Professional Documents
Culture Documents
Submitted by
T. SATHIYA SUNDARAM
REGISTER NO: 27348338
DEPARTMENT OF MANAGEMENT
STUDIES
SRI MANAKULA VINAYAGAR
ENGINEERING COLLEGE
PONDICHERRY UNIVERSITY
PUDUCHERRY
September 2007
TABLE OF CONTENT
LIST OF TABLES
LIST OF CHARTS
I INTRODUCTION 1
II REVIEW OF LITERATURE 6
III OBJECTIVES OF THE STUDY 12
IV RESEARCH METHODOLOGY 13
1. QUESTIONNAIRE
2. BIBLIOGRAPHY
ACKNOWLEDGEMENT
With the divine blessing of god, I take immense pleasure in stating the
acknowledgement for this project. I express my deep gratitude to Mr. N.KESAVAN,
Chairman, Mr.M.DHANASEKARAN, Managing Director and Mr.S.V.SUGUMARAN,
Vice Chairman, Sri Manakula Vinayagar Engineering College.
I wish to thank my internal guide Mr. G.BALA SENDHIL KUMAR for being so
resource full from the beginning of this project and help to bring this project successfully.
I wish to thank all other faculty members of the department for their co-operation
and encouragement throughout my project work.
Last but not least I thank my parents and friends who were very supportive to me
during this project.
ABSTRACT
The welfare measure is An effort to make life worth living for workmen. It
motivates employee to a great extent which leads to organizational growth. It is a major
factor which affects the employee morale.
The main objective of the study is to measure the effect of welfare measure on
morale, level of satisfaction of employees regarding working condition and general
attitude of employee towards the organization.
Certain welfare measures provided by the company like medical facility, credit
facility, canteen facility, infrastructure facility, and certain factors of morale like
motivation. Job satisfaction interrelationships are considered in this study. This was a
descriptive research study. Nearly 50 samples were collected using simple random
sampling method. A questionnaire of 23 questions was prepared and data were collected
from the employees of Hidesign. Appropriate statistical tools were used to analyze the
data.
From the study it is inferred that most of the employees were satisfied with the
welfare measures provided by the company. The employee morale was found to be good
in the company. The effect of welfare measure on employee morale was about 25%.
LIST OF TABLES
TABLE
TITLE PAGE NO.
NO.
5.1 EXPERIENCE OF RESPONDENT 21
5.2 LEVEL OF SATISFACTION OF SAFETY MEASURES 22
5.3 LEVEL OF SATISFACTION OF MEDICAL FACILITY 23
LEVEL OF SATISFACTION OF WORKING
5.4 ENVIRONMENT 24
LEVEL OF SATISFACTION OF RELATIONSHIP
5.5 BETWEEN SUPERVISOR AND WORKER 25
LEVEL OF SATISFACTION OF RELATIONSHIP
5.6 BETWEEN WORKERS 26
5.7 LEVEL OF MOTIVATION GIVEN TO EMPLOYEE 27
5.8 LEVEL OF FREEDOM GIVEN TO THE EMPLOYEES 28
STATUS OF GRIEVANCE HANDLING IN THE
5.9 COMPANY 29
5.10 WORK SATISFACTION LEVEL OF THE EMPLOYEE 30
SATISFACTION OF EMPLOYEES ABOUT WELFARE
5.11 MEASURES 31
ANALYSIS OF OPINION OF RESPONDENTS
REGARDING COMMUNICATION IN WORK PLACE
AND WORK SATISFACTION
5.12.1 (USING CHI-SQUARE) OBSERVED COUNT TABLE 32
5.12.2 EXPECTED COUNT TABLE 32
5.12.3 CHI- SQUARE TABLE 32
ANALYSIS OF OPINION OF RESPONDENTS
REGARDING WELFARE SATISFACTION AND WORK
SATISFACTION (USING CHI-SQUARE) - OBSERVED
5.13.1 COUNT TABLE 34
5.13.2 EXPECTED COUNT TABLE 34
5.13.3 CHI- SQUARE TABLE 34
ANALYSIS OF OPINION OF RESPONDENTS
REGARDING EXPERIENCE OF RESPONDENT AND
WORK SATISFACTION (USING CHI-SQUARE) -
5.14.1 OBSERVED COUNT TABLE 35
5.14.2 EXPECTED COUNT TABLE 35
LIST OF TABLES
Many experts states their opinion about the international trade that it takes place
due to the differences in the comparative cost of production between countries,
differences in the opportunity cost of production of commodities between nations are the
basis for international trade.
The ponds Export limited is established in 1989. The main export product in
Ponds exports limited is shoe and leather export. Its Head Quarters is in Mumbai which
holds super star trading house certificates. The Ponds company activities include many
manufacturing and marketing of leather goods. Its head office is located at Chennai.
Four hundred experienced employees are working in this esteemed company. Ponds
Export limited is giving preferences to sports events. Education and hospital facilities to
the staff and their families.
It is the subsidiary of Hindustan lever limited and situated at Vazhudavoor road
Puducherry.This footwear unit confines self to fusing of shoe soles and eventual finishing
and packing of shoes for export and local markets. Further, the unit is working to develop
the exports as best as possible. The major exports are don e with countries like United
Kingdom, Germany, Europe, Dubai, and United State etc. The various export products
arte children shoes, sandals for both ladies and gents.
1. Factory Manager.
2. Senior Personnel Officer.
3. Production Manager.
4. Merchandising Manager.
5. Product Development Manager.
6. Planning Officer.
7. Purchase officer.
8. Store Officer.
9. Engineering Officer.
10. Quality Assurance Officer and
11. Commercial officer.
Ponds India limited company is famous for its cosmetics products in all over
India. HLL is the market leader for many commodities such as food products, soaps,
detergents, beverages etc all over India. Both Ponds and HLL have merged to make use
of their market leadership in respective areas to avoid unhealthy competition.
Leather division of HLL (Ponds export limited) footwear factory commenced its
production in 1989. it manufactures footwear for prestigious customers overseas and is
an export orient unit.
Conventional formal designs intricate and rich dress shoe and trend setting
casuals are made for both ladies and men. Modern equipment enables them to produce
Moccasin, Strobelled and Flat Lasted shoe Constructions.
REVIEW OF LITERATURE
Absenteeism is related to new values and norms that are developing among the
work force as the result of technological developments. The attitude and the practice of
the management also contribute to Absenteeism.
When an employee works a standard five-day week, one can assume 260 workdays exist
annually. After subtracting 10 days on average for vacation and another 10 days for
federal, state and local holidays, an employer could expect 240 workdays a year per
employee.
Traditional Methods
Managing absenteeism for these 240 days historically has been straightforward.
Work-related injuries were handled pursuant to the state worker's compensation laws.
Other absences were handled under the employer's policies relating to absences or
pursuant to a collective bargaining agreement (CBA). A company's absence policy would
inform employees in advance of the employer's attendance expectations. Most CBAs
would contain provisions relating to attendance expectations.
A typical policy or CBA would provide for a progressive discipline procedure for
unexcused absences. Thus, one such absence would warrant a warning and subsequent
absences might lead to termination. Some employers use a point system for unexcused
absences and others have two absenteeism rules, one for a certain number of unexcused
absences and one for excessive total absences. The key to any system is consistency in
application to avoid wrongful-termination lawsuits, along with working within the proper
leave-designation statutes and regulations.
To study and evaluate the reason how the absenteeism affect organizational
outcomes.
RESEARCH METHODOLOGY
A research design is a plan that specifies the objectives of the study, method to be
adopted in the data collection, tools in data analysis and hypothesis to be framed.
The primary data are collected from the employees of PONDS EXPORT
LIMITED through a direct structured questionnaire.
The sampling technique used in this study is simple random sampling method.
This method is also called as the method of chance selection. Each and every item of
population has equal chance to be included in the sample.
4.4.3 Questionnaire
The questions are arranged logical sequence. The questionnaire consists of a
variety of questions presented to the employees for the response. Dichotomous questions,
multiple choice questions, rating scale questions were used in constructing questionnaire.
To analyze and interpret collected data the following statistical tools were used.
1) Percentage method
2) Weighted average method
3) Chi-square analysis
4) Correlation
WX
XW =
X
Here
Chi-square = (O-E)2
E
The calculated value of chi-square is compared with the table of chi-square for
the given degrees of freedom at the specified level of significance. If the calculated
value is greater than the tabulated value then the difference between the observed
frequency and the expected frequency are significant. the degrees of freedom is (n-2)
where n is number of observed frequencies and in case of contingency table the
degrees of freedom is (C-1) (R-1) where C is number of columns and R is number of
rows.
4.5.4 Correlation
If two variables move in same direction then they are positively correlated.
On the other hand if the two variable move in opposite direction then they are negatively
correlated. It can be calculated as
Cov(x, y) = 1/n x y x y
x = 1/n x2 x 2
y = 1/n y2 y 2
r= Cov(x, y)
x x y
Here,
r = co-efficient of correlation.
CHAPTER- 5
TABLE 5.1
AGE WISE CLASSIFICATION OF RESPONDENTS
Below 30 4 8
30-40 38 76
Above 40 8 16
Total 50 100
Inference:
From the table we can infer that 76% are between 30 -40 years and 8% are
below 30 years.
CHART-5.1
AGE WISE CLASSIFICATION OF RESPONDENTS
100
80
60
Percentage
40
20
0
Below 30 30-40 Above 40
Inference:
From the table we can infer that 58% are working for more than 10 years
and 14% are working for less than 10 years.
CHART-5.2
EXPERIENCE WISE CLASSIFICATION OF RESPONDENT
70
60
Percentage 50
40
30
20
10
0
6-10 11-15 above 15
Inference:
From the table we can infer that 32% of respondent are getting the salary
below 5000 and 56% of respondent are getting between 5000 -6000.
CHART-5.3
INCOME WISE CLASSIFICATION OF RESPONDENT
60
50
40
Percentage
30
20
10
0
below 5000 5k-6k 6k-7k
Respondent Income
TABLE 5.4
JOB SATISFACTION LEVEL OF THE RESPONDENTS
Inference:
From the table we can infer that 86% of respondent are satisfied with the
job and 6% of respondent are dissatisfied.
CHART-5.4
JOB SATISFACTION LEVEL OF THE RESPONDENTS
100
80
60
Percentage
40
20
0
Highly Satisfied Satisfied Nuetral Dissatisfied
Inference:
From the table we can infer that 18% of respondent are satisfied with
the leave days and 30% of respondent are dissatisfied.
CHART-5.5
LEVEL OF SATISFACTION OF RESPONDENTS REGARDING LEAVE DAYS
60
50
40
Percentage
30
20
10
0
satisfied neutral dissatisfied highly dissatisfied
Inference:
From the table we can infer that 14% of respondent feel that stress level is
high and 24% of respondent feel that stress level is low.
CHART-5.6
STATUS OF STRESS LEVEL TO THE RESPONDENT
60
50
40
Percentage
30
20
10
0
Very High High Moderate Low Very Low
Yes 24 48
No 26 52
Total 50 100
Inference:
From the table we can infer that 48% of respondent have health problem
and 26% or respondent do not have any health problem.
CHART-5.7
OPINION OF RESPONDENT ABOUT HEALTH PROBLEMS
60
50
40
Percentage
30
20
10
0
Yes No
Yes 3 6
No 47 94
Total 50 100
Inference:
From the table we can infer that 94% of respondent are not satisfied with
the wage and 6% or respondent are satisfied.
CHART-5.8
LEVEL OF SATISFACTION OF RESPONDENT REGARDING WAGES
100
80
60
Percentage
40
20
0
Yes No
Inference:
From the table it infers that 36% of respondent are satisfied with the fringe
benefits and 28% are dissatisfied.
CHART 5.9
LEVEL OF SATISFACTION OF RESPONDENT ABOUT FRINGE BENEFITS
40
30
20
10
Percent
0
Highly Satisf ied Satisf ied Neutral Dissatisf ied
Inference:
From the table we infer that 80% of the respondents are satisfied with the
leadership.
CHART 5.10
LEVEL OF SATISFACTION OF RESPONDENT ABOUT LEADERSHIP
100
80
60
Percentage
40
20
0
Yes No
Inference:
From the table we infer that 58% of the respondent are absent more in
May August and 18% are absent during Jan- April.
CHART 5.11
PERIOD DURING ABSENTEEISM IS MORE
70
60
50
Percentage
40
30
20
10
0
Jan-April May-August Sep-Dec
Inference:
From the table we infer that 50% of the respondents are absent during A
shift and 44% of respondents are absent during B shift
CHART 5.12
SHIFT DURING ABSENTEEISM IS MORE
60
50
40
Percentage
30
20
10
0
A shift B shift General shift
Observed frequency
TABLE 5.13.1
absenteeism
Jan -April May- August Sep-Dec Total
working
condition
Yes 8 22 10 40
No 1 7 2 10
Total 9 29 12 50
Expected frequency
TABLE 5.13.2
absenteeism
Jan -April May- August Sep-Dec Total
working
condition
Yes 7.2 23.2 9.6 40
No 1.8 5.8 2.4 10
Total 9 29 12 50
Null Hypothesis
O E (O-E) 2 (O-E) 2 /E
8 7.2 0.64 0.08
22 23.2 1.44 0.06
10 9.6 0.16 0.02
1 1.8 0.64 0.35
7 5.8 1.44 0.25
2 2.4 0.16 0.07
Inference:
The calculated value is less than the tabulated value. Therefore H0 is accepted.
There is no association between work condition and absenteeism.
ANALYSIS OF OPINION OF RESPONDENTS REGARDING WORK
CONDITION AND HEALTH PROBLEM
(USING CHI-SQUARE)
Observed frequency
TABLE 5.14.1
Yes 18 6 24
No 22 4 26
Total 40 10 50
Expected frequency
TABLE 5.14.2
Yes No Total
Opinion
Null Hypothesis
O E (O-E) 2 (O-E) 2 /E
18 19.2 1.44 0.07
6 4.8 1.44 0.3
22 20.8 1.44 0.07
4 5.2 1.44 0.28
Inference:
The calculated value is less than the tabulated value. Therefore H0 is accepted.
There is no association between work condition and health problem.
ANALYSIS OF OPINION OF RESPONDENTS REGARDING
LEADERSHIP AND WORK SATISFACTION
(USING CORRELATION)
Observed frequency
TABLE 5.15.1
Opinion
Work satisfaction 40 10 50
Leadership 44 9 50
CORRELATION TABLE
TABLE 5.15.2
X Y X2 Y2 XY
10 9 100 100 90
Cov(x, y) = 1/n x y x y
= 1/2 (1850-625)
= 612
x = 1/n x2 x 2
= 1/2(1700-625)
= 23.7
y = 1/n y2 y 2
= 1/2(2036-625)
= 45.1
Cov(x, y)
r= xXy
= 0.6
Inference:
Observed Count
TABLE 5.16.1
Opinion
Highly Highly
Satisfied neutral Dissatisfied
Satisfied Dissatisfied
Factor
Lighting 3 15 6 2 0
Ventilation 6 35 4 4 1
Cleanliness 5 30 7 2 6
Inference:
From the table it is inferred that employees rank lighting first followed by
ventilation and cleanliness as last.
ANALYSIS OF RANKING GIVEN BY RESDPONDENTS
REGARDING ABSENTEEISM
(USING WEIGHTED AVERAGE METHOD)
Observed Table
TABLE 5.17.1
Ranks
First Second Third Fourth Fifth Sixth Seventh
Factors
Health 29 12 2 3 2 1 1
Family 16 20 5 4 3 1 1
Supervisor 1 2 3 4 15 10 15
Motivation 1 11 8 10 15 3 2
Salary 4 6 9 15 11 2 3
Co- workers 1 2 4 3 1 4 35
Transport 5 4 1 1 1 2 36
Most of the employees are working more than 10 years. Majority of the
employees are between 30 -40 years and others are below 30 years. More than 86% of
the respondents are satisfied with the job.
Most of the employees are not satisfied with the leave days. Most of
respondent feel that stress level is high in the work they do. Nearly 48% of the
respondents have health problem. Majority of the respondents are not satisfied with
the wage.
Most of the employees are not satisfied with the wage level. The company can
increase the salary to make the employee more committed to the organization.
Increase in the pay scale of the employees based on the performance may
motivate them to a higher level.
From the data analysis we infer that stress level in the job is also more. So this
may be reduced to avoid absenteeism.
The workers are not satisfied with the leave days. So the company can
concentrate on the leave days to avoid absenteeism.
The employees are not satisfied with the ESI benefits because of much formality.
CHAPTER VII
CONCLUSION
The company can concentrate on better salary increment and less stress in work to
avoid absenteeism in the organization. The smooth running of the organization is in the
hands of employees. So the employers have to concentrate more on their employees
and their satisfaction. This will reduce the employee absenteeism in the organization.
The companies have to give priority for employees suggestions and opinions.
The organization commitment will reduce absenteeism among employees.
CHAPTER- VIII
The time period of the study is very short, so elaborate study was not made.
Only certain factors are considered in this study to find the cause of absenteeism.
The conclusions and suggestions were formed based on employees spot response.
sample
The study can be done by considering some other factors to find the cause of
absenteeism.
ANNEXURE-1
QUESTIONNAIRE
NAME (OPTIONAL)
1. Grade:
(a) W1 (b) W2 (c) W3 (d) W4
2. Experience in years:
(a) 1-5 Yrs. (b) 5-10 Yrs. (c) 10-15 Yrs. (d) Above 15 Yrs.
3. Age in years:
(a) Below 30 Yrs. (b) 30-40 Yrs. (c) 40-50 Yrs.
4. Qualification:
(a) 8th Std (b) 10th Std (c) 12th Std (d) Degree & Above
7. Marital status:
MARRIED UNMARRIED
8. Size of the family:
(a) 2 (b) 3 (c) 4 (d) 5 (e) Above 5
OPINIONS:
1. Rate your level of Satisfaction in your Job.
(a) Highly Satisfied (b) Satisfied (c) Ok (d) Dissatisfied (e) Highly
Dissatisfied
3. What is your opinion on leave if all kinds (AL, CL, SL) provided by the company.
(a) Highly Satisfied (b) Satisfied (c) Neutral (d) Dissatisfied (e) Highly
Dissatisfied
11. Do you have the habit of taking leave after Salary day?
(a) Yes (b) No
13. Which Quarter of the year you remain absent on the job.
(a) January-April (b) May-August (c) September-December
Highly Highly
Satisfied Neutral Dissatisfied
Satisfied Dissatisfied
Lighting
Ventilation
Cleanliness
RANKING:
17. Rank the following factors which influence you the most to be absenting from the
work. (Most important reason rank 1st & so on)
a) Health Reason
b) Family Problems
c) Poor relationship with Superiors
d) Lack of motivation in the work
e) Insufficient Salary.
f) Poor relationship with Co-Workers
g) Lack of Transport facilities
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