absenteeism final project 2

A STUDY ON ABSENTEEISM AMONG THE

EMPLOYEES IN DCW (INDIA) LTD,

TUTICORIN.

By

S.H. MOHAMED MASOOK IBRAHIM

(Reg.No.81009601023)

Of

M.A.M COLLEGE OF ENGINEERING,

Siruganur, Tiruchirappalli

A PROJECT REPORT

Submitted to the

FACULTY OF MANAGEMENT STUDIES

In partial fulfillment of the requirements

for the award of the degree

of

MASTER OF BUSINESS ADMINISTRATION

IN

HUMAN RESOURCE MANAGEMENT

ANNA UNIVERSITY OF TECHNOLOGY

TIRUCHIRAPALLI

July 2011

(AN ISO 9001: 2008 CERTIFIED INSTITUTION) Approved by AICTE & Affiliated to Anna University

Accredited by National Board of Accreditation DEPARTMENT OF MANAGEMENT STUDIES

Prof. Alavudeen.S

M.B.A., M.Phil.

Assistant Professor - Department of Management Studies. Date:

CERTIFICATE

This is to certify that the dissertation entitled “A study on Absenteeism among the

Employees ” towards DCW Ltd,. Tuticorin. ” is the bonafide research work

carried out by S.H. MOHAMED MASOOK IBRAHIM, reg. no 81009601023, of

MASTER OF BUSINESS ADMINISTRATION, Department of Management

Studies, M.A.M College of Engineering, Trichy, during the academic period

2010-2011, in partial fulfillment of the requirements, for the award of the Degree

of Master of Business Administration and that the dissertation has not formed the

basis for the award previously of any degree, Diploma, Associate ship, Fellowship

or any other similar title, and that the dissertation represents entirely an

independent work on the part of the candidate.

Signature of the Guide Signature of the Head of Department

(With date of submission) (With Date of submission)

Viva-Voce held on _____________

Signature of Internal Examiner Signature of External Examiner

(Name :__________________) (Name:___________________)

ACKNOWLEDGEMENT

It gives me great pleasure to acknowledge the efforts of all those who have helped

me in finalizing this research.

I thank God for having bestowed his blessings on me, to complete this project

work.

I thank, Dr. M. A. Maluk Mohamed, Principal , M. A. M College of

Engineering, for providing me an opportunity to pursue the MBA program in the

Institution.

I dedicate my thanks to Dr..Annette.B, Head, Department of Management

Studies, for his sustained guidance throughout the period of research work.

I owe my deep sense of gratitude to my mentor and guide,

Asst Prof. Alavudeen.S, for his timely advice, sustained guidance and

encouragement throughout the period of the research work.

I submit my total gratitude ever to my department staffs, Associate Prof.

Shobhana.N, Associate Prof. Prema.R , Dr. Hema latha.M, Asst Prof.

Janarthanan.B, Asst Prof. Muralikrishnan.M, Asst Prof. Najma.S, Asst

Prof. Rajesh.A.D.J, Asst Prof. Sheeba.D and Asst Prof. Pappy Veena

whose supports have sustained me at each step of this research.

I would like to thank my parents and Friends for their support in completing the

research.

III

ABSTRACT This Study is the outcome of the title “A Study on Absenteeism among the

Employees in DCW (india) Ltd, Tuticorin. Absenteeism refers to the failure of the

workers to report on duty with out prior notice there of. It has been defined as “the

total man shifts lost because of absences as a percentage of the total of man-shifts

schedules.” The main objective is to find the factors to prevent the absenteeism,

from the total population 1275, sample of 100 is selected. From the finding it is

found that major facilities lacking inside the organization and it has been

suggested to make necessary steps to increase the medical, welfare measures and

salary level. The various statistical tools such as percentage analysis, chi-square,

percentage, one way ANOVA test are used in order to extract the result.

IV

CONTENTS

Page No.

LIST OF TABLES VI

LIST OF CHARTS VIII

LIST OF EQUATION IX

LIST OF FIGURES IX

CHAPTER I INTRODUCTION 1

CHAPTER II REVIEW OF LITERATURE 11

CHAPTER III RESEARCH METHODOLOGY 14

CHAPTER IV ANALYSIS AND DATA INTERPRETATION 19

CHAPTER V FINDINGS, SUGGESTIONS AND CONCLUSION 58

BIBLIOGRAPHY

APPENDIX

V

LIST OF TABLES

Table

No.

Title Page

No.

4.1 Age group of the respondents 19

4.2 Educational qualification of the respondents 20

4.3 Experience level of the respondents 21

4.4 Marital status of the respondents 22

4.5 Mode of arriving to work spot 23

4.6 Salary level of the respondents 24

4.7 Expenditure level of the respondents 25

4.8 Environmental satisfaction level of the respondents 26

4.9 Opinion about Co operation from the colleagues 27

4.10 Respondent opinion about the rejected application for leave

28

4.11 Opinion about Safety provisions 29

4.12 Opinion about Leave procedure of the respondents 30

4.13 Opinion about Health related problem of the respondents 31

4.14 Opinion about Work regularly of the respondents 32

4.15 Opinion about Shift work of the respondents 33

4.16 Opinion about Relationship with supervisor of the

respondents

34

4.17 Opinion about Grievance handling procedure of the

respondents

35

4.18 Suggestion to minimize absenteeism 36

4.19 Health status of the respondents 37

4.20 Illness of family members 38

4.21 Children education problem 39

4.22 Leave taken for family function 40

4.23 Habit status of respondents 41

4.24 Type of family 42

4.25 Reason for taken leave 43

VII

4.26 Impact of age on sanctioning of leave by supervisor 44

4.27 Chi-square value for Age vs. Supervisor 44

4.28 Impact of age on satisfaction level of safety provisions 45

4.29 Chi-square value for Age vs. Safety 45

4.30 Impact of age on stress level of the employee 46

4.31 Chi-square value for Age vs. Stress 46

4.32 Impact of education on satisfaction of health related problems

47

4.33 Chi-square value for Education vs. Health 47

4.34 Impact of education on children education related problems

48

4.35 Chi-square value for Education vs. Children 48

4.36 Impact of marital on employee come work regularly 49

4.37 Chi-square value for Marital vs. Regularly 49

4.38 Impact of marital on leave because of family functions 50

4.39 Chi-square value for Marital vs. Functions 50

4.40 Impact of conveyance on current leave procedures 51

4.41 Chi-square value for conveyance vs. Leave 51

4.42 Impact of conveyance on health status of employees 52

4.43 Chi-square value for Conveyance vs. Illness 52

4.44 Impact of expenditure on children education problems 53

4.45 Chi-square value for Expenditure vs. Children 53

4.46 ANOVA value for Age vs. safety, shift, stress, attribute 54

4.47 ANOVA value for Education vs. leave, children, shift,

stress

55

4.48 ANOVA value for Marital vs. regularly, relationship,

children, type, suggestion, functions

56

4.49 ANOVA value for Conveyance vs. leave, illness, regularly,

shift

57

LIST OF CHARTS

Table

No.

Title Page

No.

4.1 Age group of the respondents 19

4.2 Educational qualification of the respondents 20

4.3 Experience level of the respondents 21

4.4 Marital status of the respondents 22

4.5 Mode of arriving to work spot 23

4.6 Salary level of the respondents 24

4.7 Expenditure level of the respondents 25

4.8 Environmental satisfaction level of the respondents 26

4.9 Opinion about Co operation from the colleagues 27

4.10 Respondent opinion about the rejected application for leave

28

4.11 Opinion about Safety provisions 29

4.12 Opinion about Leave procedure of the respondents 30

4.13 Opinion about Health related problem of the respondents 31

4.14 Opinion about Work regularly of the respondents 32

4.15 Opinion about Shift work of the respondents 33

4.16 Opinion about Relationship with supervisor of the

respondents

34

4.17 Opinion about Grievance handling procedure of the

respondents

35

4.18 Suggestion to minimize absenteeism 36

4.19 Health status of the respondents 37

4.20 Illness of family members 38

4.21 Children education problem 39

4.22 Leave taken for family function 40

4.23 Habit status of respondents 41

4.24 Type of family 42

4.25 Reason for taken leave 43

LIST OF EQUATION

Table No. Title Page No.

1.1 Equation for rate of absenteeism 3

1.2 Equation for Percentage analysis

17

1.3 Equation for Chi-square test 17

1.4 Equation for One way ANOVA

18

LIST OF FIGURES

Table No. Title Page No.

1.1 Effects of absenteeism on industry 5

1.2 Effects of absenteeism on workers 6

IX

CHAPTER I

INTRODUCTION

1.1.Concept of absenteeism

Industrialization is undoubtedly a falter in economic progress. Now that the

industrialization developed countries has been become a focus of national and

international action wide range of technical, economical, social, cultural and

political, cultural and political aspects of industrialization are calm increasing

attention in the task of making labors understand his duties and obligations which

will lead to the considerable growth of labor consciousness.

A growing number of official and private publication record industrial

development today the success registered and the obstacles encountered in to the

implementation of industrialization programme in spite of the face that industrial

sociologist and psychologist could reveal the reason for absenteeism as religious

factors over indebtedness frequency of sickness frequency of visits to home-town,

on-provision of transport by the company bad habits like drinking, gambling,

further analysis of the possibilities of remedial measures based on the cultural

background have to be done .

The absenteeism is affecting the optimum utilization of human resources it is an

industrial malady affecting productivity, profits, investments and the absences

workers themselves. An increasing rate of absence adds considerable cost to the

industry and social loss occurring from Absenteeism cannot be determined

accurately.

The effect of absenteeism in industrial productions cannot be measured easily.

The Higher absenteeism greater the production loss for the country. People who

are working in industry and other area related to the industrial production also

suffer.

1

1.1.1.Definition of the term absenteeism

According to the Webster’s Dictionary, “Absenteeism is the practice or habit of

being an absentee and an absentee is on who habitually stays away.(2003)

According to workings and Dodod “Absenteeism refers to the workers absence

from his regular task no matter what the cause”.(2000)

According to J.Jucius “Absenteeism is the failure of the workers to report on the

job when they are schedule to work.(1996)

According to J.D.Heckett: “Absenteeism is temporary cessation of work, for no

less than one whole working day, on the initiative of the worker, when his

presence is expected”.(2002)

According to Ankalikan: “Absenteeism is unauthorized absence of the workers

from his job”.(2005)

Labour Bureau, simla interpret “Absenteeism as the total of man shifts lost

because of absence as a percentage of the total number of man shifts scheduled to

work it excludes authorized vacation privilege leave, strike, lockout, lay-off or

regularized over’s for the computation of absenteeism rate, on the other hand

annual survey of industries takes in to account all the instances of workers

absence with a view to ascertaining the costs of the time lost as a percentage of the

total labour cost .

A general definition of absenteeism includes time lost because of illness and

accident and time away from the job due of personal reasons whether authorized

or unauthorized. Authorized absence on leave with pay is also treated as absence.

2

1.1.2. Rate of Absenteeism

No of total man shifts lost ----------------------------------------- X 100 ( Equation 1.1 ) No of total man shifts schedule

1.1.3. Causes of Absenteeism The workers remain absent for various reasons which some may be genuine but

others are not so The Labour Investigation Committee (1946) pointed out the

following causes of absenteeism.

1.1.3.1. Sickness and low vitality

The labour investigation committee pointed out that sickness is responsible for a

considerable part of absenteeism at most places, epidemics like cholera, small box

and malaria most industrial areas the vitality of workers make them an easy prey

to such expediencies and bad housing and insanitary conditions of living appear to

trouble.

1.1.3.2. Means of transport

Again the sickness rate is also affected by the nature of the jobs and the

provisions of transport facilities of the workers for attending the factories and

coming back to homes after working hours.

1.1.3.3. Night shift

It has also been pinpointed out that there is a great percentage of absenteeism

during the night shift than in the shifts owing to the greater discomforts on work

during night time.

3

1.1.3.4. Social and religious function

It has been noticed that worker become absent from their duty on occasions of

social and religious since worker like to visit their families on such occasions

hence they go back to their villages for show period.

1.1.3.5. Accident

Industrial accident depends upon the nature of work to be performed by the

worker and his ability and soon that the undertakes for doing that work in case of

hazardous nature of the job accidents occur more frequency which leads to higher

rate of absenteeism. .

1.1.4. Other Causes

1. Poor working conditions

2. Lack of job satisfaction

3. Personal problems (financial, marital, substance abuse, child care etc.)

4. Stress.

4

1.1.5. EFFECTS OF ABSENTEEISM ON INDUSTRY

FIGURE 1.1

Absenteeism ↓

Affects production targets ↓

Increases the work load of inexperienced & less experienced ↓

Leads to rejection of finished products ↓

Increases the cost of production ↓

Lowers the Profit margin ↓

Affects Industrial growth

5

1.1.6. EFFECTS OF ABSENTEEISM ON WORKERS

FIGURE 1.2

Absenteeism ↓

Reduces his earnings ↓

Adds his indebtedness ↓

Decreases the Purchasing power ↓

Leads to family problems ↓

Increases mental stress ↓

Leads to inefficiency in his job ↓

Loss of employment

6

1.2. Company profile

1.2.1. A brief history of DCW Ltd

DCW Limited, the flagship company owned by the renowned sahu jain

family, was incorporated in January 1939 as Dharangadhra chemical works ld

to take over india’s first soda ash factory at dharangadhra in Gujarat. Its

ownership was acquired in 1949 by padmabhushan late shri sahu shriyans

Prasad jain – The founder. Since then, it has expanded, diversified and

modernized its operations and is now a public limited company manufacturing

a wide range of chemical products. In 1987, in view of its more diverse

operations, the name of the company was changed to DCW Limited.

Chemical industries in India are worth US 28 billian and these industries are

responsible for 12.5% of the country’s industrial production. Chemical

industries are referred as keystone industries because of the way the rest of the

manufacturing sector rely on chemical. DCW Ltd. Is an industries pioneer

with a strong presence in the Chlor Alkalu chemical synthetic Retile and poly

Vinyl chloride business segment.

The DCW story goes back to 1925 when the foundation stone of India’s first

soda Ash factory at Dharangadhra a small principality on the state of Gujarat.

In west India was laied. Plant was taken over in 1939 and then under the name

of Dhrangadhra chemicals works Ltd with the main business objective of

manufacturing.

The corporate office of the company is located in Mumbai, India’s

commercial capital. The business is steered by Dr. ShashiChand jain as

Chairman & Managing Director and Mr. sharad Kumar jain, as Vice Chairman

& Managing director. Under their able and astute leadership ,

7

DCW has come a long way to emerge as India’s respected multi – product and

multi – location chemical company. DCW is an industry pioneer with a strong

presence in the chlor – alkali, Synthetic rutile and PVC business segments. It

has a successful record of developing downstream and related products. Its

competitive position is enhanced by the diversity of its products.

The company has two manufacturing units. At Dhrangadhra, Gujarat state, it

produces soda ash, Amonium Bicarbonate and Bromide. At Sahupuram, Tamil

Nadu State, it produces Caustic soda, Liquid Chlorine, Trichloroethylene,

Hydrochloric Acid, Synthetic Rutile, Yellow Iron Oxide, Ferric Chloride,

Enamel paint and PVC Resin. The Sahupuram unit is also striving to

commercialise bio- tech products like Natural Spirulina. Salt , considered the

essence of life, is a starting material of DCW’s basic products.

1.2.2. Mission

“ It is our endeavour to manufacture and supply quality products and develop

co – operation and understanding through trade and commerce.”

1.2.3. Human resources

The unit employs the manpower of around 1275 consisting of staff & workmen.

Suitable services, technical and administrative, have been organized to support

the manufacturing activities. The Plant management is professional in outlook.

The unit has a positive work culture and employees are committed. Adequate

welfare measures have been extended to employees to improve their quality of

life. Management – Union relations have been built on mutual trust and

understanding have remained cordial.

8

Responsible for

•Recruitment and placement of human assets in various positions.

•Personnel establishment work and Personnel records maintenance.

•Administering employee welfare programmes.

•Organising employee related functions.

•Formulating and monitoring employee motivation schemes.

•Payroll processing.

•Time office administration.

•Matters concerned with organization charts, placements, career growth,

job rotation.

•Training of personnel.

•Managing Industrial Relations.

•Compensation related issues.

•Dealing with employee counselling and grievances.

1.2.4. Safety and Environment

Safety and environment protection are given focused attention in the works.

Personnel at work are provided with personal protective equipments. Safety

measures have been incorporated in the operating systems in the plants including

dedicated fire fighting system. Safety awareness and training to operating

personnel is a continuous activity designed to make every day safe working day.

A medical centre functions round the clock to provide timely medicare to

employees in the event of work injuries.

9

Conscious of its obligations towards environment protection, the management has

been investing money and efforts in progressively implementing pollution control

measures at sahupuram. It has been upgrading its processes, plants and

equipments to assimilate environmental protection measures in a progressive

manner in line with the universally accepted principles of 3Rs viz. Reduce, Reuse

and Recycle. The works has achieved significant results in energy conservation

efforts which continues to be systematically extended to cover more areas in the

plant and township. The sahupuram works has recently embarked on developing

and implementing ISO 14001 EMS standards and expects to obtain the accredited

certified by the end of 2003.

1.2.5. Product profile

1.2.5.1. Product list

1.Common Salt (NACI)

2. Caustic soda (NaoH)

3. Liquid chlorine (c12)

4. Hydrochloric Acid (HCI)

5. Trichlorethlene (C2HC13)

6. Sodium Hypochlorite

7. Upgraded Beneficiated immenite (Synthetic Rutile)

8. Utox & Yellow Iron Oxide

9. Ferric Chloride

10. Poly Vinyl Chloride Resin.

10

CHAPTER II

REVIEW OF LITERATURE

Ian Firns, Anthony Travaglione and Grant O'Neill, (2006), “Absenteeism in

times of rapid organizational change”, has Suggested that Unscheduled

absenteeism is a costly and disruptive phenomenon that remains problematic for

organizations. It is imperative that managers understand more fully the

antecedents and consequences of this complex behaviour.This study aims to shed

light on the issue by analysing the absence trends in a large public sector

organization undergoing modernization and downsizing.It is argued that employer

assumptions about the legitimacy of individual absenteeism will guide decision

making with regard to appropriate absence management strategies.This study

highlights the danger of falsely attributing individual-level causes of absenteeism

to what may be better understood as a group-level phenomenon. This phenomenon

represents a predictable response in the context of major organizational change.

This research has implications for human resource management strategies in

organizations experiencing rapid change.

Jie Shen and Ben Dicker, (2008), “The impacts of shiftwork on employees”,

has Suggested that the impacts of shiftwork on shift workers with regard to their

employment, health, family and social lives, and explores the moderating effects

of demographic variables. It is argued that shiftwork attracts many people because

shift workers receive competitive income, without requiring tertiary education,

that can be increased by long shifts and weekend work. Generally, although

shiftwork does not lead to increased employee turnover the retiring age of shift

workers is relatively younger than in other sectors. Shiftwork contributes to

increased absenteeism, especially among younger employees and those who have

been doing shiftwork for only a short period.

11

It is unlikely for shift workers to moonlight. Shiftwork affects employee health,

family and social lives, personal and workplace relationships, and communication

skills. While older workers become tired more easily and less motivated, younger

workers tend to experience higher rates of absenteeism. Employees who have

been in the workplace longer are likely to have higher turnover. Married

employees with children are likely to be affected the most in terms of family life

and marriage. Gender and type of job do seem to be moderating factors. The

contributions to literature and practical implications are also discussed.

Kgaphola and Sekgale Colbeck, (2006), “The effects of HRM practices and

antecedents on organizational commitment among university employees”, has

Suggested that the factors affect organizational commitment among Dutch

university employees in two faculties with different academic identities (separatist

versus hegemonist, Stiles, 2004). The analyses of Web survey data reveal that in

the separatist faculty decentralization, compensation, training/development,

positional tenure and career mobility have significant effects. Age, organizational

tenure, level of autonomy, working hours, social involvement and personal

importance significantly affect the employees' organizational commitment in the

hegemonist faculty. Participation, social interactions and job level are factors that

are important in both faculties. The findings indicate that the set of factors

affecting the organizational commitment of employees differs between the

separatist and hegemonist faculties. The findings empirically support the argument

that different configurations or 'bundles' of HRM practices (Delery and Doty,

1996; Guest, 1997) are suited for organizations with different identities.

Explanations for the observed relationships, implications and limitations of the

study are discussed.

12

Tim A. Barmby, Marco G. Ercolani, John G. Treble, (2002), “Sickness

absence in international comparison”, has Suggested that the paper shows how

internationally and intertemporally consistent information on sickness absence can

be constructed from Labour Force Surveys, and describes some important features

of data that we have generated using the Luxembourg Employment Study.

We also analyse sickness absence rates by age, gender and other socio-economic

characteristics of workers. These relationships prove to be similar across countries

with widely differing mean rates of absence. In this dataset, workers with longer

tenure tend to have higher absence rates even when age is controlled for. Absence

is also positively correlated with higher usual hours of work.

Vincenzo Scoppa, (2010), “Worker absenteeism and incentives: evidence

from Italy”, has Suggested that the study employees are fully insured against

earning losses due to illness. Since worker's health is not easily verifiable,

absenteeism due to illness is considered an empirical proxy for employee shirking.

The Bank of Italy Household Survey (SHIW) provides individual data on days of

absence. Controlling for personal characteristics and potential determinants of

health status and family responsibilities (age, gender, education, marital status,

children at home), we show that the nature of employment contracts affects

workers' incentives to provide effort: sickness absences, at least partially, hide

opportunistic behaviours.

13

CHAPTER III

RESEARCH MEHODOLOGY

3.1. SIGNIFICANCE OF THE STUDY

One of the major problems affecting this precious resource is absenteeism.

Absenteeism is not only an individual problem but also a social as well as

economic problem of our country. When absenteeism becomes a habit there is

not only general lowering of morale, but also results in loss and deterioration

of skill and efficiency. This may lead an organization to attain reduced

productivity. Decrease in production will affect the profits of the company.

To control the rate of absenteeism we should know what absenteeism is and

study the factors such as personal factors, social factors and environmental

factors responsible for absenteeism. Reducing the rate of absenteeism is not a

simple task. So, there is a great need for the research and analysis of

absenteeism in the organization.

3.2. OBJECTIVES OF THE STUDY

3.2.1. Primary Objective

� To study the various factors that lead to absenteeism in DCW Ltd.

3.2.2. Secondary Objectives

� To find out the problem of absenteeism.

� To study the personal factors of employees that causes absenteeism.

� To study the interrelationship factors related with employee.

� To study the impact of social factors on absenteeism.

� To analyze the reason for the absenteeism.

14

3.3. REASEARCH DESIGN

The research design is the plan structure and strategy of the investigation to

obtain answer to the research question. The researcher has taken descriptive

design that with explain various factors which contribute to reduce

absenteeism such as working conditions, family problem, transport facility

relation with co worker and supervisors, organizational factor financial

position & social position etc…

3.4. COVERAGE

The aim of this study is to measure the variable distributed in a population i.e.,

Dcw ltd and to test the hypothesis about which factors are contributing

significantly to work life balance from this we can generalize the findings

obtained from a sample to the total study population. The study is micro in

nature and data were collected from 100 respondents only. Every efforts was

taken to make sure that all the area was covered.

3.5. PILOT STUDY

It is a method used to get first hand information about the problem. Pilot study

has helped the researcher to prepare a good schedule. It has given good

knowledge about problem which is an important prerequisite in any research.

3.6. SAMPLING TECHNIQUES

In this research study, simple random sampling technique was used to select

respondents needed for study. The researcher selected 100 respondents out of

total of 1275 workers in the DCW ltd at Tuticorin.

15

3.7. METHODS OF DATA COLLECTION

The task of data collection begins after a research problem has been defined

and research design/plan chalked out. The two types of data are:

1. Primary data.

2. Secondary data.

3.7.1. Primary data

Primary data are those which are collected for the first time. In this study the

method of data collection followed is through,

• Questionnaires

• Personal interview

3.7.2. Secondary data

Secondary data are those data, which have been already collected and

analyzed by some other.

It provided details about the organization, which supports the research. The

published sources include various text books and company literatures. The

Researcher has used Questionnaires for collecting data.

Population size : 1275

Universe : 270

Sample size : 100

16

3.7.3. STATISTICAL TOOLS

1. Percentage analysis

2. Chi-square test

3. One way ANOVA test

3.7.3.1. Percentage analysis

Percentage analysis refers to a special kind of ratio; percentages are used

in making comparison between two or more series of data percentages are used to

describe the relationships.

Percentage is calculated are follows,

= d / n * 100 ( Equation 1.2 )

Where‘d’ is the number of respondents

Where ‘n’ is the base of figure of sample group.

3.7.3.2. Chi - Square Test

The chi-square test is a statistical test. Chi- square is the most popular

discrete data hypothesis testing method. The chi –square test is based on a statistic

that measures the divergence of the observed data form the values that would be

expected under the null hypothesis of no association. They require calculation of

the expected values on data.

Ψ2 = ∑ (Oi - Ei)

2/ E

Ψ2 = ∑ (Observed – Expected) 2

________________________ (Equation 1.3 )

Expected

The distribution of the statistic X2 chi- square with (r-1) (c-1) degrees of

freedom, where r represents the number of rows in the two-way table and c

represents the number of columns. The distribution is denoted by X2 (degree of

freedom), where do is the number of degrees of freedom.

17

3.7.3.3. One way ANOVA

One-way analysis of variance (ANOVA) tests allow you to determine if one

given factor, such as drug treatment, has a significant effect on gene expression

behavior across any of the groups under study. A significant p-value resulting

from a 1-way ANOVA test would indicate that a gene is differentially expressed

in at least one of the groups analyzed. If there are more than two groups being

analyzed, however, the 1-way ANOVA does not specifically indicate which pair

of groups exhibits statistical differences.

3.8. LIMITATIONS OF THE STUDY

� Some of the respondents are not willing to reveal the data.

� A time constraint is another limitation of the study.

� The respondents opinion can be biased.

3.9. FUTURE SCOPE Reducing the absenteeism in DCW LTD.

3.10. CHAPTERISATION The frame for the study is divided into the first unit which consists of the

introduction and company profile. The second unit consists of the review of the

literature. The third unit discus with the objective of the study , sampling design

and tools of data collection. The fourth unit consists of data analysis and

interpretation. The fifth unit consists of summary and conclusion.

18

CHAPTER IV

DATA ANALYSIS AND INTERPRETATION

TABLE - 4.1 Age group of the respondents

CHART - 4.1 Age group of the respondents

Inference:

From The table 4.1, it is infers that half belongs to the age group of 26-45 years,

one third belongs to the age group of below 25 years, one fourth belongs to the

age group of 56 & above years.

19

Age Frequency Percent

Below 25 years 43 43.0

26 – 45 years 51 51.0

56 & above years 6 6.0

Total 100 100.0

TABLE - 4.2

Educational qualification of the respondents

CHART - 4.2

Educational qualification of the respondents

Inference:

From The table 4.2, it is infers that half belongs to the SSLC & HSC level, one

third belongs to the UG & PG level, one fourth belongs to the Diploma.

20

Education Frequency Percent

SSLC/HSC 65 65.0

UG/PG 30 30.0

Diploma 5 5.0

Total 100 100.0

TABLE - 4.3

Experience level of the respondents

CHART - 4.3

Experience level of the respondents

Inference:

From The table 4.3, it is infers that majority are with Less than 4 years of

experience and one fourth belongs to the 4 to 8 years of experience.

21

Experience Frequency Percent

Less than 4 year 91 91.0

4 to 8 year 9 9.0

Total 100 100.0

TABLE - 4.4

Marital status of the respondents

CHART - 4.4

Marital status of the respondents

Inference: From The table 4.4, it is infers that half belongs to the unmarried person and one third belongs to the married person.

22

Marital Status Frequency Percent

Married 32 32.0

Un married 68 68.0

Total 100 100.0

TABLE - 4.5

Mode of arriving to work spot

CHART - 4.5

Mode of arriving to work spot

Inference:

From The table 4.5, it is infers that one third belongs to the bus, one third belongs

to the by cycle, one fourth belongs to by walk, one fourth belongs to by two

wheeler.

23

Conveyance Frequency Percent

Walk 20 20.0

By cycle 28 28.0

Two wheeler 15 15.0

Bus 37 37.0

Total 100 100.0

TABLE - 4.6

Salary level of the respondents

CHART - 4.6

Salary level of the respondents

Inference:

From The table 4.6, it is infers that majority are with the Rs 1000 – 10000 level,

one fourth belongs to the Rs 10001 – 15000 level and one fourth belongs to the Rs

15000 & above.

24

Salary Frequency Percent

Rs 1000 – 10000 85 85.0

Rs 10001 – 15000 8 8.0

Rs 15000 & above 7 7.0

Total 100 100.0

TABLE - 4.7

Expenditure level of the respondents

CHART - 4.7

Expenditure level of the respondents

Inference:

From The table 4.7, it is infers that majority are with the Rs 2000 – 4000 level

and one fourth belongs to the Rs 4000 & more than 5000 level.

25

Expenditure Frequency Percent

Rs 2000 – 4000 85 85.0

Rs 4000 & more than 5000

15 15.0

Total 100 100.0

TABLE - 4.8

Environmental satisfaction level of the respondents

CHART - 4.8

Environmental satisfaction level of the respondents

Inference: From The table 4.8, it is infers that majority are with the low satisfaction level

and one fourth belongs to the high satisfaction level.

26

Environment Frequency Percent

Low satisfaction

87 87.0

High satisfaction

13 13.0

Total 100 100.0

TABLE - 4.9

Opinion about Co operation from the colleagues

CHART - 4.9

Opinion about Co operation from the colleagues



27

Colleagues Frequency Percent

Low satisfaction 86 86.0

High satisfaction 14 14.0

Total 100 100.0

TABLE - 4.10 Respondent opinion about the rejected application for leave

CHART - 4.10 Respondent opinion about the rejected application for leave

Inference:

From The table 4.10, it is infers that one third belongs to the never, one third

belongs to the always, one third belongs to the sometimes.

28

Rejected leave application Frequency Percent

Always 31 31.0

Never 40 40.0

Sometimes 29 29.0

Total 100 100.0

TABLE - 4.11

Opinion about Safety provisions

CHART - 4.11

Opinion about Safety provisions



29

Safety provisions Frequency Percent

Low satisfaction

88 88.0

High satisfaction

12 12.0

Total 100 100.0

TABLE - 4.12

Opinion about Leave procedure of the respondents

CHART - 4.12

Opinion about Leave procedure of the respondents



30

Leave procedures Frequency Percent

Low satisfaction 81 81.0

High satisfaction 19 19.0

Total 100 100.0

TABLE - 4.13

Opinion about Health related problem of the respondents

CHART - 4.13

Opinion about Health related problem of the respondents

Inference: From The table 4.13, it is infers that half belongs to the yes and one third belongs

to the no.

31

Health problems Frequency Percent

No 46 46.0

Yes 54 54.0

Total 100 100.0

TABLE - 4.14

Opinion about Work regularly of the respondents

CHART - 4.14

Opinion about Work regularly of the respondents

Inference: From The table 4.14, it is infers that half belongs to the no and one third belongs

to the yes.

32

Regularly Frequency Percent

No 64 64.0

Yes 36 36.0

Total 100 100.0

TABLE - 4.15

Opinion about Shift work of the respondents

CHART - 4.15

Opinion about Shift work of the respondents

Inference: From The table 4.15, it is infers that half belongs to the night shift, one third

belongs to the evening shift one fourth belongs to the day shift.

33

Shift Frequency Percent

Day 19 19.0

Evening 29 29.0

Night 52 52.0

Total 100 100.0

TABLE - 4.16

Opinion about Relationship with supervisor of the respondents

CHART - 4.16

Opinion about Relationship with supervisor of the respondents

Inference: From The table 4.16, it is infers that half belongs to the low satisfaction level and

one third belongs to the high satisfaction level

34

Supervisor Frequency Percent

Low satisfaction

55 55.0

High satisfaction

45 45.0

Total 100 100.0

TABLE - 4.17

Opinion about Grievance handling procedure of the respondents

CHART - 4.17

Opinion about Grievance handling procedure of the respondents


and one third belongs to the high satisfaction level.

35

Grievance Frequency Percent

Low satisfaction

70 70.0

High satisfaction

30 30.0

Total 100 100.0

TABLE - 4.18 Suggestion to minimize absenteeism

Suggestion Frequency Percent

Better working condition 24 24.0

More salary/wages 45 45.0

More leave facilities 11 11.0

More rest during work 12 12.0

Reward for prompt attendance

8 8.0

Total 100 100.0 CHART - 4.18 Suggestion to minimize absenteeism

Inference: From The above table 4.18, infers that one third belongs to the more wages, one fourth belongs to the better working condition, one fourth more rest during work, one fourth belongs to the more leave facilities and one fourth belongs to the reward for prompt attendance.

36

TABLE - 4.19

Health status of the respondents

CHART - 4.19

Health status of the respondents

Inference: From The above table 4.19, infers that one third belongs to the occational illness, one

third belongs to the climate illness and one fourth belongs to the serious illness.

37

Health status Frequency Percent

Serious illness 24 24.0

Occational illness 47 47.0

Climate illness 29 29.0

Total 100 100.0

TABLE - 4.20

Illness of family members

CHART - 4.20

Illness of family members


to the no.

38

Illness Frequency Percent

No 32 32.0

Yes 68 68.0

Total 100 100.0

TABLE - 4.21

Children education problem

CHART - 4.21

Children education problem


to the no.

39

Children Frequency Percent

No 34 34.0

Yes 66 66.0

Total 100 100.0

TABLE -4.22

Leave taken for family function

CHART- 4.22

Leave taken for family function

Inference: From The table 4.22, it is infers that half belongs to the taking leave for

occasionally, One fourth belongs to the taking leave for frequently, one fourth

belongs to the never taking leave and one fourth belongs to the taking leave for

rarely.

40

Family functions Frequency Percent

Frequently 24 24.0

Occasionally 38 38.0

Rarely 15 15.0

Never 23 23.0

Total 100 100.0

TABLE - 4.23

Habit status of respondents

CHART - 4.23

Habit status of respondents

Inference:

From The table 4.23, it is infers that one fourth belongs to the drinking habit, one

third belongs to the none of these, one fourth belongs to the smoking habit and

one fourth belongs to the gambling habit.

41

Habit status Frequency Percent

Smoking 24 24.0

Drinking 32 32.0

Gambling 14 14.0

None of these 30 30.0

Total 100 100.0

TABLE - 4.24

Type of family

CHART- 4.24

Type of family

Inference:

From The table 4.24, it is infers that majority are with the joint family and one

fourth belongs to the nuclear family.

42

Type of family Frequency Percent

Joint 76 76.0

Nuclear 24 24.0

Total 100 100.0

TABLE - 4.25 Reason for taken leave

CHART- 4.25 Reason for taken leave

Inference:

From The table 4.25, it is infers that one third belongs to the family, one fourth

belongs to the sickness, one fourth belongs to the other reasons, one fourth

belongs to the physical work environment and one fourth belongs to the part time

job.

43

Reason for taking leave Frequency Percent

Family 43 43.0

Sickness 19 19.0

Physical work environment

11 11.0

Part time job 10 10.0

Other reasons 17 17.0

Total 100 100.0

CHI-SQUARE TEST Impact of age on sanctioning of leave by supervisor

NULL HYPOTHESIS: There is no significant association between the usage

period and quality of the bike.

ALTERNATIVE HYPOTHESIS: There is a significant association between the

usage period and quality of the bike.

TABLE - 4.26 Age vs. Supervisor Supervisor

Total Age Always Never sometimes

Below 25 years

21 13 9 43

26 – 45 years

9 24 18 51

56 & above years

1 3 2 6

Total 31 40 29 100 TABLE - 4.27 Chi-square value for Age vs. Supervisor

Value Df Asymp. Sig. (2-sided)

Pearson Chi-Square 11.256a 4 .024 Inference: As the Chi-Square value (0.024) is less than the significant level of 0.05 and thus

Ho is rejected. H1 is accepted, Hence it is concluded that there is a significant

association between the Age and the opinion of the respondents towards the

Supervisor.

44

Impact of age on satisfaction level of safety provisions NULL HYPOTHESIS: There is no significant association between the usage




TABLE - 4.28 Age vs. Safety provisions

Safety

Total

Age low satisfaction

high satisfaction

Below 25 years

40 3 43

26 – 45 years

45 6 51

56 & above years

3 3 6

Total 88 12 100 TABLE - 4.29 Chi-square value for Age vs. Safety provisions




association between the Age and the opinion of the respondents towards the

safety.

45

Impact of age on stress level of the employee NULL HYPOTHESIS: There is no significant association between the usage




TABLE - 4.30 Age vs. Stress level of the employee

Stress

Total Age Smoking Drinking gambling none of these

Below 25 years

7 11 11 14 43

26 – 45 years

14 20 2 15 51

56 & above years

3 1 1 1 6

Total 24 32 14 30 100 TABLE - 4.31 Chi-square value for Age vs. Stress level of the employee




association between the Age and the opinion of the respondents towards the stress.

46

Impact of education on satisfaction of health related problems NULL HYPOTHESIS: There is no significant association between the usage




TABLE - 4.32 Education vs. Health related problems

Health

Total Education

No Yes

SSLC/HSC PG/UG Diploma

38 27 65

5 25 30

3 2 5

Total 46 54 100 TABLE - 4.33 Chi-square value for Education vs. Health related problems

Value df Asymp. Sig. (2-sided)



association between the Education and the opinion of the respondents towards the

health.

47

Impact of education on children education related problems NULL HYPOTHESIS: There is no significant association between the usage




TABLE - 4.34 Education vs. Children education related problems

Children

Total Education No Yes

SSLC/HSC PG/UG Diploma

16 49 65

15 15 30

3 2 5

Total 34 66 100 TABLE - 4.35 Chi-square value for Education vs. Children education related problems




association between the Education and the opinion of the respondents towards the

Children.

48

Impact of marital on employee come work regularly NULL HYPOTHESIS: There is no significant association between the usage




TABLE - 4.36

Marital vs. Regularly

Regularly

Total Marital status

No yes

Married Un married

14 18 32

50 18 68

Total 64 36 100 TABLE - 4.37

Chi-square value for Marital vs. Regularly




association between the Marital and the opinion of the respondents towards the

regularly.

49

Impact of marital on leave because of family functions NULL HYPOTHESIS: There is no significant association between the usage




TABLE - 4.38

Marital vs. Functions

Functions

Total Marital status frequently Occasionally rarely never

Married Un married

12 10 1 9 32

12 28 14 14 68

Total 24 38 15 23 100

TABLE - 4.39

Chi-square value for Marital vs. Functions


Pearson Chi-Square 9.099a 3 .028

Inference: As the Chi-Square value (0.028) is less than the significant level of 0.05 and thus


association between the Marital and the opinion of the respondents towards the

regularly.

50

Impact of conveyance on current leave procedures NULL HYPOTHESIS: There is no significant association between the usage




TABLE - 4.40

Conveyance vs. Leave

Leave

Total

Conveyance low satisfaction

high satisfaction

Walk By cycle Two wheeler Bus

16 4 20

18 10 28

13 2 15

34 3 37

Total 81 19 100

TABLE - 4.41

Chi-square value for conveyance vs. Leave




association between the Conveyance and the opinion of the respondents towards

the leave.

51

Impact of conveyance on health status of employees NULL HYPOTHESIS: There is no significant association between the usage




TABLE - 4.42

Conveyance vs. Illness

Illness

Total

Conveyance

serious illness occational illness climate illness

Walk By cycle Two wheeler Bus

9 9 2 20

6 17 5 28

3 4 8 15

6 17 14 37

Total 24 47 29 100 TABLE - 4.43

Chi-square value for Conveyance vs. Illness


Pearson Chi-Square 15.000a 6 .020

Inference: As the Chi-Square value (0.020) is less than the significant level of 0.05 and thus


association between the Conveyance and the opinion of the respondents towards

the illness.

52

Impact of expenditure on children education problems NULL HYPOTHESIS: There is no significant association between the usage




TABLE - 4.44

Expenditure vs. Children

Expenditure children

Total No yes

Rs 2000 – 4000 Rs 4000 – more than 5000

25 60 85

9 6 15

Total 34 66 100 TABLE - 4.45

Chi-square value for Expenditure vs. Children




association between the Expenditure and the opinion of the respondents towards

the Children.

53

ANOVA TEST

TABLE - 4.46

Age vs. safety, shift, stress, attribute

Sum of Squares Df Mean Square F Sig.

Safety Between Groups .975 2 .488 4.935 .009

Shift Between Groups 4.443 2 2.221 3.871 .024

Stress Between Groups 5.167 2 2.583 1.960 .146

Attribute Between Groups 11.503 2 5.751 2.533 .085

Inference: There is a significant different between age of the respondents and safety provisions, working shift . There is no significant different between age of the respondents and stress level, attribute for taking leave.

54

TABLE - 4.47

Education vs. leave, children, shift, stress


Leave Between Groups 1.308 2 .654 4.505 .013

Children Between Groups 1.678 2 .839 3.921 .023

Shift Between Groups

2.548 2 1.274 2.147 .122

Stress Between Groups

4.846 2 2.423 1.834 .165

Inference: There is a significant different between education of the respondents and leave procedures, children education. There is no significant different between education of the respondents and stress level, working shift.

55

TABLE - 4.48

Marital vs. regularly, relationship, children, type, suggestion, functions


Regularly Between Groups 1.930 1 1.930 8.958 .003

relationship Between Groups 1.340 1 1.340 5.610 .020

Children Between Groups 5.683 1 5.683 33.233 .000

Type Between Groups .858 1 .858 4.835 .030

Suggestion Between Groups 3.559 1 3.559 2.506 .117

Functions Between Groups 1.077 1 1.077 .908 .343

Inference: There is a significant different between marital of the respondents and work regularly, supervisor relationship, children education, type of family. There is no significant different between marital of the respondents and suggestion to minimize the absenteeism, family functions.

56

TABLE - 4.49

Conveyance vs. leave, illness, regularly, shift


Leave Between Groups 1.271 3 .424 2.881 .040

Illness Between Groups 5.632 3 1.877 3.825 .012 regularly Between Groups .982 3 .327 1.424 .240 shift Between Groups 2.988 3 .996 1.674 .178 Inference: There is a significant different between conveyance of the respondents and leave procedure, serious illness. There is no significant different between conveyance of the respondents and work regularly, working shift.

57 CHAPTER V

FINDINGS, SUGGESTIONS AND CONCLUSIONS

FINDINGS OF THE STUDY

The major findings of the research are:

� Absenteeism was higher 51% in the age group of 26-45 they are having

lot of responsibilities towards their family.

� 65% of the respondents had their education at sslc and hsc level.

� 68% of the respondents are unmarried persons.

� 37% of the respondents are coming by the bus.

� 87% of the respondents are dissatisfied with the working environment.

� 86% of the respondents are getting low co- operation from the colleagues.

� 88% of the respondents are dissatisfied with the safety provisions.

� 81% of the respondents are dissatisfied with the leave procedures.

� 54% of the respondents are affected by the health related problems.

� 52% of the respondents are difficult to work in night shift.

� 55% of the respondents are dissatisfied with the relationship of supervisor.

� 70% of the respondents are dissatisfied with the grievance handling

procedures.

� 45% of the respondents are suggest that salary is not enough to run the

family need more.

58

� 47% of the respondents are affected by occasional illness.

� 68% of the respondents family members are affected by serious illness.

� 38% of the respondents are taking leave due to the family functions.

� 32% of the respondents are alcohol addict due to the job stress or tension.

� 76% of the respondents are in joint family.

� 43% of the respondents are taking leave for the reason of family problems.

� As the Chi-Square value (0.041) is less than the significant level of 0.05

and thus Ho is rejected. H1 is accepted, Hence it is concluded that there is

a significant association between the Age and the opinion of the

respondents towards the stress.

� As the Chi-Square value (0.041) is less than the significant level of 0.05

and thus Ho is rejected. H1 is accepted, Hence it is concluded that there is

a significant association between the Age and the opinion of the

respondents towards the stress.

� There is a significant different between marital of the respondents and

work regularly, supervisor relationship, children education, type of family.

There is no significant different between marital of the respondents and

suggestion to minimize the absenteeism, family functions.

� There is a significant different between conveyance of the respondents and

leave procedure, serious illness.

There is no significant different between conveyance of the respondents

And work regularly, working shift.

59

SUGGESTIONS AND RECOMMENDATION

� Ill health is one of the factors that increase absenteeism to avoid this,

knowledge about fundamentals of health and prevention of disease is a

must for all the workers. Health education, inoculation and vaccination and

periodic check ups should be introduced. Introduction of health education

and free medical check up will ensure better health for the employees and

reduce the absenteeism.

� Company can convene monthly meetings with employees to discuss the

problems due to absenteeism faced by the company and try to solve them.

Management can also request the department of psychology. Sociology,

commerce management, social work in the near be colleges and

universities to do this job on their behalf.

� Employees are unable to manage their families with the income provided

by the company. To earn more or to search for income through other

sources employees are taking leave. If the wages and salaries are increase

to a considerable level absenteeism can be reduced.

� Introducing rewards and prizes for those employees with regular and

prompt attendance may also help the management to reduce the

absenteeism.

� Some of the chronic absentees are alcoholic workers. Management should

take necessary steps to identify these workers in the early stage and proper

counseling should be given with the help of social service organization.

60

CONCLUSION

The management has to think over the above given finding and

recommendation. And it has to consult with the employees over the decision that

has been made to reduce the absenteeism. Also the steps taken to reduce the

absenteeism should be favour to the employees. And higher authorities should

forward the opinion of the employees to the management above the company’s

decision to reduce the absenteeism. It will help the company to get the employees

involvement towards the work which enables to increase the productivity to the

company. So the company’s progress will increase automatically because

“Employees are the backbone of the company”.

61

BIBLIOGRAPHY

1. Ian Firns, Anthony Travaglione and Grant O'Neill, (2006), “Absenteeism in times of rapid organizational change”, Journal of Strategic Change, Vol 15, Issue 3, PP.113–128.

2. Tim A. Barmby, Marco G. Ercolani, John G. Treble, (2002), “Sickness

absence in international comparison” the Economic Journal, vol 112, Issue 480, PP.F315- 331.

3. Vincenzo Scoppa, (2010), “Worker absenteeism and incentives: evidence

from Italy”, Journal of Managerial and Decision Economics, vol 31, issue 18, PP. 503 – 515.

4. Jie Shen and Ben Dicker, (2008), “The impacts of shiftwork on

employees” The International”, Journal of Human Resource Management, Vol 19, Issue 2, PP.392-405.

5. Kgaphola and Sekgale Colbeck, (2006), “The effects of HRM practices

and antecedents on organizational commitment among university employees”, The International Journal of Human Resource Management, Volume 17, Issue 12, PP. 2035 – 2054.

6. www.Citehr.com

7. www.management paradise.com

8. www.dcw.ltd

62 APPENDIX

A STUDY ON ABSENTEEISM AMONG THE EMPLOYEES

IN DCW LTD., SAHUPURAM. PERSONAL DATA: 1. NAME : 2. AGE : a) Below 25 b) 26 - 35 c) 36 - 45 d) 56 & Above 3. Gender : a) Male b) female 4. Department : a) HR b) Finance c) Production d) Maintenance 5. Designation : a) chief engineer b) supervisor c) work men 6. Education : a) 10th b) 12th c) UG d) PG e) Diploma 7. Experience : a) 0-2 b) 2-4 c) 4-8 d) more than 8 8. Marital Status : a) Married b) Unmarried 9. Mode Of Conveyance : a) Walk b) By-Cycle c) Two wheeler d) Bus ECONOMIC STATUS:

10. What is your monthly salary? a) 1000 - 5000 b) 5001 - 10000 c) 10001 - 15000 d) 15000 & Above

11. What is your monthly expenditure of your family?

a) 2000-3000 b) 3000-4000 c) 4000-5000 d) more than 5000

WORK RELATED: 12. Are you satisfied with the present working environment? a) Highly Satisfied b) Satisfied c) Dis- Satisfied d) Highly Dis- Satisfied 13. Are you getting sufficient Co-operation from your colleagues?

a) Highly Satisfied b) Satisfied c) Dis- Satisfied d) Highly Dis- Satisfied 14. Are you absent because of your supervisor not sanctioning leave ?

a) Always b) Never c) Sometimes

63 15. Are you satisfied with the safety provisions provided by the company ?

a) Highly Satisfied b) Satisfied c) Dis- Satisfied d) Highly Dis- Satisfied

16. Are you satisfied with the current leave procedures?

a) Highly Satisfied b) Satisfied c) Dis- Satisfied d) Highly Dis- Satisfied

17. Are you affect with health related problems because of using chemicals during manufacturing process? a) yes b) no 18. Do you come to work regularly?

a) yes b) no 19. Which shift do you find more difficult to work? a) day b) evening c) night 20. How do you feel about the relationship with supervisor?

a) highly satisfied b) satisfied c) neutral d) dissatisfied e) highly dissatisfied 21. Are you satisfied with grievance handling procedure?

a) highly satisfied b) satisfied c) neutral d) dissatisfied e) highlydissatisfied 22. Select your suggestion to minimize absenteeism?

a). Better working condition b). More salary/wages c). More leave facilities d). More rest during work e). Reward for prompt attendance FAMILY&HEALTH RELATED : 23.Health status of employees

a) serious illness b) occational illness c) climate disturbances

64 24. Do you have any other member of your family affected by serious illness? a) yes b) no

25. Does any one of your children have problems related to education? a) yes b) no 26. Do you take leave because of family functions?

a) frequently b) occasionally c) rarely d) never 27. Owing to job stress or tension, do you engage yourself in habitual? a) smoking b) drinking c) gambling d) none of these 28. Type of family a) joint b) nuclear 29. Kindly specify the reason that you can attribute for taking leave?

a) family b) sickness c) physical work environment d) part time job e) other reasons

65

absenteeism final project 2

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