13kh1e001

A PROJECT REPORT

ON

EMPLOYEES ABSENTEEISMAT

KAKATIYA TEXTILES LIMITED

Report Submitted In Partial Fulfilment of the Requirements for the Award

Of

MASTER DEGREE IN BUSINESS ADMINISTRATION

Submitted by:

C.BALAKRISHNA

(13KH1E0001)

UNDER THE GUIDANCE OF

Mr.R.RAVIKANTH, M.B.A.

DEPARTMENT OF M.B.A.

NARASARAOPETA INSTITUTE OF TECHNOLOGY,

NARASARAOPET-522601, GUNTUR (DT).

Affiliated to

Jawaharlal Nehru Technological University, Kakinada.

(2013-2015)

YELLAMANDA, KOTAPPAKONDA ROAD, NARASARAOPET.

This is to certify that the project work entitled A PROJECT REPORT ON EMPLOYEES ABSENTEEISM AT KATIYA TEXTILES LIMITED GUNTUR (DT) is a bonafied work of Mr. /Ms. C.BALAKRISHNA who studied in our college during the years 2014 2015 in partial fulfillment of the award of the Degree of Master of Business Administration.Project Guide

Head of the Department

DECLARATION

I hereby declare that the project work entitled A PROJECT REPORT ON EMPLOYEES ABSENTEEISM AT KATIYA TEXTILES LIMITED, Guntur (Dt) is a bonafied work done by me in partial fulfillment of the requirements for the award of the degree of Master of Business Administration (MBA) and has not been formed the basis for the award of any other degree or diploma earlier.

C.BALAKRISHNA

(Reg. No.13KH1E0001)

ACKNOWLEDGEMENT

I am grateful to Dr. D.VENKATRAO, M.Tech., Ph.D., Principal Narasaraopeta Institute Technology, for permitting me to do project work.

I express my sincere gratitude to Professor and HOD of M.B.A. Dr. M. Arvind, MBA, M.Com, M.Phil., Ph.D for his kind co-operation and guidance in completion of my project work.

I am indebted to my project guide and Lecturer Mr. B. Siva Reddy, MBA, for her continuous guidance and support in completion of my project work.

Thankful to Mr. Venkkanna (General Manger), Mr. Gopi (HR-Executive) of A PROJECT REPORT ON EMPLOYEES ABSENTEEISM AT KATIYA TEXTILES LIMITED, Guntur (Dt), sparing their valuable time and providing support in completion of my project work. Moreover, acknowledged me regarding various H.R. issues.

C.BALAKRISHNA

(Reg. No.13KH1E0001)

CONTENTS

Page Nos.

i. List of tables

ii. List of figures

Chapter-I INTRODUCTION 0 - 2 a) Needs of the Study 2 - 3

b) Objectives of the study

2 - 3

c) Scope of the study

3 - 4

d) Methodology of the study 3 - 4

e) Limitations

4 - 5 Chapter II

INDUSTRY PROFILE

6 - 10 COMPANY PROFILE

11 - 18 Chapter III REVIEW OF LITERATURE 19 - 29

Chapter IV DATA ANALYSIS AND

30 - 55

INTERPRETATION

Chapter V

FINDINGS

56 - 57

SIGGESTIONS

57 - 58

Chapter VI

ANNEXURES

58 - 59

a) APPENDICIES 59 - 62 b) BIBLIOGRAPHY

62 - 63 LIST OF TABLES

S.NO

TABLE NAME

PAGE NO

1

Work Experience

31

2 Respondents Age 32

3 Absent for the night s 33

4 Causes 34

5 Inadequate Welfare facility 35

6 Wages and Allowances 36

7 Health problem 37

8 Holidays is cause for Absenteeism 38

9 Work Atmosphere 39

10 Work Environment 40

11 Superior Encouragement 41

12 Attitude& practice of the management 42

13 Habit of Alcoholism 43

14 Employee- Employer Relationships 44

15 Leave facilities 45

16 Main cause 46

17 Employees Responsibilities 47

18 Over Time Relaxation 48

19 Distance from living places 49

20 Part time Job of the Employee 50

21 Cultural activities 51

22 Native place visit 52

23 Working conditions 53

24 Family Sickness 54

25

Medical facilities 55

LIST OF FIGURES

S.NO

TABLE NAME PAGE NO

1

Work Experience

31

2 Respondents Age 32

3 Absent for the night s 33

4 Causes 34

5 Inadequate Welfare facility 35

6 Wages and Allowances 36

7 Health problem 37

8 Holidays is cause for Absenteeism 38

9 Work Atmosphere 39

10 Work Environment 40

11 Superior Encouragement 41

12 Attitude& practice of the management 42

13 Habit of Alcoholism 43

14 Employee- Employer Relationships 44

15 Leave facilities 45

16 Main cause 46

17 Employees Responsibilities 47

18 Over Time Relaxation 48

19 Distance from living places 49

20 Part time Job of the Employee 50

21 Cultural activities 51

22 Native place visit 52

23 Working conditions 53

24 Family Sickness 54

25

Medical facilities 55

CHAPTER-I

INTRODUCTI0N

INTRODUCTION : 1.1HUMAN RESOURCE MANAGEMENT AND EMPLOYEES ABSENTEEISMMichael J. Jucius defined personal management as The field of management, which has to do with planning, organizing, directing and controlling the functions of procuring, developing, maintaining and utilizing a labor force.

Human Resources Management is the central sub system of an organization and it permeates all type of functional management. Personal management is concerned with employees both as individuals and as groups in attaining goals. It is also concerned with behavior, emotional and social aspects of personal.

Employees presence at work place during schedule time is highly essential for the smooth running of the production process in particular and organization in general. Despite the significance of employee presence, employee some time fails to report at work place during schedule time, which is known as absenteeism.

Acc to Websters dictionary:

Absenteeism is the practice or habit of being an absence and an absentee is one who habitually stays away.

Acc to the labour bureau simla,

Absenteeism is the total man shifts lost because of absences as a percentage of the total number of man shifts scheduled to work

Absenteeism in Indian industry is not a new phenomenon the royal commission on labour reported, High absenteeism prevails among industrial labor mainly due to their rural orientation.

Managing Absenteeism : Absenteeism is unavoidable, what could be done to control and minimize its occurrence. Education and counseling, working conditions, incentives sceames, motivation and moral have suggested mechanism to manage absenteeism. Personal factors, job factors, environmental factors causes for the absenteeism. The labour bureau does not regard absence from work due to authorized vacation, privilege leave, and strike, lock out, lay off post facto regularized period of over stay following un authorized leave as absenteeism. The labor department, government of India defines Absenteeism as the total man shifts lost because of absentees as a percentage of the total number of man shifts schedule

1.2 NEEDS OF THE STUDY In every company the employees absenteeism play an important role. The company should reduce the absenteeism to improve the production and promote the well being of the employees.

These measures the company should improve the working conditions of the employees and improve the production.

The business mission of Kakatiya Textiles Ltd is to create an environment in which employees would grow to their full potential.

The company should increase the upward communication in this company.

1.3 OBJECTIVES OF THE STUDY

To know the procedures and policies followed in the kakatiya textile ltd

To study the reasons for absenteeism in the kakatiya textile ltd

To evaluate the working conditions in the company

To understand leave facilities

To revise the opinion of the employees according to their management

To cram the employees grievances in the organization1.4 SCOPE OF THE STUDY

The scope of the study covers the reasons for the employees absenteeism and measures in the production and productivity in kakatiya textiles limited the sampling units at company are restricted to staff and employees.

The overall sample is taken as 120 employees. The project

Covers information related to KTL Limited at Nallabandagudem.

The study has taken place among the top level management and middle, lower level management.

Laid upon the supervisory as well as workmen cadre this study is aimed at analysing the factors contributing to the employees absenteeism of employees that enhance the performance of the organization.

1.5 METHODOLOGY OF THE STUDY:

The data obtained for the study may be divided in to two groups as

PRIMARY DATA :

Primary data is collected through discussions with officials, and staff of the company. This enables to evaluate the companys effectiveness to wards HR practices.

SECONDARY DATA :

Much stress was given to secondary data. The secondary data was extensively collected from various sources viz, company annual reports, circulars, financial statements and some other important documents.

The main method used for collected of data is the QUESTIONAIRE METHOD

1.6LIMITATIONS OF THE STUDY The study is subjected to limitation of resource and time.

The out come may not be 100% correct, because the term employee absenteeism is related to the behaviour of the employees and it is also not easily measurable.

The stipulated period for the project work is only two months. The time was short for doing a detailed analysis of company.

Limited cooperation from office because of the routine work.CHAPTER II

INDUSTRY AND

COMPANY PROFILE

INDUSTRY PROFILE

HISTORY OF TEXTILES INDUSTRY:

Indian textile tradition is the world's oldest textile tradition. The origin of Indian textile can be traced back to the days of Indus valley civilization. The fragments of cotton material originating from Gujarat found in the Egyptian tombs support that discovery. There are occasional comments about the textile craft in most of the ancient Indian writings as well. Indian textile was also exported to various countries since time immemorial. The history of vijayanagar empire (ad 1504), one of Indias celebrated dynasties emphasize that textile was an important trade. Indian geography, climate, social customs, availability of the raw material etc defines the art of Indian textile. Manufactured and exported to various countries, Indian textile has found a place in the global market. In an extensive range, variety and the textile products are offered, at economic prices.INDIAN TEXTILE INDUSTRYIndias Textile Industry Targeting US$ 85 Billion Textile Production and US$ 50 Billion Exports by 2009-2010 And Implementing US$ 20 Billion Growth Plan for Rapid Growth Through Expansion & Modernization of 3000 Textile Mills The Indian textile industry has targeted to achieve US$ 85 billion textile and clothing production, with exports accounting for US$ 50 billion in financial year 2009-2010. Indias textile industry is currently producing US$ 40 billion worth textile and clothing with US$ 17.11 billion revenue coming through exports achieved in financial year 2005-2006, which is a substantial jump of 30% over the textile exports of US$ 13 billion achieved in financial year 2004-2005. For the year 2006-2007 the Indian government has set an export target of US$ 19.73 billion for textile and clothing exports. The Indian Governments US$ 20 billion textile growth fund, offering soft loans, with a 5 percent subsidy in interest rates, will be extended till financial year 2009-2010, to spur Indias textile industrys growth plan, which will enable the Indian textile industry to achieve the targeted production of US$ 85 billion and exports of US$ 50 billion by 2009-2010. INDIAN TEXTILE INDUSTRYS MASSIVE GROWTH PLAN The Indian textile industry has embarked on an investment programme of US$ 31 billion, for the financial year 2009-2010 buoyed up by higher investments, production and exports in the post-quota regime reflecting the resurgent mood of the Indian textile industry. The Indian Government has raised the bar on export target for textiles and clothing to US$ 115 billion by the terminal year of the Eleventh Five Year Plan Period (2011-2012). Indias Textile Minister, Mr. Shankersinh Vaghela, cited the upsurge of investments in textile sector. Such investments in the textile sector during the last two years have been witnessing a secular increase, he said adding that investments in year 2006 were estimated at US$ 6 billion.The Indian Government is committed to providing the Indian textile industry with adequate infrastructure facilities and the scheme for integrated textile parks announced after the merger of two existing schemes had been widely received by the industry. As many as 26 integrated parks have been sanctioned with a project cost of Rs 2,430 crore involving investments of more than Rs 2,400 crore and additional employment generation of more than five lakh persons. The Indian Government was providing a grant of Rs 866 crore for the sanctioned project. Indian Governments Technology Upgradation Fund Scheme for modernization of textile mills has been extended till 2007 and total investment from this scheme from April 1999 to July 2006 has been Rs 44,686 crore. INDIAS COTTON PRODUCTIONWith a record bumper cotton crop projected for financial year 2006-2007, India is poised to export about 50 lakh bales (of Rs 170 kg) against 47 lakh bales exported in financial year 2005-2006, according to Indias Textile Minister, Mr Shankersinh Vaghela. Indias Textile Ministry has directed the Cotton Corporation of India (CCI) to be ready to purchase cotton in any State at minimum support price (MSP) the moment prices dip to the MSP-level. If cotton prices increase above MSP, CCI would purchase the commodity at commercial prices so that the growers could get remunerative prices for their produce. Except in Andhra Pradesh, the current cotton prices are 3.11 per cent above the MSP. At present, CCI is purchasing cotton, wherever required, at prices higher than MSP. Indias State of Gujarat has seen cotton production continuously go up from 30.5 lakh bales to 89 lakh bales between 2002-2003 and 2005-2006 and to 100 lakh bales expected in 2006-2007. The area under cotton cultivation has increased by 4 per cent during 2006-2007, to 92 lakh hectare. Indias consumption of cotton has increased by 28 per cent between 2002-03 and 2005-2006, from 169 lakh bales to 217 lakh bales and now to 235 lakh bales. INDIAS APPAREL EXPORTERS RECORD DRAMATIC GAINS IN POST-QUOTA TRADING ENVIRONMENT

Indian apparel companies have achieved dramatic success in the first year of quota-free trade, according to Indias Textile and Apparel Industry. Opportunities for Sourcing and Collaboration, a new research report from Textile Intelligence, U.K. says. Although China has made bigger gains in market share, India looks set to be one of the worlds biggest locations for outsourcing textiles and apparel in the future, now that quotas have been eliminated and the Indian economy has been opened up to the outside world.

The strong international competitiveness of Indias textile and apparel industry can be attributed to a number of major factors. Prominent among these, according to the new report, is the fact that India has a complete supply chain from fibers to finished products. At the start of the supply chain, India is one of the worlds biggest suppliers of raw cotton. At the end of the chain, India is capable of supplying large volumes of apparel and home textiles and the quality of its products in improving all the time. The Indian textile industry is vertically integrated and new technology is being installed at an ever expanding rate. Added to that are Indias low labour costs, its experience, entrepreneurship and strong design skills, and its large domestic market, which cushions export risks. Exports have been helped by Indian Government which is highly supportive of Indian textile exporters. The Indian textile industry is also highly flexible, says Textiles Intelligence, U.K. research study. Large firms are able to export basic apparel products which require large-scale production, while small and medium size firms can offer high fashion garments, which need to be manufactured in small quantities and delivered quickly. Besides apparel and home textiles, Indias Textile and Apparel Industry: Opportunities for Sourcing, research study of Textiles Intelligence, U.K. examines Indias enormous yarn and fabrics industry. While serving local needs, this industry has also emerged as a huge exporter and India now ranks among the top few suppliers in the world. To help foreign companies locate competitive suppliers in India, the research report profiles a large number of major Indian exporters. These include 21 apparel exporting firms, six home textile companies and ten yarn and fabric suppliers.COMPANY PROFILE

Kakatiya Textiles Ltd was incorporated in the year 1981 with a licensed capacity of 25000 spindles. The unit is located at Nallabandagudem Village- 508 206, Nalgonda District; Andhrapradesh. There was a change in the management of the company in the year 2006. Now, the company is under the control and management of Sri Sumanth Ramamurthi. Sri Sumanth Ramamurthi has more than 3 decades of experience in Textiles and Engineering Industries and he is also the Managing Director of Super Spinning Mills Ltd.

Kakatiya Textiles LtdCODE OF CONDUCT AND BUSINESS ETHICS

It is stated policy of Kakatiya Textiles Ltd to conduct its business in line with the highest standards of business ethics, human values and compliance with law, personal integrity and professional conduct. The objective of this code of conduct document is to formulate guidelines for expected employee behavior that will fulfill the expectations of the company. Every Director, Senior Management personnel, who are members of the core management team, including all functional heads, and all staff (hereinafter collectively referred to as They unless otherwise specifically referred to) of the company is expected to comply with the tenets of this code. Kakatiya is committed to continuously reviewing and updating its policies and procedures. Therefore, this code of conduct and business ethics is subject to modification as and when required. Shareholders Kakatiya is committed to pursuing sound growth and earnings objectives to enhance shareholder value. It shall comply with all regulations and laws that govern shareholders rights and shall inform them about all relevant aspects of the companys business and disclose such information in accordance with the respective regulations and agreements. Ethical conduct They shall deal on behalf of the company with professionalism, honesty and integrity, as well as high moral and ethical standards. Corporate Opportunities They owe a duty to the company to advance its legitimate interests when the opportunity to do so arises. They are expressly prohibited from:

Taking for themselves personally, opportunities that are discovered through the use of companys property, information or position.

Competing directly with the business of the company or with any business that the company is considering.

Using Companys property, information or position for personal gain.

To gain an unfair competitive advantage by improperly influencing an

Employees discretionary decisions. Confidentiality

They should maintain the confidentiality of information entrusted to them in carrying out their duties and responsibilities, except where disclosure is approved by the company or legally mandated or if such information is in the public domain. The companys confidential and proprietary information shall not be inappropriately disclosed or used for the personal gain or advantage of any Board Member and/or Senior Management Personnel or other staff, other than the company. Insider Trading They should not derive any benefit or assist others in deriving any benefit by giving investment advice based on their access to and possession of information about the company, not in public domain and therefore constituting insider information. They shall comply with the insider trading guidelines as issued by SEBI from time to time. Fair Dealing In carrying out their duties and responsibilities, they should endeavour to deal fairly and should promote fair dealings by the company, its employees and agents, with customers, suppliers and employees. They should not seek to take unfair advantage of the company through manipulation, concealment, abuse or privileged information, misrepresentation of material facts or any other unfair dealing. Company Property In carrying out their duties and responsibilities, they should endeavour to ensure that management is causing the companys assets, proprietary information and resources to be used by the company and its employees only for legitimate business purposes of the company.ProductsKAKATIYA TEXTILES believe that quality products are not only by promises but also by proven results. Development of new textile products is done through - Innovation in defining production processes of higher quality and making available modern technologies and professionals with the highest level of competence.

The following advantages which have always been our ultimate goals: -

High Efficiency

The Most Competitive & Reasonable Price

Products Quality Guarantee

Prompt & Superior Service

Punctual Delivery

We manufacture: 100% Combed Cotton Yarn for Knitting and Weaving NE 20s to NE 120s

Regular Grey Yarn

Single / Double (Ring Double / TFO)

Compact Single & Double, Elitwist

Gassed Yarns

Open-End Yarn

Core-Spun Yarn

Slub-Yarn

Zero Twist Yarn

Knitted Garments (Specialized in single/double Mercerized Cotton knit in polo T-shirts)

Woven Fabrics

To meet out the customer requirements we have various options in raw materials:

Indian Cotton

GIZA

GIZA Blends

Supima

PIMA Blends

Organic Cottons

SpinningConstant commitment to high quality standards and innovation has been the secret of success ever since the company was founded. Superior Spinning units ensure the supply of consistent quality yarn to manufacture the garments. Our Spinning Units leads the quality of yarn in the market. Ultimately, the crunch lies in the infusion of hi-tech, state-of-the-art machinery that aids in the production of high quality 100% combed yarn, in counts that range from NE 20s to 120s in single and doubles. The testimony to modernisation and up gradation lies in the fact that the oldest machine in the plant is less than 10 years.

Production Capacity - 50,000 Kegs per day

Superior Quality imported machines installed at Super Spinning Mills include:RIETER

Vision Shield Foreign Fiber Remover in Blow Room

Unfold A10, A11

Draw frame RSB 851 & D30

Unilap E32, Combers E 7/5 A, E 7/6, E62

Suessen Elite Compact Ring Frame

Quality

The company has a long reputation for quality, performance and innovation. Quality of final product is determined with quality of raw material. In Super Spinning Mills, we take meticulous care in the selection of cotton.

Our dedicated, committed and involved cotton selectors at different stations headed by experienced supervisors, spares no pain in the selection of Kapas or Raw cotton available in the market.There are quality checks at every stage of manufacturing starting from Raw Cotton. After each lot of fabric is cut, 100% cut parts inspection is conducted to ensure that only good quality pieces move to the stitching units. To ensure that the garments are packed as per the requirements of our valued customers, we can even track and check, which case the garment, has been packed in. Investments in sophisticated instruments from world-renowned manufacturers like Zellweger USTER are an integral part of the plan to implement Total Quality Assurance. In conformance with industry norms worldwide, the company has established laboratory facilities at each unit, equipped with ultra-modern testing instruments.

SPINLAB HVI 900

USTER AFIS

USTER CLASSIMAT

USTER TENSOJET

PREMIER TENSOMAX 7000

KNITTING FACILITIES

Recognitions

KAKATIYA TEXTILES LTD has dedicated itself to providing customers with the best products and garments. Our energetic team of professionals are behind every award we receive. We are dedicated to delivering quality products that advance our customer's goals.CERTIFICATIONS

BVQI ISO 9001 2000

ISO 14001 Certification

OKEO - TEX Certification

AWARDS

THE AWARD FOR EXCELLENCE

(By ICMF Birla Economic and Textile Research Foundation)

BEST MANAGEMENT AWARD

(For its outstanding contribution towards harmonious industrial relations and labour welfare during 1988 99 by Andhra Pradesh Govt.)

QUALITY CIRCLE AWARD

(Meritorius Award by Quality Circle Forum of India, Hyderabad Chapter)

REGISTERED WITH

SKAL International(Standards for sustainable Textile Production)

COTTON COUNCIL INTERNATIONAL(Cotton USA Licensee)

SUPIMA ASSOCIATION OF AMERICA(Member and Licensee)

EXPORTS

Because of growing customer interest in products from around the world, KAKATIYA TEXTILES LTD has explored international markets and exports products to many countries to meet those demands.

Markets

South KoreaTurkeyChina

ItalyFranceTaiwan

GermanySwitzerlandMauritius

SpainSeribiaBangladesh

PortugalJapanSri Lanka

United KingdomHong KongUAE

PolandMalaysia

CHAPTER IIIREVIEW OF LITERATURE

HUMAN RESOURCE MANAGEMENT AND EMPLOYEES ABSENTEEISM

INTRODUCTION:Employees presence at work place during schedule time is highly essential for the smooth running of the production process in particular and organization in general. Despite the significance of employee presence, employee some time fails to report at work place during schedule time, which is known as absenteeism.

Acc to Websters dictionary:

Absenteeism is the practice or habit of being an absence and an absentee is one who habitually stays away.

Acc to the labour bureau simla,

Absenteeism is the total man shifts lost because of absences as a percentage of the total number of man shifts scheduled to work

Absenteeism in Indian industry is not a new phenomenon the royal commission on labour reported, High absenteeism prevails among industrial labour mainly due to their rural orientation.

In the cotton textile industry Madras. It shot up from 8.9percent in 1951 to 16% in 1990. Increased from 12.7% to 22% in Bombay 8.3% to 14.9% in Ahmadabad and 12% to 24.8% in Kanpur

EMPLOYEES ABSENTEEISM OBJECTIVES

Providing leave facility based on the needs of the employees and organizational requirements.

Granting leave and financial assistance liberally in case of sick ness of employee and his family members.

Providing hygienic working conditions

Following proactive approach in identifying redressing employee grievances

Improving the communication net work, particularly the upward communication

Counselling the worker about their career, income and expenditure, habits and culture

Offering attendance bonus and inducements

Providing extensive training encouraged, special allowances in cash of technological advancements.

Providing cardinal human relation and industrial relations

Educating the workers

Providing high wages and allowances based on the organizational financial position

Providing safety and health measures

Calculation of absenteeism rate:

Absenteeism rate can the calculated for different employees and different time period like month and year

The entrepreneurs are those absentees who consider their jobs to be very small for their total interests. They are simultaneously engaged in several economic and social activities

The status seekers are those absentees who enjoy are perceive a higher ascribed and social status are keen on maintaining it.

The epicureans are disinclined to undertake activities, which call for initiative responsibility, discipline and physical discomfort.

The family oriented become chronic absentees because of their over identification with family affaires. The lack of balance between family involvement and job responsibility is the principal cause of their deviant work behavior

The sick and old type remains absent from work by reason of ill health, week, constitution chronic disease or old age.

LEAVE RULES:

As per factories act 1945 all work men/ staff / officers are entitled for leave as follows.

Types of leave work men / staff/ officers

Casual leave 10 days

Privilege leave18 days

Sick leave 5 days

Work men exempted from companies act 1948 shall be entitled to 5 days of sick leave cannot be accumulated and must be availed in units of one day.Employer-Employee relations remained cordial during the year under the view as regards as information pursuant to section 217 (2A) of the companys act 1956. Leave encashment liability is provided to the extent of earned leave accrued to the eligible employees for service

Hold positive regard for each individual

Fasten career building by providing opportunities through thinking

Give opportunity for self-development

Encouraging participative management

Encourage free flow of ideas and suggestion all rounds so that employees can give their best in a free and domestic atmosphere

CAUSES OF ABSENTEEISAM

Personal factor

Age, experience, dependents, income etc

A review of ten studies conducted between 1961and 1981 shows relationship between Personal factors and absenteeism

* There is no relationship between absenteeism and age, years of service, education, and distance from residence, religion and socio economic status.

* There is general tendency of no relationship between marital and absenteeism, one study (Koshal&kosal, 1973) found single person to be less absent. Women were far less absent than men. (Kosal & kosal). These studies found negative relationship between income and absenteeism. One found that absenteeism increased with increasing income (pais, 1981) and other showed that only * Sharma (1970) found single person to be less absent.

5 to10% increase in income was explained by absenteeism.

While Sharma found more regular workers showed relatively higher interest in union and were active in unions, Singhal found no relationship between unionization and absenteeism.

Sinha and Gupta should that worker who displayed greater satisfaction of their various needs tended to be more regular.

High absentees were less satisfied on autonomy and actualization needs, they suffered from greater anxiety and showed negative co-relation which interpersonal perception, group cohesiveness and interpersonal communication.

Bhatia and Valecha 1978 found the additional personal factors contributing to chronic absenteeism

Chronic absentees have taken more loans and advances

Chronic absentees have higher sickness rate

Chronic absentees visited their hometowns more often

Chronic absentees took loan for day-to-day family expenses

Chronic absentees sent money home

Job FactorsA number of work related factors have been found to influence absenteeism India. Job satisfaction, working condition, super vision and the like has contributed to the absentee behavior. Sinha and Singh 1961 collected data on 50 workers of high absentee rate (20%) and 50 low absentee workers (3%) The results show that workers with high absentee rate tended to be relatively less satisfied with the nature of work, supervisors and super vision and company policy.

Supervisory style, which is less considerate of human feelings, leads to greater absenteeism.

The lesser the involvement in organizational activities the greater the absenteeism.

Higher accident rate associated with higher absenteeism

Greater absenteeism was found among badly workers and skilled workers

Company information was found to be related absenteeism

High absentees had less information about company structure and policies

Unfavourable place of work and working conditions contributed greater absenteeism.

The lesser awareness of leaves taking the more absenteeism

The less the transfers and changes and assignments, the more the absenteeism

The lesser the inclination to leave the present job, the more the absenteeism

ENVIRONMENTAL FACTORSIn addition to personal and job factors a number of environmental factors also influence the absentee behavior of the employees. Such factors as social and religious festivals, climate and whether, village nexus, and non occupational sickness

Contribute to the absence from work.May and June months represent relatively hot whether leading to uncomfortable conditions of work.Since in these months schools and colleges are closed workers tend to go on vacations.

These months have as many as 15 auspicious days per Hindu religious festivals

Most of the labour force comes from poor families living in crowed un hygienic houses and slums.

A large part of labour in industries is drawn from villages these people have not to learn to adjust to fast, crowed and rigid urban life.REASONS FOR ABSENTEEISM

Sitars publications refers to the following causes

Unsuitable working conditions

Lack of provision for general welfare

Inadequate medical facilities for minor injuries

Increased distance between management and workers

Un favorable mental attitude arising out of boredom, discontent with wages, resentment against supervisors.

Sinha analyses causes

In plant causes

Personal causes

Community or social causes

Acc to national productivity council

5to 7 percent on account of genuine personal sickness.

5 to 7 percent on account of genuine family sickness

1 to 2 percent on account of bonafide relaxation needed because of over timework.

5 percent due bonafide emergencies

5 percent due to social exigencies

15 percent to 20 percent on account of long term holidays

5 percent to account of distance from factories

5 percent to 10 percent on accounts of earning higher wages inside jobs

15 percent to 20 percent on account of drunk ness

5% to 10% on account of manoeuvring for over time

5% to 7% on account of disharmony with foreman etc.

For Employees Who Frequently Absent AreEmployees who are frequently absent without good cause are generally absent due to numerous frivolous reasons. Employees who are absent for good cause have legitimate reasons, e.g. sickness or family member illness, and the employee needs time off to resolve their personal problems. Most employers generally understand the need to be gone from work due to a legitimate reason; therefore, it is important to communicate clearly and accurately so your employer does not assume you are out for frivolous reasons.

Guidelines for Absenteeism Control

There are two types of absenteeism, each of which requires a different type of approach.

1. Innocent Absenteeism

Innocent absenteeism refers to employees who are absent for reasons beyond their control; like sickness and injury. Innocent absenteeism is not culpable which means that it is blameless. In a labour relations context this means that it cannot be remedied or treated by disciplinary measures.

2. Culpable Absenteeism

Culpable absenteeism refers to employees who are absent without authorization for reasons, which are within their control. For instance, an employee who is on sick leave even though he/she is not sick, and it can be proven that the employee was not sick, is guilty of culpable absenteeism.

Managing Absenteeism:Granting that certain amount of absenteeism is unavoidable, what could be done to control and minimize its occurrence.Vaid (1967) reasons, that most of the workers need care and a belongingness, which they received earlier in joint families; the industrial economy is not able to offer the same to them. Chand and prakash (1970) based on their study recommended that organizations should regulate the sick leave by strictly implementing the employee insurance scheme and establishing their own fully equipped dispensaries and hospitals. Sreedharan Nair (1970) specifies the kind of education that should be provided to workers. According to him, most workers are not aware of company policies on leave rules. A knowledge and awareness of these polices can go a long way in curbing the problem of absenteeism. He suggests introduction of leave bonus, encashment of available leave, issuing attendance certificates, award for regular workers, and promotions based on attendance are other important measures for managing absenteeism.

Krishnamurthy (1975) suggests improving the environment of work by providing recreational facilities; subside in food items, and safety awareness.

Bhatia (1980) feels that instead of drastic clamp down, a gradual improvement in controlling the absence is more desirable.

The following conclusions can be drawn from these recommendations. Education and counselling: The organization should make an earnest attempt to disseminate the policies on absenteeism to each and every worker. They should be educated on the need for attending work and the consequences for not doing so. Bhatia 1984 studied the effect of counselling on attendance at work.

A total of 621 habitual absentees were counselled for a period of 8 months. Counselling was done at two levels one to one for 68 absentees, each session lost in for 22 to 30 minutes; and group counselling for remainly 553 absentees lasting for two to three days.

To provide an opportunity to habitual absentees to understand themselves

To enhance their personal growth.

To realize a responsibility their work and family

Working Conditions: Studies suggest that better recreation facilities and leisure time activities help reducing the high absenteeism. Safe working conditions, control on accidents and generally a supportive environment goes a long way to attract and retain the worker on the job.

Incentives Schemes: An organization can manage its absenteeism by introducing an incentive scheme. Attendance, leave encashment, recognition of attendance either by certificates or by cash awards, attendance as criteria for promotion are some of the ways to achieve this. Since many workers moon light to get more economic returns, scheme that may reduce hard ship may be useful. Loans, credit facilities cooperative stores, job to family members etc.are ways to manage absenteeism.

Motivation and Morale: Since workers do not always work for money alone, they should be provided challenging jobs. Training, job rotation, organizational development activities, participation in decision-making have been found to induce greater motivation and morale. Additionally there is need to recognize workers contribution, show of appreciation whenever he deserves and paying attention to his personal problems would also help to generate the kind of motivation climate necessary for a worker to look forward to come to work.

Features of Absenteeism: Research studies under taken by different authors reveal the following features of absenteeism.

The rate of absenteeism is the lowest on payday; it increases considerably on the days following the payment of wages and bonus.

Absenteeism is generally high among the workers below 25 years of age and those above 40 years of age.

The rate of absenteeism varies from department to department with in an organization. Generally it is high in production department

Absenteeism in traditional industries is seasonal in character.

Measures to Minimize Absenteeism:

Selecting the employees by testing them thoroughly regarding their aspirations, value system, responsibility and sensitiveness.

Improving the communication network, particularly, the upward communication.

Educating the workers

Fraflow of information, exchanging of ideas, problems between subordinate and superior

Providing extensive training, encouraged, special allowances in cash of technological advancements

CHAPTER IV

DATA ANALYSIS AND

INTERPRETATIONWORK EXPERIENCE1. How long have you been working in kakatiya textile limited?

TABLE 4.1

S.NOParticularsRespondentsPercentage

11-2 years1815%

22-5 years2117.50%

35-10 years2117.50%

4More than 10 years6050%

Total120100%

GRAPH 4.1

Interpretation:From the chart 50% respondents are more than 10 years experienced.

17.5%respondents are 5 to 10 years experienced 17.5% respondents are

2 to 5 years experienced.15% are 1 to 2 years experiencedRespondents Age

2.How old are you?

TABLE 4.2

S. NoParticularsRespondentsPercentage

118-25 years1210%

225-35 tears6050%

335-45 years4235%

445 above65%

Total120100%

GRAPH 4.2

Interpretation:

From the chart 50% of the respondents are 25 to 35 years old

35% of respondents are 35 to 45 years old, 10% are 18 to 25 years old

45 above age of respondents are 5%Absent for the Night shift

3. You will absent for your duties when you are placed in night shifts than in the day shifts.TABLE 4.3


1Yes3630%

2No8470%

Total120100%

GRAPH 4.3

Interpretation:

From the chart 70% of the employees are not absent because of their night shifts 30% of the employees absent because of their night shift

Causes for Absenteeism

4. You will absent from duties mainly due to?

TABLE 4.4


1Sickness2722.50%

2Personal reasons7260%

3Marriages & festivals2117.50%

4Drunkenness

Total120100%

GRAPH 4.4

Interpretation:

From the chart 60% employees are absent due to their personal reasons.

22.5% absent due to their sickness. 17.5% of the employees are absent

due to marriages and festivals.Inadequate Welfare Facilities

5.Do you feel absenteeism is due to inadequate welfare facilities available to workers?

TABLE 4.5


1Strongly agree65%

2Agree4840%

3Disagree5142.50%

4Strongly disagree1512.50%

Total120100%

GRAPH 4.5

Interpretation:

From the chart 42.5% respondents are disagree with their in adequate welfare facilities, 40% of the respondents are satisfy with their facilities

Wages and Allowances

6.Are you satisfied with your wages and salaries?

TABLE 4.6

S.NOPARTICULARSRESPONDENTSPERCENTAGE

1Highly satisfied

2Satisfied6655%

3Dissatisfied4840%

4Highly Dissatisfied65%

Total120100%

GRAPH 4.6

Interpretation:

From the chart 55% of the respondents are satisfied with their wages and allowances. 40% of the respondents are dissatisfied. 5% of the respondents highly dissatisfied.

Health Problems

7. You will absent for your duties to generally suffering from health problems?

TABLE 4.7

S.No.ParticularsRespondentsPercentage

1Yes3025%

2No4537.50%

3To Some Extent4537.50%

TOTAL120100%

GRAPH 4.7

Interpretation:

From the chart 37.5% employees are absent for their duties because of their health problems 25% employees did not suffering with any health problem.

Holidays are causes for Absenteeism

8.Is the incidence of absenteeism both before and after holiday higher than on normal days?

TABLE 4.8


1Strongly agree2420%

2Agree5142.50%

3Disagree4537.50%

4Strongly disagree

Total120100%

GRAPH 4.8

Interpretation:

From chart 42.5% are agree with the reason of absenteeism both before and after holiday higher than and normaldays20% respondents are strongly agree with the reason

Working Atmosphere

9.Is the working atmosphere is friendly?

TABLE 4.9


1Yes8772.50%

2No

3To some extent3327.50%

Total120100%

GRAPH 4.9

Interpretation:

From the chart 72.5% respondents are agree with their atmosphere

27.5% of the respondents did not satisfy with their working atmosphere

Working Environment

10.Is the absenteeism is due to in convenient environment?

TABLE 4.10S. NoParticularsRespondentsPercentage

1Yes2420%

2No5142.50%


Total120100%

GRAPH 4.10

Interpretation:

From the chart 42.5% respondents are absent due to the cause of in convenient environmernt37.5% of the respondents are not agree with the cause.

Superior Encouragement

11.How is the encouragement from the superior in the Organization?

TABLE 4.11


1Excellent1512.50%

2Good4840%

3Average5747.50%

4Poor

Total120100%

GRAPH 4.11

Interpretation:

From the chart 47.5% of the employee s have average encourage from their the superior 40% of the employees have good encouragement from the superior 12.5% of the respondents have excellent encouragement.

Attitude &Practice of the Management

12.Their attitude and practice of the management also contribute to Absenteeism?

TABLE 4.12


1Strongly agree32.50%

2Disagree4840%

3Neither agree nor disagree2117.50%

4Agree65%

5Strongly disagree4235%

Total120100%

GRAPH 4.12

Interpretation:

From the chart 40% of the respondents are good opinion about the attitude of the management 35% of the respondents did not have good opinion about the

attitude of the management.

Habits of Alcoholism

13. Do you feel to habit of alcoholism among workers is a significant cause of absenteeism?

TABLE 4.13



2Disagree1512.50%

3Neither agree nor disagree3025%

4Agree3025%

5Strongly disagree

Total120100%

GRAPH 4.13

Interpretation:

From the chart 37.5%of the employees are strongly agree with the alcoholism a significant cause of absenteeism13%. Of the employees are disagree with the reason. 25% of the employees are agree with the reason.

Employee-Employer Relationship

14.Unfavorable employee/ employer relationships, which in tern lead the long period of absenteeism?

TABLE 4.14

S .NoParticularsRespondentsPercentage


2Disagree1210%


4Agree3025%


Total120100%

GRAPH 4.14

Interpretation:

From the chart 12.5% of the employees have good relationships with their employers.5%of the employees did not have good relationships with their employers.

Leave facilities

15.In adequate leave facilities also a cause of absenteeism?

TABLE 4.15

S .NoParticularsRespondentsPercentage

1Strongly agree 1210%

2Disagree3630%


4Agree1512.50%


Total120100%

GRAPH 4.15

Interpretation:

From the chart 40% of the employees have flexible leave facilities 10% of the employees strongly satisfy with the leave facilities. 30% of the employees are disagree with leave facilities

Main causes for Absenteeism

16.Which is the main cause to absent your duties?

TABLE 4.16S. NoParticularsRespondentsPercentage

1In plant causes32.50%

2Personal causes7260%

3Community causes3025%

4Social causes1512.50%

Total120100%

GRAPH 4.16

Interpretation:

From the chart 60% of the employees are absent because of their personal causes 25% of the employees have community causes.12.5% of the employees have social causes. 2.5% of the employees have in plant causes

Employee Responsibilities

17.The lack of balance between family involvement and job responsibility is the principal cause of the absenteeism?TABLE 4.17S. NoParticularsRespondentsPercentage


2Disagree65%

3Neither agree nor agree1512.50%

4Agree7260%

5Strongly disagree

Total120100%

GRAPH 4.17

Interpretation:

From the chart 22.5% employees are absent because of their family involvement and job responsibility 60% of the employees are absent because of their family involvement and job responsibility.

Over time Relaxation

18.Absenteeism is cause for relaxation needed because of over timework?TABLE 4.18


1Yes7562.50%

2No1210%


Total120100%

GRAPH 4.18

Interpretation:

From the chart 62.5% of the employees are want to relaxation from their over timework. 27.5% of the employees to some extent. 10% of the employees did not want to relaxation from their work

Distance from the living Places

19.What is your feeling about the distance from your living places to factories?TABLE 4.19


1It is so far97.50%

2It is near7562.50%

3It is reasonable distance3630%

Total120100%

GRAPH 4.19

Interpretation:

From the chart 62.5% of the employees are living near to the company. 30% of the employees have reasonable distance from the company. 7.5% of the employees have so far from the company

Part time job of the Employee

20.Are you have any part time job?

TABLE 4.20


1Yes 65%

2No11495%

Total120100%

GRAPH4.20

Interpretation:

From the chart 95% of the respondents are not have any part time job .5% of the employees are have some part time jobs.

Cultural Activities

21.Indicate the importance of the cultural activities in the organization?

TABLE4.21


1Very important120100%

2Neither important

3Nor un important

4Not at all important

Total120100%

GRAPH4.21

Interpretation:

From the chart 100% of the employees are want 100% recreation activities in the company.

Native place Visit

22.How frequency you visit your native place?

TABLE4.22


1Every two months4537.50%

2Half year6050%

3Year1512.50%

4Never

Total120100%

GRAPH1.22

Interpretation:

From the chart 50% of the employees are every 6 months visit their native place37.5% of the employees have every 2 months visit their native place.12.5% of the employees have visit their native place early.

Working conditions

23.Which type of working conditions have you?

TABLE 4.23


1Pleasant

2Very noisy9075%

3Un healthy3025%

Total120100%

GRAPH 4.23

Interpretation:

From the chart 75% of the workers have very noisy working conditions. 25% of the workers have un healthy working conditions.

Family Sickness

24.Are you have any family sickness?TABLE 4.24


1Yes7562.50%

2No4537.50%

Total120100%

GRAPH 4.24

Interpretation:

From the chart 62.5% of the employees have family sickness. 37.5% of the employees did not have family sickness.

Medical Facilities

25.Are you agreeing with your organization providing in adequate medical facilities for minor injures?TABLE 4.25


1Yes9680%

2No2420%

Total120100%

GRAPH 4.25

Interpretation:

From the chart 80% of the respondents are satisfied with their medical facilities. 20% of the employees are not satisfied with their medical facilities.

CHAPTER- V

FINDINGS AND SUGGESTIONSFINDINGS

Majority of the respondents are absent (60%) from duties mainly due to their personal reasons.

Best part of the employees (62.5%) is agreed to habit of alcoholism among workers is a significant cause of absenteeism.

Preponderance of the respondents (60%) are agree to the lack of balance between family involvement and job responsibility

Greater part of the respondents (62.5%) are agree with absenteeism is cause for relaxation needed because of the over time work.

100% of the respondents are wanted cultural activities in the company

Most of the employees (75%) feel that they have very noisy working conditions.

Substance of the employees (62.5%) have family sickness

A good number of the respondents (80%) are agree with their organization providing in adequate medical facilities for minor injures

SUGGESTIONS The company should make the optimum utilization of human resources

Provide cultural activities to the employees

Infrastructure facilities to improve in the this unit

Reduce the absenteeism of employees is the essence of any organization as without it the organization may not achieve its goals and cannot reach to the expected level

The insurance benefits, compensation benefits rested for the family of the diseased employees must resemble in the format

Reasons for EMPLOYEES ABSENTEEISM must be evaluated from bottom level to top level

The mode of training has to clearly mentioning the format

CHAPTER VI

ANNEXURES

(APPENDICIES & BIBLIOGRAPHY)

Dear Respondent,

I am a Final Year M.B.A., student of MITS College, Kodad. As a part of my Curriculum I am carrying out a Project A STUDY ON EMPLOYEES ABSENTEEISM in your organization.

Kindly spare 10 minutes of your valuable time to fill up this questionnaire. Please put a tick mark for the correct choice.

(M. SUNITHA)

==============================================================

A STUDY ON EMPLOYEES ABSENTEEISM

Age:

Gender:

Marital Status:

1.How long have you been working in Kakatiyatextiles Limited?

a) 1-2 Yb) 2-5 Yc) 5-10 Yd) More than 10 Y

2.How old are you?

a) 18-25 Yb) 25-35 Yc) 35-45 Yd) 45 Y above

3.You will absent for your duties when you are placed in night shifts than in the day shifts.

a) Yes

b) No

4.You will absent from duties mainly due to

a) Sicknessb) Personal reasonsc) Marriages & Festivals d) Drunk ness

5.Do you feel absenteeism is due to inadequate welfare facilities available to workers?

a) Strongly Agree b) Agree c) Disagree d) Strongly Disagree

6.Are you satisfied with your wages & allowances?

a) Highly Satisfiedb) Satisfiedc) Dissatisfied d) Highly Dissatisfied

7.You will absent for your duties to generally suffering from health problems

a) Yes

b) No

c) To some extent

8.Is the incidence of absenteeism both before & after holiday higher than on normal days?

a) Strongly Agree b) Agree c) Disagree d) Strongly Disagree

9.Is the working atmosphere is friendly.

a) Yes

b) No

c) to some extent

10.Is the absenteeism is due to in convenient environment?

a) Yes

b) No

c) to some extent

11.How is the encouragement from the superior in the organization?

a) Excellentb) Goodc) Averaged) Poor

12.The attitude & practice of the management also contribute to absenteeism.

a) Strongly Agree b) Agree

c) Neither Agree Nor Disagree

d) Disagree

e) Strongly Disagree

13.Do you feel to habit of alcoholism among workers is a significant cause of absenteeism.



d) Disagree e) Strongly Disagree

14.Unfavourable employee-employer relationships which, intern, lead to long period of absenteeism.




15.Inadequate Leave Facilities also a cause of absenteeism.




16.Which is the main cause to absent your duties.

a) In-plant causesb) Personal Causesc) Community Causes

d) Social Causes

17.The lack of balance between family involvement & Job responsibility is the Principal Cause of the absenteeism

a) Strongly Agree b) Agreec) Neither Agree Nor Disagree


18.Absenteeism is cause for relaxation needed because overtime work.

a) Yes

b) No

c) To some extent

19.What is your feeling about the distance from your living places to factories?

a) It is so far

b) It is near

c) It is reasonable distance

20.Are you have any part time job?

a) Yes

b) No

21.Indicate the importance of the cultural activities in the organization.

a) Very importantb) Neither important

c) Nor unimportant

d) Not at all important

22.How frequents you visit your native place.

a) Every Two months b) Half yearc) Year

d) Never

23.Which type working conditions have you?

a) Pleasant

b) Very-noisy

c) Unhealthy

24.Are you have any family sickness

a) Yes

b) No

25.Are you agree with your organization providing inadequate medical facilities for minor injures.

a) Yes

b) No

- THANK YOU -

BIBLIOGRAPHY S.NOBOOK NAME

AUTHOR NAME

PUBLISHER

YEAR

1Human Resources

ManagementMirza S SaiyadainThe Mc Graw-Hill

Companies

2003

2

H .R Management

& Industrial RelationsP. Subba Rao

Himalaya Publications

2007

3

H.R Management

K.Aswathappa

The Mc Graw-Hill

Companies2008

4Personal managementC.B Memoria

SV GanakarHimalaya

Publications2005

WEBSITES

www.superspinning.comwww.textileindustry.comwww.google.com

EMBED Excel.Chart.8 \s

EMBED Excel.Chart.8 \s

PAGE 7 Employees Absenteeism

_1298111203.xlsChart1

300.25

450.375

450.375

particulers

Respondents

Health Probelms

Sheet26

Sheet25

Medical Facilities

25Are yor agree with your organization providing in adequate medical facilities

for minor injures ?

TABLE1.25

S.NoParticularsRespondentsPercentage

1Yes9680%

2No2420%

Total120100%

GRAPH1.25

Interpretation :

From the chart 80% of the respondents are satisfied with their medical facilities.

20% of the employees are not satisfied with their medical facilities.

Sheet25

00

00

Yes

No

PARTICULARS

RESPONDENTS

Medical Facilities

Sheet24

Familily Sickness

24Are you have any family sickness ?

TABLE1.24


1Yes7562.50%

2No4537.50%

Total120100%

GRAPH1.24

Interpretation:

From the chart 62.5% of the employees have family sickness. 37.5% of the

employees did not have family sickness.

Sheet24

00

00

Yes

No

PARTICULARS

RESPONDENTS

Family Sickness

Sheet23

Working conditions

23Which type of working conditions have you ?

TABLE1.23


1pleasant

2very noisy9075%

3un healthy3025%

Total120100%

GRAPH1.23

Interpretation:

From the chart 75% of the workers have very noisy working conditions.

25% of the workers have un healthy working conditions.

Sheet23

00

00

00

PARTICULARS

RESPONDENTS

Working conditions

Sheet22

Native place Visit

22How frequence you visit your native place ?

TABLE1.22


1every two months4537.50%

2half year6050%

3year1512.50%

4never

Total120100%

GRAPH1.22

Interpretation:

From the chart 50% of the employees are every 6 months visit their native place

37.5% of the employees have every 2 months visit their native place.12.5% of the

employees have visit their native place early.

Sheet22

00

00

00

00

Native Place Visit

Sheet21

Cultural Activities

21Indicate the importance of the cultural activities in the organization ?

TABLE1.21


1very important120100%

2neither important

3nor un important

4not at all important

Total120100%

GRAPH1.21

Interpretation :

From the chart 100% of the employees are want 100% recreation

acticities in the company.

Sheet21

00

00

00

00

PARTICULARS

RESPONDENTS

Cultural Activities

Sheet20


20Are you have any part time job ?

TABLE1.20


1Yes65%

2No11495%

Total120100%

GRAPH1.20

Interpretation :

From the chart 95% of the respondents are not have any part time job .5% of the

employees are have some part time jobs.

Sheet20

00

00

Yes

No

PARTICULARS

RESPONDENTS


Sheet19


19What is your feeling about the distence from your living places to

factories ?

TABLE1.19


1It is so far97.50%

2It is near7562.50%

3It is reasonable distence3630%

Total120100%

GRAPH1.19

Interpretation:

From the chart 62.5% of the employees are living near to the company .

30% of the employees have reasonable distence from the company.

7.5% of the employees have so far from the company.

Sheet19

00

00

00

PARTICULARS

RESPONDENTS


Sheet18


18Absenteeism is cause for relaxation needed because of over time work ?

TABLE 1.18


1Yes7562.50%

2No1210%


Total120100%

GRAPH 1.18

Interpretation :

From the chart 62.5% of the employees are want to relaxation from their over time

work.27.5% of the employees to some extent. 10% of the employees did not want

to relaxation from their work.

Sheet18

00

00

00


Sheet17

Employee Responsbilities

17The lack of balance between family involvment and job responsibility is

the principal cause of the absenteeism?

TABLE 1.17


1strongly agree2722.50%

2Disagree65%


4Agree7260%

5Strongly disagree

Total120100%

GRAPH 1.17

Interpretation :

From the chart 22.5% employees are absent because of their family

invovment and job responsibility12.5% of the employees are neither

agree nor disagree with the reason. 60% of the employees are absent

because of their family involvment and job responsibility.

Sheet17

00

00

00

00

00

PARTICULARS

RESPONDENTS


Sheet16


16Which is the main cause to absent your duties?

TABLE 1.16

S.NoParticulersRespondentsPercentage


2personal causes7260%

3community causes3025%

4social causes1512.50%

Total120100%

GRAPH 1.16

Interpretation :

From the chart 60% of the employees are absent because of their personal

causes25% of the employees have community causes.12.5% of the

employees have social causes.2.5% of the employees have in plant causes.

Sheet16

00

00

00

00

PARTICULARS

RESPONDENTS


Sheet15

Leave facilities

15In adequate leave facilities also a cause of absenteeism ?

TABLE 1.15



2Disagree3630%


4Agree1512.50%

5strongly disagree4840%

Total120100%

GRAPH 1.15

Interpretation :

From the chart 40% of the employees have flexible leave facilities 10% of the

employeesstrongly satisfy with the leave facilities. 30% of the employees are

disagree with leave facilities.

Sheet15

00

00

00

00

00

PARTICULARS

RESPONDENTS

Leave facilities

Sheet14


14Unfavorable employee/ employer relationships which in tern lead

the long period of absenteeism ?

TABLE 1.14



2Disagree1210%


4Agree3025%


Total120100%

GRAPH 1.14

Interpretaion

From the chart 12.5% of the employees have good relationships with their

employers10% of the employees did not have good relationships with their

employers.

Sheet14

00

00

00

00

00

Employee- Employer Relationship

Sheet13


13Do you feel to habbit of alcoholism among workers is a significant

cause of absenteeism?

TABLE 1.13



2Disagree1512.50%


4Agree3025%

5strongly disagree

Total120100%

GRAPH 1.13

Interpretation :

From the chart 37.5%of the employees are strongly agree with the alchoholism

is a significant cause of absenteeism.is a significant cause of absenteeism.

12.5% of the employees are disagree with the reason. 25% of the employees

are agree with the reason.

Sheet13

00

00

00

00

00

Habit of Alcoholism

Sheet12

Attitude &Practise of the Management

12They attitude and practice of the management also contribute to

Absenteeism ?

TABLE1.12



2Disagree4840%


4Agree65%


Total120100%

GRAPH1.12

Interpretation:

From the chart 40% of the respondents are good opinion about the attitude of the

management35% of the respondents did not have good opinion about the


Sheet12

00

00

00

00

00

PARTICULARS

RESPONDENTS

Attitude&practise of the Management

Sheet11


11How is the encouragement from the superior in the organization?

TABLE1.11


1Excellent1512.50%

2Good4840%

3Average5747.50%

4Poor

Total120100%

GRAPH1.11

Interpretation:

From the chart 47.5% of the employees have average encouragement from

the superiuor40% of the employees have good encouragement from the superior.

12.5% of the respondents have excellent encouragement.

Sheet11

00

00

00

00

PARTICULARS

RESPONDENTS


Sheet10

Working Environment

10Is the absenteeism is due to in convenient environment ?

TABLE1.10


1Yes2420%

2No5142.50%


Total120100%

GRAPH1.10

Interpretation :

From the chart 42.5% respondents are absent due to the cause of in conve-

nient environmernt37.5% of the respondents are not agree with the cause. 20% of

the respondents are not agree with their reason of inconvenient environment.

Sheet10

00

00

00

Respondents

Percentage

PARTICULARS

RESPONDENTS

Working Environment

Sheet9

Working Atmosphere

9Is the working atmosphere is friendly?

TABLE1.9


1Yes8772.50%

2No


Total120100%

GRAPH1.9

Interpretation:

From the chart 72.5% respondents are agree with thir atmosphere

27.5% of the respondents did not satisfy with their working atmosphere

Sheet9

00

00

00

PARTICULARS

RESPONDENTS

Working Atmosphere

Sheet8

Holidays is the cause for Absenteeism

8Is the insidence of absenteeism both before and after holiday higher

than on normal days ?

TABLE 1.8


1strongly agree2420%

2Agree5142.50%

3Disagree4537.50%

4Strongly disagree

Total120100%

GRAPH 1.8

Interpretation:

From chart 42.5% are agree with the reason of absenteeism both before

and after holidayhigher than and normaldays20% respondents are

strongly agree with the reason

Sheet8

00

00

00

00

Holidays is the cause for Absenteeism

Sheet7

Health Problems

7You will absent for your duties to generally suffering from health problems?

TABLE 1.7


1YES3025%

2NO4537.50%

3TO SOME EXTENT4537.50%

TOTAL120100%

GRAPH 1.7

Interpretation:

from the chart 37.5% employees are absent for their duties because of their

health problems.25% employees did not suffering with any health problem.

Sheet7

00

00

00

particulers

Respondents

Health Probelms

Sheet6


6Are you satisfied with your wages and salaries?

TABLE 1.6


1Highly satisfied

2satisfied6655%

3Dissatisfied4840%

4HIghly Dissatisfied65%

Total120100%

GRAPH 1.6

Interpretation :

From the chart 55% of the respondents are satisfied with their wages and

allowences.40% of the respondents are dissatisfied. 5% of the respondents

highly dissatisfied.

Sheet6

00

00

00

00

particulars

Rrespondents


Sheet5

Inadequate Welfare Facilities

5Do you feel absenteeism is due to inadequate welfare facilities available to workers ?

TABLE 1.5


1strongly agree65%

2agree4840%

3disagree5142.50%

4strongly dis agree1512.50%

Total120100%

GRAPH 1.5

Interpretation :

From the chart 42.5% respondents are disagree with their in adequate welfare

facilities, 40% of the respondents are satisfy with their facilities.

Sheet5

00

00

00

00

PARTICULARS

RESPONDENTS

Inadequate Welfare Facilities

Sheet4


4You will absent from duties mainly due to ?

TABLE 1.4


1sickness2722.50%

2personal reasons7260%

3marriages & festivels2117.50%

4drunkness

Total120100%

GRAPH 1.4

Interpretation :

From the chart 60% employees are absent due to their personal reasons.

22.5% absent due to their sickness. 17.5% of the employees are absent due

to marriages and festivels

Sheet4

00

00

00

00

PARTICULARS

RESPONDENTS


Sheet3

Absent for the Night shift

3You will absent for your duties when you are placed in night shifts than

in the day shifts

TABLE 1.3


1Yes3630%

2No8470%

Total120100%

GRAPH 1.3

Interpretation :

From the chart 70% of the employees are not absent because of their night shifts .

30% of the employees absent because of their night shifts.

Sheet3

3684

0.30.7

Yes

No

Particulars

Respondents

Absent for the Nightshift

Sheet2

Respondents Age

2How old are you ?

TABLE 1.2


118-25 years1210%

225-35 tears6050%

335-45 years4235%

445 above65%

Total120100%

GRAPH 1.2

Interpretation:

From the chart 50% of the respondents are 25 to 35 years old

35% of respondents are 35 to 45 years old, 10% are 18 to 25 years old

45 above age of respondents are 5%.

Sheet2

00

00

00

00

PARTICULARS

RESPONDENTS

Respondents Age

Sheet1

Work Experience

1How long have you been working in kakatiya textile limited ?

TABLE 1.1


11-2 years1815%

22-5 years2117.50%

35-10 years2117.50%

4more than 10 years6050%

Total120100%

GRAPH 1.1

Interpretation:

From the chart 50% respondents are more than 10 years experienced

17.5% respondents are 5to 10 years experienced 17.5% respondents are

2 to 5 years experienced15% are 1 to 2 years experienced.

Sheet1

00

00

00

00

Work experience

_1298111749.xlsChart9

120.1

360.3

90.075

150.125

480.4

PARTICULARS

RESPONDENTS

Leave facilities

Sheet26

Sheet25

Medical Facilities

25Are yor agree with your organization providing in adequate medical facilities

for minor injures ?

TABLE1.25


1Yes9680%

2No2420%

Total120100%

GRAPH1.25

Interpretation :

From the chart 80% of the respondents are satisfied with their medical facilities.

20% of the employees are not satisfied with their medical facilities.

Sheet25

00

00

Yes

No

PARTICULARS

RESPONDENTS

Medical Facilities

Sheet24

Familily Sickness

24Are you have any family sickness ?

TABLE1.24


1Yes7562.50%

2No4537.50%

Total120100%

GRAPH1.24

Interpretation:

From the chart 62.5% of the employees have family sickness. 37.5% of the

employees did not have family sickness.

Sheet24

00

00

Yes

No

PARTICULARS

RESPONDENTS

Family Sickness

Sheet23

Working conditions

23Which type of working conditions have you ?

TABLE1.23


1pleasant

2very noisy9075%

3un healthy3025%

Total120100%

GRAPH1.23

Interpretation:

From the chart 75% of the workers have very noisy working conditions.

25% of the workers have un healthy working conditions.

Sheet23

00

00

00

PARTICULARS

RESPONDENTS

Working conditions

Sheet22

Native place Visit

22How frequence you visit your native place ?

TABLE1.22


1every two months4537.50%

2half year6050%

3year1512.50%

4never

Total120100%

GRAPH1.22

Interpretation:

From the chart 50% of the employees are every 6 months visit their native place

37.5% of the employees have every 2 months visit their native place.12.5% of the

employees have visit their native place early.

Sheet22

00

00

00

00

Native Place Visit

Sheet21

Cultural Activities

21Indicate the importance of the cultural activities in the organization ?

TABLE1.21


1very important120100%

2neither important

3nor un important

4not at all important

Total120100%

GRAPH1.21

Interpretation :

From the chart 100% of the employees are want 100% recreation

acticities in the company.

Sheet21

00

00

00

00

PARTICULARS

RESPONDENTS

Cultural Activities

Sheet20


20Are you have any part time job ?

TABLE1.20


1Yes65%

2No11495%

Total120100%

GRAPH1.20

Interpretation :

From the chart 95% of the respondents are not have any part time job .5% of the

employees are have some part time jobs.

Sheet20

00

00

Yes

No

PARTICULARS

RESPONDENTS


Sheet19


19What is your feeling about the distence from your living places to

factories ?

TABLE1.19


1It is so far97.50%

2It is near7562.50%

3It is reasonable distence3630%

Total120100%

GRAPH1.19

Interpretation:

From the chart 62.5% of the employees are living near to the company .

30% of the employees have reasonable distence from the company.

7.5% of the employees have so far from the company.

Sheet19

00

00

00

PARTICULARS

RESPONDENTS


Sheet18


18Absenteeism is cause for relaxation needed because of over time work ?

TABLE 1.18


1Yes7562.50%

2No1210%


Total120100%

GRAPH 1.18

Interpretation :

From the chart 62.5% of the employees are want to relaxation from their over time

work.27.5% of the employees to some extent. 10% of the employees did not want

to relaxation from their work.

Sheet18

00

00

00


Sheet17

Employee Responsbilities

17The lack of balance between family involvment and job responsibility is

the principal cause of the absenteeism?

TABLE 1.17


1strongly agree2722.50%

2Disagree65%


4Agree7260%

5Strongly disagree

Total120100%

GRAPH 1.17

Interpretation :

From the chart 22.5% employees are absent because of their family

invovment and job responsibility12.5% of the employees are neither

agree nor disagree with the reason. 60% of the employees are absent

because of their family involvment and job responsibility.

Sheet17

00

00

00

00

00

PARTICULARS

RESPONDENTS


Sheet16


16Which is the main cause to absent your duties?

TABLE 1.16



2personal causes7260%

3community causes3025%

4social causes1512.50%

Total120100%

GRAPH 1.16

Interpretation :

From the chart 60% of the employees are absent because of their personal

causes25% of the employees have community causes.12.5% of the

employees have social causes.2.5% of the employees have in plant causes.

Sheet16

00

00

00

00

PARTICULARS

RESPONDENTS


Sheet15

Leave facilities

15In adequate leave facilities also a cause of absenteeism ?

TABLE 4.15



2Disagree3630%


4Agree1512.50%


Total120100%

GRAPH 4.15

Interpretation :

From the chart 40% of the employees have flexible leave facilities 10% of the

employeesstrongly satisfy with the leave facilities. 30% of the employees are

disagree with leave facilities.

Sheet15

00

00

00

00

00

PARTICULARS

RESPONDENTS

Leave facilities

Sheet14


14Unfavorable employee/ employer relationships which in tern lead

the long period of absenteeism ?

TABLE 4.14



2Disagree1210%


4Agree3025%


Total120100%

GRAPH 4.14

Interpretaion

From the chart 12.5% of the employees have good relationships with their

employers10% of the employees did not have good relationships with their

employers.

Sheet14

00

00

00

00

00

Employee- Employer Relationship

Sheet13


13Do you feel to habbit of alcoholism among workers is a significant

cause of absenteeism?

TABLE 4.13



2Disagree1512.50%


4Agree3025%

5strongly disagree

Total120100%

GRAPH 4.13

Interpretation :

From the chart 37.5%of the employees are strongly agree with the alchoholism

is a significant cause of absenteeism.is a significant cause of absenteeism.

12.5% of the employees are disagree with the reason. 25% of the employees

are agree with the reason.

Sheet13

00

00

00

00

00

Habit of Alcoholism

Sheet12

Attitude &Practise of the Management

12They attitude and practice of the management also contribute to

Absenteeism ?

TABLE4.12



2Disagree4840%


4Agree65%


Total120100%

GRAPH4.12

Interpretation:

From the chart 40% of the respondents are good opinion about the attitude of the

management35% of the respondents did not have good opinion about the


Sheet12

00

00

00

00

00

PARTICULARS

RESPONDENTS

Attitude&practise of the Management

Sheet11


11How is the encouragement from the superior in the organization?

TABLE4.11


1Excellent1512.50%

2Good4840%

3Average5747.50%

4Poor

Total120100%

GRAPH4.11

Interpretation:

From the chart 47.5% of the employees have average encouragement from

the superiuor40% of the employees have good encouragement from the superior.

12.5% of the respondents have excellent encouragement.

Sheet11

00

00

00

00

PARTICULARS

RESPONDENTS


Sheet10

Working Environment

10Is the absenteeism is due to in convenient environment ?

TABLE4.10


1Yes2420%

2No5142.50%


Total120100%

GRAPH4.10

Interpretation :

From the chart 42.5% respondents are absent due to the cause of in conve-

nient environmernt37.5% of the respondents are not agree with the cause. 20% of

37.5% of the respondents are not agree with the cause. 20% of

Sheet10

00

00

00

Respondents

Percentage

PARTICULARS

RESPONDENTS

Working Environment

Sheet9

Working Atmosphere

9Is the working atmosphere is friendly?

TABLE4.9


1Yes8772.50%

2No


Total120100%

GRAPH4.9

Interpretat

13kh1e001

Documents

project work

project report

bonafied work of

work experience

work environment

work atmosphere

project guide head

award of master degree