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 (With date of submission)

Signature of the Head of Department (With Date of submission)

Viva-Voce held on _____________

Signature of Internal Examiner (Name :__________________)

Signature of External Examiner (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 LIST OF CHARTS LIST OF EQUATION LIST OF FIGURES VI VIII IX IX

CHAPTER I CHAPTER II CHAPTER III CHAPTER IV CHAPTER V

INTRODUCTION REVIEW OF LITERATURE RESEARCH METHODOLOGY ANALYSIS AND DATA INTERPRETATION FINDINGS, SUGGESTIONS AND CONCLUSION BIBLIOGRAPHY APPENDIX

1 11 14 19 58

LIST OF TABLES
Table No. 4.1
4.2 4.3 4.4 4.5 4.6 4.7 4.8 4.9 4.10 4.11 4.12 4.13 4.14 4.15 4.16

Title

Page No.

Age group of the respondents

Educational qualification of the respondents Experience level of the respondents

19
20 21 22 23 24 25 26 27 28 29 30 31 32 33 34

Marital status of the respondents Mode of arriving to work spot Salary level of the respondents Expenditure level of the respondents Environmental satisfaction level of the respondents Opinion about Co operation from the colleagues Respondent opinion about the rejected application for leave Opinion about Safety provisions Opinion about Leave procedure of the respondents Opinion about Health related problem of the respondents Opinion about Work regularly of the respondents Opinion about Shift work of the respondents Opinion about Relationship with supervisor of the respondents

4.17

Opinion about Grievance handling procedure of the respondents

35

4.18 4.19 4.20 4.21 4.22 4.23 4.24 4.25

Suggestion to minimize absenteeism Health status of the respondents Illness of family members Children education problem Leave taken for family function Habit status of respondents Type of family Reason for taken leave

36 37 38 39 40 41 42 43

4.26 4.27 4.28 4.29 4.30 4.31 4.32 4.33 4.34 4.35 4.36 4.37 4.38 4.39 4.40 4.41 4.42 4.43 4.44 4.45 4.46 4.47

Impact of age on sanctioning of leave by supervisor Chi-square value for Age vs. Supervisor Impact of age on satisfaction level of safety provisions Chi-square value for Age vs. Safety Impact of age on stress level of the employee Chi-square value for Age vs. Stress Impact of education on satisfaction of health related problems Chi-square value for Education vs. Health Impact of education on children education related problems Chi-square value for Education vs. Children Impact of marital on employee come work regularly Chi-square value for Marital vs. Regularly Impact of marital on leave because of family functions Chi-square value for Marital vs. Functions Impact of conveyance on current leave procedures Chi-square value for conveyance vs. Leave Impact of conveyance on health status of employees Chi-square value for Conveyance vs. Illness Impact of expenditure on children education problems Chi-square value for Expenditure vs. Children ANOVA value for Age vs. safety, shift, stress, attribute ANOVA value for Education vs. leave, children, shift, stress

44 44 45 45 46 46

47 47 48 48 49 49 50 50 51 51 52 52 53 53 54 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,

57

shift

VII

LIST OF CHARTS
Table No. 4.1
4.2 4.3 4.4 4.5 4.6 4.7 4.8 4.9 4.10 4.11 4.12 4.13 4.14 4.15 4.16

Title

Page No.

Age group of the respondents

Educational qualification of the respondents Experience level of the respondents

19
20 21 22 23 24 25 26 27 28 29 30 31 32 33 34

Marital status of the respondents Mode of arriving to work spot Salary level of the respondents Expenditure level of the respondents Environmental satisfaction level of the respondents Opinion about Co operation from the colleagues Respondent opinion about the rejected application for leave Opinion about Safety provisions Opinion about Leave procedure of the respondents Opinion about Health related problem of the respondents Opinion about Work regularly of the respondents Opinion about Shift work of the respondents Opinion about Relationship with supervisor of the respondents

4.17

Opinion about Grievance handling procedure of the respondents

35

4.18 4.19 4.20 4.21 4.22 4.23 4.24 4.25

Suggestion to minimize absenteeism Health status of the respondents Illness of family members Children education problem Leave taken for family function Habit status of respondents Type of family Reason for taken leave

36 37 38 39 40 41 42 43

LIST OF EQUATION
Table No. 1.1 1.2 1.3 1.4 Title Equation for rate of absenteeism Equation for Percentage analysis Equation for Chi-square test Equation for One way ANOVA Page No. 3 17 17 18

LIST OF FIGURES
Table No. 1.1 1.2 Title Effects of absenteeism on industry Effects of absenteeism on workers Page No. 5 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 Websters 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 overs 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.

1.1.2. Rate of Absenteeism No of total man shifts lost ----------------------------------------- X 100 No of total man shifts schedule

( Equation 1.1 )

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.

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.

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

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

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 indias 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 countrys 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 Indias 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, Indias 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 ,

DCW has come a long way to emerge as Indias 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 DCWs 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.

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 : Universe Sample size : : 1275 270 100

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 Whered is the number of respondents Where n is the base of figure of sample group. ( Equation 1.2 )

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. 2 = (Oi - Ei) 2/ E 2 = (Observed Expected) 2 ________________________ 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. (Equation 1.3 )

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 Age Below 25 years 26 45 years 56 & above years Total

Frequency 43 51 6 100

Percent 43.0 51.0 6.0 100.0

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

TABLE - 4.2 Educational qualification of the respondents

Education SSLC/HSC UG/PG Diploma Total CHART - 4.2

Frequency 65 30 5 100

Percent 65.0 30.0 5.0 100.0

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

TABLE - 4.3 Experience level of the respondents

Experience Less than 4 year 4 to 8 year Total CHART - 4.3

Frequency 91 9 100

Percent 91.0 9.0 100.0

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

TABLE - 4.4 Marital status of the respondents

Marital Status Married Un married Total

Frequency 32 68 100

Percent 32.0 68.0 100.0

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

TABLE - 4.5 Mode of arriving to work spot

Conveyance Walk By cycle Two wheeler Bus Total CHART - 4.5

Frequency 20 28 15 37 100

Percent 20.0 28.0 15.0 37.0 100.0

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

TABLE - 4.6 Salary level of the respondents

Salary Rs 1000 10000 Rs 10001 15000 Rs 15000 & above Total CHART - 4.6

Frequency 85 8 7 100

Percent 85.0 8.0 7.0 100.0

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

TABLE - 4.7 Expenditure level of the respondents

Expenditure Rs 2000 4000 Rs 4000 & more than 5000 Total CHART - 4.7

Frequency 85 15 100

Percent 85.0 15.0 100.0

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

TABLE - 4.8 Environmental satisfaction level of the respondents

Environment Low satisfaction High satisfaction Total CHART - 4.8

Frequency Percent 87 13 100 87.0 13.0 100.0

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

TABLE - 4.9 Opinion about Co operation from the colleagues

Colleagues Low satisfaction High satisfaction Total CHART - 4.9

Frequency 86 14 100

Percent 86.0 14.0 100.0

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

TABLE - 4.10 Respondent opinion about the rejected application for leave Rejected leave application Always Never Sometimes Total CHART - 4.10 Respondent opinion about the rejected application for leave

Frequency 31 40 29 100

Percent 31.0 40.0 29.0 100.0

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

TABLE - 4.11 Opinion about Safety provisions

Safety provisions Low satisfaction High satisfaction Total CHART - 4.11

Frequency 88 12 100

Percent 88.0 12.0 100.0

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

TABLE - 4.12 Opinion about Leave procedure of the respondents

Leave procedures Low satisfaction High satisfaction Total

Frequency 81 19 100

Percent 81.0 19.0 100.0

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

TABLE - 4.13 Opinion about Health related problem of the respondents

Health problems Frequency No Yes Total CHART - 4.13 Opinion about Health related problem of the respondents 46 54 100 Percent 46.0 54.0 100.0

Inference: From The table 4.13, it is infers that half belongs to the yes and one third belongs to the no.

31

TABLE - 4.14 Opinion about Work regularly of the respondents

Regularly No Yes Total

Frequency 64 36 100

Percent 64.0 36.0 100.0

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

TABLE - 4.15 Opinion about Shift work of the respondents

Shift Day Evening Night Total

Frequency 19 29 52 100

Percent 19.0 29.0 52.0 100.0

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

TABLE - 4.16 Opinion about Relationship with supervisor of the respondents

Supervisor Low satisfaction High satisfaction Total CHART - 4.16

Frequency 55 45 100

Percent 55.0 45.0 100.0

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

TABLE - 4.17 Opinion about Grievance handling procedure of the respondents

Grievance Low satisfaction High satisfaction Total CHART - 4.17

Frequency 70 30 100

Percent 70.0 30.0 100.0

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

TABLE - 4.18 Suggestion to minimize absenteeism

Suggestion Better working condition More salary/wages More leave facilities More rest during work Reward for prompt attendance Total CHART - 4.18 Suggestion to minimize absenteeism

Frequency 24 45 11 12 8 100

Percent 24.0 45.0 11.0 12.0 8.0 100.0

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

Health status Serious illness Occational illness Climate illness Total CHART - 4.19

Frequency 24 47 29 100

Percent 24.0 47.0 29.0 100.0

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

TABLE - 4.20 Illness of family members

Illness No Yes Total CHART - 4.20

Frequency 32 68 100

Percent 32.0 68.0 100.0

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

TABLE - 4.21 Children education problem

Children No Yes Total

Frequency 34 66 100

Percent 34.0 66.0 100.0

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

TABLE -4.22 Leave taken for family function

Family functions Frequently Occasionally Rarely Never Total CHART- 4.22

Frequency 24 38 15 23 100

Percent 24.0 38.0 15.0 23.0 100.0

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

TABLE - 4.23 Habit status of respondents

Habit status Smoking Drinking Gambling None of these Total CHART - 4.23

Frequency 24 32 14 30 100

Percent 24.0 32.0 14.0 30.0 100.0

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

TABLE - 4.24 Type of family

Type of family Joint Nuclear Total

Frequency 76 24 100

Percent 76.0 24.0 100.0

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

TABLE - 4.25 Reason for taken leave

Reason for taking leave Family Sickness Physical work environment Part time job Other reasons Total CHART- 4.25 Reason for taken leave

Frequency 43 19 11 10 17 100

Percent 43.0 19.0 11.0 10.0 17.0 100.0

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

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 Age Below 25 years 26 45 years 56 & above years Total Always 21 9 1 31 Never 13 24 3 40 sometimes Total 9 18 2 29 43 51 6 100

TABLE - 4.27 Chi-square value for Age vs. Supervisor Asymp. Sig. (2-sided) .024

Value Pearson Chi-Square Inference: 11.256a

Df 4

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 Age Below 25 years 26 45 years 56 & above years Total low satisfaction 40 45 3 88 high satisfaction 3 6 3 12 Total 43 51 6 100

TABLE - 4.29 Chi-square value for Age vs. Safety provisions Asymp. Sig. (2-sided) .010

Value Pearson Chi-Square 9.235

a

Df 2

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 Age Below 25 years 26 45 years Smoking Drinking gambling none of these Total 7 14 11 20 1 32 11 2 1 14 14 15 1 30 43 51 6 100

56 & above 3 years Total 24

TABLE - 4.31 Chi-square value for Age vs. Stress level of the employee Asymp. Sig. (2-sided) .041

Value Pearson Chi-Square 13.141

a

Df 6

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 Education SSLC/HSC PG/UG Diploma Total No 38 5 3 46 Yes 27 25 2 54 Total 65 30 5 100

TABLE - 4.33 Chi-square value for Education vs. Health related problems Asymp. Sig. (2-sided) .001

Value Pearson Chi-Square 14.850

a

df 2

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 Education SSLC/HSC PG/UG Diploma Total No 16 15 3 34 Yes 49 15 2 66 Total 65 30 5 100

TABLE - 4.35 Chi-square value for Education vs. Children education related problems Asymp. Sig. (2-sided) .024

Value Pearson Chi-Square 7.480

a

Df 2

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 Marital status Married Un married Total TABLE - 4.37 Chi-square value for Marital vs. Regularly No 14 50 64 yes 18 18 36 Total 32 68 100

Value Pearson Chi-Square 8.375

a

df 1

Asymp. Sig. (2-sided) .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 Marital status Married Un married Total TABLE - 4.39 Chi-square value for Marital vs. Functions Value Pearson Chi-Square 9.099a df 3 Asymp. Sig. (2-sided) .028 frequently Occasionally rarely 12 12 24 10 28 38 1 14 15 never 9 14 23 Total 32 68 100

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 Conveyance Walk By cycle Two wheeler Bus Total TABLE - 4.41 Chi-square value for conveyance vs. Leave Value Pearson Chi-Square 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. 8.261
a

low satisfaction 16 18 13 34 81

high satisfaction 4 10 2 3 19

Total 20 28 15 37 100

df 3

Asymp. Sig. (2-sided) .041

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 Conveyance Walk By cycle Two wheeler Bus Total TABLE - 4.43 Chi-square value for Conveyance vs. Illness occational serious illness illness 9 6 3 6 24 9 17 4 17 47 climate illness Total 2 5 8 14 29 20 28 15 37 100

Value Pearson Chi-Square 15.000a

Df 6

Asymp. Sig. (2-sided) .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 Rs 2000 4000 Rs 4000 more than 5000 Total TABLE - 4.45 Chi-square value for Expenditure vs. Children children No 25 9 34 yes 60 6 66 Total 85 15 100

Value Pearson Chi-Square 5.316

a

Df 1

Asymp. Sig. (2-sided) .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 Safety Shift Stress Attribute Between Groups Between Groups Between Groups Between Groups .975 4.443 5.167 11.503 Df 2 2 2 2 Mean Square .488 2.221 2.583 5.751 F Sig.

4.935 .009 3.871 .024 1.960 .146 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 Leave Children Shift Stress Between Groups Between Groups Between Groups Between Groups 1.308 1.678 2.548 4.846 Df 2 2 2 2 Mean Square .654 .839 1.274 2.423 F Sig.

4.505 .013 3.921 .023 2.147 .122 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 Between Groups relationship Between Groups Children Between Groups Type Between Groups Suggestion Between Groups Functions Between Groups Regularly 1.930 1.340 5.683 .858 3.559 1.077 Df 1 1 1 1 1 1 Mean Square 1.930 1.340 5.683 .858 3.559 1.077 F 8.958 5.610 Sig. .003 .020

33.233 .000 4.835 2.506 .908 .030 .117 .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 Leave Illness shift Between Groups Between Groups Between Groups 1.271 5.632 .982 2.988 Df 3 3 3 3 Mean Square .424 1.877 .327 .996 F 2.881 3.825 1.424 1.674 Sig. .040 .012 .240 .178

regularly Between Groups

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 companys 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 companys 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.113128. 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. 2. 3. 4. 5. 6. 7. 8. 9. NAME AGE Gender Department Designation Education Experience Marital Status Mode Of Conveyance : : a) Below 25 b) 26 - 35 c) 36 - 45 d) 56 & Above : a) Male b) female : a) HR b) Finance c) Production d) Maintenance : a) chief engineer b) supervisor c) work men : a) 10th b) 12th c) UG d) PG e) Diploma : a) 0-2 b) 2-4 c) 4-8 d) more than 8 : a) Married b) Unmarried : 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