CHAPTER 1

INTRODUCTION
Theoretical Background
Absenteeism:
Absenteeism is a habitual pattern of absence from a duty or
obligation. Traditionally, absenteeism has been viewed as an indicator of poor
individual performance, as well as a breach of an implicit contract between
employee and employer; it was seen as a management problem, and framed in
economic or quasi-economic terms.
Absenteeism is a critical issue and pretty high in the industry these
days. Its the major problem which highlights in all the organizations. Though the
term Absenteeism is common, many would be at a loss to define what actually
Absenteeism is,

Definition
A)

Webster Dictionary :Absenteeism is a practice or habit of being a

absentee and an absenteeism is one who habitually stays away

B)

L a b o r B e a r u , S i m l a Absenteeism means a failure of worker to report

for work when he is scheduled to work.

C)

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.

Absenteeism refers to unauthorized absence of the labor from his job.

Absenteeism can be defined as failure of labor to report for work
when they are scheduled to work. labor who

are away from

recognized holidays , vacations, approved leaves of

work

on

absence , or leaves of

absence allowed for under the collective agreement provisions would not be
included . In India, the problem of absenteeism is greater than other countries.
When the labor takes time off, on a scheduled working day with permission.
Authorized absence, When he remains absent without permission or
informing, it is willful absence without leave. In these days, when the needs of
the country require greater emphasis upon increase of productivity and the
economic and rational utilization of time and materials at our disposal, it is
necessary to minimize absenteeism to the maximum possible extent. Absenteeism
in such a way as not to create mistrust, costly administration and system
avoidance. Traditional methods of absenteeism control based only on disciplinary
procedures have proven to be ineffective. It is almost impossible to create a fair
disciplinary procedure because even well run disciplinary systems, which
treat similar actions in consistently similar ways, are usually seen as unfair. The
reason for this is discipline alone usually does not identify or address the
root causes of absenteeism Every worker who takes time off in defiance
of company regulations has reasons, right or wrong , which justify to
themselves the legitimacy of their actions.
Unless a management attendance program identifies and

addresses the

Causes of labor absenteeism it will be ineffective and unfair. Traditional

disciplinary programs alone can, at best, give the illusion of control. It is no
secret that there are ways to beat even the best systems. The fear of discipline
often only increases the desire to avoid management systems. If absenteeism is to
be controlled, the physical and emotional needs of labor must be addressed.
Incentives can be introduced to discourage absenteeism. Attendance bonus is
2

awarded in certain establishments, merit increases and promotions are linked

to minimum attendance. Good leave record of the labor is an important factor
in considering him for more responsible positions. These incentives, no doubt,
will be effective inducements for regular Attendance and work which, in turn,
will ensure efficient service. Habitual absenteeism must be treated as a
misconduct and it must be stated that habitul absenteesism are liable for
disciplinary action.

Absent does not only mean not being at work. Absent also means
Arriving late (or poor timekeeping, if you like. It is still absent as long as the
employee is not at work.)

Leaving early (again, if you like, poor timekeeping. It is still absent if he is not
at work)

Extended tea or lunch breaks - the employee is not at the workstation, and
therefore absent.

Attending to private business during working hours - the employee is at work,

but is not attending to his/her duties in terms of the employment contract - and
is therefore absent.

Extended toilet breaks - same as extended lunch or tea breaks.

Feigned illness - thus giving rise to unnecessary visits to the on-site clinic, or
take time off to "visit the doctor" - which they never do, because they don't need
a medical certificate for less than 2 days off.Undue length of time in fetching or
carrying (tools from the tool room, for example, or drawings from the drawing
office, etc)

Other unexplained absences from the workstation or from the premises.

ABSENTEEISM IN INDIA:
Absenteeism is a universal problem in industry and Indian industry are no
exemptions. But the rate of absenteeism has been relatively higher in India.
Research studies conducted by Shree Ram Center for industrial relations, labor
federation

of

India

and

the

national productivity

council

reveal

the

following peculiarities of absenteeism in India; the rate of absenteeism has been

more than 10%.
A small percentage of labor (15%) accounts for absentees have negative per
ceptions attitudes. Ex. the company is neither fair just, Supervisors are production
centered. Work group is unhelpful and grievance handling, suggestions schemes
and joint committees are more formalities.
Recent surveys indicate the following trends in absenteeism:

Absenteeism has been greater in night shifts than in day shifts.

Workers tend to be absent more frequently than supervisors and managers.

Absenteeism is lowest on the pay day and is highest immediately after the pay day.

There is tremendous scope for reducing absenteeism through union leadership

within an organization.

There has been a seasonal bias in the causes making for absenteeism. For ex,
absenteeism due to sickness is highest.

Absenteeism is generally higher in departments where supervisors are work

oriented and careless for labor welfare.
4

labor below the age of 25 years and above the age of 55years are absent more than
those in the age group of 26-55 ye

Absenteeism is generally higher in large organization than in small organization.

The higher the rate of pay and the greater the length of service of the labor, the
fewer the absences.

As an organization grows, there is a tendency towards higher rates absenteeism.

Women are absent more frequently than men.

Single labor are absent more frequently than married labor

Younger labors are absent more frequently than older labor but the latter are absent
for longer periods of time.

Unionized organizations have higher absenteeism rates than non-union

organization.
The rate of absenteeism can be calculated by considering the number of
persons scheduled to work and the number actually present.

Calculation of Absenteeism:

Thus, the rate of absenteeism can be estimated in the following way:

Rate of Absenteeism =

No. of Total Man shifts Lost x 100

No. of Total Man shifts scheduled to work

The rate is defined as the percentage of man days last due to absences
to the total number of man days

scheduled in a given time period.

worker A is considered as scheduled to work when the employer has work

available for him and the worker is aware of it.

When a worker does not report for work after obtaining prior permission it
is not absenteeism.

Absenteeism is UN authorized avoidable and willful absence from duty.

As such absence of a worker on account of strike or lockout or lay off i.e. Involve
mentor absence is not considered absenteeism.

Any worker who reports for duty even for a part of the day or shift is
considered as present.

Causes of Absenteeism:
Important factors leading to absenteeism can be summarized as follows:
1. Long hours of work.
2. Bad working conditions.
3. Boredom.
6

4. Lack of co-operation and understanding between management and workers.

5. Sickness.
6. Accidents.
7. Occupational disease.
8. Problem of transport facilities.
9. Low wages.
10. Lack of proper medical aid and health programmed.
11. Lack of canteen services, rest rooms, etc.
12. Bad housing conditions.
13. Evil of drinking.
14. Lack of marketing facilities.
15. Social or religious festivals.
16. Harvest seasons.
17. Marriages.
18. Education of children.
19. Domestic problems and consequent worries, etc.
Among these causes, in the existing Indian conditions, wage level in
industries, has a direct bearing on absenteeism. Sickness on account of bad housing
conditions contributes highest to industrial absenteeism. Social and religious
causes can be accounted as the second important contributing factor for
absenteeism. Absenteeism in industry varies from place to place, depending on the
festival, marriage, harvest season and other factors.

Effects of absenteeism:
Absenteeism is one of the root causes of labor unrest. It affects the worker s
earnings as well as the company in the following manner:
7

1. Decrease in Productivity:
Labor may be carrying an extra workload or supporting new or replacement
staff. Labor may be required to train and orient new or replacement workers. Staff
morale and labor service may suffer.
2. Financial Costs:
Payment of overtime may result Cost of self-insured income protection
plans must be borne plus the wage costs of replacement labor. Premium costs may
rise for insured plans.
3. Administrative Costs:
Staff time is required to secure replacement labor or to reassign the
remaining labor. Staff time is required to maintain and control absenteeism. The
definition of absenteeism, its causes, its affects on productivity, and its costs in
terms of finances and administrative effectiveness are quite clear. What is not
as clear is how to take affirmative action to control. The labor is asset to the
organization. The regularity is valuable to the organization

because it

increases production performance which helps to earn profit. Labor had been
important factor of production. The important reason behind is that the labor
is the active factor of production which only can use the other factors in the
best

possible manner, otherwise no

production is possible. Absenteeism

is one of the problems in every organization which effect on sales

department, purchase department, production department.

Without

labor

organization can no turn the business smoothly So reducing the absenteeism

is very important aspect.
Indeed, as prevention is better than cure, where such a problem occurs, it is
always important to review recruitment procedures to identify how

such

individuals came to be employed in the first place. For any business owner
or manager, to cure excessive absenteeism, it is essential to find and then
8

eliminate the causes of discontent among team members .If they find their
supervisor or job unpleasant - really unpleasant they look for legitimate
excuses to stay home and find them with things such as upset stomachs or
splitting headaches .Any effective absentee control program has to locate the
causes of discontent and modify those causes or eliminate them entirely. In
other words, if we deal with the real reasons team members stay home it
can become unnecessary for them to stay away .Any investigation into
absenteeism needs to look at the real reasons for it, Sometimes team
members call in sick when they really do not want to go to work. They
would

not call you up and say, Im not coming into day because my

supervisor abuses me.Or, Im not coming in today because my chair is

uncomfortable.Or, Im not coming in today because the bathrooms are so
filthy, It makes me sick to walk into them.There

are a few essential

questions to consider at the outset if you want to make a measurable

improvement to your absenteeism figures. Why is your present absenteeism
policy ineffective?
Where and when is excessive absenteeism occurring? In

many cases,

under- trained supervisors could be a contributing factor. What are the real causes
for absences? It is commonly expected that low pay, poor benefits and high
workloads will be the major causes.
However, in numerous employee survey absenteeism generally has been
identified as a symptom of low job satisfaction, sub-standard working
conditions and consistent negative and unfair treatment received by first line
supervisors. How much formal training have your supervisors received on
absenteeism containment and reduction? If your answer is none or very little,
may be you have found the solution. As with every other element within your
organization, you cannot ask a person to do a job he or she has never been
trained to do. Many human resources specialists have found that repetitive, boring
9

jobs coupled with uncaring supervisors and or physically unpleasant workplaces

are likely to lead workers to make up excuses for not coming to work. If your
team members perceive that your company is indifferent to their needs, they
are less likely to be motivated, or even to clock on at all. One way to determine
the causes of absenteeism is to question your supervisors about excessive
absenteeism, including what causes it and how to reduce it. Of course, if your
supervisors have made no efforts to get to know the team members in their
respective departments, they may not be able to provide reasons. However, just
the act of questioning may get the ball rolling and signal to your supervisors
that their involvement is important. Once a manager finds the real reasons for
absenteeism there is another important step. Through open communication, you
need to change the team members way of reacting and responding to
discontent . Other problems will no doubt arise in the future. If the way of
responding has not been reviewed, then the same cycle is likely to start all
over

again .So often absenteeism problem scan be sheeted back to the

supervisor level and to unsatisfactory working conditions.

Without improvement in these areas, you can expect your high rate of
absenteeism to continue.

10

COMPANY PROFILE

11

Top Management
Head Of Plant :
Dasji Mohota

Shri. Wal

Managing Director:

Shri.Arunbabu Mohota
General Manager:

Shri.

Mujalkar
Weaving Head:

Shri. Modin

Sharmaji
Assistant Vice President:

Shri.

R.L.Goyal
Weaving Director:

Shri. J.

Kasturba
Commercial Vice President: Shri.
Prasbabu Mohota
Finance Manager:

Shri.

Munod
H.R. Manager:

Shri.

Rammurthy Ponganti

About Company:
Company Name : Pee Vee Textile Industries Pvt. Ltd.

12

Mohota family business moved in the textiles in 1898. This vast experience and
expertise became the foundation of Pee Vee Textiles in 1990. The company came
within own rights of Mr.Gwaldas Mohota and Mr.Arun Mohota in the year 1994.
PEE VEE TEXTILES LTD. has a Spinning and Weaving unit, 65 Kms ex Nagpur
on N.H. No. 7 to Hyderabad.

Branches:

Mumbai

Hinganghat

Employee Strength: More than 3000

Product profile:
Pee Vee Textile Industries has manufacturer and supplier of grey weaving fabric,
grey spinning yarn with versatile and latest machine largely imported from
Japan ,Europe.
Pee Vee Textile Industries engages into the activity of manufacturing premium
quality of yarns and fabrics for domestic as well as export markets. The facilities
have been arranged to ensure capability to provide wide variety of products
suitable

for

need

of

customer.

An ISO 9000 : 2001 Gimatex industries manufactures premium quality of varieties

of yarns and fabrics suitable for readymade garments.

13

Infrastructure:
WEAVING
SPINNING (Polycotton/cotton)
WEAVING:
Pee Vee Textile Ltd. has a Weaving unit of 258 JAT-710 of 190cm width TOYOTA
make looms.
PLANT AND
MACHINERY
WARPING

BENNINGER (BEN DIRECT )

Speed : 1200 mpm
Uniform creel tension & beam density

SIZING

LOOM SHED

Instant Brake
Effective end break stop motion
Balloon Breaker
BENNINGER (With Reserve creel) 2006
Two Sow Boxes with 2 dip / 2 nip rolls
Wet Splitting
After Waxing
Uniform Warp Tension and beam density
Automatic reaching - in and leasing
Speed 125 mpm
TOYOTA JAT-710, Eurotech
With air gripper system for effective
operation of lycra in weft
With balloon breaker especially
for bottom wears
Apart from normal fabric we can produce
Blank Pick, Pick & Pick fabrics,
Dobby Designs, Fabric with
Slobby warp & weft.
14

SPINNING:
Following types of yarn are produced in various count and blend ranges in single
or multiple.
Cotton Polyester
Polyester / Cotton

Production Capacity:
2000 Tons / Per Month.

Bank Connected:

SBI

IDBDI

STATE BANK OF HAYDRABAD

AXIS BANK

Export Markets:
Our Export Market expands within 20 Country to the some of countries are as
follows:
Germany, Shrilanka , China, Portugij , Pakistan etc.

Facilities available in Pee Vee Textile:

Quarters

BUS

15

School Appraisal

Safety Equipments

Training & Development Program

INDUSTRIAL PROFILE

Indian Textile Industry is one of the leading textile industries in the world.
Through was predominantly unorganized industry even a few years back, but the
scenario started changing after the economic liberalization of Indian economy in
1991. Globally, textile industry has seen an unprecedented growth, paving the
way for increasing role of Indian textile companies in the global textile
industry.
Indian textile Industry has made a major distribution to the national
economy in terms of direct and indirect employment generation and net foreign
exchange earnings. It contributes 4% to the countrys GDP, 14% to the countries
16

industrial production and around 12% to the countrys foreign exchange earnings,
18% of employment in the industrial sector, 9% of excise duty collections and
more than 30% of Indias total exports. The textile industry has been doing
extremely well during the last few years in terms of production and export and has
been investing heavily in expansion and modernization of capacity. India has been
experiencing strong performance in the textile industry, across different segments
of the value chain, from raw materials to garments.

India is country of farmer and more than 60% people earn their bread &
butter from farming. Vidarbha region is well known for the production of cotton.
Due to high production of cotton Vidarbha also have many textile industries.
Textile co-operative is being important tradition cottage industries play a vital role
in meeting the clothing requirements of the people. The handloom industry
is meeting nearly 1/3 of clothing requirements of the countrys population.
The government of India assigned to the handloom sector the task of increasing the
handloom production year by year. In last decade many textile companies failed to
achieve profit due to many reason among this main reason is that lack of
management. India Textile Industry is one of the leading textile industries in the
world. Though was predominantly unorganized industry even a few years back, but
the scenario started changing after the economic liberalization of Indian economy
in 1991. The opening up of economy gave the much-needed thrust to the Indian
textile industry, which has now successfully become one of the largest in the
world.

India textile industry largely depends upon the textile manufacturing and export. It
also plays a major role in the economy of the country. India earns about 27% of its total
foreign exchange through textile exports. Further, the textile industry of India also
17

contributes nearly 14% of the total industrial production of the country. It also contributes
around 3% to the GDP of the country. India textile industry is also the largest in the
country in terms of employment generation. It not only generates jobs in its own industry,
but also opens up scopes for the other ancillary sectors. India textile industry currently
generates employment to more than 35 million people.
Various Categories:
Indian textile industry can be divided into several segments, some of which
can be listed as below:

Cotton Textiles

Silk Textiles

Woolen Textiles

Readymade Garments

Hand-crafted Textiles, Jute & Coir

CHAPTER 2
LITRETURE REVIEW

The rate of absenteeism varies from company to company. The highest

level of absenteeism normally found in private sector than public sector. The level
of turnover also varies from region to region. The highest rates of absenteeism are
found where unsufficient welfare facilities provided by management to labor and
it also increase the rate of absenteeism.

1) JINHEE KIM AND THOMAS GARMAN (DO YOU KNOW ME

INVESTIGATION
OF
INDIVIDUAL
CHARACTERISTICS
SRESS,
18

PSYCHOLOGICAL
PRABANDHAN.

RESPONSE

AND

ABSENTEEISM)

(JUNE

1999)

The literature review will endeavor to provide a theoretical body of knowledge

related to the one variables of the present study, namely absenteeism. A conceptual
model was derived from a health promotion model and empirically tested to
investigate relationship among determinants, individual characteristic stress
(financial stress)physical and psychological response and absenteeism.
2)JACOBSON A CONCEPTUAL MODEL DERIVED FOR COMPARISION
AMONG RATE OF ABSENTEEISM IN MALE AND FEMALE) (2001)
PRABANDHAN.
Significant relationship between high stress and absenteeism and female
worker reported higher stress level and absenteeism than men. Literature suggests
that absenteeism is a major problem in many organizations, hence, the importance
of focusing on this behavior within the organization. Various studies have
attempted to examine the relationship between absenteeism and job satisfaction as
absence is commonly viewed as one of the means of withdrawal from stressful
work situations.

3)COHEN

AND

GOLAN

(EXAMINED

THE

IMPACT

OF

PRIOR

ABSENTEEISM, DEMOGRAPHIC VARIABLES AND WORK ATTITUDES ON

ABSENTEEISM AND TURNOVER INTENTIONS) (2005) PRABANDHAN.
The literature finds an employee might therefore be absent for various other
reasons, dissatisfied with the job and in his study they find that most of the time
employees are absent due to their personal problem. It finds that the productivity of
the company is decrease, increase cost. A poor relationship with the management
can be an important reason for the employees to leave their jobs. It is relatively
19

rare for people to leave jobs which they are happy even offered for the employee to
leave in which they are happy even offered higher salary elsewhere.

CHAPTER NO.3
RESEARCH METHODOLOGY
Research refers to search for knowledge. One can also define research as
a scientific and systematic search for pertinent information on a specific
topic. It is a way to systematically solve the research problem. In it we study the

20

various steps that are generally adopted by a researcher in studying his

research problem along with the logic behind it. The data for this project is
primary as well as secondary.
Research methodology is a way to systematically solve the research
problem. It may be understood as a science of studying how research is
done scientifically. The study of research methodology gives the student the
necessary training in gathering materials and arranging or card indexing
them , participation in field work when required and also training in
techniques for the collection of data appropriate to particular problems, in
the use of statistics, questionnaire and controlled experimentation and in
recording evidence, sorting it out and interpreting it. Research methodology
plays a key role in project work.
A project is like a journey and it is always better to have at least
the faintest Of

ideas of the probable direction of our destination. Initially we

have to decide Upon the general area of interest or the aspect of the subject
to inquire into. This decision is rather broad and not very precise. It is crude
indication of the purpose of the study and is of little help for further
planning and organization of the study. Research Methodology is defined as a
more systematic activity directed towards discovery and the development of
an organized body of knowledge. An efficient research contributes to the
evaluation of a proper decision, which ultimately affects the path the
organization will choose. Research Methodology involves adopting various
techniques which are best suited for the research and study of the problem, for
investigation and analysis of the problem. It starts with data collection from
various sources i.e., primary and secondary sources, data analysis and
interpretation and finally the findings or conclusion from the analysis.

Definitions of Research:
21

1. Clifford Woody:- Research comprises of defining and redefining problems,

formulating hypothesis or suggested solution, collective, organizing and evaluating
data, making deduction and reaching on conclusion; and at last carefully testing the
conclusions to determine whether they fit the formulating hypothesis.
2. Advanced Learners Dictionary:- A careful investigation or inquiry specially
through search for new facts in any branch of knowledge
3. Redmond and Mory:- Systematized effort to gain new knowledge
4. D. Dlesinger and M. Stephenson in Encyclopedia of Social sciences:- The
manipulation of things, concepts or symbol for the purpose of generalizing to
extend, correct or verify knowledge, whether that knowledge aids in construction
of theory or in the practice of an art.

22

NEED OF THE STUDY

The success of any manufacturing organization depends largely on the workers, the
labor is considered as the backbone of the organization.
This study focused on why the Absenteeism occurs and the possible ways to reduce
it.
The study was mainly undertaken to identify the level of labor attitude, the
dissatisfaction factors they face in the organization and for what reason they prefer
to change their job. Once the levels of attitude are identified, it would be possible
for the management to take necessary action to reduce absenteeism level. Since
they are considered as backbone of the Company, their progression will lead to the
success of the Company for the long run.
This study can be helpful in knowing, why the labor prefers to change their job and
which factors make labor dissatisfy.

OBJECTIVES OF THE STUDY

To study the absenteeism rate in Pee Vee Textile Ltd. according to age and Gender.

To study the reasons behind the high absenteeism rate of employees.

To study the relationship between manager & labour.

To study how absenteeism can be control in Pee Vee Textile.

23

SCOPE OF THE STUDY

This study will be useful when similar kind of research is undertaken.

The research will be conduct for academic purpose i.e. 2013-2014.

The scope of study is covers statutorily and non- statutorily facilities and

lab our Absenteeism & satisfaction.

All these things study through the workers & management they are the
respondents & this study is only restricted for Pee Vee Textile.

HYPOTHESIS OF THE STUDY

1. Female labors are more absent as compare to male labor.

2. Unsufficient welfare facilities and personal problem the major reason of labor
absenteeism.
3. Absenteeism rate found variably varying in different age groups.
4. Absenteeism rate increase due to unhealthy relation between management and
employees and unsufficint welfare facilities provided by management and personal
problem.

24

RESEARCH DESIGN:
Research design is simply a framework or plan for a study that is used as a guide
in collecting and analyzing the data.
It is the specification of methods and procedures for acquiring the
information needed and it is the over-all operational pattern or framework of the
project that stipulates what information is to be collected from which source by
what procedure.
TYPES OF RESEARCH DESIGN:
There are 3 types of research design.
1) Exploratory Research Design
2) Descriptive Research Design
3) Experimental or Causal Research Design
For this project Descriptive Research Design can be used and inputs were
collected through interaction with concerned people from the pee vee textile ltd.
The information collected was used to frame the study and derive at conclusions
Descriptive Research Design:
Descriptive studies are concerned with describing the characteristics of
particular individual or group. They are undertaken in many circumstances.
There is a general feeling that descriptive studies are factual and very simple.

25

Descriptive study is well structured. It helps the executive to choose

among the various courses of action. It is necessary that the researcher give
sufficient thought to frame the research questions. The use and scope of the
descriptive research are for gathering the information, establishing priority for
advanced research, increasing familiarity with the problem etc.
Thus, it was the descriptive type of research design.

DATA COLLECTION METHOD

The data will collect from following two sources:

Primary Data

Secondary Data

Primary Data
Primary data refers to the information that is to meet the specific requirement of the
investigation at hand. Data will collect by the researcher is known as primary data.
Secondary Data:
Secondary data means that data which is already suitable and has already been
collected and analyzed by someone else. Secondary data may either be published data
or unpublished data generally secondary data is in the form of publications.

Monthly absenteeism data.

Yearly absenteeism report.

Leave records of employees.

In this research data is collected from primary data as well as secondary data:-

26

PRIMARY DATA:In this research primary data is collected from following sources:

Observation

interview

Questionnaires
SECONDARY DATA:In this research secondary data is collected from following sources:-

Catalogues

Brochures

Company Magazines

Websites
SAMPLING:Everyone is accustomed to draw conclusion about a large group, on the basis
of a small group known as sample. After clearly defining the problem to be
researched and developing an appropriate research design and data collection
instrument, the next step in market research is to select those elements from whom
the information will be collected.

SAMPLE SIZE:The sample size should be taken is 100 labor.

SAMPLING METHOD:The conduct of the survey were selected from convenience method which is
base on convenience of research. Respondent sampling is included in it merely
become of their
availability on point where it is progress.
27

SAMPLE TECHNIQUE:Random Sampling technique is used.

PERIOD OF STUDY:The period of study under the consideration within 2013-2014.

LIMITATION OF STUDY:1) The study is restricted to Pee Vee Textile company Jam.
2) The research is conduct in between the year 2013-2014.

CHAPTER-4
DATA ANALYSIS & INTERPRETATION
1. In which age group the absenteeism rate is high?
TABLE NO. - 1
Sr. No.

Age group of Employee

No. of respondent

Percentage

1)

18-25

46

46%

2)

25-35

24

24%

3)

35-45

18

18%

28

4)

45 & above

12

12%

Total

100

100%

Graph No.-1

Age Group
12%
18%

18-25Years

46%Years
35-45

25-35 Years

45 & above

24%

Interpretation :- From the above table it is found that only 12% of employees
are absent in the age-group of 45 and above and in between the age group of 18-25
years the absenteeism rate is highest i;e. 46% it means which is four times than the
age-group of 46 and above.
2. In which gender absenteeism rate is high?
Table No.-2
Sr. No.

Reason of Absenteeism

No. of respondent

Percentage

1)

Male

43

43%

2)

Female

57

57%

3)

Total

100

100

29

Graph No.2

Absenteeism Rate Accrounding to Gender

43%; 43%

Male
57%

Female

Interpretation:- From the above table it is found that female labor are more absent
as compare to male i.e. 57%

3. What are the different reason of absenteeism in between 18-25 years age-group?
Table No.-3
Sr. No.

Reason of Absenteeism

No. of respondent

Percentage

1)

Going to College

12

26.09%

30

2)

Working Condition

15.22%

3)

Boredom

19.57%

4)

Shift Problem

18

39.13%

Total

46

100%

Graph No.-3

Absenteeism Reason In Between Age-group 18-25

Going to College

39%
Working Condition

26%
Boredom
15%

Shift Problem

20%

Interpretation :-

From the above table it is found that 18% of employees say

that the major reason of absenteeism in between age-group of 18-25 years is shift
problem and only 7% employees are absent due to working condition.

4. What are the reason behind high absenteeism rate of employees?

Table No.-4

31

Sr. No.

Parameter

No. of respondent

Percentage

1)

Unsufficient Welfare Facilities

37

37%

2)

Relation With Management

12

12%

3)

Low Salary

8%

4)

Improper Working Condition

10

10%

5)

Personal Problem

23

23%

6)

Health Related

20

20%

Total

100

100%

Graph no.-4

Reason Behind High Absenteeism Rate

Unsufficient Welfare Facilities

Relation With Management

18%
34%

Low Salary

21%
Improper Working Condition

11%
9%
7% Problem
Personal

Health Related

Interpretation:- From the above table it is found that 37% labor are highly
absent because of unsufficient welfare facilities and only 8% are absent because of
improper working condition of company.
5. How is manager, labor relationship within premises?

32

Table No. - 5
Sr. No.

Parameter

No. of respondent

Percentage

1)

Good

23

23%

2)

Average

61

61%

3)

Bad

16

16%

Total

100

100%

Graph No.-5

Relationship With Manager

16%
Good

23%
Average

Bad

61%

Interpretation:- 23% labor says that they are having good relations with their
manager within premises, 61% labor says that they are having average relations
with their manager and 16% labor says that they are having bad relations with their
manager within premises.

33

6. In your opinion how absenteeism can be controlled?

Table No.-6
Sr. No.

Parameter

No. of respondent Percentage

1)

Arranging Motivation Programme

10

10%

2)

Motivating By Monetary and Non-monetary Award

42

42%

3)

Change Working Condition

27

27%

4)

Introducing Attendance Management Program

31

31%

Total

100

100%

Graph No.-6

Opinion About Absenteeism Control

Arranging Motivation Programme Motivating
9%By Monetary and Non-monetary Award
28%
38%
Change Working Condition

25%
Introducing Attendance Management Program

Interpretation:- From the above table it is found that 42% employee say that
absenteeism can be control by motivating employees by monetary and nonmonetary awards & only 10% employee gives preference to arranging motivation
program for controlling absenteeism.
34

7. What types of facilities do you expect from management to reduce absenteeism?

Table No.-7
Sr. No.

Parameter

No. of respondent

Percentage

1)

Welfare Facilities

37

37%

2)

Sufficient Salary

11

11%

3)

Relation With Management

13

13%

4)

Medical Facilities

26

26%

5)

Transportation Facilities

13

13%

Total

100

100%

Graph No.-7

Facilities Expect From Management

Welfare Facilities

Transportation Facilities

Sufficient Salary Relation With Management Medical Facilities

13%
37%
26%
13%

11%

Interpretation:- From the above table it shows that mostly the labor except the
welfare facilities from management i.e 37% & only 11% except the sufficient
salary from management facilities to reduce absenteeism.
35

8.What is the procedure of taking leave?

Table No. -8
Sr. No.

Parameter

No. of respondent

Percentage

1)

Giving Leave Letter

53%

53%

2)

Not Giving Leave Letter

19%

19%

3)

Asking Permission

28%

28%

4)

No Leave

0%

Total

100

100%

Graph No.-8

Procedure of Taking Leave

Giving Leave Letter

28%
Not Giving Leave Letter 53%
Asking Permission
19%

No Leave

Interpretation:- The above table interprets that the 53% of the employees follow
the procedure to take leave & 19% employees not fallow the procedure & 28%
employees ask the permission for taking leave.
36

9. How many days you remain absent in a month?

Table No.-9
Sr. No.

Parameter

No. of respondent

Percentage

1)

1-2 days

18

18%

2)

2-3 days

33

33%

3)

3-5 days

41

41%

4)

Above 5 days

8%

Total

100

100%

Graph No.-9

Absenteeism in a month
8%

1-2 days

2-3
days
41%

18%

3-5 days

Above 5 days

33%

Interpretation:- From the above table it is found that only 18% labor are take
leave 1-2 day in a month, 33% labor take 2-3 days, 41% labor take for 3-5 days
and only above 5 days leave take by 8% labor.

37

10. What is your opinion about salary paid by company?

Table No.-10
Sr. No.

Parameter

No. of respondent

Percentage

1)

Sufficient

24

24%

2)

Insufficient

31

31%

3)

Neutral

7%

4)

Moderately Sufficient

38

38%

Total

100

100%

Graph No.-10

Salary Paid By Company

Sufficient

24%

38%

Insufficient

Neutral

7%

Moderately Sufficient

31%

Interpretation:- From the above table it is found that 38% employee say that
salary paid by the company is sufficient & 7% employee does not say anything
about the salary paid by company.

38

11. Does the company help in your personal problem?

Table No.-11
Sr. No.

Parameter

No. of respondent

Percentage

1)

In some cases

17

17%

2)

Often

11

11%

3)

Not at all

72

72%

Total

100

100%

Graph No.11

Help In Personal Problem

17%
In some cases

Often

11%

Not at all

72%

Interpretation:- From the above table it is found that only 17% employee say that
in some cases company help in personal problem & 72% employee say that
company not at all help in personal problem.

39

12. Which shift do you prefer to mentain regularity in work?

Table No.-12
Sr. No.

Parameter

No. of respondent

Percentage

1)

General Shift

56

56%

2)

Weekly Shift

23

23%

3)

Monthly Shift

21

21%

Total

100

100%

Graph No.-12

Opinion About Shift In a Company

25%
General Shift

Weekly Shift
19%

56%

Monthly Shift

Interpretation:- From the above table it is found that most of the employee prefer
general shift i.e. 56% & less no. of employee prefer the weekly shift i.e. 19%.

40

13. Are you comfortable with extra shift or it creates over work load?
Table No.-13
Sr. No.

Parameter

No. of respondent

Percentage

1)

Comfortable

63

63%

2)

Not comfortable

37

37%

Total

100

100

Graph No.-13
Comfortable With Extra Shift or Not

37%
Comfortable

Interpretation:-

Not comfortable
63%

From the above table it is found that 63% employees are

comfortable & 37% employees are not comfortable with extra shift they think that
it creates work load.

41

14. Are you aware about leave rule of company?

Table No.-14
Sr. No.

Parameter

No. of respondent

Percentage

1)

Yes

71

71%

2)

No

29

29%

Total

100

100

Graph No.-14

Awareness About Leave Rule of Company

29%
Yes

No
71%

Interpretation:- From the above table it shows that 71% labor are aware about
leave rule & 29% labor are not aware about leave rule of the company.

42

CHAPTER 5
FINDINGS OF THE STUDY
It is found that in between 18-25 years age-group the absenteeism rate is highest i.e
46%. ( From Table No.1 )

It is found that female labor are more absent as compare to male labor i.e. 57%
(Table No.2)

In

problem i.e. 39.13%. ( From Table No.3)

Mostly labor are highly absent due to unsufficient welfare facilities provided by

between 18-25 years age-group the major reason of absenteeism is shift

management i.e. 37%. ( From Table No.4)

61% labor says that they are having average relations with their manager within
company premises. ( From Table No.5)

43% labor except the welfare facilities from management to reduce absenteeism.
( From Table No.6)

42% employee say that absenteeism can be control by motivating employees by

monetary and non-monetary awards. ( From Table No.7)

The study shows that 53% of the employees follow the procedure of taking leave .
(From Table No.8)

41% labor absent 3-5 days in a month. ( From Table No.9)

43

38% employee say that salary paid by the company is moderately sufficient.

( From Table No.10)

72% employee say that company not at all help in personal problem. ( From Table

No.11)
Most of the employees prefer general shift i.e. 56% to mentain regularity in work.

(From Table No.12)

37% employees are not comfortable with extra shift they think that it creates work

load. (From Table No.13)

71% labor are aware about leave rule leave rule of the company. ( From Table
No.14)

CONCLUSION

From the above study it is found that this research has identified and calculates
the absenteeism rate in Pee Vee Textile Ltd. according to different age-group and
gender. It is working effectively and helps to identify the reasons behind the
absenteeism and relationship between labor and manager within premises. Labor
are mostly taking leave for personal reason, & at the time of taking leave labor
follow the procedure of taking leave & labor absent mostly 3-5 days in a month.
Mostly labor want welfare & medical facilities from management to reduce
absenteeism & salary paid by company is moderately sufficient. Labor are aware
about the leave rule of company & they think that extra shift creates work load. It
is found that company not at all help in labor personal problem many times & they
think that absenteeism can be controlled by motivating employees by monetary and
non-monetary awards.

44

SUGGESTIONS

SUGGESTIONS TO REDUCE ABSENTEEISM

In order to minimize the rate of absenteeism the company could take care of
employees healths especially in production unit.
Introducing attendance management programme.
I suggest that by taking disciplinary action which will minimize absenteeism.
Introducing medical facilities for employees and employees family member.
Providing transport facilities for all employees
Motivating the employee by monetary and non monetary awards for those who are
completed 100% attendance.
To improve safety awareness among employee by educating them on health
aspects conducting safety work shop.

45

BIBLIOGRAPHY

Human Resource and Personnel Management:By K. Aswathapa, Fourth Edition 2007, Published by New
Delhi McGraw-Hill Publishing Limited
Business Research Methodology:By J. K. Sachdeva, First Edition 2008 Published b Himalaya
Publishing House
Personnel Management & Industrial Relation:Davar R.S, 10th Edition 1991, Vikas Publishing House Pvt. Ltd.
Personnel Management:Edwin Flippo, 6th Edition 1984, McGraw Hill Book Co. Ltd.
Research Methodology:C.R Kothari, 2nd Edition 1990, Wishwa publications.
Industrial Management:M.E Tukaramrao, 2nd Edition 1999, Himalaya Publishing House.
Company manual.
Company records.

46

WEBSITES:
www.hr.com
www.onlinejrnl.com
www. Pee vee textile.com

APPENDIX
Questionnaire
Dear Sir / Madam,
I am the student of Bapurao Deshmukh College of Engineering, Sevagram
(MBA Semester IV). As a part of academic curriculum, I am conducting a
research on the topic A STUDY ON LABOR ABSENTEEISM IN PEE VEE
TEXTILE LTD JAM (HINGANGHAT).
I need your kind help and support to complete this research. So kindly
provide me your opinion to fill the questionnaires.
Dear respondents, Personal detail

1)Name
Department ..
Experience ..
2) Address: _____________________________________________________
3) Age:
4) Gender:

a) 18-25

b) 25-35

a) Male

c) 35-45

b) Female

5) Educational background
47

d) 45&above

a)

High school

b) graduate c) Post graduate

6) Marital status:

a) Married

b) Unmarried

7) Types of Jobs:

a) Trainee

b) Permanent

8) Wage / Salary:

a) Monthly

d) Illiterate

c) Temporary

b) Daily

Q.1. How many day you remain absent?

A) 1-2 days

B) 2-3days

C)3-5 days

D)Above 5days

Q.2. What are the different reason of absenteeism in between 18-25 years agegroup?
a) Going to college

b) Working Condition

c) Boredom

c) Shift problem

Q.3. What is the reason behind absenteeism?

a) Personal

b) Work Related

c) Social

d) Addiction

Q.4. How is your relationship with your manager within the premises ?
a) Good

b) Average

c) Bad

Q.5. What is the procedure for taking leave in your organization?

a) Giving a leave letter
permission

b) Not giving a leave letter c) Asking a

d) No leave
Q.6. What type of facilities do you except from the management to reduce
absenteeism?
a) Medical facilities

b) Transport facilities
48

c) Others

Q.7. In your opinion, how absenteeism can be controlled?

a)

a)Arranging motivation programme

c)Change working conditions

b) Provide incentives

d) Develop an attendance policy

Q.8. Which factor will motivate you to attend regularly?s

a)Good employer relations
c)Future prospects

b) Work environment

d) Recognition of work

e) Incentives and bonus provided based on performance

Q.9. Are you comfortable with extra shift or its creates over work load?
a) Comfortable

b) Not Comfortable

Q.10. Are you aware about leave rules of company?

a) Yes

b) No

Q.10. About the salary paid by the company?

a) Sufficient
sufficient

b) Insufficient

c) Neutral

d) Moderately

Q.12. Does the company helps in your personal problem?

a) In some cases

b) Often

c) Not at all

Q13. To reduce absenteeism which shifts do you prefer if it is adopted?

a) General Shift

b) Weekly Shift

c) Monthly shift

Any suggestions regarding absenteeism Comments

Thanks for taking your precious time to answer my Questionnaire.
We value your Comments
Signature of Respondent -------------------49

Q.6. What types

of facilities do
you except from
management to
reduce
absenteeism?
Table No.-6

50