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HYPOTHESIS
A hypothesis is a proposition, condition or principle which is assumed, perhaps
without belief, in order to draw logical consequences by this method to test its accord
with facts which are known or may be determined.
When a researcher observes knows facts and takes up a problem for analysis, he
first has to start somewhere and this point of start is the hypothesis. In other words,
one has to proceed to formulate tentative solution as soon as the problem to be tackled
is finalized. These proposed solutions or explanations constitute the hypothesis which
the researcher proceeds to test on the basis of fact already known or that can be made
known. Even, collection of facts merely for the sake of collecting them will yield no
fruits; to be fruitful, facts need to be collected such that they are for or against some
point of view or proposition. Such a point of view or proposition is the hypothesis.
The tentative explanations or solutions are suggested to researcher by something in
the subject matter and by our previous experience.
Hypothesis testing means to know whether the hypothesis based on the data
collected is valid or not. The main object of hypothesis testing is whether to accept the
null hypothesis. Procedure for hypothesis testing deals with steps on the basis of
which a hypothesis is either rejected or accepted.
Thus, this study has been primarily carried out to analyse and judge the effects
and implications of absenteeism among the employees of a bottling plant, both on the
managerial and the non-managerial section of employees.
The hypotheses of the study are: Absenteeism affects and reduces organizational productivity.
Logical outlook towards various problems was more prominent
among regular attendees than absentees.
Older employees have greater commitment towards their work.
The hypothesis of this study has been deduced and identified on the basis of the belief that
employees normally absents themselves from work due to certain unconditional and
conditional reasons which affects organizational productivity.
Inc. in the presence of Mr. George Bush, the 41 st President of USA, Mr. Roger A.
Enrico, Chairman of the Board & C.E.O., PepsiCo Inc. and Mr. Craig Weatherup,
President of Pepsi Cola Company.
Vision
Mission
Their Success
Production of innovative, high quality retail branded
beverages combined with world-class packaging.
Driven by a management team with a
relentless focus on
for
strong
performance
and
10
COMPANY VISION
A North Carolina Pharmacist established Pepsi Cola in 1980 as a cure for Dyspepsia
(indigestion). Under the supervision of Mr. Bradhman Pepsis first bottling plant was build
1905.
In 1977, when Coca-cola left the country then Pepsi Co. began to lay plans to enter
this huge Indian soft drink market. Pepsi working with Indian business groups to seek
government approval for its entry in the India soft drink market. Pepsi offered Indian
Government to help in the exports of some of its agricultural products in a volume that
would cover the cost of importing soft drink concentrate.
Pepsi Company is established in Indian in 1989. At that particular time it was know as
a non-Cobo (Company owned bottling operations) company. In January 1995 Pepsi took
over and it is now known as a Cobo (Company owned bottling operations) company. It
joined hands with Voltas Ltd with 60%equity. But now it has become a fully owned
subsidiary.
Pepsi Company is broad based food and Beverages Company, serving more than 60%
of its sales and operation profits from its snack- foods and restaurants business. Established
with a turnover of $ 28 billion in 1989, the companys beverage business has grown 50%
streets ahead of the market; which has expanded by 20%. It poured in vast sums to whip up
its visibility at the retail level, so that consumes were greeted virtually at very street corner
by Pepsis blue-red and white colors. Behind the hype, in effort invisible to consumers,
Pepsi pumped in Rs.300 Crore to add muscle to its infrastructure in bottling and
distribution. This is apart from the money that up grading the plants.
12
April 1993, Voltas and Punjab Agros equity stakes were bought over converting Pepsi
Foods from a joint venture to fully own subsidiary. Weak bottlers who did nit have the
finance were given massing support in from of interest- free loans to upgrade their
operations. But the big strategy, which has proved to be winner was the position Pepsi,
decided taken company owned Bottling operations (COBO). For this another subsidiary
Pepsi co. India Holding was set up as investment vehicle capitalized at $9.5 million.
1991 saw a major launch of 7-up in India, which was warmly received by India
customers and consumers.
1994 Pepsi achieved the number 1 position in cola brand India.
1995 2new COBOs were opened in UP & Gujarat.
1996 Mirinda attend No 1 Position in orange beverage category.
May 1998 was major launch of Mirinda Lemon in India.
Pepsi is trying very hard to maintain the lead it made over its competitors in the India
sift drink market. It is expanding its business in the other fields also. It is in the business of
export of beverages concentrates. This year Pepsi has achieved a 100% growth in the
export turnover in the first quart of 1998 over the corresponding period for the previous
year. Pepsi has taken a lead in the beverage concentrate exports from potential in the near
future. Pepsi has also developed agricultural linkages to boot its export thrust and as a
move in the direction, its plant at Sonepat has become the first rice-processing facility in
India.
Pepsi mean while added a new range of products to its agro-export Portfolio. These
include Baron, a bread of peanut butter marketed in U.S., Branded red and green chili,
Puree, ginger and garlic paste &cooking paste under the seasons Harvest home, which is
also the name of its branded basmati rice.
13
At present Pepsi is trying very hard to maintain its position in the market. It is operating in
a very well managed manner. Some of its strategies it followed to be competitive in the
market area follows
EMPOWERMENT
One of the strongest weapons in the Pepsis armory is the flexibility it has empowered with
its people. Every manger and sales person has the authorities to take whatever steps he
feels will make consumer aware of the brand and increase its consumption.
CHANNEL MANAGEMENT
Pepsi has a very well managed distributive system. It is said the Pepsi dont have bottlers,
it has partners. Pepsi has a well-aligned bottling network. It operates through COBO
(Company owned bottling operations) and FOBO (Franchise owned Bottling Operations)
It is this way a Pepsi Co., India Strengthens its marketing that gives it an edge. Every
number of its sales team is meticulously taught the merchandising and display skills that
can leverage the reach of the companys bottling network to achieve high visibility for the
product.
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negotiations for strategic alliance but talks break off after a while.
15
1993
Pepsi launches Teem and Slice. Captures about 25.30% of the soft drinks market in
about two years.
July 1993
Voltas pulls out of PFL joint venture. Pepsi decides to raise equity to 92% Reports
of coke Parle negotiations gain strength.
1994
Pepsi brought Dukes& Sons
1995
Pepsi launched Cans having capacity of 330 ml in various flavors.
1997
Pepsi brought Mirinda Orange opposite to Fanta.
1998
Pepsi launched Lemon Mirinda to give taught competition to Limca.
1999
Pepsi has launched its Diet Pepsi Can and 1.5 Liters pet battles for health conscious
people.
1997
Refusing to dilute its equity state Coca-Coal winds up operations in the country.
Parle launches Thumps Up and Drinks launches Campa Cola.
2001
Pepsi launched Aquafina.
2003
Pepsi launched Mountain Dew
2005
Mirinda lemon zinger, 7UP.Ice was launched by Pepsi.
2006
Bubbly Pepsi was launched.
2007
Pepsi Gold was launched.
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17
18
We compete locally.
Small in big/small company
Visible community leadership
Mindset of an entrepreneur
Know/Service every customer
Sense of urgency
There is no tomorrow.
Fix it today.
Our success is built upon passion.
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20
PEPSI HEADQUARTERS
Pepsi Cos world headquarters is located in purchase, New York, approximately 45 minutes
from New York City. Edward Darell Stone, one of Americas foremost architects, designed
the seven building headquarters complex. The building occupies 10 acres complex that
includes the Donald Mkendall sculpture gardens, a world acclaimed sculpture collection in
garden setting. The collection of work is focused on major twentieth century art, and
features work by such as Augusta Rodin, Henri Laurens, Henery Moore, Alexander Calder,
Alberto Giacometti, Arnaldo Pomodoro and Claes Oldenberg. The gardens were originally
designed by the world famous garden planner, Russel Page, and have been a visitors booth
in operation during the summer and spring.
TRAINING AND DEVELOPMENT
It provide following to employee:
On Job Training Program
In House Training Program
Out door Training Program
WELFARE ACTIVITIES
Company provides welfare activities to its employees like:
Uniform
Transportation facilities
Canteen
Annual meet etc.
22
PRODUCT
BOTTLE FILLING
PEPSI
300ml, 200ml
MIRINDA ORANGE
300ml, 200ml
MIRINDA LEMON
300ml, 200ml
SLICE
250ml
7-UP
300ml, 200ml
EVERVESS SODA
300ml
MOUNTAIN DEW
300ml, 200ml
QUALITY POLICY
The best delivery.
23
24
25
100
TOTAL FAT
0gm
SODIUM
25mg
POTASSIUM
10mg
TOTAL CARBOHYDRATE
27g
SUGAR
27g
PROTEIN
0g
CAFFEINE
25mg
Pepsi contains carbonated water, high fructose com syrup and/or sugar, Carmel color,
phosphoric acid, caffeine, citric acid and natural flavors.
SLICE
Produced at 80.c and is prepared by VBL on large scale!
CONTENTS: CALORIES
130
TOTAL FAT
0g
SODIUM
35mg
POTASSIUM
70mg
TOTAL CARBOHYDRATE
34g
SUGAR
33g
26
PROTEIN
0g
CAFFEINE
0g
Slice contains carbonated water, high fructose com syrup and/or citric acid, potassium
citrate, potassium benzoate (preserve freshness) gum Arabic, malice acid, potassium
sorbate (preserve freshness), yellow 6, salt, ester gum, natural flavors, calcium
disodium EDTA (to protect flavor) and brominated vegetable oil.
DO THE DEW
OYEBUBBLY!
28
PEPSI. MY CAN
VBL LTD
Production from 1995 to 2005
29
90
80
70
60
50
40
30
20
10
0
East
West
North
95
96
97
98
99
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DEFINING ABSENTEEISM
Absenteeism in short can be defined as a failure to report to work.
It is likely a symptom of low moral and declining productivity or little involvement
at work as demonstrated by the employees staying away from work.
It refers to the failure on the part of employees to report to work through which they
are scheduled to work. In other words an unauthorized absence constitutes
absenteeism.
It is referred to here in as failure of employees to report to work when they are
scheduled to work.
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TYPES OF ABSENTEEISM
There are two types of absenteeism, each of which requires a different type of approacha) INNOCENT ABSENTEEISM: - innocent absenteeism refers to employees who are
absent for reasons beyond their control sickness and injury. Innocent absenteeism is
not culpable i.e. blameless. In a labor relations context this means that it cannot be
remedied of or treated by disciplinary measures.
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CALCULATION OF ABSENTEEISM
The rate of absenteeism is expressed as the percentage of man-days lost through absence to
the total number of man days scheduled in a given period.
industry. It becomes a problem when it exceeds 10% as it disturbs the production schedules
and creates many problems. Personnel Research studies have further revealed that: The days before and after a holiday are liable to higher rate of absenteeism.
Employees who belong to local area are absent more often than outsiders.
Bad weather increases rate of absenteeism, especially among employees who live at
distant places.
Employees under the age of 25 years and above the age of 55 years are absent more
often than those in the age group of 26 to 55 years.
Operative employees are absent more frequently than the supervisors and managers.
The higher the rate of pay and greater the length of services of the employees\, the
fewer the absences.
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Lets have a tabular evaluation of the: Observable Behavior pattern indicating possible alcohol related problems
STAGE
ABSENTEEISM
GENERAL BEHAVIOUR
I STAGE
Complaints
(Early)
(Absenteeism
from
JOB PREFERENCE
fellow Misses
deadlines,
situations)
II STAGE
(Middle)
feel
guilty
undependable
about
concentrate,
loss
of
minor
III STAGE
Frequent days off, several Aggressive and belligerent
(Late middle)
behavior domestic problems
days at a time, does not interfere with work,
financial difficulties
return from lunch.
(garnishments and so on),
I dont feel like eating
and more frequent
Dont want to talk about hospitalization, Resignation!
Does not want to discuss
it
problems. Problems with the
law community.
I like to drink alone
Prolonged unpredictable
IV STAGE
absence
(Approaching My job interferes with my
terminal
drinking
stage)
Far
below
expectations
Punishable
disciplinary actions.
Generally
incompetent faces
termination or
hospitalization.
Thus above cases reveal that how an effect of alcohol severely affects the presence
of employees leading to absenteeism
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37
38
19.3
20.1
21.8
22.9
18.3
19.2
11.0
14.9
15.9
16.8
13.9
15.6
13.1
13.1
10.8
12.2
12.4
12.2
14.7
14.1
16.6
19.3
19.0
23.1
16.2
14.7
15.8
17.9
20.2
17.7
CEMENT
MATCH
MAKING
TELEGRAPH
WORKSHOP
39
41
CONCLUSION
Recent surveys have shown: - The higher the rate of pays the greater the length of service of the
employee, the fewer the absence.
- As an organization grows, there is a tendency towards higher rate of
absenteeism.
- Women are absent more frequent than men.
- Single employees are absent more frequently than married employees.
- Younger employees are absent more frequently than older employees but
the latter are absent for longer period of time.
- Unionized organization has higher absenteeism rates than non-union
organizations.
- Logical outlook towards various problems was more prominent among
regular attendees than absentees.
- Emotionally surcharged statements were more frequent among absentees.
- Absentee group was found to have indifferent attitude, whereas regular
worker showed more critical thinking towards their work.
Attendance improvement programs can work! What the employees want is commitment
and support from all levels of management, an effective attendance record-keeping system,
consultation and open communication on the reasons for the attendance programs.
Implementing and maintaining a work environment where open communication and team
spirit can thrive will at first sometimes seem a mammoth and unrealistic task. If you need
encouragement just consider some of the benefits; reduced absenteeism, open
communication, team spirit, advanced grievances and greater employee satisfaction.
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RESEARCH METHODOLOGY
Research in common parlance refers to a search for knowledge. One can also define
research as a scientific and systematic search for pertinent information on a specific
topic. In fact, research is an art of scientific investigation. It is the pursuit of truth with
the help of studies, observation, comparison and experiment. In short the search for
knowledge through objective and systematic method of finding solution to a problem
is research.
According to Clifford Woody, Research comprises defining and redefining
problems, formulating hypothesis or suggested solutions, collecting, organizing and
evaluating data, making deductions and reaching conclusions to determine whether
they fit the formulating hypothesis.
RESEARCH DESIGN
A research design is an arrangement of conditions for connections and analysis of data
in a manner that aims to combine relevance to the research purpose with economy in
procedure. Research design is a plan that specifies the sources and types of
information relevant to the research problem. It is a strategy specifying which
approach will be used for gathering and analyzing the data. In fact, it is the conceptual
structure with which research is conducted; it constitutes the blue print for the
collection, measurement and analysis of data. The plan is an outline to research
scheme on which the researcher id to work. The structure of the research is a more
specific outline or the scheme. The strategy shows how the research will be carried
out, specifying the method to be used in collecting data.
TYPES OF RESEARCH DESIGN
Research design is mainly of three types: 1. Exploratory research
2. Descriptive research
3. Experimental research
44
where events occur in a setting at the discretion of the experiment and controls are
used to identify the source of variants in the subject. Thus they are those where the
researcher tests the hypothesis of the causal relationship between variables.
The research undertaken by me in this project is a descriptive research
The research methodology adopted for the project can be stated as follows
An extensive study of the topic through various sources like internet, books and
work done on some topics
A questionnaire was prepared to analyze the level of absenteeism in VBL.
Collection of questionnaire took place after a couple of weeks to analyze data
All the responses were studied and certain findings and recommendation were
given.
A detail and systematic report was prepared.
45
SAMPLING DESIGN
Sampling is used to collect primary data when the source of data is far too many to be
exhausting handled. Sampling is the integral part of data collection process.
The way of selecting a sample is known as sample design. It is the definite plan
for obtaining a sample from a given population. It may as well lay down the number
of items to be included in the sample i.e. the size of the sample.
Sample design is determined before data are collected.
METHODS OF DATA COLLECTION
The key for useful systems is the selection of the method for collecting data and
linking it to analysis and decision issue of the action to be taken. The accuracy of the
collected data is of great importance for drawing correct and valid conclusion from
detailed investigations.
There are two types of data viz. primary and secondary.
PRIMARY DATA
The primary data are those, which are collected afresh and for the first time, and thus
happen to be original in character. There are several methods of collecting primary
data, particularly in survey and descriptive research. Some important ones are
observation method, interview method, through questionnaire, through schedules etc.
SECONDARY DATA
Secondary data means, data that are already available that is they refer to the data
which have already been collected and analyzed by someone else and which have
already been passed through the statistical process. Secondary data may either be
published data or unpublished data and can be gathered through Internet, books,
magazines, manuals, journals etc.
In this study I have used Structural Questionnaire for collecting primary data. I
have also made frequent interaction with the management and the employees during
my training at Varun Beverages Ltd.
46
47
My study was strictly based on the primary data collection method collected by means of
questionnaire dealing and involving the overall sample of 70 people working in Varun
Beverages Ltd., constituting 20 of manager level of employees and 50 of the nonmanagerial section!
The data has been interpreted on the basis of tally marking and
thus derive the percentage figure based on the answers given by the sample ingredients,
represented below with the help of a pie-chart and percent (%) notation: -
48
30-40
40-50
50-60
NO. OF EMPLOYEES
11
% OF EMPLOYEES
10%
55%
25%
10%
The above data base structure shows that 10% of managers fall within the age
category of (20-30) years, 55% are between (30-40) years, 25% are in (40-50)
years and 10% are under (50-60) years of age. This shows that the young
executives effectively run Varun Beverages.
We can represent the above data on the basis of below visual pie-diagram!
AGE GROUP
10%
10%
25%
55%
50-60
40-50
30-40
49
20-30
POSTGRADUATE
NO.OF EMPLOYEES
12
% OF EMPLOYEES
40%
60%
EDUCATIONAL PROFILE
The above data base structure shows that40% of managers fall under the
category of postgraduates and 60% of them fall within the category of
postgraduates. This shows that in Varun Beverages most of the manager are
Either MBA or MCA or possessing other equivalent degrees!
We can represent the above data with the help of below visual pie-diagram: -
EDUCATIONAL PROFILE
40%
60%
GRADUATE
POSTGRADUATE
50
5000-1000
100015000
1500020000
2000030000
NO. OF EMPLOYEES .
.. 2
% OF EMPLOYEES
30%
40%
10%
10%
FINANCIAL
PROFILE
3000040000
10%
4000050000
The above data base structure shows that none of the managers fall under the
pay scale of Rs.5000, 30% of managers lie between (5000-0000), 40%
between (10000-15000), 10% between (15000-20000), no employee between
(20000-30000), 10% between (30000-40000) and 10% between (4000050000). This shows that the salary of the managers in Varun Beverages Ltd is
moderate!
We can represent the data on the basis of below visual pie chart.
FINANCIAL PROFILE
10%
10%
0%
0%
30%
10%
40%
51
5000-10,000
15,000-20,000
30,000-40,000
MONOTONOUS
WORK
OVERLOAD
OF WORK
COMMUTING
FROM HOME
TO WORK
PLACE IS
CUMBERSOME
STRESS
OTHERS
NO OF
EMPLOYEES
..
..
19
% OF
EMPLOYEES
5%
..
..
95%
The above data base structure shows that 5% of the managers suffer from
monetary which is caused due to repetition of same type of work and thus to
take leave while 95% of managers considers other factors like illness,
indifferent situations, incorrigible problems etc as an obvious reason for
taking leave from work. None of the managers complained of overload of
work, stress and cumbersome situations, as they remained indifferent toward
these facts for being a possible cause to leave.
We can represent the data through below visual pie chart.
52
POSSIBLE REASONS
5%0%
95%
MONOTONOUS WORK
OVERLOAD OF WORK
COMMUTING FROM HOME TO WORK IS CUMBERSOME
STRESS
OTHERS
DECLARE
HOLIDAY OR
THAT DAY
DIRECT THEM
BEFORE OR ON
THE SAME DAY
OTHERS
DIRECTIONS
CARRY
ON WITH THE
PENDING
WORK
NO.OF
EMPLOYEES
30%
40%
30%
% OF
EMPLOYEES
The above data base structure shows that 30% of the managers convey their
subordinates to carry on with the pending work. No manager declares the
holiday for their employees when they are on leave, 40% direct them before or
on the same date concerning the task their subordinates have to perform while
30% adopt other factors like they appoint a leader to assist their employees or
ask other departmental heads to take necessary action.
53
We can represent the following data with help of below visual pie-diagram!
DIRECTIONS
30%
30%
0%
40%
CONDITIONS
YES
NO
NO.OF EMPLOYEES
13
% OF EMPLOYEES
65%
35%
The above data shows that 65% of the managers confirmed that their
employees are regular in the organization while 35% of managers complained
about the irregularity of their employees due to obvious reasons like illness,
anxiety, and in contingent situations.
The below visual pie chart represent the above data-:
54
CONDITION
35%
65%
YES
NO
THROUGH
OTHER
MEMBERS
DO NOT
MAINTAIN
OTHERS
PERSONAL
WATCH
NO.OF
EMPLOYEES
15
% OF
EMPLOYEES
75%
20%
5%
..
METHODS
The above data base structure shows that 75% of managers maintain an
attendance register. 20% go for a personal watch to check their employees, 5%
come to know about the presence of their employees through other people in
the plant. While none of the managers said that they do not maintain any
record of their employees.
We can represent the above data on the basis of visual pie chart below55
METHODS
5%
0%
0%
20%
75%
MEASURES
TRAINING AND
DEVELOPMENTS
RECREATION
AND
AMUSEMENTS
SALARY
INCENTIVES
PROVIDING
PROPER
LEAVE
NO. OF
5
EMPLOYEES
% OF
25%
EMPLOYEES
20%
30%
25%
56
The above data shows that 25% of managers think that true training and
development absenteeism can be reduced as than employees will become
more efficient to perform their job well and thus will to love to work. 20% of
managers think recreation and amusement facilities should be provided to
employees and it will reduce their stress and thus they will file relaxed.30%
think that salaries of employees should increase while 25% are of the view
that employees should be provided enough leave show that they do not require
any reason for the absent from work.
The below mentioned visual Pie chart represents the above data.
MEASURES
25%
25%
20%
30%
20-30
30-40
40-50
50-60
NO.OF
EMPLOYEES
24
14
10
% OF EMPLOYEES
48%
28%
20%
4%
57
The above data based structure shows that 48% of employees fall within the
age of category of (20-30) years, 28% between (3040) years, 20% between
(40-50) years and only 4% fall between to (50-60) years.
We can represent the above data with the help of below visual Pie chart.
AGE GROUP
4%
20%
48%
28%
20-30
30-40
40-50
50-60
MATRICULATE
INTERMEDIATE
GRADUATE
POSTGRADUATE
27
13
54%
26%
18%
2%
NO. OF EMPLOYEES
% OF EMPLOYEES
58
The above data based structure shows that 54% employees are metric passed,
26% is intermediate, and 18% are graduate while only 2% are postgraduate.
They show that for VBL higher academic qualifications are not more
important than efficiency and hard work
We can represent the above data with the help of below visual Pie chart.
EDUCATIONAL PROFILE
2%
18%
54%
26%
MATRICULATE
GRADUATE
INTERMEDIATE
POSTGRADUATE
36
12
% OF
EMPLOYEES
72%
24%
4%
59
The above data based structure shows that 72% of employees of VBL earn up
to Rs 5000/ per months, 24% of employees earn between (5000/-10000/) per
months while only 4% of employees were having their monthly salary
between (10000/-15000).
We can represent the above data from the basis of below Pie chart.
FINANCIAL PROFILE
4%
24%
72%
UPTO 5000
5000-10000
10000-15000
VERY
FREQUENTLY RARELY
FREQUENTLY
NEVER
NO. OF
EMPLOYEES
40
% OF
EMPLOYEES
8%
80%
12%
60
The above data shows that 80% of people in VBL rarely take leave from the
company, 12% said they never take leave, 8% said they due to reasons of
illness and exhaustion frequently take leave from their work while everyone
of them remained indifferent for frequently falling under the category of an
absentee. Thus, the commitment of workers in VBL towards their job is very
high.
The below visual pie chart satisfy the above data!
CRITERIA
0%
12%
8%
80%
VERY FREQUENTLY
RARELY
FREQUENTLY
NEVER
EFFECT OF
INTOXCATION
ILLNESS AND
INDISPOSITION
UNFORESEEN
CONTINGENT
SITUATIONS
JOB
DISSATISFACTION
NO.OF
EMPLOYEES
28
13
% OF
EMPLOYEES
2%
56%
26%
16%
61
The above data base structure shows that 2% of employees are affected due to
intoxication and thus fall absent, 56% suffer from illness or injury and thus are
committed to absenteeism, 26% consider some unforeseen contingent
situations, which are beyond their control like, death in the family, marriages
etc. and thus fall absent while 16% are not satisfied with their jobs hence
dont want to report to work.
The below visual pie chart outlays the above data!
FACTORS
2%
16%
26%
56%
EFFECT OF INTOXICATION
ILLNESS AND INDISPOSITION
UNFORESEEN CONTINGENT SITUATIONS
JOB DISSATISFACTION
DEDUCTION
IN SALARY
STOPPAGE IN
INCREMENT
REDUCTION
IN LEAVES
STOPPAGE
IN
PROMOTION
NONREMUNARATIVE
OVERTIME
NO.OF
EMPLOYEES
32
14
% OF
EMPLOYEES
64%
2%
28%
0%
6%
62
The above data base structure shows that 64% of employees face deduction in
salary on being absent, 2% suffer stoppage in increment, 28% got their leaves
reduced, 6% have to work for extra hours for which they are not paid, while
none of the employees were charged for detention or stoppage in promotion.
We can represent the above data from the basis of below Pie chart
ACTIONS
6%
0%
28%
64%
2%
DEDUCTION IN SALARY
STOPPAGEIN INCREMENT
REDUCTION IN LEAVES
STOPPAGE IN PROMOTION
NON-REMUNERATIVE OVERTIME
PRIOR OF BEING
ABSENT
ON THE SAME
DAY
DO NOT
INFORM
NO. OF
EMPLOYEES
46
% OF
EMPLOYEES
92%
2%
4%
2%
63
The above data base structure shows that 92% of employees inform their boss
prior of being absent, 2% inform the next day, 4% inform the same day from
telephone or personally, while 2% do not inform at all as they consider it
necessary.
We can represent the above data from the basis of below Pie chart
CRITERIA
2% 4% 2%
92%
YES
NO
NO. OF EMPLOYEES
50
% OF EMPLOYEES
0%
100%
The above data base structure shows that 100% of employees do not want to
be called as an absentee.
We can represent the above data from the basis of below Pie chart
64
CONDITION
0%
100%
YES
NO
YES
NO
NO.OF
EMPLOYEES
49
% OF
EMPLOYEES
98%
2%
65
The above data base structure shows that 98% of employees want to convert
themselves from an absentee employee to a non-absentee employee while
remaining 2% remained indifferent of this view.
We can represent the above data from the basis of below Pie chart
CONDITION
2%
98%
YES
NO
HABITUAL PROBLEM
REGULAR PRACTICE
AN INCORREGIBLE
PROBLEM
NO.OF
EMPLOYEES
15
12
23
% OF
EMPLOYEES
30%
24%
46%
The above data base structure shows that 30% of employees think
absenteeism as habitual problem of employees, 24% consider it as a regular
66
VIEWS
30%
46%
24%
HABITUAL PROBLEM
REGULAR PRACTICE IN ANY ORGANIZATION
AN INCORREGIBLE PROBLEM
67
69
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SUGGESTIONS
With all the theoretical knowledge and practical experience I posses, I would like to
suggest the following-:
To increase the awareness level of employees working at Pepsi with regards to
various things like number of earned leaves.
To improve upon their Grievance redresser programme should be conducted.
To bring a sense of job security among the employees.
They should be provided with welfare activities in absolute terms.
Trainings and development program should be conducted more seriously.
Rules and regulations of the enterprise or that of the plant should be made
clearer to every employee working in VBL and it should be insured that they
abide to the same.
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73
ANNEXURES
1.Questionnaire based on the study of the level of absenteeism and its causes at VBL,
(special reference to Managerial categories)
2.Questionnaire based on the study of the level of absenteeism and its causes at VBL
(special reference to Non-managerial categories)
3.Comparison of the data of attendance record of 2005 with that of 2006 till the month
of July, collected from the attendance register of VBL.
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75
BIBLIOGRAPHY
While undergoing the project for collecting various informations and details I have
referred the following: -
BOOKS
Organizational Behavior
AUTHORS
PUBLICATION
STEPHEN ROBBINS
PEARSON
EDUCATION-2005
Organizational Behavior
FRED LUTHANS
SITES
76
TMH-2005
www.pepsico.com
www.googlesearch.com
www.answers.com
www.yahoo.com
www.rkjgorup.com
www.pepsi.com
RECORDS
Attendance register of VBL.
Oxford dictionary.
MISCELLANEOUS
Advertisement and banners of Pepsi.
Television advertisements.
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