most?

 Job security Financial rewards  Job satisfaction

28.Duration of leave taking by you in month?

 1 day 1-3 day  More than 3 days

29.Do you attend the daily duty on time?

 Yes No

30.How absenteeism can be controlled?

 Change in management style

 Change in working condition

 Incentive/wages

 Develop attendance policy

 Better transportation facility

 Environment appreciation

 Individual attendance

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