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1.1CARGO MOTORS PVT LIMITED

1.1.1 Cargo MotorsPvt. Limited, (CMPL) was established by late Shri Y.P. Nanda, founder Chairman & Managing Director. He started his career in the Automobile Industry around 1948 and in 1959 seeing his enterprising abilities Telco awarded a Dealership to the Company for Sales and Service of Tata Vehicles, for the remote area of Kutch at Gandhidham in Gujarat and presently enjoys the honour of one of the prestigious and leading Telco commercial vehicles and passenger car dealer. Cargo Motors Pvt. Limited, (CMPL) has been associated with Tata Motors for the last fifty years. We commenced operations selling commercial vehicles in the Kutch region of Gujarat after our Founding Chairman was awarded the dealership in 1959. Since then we have expanded our territories into Punjab and Rajasthan and have a state-wide presence in Gujarat. We are the largest selling dealer for Tata commercial vehicles and have also diversified into passenger cars and construction equipment. To support our existing main business of car dealership, Cargo Logistics was set up as a venture into the car transportation business to maintain our leadership in selling maximum numbers of Telco cars with focus on enhanced customer service with uninterrupted supply chain. To leverage on the growing Indian economy and development of infrastructure, Cargo Motors has added a new wing to its services Integrated Transportation & Logistics Solution: to focus on the demands and needs of the customer. The company is also involved with Chassis Transportation Ex. Pune & Ex. Tata Nagar. We are authorized transporters for TATA Motors, Honda, The Vardhman Group, etc. The New Wing is currently engaged in transportation of automobiles & also providing complete logistics solutions across India for its prestigious customers. It has always moved ahead with the paramount objective to organize and streamline cargo transportation industry in India. We value our clientele and always aim to provide world-class service and customer satisfaction. Cargo Construction Pvt. Ltd. was set up in 2005 and is the division dealing in TELCON Construction equipment and spares. We are authorized dealers for TELCONs full range of products based in Delhi and The NCR. The Cargo Group has also recently entered into the Hospitality sector in consortium with our sister concern, Bharat Hotels Pvt. Ltd. We plan on opening a string of Business Hotels in the major cities of Gujarat and Punjab in the next five years.

The Cargo Group is visualizing to achieve the highest customer satisfaction & delight. Vision Mission To be a customer-oriented, multi-technology, multi-specialist transport system in Indian and International markets, with a proven commitment to excellence in every facet of activity, and the pursuit of value-based policies to satisfy the aspirations of society, customers, vendors, employees and the entire Automobile and Transport Industry. Quality Policy To achieve customer satisfaction by providing reliable cargo transportation services through human resource development, technological up gradation, adherence to professional ethics and quality operational systems. Our Value System To be a learning and growing company. To be positive for attaining global standard in the quality of services we offer. To have mutual trust, respect, open communication and transparency of action in all spheres of activity. To be a responsible, environment-friendly company and adopt latest technologies available to reduce our Carbon Footprint. To be a truly World-Class company.

Board of Directors We are a professionally managed Company; where all the Directors take active part in Day to Day Business / Operations leading a team of Professional Managers & Personnel, with a view to achieve the goals and targets set by Principals. For Cargo Motors Private Limited, future is always not only challanging but also promising and exciting too. The Company is set to achieve new Horizons in its mission once the strategic growth plans are put into operation.

The following are the Directors of the Company. Mrs.RajKumariNanda,Chairperson& Managing Director. Mr.VimalGujral, Executive Director. Mrs.Anita Nanda, Director. Ms.Devki Nanda, Director. Mr.Pravesh Nanda, Director. Mr.Aditya Nanda, Executive Director. Mr.Jayant Nanda, Director.

WhyCargo??? Incorporated in 1959, CARGO MOTORS PRIVATE LIMITED is one of the leading Dealers for all range of TATA vehicles in the Country with an impressive consistent performance record for the past several decades. Under the able guidance of Founder-Chairman Late ShriY.P.Nanda, Cargo Motors Private Limited has achieved phenomenal growth in all areas of its operations. This spirit and dedication is still carried with perseverance. Our presence in Kutch is more than four decades old and name of our Company is known in each and every City, Town and Village of the District. Cargo Motors is also having the main Dealership of Tata Vehicles at Ahmedabad, Gandhidham,Baroda and Jamnagar covering the Districts of Ahmedabad, Kutch, Gandhinagar, Baroda, Panchmahal, Dahod, Sabarkantha, Mehsana, Patan,

Banaskantha, and Jamnagar in the State of Gujarat as well as Sales out-lets at Bhuj, Mehsana, Palanpur, Himatnagar and Godhra. and are also Dealers for M/s.Tata Motors Limited in the State of Punjab for the Districts of Jalandhar, Kapurthala, Amritsar, Nawanshahr and Gurdaspur. The Company is also having Dealership of Honda Motorcycle & Scooters (India) Pvt. Ltd., (HMSI) in Gandhidham (Gujarat). Today with a 1765 people strong family, Cargo Motors has become one of the most sought after Transportation & Logistics companies in India. The fact is well endorsed by the customers nationally. With a fleet of more than 270 vehicles including trucks, trailers, 32ft containers & LCVs and with a network of warehouses in major cities in

India, Cargo Motors offers a truly integrated bouquet of total Logistics Services to its customers. We have our Construction equipment division dealing in the TELCON construction equipments& spares. We are also into hospitality industries with our own hotels & resorts. Cargo Motors has a quality policy in place which ensures that each member of the Cargo Motor family complies with the set quality norms. All the processes that we undertake have an internal quality standard. Even our drivers are ensured to be compliant with the norms set forth for safety, security and quality. The processes are thoroughly monitored and regularly audited.

NETWORKS

CLIENTS

Cargo Motors Markets & Customers Cargo Motors has been servicing more than 550 districts out of the total 602 districts in India. The network is ever growing. Industry segments that Cargo Motors caters to right now are: Automobile Textile & Fashion Engineering & Manufacturing Pharmaceuticals & Chemicals ITProjects Audio, Video & telecom Public

1.2 INTRODUCTION TO ABSENTEEISM The regularity and stability of the labour force plays an important role in the prosperity and development of an industrial unit. The co-operation of workers is essential for the good health of any organization become a major problem for the management. The exist of workers or their absence from work disturbs production schedule. Any make shift arrangement for absent workers will be a costly affair for the enterprise. Statistical data have proved that the loss on account of absenteeism is more than of industrial disputes or any other problem. Thus the problem of absenteeism is more serious threat than any other industrial problem.

Absenteeism is not the problem of underdeveloped countries only but it is a universal phenomenon. It varies from 7% to 30% but in extreme cases it goes upto even 40%. The degree of absenteeism may differ from place to place, occupations and industries as compared to other. Even in a particular industry, the degree of absenteeism may vary in different departments.

MEANING AND DEFINITIONS Absenteeism means a condition where a worker keeps himself away from the work without any notice. Absenteeism has been vigorously defined by different authorities:

1. According to Labour Bureau Simia Absenteeism is the total manshift lost because of absence as a percentage as of the total number of manshift schedule to work. 2. According to Websters Dictionary Absenteeism is the practice or habit of being an absence and an absenter is one who habitually stay away.

In other it signifies the absence of employees from work when he schedule to be at work. It is un-authorised, un-emplained avoidable and evilful absence from week. An employee is considered schedule to work when the employer has kept the work ready for him and the worker is aware of it but still does of report for duty. An employee may stay away from work if he has taken leave to which he is entitled or on the ground of stickiness or some accident. Thus absence may be authorized or unauthorized evilfull or caused by circumstances beyond ones control. Seligman says that absenteeism is the time lost in industrial establishment by avoidable or unavoidable absence of employees. Absence of a worker on account of strike or lockout or lay off, that is involuntary absence, is not considered as absence for the purpose of absenteeism. It may be noted here that no uniform definition of absenteeism prevails. The labour Investigation Committee has, therefore, suggested that a statistical agency whether sponsored by the Govt. or a Private body should ensure that employee maintain figures on the basis of precise and uniform definition.

1.2.1 ABSENTEEISM RATE Absenteeism is measured in the form of rate absenteeism. For calculating to rate of absenteeism two factors are taken into consideration: 1. The number of persons scheduled to work. 2. The number of workers actually present. Thus rate of absenteeism during a particular to the total of corresponding Mondays. The rate can be calculated through an noted formula as under: Rate of Absenteeism = Mondays lost during a certain period x 100 Total Mondays during the period

PECULLIAR FEATURES OF ABSENTEEISM The rate of absenteeism is lower on per day. The absenteeism is high among workers of less than 25 years and above 40 years. The reasons of absenteeism amongst youngsters is due careless attitude whereas old people may not be able to continue with strenuous work. The absenteeism is more in night shifts than in day shifts. In India, absenteeism is highest in April-May and September-October months due to harvesting and sowing seasons. Industrial workers temporarily shift to agriculture work during these months. In coal an mica mines industry the absenteeism rate is high because of rising and ordeal nature of job.

1.2.2 CAUSES OF ABSENTEEISM Absenteeism is a serious problem of an industry. In order to achieve the organizational objectives, it becomes necessary that the problem of absenteeism should be minimized. In order to minimize this problem, it becomes necessary to determine its causes following are the important causes:-

1.

Unhealthy working conditions : If working conditions are not good then workers frequently absent themselves from work, heat, moisture, noise, bad lighting, dust, overcrowding affect workers health causing them to remain absent for longer periods.

2.

Mal adjustment at work place: Workers, sometimes, do not adjust to the situation prevailing at work place. Workers coming from rural to urban areas do not adjust at those places. The congestion, insanitation, fast life at urban areas is not to the liking of village work. They frequently go back to village after absenting from work.

3.

Industrial fatigue: Fatigue is also an important cause of absenteeism. To earn more wages, workers may do overtimes or may work at a higher speed. They may not be able to face additional burden and fell ill leading to long absenteeism.

4.

Personal Reasons: A worker may be absent due to personal reasons also. These reasons may be illness, family problems, education, lack of interest in the work etc.

5.

Social and Religious Ceremonies: Social and religious ceremonies are a major cause for absenteeism. These functions divert the attention for workers and they spend too much times on there activities. Some studies have shown that rate of absenteeism has been higher awing festival periods as compared to other periods.

6.

Lack of Satisfaction: If the worked are not satisfied with their job. They will not be regular and punctual. Dissatisfaction reasons such as work below his status and work above his status.

7.

Alcoholism: The habit of alcoholism is very common among workers. They want to forget their domestic worries by drinking alcohol. Drinking becomes their habit and it hangover on the next day compels them to absent from work.

8.

Economic Causes: Another important reason of absenteeism may be economic. The workers may not satisfied with the remuneration they are getting or they may not be satisfied with the opportunities of growth and development.

9.

Absence or Inadequate welfare facilities: There may be inadequate facilities for drinking water, sanitation, canteen, rest rooms, crches etc. Workers feel inconvenience at work. They go back to their homes for having some rest.

10.

Inadequate leave facilities: The workers do not get proper leave facilities for attending to family work. Since they are entitled for limited number of leaves. They do not go to work whenever they have to attend to family needs.

11.

Age : Absenteeism is higher among teenagers and old person. Teachers are casual in their work and old people exhausted after continuos work.

12.

Additional source of Income: This is also another reasons of absenteeism. Worked may absent from their job because they may have additional source of income like agriculture.

13.

Effect of Night Shifts: This is also another reason for absenteeism of the workers.

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1.2.3 CONSEQUENCES OF ABSENTEEISM Absenteeism is a serious problem of the industrial world of today. It affects both the employees and the employers adversely. Important consequences of absenteeism may be as follows:-

1.

Absenteeism stop the entire process of production. It stops the machine and hampers smooth flow of work.

2.

The rate of production and the productivity remains low. The production targets are upset.

3.

As a result of loss production, the cost of production increases, it results in the reduced margin of the profit of the industry.

4.

As a result of selling price of the commodity is to do increased. If the customer have to pay more for the commodity.

5.

Frequent absenteeism of the workers decreases their working efficiency also. It also reduces their interest in the work.

6.

Due to absenteeism of regular workers, the industry has too depend upon casual or sun-standard employees, it causes many problems in itself such as breakdown of efficiency, low quality of production, wastages of raw material etc.

7.

Frequent absenteeism of workers effects the economy of the workers. It reduces their incomes.

8.

High rate of absenteeism is also a reason of absenteeism is also a reason of indiscipline among the workers enterprise gets itself enable to meet the

demand of market in full and it causes delay in the supply of the valuable customers.

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The adverse effect of absenteeism may be summarized and illustrated with the help of the diagram given as follows:-

CIRCLE OF THE CONSEQUENCES OF ABSENTEEISM

Company (Low Production Low Profit)

Workers (Low Income)

Government (Less Revenue)

Shareholders (Less Dividend)

ABSENTEEISM

Raw Material Suppliers (Less Order)

Society (Less Verities of Goods & Services)

Competitions (Unhealthy Practices)

Consumer (High Price Low Satisfaction)

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1.2.4 MEASURES FOR CONTROL OF ABSENTEEISM

Absenteeism is a serious problem because it involves additional expenses. No single measure can help in controlling this problem. There should be a combination of measures to control this problem. Some of the measures are as follows: 1. Provisional of healthful and hygenic working conditions:Bad working conditions is the main cause of absenteeism. The worker should be provided with proper and healthy working conditions. There should be a provision of drinking water, canteen, rest places etc. So that workers do not fell tired at work place. 2. Proper selection Procedure: Absenteeism may also result if there is no proper recruitment and selection. When the workers are not well suited for the jobs then they will try to absent themselves. These should be aptitude, training, and intelligence test for finding out the suitability of persons for the jobs they are being selected. When the jobs are suitable for the worker then he will enjoy work on it and will not think of absenting himself. 3. Prevention of Accidents: There should be proper safety measures in the factory. The workers should be educated for properly using machines and precautions to be taken on the occurrences of some accident. 4. Provision of reasonable wages and allowances and job security for workers: The wage rates should be fixed by taking into account the requirement of workers. The wages should be sufficient to enable workers in maintaining a reasonable standard of living. Therefore the management should pay reasonable wages and allowances, taking into account the level of wages prevailing in different units of the same industry in same area. The allowances should include old age allowance, length of service allowance special job allowance, housing allowance etc. So that worker may have and know security of employment. 5. Proper grievance settlement:There should be a proper grievance settlement machinery for the worked. Sometimes there is a feeling among workers that their problems are not properly looked into and out frustration they start absenting from duty. When there is a grievance setting machinery then the causes of discontentment can be removed at the earliest.

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6.

Cordial Relations between supervisors and workers: The strained relations between supervisors and workers may also prompt absenteeism. The supervisors should have co-operative attitude towards workers. They should motivate workers for improving their performance and should not indulge in frequent criticism.

7.

Maintaining Discipline: There should be well defined rules and regulations for work. The employees should not be allowed to violate regulations. There should be properly followed. If some workers are in the habit of coming late or frequently absent from duty then strict action should be taken against then.

8.

Liberal grant of leave: The strict attitude of management in granting leaves and holidays may also bad to absenteeism. Then there is pressing needs for leave and management is not responsive. Then workers may try to get E.S.I. leaves or half pay, where they are entitled upto 56 days leave in a year. So management should be liberal in granting leave when workers have genuine problems.

9.

Motivation of workers:The management should recognize the needs of workers offer those adequate and cheap housing facilities, free or subsidized food, and free medical aid and transportation facilities. Free education facilities for their childrens and other monetary and non-monetary benefits.

1.2.5 ABSENTEEISM, WORRY OF HOUR IN CARGO MOTORS Absenteeism is a habitual pattern of absence from a duty or obligation. As we know that higher the percentage of absenteeism more it is harmful for the organization and there is need for immediate action to reduce the percentage of absenteeism. Because in an organization human kings are the main factor of production. And in Cargo Motors if the workers are absent from duty, it hinders the smooth running of the organization and also effects the reputation of an organization. So, in cargo motors need to take steps in order to solve the problems. A situation aroused during my training that the supervisor was absent and all worker were not working properly and on other day when three experienced worker were absent some worker were not working properly on reason that the experienced worker are absent today and only they know how to tackle such problem. But such situations not only harmed the reputation of CARGO but also the customer who require their vehicle urgent.

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So, the CARGO motors should hire some more professionals so that such situation is not faced by them again and a strict action should be taken against such workers who take casual leave without any just reason.

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Absenteeism a problem that create hindrance in the work of organisation. It creates a gap in the work.It is a serious problem in the industry.In order to achieve the organisational goals the problem of absenteeism should be minimised. After conducting study on Absenteeism in Cargo Motors, following are the literature reviews: Garrison & Muchinsky (1979) measured by employing the frequency definition. This measure was selected because of its popularity in published research and its psychometric efficacy in comparison to other operational definitions of absenteeism especially in terms of reliability and normal distribution. Absenteeism was therefore defined in terms of the total number of periods an employee was absent in a given year, regardless of the length of each absence. The absenteeism measure has a range of 0 (no absence) to 75 (upper limit); the observed mean was 8 with a standard deviation of 7. All absenteeism data were collected for the year 1979. The zero-order correlation between absenteeism and qualitative performance was -017. Sharma (1983) proposed that the hot cats' ' absenteeism relates to active avoidance whereas the cool dogs'' absenteeism relates to passive avoidance. Such explanation considers simultaneously the presence of a competitive hard-driving trait along with an internal locus of control (' hot cat') which leads, when confronted with job context stress, to a double threat: the threat of losing control and the threat of inhibition of action thereby leading to a sort of aggressive getaway. By contrast, a " cool dog' is characterized by the simultaneous absence of competitiveness and a relatively highly external locus of control, which leads, when confronted with job context stress, to some sort of helpless passive flight strategy. Arsenault & Dolan (1987)said that in contrast with the personality level of aggregation, the occupational categories reveal that only technicians and blue-collar employees show a significant decrease in absenteeism when confronted with job content stress. This could perhaps be explained by some beneficial effects of increased intrinsic rewards in occupational roles that would appear to lack them. However, this would not apply to executives and nurses. In terms of job context stress, the impact on qualitative performance is distributed homogeneously across occupations (parallel slopes). This is not true for absence behaviour, which is significantly increased by job context stress for executives and blue-collar workers only. It is tempting to account for this structural effect by hypothesizing active avoidance for executives and passive avoidance for blue-collar workers. This is

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especially striking in the light of findings reported elsewhere, which find a systematic relationship between the types of personality and the occupational distributions in the hospitals studied Geeta (1990) concluded that the report a significant tendency for executives to be ' hot cat' personality types and for blue-collar workers to be 'cool dog' types, it is for this reason that similar explanations are withheld in supporting the 'stress-occupationabsence behaviour' link. The findings may bear practical implications for the development of remedial intervention strategies aimed at reducing absence behaviour and increasing qualitative performance. It appears that an indiscriminate application of job enrichment programmes, such as advocated by many students of organizations, would yield limited results to those occupations in which rewards of this nature already exist; whereas enriching the job content rewards for technicians and bluecollar workers may prove to be more effective in reducing absenteeism. By contrast, an improvement of job context factors may be beneficial to increase percentage. Anne Coughlan (2002) observed that one of the most effective ways to combat absenteeism, however, is to maintain a happy working environment where people actually enjoy coming to work. Have a workplace that people love to come to work in and they feel they are doing something meaningful, Wendlingre commends. Although not always preventable, absenteeism is something that can be mitigated to ascertain degree, and absence management programs can definitely help. Fostering a caring working environment where workers are supported during any illness or disability can only work in the favor of the company and ensures that work isnt something for employees to be sick. Pettle D (2005), observed that absence affects more than just the person who is absent. The absent employees themselves and their dependants may have a reduced income as a result of absence, besides incurring possible additional medical expenses. Employers are affected by direct costs such as sick pay, overtime and staff replacement costs, plus the indirect costs associated with the effects of absence on, for example, production and quality, management time and the potential loss of customers. The co-workers of an absent employee may have to work under increased pressure, in order to meet deadlines. Many organizations appear to accept a certain level of absence i.e. where a proportion of their employees are away on any particular day.

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John, Steve (2008) found that over half of the respondents did not consider they had a problem with absence. However, more than four out of ten companies in the survey considered their absence levels to be a cause for concern. As only a portion of absence days are subject to organization control it is important to determine what portion of employee absence is avoidable. Employees can feel they have been treated unfairly when they perceive other absent employees as getting away with it. Absence can also be a symptom of a more serious underlying problem, such as bullying and/or harassment, communication breakdown, stress, etc., which could, if not investigated, lead to significant costs to the organization, as well as causing long-term damage to the employee. Thomas knoll (2009) showed that personal problems were cited as a cause of absence in a significant number of companies, for both males and females. Nowadays, apart from sickness, employees can be absent from work for any one of a number of reasons, either under statutory leave entitlement (such as annual leave, maternity or adoptive leave, parental leave), or under arrangements agreed at an individual company level (such as compassionate or bereavement leave, study and/or exam leave, marriage leave, training, etc.) A.Mikalachkiet. Jeffrey Gandz (2009) proposed that many employees feel obliged to come to work while ill, and transmit communicable diseases to their co-workers. This leads to even greater absenteeism and reduced productivity among other workers who try to work while ill. Work forces often excuse absenteeism caused by medical reasons if the worker supplies a doctor's note or other form of documentation.

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3.1 NEED As we know that higher the percentage of absenteeism more it is harmful for the organization and there is need for immediate action to reduce the percentage of absenteeism. Because in an organization human kings are the main factor of production. If they are absent from duty, it hinders the smooth running of the organization and also effects the reputation of an organization.As more and more people was getting absent due to uncertain reasons in cargo motars so this need of study conducted. Absenteeism makes rest of the employees also distracts from their work which directly effects organisation and reduces overall productivity of company.

3.2 SCOPE The scope of the study was limited to Cargo Motos Ltd., Jalandhar, Punjab.

3.3 OBJECTIVES The objectives of the project are: 1. To study the main causes of absenteeism in Cargo Motors. 2. To know the effects of the unauthorized absenteeism by the employees in the company. 3. To identify the current disciplinary actions taken by the HR dept. for reducing absenteeism 4. To know and understand the attitude of employees towards these disciplinary action.

Thus, the above objectives have been observed and analyzed in a detailed manner in this project report.So an attempt was made to go into root causes of the subject by using the various techniques of Research Methodology.

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RESEARCH METHODOLOGY The main and most important object of this study is to find out the reasons and factors responsible for the absenteeism of the employees in Cargo Motors, Jalandhar; I have collected the data from personnel department for this purpose. I studied the functioning of the personnel department. I had distributed a well-structured and designed questionnaire and also took interviews of many workers and tried to find out the reasons of this problem. 4.1 Research

Research is a procedure of logical and systematic application of the fundamentals of science to the general and overall questions of a study and scientific technique, which provide precise tools, specific procedures, and technical rather philosophical means for getting and ordering the data prior to their logical analysis and manipulation different type of research designs is available depending upon the nature of research project, availability of manpower and circumstances. 4.2 Research Design

Research Design is an arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy on procedure. The research problem having been formulated in clear-cut term helps the researcher to prepare a research design. The preparation of such a design facilitates in conducting it in an efficient manner as possible. 4.2.1 Descriptive Research: Present research is descriptive research because in this research it has been described the reason of absenteeism in the company and various factors considered for the same. 4.3 Sampling Design The following factors have to decide within the scope of sample design: i) Sample Frame-Sample frame refers from where the questionnaires are to be filled. Our sample frame consists of employees of the company. ii) Sample Size: A sample of minimum respondents was selected from various divisions of company. An effort has been made to select respondents evenly. The survey was carried out on 50 respondents. iii) Sample Unit: It indicates who is to be surveyed. The researcher must define the target population that will be sampled. In this project sampling unit is the employees working in Cargo Motors Ltd.

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iv)

Sampling Technique: For the purpose of research convenient sampling is used. Technical associates working in different divisions of company have been approached to get the questionnaire filled.

4.4 Data Collection There are two types of data sources: (i) Secondary data: It includes information which had already been collected by someone else and which had already been passed through the statistical process. In this case one is not confronted with the problems that are usually associated with the collection of original data. Secondary data either is published data or unpublished data. Secondary data was collected through internet and by using companys manuals.

ii) Primary data: It includes information collected afresh and for the first time, and thus happen to be original in character. It is the backbone of any study. It was obtained from

respondents that are executives of each department with the help of widely used and well-known method of survey, through a well-structured questionnaire.

4.5 LIMITATIONS OF THE STUDY 1. Shortage of Time:Inspite of the good effort by me to utilize the limited period of study shortage of time provided to be limitation. 2. Language Problem:Because of different languages of the employees it was difficult to communicate with them properly. 3. Complexity of concept:Absenteeism is a complex concept and it is difficult to find out the reasons for such a thing by asking the workers. 4. Busy schedule of workers: It made difficult to take interviews of the workers. 5. Hesitation: Some workers felt hesitated to disclose the reasons of their being absent. 6. Biasness: As all the results and conclusions have been drown on the basis of information collected from a large number of people thus incidence of people bias may have crept in.

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1. What is the Age group of employees? Table 5.1: Age group in relation to absenteeism Sr. No. 1. 2. 3. Age Group Less than 30 30-40 Above 40 Percentage of Absenteeism 65% 15% 20%

Figure 5.1: Age group in relation to absenteeism

Age Group
70% 60% 50% 40% 30% 20% 10% 0% Under 30 31-40 Above 40 15% 20%

65%
Age Group

Analysis and Interpretation The study reveals that 65% of absenteeism is found in the respondents whose age is less than 30 years, 15% in 30-40 age group and 20% in the respondents who are above 40. Thus, absenteeism is more between the young people because of their irresponsibility towards duty as compared to the mature group of above 40 years.

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2. For how many years you are working with cargo motars? Table 5.2 Length of service in Relation to Absenteeism Sr. No. 1. 2. 3. Length of Service 1-5 years 5-10 years 10 and above Percentage of Absenteeism 60% 10% 30%

Figure 5.2 Length of service in Relation to Absenteeism

Length of service
70% 60% 50% 60% 40% 30% 20% 10% 10% 0% less than 5 yrs 6-10 yrs less than 10 30% % of Absenteei sm

Analysis and Interpretation In cargo motors 60% absenteeism is found between the respondents who are having length of service 1-5 years, 10% in 5-10 group and 30% in 10 and above 10 age group. Employees feel more comfortable after giving so many years of service.

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3. Marital Status of employee: Table 5.3 Marital Status in Relation to Absenteeism Sr. No. 1. 2. Marital Status Married Unmarried Percentage of Absenteeism 70% 30%

Figure 5.3 Marital Status in Relation to Absenteeism

Maritial status
80% 70% 60% 50% 40% 30% 70% %age of absenteeism 30%

20%
10% 0% Married

Unmarried

Analysis and Interpretation The study reveals that 70% absenteeism is found in married people and only 30% in unmarried respondents.

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4. Rural and Urban Respondents: Table 5.4 Rural and Urban People in Relation to the % of Absenteeism Sr. No. 1. 2. Residency Rural Urban Percentage of Absenteeism 70% 30%

Figure 5.4 Rural and Urban People in Relation to the % of Absenteeism

Rural or Urban
80% 70% 60% 70%

50%
40% % of Absenteeism

30%
30% 20% 10% 0%

Rural

Urban

Analysis and Interpretation The study reveals that 70% of the absenteeism is found in rural residents as compared to urban residents because of the harvesting business in fields.

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5. Satisfaction with the Income scale: Table 5.5 Satisfaction with the Income scale Statements No. of Respondents Percentage of Respondents Yes No Total 80 20 100 80 20 100

Figure 5.5: Satisfaction with the Income scale

Satisfaction Level

20%

Yes No

80%

Analysis and Interpretation It was analyzed that 80% of the employees of were satisfied with the existing Income scale & rest 20% of them were not satisfied with the existing Scale.

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6. How many days you are absenteeism in a month?

Table 5.6: Absenteeism in month Serial No. 1 2 3 4 Time of absence Nil Once Twice More than twice Percentage 0 20% 20% 60%

Figure 5.6 Absenteeism in Relation to the % of Absenteeism

Absent in a Month
70% 60% 50% 60% 40% 30% 20% 10% 0% 0% Nil Once Twice More than twice 20% 20% % of Absente eism

Analysis and Interpretation The study reveals that 20% employees are absent once,other 20% twice in month And 60% more than twice.

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7. Are you satisfied with the number of casual leaves to you?

Table 5.7: Number of casual leaves

Statements No. of Respondents Percentage of Respondents Yes No Total 40 60 100 40 60 100

Figure 5.7 Nunber of casual leaves

no of respondents

40% 60% yes no

Analysis and Interpretation The study reveals that 40% employees satisfied with number of casual leaves but 60% are not satisfied.

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8. What is the Size of your family?

Table 5.8 Family in Relation to Absenteeism Sr. No. 1. 2. 3. Size of Family Extra Large Family Joint Family Small Family Percentage of Absenteeism 50% 30% 20%

Figure 5.8 Family in Relation to Absenteeism

size of family
100% 80% 60% 40% 20% 50% 30% 20% size of family

0%
extra large joint family family small family

Analysis and Interpretation The study reveals that in CARGO MOTORS respondents belong to Extra large family having 50% of absenteeism, Joint family 30% of absenteeism and 20% belong to small family.

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9. What disciplinary actions taken by HR department for reducing Absenteeism? Table 5.9 Disciplinary actions
Particulars No. of Respondents Percentage of Respondents

Problem counselling Oral waring

Formal written waring

25 60 5 10

25 60 5 10

Suspension

Figure 5.9 Disciplinary actions

Disciplinery actions
60% 50% 40% 30% 20% 10% 0% Problem Oral waring counselling 10% Suspension 25% disciplinar y actions 60%

5% Formal written waring

Analysis and Interpretation The study reveals that 25% employees says there problem solving, 60% oral warning,10% says suspension and 5% says formal written warning.

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10 .Your views regarding disciplinary actions taken by HR dept for absenteeism? Table 5.10 views regarding disciplinary actions

Particulars

No. of Respondents

Percentage of Respondents

Good Fair Excellent Dont know

20 60 15 5

60 14 26 5

Figure5.10 views regarding disciplinary actions

views regarding disciplinary actions

70% 60% 50% 40% 60%

30%
20% 10% 0%

views regarding disciplinary actions 20% 15% 5%

good

fair

excellent

don't know

Analysis and Interpretation The study reveals that 60% employee says its fair about disciplinary actions, 20% says good,15% says excellent and 5% says dont know.

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11. Are you satisfied with your companies working conditions? Table 5.11 views regarding companies working conditions

Particulars

No. of Respondents

Percentage of Respondents

Well satisfied
Fair

20 30 10 40

20 30 10 40`

good not satisfied

Figure 5.11 views regarding companies working conditions

company working conditions

45% 40% 35% 30% 25% 20% 20% 15% 10% 5% 0% Well satisfied 40%

30%
company working conditions 10%

fair

good

not satisfied

Analysis and Interpretation The study reveals that 10% of respondents are absent because of dissatisfied working conditions. But remaining 90% are satisfied with the working conditions in cargo motors.

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12. Do you think unauthorised Absenteeism by the employees slow down the companys productivity? Table 5.12 unauthorised Absenteeism by the employees

Statements

No. of Respondents

Percentage of Respondents

Yes No Total

60 40 100

60 40 100

figure5.12 unauthorised Absenteeism by the employees

no of respondents

40% 60%

yes no

Analysis and Interpretation The study reveals that 60% employees says unauthorised Absenteeism slow down companys productivity and 40% says no.

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13. Causes of absenteeism

Table 5.13 Causes of absenteeism Causes Work Overload Low Pay Package Job Insecurity Negative Attitude of Boss No. of Respondents 40 30 10 20 Percentage 40% 30% 10% 20%

Figure 5.11 Causes of absenteeism

Cause of absenteesim
45% 40% 35% 30% 25% 20% 15% 10% 5% 0% 40% 30% 20% 10% cause of absenteesim

Work Overload

Low Pay Package

Job Insecurity

Negative Attitude of Boss

Figure 5.11 Causes of absenteeism

Analysis and Interpretation From the above table graph it is quite clear that according to 40% of the respondents the main cause of absenteeism is due to work overload, 30% low pay package, 10% job security and the remaining 20% of the respondents according to them the cause of absenteeism is due to negative attitude of boss.

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FINDINGS OF THE STUDY During the period of research on Absenteeism in CARGO MOTORS. The following emerged: 1. Age Group: Age is an important factor in the life of every person because efficiency of any person is totally dependent on his age and the study reveals that more absenteeism i.e. 65% is found in the respondents whose age is less than 30 years it is all because of their irresponsibility towards their duty. 2. Length of Service: It is generally said that the larger the length of service the more will be the experience and involvement in the work. And also in CARGO MOTORS 50% absenteeism is found between the respondents who are having length of service between 1-5 years. 3. Working Conditions: The working conditions in CARGO MOTORS only 30% respondents/workers are dis-satisfied with the working conditions of CARGO MOTORS. 4. Income scale: As the salary of an employee increases, the percentage of absenteeism decreases. Because money is the foremost requirement of every person. The study reveals that 80% satisfied and 20% not. 5. Marital Status: The study reveals that 70% absenteeism is found in married people because of more responsibilities as compared to an unmarried person. 6. Family: In CARGO MOTORS, the respondents that are belong to extra large family having more %age of absenteeism i.e. 50% as compared to joint and small families. 7. Absenteeism in a month: In CARGO MOTORS,. The study reveals that 20% employees are absent once,other 20% twice in month And 60% more than twice. 8. Rural &Urban: The rural residents are absent from their work in the season of harvesting. The study reveals that 70% people are absent from their jobs in the season of harvesting in fields. 9. Leave Rule:the Companys strict attitude in granting leave and holidays even when the needs for them is genuine also lead to higher %age of absenteeism. But in CARGO MOTORS, only 60% respondents are dissatisfied with the leave rules of the company.

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10. Disciplinary actions: The study reveals that 25% employees says there problem solving, 60% oral warning,10% says suspension and 5% says formal written warning. 11. unauthorised Absenteeism: The study reveals that 60% employees says unauthorised Absenteeism slow down companys productivity and 40% says no. 12. Causes of absenteeism: The study shows 40% of the respondents the main

cause of absenteeism is due to work overload, 30% low pay package, 10% job security and the remaining 20% of the respondents according to them the cause of absenteeism is due to negative attitude of boss

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42

Cargo Motors Ltd., is a well defined company, with internationally designed standards. The company carrys out its activities in order to satisfy the customers needs. Organisation is complete in all aspects but there are few discrepancies in it. So in order to make improvement in the unit, the company must regularly revise its systems, processes and procedures. Cargo Motors Ltd. concentrates towards the marketing activities. Marketing department is the backbone of the Cargo Motors Ltd. but due to the factor of absenteeism its operations are effected badly. So, it must concentrate on the reasons for absenteeism in the unit and must take corrective and timely actions to avoid it in future. In the end, human beings are one of the bigger resources of any manufacturing unit, so they must give proper attention to it. As they are the major contributors in the organisation. The strict attitude of management in granting leaves and holidays may also bad to absenteeism. The management should recognise the needs of workers offer them adequate and cheap housing facilities, free or subsidised food, free medical aid and transportational facilities,

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Lot of improvement is required in every sphere of life and there is no exception to an industrial organisation which I have found during my visit and having close contact with the workers. I have found that Cargo Motors Ltd. is a well organised organisation and is using all effective measures to deal with absenteeism. However, I would like to recomend the following measures.

1.

Provison for healthy and hygenic working conditions:The working conditions of the company are not satisfactory. It causes bad effect on the health of the employees due to which they remain absent from the work. It is suggested that management should take steps to provide neat and clean working conditions. So that it do not cause any bad effect on the health of the employees.

2.

Motivation of workers: The management should know about the needs of the workers and provide them adequate and cheap housing facilities, free or subsided, free medical aids and free transport facilities to reduce the rate of absenteeism.

3.

Safety and Accident prevention: Safety at work should be maintained and accident can be prevented if the management tries to reduce such personal factors like negligence, overconfidence, carelessness for cleanliness, vanity etc and such material factors as unguarded machinery and explosive defective equipment and hand tools. Adequate leave facilities: The companys strict attitude in granting leave and holidays, even when the need for them is genuine. They should be allowed to go on half day leave; it is effective way of dealing.

4.

5.

Reduce the Critical attitude: The employee should be inducted in such a way that their critical attitude towards new work and new place is reduced as early as possible to avoid absenteeism from work.

6.

Provision for rest rooms: Rest rooms are needed for the workers. There were no separate rest rooms for the workers in the factory. The management should provide separate rooms for the workers working in the factory.

7.

Avoid Overstays: Worker has to work long hours in factory. It is suggested that their long overstays should be avoided. Because long overstays cause bad effects on the health of employees. The workers should himself also work for 8 to 10 hours. So that they can remain fit and fine.

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8.

First Aid Facilities: First aid facilities are needed in each department of the company. It is generally seen that for all types of problems only one type of medicine is given. Each type of problem should be given different medicines. It is suggested that the first aid box should contain sufficient medicines.

9.

Periodical medical checkup: Sickness is the main cause of absenteeism. In order to reduce absenteeism, periodical medical checkup should be done for the workers. The organisation should appoint a personal doctor for this purpose.

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REFERENCES
Aresenault,O.&Dolan,Y.(1987), Theories Guiding hyposies,Journal of Management, vol.24, pp.254-284. Coughlan.A (2002), Times and Casual flow, Journal of Management, vol24, no3, pp23-54. Garrison,J&Muchinsky,A.(1979),Attitudinal and biographical predictors of

incidental absenteeism, Journal of Vocational Behaviour,10,pp 221-230. Khurana,G. (1990), Employee compensation on organization commitment, Journal of business and social science,vol 2,no8,pp 235-342 Knoll,T.(2009), Measuring Absence and Labour Turnover, A practical guide to recording and control. Johnnesburg: Lexicon Publishers. Mikalachkiet,A.(2009), Relations Industrials/Industrial Realations, Journal of vocational Behavior, vol.34, no3, 1979, psp.516-545. Pattle.D (2005), Health & Absenteeism, Global Business Solutions. Steves(2008) Organization Behaviour,10th ed.Person Education incorporation. Sharma,A.(1983),Handbook of human resource.New York,Ny:McGraw-Hill book company.

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48

QUESTIONNAIRE

Name Age Income

: : :

Department : Education :

Q1.

For how many years you are working with cargo motors?

10 years 20 years
Q2. Are you married? Yes Q3. Do you come from rural area or urban area?

15 years Above 20 years

no

Rural
Q4. Are you satisfied with your Income scale?

Urban

Yes
Q5. How often you remain absent in a month?

No

Nil Twice

once >twice

Q6.

Are you satisfied with the number of casual leaves to you?

Yes

No

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Q7. What is the size of the family? Extra large Joint family small family

Q8. What disciplinary actions taken by HR department for reducing Absenteeism? Problem counselling Formal written waring Oral waring Suspension

Q9. Your views regarding disciplinary actions taken by HR dept for absenteeism? Excellent Good fair dont knw

Q10. Are you satisfied with your companies working conditions?

Well satisfied Fair companys productivity? Yes

good not satisfied

Q11. Do you think unauthorised Absenteeism by the employees slow down the

No

Q12. What are the other causes of absenteeism? Work load Job security Low pay package Negative attitude of boss

Q13. Suggestions (if any) ... .. . . Thanks

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