A PROJECT ON

"A STUDY ON EMPLOYEES ABSENTEESM WITH SPECIAL

REFERENCE TO VICCO LABORATORIES"

A Project Submitted In Partial Fulfiliment

For

The degree of

Bachelor of Business Administration

In

Faculty of Commerce
Rashtrasant Tukadoji Maharaj Nagpur University, Nagpur
Specialization In Human Resource Management

Submitted by
Ms. Rakhi V. Bure

Under the Guidance of

Dr. Usha R. Pillewar

Co-guide
Prof. Sushil Kumar Gedam

DEPARTMENT OF
COMMERCE & MANAGEMENT
SANTAJI MAHAVIDYALAYA, WARDHA ROAD, NAGPUR
ACADEMIC YEAR - 2018-19
 CERTIFICATE

` This is certify that the project report entitled as "A Study On Employees

Absenteesm With Special Reference To Vicco Laboratories" submitted by

Ms. Rakhi V. Bure B.B.A. Final Year (Sem 6th) for the partial fulfillment of

the degree of Bachelor of Business Administration, Rashtrasant Tukdoji

Maharaj Nagpur University, Nagpur.

This project carried out by her under my supervision and guidance and

has undergone the requisite duration as prescribed by Rashtrasant Tukdoji

Maharaj Nagpur University, Nagpur for the project work.

Date : Project Guide

Place : Dr. Usha R. Pillewar

External Examiner Internal Examiner

 ACKNOWLEDGEMENT

It is grateful pleasure to express our sincere gratitude to all direct and

indirect help for completing this project. I am grateful to Dr. Priya Wanjari
Madam, Principal of Santaji Mahavidyalaya Nagpur.

I sincerely thank Prof. Sushil Kumar Gedam for his Expert Guidance. I
express my deep and profound sense of gratitude to him. His perception,
sensitivity and experience have contributed extensively to my way of thinking.

I feel indeed to my project guide Dr. Usha R. Pillewar for her guidance,
motivation and for the time he spared in detailing me about every little technical
aspect of project. Her constant efforts and support in availing all the required
facilities only helped me to complete the assigned task.

Last but not the least I would like to thank all those who directly and
indirectly helped me in making this project complete and successful.

Date :

Place : Ms. Rakhi V. Bure

 DECLARATION

I hereby state that, to the best of my knowledge and belief, the project report

entitled "A Study On Employees Absenteesm With Special Reference To

Vicco Laboratories".

Being submitted for partial fulfillment of Bachelor of Business Administration

(B.B.A 6th Sem.) to Rashtrasant Tukdoji Maharaj Nagpur University , Nagpur

has been carried out under the supervision of Dr. Usha R. Pillewar, (Asst.

Prof.) Santaji Mahavidyalaya, Nagpur.

This has not been submitted for any degree or any other academic qualification

at any of the University or Institution. The project has not been duplicated from

any other source.

Date :

Place : Ms. Rakhi V. Bure

 CHAPTER SCHEME

Sr. No. PARTICULARS Page No.

EXECUTIVE SUMMARY

1. INTRODUCTION OF THE TOPIC

2. COMPANY PROFILE

3. OBJECTIVES OF THE STUDY

4. HYPOTHESIS

5. SCOPE & IMPORTANCE OF THE STUDY

6. RESEARCH METHODOLOGY

7. DATA ANALYSIS AND INTERPRETATION

8. FINDINGS OF THE STUDY

9. LIMITATION OF THE STUDY

10. CONCLUSION

11. SUGGESTIONS AND RECOMMENDATIONS

12. BIBLIOGRAPHY AND REFERENCE

13. ANNEXURE

 QUESTIONNAIRE
EXECUTIVE SUMMARY

Page No. 1
 EXECUTIVE SUMMARY

The purpose of this research is to understand the Absenteeism is an employee's intentional or

habitual absence from work. While employers expect workers to miss a certain number of
workdays each year, excessive absences can equate to decreased productivity and can have a
major effect on company finances, morale and other factors with reference to Vicco
Laboratories. Absenteeism is said to be there when an employee fails to come to work when
he is scheduled to work. Absenteeism means absence of workers from the regular work
without prior permission, notice or sanction. It is unauthorized leave and is different from
regular holiday. In brief, absenteeism means absence which is willful but avoidable.

OBJECTIVES OF THE STUDY

 To assess the level absenteeism among workers.

 To study the various factors that to lead Absenteeism.
 To study the variables that reduces the rate of Absenteeism
 To identify the major causes of absenteeism at to Vicco Laboratories.
HYPOTHESIS

Hypothesis HO

Single employees are absent more frequently than married employees.

Hypothesis H1

The higher the rate of pay, and welfare benefits and the greater the length of service of
the employee, the fewers the absences.

SCOPE & IMPORTANCE OF THE STUDY

 The study attempts to analyze the effectiveness and employee‟s individual opinion
about reason for the absenteeism of Vicco Laboratories.
 The study aims to work on the feedback given by the employees and come up with
valuable suggestions for the improvement of the Absenteeism.
 This project is helpful to learn the concept of employee‟s absenteeism and to know the
reason for the absenteeism in Vicco Laboratories.

Page No. 2
CONCLUSIONS

 Employee needs higher rate of pay and welfare benefits so that they get motivated to
work.
 Employee needs higher rate of pay so that the length of service will be greater.
 Thus ,the fewer will be employee absenteeism and it will help in the growth of the
company hence h1 is proved.
 Employees, personal problem is the reason for being absent. 4% think that
stress can also be the reason.

RECOMMENDATION OF THE STUDY

 Absenteeism is a serious problem for management because it involves heavy

additional expenses. The management should take the following measures to
reduce the rate of absenteeism:-

 Provide Incentives- An incentive provides an employee with a boost to their

motivation and avoid unnecessary absenteeism. Incentives like two hours of
bonus pay for every month of perfect attendance can improve a lot.

 Employee Assistance Program- If you confront an employee about his or her

frequent absenteeism and you find out that it is due to personal problems refer
them to EAP.

 Sickness Reporting – Tell employees that they must phone in as early as

possible to advise why they are unable to make it to work and when they
expect to return, and provide some relaxation of rules in the lieu of leaves

Page No. 3
 CHAPTER-1
INTRODUCTION OF THE TOPIC

Page No. 4
 CHAPTER-1
INTRODUCTION OF THE TOPIC

The purpose of this research is to understand the Absenteeism is an employee's intentional or

habitual absence from work. While employers expect workers to miss a certain number of
workdays each year, excessive absences can equate to decreased productivity and can have a
major effect on company finances, morale and other factors with reference to Vicco
Laboratories.

Absenteeism is said to be there when an employee fails to come to work when he is

scheduled to work. Absenteeism means absence of workers from the regular work without
prior permission, notice or sanction. It is unauthorized leave and is different from regular
holiday. In brief, absenteeism means absence which is willful but avoidable.

Definition

Labor Bureau Simla, defined the term „absenteeism' as "the failure of a worker to
report for work when he is scheduled to work"

Despite the significance of their presence, employees sometimes fail to report at the
work place during the scheduled time, which is known as absenteeism

Types of Absenteeism

Absenteeism are classified in to four types

(1) Authorized Absenteeism:

If an employee absent himself from work by taking permission form his superior and
applying for leave

(2) Unauthorized Absenteeism:

If an employee absent himself from work without informing or taking permission and without
applying for leave.

Page No. 5
(3) Willful Absenteeism:

If an employee absents himself from duty willfully

(4) Absenteeism caused by circumstances beyond One's Control:

If an employee absent himself from duty owing to the circumstances beyond his control like
accidents or sickness.

Calculation of Absenteeism Rate & Frequency Rate

Absenteeism rate:

Absenteeism rate can he calculate with the formula:

Absenteeism rate= Number of Man days lost *100

Number of man days scheduled to work

Absenteeism rate can be calculated for different employees and for different time periods like
month and year.

Frequency Rate:

It reflects the incidence of absence and is usually expressed as the number of separate
absence in a given period, irrespective of length of absences. The frequency rate represents
the average number of absence per worker in a given period.

Frequency Rate = Total no. of times in which the leave was availed * 100

Total no of man days scheduled to work

Page No. 6
Causes for Absenteeism

In order to identify the causes and extent of absenteeism, proper records should be kept in
every department for various causes of absenteeism such as age, sex, days of the week and
classes of jobs by each divisions. Generally following reasons are attributable for
absenteeism at work:

 Nature of the wok

 Poor working conditions
 Absence of regular leave arrangements
 Accidents
 Poor control
 Irregular transport facilities
 Lack of interest
 Indebt ness
 Alcoholism and Gambling habits
 Low level of wages
 Miscellaneous causes

The Responsibilities of the Supervisor regarding absenteeism

In addition to ensuring that work is appropriately covered during the employee's absence,
there are a number of other critical actions that supervisors need to take to manage
absenteeism. They should:

 ensure that all employees are fully aware of the organization's policies and procedures
for dealing with absence,
 be the first point of contact when an employee phones in sick,
 maintain appropriately detailed, accurate, and up-to-date absence records for their
staff, (e.g., date, nature of illness/reason for absence, expected return to work date,
doctor's certification if necessary),
 identify any patterns or trends of absence which cause concern,
 conduct return-to-work interviews, and
 Implement disciplinary procedures where necessary.

Page No. 7
Effects of Absenteeism

Absenteeism cause harmful to both the employees and the workers for the following reasons

1. Normal work – flow in the factory is disturbed

2. Overall production in the factory goes down.
3. Difficulty is faced in executing the orders in time.
4. Casual workers may have to be employed to meet production schedules. Such
workers are not trained properly.
5. Overtime allowance bill increases considerably because of higher absenteeism.
6. when a number of workers absent themselves, there is extra pressure of work on
their colleagues who are present.
7. Workers lose wages for the unauthorized absence from work.
8. Habitual absentees may be removed from services causing them great hardship.

Measures to Control Absenteeism

Absenteeism cannot be eliminated altogether. So measures should be taken to minimize the

rate of absenteeism. Measures are as follows

1.Proper Hiring:

It is necessary that people with rights skills and experience are selected. Every
employee should as far as possible be assigned work according to capabilities,
aptitude and interest.

2. Good working condition;

Proper sanitation, drinking water, canteen, first aid, rest pauses and mechanization can
help to reduce absenteeism by making work environment pleasant.

3. Housing and Transport facilities:

Provision of housing accommodation, preferably neat the factory and bus facility will
ensure regular attendance of workers.

4. Safety programmes:

Page No. 8
 Adequate safety measures help to minimize industrial accidents and reduce fear of
injury among employees. As a result attendance becomes improved.

5. Incentives:

Special bonus, cash prizes and preference in promotion to regular employees

encourage workers to be regular in their attendance.

6. Effective supervision:

Supervisors can considerably reduce absenteeism by earning the confidence and

commitment of workers.

7. Disciplinary Action:

Suitable action should be taken against chronic absentees. Punitive action may be in
the form of publishing their names in company house magazines, fines, withholding
pay increatment, denial of promotion, suspension, dismissal, etc.

8. Regular leave provision:

A provision should be made wherein every worker can avail a few days of leave
during a year. Holidays with pay will enable a worker to attend to his private affairs.

9. Employee Counseling:

Guidance and counseling help employees to eliminate bad habits like drinking and
gambling. Habitual absentees can be persuaded to become regulat by impressing
upon them the loss arising to them due to absenteeism. Education and training can be
used to develop a sense of responsibility.

10. Proper Records:

Detailed and update records of absenteeism should be maintained. Absenteeism

above the predetermined level should be carefully analyzed age wise, sex wise, month
wise and other bases.

Page No. 9
Everybody misses a day of work now and then. But it's a problem when an employee misses
too many days of work. Not showing up for work can cause serious problems when other
employees have to cover for the missing worker or, worse, the work simply doesn't get done.
Here are keys to controlling absenteeism in your growing company:

 Find out whether the absent employee missed work voluntarily or involuntarily.
Involuntarily means illness or another unavoidable reason--this is the kind of
absenteeism you shouldn't concern yourself with as a manager, unless some kind of
counseling or assistance could help the employee regain his or her health. Voluntary
absenteeism is the kind you need to worry about. This occurs when an employee is
absent without good reason. Get documentation--for example, a doctor's note--to
ascertain whether an absence was involuntary or voluntary.
 Decide whether the absenteeism is excessive. Compare the employee's attendance
record with other employees' records. If one employee's record is way out of line,
unless there are extenuating circumstances, that's probably excessive absenteeism.
 Meet with the employee to explore the absences. Keep your discussion friendly and
oriented toward understanding and solving the problem, not placing blame and
dispensing discipline.
 If things don't get better, explain the problem to the employee and request
improved performance. Employees may not know their absences are affecting
others unless you tell them and ask them to improve.
 Put the problem in writing. Make sure you give the employee a copy of the written
notice. In addition, you should also put one in his or her personnel file.
 Most employees will straighten up and start coming to work regularly during
this process. If they don't, however, you'll be prepared to terminate them, if
necessary, if you follow these guidelines.

Guidelines for Absenteeism Control:

There are two types of absenteeism, each of which requires a different type of approach.

1. Innocent Absenteeism

Innocent absenteeism refers to employees who are absent for reasons beyond their control;
like sickness and injury. Innocent absenteeism is not culpable which means that it is

Page No. 10
blameless. In a labour relations context this means that it cannot be remedied or treated by
disciplinary measures.

2. Culpable Absenteeism

Culpable absenteeism refers to employees who are absent without authorization for reasons
which are within their control. For instance, an employee who is on sick leave even though he
is not sick, and it can be proven that employee was not sick, is guilty of culpable absenteeism.
To be culpable is to be blameworthy. In a labour relations context this means that progressive
discipline can be applied.

Identifying Excessive Absenteeism

Attendance records should be reviewed regularly to be sure that an employee‟s sick-leave

days are excessive compared to other employees. If a supervisor suspects that an employee is
excessively absent, this can be confirmed through reviewing the attendance records if all
indications show that an employee is excessively absent, the next step is to gather as much
information as possible in order to get a clearer picture of the situation. The employee‟s files
should be reviewed and the employee‟s immediate supervisor should document all available
information on the particular employee‟s history.

Individual Communication

After all available information has been gathered, the administrator or supervisor should
individually meet with each employee whom has been identified as having higher than
average or questionable absences. This first meeting should be used to bring concerns
regarding attendance to the employee‟s attention. It is also an opportunity to discuss with the
employee, in some depth, the causes of his attendance problem and possible steps he can take
to remedy or control the absences. Often, after the initial meeting employees reduce their
absenteeism. The meeting shows that you are concerned and that absenteeism is taken
seriously.

Page No. 11
After the Initial Interview

If after the initial interview, enough time and counseling efforts, as appropriate, have passed
and the employee‟s absenteeism has not improved, it may be necessary to take further action.
Further action must be handled with extreme caution- a mistake in approach, timing, or
severity can be crippling from both an administration and labour relation‟s point of view.

Determining whether counseling or disciplinary action is appropriate, depends on whether

the employee‟s absences are innocent or culpable. If the employee‟s absenteeism is made up
of both innocent and culpable absences, then each type must be dealt with as a separate issue.
In a labour relation‟s context innocent absenteeism and culpable absenteeism are mutually
exclusive. One in no way affects the other.

Counseling Innocent Absenteeism

Innocent absenteeism is not blameworthy and therefore disciplinary action is not justified. It
is obviously unfair to punish someone for conduct which is beyond his control. Absenteeism
no matter what the cause imposes losses on the employer who is also not at fault. The damage
suffered by the employer must be weighed against the employee‟s right to be sick. There is a
point at which the employer‟s right to expect the employee to attend regularly and fulfill the
employment contract will outweigh the employee‟s right to be sick. At such a point the
termination of the employee may be justified, as will be discussed.

The procedure an employer may take for innocent absenteeism is as follows:

 Initial counseling
 Written counseling
 Reductions of hours and job reclassification
 Discharge
Initial Counseling

If the absences are intermittent, meet with the employee each time he returns to work. If
absence is prolonged, keep in touch with the employee regularly and stay updated on the
status of his condition.

Page No. 12
Written Counseling

If the absences persist, you should meet with the employee formally and provide him with a
letter of concern. If the absenteeism still continues to persist then the employee should be
given a second letter of concern during another formal meeting. This letter would be stronger
worded in that it would warn the employee that unless attendance improves, termination may
be necessary.

Reduction of Hours and job reclassification

In between the first and second letters the employee may be given that option to reduce his
hours to better fit his personal circumstances. This option must be voluntarily accepted by the
employee and cannot be offeredas an ultimatum, as a reduction in hours is a reduction in pay
and therefore can be looked upon as discipline.

Discharge

Only when all the previously noted needs and conditions have been met and everything has
been done to accommodate the employee can termination be considered. An Arbitrator would
consider the following in ruling on an innocent absenteeism dismissal case.

Establishing a System for Tracking Absences

Absenteeism policies are useless if the business does not also implement and maintain an
effective system for tracking employee attendance. Some companies are able to track
absenteeism through existing payroll systems, but for those who do not have this option, they
need to make certain that they put together a system that can:

 keep an accurate count of individual employee absences

 tabulate companywide absenteeism totals
 calculate the financial impact that these absences have on the
 business
 detect periods when absences are particularly high and
 differentiate between various types of absences.

Page No. 13
 Absenteeism is a habitual pattern of absence from a duty or obligation. An absence
refers to time an employee is not on the job during scheduled working hours, except for a
granted leave of absence, holiday, or vacation time. However, employee absenteeism is not
just an employee issue it is an organizational problem and therefore becomes everyone's
responsibility.

SAYS FRANCES DAVIES

Absenteeism can have an enormous effect on the productivity of an organization. The

average American worker takes six days sick leave a year, and although this is significantly
less than in places such as Europe it is still having a big impact on US staffing resources and
productivity. The loss of productivity due to short/long-term illness, disability is therefore
proving to be a major headache for companies. Effective absence management programs can
be the best remedy for reducing absenteeism.

“Every time an employee is absent from work there is a loss of productivity to the
organization,” explains Sharon Kaleta, President and CEO of the Disability Management
Employers Coalition (DMEC). “One person absent from work may not create a problem, but
several people absent for one or more days can have a significant financial impact to the
organization.

IMPACT OF ABSENTEEISM

There are many forms of absenteeism, ranging from short-term illness, long-term
illness, unauthorized absence and persistent lateness, to other authorized absences such as
annual leave, paternity leave, time off to care for dependents and compassionate leave. Other
causes might also include low morale, stress and poor working conditions, many of which are
preventable.

The effect absenteeism can have on a business can be wide-ranging, but particularly
affects those employees left to pick up the pieces. According to Wayne Wendling, Senior
Director of Research at the International Foundation of Employee Benefit Plans.

The workings of a company have changed and employees are now much more
interconnected than previously – and, as a result, organizations are much more dependent on
their employees.

Page No. 14
 “When someone is absent, the entire web of interaction among employees can be
disturbed in terms of workflows and the availability of information,” he explains. “Part of
that is overcome as more files are now open to people who can fill in and help with the tasks
that the individual may have been performing. However, there is a definite „ripple effect‟
through the organization when someone is unexpectedly ill. The productivity of others is also
being impacted.”

WORKING WELL

There are many measures that an employer can take to help mitigate the rippling
effects of absenteeism on the workforce. Sometimes it really is the little things that make the
most difference. Allowing employees to visit doctors and dentists, health surveillance, health
education and stress management interventions are all good examples. “Once they are
measuring absence and then reducing it, they will find that a fitter workforce will perform
better and productivity will increase – giving them a competitive edge in any business
environment,” enthuses Bawden.

One of the most effective ways to combat absenteeism, however, is to maintain a

happy working environment where people actually enjoy coming to work. “Have a workplace
that people love to come to work in and they feel they are doing something meaningful,”
Wendling recommends.

Although not always preventable, absenteeism is something that can be mitigated to a

certain degree, and absence management programs can definitely help. Fostering a caring
working environment where workers are supported during any illness or disability can only
work in the favor of the company – and ensures that work isn‟t something for employees to
be sick of.

Report Author: ANNE COUGHLAN

Senior Research Executive, IBEC Research and Information Service

Page No. 15
 IBEC „WORKPLACE ABSENCE SURVEY 2004

The report contains data from the IBEC „WORKPLACE ABSENCE SURVEY 2004,‟
which was based on responses received from 557 private sector companies employing
147,000 employees.

Absence affects more than just the person who is absent.

The absent employees themselves and their dependants may have a reduced income as
a result of absence, besides incurring possible additional medical expenses. Employers are
affected by direct costs such as sick pay, overtime and staff replacement costs, plus the
indirect costs associated with the effects of absence on, for example, production and quality,
management time and the potential loss of customers. The co-workers of an absent employee
may have to work under increased pressure,in order to meet deadlines.

Many organizations appear to accept a certain level of absence i.e. where a

proportion of their employees are away on any particular day. The recent IBEC study found
that over half of the respondents did not consider they had a problem with absence. However,
more than four out of ten companies in the survey considered their absence levels to be a
cause for concern. As only a portion of absence days are subject to organization control – it is
important to determine what portion of employee absence is avoidable.

Employees can feel they have been treated unfairly when they perceive other
absent employees as „getting away with it‟. Absence can also be a symptom of a more serious
underlying problem, such as bullying and/or harassment, communication breakdown, stress,
etc., which could, if not investigated, lead to significant costs to the organization, as well as
causing long-term damage to the employee.

Information regarding absenteeism among workers in an industrial establishment

on account of reasons other than strikes, lockouts, lay-off, weekly rest or suspension, provide
a sound database for gauging the employee‟s morale, commitment and level of job
satisfaction which have a direct bearing on productivity of the establishment. It is one of the
indicators to monitor and evaluate various labour welfare programs and labour policies.

Page No. 16
Instill enthusiasm to curb absenteeism

EVERY organization, irrespective of size and composition, is plagued by the problem

of absenteeism. Managers know that employees are not always genuinely sick when they fail
to turn up for work, yet they cannot stop them from calling in sick or saying that they have to
attend to some personal work. There could be a hordes of reasons for absenteeism.
Sometimes an employee may not simply turn up for work because his morale is low or he is
just not motivated to work.

It is observed that if employees were happy doing their work, they would be less
inclined to take even a day off. Many employers think that paying their workers handsomely
or providing better working conditions or improving job security can reduce absenteeism. But
such benefits do not guarantee a reduction in employee absenteeism. The solution actually
lies in understanding and meeting the emotional needs of workers and trying to find out what
really motivates them to come to work and give their best.

A wise manager would endeavor to understand the needs of workers at the recruiting
stage itself. The manager can try and choose the right person for the right job. Getting to
know the applicant well by focusing on the human side rather than on their qualifications and
experience can do this. Efforts should be made to find out the kind of work and
responsibilities that make an employee happy, the enthusiasm for work and ability to get
along with other people. The manager must ascertain that the job suits the candidate.

The next step would be to build employee's trust. As an employer if you have taken
efforts to choose the right candidates for the job, then it is equally important that you believe
in them and trust them to do their job. This trust, though, has to be communicated to the
employees.

If the employer believes that the employees cannot do their jobs well, cannot take
decisions on their own and do not do a fair day's work then this is what they will actually do.
On the contrary, if the manager's perception of employees is that they are efficient workers,
independent thinkers and able decision makers, then they will go to any extent to prove it.

Page No. 17
 The most important step to counter absenteeism is for the manager to constantly give
the employees feedback and motivate them to perform better. But most are woefully lacking
in this ability, they simply are not comfortable telling their staff about their performance.

So it is important that managers provide feedback to employees on a regular basis on

what they are doing well and the areas of improvement. If you notice something that requires
mention tell the employee about it and tell it immediately lest the significance of the feedback
should be lost.

If you postpone your feedback on things the employee is not doing rightthen it will be
assumed what is being done is right or that you do not notice such things or you do not care.
Some more tips on giving the right kind of feedback:

 Do it in private, on a one-to one basis

 Focus your feedback on one or two things
 Do not personally attack the employee
 Be honest and prompt with feedback

Reducing employee absenteeism is in the employer's hands. If the staff has to be

motivated enough to think twice about taking a day off, their work has to be made interesting.
In short, they need regular feedback and be made to feel that they play an important part in
the business.

This can be done by giving the employees greater responsibility, training and
developing their skills and focusing on what they are doing right. Involving employees both
formally and informally in the aspects of the business will create a sense of belonging. These
measures make employees feel good about what they are doing and thus increase job
satisfaction. Organizations would be prudent if they tackle absenteeism before it becomes a
contagion.

A recent IBEC survey showed that personal problems were cited as a cause of
absence in a significant number of companies, for both males and females. Nowadays, apart
from sickness, employees can be absent from work for any one of a number of reasons, either
under statutory leave entitlement (such as – annual leave, maternity or adoptive leave,

Page No. 18
parental leave), or under arrangements agreed at an individual company level (such as
compassionate or bereavement leave, study and/or exam leave, marriage leave, training, etc.).

HOW TO DEAL WITH EMPLOYEE ABSENTEEISM

 For Employees Who Are Absent

For Supervisors/Managers:

Recently, I was asked by a manager how he should deal with the fact that on any
given day 10% of his employees are absent from work. I informed the manager that the
problem of employee absenteeism is a problem best resolved by taking the following four
positive interventions versus taking a negative or punitive approach.

 Change Management Style:

We are all aware of the fact that when employees call in ill, it does not mean they are
truly too physically ill to work. One reason, outside of illness, that employees are absent is
stress, and the number one reason employees are stressed has to do with their relationship
with their manager/supervisor.

Management styles that are too authoritarian tend to promote high levels of
absenteeism among employees. Authoritarian managers are managers who have poor
listening skills, set unreachable goals, have poor communication skills, and are inflexible. In
other words, they yell too much, blame others for problems, and make others feel that it must
be their way or the "highway." Authoritarian managers tend to produce high absenteeism
rates. By identifying managers who use an authoritarian style, and providing them with
management training, you will be taking a positive step not only toward reducing
absenteeism, but also reducing turnover, job burnout, and employee health problems such as
backaches and headaches.

 Change Working Conditions:

The employees in your company probably work in a well-lighted climate

controlled building. The working conditions I am referring to relate to coworker
relationships. Not only does relationship stress occur between the employee and manager,
but it also exists between employees. Frequently I hear employees say they did not go to

Page No. 19
work because they are fearful of or angry with another employee. These employees usually
report they just could not deal with "so and so" today, so they called in ill. Companies that
adopted policies and values that promote employee respect and professionalism, and
promote an internal conflict resolution procedure, are companies that reduce employee
stress. A reduction in employee stress reduces employee absenteeism.

 Provide Incentives:

Giving employees incentives for reduced absenteeism is not the same as rewarding or
giving employees bonuses for reduced absenteeism. An incentive provides an employee with
a boost to their motivation to avoid unnecessary absenteeism. It simply helps the employee
decide to go to work versus staying home and watching Jerry Springer.

The types of incentive programs used by companies are numerous. Some companies
allow employees to cash-in unused sick days at the end of every quarter, others give an
employee two hours of bonus pay for every month of perfect attendance; and still others
provide employees with a buffet lunch, a certificate of achievement, or even a scratch-off
card concealing prizes. The type of incentive program that your company uses should be one
created especially for your company. You can create an incentive program tailored to your
unique company by allowing employees to help you develop the incentive program.

The duration of the incentive program is also very important. Some companies find
that they can simply reward employees with perfect attendance once a year, while others
decide once a month is best, and still others decide once a week works best.

Page No. 20
 CHAPTER-2

COMPANY PROFILE

Page No. 21
 CHAPTER-2
COMPANY PROFILE

Vicco Laboratories was established in the year 1952 by Late Mr. Keshav V Pendharkar. In
1959 Late Mr. Gajanan Keshav Pendharkar joined his father in their family business. He had
successfully formulated the first Ayurvedic Toothpaste in the world with 20 rare medicinal
natural herbs. He is instrumental in bringing out the first yellow colored face cream known as
Vicco Turmeric Skin Cream, an Ayurvedic Product.

The science of Ayurveda which is our nation‟s heritage is being zealously promoted by Mr. G
K Pendharkar. When all Indian companies(big or small) were succumbing to the foreign
technology, Mr Pendharkar was relentlessly promoting Ayurveda which is being revered
abroad.After the demise of Mr. K V Pendharkar in 1971, Mr. G K Pendharkar took over the
reins of the Company into his able hands and there was no looking back.

Right from its inception in the 1952, the VICCO Group of companies has been charting an
unwavering course that has catapulted(reached) the group into international limelight. Vicco
Laboratories, which has upraised the Indian Ayurveda and its nurturing, protecting and
rejuvenating medicinal products and remedies from a fierce abyss of disdain and contempt to
the peak of world-wide recognition, esteem and honour, has completed its tough and tedious
march of sixty years and has celebrated The Diamond Jubilee!

VICCO Group has emerged today as makers of the best internationally known products of the
Ayurveda, the ancient Indian system of natural medicines.

Page No. 22
HISTORY

1955 - Vicco‟s commercial production commenced in a small factory at Parel, Bombay with
a meager turnover of Rs. 10,000/- a year.

1968 - Vicco factory shifted to Dombivli, Dist. Thane into a two acre land.

1975 - The first yellow colored face cream called as Vicco Turmeric Skin Cream was
introduced.

1982 - When the production at the Dombivli factory reached its optimum level, the Company
built its new factory at Nagpur. This new factory at Nagpur is now using its capacity for
production of domestic as well as exports whereas the Dombivli factory looks only after the
entire requirements of USA, Canada, Europe, Middle East Countries, Australia, West Indies
etc.

1996 - An ultra-modern factory, outside Maharashtra was built at Goa near Panaji.

Page No. 23
AWARDS & HONORS

1980 - For its export promotional efforts, Vicco was awarded the prestigious “International
Trade Trophy – Phoenicia” in the hands of Honorable President of Malta.
1992-93 & 2001-02 - Received Second Best Export Performance Award.
February 1994 - Vicco earned a unique distinction of being the first Indian Company to
export its products to a far off Nation, Iceland.
1997 - Vicco Lab, Goa got awarded as the “Most Outstanding Concrete Structures of India-
1997” by American Concrete Institute (U.S.A).

25th March, 2015 - Nominated & selected for Golden Globe Tigers Award in Kuala Lumpur-
Malaysia.
27th November, 2017 - Vicco bagged the prestigious ABP Brand Excellence Award in
Marketing Campaign category.

Due to continuous export by Vicco, the Government of India, Ministry of Commerce has
accorded Vicco Laboratories the status of an export House. Vicco has received several
National and International awards in various fields like Advertising, Export, Quality and
International Trade.

INTERNATIONAL PRESENCE

Vicco products are exported to various countries and have also fetched substantial foreign
exchange for the country in the last 25 years. For company‟s dazzling performance to supply
its safe and natural quality products to the valued customers, Vicco Auyrvedic Products
received Compassionate Business Award from PETA.

“The Greatest Marketing Influencers 2016”, is presented by BBC Knowledge and is

endorsed by CMO Asia. BBC Knowledge offered the award with the title of “Cult Brand” to
Vicco Laboratories. Vicco Laboratories, Cult Brand fall into the category of benign cults
which can be defined as a following where members are truly attached or intensely devoted
to the product/service the brand provides.

Page No. 24
VICCO – THE BRAND TODAY:

Initially we came across many challenges, Vicco being the first Auyrvedic brand in Paste and
Powder. Not only we accepted the challenge but converted it into our victory by including in
the first thousand top brands of India. Day by day the progress graph of Vicco kept on
increasing. In 2013, Vicco conquered 254th rank in most attractive brands of India and just
within a span of 2 years, we are proud to convey that Vicco has conquered 118th position in
the ranking of 2015‟s most attractive brands of India. VICCO is a Dream: a Vision to be
realized, a Promise to be fulfilled.

Page No. 25
 CHAPTER-3

OBJECTIVES OF THE
STUDY

Page No. 26
 CHAPTER- 3

OBJECTIVES OF THE STUDY

 To assess the level absenteeism among workers.

 To conduct a detailed study on Absenteeism of Vicco Laboratories

 To find out the rate of Absenteeism in Vicco Laboratories

 To study the various factors that to lead Absenteeism.

 To study the variables that reduces the rate of Absenteeism

 To identify the preventive measures of absentees in to Vicco Laboratories.

 To identify the major causes of absenteeism at to Vicco Laboratories.

Page No. 27
CHAPTER-4

Page No. 28
 CHAPTER-4

HYPOTHESIS

A hypothesis and be defined as a logically conjectured relationship between two or more

variables expressed in the form of a testable statement. Relationships are conjectured on the
basis of the network of association established in the theoretical framework formulated for
the research study. By testing the hypothesis, it is expected that solution can be found to
correct the problem encountered.

Hypothesis HO

Single employees are absent more frequently than married employees.

Hypothesis H1

The higher the rate of pay, and welfare benefits and the greater the length of service of
the employee, the fewers the absences.

Page No. 29
 CHAPTER-5
SCOPE & IMPORTANCE OF THE STUDY

Page No. 30
 CHAPTER-5

SCOPE & IMPORTANCE OF THE STUDY

 The study attempts to analyze the effectiveness and employee‟s individual

opinion about reason for the absenteeism of Vicco Laboratories.

 The study aims to work on the feedback given by the employees and come up with
valuable suggestions for the improvement of the Absenteeism.

 This project is helpful to learn the concept of employee‟s absenteeism and to know the
reason for the absenteeism in Vicco Laboratories.

 The present study is confined only to the absenteeism at Vicco Laboratories. This
study is exclusively conducted to evaluate the existing practice, procedure and system
at Vicco Laboratories. It certainly helps in reducing the percentage of absenteeism at
this company.

 This study has provided certain actions for the management against the findings. The
study is considered to bring awareness among employees against the frequent
absenteeism. It motivates the morale of the employees and helps in improving their
performance

Page No. 31
 CHAPTER-6
RESEARCH METHODOLOGY

Page No. 32
 CHAPTER-6

RESEARCH METHODOLOGY

Research refers to a search for knowledge. It is a systematic method of collecting and

recording the facts in the form of numerical data relevant to the formulated problem and
arriving at certain conclusions over the problem based on collected data.

Thus formulation of the problem is the first and foremost step in the research process
followed by the collection, recording, tabulation and analysis and drawing the conclusions.
The problem formulation starts with defining the problem or number of problems in the
functional area. To detect the functional area and locate the exact problem is most important
part of any research as the whole research is based on the problem.

According to Clifford Woody research comprises defining and redefining problems,

formulating hypothesis or suggested solutions: collecting, organizing and evaluating data:
making deductions and reaching conclusions: and at last carefully testing the conclusions to
determine whether they fit the formulating hypothesis.

Research can be defined as “the manipulation of things, concepts or symbols for the purpose
of generalizing to extend, correct or verify knowledge, whether that knowledge aids in
construction of theory or in the practice of an art”

Data Collection Method

The task of data collection begins after the research problem has been defined and research
design chalked out. While deciding the method of data collection to be used for the study, the
researcher should keep in mind two types of data viz. Primary and secondary data.

(1)Primary Data: -
The primary data are those, which are collected afresh and for the first time and thus happen
to be original in character. The primary data were collected through well-designed and
structured questionnaires based on the absenteeism in Vicco Laboratories.

There are many methods of collecting primary data and the main methods include:

Page No. 33
  Questionnaires
 Interview
 Drafting

(2)Secondary Data:
The secondary data are those, which have already been collected by someone else and passed
through statistical process. The secondary data required of the research was collected through
various newspapers, and Internet etc.
The source of secondary data includes:
 Books
 Websites
 Journals
 Magazines

RESEARCH DESIGN:

It is the arrangement of conditions for collection and analysis of data in a manner that aims to
combine relevance to the research purpose with economy in procedure. In this study
descriptive and diagnostic research design has been adopted to determine with specific
predictions to with the narration of facts and characteristics relating to an individual group or
situation.

SAMPLING DESIGN:

Sampling technique was adopted for the study as there were various constraints regarding
time and resources. The sample size considered was of 50 respondents. The sample
considered was from various departments and categories of workmen in the factory. The
sample type was individual and the questionnaire was filled by the workers of their own and
some with the help of their supervisors.

Sample Size : 50 respondents of workers from various departments and categories.

Sampling Procedure:

The procedure adopted in the present study is probability sampling, which is also known as
chance sampling. Under this sampling design, every item of the frame has an equal chance of
inclusion in the sample.

Page No. 34
 CHAPTER-7
DATA ANALYSIS & INTERPRETATION

Page No. 35
 CHAPTER-7

DATA ANALYSIS & INTERPRETATION

Q1. What do you think about organization?

Response Respondent Percentage

Excellent 41 82

Good 5 10

Fair 3 6

Poor 1 2

Total 50 100

82%

Excellent
Good
Fair
10%
6% Poor

2%

Interpretation-
The Above Pie charts shows that 82% Employees are thinking excellent about
organization. 10% Employees are those who think good about organization. Fair and
poor part exists minor in this figure.

Page No. 36
Q. 2) For how many years you are working in company?

Response Respondent Percentage

Less Than 1 year 20 60
Between 1-2 year 15 30
Between 2-5 year 10 6
Above 5 year 5 2
Total 50 100

10%

20% 40%
Less Than 1 year
Between 1-2 year
Between 2-5 year
30% Above 5 year

Interpretation-
The Above Pie charts shows that 60% of the Employees at Vicco Laboratories are
working less than one year. Only 30% Employees are working more than one and
less than two year. Between two and five year only 10% Employees are working.
The Employees highest percentage lies in less than one year because mostly
Employees are shift from one organization to another.

Page No. 37
Q. 3) What do you think about working conditions?

Response Respondent Percentage

Excellent 38 76
Good 6 12
Fair 4 8
Poor 2 4
Total 50 100

76%

Excellent
Good
Fair
12%
4% 8% Poor

Interpretation–
The Above Pie charts shows that 76% Employees are thinking excellent about the
working conditions. 12% Employees are those who think good about working
conditions. A minor part shows the percentage of fair and poor. It shows that works
are satisfied with the working condition of Vicco Laboratories.

Page No. 38
Q. 4) Do you aware about absenteeism?

Response Respondent Percentage

Yes 44 88
No 6 12
Total 50 100

88%

Yes
No

12%

Interpretation–
The Above Pie charts shows that 88% Employees at Vicco Laboratories are aware about
the absenteeism. Only 12% Employees who have little knowledge about
absenteeism.

Page No. 39
Q. 5) How often you remain absent in a month?

Response Respondent Percentage

Nil 10 20
Once 29 58
Twice 9 18
More than twice 2 2
Total 50 100

58%

Nil
20% Once
Twice
18% More than twice

4%

Interpretation-
The Above Pie charts shows that 58% Employees are those absent once in a month. And
18% Employees absent twice. There is also 20% Employees are those who are not
absent during their job. 2% Employees are also exists who absent more than twice in
a month.

Page No. 40
Q. 6) What are the reasons of absenteeism?

Response Respondent Percentage

Sickness 37 74
Family Problem 6 12
Overtime 2 4
Lack of Interest 5 10
Total 50 100

74%

Sickness
Family Problem
Overtime
10% 12%
4% Lack of Interest

Interpretation-
The Above Pie charts shows that 74% Employees are absent due to reason of Sickness.
12% Employees think that family problem can also be the reason. Some Employees
answered that overtime and lack of interest is also reason of absenteeism.

Page No. 41
Q. 7) In which way employer motivates you to reduce absenteeism?

Response Respondent Percentage

Counseling 40 80
Bonus 5 10
Increased wages 5 10
No Motivate 0 0
Total 50 100

80%

Counseling
Bonus

10% Increased wages

10% No Motivate

0%

Interpretation-
The Above Pie charts shows that 80% Employees feel through counseling employer
motivate them. 10% Employees feel that employer motivate them by bonus and
increased wages. These helps the management to reduce absenteeism in Vicco
Laboratories.

Page No. 42
Q. 8) Are you satisfied with your job?

Response Respondent Percentage

Yes 45 90
No 5 10
Total 50 100

90%

Yes
No

10%

Interpretation-
The Above Pie charts shows that 90% of the Employees are fully satisfied with their
work whereas 10% Employees are those who are not satisfied with their job.

Page No. 43
Q. 9) Your relation with your superiors?

Response Respondent Percentage

Excellent 41 82
Good 7 14
Fair 2 4
Poor 0 0
Total 50 100

82%

Excellent
Good
Fair
4% 14% Poor

0%

Interpretation-
The Above Pie charts shows that 82% have excellent relations with the superiors.1 4%
Employees are those who answered that they have good relations. In this figure there
is also have 4% Employees who have fair relations with their superiors.

Page No. 44
Q. 10) Behavior of worker with each other?

Response Respondent Percentage

Excellent 8 16
Good 38 76
Fair 3 6
Poor 1 2
Total 50 100

76%

Excellent
Good
Fair
16%
6% Poor

2%

Interpretation-
The Above Pie charts shows that 16% Employees have excellent relations with other
Employees.76% Employees answered that they have good relations with each other.
But there is also some Employees who say that they have fair and poor relations with
each other.

Page No. 45
Q. 11) Your superior‟s behavior towards your problems?

Response Respondent Percentage

Excellent 38 76
Good 9 18
Fair 2 4
Poor 1 2
Total 50 100

76%

Excellent
Good
Fair
18%
4% Poor

2%

Interpretation-
The Above Pie charts shows that 76% Employees think that their superior‟s behavior
toward their problems is excellent & 18 % Employees consider it as good. But some
minor percentage also there who answered that superior‟s behavior toward their
problems is fair and poor.

Page No. 46
Q. 12) Your views regarding facilities provided ?

Response Respondent Percentage

Excellent 10 20
Good 35 70
Fair 4 8
Poor 1 2
Total 50 100

70%

Excellent
Good
Fair
20%
8% Poor

2%

Interpretation–
The Above Pie charts shows that 70% Employees consider that facilities provided to
them are good whereas 20% consider them as excellent. But there is also minor
percentage who is not satisfied with the facilities which are given to them.

Page No. 47
 CHAPTER-8
FINDINGS OF THE STUDY

Page No. 48
 CHAPTER-8

FINDINGS OF THE STUDY

 82% Employees are thinking excellent about organization. 10% Employees

are those who think good about organization. Fair and poor part exists minor
in this figure.

 60% of the Employees at Vicco Laboratories are working less than one year.
Only 30% Employees are working more than one and less than two year.
Between two and five year only 10% Employees are working. The Employees
highest percentage lies in less than one year because mostly Employees are
shift from one organization to another.

 76% Employees are thinking excellent about the working conditions. 12%
Employees are those who think good about working conditions. A minor part
shows the percentage of fair and poor. It shows that works are satisfied with
the working condition of Vicco Laboratories.

 88% Employees at Vicco Laboratories are aware about the ab senteeism. Only
12% Employees who have little knowledge about absenteeism.

 58% Employees are those absent once in a month. And 18% Employees
absent twice. There is also 20% Employees are those who are not absent
during their job. 2% Employees are also exi sts who absent more than twice in
a month.

 74% Employees are absent due to reason of Sickness. 12% Employees think
that family problem can also be the reason. Some Employees answered that
overtime and lack of interest is also reason of absenteeism.

 80% Employees feel through counseling employer motivate them. 10%

Employees feel that employer motivate them by bonus and increased wages.
These helps the management to reduce absenteeism in Vicco Laboratories.

 90% of the Employees are fully satisfied with their work whereas 10%
Employees are those who are not satisfied with their job.

Page No. 49
 82% have excellent relations with the superiors.14% Employees are those
who answered that they have good relations. In this figure there is also have
4% Employees who have fair relations with their superiors.

 16% Employees have excellent relations with other Employees.76%

Employees answered that they have good relations with each other. But there
is also some Employees who say that they have fair and poor relations with
each other.

 76% Employees think that their superior‟s behavior toward their problems is
excellent & 18 % Employees consider it as good. But some minor percentage
also there who answered that superior‟s behavior toward their problems is fair
and poor.

 70% Employees consider that facilities provided to them are good whereas
20% consider them as excellent. But there is also minor percentage who is not
satisfied with the facilities which are given to them.

Page No. 50
 CHAPTER-9
LIMITATIONS OF THE
STUDY

Page No. 51
 CHAPTER-9

LIMITATIONS OF THE STUDY

 Study is area specific in Nagpur.

 The study was limited only to Vicco Laboratories only.

 As sampling is taken as an element of the study there might always be sampling errors.

 The sample under consideration may not reflect the whole population.

 Since absenteeism is a vast topic to be discussed, the study may not reflect each and
every aspect.

 There was lack of time on the part of respondents.

 The survey was carried through questionnaire and the questions were based on
perception.

Page No. 52
CHAPTER-10
CONCLUSIONS

Page No. 53
 CHAPTER-10

CONCLUSIONS

Vicco Laboratories being one of the reputed manufacturing companies in India is also a
victim of absenteeism, as one of the curse their organization is facing at present. I have
concluded that absenteeism in an organization. The data was collected with the help
of structured questionnaire after collection implementation and analysis of the data,
the result sorted out.

 Employee needs higher rate of pay and welfare benefits so that they get motivated to
work.

 Employee needs higher rate of pay so that the length of service will be greater.

 Thus ,the fewer will be employee absenteeism and it will help in the growth of the
company hence h1 is proved.

 Employees, personal problem is the reaso n for being absent. 4% think that
stress can also be the reason.

 Almost Employees at Vicco Laboratories are clear regarding their work

responsibilities.

 Employees have good relations with the superiors whereas have excellent
relations with the superiors. Employees think that their superior‟s behaviour
towards their problems is excellent & some of Employees consider it as good.

 It is observed that both the external and internal factors are responsible for
employee turnover.

 If the organisation or management makes effort by changing or modifying HR

policies of the company then they may be able to control employee turnover
to a large extent.

Page No. 54
 Absenteeism was lowest on pay day and highest immediately after the pay
day.

 Due to cold and warm environment inside premises reasons of absenteeism as

pointed out by the workers include sickness, family problem, overtime and
working condition.

 Conflict management, grievance handling and motivation will help to reduce

absenteeism.

In the end to conclude this report I would like to specify that the project
allotted to me on 'Absenteeism‟ was of immense help me in understanding the
working environment of an organization, thereby providing a firsthand practical
experience.

In this project while identifying the reasons of absenteeism of the workers of

“Vicco Laboratories”. I got an opportunity to interact with workers to observe
their behavior and attitude.

I would once again like to thank the people of “Vicco Laboratories”. Who
helped me in accomplishing this project and boosting my morale by appreciating
and recognizing my efforts?

Page No. 55
 CHAPTER-11
SUGGESTIONS AND
RECOMMENDATIONS

Page No. 56
 CHAPTER-11

RECOMMENDATION OF THE STUDY

 Absenteeism is a serious problem for mana gement because it involves heavy

additional expenses. The management should take the following measures to
reduce the rate of absenteeism:-

 Provide Incentives- An incentive provides an employee with a boost to their

motivation and avoid unnecessary absenteeism. Incentives like two hours of
bonus pay for every month of perfect attendance can improve a lot.

 Employee Assistance Program- If you confront an employee about his or her

frequent absenteeism and you find out that it is due to personal problems ref er
them to EAP.

 Sickness Reporting – Tell employees that they must phone in as early as

possible to advise why they are unable to make it to work and when they
expect to return, and provide some relaxation of rules in the lieu of leaves

 Return to Work Interview- When an employee returns to work then ensure

that they have a „return to work interview‟.

 Bradford factor can also be used to identify and cure excessive absenteeism.

 In the end to conclude this report I would like to specify that the project
allotted to me on Absenteeism of Employees was of immense help to me in
understanding the working environment of an organization, thereby providing
a firsthand practical experience.

 In this project while identifying the reasons of absenteeism of the Employees

of Absenteeism of Employees in an Vicco Laboratories I got an opportunity to
interact with Employees to observe their behaviour and attitude.

Page No. 57
 In the end I would once again like to thank the people of who helped me in
accomplishing this project and boosting my morale by appreciating and
recognizing my efforts.

 Establish staff support programmes aimed at providing moral support in order

to prevent absenteeism.

 Monitor absenteeism in the units on an ongoing basis, and maintain accurate

absence statistics that reflect absenteeism patterns.

 Establish a supportive working environment characterised by open and

frequent communication, and an open door policy that allows employee to
approach him/her at any time to raise their concerns without fear.

Page No. 58
 CHAPTER-12
BIBLIOGRAPHY AND REFERENCE

Page No. 59
 CHAPTER-12

BIBLIOGRAPHY AND REFERENCE

Books:

 Absenteeism In Industry: Problem And Management, P B Appa Rao

 Social Psychology of Absenteeism, Colin Brown, J K Chadwich Jones, J K Chadwick

Jones

 The Missing Workforce: Managing Absenteeism, Andrew Sargent

 Human Resource Management, C.B.Gupta

 Human Resource Management. L.M.Prasad.

Websites:

 www.hrmguide.com

 https://viccolabs.com/AboutUs.aspx

 http://www.articlesbase.com/human-resources-articles/absenteeism-among-workers-

1440722.html

 http://www.entrepreneur.com/encyclopedia/term/82042.html

Page No. 60
CHAPTER-13
ANNEXURE

Page No. 61
 QUESTIONNAIRE

Dear Respondent,
Thanks for sparing few minutes to fill this questionnaire, which will help us to the On
Employees Absenteesm With Special Reference To Vicco Laboratories.

Any information provided by you will purely and strictly be used for Academic Purpose only.

Personal Information:-
Age: ___________________________________________
Gender: ________________________________________
Occupation/ Profession: ___________________________
Location: _______________________________________

Q1. What do you think about organization?

 Excellent

 Good

 Fair

 Poor

Q. 2) For how many years you are working in company?

 Less Than 1 year

 Between 1-2 year

 Between 2-5 year

 Above 5 year

Page No. 62
Q. 3) What do you think about working conditions?

 Excellent

 Good

 Fair

 Poor

Q. 4) Do you aware about absenteeism?

 Yes

 No

Q. 5) How often you remain absent in a month?

 Nil

 Once

 Twice

 More than twice

Q. 6) What are the reasons of absenteeism?

 Sickness

 Family Problem

 Overtime

 Lack of Interest

Page No. 63
Q. 7) In which way employer motivates you to reduce absenteeism?

 Counseling

 Bonus

 Increased wages

 No Motivate

Q. 8) Are you satisfied with your job?

 Yes

 No

Q. 9) Your relation with your superiors?

 Excellent

 Good

 Fair

 Poor

Q. 10) Behavior of worker with each other?

 Excellent

 Good

 Fair

 Poor

Page No. 64
Q. 11) Your superior‟s behavior towards your problems?

 Excellent

 Good

 Fair

 Poor

Q. 12) Your views regarding facilities provided ?

 Excellent

 Good

 Fair

 Poor

Q-13. Any suggestions

______________________________________________________________

______________________________________________________________

Date:- ________ Sign:- ________

Page No. 65