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ISSN 2321 - 2535

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Shri Vaishnav Institute of Management

Scheme No 71, Gumasta Nagar

Madhya Pradesh, Indore, India

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Copyright: Shri Vaishnav Institute of Management Indore, India.

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of the authors and do not reflect the views of Shri Vaishnav Institute of Management Indore.

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Chief Patron

Mr. Purushottamdas Pasari

Chairman

Mr. Kailash Chandra Agar

Secretary

Patron Dr. J.S.Panwar

Director, Shri Vaishnav Institute of Management, Indore

Editorial Board

Members

Prof. P. N. Mishra

Professor, Institute of Management Studies, Devi Ahilya University,

Indore

Prof. Nageshwar Rao

Professor, Pt. J. N. Institute of Business Management, Vikram University,

Ujjain.

Prof. Rajendra Prasad Das

Director, Institute of Management, Pt. R. S. University Raipur

Prof. P. K. Jain

Director, F.M.S MLS University, Udaipur

Prof. B. A. Prajapati

North Gujrat University,Patan

Prof. G. C. Maheshwari

M.S.University, Baroda, Gujarat

Prof. H. J. Jani Director MBA Program, Sardar Patel University, Anand Gujrat

Prof. Renuka Garg Professor & Head, Department of Business & Industrial

Management, South Gujarat University, Surat

Prof. Hemant Trivedi Professor, Marketing Strategies, School of Petroleum Management, Gandhi

Nagar

Prof. Pramod Paliwal Professor, Marketing, School of Petroleum Management,

Gandhi Nagar

Chief Editor Dr. Manasranjan Dashmishra, Associate Professor

Editor Dr. Sonal Chaudhary, Associate Professor

Editorial Team Dr. Manohar Kapse, Associate Professor

Dr. Vishnu Mishra, Associate Professor

Ms. Anuradha Pathak, Assistant Professor

Ms. Shruti P Maheshwari, Assistant Professor

Mr. Arnav Chowdhury, Assistant Professor

Technical Team

Mr. Shailesh Maheshwari, Assistant Professor

Mr. Manish Sharma, Computer Operator

Ms. Archana Dwivedi, Computer Operator

Editorial

SVIM e-journal of Applied Management is a double-blind peer-reviewed, open-

access journal published by Shri Vaishnav Institute of Management, Indore. The

journal carries research papers and analytical articles pertaining to the following

areas: strategic management, financial management, human resource

management, entrepreneurship, services, corporate governance, marketing, e-

business, information technology management, production & operations

management, decision analysis, management research methods and managerial

economics, etc.

The journal provides an academic platform for professionals and researchers to

contribute and share their research work with the larger academic fraternity. SVIM

e-journal of Applied Management carries original and full-length research papers /

articles that reflect the latest research and developments in both theoretical and

practical domain of business and management. The journal is published in online

version with free access and downloading facility. We have received a good

number of papers for this inaugural issue which were reviewed by an expert

committee and only 10 papers were recommended for publishing.

We congratulate all the authors for meticulously writing the papers that have gone

into this inaugural issue of the journal. We thankfully acknowledge the co-

operation, guidance and suggestions received from the expert review committee,

publications committee and other colleagues who have helped directly or

indirectly in bringing out this first volume in time. We also take this opportunity

to thank the Educational Board and Management of SVIM, especially Shri

Purushottamdasji Pasari, Chairman, Shri Kailashchandraji Agar, Secretary, and

the Director Prof. (Dr.) J.S. Panwar for having encouraged and supported us at

every stage.

We are also thankful to Shri V.S. Murthy, Administrative Officer- SVIM and

other technical staffs for their able support.

Dr. Manasranjan Dashmishra

Chief Editor

Contents Page No

Tata Corus Deal: How successful it is Till 2013?

Authors: Ankesh Mundra, Dr. D. T. Manwani

6-12

Recent Trends in Medical Tourism- Global View

Authors: Dr. C. Jothibaskara Mohan

13-19

An Empirical Analysis of Retail Purchase Behaviour to Develop Retail

Marketing Strategy for Global Retailers

Authors: Dr. Rupali Pramanik, Dr.Shakti Prakash, Dr.Gyan Prakash

20-38

Consumption Pattern of Soft Drinks and Fruit Juices: A Comparative Study

Authors: Dr. Simranjeet Kaur Sandhar, Dheeraj Nim, Shikha Agrawal

39-49

A Study of Employee Absenteeism in Hare Ram Cotton Mill of Chhindwara

Authors: Rajshree Barmase, Dr. Harish Shukla

50-63

Summary of the Thesis A Study on Job Discrimination –A Social Exclusion

(With Special Reference To Entry Level Managers)

Authors: Dr Neha Arora

64-78

Changing Patterns of Human Resource Development in Globalization

Authors: Madhuri Aggarwal Akash Datta

79-93

The Role of Contract Farming In Employment & Income Generation of

Farmers & Rural Development In India

Authors: Shailendra Kumar Singh

94-107

E- Commerce: A Key towards Automation

Authors: Kirti Lalwani

108-123

A Study of Glocalization Concept As A Current Trend in Indian Economy.

Authors: Deepti Sharma

124-135

http://www.svimi.org/ejournal/downloads/vol1issue1/1.pdf













A Study of Employee Absenteeism in Hare Ram Cotton Mill of Chhindwara ISSN 2321 - 2535

SVIM e-Journal of Applied Management Volume I Issue I January-June 2013 Page 50

A Study of Employee Absenteeism in Hare Ram

Cotton Mill of Chhindwara

Rajshree Barmase1 Dr. Harish Shukla2

Abstract

Absenteeism is one of the most serious concerns of a company. Manufacturing company as well as service sector company is facing the problem of growing absenteeism. It is a serious problem in a manufacturing or labour –intensive company as compared to a service sector company. This paper discusses the absenteeism of the employees of Hare Ram cotton Mill of Pandhurna, district Chhindwara. The major factors derived on the basis of suggestions by the employees that affect absenteeism are- Welfare Facilities, Salary, Leave Policies, Supervisors’ behavior, Present working conditions and Transportation facility.

Key Words: absenteeism, perception, employee welfare, leave policies, supervisor’s behaviour

Introduction:

Absenteeism is the failure of employees to report for work when they are

scheduled to work. Employees who are away 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 labor oriented industries

especially in those large industries where laborers 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 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 allow the achievement of

objectives and targets by a department. Employee Absenteeism is the absence of an

employee from work. It is 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.

1 MBA, Shri Vaishnav Institute of Technology & Science, Indore.

2 Professor & Head, MBA, Shri Vaishnav Institute of Technology & Science, Indore.



“Absents constitutes a single day of missed work”(Martocchio & Jimeno 2003). “An

individual’s lack of physical presence at a given location and time when there is a

social expectation for him or her to be there”. (Martocchio & Harrison, 1993)

What exactly is “Employee Absenteeism”?

Employee Absenteeism can be defined as stress that leads to work

exhaustion. Sadly, it is the most gifted and committed employees that tend to burn

out first. Because of their high standards and tendency towards

perfectionism, these employees end up burning the candle at both ends.

It refers to workers absence from their regular task when he is normally

schedule to work. According to Webster’s dictionary, “Absenteeism is the practice or

habit of being an absentee and an absentee is one who habitually stays away from

work.”

According to Labour Bureau of Shimla: - Absenteeism is the total man

shifts lost because of absence as percentage of total number of man shifts

scheduled to work.

In other words, it signifies the absence of an employee from work when

he is scheduled to be at work. Any employee may stay away from work if he

has taken leave to which he is entitled or on ground of sickness or some

accident or without any previous sanction of leave

Trends in Absenteeism

Surveys indicate the following generalities in absenteeism:

The higher the rate of pay and the greater the length of service of the employee, the

fewer the absences

As an organization grows, there is a tendency towards higher rates of

absenteeism

Women are absent more frequently than men

Single employees are absent more frequently than married employees

Younger employees are absent more frequently than older employees



Older employees are absent for longer periods of time than younger

employees

Unionized organizations have higher absenteeism rates than non-unionized

organizations

Causes of Absenteeism

The causes of absenteeism are many and include:

serious accidents and illness

low morale

poor working conditions

boredom on the job

lack of job satisfaction

inadequate leadership and poor supervision

Personal problems (financial, marital, substance abuse, childcare eldercare etc.)

poor physical fitness

inadequate nutrition

transportation problems

the availability of income protection plans

stress

excessive workload

employee discontent

Review of Literature:

Hone, (1968) emphasized on lack of commitment and felt that “absenteeism is

related to new values and norms which are developing among the work force as a

result of technological developments. Work and leisure are now cherished by the

worker, and these he wants to enjoy along with monetary benefits he gets for his

services. Economic consideration, therefore, decides whether one would like to be

absent from work.”



Muchinsky, (1997) conducted study in the same field on the basis of literature

review on employee absenteeism and concluded employees’ withdrawal behavior

apart from turnover. Studies examining the psychometric properties of absence

measures are reviewed, along with the relationship between absenteeism and

personal, attitudinal and organizational variables chronic absentees into four

categories such as; entrepreneurs, status seekers, family oriented and sick and old.

Martocchio & Jimeno (2003) stated that” We propose a model of the

personality types that have a higher likelihood of using absenteeism to their benefit

(i.e.to recharge and change negative affect) and therefore have the absence be

functional (i.e., positive affect and higher productivity upon returning to the job) rather

than dysfunctional (i.e., negative affect and person is still unproductive or has less

productivity than before the absence event). We conclude by emphasizing the

theoretical contributions that this model makes and by suggesting ways in which the

model could be tested.”

Ruchi Sinha(2010) in her study reveals that there only 4% employees remain

away from their work and that too due to personal reasons. There is very high level

of job satisfaction among the employees.

Nisam (2010) stated that stress among employees, health problems,

loneliness at workplace, non-cooperation of colleagues causes absenteeism at

workplace.

K.A.Hari Kumar (2012) stated that the rate of absenteeism in Madura Coats is

very high.

Jacobson (1989) has investigated a direct relationship between monetary

incentives and work floor attendance.

Wolter H.J. Hassink & Pierre Koning (2009) find statistically significant

differences in absence patterns across groups of workers with different eligibility

statuses depending on their attendance records and whether they had previously

won. One finding is that absenteeism rose among workers who, having won already,

were ineligible for further participation. Nevertheless, and although the reduction in

firm-wide absence associated with the lottery drifted from 2.4 percentage points to

1.1 percentage points after seven months, the authors conclude that the lottery was

of net benefit to the firm.



Rationale:

Cotton industry, like other public sector, has become one of the highly

competitive sectors in India. There are various domestic and international factors

that affect the textile/cotton industry in India. HR is the most vital resource of an

organization. It is the central figure in the profit and growth of an organization. If the

rate of absenteeism is high in the cotton industry which is labor oriented one, the

loss in terms of productivity, working hours, profit, growth etc. can be understood

easily. Absenteeism must be managed in such industries in such a manner that

employees can give their best output to maintain the organization’s productivity and

profit. Thus, the researchers got inspired to work on the above said topic to know the

causes of absenteeism and to propose measures to overcome them.

Objectives:

1. To study variation in the perception of absenteeism of male and female

employees.

2. To study variation in the perception of absenteeism of lower level employees

and middle level employees.

3. To study variation in the perception of absenteeism of uneducated and

educated employees.

4. To study variation in the perception of absenteeism of less experienced and

more experienced employees.

5. To study variation in the perception of absenteeism of young and aged

employees.

6. To study variation in the perception of absenteeism of low income and high

income employees.

7. To study variation in the perception of absenteeism of unmarried and married

employees.

Hypotheses:

1. There is no significant difference in the perception of absenteeism of male and

female employees.



2. There is no significant difference in the perception of absenteeism of lower

level employees and middle level employees.

3. There is no significant difference in the perception of absenteeism of

uneducated and educated employees.

4. There is no significant difference in the perception of absenteeism of less

experienced and more experienced employees.

5. There is no significant difference in the perception of absenteeism of young

and aged employees.

6. There is no significant difference in the perception of absenteeism of low

income and high income employees.

7. There is no significant difference in the perception of absenteeism of married

and unmarried employees.

Scope for Future Studies:

1. Area of present study can be increased from district level to state level,

national level, as well as international level.

2. Sample size can be increased.

3. Other demographic details can be added in the future research.

4. Various other statistical tests can be used for comprehensive analysis &

findings.

5. Research can be used by the top level of the govts. & other agencies for their

purpose.

6. Comparative study of Employee absenteeism in various types of industry can

be done.

Limitations of the Study:

However data is collected with full level of our efforts, yet there remain some

flaws in our study. While doing research, many problems are there to be faced by the

researcher. The prime difficulties which are been faced in collection of data in this

study are discussed below:

Short time period: The time period for carrying out the research was short as

a result of which many facts have been left unexplored.



Lack of resources: Lack of time and other resources as it was not possible to

conduct survey at large level.

Lack of resources: Lack of time and other resources as it was not possible to

conduct survey at large level.

Small number of respondents 100 employees responded. Larger number of

respondents could have made results more significant.

Unwillingness of respondents: During collection of the data many employees

were unwilling to fill the questionnaire due to lack of time. Respondents were

having a feeling of wastage of time for them.

Research Methodology:

Sample

Data is collected from 100 employees of Hare Ram Cotton Mill of Pandhurna,

district Chhindwara

Sampling Type

The simple random sampling method is used to collect data.

Study

The study is exploratory in nature.

Tools

Primary data is collected from the respondents by using a self-developed

questionnaire. Likert scale has been used with the responses strongly agree, agree,

cannot say, disagree and strongly disagree. SPSS 11.0 version is used to analyze

the primary data

Books, internet web sites, journals etc are used as a source of secondary

data.

Data Analysis:

T-test is used to test hypothesis at 5 % level of significance. Data

collected from the respondents has been analysed using different demographic

details of respondents such as gender, age, experience, marital status, education,

monthly income, level.



Results & Discussion:

Group Statistics

60 2.9898 .26719 .03449

40 2.9644 .32316 .05110

GENDER

male

f emale

Observations

N Mean Std. Dev iation

Std. Error

Mean

Table 1.0 Independent Samples Test

.003 .956 .428 98 .670 .0254 .05935 -.09239 .14317

.412 72.671 .682 .0254 .06165 -.09749 .14827

Equal variances

assumed

Equal variances

not assumed

Observations

F Sig.

Levene's Test f or

Equality of Variances

t df Sig. (2-tailed)

Mean

Dif f erence

Std. Error

Dif f erence Lower Upper

95% Conf idence

Interv al of the

Dif f erence

t-test for Equality of Means

Table 1.0 exhibits that as the p value (at 5% level of significance) came out to

be 0.670 and this value is greater than ‘α’ level of 0.05 Hence the null hypothesis

that there is no significant difference in the perception of absenteeism by male

employees and female employees can be accepted.

Group Statistics

97 2.9795 .29047 .02949

3 2.9870 .31673 .18287

POST

low level

middle lev el

Observations

N Mean Std. Dev iat ion

Std. Error

Mean

Table 2.0

Independent Samples Test

.041 .840 -.044 98 .965 -.0076 .17060 -.34614 .33097

-.041 2.105 .971 -.0076 .18523 -.76753 .75236

Equal variances

assumed

Equal variances

not assumed

Observations

F Sig.

Levene's Test f or



Mean

Dif f erence

Std. Error


95% Conf idence

Interv al of the

Dif f erence




Table 2.0 exhibits that as the p value (at 5% level of significance) is 0.965

and this value is greater than ‘α’ level of 0.05. Hence the null hypothesis that

there is no significant difference in the perception of absenteeism by lower level

employees and higher level employees can be accepted.

Group Statistics

37 3.0685 .27006 .04440

62 2.9277 .29229 .03712

Education

uneducated

educated

Observations


Std. Error

Mean

Table 3.0


.074 .787 2.385 97 .019 .1408 .05905 .02361 .25800

2.433 80.661 .017 .1408 .05787 .02565 .25596

Equal variances

assumed

Equal variances

not assumed

Observations

F Sig.

Levene's Test f or



Mean

Dif f erence

Std. Error


95% Conf idence

Interv al of the

Dif f erence


Table 3.0 exhibits that as the p value (at 5% level of significance) is 0.019 and

this value is less than ‘α’ level of 0.05. Hence the null hypothesis that there is no

significant difference in perception of absenteeism by uneducated employees and

educated employees cannot be accepted. The comparison of mean values of

uneducated employees and educated employees indicates that uneducated

employees perceive higher absenteeism in the industry than that of their

counterparts.

Group Statistics

36 2.8889 .19940 .03323

64 3.0307 .31985 .03998

Experience

less experienced

more experienced

Observations


Std. Error

Mean



Table 4.0


2.878 .093 -2.408 98 .018 -.1419 .05891 -.25877 -.02495

-2.729 96.882 .008 -.1419 .05199 -.24505 -.03867

Equal variances

assumed

Equal variances

not assumed

Observations

F Sig.

Levene's Test f or



Mean

Dif f erence

Std. Error


95% Conf idence

Interv al of the

Dif f erence



the value is less than ‘α’ level of 0.05. Hence the null hypothesis that there is no

significant difference in perception of absenteeism by employees with more

experience with the organization and those with less experience with the

organisation can not be accepted. The comparison of mean values of less

experienced employees and more experienced employees indicates that more

experienced employees perceive higher absenteeism in the industry than that of

their counterparts.

Group Statistics

46 2.9720 .27101 .03996

54 2.9862 .30685 .04176

AGE

young

adult

Observations


Std. Error

Mean

Table 5.0


.477 .491 -.243 98 .809 -.0142 .05838 -.13002 .10167

-.245 97.860 .807 -.0142 .05780 -.12887 .10052

Equal variances

assumed

Equal variances

not assumed

Observations

F Sig.

Levene's Test f or



Mean

Dif f erence

Std. Error


95% Conf idence

Interv al of the

Dif f erence





this value is greater than ‘α’ level of 0.05. Hence the null hypothesis that there is no

significant difference in the perception of absenteeism by the young employees and

aged employees can be accepted.

Table 6.0


.050 .823 .436 98 .664 .0581 .13341 -.20660 .32288

.468 4.506 .662 .0581 .12433 -.27230 .38858

Equal variances

assumed

Equal variances

not assumed

Observations

F Sig.

Levene's Test f or



Mean

Dif f erence

Std. Error


95% Conf idence

Interv al of the

Dif f erence


Table 6 exhibits that as the p value (at 5% level of significance) is 0.664 and this

value is greater than ‘α’ level of 0.05. Hence the null hypothesis that there is no

significant difference in the perception of by lower income employees and higher

income employees can be accepted. The comparison of mean values of lower

income employees and higher income employees indicates that lower income

employees perceive that there is higher absenteeism in the industry than that of their

counterparts.

Group Statistics

61 2.9954 .23605 .03022

39 2.9550 .35977 .05761

Marital Status

married

unmarried

Observations


Std. Error

Mean

Group Statistics

95 2.9826 .29161 .02992 5 2.9244 .26985 .12068

SALARY low paid

high paid

Observations N mean

Std. Error Mean

Std. Deviation



Table 7.0


2.837 .095 .679 98 .499 .0404 .05953 -.07773 .15854

.621 58.967 .537 .0404 .06506 -.08977 .17059

Equal variances

assumed

Equal variances

not assumed

Observations

F Sig.

Levene's Test f or



Mean

Dif f erence

Std. Error


95% Conf idence

Interv al of the

Dif f erence


Table 7.0 exhibits that as the p value (at 5% level of significance) came out to

be 0.499 and this value is greater than ‘α’ level of 0.05. Hence the null hypothesis

that there is no significant difference in the perception of absenteeism by married

employees and unmarried employees can be accepted. Married employees perceive

higher absenteeism in the industry than that of their counterparts.

Findings & Conclusions:

There is no significant difference in the perception of absenteeism by male

employees and female employees. There is no significant difference in the

perception of absenteeism by lower level employees and higher level employees.

There is no significant difference in perception of absenteeism by uneducated

employees and educated employees.

The comparison of mean values of uneducated employees and educated

employees indicates that uneducated employees perceive higher absenteeism in the

industry than that of their counterparts. There is no significant difference in

perception of absenteeism by employees with more experience with the organization

and those with less experience with the organization.

The comparison of mean values of less experienced employees and more

experienced employees indicates that more experienced employees perceive higher

absenteeism in the industry than that of their counterparts. There is no significant

difference in the perception of absenteeism by the young employees and aged

employees. There is no significant difference in the perception of absenteeism by

lower income employees and higher income employees.



The comparison of mean values of lower income employees and higher

income employees indicates that lower income employees perceive that there is

higher absenteeism in the industry than that of their counterparts. There is no

significant difference in the perception of absenteeism by married employees and

unmarried employees. Married employees perceive higher absenteeism in the

industry than that of their counterparts.

The major factors derived on the basis of suggestions by the employees that

affect absenteeism are- welfare facilities, Salary, Leave policies, Supervisors’

behavior, Present working conditions and Transportation facility.

Suggestions:

The respondents were asked to give suggestions to reduce absenteeism. On

the basis of their response, following major suggestions can be helpful in reducing

absenteeism in the cotton mill.

Employee welfare facilities should be improved.

Salary should be increased.

Leave policies should be revised.

Supervisors’ behavior should be modified.

Present working conditions should be improved.

Transportation facility should be provided.



References:

Martocchio & Jimeno (2003) Employee absenteeism as an affective event.

Nisam (2010), “Ways to Reduce Employee Absenteeism with special reference to

UNITED ELECTRICAL INDUSTRIES LTD. KOLLAM” pp53-54.

Hone, A., (1968) “High absenteeism and high commitment”, economic and Political

Weekly, 3(21), pp 31-32.

Jacobson, Stephen. 1989. “The Effects of Pay Incentive son Teacher Absenteeism.”

Journal of Human Resources, Vol. 24, No. 2, pp. 280–86.

JAI Press (Greenwich, Conn.) 13(2) pp 227 - 241.

K.A Hari kumar (2012) “A Study on Absenteeism among the employees of Madura

Coats Pvt. Ltd., Madurai”, p. 69

Muchinsky, P. M., (1977) “Source for employee absenteeism” Vocational Behavior,

10(1), pp 221-230.

Ruchi sinha(2010) “Absenteeism of Employees at Indchemie Health Specialities

Pvt. Ltd. Mumbai, ” Academy of Management Studies, Dehradun.

Wolter H.J. Hassink And Pierre Koning (2009), “DO FINANCIAL BONUSES

REDUCE EMPLOYEEABSENTEEISM? EVIDENCE FROM A LOTTERY”,

Industrial and Labor Relations Review, Vol. 62, No. 3 (April 2009), Cornell

University.pp. 327-342.

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