International Journal of Pure and Applied Mathematics
Volume 116 No. 16 2017, 399-405
ISSN: 1311-8080 (printed version); ISSN: 1314-3395 (on-line version)
url: http://www.ijpam.eu
Special Issue
A STUDY ON EMPLOYEE ABSENTEEISM
1
Ms. J. Pavithra , 2Magdalene Peter
1,2
Asst.Professor, Department Of Management Studies, BIST, BIHER, Bharath University, Chennai-73
1
pavithra.mba@bharathuniv.ac.in, 2magdalencepeter.mba@bharathuniv.ac.in
Abstract:The article report entitles A Study Of
Employee AbsenteeismIs intended to determine the
workers condition, salary, facilities, attendance program,
training programme, motivation techniques and
promotions. The article consists of objectives,
limitations, company profile, research methodology,
findings, suggestions, and conclusions. The information
needed for the research has been gathered from primary
and secondary data. The response given by the workers
of the company isanalyzed and interpreted using different
types of statistical tools which are percentage analysis,
Chi square, weighted average method. To increase the
productivity and increase growth of the organization. The
sample size of the article is 120 from the population of
656. The questionnaire method as survey is used as a tool
for collecting the primary data. The questionnaire has
been designed by the researcher according to the
objective of the study. Percentage analysis, Chi-square
and weighted average are used as tools for data analysis
1. Introduction
Absenteeism is defined as the failure of the worker to
report for work when he is 'scheduled to work. A worker
is expected to work when the employer has work
available for him and the worker is aware of it.
Authorized absence is also treated as absence while
presence even for a part of the shift is treated as presence
for the whole shift. Absence on account of strikes,
lockout, layoff, weekly rests or suspension is not taken
into account. Thus, it relates to only voluntary absence
due to personal reasons of the individual concerned.
Absenteeism rates given in the report represent
percentage of man days lost due to absence to the
corresponding total man days scheduled to work. The
man days scheduled to work is arrived at by adding the
man day’s .actually worked and the man days lost on
account of absence of the workers due to some reason or
the other.
A worker who reports for any part of a shift is to be
considered as present. An employee is considered
scheduled to work when the employer has work for him
there is no reason to expect well in advance that the
employee will not be available for work at the specific
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time. An employee on regularly scheduled vacation is,
therefore, not to be considered as employer-ordered lay-
off. On the other hand an employee who requests time-
off at other than a regular vacation period should be
considered as absent from scheduled work until he
returns, or until it is determined that the absence will be
such duration that his name is removed from the list of
active employees. After this date he should be considered
as neither scheduled to work nor absent. Similarly, an
employee who quits without notice should be considered
as absent from scheduled work until his name is dropped
from the active list, but preferably this period should not
exceed one week in either case. If a strike is in progress,
workers on strike should be considered as neither
scheduled to work nor absent, since data on time is lost
because strikes are collected under the head of man days
lost on account of industrial dispute.
2. The Reasons For Absenteeism
The phenomenon of absenteeism has been explained in
various ways. The atmosphere prevailing in a plant,
therefore, affects[18]
His attitude to his work, and either persuades him to
attendd regularly or keeps him away. Irritating uncertainity ,
irregularity, and confussion in the factory are likely to be
important cause of absenteeism.The attitude and practice of
the management also contribute to absenteeism
Causes of Absenteeism
● Maladjustment with factory conditions
● Social religious ceremonies
● Unsatisfactory housing conditions
● Industrial fatigue
● Unhealthy working conditions
● Absence of adequate welfare facilities
● Alcoholism
● Indebtedness
● Improper and unrealistic personnel policies
● In adequateleave facility[17]
 International Journal of Pure and Applied Mathematics Special Issue

3. Measures For Control Absenteeism An absent employee means idle machines or unoccupied
work space, with the consequent direct loss and an
● Adoption of a well defined recruitment procedure
indirect reduction in the tempo of production. Productive
● Cordial relationship between supervisors and
efficiency of a plant is adversely affected by absenteeism
workers
which causes disorganization in work. Hence the scope
● Provision of reasonable wages and allowances
of the study throws light on various reasons of
and job security for workers
absenteeism among the employees. Only the employees'
● Motivation of workers and social measures
perception falls under the area of the study. This study
● Improved communication and prompt redressal of
will serve as a base for further study on labour
grievances
absenteeism
● Liberal grant of leave
● Safety and accident prevention 6. Research Methodology
● Provision of healthy and hygienic working
● Data Collection
conditions
The present study requires the use of both
● Development of workers education
primary data and secondary data. Primary data were
collected using a structural questionnaire framed by the
4. Statement of the Problem Present researcher with his guide. Secondary data needed
for the study were collected through desk research.
Absenteeism has become a major problem in almost all
the industrial sectors. Excessive absenteeism constitutes a ● Primary Data
considerable cost to the industry even when the absent The study is mainly based on primary data.
employee receives no pay. Because of disorganization of Before collecting the primary data, personal interviews
work, work schedules are upset and delayed, resulting in were held with officers and employees of the company to
the management failure to meet delivery dates.[1-6] collect information regarding the training and
When sick pay is authorized, the cost of absenteeism development.[3]
mounds up more rapidly. It is, therefore, desirable that
● Secondary Data
measures are effectively implemented to minimize the
The required secondary data have been collected
cost of absenteeism as for as possible. In the light of
from unpublished materials published articles from
various factors promoting excessive rate of absenteeism
various journals of the company, Besides unpublished
in the units concerned, measures will have to be taken by
data have been collected from the records kept at the
the management. Generally speaking, proper conditions
study unit.[4]
of work in the factory, adequate wages leave for rest and
recuperation constitute the most effective means of ● Tool For Analysis
minimizing cost of absenteeism. Provision of suitable The main tool used for analysis of data was
housing facilities in industrial towns would also go a long percentage method.
way in improving attendance.[15-25] Unless working and
living conditions are improved and necessary 7. Limitations of the Study
commitment of labour force in the place of work is ● The present study on the employee absenteeism is
promoted and stabilized, the problem of absenteeism confirmed to a single study unit. Hence the
cannot be effectively solved. [19] conclusions derived from the study may not be
5. Objective Of The Study applicable to similar firms and to other areas.
● The sample employees selected for the present day IS
● To find out various reasons for employee
limited to 100 workers, because of constraints in
absenteeism
terms of limited time. [5]
● To find out the level of satisfaction of the
● Time factor was one of the main limitations of the
employees regarding overall management [1]
study. In a short span of 15 days it was difficult to
● To find out whether absenteeism is more due to
collect all needed information. [6]
social & religious causes than ill health.
● The process of filling up of questionnaire has taken up
● To find out whether shift system has effect on
so much time as most of the workers were not aware
absenteeism.[2]
of the concepts and terms. [7]
● To find out whether absenteeism has impact on
● The respondents were reluctant to express their views
routine work or not.
frankly. So the response was biased at an extent. This
may affect the findings to certain level.
Scope of the Study

400
 International Journal of Pure and Applied Mathematics Special Issue

8. Data Analysis And Interpretation From the above it is infered that 60%of respondents male
40% female.[9]
Table 1. Table showing the information regarding the
Chart Showing The Information Regarding The Sex Of
age of employees
The Employees
NO.OF
AGE PERCENTAGE
RESPONDENTS
20-30 45 45%
31-40 40 40%
41-50 10 10%
Above 50 5 5%
Total 100 100%

9. Inference

From the above table it is inferred that

● 45% of the respondents are aged between 20
20-30.
● 40% of the respondents are aged between 31
31-40.
● 10% of the respondents are aged between 41
41-50.
● 5% of the respondents are aged above 50. [8]
Chart Showing The Information Regarding The Age Of
The Employees
Table 3. Table showing the information regarding
experience of the employees

Experience No. of Employees %

Upto 3 years 55 55%

3-5 years 25 25%

5-7 years 12 12%

Above 7 years 8 8%

10. Inference
Table 2. Table showing the information regarding ● 55% of the respondents have experience of 3
the sex of the employees years.
● 25%ofthe respondents have 3-53 years of
Particulars No. Of % experience.
● 12% of the respondents have 5-7 5 year
Respondents experience.
MALE 60 60 ● 8%of the respondents have above 7 years of
experience[10]
FEMALE 40 40
TOTAL 100 100

Inference:

401
 International Journal of Pure and Applied Mathematics
Chart Showing the Information Regarding Experience Of
The Employees
11. Findings
● 45% of the employees are aged between 20 20-30, 40%
of the employees are aged between 31 31-40, 10% of
employees are aged between 41-50,5% 50,5% of the
employees aged above 50. [12]
● 20% of the employees are male and remaining 80%
are female. [13]
● 55% of the employees have experience of three
years. 25% of the employees are having 33-5 years
experience, 12% of the employees have 55-7 years
experience, 8% of the employees have above 7 years
of experience. [15]
● 12% of the employees strongly agree that they are
absent due to work load. 18% of the employees are
agreeing that they are absent due to work load. 50%
of the employees are disagreeing that they are absent
due to work load. 20% of the employees are strongly
disagreeing
ng that they are absent due to work load.
[17]
● 10% of the employees strongly agree that they are
absent due to poor working condition. 15% of the
employees agree that they are absent due to poor
working condition. 40% of the employees disagree
that they aree absent due to poor working condition.
35% of the employees strongly disagreeing that they
are absent due to poor working condition. [18]
● 58% of the employees are absent due to family
problems. The remaining 42% of the employees are
not absent due to family
ly problems. [19]
● 60% of the respondents are absent due to social and
religious cause. 40% respondents are not absent due
to social and religious cause.[11]
● 12% of the employees are strongly agreeing that they
are absent due to lack of proper welfare measu
measures.
18% of the employees agree that they are absent due
to lack of proper welfare measures. 30% of the
employees are disagreeing that they are absent due to
lack of proper welfare measures. 40% of the
402
Special Issue
employees strongly disagree that they are absent due
to
o lack of proper welfare measures.
● 60% of the employees told that routine work is
affected by absenteeism. 40% of the employees told
that routine work is not affected by absenteeism. [14]
● 10% of the employees are strongly agreeing that they
are taking leave
ve due to the lack of proper leave
facilities. 20% of the employees agree that they are
taking leave due to improper leave facility. 40% of
the employees disagree that they are taking leave due
to improper leave facility.[16]
● 40% of the employees strongly agree that they are
absent due to poor performance appraisal. 30% of
the employees agree that they are taking
leave due to poor performance appraisal. 18% of the
employees disagree [20] that they are absent due to
poor performance appraisal. 12% of the
employees strongly disagree that they are absent due
to poor performance appraisal. [21-24]
[21
● 65% of the employees are absent due to ill health and
remaining 35% of the employees are not absent due
to ill health.
12. Suggestions
● The best and simplest way to reduce absenteeism is
providing counseling to those employees who take
leave unnecessarily and making them aware of the
problems of absenteeism and their importance at the
work place. [25-27]
● The management's strict attitude in granting leave
even when the need is genuine tempts the workers
to go on leave though on loss of play. Hence an
effective way of dealing with absenteeism is to
liberalize leave rules.[28]
● The rules and regulation relating to attendance must
be explained to workers. In order to reduce
reduc work
load, must appoint sufficient employees. Only them
the existing employees can work better without any
stress or strain and by this absenteeism can be
reduced[29]
● Giving employees incentives for reduced
absenteeism is not the same as rewarding or giving
giv
employees bonuses for reduced absenteeism. An
incentive provides an employee with a boost to their
motivation to avoid unnecessary absenteeism.[30]
● Periodical medical camps for free check-Ups
check can
improve the health of employees. By this
absenteeism can be reduced.
● Proper counseling regarding religion and caste must
be endeavoured
● Improving welfare measures considerably reduces
absenteeism.
● Strick disciplinary measures to reduce absenteeism
 International Journal of Pure and Applied Mathematics
must be configured.
13. Conclusion
This study analysis the issue of employees absenteeism
and explores in detail preventative and corrective
actions. Absenteeism has a negative impact on a
company's employee morale. There are a number of
programs that can be implemented individually or
collectively to reduce employee absenteeism.
Absenteeism is a serious and costly problem faced by
companies throughout the world. This problem requires
that all employees understand the consequences of such
behaviour from a company's standpoint as well as a
personal standpoint.All companies must approach this
problem from a proactive position with employee
prevention programs and progressive discipline
programs.
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