CHAPTER I

INTRODUCTION TO THE STUDY Absenteeism in Indian organization is not a new phenomenon. The royal commission of labor observed that high absenteeism prevails among industrial labour mainly due to their rural orientation. Absenteeism is one of the common factor, which affects the growth of the organization. When the absenteeism control programmes are introduced to the absentees continues to reduce corporate profit severely. If the person employed is absent for few days then the management have to take severe action regarding this problem. So management has to go for recruitment of suitable employees. Substitute worker and such workers are to be well trained, because of this, management are to insure expenditure on it. Evaluation of absenteeism rate is a yardstick with which we can measure the workers job interest and their commitment to work. Apart form this, employees attitude about job can be known, since it affects productivity to a larger extent.

STATEMENT OF THE PROBLEM

Absenteeism is a serious problem for a management because it involves heavy expenses. Industrial employees do not usually ask for leave of absence in advances / even give notice during their absence as to how long they would be away. The management is generally uncertain about the duration of employees of absence and cannot take appropriate measures to fill the job. Absenteeism rate is a yardstick to find out the employees attitude towards his work and the organization. This study helps to revels the causes and remedies.

ABSENTEEISM AN OVERVIEW
It signifies the absence of employee from work when he is schedule to be at work. Any employee may stay away from work if he has taken leave to which he is entitled or on sickness or some accident or without any previous sanction of leave. Thus, absence may be authorized on unauthorized, willful or by circumstances beyond ones control. It has been observed that the phenomenon of absenteeism does not exist only in Indian Industry. It may
1

differ according to the make up of the workforce. Worker needs the monetary benefits for his services. The attitude and practice of the management also contribute towards the absenteeism. Advantages o Providing safety and accident prevention o o Providing reasonable wages and allowances to the workers Provision of healthful and hygienic working conditions.

Disadvantages Inadequate leave facilities are avoided Improper and unrealistic personal policies are avoided

CAUSES OF ABSENTEEISM
1. Maladjustment with factory conditions : As a worker want to live in the city, urban life becomes distasteful to him because of insanitary conditions prevailing there. He is under constant strain, which causes him serious distress and inefficiency. He is subject to strict discipline and is ordered by the strangers to do the things which he cannot understand. 2. Social and religious ceremonies : Social and religious functions divert workers from work to social activities. In a large number of the proportion of absenteeism due to sickness accident is not as high as it is due to other causes including social and religious causes. 3. Unsatisfactory housing conditions: The workers who some to find that they are not wanted and they swell the number of causal workers. Health conditions are naturally bad, leading to consequent ill health. 4. Industrial fatigue: Low wages compel a worker to seek some part time job to earn some side income. But this often results in constant work which compels him to remain absent for the next day and if it affects him seriously, his absence may continues for quite some time i.e., the very next day.
2

5. Unhealthy working conditions: Irritating and intolerable working conditions exist in factories. Heat and moisture, noise and vibrations in the factory, bad lighting conditions, dust, fumes, etc may affect the workers health causing him the absent for a long time. 6. Absence of adequate welfare facilities: The national commission observes, the statutory welfare amenities have not been adequately provided. Washing and bathing facilities, first aid, drinking water, canteens, shelters, rest rooms which strengthen the general impression that compliance with statutory welfare provisions is inadequate. 7. Alcoholism: The habit of alcoholism among workers may cause of absenteeism, which is high in the first week when workers receive their wages. Hangover the next day leads to absenteeism. 8. Indebtedness: This is the general case in India that workers are always worried about financial matters. Such workers absent themselves or even resign to escape their moneylender of as a result absenteeism is high. 9. Improve and Unrealistic personnel policies: The unskilled, untrained and inexperienced workers are fail to cope with and adapt themselves to their jobs of industrial environment. Low productivity and unfavorable employers-employee relationship may leads to a long period of absenteeism. 10. Inadequate leave facilities Negligence on the part of employee to provide adequate leave facilities complex the workers back on E.S.I leave. Under E.S.I Scheme, they are entitled to take leave in a year on half pay.

1.1 INDUSTRY PROFILE

India is one of the most developing country in the world. The modern sector of small, large scale manufacturers have played a significant role in the socio-economic development of the country. Our country is blessed with immense stock of natural resources.

The company is in the business of manufacturing and selling, high density polyethylene and low density polyethylene plastic bags, films which have various packaging application like bags used for storing groceries in super market, carry bags, oil pouches, packing materials for news paper industry etc. Considering the fact that plastic has emerged as a much cheaper substitute for the traditional material used in the said applications, there is a massive market for the products all over the world.

INDUSTRY TRENDS

Competition is keen in poly pack industries. Poly pack industries are facing a problem of decrease in profit margin. Many companies are striving to reduce their cost of production and trying to increase their efficiency. Some of the companies are relocating their manufacturing operations to other areas with lower operation cost. On the other hand, foreign manufacturers are taking steps to strengthen their domestic production through product specialization. To stay in competitive, poly pack industries strive to reduce costs, initiate quality control, improve design concepts and capability, and marketing and sale effectiveness. Many manufacturers have obtained or are applying for ISO 9000/9002 Certification.
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Poly pack manufacturers also become more careful about the choice of raw materials to meet international standards, such as compliance with legal or other environmental requirements in their target market. China is the largest exporter to many countries. China offers wide scope to poly pack manufacturing industries.

1.2 COMPANY PROFILE

Biopolymer products and research center a professionally managed company actively involved in the manufacture of biodegradable polymers. The company has its state-of-art manufacturing unit located at Palakkad, Kerala. Use of best in-class technology and support of a team of competent engineers, ensures that our effort will meet the growing customer demands.

Overview
The plant was inaugurated on September 15th 1995 and the commercial production commenced on December 1st 1996. From the day one, the staff and the operators are working hard to make the maximum output. Company is running round the clock and with the cooperation and hard working of the staff and labors, they were able to meet the target capacity of 6 lakh pieces of finished products per day. The products are being sold in the market in the brand name ROSHNI. We are proud to announce that Roshni is one of the premium brands in the market within this short span of time. The proposed project envisaged the setting up of a factory in conjunction with a research and development facility at Kanjikode for the manufacture of bio degradable polymers. The widespread use of petroleum based non degradable plastics and their disposal has been evolved as a major threat to the environment and natural habitat. In this context biopolymer products and research center is joining hands with national and international institutions for the manufacture and research activities on biodegradable products.

The project is planned to be implemented in two phases. In phase 1 the factory will manufacture polystyrene products. The total outlay for this project is estimated to be Rs. 37.35 lakhs. The promoters of the project will bring in Rs. 25.35 lakhs and the balance raised by means of a working capital cash credit. Since there is a good market for the products inside and outside the state, it will surely be a successful venture.

Manufacture of bio degradable polymers will be implemented after six months of operation. Since the technology transfer and other formalities are in progress. After the implementation of phase 2 the entire products will be manufactured using biodegradable polymers.

4 1.3 REVIEW OF LITERATURE

For much of the last decade research studies on absenteeism have concentrated on samples of white-collar employees in service-sector organizations. Unionized factory workers have largely been ignored. As a consequence, certain work setting variables and policy matters which would appear to be germane to an understanding of absenteeism in a manufacturing environment have tended to be neglected. The purpose of this study is to develop and test a causal model of absenteeism using a sample of unionized, production workers in the automotive industry. The LISREL results indicated there were a number of different factors that had a significant effect on the incidence of absenteeism. These causal factors included job motivation, the reutilization of work and supervisory support, as well as absence culture and the employees external responsibilities. In addition, policy issues relating to previous disciplinary warnings and the accumulation of sick pay were identified as significant determinants of absence behaviors.

The International Journal of Human Resources Management Stephen J.Deery, Peter J. Erwin, Roderick D. Margaret The problem is that the most companies provide a certain number of paid sick leave days for their employees. If employees take paid sick leave days even when they arent sick a high absenteeism results. This is costly both in terms of direct sick leave payments and loss of productivity. Incentives for attendance might reduce absenteeism. The procedure is that
7

baseline absenteeism was determined. Next, a bonus of $20 was made available for perfect monthly attendance. Finally employees were offered a choice of incentives for attendance. The finding is that the percent of absences decreased with the introduction of both the bonus and the choice of incentives conditions. The conclusion is that the incentives for attendance significantly decreased absenteeism. Reduced costs for paid sick leaver days also occurred. The recommendations are incentives for attendance should be implemented in settings where employee absenteeism is high.

5 The purpose of this review is to summarize the literature on the ability of health promotion programs to reduce employeerelated health care expenditure and absenteeism. The search process is using key words in a literature searching program, a comprehensive search was conducted on the following databases: MEDLINE, Embase, Health STAR, SPORTDiscus, PsyclINFO, SciSearch, ERIC, and ABI Inform. The study inclusion and exclusion criteria is that all data based studies that appeared in peer reviewed journals in the English language. Theses, dissertations, or presentation abstracts that were not published in peer reviewed journals were excluded. The initial search identified 196 studies, but only 72 met the inclusion criteria and were included in the review.

CHAPTER II
OBJECTIVES AND RESEARCH METHODOLOGY 2.1 OBJECTIVES OF THE STUDY

To find out the various causes for absenteeism. To find out the rate of absenteeism. To give suggestion to reduce absenteeism rate. To suggest the remedial measures to control the absenteeism rate. To review the measures adjusted / practiced to reduced the rate of absenteeism. To determine the difficulties faced by the workers the shift time.

7 2.2 SCOPE OF THE STUDY

Every company should have an attendance policy. It allows a manager to intervene with an employee who is frequently absent. An employee are allowed to take up to 90 days of unpaid leave under the federal family and medical leave act [FMLA] MLA can be used for your own serious health concerns. If you confront an employee about his / her frequent absenteeism and they inform you it is due to personal problems, consider referring the employee to an Employee Assistance Program [EAP]. Management styles are too authoritarian tend to promote high levels of absenteeism among employees. In other words, the yell too much, blame others words for problems and make others feel that it must be their way / the highway. Authoritarian managers tend to produce high absenteeism rates.

10

11

2.4 LIMITATIONS OF THE STUDY

Due to personal inconvenience the researcher could not meet the employees who had

night shift
Respondents were reluctant and were suspicious in responding to the questions.

Accuracy is also another problem as data from sample may not reveal the fact.
When the number of questions are more, the respondents are not ready to send their

time to answer the questions.

The respondents opinion can be biased.

There may be errors due to the bias of the respondents. They do not tell the truth because of job insecurity.

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CHAPTER III

ANALYSIS AND INTERPRETATION Table No 3.1 Age group of the respondents Factors Number of Respondents 21-30 22 31-40 33 41-50 22 Above 50 23 Total 100 Interpretation
The above table shows out of 100 respondents, 22% of the

Percentage 22 33 22 23 100

respondents comes under the age group of 21-30, 33% of the respondents comes under the age group of 31- 40, 22% of the respondents comes under the age group of 41-50 and 23% of the respondents comes under the age group of above 50.

13

CHART 3.1
AGE OF THE RESPONDENTS

14

Table No 3.2 Marital Status of the respondents

15

Factors Number of Respondents Married 85 Unmarried 15 Total 100 Interpretation:

The above table shows out of 100

Percentage 85 15 100

rspondents,

85%

of

the

respondents comes under married category and 15% of the respondents comes under unmarried category.

16

CHART 3.2 Marital Status of the respondents

17

Table No 3.3 Department of the respondents

Factors Number of Respondents PRODUCTION 32 PACAKAGING 27 MARKETING 22 DISTILLERY 19 Total 100 Interpretation:
The above table shows out of 100

Percentage 32 27 22 19 100

respondents,

32%

of

the

respondents are in the production department, 27% of the respondents are in the pacakaging department, 22% of the respondents are in the marketing department and 19% of the respondents are in the distillery department.

18

CHART 3.1 Department of the respondent

19

Table No 3.4 Number of members in the family of the respondents Factors Three Four Five Above five Number of Respondents 22 28 21 29 Total 100 Percentage 22 28 21 29 100

Interpretation:
The above table shows out of 100 respondents, 22% of the

respondents consist of three members in the family, 28% of them consist of four members in the family, 21% of them consist of five members in the family and 29% of the respondents consist of above five members in the family.

20

CHART 3.4

Number of members in the family of the respondents

21

Table No:3.5 Number of working members in the family of the respondents. Number of Respondents One 25 Two 63 Above two 12 Total 100 Interpretation:
The above table shows out of 100 respondents, 25%of the respondents consist of one working member in the family, 63% of the respondents consist of two working members in the family and 12% of the respondents consist of above two working members in the family.

Factors

Percentage 25 63 12 100

22

CHART 3.5

Number of working members in the family of the respondents.

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Table No:3.6 Monthly income of the respondents Factors 7000-10000 10000-13000 13000-16000 Above 16000 Number of Respondents 27 20 40 13 Total 100 Percentage 27 20 40 13 100

Interpretation:
The above table shows out of 100 respondents, 27% of the

respondents are getting monthly income between 7000-10000, 20% of the respondents are getting monthly income between 10000-13000, 40% of the respondents are getting between 13000-16000 category and 13% of the respondents are getting monthly income above 16000.

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CHART 3.6

Monthly income of the respondents

25

Table No:3.7 Experience of the respondents Factors Number of Respondents Below 5 years 27 5 to 10 25 10 to 20 23 Above 20 years 25 Total 100 Interpretation:
The above table shows out of 100 respondents, 27% of the

Percentage 27 25 23 25 100

respondents have experience below 5 years, 25% of the respondents have experience for 5-10 years, 23% of the respondents have experience for 10-20 years and 25% of the respondents have experience for above 20 years.

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CHART 3.7

Experience of the respondents

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Table No:3.8 Respondents satisfaction level toward the mode of transport/conveyance provided Factors Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Number of Respondents 29 29 15 14 13 100 Percentage 29 29 15 14 13 100

Interpretation:
The above table shows that out of 100 respondents, 29% of the respondents are highly satisfied with the transport facilities, 29% of the respondents are satisfied with the transport facilities, 15% of the respondents feel it is neutral, 14% of the respondents are dissatisfied and 13% of the respondents are highly dissatisfied with transport facilities provided by the company.

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CHART 3.8 Respondents satisfaction level toward the mode of transport/conveyance provided

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Table No:3.9 Respondents opinion about timings

Factors Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total

Number of Respondents 35 21 17 14 13 100

Percentage 35 21 17 14 13 100

Interpretation:
The above table shows out of 100 respondents, 35% of the

respondents are highly satisfied about work timings, 21% of the respondents are satisfied with work timings, 17% of the respondents are neutral with timings, 14% of the respondents are dissatisfied with timings and 13% of the respondents are highly dissatisfied with timings of the company.

30

CHART 3.9

Respondents opinion about timings

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32

Table No:3.10 Respondents opinion on taking leave without giving information Factors Number of Respondents Always 13 Never 27 Sometimes 60 Total 100 Interpretation:
The above table shows out of 100 respondents, 13% of the

Percentage 13 27 60 100

respondents always take leave without giving information, 27% of the respondents never take leave without giving information and 60% of the respondents sometimes take leave without giving information.

33

CHART 3.10 Respondents opinion on taking leave without giving information

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Table No:3.11 Respondents opinion about pay Factors Number of Respondents Highly Satisfied 27 Satisfied 17 Neutral 25 Dissatisfied 17 Highly dissatisfied 14 Total 100 Interpretation:
The above table shows out of 100 respondents, 27% of respondents are highly satisfied about the pay, 17% of the respondents are satisfied about the pay, 25% the respondents feel it is neutral about their pay, 17% of the respondents are dissatisfied about their pay and 14% of the respondents are highly dissatisfied about the pay by the company.

Percentage 27 17 25 17 14 100

35

CHART 3.11 Respondents opinion about pay

36

Table No:3.12 Respondents opinion about welfare facilities Factors Number of Respondents Highly Satisfied 46 Satisfied 23 Neutral 12 Dissatisfied 9 Highly dissatisfied 10 Total 100 Interpretation:
The above table shows out of 100 respondents, 46% of respondents are highly satisfied towards the welfare facilities, 23% of the respondents are satisfied towards the welfare facilities, 12% of the respondents feel it is neutral, 9% of the respondents are dissatisfied with the welfare facilities and 10% of the respondents are highly dissatisfied towards the welfare facilities provided by the company.

Percentage 46 23 12 9 10 100

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CHART 3.12

Respondents opinion about welfare facilities

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39

Table No:3.13 Respondents satisfaction level towards the working condition. Factors Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Number of Respondents 21 50 11 8 10 100 Percentage 21 50 11 8 10 100

Interpretation:
The above table shows out of 100 respondents, 21% of respondents are highly satisfied towards the working condition, 50% of the respondents are satisfied towards the working condition, 11% of the respondents feel it is neutral towards the working condition, 8% of the respondents are dissatisfied towards the working condition in the company and 10% of the respondents are highly dissatisfiedtowards the working condition.

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CHART 3.13 Respondents satisfaction level towards the working condition.

41

Table No:3.14 Showing the feeling of the respondents towards the relationship with supervisor.

Factors Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total

Number of Respondents 20 48 10 13 9 100

Percentage 20 48 10 13 9 100

Interpretation:
The above table shows out of 100 respondents, 20% of respondents are highly satisfied towards the relationship with supervisor, 48% of the respondents are satisfied towards the relationship with supervisor, 10% of the respondents feel it is neutral towards the relationship with supervisor and 13% of the respondents are dissatisfied towards the relationship with supervisor in the company and 9% of the respondents are highly dissatisfied towards the supervisor in the company.

42

CHART 3.14

Showing the feeling of the respondents towards the relationship with supervisor.

43

Table No:3.15 Showing the opinion of the respondents about relationship with Coworkers Factors Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Number of Respondents 53 19 9 11 8 100 Percentage 53 19 9 11 8 100

Interpretation:
The 19% of above the table shows are out of 100 respondents, the 53% of the with

respondents are highly satisfied towards the relationship with co-workers, respondents satisfied towards relationship co-workers, 9% of the respondents feel it is neutral, 11% of the respondents are dissatisfied towards the relationship with co-workers and 8% of the respondents are highly dissatisfied towards the relationship with co-workers.

44

CHART 3.15 Showing the opinion of the respondents about relationship with Coworkers

45

Table No:3.16 Showing the satisfaction level of the respondents towards grievance handing procedure. Factors Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Number of Respondents 17 40 20 13 10 100 Percentage 17 40 20 13 10 100

Interpretation:
The above table shows out of 100 respondents, 17% of the

respondents are highly satisfied towards grievance handling procedure, 40% of the respondents are satisfied towards grievance handling procedure, 20% of the respondents feel it is neutral, 13% of the respondents are dissatisfied with the grievance handling procedure and 10% of the responded are highly dissatisfied with grievance handling procedure of the company.

46

CHART 3.16

Showing the satisfaction level of the respondents towards grievance handing procedure.

47

Table No: 3.17 Showing the opinion of the respondents about the satisfaction of job Factors Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Number of Respondents 28 26 19 17 10 100 Percentage 28 26 19 17 10 100

Interpretation:
The above table shows out of 100 respondents, 28% of the

respondents are highly satisfied with job, 26% of the respondents are satisfied with their job, 19% of the respondents feel it is neutral, 17% of the respondents are dissatisfied towards the job and 10% of the respondents are highly dissatisfied toward the job.

48

CHART 3.17

Showing the opinion of the respondents about the satisfaction of job

49

Table No:3.18 Showing the satisfaction level of respondents towards the leave facility. Factors Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Number of Respondents 52 15 12 10 11 100 Percentage 52 15 12 10 11 100

Interpretation:
The above table shows out of 100 respondents, 52% of the

respondents are highly satisfied towards the leave facility, 15% of the respondents are satisfied towards the leave facility, 12% of the respondents feel it is natural towards the leave facility, 10% to the respondents are dissatisfied toward the leave facility and 11% of the respondents are highly dissatisfied towards the leave facility provided by the company.

50

CHART 3.18

Showing the satisfaction level of respondents towards the leave facility.

51

Table No:3.19 Showing the opinion of the respondents about recruitment procedure. Factors Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Number of Respondents 13 50 15 10 12 100 Percentage 13 50 15 10 12 100

Interpretation:
The above table shows out of 100 respondents, 13% of the

respondents are highly satisfied towards the recruitment procedure, 50% of the respondents are satisfied towards the recruitment procedure, 15% of the respondents feel it is neutral, 10% of the respondents are dissatisfied towards the recruitment procedure and 12% of the respondents are highly dissatisfied towards the recruitment procedure of the company.

52

CHART 3.19

Showing the opinion of the respondents about recruitment procedure.

53

Table No:3.20 Showing the general opinion of the company of the respondents Factors Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Number of Respondents 38 15 25 10 12 100 Percentage 38 15 25 10 12 100

Interpretation:
The above table shows out of 100 respondents, 38% of the

respondents are highly satisfied towards the general opinion of the company, 15% of the respondents are satisfied towards the general opinion of the company, 25% of the respondents feel it is neutral, 10% of the respondents are dissatisfied towards the general opinion of the company and 12% of the respondents are highly dissatisfied towards the general opinion of the company.

54

CHART 3.20 Showing the general opinion of the company of the respondents

55

Table No: 3.21 Showing the general opinion of respondents about the allowances given by the company Factors Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Number of Respondents 13 50 15 10 12 100 Percentage 13 50 15 10 12 100

Interpretation:
The above table shows out of 100 respondents, 13% 50% of of the the

respondents are highly

satisfied toward the allowances,

respondents are satisfied, 15% of the respondents feel it is neutral, 10% of the respondents are dissatisfied and 12% of the respondents are highly dissatisfied towards the allowances provided by the company.

56

CHART 3.21

Showing the general opinion of respondents about the allowances given by the company

57

Table No: 3.22 Showing the satisfaction level of respondent towards the present working conditions. Factors Yes No Number of Respondents 87 13 Total 100 Percentage 87 13 100

Interpretation:
The above table shows out of 100 respondents, 87% of the

respondents are satisfied towards the working condition and 13% of the respondents express there is no satisfaction in the present working condition.

58

CHART 3.22 Showing the satisfaction level of respondent towards the present working conditions.

59

Table No 3.23 Showing the need of the respondents about extra health and hygienic benefits Factors Yes No Total Interpretation:
The above table shows out of 100 respondents, 31% of the

Number of Respondents 31 69 100

Percentage 31 69 100

respondents are in the need of extra health of hygienic benefits and 69% of the respondents are not in need of extra health & hygienic benefits.

60

CHART 3.23 Showing the need of the respondents about extra health and hygienic benefits

61

Table No: 3.24

Showing the need of the respondents about improvements in the working conditions Factors Yes No Number of Respondents 8 92 Total 100 Percentage 8 92 100

Interpretation:
The above table shows out of 100 respondents, 8% of the respondent are in the need of improvements in the working conditions and 92% of the respondents are not in the need of improvement in the working conditions.

62

CHART 3.24 Showing the need of the respondents about improvements in the working conditions

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CHAPTER IV
FINDINGS, SUGGESTIONS AND CONCLUSION
4.1 FINDINGS
1. 22% of the respondents comes under the age group of 21-30, 33% of the respondents

comes under the age group of 31- 40, 22% of the respondents comes under the age group of 41-50 and 23% of the respondents comes under the age group of above 50.

2. 85% of the respondents comes under married category and 15% of the respondents comes under unmarried category.

3. 32% of the respondents are in the cane department, 27% of the respondents are in the

engineering department, 22% of the respondents are in the manufacturing department and 19% of the respondents are in the distillery department.

4. 22% of the respondents consist of three members in the family, 28% of them consist of four members in the family, 21% of them consist of five members in the family and 29% of the respondents consist of above five members in the family.

5. 25% of the respondents consist of one working member in the family,63% of the respondents consist of two working members in the family and 12% of the respondents consist of above two working members in the family.

64

6. 27% of the respondents are getting monthly income between 7000-10000, 20% of the

respondents are getting monthly income between 10000-13000, 40% of the respondents are getting between 13000-16000 category and 13% of the respondents are getting monthly income above 16000.

7. 27% of the respondents have experience below 5 years, 25% of the respondents have experience for 5-10 years, 23% of the respondents have experience for 10-20 years and 25% of the respondents have experience for above 20 years.

8. 29% of the respondents are highly satisfied with the transport facilities, 29% of the respondents are satisfied with the transport facilities, 15% of the respondents feel it is neutral, 14% of the respondents are dissatisfied and 13% of the respondents are highly dissatisfied with transport facilities provided by the company.

9. 35% of the respondents are highly satisfied about work timings, 21% of the respondents are satisfied with work timings, 17% of the respondents are neutral with timings, 14% of the respondents are dissatisfied with timings and 13% of the respondents are highly dissatisfied with timings of the company.

10. 13% of the respondents always take leave without giving information, 27% of the

respondents never take leave without giving information and 60% of the respondents sometimes take leave without giving information.

11. 27% of respondents are highly satisfied about the pay, 17% of the respondents are

satisfied about the pay, 25% the respondents feel it is neutral about their pay, 17% of
65

the respondents are dissatisfied about their pay and 14% of the respondents are highly dissatisfied about the pay by the company.

12. 46% of respondents are highly satisfied towards the welfare facilities, 23% of the respondents are satisfied towards the welfare facilities, 12% of the respondents feel it is neutral, 9% of the respondents are dissatisfied with the welfare facilities and 10% of the respondents are highly dissatisfied towards the welfare facilities provided by the company.

13. 21% of respondents are highly satisfied towards the working condition, 50% of the

respondents are satisfied towards the working condition, 11% of the respondents feel it is neutral towards the working condition, 8% of the respondents are dissatisfied towards the working condition in the company and 10% of the respondents are highly dissatisfied towards the working condition.

14. 20% of respondents are highly satisfied towards the relationship with supervisor, 48% of the respondents are satisfied towards the relationship with supervisor, 10% of the respondents feel it is neutral towards the relationship with supervisor and 13% of the respondents are dissatisfied towards the relationship with supervisor in the company and 9% of the respondents are highly dissatisfied towards the supervisor in the company.

15. 53% of the respondents are highly satisfied towards the relationship with co-workers,

19% of the respondents are satisfied towards the relationship with co-workers, 9% of the respondents feel it is neutral, 11% of the respondents are dissatisfied towards the relationship with co-workers and 8% of the respondents are highly dissatisfied towards the relationship with co-workers.
66

16. 17% of the respondents are highly satisfied towards grievance handling procedure, 40% of the respondents are satisfied towards grievance handling procedure, 20% of the respondents feel it is neutral, 13% of the respondents are dissatisfied with the grievance handling procedure and 10% of the responded are highly dissatisfied with grievance handling procedure of the company. 17. 28% of the respondents are highly satisfied with job, 26% of the respondents are satisfied with their job, 19% of the respondents feel it is neutral, 17% of the respondents are dissatisfied towards the job and 10% of the respondents are highly dissatisfied toward the job.

18. 52% of the respondents are highly satisfied towards the leave facility, 15% of the respondents are satisfied towards the leave facility, 12% of the respondents feel it is natural towards the leave facility, 10% to the respondents are dissatisfied toward the leave facility and 11% of the respondents are highly dissatisfied towards the leave facility provided by the company.

19. 13% of the respondents are highly satisfied towards the recruitment procedure, 50% of the respondents are satisfied towards the recruitment procedure, 15% of the respondents feel it is neutral, 10% of the respondents are dissatisfied towards the recruitment procedure and 12% of the respondents are highly dissatisfied towards the recruitment procedure of the company.

20. 38% of the respondents are highly satisfied towards the general opinion of the

company, 15% of the respondents are satisfied towards the general opinion of the company, 25% of the respondents feel it is neutral, 10% of the respondents are dissatisfied towards the general opinion of the company and 12% of the respondents are highly dissatisfied towards the general opinion of the company.
67

21. 17% of the respondents are highly satisfied toward the allowances, 53% of the

respondents are satisfied, 12% of the respondents feel it is neutral, 10% of the respondents are dissatisfied and 8% of the respondents are highly dissatisfied towards the allowances provided by the company.

22. 87% of the respondents are satisfied towards the working condition and 13% of the

respondents express there is no satisfaction in the present working condition.

23. 31% of the respondents are in the need of extra health of hygienic benefits and 69% of the respondents are not in need of extra health & hygienic benefits

24. 8% of the respondent are in the need of improvements in the working conditions and 92% of the respondents are not in the need of improvement in the working conditions

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4.2 SUGGESTIONS
1. The management should provide more bus facilities to cover wide areas to satisfy all the employees in the concern.

2. The management can alter the timings by putting more convenient shifts to satisfy all

the employees.

3. The management should keep leave forms in each department to avoid taking leave

without giving information.

4. The company can provide payment according to the experience and performance of

the employees. The pay structure can be revised by comparing the companys pay structure with other local firms.

5. In order to reduce absenteeism the work can be made more interesting by bringing new techniques like job rotation, job enrichment, etc to make work more interesting and challenging.

6. The employees can be awarded for not taking leave. So it can motivate others to do

so.

7. The management should have mutual relationship with the employees to accept his

general opinion of the company.

69

8. The company should offer allowances to the employees in a attractive manner during

the festival periods.

9. To enhance better productivity and create a healthy work setup, the present working

conditions like canteen facilities, planting trees, etc. should be improved adequately.

10. The company should make improvements like correcting insufficient lights, replacing damaged tools and equipments, etc to make the employees more satisfied with the working conditions.

11. The absenteeism rate can be further reduced by following a well defined recruitment

procedure and by avoiding appointment of sufficient workers in future.

12. To reduce absenteeism rate some training programmes and meetings can be

conducted.

13. To control absenteeism rate the remedial measures like accurate rules and policies should be framed.

14. The reviewed measures on absenteeism should be checked frequently.

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4.3 CONCLUSION
Absenteeism is considered as important factors in determining the organizational effectiveness. The objective of the organization is to maximize its profits. If the organization have to achieve its objectives then they should concentrate on the employees. The management has to find out the causes for absenteeism. Based on the causes certain suggestions are to be made to control the further rate of absenteeism. The measures taken by the management should not be offensive and it should be controlled in a simple manner.

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CHAPTER V
BIBLIOGRAPHY AND APPENDIX
5.1 BIBLIOGRAPHY

Books:
S.P. Gupta, Quantitative methods, 1995, Sultan Chand and Sons Publishers, New

Delhi. C.R.Kothari, Research Methodology, 1985, Vishwa Prakashan, New Delhi. C.B.Mamoria, Personnel Management, 1st edition, 1980, Websites: http://www.informaworld.com http://www.joem.org http://apt.allenpress.com http://pt.wkhealth.com http://www.employer-employee.com

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5.2 APPENDIX

QUESTIONNAIRE 1. Name (optional) : 2. Age a) 21 to 30yrs 3. Marital Status a) Married 4. Departments: a) Cane Distillery 5. Number of members in the family a) Three b) Four c) Five d) Above five b) Engineering c) Manufacturing d) : b) Unmarried : b) 31 to 40 yrs c) 41to 50 yrs d) Above 50yrs

6. Number of working members in the family a) One 7. Monthly Income a) 7000-10000 Above 16000 8. Experience a) Below 5 years Above 20 years 9. Are you satisfied with the mode of transport / conveyance? a) Highly satisfied d) Dissatisfied b) Satisfied e) Highly dissatisfied c) Neutral b) 5-10 years c) 10-20 years d) b) 10000-13000 c) 13000-16000 d) b) Two c) Above two

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10. What is your opinion about timings? a) Highly satisfied d) Dissatisfied b) Satisfied e) Highly dissatisfied c) Neutral

11. How often do you take leave without giving information? a) Always b) Never c) Sometimes

12. What is your opinion regarding the pay? a) Highly satisfied d) Dissatisfied a) Highly satisfied d) Dissatisfied a) Highly satisfied d) Dissatisfied a) Highly satisfied d) Dissatisfied a) Highly satisfied d) Dissatisfied a) Highly satisfied d) Dissatisfied a) Highly satisfied d) Dissatisfied b) Satisfied e) Highly dissatisfied b) Satisfied e) Highly dissatisfied b) Satisfied e) Highly dissatisfied b) Satisfied e) Highly dissatisfied b) Satisfied e) Highly dissatisfied b) Satisfied e) Highly dissatisfied b) Satisfied e) Highly dissatisfied c) Neutral c) Neutral c) Neutral c) Neutral c) Neutral c) Neutral c) Neutral

13. What is your opinion regarding welfare facilities?

14. Are you satisfied with the working condition?

15. How do you feel about the relationship with supervisor?

16. What is your opinion about relationship with co workers?

17. Are you satisfied towards grievance handling procedure?

18. What is you opinion regarding the satisfaction of job?

19. Are you satisfied with leave facility?

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a) Highly satisfied d) Dissatisfied

b) Satisfied e) Highly dissatisfied

c) Neutral

20. What is your opinion regarding recruitment procedure? a) Highly satisfied d) Dissatisfied a) Highly satisfied d) Dissatisfied a) Highly satisfied d) Dissatisfied a) Yes b) No b) Satisfied e) Highly dissatisfied b) Satisfied e) Highly dissatisfied b) Satisfied e) Highly dissatisfied c) Neutral c) Neutral c) Neutral

21. Are you satisfied with the general opinion of the company?

22. What is your opinion regarding allowances given by the company?

23. Did you satisfied with the present working conditions?

24. Whether you need any extra health and hygienic benefits? a) Yes b) No

25. Do you need any improvements in the working conditions? a) Yes b) No

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