rough draft of project (repaired) 14-5-2011

7/31/2019 Rough Draft of Project (Repaired) 14-5-2011

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A STUDY ON EMPLOYEE ABSENTEEISM AT RUBCO HUAT

WOODS PVT LTD KANNUR

PROJECT REPORT

Submitted by

JESNA.P

(Register No: 10MB0119)

UNDER THE GUIDANCE OF

Mrs.M. JANAKI RAMA MBA,

FACULTY OF DEPARTMENT OF MANAGEMENT STUDIES

IN PARTIAL FULFILLMENT FOR THE AWARD OF THE DEGREE

MASTER OF BUSINESS ADMINISTRATION

DEPARTMENT OF MANAGEMENT STUDIES

SRIMANAKULAVINAYAGARENGINEERINGCOLLEGE

PONDICHERRYUNIVERSITY

PUDUCHERRY

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SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE

MADAGADIPET, PUDUCHERRY

DEPARTMENT OF MANAGEMENT STUDIES

BONAFIDE CERTIFICATE

This is to certify that the project work entitled A STUDY ON EMPLOYEE

ABSENTEEISM is a bonafide work done by JESNA.P [Register Number: 10MB0119]

in partial fulfillment of the requirement of the award of Master Of Business

Administration by Pondicherry University during the academic year2010-2012

INTERNAL GUIDE HEAD OF

THEDEPARTMENT

Viva-Voice Examination held on ___________

EXTERNAL EXAMINER

1.

2.

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ACKNOWLEDGEMENT

The successful completion ofA STUDY ON EMPLOYEE ABSENTEEISM would not

be complete without mentioning the people who made it possible. I take this privilege to

express a few words of gratitude and respect to all those who helped in the completion of

this project.

First and foremost, I would like to acknowledge my sincere thanks to Mr.

MUHAMAD ZIYAD.A, Administrative cum Personal Manager, RUBCO HUAT

WOODS PVT LTD, KANNUR

I convey my heartiest thanks to Mr. Dr. D. KAILASH MBA., PhD., Head of the

Department, Department of Management Studies for his encouragement, support and

guidance to complete this project work successfully.

I would like to convey my sincere thanks to my internal guide Mrs.JANAKI

RAMA, MBA, Department of Management Studies, SriManakulaVinayagar Engineering

College for her dedicated support and encouragement to complete this project.

Finally I would like to thank my Parents and all my Friends for their valuable

suggestions and help for successful completion of our project.

TABLE OF CONTENTS

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CHAPTERNO:

PARTICULARS PAGE NO:

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1 INTRODUCTION

1.1 RESEARCH BACKGROUND

1.2 COMPANY PROFILE

1.3 THEORETICAL BACKGROUND

1.4 PROBLEM IDENTIFICATION

1.5 NEED FOR THE STUDY 1.6 OBJECTIVES OF THE STUDY

1.7 SCOPE OF THE STUDY

1.8 CHAPTERIZATION

2 LITERATURE SURVEY

2.1 REVIEW OF LITERATURE

3 RESEARCH METHODOLOGY

3.1 RESEARCH DESIGN

3.2 SOURCES OF DATA3.3 POPULATION

3.4 SAMPLE SIZE

3.5 SAMPLING METHOD

3.6 LIMITATIONS

4 ANALYSIS

4.1 TABLES

4.2 CHARTS

4.3 INFERENCE

4.4 STATISTICAL TOOLS

5 CONCLUSION

5.1 SUMMARY OF FINDINGS

5.2 SUGGESTIONS & RECOMMENDATIONS

5.3 CONCLUSIONS

5.4 DIRECTIONS FOR FUTURE RESEARCH

5.5 APPENDIX

QUESTIONNAIRE

BIBILIOGRAPHY

CHAPTER I

INTRODUCTION

1.1 RESEARCH BACKGROUND

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AN INTRODUCTION TO EMPLOYEE ABSENTEEISM:

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

to come to work when properly scheduled to work

Absenteeism is a problem that has multifaceted repercussions and chain of causes and

effect impact. It is an organizational problem that the attendance deviation affects work

schedule and often leading to production loss.it also affects the family income, family

morale and standing of family in the immediate society.

Absence such as the notion of the informal contract, perceived inequity, and withdrawal

from stressful work situation.

According to factories act

Absence is the failure of a worker to report for work where he is scheduled to

work. A worker is to be considered asscheduled to work when the employer has work

available for him and the workers is aware it.

Identifying the magnitude of absenteeism, both authorized and unauthorized absence is

taken into consideration and absenteeism is expressed as follows

Number of mandays lost due to absence

Absenteeism = 100

Number of mandays schedule to wor

--1.1.1 GENERAL SCENERIO OF THE COMPANY

Wood industry in india wiki

1.2 COMPANY PROFILE

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INTRODUCTION:

The Kerala Rubber Co-operative Limited popularly known as RUBCO was founded inthe year 1997 in the coastal town of Kannur in Kerala, has grown into a 180 crore

conglomerate with 10 rubber based industries in various parts of Kerala, the statewhich provides 92% of India's total natural rubber production.

RUBCO HUAT Woods Pvt. Ltd. Is the rubber wood processing and furnituremanufacturing factory of RUBCO set up with financial and technical collaboration

from M/s Long Huat Group Berhard SDN BHD of Malaysia, a well-known name in thefield of rubber wood industry for the last 30 years.

The Rubwood panels produced by RUBCO are the best of its kind in the country. Its

glue joints conform to JAS and DIN standards and can be used for a variety ofwooden applications. The acceptance of ecowood furniture by the international

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market reaffirms the quality of Ecowood.

Colour cream to pale straw colour

Structure very uniform wood structure

Figure cross section shows vague concentricmarkings. which resemble growth rings.

The markings combined with the largevessels visible to the eye gives the timber

an attractive appearance.

Weight density comparable to oak and teak

Strength fairly good binding strength

Shrinkage low shrinkage, comparable to teak

Chemicalcomposition

similar to that of hardwood

RUBCO HUAT WOODS Pvt Ltd established in 1997 was registered under the Indian

companies act1956 and its joint venture concerned with technical and finqancial

collaboration with long huat group berhad of malayisia. It was set up in the year2000 with

a plant capacity of 4000 metric tones per yer and it started commercial production only on

January 2001. Rubco huat woods pvt ltd situated at kinfra small industries park, chonadam

near thalassery, kannur district, kerala.

Rubco huat woods pvt ltd is a world leader in rubber wood furniture.this division

manufactures a wide range of elegant furniture and quality edge glued panels using the

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eco- friendly rubber wood. Rubber wood popularly treated and processed in emerging as

the ideal substitute to rain forest wood ; as it offers same strength, durability and finish sa

the latter and also helps preserve the environment.the products are being exported to UK,

USA , Japan and many other countries across the globe.

Rubco along with the its subsdiaries have revolutionized the functioning of co- operative

sector in the state of kerala. From a single unit company rubco has grown in to Rs.280

crore conglomerates with well diversified operations and market presence extend beyond

the boundaries of kerala and also it is the largest exporter of natural rubber in the country

today.

PRODUCT

The various subsidiaries formed by rubco include rubco huat woods pvt ltd, rubco sales

international ltd and rubco sreekandapuram latex pvt ltd.

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DIRECT UNITS ASSOCIATED COMPANIES

Hawai chappal

Manufacturing factory

RUBCO HUAT WOODS PVT LTD

(Rbber wood furniture division)

Cycle tyre

manufacturing factory

RUBCO sales international ltd

(marketing division of rubco ltd and casual shoe

factory)

Rubberized coir

mattress manufacturing

RUBCO sreekandapuram latex pvt ltd

(crump rubber andlatex)

OBJECTIVES

To promte, establish, maintain and manage the business retailing to

manufacture, purchase and sale of tires for light and heavy commercial

vehicles and tires for two or three wheelers

To promote, establish, maintain and manage the business retailing to

manufacture, purchase and sale of any type of product or products base on

natural or processed rubber or rubber wood

To promote, establish, maintain and manage the business retailing to

manufacture, purchase and sale of any type of machinery, tools , devices,

fertilizers, chemicals etc required for cultivation, growing maintenance,

yielding etc of rubber.

To engage in trading business of natural rubber of different forms and

grades

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COMPANY MILESTONE

9th june, 1997

Registered RUBCO and commenced operations in October

1997

15th October,1997

Commenced procurement of rubber

17th feburary, 1998

Commenced procurement of rubber from farmers through

depots

28th may, 1998

foundation stone laid for foot wear manufacturing factory

and Rubber manufacturing unit at

koothuparamba,valiyavelicham industrial centre.

June-december, 1998

Exported rubber to Singapore & Nepal.

July 1998

RUBCO takes over the reins of sreekandapuram latex(pvt)

ltd.

11th febuary, 1999

Entered into an important agreement on technological

collaboration for the manufacture of ultra light weight

footwear with Hi-Tech setters Malaysia.

2nd march, 1999

Foundation stone laid for P.L.C Factory in

sreekandapuram.

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26th may, 1999

Inauguration of footwear manufacturing unit and

foundation stone laid for cycle tyre manufacturing unit

15th june, 1999

Floated rubco sales international ltd. To professionally

market the products of RUBCO

23rd june, 1999

Signed a significant technical collaboration agreement with

long huat berhad of Malaysia for the processing of rubber

wood and furniture out of that

13th Augest, 1999

RUBCO foot wear hit the market

19th October, 1999

Foundation stone laid for the rubber wood processing and

furniture manufacturing unit

30th October, 1999

Entered into an agreement with M/s tong teik (P) Ltd of

Singapore to export 15000, metric tones of rubber first

time from India.

8th

March , 2000

Entered in to a technical collaboration with pancarwarna

Management consulting service, Malaysia for manufacture

of casual shoes.

6th May, 2000

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Foundation stone laid for Casual shoe project

1st Januvary, 2001

Rubco huat wood furniture factory commenced

commercial production

16th June, 2001

Incorporation of rubco tyres india Pvt Ltd

20th April, 2002

Started activities of coconut complex for the production of

virgin coconut complex for the production of virgin

coconut oil and ancillary products

6th December, 2002

Started RUBCO RUFAS Scheme (collection of natural

Rubber latex from farmers)

20th December, 2002:

Expression of interest submitted to the government of

kerala for setting up a unit for the production of rubber

components for automobiles and railway with a capital

outlay of 20 million USD

23rd January, 2003

Signed MOU with coconut pacific Pty. Ltd. Of Australia

for the production of virgin coconut oil

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Organization chart

14

BOARD OF DIRECTORS

MANAGIN DIRECTOR

GENERAL MANAGER

PURCHASE

OFFICERS

ADMIN CUM

PERSONAL

OFFICER

CHIEF

PRODUCTION

MANAGER

ACCOUNT

S

OFFICER

MANAGEMENT

REPRESENTATIVE

STOREKEEPER

TIMEOFFICER

ACCOUNTS

ASSISTANT

SELECTION

INCHARGE

QC

SUPERVISORS

WORKERS

SUPERVISORS SUPERVISORS

SELECTION

INCHARGE

FURNITURE

SELECTION

INCHARGE

SELECTION

INCHARGE

SAWMILL

MAINTAIN

MANAGER

SALES

SHIPPI

OFFIC

WORKERS WORKERS

ASSISTAN

SALES AN

SHIPPINGOFFICER


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THEORITICAL

BACK ROUND

AbsenteeismDefinition: An employee's deliberate or habitual absence from work

Everybody misses a day of work now and then. But it's a problem when an employeemisses too many days of work. Not showing up for work can cause serious problems when

other employees have to cover for the missing worker or, worse, the work simply doesn't

get done. Here are keys to controlling absenteeism in your growing company:

Definition of absenteeism

Habitual absence from work

Absenteeism is a habitual pattern of absence from a duty or obligation

Absenteeism is defined as a failure of an employee to report to work when or he or

she is scheduled to do so

Martocchio & Jimcno 2003

Absents constistutes a single day of missed work

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Fichman 1984or to maximize personal utility (chelius 1981)

Absence occurs whenever a person chooses to allocate time to activities that

compete with scheduled work either to satisfy the waxing and warning of

underlying motivational rhyths

Gibson , 1966 john 1978

Absenteeism refers to non attendance of employee for scheduled work

Absenteeism is related as failure of employees to report for work when they are scheduled to

work. Employees who are away from work on recognized holidays , vacations, approved leaves

of absence allowed for under the collective agreement provisions would not be includes

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1.5 NEED FOR THE STUDY

The study helps the management to know whether the employees absenteeism

To measure different methods absenteeism of the employees

To reduce absenteeism and many reason are finding

To study the disciplinary action followed by the organization

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PROBLEM IDENTIFICATION

1. In rubco huat woods pvt ltd, employees are absent in the organization

2. In that organization there is lack of salary providing and welfare activities so it has

to improved

3. The lock of incentives the major problem of the organization

4. The organization lacking in managing against the absenteeism so to suggest the

reduce absenteeism

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1.6 OBJECTIVES OF THE STUDY

To study on employee absenteeism at Rubco Huat Wood Pvt. Ltd.

To analyze the reason for absenteeism at Rubco Huat Wood Pvt. Ltd.

To find out employees opinion for reducing absenteeism

To measure the absenteeism and suggest the ways to reduce it

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1.9 CHAPTERIZATION

CHAPTER I

This chapter deals with the research background followed by the general scenario

of Company, company profile, theoretical background, problem identification, need of the

study, objectives of the study, and scope of the study.

CAHPTER II

This chapter deals with the review of literature, which contains the articles and

journals related to Employee-Employer relations.

CHAPTER- III

This chapter deals with research methodology containing research type, research

design, sampling type and explanation about the statistical tool used for analyzing the

data.

CHAPTER- IV

This chapter deals with the data analysis and interpretation using various tools

such as percentage method, ranking method, Correlation and Chi-Square.

CHAPETR-V

This chapter reveals the findings of the study, suggestion and recommendation to the

organization and followed by the conclusion of the study.

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CHAPTER II

LITERATURE SURVEY

2.1 REVIEW OF LITERATURE

Authors FRANCES DAVIES

Abstract

Absenteeism can have an enormous effect on the productivity of an organization.the loss

of productivity due to short/ long term illness, disability is therefore proving to be major

headache for companies

Employee absenteeism as an affective event

Joseph J martocchio and Diana I

Institude of labour and industrial relations,

university of Illiniois at urbana champaign, Il 61820- 6297 USA

Abstract

We consider theoretical and empirical developments in personality, affect and absenteeism

research specifically , we investigate the relationship between these three constructs and

purpose theoretical perspective about the importance of affect in mediating the effect that

personality has on absenteeism. One of our main goals is to look at both positive and

negative consequence of absenteeism.

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Employee absenteeism: A review of the literature

Author: Gibsson 1966Absence behavior is discussed in terms of theories on absence

such as the notion of the informal contract, perceived inequity, and withdrawal from

stressful work situation,dynamic conflict, social exchange, withdrawal non attendance

.

Abstract

The purpose of this paper is to review the literature on employee absenteeism as a form of

withdrawal behavior apart from turnover. Studies examining the psychometric properties

of absence measures are reviewed, along with the relationship between absenteeism and

personal, attitudinal, and organizational variables. Studies exploring the relationship

between absenteeism and turnover are examined according to the unit of analysis studied

in the research. Programmatic efforts to reduce employee absenteeism are also reviewed.

Throughout the paper emphasis is placed on the indices used by investigators to measure

absenteeism, and the problems that have arisen in the literature through the use of multiple

indicators of absenteeism. The review concludes with suggestions for research that are of

both theoretical and practical concern.

Absenteeism and voluntary turn over in central florida hotels : a pilot study

ABRAHAM PIZAM AND STEVEN W. THORNBUSY

Department of hospitality management university of central

PO Box 161400 orlando FL 32816 USA

A pilot study conducted among 62 hotel human resource management (HRM) in central florida

was undertaken for the purpose of investigating the magnitude and underlyining causes of

absenteeism and voluntary turn over. The result indicated that alarge propotion of the human

resource management would not , or could not compute the magnitude of their properties. In the

opinions of them human resource managements the factors that affect employee absenteeismwere mostly work related rather than demographic. On the other hand the factors that affect

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employee voluntary turn over according to the surveys respondents were a combination of work

related and personal characteristics ABSENTEEISM

"Perceived Consequences of Absenteeism"

by Lillie Guinell Morgan and Jeanne Brett Herman

Journal of Applied Psychology Dec. 1976

The study: The authors conducted a detailed statistical study to determine which would bethe best approach to reducing absenteeism in the work place; "the carrot or the stick."

They evaluated factors which they perceived motivated workers to be absent from work

and factors they felt were deterrents to absenteeism.

Conducting the study: Information was collected from sixty blue-collar workers in anautomobile-parts foundry. Workers were asked to rate the importance of motivational and

deterrent factors that influenced their decisions to be absent or not.

Factors that were tested (proposed by the authors) as possibly motivating worker

absenteeism included: break from routine, family activities, personal illness, break fromsupervisor, family illness, time with friends, family functions, personal business, break

from co-workers, transportation, leisure time, house maintenance. Most of the factors

were found to be, to varying degrees, significant in motivating absenteeism except breakfrom supervisor, and time with friends.

The factors that were tested as deterrents to absenteeism included: loss of wages,disciplinary talk, loss of co-workers, work harder, heavier work load, disciplinary time

off, loss of promotion opportunities, loss of job, disciplinary probation, loss of production,and loss of benefits. The most significant of these deterrent factors were found to be:

disciplinary talk, loss of promotional opportunities, and loss of benefits.

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2.2 RESEARCH GAP

The research gap describes the gap that the researcher purpose to fill in the

existing research literature. This then creates an opportunity for the researcher to make a

contribution toward research in the area. The project throws light on absence attitude The

project titled as employee absenteeism

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CHAPTER III

RESEARCH METHODOLOGY

It is purely and simply the framework or a plans for the study that guides the collection

and analysis of data. Research is the scientific way to solve the problem and its

increasingly used to improve market potential. This involves exploring the possible

methods, one by one, and arriving at the best solution, considering the resources at the

disposal of research.

3.1 RESEARCH STEPS

a) Study about Organisation

First, the organization was completely studied through discussions with the

company officials, company brouchers.

b) Setting of Objectives

As per companys requisition, the researcher prepared the main objective and

specific objectives.

c) Instrument-Design(Questionnaire)

A Structured questionnaire was prepared in order to collect the needed information

from the workers RUBCO HUAT WOODS Pvt Ltd Puducherry

d) Main Study

The main study was conducted for 50 employees. The researcher personally met

them and interviewed them with the help of Questionnaire.

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e) Tabulation and Cross tabulation

After the research collected the data, grouped them and then tabulated based on

certain classification to set the hypothesis.

f) Analysis and Interpretation

The Collected data was analyzed through various statistical tools.

g) Findings

From the interviews, the researcher found out the solution for the research

problem.

h) Conclusion

The Researcher concluded from the findings of the study.

i) Suggestion and Recommendation

From the analysis and findings the researcher gave suggestions and

recommendations for the company for its better performance.

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3.2 RESEARCH DESIGN:

According to Kerlinger, Research Design is the plan, structure and

strategy of investigation conceived so as to obtain answers to research

questions and to control variance

A research design is the specification of methods and procedures for acquiring

the information needed. It is the over all operational patterns or framework

of the project that stipulates what information is to be collected from which source bywhat procedures.

Key Issue Options

Research Design - Descriptive Study

Data - Primary and Secondary Data

Research Method - Survey Method

Research Instrument - Questionnaire

There are four types in Research Design:

a) Exploratory of Formulative Study

b) Diagnostic Study

c) Experimental Study

d) Descriptive Study.

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3.3 DESCRIPTIVE STUDY

A Study which wants to portray the characteristics of the group of individual or

situation is known as Descriptive Study.

The main objectives of descriptive study is to known the role clarity among the

employees. A Descriptive study must collect data for a define purpose.

3.4 DATA COLLECTION:

The required data for the project is collected from both the primary and secondary

data.

Both this data are utilized in the project.

3.4.1 PRIMARY DATA

Primary data are measurement that are observed and recorded on a part of an

original study. When the data required for a particular study can be found neither in the

internal records of the enterprise not in published sources it may become necessary to

collect primary data.

3.4.2 SECONDARY DATA

The data which have already been collected and analyzed by someone else is called

secondary data. The secondary data was used mainly to support primary data. Company

profiles, websites, magazines, articles were used widely.

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3.5 SAMPLING PROGRESS:

TOTAL POPULATION:

There are totally 360 employees in the RUBCO HUAT WOODS Pvt. Ltd.,

SAMPLING UNIT:

All Permanent Employees in all the departments of RUBCO HUAT WOODS Pvt. Ltd.,

Kannur

DURATION:

Two month duration

TYPES OF SAMPLING

Type of sampling used in this survey was convenience sampling. In this

method,the sampling units chosen for total workers of equal to all grades and

equal to major departments.

SAMPLE SIZE DETERMINATION:

This sample size was determined as 60.

3.6 LIMITATION OF THE STUDY

The statistical tools used for the study have their own limitations.

Since the time duration is short it was not enough to conduct elaborate study.

The responses given by the selected respondents may be subjected to bias.

Time and resource constraints.

3.7 TOOLS FOR ANALYSIS:

Percentage method

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Weighted average method

Chi-square test

3.7.1 PERCENTAGE METHOD:

In this project Percentage method test was used. The percentage method is used to

know the accurate percentages of the data we took, it is easy to graph out through the

percentages. The following are the formula:

No. of respondent

Percentage of Respondent= 100

Total no. of Respondent

From the above formula, we can get percentages of the data given by the respondents.

3.7 .2.WEIGHTED AVERAGE METHOD

Weighted average method is used to find the ranks that are given by the respondents

with regard to the different issues made by the time office. The formulae that is used to

calculate rank using weighted average method is :

CW= WX/X

Where,

CW = Calculated Weight

W = Weight given to the variable

X = Value of the variable

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3.7.3 CHI-SQUARE TEST:

The chi-square is one of the most widely used non-parametric tests in statistical work. The

Chi-Square was first used by Karl Pearson in the year 1900.

It is defined as

Chi-square test is applicable to a very large number of problems in practice. With

the help of this test we can find out whether two or more attributes are associated or not.

This is non-parametric test used for testing hypothesis. Chi-Square test aims at

determining whether there is any significant difference exits among the group of data of

whether the difference is due to sampling. Chi-Square test depends upon the degree of

freedom involved.

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CHAPTER IV

DATA ANALYSIS AND INTREPRETATION

Data Analysis and Interpretation is one of the most important part in all project study.

After a very brief description the background of the company in which the research was carried

out and the sample, we will discuss the analysis done to obtain a feel for the data, establish

reliability and test each hypothesis. In Data Analysis we have nearly three objectives: getting a

feel for data, testing the goodness of data, and testing the hypothesis is developed for the research.

Interpretation refers to the task of drawing inferences from the collected facts after an

analytical and experimental study. In fact, it is a search for broader meaning of research findings.

The task of interpretation has two major aspects:

(1) the effort to establish continuity in research through linking the results of a given

study with those of another, and

(2) the establishment of some explanatory concepts.

Interpretation is essential for the simple reason that the usefulness and utility of research

findings lie in proper interpretation.

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In this study, data analysis is mainly done using three important statistical tools like

percentage method, weighted average method, chi-square and ranking method for testing

the reliability and accuracy of the collected data. Each and every analysis of data is

interpreted by drawing an inference for clear and easy understanding to the readers

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ANALYSIS USING PERCENTAGE METHOD

4.1 PERSONAL DETAILS OF EXECUTIVES

AGE LIMIT OF THE EMPLOYEES

TABLE NO: 4.1.1

S.NO: AGENO: OF

RESPONDENTSPERCENT

AGE

1 BELOW 25 11 22

2 25-30 16 32

3 30-35 9 18

4 35-40 10 20

5 40 ABOVE 4 8

6 TOTAL 50 100

SOURCE:PRIMARYDATA

INFERENCE:

It is inferred from the above table that the majority of respondents (32%) are in the age

group of 25-30 yrs, 22% of the respondents are 25 below .

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DESIGNATION OF RESPONDENT

TABLE NO: 4.1.4

S.NO

DESIGNATION

NO: OFRESPONDENTS

PERCENTAGE

1 SUPERVISOR 5 10

2 FOREMAN 10 20

3 CARPENTER 15 30

4 WORKER 20 40

5 TOTAL 50 100

SOURCE: PRIMARY DATA

INFERENCE:

It is inferred from the above table that 40% of the respondents worker, 30% of

the respondents of carpender, 20% of the respondents foreman and 10% of the

respondents of the superv

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INCOME LEVEL OF THE EMPLOYEES

TABLE NO: 4.1.6

S.NO: MONTHLY INCOMENO: OF

RESPONDENTSPERCENT

AGE

1 4000-7000 18 36

2 7000-10000 23 46

3 10000-13000 4 8

4 13000-16000 4 8

5 16000&Above 1 2

6 TOTAL 50 100


INFERENCE:

From the above table it is inferred that the 46% of the employees income level is

7000-10000, 36% of the employees income ranges from 4000-7000, 8% of the employees

income ranges from 10000-15000 and13000-16000, 2% employees income ranges from

16000&above and 2% employees income ranges from Above 16000.

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EDUCATION QUALIFICATION

TABLE NO: 4.1.4

EDUCATIONAL

QUALIFICATION

NO: OF

RESPONDENTS

PERCENT

AGEBELOW SSLC 11 22

SSLC 21 42

ITT/DIPLOMA 9 18

UG 5 10

PG 4 8

TOTAL 50 100


INFERENCE:

.

The table above infers that 42% of the respondents were SSLC Qualificatio,

22% of the respondents of below SSLC

WORK EXPERIENCE OF EMPLOYEES

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TABLE NO: 4.17


S.NO: WORK EXPERIENCENO: OF

RESPONDENTSPERCENT

AGE

1 1-3 YEARS 12 242 4-6 YEARS 15 30

3 7-9 YEARS 16 32

4 ABOVE 12 YEARS 7 14

5 TOTAL 50 100

It is inferred, from the above table that majority (32%) of the respondents experience is 7-

9years, 30% of respondents have an experience of 4-6 years, 24% of respondents have an

experience of 1-3yrs and 14% of respondents have an experience of above 12 years

MARITAL STATUS

TABLE NO: 4.1.3

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S.NO: MARITAL STATUSNO: OF

RESPONDENTSPERCENT

AGE

1 MARRIED 19 382 UNMARRIED 31 62

3 TOTAL 50 100


INFERENCE:

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

the respondents are married.

GENDER

TABLE NO: 4.1.2

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S.NO: GENDER

NO: OF

RESPONDENTS

PERCENT

AGE1 MALE 50 100

2 FEMALE 0 0

3 TOTAL 50 100

INFERENCE:

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

respondents.

NUMBER OF DAYS ABSENT IN PAST MONTH

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TABLE NO: 4.2.2


INFERENCE:

It is inferred, from the above table that majority (42%) of respondents were absent in 6-10

days of last month , 36% of respondents were absent in 1-5 days ,10% of respondents

were absent in 4-6 days, and 8% of respondents were not absent in last month

LEAVE FACILITIES

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TABLE NO:


S.NO: OPTIONS

NO: OF

RESPONDENTS

PERCENTA

GE

1 CASUAL LEAVE 10 20

2 MEDICAL LEAVE 27 54

3 EARNED LEAVE 13 26

4 TOTAL 50 100


INFERENCE:

From the above table it is inferred that 54% of the majority employees taking

casual leave

REASONS FOR ABSENT

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TABLE NO: 4.3

S.NO: OPTIONS

NO: OF

RESPONDENTS

PERCENTAGE

(%)

1 FINANCIAL PROBLEM 22 442 HEALTH PROBLEM 13 26

3 EMPLOYEE CONFLICT 2 4

4 WORKING CONDITION 9 18

5 SOCIAL ENVIRONMENT 4 8

6 TOTAL 50 100

SOURCE:PRIMARYDATA PRIMARY

INFERENCE:

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

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

DUE TO ABSENT IN TRANSPORT PROBLEM IN MONTH

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TABLE NO: 4.3.1

SOURCE:PRIMARYDATA

INFERENCE:

From the above table it is inferred that 62% of the employees none due to absent

for transport problem and some emloyees absent 30%, minimum absent 8% of

employees in monthly twice

DISTANCE FROM RESIDENCE KILOMETERS

TABLE NO: 4.3.1

S.NO

: OPTIONS

NO: OF

RESPONDENTS

PERCENTAGE

(%)

1 BELOW 2 KM 1 2

48

S.NO: OPTIONS

NO: OF

RESPONDENTS

PERCENTAGE

(%)

1 WEEKLY 0 0

2 MONTHLY 15 30

3 MONTHLY TWICE 4 8

4 MONTHLY THRICE 0 0

5 NONE 31 62

6 TOTAL 50 100


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2 2-5 KM 4 8

3 5-7 KM 6 12

4 7-10 KM 25 50

5 10& ABOVE 14 28

6 TOTAL 50 100

INFERENCE:

From the above table it is inferred that maximum50% respondents distance kilometers 7-

10 KM

SATISFICATION LEVEL OF SALARY

TABLE NO: 4.4

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S.NO: OPTIONS SALARY

PERCENTA

GE

1 HIGHLY SATISFIED 6 12

2 SATISFIED 4 8

3 NEUTRAL 13 26

4 DIS SATISFIED 18 36

5 HIGHLY DISSATISFIED 9 18

6 TOTAL 50 100

SOURCE:PRIMARYDATA

INFERENCE:

It is inferred from the above table that satisfication level 36% of the employees said they

are highly satisfied, 26% of the employees said neutral, 18% of the employees said highly

dis satisfied and 12% of the employees are said satisfied and 8% of the employees highly

dissatisfied

SATISFICATION LEVEL OF LEAVE FACILITIES

TABLE NO: 4.4

S.NO: OPTIONS

LEAVE

FACILITIES

PERCENTA

GE

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1 HIGHLY SATISFIED 12 24

2 SATISFIED 16 32

3 NEUTRAL 18 36

4 DIS SATISFIED 4 8

5 HIGHLY DISSATISFIED 0 06 TOTAL 50 100

INFERENCE:

It is inferred from the above table that satisfication level 36% of the employees said they

are neutral, 32% of the employees said satiesfied, 24% of the employees said highly

satisfied and 12% of the employees are said satisfied and 8% of the employees highly

dissatisfied

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DISSATISFICATION OF SAME WORK

TABLE NO: 4.4

S.NO: OPTIONS

NO: OF

RESPONDENTS PERCENTAGE

1 STROGLY AGREE 1 2

2 AGREE 4 8

3 NEUTRAL 7 14

4 DIS AGREE 9 18

5 STROGLY DISAGREE 29 58

6 TOTAL 50 100

INFERENCE:

From the above table it is inferred that 58% of employees strongly disagree the

dissatisfication by doing same work

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PROCEDURE IN ORGANIZATION FOR TAKING LEAVE

TABLE NO: 4.4

S.NO: OPTIONS

NO: OF


1 BEFORE LEAVE 21 42

2 AFTER LEAVE 18 36

3 PRIOR PERMISSION 11 22

4 DID NOT CARE LEAVE 0 0

5 TOTAL 50 100

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SHIFT IS MORE COMFORTABLE

TABLE NO: 4.4

S.NO: OPTIONS

NO: OF


1 MORNING SHIFT 23 46

2 AFTER NOON SHIFT 18 36

3 NIGHT SHIFT 9 18

4 TOTAL 50 100

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RELATIONSHIP WITH CO-WORKERS

TABLE NO: 4.4

S.NO: OPTIONSNO: OF


1 FRIENDLY 13 26

2 SMOOTHLY 7 14

3 FRIENDLY&SMOOTHLY 30 60

4 STRANGE 0 0

5 NONE 0 0

6 TOTAL 50 100

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RELATIONSHIP WITH SUPERIOR

TABLE NO: 4.4

S.NO: OPTIONS

NO: OF


1 VERY STRICT 11 22

2 STRICT 9 18

3 CASUAL 17 34

4 STRICT & CASUAL 13 26

5 LOOSE REIN 0 0

6 TOTAL 50 100

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FACTORS TO IDENTIFY THE ABSENTS

(USING WEIGHTED AVERAGE METHOD)

INFERENCE:

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

organization

57

RANK WEIGHT MARRIAGE FESTIVAL DEATHTOUR

PROGRAMJOB

STRESSLOCK OF

INCENTIVES TRANSPORTATIO

X1 W X1 WX1 X2 WX2 X3 WX3 X4 WX4 X5 WX5 X6 WX6 X7 WX7

N NONE 5 10 50 19 95 9 45 16 80 24 120 13 65 6 30< 5 4 18 164 21 12 25 100 14 56 22 88

24 96 18 725-10

days3 9 12 7 15 6 18 9 27 4 12

9 27 19 5710-15days

2 3 10 0 0 5 10 4 8 0 04 8 7 14

15-20

days1 0 1 3 0 5 5 7 7 0 0

0 0 0 0TOTAL 50 187 50 122 50 178 50 150 50 220 50 196 50 173AVERA

GE

3.74 2.44 3.56 3 4.4 3.92 3.46RANK

3 7 4 6 1 2 5


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OPINION OF RESPONDENT RANK

Job stress 1

Lock of incentives 2

marriage 3

Death 4

Transportation 5

Tour program 6

festival 7

CHI SQUARE ANALYSIS X2

HO : there is no significant difference in disciplinary action

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Ha:there is significant difference in disciplinary action

LEVEL OF SIGNIFICANCE

Alevel of 0.01 was choosen for the test

THE TEST

Chi square test used appropriate for this analysis as the data is nominally scaled and

the test is done for the dependence/ independence of variable. The value of the chi square

is computed with the formula:

Chi square = (O ij Eij)2 /Eij

Where Oij = observed frequency ; Eij = Expected

frequency

ANALYSIS OF OPINION OF RESPONDENT REGARDING DISCIPLINARY

ACTION

TABLE NO: 4.4

S.NO: OPTIONS

NO:OF

RESONDENTS

1 ORAL WARNING 7

2 WRITTEN WARNING 34

3 MEMO 2

4 SUSPENSION 25 DEMOTION 5

6 TOTAL 50

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CHI SQUARE TABLE TABLE

TABLE

S.NO: O E (O-E)

[(O-E)*(O-

E)]/E1 7 10 -3 0.9

2 34 10 24 57.6

3 2 10 -8 6.4

4 2 10 -8 6.4

5 5 10 -5 2.5

TOTAL 50 73.8

Chi square = (O ij Eij)2 /Eij

= 73.8

The degree of freedom is 5

The table value as per the above df and the level of significant is 13.277

The chi- square value is 73.8

Result:

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

RANK ADOPAT THE STRATEGY FOR ABSENTEEISM

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(USING WEIGHTED AVERAGE METHOD)

TABLE :

RANK WEIGHT

GOOD

WORKING

C0NDITION

INCREASE

WAGES

REST

PAUSE

LEAVE

FACILITIES

CRITICAL

LEAVES SUPERIOR

X1 W X1 WX1 X2 WX2 X3 WX3 X4 WX4 X5 WX5 X6 WX6

1 7

20 140 21 147 7 49 3 21 1 7

1 7

2 6

15 90 18 108 9 54 4 24 1 6

3 18

3

5 6 30 3 15 2 10 3 15 11 557 35

4

4 3 12 2 8 4 16 9 36 4 16

4 16

5

3 2 6 3 9 8 24 3 9 10 30

2 6

6

2 2 4 2 4 9 18 10 20 13 265 10

7

1 2 2 1 1 11 11 18 18 10 1028 28

TOTAL 50 284 50 292 50 182 50 143 50 15050 120

AVERAGE

5.68 5.84 3.64 2.86 3 2.4

RANK 2 1 3 6 5 7

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S

rough draft of project (repaired) 14-5-2011

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