“A STUDY ON ABSENTEEISM AMONG THE EMPLOYEES OF MADURA COATS PVT LTD,MADURAI” BY K.A.HARI KUMAR (Reg No : 22509631013)
A PROJECT REPORT Submitted to the
FACULTY OF MANAGEMENT STUDIES
In partial fulfillment of the requirements for the award of degree of
MASTER OF BUSINESS ADMINISTRATION IN
HUMAN RESOURCE MANAGEMENT ANNA UNIVERSITY, CHENNAI -600025, JUNE, 2010
ACKNOWLEDGE ACKNOWLEDGE MENT I thank the Almighty for his continuous presence and strength experienced throughout the project for making me to complete this project successfully.
I express my gratitude to our honorable chairman Rev.Fr.Dr.ARULRAJ, DMI group of institute for providing such an opportunity and also their encouragement to do this program.
I express my gratitude to our beloved principal Dr.BALUCHAMI for his whole hearty encouragement for completing this project.
I am indebted to Prof.R.D.Samuel Head, department of management studies, for his h is valuable guidance’s and consistent encouragement during the entire course of this project work.
I express my gratitude and sincere thanks to my guide Mr.R.Mrugan for his guidance’s and support for completion of this project.
I am also thankful to all staff members of the department for their constant cooperation and encouragement for completion of this project.
I express my deep sense of gratitude g ratitude to my agency guide Mr.V.K.Chandra Sekar, Assistant Manager, IRD department, Madura Coats pvt ltd, at Madurai for giving me all the help to undergo this study.
I also express my gratitude to all staff of Madura Coats pvt ltd, at Madurai for contributing valuable & reliable information to my project report.
LOYOLA INSITITUTE OF TECHNOLOGY (Affiliated to Anna University) Palanchur, Nazarathpet (P.O) Chennai – 602103.
BONAFIDE CERTIFICATE
This project report entitle A STUDY OF ABSENTEEISM AMONG THE EMPLOYEES IN MADURA COATS,MADURAI is the Bonafide work done
by MR.K.A.HARIKUMAR MR.K.A.HARIKUMAR (22509631013) who carried out the research under my supervision. Cerified further that to the best to my knowledge the work reported herein does not form part of any other previous study or discussion on the basis of which a degree or award was conferred on an earlier occasion to candidate or any other researchers.
HEAD OF THE DEPARTMENT
INTERNAL GUIDE
ABSTRACT
Absenteeism is a major problem which adversely affects the entire industrial economy hence the extent to which absenteeism of the workers can be reduced is of great importance to the success of an industry.
The problem of absenteeism is of vital importance in Indian organization because in comparison to the west, the rate is considerably higher in India. Absenteeism among workers is one the most establishing factors.
In an organization, it results in production losses; an increase labour cost and reduce reducess effici efficienc ency y of operat operation ion.. The losses losses and additi additiona onall costs costs caused caused by absenteeism expressed in terms of money will be alarming.
The increased productivity of an industry mainly depends upon the best possible use of man power which is the most valuable and hampers the entire production process. It is a problem which needs everybody’s attention.
TABLE OF CONTENTS Chapter No
DESCRIPTION
Page No
INTRODUCTION
1.1 Introduction
I
1.2 Industry Profile 1.3 Company Profile
1 7 17
MAIN THEME
1.1 Review Review of Litera Literatu ture re
II
1.2 1.2 Rese Resear arch ch Prob Proble lem m 1.3 Resear Research ch Object Objective ivess 1.4 Resear Research ch Method Methodolo ology gy 1.5 Limit Limitati ations ons of the the study study
29 33 34 35 38
RESULT
III
1.1 Data Analysis & Interpretation 1.2 Data Using Statistical Tools DISCUSSIONS AND CONCLUSION 1.1 Research Findings
IV
1.2 Suggestions 1.3 Conclusion
39 56
67 68 69
BIBILOGRAPHY
70
ANNEXURE
71
LIST OF TABLE & CHART
S.NO
Contents
Page no
1. 2. 3. 4. 5. 6. 7. 8.
Age of respondents Sex of the respondents Department of resources Educational qualification of the respondents Martial status of the respondents Years of service of respondents Respondents opinion about mode of conveyance Salary of the respondents
39 40 41 42 43 44 45 46
9.
Expenditure of the respondents
47
10.
Illness of respondents and family members
48
11.
Respondents Opinion about welfare facilities
49
12.
Respondents opinion about cleaning
50
13.
Satisfaction level of the facility for ventilation
51
14.
Satisfaction level of lighting facilities
52
15.
Respondents opinion about appropriate safety measures
53
16.. 16
Resp Respon onde dent ntss opi opini nion on abou aboutt the the reje reject cted ed appl applic icat atio ion n for leave
54
17.
Membership in Union
55
CHAPTER 1
Introducti on
1
A STUDY ON ABSENTEEISM AMONG THE EMPLOYEES OF MADURA COATS PRIVATE LIMITED, MADURAI.
1.1 INTRODUCTION
Industrialization is undoubtedly a falter in economic progress. Now that the industrialization developed countries has been become a focus of national and international action wide range of technical, economical, social, cultural and political, cultural and political aspec aspects ts of indu indust stri rial aliz izat atio ion n are are calm calm incr increas easin ing g atte attenti ntion on in the the task task of maki making ng labor laborss understand his duties and obligations which will lead to the considerable growth of labor consciousness.
A growing number of official and private publication record industrial development today today the succes successs regist registere ered d and the obstac obstacles les encount encountere ered d in to the imple implement mentati ation on of industriali industrializatio zation n programme programme in spite of the face that industrial industrial sociologist sociologist and psychologist psychologist could reveal the reason for absenteeism as religious factors over indebtedness frequency of sickness sickness frequency frequency of visits to home-town, home-town, on-provision on-provision of transport transport by the company bad habits like drinking, gambling, further analysis of the possibilities of remedial measures based on the cultural background have to be done .
The absenteeism is affecting the optimum utilization of human resources it is an indust industria riall malady malady affect affecting ing produc productiv tivity ity,, profit profits, s, invest investmen ments ts and the absenc absences es worker workerss themselves. An increasing rate of absence adds considerable cost to the industry and social loss occurring from Absenteeism cannot be determined accurately.
The effect of absenteeism in industrial productions cannot be measured easily. The Higher absenteeism greater the production loss for the country. People who are working in industry and other area related to the industrial production also suffer.
2 Definition of the term absenteeism: According to the Webster’s Dictionary, “Absenteeism is the practice or habit of being an absentee and an absentee is on who habitually stays away.
According to workings and Dodod “Absenteeism refers to the workers absence from his regular task no matter what the cause”.
According to J.Jucius “Absenteeism is the failure of the workers to report on the job when they are schedule to work.
According to J.D.Heckett: “Absenteeism is temporary cessation of work, for no less than one whole working day, on the initiative of the worker, when his presence is expected”.
According to Ankalikan: “Absenteeism is unauthorized absence of the workers from his job”.
Labour Bureau, simla interpret “Absenteeism as the total of man shifts lost because of absence as a percentage of the total number of man shifts scheduled to work it excludes author authorize ized d vacati vacation on privil privilege ege leave, leave, strike strike,, lockou lockout, t, lay-of lay-offf or regula regulariz rized ed over’s over’s for the computation of absenteeism rate, on the other hand annual survey of industries takes in to account all the instances of workers absence with a view to ascertaining the costs of the time lost as a percentage of the total labour cost .
A general definition of absenteeism includes time lost because of illness and accident and time away from the job due of personal reasons whether authorized or unauthorized. Authorized absence on leave with pay is also treated as absence.
3 Rate of Absenteeism:
No of total man shifts lost ------------------------------------------------------------------------------- X 100 No of total man shifts schedule
Causes of Absenteeism:
The workers remain absent for various reasons which some may be genuine but others are not so The Labour Investigation Committee (1946) pointed out the following causes of absenteeism.
1. Sickne Sickness ss and and low low vita vitalit lity y The labour investigation committee pointed out that sickness is responsible for a considerable part of absenteeism at most places, epidemics like cholera, small box and an d malaria most industrial areas the vitality of workers make them an easy prey to such expediencies and bad housing and insanitary conditions of living appear to trouble.
2. Mean Meanss of tra trans nspo port rt:: Again Again the sickne sickness ss rate rate is also also affected affected by the the nature nature of the
jobs jobs and the
provisions of transport facilities of the workers for attending the factories and coming back to homes after working hours.
3. Nigh Nightt shif shift: t: It has also been pinpointed pinpointed out that there is a great percentage percentage
of
absenteeism during the night shift than in the shifts owing to the greater discomforts on work during night time.
4 4. Rura Rurall Exo Exodu dus: s: It has been noted that the workers go back to their villages at the time of harvesting and showing the crops and when their visits to the village home are frequent regular it increases the rate of absenteeism in the factories.
5. Accident: Industria Industriall accident depends depends upon the nature nature of work to be performed performed by the worker
and
his
ability
and
soon
that
the
undertakes
for
doing
that work in case of hazardous nature of the job accidents occur more frequency which leads to higher rate of absenteeism.
6. Social Social and and Religio Religious us funct function ion:: It has been noticed that worker become absent from their duty on occasions of social and religious since worker like to visit their families on such occasions hence they go back to their villages for show period.
7. Drinking and amusement : Drinking and amusement in the late hours of night of night makes it difficult for the worker to reach in time for their duties. They like to become absent rather than coming late. Since they know that badly worker will be substituted.
8. Afte After r Pay Day Day :
It has been noted by the industrial committee that the level of absenteeism is comparatively high after the payday. When the worker either feels like having a good time or some case return to their villages to makes purchase for the family and meet them.
5 9. Natu Nature re Of Work Work : Absenteeism prevails because the worker is not accustomed accu stomed to the factory life and factory discipline. In other words absenteeism prevails because of the nature of work in factories is different form that for which is accustomed.
10.Other Factors/Causes :
•
•
Inadequacy in welfare facility Insecurity of employment with no stake in life
•
Fatigue and innate desire for rest and enjoyment
•
The prospect of high wages during harvesting season in rural a areas have all been responsible for Absenteeism and,
•
Unsatisfactory housing condition
•
Undesirable behavior of employer
Reasons for choosing this study:
The major reason for choosing this topic is because the company is facing high level of Abse Absent ntee eeis ism m in the the comp compan any. y. Th Thee comp compan any y like likess to find find out out reas reason on for for empl employ oyee ee Absent Absenteei eeism sm and to overcom overcomee that that the resear researche cherr chose chose this this study study about about the employ employee ee Absenteeism.
IMPORTANC E OF THE STUDY: Absenteeism is one of the major labor problems. Which will have impact in future. Many authors have taken this problem as an important problem which affects the industrial growth. When the skilled employees go away from the for a long time due to personal factors, work environment, home conditions and economic factor, like nature of work. 6 Shift arrangements, management attitudes, personnel policies, supervisory quality, leave facilities, fringe benefits etc and social factors, like religion, community obligations, customer, festi festival vals, s, marria marriages ges,, deaths deaths and funera funerals ls in the above above circum circumsta stance ncess the product productivi ivity ty and efficiency of the workers are wasted. When the human resources are unnecessarily wasted the entire growth of the organization will be wasted. This is very important to overcome all those difficulties by taking effective measures to avoid the problem. But all of a sudden this problem of absenteeism cannot be solved. However by taking effective remedies we can curtail the problem to some extent.
7 1.2 INDUSTRIAL PROFILE Textile Industry in India is the second largest employment generator after agriculture. It holds significant status in India as it provides one of the most fundamental necessities of the people. Textile industry was one of the earliest industries to come into existence in India and it accounts for more than 30% of the total exports. In fact Indian textile industry is the second largest in the world, second only to China
Textile Industry is unique in the terms that it is an independent industry, from the basic requirement requirement of raw materials materials to the final products, products, with huge value-addition value-addition at every stage of proc proces essi sing. ng. Text Textil ilee indus industr try y in Indi Indiaa has has vast vast pote potent ntia iall for for creat creatio ion n of empl employ oyme ment nt opportunities in the agricultural, industrial, organized and decentralized sectors & rural and urba urban n area areas, s, part partic icul ular arly ly for for wome women n and and the the disa disadv dvant antag aged. ed. Indi Indian an text textil ilee indu indust stry ry is consti constitut tuted ed of the follow following ing segmen segments: ts: Readym Readymade ade Garmen Garments, ts, Cotton Cotton Texti Textiles les includ including ing Handlooms, Man-made Textiles, Silk Textiles, Woollen Textiles, Handicrafts, Coir, and Jute.
Till the year 1985, development of textile sector in India took place in terms of general policies. In 1985, for the first time the importance of textile sector was recognized and a separate policy statement was announced with regard to development of textile sector. In the year 2000, National Textile Policy was announced. Its main objective was: to provide cloth of acceptable quality at reasonable prices for the vast majority of the population of the country, to
increasingly contribute to the provision of sustainable employment and the economic growth of the nation; and to compete with confidence for an increasing share of the global market. The policy also aimed at achieving the target of textile and apparel exports of US $ 50 billion by 2010 of which the share of garments will be US $ 25 billion.
8
Cottage stage Before the manufacturing processes were mechanized, textiles were produced in the home, and excess sold for extra for extra money. Most cloth was made from either wool either wool,, cotton, cotton, or flax or flax,, depending on the era and location. For example, during the late mediaeval period, cotton became known as an imported fibre in northern Europe, Europe, without any knowledge of what it came from other than that it was a plant; noting its similarities to wool, people in the region could only imagine that cotton must be produced by plant-borne sheep. John Mandeville, writin writing g in 135 1350, 0, stated stated as fact fact the now-pre now-prepos poster terous ous belief belief:: "There "There grew grew there there [India [India]] a wonderful tree which bore tiny lambs on the ends of its branches. These branches were so pliable that they bent down to allow the lambs to feed when they are hungrie" This aspect is retained in the name for cotton in many European languages, such as German Baumwolle , which which tran transl slat ates es as "tre "treee wool" wool".. By the the end end of the the 16th 16th cent centur ury, y, cott cotton on was was culti cultivat vated ed throughout the warmer regions in Asia and the Americas. In Roman times, wool, linen and leat leather her clot clothe hed d the the Eu Euro rope pean an popul populat atio ion: n: the the cott cotton on of Indi Indiaa was a curio curiosi sity ty that that only only natur natural alis ists ts had had hear heard d of, of, and and silk silk,, impo import rted ed alon along g the the Silk Silk Road Road from from Chin China, a, was was an extravagant luxury. The use of flax of flax fibre in the manufacturing of cloth in northern Europe dates back to Neolithic times.
Cloth was produced in the home, and the excess woven cloth was sold to merchants called clothiers who visited the village with their trains of pack-horses. Some of the cloth was made into clothes for people living in the same area and a large amount of cloth was exported. The process of making cloth depends slightly on the fiber being used, but there are three main steps: preparation of fibers for spinning, spinning, spinning, and weaving or knitting. knitting. The preparation of the fibers differs the most depending on the fiber used. Flax requires retting and dressing, while wool requires carding and washing. The spinning and weaving processes are very similar between fibers though.Spinning evolved from twisting the fibers by hand, to use of a drop spindle, spindle, to a spinning wheel. wheel. Spindles or parts of them have been found in very, very old archaeological sites; they may represent one of the earliest pieces of technology available 9 to humankind. Was invented in India between between 500 and 1000 A.D. It reached reached Europe via the Middle East in the European Middle Ages. Weaving, done on a loom has been around for as long as spinning. There are some indi indica cati tion onss that that weavi weaving ng was was alre already ady kno known wn in the the Palae Palaeol olit ithi hic. c. An indi indist stin inct ct text textil ilee impression has been found at Pavlov, Moravia. Neolithic textiles are well known from finds in pile dwellings in Switzerland. One extant fragment from the Neolithic was found in Fayum at a site which dates to about 5000 BCE. There are many different types of looms, from a simple inkle loom that dates back to the Vikings, to the standard floor loom.
History during the industrial revolution
Textile manufacture during the Industrial Revolution The key British industry at the beginning of the 18th century was the production of textiles made with wool from the large sheep-farming sheep-farming areas in the Midlands and across the country (created as a result of land-clearance and inclosure). inclosure). Handlooms and spinning wheel
were the tools of the trade of the weavers in their cottages, and this was a labour-intensive activity providing employment throughout Britain, with major centres being the West Country; Norwich and environs; and the West Riding of Yorkshire. The export trade in woolen goods accounted for more than a quarter of British exports during most of the 18th century, doubling between 1701 and 1770. Exports of the cotton industry centred in Lancashire had grown tenfold during this time, but still accounted for only o nly a tenth of the value of the woollen trade. The textile industry grew out of the industrial revolution in the 18th Century as mass production of clothing became a mainstream industry. Starting with the flying shuttle in 1733 inventions were made to speed up the manufacturing process.
10 In 1738 Lewis Paul and John Wyatt patented the Roller Spinning machine and the flyer-and bobbin system. Lewis Paul invented a carding machine in 1748, and by 1764 the spinning jenny had also been invented. In 1771,
Richard Arkwright used waterwheels to power looms for the production of cotton cloth, his invention becoming known as the water frame. frame. In 1784, Edmund Cartwright invented the power loom. loom. With the spinning and weaving process now mechanized, cotton mills cropped up all over Great Britain. Textile mills originally got their power from water wheels, and thus had to be situated along a river. With the invention of the steam engine, in the 1760s to 1800's, mills no longer needed to be along rivers.
Post industrial revolution Many of the cotton mills, like the one in Lowell MA, in the US originally started with the intention of hiring local farm girls for a few years. The mill job was designed to give them a bit more money before they went back to the farm life. With the inflow of cheap labor from Ireland during the potato famine, the setup changed, as the girls became easily replaceable. Cotton mills were full of the loud clanking of the looms, as well as lint and cotton fiber. When
the mills were first built a worker would work anywhere from one to four looms. As the design for the loom improved so that it stopped itself whenever a thread broke, and automatically refilled the shuttle, the number of machines a worker could work increased to up to 50. Originally, power looms were shuttle-operated but in the early part of the 20th century the faster and more efficient shuttle less loom came into use. Today, advances in technology have produced a variety of looms designed to maximize production for specific types of material. The most common of these are air-jet looms and water-jet looms. Industrial looms can weave at speeds of six rows per second and faster .
11 By the latter 20th Century, the industry in the developed world had developed a bad reputation, often involving immigrants in illegal "sweat "sweat shops" shops" full of people working on textile manufacturing and sewing machines being paid less than minimum wages. This trend has resulted due to attempts to protect existing industries which are being challenged by developing countries in South East Asia, Asia, the Indian subcontinent and more recently, Central Americ America. a. Whilst Whilst global globalizat ization ion has seen seen the manufa manufactu cturin ring g outsour outsourced ced to overse overseas as labor labor markets, there has been a trend for the areas historically associated with the trade to shift focus to the more white collar associated collar associated industries of fashion of fashion design, fashion modeling and retail. retail. Areas historically involved heavily in the "rag trade" include London and Milan in Europe, So How district in New York City and the Flinders Lane and Richmond districts in Melbourne and Surry Hills in Sydney.
Outlook for Indian textile Industry The outlook for textile industry in India is very optimistic. It is expected that Indian textil textilee indust industry ry would would contin continue ue to grow grow at an impres impressiv sivee rate. rate. Textil Textilee indust industry ry is being being modernized by an exclusive scheme, which has set aside $5bn for investment in improvisation
of machinery. India can also grab opportunities in the export market. The textile industry is anticipated to generate 12mn new jobs in various sectors.
India Spinning Industry India Spinning Industry has gone from strength to strength since a very long time now as it was the hub of cotton manufacturing. Cotton is not only consumed to the highest extent in India but it has also become one of the most profitable textiles in the export e xport industry. Spinning in India can be classified into 2 categories: medium and long staple. But there was a shortfall in the 'extra-long' category that continued for many years. There was a massive downfall downfall in the cotton spinning spinning in India during 2004-2005. The production rate of cotton cotton was about 4 lakh bales that was less by 5 lakh bales from the required rate which was 9 lakh bales. 12 Mr. P. D. Patodia, the Chairman of the Standing Committee on Cotton, CITI-CDRA said that the manufacturing of cotton will rise to 11-12 lakh bales in 2010.
The present downfall in the cotton production has witnessed a 50% increase in the price of Indian varieties of ELS, which is detrimental for the spinning industry in India. Spinning mills require domestic accessibility of ELS cotton in increased quantity and of better fiber qualities.
To survive this downfall in the cotton trade which is a highly profitable textile in the India Spinning Industry, CITI-CDRA is conducting a conference with various research organizations such as CICR (Nagpur), JNKVV (Khandwa), UAS (Dharwad), and Regional Textile Mills' Association in R&D activities. It conducted a discussion pertaining to the development of new varieties of seeds and adopting the advanced procedure of cultivation which will add to the profit in the cotton textile sector of the spinning industry. The most important and an d efficient step towards the resurgence of cotton manufacturing would be to develop the ELS varieties with lesser duration crops and yield to cost-effectiveness and consistency in cultivation. This will not only motivate the farmers but will also make them stick to the desired sector of cotton crop.
The yarn spinning industry covers almost 25 percent of the total industrial production of one of the world's 10 largest economies. Trends are reviewed every year in accordance with the need and fashion. An elaborate and detailed assessment is made on various sectors of the yarn spinning such as, production, consumption, and materials. The legislative and the political consequences are also reviewed at the same time. In addition to it, other areas that are being review reviewed ed in the yarn yarn spinni spinning ng sector sector are exports exports,, impor imports, ts, prices prices,, advert advertisi ising, ng, and sales sales promotion patterns.
The Spinning Industry in India is on set to hit the global market with other fabrics as well like the cotton textiles with its enthusiasm and consistency in work. It has already reached a phenomenal status in India by beating the obstacles that caused a downfall since past few years and is now on its way to cover a wider area in the spinning sector.
13 SWOT Analysis of Indian Textile Industry: Strengths: Indian Textile Industry is an Independent Independ ent & Self-Reliant industry. industry. Abundant Raw Material availability that helps industry to control costs and reduces the leadtime across the operation. Availability of Low Cost and Skilled Manpower provides competitive co mpetitive advantage to industry. industry. Availability of large varieties of cotton fiber and has a fast growing synthetic fiber industry. industry. India has great advantage in Spinning Sector and has a presence in all process of operation and value chain.
Weaknesses: Indian Textile Industry is highly h ighly Fragmented Industry. Industry. Industry is highly dependent on Cotton. Lower Productivity in various segments. There is Declining in Mill Segment.
Lack of Technological Development that affect the productivity and other activities in whole value chain.
Opportunities: Growth rate of Domestic Textile Textile Industry is 6-8% per annum. Large, Potential Domestic and International Market. Product development and Diversification to cater global needs. Elimination of Quota Restriction leads to greater Market Development. Market is gradually shifting towards Branded Readymade Garment.
14 Threats: Competition from other developing countries, especially China. Continuous Quality Improvement is need of the hour as there are different demand patterns all over the world. Elimination of Quota system will lead to fluctuations in Export Demand. Threat for Traditional Market for Power loom loom and Handloom Products and forcing
them for
product diversification. Geographical Disadvantages.
Industry India textile industry is one of the leading in the world. Currently it is estimated to be around US$ 52 billion and is also projected to be around US$ 115 billion by the year 2012. The current domestic market of textile in India is expected to be increased to US$ 60 billion by 2012 from the current US$ 34.6 billion. The textile export of the country was around US$
19.14 billion in 2006-07, which saw a stiff rise to reach US$ 22.13 in 2007-08. The share of expor exports ts is also also expe expect cted ed to incr increa ease se from from 4% to 7% with within in 2012. 2012. Foll Follow owin ing g are are area area,, production and productivity of cotton in India during the last six decades:
15 Area in lakh
Production in lakh bales Yield kgs per
hectares
of 170 kgs
hectare
1950-51
56.48
30.62
92
1960-61
76.78
56.41
124
1970-71
76.05
47.63
106
1980-81
78.24
78.60
170
1990-91
74.39
117.00
267
2000-01
85.76
140.00
278
2001-02
87.30
158.00
308
2002-03
76.67
136.00
302
2003-04
76.30
179.00
399
2004-05
87.86
243.00
470
2005-06
86.77
244.00
478
2006-07
91.44
280.00
521
2007-08
94.39
315.00
567
Year
2008-09
93.73
290.00
526
16 Though during the year 2008-09, the industry had to face adverse agro-climatic conditions, it succeeded in producing 290 lakh bales of cotton comparing to 315 lakh bales last year, yet managed to retain its position as world's second highest cotton producer.
Current Facts on India Textile Industry
•
India retained its position as world’s second highest cotton produc er.
•
Acreage under cotton reduced about 1% during 2008-09.
•
The productivity of cotton which was growing up over the years has decreased in 200809.
•
Substantial increase of Minimum Support Prices (MSPs).
•
Cotton exports couldn't pick up owing to disparity in domestic and international cotton prices.
•
Imports of cotton were limited to shortage in supply of Extra Long staple cottons.
17
1.3 COMPANY PROFILE:
YEAR EVENTS 1889 - Madura Mills Co. Ltd., was incorporated at Madurai, Ambasamudram & Tuticorin, in TamilNadu & the tyre cord factory as located at Serampore in West Bengal, & was engaged in the production of cotton & blended yarns, & industrial fabrics such as tyre cord, canvas & hard duck. 1942 - J and P Coats [Indias] Pvt. Ltd., was incorporated as a private Comp. in 1942 under the name of `Jamna Thread Mills Ltd.' to manufacture sewing threads. 1945 - A and F Harvey Ltd., which was founded in 1883, was incorporated as a private limited Comp Comp.. in 1945 1945 to mana manage ge text textil ilee & othe otherr comp compan anie iess in Sout South h Indi India. a. It acte acted d as the the Management Agents of Madura Mills Co., Ltd., until December 1969. - With the statutory termination of managing agencies, the Company became primarily an investment company. It also had some shipping & insurance agencies & small baling press at Tuticorin. 1953 - A factory complex was inaugurated at Koratti in Kerala for full scale manufacture of quality threads with a view of import substitution. Over the years, it built up a considerable export business in sewing threads to complement its domestic trade.
1974 - The Comp. was incorporated on 31st July, to take over the entire undertakings of Madura Mills Co., limited A and F Harvey Ltd., & J and P Coats [Indias] Pvt. Ltd., as from 1st July, in terms of the Scheme of Amalgamation approved by High Courts of Mumbai & Chennai on 6th December. 1977 - Towards the end, 23,06,286 No. of equity shares of Rs. 10 each were offered for sale at Rs. 8 per share by non-residents to the existing Indian shareholders & employees of Comp. to reduce the foreign shareholding to 40%. 18 - The Comp. allotted 74,08,881 No. of equity shares of Rs. 10 each for cash at a premium of Rs. 55 per share to J and P Coats, Ltd., Glassgow, U.K. to increase their equity holding in the Comp. from 39.90% to 51%. - Simultaneously, 40,92,505 No. of equity shares of Rs. 10 each for cash at a premium of Rs. 20 per share to one or more member companies of Coats Viyella Group. 1981 - In addition, the 7% debenture stockholders of Madura Mills Co., Ltd., were allotted number of debenture stocks in the new company on the same terms & conditions. 1982 - The Pandyan Press Ltd., is a subsidiary of Company. Vaigani Investments, Ltd., & Kor Investments Ltd., became subsidiaries of Company. - 29, 07,886 Bonus Equity shares issued in prop. 1:4 & alloted on 8th March 1983. 1985 - Land, buildings & residential flats of Comp. were revalued as on 30th June & the net surplus arising out of this revaluation was transferred to Revaluation Reserve. - 72, 69,715 Bonus Equity shares in prop. 1:2. 1988 - During the period, the Comp. commenced marketing of ready made garments & `Elysee' both owned by British Van Heusen Co., Ltd., a subsidiary of Coats Viylla p.l.c. U.K.
- The Comp. commenced work on installation of an additional capacity of 650 TPA of nonwovens covered by existing licence. - The Company non-woven plant at Madurai with a capacity of 1000 TPA was implemented on 23rd February, with technical collaboration from Bonded Fibre Fabric, U.K. - The Comp. issued 5,00,000 - 14% non-convertible debentures of Rs. 100 each on private placement basis to financial institutions. These debentures are redeemable at a premium of Rs. 5 per debenture during 1994/1998. 19 1989 - During the year, the Comp. launched `Van Heusen' range of shirts & trousers in the domestic market. 1990 - In the domestic market, high quality poly/cotton oxford shirting & cotton polyester cross dyed jeans material were introduced. 1991 - In industrial textiles, new products such as acrylic based awning fabric & synthetic fabric for cement industry were introduced. - The Pandyan Press, limited closed down its operations with effect from 26th November. The Company name was changed to Madura Agro Industries Ltd. - The Tuticorin Co., Ltd., The Papairnasam Mills Co., Ltd., Coral Mills Co., Ltd., & The Tinnevelly Mills Co., Ltd., all in Members' Voluntary Liquidation, are also subsidiaries of the Company. - The Comp. issued 17.5% non-convertible debentures of Rs. 100 each on private placement basis of financial institutions. These debentures are redeemable at a premium of Rs. 5 per debenture during 1998/2000. - The Comp. Comp. issue issued d 2,00,00 2,00,000-1 0-17% 7% non-con non-conver vertib tible le secure secured d debent debenture uress of Rs. Rs. 100 each each redeemable at par on 30th September 1994 on private placement basis.
- The fixed assets of Comp. were revalued as on 31st March, & the net surplus arising out of it was credited to the revaluation reserve. 1, 09,04,573 Bonus Equity shares issued in prop. 1:2. 1992 - New products such as blazers & jackets were added to garment business. - Profit margins came under pressure due to unabsorbed fixed costs by virtue of long strikes & disturbed conditions in the country affecting adversely the supp lies & sales. - Additional capacities were created for thread; export of canvas & for domestic synthetic duck business. New machines were installed for overall upgradation in the quality of yarn & fabrics. 20 - Weaving production commenced & 4 lakh metres of fabrics was exported. Spinning capacity became fully operational by September 1993. 1993 - Pursuant to the Scheme, the shareholders of amalgamating companies were allotted shares of new Comp. was follows: - Madura Mills Co., limited For every 5 equity shares of Rs. 15 each held, 8 No. of equity shares of Rs. 10 each. - A and F Harvey limited for every equity shares of Rs. 10 each held, four equity shares of Rs. 10 each, for every preference shares of Rs. 100 held, one preference share of Rs. 100 each. - J and P Coats [Indias] Pvt. limited for every 2 equity shares of Rs. 10 each, 41 No. of equity shares of Rs. 10 each. - With effect from 14th June, the name of Comp. was changed from Madura Coats limited to `Coats Viyella India Ltd.'. 1994 - The Company newest division `Introd' commenced its activities of exports. 1996 - The fabrics division launched 'Easycare' variety of cotton shirting & bottomwear. Also, flame retardant 'Proban' finish was imparted to widewidth fabrics, a new project development. - 2,594 No. of equity e quity shares issued to NRI on RBI approval.
1997 - Steady recovery in the Coats threat business was reported. The Comp. launched Peter England in the mid priced mens' shirt market. - 240,73,560 Rights shares issued. [Prem. Rs. 55; 5 5; Prop. 1:2s] 7,394 shares kept in abeyance. 1998 - Pursuant to the demerger of Coats Viyella Plc. the name of the Comp. was changed back to `Madura Coats Ltd.' 2000 - The Management has declared a lock-out of Tuticorin Mill effective from first shift of October 9. 21 2002
-Madura Coats appoints Additional Director Mr. Anil Dias as an Additional Director of Comp. with immediate effect. -Board approves for principle of amalgamation of 3 wholly owned subsidiaries namely Kor investments Ltd, Vaigai Investments Ltd and Madura A gro Industries Ltd. -Board approves for buy-back of 14714000 equity shares at a price not exceeding Rs.27 per equity share. -Gets clearance from stock exchange for delisting of equity shares from ASE, BGSE, CSE & DSE. -J and P coats along with Coats Plc makes open offer to acquire 36.8% stake in Madura Coats. -Introduces 3 new collection of garments Purista, Dazzlers & Satin Trousers. -Introduces 'Clean Jeans' denims under the Allen Solly Brand. -J and P coats hikes its stake in the Indian Subsidiary Madura Garments from 63.2% to 93% through an open offer o ffer estimated estimated at Rs.71cr.
2003
-Sets up new brand of jeans, SF anticipating 12cr turnover. 2004
-Madura forays into men innerwear market
22
Quality policy: Global thread supply Indian (GTSI’S) policy is to offer its customer the required value in terms of agreed products specification and delivery schedules. Global thread supply India (GTSI’S) will understand its customer’s needs and continually improve its products and services.
Mission and Vision “Coats India’s mission is to provide its entire customer with products and service that offer the
best overall values in terms of price, performance and delivery,”
23 Madura Coats – Division
Madura Coats Private limited
Global thread supply India
Coats India
New Mill
Water Mill
Steam Mill Tuticorin
Panoli
Faridabad Serampore
24 Organizational Structure
Managing Director
President
General Manager
Purchase Manager
Logistics Manager 4unit mill Manager
Technical Manager Engineering
Spinning Manager
Finance Manager
HR Manager IT Manager
Assistant Spinning Manager
Executives
25
Human resources department
It is otherw otherwise ise called called as indust industria riall relati relation on departm department ent.. Human Human resour resources ces management is that part of management, concerned with the people at work and with their relationship within the organization. It seeks to bring together men and women who make up an enterprise, enabling each to make up an enterprise, enabling each to make his own best contribution to its success both as an individual and as a member of a working group. The full control of assistant and labors.
Function
Assistant’s salary, ESE and all the things are maintained.
VRS scheme maintenance.
Gate control.
Legal dealings.
Contract workers and scheme girls control.
Canteen control.
Department misbehave enquiry.
Employee details
Here, company employees and fixed term apprentices are direct category those who are workin working g direct direct in the compan company. y. Contra Contract ct employ employees ees are indir indirect ect catego category ry those those who are helping for the manufacturing process in the company. They have three shifts in the company. The timing 7am to 3pm, 3pm to 11pm, and 11pm to 7am. They give training for the employee in both technical and general. They declared 9 days as the holidays for the employees. There are 300 company company employees, employees, 350 female female fixed term apprentices apprentices and 350 contract contract employees. employees. Totally they have 1000 employees.
26
Product profile
Cotton
Polyester
End user
Sewing thread
Embroidery
Kite fly
Tea bag thread
Structure of HR department
HR Manager
Executive
Assistant
Executive
Assistant
27 Awards for IRD
In 1987, they got reward from all India organization of employees – New Delhi, for maintaining the health and wealth policy for the employees.
They got reward for outstanding industrial safety from National Safety award. They provide the facilities like canteen, safety measures, and entertainment programmers.
Motivation of IRD “Progress is impossible without change and those who cannot change their minds cannot change anything”. To maintain the harmonious relation between the management and the workers. They take care of recruitment, man-power planning, promotion, transfers, placement and career planning for the executive employees.
They take care of trade union activities collective participation in collective bargaining, negotia negotiatio tion, n, grieva grievance nce handli handling ng and discip discipli line ne activi activitie ties. s. Ensuri Ensuring ng the welfar welfaree facili facilitie tiess (statutory and non-statutory)
They provide training for women in the name of scheme for newly appointed apprentices. They also provide stay fund of Rs 30 per day. They provide gift worth Rs 500 for employee’s references and motivate current employees.
Company policy
Madura coats limited introduced the management trainee scheme in the 60’s. in the 70’s the the compa company ny came came to be known known as embr embrac acin ing g mode modern rn mana manage geme ment nt conce concept ptss such such as management by objectives and performance appraisal system.
28 Coats value statement :
“We knew what we are doing
We like what we keep our promises”.
“We use our capacity to innovate and improve.
We take considered risk.
We compete as a team’.
Safety policy
The company is committed to provide a safe working environment and will make available the necessary resources for the purpose. It is the responsibility of every manager and executive to ensure that operations are carried our safety preventing injury to persons and damage to property
Every employee of the company will be educated, trained, encouraged and motivated to implement this policy on safety, its regards the promotion of health and safety as a common objective for management and employees at all levels and is committed to health and safety.
Environment policy Ensures that its operation comply with all relevant legislation and defined group standards. Manages all environment environment issues either at, or as close to their source source as practicable. practicable. To design design and and deve develo lop p prod produc ucts ts whic which h have have the the mini minimu mum m envi enviro ronm nmen entt impa impact ct duri during ng thei their r manufa manufactu cturin ring, g, use and subseq subsequen uentt dispos disposal. al. Minimi Minimize ze energy energy used used and waste waste wherev wherever er practicable. Rescue or recycle materials wherever practicable.
CHAPTER II
REVIEW OF LITERATURE
29
2.1 REVIEW OF LITERATURE It means abstract of studies reported in various magazines, books, journal etc, relating to the current study. Review of literature is important for the researcher to carry out his research proje project ct succes successfu sfully lly.. In this this chapter chapter the invest investiga igator tor has collec collected ted the studie studiess relate related d to absenteeism and various authors’ opinion and their findings.
No researcher will able to do the research in an effective manner without the help of review of literatur literature. e. The researcher can mention mention the previous study results and interpret interpret with previous results.
Absenteeism is a social phenomenon an industrial mal adjustment and a labour in India. It is too complex concept to understand absenteeism is supposed to decrease with industrial development improvement of medical care, better working conditions and increase income. If this is true the frequency gone down in Indian industries during the past 20 years.
Work related factories the recitation of within the control of the management may cause absenteeism if they are known they can be improved for the purpose a study should be condu conduct cted ed with with the the objec objecti tives ves of unde unders rsta tand ndin ing g the the diff differ eren ence ce in atti attitu tude de of the the high high absenteeism and low absenteeism of employees. This helps in the promotion for proper work environment.
STORKRORD (1994) and BHATIA and VALECHA (1978) have got a deep insight into the relationship between in debtless and absenteeism. The former established that the high
absences employees had greatest commitment. Such as marriage, purchase of land, house etc, but chronic absentee did it to finance their day today family expenses.
30 A survey made by the American management association of 120 chronic absentees indicated the following causes of absenteeism.
Personal maladjustment
Lack of interest and not satisfaction in the job
Irresponsibility’s Irresponsibility’s like transportation, housing, home problems
Sickness
In a study association of four major textile mill in Delhi co vering a period of 4years.
The perceptions and attitudes that forced workers to become chronic absentees were that the company is neither fair nor first supervisors were production centered nor work group was not helped. They considered grievance handling suggestion schemes and joint committees as more for maladies and their knowledge knowledge about the company company it structure structure and products was very poor.
In another study of thirty industrial units located in and around Bombay made by the “employees federation of India’ in the august 1965 the following facts has come to light causes making for absenteeism. Thus for example absenteeism due to the reason of sickness was highest in the quarter of July to September Sep tember and the lowest in the quarter qu arter of April to June.
In the detailed studies on the absenteeism at difference units in the country made by the rational productivity council of varying periods between first January 1968 and 31st December
1970. The following is one of the conclusion arrived at the unit level take house pay housing and nearness to factory mode of transport level of education labour turnover and accidents.
There is also a relationship between absenteeism and managerial polices and practices with regard to working conditions and welfare measures.
31 JACKSONS (1944) identified a curvilinear relationship between age and absenteeism in the younger and old workers in currying higher absenteeism than middle age groups.
LIDDEL (1954) observed that willing absenteeism was more in younger than older workers.
MURTHY (1957) states that the highest rate among the respondents from 18-21 years of age group group althoug although h the differ differenc encee more more than than the marrie married d or unmarr unmarried ied respond respondent ents. s. The relationship between distance of residence from factory and absenteeism increased beyond two times.
STIRA’S publication refers to the following causes
Unsuitable working conditions Unfavorable Unfavorable mental attitude attitude arising arising out of boredom, boredom, discontent discontent with wages resentment against supervisors.
Lack of provision for drinking water
Increased distance between management and workers
Financial positions
According to state KHAN A.A (19590 there are no uniform pattern between absenteeism and indebtedness.
Absenteeism decreased as wage increased SRINIVASAN .K (1963) the rate of absenteeism is increased due to rate of wage.
32
Health Aspects SANKAR .A.K (1954) states that ‘Illness leads to absenteeism’
KHAN.A. (1959) states that main causes of absenteeism were sickness, Introduction of the employee state insurance scheme.
Social aspects MURTHY .S.A (19510 states the management encouraged working in shifts by means of overtime and production bonus etc. and consequently the workers absented from subsequence shifts due to fatigue other cause leading to absenteeism were religious function and family quarrels.
A study in coal mine showed that the absenteeism absenteeism was because because of the dissatisf dissatisfacti action on in work, working conditions and the behavior of supervisors towards workers. (V.R.JOSHI 1960)
33
2.2 Research Problem:
Organizatio Organization n is paying paying handsome handsome wages, bonus, gratuity, gratuity, improved working condition, condition, adequate, adequate, welfare welfare facilities, facilities, modern machine machine etc. Even though all those facilities facilities are given to the workers, there is a constantly increased rate of absenteeism. The absenteeism problem can’t be fully eradicated. But one can minimize this problem.
34
2.3 OBJECIVES:
OBJECTIVES TO STUDY OF ABSENTEEISM:
Primary Objectives: To study on Absenteeism among the employees of Madura Coats Private Ltd, Madurai.
Secondary Objectives:
To find out the problem of absenteeism.
To find out the opinion of the employees about the effect of absenteeism ab senteeism on work life.
To suggest suitable remedies to solve the problem related to absenteeism.
To analyze the reason for the absenteeism.
35 2.4 RESEARCH MEHODOLOGY
Introduction:
Research is a systematic and logical enquiry having as its aim the discovery of new facts or the verifi verificat cation ion of existi existing ng ones. ones. Social Social work work resear research ch may therefor thereforee be define defined d as a system systemati aticc of existi existing ng with with a view view to increa increasin sing, g, genera generali lizin zing g or verify verifying ing social social work work knowledge. Ti embraces the entire gamete of social work method field and philosophy.
The word method simply means the mode of way of accomplishing a work. The modern world is very sound of scientific inventions and wants to have scientific outlook of everything. Any scientific approach should have a method or an outline to be followed to attain the particular goal.
Research design: The research design is the plan structure and strategy of the investigation to obtain answer to the research question. The researcher has taken descriptive design that with explain various factors which contribute to reduce absenteeism such as working conditions, family problem,
transp transport ort facil facility ity relati relation on with with co worker worker and superv superviso isors, rs, organi organizat zation ional al factor factor financi financial al position & social position etc…
Pilot study:
It is a method used to get first hand information about the problem. Pilot study has he lped the researcher researcher to prepare prepare a good schedule. schedule. It has given good knowledge about problem problem which is an important prerequisite in any research.
36 During pilot study the researcher visited Madura coats global ltd, Madurai several times and observed the work in the corporation. Further the researcher contacted the employees and made her self acquainted acq uainted with their opinion the working condition con dition in that mill.
SAMPLI NG TECHNIQUES:
In this research study, simple random sampling technique was used to select respondents needed for study. The researcher selected 50 respondents randomly in various department like carding, winding, spinning, blow rook & packing etc.. Out of total of 986 workers in the Madura coats Global ltd at Madurai.
Tools for data collection: The task of data collection begins after a research problem has been defined and research design/plan chalked out. The two types of data are
2. Pri Primary ary dat data. a. 3. Seco Second ndar ary y data data..
1. Primary data
Primary data are those which are collected for the first time. In this study the method of data collection followed is through,
•
Questionnaires
37 2. Secondary data Secondary data are those data, which have been already collected and analyzed by some other.
It provided details about the organization, which supports the research. The published sour source cess incl includ udee vario various us text text boo books ks and and comp compan any y lite litera ratu ture res. s. Th Thee Rese Resear arch cher er has has used used Questionnaires for collecting data.
Population size :
Sample size
:
986
50
38
2.5 Limitation of this study: 2. The resear researcher cher did did not include include the staff staff in this study 3. A time time constra constraint int is is another another limitatio limitation n of the study study 4. So the the finding findingss cannot cannot generalize generalized d to other industry industry
CHAPTER III
DATA ANALYSIS & INTERPRETATI ONS
39
3.1 FACTORS RELEVENT TO ABSENTEEISM TABLE - 1 AGE OF RESPONDENTS
Freq Freque uenc ncy y Valid
3 4 Total
Chart - 1
Perc Percen entt
Vali Valid d Perc Percen entt
Cumulative Percent
4
8.0
8.0
8.0
46
92.0
92.0
100.0
50
100.0
100.0
60
40
20
0
Respondents
18-20
21-25
26-30
0
0
4
Ab ove 30 46
Inference: Table 1, clearly shows that out of 50 respondents 8% of respondents are between age of 25-30 years, 92% in the age group of 30 above years.
40 Table – 2 GENDER OF THE RESPONDENTS
Frequ requen ency cy Valid
1
CHART – 2
50
Perc Percen entt 100.0
Vali Valid d Perc Percen entt 100.0
Cumulative Percent 100.0
50 40 30 RESPONDENTS
20 10 0 MALE
FEMALE
Inference: Table no-2 and chart 2 show that 100% of the respondents are male and there is no female respondent.
41
Table – 3 Department of Resources
Valid
1
Freq requenc uency y 28
Perc ercent 56.0
Valid lid Perc ercent 56.0
Cumulative Percent 56.0
2
6
12.0
12.0
68.0
3
3
6.0
6.0
74.0
4
13
26.0
26.0
100.0
Total
50
100.0
100.0
Chart – 3 60 50 40 Respondents
30 20 10 0 Spining
Winding
Packing
Others
Inference: From the above chart and table, clearly states that 56% of the respondents are in spinning department 12% of the respondents are from winding department 6% of the respondents from packing department and remaining 26% from other department.
42 Table – 4 Educational Qualification Of The Respondents
Valid
Freq Freque uenc ncy y 22
Perc Percen entt 44.0
Vali Valid d Perc Percen entt 44.0
Cumulative Percent 44.0
18
36.0
36.0
80.0
3
6
12.0
12.0
92.0
4
4
8.0
8.0
100.0
Total
50
100.0
100.0
1 2
Chart – 4
30 25 20 Respondents
15 10 5 0 Belov10th
Upto 12th
UG
Others
Inference: From the above table and chart, we understand that out of 50 respondents, 44% of them have passed up to 10th ,36% of them have passed up to 12th , and remaining 12% have finished ug level, and remaining 8% have passed other field like IT etc…
43
Table - 5 Marital Status Of The Respondents
Frequenc ency Valid
Percent
Valid Percen rcentt
Cumulative Percent
1
47
94.0
94.0
94.0
2
3
6.0
6.0
100.0
50
100.0
100.0
Total
Chart – 5
50 40 30
Respondents
20 10 0 Married
Unmarried
Others
Inference: This table, shows that out of the 50 5 0 respondents, 94% are married and only 6% are unmarried.
44
Table - 6 Years Of Service Of The Respondents
Freq requenc uency y Valid
3 4 Total
Percent
Valid lid Perc ercent
Cumulative Percent
3
6.0
6.0
6.0
47
94.0
94.0
100.0
50
100.0
100.0
Chart – 6
50 40 30 20 10 0
Respondents
0-2 ye ye ars
2-4 ye years
4-6 ye ye ars
above 8 years
0
0
3
47
Inference : From the above chart and table, we can infer that out of 50 respondents, 6% are having less less than 6 years years of experience experience and remain remaining ing 94% of the respond respondent entss are above 8 years years experience
45 Table - 7 Respondents Opinion About Mode Of Conveyance
Freq requenc uency y Valid
Percent
Valid alid Perc ercent ent
Cumulative Percent
1
4
8.0
8.0
8.0
2
20
40.0
40.0
48.0
3
20
40.0
40.0
88.0
4
6
12.0
12.0
100.0
50
100.0
100.0
Total
Chart – 7 40 35 30 25 20
Respondents
15 10 5 0 By Walk
By-Cycle
Two wheeler
Bus
Inference: From the above table and chart, we understand that 8% of the respondents are coming to the organization by walk, 40% of the respondents are coming to the organization by cycle,40% of the respondents are coming to the organization by two wheeler, and 12% of the respondents are coming to the organization by bus.
46 CAUSES OF ABSENTEEISM (WORKING CONDITION) Table - 8 Salary Of The Respondents
Freq requenc ency Valid
Perc ercent
Valid Perce rcent
Cumulative Percent
2
3
6.0
6.0
6.0
3
15
30.0
30.0
36.0
4
32
64.0
64.0
100.0
Total
50
100.0
100.0
Chart - 8 35 30 25 20
Respondents
15 10 5 0 1000-2000
3000-4000
4000-5000
above 5000
Inference: It is evident from above table and chart, depicts the monthly income of the respondents family of 50 respondents interviewed,6% of the respondents families belong to the income group between Rs 3000-4000,30% of the respondents families belonged to the income group of Rs 4000-5000,64% of the respondents families belonged to the income group of above Rs 5000.
47 Table – 9 EXPENDITURE OF THE RESPONDENTS
Frequency Valid
1 3 4 Total
Percent
Valid Percent
Cumulative Percent
1
2.0
2.0
2.0
3
6.0
6.0
8.0
46
92.0
92.0
100.0
50
100.0
100.0
Chart – 9 50 40 30 Respondents 20 10 0 2000-3000
3000-4000
4000-5000
Above 5000
Inference It is seen from table no – 10, shows the average expenditure of the respondents family of 75 respondents interviewed, 2% of the respondents family average expenditure is between 2000-3000, 6% of their family average expenditure between 3000-4000,92% of their family average expenditure above Rs 5000.
48 Table – 10 Illness Of Respondents And Family Members
Freq Freque uenc ncy y Valid
1
Chart – 10
50
Perc Percen entt 100.0
Valid Percent 100.0
Cumulative Percent 100.0
50 40 30 Respndents
20 10 0 yes
No
Inference: It is evident from table – 10 depicts the health of the respondents and his family members out of 50 person interview 100% of them have been absent ill to the respondents and their family.
49
Table – 11 Respondents Opinion About The Welfare Facilities
Valid
2 3 4
Frequency 24
Percent 48.0
Valid Percent 48.0
Cumulative Percent 48.0
16
32.0
32.0
80.0
9
18.0
18.0
98.0
1
2.0
2.0
100.0
5 50
Total
100.0
100.0
Chart – 11 30 25 20 15
Respondents
10 5 0 Highly Satisfied
Satisfied
Neither/ nor Dissatisfied fied Satisfied
Highly Dissatisfied
Inference From the above chart, it is cleared that only 48% of the respondents are statisfied with the welfare facilities, 32% of the respondents are neither satisfied/nor dissatisfied with the welfare facili faciliti ties, es,18% 18% of the respon respondent dentss are dissat dissatisf isfied ied with with the welfar welfaree facili facilitie ties,2 s,2% % of the respondents are dissatisfied with the welfare facilities.
50
Table – 12 Respondents Opinion About Cleaning
Frequenc ency Valid
1 2 3 Total
Percent
Valid Percen rcentt
Cumulative Percent
5
10.0
10.0
10.0
43
86.0
86.0
96.0
2
4.0
4.0
100.0
50
100.0
100.0
Chart – 12 50 40 30 Respondents
20 10 0 Excellent
Good
Fair
Poor
Very Poor
Inference From the above table, it can observed that 10% of the respondents feels that the cleaning facili faciliti ties es in the organi organizat zation ion is excell excellent ent,, 86% of the respond respondent entss feels feels that that the cleani cleaning ng facilities in the organization is good,4% of the respondents feels that the cleaning in the organization is fair.
51 Table – 13 Satisfaction Level Of Respondents About The Facility Of Ventilation
2
Percent 4.0
Valid Percent 4.0
Cumulative Percent 4.0
5
10.0
10.0
14.0
15
30.0
30.0
44.0
25
50.0
50.0
94.0
3
6.0
6.0
100.0
50
100.0
100.0
Frequency Valid
1 2 3 4 5 Total
Chart – 13 30 25 20 15 10 5 0
Respondents
d y i e l f h s g i i t H a S
d e i f s i t a S
r o d r n e / i e f s d h i t i e t i f a e s s i N s t i a D S
d e i f s i t a s s i D
d e y i f l s i h t g i a H s s i D
Inference From the above table, it is cleared that only 4% of the respondents are highly satisfied about the ventilation,10% of the respondents are satisfied about the ventilation facilities, 30% of the respondents are neither satisfied/nor dissatisfied about the ventilation facilities,50% of the respon respondent dentss are dissat dissatisf isfied ied about about the ventil ventilati ation, on, 6% of the respon respondent dentss are highly highly dissatisfied about the ventilation facilities.
52 Table – 14 Satisfaction Satisfaction Level Of the Lighting Facilities
Frequency Valid
1 2 3 Total
Chart – 14
Percent
Valid Percent
Cumulative Percent
8
16.0
16.0
16.0
39
78.0
78.0
94.0
3
6.0
6.0
100.0
50
100.0
100.0
40 35 30 25 20 15 10 5 0
Respondents
Highly Satisfied
Satisfied
Neither Satisfied
Dissatisfied
Highly Dissatified
Inference From the above chart, it is cleared that only 16% of the respondents are having a highly satisfied about the lighting facilities, 78% of the respondents are having a satisfied about the lighting facilities, 6% of the respondents are having a neither/nor satisfied about the lighting facilities.
53 Table – 15 Respondents Opinion About Appropriate Safety Measures
Frequency Valid
Percent
Valid Percent
Cumulative Percent
1
7
14.0
14.0
14.0
2
41
82.0
82.0
96.0
3
1
2.0
2.0
98.0
4
1
2.0
2.0
100.0
50
100.0
100.0
Total
Chart – 15
50 40 30 Respondents
20 10 0 Excellent
Good
Fair
Poor
Very poor
Inference From the above chart, it can be observed that 14% of the respondents feels that the safety measur measures es in the organiza organizati tion on is excellen excellent, t, 82% of the responde respondents nts feels feels that that the safety safety measures in the organization is good, 2% of the respondents feels that the safety measures in the organization is fair and 2% of o f the respondents feels that the safety is poor .
54 Table – 16 Respondents Opinion About The Rejected Application For Leave
Frequency Valid
Percent
Valid Percent
Cumulative Percent
1
16
32.0
32.0
32.0
2
23
46.0
46.0
78.0
3
11
22.0
22.0
100.0
Total
50
100.0
100.0
Chart – 15
25 20 15 Respondents
10 5 0 Always
Some Times
Never
Inference It can be observed from from the above table 15, 32% of the respondents respondents feel that that the leave application is always rejected by the management,46% of the respondents feel that the leave application is sometimes rejected by the management,22% of the respondents feel that the leave application is never rejected by the management.
55 Table – 17 Membership In Any Union
Frequency Valid
1 2 Total
Chart – 16
Percent
Valid Percent
Cumulative Percent
41
82.0
82.0
82.0
9
18.0
18.0
100.0
50
100.0
100.0
60
40 20
0
Respondents
yes
No
41
9
Inference It can be depicted from chart, that union membership of the respondents of 50 respondents interviewed 82% of them were member’s of trade union and 18% of them were not a member in any union.
56
Data Using Statistical Tools
Chi-Square Test
It is one of the simplest and most widely and widely used non-parametric tests, is statistical work. The quantity describe the magnitude of discrepancy between theory and observation. i.e. with the help of chi square test we can know whether a discrepancy between theory and observation can be attributed to chance or whether it results from the inadequacy of the theory to fit the observed facts. Using spss software for calculating the date
57
Chi-Square Test - 1 bsent du e to ill health to You and Your Family Members Members O bser ve ved N 50
1 Total
Expe cted N 5 0. 0
Resid ua l .0
50 a
a. This variable is constant. Chi-Square Test cannot be performed.
Welfare Condition
2
Ob se r ve ved N 24
Exp ec ected N 12.5
Re s idu al al 1 1 .5
3
16
12.5
3 .5
4
9
12.5
- 3 .5
5
1
12.5
- 1 1 .5
Total
50
Absent If Supervisor Not Sanctioning Leave
1
Obser ved N 16
Exp ec ected N 1 6. 7
Resid u a l - .7
2
23
1 6. 7
6.3
3
11
1 6. 7
- 5 .7
Total
50 Participation Participation in Union Activites
1
Obser ved N 7
Exp ec ected N 2 5. 0
Resid u a l - 1 8.0
2
43
2 5. 0
1 8.0
Total
50
58
Test Statistics
Welfare Condition Chi-Squarea,b,c 2 3 .12 0 df 3 Asymp. Sig.
.0 00
Absent If Supervisor Not Sanctioning Leave 4 .36 0
Participation in Union Activites 2 5. 920
2
1
. 11 3
.0 00
a. 0 cells (.0%) have expected frequencies less than 5. The minimum expected cell frequency is 12.5. b. 0 cells (.0%) have expected frequencies less than 5. The minimum expected cell frequency is 16.7. c. 0 cells (.0%) have expected frequencies less than 5. The minimum expected cell frequency is 25.0.
59
Chi-Square Test - 2 Department
1
Ob se rv rved N 28
Expe ct ct ed N 1 2.5
Resid u a l 15.5
2
6
1 2.5
- 6. 5
3
3
1 2.5
- 9. 5
4
13
1 2.5
.5
Total
50 AGE
3
O bser ved N 4
Exp ected N 2 5.0
Re sid ua l - 2 1. 0
4
46
2 5.0
21 .0
Total
50
1
Ob se rv rved N 22
Expe ct ct ed N 1 2.5
Resid u a l 9.5
2
18
1 2.5
5.5
3
6
1 2.5
- 6. 5
4
4
1 2.5
- 8. 5
3
O bser ved N 3
Exp ected N 2 5.0
Re sid ua l - 2 2. 0
4
47
2 5.0
22 .0
Total
50
Education
Total
50 Experience
Test Statistics Statistics Chi-Squarea,b df Asymp. Sig.
Educa ducati tion on 18.800
Exper xperie ienc nce e 38. 720
3
1
.0 00
.00 0
a. 0 cells (.0%) have expected freque ncies less than 5. The minimum expected cell frequency is 12.5. b. 0 cells (.0%) have expected freque ncies less than 5. The minimum expected cell frequency is 25.0.
60
Chi-Square Test - 3 Welfare Condition
2
Obse r ved N 24
Exp e ct ed N 1 2.5
Re sidua l 11.5
3
16
1 2.5
3. 5
4
9
1 2.5
- 3. 5
5
1
1 2.5
- 11 . 5
Total
50
CLEANING
1
O bse r ved N 5
Expe ct ed N 1 6.7
Re sidu al al - 1 1 .7
2
43
1 6.7
2 6.3
3
2
1 6.7
- 1 4 .7
Total
50
Ventilation
1
Obse r ved N 2
Exp e ct ed N 1 0.0
Residu al al - 8. 0
2
5
1 0.0
- 5. 0
3
15
1 0.0
5. 0
4
25
1 0.0
1 5. 0
5
3
1 0.0
- 7. 0
Total
50 Test Statistics
Welfare Co n d itio n Chi-Squarea,b,c 2 3. 1 2 0 df 3 Asymp. Sig.
.0 0 0
CL EANING 6 2 .68 0
Ven t ila t io n 3 8. 80 0
2
4
.000
.0 00
a. 0 cells (.0%) have expected frequencies less than 5. The minimum expected cell frequency frequency is 12.5. b. 0 cells (.0%) have expected frequencies less than 5. The minimum expected cell frequency frequency is 16.7. c. 0 cells (.0%) have expected frequencies less than 5. The m inimum expected cell frequency is 10.0.
61
Chi-Square Test - 4 Month ly Salary Salary
2
O bse r ved N 3
Expe ct ed N 1 6.7
Re sidu al al - 1 3 .7
3
15
1 6.7
- 1. 7
4
32
1 6.7
1 5.3
Total
50 Monthly Expenditure
1
O bse r ved N 1
Expe ct ed N 1 6.7
Re sidu al al - 1 5 .7
3
3
1 6.7
- 1 3 .7
4
46
1 6.7
2 9.3
Total
50
Conveyance
1
Obse r ved N 4
Exp e ct ed N 1 2.5
Re sidua l - 8. 5
2
20
1 2.5
7. 5
3
20
1 2.5
7. 5
4
6
1 2.5
- 6. 5
Total
50 Test Statistics
Monthly Salary a,b Chi-Square 25 .48 0 df 2 Asymp. Sig.
.00 0
Monthly Expen xpendi ditture ure 77. 560
Conv Convey eyan anc ce 1 8.1 60
2
3
.0 00
. 0 00
a. 0 cells (.0%) have expected frequencies less than 5. The minimum expected cell frequency is 16.7. b. 0 cells (.0%) have expected frequencies less than 5. The minimum expected cell frequency is 12.5.
62
Chi-Square Test - 5 SEX Obse rved N 50
1
Exp ect ed N 5 0 .0
Re sid u al .0
50 a
Total
a. This variable is constant. Chi-Square Test cannot be performed. AGE
3
O bser ved N 4
Exp ected N 2 5.0
Re sid ua l - 2 1. 0
4
46
2 5.0
21 .0
Total
50 Marital Status
1
O bser ved N 47
Exp ected N 2 5.0
Re sid ua l 22 .0
2
3
2 5.0
- 2 2. 0
Total
50
Test Statistics Chi-Squarea df Asymp. Sig.
AG E 35 .2 8 0
M ar ita l Sta tu s 38 .7 20
1
1
. 00 0
.0 00
a. 0 cells (.0%) have expected frequencies less than 5. The minimum expected cell frequency frequency is 25.0.
63
One Way ANOVA
ANOVA
Absent due to ill health to You and Your Family Members Welf Welfar aree Con Condi diti tion on
CLEANING
Ventilation
LIGHTING
SAFETY
Between Groups Within Groups Total Betw Betwee een n Gro Group upss Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total
Sum of Squares .000 .000
df
Mean Square 3 .000 46 .000
.000
49
2.680 30.940 33.620 .706 6.114 6.820 4.610 35.710 40.320 1.308 9.192 10.500 .488 11.192 11.680
3 46 49 3 46 49 3 46 49 3 46 49 3 46 49
F
Sig. .
.
.893 .673
1.328
.277
.235 .133
1.772
.166
1.537 .776
1.980
.130
.436 .200
2.181
.103
.163 .243
.668
.576
64
Correlations
Correlations
AG E AGE
Pearson Correlation Sig. (2-tailed) N
SEX
.a
.
.
50
M o n t hly Sa la r y . 28 4* . 04 6
50 a
.
Sig. (2-tailed)
.
.
50
50
.
.5 77
50 a
a
.
Monthly Expenditure .0 81
.
50 a
.
50 a
.a
.
.
.
50
50
50
1
.1 73
.a
Pearson Correlation
. 2 84*
.
Sig. (2-tailed)
. 0 46
.
.
.2 29
.
50
50
50
N Monthly Expenditure
1
Pearson Correlation N
Monthly Salary
SEX
Absent due to ill health to You and Your Family Members .a
50
50
. 17 3
1
.a
Pearson Correlation
. 0 81
.a
Sig. (2-tailed)
. 5 77
.
. 22 9
.
.
50
50
50
50
50
N Absent due to ill Pearson Correlation health to You and Your Sig. (2-tailed) Family Members N
.a
.a
.a
.a
.a
.
.
.
.
.
50
50
50
50
50
*. Correlation is significant at the 0.05 level (2-tailed). a. Cannot be computed b ecause at least one of the variables is constant.
65
Regression
b Variables Entered/Removed
Model 1
Variables Entered
Variables Rem o ve d
SAFETY, LIGHTING, Ventilation,a CLEANING
.
M et h o d
En te r
a. All requested variables entered. b. Dependent Variable: Welfare Condition Mod el Summary Summary
Model 1
R R Squa r e .373 a .1 39
Adjusted R Square .06 2
Std. Error of the Estimate .802
a. Predictors: (Constant), SAFETY, LIGHTING, Ventilation, CLEANING
ANOVAb
Model 1
Regression
Sum of Squ ar e s 4.6 65
df 4
M e an Sq u a re 1. 16 6 . 64 3
Residual
2 8. 9 5 5
45
Total
3 3. 6 2 0
49
F 1 .8 1 3
Sig . .1 43 a
a. Predictors: (Constant), SAFETY, LIGHTING, Ventilation, CLEANING b. Dependent Variable: Welfare Condition Coefficientsa Unstandardized Coefficients Model 1
(Constant)
B .7 70
Std. Err or .8 27
CLEANING
.4 04
.3 29
Ventilation
- .0 39
LIGHTING SAFETY
Standardized Coefficients . 9 31
Sig. .3 57
. 18 2
1 . 22 8
.2 26
.1 35
- . 04 3
- . 28 9
.7 74
.5 18
.2 51
. 28 9
2 . 06 4
.0 45
.1 75
.2 40
. 10 3
. 7 29
.4 70
a. Dependent Variable: Welfare Condition
Beta
t
CHAPTER IV
FINDINGS & SUGGESTION
67
3.2 RESERCH FINDINGS
Majority of the respondents 92% belong to the age group of more than 30 years.
44% of respondents had their education education at 10th level and 36% of the respondents at +2 level and only few of them are UG level.
94% of the respondents are married persons
90% of the respondents are well experienced persons
66% of them have been taken leave and remaining of them due to their family members ill
68% are in good relationship with their supervisors.
80% are in good relationship with their co-worker.
78% of the respondents are satisfied with their welfare facilities.
85% of them were members in union. u nion.
52% of the respondents are satisfied with the welfare facilities.
69% of the respondents are satisfied with the nature of work.
76% of the respondents feel that the cleaning facilities in the organization is excellent.
50% of the respondents feel that the ventilation facility is bad.
82% of the respondents are satisfied with safety measures.
78% of the respondents are satisfied with lighting facility.
70% of the respondents are suggest that salary is not enough to run the family need more.
66% of the respondents wants uniform.
68
3.3 SUGGESTIONS:
The respondents have more expenditure and this leads them to debts. As this this is one of the the caus causat ativ ivee fact factor or for for abse absent ntee eeis ism. m. It is sugg sugges este ted d that that the the management may take special efforts for educating the employees in budgeting and to lead their life based on their income.
Trade union may also give training programs to their workers on family budgeting or another way to increment in the salary.
Majority of the respondents and their family members have health problem. Sickness is one of the causes for absenteeism. So it is suggested that the management may arrange health checkup for their employees periodically.
The workload is one of the causes for absenteeism. So management should appoint the considerate number of employees to reduce the workload as well as absenteeism.
The respondents need more welfare and wealth facility like water, ventilation, etc to reduce absenteeism.
69
3.4 CONCLUSTION:
Through this study, the researcher was able to understand the causes of the absenteeism and why an employee is frequently (or) occasionally absenting. The researcher hopes that the report gives correct and suitable information to the management for the improvement in their activities and maintain their rules and regulations.
The researcher was able to study not only absenteeism but also other personnel department activities. So this study will be helpful for future.
BIBLIOGRAPHY
70
BIBLIOGRAPHY: 1) Mamoria Mamoria C.B and Mamoria Mamoria S.B Dynamic Dynamic Of Industria Industriall Relation Relation in India, Himalaya Himalaya Publication, Mumbai 3rd edition,1991 2) Mamoria Mamoria C.B Personn Personnel el Management Management,, Himalaya Himalaya House, House, Mumbai Mumbai 4th Edition, 1985 3) Reddy Subbi. Subbi. T and Rao Appa Appa B.P Absent Absenteeism eeism In In Industry, Industry, Deep and the publicat publication ion New Delhi,1989 4) Prasad Prasad L.M principle principless and Practices Practices Of Manageme Management nt Sultan Sultan chand and Sons, Sons, New Delhi,1993. 5) Tripathi Tripathi P.C Personnel Personnel Managem Management, ent, Sultan Sultan Chand and Sons, Sons, New Delhi,1 Delhi,1980 980 6) Balder Balder Sharma, Sharma, Indian Indian Journal Journal Of Industr Industrial ial Relation Relation 1970. 1970. 7) Indus Industr try y Prof Profil ilee from from www.textileindutrialprofile.com 8) Company Company Profile Profile from from the the company company itself itself collected. collected.
ANNEXUR E 71
Questionnaire Approval: QUESTIONNAIRE
STUDY ON ABSENTEEISM AMONG THE EMPLOYEES OF MADURA COATS PRIVATE LTD, MADURAI PERSONAL DATA:
1. 2. 3. 4. 5. 6. 7. 8.
NAME AGE Gender Department Educational Experience Marital Status Mode Of Conveyance
: : A) 18-20 B) 20-25 C) 25-30 D) 30 Above : Male/female : : A) 10th B) up to 12th C) UG D) if other : A) 0-2 B) 2-4 C) 4-8 D) more than 8 : A) Married B) Unmarried C) Widower : A) Walk B) By-Cycle C) Two wheeler D) Bus
ECONOMIC STATUS:
1. What What is your your month monthly ly sala salary? ry? A) 2000-3000 B) 3000-4000 3000-4000 C) 4000-5000 4000-5000 D) more more than 5000 2. What is is your month monthly ly expendit expenditure ure of your your family? family? A) 2000-3000 B) 3000-4000 3000-4000 C) 4000-5000 4000-5000 D) more more than 5000 HEALTH:
2. Do you absent absent due to to ill health health of yourself yourself and and your famil family y members members Yes/NO
WELFARE FACILITIES:
1. How is is your your welfare welfare condi condition tion in in your your mill? mill? A) Excellent B) Good C) C) Fair D) Poor Poor E) Very Poor 72
WORKING CONDITION:
1. Please Please state your satisfact satisfaction ion level toward toward the followin following g condition: condition: S.NO
CONDITION
HIGLY SATISFIED
1.
CLEANING
2.
VENTILITATION
3.
LIGHTING
4.
SAFETY
SATISFI ED
NEITHER SATISFIED/ NOR DISSATIFIED
DISSATISFIED
2. Do you absent absent because because of your your supervi supervisor sor not sancti sanctioning oning leave leave : A) Always Always B) Sometimes Sometimes C) Never Never 3. Do you absent absent because because of parti participat cipation ion in union union activiti activities: es: Yes/NO
HIGLY SATISFIED
***THANK YOU***
Yours Truly,
