CHAPTER -I

INTRODUCTION TO THE STUDY

Absenteeism is the term generally used to refer to unscheduled employee

absences from the work place. many causes of absenteeism or legitimate –
personal illness or family issues for example, but absenteeism also can often be
traced to other factors such as a poor work environment or workers who are not
committed to their jobs. if such absences become excessive, they can have a
seriously adverse impact on a business’s operations and, ultimately, its
profitability.

EFFECTS OF ABSENTEEISM ON BUSINESS

After turnover, absenteeism can be one of the most critical human resource
issues for business. Observing, evaluating, and

Attempting to improve absenteeism can be extremely difficult, but with

proper understanding of what causes absenteeism and how to reduce it, business
can limit the negative side effects of employee attendance issues.

WAYS TO REDUCE ABSENTEEISM

Since most absenteeism is a result of non- illness related events,

employers can control approximately 60% of employee absenteeism. Obviously,
an employer cannot improve

Absenteeism due to personal reasons, but employer can directly influence

the other four main cases of absenteeism through the following initiatives.
 i. Increase employee motivation.
ii. Enhance job satisfaction.
iii. Implement a job rotation or job enlargement strategy
iv. Reward and discipline employee for increased or decrease
absenteeism.
v. Allow employees to utilize a modified work schedule.

i. INCREASE EMPLOYEE MOTIVATION

This is easier Said than done, but it can be accomplished by enhancing the
intrinsic motivation employees receive from their job by making production goals
more realistic, increasing desirable job responsibilities, and improving working
conditions an employer can also increase extrinsic motivation by implementing a
type of recognition or reward program.

ii. IENAHCE JOB SATISFACTION

Job satisfaction is influenced by many employment factors. However, the

best way to improve employee satisfaction is to reduce work [place stressors to
make working conditions more enjoyable and consistently provide honest and
meaningful feedback and praise.

iii. IMPLEMENT A JOB ROTATION OR JOB ENLARGEMENT

STRATEGY

One of reasons employees are frequently absent is lack of challenging

work due to repetition, boredom, and burnout. a way that employers can improve
an employees perspective of his or her position is to provide opportunities to rotate
among jobs and to gain more skills and knowledge in an area of personal and
professional interest.

iv. REEARD AND DISCIPLINE EMPLOYEES FOR

INCREASED OR DECREASED ABSENTEEISM

Although this may seem elementary, the reward/punishment motive is

still an effective way to influence absenteeism rates in organizations. if a financial
or recognition – base reward is attached to instances of decreased absenteeism,
employees that are motivated to receive the reward will have fewer instances of
absenteeism and strive to achieve attendance goals.

v. ALLOW EMPLOYEES TO UTILISE A MODIFIED WORK

SCHEDULE.

Since some absenteeism is a result personal – related matters, providing

employees the opportunity to be flexible in their schedule, occasionally or
permanently, helps employees feel more able to balance their work and personal
life. Flex time, or modified work schedules, can range in degrees of formality and
type ,so the flexibility can be easily controlled by an employers.

COST OF ABSENTEEISM

I. Lost productivity of the absent employee

II. Overtime for other employees to fill in
III. Decreased overall productivity of those employees
IV. Any temporary help costs incurred
V. Possible loss of business or dissatisfied customers
VI. Problems with employee morale
MEASURES TO CONTROL ABSENTEEISM

• Selection of right candidate

• Good working conditions
• Attainable targets
• Housing and transport facility
• Safety program
• Suitable incentives
• Effective supervision
• Proper superior and subordinate relationship
• Proper interpersonal relationship
• Employee counselling
• Regular leave provisions
• Disciplinary action
• Proper records

CONSEQUENCES OF ABSENTEESIM

• Abstracters in implementing the human resource plans

• Flow of work gets effective
• Decline in production
• Target attainment it becomes difficult
• Quality of work’s it’s disturb
• Execution of order’s become difficult
• Increase in over time work
• Increase of work pressure
• Increasing the customers dissatisfaction
• The enterprise may suffer loss of reputation
COMPANY PROFILE

Sambandam Spinning Mills ltd was incorporated as a private limited company as

on November 7, 1973 under the Companies Act 1956.On becoming Deemed
Public Ltd Company with effect from July 1, 1989 the word “private” was deleted.
The company is a part of sambandam group of Mills this group is having six units
in around Salem city.
Sambandam spinning Mills Ltd, K.N. colony, Ammapet, Salem.
Sambandam spinning Mills Ltd, unit ii, Attanur, Rasipuram.
Sambandam spinning Mills Ltd, unit iii, vellalakundam.
Kandagri spinning Mills Ltd, Udayapattty, Salem.
Kandagri spinning Mills Ltd, Unit ii, Sesanchavai.
Sambandam Siva Textiles, Sesanchavai.

The company has a sound track record of productivity and profitability and has
been regular in modernizing its units and at present almost all machines at its
existing units are fully modernized. The company’s products are well received in
the local and international market.
SSM has got its ISO 9002 certification for quality system and maintenance
for the past four years and there are marching towards TQM and TPM. The
company has earned and editable reputation. Commitment to quality in every
aspect of operation is what has brought SSM into the lime light. SSM has a
growing client. Turnover is approximately around 10 crores per annum and be
hope it will increase for the coming years of our improved time stamp operation.
Goal of the company:
Striving for excellence in every sphere of company activities.
The management : The board of directors:
Sri. S. Devarajan. Chairman & Managing Director
Sri. S. Dinakaran. Joint Managing Director
Sri. S. Jegarajan. Joint Managing Director
Directors :-
1. Sri. Sudharshan, Whole time Director
2 Sri .AG.Venkatesan
Company secretary
Mr. R.S. Shanmugam
Exporting countries are:
Italy, Spain, Sweden, UK, Malaysia, Taiwan, Japan, Hong Kong, etc.
Objectives :
 To provide quality products to meet out the customer needs.
 To provide employment potentiality to the local technocrats and
laborers.
 To maintain discipline of their public.
 To conduct training classes for the labours on ISO 9000:2000 accident
prevention and Labour welfare in a phase manner.
 Ensuring the total customer satisfaction
 Increasing the value of the stake holders.
 Development of processes and product
 Compliance with relevant legal and other requirements
 Prevention of pollution and health hazards.
 Continual improvements of organizational performance.
  Involvement of employees / management at all levels.
Major competitors:
 Premier group of Mills
 Super group of mills
 Ram Co group of Mills
 Jaya Jyothi of Mills
Sambandam Spinning Mills Ltd, A snap shot
Name and address of the Mill
Sambandam spinning mill Ltd,
Kamarajar Nagar Colony,
Ammapet,
Salem- 636014
Registered and administrative office—Salem
State in which the Mill is registered – Tamilnadu
Status – public limited company.
Type of industry—cotton yarn production
FINANCE DEPARTMENT

Another main department is finance department. Cashier and members to

have an account details. The layout for financial department and chart are as
follow:

The finance department is looked after by the finance manager. The

organization has their accounts in the Indian overseas bank, State bank of India and
Canara bank. They maintain a good balance and can avail loan facility from the
banks.

• Finance Manager

The duty of the finance manager is to look after all the sections in the
finance department, like credit bills, sales invoice receipts, voucher, credit notes
etc.,

• Assistant Manager

He collects the cash, credit purchase bill from the purchase manger and
sales invoice from the sales manager and notes issued by them.
Accountant

The organization is setup with the latest computerized accounting system.

There are totally 12 computers. Even delivery note has been made through
computer. The cash maintenance and also the petty cash. Petty cashier will take his
daily record and he will submit his records to his top management.
 Records

• All the records like voucher, bills, debit notes, export bill, shipping
bill, packing list etc., are kept as records in the financial departments. This
will help the organization to clarify the problems that might arise in future.

OBJECTIVES OF THE SYUDY

• To analyse the nature of labour absenteeism in the company

• To find out factors responsible for labour absenteeism

• To know the effects of absenteeism

• To give remedial measures to stop labour absenteeism.

LIMITATION OF THE STUDY

• The study had to be completed within a stipulated time period and hence.
Time was a major constraint.

• The sample size is restricted due to time constraint.

• Reluctance of concerned person to spend enough time for answering the

questions.

• Due to prejudice, respondents might have given false information which

leads to biased conclusions.
REVIEW OF LITERATURE

“Unscheduled absences hurt," wrote M. Michael Markowich in a summary

of an article he wrote for the September 1993 issue of Small Business Reports.
"Most sick leave policies foster a 'use it or lose it' mind-set, and employees feel
entitled to a certain number of sick days." Markowich went on to note that a survey
of 5,000 companies conducted by Commerce Clearing House Inc. (CCH Inc.)
found that unscheduled absences cost small businesses, at that time, $62,636 a
year, on average, in lost productivity, sick time, and replacement costs.

Indeed, Attacking Absenteeism author Lynn Tylczak contended that

excessive absenteeism, if left unchecked, can wear on a company in numerous
ways. "[Absenteeism] forces managers to deal with problems of morale, discipline,
job dissatisfaction, job stress, team spirit, productivity, turnover, production
quality, additional administration, and overhead. To summarize: You don't have an
absentee problem. You have a profit problem."

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. More recent scholarship seeks to understand absenteeism as an
indicator of psychological, medical, or social adjustment to work.

Absenteeism is the problem of employees taking short-term, unauthorized

leave from work, resulting in lost productivity and increased costs. Absenteeism is
usually sickness-related. Other causes may include a lack of motivation, domestic
difficulties, or poor management.

RESEARCH METHODOLOGY

Meaning of Research

Research in common parlance refers to a search for knowledge. Research

as a scientific and Systematic search for pertinent information on a specific topic.

Definition of Research

Redman and mory define research as a” Systematized effort to gain new

knowledge”.

Research design

A research design is the arrangement of condition for collection and

analysis of data in a manner that aims to combine relevance to the research purpose
with economy in procedure.

Descriptive Research Design

 Descriptive research design is taken for this study

 Descriptive research design studies are those studies concerned with

describing the characteristics of a particular individual, or a group.

Sample Method

Universe

Universe consists of workers in Sambandham Textile, SALEM Sampling

Size
 Sample size taken for this study is 150 respondents.

Sampling Design

Non-probability convenient sampling method is used in this research. It is

constituted according to the convenient of the researcher.

Data collection

The tasks of dada collection begin after a research problem has been
defined and research design or a plan chalked out.

Sources of Data

 Primary data

 Secondary data

Primary data

The primary data are those which are collected a fresh and for the first time and
thus happen to be original character.

There are several methods of collecting primary data namely,

 Personal interview

 Schedule method

 Questionnaire method

Secondary data
  Secondary data, which have already been collected by some one else which
have already been passed through the statistical process.

 There are several methods of collecting primary data namely,

 Books, magazines and newspapers

 Report prepared by research scholars, universities, economists, etc.,

 Statics, historical documents

Tools for analysis

 Simple percentage method

 Chi-square method

Simple percentage

Simple percentage is calculated based on the data collected from the

respondents. It is quite simple and commonly used method.

Simple percentage formula

Number of respondents

Spf= ________________________x100

Number of samples

Chi-square

Chi-square is useful to verify the hypothesis. It was introduced by karl in 1890.

Chi-square value is often used to judge the significance of population variance.
 X2 is calculated as follows

(O-E)2

X2 ∑_________

o= observed frequency

E= expected frequency

Where

Row total for the row of that cell x column of that cell

E =________________________________________

Grand total

If two distribution (observed and theoretical)are exactly alike, x2 o; but

generally due to sample errors, x2 is not zero.

Degree of Freedom

In the case of contingency table (i.e.table with 2 column and 2 rows

or more then two columns and rows), the degree of freedom is worked out
as follows.

Degrees of freedom =(c-i)(r-1)

Where

C=number of columns

R=number of rows
 Decision Rule

Calculated value of x2 is equal or exceeds the table, the difference

between the observed and expected frequencies is taken as significant, but if
the table value is more than the calculated value of x2, then the difference is
considered as insignificant.

CHAPTER II

ANALYSIS AND INTERPRETATION

EDUCATION QUALIFICATION OF THE RESPONDENTS

S.NO PARTICULARS NO.OF PERCENTAGE

RESPONDENTS (%)
1 Up to S.S.L.C 64 42.7
2 H.S.C 40 26.7
3 Under graduate 23 15.3
4 Post graduate 16 10.7
5 Technical/diploma 7 4.6
Total 150 100

Observation

1. 42.7% of the respondents up to S.S.L.C

2. 26.7% of the respondents S.S.L.C
 3. 15.3% of the respondents H.S.C
4. 10.7% of the respondents under graduate
5. 4.6% of the respondents post graduate

EDUCATION QUALIFICATION OF THE RESPONDENTS

MENTION THE FACTOR RESPONSIBLE FOR YOUR ABSENTEEISM

S.NO PARTICULAR NO.OF PERCENTAGE

RESPONDENTS
1. With in the 110 73.3
organization
2. Outside the 40 26.7
organization
Total 150 100

Observations

1. 73.3% of the Respondents are mention the factor Responsible for your
Absenteeism for the with in the Organization
2. 26.7% of the Respondents are mention the factor Responsible for your
Absenteeism for the with outside the Organization
MENTION THE FACTOR RESPONSIBLE FOR YOUR ABSENTEEISM
 FACTORS RESPONSIBLE FOR YOUR ABSENTEEISM
BECAUSE OF SUPERIORS

S.NO PARTICULAR NO.OF PERCENTAGE

RESPONDENTS
1. Close 71 47.3
supervision
2. Short temper 35 23.3
nature
3 Autocratic 36 24.1
character
4 All the above 8 5.3
Total 150 100

Observation

i. 47.3% of the respondents are says that close supervision

are responsible for your absenteeism
ii. 23.3% of the respondents are short temper nature
iii. 24.1% of the respondents are says that autocratic
character are responsible for your absenteeism
iv. 5.3% of the respondents are says that all the above are
responsible for your absenteeism
FACTORS RESPONSIBLE FOR YOUR ABSENTEEISM
BECAUSE OF SUPERIORS
DO YOU FACE THESE PROBLEMS FROM ALL THE SUPERIORS

S.NO PARTICULAR NO.OF PERCENTAGE

RESPONDENTS
1. Yes 93 62
2. No 57 38
Total 150 100

Observation

• 62% of the respondents are facing the problems from all the superiors.

• But 38% of the respondents are says that face the problems from no
all the superiors.
DO YOU FACE THESE PROBLEMS FROM ALL THE SUPERIORS
 IS THIS CONTINUES ONE (OR) OCCASIONAL ONE

S.NO PARTICULAR NO.OF PERCENTAGE

RESPONDENTS
1. Continuously 63 42
2. Offenly 61 40.7
3 Rarely 26 17.3
Total 150 100

Observation

• 42% of the respondents are says that is this continuous one

• 40.7% of the respondents are says that is this Offenly one
• 17.3% of the respondents are says that is this Rarely one
IS THIS CONTINUES ONE (OR) OCCASIONAL ONE
FACTORS RESPONSIBLE FOR YOUR ABSENTEEISM BECAUSE
OF CO-WORKERS

S.NO PARTICULAR NO.OF PERCENTAGE

RESPONDENTS
1. Non co-operation 64 42.7
2. Misunderstanding 40 26.6
3 Ego problem 31 20.7
4. All the above 15 10
Total 150 100

Observation

o 42.7% of the Respondents Says that Non co-operation are

Responsible for your absenteeism because of co-workers.
o 26.6% of the Respondents Says that Misunderstanding are
Responsible for your absenteeism because of co-workers.
o 20.7% of the Respondents Says that Ego problem are
Responsible for your absenteeism because of co-workers.
o 10% of the Respondents Says that All the above are
Responsible for your absenteeism because of co-workers.
FACTORS RESPONSIBLE FOR YOUR ABSENTEEISM BECAUSE
OF CO-WORKERS
 DO YOU FACE THIS PROBLEM FROM ALL THE CO-
OPERATION

S.NO PARTICULAR NO.OF PERCENTAGE

RESPONDENTS
1. Yes 107 71.3
2. No 43. 28.7
Total 150 100

Observation

o 71.3% of Respondents are say is that face the problems from all
the Co-workers.
o But 28.7% of Respondents are say is that face the problems
from No all the Co-workers.
DO YOU FACE THIS PROBLEM FROM ALL THE CO-
OPERATION
 IS THIS CONTINUES ONE (OR) OCCASIONAL ONE

S.NO PARTICULAR NO.OF PERCENTAGE

RESPONDENTS
1. Continuously 46 30.7
2. Offenly 53 35.3
3 Rarely 51 34
Total 150 100

Observation

• 30.7% of the respondents are says that is this continuously one

• 35.3% of the respondents are says that is this Offenly one
• 34% of the respondents are says that is this Rarely one
IS THIS CONTINUES ONE (OR) OCCASIONAL ONE
WHAT ARE THE FACTORS RESPONSIBLE FOR YOUR ABSENTEEISM
BECAUSE OF SUBORDINATE

S.NO PARTICULAR NO.OF PERCENTAGE

RESPONDENTS
1. Mental torture 23 15.3
2. Not obeying 59 39.3
3 No Co- 39 26
Operation
4. All the above 29 19.4
Total 150 100

Observation

• 15.3% of the Respondents are Say’s that Mental Torture Responsible

For your absenteeism because of Subordinate.
• 39.3% of the Respondents are Say’s that not obeying Responsible For
your absenteeism because of Subordinate.
• 39.3% of the Respondents are Say’s that No Co-Operation
Responsible For your absenteeism because of Subordinate.
• 39.3% of the Respondents are Say’s that All the above Responsible
For your absenteeism because of Subordinate.
WHAT ARE THE FACTORS RESPONSIBLE FOR YOUR ABSENTEEISM
BECAUSE OF SUBORDINATE
 DO YOU FACE THESE PROBLEMS FROM ALL THE
SUBORDINATE

S.NO PARTICULAR NO.OF PERCENTAGE

RESPONDENTS
1. Yes 78 52
2. No 72 48
Total 150 100

Observation

• 52% of the Respondents are say is that face the problems from all the
subordinate.
• But 48% of the Respondents are say is that face the problems from No
all the subordinate.
DO YOU FACE THESE PROBLEMS FROM ALL THE
SUBORDINATE
 IS THIS CONTINUES ONE (OR) OCCASIONAL ONE

S.NO PARTICULAR NO.OF PERCENTAGE

RESPONDENTS
1. Continuously 45 30
2. Offenly 60 40
3 Rarely 45 30
Total 150 100

Observation

• 30% of the respondents are says that is this continuously one

• 40% of the respondents are says that is this Offenly one
• 30% of the respondents are says that is this Rarely one
IS THIS CONTINUES ONE (OR) OCCASIONAL ONE
OPINION ABOUT THE TRANSPORT FACILITIES RESPONSIBLE FOR
YOUR ABSENTEEISM

S.NO PARTICULAR NO.OF PERCENTAGE

RESPONDENTS
1. Highly Satisfied 50 33.3
2. Satisfied 21 14
3 Moderate 29 19.3
4 Dissatisfied 26 17.4
5. Highly 24 16
dissatisfied
Total 150 100

Observation

o 33.3% of the Respondents are say’s that Transport facilities are

highly satisfied.
o 14% of the Respondents are satisfied.
o 19.3% of the Respondents are Moderate
o 17.4% of the Respondents are dissatisfied
o 16% of the Respondents are Highly dissatisfied
OPINION ABOUT THE TRANSPORT FACILITIES RESPONSIBLE
FOR YOUR ABSENTEEISM
OPINION ABOUT THE WATER FACILITIES RESPONSIBLE FOR YOUR
ABSENTEEISM

S.NO PARTICULAR NO.OF PERCENTAGE

RESPONDENTS
1. Highly Satisfied 21 14
2. Satisfied 50 33.3
3 Moderate 29 19.3
4 Dissatisfied 24 16
5. Highly 26 17.4
dissatisfied
Total 150 100

Observation

o 14% of the Respondents are highly satisfied.

o 33.3% of the Respondents are satisfied.
o 19.3% of the Respondents are Moderate
o 16% of the Respondents are dissatisfied
o 17.4% of the Respondents are Highly dissatisfied
OPINION ABOUT THE WATER FACILITIES RESPONSIBLE FOR YOUR
ABSENTEEISM
 OPINION ABOUT THE CANTEEN FACILITIES RESPONSIBLE
FOR YOUR ABSENTEEISM

S.NO PARTICULAR NO.OF PERCENTAGE

RESPONDENTS
1. Highly Satisfied 45 30
2. Satisfied 26 17.4
3 Moderate 29 19.3
4 Dissatisfied 30 20
5. Highly 20 13.3
dissatisfied
Total 150 100

Observation

o 30% of the Respondents are say’s that Transport facilities are

highly satisfied.
o 17.4% of the Respondents are satisfied.
o 19.3% of the Respondents are Moderate
o 20% of the Respondents are dissatisfied
o 13.3% of the Respondents are Highly dissatisfied
OPINION ABOUT THE CANTEEN FACILITIES RESPONSIBLE
FOR YOUR ABSENTEEISM
 OPINION ABOUT THE MEDICAL FACILITIES RESPONSIBLE
FOR YOUR ABSENTEEISM

S.NO PARTICULAR NO.OF PERCENTAGE

RESPONDENTS
1. Highly Satisfied 45 30
2. Satisfied 29 19.3
3 Moderate 26 17.4
4 Dissatisfied 30 20
5. Highly 20 13.3
dissatisfied
Total 150 100

Observation

o 30% of the Respondents are say’s that Transport facilities are

highly satisfied.
o 19.3% of the Respondents are satisfied.
o 17.4% of the Respondents are Moderate
o 20% of the Respondents are dissatisfied
o 13.3% of the Respondents are Highly dissatisfied
OPINION ABOUT THE MEDICAL FACILITIES RESPONSIBLE
FOR YOUR ABSENTEEISM
 RATE YOUR OPINION ABOUT THE WORKING HOURS
RESPONSIBLE FOR YOUR ABSENTEEISM

S.NO PARTICULAR NO.OF PERCENTAGE

RESPONDENTS
1. Highly Satisfied 40 26.7
2. Satisfied 30 20
3 Moderate 35 23.3
4 Dissatisfied 25 16.7
5. Highly 20 13.3
dissatisfied
Total 150 100

Observation

o 26.7% of the Respondents are highly satisfied for extra working

hours.
o 20% of the Respondents are satisfied.
o 23.3% of the Respondents are Moderate
o 16.7% of the Respondents are dissatisfied
o 13.3% of the Respondents are Highly dissatisfied
RATE YOUR OPINION ABOUT THE WORKING HOURS
RESPONSIBLE FOR YOUR ABSENTEEISM
OPINION ABOUT THE OVER TIME RESPONSIBLE FOR YOUR
ABSENTEEISM

S.NO PARTICULAR NO.OF PERCENTAGE

RESPONDENTS
1. Highly Satisfied 50 33.3
2. Satisfied 30 20
3 Moderate 25 16.7
4 Dissatisfied 25 16.7
5. Highly 20 13.3
dissatisfied
Total 150 100

Observation

 33.3% of the Respondents are say’s that Transport

facilities are highly satisfied.
 20% of the Respondents are satisfied.
 16.7% of the Respondents are Moderate
 16.7% of the Respondents are dissatisfied
 13.3% of the Respondents are Highly dissatisfied
OPINION ABOUT THE OVER TIME RESPONSIBLE FOR YOUR
ABSENTEEISM
 OTHER FACTORS ARE RESPONSIBLE FOR YOUR
ABSENTEEISM

S.NO PARTICULAR NO.OF PERCENTAGE

RESPONDENTS
1. Low salary 37 24.7
2. Lack of leave facility 29 19.3
3 Unsatisfied cafeteria 51 34
4 Lack of medical and transport 33 22
facilities
TOTAL 150 100

Observation

o 24.7% of the respondents says that low salary are responsible

for your absenteeism.
o 19.3% of the respondents says that lack of leave facility are
responsible for your absenteeism.
o 34% of the respondents says that unsatisfied cafeteria are
responsible for your absenteeism.
o 22% of the respondents says that lack of medical &transport
facility are responsible for your absenteeism.

OTHER FACTORS ARE RESPONSIBLE FOR YOUR

ABSENTEEISM
OPINION ABOUT THE SALARY
 S.NO PARTICULAR NO.OF PERCENTAGE
RESPONDENTS
1. Highly satisfied 44 29.3
2. Satisfied 32 21.3
3 Moderate 37 24.7
4 Dissatisfied 24 16
5 Highly 13 8.7
dissatisfied
Total 150 100

Observation

 29.3% of the respondents are highly satisfied

 21.3% of the respondents are satisfied
 24.7% of the respondents are moderate
 16% of the respondents are dissatisfied
 8.7% of the respondents are highly dissatisfied

OPINION ABOUT THE SALARY

 OPINION ABOUT THE STRATEGY FOLLOWED BY THE
ORGANIZATION FOR PROMOTION

S.NO PARTICULAR NO.OF PERCENTAGE

RESPONDENTS
1. Highly satisfied 44 29.3
2. Satisfied 32 21.3
3 Moderate 37 24.7
4 Dissatisfied 24 16
5 Highly 13 8.7
dissatisfied
Total 150 100

Observation

 29.3% of the respondents are highly satisfied

 21.3% of the respondents are satisfied
 24.7% of the respondents are moderate
 16% of the respondents are dissatisfied
 8.7% of the respondents are highly dissatisfied
OPINION ABOUT THE STRATEGY FOLLOWED BY THE
ORGANIZATION FOR PROMOTION
RANK YOUR PERFORMANCE ABOUT THE FOLLOWING WHEN YOU
CHOOSE THE ORGANIZATION

S.NO PARTICULAR NO.OF PERCENTAGE

RESPONDENTS
1. Working 35 23.3
atmosphere
2. Work load 35 23.3
3 Near to home 30 20
4 Good salary 30 20
package
5 Designation 20 13.4
Total 150 100

Observation

• 23.3% of the respondents are says that when the choose the
organization working atmosphere.
• 23.3% of the respondents are says that performance about the
workload at the time of choose the organization
• 20% of the respondents are says that performance about the near at
home
 • 20% of the respondents are says that performance about the good
salary package

RANK YOUR PERFORMANCE ABOUT THE FOLLOWING WHEN YOU

CHOOSE THE ORGANIZATION
Chi-square test

1. Age and strategy followed by the organization for promotion.

Null hypothesis (Ho)

Age has no significant relationship with satisfaction level of the

strategy followed by the organization for promotion.

Alternative hypothesis (Ha)

Age has relationship with satisfaction level of the strategy followed

by the organization for promotion.

Observed frequency (o)

Category Highly Satisfied Moderate dissatisfied Highly Total

age satisfied Dissatisfied
Below 20 4 4 4 4 4 20
21-30 7 11 12 4 4 38
31-40 17 11 13 12 3 56
Above 15 5 8 4 45 36
40
Total 43 31 37 24 15 150
Observed frequency (o)

Category Highly Satisfied Moderate dissatisfied Highly

age satisfied Dissatisfied
Below 20 5.73 4.13 4.93 3.2 2
21-30 10.89 11.57 9.37 6.08 3.8
31-40 16 11.57 13.81 8.96 5.6
Above 10.32 7.44 8.88 5.76 3.6
40

Chi-Square Table

O E O-E (O-E)2 (O-E)/E

4 5.73 -1.73 2.99 0.52
4 4.13 -0.13 0.016 0.004
4 4.93 -0.93 0.86 0.17
4 3.1 0.8 0.64 3.84
4 2 2 4 2
7 10.89 -3.89 15.13 1.39
11 11.57 -0.57 0.32 0.03
12 9.37 2.63 6.91 0.73
4 6.08 -2.08 4.33 0.71
4 3.8 0.2 0.04 0.01
17 16 1 1 0.06
11 11.57 0.57 0.32 0.03
13 13.81 -0.81 0.66 0.05
12 8.96 3.04 9.24 1.03
3 5.6 -2.6 6.76 1.2
15 10.32 4.68 21.9 2.1
5 7.44 -2.44 5.95 0.79
8 8.88 -0.88 0.77 0.08
4 5.76 -1.76 3.09 0.54
4 3.6 0.40 0.16 0.04
TOTAL 15.32

Degree of freedom : 12

Level of significance: 5%

Calculated X2 : 15.32

Table value : 21.026

Inference:

The above table shows that the calculated value is less then the table
value. So it is concluded that the alternative hypothesis are accepted and null
hypothesis are rejected.

Therefore it is calculated that there is significant relationship between age

and strategy followed by the organization for promotion.

2. Age and Preference about the Following When You Choose the
Organization
Null hypothesis (Ho)

Age has Ho significant Relationship with satisfaction level of the preference

about the following when you choose organization.

Alternative hypothesis (Ha)

Ago has Relationship with satisfaction level of preference about the

following when you choose the organization

Observed Frequency (O)

Category Working Work Near to Good Designation Total

atmosphere load home Salary
Package
Below-20 1 1 2 7 6 17
21-30 4 1 19 4 10 38
31-40 10 30 6 7 3 56
Above 40 21 2 3 11 2 39
Total 36 34 30 29 21 150

Expected frequency (E)

Category Working Work Near to Good Designation

atmosphere load home Salary
Package
Below-20 4.08 3.85 3.40 3.29 2.38
21-30 9.12 8.61 7.60 7.35 5.32
31-40 13.44 12.69 11.20 10.83 7.84
Above 40 9.36 8.84 7.80 7.54 5.46
Chi-Square table

O E O-E (O-E)2 (O-E)2/E

1 4.08 -3.08 9.48 2.32
1 3.85 -2.85 8.12 2.10
2 3.40 -1.40 1.96 0.58
7 3.29 3.71 13.76 4.18
6 2.38 3.62 13.10 5.50
4 9.12 -5.12 26.21 2.87
1 8.61 -7.61 57.91 6.73
19 7.60 11.4 129.96 17.10
4 7.35 -3.35 11.22 1.53
10 5.32 4.68 21.90 4.12
10 13.44 -3.44 11.83 0.88
30 12.69 17.31 299.63 23.61
6 11.20 -5.2 27.04 2.41
7 10.83 -3.83 14.66 1.35
3 7.84 -4.84 23.42 2.99
21 9.36 11.64 135.48 14.47
2 8.84 -6.84 46.78 5.29
3 7.80 -4.80 23.04 2.95
11 7.54 3.46 11.97 1.59
2 5.46 -3.46 11.97 2.19
TOTAL 104.76

Degree of Freedom: 12

Level of significance: 5%

Calculated X2: 104.76

Table Value: 21.026

Inference:
 The above Table shows that the Table Valve is less than calculated valve. So
it is concluded that the alternative hypothesis are rejected and null hypothesis are
accepted.

Therefore it is calculated that there is no significant relationship between age

and preference about the following when you choose the organization
 CHAPTER III

FINDING

• Maximum no of employees say’s that the factor responsible for your

absenteeism for with in the organization.
• One third of the employee say’s that close supervision responsible for
your absenteeism
• Majority of the employees say’s that face these problems from all the
superiors.
• Maximum no of employees say’s that is this continuous one
• One third of the employee say’s that co-operation responsible for your
absenteeism
• Majority of the employee say’s that face these problems from all the
co-workers
• Maximum no of employee say’s that is this offenly one
• One third of the employee say’s that not obeying responsible for your
absenteeism.
• Majority of the employee say’s that face these problems from the
entire Subordinate.
• Maximum no of employees Say’s that is this offenly one.
• One third of the employees highly satisfied with the Transport
facilities responsible for your absenteeism.
• Majority of the employee say’s that Water facilities are satisfied with
the organization.
• One fourth of the employees say’s that dissatisfied with the canteen
facilities provided by the company.
• One fourth of the employees say’s that dissatisfied with the Medical
facilities provided by the company.
• One third of the employees say’s that highly satisfied with the Extra
working hours Responsible for your absenteeism.
• One fourth of the employee say’s the over time Responsible for your
absenteeism.
• Majority of the employee say’s that low salary Responsible for your
absenteeism.
• One fourth of the employees say’s that highly satisfied with the Salary
provided by the company.
• One fourth of the employees say’s that highly satisfied with your
Bonus.
• One fourth of the employees say’s that highly satisfied with your
Incentives.
• One forth of the employee say’s that strategy followed by the
organization for promotion is highly satisfied.
• Majority of the employee say’s that working atmosphere was good.
 SUGGESTIONS

• The management should try to give proper safety measures the health of the
employees should be protected and then safe guarded so the management
should give more attention to provide the safety measures.
• The management should try to increase the salary and incentives the
monitory benefits like bonus. Incentives should be increased. It helps to
develop willingness to work and reducing labour absenteeism.

• The management may allow the employees to give suggestion ideas. It they
are allowed to give suggestion/ideas. It will be reduce the employee
absenteeism
 CONCLUSION

In the present trend Reduce the employee Absenteeism is very important for
the successful Performance of any organization the reduce employee absenteeism
of any organization.

Reduce the employee Absenteeism have a close Relationship with Productivity

if an employee’s Absenteeism increases. He is motivated to work continually and
work harder for the successful of the organization.

Employee opinion feelings attitude and emotions with are the factors to
determining the employee Absenteeism. This Study conducted in Sambandham
Textile to find out the Absenteeism of employees working in that concern. The
data collected has been analysed using simple Percentage and Chi-Square test.

On the basis of this research study it is concluded that the employee

absenteeism in Sambandham textile in average. So the management should take
necessary actions to reduce the employee Absenteeism.

This Study has helped us to gain a practical knowledge, that how important the
reduce employee Absenteeism and how it help in the individual and organization
excellence.
 BIBLIOGRAPHY

• Kothari C.R. Research Methodology, New age International

Publishers, New Delhi, 1985.

• Gupta. P.S. Statistical Methods, Sultan Chand and Sons. New Delhi,
Thirty – third edition 2004.

• Business today survey on Satisfaction secrets, November 11, 2001.