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A Study of Employee Absenteeism in Hare Ram Cotton Mill of Chhindwara PDF
A Study of Employee Absenteeism in Hare Ram Cotton Mill of Chhindwara PDF
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Consumption Pattern of Soft Drinks and Fruit Juices: A Comparative Study 39-49
Authors: Dr. Simranjeet Kaur Sandhar, Dheeraj Nim, Shikha Agrawal
Abstract
Absenteeism is one of the most serious concerns of a company. Manufacturing
company as well as service sector company is facing the problem of growing
absenteeism. It is a serious problem in a manufacturing or labour –intensive
company as compared to a service sector company. This paper discusses the
absenteeism of the employees of Hare Ram cotton Mill of Pandhurna, district
Chhindwara. The major factors derived on the basis of suggestions by the
employees that affect absenteeism are- Welfare Facilities, Salary, Leave Policies,
Supervisors’ behavior, Present working conditions and Transportation facility.
Key Words: absenteeism, perception, employee welfare, leave policies, supervisor’s
behaviour
Introduction:
Absenteeism is the failure of employees to report for work when they are
scheduled to work. Employees who are away from work on recognized holidays,
vacations, approved leaves of absence, or approved leaves of absence would not be
included. Absenteeism is becoming a serious practice in labor oriented industries
especially in those large industries where laborers are working in mass. It is a matter
of prime concern for the supervisors and managers. They have to find the ways to
overcome absenteeism.
1
MBA, Shri Vaishnav Institute of Technology & Science, Indore.
2
Professor & Head, MBA, Shri Vaishnav Institute of Technology & Science, Indore.
“Absents constitutes a single day of missed work”(Martocchio & Jimeno 2003). “An
individual’s lack of physical presence at a given location and time when there is a
social expectation for him or her to be there”. (Martocchio & Harrison, 1993)
Trends in Absenteeism
The higher the rate of pay and the greater the length of service of the employee, the
fewer the absences
Older employees are absent for longer periods of time than younger
employees
Causes of Absenteeism
low morale
inadequate nutrition
transportation problems
stress
excessive workload
employee discontent
Review of Literature:
Hone, (1968) emphasized on lack of commitment and felt that “absenteeism is
related to new values and norms which are developing among the work force as a
result of technological developments. Work and leisure are now cherished by the
worker, and these he wants to enjoy along with monetary benefits he gets for his
services. Economic consideration, therefore, decides whether one would like to be
absent from work.”
Muchinsky, (1997) conducted study in the same field on the basis of literature
review on employee absenteeism and concluded employees’ 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 chronic absentees into four
categories such as; entrepreneurs, status seekers, family oriented and sick and old.
Ruchi Sinha(2010) in her study reveals that there only 4% employees remain
away from their work and that too due to personal reasons. There is very high level
of job satisfaction among the employees.
K.A.Hari Kumar (2012) stated that the rate of absenteeism in Madura Coats is
very high.
Wolter H.J. Hassink & Pierre Koning (2009) find statistically significant
differences in absence patterns across groups of workers with different eligibility
statuses depending on their attendance records and whether they had previously
won. One finding is that absenteeism rose among workers who, having won already,
were ineligible for further participation. Nevertheless, and although the reduction in
firm-wide absence associated with the lottery drifted from 2.4 percentage points to
1.1 percentage points after seven months, the authors conclude that the lottery was
of net benefit to the firm.
Rationale:
Cotton industry, like other public sector, has become one of the highly
competitive sectors in India. There are various domestic and international factors
that affect the textile/cotton industry in India. HR is the most vital resource of an
organization. It is the central figure in the profit and growth of an organization. If the
rate of absenteeism is high in the cotton industry which is labor oriented one, the
loss in terms of productivity, working hours, profit, growth etc. can be understood
easily. Absenteeism must be managed in such industries in such a manner that
employees can give their best output to maintain the organization’s productivity and
profit. Thus, the researchers got inspired to work on the above said topic to know the
causes of absenteeism and to propose measures to overcome them.
Objectives:
1. To study variation in the perception of absenteeism of male and female
employees.
Hypotheses:
1. There is no significant difference in the perception of absenteeism of male and
female employees.
Lack of resources: Lack of time and other resources as it was not possible to
conduct survey at large level.
Lack of resources: Lack of time and other resources as it was not possible to
conduct survey at large level.
Small number of respondents 100 employees responded. Larger number of
respondents could have made results more significant.
Unwillingness of respondents: During collection of the data many employees
were unwilling to fill the questionnaire due to lack of time. Respondents were
having a feeling of wastage of time for them.
Research Methodology:
Sample
Data is collected from 100 employees of Hare Ram Cotton Mill of Pandhurna,
district Chhindwara
Sampling Type
Study
Tools
Books, internet web sites, journals etc are used as a source of secondary
data.
Data Analysis:
T-test is used to test hypothesis at 5 % level of significance. Data
collected from the respondents has been analysed using different demographic
details of respondents such as gender, age, experience, marital status, education,
monthly income, level.
Group Statisti cs
St d. Error
GENDER N Mean St d. Dev iation Mean
Observ ations male 60 2.9898 .26719 .03449
f emale 40 2.9644 .32316 .05110
Table 1.0
Independent Samples Test
Levene's Test f or
Equality of Variances t-test for Equality of Means
95% Confidence
Interv al of the
Mean Std. Error Diff erence
F Sig. t df Sig. (2-tailed) Diff erence Diff erence Lower Upper
Observations Equal variances
.003 .956 .428 98 .670 .0254 .05935 -.09239 .14317
assumed
Equal variances
.412 72.671 .682 .0254 .06165 -.09749 .14827
not assumed
Table 1.0 exhibits that as the p value (at 5% level of significance) came out to
be 0.670 and this value is greater than ‘α’ level of 0.05 Hence the null hypothesis
that there is no significant difference in the perception of absenteeism by male
employees and female employees can be accepted.
Group Statistics
Std. Error
POST N Mean Std. Dev iat ion Mean
Observ ations low lev el 97 2.9795 .29047 .02949
middle lev el 3 2.9870 .31673 .18287
Table 2.0
Independent Samples Test
Levene's Test f or
Equality of Variances t-test for Equality of Means
95% Confidence
Interv al of the
Mean Std. Error Diff erence
F Sig. t df Sig. (2-tailed) Diff erence Diff erence Lower Upper
Observations Equal variances
.041 .840 -.044 98 .965 -.0076 .17060 -.34614 .33097
assumed
Equal variances
-.041 2.105 .971 -.0076 .18523 -.76753 .75236
not assumed
Table 2.0 exhibits that as the p value (at 5% level of significance) is 0.965
and this value is greater than ‘α’ level of 0.05. Hence the null hypothesis that
there is no significant difference in the perception of absenteeism by lower level
employees and higher level employees can be accepted.
Group Statisti cs
St d. Error
Education N Mean St d. Dev iation Mean
Observ ations uneducated 37 3.0685 .27006 .04440
educated 62 2.9277 .29229 .03712
Table 3.0
Table 3.0 exhibits that as the p value (at 5% level of significance) is 0.019 and
this value is less than ‘α’ level of 0.05. Hence the null hypothesis that there is no
significant difference in perception of absenteeism by uneducated employees and
educated employees cannot be accepted. The comparison of mean values of
uneducated employees and educated employees indicates that uneducated
employees perceive higher absenteeism in the industry than that of their
counterparts.
Group Statistics
Std. Error
Experience N Mean Std. Dev iat ion Mean
Observ ations less experienced 36 2.8889 .19940 .03323
more experienced 64 3.0307 .31985 .03998
Table 4.0
Independent Samples Test
Levene's Test f or
Equality of Variances t-test for Equality of Means
95% Confidence
Interv al of the
Mean Std. Error Diff erence
F Sig. t df Sig. (2-tailed) Diff erence Diff erence Lower Upper
Observations Equal variances
2.878 .093 -2.408 98 .018 -.1419 .05891 -.25877 -.02495
assumed
Equal variances
-2.729 96.882 .008 -.1419 .05199 -.24505 -.03867
not assumed
Table 4.0 exhibits that as the p value (at 5% level of significance) is 0.018 and
the value is less than ‘α’ level of 0.05. Hence the null hypothesis that there is no
significant difference in perception of absenteeism by employees with more
experience with the organization and those with less experience with the
organisation can not be accepted. The comparison of mean values of less
experienced employees and more experienced employees indicates that more
experienced employees perceive higher absenteeism in the industry than that of
their counterparts.
Group Statistics
St d. Error
AGE N Mean St d. Dev iation Mean
Observ ations y oung 46 2.9720 .27101 .03996
adult 54 2.9862 .30685 .04176
Table 5.0
Independent Samples Test
Levene's Test f or
Equality of Variances t-test for Equality of Means
95% Confidence
Interv al of the
Mean Std. Error Diff erence
F Sig. t df Sig. (2-tailed) Diff erence Diff erence Lower Upper
Observations Equal variances
.477 .491 -.243 98 .809 -.0142 .05838 -.13002 .10167
assumed
Equal variances
-.245 97.860 .807 -.0142 .05780 -.12887 .10052
not assumed
Table 5.0 exhibits that as the p value (at 5% level of significance) is 0.809 and
this value is greater than ‘α’ level of 0.05. Hence the null hypothesis that there is no
significant difference in the perception of absenteeism by the young employees and
aged employees can be accepted.
Group Statistics
Table 6.0
Levene's Test f or
Equality of Variances t-test for Equality of Means
95% Confidence
Interv al of the
Mean Std. Error Diff erence
F Sig. t df Sig. (2-tailed) Diff erence Diff erence Lower Upper
Observations Equal variances
.050 .823 .436 98 .664 .0581 .13341 -.20660 .32288
assumed
Equal variances
.468 4.506 .662 .0581 .12433 -.27230 .38858
not assumed
Table 6 exhibits that as the p value (at 5% level of significance) is 0.664 and this
value is greater than ‘α’ level of 0.05. Hence the null hypothesis that there is no
significant difference in the perception of by lower income employees and higher
income employees can be accepted. The comparison of mean values of lower
income employees and higher income employees indicates that lower income
employees perceive that there is higher absenteeism in the industry than that of their
counterparts.
Group Statistics
Std. Error
Marital Status N Mean Std. Dev iat ion Mean
Observ ations married 61 2.9954 .23605 .03022
unmarried 39 2.9550 .35977 .05761
Table 7.0
Independent Samples Test
Levene's Test f or
Equality of Variances t-test for Equality of Means
95% Confidence
Interv al of the
Mean Std. Error Diff erence
F Sig. t df Sig. (2-tailed) Diff erence Diff erence Lower Upper
Observations Equal variances
2.837 .095 .679 98 .499 .0404 .05953 -.07773 .15854
assumed
Equal variances
.621 58.967 .537 .0404 .06506 -.08977 .17059
not assumed
Table 7.0 exhibits that as the p value (at 5% level of significance) came out to
be 0.499 and this value is greater than ‘α’ level of 0.05. Hence the null hypothesis
that there is no significant difference in the perception of absenteeism by married
employees and unmarried employees can be accepted. Married employees perceive
higher absenteeism in the industry than that of their counterparts.
The major factors derived on the basis of suggestions by the employees that
affect absenteeism are- welfare facilities, Salary, Leave policies, Supervisors’
behavior, Present working conditions and Transportation facility.
Suggestions:
The respondents were asked to give suggestions to reduce absenteeism. On
the basis of their response, following major suggestions can be helpful in reducing
absenteeism in the cotton mill.
References:
Martocchio & Jimeno (2003) Employee absenteeism as an affective event.
Hone, A., (1968) “High absenteeism and high commitment”, economic and Political
Weekly, 3(21), pp 31-32.
Jacobson, Stephen. 1989. “The Effects of Pay Incentive son Teacher Absenteeism.”
Journal of Human Resources, Vol. 24, No. 2, pp. 280–86.
K.A Hari kumar (2012) “A Study on Absenteeism among the employees of Madura
Coats Pvt. Ltd., Madurai”, p. 69
Wolter H.J. Hassink And Pierre Koning (2009), “DO FINANCIAL BONUSES
REDUCE EMPLOYEEABSENTEEISM? EVIDENCE FROM A LOTTERY”,
Industrial and Labor Relations Review, Vol. 62, No. 3 (April 2009), Cornell
University.pp. 327-342.