SMT.

HIRABEN NANAVATI INSTITUTE OF MANAGEMENT AND RESEARCH

FOR WOMEN, PUNE

THE PROJECT REPORT ON

“TO STUDY CAUSES AND EFFECTS OF ABSENTEEISM ON PRODUCTIVITY

AT

WILO MATHER AND PLATT PUMPS PVT LTD .- CHINCHWAD PLANT”

A PROJECT REPORT

SUBMITTED IN PARTIAL FULFILMENT OF THE REQUIREMENTS

FOR

THE AWARD OF THE DEGREE OF

MASTERS OF BUSINESS ADMINISTRATION

SUBMITTED TO

SAVITRIBAI PHULE PUNE UNIVERSITY

SUBMITTED BY

SARITA LAHOTI

2018-19
 CERTIFICATE

I, hereby, certify that the work which is being submitted as a Project Report entitled “Causes
and Effects of Absenteeism On Productivity”, in partial fulfillment of the requirements for the
award of the Masters in Business Administration to the Savitribai Phule Pune University is an
authentic record of my own work carried out during a period from 14TH May 2018 to 31ST
JULY 2018 under the guidance of Prof. Archana Pradhan .
The matter presented in this Project Report has not been submitted by me for the award of any
other degree elsewhere.

Signature of the Student

(Sarita Lahoti)

This is to certify that the above statement made by the student is correct to the best of my
knowledge.

Signature of Faculty Guide

(Prof. Archana Pradhan)
 ACKNOWLEDGEMENT

I would like to place on record my deep sense of gratitude to Mr. Shridhar Jadhav (WILO
Mather and Platt Pumps Pvt Ltd, Sr. Manager HR&IR) for his generous guidance, help and
useful suggestions.
I express my sincere gratitude to Prof. Archana Pradhan, for her stimulating guidance,
continuous encouragement and supervision throughout the course of present work.
I am extremely thankful to Dr. Jagdish Pol, Director, HNIMR, Pune, for continuously
motivating me, without which this work would not have been possible.

Signature of the Student

i
 TABLE OF CONTENT

Sr. No. Chapter name Page No

1 LIST OF TABLES iii

2 LIST OF FIGURES iv

3 EXECUTIVE SUMMARY 1

4 INTRODUCTION 3

5 LITERATURE REVIEW 16

6 ORGANISATION PROFILE 23

7 RESEARCH METHODOLOGY 30

8 DATA ANALYSIS 34

9 LEARNING OUTCOME OF THE PROJECT 55

10 CONTRIBUTION TO THE ORGANISATION 57

11 FINDINGS AND OBSERVATIONS 59

12 CONCLUSION AND SUGGESTIONS 62

ii
 LIST OF TABLES

Table no. Title Page no.

1.1 PRIVILEGE LEAVE 7
3.1 COMPANY HISTORY 26
3.2 PRODUCT PROFILE 29
5.1-5.20 QUESTIONNAIRE 35-54

iii
 LIST OF FIGURES

Figure no. Title Page no.

1.1 TYPES OF ABSENTEEISM 5
1.2 TYPES OF LEAVES 6
1.3 DISCIPLINARY ACTION CHRONOLOGY (A) 12
1.4 DISCIPLINARY ACTION CHRONOLOGY (B) 13
3.1 ORGANIZATIONAL CHART OF THE COMPANY 28

iv
 EXECUTIVE SUMMARY

INTRODUCTION -

Absenteeism is an employee's intentional or habitual act to remain absent from work. It is like a
slow poison, if not identified and removed may cause a severe problem in any organization, that
may result in losses, disputes, conflicts, stress and more over dissolving of the company.

In other Words, When the workforce is not regular or remains absent from duty or come late and
go early or extend lunch breaks or toilet breaks, or make excuses for being on leave, these habits
are called as absenteeism.
Absenteeism is one of the major factors that affect optimum utilization of human resources. An
excessive absences can equate to decreased productivity and can have a major effect on company
finances, morale and other factors too. It is an industrial malady affecting productivity,
interpersonal relationships, behavior of the co-workers and labour turnover rate. Even if only few
workers are having habit of remaining absent it may become communicable and can influence
other workers in same way.

Absence control can often be an important step in reducing the business costs as it is a problem
that do not comes alone, with itself, it brings lot other problems that come along with huge
financial losses due to interrupted or ceased work. So before it’s too late, management may take
some serious steps to cease or confiscate absenteeism from workplace.

1. OBJECTIVES OF THE STUDY:

 To Study the concept of Absenteeism at WILO Mather and Platt Pumps Pvt. Ltd.
 To Study Causes and Effects of the Absenteeism at WILO Mather and Platt Pumps Pvt.
Ltd.
 To Study the Disciplinary Actions in case of Absenteeism at WILO Mather and Platt
Pumps Pvt. Ltd.
 To suggest ways to reduce the Absenteeism at WILO Mather and Platt Pumps Pvt. Ltd.

1
 2. SCOPE OF THE STUDY:
 Workmen from Chinchwad Plant, Pune.

3. LIMITATIONS
 Some information was kept confidential which was not disclosed.

4. RESEARCH METHODOLOGY
For this project I have used Descriptive research Methodology. The study follows primary as
well as secondary research method. Primary data are collected from Questionnaires and
Secondary data are collected from websites and Company Report etc. Sample size is 20.

5. FINDINGS OF STUDY
Findings were based on the data analysis and interpretation. The Cause and Effects of
Absenteeism on Productivity indicates the reasons of absenteeism as well as the expectations of
workers from the company and it shows the different ways which company is using to reduce the
absenteeism.

6. DATA ANALYSIS AND INTERPRETATION

The percentage method is used to know the accurate percentage of data which I have taken for
the analysis.

7. CONCLUSION AND SUGGESTIONS

Absenteeism is one of the important topic in the manufacturing industries which hampers the
productivity as well as it hampers the goodwill of the company. So actions should be taken at the
proper time so that it will help company to increase production.

2
CHAPTER 1. INTRODUCTION

3
INTRODUCTION OF ABSENTEEISM

Human Resources Management is concerned with human beings, who are the energetic elements
of management. The success of any organization or an enterprise will depend upon the ability,
strength and motivation of person’s working in it. Human Resource is primarily concerned with
the management of people within organization, focusing on policies and systems. Human
resource department plays a major role in any organization as it is an asset to the organization as
it carries out various important functions like recruitment, training and development,
performance appraisal and rewards etc. and from that Industrial Relations is one of the major
function carried out by the Human Resource department.

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

Absenteeism is a big obstacle in the growth of any company. Number of researchers had already
run behind absenteeism and some are still running just to find out the main causes
of it and also to provide some solutions that can combat it. Nature of industries may be different,
companies may be big or small but this problem called Absenteeism, as the number of researches
in their quantitative researches have proven that companies with high absenteeism bears heavy
financial losses

We all are acquainted with the fact, as far as production is concerned it is done by floor workers
and when these workers adopt the habit of being absent in any form, it starts affecting the
company in many ways.

There are various causes of absenteeism as well as types of Absenteeism. But simultaneously
actions are taken on the absent employees. So Absenteeism is one of the important topic these
days in Manufacturing Industries.

4
 TYPES OF ABSENTEEISM

There are mainly two types of Absenteeism

Figure no 1.1

Habitual
Unauthorised
Chronic
Absenteeism

Authorised Leave

1) Authorized Absenteeism - If an employee absents himself from work by taking

permission from his superior and applying for leave, such absenteeism is called
authorized absenteeism or Leave.

2) Unauthorized Absenteeism- If an employee absents himself from work without

informing or without taking prior permission and without applying for leave, such
absenteeism is called unauthorized absenteeism. There are two types of Unauthorized
Absenteeism. They are Habitual and Chronic.

a. Habitual Absenteeism- Habitual Absenteeism is a type of absenteeism committed for

more than 3 occasions in a year.

b. Chronic Absenteeism- Chronic Absenteeism is typically defined as absenteeism of

that worker which is beyond improvement or we can say incorrigible

5
 TYPES OF LEAVES

Figure no.1.2

Types of Leaves
Causual Leave

Sick Leave

Privilage Leave

Short Leave

A) Sick Leave:
Sick Leave can be taken for the reason of sickness or on the basis of medical ground.
Presently Per Annum 11 days sick leave is allowed. And maximum 40 Days
accumulation of sick leave is allowed as per the present Practice. Full encashment of
balance Sick leave is allowed only on retirement.

B) Casual Leave:
According to the present Practice 10 days Casual Leave per annum is allowed.

C) Short Leave :
One hour short leave is given to workers which can be taken any time during the
shift, shall continue. Other terms and conditions are as follows:-
i. Paid short leave of 1 hour for a maximum of six occasions in a calendar year.
ii. Employee should punch his card while going out and while coming inside the
factory.
iii. Only one short leave shall be allowed in a month.

6
 iv. Employee coming late or half day on any day will not be allowed to avail short
leave on that day.

v. One short leave cannot be combined with other short leave.

vi. Balance of any short leave will get lapsed at the end of the year.
vii. Department Head at his discretion will sanction short leave after deciding
exigencies of work.

D) Privilege leave :
Existing practice of quantum of Privilege Leave shall remain the same as follows:-
Table no. 1.1
Quantum of Privilege leave
Days worked during a Calendar year (in days) entitlement for the
Subsequent year

90 but less than 199 As per Factories Act, 1948

10
200 but less than 219

220 but less than 239 12

21
240 but less than 249

250 but less than 259 22

260 but less than 269 25

28
270 but less than 279

280 and above 30

7
 CAUSES OF ABSENTEEISM

1. Sickness and low Vitality - Sickness is the most important reason for absenteeism in
most of Industrial Sectors. Epidemics like cholera, small-pox and malaria always break
out in severe form in most of the industrial areas. The low vitality of the Indian workers
makes them easy prey to such epidemics and bad housing and unsanitary conditions of
living aggravate the trouble.

2. Means of Transport - The transport facilities also play very important to contribute the
absenteeism of the worker in the industries. It has been pointed out that, the rate of
absenteeism is higher in those factories where transport facilities are not easily available
as compared to those where such facilities are easily available or provided by the factory
itself.

3. Hours of work- The long hours of work also affect the workers efficiency and
consequently their sickness rate and absenteeism rate are increased.

4. Rural Exodus- Probably the most predominant cause of absenteeism is the frequent urge
of rural exodus. It has been noticed that the workers go back to their villages at the time
of harvesting and sowing the crops. It increases the rate of absenteeism in factories.

5. Night Shift- It has also been pointed out that there is a greater percentage of absenteeism
during the nightshifts than in the dayshifts, owing to the greater discomforts of work
during the night-time.

6. Accidental- Industrial accident depends upon the nature of work to be performed by the
worker and his ability for doing that work. In case of hazardous nature of job, the
accidents occur more frequently which lead to higher rate of absenteeism.

7. Social and Religious Function-Social and religious functions divert workers from work
to social activities. In a large number of case, the proportion of absenteeism due to
sickness, accidents or maternity is not high as it is due to other causes, including social
and religious causes. In all the plants, Absenteeism is high during local festivals,
irrespective of whether the workers are from rural areas or not.
8
8. After pay day- Pay Day is the day on which salary or wages are paid. The level of
absenteeism is comparatively high immediately after the pay-day because they get their
wages, they feel like having a good time or return to their villages to make purchases for
the family and to meet them, so the absenteeism is high after they got paid.

9. Nature of Work- Many of the times workers are not accustomed to the factory life and
factory discipline. In other words, absenteeism prevails because the nature of work in
factories is different from that for which the worker is accustomed. So when they come
to work in the factory, they feel strange, this new situation make them uncomfortable, so
lead to high rate of absenteeism of the industrial workers.

10. Bullying and Harassment-Employees who are bullied or harassed by co-workers and or
bosses are more likely to call in sick to avoid the situation

11. Burnout, stress and Low Morale- Heavy workloads, stressful meetings / presentations
and feelings of being unappreciated can cause employees to avoid going into work.
Personal stress can lead to Absenteeism.

12. Depression- According to the National Institute of Mental Health, the Leading cause of
Absenteeism in the United States is depression. Depression can lead to Substance abuse
if people turn to drugs or alcohol to self-medicate their pain and anxiety.

13. Illness- Injuries, illness and medical appointments are the most commonly reported
reasons for missing work (though not always the actual reason). Not surprisingly, each
during the cold and flu season, there is a dramatic spike in absenteeism rates for both full-
time and part-time employees.

14. Alcoholism-The habit of alcoholism among workers is a significant cause of absenteeism

, which is high in the first week of each month, when workers receive their wages. They
rush to liquor shops and drink to forget their immediate worries. Once indulged in drink,
the habit continues. Hangover the next day leads to Absenteeism.

15. Indebtedness-Most of the workers suffer from a high degree of indebtedness.

Indebtedness is the condition of owing money.

9
 EFFECTS OF ABSENTEEISM ON PRODUCTION

The impact of absenteeism is felt directly by individuals, teams and the organization as a whole,
putting pressure on productivity and profitability. HR leaders can make a direct impact on
organizational performance and employee morale by discovering and addressing the root causes
of absenteeism and making strides to address those issues

1. Low productivity- Absenteeism affects negatively on productivity.

2. Low Quality -Just to Reach the Target many a times the quality of product is neglected
which has a bad impact on company’s reputation. Customers start to Deny the products
because of the quality.

3. High cost of replacement of workers and Excess management time to replace the
employees- Because of the Absent workers company cannot stop the production, so there
is a need of the new workers. It consumes a time as well as cost to replace the workers.
So indirectly there is a waste of time and cost on replacing the workers.

4. Disturbance in production schedule- Because of the absent employees there is a need

to replace the employees which consumes time, so it leads to Disturbance in Production
schedule.

5. High cost in overtime payment- Many times it won’t be possible to replace the workers
the immediately. So there may be a chances of the present workers to work for extra hours
or extra time. So indirectly there is a high cost in overtime payment.

6. Delay in completing the order - Many a times because of the absent employees there is
a delay in production which indirectly hamper on the order of the customer. So there may
be a delay in completing the orders of the customers.

7. Impact on profit- Absenteeism can reduce profit margins in two ways.

First, increased costs reduce profit margins unless revenues increase. For example, if
organizations are spending more money on overtime pay and contract workers, direct
costs go up and profit margins are likely to shrink.

10
 Second, absenteeism can decrease revenue if employees with specific roles aren't present.
Employees who sell services or build and deliver a product — such as workers in
manufacturing, software engineering, consulting or sales — simply have less time to hit
their goals when absent, potentially decreasing revenue.

8. Effect on Goodwill / Reputation of company- Absenteeism indirectly hamper the

Goodwill or Reputation of the company. As the Absenteeism affects negatively on the
production and the quality of the product i.e. to delay the productivity or to reductions in
the quality of products and it links to the order of the customers. If the order of the
customers get delayed or the quality get affected then customer starts talking Negative
about the company which indirectly affects the goodwill of the company

11
 DISCIPLINARY ACTION CHRONOLOGY

The Industrial Employment (Standing Orders) Act,1946 provides Guidelines for Disciplinary
Rules and Regulations to be Followed in the Organization and Service Rules and Conditions.
Standing Orders also provides chronology for taking Disciplinary Actions.

(A) Figure no.1.3

Failure to Submit
Submition of Written explanation/Satisfactory
Complaint Explanation or Unsatisfactory
explanation

Serving Show cause Final Disciplinary

Prima facie Enquiry
Notice Action

Show cause notice

Disciplinary Authority
preparation

12
(B) Figure no. 1.4

Failure to Submit
Initiate Domestic
Complaint explanation/Unsatisfactor
Enquiry
y Explanation

Prima facie Submition of Written Receipt of Findings and

Enquiry/Suspension Explanation Proceedings
Pending Enquiry

Show cause notice cum Mode of Serving Show Second Show cause
charge sheet preparation cause Notice Notice

Disciplinary Authority Further Proceedings Final Disciplinary Action

• Complaint: It should be narrative and pictographically explaining the incident.Date,

time, place and witness should be mentioned.It shall be signed, Dated and addressed to
the Disciplinary Authority or HOD.

• Prima Facie Enquiry: To find out the genuiness, legality, and adequacy of the complaint
and circumstances thereof prima facie enquiry is conducted.And once they are convinced
about the genuiness and adequacy, the disciplinary authority strength the case by
choosing the appropriate wording.

• Suspension pending Enquiry: In case of Serious Miscounducts, where there are chances
of changing Facts, Evidences and his presence in the company may tamper the things. In
such case he gets subsistance allowance as per provisions of Standing Orders.

13
• Show cause notice Preparation: It should be addresed to employees by Name,Employee
number and Depatment.Launguage used should be understandable by the employees.It
should be Narrative, Discriptive and Pictographical. It should ne Narrated in series
including eye witness(if any)

• Charge Sheet: Charge sheet means a record against a specific person.After Charging a
charge sheet to employee, 48 Hours should be given to that employee to explain his
explanation . And if he Fails to submit his explanation it would lead to further Actions.

• Disciplinary Authority: Notice shall be signed by the Disciplinary Authority.

• Suspension: According to the Standing Order Act, The employee can be suspended for
1 to 4 days and not more than that.

• Mode of Serving show Cause Notice:It should be served in a person or put up on Notice
Board or RPAD or published in Daily News paper.If he refuses to receive the same can
be sent by RPAD or pasted on Company Notice board.And if he lives in a different
address, an additional copy should be sent to that address and if its not served, it should
be published in news paper.

• Submition of written explanation:Reasonable time should be given to the guilty

employee and if attitude is of procrasting, then request may turn down.

• Failure to Submit Explanation: If employee fails to submit the explanation then

reminders should be issued to that person. Still he fails to give the explanation then
enquiry may be ordered to give him an opportunity to present his case. In case employee
confess to be true for the charges in an uneqivocal trems without any precondition, then
it may directly proceed for further Action. And if he dosen’t admits the charges then
Domestic enquiry need to be conducted.

• Initiate Domestic Enquiry: Domestic Enquiry includes the three parties in it and tey are
1)Defence Representative 2) Enquiry officer 3)Management Representative. Domestic
Enquiry is a fool proof method.

• Receipt of Findings and Proceedings: After completion of the Domestic Enquiry,

Enquiry officer gives the Findings over that case.

14
• Second Show Cause Notice: Before awarding the Punishment, copies of the enquiry
proceeding and findings needs to be given to the charge sheeted employees. The charges
provided in the enquiry shall be listed and the employees shall be called foe explanation
for the proposed punishment. There is a need to study the past record while passing the
orders.

• Final Disciplinary Action: In case of

(A) The Final Disciplinary Actions are Warning, Stern Warning or else Suspension for 1
to 4 days.

(B) The Final Disciplinary Actions are Dismissal or Termination.

15
CHAPTER 2. LITERATURE
REVIEW

16
 1. Journal: Journal of Construction Engineering & Management. Nov2005, Vol. 131 Issue
11, p1212-1218.7p
Research: Factors Affecting Absenteeism in Electrical Construction.
ISSN: 0733-9364

Construction contractors continue to be faced with the challenge of improving productivity in

order to remain successful in an increasingly competitive industry. One factor that contributes to
lower productivity is absenteeism. Yet, little is known or understood about the reasons
electricians miss work, and very few studies have been conducted on absenteeism in the
construction industry. As a positive step to reduce the problems associated with voluntary and
involuntary absences, a study was initiated to identify why workers miss work and what steps
should be taken to minimize absenteeism. The main objectives of the study were to learn the
reasons for absenteeism and to quantify the impacts so that solutions can be developed to help
contractors improve their productivity. The study determined that managers and electricians
agreed that illnesses and medical appointments were two common reasons workers missed work.
However, managers also believed workers were absent because of a lack of interest or
irresponsibility, while electricians reported injuries and unsafe working conditions as reasons for
missing work. Furthermore, a quantitative analysis of the data revealed that when
the absenteeism rate was between 0 and 5%, there was no loss in productivity. However, when
the absenteeism rate was between 6 and 10%, a 24.4% loss in productivity was experienced. By
understanding what causes electricians to miss work, and the effect of absences on productivity,
a company can manage and control absenteeism on electrical construction projects.

2. Journal: Khoj Journal of Indian Management Research & Practices. 2015, p114-117. 4p.
Research: An Absenteeism Menace - A Case of Unirub Techno India Pvt. Ltd.
ISSN: 0976-8262

Absenteeism is a serious workplace problem and an expensive occurrence for both employers
and employees seemingly unpredictable in nature. Human resource is an important part of any
business and managing them is an important task. Absenteeism is an employee's intentional or
habitual absence from work. If employers fail to take action, a 'buggins turn' mentality may
emerge. While employers expect workers to miss a certain number of workdays each year,
excessive absences can equate to decreased productivity and can have a major effect on company
finances, morale and other factors. Here, is this case we look at
the causes of absenteeism identified at a manufacturing company and what employers can do to
reduce absenteeism rates in the workplace. The case provides insights into and comprehension
of an issue or situation.
17
 3. Journal: International Journal of Manpower. 2017, Vol. 38 Issue 4, p533-547. 15p
Research: A survey of absenteeism on construction sites.
ISSN: 0143-7720

Purpose The construction industry is dynamic and often unregulated due to its complex, project-
based nature. This makes the task of implementing human resource management (HRM)
functions more difficult than in other economic sectors. This is particularly the case for
developing countries which rely on a migrant, casual, and transient workforce. Despite offering
flexibility, a transient workforce can lead to unpredictable rates of absenteeism and
unsatisfactory productivity. This paper links HRM practices in the construction industry of the
developing world to rates of absenteeism across three segments of the construction workforce –
foremen, skilled workers, and unskilled workers. The paper aims to discuss these issues.
Design/methodology/approach A survey targeting 60 construction sites in Beirut, Lebanon form
the basis of the analysis. Within each site, measures of absenteeism for foremen, skilled, and
unskilled workers were solicited along with other data on HRM onsite. Findings The results
suggest a regression model for worker absenteeism based on tenure of work as well as
the absenteeism of workers at the next hierarchical level onsite. Originality/value This study is
among the first to show a link between the mechanisms by which construction workers are
employed (contract-based foremen vs daily/weekly labors – both skilled and unskilled) and the
rate of absenteeism seen onsite. Given the role of absenteeism construction productivity, having
a good understanding of the underlying causes of absenteeism is critical to the design of
mitigating policies.

4. Journal: British journal of marketing studies Vol.3, No.2.pp.58-71, March 2015

Research: A case study of Cadbury Nigeria Plc, Ikeja, Lagos State, Nigeria

This study examined the effects of absenteeism on corporate performance. Cadbury Nigeria
Plc, Ikea was used for the case study. The descriptive survey method of research was used and
primary data is collected through the use of questionnaire. The primary data collected were
proceeds by the use of statistical package for social sciences. Multiple regression statistical
method was used to analyze and test the research hypothesis at 0.05 level of significance. The
findings of the study showed performance, it was recommended that organization should
identify the causes of workers absenteeism and seek means of reducing it, avoid regular hiring
and firing of staff, discourage the workers from taking irrelevant excuses to be absent from
work by ensuring that workers are paid based on the hourly rate system and ensure that staff are
motivated by paying the commensurate wage rate that will encourage them to remain on the job
and improve their performance.

18
 5. Journal: Interdisciplinary Journal of Contemporary Research in Business September
2012 Vol 4, No.5
Research: The cost of absenteeism and the effect of demographic characteristic and
tenure on absenteeism.

Employee’s absenteeism, being serious financial burden for business which wish to continue
their struggle in tough competitive condition of today, has become very important issue to be
resolved. In this work, absenteeism of blue collar employee of automobile and truck
manufacturer in Turkey has been analyzed. The goal of this paper is to present relationship
between demographic characteristics, tenure, department and absenteeism, and the cost of
absenteeism to the company.479 blue collar employees of an automobile manufacturing
company were included in this study. In order to test the hypothesis suggested, three different
regression model have been constructed. As a result of study, where as absenteeism is regulated
to educational level, the number of children and department, it is not related with tenure. Also, it
is found that the annual cost of absenteeism is $42.000

6. Picoars and Payers (2009)- “A research study on absenteeism of employees in retail

sector”

According to Picoars and Payers ‘unexpected absence disturbs the efficiency of the group as the
jobs are inter-connected, if one single man remains absent without prior notice the whole
operation process is distributed. This absenteeism results in production losses because, due to
absenteeism, workers cost increases and thus efficiency of operations is affected.

7. Muchinsky (1997)- Studies examining the psychometric properties of absence

measures

In this Study 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. Absenteeism rate can be calculated for different
employees and for different time periods like month and year. The frequency rate reflects the
incidence of absence and is usually expressed as the no of separate absence in a given period,
irrespective of absence. The frequency rate represents the average no of absence per worker in a
given period.

19
 8. A general model of the impact of absenteeism on employers and employees.

Pauly MV, Nicholson S, Polsky D, Danzon PM, Murray JF, Berger ML.

Most studies on the indirect costs of an illness and the cost effectiveness of a medical intervention
or employer-sponsored wellness program assume that the value of reducing the number of days
employees miss from work due to illness is the wage rate. This paper presents a general model
to examine the magnitude and incidence of costs associated with absenteeism under alternative
assumptions regarding the size of the firm, the production function, the nature of the firm's
product, and the competitiveness of the labour market. We conclude that the cost of lost work
time can be substantially higher than the wage when perfect substitutes are not available to
replace absent workers and there is team production or a penalty associated with not meeting an
output target. In the long run, workers are likely to bear much of the incidence of the costs
associated with absenteeism, and therefore be the likely beneficiaries of any reduction in
absenteeism.

9. A Study on Employee Absenteeism in Sundaram Bbrake Linings ltd., Chennai

M.S.Vijaya Rao Dr. S.Sheela Rani

Modern industry with its high degree of specialization and interdependence of operations,
requires regular and prompt attendance of all workers. In mass production industries, almost
every production process is dependent upon other processes and an unexpected absence of an
employee in a particular department may result in a drastic dislocation of production in another
department or even in the entire plant. Absenteeism is one of the factors affecting optimum
utilization of human resources. It is an industrial malady affecting productivity, profits,
investments and absentee workers themselves. As such, increasing rate of absence adds very
considerably to the cost of industry and hampers industrial progress. The absence of a few
workmen is an imposition on others, affects work scheduling and adds to costs that push the price
of absenteeism far beyond one day salary.

The economic and social losses occurring from absenteeism cannot be determined accurately. It
is difficult to make even an approximate estimate of such losses because so many factors are
involved which do not lend themselves to accurate measurements. In the first place, there is a

20
lack of evidence concerning the seriousness of industrial absenteeism because records are
inaccurate and incomplete. Only a small number of organizations attempt to understand this
problem or make an effort to solve it. This paper presents the results of a study carried out in
Sundaram Brakes Lining Ltd. to identify the reasons for absenteeism and its effect on
productivity.

21
 JOURNALS RFFERED FOR THE LITERATURE REVIEW

 Journal of Construction Engineering & Management. Nov2005, Vol. 131 Issue

11, p1212-1218.7p (EBSCO)

 Khoj Journal of Indian Management Research & Practices. 2015, p114-117.

4p.(EBSCO)

 British journal of marketing studies Vol.3, No.2.pp.58-71, March 2015 (EBSCO)

 International Journal of Manpower. 2017, Vol. 38 Issue 4, p533-547. 15p

(EBSCO)

 Interdisciplinary Journal of Contemporary Research in Business September 2012

Vol 4, No.5 (EBSCO)

 Picoars and Payers (2009)- “A research study on absenteeism of employees in

retail sector”

 Muchinsky (1997)- Studies examining the psychometric properties of absence measures

22
CHAPTER 3: ORGANISATION
PROFILE

23
VISION

WILO Mather and Platt seeks to be recognized as the innovator and leader of pumping
related products and technologies in domestic and global market.

MISSION
Improve customer returns

Create value through a culture of excellence

Innovate service and product delivery

24
 THE COMPANY AT GLANCE

The company's history goes back to the year 1872. Since then the company, originally founded
by Caspar Ludwig Opländer in Dortmund as a copper and brassware manufacturer, has had an
impressively successful track record. Today WILO SE is one of the world's leading
manufacturers of pumps and pump systems for heating, cooling and air-conditioning technology
as well as water supply, industrial application and sewage disposal. The company's turnover
amounted to 1.43 Billion Euro.

Always in motion - this is Wilo's defining characteristic. With an eye to the future, the company
is heavily involved in research and development and is increasingly transitioning from a
component to a system supplier. The Wilo name is internationally recognized as being
synonymous with high-tech in the pump industry. Behind the name are more than 7600
employees in over 60 subsidiaries around the world. Together they turn visionary ideas into
intelligent solutions that regularly set new standards in the industry. In all we do, people are
always at the centre of our attention. With passion and a keen awareness of the needs of the
market, Wilo develops innovative, high-quality products that make life easier and more efficient.

Mather and Platt Pumps Ltd becomes a part of WILO SE in the year 2005.

In the year 2009 a new state of art manufacturing facility covering over approx. 6000 sq. meters
has been built at Kolhapur around 260 km from Pune to manufacture the latest high efficiency
pumps and pumping systems in India. The Pune & Kolhapur plants have acquired ISO 9001, ISO
14001 and OSHAS 18001 and all products are CE certified. Recently company had manufactured
one of the largest metallic vertical turbine pump supplied with 4 MW motor.

25
 COMPANY HISTORY
Table no.3.1

1817 Mr. Peter Mather, a visionary businessman sees emerging opportunities in textile
machinery

1845 Mr. Mather joins hands with Mr. John Platt at Manchester, U. K. - Beginning of Mather & Plat Pp
Platt

1870 Develops original design of Centrifugal Pump

1880 Introduces World’s First :1)Turbine type, Multi-Stage Centrifugal Pump

2)Electric Generator with calculated output
3)Fire Protection Systems

1890 Supplies Multi-Stage Pumps for Collieries & Water Supply Schemes in U. K. and India

1913 Marketing operations begin in India

1940 Manufacturing in India commences with a factory at Kolkata

1959 Second manufacturing unit set up at Chinchwad, Pune

1978 Changes share holding pattern to become an Indian Organisation

1987 Becomes a member of the Jumbo Group, Dubai

2005 Became part of WILO AG, Germany

2014 Name changed to WILO Mather and Platt Pumps Pvt. Ltd.

26
 WORLDWIDE PRESENCE

More than 60 subsidiaries in 50 countries.

16 production locations in 9 countries.

Countries with production location

Countries in which Wilo is represented by a subsidiary

27
 ORGANIZATIONAL CHART OF THE COMPANY

Figure no.3.1

MD
&
CEO

SALES & CFO FINANACE PURCHASE MANUFAC

MARKETING & QA HEAD -TURING
HEAD
HEAD CONTROLLING HEAD

ENGINEERING INTERNATIONAL
HR HEAD HEAD SALES HEAD

DGM HR Sr. Executive Sr. Manager Sr. Manager Welfare

Recruitment Compensation Training and Officer
Development

Sr. Manager
Industrial
Relations

28
 PRODUCT PROFILE

Table no.3.2

29
CHAPTER 4: RESEARCH
METHODOLOGY

30
 MEANING OF RESEARCH:

Research is considered as at endeavour to arrive at answer to intellectual & practical problem

through the application of scientific method to the knowable universe. Research is common
parlance refers to a search for knowledge.
Research is original contribution to the existing stop of knowledge marking for
its advancement. It is finding out truth with the help of study, observation, comparison and
experiment. In short the research for knowledge through objective & systematic method of
finding solution to the problem is called research.

DEFINITION OF RESEARCH:

“ The research is defined as, The process which includes defining & re-defining problems,
formulating hypothesis or suggested solutions, collecting organizing and evaluation data
making deduction and reaching conclusions at east carefully testing the conclusions to
determine whether they fit the formulating hypothesis.”

Type of research:

Descriptive Research : Descriptive research includes surveys and fact-finding enquiries of

different kinds. The major purpose of descriptive research is description of the state of affairs,
as it exists at present.
Descriptive research is used to describe characteristics of a population or phenomenon
being studied. It does not answer questions about how/ when/ why the characteristics occurred.

Defining the population:

The Population or Universe can be Finite or infinite. The population is said to be finite if it
consist of a fixed number of elements so that it is possible to enumerate it in it totality.
Population for the project : 200

31
 Data collection:

There are two types of data collection:

A] Primary Data

B] Secondary Data

A] Primary Data

The primary data are those which are collected a fresh & for the first time. Primary
data is also called basic data or original data.

 Tool for collecting primary data are as follows:-

 Structured Questionnaire

 The information is collected through the primary sources like:-

 workers
 Getting information through observations

B] Secondary Data

The secondary data means data are already in various reports, diaries, letters, books,
periodically, etc., The secondary data are those which been used previously for any
research & now used for second time . In short the data presented in research report
when used again for further research the data are to be said as “Secondary Data.”

The data is collected through the secondary sources like:-

 Books
 Websites
 Magazines

Sample size:
a) 20 samples were taken from WILO Mather and Platt Pumps Pvt Ltd..

b) Percentage method is used for analysis.

32
Sampling Method: Convenience Sampling Method

Description of Statistical Tool Used: Percentage Method

Percentage Method:
In this project Percentage method test was used. The percentage method is used to know the
accurate percentages of the data we took, it is easy to graph out through the percentages.
Following is the formula :
No. of Respondent
Percentage of Respondent = ---------------------------- × 100
Total no. of Respondents

From the above formula, we can get percentages of the data given by the respondents.

Research Design:
The descriptive research design was chosen for the study.

33
CHAPTER 5: DATA ANALYSIS

34
Table no. 5

5.1. From How many years you are working with this Company?

Particular Respondent Percentage

0-1 year 0 0%
1-2 year 0 0%
2-5 year 2 10%
More than 5 years 18 90%
Total 20 100%

10%
0-1 year
1-2 year

90% 2-5 year

More than 5 years

Interpretation: 90% i.e.18 workers from 20 workers are working with this company for more
than 5 years where as only 10% of workers are in between 2-5 years. This shows the loyalty
towards company.

35
5.2. What Age Bracket are you in?

Particular Respondent Percentage

less than 25 years 0 0%
25-30 years 2 10%
more than 35 years 18 90%
Total 20 100%

10% less than 25 years

25-30 years
90%
more than 35
years

Interpretation: Most of the workers are more than 35 years of age in this company. This shows
that the young age group is comparatively less as compared to elder group.

36
5.3. Are you attending your Job on time every day?

Particular Respondent Percentage

Yes 18 90%
No 0 0%
Sometimes 2 10%
Total 20 100%

10%
Yes
No
90% Sometimes

Interpretation: From the above diagram we come to know that 90% workers are attending job
on time every day where as some workers are not taking the job time seriously. So it may create
a negative effect on their own as well as on company.

37
5.4. What is your Opinion about Timings?

Particular Respondent Percentage

Highly satisfied 9 45%
Satisfied 11 55%
Neutral 0 0%
Dissatisfied 0 0%
Highly dissatisfied 0 0%
Total 20 100%

Highly satisfied

45% Satisfied
55%
Neutral
Dissatisfied
Highly dissatisfied

Interpretation: According to above graph we can say that all workers are Happy with the job
timings. They are satisfied with their job timings. They don’t have any issues about the job
timings.

38
5.5 What is your Opinion about job given to you?

Particular Respondent Percentage

Heavy Work Load 0 0%
Long Working Hours 1 5%
Poor Working
2 10%
Conditions
No Safety at Work 1 5%
I am happy with my work 16 80%
Total 20 100%

Heavy Work Load

5%
10% Long Working Hours
5%
Poor Working
80% Conditions
No Safety at Work

I am happy with my
work

Interpretation: There are difference of opinion about the job given to workers. Most of the
workers i.e.16 workers out of 20 are happy with their works where as some workers having a
issue of timings n poor conditions of work.

39
5.6. What is your opinion about Attendance Management System?

Particular Respondent Percentage

Highly satisfied 8 40%
Satisfied 12 60%
Neutral 0 0%
Dissatisfied 0 0%
Highly dissatisfied 0 0%
Total 20 100%

Highly satisfied
40% Satisfied
60% Neutral
Dissatisfied
Highly dissatisfied

Interpretation: According to the responses, Attendance Management system in this company is

Good. All workers are satisfied with the attendance management system which is there in Wilo
Mather and Platt Pumps Pvt Ltd.

40
5.7. What are the reasons for Absenteeism?

Particular Respondent Percentage

Personal Reasons 15 75%
Company Problems 5 25%
Not Applicable 0 0%
Total 20 100%

Personal
25% Reasons
Company
75% Problems
Not Applicable

Interpretation: According to the above graph, There are only 25% workers who are saying
company issues are the reasons for their absenteeism where as most of the Workers remain absent
Because of their Personal reasons like Illness, Rural Exodus etc.

41
5.8. Duration of the Leave taken by Workers?

Particular Respondent Percentage

1 Day in a month 11 55%
2-8 Days in a month 3 15%
9-20 Days in a month 0 0%
More than 20 days in a
0 0%
month
Not even a single Day 6 30%
Total 20 100%

1 Day in a month

30% 2-8 Days in a month

55%
9-20 Days in a month
15%

More than 20 days in

a month
Not even a single Day

Interpretation: From the above graph we can come to know that, there are some workers who
remains absent 2-8 days in a month. According to the graph this number looks small but it may
create a big issues for the company like effect on turnover, extra payments etc.

42
5.9. How many Holidays do you get?

Particular Respondent Percentage

Privilege Leave-22 days 2 10%
Privilege Leave-10 days and Casual Leave – 8 days 0 0%
Privilege Leave- 30 days, Casual Leave – 10 days and
18 90%
Medical Leave – 11 days
Total 20 100%

Privilege Leave-22
days
10%

90% Privilege Leave-10

days and Casual
Leave – 8 days

Interpretation: This question shows that the workers are aware about their leaves which are
provided by wage agreement. In all total 51 wages are provided by wage agreement.This question
shows that all 90% of workers are aware about there leave policy.

43
5.10. Reasons of Short Term Absenteeism?

Particular Respondent Percentage

Night Shifts 1 5%
Pay Day 0 0%
No Safety at Work 0 0%
Sickness 7 35%
Not Applicable 12 60%
Total 20 100%

5% Night Shifts

35% Pay Day

60% No Safety at Work
Sickness
Not Applicable

Interpretation: Above pie chart shoes the reason of short term absenteeism in the company.
Short term absenteeism can be seen in the company because of the illness/ medical issues.

44
5.11. Reasons of Long term Absenteeism?

Particular Respondent Percentage

Rural Exodus 5 25%
Bullying/ Harassment 0 0%
Accidents in Company 1 5%
Depression 0 0%
Not Applicable 14 70%
Total 20 100%

Rural Exodus

25% Bullying/
Harassment
0%
5%
70% Accidents in
Company
Depression

Not Applicable

Interpretation: Above pie chart gives us the idea for long term absenteeism. So according to
above diagram ,rural Exodus is the main reason for the long term Absenteeism in this company.

45
5.12. Does Counselling Helps you to Reduce Your Absenteeism?

Particular Respondent Percentage

Yes 11 55%
No 0 0%
Sometimes 1 5%
Not Applicable 8 40%
Total 20 100%

Yes
40%
55% No

5% Sometimes
Not Applicable

Interpretation: Counselling is one of the way to reduce the absenteeism. And here Counselling
plays a major role to reduce the Absenteeism.

46
5.13. Workers Expectations from the company to reduce the Absenteeism?

Particular Respondent Percentage

Monitory Increments 4 20%
Co-ordination with Co-workers 10 50%
Appreciation/Rewards 6 30%
Total 20 100%

Monitory
30% 20% Increments
Co-ordination
with Co-workers
50%
Appreciation/Re
wards

Interpretation: From the above percentage we can conclude that 4 workers from 20 are
expecting monetary increment where as workers are expecting reward also. Workers are having
co-ordial relations with the co-workers but it can be improved further to reduce the Absenteeism.

47
5.14. How are Your Relations with your Superior and co-workers?

Particular Respondent Percentage

Excellent 11 55%
Good 7 35%
Poor 1 5%
Fair 1 5%
Total 20 100%

5%
5%
Excellent

35% 55% Good

Poor
Fair

Interpretation: According to the pie chart 55% of workers are happy with the relations with
superior or co-worker where as there is a scope of improvement too.

48
5.15. Problems related to Attendance are addressed promptly by Time Office?

Particular Respondent Percentage

Yes 20 100%
No 0 0%
Sometimes 0 0%
Total 20 100%

Yes
No
100% Sometimes

Interpretation: According to the above diagram we can say that 100% workers are happy with
the Time office Responses. Time office issues or queries are always solved very quickly.

49
5.16. Working Conditions is one of the reason for the Absenteeism?

Particular Respondent Percentage

Yes 0 0%
No 18 90%
Sometimes 2 10%
Total 20 100%

10%
Yes
No
90% Sometimes

Interpretation: There are good working conditions in the company so working condition is not
the reason to remain the absent. The above diagram shows the same i.e.There are good working
conditions in this Company.

50
5.17. Do you remain Absent Because Of Participation in Union Activities?

Particular Respondent Percentage

Yes 0 0%
No 15 75%
Sometimes 5 25%
Total 20 100%

25%
Yes
No
75%
Sometimes

Interpretation: From the above diagram we come to know that the 25% remain absent for the
union activities where as 75% of workers are saying that Union activities are not the main reason
for the absenteeism.

51
5.18. What is your Opinion, Sufficient Leaves are provided through Wage Settlement?

Particular Respondent Percentage

Yes 20 100%
No 0 0%
Sometimes 0 0%
Total 20 100%

Yes
No
100% Sometimes

Interpretation: Above chart shows that All workers are satisfied with the Leaves provided by
the Wage Settlement.

52
5.19. Do you get Motivated with Daily Attendance Policy, Monthly Attendance Policy and
Yearly Bonus?

Particular Respondent Percentage

Yes 20 100%
No 0 0%
Sometimes 0 0%
Total 20 100%

Yes
No
100% Sometimes

Interpretation: Attendance policy is one of the important tool with the help of which we can
reduce the absenteeism. Attendance policy includes daily attendance policy, monthly attendance
policy and yearly bonus. All workers get Motivated through the Attendance Policy.

53
5.20. Is this type of Motivation Helps you to reduce your Absenteeism?

Particular Respondent Percentage

Yes 19 95%
No 1 5%
Sometimes 0 0%
Total 20 100%

5%
Yes
No
95% Sometimes

Interpretation: These type of bonus policy means daily attendance policy, monthly attendance
policy and yearly bonus. These types of Bonus Policies help workers to reduce the absenteeism.

54
 CHAPTER 6: LEARNING
OUTCOMES OF THE PROJECT

55
 Absenteeism issues are handled by head of the industrial relation as it is very sensitive
subject.
 There are different types of causes of absenteeism and if we see broadly, we can
bifurcate it into short term and long term Absenteeism. Some of the examples of short
term and long term Absenteeism are rural exodus, pay day, illness etc.
 Absenteeism adversely affects on productivity as well as on company. Some of the
effects are low quality of products, waste of money, hamper the goodwill etc.
 Disciplinary Actions are taken on absent workers. First warning is given, in case of no
improvement-repetition stern warning is given which may go up to suspension. After
suspension also if there is no improvement in that worker then termination will take
place.
 Daily attendance policy, Monthly attendance policy and Yearly bonus as well as
Counselling helps employees to reduce the Absenteeism.
 Good relations with co-workers and with subordinate also plays a major role to decrease
the Absenteeism.

56
CHAPTER 7: CONTRIBUTION TO
THE ORGANISATION

57
 Volunteers for the employee engagement activities like blood donation, drawing
competition, tree plantation.
 Helped in preparation of dussehra celebration, educational excellence awards and
messenger communication meet.
 Project of conversion of personal files of officers, workers and staff into digitization.
 Helped in recruitment process by converting resumes into digitization.
 Helped in the training feedback analysis of
1. Employee Engagement Survey
2. Local Compliance Awareness training

58
CHAPTER 8: FINDINGS AND
OBSERVATIONS

59
 FINDINGS

 The age of 90% workers are more than 35 years.

 90% of workers attend their job on time every day.
 Workers are happy with their job.
 10% workers are not happy with the working conditions but 80% of workers are happy
with the job so 10% number is negligible in front of 80%.
 Workers are happy with the attendance management system as well as the response given
by the time office for workers queries.
 The reason for short term absenteeism is medical reason / illness and the reason for long
term absenteeism is rural exodus according to the analysis.
 Workers are happy with the wage settlement / agreement.
 Workers are expecting the good co-ordination with the subordinates/with superiors and
reward to reduce the absenteeism on the other hand attendance bonus / policy and
counselling plays a major role to reduce the absenteeism.

60
 OBSERVATIONS

 The study reveals that majority of employees are satisfied with the facilities provided by
company. Most of the workers are agreed upon company recognises and appreciates their
work. This motivates them to attend the work.
 Employees are happy with the employee engagement activities which helps them to
maintain the good relations with subordinates and they feel that company also think about
them.
 The relations between the management and the union / workers are cordial which helps
workers to talk frankly with the management so they can share their problems.
 PMP review held twice in a year which help management staff to improve their
performance and to achieve their targets as well as new targets are set in the same
meeting.
 Medical Check-up which is held once in a year shows concern towards their workers so
it helps workers to reduce their absenteeism .
 Daily Attendance Policy, Monthly Attendance Policy and Yearly Bonus plays an
important role to reduce the absenteeism.

61
CHAPTER 9: CONCLUSION AND
SUGGESTIONS , LIMITATIONS

62
 CONCLUSION

Absenteeism is the habit of being remain an absent.. There are various causes as well as
effects of absenteeism seen in the manufacturing company. There are various policies
like Daily attendance policy, Monthly attendance policy and Yearly bonus to reduce the
absenteeism. Counselling is also one of the way to reduce the absenteeism. A good
relations between IR Manager and workers is one of the way to reduce the absenteeism.
After doing all the possible ways to reduce the absenteeism of worker, if he act in the
same way to remain absent then Disciplinary actions should be taken. First of all warning
is given then accordingly Stern warning then Suspension and then lastly termination.
So to reduce the absenteeism, the absenteeism rate should be calculated every
6 months and accordingly actions should be taken so that workers will take this issue
seriously.
I would hence conclude that Absenteeism is one of the important topic in the
Manufacturing Industry which indirectly affects the productivity, turnover as well as it
hampers the goodwill also. So, industries need to look into this issue very seriously or
else it may create a big issue/ obstacle in growth of the company.

63
 SUGGESTIONS

 Absenteeism Calculations should be done after every six months instead of 1 year and
actions should be taken accordingly.
 There should be some kind of reward like certificate or the gift vouchers should be given
to the person who is having a highest attendance in that year.
 For long term absenteeism, Rural exodus is the main reason in this company, so if they
allow shift change to workers or if they adjust their shift then there may be a chances of
reduction in absenteeism.

64
 BIBLIOGRAPHY

Books

 Essentials of Human resource management and industrial relations

-Subba Rao , Himalaya publishing House
 Personnel Management
- C.B.Mamoria and S.V.Gankar by Himalaya Publishing House
 The Industrial Employment (Standing Orders) Act,1946
 Industrial Disputes Act, 1947
 Research Methodology
- C.R.Kothari

Journals

 Journal of Construction Engineering & Management. Nov2005, Vol. 131 Issue

11, p1212-1218.7p (EBSCO)

 Khoj Journal of Indian Management Research & Practices. 2015, p114-117.

4p.(EBSCO)

 British journal of marketing studies Vol.3, No.2.pp.58-71, March 2015 (EBSCO)

 International Journal of Manpower. 2017, Vol. 38 Issue 4, p533-547. 15p

(EBSCO)

 Interdisciplinary Journal of Contemporary Research in Business September 2012

Vol 4, No.5 (EBSCO)

 Picoars and Payers (2009)- “A research study on absenteeism of employees in

retail sector”

 Muchinsky (1997)- Studies examining the psychometric properties of absence

measures

Websites

 http://sinabackground-everydaylife.blogspot.com/2011/10/absenteeism-causes-effects-
remedies.html?m=1
65
 www.wilo.com
 https://wilo.com/en

66
 APPENDICES

1. From How many years you are working with this Company?
 0-1 year
 1-2years
 2-5 years
 More than 5 years

2. What Age Bracket are you in?

 Below 25
 25-35 years
 Above 35 years

3. Are you attending your Job on time every day?

 Yes
 No
 Sometimes

4. What is your Opinion about Timings?

 Highly Satisfied
 Satisfied
 Neutral
 Dissatisfied
 Highly Dissatisfied

5. What is your Opinion about job given to you?

 Heavy Work Load
 Long Working Hours
 Poor Working Conditions
 No Safety at Work
 I am happy with my work

6. What is your opinion about Attendance Management System?

 Highly Satisfied
 Satisfied
 Neutral
 Dissatisfied
 Highly Dissatisfied

7. What are the reasons for Absenteeism?

 Personal Reasons
 Company Problems
 Not applicable

67
8. Duration of the Leave taken by Workers?
 1 day in a month
 2-8 days in a month
 9-20 days in a month
 More than 20 days in a month
 Not even a Single Day

9. How many Holidays do you get?

 Privilege Leave – 22 days
 Privilege Leave – 10 days and Casual Leave – 8 days
 Privilege Leave – 30 days, Casual Leave – 10 days and Medical Leave
– 11 days

10. Reasons of Short Term Absenteeism?

 Night Shifts
 Pay Day
 No Safety at Work
 Sickness
 Not Applicable

11. Reasons of Long term Absenteeism?

 Rural Exodus
 Bullying/Harassment
 Accidents in Company
 Depression
 Not Applicable

12. Does Counselling Helps you to Reduce Your Absenteeism?

 Yes
 No
 Sometimes
 Not Applicable

13. Workers Expectations from the company to reduce the Absenteeism?

 Monitory Increments
 Co-ordination with co-workers
 Appreciation/ Reward

14. How are Your Relations with your Superior and co-workers?
 Excellent
 Good
 Poor
 Fair

15. Problems related to Attendance are addressed promptly by Time Office?

 Yes
 No
 Sometimes

68
16. Working Conditions is one of the reason for the Absenteeism?
 Yes
 No
 Sometimes

17. Do you remain Absent Because Of Participation in Union Activities?

 Yes
 No
 Sometimes

18. What is your Opinion, Sufficient Leaves are provided through Wage
Settlement?
 Yes
 No

19. Do you get Motivated with Daily Attendance Policy, Monthly

Attendance Policy and Yearly Bonus?
 Yes
 No
 Sometimes

20. Is this type of Motivation Helps you to reduce your Absenteeism?

 Yes
 No
 Sometimes

69