A

Project Report

on

“A STUDY ON ABSENTEEISM OF WORKMEN”

Undertaken

At Engrave Industries Private Limited, Vyara.

Submitted By:

Prerak Kaneria

Enrolment No: 201803100310147

Guided by:

Vaishalli Pillai

Submitted To:

Bhulabhai Vanmalibhai Patel Institute of

Management, Uka Tarsadia University

Academic Year 2020-21

 Acknowledgement

I am greatly thankful to Bhulabhai Vanmalibhai Patel Institute of Management, for giving

me an opportunity to work on “A study on Absenteeism of workmen” project at Engrave
Industries Private Limited, Vyara. I wish to express my sincere thanks to Dr. Vijay
Gondaliya, I/c Director of BhulabhaiVanmalibhai Patel Institute of Management, Gopal
Vidyanagar, UkaTarsadia University.

I wish to express my heartfelt gratitude to my internal guide Vaishalli Pillai and company
guide Harsh Patel, HR Manager whose constant help and support at all stages of this project
has enabled me to complete it.

Last but not least, I thank all those who have helped me directly or indirectly during the
course of this project.

Prerak Kaneria

201803100310147
 Declaration

I, Prerak Kaneria from Bhulabhai Vanmalibhai Patel institute of Management, Uka

Tarsadia University, hereby declare that the project report entitled “ A study on
Absenteeism of workmen at Engrave Industries Private Limited” has been undertaken as a
part of 6th Semester of Bachelor of Business Administration (BBA) syllabus of
UkaTarsadia University, Bardoli. I declare that this report has not been submitted to any
other university or institute for any other purposes.

Date:

Place: UkaTarsadia University Name of Student with Signature

Prerak Kaneria
 Executive Summary

As nowadays Absenteeism is becoming a major problems in all the sector. Large

companies having the major labour forces are facing a serious Absenteeism problem.
Nature of industries may be different, companies may be big or small but this problem
called absenteeism 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. Absenteeism is one of the most
widespread obstacles to productivity, profitability and competitiveness. It causes overtime,
late deliveries, dissatisfied customers and a decline in morale among workers expected to
cover for absent colleagues. The indirect costs often exceed the direct while the
absenteeism cause considerable losses to the company. It also affects its operations in terms
of achieving its ultimate objectives.

The main objective of the rese4rch was to identify the reason for the Absenteeism. The
study employed the quantitative methodology. Data was collected through a self
administrated questionnaires. The sampling frame consist of employees of the
organisation. Stratified random sampling is used to for collection of data from 100
employees. The result indicate that workmen’s are more absent from their work because
the common reason that is sickness. The study concludes that organisation or managers has
to motivate the workmen so that they will remain less absent from their work. So it is
important that we have to workmen engaged and motivated in their works. As workmen
are motivated they we work properly and it will be easy for the organisation to achieve its
goals and objectives.
INDEX

Ch No. Topic Page

No.

Acknowledgement I
Declaration II
Executive Summary III
1. About Company & Topic
1.1 General Information
1.2 Company Profile
1.3 Features Of Products
1.4 Mission
1.5 Vision
1.6 Management Structure
1.7 Facilities Given To Employees & Labor
1.8 About Topic
1.9 Types Of Absenteeism
1.10 Category Of Absenteeism
1.11 Causes Of Absenteeism
1.12 Effects Of Absenteeism
1.13 Merits & Demerits Of Absenteeism
2. Literature review
3.
4.
5.
6.
7.
8.
9.
 CHAPTER-1

ABOUT COMPANY AND TOPIC

INFORMATION
1.1 ABOUT THE COMPANY

1.1.1 General Information

Engrave Industries Private Limited is an emerging organization which was founded in 2018
and within short duration of time, we have become a trustworthy Manufacturer and
exporter of Stationery Items. Their comprehensive range includes Customized &
Personalized Notebooks, Designer Notebooks, Drawing Books, Dynamic Size Notebooks,
Exercise Notebooks and many more. All these items are widely used & demanded in
schools, businesses, corporate offices, etc. Available under multiple brands like Achievers,
Insight and Lakshya, our notebooks & books comes in 45-70 gsm paper with different kind
of ruling such as single line, double line, four line and square ruling along with attractive
title covers. Their entire range is manufactured in our advance production plant at Vyara,
District-Tapi (Gujarat) using modern machines for binding, cutting, printing & ruling. In
addition to this, the marketing branch is located at S. G. Highway, the business hub of
Ahmedabad (Gujarat)
They want to enhance our brand recognition as well as customer loyalty in the market
which we can attain by offering top notch stationery products all across the country. In
order to make our products more accessible to the users, we are looking forward to
associate with around 100 experienced and reliable distributors in different cities of India.
As per the individual’s interest, the distributors can renew their agreements as well and
extend this collaboration to lifetime with them.
1.1.2 Company Profile
Company Name Engrave Industries Private Limited

Incorporate year 2018

Type Non-govt company

Main office Ahmedabad

Business activity Manufacture of paper products

Industry served Paper Industry

Kind of business B2B

1.1.3 Product Range

➢ A4 Size Copier Printing Paper

➢ A4 Size Long Notebooks
➢ A5 or B5 Size Notebooks
➢ Answer Sheets
➢ Coloring Books
➢ Copy Color Books
➢ Customized & Personalized Notebooks
➢ Designer Notebooks
➢ Drawing Books
➢ Dynamic Size Notebooks
➢ Exercise Notebooks
➢ Jumbo Size Notebooks
➢ Supplementary Sheets
1.1.4 Features of Products

➢ Made from finest quality paper

➢ Smooth in touch
➢ Eco-friendly
➢ Available in various sizes
➢ Strong binding
1.1.5 Mission:

➢ Their mission is provide best quality stationery products to students and offices at
very affordable cost with the premium quality. This is the main base of customer
satisfaction which is always given more importance in our business policy.
➢ To provde students with best quality supplementary study material and curriculum
text books at affordable price.
➢ To harness the power of Information Technology and bring home its wonder to
children through e learning.
➢ To provide students with scholastic stationery products.

1.1.6 Vision:

➢ Our vision is to make Engrave a leading brand of stationery business and become
a premium brand which is recognized by the people as one that is an advanced part of their
stationery needs and helps them simplify their activities and organize their life in a better
way. Along with that we aim to provide the most value for money products to our
customers so that they associate Engrave brand to be one that loves their pocket.
➢ To provide the highest quality of educational products and services to customers in
the language/medium of their choice.

1.1.8 Facilities Given To Employees & Labor

➢ A relaxed work environment

➢ Training opportunities
➢ Health benefits
➢ Worker’s compensation
➢ Flexible work option
➢ Free snacks
➢ Paid vacations, holidays or sick leave
1.1.7 Management Structure :

The management structure of Engrave Industries Private Limited.

Chairman

General
Manager

Marketing Production
HR Department
Department Department

Sales officer
Manufacturing Purchasing
Workers(A) Workers(B)
Team Team

Sales Person

Workers
1.1.8 About Topic
Absenteeism is one of the major threats to Indian industry.
Absenteeism is becoming a serious practice in labor oriented
industry especially in those large industries where labors are
working in mass. It is a matter of prime concern for the
supervisors or managers. They have to find the ways to
overcome Absenteeism.

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 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. Absenteeism is one of the most widespread obstacles to
productivity, profitability and competitiveness. It causes overtime, late deliveries,
dissatisfied customers and a decline in morale among workers expected to cover for absent
colleagues. The indirect costs often exceed the direct while the absenteeism cause
considerable losses to the company. It also affects its operations in terms of achieving its
ultimate objectives.

Absenteeism causing the poor utilization of plant. India is facing unemployment problem
on one side and the other side abnormal Absenteeism in industries if the Absenteeism can
be reduced we can improve our gross domestic product without any investment.
Absenteeism not only causes production loss but also cause the reduction of gross national
income, when the gross national income of workmen reduces naturally, there buying
capacity were reduced if he could not manage the primary needs and secondary needs
timely and properly. No organization can afford to neglect such costs due to worker
unnecessarily abstaining from work. The company has to tackle not only production
problem but at the same time they have to keep a vigil on the causes of absenteeism and
introduce a system to effectively control this problem.
The studies on absenteeism in India integrated some important trends such as;

1. The rate of absenteeism is the lowest on pay day; it increases considerably on the
days following the payment of wages and bonus.
2. Absenteeism is generally high among workers below 25 years of age and those
above 40.
3. The rate of absenteeism varies from 3333 department to department within a unit.
4. The percentage of absenteeism is generally higher in the night shifts than in the day
shifts.
5. The percentage of absenteeism is much higher in coal and mica mining industries
than in organized industries.
6. Absenteeism in India is seasonal in character. It is the highest during March-April
May, when land has to be prepared for monsoon sowing, and also in the harvest season
(September-October), when the rate goes as high as 40 percent.
7. Female workers tend to remain absent more than male workers.
8. As the size of the group increases, rate of absenteeism also increases.

1.1.9 Types of Absenteeism

There are 4 types of Absenteeism:

1. Authorized Absenteeism

If an Employee absent himself from work by taking the permissions of superior and
applying for leave such Absenteeism is called Authorized Absenteeism.

2. Unauthorized Absenteeism

If an employee absent himself from work without informing or taking permission and
without applying the leave, such Absenteeism is called Unauthorized Absenteeism.

3. Willful Absenteeism

If an employee absents himself from the duty willfully, such Absenteeism is called willful
Absenteeism.
4. Absenteeism caused by circumstances beyond one’s control

If an employee absent himself from duty owning to the circumstances beyond the control
like involvement in accidents or sudden sickness such Absenteeism is called Absenteeism
caused by the circumstances beyond one’s control.

1.1.10 Category Of Absenteeism

1. Entrepreneur’s

This class of Absenteeism consider that their jobs very small for their total interest and
personal goals. They engage themselves in other social and economic activity to fulfill their
goals.

2. Status seeker

These type of Absentee enjoy or perceive a higher ascribed social status and are keen on
maintaining it.

3. The Epicureans

The classes of absentee don’t like to take up jobs which demand initiative responsibility,
discipline and discomfort. They wish to have money, power, and status but are unwilling
to work for their achievement.

4. Family – oriented

This type of Absenteeism is often identified with the family oriented activities.

5. The sick & old

This category of Absentees is mostly unhealthy with a weak constitution or old people.
1.1.11 Causes Of Absenteeism

There are several factors responsible for workers to

remain absent from work. It varies from department to
department within an organization, industry to
industry within the economy. Place to place and also
time to time.

1. Maladjustment with Factory Conditions:

As a worker continues to live in the city, urban life becomes distasteful to him because of
the insanitary conditions prevailing there. He finds himself caught within great factory
walls; he is bewildered by heavy traffic, by jostling, by strangers speaking different
languages; he is confused by different religions and tastes; and he is weary of the misery
of slums and of toiling for long hours. He is subject to strict discipline and is ordered by
complete strangers to do the things which he cannot understand.

2. Social and Religious Ceremonies:

Social and religious functions divert workers from work to social activities. In a large
number of cases, the proportion of absenteeism due to sickness, accident or maternity is
not as high as it is due to other causes, including social and religious causes.

3. Unsatisfactory Housing Conditions:

The workers who come to towns usually find that they are not wanted and they swell the
number of unemployed and casual workers. They also experience housing difficulties.

4. Industrial Fatigue:

Low wages compel a worker to seek some part-time job to earn some side income. But this
often results in constant fatigue, which compels him to remain absent for the next day; and
if fatigue affects him seriously, his absence may continue for quite some time. Unhealthy
Working Conditions: Irritating and intolerable working conditions exist in factories. Heat
and moisture (which rapidly exhaust the worker), noise and vibrations in the factory (which
affect his hearing), bad lighting conditions (which cause eyestrain), dust, fumes and over-
crowding all of these affect the workers’ health, causing him to remain absent for a long
time.

5. Absence of Adequate Welfare Facilities:

Absenteeism is also due to the inadequate welfare facilities available to workers, for a vast
majority if industrialists in India still look upon welfare work as a barren liability rather
than a wise investment.

6. 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.

7. Indebtedness:

Most of the workers suffer from high degree of indebtedness. Improper and Unrealistic
Personnel Policies: In most cases, unskilled, untrained, illiterate and inexperienced workers
are recruited who fail to cope with, and adapt themselves to their jobs and to their industrial
environment.

8. Inadequate Leave Facilities:

Negligence on the part of the employer to provide adequate leave facilities compels the
workers to fall back on E.S.I. leave. The forgoing analysis influencing absenteeism
concludes that almost all the causes of absenteeism behavior are directly from
socioeconomic, demographic, cultural and behavioral profile of workmen and the
prevailing organizational climate in each individual establishment.
1.1.12 Effects Of Absenteeism

The effects of absenteeism are too many to be

listed. We can describe them under four broad
categories.

A. Losses in productivity & production:

It causes production losses in terms of quantity and quality. Earnings of the organization
are reduced. Work schedule is disturbed, dislocation of work is caused due to machine
idleness, and production capacity is lost or under-utilized due to understaffing.
Absenteeism could at critical points put the whole machinery out of gear, due to inter-
dependence systems in modern industry. It creates bottlenecks in production.

B. Resource lost.

Labor lost is increased by employing increased loss to the Industry: It results in loss of
manpower, a day lost is additional labor and providing of leave reserve etc. Overtime
payment may become necessary for the worker, who is doing the job for the missing
worker. As machines remain idle in highly capital intensive industries, it results in low
degree of capital utilization. Absenteeism results in increase in direct over-heads such as
training of workmen in other trades clerical efforts in recording, absentee increased cost of
administration in finding substitutes etc. are present. The loss in terms of difference
between it causes an additional strain on those who potential and actual profile may be
considerable.

C. Losses to workers:

It also results in losses to workers i.e., financial loss in terms of reduced wages, bonus,
lesser incentives payment and consequent hardship ps to the families of the employees.
Loss in skill and efficiency of the absentee worker. To habitual absentees it causes general
morale degeneration affected.

D. General:

Any absence weakness the company’s goals and productivity:

The loss due to absenteeism is twofold. To start with, there is a distinct loss to workers
because the irregularity in absence reduces their income when no work, no pay is the
general rule. On the other hand the loss to the employers is still greater as on both discipline
and efficiency suffers and production goes down. Moreover, either additional complement
has to be maintained throughout the year to meet the emergency or the industries have to
depend solely on workers who present themselves at the gates and who are generally not
up to the mark. The maintenance of an extra complement of workers leads to serious
complications and evils. Hence absenteeism is an evil both for the employers and the
workmen as well.

1.1.13 Merits And Demerits Of Absenteeism

As every coin has two sides vice versa Absenteeism has also two sides

1. Merits of advantages and 2. Demerits of Absenteeism.

1. Merits of Absenteeism

A. Improve the disciple of the company.

B. Boost the employee motivation.

C. Increase the efficiency of operation by trainee.

D. Helps to develop an Absenteeism policy.

E. May results in better productivity of the employee.

2. Demerits of Absenteeism
A. Lost productivity of the absent employee

B. Overtime for other employee to fill in.

C. Decreased overall production of those employees.

D. Any temporary help cost incurred.

E. Possible loss of business or dissatisfied customers.

F. Problems with employee morale

 CHAPTER – 2

LITERATURE REVIEW
Review of literature

Patrick De Smet, Edwin Pelfrene, Susana Sans, 2019 The researcher conducted research
on “Job stress, Absenteeism, and coronary heart diseases, European cooperative study”.
The main objective of the study is to study the predictive power of the job stress scales and
the job strain model for one year of sickness absence (in males and females). The researcher
used survey method and the sample size is more than 100. work' in southern countries is
often organized in a more traditional way as compared to northern countries and the attitude
to work is assumed to be different, i.e. work is assumed to be seen as less prevailing than
in the northern countries, gives the analyses performed to test the first hypothesis an
additional dimension.

Konstantinus Spanos, Athanasios Strigas, 2018 The researcher conducted research on “The
level of physical activity and the body mass index as factor that influence Absenteeism and
health behavior”. The main objective of the study was to examine the relationship between
body Mass indexes Physical activity, health related habits and Absenteeism. Overweight
and obese individuals have experienced more musculoskeletal pains and more health
problems associated with high mortality rates. Finally, an important finding is that people
with high BMI exhibit more unhealthy attitudes, which affects public health. Overweight
and obese people tend to exercise less, smoke more, eat more junk food, and consume
more alcohol. This shows that obesity has direct and indirect costs not only for employers
but also for health in general. The implementation of wellness programs at workplaces
should not only be limited to the provision of exercise programs but should aim at adopting
behaviors that contribute to improving the quality of life. Companies with a healthy
workforce increase their potential growth, and, by extension, the economic conditions of
society are improving.

Reuben Mkwena Badubi, 2017 The researcher conducted research on “A Critical Risk
Analysis of Absenteeism in the Work Place”. The main objective of the research was to
validate the fact that there is a problem of absenteeism amongst workmen in different
workplaces and analyses the impact of a persistent absenteeism by workmen on the
organization. The literature study has explored absenteeism as a measurable problem in
organizations, to a large extent, a measure of the degree to which an employee's needs are
met by his or her job or not. Workmen who perceive their jobs as unrewarding or failing
to live up to their expectations will show an increased tendency to absent themselves from
the workplace. The nature of the work and the work environment affect job satisfaction
hence lead to staying away from work. Enriching jobs that provide workmen with a variety
of tasks can, therefore, result in greater satisfaction than routine ones which will encourage
workmen to be present at work

Mehmet C. Kocakulah, 2018. The researcher conducted research on “Effects of

Absenteeism on Company Productivity, Efficiency, and Profitability”. The objective of the
research was to Understanding what absenteeism is, determining whether an absenteeism
problem exists in the company, and, recognizing and eliminating, or at least reducing,
causes of absenteeism and the related costs. The study has measure Absenteeism is clearly
an important issue that is costing businesses in the United States billions of dollars every
year. The problem with absenteeism is that most companies do not understand the negative
effects of the phenomenon on productivity, efficiency, and profitability.

Haabeebur Rahman. T, 2016 The researcher conducted research on “A study on causes of

Absenteeism among workmen in Retail Shop”. The main objectives of the study were “To
identify the reasons for absenteeism among workmen in retail sector with reference to
textile in Chennai”. Researcher has used Questionnaires to obtain the data and the sample
size is of 300 employees. Researcher used Annova test to obtain the results. Periodical
intervention and training programs including some welfare training programs, sponsorship
for education, better amenities, enhanced facilities and healthy food could produce better
results in curtailing absenteeism and eventual attrition of employees.

Mehmet C. Kocakulah and Ann Galligan Kelley, 2016 The researcher conducted research
on topic “Absenteeism problems and costs: causes, effects and care”. The main objective
of the study was to identify the leading factors of absenteeism, possible “cures” that exist
for these factors, and present results of companies that have implemented programs to
combat the problem of absenteeism. Since every company is different, it will require
various levels of analyses to identify the factors that impact absenteeism for a specific
employer. If absenteeism is identified as a significant problem, the company will need to
take a hard look at the cause of the problem and begin to consider strategies to recapture
lost revenues. Furthermore, as the economy tightens and the related financial stress
increases for most employees, it is very likely that employers may see an increase in
absenteeism due to stress related issues. Workers who were satisfied or very satisfied with
their jobs were .83 times less likely to be absent than individuals who were less satisfied
with their jobs.

Ray M. Merrill, MPH Steven, James E. Pope, David R. Anderson, 2013 The researcher
conducted research on topic “Self rated job performance and Absenteeism according to the
employee engagement, health behavior and physical health”. The main objective was to
better understand the combined influence of employee engagement, health behavior, and
physical health on job performance and absenteeism Self-rated job performance and
absenteeism were significantly associated with three well-being indices measuring key
aspects of employee engagement, health behavior, and physical health. Self-rated job
performance was most strongly associated with the employee engagement whereas
Absenteeism was most strongly associated with physical health. First, focus should be
given to building satisfying, open work environments, where workmen feel encouraged
and supported in doing their best. Second, the implementation of worksite-based health
and wellness programs is important for reducing absenteeism, one of the clearest indicators
of work non-performance. Finally, programs to address chronic health conditions and
physical health also improve productivity while at work and minimize absence related to
more severe or poorly managed chronic conditions. Because well-being is a complex and
holistic construct, future work should focus on how multiple domains of well-being interact
to ultimately influence outcomes of interest.
Jeff Frooman and Morris B. Mendelson, 2012 The researcher conducted on research on
topic “Transformational and passive avoidant leadership as determinants of absenteeism”.
The main objectives of the study were Does leadership style affect absenteeism in a
company? The purpose of this paper is to contrast the effects of two leadership styles –
transformational and passive avoidant – on absenteeism, both legitimate and illegitimate,
as mediated by job satisfaction. we found that style of leadership influences illegitimate
absenteeism through job satisfaction. Use of the transformational leadership style increases
job satisfaction, which in turn decreases illegitimate absenteeism. Conversely, use of the
passive avoidant leadership style decreases job satisfaction, which in turn increases
illegitimate absenteeism.

Renee de Reuver and Marianne van Woerkom, 2009 The researcher conducted research on
topic “Can conflict management be an antidote to subordinate absenteeism?” The main
objective was ”the purpose of this paper is to investigate the relationship between
supervisors’ conflict strategies and subordinates’ affective commitment and absenteeism.”
to prevent employee absenteeism one should not only focus on reducing stress, but also on
enhancing positive emotions towards the relationship between the supervisor and the
subordinate. Given their hierarchical position, supervisors have the opportunity to develop
high-quality relationships with their subordinates and to thereby decrease the likelihood of
absenteeism.

Aaron Cohen and Ronit Golan, 2007 The researcher conducted research on the topic
“Predicting absenteeism and turnover intentions by past absenteeism and work attitudes -
An empirical examination of female workmen in long term nursing care facilities”. The
main objective of the research was is to examine the impact of prior absenteeism,
demographic variables, and work attitudes (job satisfaction, perceptions of health, and
work commitments forms) on absenteeism and turnover intentions. Increasing job
satisfaction and organizational commitment seem to be good strategies for reducing
absenteeism and turnover intentions, as the findings here suggested. A higher rate of
absenteeism provides an early indication of a withdrawal process among employees, and
the organization should treat such information as more than just data on absence rates.

Karen A. Jehn and Joyce Rupert, 2006 The researcher conducted research on “The effects
of conflict asymmetry on mediation outcomes Satisfaction, work motivation and
absenteeism”. The main objective of the paper was to link conflict and mediation theory to
practice using an asymmetry framework. Past conflict research often assumes that conflict
parties perceive the same amount of conflict, neglecting that members may have different
perceptions. the success of the mediation, as determined by subsequent lower levels of
absenteeism due to the conflict, increased work motivation due to the mediation, and
satisfaction with the motivation is associated with two types of asymmetrical perceptions
that conflict parties have. The first aspect to consider, which most past conflict research has
ignored, is that people involved in the same conflict may perceive it differently. In our data,
we found that if people perceive that they and their opponents experience different levels
of conflict, the mediation experience is less likely to have a successful outcome. It is
possible that mediation of asymmetrically perceived relationship conflict can decrease the
motivation of the workmen even after mediation has occurred.

S P Tsai, C P Wen, S C Hu, T Y Cheng, S J Huang, 2005 The researcher conducted research
on the topic- “Workplace smoking related absenteeism and productivity costs in Taiwan”.
The main objective of the research was to estimate productivity losses and financial costs
to employers caused by cigarette smoking in the Taiwan workplace. Financial costs of
excess absenteeism, reduced productivity, and occupational injury from workmen who
smoke are significant in Taiwan. Based on conservative estimates, total costs of smoking
among working adults in Taiwan were approximately US$1032 million: US$184 million
from increased sick leave, US$81 million from ETS, US$34 million from occupational
injuries, and US$733 from lost productivity. Estimated costs from absenteeism were based
on several factors as mentioned earlier (sick days among smokers, sick days among
nonsmokers due to ETS exposure, occupational related sick days, and loss of productivity
due to smoking breaks). Applying available probable ranges for these parameters, table 6
shows that the financial costs due to smoking in Taiwan range from US$740 million to
US$1476 million.

Knut Røed and Elisabeth Fevang, 2005 The researcher conducted research on topic –
“Organizational Change, Absenteeism and Welfare Dependency”. The main objective of
the research was to examine the possible impact of labor market tightness on the nurses’
employment and absence behavior. traced the employment and benefit paths of nurses in
Norway during the period from 1992 to 2000 (given that they were employed at the start
of this period), and investigated the extent to which institution-specific events, such as
downsizing of the work force, have affected their propensity to claim Social Security
benefits and/or leave the labor force. Our results provide evidence that large downsizing of
the workforce causes statistically significant increases in the employees’ non-employment
rates as well as in their propensity to claim sickness and other health related benefits, even
when layoffs are not used as part of the downsizing strategy. Downsizing yields higher
hazard rates to sickness absence, and lower hazard rates back to work, once a sickness spell
has started. It also yields higher hazard rates from sickness absence into more long-lasting
Social Security dependency, and a higher hazard rate from employment to non-
employment (without benefits).

Prof. V.P. Thirulogasundaram, Dr.P.C.Sahu The researcher has done research on topic –
“Job Satisfaction and Absenteeism interface in Corporate Sector – A study”. The main
objective of this study 1. Is to find out the reality of absenteeism of workmen on their duty.
2. Impact of motivation and job satisfaction on absenteeism. High level of absenteeism is
caused by low job motivation. Employees’ are getting different kinds of leave with pay and
all types of amenities to take care of their obligation as and when it requires. Apart from
this employees’ are remaining absent from their work is other words known as
absenteeism. Job dissatisfaction means low job motivation is the main cause that leads to
absenteeism of an employee
Jinhee Kim, E-Thomas Garman, 2003 The researcher has done research on topic “financial
stress and Absenteeism – An empirically derived model”. The main objective was to
examine the relationship between job stress and Absenteeism. Those who were more
financially stressed were more frequently absent from work In addition, income was
inversely related to financial stress. This result suggests that financial stress is one of the
key contributors to Absenteeism. These results suggest that financial stress is one of the
key contributors to Absenteeism. This study found some evidence that financial stress
spills into work life, workmen with high level of financial stress are less committed to their
organization and more frequent absent from their work.

Rannia M. Leontaridi and Melanie E. Ward, 2002 The researcher has done research on the
topic- “Work-Related Stress, Quitting Intentions and Absenteeism”. The aim of this paper
has been twofold; to investigate in detail the determinants of stress in today’s working
environment and estimate the importance of work-related stress as a predictor of
individuals' quitting behavior and the rate of absenteeism. We examine the relative
importance of worker characteristics versus conditions at the working environment. Our
results do not reveal an unambiguous dominance of the latter over the former. They do
however indicate that certain physical and psychological job characteristics such as
working hours, physical demands of the job, non-pecuniary advantages of the job, and
working relations have an important role to play in determining work-related stress.
Females report higher stress levels than men. Stress is significantly increasing with
working hours – for all country groups and for both men and women. Stress is also
significantly positively increasing with income while significant evidence exists that
experienced stress levels vary by occupation. Job stress is found to be significantly
increasing with educational level, when married, when managing people, being a trade
union member, but decreasing for public sector workers. Second we move on to the
examination of the relationship between job stress and a respondent’s probability of being
absent. Our analysis reveals workers most at risk from absenteeism are female workers, the
lower skilled, lower educated and trade union members. Work-related stress is a current
and future health and safety issue. The emerging evidence from this paper supports the
hypothesis that stress is a serious noxious characteristic of the working environment
impairing employee performance through turnover and absenteeism.

W E Hoogendoorn, P M Bongers, H C W de Vet, G A MAriëns, W van Mechelen, L M

Bouter, 2002 The researcher has done research on the topic – “High physical work load
and low job satisfaction increase the risk of sickness absence due to low back pain: results
of a prospective cohort study”. The main objective was to determine whether physical and
psychosocial load at work influence sickness absence due to low back pain. Flexion and
rotation of the trunk, lifting, and low job satisfaction are risk factors for sickness absence
due to low back pain. Some indications of a relation between low social support, either
from supervisors or co-workers, and sickness absence due to low back pain are also present.

Mina Westmon, Dalia Etzion, 2001 The researcher done research on “The Impact of
Vacation and Job stress on Burnout and Absenteeism”. The main objective was to study
that vacation relief decreases psychological and behavioral strains caused by job stressors.
The results confirm the hypothesis that vacation relief decreases psychological and
behavioral strains caused by job stress. Absenteeism is harmful to the organization not only
because of the working days lost, but also because it may be followed by other withdrawal
behaviors that distance the employee from the organization. Similarly, burnout takes a high
toll in terms of employees’ physical and psychological health, but its course of
development and its warning signs are not always easily detected by either managers or
colleagues or even the affected individuals themselves.

Anne M Rentz, Zeba M Khan The researcher done research on the topic–“Impact of
smoking status on workplace absenteeism and productivity”. The main objective was – To
evaluate the impact of smoking status on objective productivity and absenteeism measures;
evaluate the impact of smoking status on subjective measures of productivity; and assess
the correlation between subjective and objective productivity measures. Workplace
productivity is increased and absenteeism is decreased among former smokers as compared
to current smokers. Productivity among former smokers increases over time toward values
seen among never smokers. Subjective measures of productivity provide indications of
novel ways of productivity assessment that are sensitive to smoking status.

Robert L. Bertera, Drph, 1990 The researcher has done research on the topic – “The Effects
of Workplace Health Promotion on Absenteeism and Employment Costs in a Large
Industrial Population”. The main objective was to evaluate the impact of a comprehensive
workplace health promotion program on illness absences not related to occupational
causes. These studies and our results suggest that comprehensive workplace health
promotion programs can return $1.45 in lower hospital insurance costs and another $1.42
in lower disability wage costs for every dollar invested in health promotion. If these
findings can be confirmed in other studies, it appears that health promotion programs are
good business because they provide a favorable return on investment while helping to
improve indicators of health among blue collar employees.

Antonio Chirumbolo, Alessadra Aeni, 2005 The researcher has done research on topic –
“The influence of job insecurity on job performance and Absenteeism. The moderating
effect of work attitude”. The main objective of the research was to identify the impact of
job insecurity on two indicators of organizational outcomes (i.e. job performance and
absenteeism) and explore the potential moderation role of work attitudes that are strictly
related to perceived organizational fairness and support, such as job satisfaction and
organizational commitment. the cost of increasing flexibility and uncertainty of the job
market appears to be considerable from social, individual as well as organizational
perspectives some outcomes of job insecurity can have a direct effect for the individual
and indirect impact for the organization (i.e., in the case of mental and physical health)
others instead tend to be directly damaging for the organization and only indirectly for the
individual (e.g. the case of job satisfaction, organizational commitment and job
performance) as was shown in this investigation.
Ann-Krishna Lokke, & Jacob K. Eskildsen, 2006 The researcher conducted research on
topic “Absenteeism in the Nordic Countries”. The main objective of the research was to
identify the drivers of the Absenteeism and give the information of the relationship between
Absenteeism and personal and organizational characteristic in the Nordic country. This
study concludes that women are more absent than men, and this is the tendency in all
Nordic country. In relation to the gender constellation between manager and employee, a
women manager and a women employee has a higher level of an absence compared to male
manager and male employee. This is the case in all Nordic country expect the Sweden. In
Sweden young employee are more absent than old ones, but in Finland the opposite hold
trues. For Danish & Norwegian employee there, however no effect when it comes to age.

Christian Pfeifer, 2018 The researcher conducted research on “Impact of wages and job
levels on worker absenteeism”. The main objectives was to analyze to what extent absolute
wage levels, relative wages compared with colleagues, and the position in a firm’s
hierarchy affect workers’ absenteeism behavior. Absenteeism is negatively correlated with
absolute wages, relative wages, and hierarchical levels, which is in line with the paper’s
hypotheses. Moreover, the results indicate that a positive relative wage has a stronger
impact than a negative relative wage, which gives rise to the issue of unequal wage
structures.

Jase Ramsey, Betty Jane Punnet, 2007 The researcher conducted research on the topic “Job
attitude & Absenteeism: A study in the English speaking Caribbean”. The main objectives
was to examine the Relationship of job attitude and personality characteristic of
Absenteeism. Manager should focus on Specific facets of both intrinsic and extrinsic
satisfaction to reduce Absenteeism..

Priyanka Chauhan, Prashant Kumar Siddhey The researcher conducted on topic of “A

study on absenteeism in pharmaceuticals sector of India”. The objective was to identify the
factor affecting absenteeism, suggest the measures to overcome absenteeism. The goal of
this study was to extent the knowledge on absenteeism and to identify the rate of
absenteeism is pharmaceutical sector. The analysis of the research found absenteeism rate
more than the day of leave per month prescribed in the company’s policy.

Objective of the study

 1. To measure workmen’s absenteeism level at Engrave Industries Private Limited.

2. To identify the factors affecting workmen absenteeism.

3. To suggest the measures to overcome workmen’s absenteeism

Research Methodology
Problem Statement

Absenteeism is one of the major threats to Indian industry. Absenteeism is becoming a

serious practice in labor oriented industry especially in those large industries where labors
are working in mass. It is a matter of prime concern for the supervisors or managers. They
have to find the ways to overcome Absenteeism.

Objectives of the study:

Primary Objective:

• To measure workmen’s absenteeism level at Engrave Industries Private Limited.

Secondary

• To identify the factors affecting workmen absenteeism.

• To suggest the measures to overcome workmen’s absenteeism

Research design

The type of research design used is descriptive. The main characteristics of descriptive
research design are the researcher can only report what has happened and what is
happening.

Sampling design:

Looking into the time and money constraints non probability sampling method is used. In
which convenience sampling method has been used.

Sampling area

The location for the research is at Engrave Industries Private Limited, Vyara

Sample size

The sample sizes of 100 respondents are taken for carrying out research.

Sampling unit

The sampling unit is consisting of the existing workmen in Engrave Industries Private
Limited, Vyara
Research instrument

A disguise and structured questionnaire has been used with open ended and close ended
questions.

Data collection:

Primary data:

The primary data has been collected by conducting personnel interview of people.

Secondary data

The secondary data has been collected by books and through internet.

Data analysis tools:

SPSS software is used to analyze the data.

 CHAPTER – 3

DATA ANALYSIS
Data Analysis and Interpretation

Demographic detail:

GENDER OF THE RESPONDENT

Gender
Frequency Percent Valid Percent Cumulative
Percent
Valid Male 80 80.0 80.0 80.0
Female 20 20.0 20.0 100.0
Total 100 100.0 100.0

Gender

20%

Male
Female

80%

Interpretation-

As per the above chart, there is a majority of male in the company. There are only 20
women in the company and male are 80. Here there is a high difference in the ratio of
gender. As there are more males because the company is labour oriented and that labour
work is not suitable for females.
 AGE OF RESPONDENT
Age
Frequency Percent Valid Percent Cumulative
Percent
Valid 21-30 44 44.0 44.0 44.0
31-40 44 44.0 44.0 88.0
41-50 12 12.0 12.0 100.0
50 Above 0 0 0 0
Total 100 100.0 100.0

Age
0%

12%

21-30 year
44%
31-40 year
41-50 year
50 above
44%

Interpretation

As shown in the above chart, there are only 12 workmen who are more than 40 years. And
majority of the employee’s i.e. 44 employee’s belongs from the age group of 21-30 year.
 EDUCATION OF RESPONDENT

Education
Frequency Percent Valid Percent Cumulative
Percent
Valid H.S.C 3 3.0 3.0 3.0
Graduate 79 79.0 79.0 82.0
Post Graduate 16 16.0 16.0 98.0
Above P.G 2 2.0 2.0 100.0
Total 100 100.0 100.0

Education
1%

16% 3%

H.S.C
Graduate
Post Graduate
80% Above P.G

Interpretation
 MARITAL STATUS OF RESPONDENT

Marital status
Frequency Percent Valid Cumulative
Percent Percent
Valid Married 63 63.0 63.0 63.0
Unmarried 35 35.0 35.0 98.0
Other 2 2.0 2.0 100.0
Specific
Total 100 100.0 100.0

Marital Status
2%

35%

Married
63% Unmarried
Other Secific

Interpretation

From the above chart and table that most of the employee is married, and 35% of workmen
are unmarried. There are very few workmen who are having other specifics.
 SALARY OF RESPONDENT

Salary
Frequency Percent Valid Percent Cumulative
Percent
Valid 15000-20000 30 30.0 30.0 30.0
20000-25000 48 48.0 48.0 78.0
25000-30000 15 15.0 15.0 93.0
30000 Above 7 7.0 7.0 100.0
Total 100 100.0 100.0

Salary

7%
15% 30%

15000-20000
20000-25000
25000-30000
30000 Above
48%

Interpretation

As from the above chart and table, there are only 7 workmen who have salary between
above 30000. And majority of employee i.e. 48 workmen has more than 20000 salary. And
there are 30 workmen who have salary between 15000-20000.
 GENERAL FACTORS

Sr.no Factors Strongly Disagree Neutral Agree Strongly

Disagree Agree
1 Working Condition 4 3 32 44 17

2 Proper selection procedure 3 4 22 58 13

3 Reasonable wage rates 3 6 33 49 9

4 Proper grievance settlement 4 12 41 31 12

5 Liberal in granting leave 2 10 39 42 7

1) Working condition

50
45
40
35
30
25
44
20
15 32
10
17
5
4 3
0
Strongly Disagree Neutral Agree Strongly
Disagree Agree

Interpretation

44% agree and 17% strongly agree that the same routine work allotted to them causes
boredom towards their work which makes them to absent. This will also lead to lack of
interest towards the work.
 2) Proper selection procedure

Proper Selection Procedure

70

60

50

40

30 58

20

10 22
13
3 4
0
Strongly Disagree Disagree Neutral Agree Strongly Agree

Interpretation
 3) Reasonable wage rates

Reasonale Wage Rates

60

50

40

30
49
20
33
10

6 9
0 3
Stongly Disagree Disagree Neutral Agree Strongly agree

4) Proper grievance settlement.

Proper Grievance Settlement

45

40

35

30

25

20 41

15 31

10

5 12 12
4
0
Stongly Disagree Disagree Neutral Agree Strongly agree

5) My organization is been liberal in granting leave.

 Liberal in Granting Leave
45

40

35

30

25

20 42
39
15

10

5 10
7
0 2
Stongly Disagree Disagree Neutral Agree Strongly agree
 GENERAL FACTORS

Sr.no Cause s Strongly Disagree Neutral Agree Strongly

Disagree Agree
1 Other source of income 8 12 44 32 4

2 Time for family 2 11 33 48 6

3 Appropriate job 4 18 47 24 7

4 Sickness makes absent 5 25 37 27 6

5 Family responsibilities 6 17 52 19 6

6 Transportation problem 12 21 28 37 2

7 Employee’s commitment 9 22 45 22 2

Other Source of Income

50
45
40
35
30
25
20 44
15 32
10
5 12
8
0 4
Strongly Disagree Disagree Neutral Agree Strongly Disagree

Interpretation

It has been found that 32% and 4% of the employees absent themselves because of other
businesses, since their income is not enough for their family expenses. Whereas among
the remaining some are neutral and some strongly disagree to this statement. This clearly
shows that there are many number of people are engaged in some other business.
 Time for Family
60

50

40

30
48
20
33
10
11
2 6
0
Strongly Disagree Disagree Neutral Agree Strongly Agree

Interpretation

48% of the respondents agree and 6% of the respondent strongly agrees that they don’t
get enough time to spend with family because of their tight schedule and heavy work
which becomes a major factor to make them absent.

Appropriate Job
50

40

30
47
20

10 24
18
4 7
0
Strongly Disagree Disagree Neutral Agree Strongly Agree

Interpretation
24% respondent agree and 7% respondent strongly agree to the statement that they are not
into the right job since most of them were engineering and science graduates who were
doing the job.
 Sickness Makes Absent
40
35
30
25
20 37
15
25 27
10
5
5 6
0
Strongly Disagree Disagree Neutral Agree Strongly Agree

Interpretation
There are 25% workmen disagree to the fact that health problems make them absent from their
work and only 27% of them agree that their health gets affected often and there are 37% workmen
are neutral to the fact that health problems make them absent.

Family Responsibilities
60
50
40
30
52
20
10 17 19
6 6
0
Strongly Disagree Disagree Neutral Agree Strongly Agree

Interpretation
52% of the workmen are neutral and 17% and 6% of the workmen disagree and strongly
disagree that their work life is affected by their family responsibilities this shows that they
were able to able their work and family because the company doesn’t give any home
assignments and projects to the employees.
 Transportation Problem
40

30

20 37
28
10 21
12
0 2
Strongly Disagree Disagree Neutral Agree Strongly Agree

Interpretation
6% and 37% of the employees strongly agree and agree to this statement whereas the
remaining are comfortable reaching their workplace since most of the workmen recruited
were residing far to their workplace and most of them were found to have two wheelers.

Employee’s Commitment
50

40

30
45
20

10 22 22
9
0 2
Strongly Disagree Disagree Neutral Agree Strongly Agree

Interpretation
This bar chart shows that 22% and 9% percent of the employees disagree and strongly
disagree to the fact that their absence doesn’t affect the company’s output. Anyway this
ratio is less because only employees at high level are really feeling committed towards their
work.
 WORK LIFE FACTORS

Sr.no Cause Strongly Disagree Neutral Agree Strongly

Disagree Agree
1 Job Satisfaction 10 41 33 14 2

2 Stress level 4 15 49 27 5

3 Salary and allowances 4 16 40 35 5

4 Routine work cause boredom 2 16 52 23 7

5 Working Condition 4 37 30 25 4
6 Welfare measures 6 25 47 19 3
7 Lack of motivation 7 25 36 31 1

Job Satisfaction
50

40

30

20 41
33
10
10 14
0 2
Strongly Disagree Disagree Neutral Agree Strongly Agree

Interpretation
35% and 5% of the employees feel that the salary given to them is not satisfied since their
work is stressful and they don’t get any performance pay even if they work for overtime.
They feel that the work assessed to them is greater and their pay scale is lesser.
 Stress level
60

50

40

30
49
20
27
10
15
0 4 5
Strongly Disagree Disagree Neutral Agree Strongly Agree

Interpretation
Nearly 5% and 27% of the respondents have agreed that their work is heavy and tiresome
which causes stress and due to stress they absent themselves to relax. This was found to be
the major reason for most of the employees to be absent.

Salary and allowances

45
40
35
30
25
20 40
35
15
10
16
5
4 5
0
Strongly Disagree Disagree Neutral Agree Strongly Agree

Interpretation
Nearly 5% and 27% of the respondents have agreed that their work is heavy and tiresome
which causes stress and due to stress they absent themselves to relax. This was found to be
the major reason for most of the employees to be absent.
 Routine work cause boredom
60
52
50

40

30 23
20 16

10 7
2
0
Strongly Disagree Disagree Neutral Agree Strongly Agree

Interpretation
23% agree and 7% strongly agree that the same routine work allotted to them causes
boredom towards their work which makes them to absent. This will also lead to lack of
interest towards the work.

Working Condition
40
35
30
25
20 37
15 30
25
10
5
4 4
0
Strongly Disagree Disagree Neutral Agree Strongly Agree

Interpretation
 Welfare measures
50

40

30
47
20
25
10 19
6 3
0
Strongly Disagree Disagree Neutral Agree Strongly Agree

Interpretation
It has been found that only 3% and 19% of the employees are dissatisfied with the welfare
measures adopted by the company and the rest of them strongly disagree and many are
neutral to this statement.

Lack of motivation
40
35
30
25
20
36
15 31
25
10
5 7
0 1
Strongly Disagree Disagree Neutral Agree Strongly Agree

Interpretation

Only 31% and 1%of the respondents agree and strongly agree that they don’t get proper
motivation from their superiors, whereas 25% and 7% of the employees disagree and
strongly disagree to this statement. There are some respondent are neutral to the statement.