M Com Project Report

1
A STUDY ON ABSENTEEISM AMONG THE

EMPLOYEES
OF E.I.D. PARRY (INDIA) LTD., NELLIKUPPAM.
SUMMER PROJECT REPORT
Submitted by
S.SUNDARRAJ
REGISTER NO: 27348348
Under the Guidance of
Mrs. M. JANAKIRAMA, M.B.A, P.G.D.C.A.,
Faculty, Department of Management Studies
in partial fulfillment for the award of the degree
of
MASTER OF BUSSINESS ADMINISTRATION
DEPARTMENT OF MANAGEMENT STUDIES

SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE
PONDICHERRY UNIVERSITY
PUDUCHERRY-605 107
SEPTEMBER 2007
SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE

MADAGADIPET, PUDUCHERRY.
DEPARTMENT OF MANAGEMENT STUDIES
BONAFIDE CERTIFICATE
This is to certify that this project work entitled A STUDY ON

ABSENTEEISM AMONG THE EMPLOYEEA OF E.I.D. PARRY (INDIA)
LTD NELLIKUPPAM is a bonafide record of work done by S.SUNDARRAJ,
Reg.No: 27348348 in partial fulfillment for the degree of Master of Business
Administration of Pondicherry University.
This work has not been submitted elsewhere for the award of any other
degree to the best of my knowledge.
GUIDE
Submitted for the University Viva-Voce held on
EXTERNAL EXAMINER
HEAD OF THE DEPARTMENT
ACKNOWLEDGEMENT
I would like to acknowledge all the persons who have contributed to a great
extent towards the initialization, the development and the success of project.
I would to like express my deepest gratitude to my project guide Mrs. M.
JANAKIRAMA, Lecturer, Department of Management Studies, Sri Manakula
Vinayagar Engineering College who gave a constant encouragement and inspired
me to do this project in a successful one.
I convey my gratitude to my external guide Mr.THANGATHIRUPATHI,
Manager of HR and Deputy Manager Mr. PRASATH, E.I.D. PARRY (INDIA)
LTD NELLIKUPPAM, permitting me to take up this project and his excellent
guidance. I extend my special thank to my project co-ordination Mr. S.
JAYAKUMAR, Head, Department of Management Studies, Sri Manakula
Vinayagar Engineering College, for the keen interest shown by him in this project.
I take this opportunity to thank all the Faculties of the Department of
Management Studies, Sri Manakula Vinayagar Engineering College who has
directly or indirectly helped for the successful completion of this project.
I would like to express my faithful thanks to my beloved Principal
Dr.V.S.K.Venkatachalpathy, Sri Manakula Vinayagar Engineering College and
College Management. Authorities for having extended all the facilities of the
department without the slight hesitation.
I record my heartful thanks to Mr.JR.Sreenivasan, M.Com, B.Ed. Mrs.
Anantha Lakshmi, M.Com, M.Phil, M.B.A and Mrs. Cayalivizhi, M.Com, M.Phil.
They helped a lot to bring this report neatly and promptly.
I wish to thanks all my Family members and Friends for their constant
encouragement, constructive, criticism of suggestion with regards to their project. I
would like to thank the Almighty God, for his blessings throughout the project.
ABSTRACT
This Study is the outcome of the title Factors are influencing employee
absenteeism in Pondicherry co-operative sugar mill.
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 462, sample of 50 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 and welfare measures.
The various statistical tools such as chi-square, percentage, weighted average

method are used in order to extract the result.
CONTENTS
LIST OF TABLES
LIST OF CHARTS
CHAPTER
TITLE
No.
PAGE
No.
INTRODUCTION
II
REVIEW OF LITERATURE
12
III
OBJECTIVES OF THE STUDY
22
IV
RESEARCH METHODOLOGY
23
DATA ANALYSIS AND INTERPETATIONS
26
VI
FINDINGS OF THE STUDY
63
SUGGESTIONS AND RECOMMENDATIONS

VII
CONCLUTION OF THE STUDY
66
VIII
SCOPE FOR FURTHER STUDY AND LIMITATION

OF THE STUDY
67
ANNEXURES
1. QUESTIONNAIRES
2. BIBLIOGRAPHY
LIST OF TABLES
TABLE
NO.
NAME OF THE TABLES
PAGE
NO.
5.1
ABSENTEEISM OF PREVIOUS YEAR IN VARIOUS

DEPARTMENTS
26
5.2
THE ABSENTEEISM OF VARIOUS AGE GROUPS
27
5.3
EDUCATIONAL LEVEL OF RESPONDENTS
28
5.4
MARTIAL STATUS OF RESPONDENTS
29
5.5
RESIDENTIAL STATUS OF RESPONDENTS
30
5.6
DISTANCE B/W THE WORK SPOT & YOUR RESIDENCE
31
5.7
MODE OF ARRIVING TO WORK SPOT
32
5.8
ARRIVAL TIME OF RESPONDENTS
33
5.9
HEALTH STATUS OF RESPONDENTS
34
5.10
LEAVE TAKEN FOR HEALTH PROBLEM
35
5.11
HABIT STATUS OF RESPONDENTS
36
5.12
NO. OF DAYS LEAVE TAKEN FOR THE HABITS STATUS OF

RESPONDENTS
37
5.13
OTHER SOURCES OF INCOME FOR RESPONDENTS
38
5.14
AREA OF INCOME WHICH IS OTHER THEN COMPANY

WAGES / SALARIES
39
5.15
NO. DAYS LEAVE TAKEN DURING THE LAST YEAR
40
5.16
LEAVE TAKEN FOR MARRIAGE & OTHER FAMILY

FUNCTIONS
41
5.17
FURTHER STUDIES OF RESPONDENTS
42
5.18
CARE OF RESPONDENTS CHILDREN
43
5.19
REASON FOR OTHER SOURCE OF INCOME
44
5.20
HEALTH REASONS FROM THE RESPONDENTS
45
5.21
CO-OPERATION FROM THE COLLEAGUES
46
5.22
SATISFIED WITH THE PRESENT WORKING ENVIRONMENT

AMONG THE EMPLOYEES
47
5.23
LEVEL OF LEAVE FACILITIES
48
5.24
LEVEL OF SAFETY MEASURES
49
5.25
LEVEL OF APPRECIATION
50
5.26
INTEREST IN POLITICAL ACTIVITIES
51
5.27
LEAVE TAKEN FOR POLITICAL ACTIVITIES
52
5.28
HOW OFTEN YOU USED TO GO POLITICAL ACTIVITIES
53
5.29
SELECT YOUR SUGGESTION TO MINIMIZE ABSENTEEISM
54
5.30
COMPARISON BETWEEN AGE GROUP AND ABSENTEEISM
56
5.31
ABSENTEEISM DUE TO FAMILY SIZE
57
5.32
TO ATTEND MARRIAGE & OTHER FAMILY FUNCTIONS
58
5.33
59
5.34
NATURE OF DWELLING VERSES ABSENTEEISM
60
5.35
POLITICAL ACTIVITIES VERSES ABSENTEEISM
61
5.36
WEIGHTED AVERAGE METHOD OF SAFETY MEASURES

AND PRESENT WORKING CONDITION
62
LIST OF CHARTS
CHART
NO.
5.1
NAME OF THE CHARTS
PAGE
NO.
26
5.2

DEPARTMENTS
5.3
28
5.4
5.5
5.6
5.7
5.8
5.9
5.10

29
30
31
32
33
34
35
5.11
5.12
36
37
5.17
5.18
5.19
5.20

NO. OF DAYS LEAVE TAKEN FOR THE HABITS
STATUS OF RESPONDENTS
OTHER SOURCES OF INCOME FOR RESPONDENTS
WAGES / SALARIES
FUNCTIONS
CARE OF RESPONDENTS CHILDREN
HEALTH REASONS FROM THE RESPONDENTS
5.21
5.22
REASON FOR AFTER DISEAED FAMILY MEMBER

46
47
5.23
SATISFIED WITH THE PRESENT WORKING

ENVIRONMENT AMONG THE EMPLOYEES
48

HOW OFTEN YOU USED TO GO POLITICAL
ACTIVITIES
SELECT YOUR SUGGESTION TO MINIMIZE
ABSENTEEISM
52
53
54
5.13
5.14
5.15
5.16
5.24
5.25
5.26
5.27
5.28
5.29
5.30
CHAPTER-I
27
38
39
40
41
42
43
44
45
49
50
51
55
INTRODUCTION
1.1 Absenteeism
Absence is the failure of worker to report for work when he is
scheduled to the work. A work is to be treated as absent for the purpose of this
absenteeism statistics even when he does not turn up for a week after obtaining prior
permission.
K.G. Desai classified absenteeism in to two types viz, authorized
absenteeism and unauthorized absenteeism. Authorized absenteeism is permitted
absenteeism i.e, taking leave prior permission of an employer. Unauthorized
absenteeism means taking leave without prior permission of an employer.
Absence of worker on account of strike or lock out or layoff i.e, involuntary
absent is not considered as absence for the purpose of absenteeism study.
Absenteeism rate is the percentage of man days lost due to voluntary absent
(both authorized and unauthorized) to the corresponding total man days schedule to
work. It can be expressed as under:
Man days lost (both authorized and unauthorized)
-----------------------------------------------------------X 100
Man days scheduled to work
According to K.N vaid absenteeism can be measured with the help of the
following formula
Persons not working due to
Authorized leave
Absence Rate =
+ unauthorized leave
-------------------------------------------------------------------- X
100
Man shifts actually worked
10
According to the view of K.Aswathappa, Absenteeism costs money to the

organization besides reflecting employee dissatisfaction with the company.
Absenteeism is unavoidable when the employee himself or herself falls sick, His or
her dependents at home suddenly become unwell or there is an accident inside the
plant. Unavoidable absenteeism is accepted by managers and is even sanctioned by
labor laws. Avoidable absenteeism arises due to night shifts, opportunities for moon
lighting and earning extra income, indebt ness, lack of job security, unfriendly
supervision and job dissatisfaction. This absenteeism needs intervention by the
management.
1.2 Causes of Absenteeism:
1. Personal factors such as age, marital status, health, education, etc,.
2. Work environments such as working conditions relations with co-workers,
relations with superiors and attitude towards job.
3. Home conditions such as distance from residence, mode of conveyance,
family size, problems and responsibilities.
4. Economic factors such as subsidiary economic interests.
5. Regional factors such as legislation, politics, etc,
6. Organisational factors such as size of the company, assigned work load,
nature of work, shift arrangements. Management attitudes, personnel
policies, supervisory quality, leave facilities, fringe and medical benefits.
7. Social factors such as religion, community obligations, customs, festivals,
marriages, deaths and funerals.
11
PROFILE OF THE ORGANISATION

1.3 Introduction
The Murugappa Group is today an industry leader in many fields and enjoys
a high degree of credibility in the market place. Started 100 years ago as a small
family run business in indigenous financing, the group is currently INR 52,000
million (USD 1 billion) corporate with diversified interests in abrasives,
engineering,
farm
inputs,
plantations,
sugar,
bio-products,
chemicals,
nutraceuticals.
The group is also the first and only business group in Asia to have been
awarded the IMD Distinguished Family Business Award by the internationally
famous Management Development Institute located in Lausanne, Switzerland. With
a current turnover of 1 billion dollars, their presence is spread across 12 states in
India in the form of 42 manufacturing units out of which 21 are recipients of the ISO
9000 Certification.
Right through its one hundred years of evolution, the group has maintained
transparency in all its activities and enjoys an excellent reputation for high ethical
standards in whatever business it is in. with nearly half its turnover from agro-based
products, the group is also known to be very environment conscious and eco
friendly.
Murugappa group
The Murugappa group with a turnover of 5,000 cores is spread across 12
states in India with 42 manufacturing units. With a workforce of over 22,500
employees it has interests in diverse business groups and twenty one of its units are
recipients of the ISO 9000 Certification.
The Murugappa group is well known Indian corporate with diverse
business activities. The Groups Business interests are in the following:
Abrasives
Building Material
Engineering
Farm Inputs
Financial Services
12
Food Processing
Marketing Services
Plantations
Sugar, Bio-products & Chemicals
As a pioneer, the Group enjoys leadership status in the home market in most
of these businesses. The group is organized into 27 Strategic Business Units (Subs)
spanning several unit companies.
The groups values and beliefs are firmly rooted in the philosophy
enunciated by the Arthashastra, the ancient Indian treatise on economic and political
wisdom:
The fundamental principle of economic activity is that no man you transact with
will lose; then you shall not.
Established in the year 1788, Parry is presently engaged in a wide galaxy of
diversified activities. It became a member of the Murugappa group in the year 1981
and thereafter the story has been one of turnaround and of steady growth.
The company has been a pioneer in many fields, including setting up of

India's first chemical fertilizer plant - at Ennore, Sugar plant - at Nellikuppam and
Sanitary ware plant - at Ranipet.
E.I.D. Parry (India) Ltd.
The history of Parrys is a saga of growth and dynamism spanning over two
centuries. Established in the year 1788, today Parry is engaged in a wide galaxy of
diversified activities.
It became a member of the Murugappa group in the year 1981 and thereafter
story has been one of turnaround and of steady growth.
E. I. D. Parry has evolved into one of the largest business groups in the
country, and is engaged in the manufacture and marketing in a wide-range of
products that can be broadly divided into following three groups:
13
Building Materials Group
Ceramic Sanitary ware
Sugar, Bio-Products & Chemicals Sugar, Alcohol, Power, Organic Manure and
Chemicals
Sugar
The history of the Indian Sugar Industry has been closely linked with that of
Parrys. Parry set up the first Sugar Factory in 1842 at Bandipalayam and currently
has one of its units established at Nellikuppam, Cuddalore District, Tamil Nadu.
E.I.D. Parry (India) Limited, is a pioneer in the manufacture of plantation white
sugar from sugarcane.
India has been known as the original home of sugar and sugarcane. Indian
mythology supports the above fact as it contains legends showing the origin of
sugarcane. The Indian sugar industry banks on the sweet tooth of the countrys
citizens as sweets and savories favor every occasion. Almost 75% of the sugar
available in the open market is consumed by bulk consumers like bakeries, candy
makers, sweet makers and soft drink manufacturers. Greater urbanization and rising
standard of living have sparked of a rising trend in usage of sugar. Some of the
pertinent facts relating to the Indian sugar industry can be encapsulated in the
following manner:
Tamil Nadu is recognized as one of the leading sugar producing states in

the country with a share of about 10% in the overall sugar production.
As of 2001-02 there were 37 factories in operation in the state.

The quantum of sugar produced by a mill is determined by the factors like
daily crushing capacity, duration of crushing season and percentage of sugar
recovery from the cane crushed.
Sugar prices in the country can be classified into two broad categories at the
user end as free market prices and prices of sugar through public
distribution system.
The substantial increase in the volume of free international trade in sugar
presents an excellent opportunity to the Indian sugar industry to embark on a
regular plan for sugar exports.
The only cloud on the horizon is the restrictive sugar policy along with
unstable sugar production pattern makes it an erratic trader on the world
market.
Sugar Division
14
The history of the Indian Sugar Industry has been closely linked with that of
Parrys. Parry set up the first Sugar Factory in 1842 at Bandipalayam, which is now
at Nellikuppam. E.I.D. Parry (India) Limited, which comes under 3900 crores
Murugappa group companies, are pioneers in the manufacture of Plantation white
sugar from sugarcane. The integrated sugar complex, situated in Cuddalore district,
today has crushing capacity of 5,000 MT of cane per day. It is one of the largest and
technically efficient sugar plants in India.
With factories at Nellikuppam, Pugalur Pettavaithalai and Pudukottai, Parrys
has developed about 60,000 acres of land under cane cultivation. For the first time
in India crop insurance for sugarcane, was introduced at Nellikuppam. All these
three factories are a testimony to our commitment to the socio-economic
development and contributing to the welfare of the farming community. Various
sections of the society and preservation of the environment is one of the
fundamental beliefs of Parry. The Corporate commitment to this belief had led to
the establishment of effective ecology and environmental management system.
Nellikuppam Sugar Unit
This unit is located near Cuddalore in Tamil Nadu. Geographically this unit
is located in the coastal belt @ 15 KM from Bay of Bengal. The crushing capacity of
the plant is 5000 TCD. Total No. employed in this unit is around 555. This has three
anufacturing facility for production of Sugar, Alcohol and Power. Apart from the
above the press mud is also used to produce Organic Manure.
DEPARTMENTS
1. PROCESS
2. ENGINEERING
3. DISTILLERY
4. CANE OFFICE
5. CO-GENERATION
6. HUMAN RESOURES
7. FINANCE
8. RESEARCH AND DEVELOPMENT
9. SYSTEM
Refinery
15
The sugar refinery unit was started in the year 2004 with modernized DCS
system for controlling and monitoring the sugar refinery operation. The technology
is supplied by TLPD and DCS system supplied by THL. The production capacity of
the refinery plant is 120 MT per day. The unit also has facility to manufacture value
added products like cube sugar, pouch sugar etc
Distillery
The Distillery unit which was started in the year 1848, occupies the proud
seat as one of the oldest distilleries with modern continuous type fermentation
system with the production capacity of 45 Kilo Litres of Alcohol per day (Rectified
Spirit).
Co-Generation
Sugar mills have a potential of generating power in excess of their
requirement and with a change in Government policy for purchase of surplus power
from sugar mills, there is a rethinking of upgrading the energy system in the sugar
plant and installing energy efficient equipment. This has led to the establishment of
a bagasse based Co-generation plant at Nellikuppam of 24.5 MW capacity
commissioned in May 1997, and put to regular operation since August 1997. After
fulfilling captive consumption, the surplus power is being exported to TNEB and
also wheeled to our group company.
E.I.D. Parry (India) Limited is a living example of the Parrys symbol, which
represents solidity, diversity and dynamism the key qualities of the Parrys
Group today.
Some of the very important breakthroughs of EIDP Sugar Division
The Nellikuppam factory is the first sugar factory in India
EID Parry is the first private sector company to start an in-house R&D
EID Parry is the first company in India to breed an indigenous cane hybrid variety.
Factory working hours
16
General shift - 8.00 am to 5.00 pm
Lunch
- 12.30 pm to 1.30 pm
First shift
- 6.00 am to 2.00 pm
Second shift
- 2.00 pm to 10.00 pm
Third shift
- 10.00 pm to 6.00 am
(Night shift)
ISO Record
ISO 9001 & 14001, Now they are trying to get ISO 18001
ISO 9001 2000 accreditation obtained for corporate affect of

chennai as well as two units at Nellikuppam & Pettavathalai
EID Parry won the top export awards during 2002-2003
Leave facilities
Type of leave
Permanent regular
Permanent
Management
(Non-management)
Seasonal
Staff
10
14
15
30
6*&13**
Casual leave
Medical leave
Privilege leave
Additional leave
* Completed 5 years of service

** Completed 10 years of service
Attendance Improvement scheme
Nil leave
Rs. 1800
Not exceeding five days leave
Rs. 1500
Not exceeding ten days leave
Rs. 1200
Not exceeding fourteen days
Rs. 900
17
1.4 STRUCTURE OF THE HUMAN RESOURCE DEPARTMENT
Head of Human Management
Human
Training and
Personal
Dispensary
Industrial
TQM
Learning
resource
development
Administration
FMO-1
Social worker-
supervisor -1
and
plannin
executive HR-1
Compounder-1
g and
Clerk-2
Dresser
develop
Jamadar-1
Sweeper -1
Security
Time office
Canteen cook -2
officer
Clerk -1
Asst cook
-1
Jamadar -1
Master
-1
mozdoor
-3
-1
ment
welfare
1.5 VISION AND MISSION

Vision:
skill
center
incharge-1
18
Largest efficient and low cost sugar production in India.
Largest and efficient production and exporter of co generated power in

India.
Wealth creation through product differentiation / brand identity.
Largest producer and marketer of organic manure conforming to

international quality standards.
In chemical forge ahead to multi Product Company from single product in

short term and grow to Bio-chemical business in medium and long term.
Mission:
To attain five lakhs MT of sugar product at lowest cost in the addressable

markets in five years.
75 MW of power generation.
280 lakhs liters of alcohol / power alcohol production.
Create value added products M30 sugar, fortified sugar, diamond sugar,
rock sugar, liquid sugar, pharma grad sugar.
Building brand identity for processing organic manures.
Leverage technology for processing organic manures by using press mud,

distillery effluent and other value added organic inputs.
Prompt delivery of the products to the customer of their doorsteps.
Full utilization of molasses of our sugar factories by producing alcohol

anhydrous alcohol and bio chemicals.
In 2003 transform from single to multiple products in chemical and power

alcohol using ethanol acetaldehyde and acetic acid as building block.
1.6 Objectives of the organization
To provide a support system for creating a positives change in employee

attitude and behavior.
To create awareness in various components of family such a family

dynamics, work place behavior, money management, health, children care
etc.,
To create a conductive environment to sustain change.
19
1.7 Intervention philosophy
To help the people to help themselves
NEED FOR THE RESEARCH

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.
20
CHAPTER-II
REVIEW OF LITERATURE
2.1 Introduction
Labour has a vital role in increasing productivity and management has to
help to create conditions in which workers can make their contribution towards this
objective.
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. To calculate the rate
of absenteeism. One has to find out the number of worker who does not present
themselves for work without any prior notice. Usually such calculation is made on
monthly basis. A worker may be considered scheduled to work when the employer
has work available and when the employer has no reason to expect, well in advance,
that the worker will not be available for work at specified time.
Industrial absenteeism is an expression of workers dissatisfaction towards
their job, work place or the very environment no definition can give a clear out
meaning for absenteeism. Absenteeism referrers to absence of a worker form his
place of work when he is under an obligation to work and when the work is
available.
In other word, absenteeism signifies the absence of an employee for work
that his unauthorized, unexplained available and will full. It may be defined as the
name by which this Phenomenon is known in industry. It may be described as a
temporary cessation of work, for not less than on full working day, on the initiative
of the worker,
When presence is expected by the employer.
2.2 THE READER DIGEST ILLUSTRATED OXFORD DICTIONARY
ABSENTEEISM
The practice of absenting on self from work of school especially frequently
or illicitly.
The success of an organized industry largely depends upon the efficiency
and experience of its workers. Hence, the extents to which it can reduce absenteeism
to the workers are importance to the success of an industry.
21
2.3 TYPES OF ABSENTEEISM:
There are two types of absenteeism namely physical absenteeism and
functional absenteeism.
2.4 PHYSICAL ABSENTEEISM:
Physical absenteeism is when employees are not present at work it is divided
into innocent absenteeism and culpable absenteeism. Innocent absenteeism refers to
absenteeism caused by factors beyond the employees control. Culpable absenteeism
is , on the other hand deliberate and can be presented.
2.5 FUNCTIONAL ABSENTEEISM:
Functional absenteeism is when employees are present to work, but are not
productive frequent and lengthy tea or smoke and toilet breaks examples of types of
absenteeism. Absent also means arriving late, leaving early, attending and spending
undue length of time in fetching or carrying tools or looking for information.
2.6 EMPLOYEE ABSENTEEISM
1. Time last in the sourcing and training of new or replacement staff.
2. Morally and motivation issues can greatly decreases the productivity of staff.
S.No. Great company
Great job
1.
Value and culture Freedom and Autonomy
Compensation
Differentiated
2.
58%
Well manage 50%
3.
compensation 23%
Company has exciting Career advancement and growth Geographic location
challenges 38%
Jobs has Exciter Challenges 51%
39%
package 29%
High
pay
19%
2.7 CAUSES OF ABSENTEEISM

1. Lack of motivation and commitment, terms and conditions, including pay.
2. The job-boring, tiring, stressful, disruptive (constant changes to working
Patterns), traveling away from home...
3. Hours of work unsocial hours e.g., shift work, night shift.
4. Physical work environment- hot, noisy uncomfortable, dangerous.
5. Quality of supervision, autocratic, demanding too much, unfair bullying.
total
22
6. Fellow- workers, hostile, unsupportive bullying.
7. Family or personal Problems
8. Outside interests given priority.
2.8 WHY PEOPLE STAY OR LEAVE:
Individuals stay or leave their jobs and organization for many different
reasons obviously, Individuals who are terminated leave at the request of the
organizations. But the bigger issue in many organizations is why employees
voluntary leave one survey done by me Kinsey & Company a large international
consulting firm, emphasized the importance of relation by concluding that
employers face aware for talent.
The machines studies done several years a part found that the most critical
factors affecting the attraction and refection of managers and executives can be
classified into three areas. The areas, key items and percentage response are listed
below.
2.9 REASONS MENTIONED BY WORKERS IN LEAVE APPLICATION
From the scrutiny of records of leave application of workers during the last
two years, it has been found that workers usually mention the following reasons in
their leave applications.
1. Skin or some family members.
2. Marriage in the family
3. Any other reasons appearing to be genuine
2.10 ABSENCE WITHOUT LEAVE
Normally the workers do not remain absent without submitting leave
application. The records of the company show that for one day leave, some times the
leave application was not submitted by the worker. However, the leave application
was usually submitted for awaiting leave for more than one day.
2.11 HABITUAL ABSENTEEISM
23
Some workers are in the habits of remaining absent for 8 to 10 days
continuously on one plea or the other. They have taken form of ESI (Employee State
Insurance Corporation) which provides then 60 to 65 % of the wages.
2.12 MARRIAGE SEASON:
Marriage celebrations in these communities take place mostly in the months
of April, May, June, Oct and Nov. This has also been responsible for high
percentage of absence in the company.
2.13 FESTIVAL SEASON:
The workers remain absent during the festival season especially in the month
Nov and Jan, for Deepawalli and Pongal.
2.14 SOCIOLOGICAL AND ECONOMIC FACTORS:
They come to supplement the income of their family. They have at times
connection with their families other states. They have to visit their families once or
twice a year. This is also one of the reasons of absenteeism.
2.15 PROBLEM OF ACCOMMODATION:
Three to four families through mutual co- operation live in one quarter meant
for one family and this has caused absenteeism due to the fact that joint living
creates so many social problems.
More ever, if their families are living apart at distant places they visit their
families usually and remain absent from their duty usually.
2.16 POLITICAL FACTORS:
Sometimes political factors also influence the rate of absenteeism in the
company. Bantu call by some political party also leads to increase in absenteeism in
the company.
2.17 NON-AVAILABILITY OF LOCAL WORKERS IN THE COMPANY:
24
Local people generally do not opt for semi skilled and unskilled workers in
the state. These Jobs are usually opted by the people coming other state this has also
led to the high rate of in the company.
2.18 AGE FACTORS:
Labourers of both age group young and old remain absent from their work.
Age factor has no relation with absenteeism in the company.
2.19 SEX-WISE ABSENTEEISM
Sex of worker also has no relationship with absenteeism both male and
female workers remain absent from their work.
2.20 MARITAL STATUS
It has been observed through figures that absenteeism in case of married
workers (both male and female) is high when compared to the others.
2.21 LENGTH OF SERVICE:
Both Junior and senior workers remain absent length of service does not
influence absenteeism.
2.22 TRAVEL OF WORK:
It has been noted that those workers who come from out side remain absent
for more days. The workers who have been provided accommodation in the factory
quarters are more regular in attending their duties.
2.23 ISOLATION
They usually take long leaves to go their families in order to avoid isolation
for a long period. This is also one of the major causes of absenteeism in the
company.
2.24 FICTITIOUS MEDICAL CERTIFICATES
90% of the workers who go in leave to their native place send fictitious
medical certificates for getting their leave extended.
2.25 JOINT CELEBRATION OF VARIOUS FESTIVALS
25
Workers who stay in companys quarters are from different communities but
they celebrate their festivals together. Thus, they enjoy together and absent
themselves from work the next day.
2.26 LOTTERY HABITS
There is huge concentration of lottery stall near the company. Worker have
the habit of buying and they get a prize they gamble and drink the whole night due
to which they remain absent from the work the next day.
2.27 EFFECTS
Absenteeism cannot be eliminated completely but a high rate of Absenteeism
is quite undesirable. It has been following main effects.
1. It affairs the quantity and quality of the goods produced when a worker
remains absent the work may suffer and on that account the output may be
reduced. If several workers dont come to work during a given period, the
total out put would certainly be affected.
2. It may affect discipline and efficiency of the worker. The problem of
discipline arises as new workers are asked to work in place of absent workers
when the latter remaining absent for long, they take time to again efficiency.
3. It forces an employer to maintain extra complement or pool of workers. It
has its own serious complications and evils. Most of the employers have
been forced to keep an equivalent amount of Scopus labour on hand to fill
the vacancies. This is also known as Budhi Pool. The workers recent it as
they fell that feel that such workers may be used as a Second line of
defiance in the event of strikes the may be used to suppress and control the
regular workers often the employers force the regular workers to take
compulsory leave just to give chance to the workers kept in such a pad.
4. It reduces the incomes of the workers. If a worker remains absent for several
days, he may not get his wages for all those days he may even lose his job
and forfeit all the privileges.
26
5. High rate of absenteeism show that the workers are not fully completed too
employment and to the extent in effects the solidarity of the workers. It they
remain regular, it may add to their collective strength.
2.28 Action to reduce absenteeism
The industrial society survey found that the top ban most effective ways of
managing attendance adopted by the 486 respondents were.
1. Accurate Monitoring
57%
2. Return to work policy
50%
3. Written absence policy
50%
4. Training of line managers
37%
5. Motivation
37%
6. Discipline
36%
7. Communicating absence rates
33%
8. Senior Management commitment
27%
9. Performance appraisal
26%
10. Team working
21%
1. Jackson (1994) in study based upon a sample of 550 employees found

that the
causes of excessive absenteeism were as follows
A. Poor work habits
6%
B. Personal adjustments
9%
C. Dis- satisfaction
16%
D. Irresponsibility
17%
E. Outside difficulties
17%
F. Sickness or fatigue
35%
2. Cover nor (1950) presents a delightfully refreshing and different view on

absenteeism the major finding in this study is that two factors appear to
be most closely associated with absenteeism size of department and
quality of supervision.
27
3. Mann and Baumgartel (1952) report a study typical of the University of
Michigan Group. They compared the attitudes of high and low absentee
rate employees. The investigators found that a more favorable attitude
toward supervisor and a more favorable feeling about work associates
accompanied lower absentee rates for both blue and white-collar
workers. According to their study absenteeism rises as supervising
quality decreases
4. In a study of absenteeism of 4 major textile mills in Delhi covering a
period of 4 years-1960 to 1963 Made by The Shri Ram Centre for
industrial relations, the following facts were revealed.
a. About 40% of total yearly absences occurred with the permission of
management
b. About 25% were due to sickness and accidents and were granted by ESI.
c. The remaining 35% were caused by workers unauthorized absenteeism.
28
2.9 EFFECTS OF ABSENTEEISM ON INDUSTRY
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
29
2.10 EFFECTS OF ABSENTEEISM ON WORKERS
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
30
CHAPTER III
OBJECTIVES OF THE STUDY

To study the level of absenteeism in the company.
To analysis various factors that causes of absenteeism from company view

point.
To identify the personal factors of employees that causes of absenteeism.
To identify the interrelationship factors related with employee.
To understand the working condition that affect absenteeism.
To Identifying the rate of absenteeism and causes of it.
To study the impact of social factors on absenteeism.
To identify the measures to control absenteeism.
31
CHAPTER - IV
RESEARCH METHODOLOGY
4.1 RESEARCH DESIGN
A research design is the arrangement of conditions for collection and
analysis data in a manner to combine relevance to the researcher purpose with
economy in procedure
It constitutes the blueprint for the collection, measurement and analysis of
data. As such design includes an outline of what the researcher will do form writing
the hypothesis and its operational implications to the final analysis of data.
As such the design includes an outline of what the researcher will do from
writing the hypothesis and its operational implications to the final analysis of data.
More explicit, the decisions happen to be in respect of:
What is the study about?
Why is the study being made?
Where will the study be carried out?
What type of data is required?
Where can the data found?
What periods of time will the study include?
What will be the sample design?
How will the data be analyzed?
In what style will the report be prepared?
What techniques of data collection will be used?
The Research Design undertaken for the study is Descriptive one. A study,
which wants to portray the characteristics of a group or individuals or situation, is
known as Descriptive study. It is mostly qualitative in nature. The main objective of
Descriptive study is to acquire knowledge.
4.2 Tools of Data Collection
1. Interview with the employees.
2. Discussion with the managers.
3. Time Office records and leave registers.
4. Handbook of Company
32
5. Questionnaire containing 35 questions.
4.3 DESCRIPTION OF STATISTICAL TOOLS USED
Percentage method
Chi-square test
Weighted average method.
4.4 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 Respondents
x 100
From the above formula, we can get percentages of the data given by the
respondents.
4.5 CHI-SQUARE ANALYSIS

In this project chi-square test was used. This is an analysis of technique
which analyzed the stated data in the project. It analysis the assumed data and
calculated in the study. The Chi-square test is an important test amongst the several
tests of significant developed by statistical. Chi-square, symbolically written as x 2
(Pronounce as Ki-Spare), is a statistical measure used in the context of sampling
analysis for comparing a variance to a theoretical variance.
Formula
(O-E) 2
2 =
E
O
Observed frequency
Expected frequency
33
4.6 WEIGHTED AVERAGE METHOD

Weighted average can be defined as an average whose component items are
multiplied by certain values (weights) and the aggregate of the products are
divided by the total of weights.
One of the limitations of simple arithmetic mean is that it gives equal

importance to all the items of the distribution.
In certain cases relative importance of all the items in the distribution is not
the same. Where the importance of the items varies.
It is essential to allocate weight applied but may vary in different cases.

Thus weight age is a number standing for the relative importance of the
items.
4.7 SAMPLING
Research work was conducted by taking a sample of 100 employees of 426
(excluding apprentice trainees and contract labors) from the company; the sample
was sufficient and representative for the purpose of this research work. To study the
problem clearly numbers of employees from each department were selected on the
basis of the size of the department as well as nature of the work. Questionnaires are
printed in Tamil & English for the convenience of employees and lot of efforts had
to be taken to collect the required data from the selected sample of employees
representing the population.
The questions in the questionnaire are framed on the basis of the factors
responsible for absenteeism. i.e.,
1. Personal Factors - (Age, Educational qualification, marital status,
income level, etc.)
2. Environment and Social factors (Climatic conditions, family
functions, other sources of income, festivals, Nature of dwelling, etc.,
34
CHAPTER - V
DATA ANALYSIS & INTERPRETATION
Analysis Using Percentage Method
TABLE-5.1

DEPARTMENTS
Sl. No
1
2
3
4
5
6
7
8
9
10
Departments
Process
Engineering
Cane office
Co-Generation
Distillery
R&D
HR
Finance
System
Total
No. of
Respondents
34
19
7
14
6
4
7
4
5
100
Percent
34.0
19.0
7.0
14.0
6.0
4.0
7.0
4.0
5.0
100.0
CHART-5.1

DEPARTMENTS
DEPARTMENT
40
30
Frequency
20
10
0
Process
Cane of f ice
Engneering
Distillery
Co-Generation
HR
R&D
system
Finance
DEPARTMENT
Inference:
The rate of absenteeism of previous year in various departments.
Absenteeism rate is more in process department when comparing the same
35
with other departments. This is due to the size of department which is as well
as the heavy load in that department.
TABLE-5.2

Sl. No
Age
Percent
20-30
No. of
Respondent
s
16
1
2
31-40
46
46.0
41-50
18
18.0
51-60
20
20.0
Total
100
100.0
16.0
CHART-5.2

AGE
51-60
20-30
41-50
31-40
Inference:
36
The above table infers that 46 percent belongs to the age group of 31-40, years,
20 percent belongs to the age group of 51-60 years, 18 percent belongs to the age
group of 41-50 years and 16 percent belongs to the age group of above 20-30year.
TABLE-5.3

Sl. No
1
Educational
No. of
level
Respondents
SSLC
37
Percent
HSS
12
12.0
Diploma
30
30.0
UG
11
11.0
PG
10
10.0
Total
100
100.0
37.0
CHART-5.3

EDUCATIONAL QUALIFICATION
40
30
Frequency
20
10
0
SSLC
HSS
Diploma
EDUCATIONAL QUALIFICATION
Inference:
UG
PG
37
The above table infers that 37 percent belongs to the SSLC level, 30 percent
belongs to the Diploma, 12 percent belongs to the HSS, 11 percent belongs to the
UG and 10 percent belongs to the PG.
TABLE-5.4

Sl. No
Martial status
No. of
Respondents
Percent
Married
85
85.0
Unmarried
15
15.0
Total
100
100.0
CHART-5.4
MARTIAL STATUS OF RESPONDENT

Unmarried
Married
Inference:
38
The above table infers 85 that percent belong to the married person and 15
percent belongs to the unmarried person.
TABLE-5.5

Sl. No
Residential status
No. of
Respondents
22
Percent
Company quarters
Rented house
21
21.0
Leased house
2.0
Own house
55
55.0
Total
100
100.0
22.0
CHART-5.5
RESIDENTIAL STATUS
company quarters
ow en house
rented house
leased house
Inference:
39
The above table infers that 55 percent belongs to the own house, 22 percent
belongs to the company quarters, 21 percent belongs to the rented and 2 percent
belongs to the leased house.
TABLE-5.6

Sl. No
1
Distance
(KM)
0-5
No. of
Respondents
67
Percent
6-10
19
19.0
11-15
10
10.0
16-20
2.0
21-25
1.0
above 25
1.0
Total
100
100.0
67.0
CHART-5.6

above 25
21-25
16-20
11-15
6-10
0-5
Inference:
40
The above table infers that 67 percent belongs to the 0-5 km, 19 percent
belongs to the 6-10, 10 percent belongs to the 11-15, 2 percent belongs to the 16-20,
1 percent belongs to the 21-25 and 1 percent belongs to above 25 km.
TABLE-5.7

Sl. No
Vehicles
No. of
Respondents
18
Percent
By walk
18.0
By bi-cycle
46
46.0
By tow wheeler
19
19.0
By bus
17
17.0
Total
100
100.0
CHART-5.7
MODE OF TRANSPORT TO ARRIVE AT WORK SPOT

50
40
30
Frequency
20
10
0
by w alk
by bi-cycle
by tow w heeler
by bus
MODE OF TRANSPORT TO ARRIVE AT WORK SPOT
Inference:
41
The above table infers that 46 percent belongs to the by bi-cycle, 19 percent
belongs to the by two wheeler, 18 percent belongs to the by walk and 17 percent
belongs to the by bus.
TABLE-5.8

Sl. No
Arrival
always
some times
Total
No. of
Respondents
94
Percent
6.0
100
100.0
94.0
CHART-5.8

CAN YOU ARRIVE IN TIME
some times
alw ays
Inference:
The above table infers that 94 percent belongs to the always and 6 percent
belongs to the some time.
42
TABLE-5.9

Sl. No
Health status
serious illness
occasional
illness
climatic
disturbances
physically
sound & health
Total
3
4
5
No. of
Respondents
7
Percent
11
11.0
18
18.0
64
64.0
100
100.0
7.0
CHART-5.9

HEALTH STATUS
70
60
50
40
Frequency
30
20
10
0
serious illness
climatic disturbance
occasional illness
HEALTH STATUS
Inference:
physically sound & h
43
The above table infers that 64 percent belongs to the physically sound & health,
18 percent belongs to the climatic disturbances, 11 percent belongs to the occasional
illness
and 7 percent belongs to the serious illness.

TABLE-5.10

Sl. No
1
NO, of
Leaves
1-5
No. of
Respondents
22
Percent
6-10
13
13.0
11-15
4.0
ABOVE 16
3.0
NO
58
58.0
Total
100
100.0
22.0
CHART-5.10
NO. OF DAYS LEAVE TAKEN DURING THE LAST YEAR DUE

70
60
50
40
Frequency
30
20
10
0
1-5
6-10
11-15
ABOVE 16
NO
NO. OF DAYS LEAVE TAKEN DURING THE LAST YEAR DUE TO HEALTH FACTOR
Inference:
44
The above table infers that 58 percent belongs to no one take leave, 22
percent belongs to the 1-5, 13 percent belongs to the 6-10, 4 percent belongs to the
11-15, and 3 percent belongs to the above 16 days.
TABLE-5.11

Sl. No
1
Smoking
No. of
Respondents
16
Drinking
3.0
None of the
above
Total
81
81.0
100
100.0
Habits
Percent
16.0
CHART-5.11

ARE YOU HAVING ANY FOLLOWING HABIT
100
80
60
Frequency
40
20
0
smoking
drinking
none of the above
ARE YOU HAVING ANY FOLLOWING HABIT
Inference:
45
The above table infers that 81 percent belongs to the none of the above habit,
16 percent belongs to the smoking habit and 3 percent belongs to the drinking habit.
TABLE-5.12

RESPONDENTS
Sl. No
No of Days
1-5
No. of
Respondents
1
Percent
6-10
2.0
No
97
97.0
Total
100
100.0
1.0
CHART-5.12

RESPONDENT
NO. OF DAYS LEAVE TAKEN FOR THE ILLNESS DUE TO ABOVE

120
100
80
60
Frequency
40
20
0
1-5
6-10
NO
NO. OF DAYS LEAVE TAKEN FOR THE ILLNESS DUE TO ABOVE HABITS
46
Inference:
The above table infers that 97 percent belongs to the no one take leave, 2
percent belongs to the 6-10 and 1 percent belongs to the 1-5 days
TABLE-5.13
OTHER SOURES OF INCOME OF RESPONDENT

Sl. No
Options
yes
No. of
Respondents
22
Percent
no
78
78.0
Total
100
100.0
22.0
CHART-5.13
OTHER SOURES OF INCOME OF RESPONDENT

OTHER SOURES OF INCOME FOR YOUR FAMILY
100
80
60
Frequency
40
20
0
yes
no
OTHER SOURES OF INCOME FOR YOUR FAMILY
47
Inference:
The above table infers that 78 percent belongs to the yes and 22 percent
belongs to the dont have other income.
TABLE-5.14

WAGES / SALARIES
Sl. No
No. of
Respondents
9
Percent
Income
source
Business
Agriculture
8.0
Any other
3.0
No
80
80.0
Total
100
100.0
9.0
CHART-5.14

WAGES / SALARIES
IF YES MENTION WHETHER FROM
100
80
60
Frequency
40
20
0
business
argricultuer
any other
IF YES MENTION WHETHER FROM
NO
48
Inference:
The above table infers that 8 percent of income came from agriculture, 9
percent belongs to the business, 3 percent belongs to the other and 80 percent
belongs to no.
TABLE-5.15

Sl. No
No. of days
1-5
No. of
Respondents
32
Percent
6-10
21
21.0
11-15
18
18.0
16-20
19
19.0
above 21
10
10.0
Total
100
100.0
32.0
CHART-5.15

40
30
Frequency
20
10
0
1-5
6-10
11-15
16-20
above 21
49
Inference:
The above table infers that 32 percent belongs to the1-5, 21 percent belongs
to the 6-10, 19 percent belongs to the 16-20,18 percent belongs to the 11-15, and 10
percent belongs to the above 21 days.
TABLE-5.16

FUNCTIONS
Sl. No
No. of days
1-10
No. of
Respondent
s
84
Percent
10-20
5.0
NO
11
11.0
Total
100
100.0
84.0
CHART-5.16

FUNCTIONS
100
80
60
Frequency
40
20
0
1-10
10-20
NO
50
Inference:
The above table infers that 84 percent belongs to the1-10, 11 percent belongs
to the no and 5 percent belongs to the 10-20days.
TABLE-5.17

Sl. No
No. of days
No. of
Respondents
Percent
1-10
4.0
30-40
1.0
NO
95
95.0
Total
100
100.0
CHART-5.17

FOR FURTHER STUDIES
100
80
60
Frequency
40
20
0
1-10
FOR FURTHER STUDIES
Inference:
30-40
NO
51
The above table infers that 95 percent belongs to the no, 4 percent belongs to
the 1-10 and1 percent belongs to the 30-40days.
TABLE-5.18
CARE OF RESPONDENT CHILDREN

Sl. No
No. of days
1-10
No. of
Respondents
38
Percent
10-20
3.0
30-40
2.0
NO
57
57.0
Total
100
100.0
38.0
CHART-5.18
CARE OF RESPONDENT CHILDREN

TO TAKE CARE OF CHILDREN
70
60
50
40
Frequency
30
20
10
0
1-10
10-20
TO TAKE CARE OF CHILDREN
30-40
NO
52
Inference:
The above table infers that 57 percent belongs to the no, 38 percent
belongs to the 1-10, 3 percent belongs to the10-20, and 2 percent belongs to
the 30-40 days.
TABLE-5.19

Sl. No
No. of days
1-10
No. of
Respondents
8
Percent
10-20
1.0
20-30
1.0
NO
90
90.0
Total
100
100.0
8.0
CHART-5.19

TO LOOK AFTER OTHER SOURCE OF INCOME
100
80
60
Frequency
40
20
0
1-10
10-20
20-30
TO LOOK AFTER OTHER SOURCE OF INCOME
Inference:
NO
53
The above table infers that 90 percent belongs to the no, 8 percent
belongs to the 1-10, 1 percent belongs to the10-20, and 1 percent belongs to
the 30-40 days.
TABLE-5.20
HEALTH REASONS FROM RESPONDENTS

Sl. No
No. of days
No. of
Respondents
Percent
1-10
52
52.0
10-20
6.0
20-30
1.0
NO
41
41.0
Total
100
100.0
CHART-5.20
HEALTH REASONS FROM RESPONDENTS

FOR HEALTH REASON
60
50
40
30
Frequency
20
10
0
1-10
10-20
FOR HEALTH REASON
20-30
NO
54
Inference:
The above table infers that 52 percent belongs to the 1-10, 41 percent
belongs to the no, 6 percent belongs to the10-20, and 1 percent belongs to the 2030days.
TABLE-5.21

Options
Sl. No
No. of
Respondents
Percent
yes
95
95.0
no
5.0
Total
100
100.0
CHART-5.21
CO-OPERATION FROM THECOLLEAGUES

ARE YOU GETTING SUFFICIENT CO-OPERATION FROM YOUR COLLEAGUES
no
yes
Inference:
The above table infers that 95 percent belongs to the yes and 5 percent
belongs to the no.
55
TABLE-5.22

AMONG THE EMPLOYEES
Sl. No
Present
No. of
Percent
Respondents
26
26.0
Highly
2
3
satisfied
Satisfied
Dis- satisfied
61
9
61.0
9.0
Highly dis-
4.0
satisfied
Total
100
100.0
CHART-5.22

AMONG THE EMPLOYEES
70
60
50
40
Frequency
30
20
10
0
highly satisf ied
dis- satisfied
satisfied
highly dis-satisfied
Inference:
56
The above table infers that 61 percent belongs to the Satisfied, 26 percent
belongs to the highly satisfied, 9 percent belongs to the Dis- satisfied and 4 percent
belongs to the highly dis-satisfied.
TABLE-5.23

Sl. No
Avail leave
No. of
Percent
Respondents
1
Giving leave form before
69
69.0
3.0
28
28.0
100
100.0
taking leave
2
Giving leave form after

taking leave
Getting prior permission

from superior
Total
CHART-5.23

HOW DO YOU AVAIL LEAVE FACILITIES
80
60
Frequency
40
20
0
giving leave form be
giving leave f orm af
HOW DO YOU AVAIL LEAVE FACILITIES
Inference:
gitting prior permis
57
The above table infers that 69 percent belongs to the Giving leave form
before taking leave, 28 percent belongs to the Getting prior permission from
superior and 3 percent belongs to the Giving leave form after taking leave.
TABLE-5.24

Sl. No
Measures
No. of
Respondents
Percent
Highly satisfied
30
30.0
Satisfied
60
60.0
Dis-satisfied
9.0
Highly dissatisfied
1.0
Total
100
100.0
CHART-5.24
58

70
60
50
40
30
Frequency
20
10
0
highly satisfied
satisfied
dis-satisfied highly dis-satisfied
Inference:
The above table infers that 60 percent belongs to the Satisfied, 30 percent
belongs to the highly satisfied, 9 percent belongs to the Dis-satisfied and 1 percent
belongs to the highly dis-satisfied.
TABLE-5.25
Sl. No
Appreciation
No. of
Respondents
9
Percent
Often
Sometime
42
42.0
Rarely
19
19.0
Never
30
30.0
Total
100
100.0
CHART-5.25
9.0
59
HAVE YOU RECEIVED APPRECIATION FROM TOP LEVEL F

50
40
30
Frequency
20
10
0
often
sometime
rarely
never
HAVE YOU RECEIVED APPRECIATION FROM TOP LEVEL FOR YOUR PUNCTUALITY
Inference:
The above table infers that 42 percent belongs to the some time, 30 percent
belongs to the never, 19 percent belongs to the rarely and 9 percent belongs to the
often.
TABLE-5.26

Sl. No
Options
No. of
Percent
Respondents
30
30.0
Yes
No
70
70.0
Total
100
100.0
CHART-5.26
60
HAVIING INTREST IN POLITICAL ACTIVITIES
yes
no
Inference:
The above table infers that 70 percent belongs to the no and 30 percent
belongs to the yes.
TABLE-5.27

Sl. No
Options
No. of
Respondents
Percent
yes
12
12.0
no
88
88.0
Total
100
100.0
CHART-5.27
61
WHETHER YOU WILL TAKE LEAVE TO TAKE PART IN IT
yes
no
Inference:
The above table infers that 88 percent belongs to the no and 12 percent
belongs to the yes.
TABLE-5.28
HOW OFTEN YOU USED TO GO FOR POLITICAL

ACTIVITIES
Sl. No How often you used to go
1
2
3
4
5
Once in a month
Quarterly
Once in a year
No
Total
No. of
Percent
Respondents
6
2
3
89
100
6.0
2.0
3.0
89.0
100.0
CHART-5.28
HOW OFTEN YOU USED TO GO FOR POLITICAL

ACTIVITIES
62
HOW OFTEN YOU USED TO GO

100
80
60
Frequency
40
20
0
once in a month
quarterly
once in a year
NO
HOW OFTEN YOU USED TO GO
Inference:
The above table infers that 89 percent belongs to the no, 6 percent belongs to
the once in month, 3 percent belongs to the once in year and 2 percent belongs to the
quarterly.
TABLE-5.29
Sl. No
SUGGESTION
No. of
Respondents
Percent
Better working condition
28
28.0
More salary / wages
38
38.0
More leave facilities
10
10.0
Leave has to be given at crisis
12
12.0
63
More rest pause
7.0
Reward for prompt attendance
5.0
Total
100
100.0
CHART-.29
64

40
30
Frequency
20
10
0
Better w orking condi
More leave facilitie
More salary / w ages
More rest pause
Leave has to be give
Rew ard for prompt at
Inference:
The above table infers that 38 percent belongs to the more salary / wages, 28
percent belongs to the better working condition, 12 percent belongs to the Leave has
to be given at crisis, 10 percent belongs to the leave facilities, 7 percent belongs to
the more rest pause and 5 percent belongs to the Reward for prompt attendance.
Analysis Using Chi-Square

COMPARISON BETWEEN AGE GROUP AND ABSENTEEISM
65
TABLE-5.30
No.
of
days
1-5
6-10
11-15
16-20
above 21
Total
20-30
16
31-40
12
11
46
41-50
18
51-60
20
Total
32
21
18
19
10
100
AGE
Hypothesis
Let us take the hypothesis there is no significant difference among different
age group on absenteeism.
Chi-Square value at 0.05 levels
Degrees of freedom
= (C-1) (R-1)
= (5-1) (4-1)
= (4) (3)
The calculate value of x
= 12
is less then the table value i.e, CV < TV (12.23
< 21.03). Hence the hypothesis is accepted.

Conclusion
There is no significant difference among different age groups on their
absence from the work.
66
ABSENTEEISM DUE TO FAMILY SIZE

TABLE-5.31
No.
of
days
Below 20
21-40
Above 40
Total
25
15
45
20
23
50
47
40
13
100
Size
of the
family
2-4
4-6
Above 6
Total
Hypothesis
family size on absenteeism.
Degrees of freedom
= (C-1) (R-1)
= (3-1) (3-1)
= (2) (2)
=4
is less then the table value i.e, CV < TV (3.66 <
9.49). Hence the hypothesis is accepted.

Conclusion
There is no significant difference among different family size on
their absence from the work.
67
TABLE-5.32
No.
of
days
1-10
1-5
6-10
11-15
16-20
above 21
Total
24
19
16
16
84
11
32
21
18
19
10
100
10-20
NO
Total
Hypothesis
marriage and other family function on absenteeism.
Degrees of freedom
= (C-1) (R-1)
= (5-1) (3-1)
= (4) (2)
=6
is great then the table value i.e, CV > TV (13.62
> 12.59). Hence the hypothesis is rejected.

Conclusion
68
There is significant difference among different marriage and other family

function on their absence from the work.
DISTANCE B/W THE WORK SPOT & RESIDENCE

Distance
1-5
6-10
TABLE-5.33
11-15
16-20
above 21
Total
(km)
No.
of
days
0-5
24
6-10
11-15
16-20
21-25
above 21
Total
16
10
10
67
19
10
32
21
18
19
10
100
Hypothesis
distance b/w the work spot and residence on absenteeism.
Degrees of freedom
= (C-1) (R-1)
= (5-1) (6-1)
= (4) (5)
= 20
The calculate value of x is great then the table value i.e, CV > TV (49.36
69
Conclusion
There is significant difference among different distance b/w the work
spot and residence on absenteeism.
NATURE OF DWELLING VERSES ABSENTEEISM

No.
of
days
1-5
TABLE-5.34
6-10
11-15
16-20
above 21
Total
Dwelling
Company
quarters
22
21
18
13
12
55
32
21
18
19
10
100
Rented house
Leased house
Owen house
Total
Hypothesis
There is no significant relationship between the nature of dwelling and
absenteeism.
Conclusion
As per chi- square analysis the calculated value of 25.12, which is greater
then table value 21.03 for degree of freedom 12 at 0.05 level of significant. So the
hypothesis is rejected and there is significant relationship between the nature of
dwelling and absenteeism.
70
POLITICAL ACTIVITIES VERSES ABSENTEEISM

yes
no
Total
Yes
12
18
30
No
70
70
12
88
100
Total
TABLE-5.35
Observed Count
Expected Count
yes
no
Total
Yes
3.6
26.4
30.0
No
8.4
61.6
70.0
Total
12.0
88.0
100.0
Hypothesis
political activities on absenteeism.
Degrees of freedom
= (C-1) (R-1)
= (2-1) (2-1)
= (1) (1)
=1
71
The calculate value of x is great then the table value i.e., CV > TV (31.82
Conclusion
There is significant difference among political activities on
absenteeism on absenteeism.
Analysis Using Weighted Average Method

The respondents are asked about some factors listed below in the
organization. Their levels of attitude of those factors are calculated below.
TABLE No: 5.36
FACTORS
Highly
Satisfied
Satisfied
Dissatisfied
Highly
Dissatisfied
30
60
26
61
Safety
measure
Present
working
condition
Source: Primary Data
POINT
WEIGHT
AGE
FACTORS
H.S
HD
TOTAL
AVG
RANK
120
180
18
319
79.75
104
183
18
309
77.25
Safety
measure
Present
working
condition
Source: Primary Data
Inference:
72
It can be interpreted from table that the respondents have first to the, safety
measures and second to present working condition.
CHAPTER-VI
FINDINGS OF THE STUDY
The major findings of the research are:
One of the reason for absenteeism is total number of leave days were
reduced given by the company till previous year.
The rate of absenteeism of previous year in various departments.
Absenteeism rate is more in process department. (34%)
Absenteeism was higher 46% in the age group of 31-40 they are having lot
of responsibilities towards their family.
55 % of employers are living their own house.
Majority of the people are coming by bi-cycle 46%
Percentage of absenteeism is higher (67%) among the respondents who are
living at a distance of 1-5 kms.
There are 64% of peoples physically sound & health.
In the last year 32 % of employers were take leave between 1-5 days.
One of the major reasons for absenteeism is attend marriage and other family
function (84%).
38 % of employers were take leave for their children care.
Many of the absentees absented due to their health reason (52 %).
73
Some of employees says, lack of safety of employees will also increase the
absenteeism, Even satisfied level is high (60%) in a survey taken to the
employees about the safety in the working circumstances, Dis satisfied (9%)
and highly dis satisfied (1%) is also there. The reason for dis satisfaction is
the awareness program conducted by the company has not completely come
to the practical usage in daily work.
Almost majority of the (38%) workers are expecting their management to
increase their salaries / wages. According to them this may help to reduce the
rate of absenteeism considerably.
And 28 % of employees say they need a better working condition especially
in process department.
There is no significant difference among different age groups on their
absence from the work.
There is no significant difference among different family size on their
absence from the work
There is significant difference among different marriage and other family
function on their absence from the work
There is significant difference among different distance b/w the work spot
and residence on absenteeism.
As per chi- square analysis the calculated value of 25.12, which is greater
then table value 21.03 for degree of freedom 12 at 0.05 level of significant.
So the hypothesis is rejected and there is significant relationship between the
nature of dwelling and absenteeism.
There is significant difference among political activities on absenteeism on
absenteeism
It can be interpreted from table that the respondents have first to the, safety
measures and second to present working condition.
None of the employees mentioned the organizational factors as reason for
their absenteeism.
Some employees who are residing near to the company are compromised
themselves to continue to work in the company even they dont like to. This
is also a factor which can increase absenteeism.
74
Some employees who are working for a long period in the company without
a single promotion are dissatisfied and losses the involvement over the work.
This is also one of the factors which increase absenteeism.
6.1 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.
75
CHAPTER - VII
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
76
CHAPTER - VIII
SCOPE FOR FURTHER STUDY
8.1 Scope for Further Study:
The study throws light on employees reasons for absenteeism.
The study also helps management to under stand various factors influencing
the employees absenteeism.
The study emphasis to adopt controlling measures to avoid the frequent

absenteeism.
This can be referred as a base for future oriented project.
This study will be helpful to the human resource department and

organization development.
The study has been conducted with a view a bring out the effectiveness of
absenteeism and employee significant level towards environmental.
77
LIMITATION OF THE STUDY

8.2 Limitation of the Study
1. Many respondents hesitated to give the information about their other
sources of income. Because, they feared that these might be reported to
the management.
2. Initially the number of samples selected was 120. But, many respondents
went off with the given questionnaires. Efforts proved futile in getting
the answered questionnaires from them.
3. Many respondents were unable to provide their absence with reasons
(No. of days leave taken). This limitation was overcome by verifying the
time office records to some extent.
78
ANNEXURE- I
QUESTIONNAIRE
1. Department
2. Designation
3. Age
4. Educational Qualification
5. Marital Status
Unmarried
Married
6. No. of Children
Male
7. Residential Status
: a) Company Quarters
b) Rented House
c) Leased House
d) Own House
8. The distance between the work sports

and your residence (in km)
9. What is the mode of transport to

arrive at work sport
: a) By walk
b) By Bi-cycle
c) By Two Wheeler
d) By Bus
10. Can you arrive in time
: a) Always
b) Sometimes
c) Rarely
d) Never
11. Are you the family head
: Yes / No
12. No of family members
Female
79
13. Health status
14. No of days leave taken during the

last year due to health factors
: a) Serious Illness
b) Occasional Illness
c) Climatic Disturbances
d) Physically sound & health
:
15. Is there any other member of your family

affected by serious illness
: Yes / No
16. If yes who used take care
:
17. Are you having any of the following
habit
: a) Smoking
b) Drinking
c) Drugs
d) Gambling
18. No. of days leave taken for the illness or

Inconvenience due to the above habits
19. Are you having any other sources of income

for your family
: Yes / No
20. If yes mention whether from
: a) Business
b) Agriculture
c) Rental income
d) Any other (specify)
21. How often you take leave to look after

the above
: a) Once in a month
b) Quarterly
c) Half yearly
d) Once in a year
22. No. of days leave taken during the last year
23.
Personal Variables
1-10
a)
b)
c)
d)
To attend marriage and other

family functions
For further studies
To take care of children
To look after other source of
e)
f)
income
For health reasons
To look after diseased family
member
24. Are you satisfied with the present
Leave in Days
10-20
20-30
30-40
80
working environment
: a) Highly Satisfied
b) Satisfied
c) Dis- Satisfied
d) Highly Dis- Satisfied
25. Are you getting sufficient Co-operation from your colleagues?

:Yes / No
26. How do you avail your leave facilities?
:
a) Giving leave form before taking leave
b) Giving leave form after taking leave
c) Getting prior permission form superior/
supervisor
d) Dont care about permission or leave form
27. Are you a member of trade union
28. If so, how many days you have taken

leave to take part in union activities ?
29. Level of satisfaction regarding the

safety measures of your work environment
30. Have you received appreciation from top

level for your regularity / punctuality
: a) Highly Satisfied
b) Satisfied
c) Dis- Satisfied
d) Highly Dis- Satisfied
: a) Often
b) Sometimes
c) Rarely
d) Never
31. Having interest in political

activities
: Yes / No
32. If Yes whether you will take leave to

take part in it
: Yes / No
33. If Yes how many days
34. How often you used to go
: a) Once in a month
b) Quarterly
c) Half yearly
d) Once in a year
35. Select your suggestion to minimize absenteeism:
a) Better working condition
b) More salary / wages
c) More leave facilities
81
d) Leave has to be given at
crisis
e) More rest pause
f) Reward for prompt
attendance
ANNEXURES - 2
BIBLIOGRAPHY
1.
ASWATHAPPA, K. HUMAN RESOURCE AND PERSONNEL,

MANAGEMENT, Tata Mc Graw Hill Publication company Ltd, New
Delhi, 1997.
2.
GUPTH. S.P, STATISTICAL METHODS, sultha chand & sons, New

Delhi, 1995.
3.
N. D. KAPOOR, MERCANTILE AND INDUTRIL LAW, sultha chand

& sons, New Delhi, 1989.
4.
KHANKA, S.S, ORGANISATIONAL BEHAVIOUR, S. Chand &

Company Ltd, New Delhi, 2000.
5.
MAMORIA C.B, INDUTRIAL LABOUR AND INDUTRIAL

RELATION IN INDIA, Himalaya Publication House, Bombay 1987.
6.
MILTON
&
BLUM
&
JAME
C.
NAYLOR,
INDUTRIAL
PSYCHOLOGY, CBS Publication & Distribution, New Delhi 1984.

7.
REDDY & RAO ABSENTEEISM IN INDIA, Deep & Deep

Publication, New Delhi 1986.
8.
Website www.eidparryildt.com

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1

A STUDY ON ABSENTEEISM AMONG THE

DEPARTMENT OF MANAGEMENT STUDIES

SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE

DEPARTMENT OF MANAGEMENT STUDIES

This is to certify that this project work entitled A STUDY ON

Submitted for the University Viva-Voce held on

HEAD OF THE DEPARTMENT

The various statistical tools such as chi-square, percentage, weighted average

OBJECTIVES OF THE STUDY

DATA ANALYSIS AND INTERPETATIONS

FINDINGS OF THE STUDY

SUGGESTIONS AND RECOMMENDATIONS

CONCLUTION OF THE STUDY

SCOPE FOR FURTHER STUDY AND LIMITATION

NAME OF THE TABLES

ABSENTEEISM OF PREVIOUS YEAR IN VARIOUS

THE ABSENTEEISM OF VARIOUS AGE GROUPS

EDUCATIONAL LEVEL OF RESPONDENTS

MARTIAL STATUS OF RESPONDENTS

RESIDENTIAL STATUS OF RESPONDENTS

DISTANCE B/W THE WORK SPOT & YOUR RESIDENCE

MODE OF ARRIVING TO WORK SPOT

ARRIVAL TIME OF RESPONDENTS

HEALTH STATUS OF RESPONDENTS

LEAVE TAKEN FOR HEALTH PROBLEM

HABIT STATUS OF RESPONDENTS

NO. OF DAYS LEAVE TAKEN FOR THE HABITS STATUS OF

OTHER SOURCES OF INCOME FOR RESPONDENTS

AREA OF INCOME WHICH IS OTHER THEN COMPANY

NO. DAYS LEAVE TAKEN DURING THE LAST YEAR

LEAVE TAKEN FOR MARRIAGE & OTHER FAMILY

FURTHER STUDIES OF RESPONDENTS

CARE OF RESPONDENTS CHILDREN

REASON FOR OTHER SOURCE OF INCOME

HEALTH REASONS FROM THE RESPONDENTS

CO-OPERATION FROM THE COLLEAGUES

SATISFIED WITH THE PRESENT WORKING ENVIRONMENT

LEVEL OF LEAVE FACILITIES

LEVEL OF SAFETY MEASURES

INTEREST IN POLITICAL ACTIVITIES

LEAVE TAKEN FOR POLITICAL ACTIVITIES

HOW OFTEN YOU USED TO GO POLITICAL ACTIVITIES

SELECT YOUR SUGGESTION TO MINIMIZE ABSENTEEISM

COMPARISON BETWEEN AGE GROUP AND ABSENTEEISM

ABSENTEEISM DUE TO FAMILY SIZE

TO ATTEND MARRIAGE & OTHER FAMILY FUNCTIONS

DISTANCE B/W THE WORK SPOT & YOUR RESIDENCE

NATURE OF DWELLING VERSES ABSENTEEISM

POLITICAL ACTIVITIES VERSES ABSENTEEISM

WEIGHTED AVERAGE METHOD OF SAFETY MEASURES

NAME OF THE CHARTS

ABSENTEEISM OF PREVIOUS YEAR IN VARIOUS

EDUCATIONAL LEVEL OF RESPONDENTS

MARTIAL STATUS OF RESPONDENTS

HABIT STATUS OF RESPONDENTS

REASON FOR AFTER DISEAED FAMILY MEMBER

SATISFIED WITH THE PRESENT WORKING

INTEREST IN POLITICAL ACTIVITIES

According to the view of K.Aswathappa, Absenteeism costs money to the

PROFILE OF THE ORGANISATION

The company has been a pioneer in many fields, including setting up of

Ceramic Sanitary ware