ABSTRACT

Absenteeism is a serious workplace problem and an expensive occurrence

for both employers and employees seemingly unpredictable in nature. A

satisfactory level of attendance by employees at work is necessary to a

low the achievement of objectives and targets by a department.

Absenteeism results in financial losses, because of the resultant reduction

in productivity and the cost of sick leave benefits or others are paid as

wages for no work. Absenteeism reduces the satisfaction level of the

employee and makes him unsecured about his job in the organization.

Most researches had concluded that absence is a complex variable and

that it is influenced by multiple causes, both personal and organizational.

This paper focus on absenteeism as a threat to the organization as it

reduces the employee satisfaction and the ways to manage absenteeism

in the ANBU AGENCY in order to improve the productivity of the

organization.

Keywords: workplace problem, absenteeism, productivity, satisfaction.

 1.1 INTRODUCTIONE

Employee Absenteeism is the absence of an employee from work. It’

s a major problem faced by almost all employers of today. Employees are

absent from Work and thus the Work Suffers. Absenteeism of employees

from Work leads to back logs,

piling of Work and thus Work delay. There are various Laws been

enacted for Safeguarding the interest of both Employers and employees

but they too havehave Various Constraints.

INNOCENT ABSENTEEISM

One in which the employee is absent. From Work due to genuine cause

or reason. It may be due to his illness on personal family problem or

any other real reason.

CULPABLE ABSENTEEISM

One in which a person is absent from Work Without any genuine

reason or cause. He may be. Pretending to be ill or just wanted a holiday.

And stay at home. The employers. Have got every right to enquire as to

why an employee is absent from Work. If employee is absent because of

illness he should be able to produce a doctor's letter as and when

[Link] is One of the major threats to Indian industry.

Absenteeism is the failure of employees to report for Work When they are

Scheduled to work. Employees who are away are from Work on recognized

holidays, Vacations, approved Leaves of absence, or approved Leaves of

absence Would not be included. Absenteeism is becoming a Serious practice

in Labour Oriented Industries especially in those large industries. Where

Labourers are Working in mass. It is a matter of prime concern for the

Supervisors and managers. They have to find the Ways to Overcome

absenteeism. Absenteeism causing poor
Utilization of plant India is facing Unemployment problem On One side

and the other side abnormal absenteeism in industries if Our

absenteeism can be reduced. We can improve our gross national product

without any investment. Absenteeism not only causes Production Loss

but also causes reduction of gross national income, When the gross

income of Workmen reduces natura ly his buying capacity also reduces if

he could not manage the primary and Secondary needs of timely and

properly. He has to face problems like poor family harmony Poor health

more mental and physical tiredness Which will again lead to absenting

from work.

Absenteeism as Commonly Understood refers be the failure of an

operative to report to work When Work is available to him as Used in the

Study Overall absenteeism is made up of three Component.

1. Leave Sanctioned by management referred to in his report as authorized

absence.

2. Absence Without any prior information to an permission from

management referred to as On authorized absence.

3. Certified sickness most widely known as ESI Leave. This does not

include maternity Leave absence of workers during strike due to lay off

those.

Earned Leave and Women Workers on maternity Leave not have

been considered as absentees. Need for the study Absenteeism is a

habitual pattern of absence from a duty or obligation. Traditionally

absenteeism has been viewed as an indicator of Poor individual

performance, as Well as a breach of an implicit contract between

employee and employer; it was seen as a management Problem, and

Framed in economic or quasi-. economic terms. More recent scholarship

Seeks. to Understand absenteeism as an indicator of Psychological,

medical or social adjustment to work. As a result, many employees feel

obliged to come to work While ill, and transmit communicable diseases to

their co-workers. This leads to even greater absenteeism and reduced

Productivity among other Workers Who try to Work. While i l. Work forces

often excuse absented Caused by medical reason if the employee

provides Supporting documentation from their medical Practitioner

Objectives.

Types of Absenteeism:

Absenteeism is of four types viz,

(1)authorized absenteeism

(2) Unauthorized absenteeism

(3) Wilful absenteeism.

(4) caused by circumstances beyond One's Control.

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.

2. Unauthorized Absenteeism:

If an employee absents himself from Work Without informing or taking

permission and Without applying for Leave, such absenteeism is Called

Unauthorized absenteeism.
3. Wilful Absenteeism:

If an employee absents himself from duty! Wilfully, such absenteeism is

called wilful absenteeism

4. Absenteeism caused by Circumstances beyond One's Control:

If an employee absents himself from duty owing to the circumstances

beyond his control' Like involvement in accidents or Sudden sickness,

Such absenteeism is called absenteeism cause by circumstances beyond

One's Control.

Features of Absenteeism:

Research studies undertaken by different authors reveal the following features of

absenteeism

(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 the workers. below 25 years of

ago and those above 40 years of ago.

(3) The rate of absenteeism varies from department. to department within an

organization. Grenérally, it is high in the production department.

(4) Absenteeism in traditional industries is Seasonal in character..

Calculation of Absenteeism rate;

Absenteeism can be calculated with the help of the following

formula, Number of Man days Lost;

Absenteeism Rate = Number of Man days Scheduled to work.

100 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 usua ly expressed as the number. of

separate absence in a given period, irrespective of laugh length of

absences. They frequency rate represents the average number of

absences Per Worker in a given period. Total number of times in which

the Leave was availed; Frequency Rate=Total number of man days

scheduled to work.

100 Severity Rate = total Number of days absent during period total

number of times absent during that period.

100 A high severity rate indicates that the employee is absent more

frequently and far longest durations each time resulting in high

absenteeism even in absolute terms.

 2.1 Review of Literature

1. Dakely C.A. (1948),

,"Absenteeism is the ruble of the number of Production man-days or

shifts lost to the total number of production scheduled to work."

2. The Labour bureau (1962),

defines absenteeism as the total shifts lest because of absence as

percentage of the total number of man shifts scheduled to work.

Likewise Hackett J.D (1929),

defines to as "the temporary Cessation of Work for not less than One

whole working day initiative. of the Worker when his presence is expected

by the employer" similary encyclopedia of social Science observes

"absenteeism as the time lost in industrial establishment by avoidable or

Unavoidable absence of employees. The Time lost by the strikesOr by

Lateness amounting to an hour or two & net Usually included.

3. knowles.(1979),

Opined that although absence from Work may be due to any of a large

number of factors, empirical evidence supporting the view that casual

factors can be organisational in nature is scant Absence may be regarded

as one facet of a wider behavioural problem pervading entire

organizational Sub-units. The author suggests that absence could be

Used along with other varibles as a valuable Personnel statesticindicating

areas of organisational days function. This means that if Levels of

Absenteeism In such cases as these were to be improved the Solution

should be locked for at the organisational level rather than at the individual

on job level
4. [Link].,(1992)

Studied if continuous exposure to air conditioning during working hours

has an observable effect onhealth. Absenteeism from ill health recorded

by Company doctors was compared in two groups of Employees of the

French Notional Electric and gas company in Western France. Working in

Similar Jobs and spending most of their time in either air-conditioned

offices or a natural atmosphere, No difference between the two groups

was observed during the two years studied with respect to the incidence,

duration or frequency of medically-related absences. A similer

Investigation of absences due only torespiratory diseases. resulted in the

same conclusion. This study Showed that air-conditioning has no major

effects on health.

5. chevalier. Et al. (1993),

Studied the health status of electricity Workers exposed to

electromagnetic fields during their job. Two groups of exposed Workers

were studied from 1978 to 1993: the Live line. Workers (n=121) and the

Substation Workers (n= 232-7) of the french electricity Company (EDF). A

Control group was randomly selected from all the company non

management male employees: One control for each exposed subject was

matched for the first year of employment Absenteeism indices and

mortality rates were Computed and compared in the exposed and Control

groups. The absence rates (P<0.001) and 2.7% in the Live-line Workers

and 2-8% in the control group (NS). No effect of the length of exposure

was found. However the medical causes of sickness absence were

different: exposed employees had less psychiatric and respiratory

diseases but more accidents at work than their control group. Relative
risks of accidents at Work Were 1.2 [95% confidence interval (CI)
=1.08-1.33] for substation Workers and 3.22(C1-1.78-5-88) for live line

Workers. EDF electromagnetic field exposed Workers seemed not to be

affected by any specific health problems except for an excess of

accidents at work.

6. Marrow. Et al., (1999),

In their study established a positive relationship between absenteeism

and Voluntary turnover and a negative relationship between Performance

and turnover. An examination of the turnover literature, however, reveals

virtually no consideration of a possible interaction between these two

predictors of turnover. In order to test for such Interaction Company record

data were collected from a sample of nonexempt classification

employees within a large regional life insurance company. Records

revealed that 113 of the company’ s. 816 employees had voluntarily left

the firm over a 2-year Period. Company data on these "Leavers” Were

Compared with data on a random sample of 113 employees who stayed.

Logistic regression, as opposed to Ordinary least-squares regression was

used to determine the effects of prior absenteeism and performance

rating on Voluntary turnover, Over and above the effects of demograpic

factors. Results Supported known relationships between absenteeism (as

measured by sick leave usage), Performance ratings, and Voluntary

turnover, but did not reveal a Significant interactioneffect, even over &

multiple time frames. Results are discussed in terms of the potential uses

of Company record data for early detection of voluntary turn Over.

 3.1.1 OBJECTIVE OF THE STUDY

Primary data

▪ To Study on employees absenteeism in “ANBU AGENCY” .

Secondary Objective:

▪ To study and analyze the employees absenteeism towards the

Organization.▪ To focus on reasons for employees absenteeism
▪ To Suggest possible measures to Control absenteeism.
 3.1.2NEED FOR THE STUDY

▪ The study is on employee absenteeism in"ANBU AGENCY”

▪ The employee absenteeism is booming HR issue in many company. It

helps to know the Employee satisfaction level and it help to find Cause of

Employee's absenteeism, based on certain factors like Working condition,

leadership style. Work stress, leave days and Salary level.

▪The study can be helpful to the management to improve its core

weakness by the Suggestions and recommendations prescribed In the
project.
 3.1.3SCOPE OF THE STUDY

• The Scope of the study has been extended to a l department in this Organization.

• The survey depends on the employees for their views.

 3.1.4LIMITATIONS OF THE STUDY

▪ The information provided by them may be subjected to the personal bias.

▪ Some of the respondents were not interested to express their views.

 3.1 Research Methodology

"Meaning of Research;

Research methodology is the specific Procedures or techniques Used

to identify, select, process, and analyze information about a topic. In a

research paper, the Methodology section allows the reader to critically

evaluate. a study's Overa l validity and reliability. Research in common.

parlance refers to a search for knowledge which can also define research

as a Scientific and systematic Search for pertinent Information on a

specific topic. In fact, research is an art of scientific investigation.

Research Comprises of Creative Work Undertaken on a " systematic basis

in order to increase the stock of knowledge. Research is a visualize fact

that a detailed study is required in each practical. Situation for better

results. In Other Words, a research is an Organized set of activities to Study

and develop a model or Procedure/ technique to find the results of a

realistic Problem Supported by literature and data Such that its objectives

are optimized and further make recommendations/interferences for

implementation.

DEFINITION OF RESEARCH

Research has been defined by various authors in different ways. It

always begins with a question or a problem. Its purpose is to find answers

to questions through the application of systematic and scientific

methods. Thus, research is the systematic approach towards purposeful

investigation
 According to Clifford Woody, research comprises defining and

redefining problems, formulating hypothesis or suggested solutions;

collecting, organizing and evaluating data; making deductions and

reaching conclusions; and at last carefully testing the conclusions to

determine whether they fit the formulated hypothesis. D. Slesinger and

M. Stephenson in the Encyclopedia of Social Sciences define research as

"the manipulation of things, concepts or symbols for the purpose of

generalizing, to extend, correct or verify knowledge, whether that

knowledge aids in construction of theory or in the practice

A careful consideration of study regarding a particular concern or

problem using scientific methods. According to the American sociologist

Earl Robert Babbie, "Research is a systematic inquiry to describe,

explain, predict, and control the observed phenomenon research involves

inductive and deductive methods.”

 TYPES OF RESEARCH

Descriptive Research:

Descriptive research includes survey and fact-finding enquires of

different kinds. This process is conducted through to questionnaire

method. The major purpose of descriptive research is description of the

state of affair's as it exists at present.

SAMPLING DESING:

Sampling may be defined the selection of some part of an aggregate or

Totality on the basis of which a judgment or inference about the aggregate

or totality is made.

Research Design

Research design is the arrangement of co lection & analysis of data is

a manner that aims tocombine relevance to the research purpose with

economy is procedure for the study, adescriptive research design is

undertaken.

Sample Size:

The sample size is 150 employees were interview for the purpose of this study.

SAMPLE TECHNIQUE:
Systematic sampling was applied for the purpose of the studySource of

Data collection:Data has been collected for this study both from primary

and secondary source.

Primary Data:

• The primary data was collected in the form of direct personal

interview with employees in the organization.

• A questionnaire was also administered in order to record the response

for further for future analysis and inference.

Secondary Data:

Apart from primary data, the secondary data is being collected through text

book, Journal from library, Academic report and Internet is used for the

study.

Research Approach:

Questionnaire was used to collect the needed information. The

questionnaire is basedon multiple choice questions.

STATISTICAL TOOLS:
Percentage method:

In this research various percentage are identified on the analysis and

they are presented editoria ly by way of diagrams in order to have a better

quality.

No. of each respondents

Percentage = X100

Total no. of respondents

Chi-Square Method

Chi square is a method used in statistics that calculates the difference

between observed and expected data values. It is used to determine how

closely actual data

fit expected data. The value of chi square helps us to answer the question, is
the

difference in expected and observed data statistically significant? A small

chi square value tells us that any differences in actual and expected data

are due to chance, so the data is not statistically significant. A large value

tells us the data is statistically significant and there is something causing

the differences in data. From there, a statistician may explore factors that

may be responsible for the differences.

Chi square formula

Chi is a Greek symbol that looks like the letter x as you can see in the 'chi

square formula' image on screen now. To calculate chi square, we take

the square of the difference between
 4.1 DATA ANALYSIS

TABLE NO : 4.1.1

Gender. Responds percentage

male 25 25%

female 75 75%

INTERPRETATION

It can be seen that 25% of male workers and 75% of female workers

are responding.
 CHART NO :4.1.1

8 7500
0 %

7
6
0

5
0

3 2500
0 %

2
1
0 25 75
% %
0 Responds

mal femal
e e

INTERPRETATION

It can be seen that 25% of male workers and 75% of female workers are
responding.
 TABLE NO :4.1.2

Age. Responds percentages

below25 45 45%

25-35 30 30%

35-45 10 10%

45-55 15 15%

INTERPRETATION

It can be seen that the age group below 25 is 45%, 25-35 is 30%, 35-

45 is 10% and the final 45-55 is 15% responds in this question.

 CHART NO : 4.1.2

15
%
1
5
10
% 1
4 45
0
5 %

3
0

30%

below2 25- 35- 45-

5 35 45 55

INTERPRETATION

It can be seen that the age group below 25 is 45%, 25-35 is 30%, 35-45 is

10% and the final 45-55 is 15% responds in this question.

 TABLE NO :4.1.3

For how many years you are working with Respond percentage
s s
ANBU AGENCY

0-1 yr 10 10%

1-2 yr 25 25%

2-5 yr 29 29%

< 5 yr 36 36%

INTERPRETATION

It can be seen that 10% of the workers at ANBU AGENCY are working for

0-1 year, 25% of the workers are working for 1-2 years, 29% of the

workers are working for 2-5 years and 36% of the workers are working

for more than 5yrs.

 CHART NO:4.1.3

4
0 3
3 6
5
2
3
9
0 2
2 5
5
2
0
1
5 1
1 0
0
5
10 25 29 36
0 % % % %
0-1 1-2 2-5 <5
yr yr yr yr
Respon percentage
ds s

INTERPRETATION

It can be seen that 10% of the workers at Anbu agency are working for 0- 1

year, 25% of the workers are working for 1-2 years, 29% of the

workers are working for 2-5 years and 36% of the workers are working for

more than 5yrs.

 TABLE NO:4.1.4

1. How often you remain absent in a month? Responds percentage

s

Nil 96 96%

Once 2 2%

Twice 1 1%

< Twice 1 1%

INTERPRETATION

It can be seen that 96% of the workers do not remain absent, 2% of

workers once, 1% of workers twice and 1% of workers < twice.

 CHART NO:4.1.4

12
0
9
10
6
0
8
0
6
0
4
0
2
0 96 2 2 1 1 1 1
0 % % % %
Ni Onc Twic <
l e e Twice
Respon percentage
ds s

INTERPRETATION

It can be seen that 96% of the workers do not remain absent, 2% of

workers once, 1% of workers twice and 1% of workers < twice.

 TABLE NO:4.1.5

According to you what are the main reasons Respond percentag

s es
for employees absent?

Health problem / domestic reasons 50 50%

Stress 10 10%

Work dissatisfaction 15 15%

Working environment 8 8%

Others (Please Specify) 17 17%

INTERPRETATION

According to 50% workers, personal problem is the reason for being

absent. 10% think that stress can also be the reason, 15% workers Work

dissatisfaction for absent, 8% workers working environment for the

reason and 17% workers think that Others (Please Specify) can be absent

for the reason.

 CHART NO:4.1.5

6
0
5
5 0
0
4
0
3
0
2 1
1
0 7
1 5
8
1 0
0 50 10 15 8 17
0 % % % % %
Health problem Stres Work Working Others
/ s dissatisfacti environme (Please
domestic on nt Specify)
Respon percentage
ds s

INTERPRETATION

According to 50% workers, personal problem is the reason for being

absent. 10% think that stress can also be the reason, 15% workers Work

dissatisfaction for absent, 8% workers working environment for the

reason and 17% workers think that Others (Please Specify) can be absent

for the reason.

 TABLE NO :4.1.6

Your views regarding present Absenteeism Respond percentag

s es
Policy of ANBU AGENCY

Excellent 70 70%

Good 20 20%

Fair 7 7%

Don’ t know 3 3%

INTERPRETATION

It can be seen that 20% workers rate the present absenteeism policy

as good whereas 70% rate it as excellent, 7% workers consider them as Fair

and 3% workers consider them as don’ t know.

 CHART NONO:4.1.6

Ltd.? Excellent Good Fair Don’ t know

INTERPRETATION

It can be seen that 20% workers rate the present absenteeism policy

as good whereas 70% rate it as excellent, 7% workers consider them as Fair

and 3% workers consider them as don’ t know.

 TABLE NO:4.1.7

5Are you clear about your work / job Respon percentag

responsibilities? ds es

Well clear 30 30%

Good 20 20%

Fairly clear 40 40%

Don’ t know 10 10%

INTERPRETATION

It can be seen that 30% of the workers at ANBU AGENCY are clear

regarding their work responsibilities, 20% workers think their work as

good, 40% workers consider them as Fairly clear and 10% workers

consider them as Don’ t know.

 CHART NO 4.1.7

4
5
40
4 %
35

3030
%

25
20 20 4
% 0
153
0
2 10
10 0 %
5 1
0
0
Well Goo Fairly Don’ t
clear d clear know
Respon percentage
ds s

INTERPRETATION

It can be seen that 30% of the workers at Anbu agency are clear

regarding their work responsibilities, 20% workers think their work as

good, 40% workers consider them as Fairly clear and 10% workers

consider them as Don’ t know.

 TABLE NO:4.1.8

Are you satisfied with your work? Respond percentag

s es

Well satisfied 70 70%

Good 15 15%

Fair 10 10%

Not satisfied 5 5%

INTERPRETATION

70% of the workers are fully satisfied with their work whereas 15%

workers think their work as good, 10% workers consider them as fair

and 5% workers consider them as not satisfied.

 CHART NO:4.1.8

8
0
7
7 0
0
6
0
5
0
4
0
3
0
2 1
0 5 1
1 0 5
0
70 15 10 5
0 % % % %
Well Goo Fai Not
satisfied d r satisfied
Respon percentage
ds s

INTERPRETATION

70% of the workers are fully satisfied with their work whereas 15%

workers think their work as good, 10% workers consider them as fair

and 5% workers consider them as not satisfied.

 TABLE NO:4.1.9

Views regarding working environment of Responds percentages

ANBU AGENCY

Excelent 45 45%

Good 35 35%

Fair 15 15%

Poor 5 5%

INTERPRETATION

35% workers feel that the working environment at Anbu [Link] good

& 45% feel it as excellent, 15% workers consider them as fair and 5%

workers consider them as poor.

 CHART NO:4.1.9

9
0
8
0
7
0
6
0

5
0
4
0
3 Q Q Q Q
1 2 3 4

East West
North

INTERPRETATION

35% workers feel that the working environment at Anbu [Link] good

& 45% feel it as excellent, 15% workers consider them as fair and 5%

workers consider them as poor.

 TABLE NO:4.1.10

Your relations with your superiors? Responds percentag

es

Excellent 64 64%

Good 10 10%

Fair 16 16%

Poor 10 10%

INTERPRETATION

10% workers consider that facilities provided to them are good whereas

64% consider them as exce lent, 16% workers consider them as fair and

10% workers consider them as poor.

 CHART NO:4.1.10

7 6
0 4
6
0
5
0

4
3
0
1
2 1 6 1
1 0 0
0 64 10 16 10
% % % %
0 Excellen Goo Fai Poo
t d r r
Respon percentage
ds s

INTERPRETATION

10% workers consider that facilities provided to them are good whereas

64% consider them as exce lent, 16% workers consider them as fair and

10% workers consider them as poor.

 TABLE NO:4.1.11

Yours superiors behavior towards your Responds percentage

problem? s

Excellent 40 40%

Good 22 22%

Fair 20 20%

Poor 18 18%

INTERPRETATION

40% workers think that their superior’ s behavior toward their problems

is exce lent, 22% workers consider it as good, 20% workers consider them

fair and 18% workers consider them as poor.

 CHART NO:4.1.11

4
0
4
0
3
5

3 2
2 2 2
5 0 1
2 8
0

1
1
0
5 40 22 20 18
% % % %
0
Excellen Goo Fai Poo
t d r r

Respon percentage
ds s

INTERPRETATION

40% workers think that their superior’ s behavior toward their problems

is exce lent, 22% workers consider it as good, 20% workers consider them

fair and 18% workers consider them as poor.

 TABLE NO:4.1.12

Yours views regarding facilities provided Responds percentag

es
Anbu agency

Excellent 20 20%

Good 50 50%

Fair 25 25%

Poor 5 5%

INTERPRETATION

50% workers consider that facilities provided to them are good whereas

20% consider them as excellent, 25% workers consider them as fair and

5% workers consider them as poor.

 CHART NO;4.1.12

6
0
5
5 0
0

4
0

3
2
0
2 5
2 0
0

1
5
0
20 50 25 5
0 % % % %
Excellen Goo Fai Poo
t d r r
Respon percentage
ds s

INTERPRETATION

50% workers consider that facilities provided to them are good whereas

20% consider them as excellent, 25% workers consider them as fair and

5% workers consider them as poor.

 TABLE NO:4.1.13

How do you feel about your relationship with your Respond percentage
coworker? s s

Excellent 40 40%

Good 30 30%

normal 20 20%

bad 10 10%

INTERPRETATION

30% workers consider that relationship with your coworker good

whereas 40% consider them as excellent, 20% workers consider them as

normal and 10% workers consider them as bad.

 CHART NO:4.1.13

4
5 4
0
4
0
3
3 0
5
3 2
0 0

2 1
5 0
2
0 40 30 20 10
% % % %
1 Excellent Good normal bad

Respon percentage
ds s

INTERPRETATION

30% workers consider that relationship with your coworker good

whereas 40% consider them as excellent, 20% workers consider them as

normal and 10% workers consider them as bad.

 TABLE NO:4.1.14

How do you feel about your relationship with Respon percentag

your supervisor? ds es

Excellent 25 25%

Good 40 40%

normal 15 15%

bad 20 20%

NTERPRETATION

40% workers consider that relationship with supervisor good whereas 25%

consider them as excellent, 15% workers consider them as normal and 20%

workers consider them as bad.

 CHART NO:4.1.14

20
% 25
%
2 2
0 5

1
15
5
%
4
0

40
%

Excellen Goo norma ba

t d l d

INTERPRETATION

40% workers consider that relationship with supervisor good whereas 25%

consider them as excellent, 15% workers consider them as normal and 20%

workers consider them as bad.

 TABLE NO:4.1.15

Do you take leave with prior permission? Responds percentages

sometimes 50 50%

rarely 30 30%

never 20 20%

INTERPRETATION

50% workers consider that leave with prior permission facilities provided

to them are sometimes whereas 30% consider them as rarely and 20%

workers consider them as never.

 CHART NO:4.1.15

6
0
5
5 0
0

4
0
3
3 0
0
2
2 0
0

1
0
50 30 20
0 % % %
sometim rarel neve
es y r
Respon percentage
ds s

INTERPRETATION

50% workers consider that leave with prior permission facilities provided

to them are sometimes whereas 30% consider them as rarely and 20%

workers consider them as never.

 TABLE NO:4.1.16

Which shifts you usually avail more leave? Responds percentages

morning shift 35 35%

afternoon shift 60 60%

Night shift 5 5%

INTERPRETATION

30% workers consider that usua ly avail more leave facilities provided to

them are morning shift whereas 60% consider them as afternoon shift

and 5% workers consider them as Night shift.

 CHART NO:4.1.16

6
0
6
0

5 3
0 5

4
0
5
3 35 60 5
0 % % %
2
morning shift afternoon shift Night
shift
Respon percentage
ds s

INTERPRETATION

30% workers consider that usua ly avail more leave facilities provided to

them are morning shift whereas 60% consider them as afternoon shift

and 5% workers consider them as Night shift.

 TABLE NO:4.1.17

How many days do you usually take leave Responds percentag

per month? es

0 leave 35 35%

1-5 days leave 40 40%

5-10 days leave 15 15%

Above 10 days leave 10 10%

INTERPRETATION

40% workers consider that usually take leave per month 1-5 days

leave whereas 35% consider them as 0 leave , 15% workers consider

them as 5-10 days leave and 10% workers consider them as Above 10

days leave.
 CHART NO 4.1.17

4
5 4
0
4 3
0 5

3
5
3
1
0
5
1
2
0
5
2 35 40 15 10
0 % % % %
0 leave 1-5 days leave 5-10 days leave Above 10 days
leave
Respon percentage
ds s

INTERPRETATION

40% workers consider that usually take leave per month 1-5 days

leave whereas 35% consider them as 0 leave , 15% workers consider

them as 5-10 days leave and 10% workers consider them as Above 10

days leave.
 lTABLE NONO:4.1.18

Are you encouraged to suggest new ideas? Responds percentage

s

Always 65 65%

Rarely 25 25%

Never 10 10%

INTERPRETATION

65% workers consider that usually encouraged suggesting new ideas

provided to them are Always whereas 25% consider them as Rarely

and 10% workers consider them as Never.

 CHART NONO:4.1.18

7
0
6
0
5
0
4
0
3
0
2
0
1
0
0
Alway Rarel Neve
s y r
Respon percentage
ds s

INTERPRETATION

65% workers consider that usually encouraged suggesting new ideas

provided to them are Always whereas 25% consider them as Rarely

and 10% workers consider them as Never.

 TABLE NONO:4.1.19

Are you satisfied with management Responds percentage

response towards solving employee s
Problem?
Highly satisfied 30 30%

Satisfied 20 20%

Ok 20 20%

Dissatisfied 20 20%

Highly dissatisfied 10 10%

INTERPRETATION

30% workers consider that satisfied with management response towards

solving employee Problem Highly satisfied whereas 20% consider them

as Satisfied, 20% workers consider them as Ok , 20% workers consider

them as Dissatisfied and 10% workers consider them as Above Highly

dissatisfied.
 CHART NO:4.1.19

4
0

3 3
0 0

2 2 2 2
0 0 0 0

1 1
0 0

0 30 20 20 20 10
0 % % % % % 6
1 2 3 4 5
-
10
Respon percentage
ds s

INTERPRETATION

30% workers consider that satisfied with management response towards

solving employee Problem Highly satisfied whereas 20% consider them

as Satisfied, 20% workers consider them as Ok , 20% workers consider

them as Dissatisfied and 10% workers consider them as Above Highly

dissatisfied.
 TABLE NO:4.1.20

Are you satisfied with working hour Responds percentag

in your organization? es

highly satisfied 45 45%

satisfied 35 35%

ok 10 10%

dissatisfied 5 5%

highly dissatisfied 5 5%

INTERPRETATION

45% workers consider that satisfied with working hour in your organization

Problem Highly satisfied whereas 35% consider them as Satisfied, 10%

workers consider them as Ok , 5% workers consider them as

Dissatisfied and 5% workers consider them as Above Highly

dissatisfied.
 CHART NO:4.1.20

5 4
0 5
4 3
0 5
3
0
2
0 1
1 0 5 5
0 45 35 10 5 5
0 % % % % %
highly satisfie o dissatisfie highly
satisfied d k d dissatisfie
d
Respon percentage
ds s

INTERPRETATION

45% workers consider that satisfied with working hour in your organization

Problem Highly satisfied whereas 35% consider them as Satisfied, 10%

workers consider them as Ok , 5% workers consider them as

Dissatisfied and 5% workers consider them as Above Highly

dissatisfied.
 TABLE NO:4.1.21

Number of Responds percentages

family
dependent
1member 10 10%

2member 35 35%

3member 40 40%

above 4member 15 15%

INTERPRETATION

45% workers consider that satisfied with working hour in your organization

Problem Highly satisfied whereas 35% consider them as Satisfied, 10%

workers consider them as Ok , 5% workers consider them as

Dissatisfied and 5% workers consider them as Above Highly

dissatisfied.
 CHART NO:4.1.21

4
4 3
0
0 5

3
2 1
10 1
0 0 35
% 40 5 15
%
%
1 %
0
1membe
2memb 3member
r
er above
4member
Respon percentage
ds s

INTERPRETATION

10% workers consider that usually family dependent1member whereas

35% consider them as 2member, 40% workers consider them as

3member and 15% workers consider them as above 4member.

 5.3 CONCLUSION

Finding and analysis reveals the following conclusion

Absenteeism has become a major problem in most of the Indian

industries. Today while talking about the future course of action Indian

industries will have to take into consideration that to get competitive

edge over this rivals, they have to sustain five things.

They are:-
 Increased productivity.

Improve quality.

Innovation in the market.

A deep understanding of a customer needs.

Delivery of world class service and activities.

Absenteeism can be reduced to a great extent if the management

takes initiative in making the workers feel responsible towards their job.

Though their main focus is behind the punctual employee is their financial

motive. A deep sense of loyalty can be achieved from the workers.

Management theory provides scientific technique to deal with various

problems. Absenteeism is the universal problem and every organization

should strive to tackle the problem for future development.

This non-experimental, descriptive study sought to describe the

opinions of nurses on the factors that contribute to absenteeism in the

workplace. The study included 97 professional nurses and 136 sub-

professional nurses who agreed to participate in the study. A self-

administered questionnaire was used to co lect data. Data was analyzed

by using descriptive statistics. The study findings provided answers to

the questions related to factors contributing to absenteeism among

nurses.

The findings of this study revealed the main reasons for

absenteeism, namely factors associated with work pressure, stress, an

inadequate reward system and inconsistent application of the

absenteeism policy. Factors on which there were differences of opinion

between specified groups of respondents were also identified. The

recommendations could contribute to effective management of

absenteeism and eventual reduction in absenteeism rates.

Absenteeism and ill health should primarily be management
responsibilities. HRM and OHS could of course support management on
this issue. Management should use their knowledge and experience when
they start workplace activities to reduce absenteeism related to ill health.
Line management should make responsible for the level of absenteeism
related to ill health in their department. By incorporating measures of
absenteeism and i l health into quality and other systems, these issues
could be integrated into organizational policy and practice
 5.2 SUGGESTIONS

Absenteeism is a serious problem for management because it involves

heavy additional expenses. The management should take the following

measures to reduce the rate of absenteeism,

1) Provide Incentives: An incentive provides an employee with a boost to

their motivation and avoid unnecessary absenteeism. Incentives like two

hours of bonus pay for every month of effect attendance can improve a

lot.

2) Employee Assistance Program: If you confront an employee about his

or her frequent absenteeism and you find out that it is due to personal

problems refer them to EAP.

3) Sickness Reporting: Tell employees that they must phone in as early as

possible to advise why they are unable to make it to work and when they

expect to return.

4) Return to Work Interview- When an employee returns to work then

ensure that they have a “ return to work interview” .

5) Bradford factor can also be used to identify and cure excessive

absenteeism. In the end to conclude this report I would like to specify

that the project allotted tome on ABSENTEEISM was of immense help to

me in understanding the working environment of an organization, thereby

providing a firsthand practical experience.

 In this project while identifying the reasons of absenteeism of the

workers of ANBU AGENCY.(Moradabad) I got an opportunity to interact

with workers to observe their behavior and attitude.

In the end I would once again like to thank the people of ANBU

AGENCY who helped me in accomplishing this project and boosting my

morale by appreciating and recognizing my efforts.

 QUESTIONNAIRE

1).Gender.

(a). male
(b). female

2). Age.

(a). below25

(b). 25-35

©. 35-45

(d). 45-55

3) For how many years you are working with ANBU AGENCY.

(a) 0-1 yr

(b) 1-2 yr

(c) 2-5 yr

(d) < 5 yr

4) How often you remain absent in a month?

(a) Nil

(b) Onc

(c)Twic

(d) < Twice

5) According to you what is the main reason for employees absent?

(a) Health problem / domestic reasons

(b) Stress

(c) Work dissatisfaction

(d) Working environment

(e) Others (Please Specify).....................................................

6) Your views regarding the present Absenteeism Policy

of ?

(a) Excellent

(b) Good

(c) Fair

(d) Don’ t know

7) Are you clear about your work / job responsibilities?

(a) Well clear

(b) Good

(c) Fairly clear

(d) Don’ t know

8) Are you sat is filed with your work?

(a) Well satisfied

(b) Good

(c) Fair

(d) Not satisfied

9) Your views regarding the working environment ofANBU AGENCY

& work place?

(a) Excellent

(b) Good

(c) Fair

(d) Poor

10) How are your relations with your superiors / co-workers?

(a) Excellent

(b) Good

(c) Fair

(d) Poor

11) Your superior’ s behavior towards your problems?

(a) Excellent

(b) Good

(c) Fair

(d) Poor

12) Your views regarding the facilities provided to you by ANBU

AGENCY

(a) Excellent

(b) Good

(c) Fair

(d) Poor
13).How do you feel about your relationship with your coworker?
(a) Excellent

(b) Good

(c) normal

(d) bad

14).How do you feel about your relationship with your supervisor?

(a) excellent

(b)good

(c) normal

(d)bad

15).Do you take leave with prior permission?

(a) sometimes

(b) rarely

(c) never

16).which shift you usually avail more leave?

(a) morning shift

(b)afternoon

shift ( c ) Night

shift
17).How many days do you usually take leave per month?

(a) 0 leave

(b) 1-5 days leave

(c) 5-10 days leave

(d) Above 10 days leave

18).Are you encouraged to suggest new ideas?

(a) Always

(b) Rarely

(c) Never

19).Are you satisfy with management response towards solving

employee Problem?

(a) Highly satisfied

(b) Satisfied

(c) Ok

(d) Dissatisfied

(e) Highly dissatisfied

20). Are you satisfy with working hour in your organization?

(a). highly satisfied

(b). satisfied

(c). ok

(d). dissatisfied

(e). highly dissatisfied

21). Number of family dependent.

(a).1member

(b). 2member

(c). 3member

(d). above 4member

 5.1FINDINGS

a 35% of respondents are experienced in their work more then 4-5 years

b. 59% of respondents are working more than 8 hrs in hospital

c. 65% of respondents are taking leave for 1-3 days per month

d. 46% of respondents asking permission to take leave

e. 77% of people are taking leave for personal problems

f. 33% of people are getting allowances as motivational factor

g.69% of population says organization helps the personal problems of

employees

h. 73% of people expect transport facility to reduce

absenteeism i.39% of people spend more than 1hour for

travelling

j. 69% of people says that they have freedom to change the shift for their

convenience

k. Only 7% of respondent absent due to transportation problems

L.21% of respondents are highly dissatisfied for work stress is a reason for

absenteeism

m. 44% of people satisfied with the compensation for their leave

n. 43% of people were satisfied for the job environment

o. 53% of the respondents were satisfied with the leave facilities

provided by the company

p. 53% of the respondents were satisfied with the transport facilities

provided by the company

q.47% of the respondents were satisfied with the health & safety measures

provided by the company

r. 59% of the respondents were satisfied with the facilities provided by the company

s. 64% of the respondents were satisfied with the leave direction,

guidance & support provided by the company

i. 61% of population says that the absenteeism can be controlled by providing

incentives
 BIBILIOGRAPHY

Company Records

[Link]

[Link]

[Link]

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