ABSENTESISM

7/31/2019 ABSENTESISM

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LIST OF TABLES

Table

No

Title Page no

1 Table Showing the Age group between the Respondents 19

2 Table Showing the Gender of Respondents 21

3 Table Showing the Educational Qualification of Respondents 23

4 Table Showing the Marital Status between Respondents 25

5 Table Showing the Respondents children in their family 27

6 Table Showing the earning members of the Respondents family 29

7 Table Showing the Respondents absent towards work 31

8 Table Showing the income group of the respondents 33

9 Table Showing the respondents happy towards their pay 35

10 Table Showing the job responsibility of respondents 37

11 Table Showing the satisfaction of working environment of

respondents

39

12 Table Showing the relation with superiors/ co-workers of

respondents

41

13 Table Showing the facilities provided by management 4314 Table Showing the reaction of superior when respondents apply

leave

45

15 Table Showing the sufficient reward for respondents job 47

16 Table Showing the aware of schemes introduced by the company 49

17 Table Showing the respondents personal and work life 51

18 Table Showing the rest interval satisfaction the respondents 53

19 Table Showing the respondents which help in reducing the

absenteeism

55


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LIST OF CHARTS

Chart

No

Title Page no

1 Chart Showing the Age group between the Respondents 20

2 Chart Showing the Gender of Respondents 22

3 Chart Showing the Educational Qualification of Respondents 24

4 Chart Showing the Marital Status between Respondents 26

5 Chart Showing the Respondents children in their family 28

6 Chart Showing the earning members of the Respondents family 30

7 Chart Showing the Respondents absent towards work 32

8 Chart Showing the income group of the respondents 34

9 Chart Showing the respondents happy towards their pay 36

10 Chart Showing the job responsibility of respondents 38

11 Chart Showing the satisfaction of working environment of

respondents

40

12 Chart Showing the relation with superiors/ co-workers of

respondents

42

13 Chart Showing the facilities provided by management 44

14 Chart Showing the reaction of superior when respondents apply

leave

46

15 Chart Showing the sufficient reward for respondents job 48

16 Chart Showing the aware of schemes introduced by the company 50

17 Chart Showing the respondents personal and work life 52

18 Chart Showing the rest interval satisfaction the respondents 54

19 Chart Showing the respondents which help in reducing the

absenteeism

56


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CHAPTER - I

INTRODUCTION TO THE STUDY

ABSENTEEISM:

It refers to the workers absence from their regular task when he is normally schedule to

work. According to Websters dictionary Absenteeism is the practice or habit of being an

absentee and an absentee is one who habitually stays away from work.

According to Labour Bureau of Shimla:- Absenteeism is the total man shifts lost because of

absence as percentage of total number of man shifts scheduled to work.

In other words, it signifies the absence of an employee from work when he is scheduled to be at

work. Any employee may stay away from work if he has taken leave to which he is entitled or on

ground of sickness or some accident or without any previous sanction of leave. Thus absence

may be authorized or unauthorized, willful or causedby circumstances beyond ones control.

Maybe even worse than absenteeism, it is obvious that people such as malingerers and those

unwilling to play their part in the workplace can also have a decidedly negative impact. Such

team members need individual attention from frontline supervisors and management.

Indeed as prevention is better than cure, where such a problem occurs, it is always important to

review recruitment procedures to identify how such individuals came to be employed in the first

place.

For any business owner or manager, to cure excessive absenteeism, it is essential to find and then

eliminate the causes of discontent among team members. If they find their supervisor or job

unpleasant - really unpleasant -they look for legitimate excuses to stay home and find them withthings such as upset stomachs or splitting headaches.

Any effective absentee control program has to locate the causes of discontent and modify those

causes or eliminate them entirely. In other words, if we deal with the real reasons, team members


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stay home it can become unnecessary for them to stay away. Any investigation into absenteeism

needs to look at the real reasons for it.

Sometimes team members call in sick when they really do not want to go to work. They would

not call you up and say, Im not coming in today because my supervisor abuses me.

Or, Im not coming in today because my chair is uncomfortable. Or, Im not coming in today

because the bathrooms are so filthy; it makes me sick to walk into them.

As with every other element within your organization, you cannot ask a person to do a job he or

she has never been trained to do. Many human resources specialists have found that repetitive,

boring jobs coupled with uncaring supervisors and/or physically unpleasant workplaces are

likely to lead workers to make up excuses for not coming to work.

If your team members perceive that your company is indifferent to their needs, they are less

likely to be motivated, or even to clock on at all. One way to determine the causes of

absenteeism is to question your supervisors about excessive absenteeism, including what causes

it and how to reduce it. Of course, if your supervisors have made no efforts to get to know the

team members in their respective departments, they may not be able to provide reasons.

However, just the act of questioning may get the ball rolling and signal to your supervisors that

their involvement is important. Once a manager finds the real reasons for absenteeism there is

another important step.

Through open communication, you need to change the team members way of reacting and

responding to discontent. Other problems will no doubt arise in the future. If the way of

responding has not been reviewed, then the same cycle is likely to start all over again.

So often absenteeism problems can be sheeted back to the supervisor level and to unsatisfactory

working conditions. Without improvement in these areas, you can expect your high rate of

absenteeism to continue.


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For calculating absenteeism:


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CHAPTER- II

INTRODUCTION TO THE ORGANIZATION

COMPANY PROFILE

Sree Rengaraj Ispat Pvt Ltd is a renowned steel manufacturing company founded by

Mr.P.V.Pandurangan in the year 1973. The group founded as a small start-up has grown to a

significant position with 5 individual units over the yearsthanks to the visionary leadership of

leadership of Mr.P.V.Pandurangan. Sree Rengaraj Steels is one of the famous steel

manufacturers in the Southern region of India with the capacity and capability to manufactureinternational quality products. Productivity leads the industry. The product range spans a wide

array of structural steel like Flat, Round and Square manufactured to match international quality

standards, catering to the industrial and ever growing construction markets in India.

Today, Sree Rengaraj Steel is composed of five separate units which work together to offer

customers a unique solution, one stop steel shop service that cannot be found elsewhere. With as

many as five units working together, Sree Rengaraj steel can be your single source on large

requirements.

Other units:

Sree Rengaraj Steel and Alloys Pvt ltd.

Unit I (1973), Salem

Unit II (1993), Salem

Sree Rengaraj Steels Karaikal. (1999)

Sree Rengaraj Ispat Pvt Ltd, Perundurai (2005)


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Sponge Iron Plant

We are having 350TPD Sponge Iron Plant in Sipcot Industrial Growth Centre Perundurai, Erode

(DT), Tamil Nadu. We procure Iron Ore from Bellary (DT) Karnataka, Coal from South African

and Dolomite form Dindugal (T.N). We supply Our Sponge Iron Products to various Induction

Furnace, Foundry Division and also for Blast Furnace.

Sponge Iron Rotary Kiln Process

In this process, a Refractory lined Rotary Kiln is used for reduction of iron ore in solid state. The

Kiln is mounted with a slope of 2.5 % downwards from the feed end to discharge end.

Sized and weighed Iron Ore is continuously fed into the kiln along with a proportionately dozed

coal, which has the dual role of fuel as well as reductant. Small quantities of limestone/ Dolomite

are added to prevent sulphur pick up by Iron at elevated temperature from the coal.

A number of Air Tubes are provided along the length of Kiln. The desired temperature profile is

maintained by controlling the volume of combustion air through these tubes and a Central Burner

axially in the free space over charge.

There is a Coal Injection System at the discharge end of the Rotary Kiln through which finer Coal

(-4 mm and + 4 to -8mm) is injected pneumatically to prevent Carbon starvation and to keep the

required temperature profile throughout the Kiln.

The Rotary Kiln is broadly divided into two zones, namely, the Preheating zone and Reduction

zone. The preheating zone extends over 15 to 20 % of the length of the kiln. In this zone, the

moisture in the charge is driven off, and the volatile matter in the coal, liberating over a

temperature range of 300 to 800 degree C, is burnt with the combustion air supplied through the

air tubes in the free space above the charge. Heat from the combustion raises the temperature of

lining and the bed surface. As the Kiln rotates, the lining transfers the heat to the charge.


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Charge material, preheated to about 900 to 950 degree C enters the reduction zone. Temperature

of the order of 1000 to 1050 deg C is maintained in the reduction zone, which is the appropriate

temperature profile to facilitate solid-state reduction of iron oxide to metallic iron.

The reduced product is discharged into a Rotary Cooler along with coal char, Ash, limestone and

other non metallic impurities, where they are cooled to below 100 Deg C indirectly by spraying

water on the outer surface of Rotary Cooler. The product is screened and magnetically separated

into magnetic (Sponge Iron) and non magnetic (Coal char, Ash and other impurities) The Product

(Sponge Iron) and Waste Product are taken into respective Storage Bins.

The Waste Flue Gasses are sent through either one of the following Heat Recovery Equipmentsfor recovering the Heat and cooling the Gasses:

Waste Heat Recovery Systems

The option available for the commercial exploitation and reduction of specific fuel consumption

and cost of production is the waste Heat recovery and power generating system.

Waste Heat carried away by the flue gases is being recovered by the Waste Heat recovery Boilers

and gainfully used for Steam and hence power generation.

Further analysis and studies in the above work has helped to develop Energy Efficient Direct

Reduction Process for the manufacture of Sponge Iron. This system envisages recovery of the

sensible heat and utilize partly for Pre-heating the Iron Ore and the balance to generate steam and

power.

Recovery of Heat to Pre-Heat the Iron ore and generate steam makes the Direct Reduction

Process more energy efficient and more commercially viable and attractive proposition.


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Waste Heat Recovery Power plant Process

Production of Sponge Iron in DR Kiln generates huge quantities of Flue gas carrying considerable

sensible heat. Generally, the Waste Gases are burned in two stages in a Chamber known as After

Combustion Chamber (ABC) by injecting excess Air to neutralize the poisonous and harmful un-

burnt Carbon Monoxide. The burning of the residual CO releases additional heat energy in to the

Waste Gases calling for two stages cooling with high pressure atomized water spray. Further, the

Hot Gases have to be cooled from 900 to 200 Deg Centigrade, so that the Electro Static

Precipitator withstand the temperature. When we install a Waste Heat Recovery Boiler, two

benefits could be achieved. Here, the Cooling is achieved by a high Pressure water Sprays.

Sulphur Di-Oxide is a constituent of the Waste Gases and while cooling becomes a highly

corrosive Wet SO2 which corrodes the steel Components like Gas Ducts, Fan Casing, and

Impellers etc. All these Equipments would call for high Capital and Revenue (Maintenance) cost.

In the case of a Waste Heat Recovery Boiler, the Hot Gases exchange the heat energy to the

Boiler Feed Water to gainfully convert in to Steam which intern could be used for Power

generation. A Waste Heat Recovery Power Plant would be an ideally suited proposition to

effectively make use of the sensible heat of DR kiln off gases generated during the process of

Sponge Iron manufacture.. The quantities and heat content of DR kiln off gas is enough to

produce about 8.0 MW power. Thus the Waste Heat Recovery Power Plant would not only make

the plant less dependent on external source of electric power but would also result in Energy

conservation and Environment Protection. The details of facilities envisaged are given in the

following paragraphs.

Fuel: The fuels available for power generation are:

Off Gases from DR kiln after After Burning Chamber (ABC)

The waste Heat Boiler will be installed behind the ABC of DR kiln in bypass configuration. The

flue gases after ABC will be taken to unfired furnace chamber and them flow over banks of super


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heater, convective evaporator and economizer before being discharged to atmosphere through

ESP, ID Fan and chimney of DR Kiln. In case of outage of Waste Heat Boiler, Flue gases will

pass through GCT- ESP ID Fan and Chimney. The flue gases will pass over various heat transfer

surfaces to ESP and then finally discharges in to chimney by ID Fans. The boiler will have its

own ESP, ID fans and Chimney.

The heat extracted and cooled waste Gases get cleaned in the Electro Static Precipitator. The dust

collection efficiency would be of the highest order and the emission level would be within the

norms stipulated by the State and Central Pollution Control Boards.

Power Plant

We are having 8MW Captive Power Plant Sipcot Industrial Growth Centre Perundurai, Erode

(DT), Tamil Nadu, This is Waste Heat Recovery Boiler. Our people, by fostering team work,

nurturing talent, enhancing leadership

capability and acting with pace, pride and passion. Our offer, by becoming the supplier of choice,

delivering premium products and services, and creating value with our customers. Our innovative

approach, by developing leading edge solutions in technology, processes and products.

PRODUCTS OF SREE RENGARAJ INDUSTRIES:

Flat

1 20*5 18 Feet

2 20*6 18 Feet

3 25*5 18 Feet

4 25*6 18 Feet

5 32*5 18 Feet

6 32*6 18 Feet

7 40*5 18 Feet

8 20*6 18 Feet


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Flat Heavy

1 25*10 18 Feet

2 25*12 18 Feet

3 26*7 18 Feet

4 32*10 18 Feet

5 33*10 18 Feet

6 41*7 18 Feet

7 40*10 18 Feet

8 50*6 18 Feet

Round

1 10 P 36 Feet

2 11 P 36 Feet

3 12 P 36 Feet

4 13 P 18 Feet

5 15 P 16 Feet

6 16 P 15, 18 and 36 Feets

Round Heavy

1 18 P 18 Feet

2 20 P 18 Feet

3 25 P 15, 18 Feets


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Square

1 25*10 18 Feet

2 25*12 18 Feet

3 26*7 18 Feet

4 32*10 18 Feet

5 33*10 18 Feet

6 41*7 18 Feet

7 40*10 18 Feet

8 50*6 18 Feet

Sree Rengaraj steels has attained its unique position due to:

Conformance to International Standards

Skilled and experienced employees

Strategic locations in the Southern region

High flexibility in steel product development


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QUALITY:

Sree Rengaraj steel has ensured quality work conditions and improvements in the workplace at

its steel units, which establishes its commitment towards the Company's employees. Sree

Rengaraj steel has ensured various labour welfare measures such as grievance redressal system.

These measures enable us to provide quality output at shortest spans.

Quality is ensured through

We ensure the products delivered form Sree Rengaraj Steels are 100% good in terms of quality.

This is greatly achieved from our well equiped laboratory which is upto date in terms of

infrastructure and technology.

Sree Rengaraj steel is dedicated to achieve customer satisfaction through continuous

improvement in the quality of products and service levels through employee participation at all

stages, and ensuring reliability by maintaining the required systems and processes.

We believe that enhancing customer satisfaction is key to attaining this goal. We will please our

customers through innovation, superior product quality, reliable delivery, and outstanding

customer support. Our highly expertised and experienced employees have but one focus; the

highest quality steel, on time.


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CHAPTER- III

OBJECTIVES OF THE STUDY

OBJECTIVES OF STUDY:

PRIMARY OBJECTIVE:

1. To study on absenteeism on sree Rengaraj ispat pvt ltd

SECONDARY OBJECTIVES:

1. To identify the reasons of absenteeism in an organization.

2. To know the satisfaction of the employee towards working environment.

3. To know the relationship of the labours with their co workers and their superiors.

4. To provide suitable suggestion to control absenteeism.


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LIMITATIONS

The study was conducted within a 1 month time.

The study was carried out only in perundurai plant

The data provided by the respondents might be some bias in their answer or replies

The result is applicable only for particular industries.


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CHAPTERIV

REVIEW OF LITERATURE

According to Muchinsky, Paul M. The purpose of this paper is to review the literature on

employee absenteeism as a form of withdrawal behavior apart from turnover. Studies examining

the psychometric properties of absence measures are reviewed, along with the relationship

between absenteeism and personal, attitudinal, and organizational variables.

According to Diana I. Jimeno We consider theoretical and empirical developments in

personality, affect, and absenteeism research. Specifically, we investigate the relationshipbetween these three constructs and propose a theoretical perspective about the importance of

affect in mediating the effect that personality has on absenteeism. One of our main goals is to

look at both positive and negative consequences of absenteeism.
http://www.eric.ed.gov/ERICWebPortal/search/simpleSearch.jsp;jsessionid=LRF4mswiEuSHl3yjzSsCVg__.ericsrv005?_pageLabel=ERICSearchResult&_urlType=action&newSearch=true&ERICExtSearch_SearchType_0=au&ERICExtSearch_SearchValue_0=%22Muchinsky+Paul+M.%22http://www.eric.ed.gov/ERICWebPortal/search/simpleSearch.jsp;jsessionid=LRF4mswiEuSHl3yjzSsCVg__.ericsrv005?_pageLabel=ERICSearchResult&_urlType=action&newSearch=true&ERICExtSearch_SearchType_0=au&ERICExtSearch_SearchValue_0=%22Muchinsky+Paul+M.%22


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CHAPTER- V

RESEARCH METHODOLOGY

The research reveals that one of the major problems is absenteeism to industry.

Absenteeism hinders planning, production, efficiency and functioning of the organization. In fact

high rates of absenteeism affect an organization state of health and also supervisory and

managerial effectiveness.

RESEARCH DESIGN

Research design used in this study is Descriptive research. The main characteristics of

this method are that has no control over the variables.

METHOD OF DATA COLLECTION

Both primary and secondary data are used for the purpose of the study.

PRIMARY DATA

The primary data was collected through the survey method with the help of

questionnaire. This method was adopted since it gives source of information. The primary data

were collected by mailing the letter to the manager with an appeal letter from the college. The

investigator visited the organization and collected data in person.

SECONDARY DATA

It was collected from books, magazines and internet.


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SAMPLE SIZE

The population of 100 is taken for the study. The whole member of the organization are

taken like labours, supervisors etc.

STATISTICAL TOOLS USED

Simple percentage analysis is used to analysis the data and chi-square is used as

statistical tool.

TOOLS OF DATA COLLECTION:

The tool used for collection of data from the respondents is questionnaire


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CHAPTER- VI

DATA ANALYSIS AND INTERPRETATION

Table: 1

Table showing the Age group of the Respondents

S NO AGE NO OF REPONDENTS PERCENTAGE

1 Below 20 20 20 %

2 21-30 years 38 38 %

3 31-40 years 30 30 %

4 Above 41 12 12 %

TOTAL 100 100 %

INTERPRETATION:

From the above table. it is inferred that 38% of the respondents belong to the age group of 21-30

years, 30% of the respondents belong to the age group of 31-40 years, 20% of the respondents

belong to the age group of below 20 years, 12% of the respondents belong to the age group of

above 41 years


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Chart: 1

Chart showing the Age group of the Respondents

0

5

10

15

20

25

30

35

40

Below 20 21-30 years 31-40 years Above 41


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Table: 2

Table showing the gender of the Respondents

S.NO PARTICULARS NO OF RESPONDENTS PERCENTAGE

1 Male 100 100%

2 Female 0 0%

Total 100 100%

INTERPRETATION:

From the above table. It is inferred that 100 % of the respondents are male and

there are no female respondents in the company.


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Chart: 2

Chart showing the Gender of the Respondents

MALE,

100

FEMALE,

0

MALE FEMALE


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Table: 3

Table showing the Respondents Educational Qualifications

S.NO PARTICULARS NO OF

RESPONDENTS

PERCENTAGE

1 Below 10 58 58%

2 10-12 std 34 34%

3 Graduate 8 8%

4 Post graduate 0 0%

Total 100 100%

INTERPRETATION:

From the above table .it is inferred that 58% of respondents are below 10th

, 34% of the

respondents are between the 10th

-12th

,8% of the respondents are graduate and remaining 0% of

the respondents are post graduate.


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Chart: 3

Chart showing the respondents education Qualification

0

10

20

30

40

50

60

70

Below 10 10-12 std Graduate Post graduate


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Table: 4

Table showing the Respondents Marital status

S.NO PARTICULARS

NO OF

RESPONDENTS PERCENTAGE

1 Married 65 65%

2 Unmarried 35 35%

Total 100 100%

INTERPRETATION:

From the above table .it is inferred that 65% of respondents are married and the

remaining 35% of respondents are unmarried.


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Chart: 4

Chart showing the Respondents Marital Status

Married, 65

Unmarried,

35

Married Unmarried


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Table: 5

Table showing the respondents have numbers of children in their family

S.NO PARTICULARS

NO OF


1 0 35 35%

2 1 20 20%

3 2 30 30%

4 More than 2 15 15%

Total 100 100%

INTERPRETATION:

From the above table .it is inferred that 35% of the respondents are having no

childrens, 30% of respondents are having 2 childrens ,20% of respondents are having 1

childrens and 15% of respondents are having more than 2 childrens.


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Chart: 5

Chart showing the respondents have numbers of children in their family

0

5

10

15

20

25

30

35

40

0 1 2 More than 2


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Table: 6

Table showing that earning members of the respondents family

S.NO PARTICULARS

NO OF


1 Yes 48 48%

2 No 52 52%

Total 100 100%

INTERPRETATION:

From the above table .it is inferred that 52% of respondents feel that no one in

the family members are earning and 48%of respondents feel that their family members are

earning.


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Chart: 6

Chart showing that earning members of their family

yes48%no

52%

yes

no


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Table: 7

Table showing that how many days respondents absents for a month

S NO PARTICULARSNO OF


1 Never 25 25%

2 Once 35 35%

3 Twice 10 10%

4 >Twice 10 10%

Total 100 100%

INTERPRETATION:

From the above table .it is inferred that 35% of respondents feel that once they

take leave in a month to company, 25% of respondents feel that they are never leave to

company in a month,10% of the respondents feel that they are twice they leave in a month and

10% of the respondents feel that they are would take < twice in a month.


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Chart: 7

Chart showing that how many days respondents absents for a month

0

5

10

15

20

25

30

35

40

Never Once Twice > Twice


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Table: 8

Table showing the respondents income groups

S NO PARTICULARSNO OF


1 7000 10 10%

Total 100 100%

INTERPRETATION:

From the above table .it is inferred that 40% of respondents are 3000-5000

income group, 35% of respondents are


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Chart: 8

Chart showing the respondents income groups

0

5

10

15

20

25

30

35

40

45

7000


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Table: 9

Table showing the respondents satisfaction with their pay

S NO PARTICULARS

NO OF


1 Yes 44 44%

2 No 56 56%

Total 100 100%

INTERPRETATION:

From the above table .it is inferred that 56% of respondents feel that they are not

satisfied with their pay and 44% of respondents feel that they are satisfied with their pay in the

company.


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Chart: 9

Chart showing the respondents satisfaction with their pay

yes44%

no56%

yes

no


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Table: 10

Table showing the respondents satisfied with their job responsibility.

S NO PARTICULARS

NO OF


1 Agree 27 27%

2 Disagree 20 205

3 Neutral 53 53%

Total 100 100%

INTERPRETATION:

From the above table .it is inferred that 53% of respondents feel that

they are neutral towards job satisfaction.27% of respondents are feels that they are agree towards

job satisfaction and 20% of respondents feels that they are disagree towards their job satisfaction.


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Chart: 10

Chart showing the respondents satisfied with their job responsibility.

0

10

20

30

40

50

60

Agree Disagree Neutral


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Table: 11

Table showing the respondents satisfied with their working environment.

S NO PARTICULARS

NO OF


1 Agree 65 65%

2 Disagree 15 15%

3 Neutral 20 20%

Total 100 100%

INTERPRETATION:

From the above table .it is inferred that 65% of respondents feel that they are

agree with their work environment, 20% of respondents feel that they are neutral towards work

environment and 15% of respondents feels that they are disagree with their work environment.


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Chart: 11

Chart showing the respondents satisfied with their working environment.

0

10

20

30

40

50

60

70



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Table: 12

Table showing the respondents relation with their superiors /co-workers.

S NO PARTICULARS

NO OF


1 Excellent 25 25%

2 Good 57 57%

3 Fair 10 10%

4 Poor 8 8%

Total 100 100%

INTERPRETATION:


good relation with their superior/co-worker, 25% of respondents feel that they are excellent

relation with their superior/co-worker, 10% of respondents feel that they are fair relation with

their superior/co-worker and 8% of respondents feel that they are poor relation with theirsuperior/co-worker.


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Chart: 12

Chart showing the respondents relation with their superiors/co-workers.

0

10

20

30

40

50

60

Excellent Good Fair Poor


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Chart: 13

Chart showing the respondents view about the management of sree Rengaraj ispat

industries.

0

5

10

15

20

25

30

35

40

45

50

Excellent Good Fair Poor


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Table: 14

Table showing the superior reaction when the respondents apply leave.

S NO PARTICULARS

NO OF


1 Immediately granted 35 35%

2 Granted 40 40%

3 Not granted 25 25%

Total 100 100%

INTERPRETATION:

From the above table .it is inferred that 40% of respondents feel that their

superior granted leave, 35% of respondents feel that their superior immediately granted leave and

25% of respondents feel that their superior not granted leave when they apply leave.


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Chart: 14

Chart showing the superior reaction when the respondents apply leave.

0

5

10

15

20

25

30

35

40

45

Immediately granted Granted Not granted


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Table: 15

Table showing the respondents rewards for their job.

S NO PARTICULARS

NO OF


1 Strongly agree 20 20%

2 Agree 20 20%

3 Neither agree or

disagree

48 48%

4 Disagree 12 12%

Total 100 100%

INTERPRETATION:

From the above table .it is inferred that 48% respondents are feel that neither

agree or disagree for job rewards, 20% of respondents feel that agree for job rewards, 20%

respondents of feel that strongly agree and 12% of respondents feel that disagree for job rewards


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Chart: 15

Chart showing the respondents rewards for their job.

0

10

20

30

40

50

60

Strongly agree Agree Neither agree or

disagree

disagree


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Table: 16

Table showing the respondents awareness scheme introduced by the company

S NO PARTICULARS

NO OF


1 Yes 65 65%

2 No 35 35%

Total 100 100%

INTERPRETATION:


aware about the scheme in the company and 35% of respondents feel that they are not aware

about the scheme.


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Chart: 16

Chart showing the respondents awareness scheme introduced by the company.

yes65%

no35%

yes

no


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Table: 17

Table showing the respondents maintain balance between personal life and work

life.

S NO PARTICULARS

NO OF


1 Yes 43 43%

2 No 57 57%

Total 100 100%

INTERPRETATION:

From the above table .it is inferred that 57% of respondents are feel that they are

not maintaining the personal life and 43% of respondents are feel maintaining the personal life.


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Chart: 17

Chart showing the respondents maintain balance between personal life and work

life.

Yes

43%

No

57%

Yes No


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Table: 18

Table showing the respondents rest interval in the company

S NO PARTICULARS

NO OF


1 Agree 47 47%

2 Disagree 33 33%

3 Neutral 20 20%

Total 100 100%

INTERPRETATION:

From the above table .it is inferred that 47% of respondents are agree with

satisfied the rest interval, 33% of respondents are disagree with satisfied the rest interval and

20% of respondents are neutral with satisfied the rest interval.


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Chart: 18

Chart showing the respondents rest interval in the company

47

33

20

0

5

10

15

20

25

30

35

40

4550



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Table: 19

Table showing the respondents most prompt to reduce your absenteeism

S NO

PARTICULARS

NO OF


1 Improving the superior work

relationship

20 20%

2 Rearrange the existing shift

schedule

25 25%

3 Improving the working

conditions ,health, safety etc

35 35%

4 He Changing the existing

leave rules

5 5%

5 Revising the wage policy 15 15%

Total

100 100%

INTERPRETATION:

From the above table .it is inferred that 35% for respondents feel to change the

working condition, safety, health for avoid absenteeism. 25% of respondents feel that to

rearrange the existing shift schedule for avoid absenteeism, 20% for respondents feel that to

improving superior work relationship for avoid absenteeism , 5% of respondents feel that to

revising the wage policy and 5% of respondents feel that to change existing leave rule.


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Chart: 19

Chart showing the respondents most prompt to reduce your absenteeism

0

5

10

15

20

25

30

35

40

Improving the superior

work relationship

Rearrange the existing

shift schedule

Improving the working

conditions ,health, safety

etc

He Changing the existing

leave rules


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CHAPTER- VII

FINDINGS

From the analysis the following have been found:

Majority of the respondents (38%) are age group of 21-30 years.

Majority of respondents (100%) are male.

Majority of respondents (58%) are 10-12 std qualified workers.

Majority of respondents (65%) are married in the company.

Majority of respondents (35%) are having no children.

Majority of the respondents (52%) are earning member of the workers family.

Majority of the respondents (35%) are once absent for month.

Majority of the respondents (40%) belong to the income group of 3000-5000

Majority of the respondents (56) are not happy with their pay.

Majority of the respondents (53%) are satisfied with their job responsibility.

Majority of the respondents (65%) are satisfied with their work environment.

Majority of the respondents (57%) are good in relation with superiors/co-workers.

Majority of the respondents (46%) are good in relation with the management of sree

Rengaraj ispat industries.

Majority of the respondents (40%) are granted leave immediately when they apply leave.

Majority of the respondents (48%) are neither agree or disagree reward for their job.

Majority of the respondents (65%) are aware about scheme introduced by the company.


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Majority of the respondents (57%) are not balance their personal life and work life.

Majority of the respondents (47%) are satisfied the rest interval provided by the

company.

Majority of the respondents (35%) are said to improve the working conditions and

rearrange the working shift schedule for avoiding the absenteeism in a company.


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CHAPTER: VIII

SUGGESTIONS

1. In order to reduce the level of absenteeism, the employees stress level should be reduced.

2. The employees should be given more opportunity to prove their skills.

3. Their opinions and suggestions should be considered for the managerial decision and they

should rearrange the existing shift and make improve the superior relationship.

4. Reduce the level of stress in employees work.

5. The organization should taken initiative for bringing co-operation at work.


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CONCLUSION

This study is an attempt to realize the cause of absenteeism among employer and it is the

outcome of the study conducted with 100 employers. The findings reveal the existing status of

the employer in the organization. Employer working ability is good and they are highly satisfied

with their remuneration paid. The majority of the employees said that they are tried of the work

stress and they need some co-operation at work. The employer should have to satisfied the work

environment, their superior and the management


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BIBLIOGRAPHY

1. Allen, W. David. Family, Illness and Temporary Work Absence. Applied Economics

28, (September 1996).

2. James C., Paula C. Morrow, and James B. Fenton. "Absenteeism and Performance as

Predictors of Voluntary Turnover." Journal of Management Issues 7, no. I (1995)

3. Terry G.R., Principles of management Richards D. Irwin, Homewood, 1970 .

JOURNALS

1. Rhodes, Susan. Managing Employee Absenteeism. New York: Addison-Wesley, 1990.

2. Industrial relation, Indian institution of personnel management, Calcutta. Indian labour

journal, Indian labour bureau, simla.

Websites:

www.employer-employee.com

www.management-issue.com
http://www.employer-employee.com/http://www.employer-employee.com/


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ANNEXURE

QUESTIONNAIRE

1) Name:

2) Age:

a) below 20 years

b) 21-30 years

c) 31-40 years

d) above 40 years

3) Sex:

a) Male

b) Female

4) Education qualification:

a) Below 10

b) 10-12

c) Graduate

d) Post Graduate

5) Marital status:

a) Married

b) Unmarried

6) If married how many children do you have?

a) 0

b) 1c) 2

d) More than 2

7) Are you the only earning member of your family?

a) Yes b) No


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8) How often you remain absent in a month?

(a)Never

(b) Once

(c)Twice

(d) > Twice

9) Which income group do you belong?

a) 7000

10) Are you happy with your pay?

a) Yes

b) No

11) Are you clear about your job responsibilities?

a) Agreeb) Disagree

c) Neutral

12) Are you satisfied with your working environment?

(a) Agree

(b)Disagree

(c) Neutral


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13) How is your relation with your superiors / co -workers?

(a) Excellent

(b) Good

(c) Fair

(d) Poor

14) Your views regarding the facilities provided to by the management of SREE

RENGARAJ:

a) Excellent

b) Good

c) Fair

d) Poor

15) When you apply for a leave what will be the reaction of your superior?

a) Immediately granted

b) Grantedc) Not granted

16) The company is offering the sufficient rewards for your job?

a) Strongly agree

b) Agree

c) Neither agree nor disagreed) Disagree

17) Are you aware of the schemes introduced by the company to reduce absenteeism?

a) Yes

b) No


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18) Are you able to maintain balance between personal life and work life?

a) Yes

b) No

19) Are you satisfied with the rest intervals provided in the company?

a) Agree

b) Disagree

c) Neutral

20) Among these which one you feel the most prompt to reduce your absenteeism.

a) Improving the superior-worker relationship

b)

Re-arranging the existing shift schedulec) Improving the working condition, health, safety, welfare measures etc.

d) Changing the existing leave rulese) Revising the wage policy

Documents

ABSENTESISM