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A STUDY ON EMPLOYEE ABSENTEEISM AT RUBCO HUAT WOODS PVT LTD KANNUR PROJECT REPORT

Submitted by JESNA.P

(Register No: 10MB0119)

UNDER THE GUIDANCE OF

Mrs.M. JANAKI RAMA MBA,


FACULTY OF DEPARTMENT OF MANAGEMENT STUDIES IN PARTIAL FULFILLMENT FOR THE AWARD OF THE DEGREE

MASTER OF BUSINESS ADMINISTRATION

DEPARTMENT OF MANAGEMENT STUDIES SRIMANAKULAVINAYAGARENGINEERINGCOLLEGE PONDICHERRYUNIVERSITY PUDUCHERRY

SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE MADAGADIPET, PUDUCHERRY DEPARTMENT OF MANAGEMENT STUDIES BONAFIDE CERTIFICATE
This is to certify that the project work entitled A STUDY ON EMPLOYEE
ABSENTEEISM is a bonafide work done by JESNA.P [Register Number: 10MB0119]

in partial fulfillment of the requirement of the award of Master Of Business Administration by Pondicherry University during the academic year2010-2012

INTERNAL GUIDE THEDEPARTMENT

HEAD OF

Viva-Voice Examination held on ___________ EXTERNAL EXAMINER 1. 2.

ACKNOWLEDGEMENT The successful completion of A STUDY ON EMPLOYEE ABSENTEEISM would not be complete without mentioning the people who made it possible. I take this privilege to express a few words of gratitude and respect to all those who helped in the completion of this project. First and foremost, I would like to acknowledge my sincere thanks to Mr. MUHAMAD ZIYAD.A, Administrative cum Personal Manager, RUBCO HUAT WOODS PVT LTD, KANNUR I convey my heartiest thanks to Mr. Dr. D. KAILASH MBA., PhD., Head of the Department, Department of Management Studies for his encouragement, support and guidance to complete this project work successfully. I would like to convey my sincere thanks to my internal guide Mrs.JANAKI RAMA, MBA, Department of Management Studies, SriManakulaVinayagar Engineering College for her dedicated support and encouragement to complete this project. Finally I would like to thank my Parents and all my Friends for their valuable suggestions and help for successful completion of our project.

TABLE OF CONTENTS
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CHAPTER NO:

PARTICULARS

PAGE NO:

1 1.1 1.2 1.3 1.4 1.5 1.6 1.7 1.8 2 2.1 3 3.1 3.2 3.3 3.4 3.5 3.6 4 4.1 4.2 4.3 4.4 5 5.1 5.2 5.3 5.4 5.5

INTRODUCTION RESEARCH BACKGROUND COMPANY PROFILE THEORETICAL BACKGROUND PROBLEM IDENTIFICATION NEED FOR THE STUDY OBJECTIVES OF THE STUDY SCOPE OF THE STUDY CHAPTERIZATION LITERATURE SURVEY REVIEW OF LITERATURE RESEARCH METHODOLOGY RESEARCH DESIGN SOURCES OF DATA POPULATION SAMPLE SIZE SAMPLING METHOD LIMITATIONS ANALYSIS TABLES CHARTS INFERENCE STATISTICAL TOOLS CONCLUSION SUMMARY OF FINDINGS SUGGESTIONS & RECOMMENDATIONS CONCLUSIONS DIRECTIONS FOR FUTURE RESEARCH APPENDIX QUESTIONNAIRE BIBILIOGRAPHY

CHAPTER I INTRODUCTION
1.1 RESEARCH BACKGROUND
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AN INTRODUCTION TO EMPLOYEE ABSENTEEISM:


ABSENTEEISM: Absenteeism is the title given to a condition exists when a person fails

to come to work when properly scheduled to work Absenteeism is a problem that has multifaceted repercussions and chain of causes and effect impact. It is an organizational problem that the attendance deviation affects work schedule and often leading to production loss.it also affects the family income, family morale and standing of family in the immediate society.

Absence such as the notion of the informal contract, perceived inequity, and withdrawal from stressful work situation.

According to factories act

Absence is the failure of a worker to report for work where he is scheduled to work. A worker is to be considered asscheduled to work when the employer has work available for him and the workers is aware it. Identifying the magnitude of absenteeism, both authorized and unauthorized absence is taken into consideration and absenteeism is expressed as follows

Number of mandays lost due to absence Absenteeism = Number of mandays schedule to wor 100

--1.1.1 GENERAL SCENERIO OF THE COMPANY

Wood industry in india wiki 1.2 COMPANY PROFILE

INTRODUCTION:

The Kerala Rubber Co-operative Limited popularly known as RUBCO was founded in the year 1997 in the coastal town of Kannur in Kerala, has grown into a 180 crore conglomerate with 10 rubber based industries in various parts of Kerala, the state which provides 92% of India's total natural rubber production. RUBCO HUAT Woods Pvt. Ltd. Is the rubber wood processing and furniture manufacturing factory of RUBCO set up with financial and technical collaboration from M/s Long Huat Group Berhard SDN BHD of Malaysia, a well-known name in the field of rubber wood industry for the last 30 years. The Rubwood panels produced by RUBCO are the best of its kind in the country. Its glue joints conform to JAS and DIN standards and can be used for a variety of wooden applications. The acceptance of ecowood furniture by the international

market reaffirms the quality of Ecowood.

Colour Structure Figure

cream to pale straw colour very uniform wood structure cross section shows vague concentric markings. which resemble growth rings. The markings combined with the large vessels visible to the eye gives the timber an attractive appearance. density comparable to oak and teak fairly good binding strength low shrinkage, comparable to teak similar to that of hardwood

Weight Strength Shrinkage Chemical composition

RUBCO HUAT WOODS Pvt Ltd established in 1997 was registered under the Indian companies act1956 and its joint venture concerned with technical and finqancial collaboration with long huat group berhad of malayisia. It was set up in the year2000 with a plant capacity of 4000 metric tones per yer and it started commercial production only on January 2001. Rubco huat woods pvt ltd situated at kinfra small industries park, chonadam near thalassery, kannur district, kerala.

Rubco huat woods pvt ltd is a world leader in rubber wood furniture.this division manufactures a wide range of elegant furniture and quality edge glued panels using the 8

eco- friendly rubber wood. Rubber wood popularly treated and processed in emerging as the ideal substitute to rain forest wood ; as it offers same strength, durability and finish sa the latter and also helps preserve the environment.the products are being exported to UK, USA , Japan and many other countries across the globe. Rubco along with the its subsdiaries have revolutionized the functioning of co- operative sector in the state of kerala. From a single unit company rubco has grown in to Rs.280 crore conglomerates with well diversified operations and market presence extend beyond the boundaries of kerala and also it is the largest exporter of natural rubber in the country today.

PRODUCT

The various subsidiaries formed by rubco include rubco huat woods pvt ltd, rubco sales international ltd and rubco sreekandapuram latex pvt ltd. 9

DIRECT UNITS

ASSOCIATED COMPANIES

Hawai chappal Manufacturing factory Cycle tyre manufacturing factory

RUBCO HUAT WOODS PVT LTD (Rbber wood furniture division) RUBCO sales international ltd (marketing division of rubco ltd and casual shoe factory)

Rubberized coir mattress manufacturing OBJECTIVES

RUBCO sreekandapuram latex pvt ltd (crump rubber andlatex)

To promte, establish, maintain and manage the business retailing to manufacture, purchase and sale of tires for light and heavy commercial vehicles and tires for two or three wheelers

To promote, establish, maintain and manage the business retailing to manufacture, purchase and sale of any type of product or products base on natural or processed rubber or rubber wood To promote, establish, maintain and manage the business retailing to manufacture, purchase and sale of any type of machinery, tools , devices, fertilizers, chemicals etc required for cultivation, growing maintenance, yielding etc of rubber. To engage in trading business of natural rubber of different forms and grades

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COMPANY MILESTONE 9th june, 1997 Registered RUBCO and commenced operations in October 1997 15th October,1997 Commenced procurement of rubber

17th feburary, 1998 Commenced procurement of rubber from farmers through depots 28th may, 1998 foundation stone laid for foot wear manufacturing factory and Rubber manufacturing unit at koothuparamba,valiyavelicham industrial centre. June-december, 1998 Exported rubber to Singapore & Nepal.

July 1998 RUBCO takes over the reins of sreekandapuram latex(pvt) ltd. 11th febuary, 1999 Entered into an important agreement on technological collaboration for the manufacture of ultra light weight footwear with Hi-Tech setters Malaysia. 2nd march, 1999 Foundation stone laid for P.L.C Factory in sreekandapuram.

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26th may, 1999 Inauguration of footwear manufacturing unit and foundation stone laid for cycle tyre manufacturing unit

15th june, 1999 Floated rubco sales international ltd. To professionally market the products of RUBCO 23rd june, 1999 Signed a significant technical collaboration agreement with long huat berhad of Malaysia for the processing of rubber wood and furniture out of that 13th Augest, 1999 RUBCO foot wear hit the market

19th October, 1999 Foundation stone laid for the rubber wood processing and furniture manufacturing unit 30th October, 1999 Entered into an agreement with M/s tong teik (P) Ltd of Singapore to export 15000, metric tones of rubber first time from India. 8th March , 2000 Entered in to a technical collaboration with pancarwarna Management consulting service, Malaysia for manufacture of casual shoes. 6th May, 2000 12

Foundation stone laid for Casual shoe project

1st Januvary, 2001 Rubco huat wood furniture factory commenced commercial production 16th June, 2001 Incorporation of rubco tyres india Pvt Ltd

20th April, 2002 Started activities of coconut complex for the production of virgin coconut complex for the production of virgin coconut oil and ancillary products 6th December, 2002 Started RUBCO RUFAS Scheme (collection of natural Rubber latex from farmers) 20th December, 2002: Expression of interest submitted to the government of kerala for setting up a unit for the production of rubber components for automobiles and railway with a capital outlay of 20 million USD 23rd January, 2003 Signed MOU with coconut pacific Pty. Ltd. Of Australia for the production of virgin coconut oil

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Organization chart
BOARD OF DIRECTORS MANAGIN DIRECTOR GENERAL MANAGER

PURCHASE OFFICERS

ADMIN CUM PERSONAL OFFICER

CHIEF PRODUCTION MANAGER

ACCOUNT S OFFICER

MANAGEMENT REPRESENTATIVE

STORE KEEPER

TIME OFFICER

ACCOUNTS ASSISTANT

SELECTION INCHARGE QC

SELECTION INCHARGE FURNITURE

SELECTION INCHARGE

SELECTION INCHARGE SAWMILL

MAINTAIN MANAGER

SALES& SHIPPING OFFICER

SUPERVISORS WORKERS

SUPERVISORS WORKERS

SUPERVISORS WORKERS

ASSISTANT SALES AND SHIPPING OFFICER

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THEORITICAL BACK ROUND

Absenteeism
Definition: An employee's deliberate or habitual absence from work Everybody misses a day of work now and then. But it's a problem when an employee misses too many days of work. Not showing up for work can cause serious problems when other employees have to cover for the missing worker or, worse, the work simply doesn't get done. Here are keys to controlling absenteeism in your growing company:

Definition of absenteeism
Habitual absence from work Absenteeism is a habitual pattern of absence from a duty or obligation Absenteeism is defined as a failure of an employee to report to work when or he or she is scheduled to do so

Martocchio & Jimcno 2003


Absents constistutes a single day of missed work

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Fichman 1984or to maximize personal utility (chelius 1981)


Absence occurs whenever a person chooses to allocate time to activities that compete with scheduled work either to satisfy the waxing and warning of underlying motivational rhyths

Gibson , 1966 john 1978


Absenteeism refers to non attendance of employee for scheduled work

Absenteeism is related as failure of employees to report for work when they are scheduled to work. Employees who are away from work on recognized holidays , vacations, approved leaves of absence allowed for under the collective agreement provisions would not be includes

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1.5 NEED FOR THE STUDY


The study helps the management to know whether the employees absenteeism To measure different methods absenteeism of the employees To reduce absenteeism and many reason are finding To study the disciplinary action followed by the organization

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PROBLEM IDENTIFICATION 1. In rubco huat woods pvt ltd, employees are absent in the organization 2. In that organization there is lack of salary providing and welfare activities so it has to improved 3. The lock of incentives the major problem of the organization reduce absenteeism 4. The organization lacking in managing against the absenteeism so to suggest the

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1.6 OBJECTIVES OF THE STUDY


To study on employee absenteeism at Rubco Huat Wood Pvt. Ltd. To analyze the reason for absenteeism at Rubco Huat Wood Pvt. Ltd. To find out employees opinion for reducing absenteeism To measure the absenteeism and suggest the ways to reduce it

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SCOPE OF THE STUDY

This Project will be helpful for the management to identify the employee absenteeism in the organization This study gives feedback of total employees opinion to reduce absenteeism in the organization and gives suggestive measures to improve it further. This project can be the base for students who are doing the project in related areas.

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1.9 CHAPTERIZATION
CHAPTER I This chapter deals with the research background followed by the general scenario of Company, company profile, theoretical background, problem identification, need of the study, objectives of the study, and scope of the study. CAHPTER II This chapter deals with the review of literature, which contains the articles and journals related to Employee-Employer relations. CHAPTER- III This chapter deals with research methodology containing research type, research design, sampling type and explanation about the statistical tool used for analyzing the data. CHAPTER- IV This chapter deals with the data analysis and interpretation using various tools such as percentage method, ranking method, Correlation and Chi-Square. CHAPETR-V This chapter reveals the findings of the study, suggestion and recommendation to the organization and followed by the conclusion of the study.

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CHAPTER II LITERATURE SURVEY


2.1 REVIEW OF LITERATURE
Authors FRANCES DAVIES Abstract Absenteeism can have an enormous effect on the productivity of an organization.the loss of productivity due to short/ long term illness, disability is therefore proving to be major headache for companies

Employee absenteeism as an affective event


Joseph J martocchio and Diana I Institude of labour and industrial relations, university of Illiniois at urbana champaign, Il 61820- 6297 USA Abstract We consider theoretical and empirical developments in personality, affect and absenteeism research specifically , we investigate the relationship between these three constructs and purpose theoretical perspective about the importance of affect in mediating the effect that personality has on absenteeism. One of our main goals is to look at both positive and negative consequence of absenteeism. 25

Employee absenteeism: A review of the literature


Author: Gibsson 1966Absence behavior is discussed in terms of theories on absence such as the notion of the informal contract, perceived inequity, and withdrawal from stressful work situation,dynamic conflict, social exchange, withdrawal non attendance

. Abstract The purpose of this paper is to review the literature on employee absenteeism as a form of withdrawal behavior apart from turnover. Studies examining the psychometric properties of absence measures are reviewed, along with the relationship between absenteeism and personal, attitudinal, and organizational variables. Studies exploring the relationship between absenteeism and turnover are examined according to the unit of analysis studied in the research. Programmatic efforts to reduce employee absenteeism are also reviewed. Throughout the paper emphasis is placed on the indices used by investigators to measure absenteeism, and the problems that have arisen in the literature through the use of multiple indicators of absenteeism. The review concludes with suggestions for research that are of both theoretical and practical concern.

Absenteeism and voluntary turn over in central florida hotels : a pilot study ABRAHAM PIZAM AND STEVEN W. THORNBUSY Department of hospitality management university of central PO Box 161400 orlando FL 32816 USA
A pilot study conducted among 62 hotel human resource management (HRM) in central florida was undertaken for the purpose of investigating the magnitude and underlyining causes of absenteeism and voluntary turn over. The result indicated that alarge propotion of the human resource management would not , or could not compute the magnitude of their properties. In the opinions of them human resource managements the factors that affect employee absenteeism were mostly work related rather than demographic. On the other hand the factors that affect

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employee voluntary turn over according to the surveys respondents were a combination of work related and personal characteristics ABSENTEEISM

"Perceived Consequences of Absenteeism" by Lillie Guinell Morgan and Jeanne Brett Herman Journal of Applied Psychology Dec. 1976
The study: The authors conducted a detailed statistical study to determine which would be the best approach to reducing absenteeism in the work place; "the carrot or the stick." They evaluated factors which they perceived motivated workers to be absent from work and factors they felt were deterrents to absenteeism. Conducting the study: Information was collected from sixty blue-collar workers in an automobile-parts foundry. Workers were asked to rate the importance of motivational and deterrent factors that influenced their decisions to be absent or not. Factors that were tested (proposed by the authors) as possibly motivating worker absenteeism included: break from routine, family activities, personal illness, break from supervisor, family illness, time with friends, family functions, personal business, break from co-workers, transportation, leisure time, house maintenance. Most of the factors were found to be, to varying degrees, significant in motivating absenteeism except break from supervisor, and time with friends. The factors that were tested as deterrents to absenteeism included: loss of wages, disciplinary talk, loss of co-workers, work harder, heavier work load, disciplinary time off, loss of promotion opportunities, loss of job, disciplinary probation, loss of production, and loss of benefits. The most significant of these deterrent factors were found to be: disciplinary talk, loss of promotional opportunities, and loss of benefits.

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2.2 RESEARCH GAP


The research gap describes the gap that the researcher purpose to fill in the existing research literature. This then creates an opportunity for the researcher to make a contribution toward research in the area. The project throws light on absence attitude The project titled as employee absenteeism

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CHAPTER III RESEARCH METHODOLOGY


It is purely and simply the framework or a plans for the study that guides the collection and analysis of data. Research is the scientific way to solve the problem and its increasingly used to improve market potential. This involves exploring the possible methods, one by one, and arriving at the best solution, considering the resources at the disposal of research. 3.1 RESEARCH STEPS a) Study about Organisation First, the organization was completely studied through discussions with the company officials, company brouchers. b) Setting of Objectives As per companys requisition, the researcher prepared the main objective and specific objectives. c) Instrument-Design(Questionnaire) A Structured questionnaire was prepared in order to collect the needed information from the workers RUBCO HUAT WOODS Pvt Ltd Puducherry

d) Main Study The main study was conducted for 50 employees. The researcher personally met them and interviewed them with the help of Questionnaire. 29

e) Tabulation and Cross tabulation After the research collected the data, grouped them and then tabulated based on certain classification to set the hypothesis. f) Analysis and Interpretation The Collected data was analyzed through various statistical tools. g) Findings From the interviews, the researcher found out the solution for the research problem. h) Conclusion The Researcher concluded from the findings of the study. i) Suggestion and Recommendation From the analysis and findings the researcher gave suggestions and recommendations for the company for its better performance.

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3.2 RESEARCH DESIGN:


According to Kerlinger, Research Design is the plan, structure and strategy of investigation conceived so as to obtain answers to research questions and to control variance A research design is the specification of methods and procedures for acquiring the information needed. It is the over all operational patterns or framework of the project that stipulates what information is to be collected from which source by what procedures. Key Issue Research Design Data Research Method Research Instrument Options Descriptive Study Primary and Secondary Data Survey Method Questionnaire

There are four types in Research Design: a) Exploratory of Formulative Study b) Diagnostic Study c) Experimental Study d) Descriptive Study.

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3.3 DESCRIPTIVE STUDY A Study which wants to portray the characteristics of the group of individual or situation is known as Descriptive Study. The main objectives of descriptive study is to known the role clarity among the employees. A Descriptive study must collect data for a define purpose.

3.4 DATA COLLECTION: The required data for the project is collected from both the primary and secondary data. Both this data are utilized in the project.

3.4.1 PRIMARY DATA Primary data are measurement that are observed and recorded on a part of an original study. When the data required for a particular study can be found neither in the internal records of the enterprise not in published sources it may become necessary to collect primary data. 3.4.2 SECONDARY DATA The data which have already been collected and analyzed by someone else is called secondary data. The secondary data was used mainly to support primary data. Company profiles, websites, magazines, articles were used widely.

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3.5 SAMPLING PROGRESS: TOTAL POPULATION: There are totally 360 employees in the RUBCO HUAT WOODS Pvt. Ltd., SAMPLING UNIT: All Permanent Employees in all the departments of RUBCO HUAT WOODS Pvt. Ltd., Kannur DURATION: Two month duration TYPES OF SAMPLING Type of sampling used in this survey was convenience sampling. In this method,the sampling units chosen for total workers of equal to all grades and equal to major departments. SAMPLE SIZE DETERMINATION: This sample size was determined as 60.

3.6 LIMITATION OF THE STUDY


The statistical tools used for the study have their own limitations. Since the time duration is short it was not enough to conduct elaborate study. The responses given by the selected respondents may be subjected to bias. Time and resource constraints.

3.7 TOOLS FOR ANALYSIS:


Percentage method 33

Weighted average method Chi-square test

3.7.1 PERCENTAGE METHOD: In this project Percentage method test was used. The percentage method is used to know the accurate percentages of the data we took, it is easy to graph out through the percentages. The following are the formula: No. of respondent Percentage of Respondent= Total no. of Respondent From the above formula, we can get percentages of the data given by the respondents. 3.7 .2.WEIGHTED AVERAGE METHOD Weighted average method is used to find the ranks that are given by the respondents with regard to the different issues made by the time office. The formulae that is used to calculate rank using weighted average method is : CW= WX/X Where, CW = Calculated Weight W = Weight given to the variable X = Value of the variable 100

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3.7.3 CHI-SQUARE TEST: The chi-square is one of the most widely used non-parametric tests in statistical work. The Chi-Square was first used by Karl Pearson in the year 1900. It is defined as X2= [O-E] 2/E Chi-square test is applicable to a very large number of problems in practice. With the help of this test we can find out whether two or more attributes are associated or not. This is non-parametric test used for testing hypothesis. Chi-Square test aims at determining whether there is any significant difference exits among the group of data of whether the difference is due to sampling. Chi-Square test depends upon the degree of freedom involved.

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CHAPTER IV
DATA ANALYSIS AND INTREPRETATION
Data Analysis and Interpretation is one of the most important part in all project study.

After a very brief description the background of the company in which the research was carried out and the sample, we will discuss the analysis done to obtain a feel for the data, establish reliability and test each hypothesis. In Data Analysis we have nearly three objectives: getting a feel for data, testing the goodness of data, and testing the hypothesis is developed for the research. Interpretation refers to the task of drawing inferences from the collected facts after an

analytical and experimental study. In fact, it is a search for broader meaning of research findings. The task of interpretation has two major aspects: (1) the effort to establish continuity in research through linking the results of a given

study with those of another, and (2) the establishment of some explanatory concepts. Interpretation is essential for the simple reason that the usefulness and utility of research

findings lie in proper interpretation.

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In this study, data analysis is mainly done using three important statistical tools like percentage method, weighted average method, chi-square and ranking method for testing the reliability and accuracy of the collected data. Each and every analysis of data is interpreted by drawing an inference for clear and easy understanding to the readers

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ANALYSIS USING PERCENTAGE METHOD


4.1 PERSONAL DETAILS OF EXECUTIVES AGE LIMIT OF THE EMPLOYEES TABLE NO: 4.1.1
S.NO: 1 2 3 4 5 6 AGE BELOW 25 25-30 30-35 35-40 40 ABOVE TOTAL NO: OF RESPONDENTS 11 16 9 10 4 50 PERCENT AGE 22 32 18 20 8 100

SOURCE:PRIMARYDATA

INFERENCE: It is inferred from the above table that the majority of respondents (32%) are in the age group of 25-30 yrs, 22% of the respondents are 25 below .

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DESIGNATION OF RESPONDENT TABLE NO: 4.1.4

S.N O 1 2 3 4 5

DESIGNATIO N SUPERVISOR FOREMAN CARPENTER WORKER TOTAL

NO: OF RESPONDENTS 5 10 15 20 50

PERCENT AGE 10 20 30 40 100

SOURCE: PRIMARY DATA

INFERENCE: It is inferred from the above table that 40% of the respondents worker, 30% of the respondents of carpender, 20% of the respondents foreman respondents of the superv and 10% of the

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INCOME LEVEL OF THE EMPLOYEES TABLE NO: 4.1.6


NO: OF RESPONDENTS 18 23 4 4 1 50 PERCENT AGE 36 46 8 8 2 100

S.NO: 1 2 3 4 5 6

MONTHLY INCOME 4000-7000 7000-10000 10000-13000 13000-16000 16000&Above TOTAL

SOURCE: PRIMARY DATA

INFERENCE: From the above table it is inferred that the 46% of the employees income level is 7000-10000, 36% of the employees income ranges from 4000-7000, 8% of the employees income ranges from 10000-15000 and13000-16000, 2% employees income ranges from 16000&above and 2% employees income ranges from Above 16000.

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EDUCATION QUALIFICATION TABLE NO: 4.1.4


EDUCATIONAL QUALIFICATION BELOW SSLC SSLC ITT/DIPLOMA UG PG TOTAL NO: OF RESPONDENTS 11 21 9 5 4 50 PERCENT AGE 22 42 18 10 8 100

SOURCE: PRIMARY DATA

INFERENCE: . The table above infers that 42% of the respondents were SSLC Qualificatio, 22% of the respondents of below SSLC

WORK EXPERIENCE OF EMPLOYEES 41

TABLE NO: 4.17 SOURCE: PRIMARY DATA


S.NO: 1 2 3 4 5 WORK EXPERIENCE 1-3 YEARS 4-6 YEARS 7-9 YEARS ABOVE 12 YEARS TOTAL NO: OF RESPONDENTS 12 15 16 7 50 PERCENT AGE 24 30 32 14 100

It is inferred, from the above table that majority (32%) of the respondents experience is 79years, 30% of respondents have an experience of 4-6 years, 24% of respondents have an experience of 1-3yrs and 14% of respondents have an experience of above 12 years

MARITAL STATUS TABLE NO: 4.1.3 42

SOURCE: PRIMARY DATA


S.NO: 1 2 3 MARITAL STATUS MARRIED UNMARRIED TOTAL NO: OF RESPONDENTS 19 31 50 PERCENT AGE 38 62 100

SOURCE: PRIMARY DATA

INFERENCE: It is inferred from the above table that 62% of the respondents are unmarried and 38% of the respondents are married.

GENDER TABLE NO: 4.1.2 43

SOURCE: PRIMARY DATA


S.NO: 1 2 3 GENDER MALE FEMALE TOTAL NO: OF RESPONDENTS 50 0 50 PERCENT AGE 100 0 100

INFERENCE: It is inferred from the above table that 100% of the respondents are male respondents.

NUMBER OF DAYS ABSENT IN PAST MONTH 44

TABLE NO: 4.2.2 SOURCE: PRIMARY DATA

INFERENCE: It is inferred, from the above table that majority (42%) of respondents were absent in 6-10 days of last month , 36% of respondents were absent in 1-5 days ,10% of respondents were absent in 4-6 days, and 8% of respondents were not absent in last month

LEAVE FACILITIES 45

TABLE NO: SOURCE: PRIMARY DATA


NO: OF RESPONDENTS 10 27 13 50 PERCENTA GE 20 54 26 100

S.NO: 1 2 3 4

OPTIONS CASUAL LEAVE MEDICAL LEAVE EARNED LEAVE TOTAL

SOURCE: PRIMARY DATA

INFERENCE: From the above table it is inferred that 54% of the majority employees taking casual leave

REASONS FOR ABSENT 46

TABLE NO: 4.3


NO: OF RESPONDENTS 22 13 2 9 4 50 PERCENTAGE (%) 44 26 4 18 8 100

S.NO: 1 2 3 4 5 6

OPTIONS FINANCIAL PROBLEM HEALTH PROBLEM EMPLOYEE CONFLICT WORKING CONDITION SOCIAL ENVIRONMENT TOTAL

SOURCE:PRIMARYDATA PRIMARY

INFERENCE: From the above table it is inferred that 44% of the employees respondents in

absent for financial problem, health and working condition 26% and 18%

DUE TO ABSENT IN TRANSPORT PROBLEM IN MONTH 47

TABLE NO: 4.3.1


S.NO: 1 2 3 4 5 6 OPTIONS WEEKLY MONTHLY MONTHLY TWICE MONTHLY THRICE NONE TOTAL NO: OF RESPONDENTS 0 15 4 0 31 50 PERCENTAGE (%) 0 30 8 0 62 100

SOURCE:PRIMARYDATA

INFERENCE: From the above table it is inferred that 62% of the employees none due to absent for transport problem and some emloyees employees in monthly twice absent 30%, minimum absent 8% of

DISTANCE FROM RESIDENCE KILOMETERS TABLE NO: 4.3.1


S.NO : 1 NO: OF RESPONDENTS 1 PERCENTAGE (%) 2

OPTIONS BELOW 2 KM

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2 3 4 5 6

2-5 KM 5-7 KM 7-10 KM 10& ABOVE TOTAL

4 6 25 14 50

8 12 50 28 100

INFERENCE: From the above table it is inferred that maximum50% respondents distance kilometers 710 KM

SATISFICATION LEVEL OF SALARY TABLE NO: 4.4

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S.NO: 1 2 3 4 5 6

OPTIONS

HIGHLY SATISFIED SATISFIED NEUTRAL DIS SATISFIED HIGHLY DISSATISFIED


TOTAL

SALARY 6 4 13 18 9 50

PERCENTA GE 12 8 26 36 18 100

SOURCE:PRIMARYDATA

INFERENCE: It is inferred from the above table that satisfication level 36% of the employees said they are highly satisfied, 26% of the employees said neutral, 18% of the employees said highly dis satisfied and 12% of the employees are said satisfied and 8% of the employees highly dissatisfied SATISFICATION LEVEL OF LEAVE FACILITIES TABLE NO: 4.4
LEAVE FACILITIES PERCENTA GE

S.NO:

OPTIONS

50

1 2 3 4 5 6

HIGHLY SATISFIED SATISFIED NEUTRAL DIS SATISFIED HIGHLY DISSATISFIED


TOTAL

12 16 18 4 0 50

24 32 36 8 0 100

INFERENCE: It is inferred from the above table that satisfication level 36% of the employees said they are neutral, 32% of the employees said satiesfied, 24% of the employees said highly satisfied and 12% of the employees are said satisfied and 8% of the employees highly dissatisfied

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DISSATISFICATION OF SAME WORK TABLE NO: 4.4

S.NO: 1 2 3 4 5 6

OPTIONS STROGLY AGREE AGREE NEUTRAL DIS AGREE STROGLY DISAGREE TOTAL

NO: OF RESPONDENTS 1 4 7 9 29 50

PERCENTAGE 2 8 14 18 58 100

INFERENCE: From the above table it is inferred that 58% of employees strongly disagree the dissatisfication by doing same work

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PROCEDURE IN ORGANIZATION FOR TAKING LEAVE TABLE NO: 4.4

S.NO: 1 2 3 4 5

OPTIONS BEFORE LEAVE AFTER LEAVE PRIOR PERMISSION DID NOT CARE LEAVE TOTAL

NO: OF RESPONDENTS 21 18 11 0 50

PERCENTAGE 42 36 22 0 100

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SHIFT IS MORE COMFORTABLE TABLE NO: 4.4

S.NO: 1 2 3 4

OPTIONS MORNING SHIFT AFTER NOON SHIFT NIGHT SHIFT TOTAL

NO: OF RESPONDENTS 23 18 9 50

PERCENTAGE 46 36 18 100

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RELATIONSHIP WITH CO-WORKERS TABLE NO: 4.4

S.NO: 1 2 3 4 5 6

OPTIONS FRIENDLY SMOOTHLY FRIENDLY&SMOOTHLY STRANGE NONE TOTAL

NO: OF RESPONDENTS 13 7 30 0 0 50

PERCENTAGE 26 14 60 0 0 100

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RELATIONSHIP WITH SUPERIOR TABLE NO: 4.4

S.NO: 1 2 3 4 5 6

OPTIONS VERY STRICT STRICT CASUAL STRICT & CASUAL LOOSE REIN TOTAL

NO: OF RESPONDENTS 11 9 17 13 0 50

PERCENTAGE 22 18 34 26 0 100

56

FACTORS TO IDENTIFY THE ABSENTS (USING WEIGHTED AVERAGE METHOD)

RANK X1 NONE <5 5-10 days 10-15 days 15-20 days TOTAL AVERA GE RANK

WEIGHT W

MARRIAGE X1 WX1

FESTIVAL X2 WX2

DEATH X3 WX3

TOUR PROGRAM X4 WX4

JOB STRESS X5 WX5

LOCK OF INCENTIVES X6 WX6

TRANSPORTATION X7 WX7

5 4 3 2 1

10 18 9 3 0 50

50 164 12 10 1 187 3.74 3

19 21 7 0 3 50

95 12 15 0 0 122 2.44 7

9 25 6 5 5 50

45 100 18 10 5 178 3.56 4

16 14 9 4 7 50 3 6

80 56 27 8 7 150

24 22 4 0 0 50

120 88 12 0 0 220 4.4 1

13 24 9 4 0 50

65 96 27 8 0 196 3.92 2

6 18 19 7 0 50 3.46 5

30 72 57 14 0 173

INFERENCE: It is inferred from the above table that the maximum employee taken the job stress of the organization

57

OPINION OF RESPONDENT Job stress Lock of incentives marriage Death Transportation Tour program festival

RANK 1 2 3 4 5 6 7

CHI SQUARE ANALYSIS X2

HO : there is no significant difference in disciplinary action 58

Ha:there is significant difference in disciplinary action LEVEL OF SIGNIFICANCE Alevel of 0.01 was choosen for the test THE TEST Chi square test used appropriate for this analysis as the data is nominally scaled and the test is done for the dependence/ independence of variable. The value of the chi square is computed with the formula:

Chi square = (O ij Eij)2 /Eij


Where Oij = observed frequency frequency ; Eij = Expected

ANALYSIS OF OPINION OF RESPONDENT REGARDING DISCIPLINARY ACTION TABLE NO: 4.4

S.NO: 1 2 3 4 5 6

OPTIONS

ORAL WARNING WRITTEN WARNING MEMO SUSPENSION DEMOTION


TOTAL

NO:OF RESONDENTS 7 34 2 2 5 50

59

CHI SQUARE TABLE TABLE TABLE


[(O-E)*(OE)]/E 0.9 57.6 6.4 6.4 2.5 73.8

S.NO: 1 2

3
4 5 TOTAL

O 7 34 2 2 5 50

E 10 10 10 10 10

(O-E) -3 24 -8 -8 -5

Chi square = (O ij Eij)2 /Eij


= 73.8

The degree of freedom is 5 The table value as per the above df and the level of significant is 13.277 The chi- square value is 73.8

Result: As the computed value is greater than the table value the null hypothesis is rejected.

RANK ADOPAT THE STRATEGY FOR ABSENTEEISM 60

(USING WEIGHTED AVERAGE METHOD) TABLE :

RANK

WEIGHT

GOOD WORKING C0NDITION

INCREASE WAGES

REST PAUSE

LEAVE FACILITIES

CRITICAL LEAVES

SUPERIOR

REWAR

X1 1 2 3

W 7

X1 20 15

WX1 140 90 30 12 6 4 2 284

X2 21 18 3 2 3 2 1 50

WX2 147 108 15 8 9 4 1 292

X3 7 9 2 4 8 9 11 50

WX3 49 54 10 16 24 18 11 182

X4 3 4 3 9 3 10 18 50

WX4 21 24 15 36 9 20 18 143

X5 1 1 11 4 10 13 10 50

WX5 7

X6 1

WX6 7 18 35 16 6 10 28 120 2.4 7

X 7 2 4 6 1 2 1 1 8 7 5 0

WX

6 3 55 16 4 30 2 26 10 150 50 5 28

6 5 4 6 3 2 2 2 50

4 3 5 2 6 1 7 TOTAL AVERAGE RANK 5.68 2 5.84 1 3.64 3 2.86 6 3 5

17

3.44 4

61

62