A STUDY ON ABSENTEEISM OF EMPLOYEES IN SELECTED TEXTILE

INDUSTRIES IN TIRUPUR DISTRICT OF TAMILNADU.

*M.Karthikeyan, **Dr.P. Sivakami,

Ph.D Research Scholar, Assistant Professor,

Department of Commerce, Department of Commerce,

Karpagam University, Government Arts College (Autonomous),

Coimbatore 6410 21, Tamilnadu, India. Coimbatore 641018, Tamilnadu, India.

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INTRODUCTION

Absenteeism is one of the major threats to Indian industry. 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 naturally

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 to 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 this report as authorized absence

2) Absence without any prior information to and permission from management referred to

as unauthorized absence.

3) Certified sickness most widely knows as ESI leave. This does not include maternity leave

absence of workers during strike due to lay off those o earned leave and women workers

on maternity leave not have been considered as absentees.

STATEMENT OF THE PROBLEM

ABSENTEEISM is one of the great disasters faced by all the organizations in this

modernized world which results in turnover. So the firm has to reinvest so many amounts.

People not only used to leave the organizations due to the personal reasons, the main reason is all

about the industrial environmental factors

ABSENTEEISM not only indicates the physical presence it starts with the Mental

absence of an individual so the firm has to take this as a important issue before initiating any

remedial actions through that and along with the participative management.

All the textile industry is facing a significant problem on employees regular attendance.

There are so many factors that influence employees to take leave. This study ensures that it will

reveal a clear good result for the absence. Due to absence of employees, the management is in

compulsion to give target production. Generally, the textile industry is facing a tight competition

all over the world. So the TEXTILE industry should have to take necessary steps and this also

helps the management to know about the employees basic needs which are not fulfilled and

what the employees expectation.

OBJECTIVES

To study about the factors that influence absenteeism

To know how the Private Textile industries deals with absenteeism.

By improving machine utilization by reduction of absenteeism the quality of

product and productivity

To study about the working conditions prevailing in the market.

LIMITATIONS

Time is a important constraint and There may be a chance for sample error

The observation and conclusion which are presented in the report is based on data

collected only the sample employees of 10 private textile industries and cannot be

generalized to other areas.

The respondents may tend to disclose information unwillingly.

RESEARCH METHODOLOGY

POPULATION:

The employees of ten textile industries in Tirupur district of Tamilnadu

SAMPLE SIZE:

The size of the sample selected for the study is 300 respondents.

RESEARCH DESIGN:

A research design is the arrangement of conditions for collection and analysis of data in a

manner that aims to combine relevance to the research purpose. It is a blue print of the study.

Descriptive research design was used in this study for analysis.

SAMPLE DESIGN:

Convenient sampling was used in this study, which does not afford any basis for

estimating. It is a non-probabilistic sampling method.

METHODS OF DATA COLLECTION

In the study the primary data was collected through structured questionnaire, the

questionnaire was prepared in such a way that it covers the entire objectives of the study and

Secondary data are those which are collected from the magazines, booklets, etc.

FINDINGS

Table No: 1 is found that 46% of respondents are getting 11000

Table No: 5 is found that 61% of respondents are agree with job rotation, 20% of respondents

are strongly agree with job rotation, 18% of respondents are disagree with job rotation and 1% of

respondents are strongly disagree with job rotation.

Table no: 6 is found that 57% of respondents are said that helpful, 26% of respondents are said

that very helpful, 16% of respondents are said that indifference and 1% of respondents are

neglected it.

Table no: 7 is found that 63% of respondents are agreed, 20% of respondents are disagreed, 16

% of respondents are strongly agreed and 1% of respondents are strongly disagreed about the

awareness of career planning

Table no 8 is found that 62% of respondents are said that grievance handling are good,16% of

respondents are said that grievance handling are fair, 15% of respondents are said that grievance

handling are excellent and 7% of respondents are moderate.

Table no: 9 is found that 54% of respondents are said that working hours usually affects the

morale of the employees, 33% of respondents are said that working hours sometimes affect the

morale of the employees, 7% of respondents are said that working hours always affect the morale

of the employees, and 6% of respondents are said that working hours rarely affects the morale of

the employees.

Table no: 10 is found that 55% of co workers are helpful, 33% feels that they are very helpful,

10% feels that they are indifferent and 3% feels that neglecting. 53% of respondents said that

their team leaders are very helpful to them, 29% of respondents feels that they are very helpful,

13% of respondents feels that indifferent and 4% of respondents feels that neglecting

Table no: 11 shows that 11% of respondents feel the work always lead to illness, 68% of

respondents feel the work sometimes lead to illness and accident and 21% of respondents rarely

lead to illness. It is concluded that majority of respondents feel the work sometimes lead to

illness.

Table no :12 shows that 37% of respondents are always absent in the religious festival days,

38% of respondents sometimes absent in the religious festival days and 25% of respondents are

rarely absent in the religious days to come to the organization.

It is concluded that majority of respondents sometimes absent in the religious festival days.

Table No: 13 shows that 33% of respondents are involving in sports activities, 46% of

respondents are involving in cinema and 21% of respondents are involving in club. It is

concluded that majority of respondents are involving in cinema.

SUGGESTIONS

Job repetition should be minimized

Proper medical should be provided to the employees

Recreation facility should be improved in the organization

Motivational training should be given to the employees at regular period of time. Skilled

and semi-skilled labours should be treated as same. But their benefits should be different.

Promotions have to be given to the employees for their excellent performance.

They should be paid equally which is equal to the other company employees in same

industry.

The company should provide proper transport facility.

Their personal problems should be solved through counseling

Providing them good working condition is very essential

The work load given to them should be minimized.

Every worker should be the member of the trade union to organize them through a legal

body to expose their problems to the organization.

CONCLUSION

The management must first have a positive attitude towards absenteeism. Even though it possible

to eliminate absenteeism completely. The provision of various facilities to reduce absenteeism

bound to involve substantial financial commitment for the management. The major causes for

absenteeism in the organization are the activities and policies of the organization. So absenteeism

invisible but proves fatal for the industry. So reduction in absenteeism will helpful in improving

the productivity.

. Table No: 1- Distribution of the Respondents Based On Salary

Opinion No. of Respondents Percentage

5000

Table no: 5 showing the distribution of the respondents opinion regarding counseling

facilities

Opinion No. of Respondents Percentage

Strongly agree 63 21%

Agree 177 59%

Disagree 57 19%

Strongly agree 3 1%

Total 300 100%

Source: Primary data

Table no: 6 showing the distribution of the respondents opinion towards job rotation

Opinion No. of Respondents Percentage

Strongly agree 60 20%

Agree 183 61%

Disagree 54 18%

Strongly disagree 3 1%

Total 300 100

Sources: Primary data

Table no: 7 showing the distribution of the respondents opinion towards job enrichment

Opinion No. of Respondents Percentage

Very helpful 78 26%

Helpful 171 57%

Indifference 48 16%

Neglecting 3 1%

Total 300 100%

Source: Primary data

Table No: 8 Distribution of the Respondents Opinion towards Awareness of Career

Planning

Sourcs: Primary data

Table no: 9 showing the distribution of the respondents opinion towards grievances

handling

Opinion No of respondents Percentage

Excellent 45 15%

Good 186 62%

Fair 48 16%

Moderate 21 7%

Total 300 100%

Source: Primary data

Table no: 10 showing the distribution of the respondents opinion towards working hours

affecting morale of the employees

Opinion No of respondents Percentage

Always 21 7%

Usually 162 54%

Sometimes 99 33%

Rarely 18 6%

Total 300 100%

Sources: Primary dat

Opinion No of respondents Percentage

Strongly agree 48 16%

Agree 189 63%

Disagree 60 20%

Strongly disagree 3 1%

Total 300 100%

Table No: 11 Showing the Distribution of the Respondent Opinion towards Co-Workers

and Team Leaders

OPINION No of Respondents Percentage

Very helpful 49 16.33%

Helpful 82 27.33%

Indifferent 15 5%

Neglecting 5 1.67%

Very helpful 44 14.67%

Helpful 80 26.67%

Indifferent 19 6.33%

Neglecting 6 2%

Total 300 300%

Sources: Primary data

Table no: 12 showing the distribution of the respondents towards work load

Attributes Respondents Percentage

Always 33 11%

Sometimes 204 68%

Rarely 63 21%

Total 300 100

Source: Primary data

Table No: 13 Showing Opinions of Respondents Regarding Adsent for Religious Festival

Function In the Organisation

Attributes No of respondents Percentage

Always 111 37%

Sometimes 114 38%

Rarely 75 25%

Total 300 100%

Source: Primary data

TABLE NO: 14 Showing Opinions of Respondents Regarding Other Activities They

Involved

Attributes Respondents Percentage

Sports 99 33%

Cinema 138 46%

Club 63 21%

Total 100 100%

Source: Primary data

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