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A STUDY ON EMPLOYEE ABSENTEEISM AT TRANSPORT

CORPORATION, DINDIGUL.

Venkates007@gmail.com

1. INTRODUCTION:

The term absenteeism refers to the failure to attend to work. It is one of the major
problems faced by companies across the globe today. Employees can be absent for a
variety of reasons including sickness, lethargic attitude, family emergencies, too much
workload and stress, monotonous work or a general dissatisfaction with the job.

According to Nelson & Quick (2008) people who are dissatisfied with their jobs are
absent more frequently. They went on to say that the type of dissatisfaction that most
often leads employees to miss work is dissatisfaction with the work itself.
If the person employed is absent for few days then the management has 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 worker’s 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.

2. RESEARCH METHODOLOGY
2.1. OBJECTIVES OF THE STUDY:

1. To find out the level of absenteeism among the workers in the organization.
2. To find out the rate of absenteeism.
3. To give suggestion to reduce absenteeism rate.
4. To determine the difficulties faced by the workers the shift time.
2.2. Research Design:
A research design is the arrangement of conditions for collection and analysis of data in a
manner that aims to combine relevance to the research purposes with economy in
procedure. In this study descriptive research has been used.

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2.3. Source of data:
1. Primary data and 2. Secondary data
Primary Data:
The primary data are those which are collected afresh & for the first time and this happen
to be original in character. Methods used for collecting primary data are:
1. Questionnaire and
2. Personal interview
Secondary Data:

Secondary data are those which have already been collected by some one and also which
has undergone statistical process. Methods used for collecting secondary data are:
1. Books.
2. Company’s past records and form experienced persons.
3. Website
2.4. Sample size:
Selection of few items from the population is called as sample.
Sampling was used for selecting from the total population. 75 employees were taken for
the study.
2.5. Statistical tools used:
Percentage analysis, bar diagram for pictorial representation
2.6 LIMITATIONS OF THE STUDY:

1. Due to time constraints and busy schedules of the workers it was difficult to
interact with them completely.
2. The sample size was limited to 75.
3. The responses may be influenced by personal bias.

3. CAUSES OF ABSENTEEISM:

1. Maladjustment with factory conditions


2. Social and religious ceremonies
3. Unsatisfactory housing conditions
4. Industrial tiredness

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5. Unhealthy working conditions
6. Absence of adequate welfare facilities
7. Alcoholism
8. Indebtedness
9. Improve and Unrealistic personnel policies
10. Inadequate leave facilities
4. FINDINGS:
1. 20% of the employees are dissatisfied with their work.
2. 50% of the employees have an opinion that stress is part of their work life.
3. 43% agree and 27% strongly agree that their work is heavy. From this, it can be
interpreted that the employees are having a hectic work schedule.
4. A total of 70% of the employees feel lonely while working with others.
5. 39% of workers feel bored in their routine work.
6. 42% don’t have time for their personal activities.
7. Health problems seem to be one of the causes of absenteeism for the work.
8. It is also found that 58% of the employees are satisfied with working
environment.
9. It has been found that 40% of the respondents have an opinion that politics have
no impact on the employee absenteeism.
10. 60% of the employees feel that their colleagues did not help them in case of
personal problems.
5. SUGGESTIONS

1. Provide management training


2. promote employee respect and professionalism
3. The management can alter the timings by putting more convenient shifts to satisfy
all the employees.
4. Take employee complaints seriously – sometimes listening is enough.
5. An incentive provides an employee with a boost to their motivation to avoid
unnecessary absenteeism.

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6. Develop an Attendance Policy: An attendance policy allows a manager to
intervene with an employee who is frequently absent.
7. 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.
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 has to achieve its objectives then they should concentrate on the employees.
From the analysis, suggestions are 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.
A STUDY ON EMPLOYEE ABSENTEEISM AT TRANSPORT CORPORATION

Questionnaire:
1. Name (optional) :
2. Age :
a) 21 to 30yrs b) 31 to 40 yrs c) 41to 50 yrs d) Above 50yrs
3. Marital Status :
a) Married b) Unmarried
4. Departments:
a) Welding b) Engineering c) Manufacturing
5. Number of members in the family
a) Three b) four c) five d) Above five
6. Number of working members in the family
a) One b) Two c) Above two
7. Monthly Income
a) 7000-10000 b) 10000-13000 c) 13000-16000 d) Above 16000
8. Experience
a) Below 5 years b) 5-10 years c) 10-20 years d) Above 20 years
9. Are you satisfied with the mode of transport / conveyance?

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a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly dissatisfied
10. What is your opinion about timings?
a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly dissatisfied
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 b) Satisfied c) Neutral d) Dissatisfied e) Highly dissatisfied
13. What is your opinion regarding welfare facilities?
a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly dissatisfied
14. Are you satisfied with the working condition?
a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly dissatisfied
15. How do you feel about the relationship with supervisor?
a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly dissatisfied
16. What is your opinion about relationship with co – workers?
a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly dissatisfied
17. Are you satisfied towards grievance handling procedure?
a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly dissatisfied
18. What is you opinion regarding the satisfaction of job?
a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly dissatisfied
19. Are you satisfied with leave facility?
a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly dissatisfied
20. What is your opinion regarding recruitment procedure?
a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly dissatisfied
21. Are you satisfied with the general opinion of the company?
a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly dissatisfied
22. What is your opinion regarding allowances given by the company?
a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly dissatisfied
23. Did you satisfied with the present working conditions?
a) Yes b) No
24. Whether you need any extra health and hygienic benefits?
a) Yes b) No

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