Professional Documents
Culture Documents
QUESTIONNAIRE
b) Nuclear Family
7. Nature of family: a) Joint Family
a) 2 b) 3-5 c) above
8. No. of Members in the family
1
ABSENTEEISM FACTORS
(SA- strongly agree, A- agree, N-neither agree nor disagree, DA-disagree, SDA
strongly disagree)
DEVELOPMENT OF EMPLOYEESPOTENTIALITY
11
ORGANIZATIONAL DEVELOPMENT AND EMPLOYEES
EMPOWERMENT.
GOAL ACHIEVING
ROLE OF WOMEN
111
45 1 Inter personal relation ship helped to realize the
CAREER DEVELOPMENT
TRAINING
iv
IMPACT ON ORGANIZATION
)LUME No. 1(2011), ISSUE No.2 (JUNE) 1SSN2231-4245
A
ftDI M (3W1M
CONTENTS
r. No. TITLE & NAME OF THE AUTHOR (S) Page No.
INTERNATIONAL FINANCIAL REPORTING STANDARD ADOPTION, IMPLICATION ON MANAGEMENT ACCOUNTING AND TAXATION IN
NIGERIAN ECONOMY
FOLAJIMI FESTUS ADEGBIE
MODERN PORTFIOLIO THEORY (MPT) AND FINANCIAL ECONOMICS: A THEORY OF LESSER TURF? 6
DR. ANDREY I. ARTEMENKOV
THE IMPACT OF STOCK MARKET OPERATIONS ON THE NIGERIA ECONOMY:A TIME SERIES ANALYSIS (1981-2008) 13
DR. OFURUM CLIFFORD OB!YO & TORBIRA, LEZAASI LENEE
PERFORMANCE APPRAISAL SYSTEM ON COMPANY PAY ROLL EMPLOY, SENIOR, MIDDLE & LOWER MANAGEMENT (A STUDY WITH 18
REFERENCE TO INTERNATIONAL TOBACO COMPANY LTD., GHAZIABAD)
DR. RAGHVENDRA 0 WI VED! & KUSH KUMAR
S. CREDIT POLICY AND ITS EFFECT ON LIQUIDITY: A STUDY OF SELECTED MANUFACTURING COMPANIES IN NIGERIA 25
STEPHEN A. OJEKA
CREDIT RISK MANAGEMENT IN STATE BANK OF INDIA - A STUDY ON PERCEPTION OF SBI MANAGER'S IN VISAKHAPATNAM ZONE 31
DR. P. VEN! & P. SREE 0EV!
THE ARCHAEOLOGY OF RECESSION: DILEMMA BETWEEN CIVILIZATION AND CULTURE - TWO DIFFERENT APPROACHES OF WEST 38
AND EAST WHILE COMBATING GREAT DEPRESSION
DR. V. L. DHARURKAR & DR. MEENA CHANDAVARKAR
TRANSFORMING A RETAIL CENTRE INTO A BRAND THROUGH PROFESSIONAL MALL MANAGEMENT 42
DR. N. H. MULLICK & DR. M. ALTAF KHAN
IMPACT OF EXCHANGE RATE VOLATILITY ON REVENUES: A CASE STUDY OF SELECTED IT COMPANIES FROM 2005 -2009 47
K. B. NALINA & DR. B. SN! VARAJ
10. DETERMINING WORKING CAPITAL SOLVENCY LEVEL AND ITS EFFECT ON PROFITABILITY IN SELECTED INDIAN MANUFACTURING 52
FIRMS
KARAMJEETSINGH & FIREW CHEKOL ASRESS
11 FUTURE NUTRITION & FOOD OF INDIA - THE AQUA-CULTURE: AN ENVIRONMENTAL MANAGEMENT & CULINARY PARADIGM 57
PERSPECTIVE STUDY FOR A SUSTAINABLE NATIONAL STRATEGY
DR, S. P. PATH, PROF. BISWAJIT DAS, PROF. SAT!SH JAYARAM & CHEF SUPPANA SAHA
12. A STUDY OF NON-FUND BASED ACTIVITIES OF MPFC - WITH SPECIAL REFRENCE TO CAUSES OF FAILURE AND PROBLEMS 65
DR. UTTAMJAGTAP& MANOHARKAPSE
13. CRM IN BANKING: PERSPECTIVES AND INSIGHTS FROM INDIAN RURAL CUSTOMERS 69
ARUN KUMAR, DEEPAL! S!NGH & P. ACHARYA
14. DETERMINANTS OF INCOME GENERATION OF WOMEN ENTREPRENEURS THROUGH SHGS 78
REVA TN! PANDIAN
15. AGRICULTURAL CREDIT: IMPACT ASSESSMENT 81
DR. RAMESH. 0. OLEKAR
16. MICRO FINANCE AND SELF- HELP GROUPS - AN EXPLORATORY STUDY OF SHIVAMOGA DISTRICT 87
- MAHESHA. V& DR. S. B. AKASH
17. INFORMAL SMALL SCALE BRICK-KILN ENTERPRISES IN GULBARGA URBAN AREA - AN ECONOMIC ANALYSIS 91
SHARANAPPA SAIDAPUR
18. EXTENT OF UNEMPLOYMENT AMONG THE TRIBAL AND NON-TRIBAL HOUSEHOLDS IN THE RURAL AREAS OF HIMACHAL PRADESH: 98
A MULTI-DIMENSIONAL APPROACH
DR. SARBJEETSINGH
19. WOMEN SELF HELP GROUPS IN THE UPLIFTMENT OF TSUNAMI VICTIMS IN KANYAKUMARI DISTRICT 106
OR. C. S/VA MURUGAN & S. SHAKESPEARE !SREAL
20. FOREIGN BANKS IN INDIA EMERGING LEADER IN BANKING SECTOR 110
- DR. C. PARAMAS! VAN
21. AN EMPIRICAL EVALUATION OF FINANCIAL HEALTH OF FERTILIZER INDUSTRY IN INDIA 114
SARBA PR! VA RAY
22. A STUDY ON EMPLOYEE ABSENTEEISM IN INDIAN INDUSTRY: AN OVERVIEW 119
R. SURESHEABU& DR. D. VENKAIRAMARAJU
- LONG MEMORY MODELLING OF RUPEE-DOLLAR EXCHANGE RATE RETURNS: A ROBUST ANALYSIS 124
23. PUNEET KLJMAR
- THE US ECONOMY IN THE POST CRISIS SCENARIO - HOLDING LITTLE CAUSE FOR CHEER 131
24.
C. BARATH! & S. PRA VEEN KUMAR
- IMPLEMENTATION OF SS IN BANKS 135
25. YADUVEER YADAV, GAURA V YADAV& SWAT! CHAUHAN
- REQUEST FOR FEEDBACK 149
rtinn nn H flire.tc.rea
A Monthly Double-Blind Peer Reviewed Refereed Open Access International e-jo na nclnded in the
II tip
Indexed & Listed et:I U A
Circulated all over the world & Google has verified that scholars of more than sixty-six countries/territories are visiting our journal on regular basis.
a a. I'- .
Grnwici Flocjn Balding c, in . i ( a un Rn,
www.ijrcm.org.in
LUME No: 1(2011), ISSUE NO. 2 (JUNE) 1SSN2231-4245
MEE pTqogr
PROF. K. K. AGGARWAL
Chancellor, Lingaya's University, Delhi
Founder Vice-Chancellor, Guru Gobind Singh Indraprastha University, Delhi
Ex. Pro Vice-Chancellor, Guru Jambheshwar University, 1-lisar
co-0I5vj4qOR.
Faculty, M. M. Institute of Management, Maharishi Markandeshwar University, Muilana, Ambala, Haryana
fiqyI2ISORS
vRO
Director A. C. D., School of Mana g ement Studies, .N.O.U., New Delhi
i1 F
Dean (Academics), Tecnia Institute of Advanced Studies, Delhi
Eq Iq 'oqw4L ISoYBOJ4V
r
www.ijrcm.org.in
SUSH bABU
RESEARCH SCHOLAR
BOTH INTERNAL, EXTERNAL & EXTERNAL (R/N/G) PROGRAM
DEPARTMENT OF COMMERCE, MANONMANAM SUNDARANAR UNIVERSITY
TRUNELVEU - 627 012
DR, U. VENKATRAMARAJU
ASSOCIATE PROFESSOR
POST GRADUATE AND RESEARCH DEPARTMENT OF COMMERCE
PACHAWAPPAS COLLEGE
CHFNNA
ABSTRACT
bsenteeism is a serious workplace problem and an expensive occurrence for both employers and employees seemingly unpredictable in nature. A satisfactory
'yel of attendance by employees at work is necessary to allow the achievement of objectives and targets by a department. Employee Absenteeism is the absence
fan 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
F employees from work leads to back logs, piling of work and thus work delay. These articles mainly focus on employee chronic absenteeism where the factors
Dntributing to absenteeism from work include individual and environmentalfactors, and the remedial measure taken for such absenteeism in Indian industries.
:EYw0RD
lotivation, Job Satisfaction, commitment.
NITRODUCTION
bsenteeism is the term generally used to refer to unscheduled employee absences from the workplace. Many causes of absenteeism are legitimate
personal illness or family issues, for examplebut absenteeism also can often be traced to other factors such as a poor work environment or workers
are not committed to their jobs. If such absences become excessive, they can have a seriously adverse impact on a business's operations and,
iltimately, its profitability Absenteeism means an individual remain absent without any information or intimation to his superior. Whether it is one day or more.
ibsenteeism can at mass level also. Normally, 6-8 % absenteeism found in all industry. If it beyond consecutively, then the matter is serious. If any individual is
in paid leave or outdoor, how can this absenteeism. It's only about unauthorized absenteeism. If individual remain absent beyond 3 times in period of 12
eonths without intimation, then he called as Habitual absent case, Or any individual remain absent more than 10 consecutive days also serious. In this case, we
an issue Charge sheet to workmen who is habitual or 10 days absent.
ibsenteeism in Indian industries is not a new phenomenon. It is the manifestation of a decision by employees not to present themselves at their place of work,
it a time when it is planned by the management that they should be in attendance. Many research reports reveal that there has been a phenomenal increase in
ibsenteeism in some industrial sectors. The absenteeism becomes a problem to organizational management particularly when employees absent from their
cork environment without giving sufficient notice and by justifying their stand by furnishing fake reasons. The reasons for absenteeism are many. The factors
:ontributing to absenteeism from work includes individual and environmental factors. These consists of sickness, accidents, occupational diseases, poor
)roduction planning (flow of work), bad working conditions and inadequate welfare conditions, lack of trained laborers, insecurity in employment, collective
Dargaining process, rigid control system, lack of supervisory support, lack of interest, lack of cohesive and cordial culture and so on. The individual reasons may
,ary from organization to organization depending upon the organizational climate, employee's attitude and influence of external organizational factors (market
lorces, social activities that influence the industrial culture prevailing in geographical zone etc.).
METHODOLOGY
DATA ANALYSIS
The Investigation used both qualitative and quantitative research methods. The initial quantitative study (100 respondents) aimed at identifying the important
variables that drive the factors influencing absenteeism from the employees. The main research instrument used was a well structured questionnaire that was
administered among the respondents mainly through personal contacts. Sampling population included the employee from all age groups and different financial
backgrounds. It was found in our study that 70% of the responses were obtained from people of moderate family and 30% from elite family with respect to per
capita income. The sample frame consisted of people from different fields. Individual respondents were the sampling element. Some of the respondents were
also interviewed in order to have an in-depth analysis and find out the main reason behind their absence. The above generated pie chart shows the percentage
of respondents.
'POTHESIS
There is no association between age of employee and attitude of employee towards absenteeism
There is association between age of employee and attitude of employee towards absenteeism
There is no association between factors affecting employee absenteeism and working condition
There is association between factors affecting employee absenteeism and working condition
RCENTAGES OF RESPONDENT
Chronically ill?
tal respondent = 100 (Men 50 and Women 50
= 75% (Men 40% & Women 35%)
= 25% (MenlO% & Women 15%)
Chronically ILL
DYes-75%
No-25%
20
20
30
Eli-a' In a week D b) In a fortnight U c) In a month
[ D d In a six rn e)Inayear
C: Require leave for which of the following reason?
Total respondent = 100 (Men 50 and Women 50)
= 27
1) Marriage
=5
2) Agricultural works
= 35
3) Sickness
= 1.0
4) Going around with friends
=5
5) Fear from internal people
=8
6) No interest in work
=5
7) Not good relation with departmental colleague & supervisor
8( Fear from accident =5
10 5j
355
I 5 27
CHRONIC ABSENTEEISM
A person who is a habitual absentee worker is called a chronic absentee worker. Such a person as compared to regular employee is absent from work not so
much because of job or environment factors. Some of the following factors involves chronic absenteeism are
ENTREPRENEURS
Such chronic absentees were found to be engaged in several social and cultural activities for status, power, recognition and money and the millwork was too
meager to satisfy al these interests. Yet most of them wanted to preserve their job because if provided security, fringe benefits, like housing, purchases at mill
shop, loans and provident fund contribution. They had no complaints against work, company or supervisors and were found to belong to landowner and artisan
families. They also changed jobs frequency to improve their status and occasionally gambled and drank.
IAM"'41AGENMENT 120
INTERNATIONAL JOURNAL OF RESEARCH IN COMI'VIERCE, ECONOMICS&
Journal - Included in the International Serial Directories
A Monthly Double-Blind Peer Reviewed Refereed Open Access International e .
www.ercm.org.in
tTUS SEEKER
sy enjoyed the ascribed status and were keen to achieve and maintain it. Since they undertook many social activities they were mostly absent from work.
sy were vocal and provided counseling and guidance to others. Hence, they carried more weight with other employees.
CUREANS
primary objective of epicureans was comfort and pleasure. They were characterized by excessive concern for physical comforts at the cost of money, did not
urge job yet had no involvement with the work. Except for the present job they did not involve themselves in any other economic activity. They were
erally passive and took no responsibility.
MILY ORIENTED
ey desired to be good family providers, regular employees and respectable citizens. However, over involvement with family distracted them from the very
ad of being a regular employee and good citizen. They were found to be withdrawn and disorganized.
K AND OLD
me chronic absentees stayed away from work because of ill health, weak constitution, chronic illness and just old age. Yet they were compelled to hold on to
uk for economic reasons. However, their physical conditions made them less responsive to work.
)ROOF OF ILLNESS
;ometimes it is helpful in counselling employees with excessive innocent or culpable absenteeism to inquire or verify the nature and reasons of their absence.
[he extent to which an employer may inquire into the nature of and reasons for an employee's absence from the workplace is a delicate issue. The concepts of
in employee's privacy and an employer's need for information affecting the workplace often come into conflict. Seldom is the conflict more difficult to resolve
than where personal medical information is involved Unions will often strong l y object to any efforts by management to inquire more deeply into the nature of
in employees illness You will need to consider the restraints of any language in collective agreements in relation to this issue
g enerally speaking, however, the following "rules of thumb" can be derived from the existing jurisprudence:
1. There is a prevailing right to privacy on the part of an employee unless the employer can demonstrate that its legitimate business interests necessitate
some intrusion into the employee's personal affairs.
2 When such intrusion is justified it should be strictly limited to the degree of intrusion necessitated by the employers rnterests
3 An employee has a duty to notify his employer of an intended absence the cause of the absence and its expected duration This information is required by
the employer to meet its legitimate concerns to have at its disposal facts which will enable it to schedule work and organize its operation
4 An absent employee has an obligation to provide his employer with information regarding any change to he condition or circumstances relating to it which
may affect the employers needs As such the interest of the employer in having this information outweighs the individual employees right to privacy.
S. An employer rule requiring proof for every absence is unreasonable if an absenteeism problem does not exist
6 A mere assertion by the person claiming to be sick is not satisfactory proof.
7. The obligation to prove sickness, where the employer requires proof, rests with the employee.
8. An employer is entitled upon reasonable and probable grounds to refuse to accept a physician's certificate until it contains sufficient information to satisfy
the employer's reservations. (i.e. seen by physician, some indication of return to work, etc.). Non-production of a required medical certificate could result
in loss of pay until the certificate is produced.
9. Where a medical certificate is rejected by an employer (as in #8 above( the employer must state the grounds for rejection and must point out to the
employee what it requires to satisfy the onus of proof.
10 An employer may require an employee to prove fitness for work where it has reasonable grounds to do so. In a health care setting the nature of the
employer's business gives it a reasonably irresistible interest in this personal information for the purpose of assessing fitness.
11. Where any unusual circumstances raise reasonable suspicion that an employee might have committed an abuse of an income protection program an
employer may require an employee to explain such circumstances. For example, an employer may require responses as to whether the illness confined an
employee to his/her bed or home; whether an employee engaged in any outside activity and the reasons for the activity.
ANALYSIS is
Enhance job satisfaction.
Reward and discipline employees for increased or decreased absenteeism.
Implement a job rotation or job enlargement strategy.
Motivation
Management training program
Teambuilding
Incentive program
Employees are not challenged by their position and have increased feelings of burnout.
DNCLUSION
senteeism can be extremely difficult, but with the proper understanding of what causes absenteeism and how to reduce it, firm can limit the negative side
fects of employee attendance Issues. In addition to lowered workplace morale, less team cohesion, and decreased organizational commitment, employee
>senteeism is detrimental to businesses in respect to the increased costs associated with high instances of absenteeism.
EFERENCE
www.researchover.com: 'Title: Understanding and Controlling Worker Absenteeism'http://ideas.repec.org: 'ILR Review, ILR School, Cornell University, vol.
50(2), pages 304-323'
www.busrep.co.za: 'Presenteeism causes greatest loss to companies' February 7, 2005
Health Management, Book 2, Dr Susan Steinman, 1st Edition, published by Services SETA,pages 32-48
Health Management, Book 2, Or Susan Steinman, 1st Edition, published by Services SETA,pages 32-48
Human Resource Management, PS Nel et al, 6th Edition, published by Oxford Press, Southern Africa, pages 548-553.
http://www.cch.com/absenteeism2007
p
Moore, E. (1977) 'Industrial Relations and the Social Order', p504 in Blennerhassett, E and Gorman, (1986) 'Absenteeism in the Public Service -
Information Systems and Control Strategies' Dublin: IPA
I
s,
--
-- --
,
af
- --- Ja -
GROWN
tiL
" aaa aa
- .
- Si
:1....,. *IItpIt -
-
At is
w_ in"
I
1 iiJ it F
I
71
00
it flit
jw__
I..
Editor
Advisory Board
Dr. Anukrati Sharma Prof. (Dr.) Nawab Ah Khan
Department of Commerce,
Aligarh Muslim University, Aligarh (INDIA)
Managing Editor
Prof. (Dr.) J . P. N. Sharma Dr. Sudhir K. Jam
Mrs. Kalpana Sharma Department of Professor, Deptt. of
Business Administration, Management Studies,
University of Rajasthan,
Editorial Board Indian Institute of Technology,
Jaipur (INDIA)
Delhi (INDIA)
Mr. S. C. Jam
Dr. Divya Walia Dr. Bahaudin G. Mujtaba
Chair and Associate Professor Dr. A. S. Santhapparaj
of Management, Senior Lecturer,
H. Wayne Huizenga School Faculty of Management
of Business and Entrepreneurship, Multimedia University,
Nova Southeastern University, Cyberjaya (MALAYSIA)
Fort Lauderdale (USA)
rDecember, 2010 II
I
Peer Revi-ew-ioa-rd
Dr. Chandana Perera SUBSCRIPTION
Department of Management of Technology University of Moratuwa, Sri Lanka
RATES
Dr.Raman Nair
Director,
School of Communication and Management Studies,
Muttom, Aluva, Cochin-India
Term Rate (In Rs) Rate (US$)
Saundarjya Borbora
Professor (Economics). One Year Rs. 2,800 $75
Department of Humanities & Social Sciences lIT Guwahati, Assam, India
Three Years Rs. 8,000 $200
Walid Belassi
Associate Professor of Management Science For subscription send crossed
Faculty of Business Athabasca University, Canada Demand Draft in favor of
"Jahanvi Publications Pvt. Ltd.,
Jaipur".
Prof. P.T. Srinivasan * All rights reserved. No part of
Professor and Head Dept. of Management Studies. this publication may be
University of Madras, Chennai, India reproduced, stored in a
retrieval system, used in a
Paul D. Berger spreadsheet, or transmitted in
any form or by any means-
Professor of Marketing
electronic, mechanical,
Bentley University, United States
photocopying or otherwise -
without prior permission in
Dr. Shankar Chelliah writing. The articles originally
Faculty of International Business published in other
University Sains, Malaysia magazines/ journals are
reprinted with permission.
Jahanvi Publications Pvt. Ltd.
John Currie holds the copyright of the
Faculty of Accounting, selection, sequence,
National University of Ireland introduction material, value
addition, questions at the end
Dr. Katalin Dobrai and illustrations.
Associate Professor, * The views expressed in this
publication are purely
Department of Leadership and Organization,
personal judgements of the
University of Pecs, Hungary
authors and do not reflect the
views of the institute or the
organizations with which they
Printer & Publisher - Kalpana Sharma are associated.
on behalf of Jahanvi Publications Pvt. Ltd., 11/833, Malviya Nagar,Jaipur -302017 (Rai.) INDIA * All efforts are made to ensure
Designing & Printed at Kino Computer Graphics, Jaipur, Ph.: 0141-2742151 that the published
& Published from F-I, 33 Unique Siddarth', Udai Nagar, Nitman Nagax,Jaipur - 302020 (Raj.) INDIA information is correct. The
Editor Dr. Anukrati Sharma Jahanvi Publications Pvt. Ltd.
For enquiries for Subscription / Articles and feedback, Write to is not responsible for any
The Editor, Proficient, Jahanvi Publications PVT. LTD., errors caused due to oversight
Regd. Off.: 11/833, Malviya Nagar, Jaipur - 302017 (Raj.) INDIA or otherwise.
Head Off.,: F-I, 33" Unique Siddarth", Udai Nagar, Nirman Nagar,Jaipur -302020 (Raj.) INDIA * Registered and assigned by
Phone No. :0141-2810649 Mobile No. : + 919351826414 Fax No. 0141-3138853 ISSN 0975-475X Proficient.
E-mail: edisor.proficientgmail.com , editorjppl.org, Website : www.jppl.org
III ................
.1
Anukrati Sharma
Editor
D
VOL. - II ISSUE - VI December -2010
Refereed
Contents
Retailing: An Overview
Dr. Dileep Singh 1-5
An Empirical Study of The Role of Human Resource
Management in Developing Human Capital for
Achieving Global Excellence
Parul Garg, Gaurav Agrawal, Ankit Goel
6-17
The Influence of Service Quality on Customer
Satisfaction and Trust in Indian Banking Sector
Sandip Ghosh Nazar 18-29
Yield Management in Indian Hotel and Airlines
Industry
Dr. Atul Bonsai 30-39
From Superhero To Villain? The Case of an Exemplary
MD (CEO)
Jashiwini J.Narayan
40-49
Work-Life Balance The Need of The Hour
Dr. T.Rcimadevi, V.N. Sailaja
50-59
Green Business Practices
Charu Bharti, Jatinder Kumar
60-65
Factors Influencing Employee Absenteeism in
Industries
Dr. D. Venkaframaralu, R. Suresh Babu
66-77
IV December, 2OJb
7
Influencing Employee
Absenteeism in Industries
he term absenteeism refers to the failure to attend
to work. It is one of the major problems faced by
T the firms across the globe today. Unscheduled
absenteeism badly hurts the progress of an organization
resulting in loss of productivity, increased costs in hiring
additional staff and low morale among the workers. It is
high time that employers address this problem on
priority basis. Employees can be absent for a variety of
reasons including sickness, lethargic attitude, family
emergencies, too much workload and stress, monotonous
work or a general dissatisfaction with the job. A sales
professional cites some other reasons like workplace
politics, long commute, strained relationship with the
immediate supervisor and lack of belongingness
towards the organization as reasons for being absent
from work. Whatever be the reason, absenteeism is not
December, 2010
Factors Influencing Employee Absenteeism In Industries
at all a healthy practice and steps should be discusses some common factors across the
taken to manage it effectively. This article influence of employee's absence. The findings
discusses workplace absenteeism, which is have been used to derive the influencing
defined as unscheduled employee absences variable with respect to absence. The study
from the workplace. It describes the different uses these frameworks to draw the managerial
types of absenteeism that exist and the implications regarding the benefits given for
problems that it causes, such as how it cuts the employee. It finally identifies the gaps in
into a company's efficiency, profitability and the existing literature with suggestion for
sometimes even workplace harmony and future research direction.
67
1
TM
Froficient
Authorized absence is also treated as absence authorized leave + unauthorized leave
while presence even for a part of the shift is Absence rate x 100
= Man shifts actually worked
treated as presence for whole shift. Absence on
unauthorized absence
account of strikes, lockout, layoff, weekly rests or Absenteeism rate = X 100
suspension is not taken into account. Various Man-shifts actually worked
authorities have variously defined absenteeism.
The Encyclopedia of Social Science (Vol. I, There are 100 employees working in Pvt. Ltd.
378) defines absenteeism as "the time lost by on an average 1 employee remains absent 3
avoidable or unavoidable absence of employees, times in a year. Employee's average salary is
but the time lost by strikes, or lateness amounting 150 per day.
to an hour is not included" The labour Total employees = 100
departments, Government of India define Average work days lost per year = 100
absenteeism as "the total man-shifts lost because (employees) *3 (days in year) = 300 days
of absentees as a percentage to the total number Average salary per employee = 150
of man shifts scheduled" (Singh and Singh, 1966). Annual cost of absenteeism per year = 300 days *
This definition does not include absence on 150 (salary per day) =Rs. 45,000
account of authorized leave, layoff, retrenchment,
Absenteeism in states
strikes, etc. More specifically absenteeism refers to
unauthorized absence from work. Unauthorized State-wise absenteeism rate amongst the
absence includes all cases where work is available; directly employed regular workers during the year
the worker knows about it but fails to report for 2009. It has been observed that the rate of
duty and the employer has no prior information absenteeism in Census Sector at all India level
on workers not reporting for work. during the year 2009 has been recorded at 10.43
percent as compared to that of 10.79 percent
Absence control can often be an important
during the year 2008. Out of 31 States/Union
step in the process of reducing firm costs.
Territories, the rate of absenteeism was higher in 9
Because of competitive pressures, firm can no States than that of the national average. The
longer afford to carry unnecessary absence that highest absenteeism rate of 17.30 percent
they may have tolerated in the past. Therefore, reported in Himachal Pradesh, followed by
many firms are focusing on the issue of Maharashtra (14.48 percent) and Goa (14.30
eliminating, or at least reducing, unnecessary percent); whereas the lowest absenteeism rate
levels of absence. Absence affects more than recorded in Nagaland at 1.98 percent, shows the
just the person who is absent. Employers are State-wise and Sector-wise absenteeism rates
affected by direct costs such as sick pay, during the year 2009. For the purpose of
overtime and staff replacement costs, plus the studying absenteeism by type of ownership,
indirect costs associated with the effects of units have been divided into three sectors, viz.,
absence on, for example, production and quality, Public, Joint and Private Sectors. It has been
management time and the potential loss of observed that at all India level, the absenteeism
customers. The co-workers of an absent rate was 10.48 percent in Public Sector, 11.25
employee may have to work under increased percent in Joint Sector and 10.33 percent in
pressure, in order to meet deadlines. In literature Private Sector. In public sector, the rate of
on absenteeism, a distinction is often made absenteeism varied between the highest rate of
between "absence "and "absenteeism.' The 17.40 percent in Chandigarh to the lowest rate
term absence refers to all "stay away "from work of 0.41 percent in Nagaland. In Joint Sector, the
whether authorized or unauthorized while absenteeism rate varied between the highest rate
absenteeism refer to only unauthorized absence of 14.90 percent in Delhi to the lowest rate of
(Vaid, 1966). The two rates are calculated by 2.70 percent in Dadar & Nagar Haveli. In Private
using the following methods Sector, the absenteeism rate varied between the
68 December, 2010
FadorsInfIuencin Employee Absenteeism Indtrie
December, 2010 69
......... rroficient
.............
0
70 IN(1fllTI'LIllh1
Factors Influencing Employee Absenteeism In Industries I
6) Not good relation with E) Other sources of income?
Total respondents =100
departmental colleague
Yes =25
and supervisor 12
No 75
Reason for Leave Required Other Sources Of Income
Marriage-25%
Sick -35%
Going With
Friends -8%
Fear - 6%
No Interest in
work -14% R Yes-25%
I Not Good
Relation- 12% I No-75%
[December, 2010 11
rroficient
TM
......
N N It N N
N CN
C
I I N
ON C
CoqII
Lfl
N
N N
N C
N _ Ln
'-4
N
II C N N
Ln
I I I
'-4
N
cq N
N .N N
N
C N d
N
I
ON 00 II C
II N00C
C I I
C C
C C
C C C
NC C
o N
N
C C C C C
C C C C C
C C C C C
N
S S
N cn
_ C
v C
C C C
C C
C C
V C C C C C
C
C C
C C
C C
C
- IC) IC)
en. C
I) -
0 4)
If)
0
0
C)
.December, 2010j
Factors
I "M*"*
1li1I 73
TM
rrofiioient i...........................................
74 Dece m ber,
Factors Influencing Employee Absenteeism In Industries
Toecember, 2010nill
rroficient .
arch April May) and harvesting season. without subsidized rate workers need to go
Findings and Recommendations home for their lunch and some time they don't
Absenteeism is one of the action-oriented return for work. This leads to decrease in
parameters that is caused not only due to workers' productivity and simultaneously increase in
initiation but also due to organization's fault. workload of other workers. This whole process
Absenteeism restricts proper utilization of all leads to increase in cost of production.
resources. So proper utilization of physical and Workload in some departments is very high
financial resource requires human resource. and in the others it is very low; so management
Therefore, for effective utilization of human should take necessary steps to balance tb
resource, management should make its number of workers in all department
absenteeism policy in such a way that it helps the Management should take some steps to redu
organization to utilize human resource's ability the workload of workers. Training an
and potential effectively. In the light of orientation programmes help to attain se
observation and findings, some development. They should not only be arranged
recommendations have been suggested for the but also evaluated from time to time to know the
improvement of workers attendance and effect of training on the performance so that
production in Industry. useful feedback can be obtained from the
The management should take proper steps evaluation of the training and development
in order to control. absenteeism among workers. programmes. Further, in order to provide relief
In the factory, absenteeism is caused particularly to the workers engaged in monotonous job, job
due to leave taken by employees according to the rotation should be arranged.
rules and regulation. They should introduce The rate of absenteeism during the
attendance bonus for the unavailed or months May-June and November-December
surrendered portion of casual leave so that a remains very high because during these month
part casual leave can be converted into working workers go to native places either for the
days. purpose of marriage or agriculture works. The
The management should also introduce management should introduce special
"Monetary and non-monetary benefits incentives during these months so that workers
scheme" that will be linked with attendance so feel reluctant to go to their native place. Hot
that workers feel reluctant to take leave and weather during the month of May and June is
become conscious regarding their regular also reason for high absenteeism rate. So
attendance. This will bring down the management should provide clean water,
absenteeism rate. The management should lemon water, glucose water and cooling facility
introduce a scheme where "The Best to workers. Side business of workers is also a
Employee" with respect to absenteeism, reason for absenteeism. Workers have their
performance and discipline will be rewarded own side business along with work in industry.
with cash( Rs 500/- or Rs 1000/-) at the end of The management should take strict action
the year by top management and their respective against those proven workers who remains
photograph (big size painted) will be pasted at absent from work because of their side
the entry and exit gates of the factory premises. business. Finally, to develop work culture, it is
The joint committee of workers and imperative to nurture and motivate team spirit to
management should take the decision and judge perform the assigned jobs confidently and
the winner. This will work, as motivator and efficiently. The attitude of cooperation to join
every employee will want his/her photograph to hands is essential for improving performance. It
be pasted at the gate. If the condition of is also necessary to improve the " sense of
worker's canteen is very unhygienic and food belongingness" among the employees so as to
supplied in the canteen is very low graded and improve the morale of the workers.
ES Deember, 20J0
Factors Influencing Employee Absenteeism In Industries I
Conclusion /
ising absenteeism continues to plague today's employers! The increased costs of overtime,
medical premiums, compensation, and support programmes are having an incredibly
egative impact on profits and productivity Absenteeism is forcing management to deal
with a wide range of problems from low morale, increased turnover, and disciplinary issues to
production quality and stress related illnesses. The result of the present study will help the industries
streamline their thoughts to the factors influencing employee absenteeism. Observing, evaluating,
and attempting to improve absenteeism can be extremely difficult, but with the proper
understanding of what causes absenteeism and how it can be reduced, the firms can limit the
negative side effects of employee attendance issues. In addition to lowered workplace morale, less
team cohesion, and decreased organizational commitment, employee absenteeism is detrimental to
businesses in respect to the increased costs associated with high instances of absenteeism. When
employees do not come to work, firms get financially burdened due to the lost productivity and
increased costs associated with finding and paying for temporary replacements. Additionally,
absenteeism is positively correlated with turnover, which means that the more an employee misses
work, the more likely he or she is to eventually leave the company. This resulting turnover also
financially impacts a business because of the costs associated with finding and paying a permanent
replacement.
;!iit ILIDE'
December, 2010 _J
apjrbm@sklrec.com
02120/il
http:Ilwww.skireC.COflhlifldex.html
ittp://www.skirec.comlijmmr-content.html 02/20/11
IJIVIMR Volume 2, Issue 2 (February, 2011) ISSN 2229-6883
Dr. D. VENKATRAMARAJU
M.B.A., M.Com . M.A., M.Ed., M.Phil., Ph.D., A.C.S.INTER
Associate Professor and Research Guide
Post Graduate and Research Dept of Commerce
Pachaiyappa' s College, Chennai, Tamilnadu, India
&
R. SURESH BABU
M.Com . M.Phil., M.B.A., PGDMA., (PhD)
PART TIME RESEARCH SCHOLAR
DEPARTMENT OF COMMERCE
MANONMANIAM SUNDARANAR UNIVERSITY
TIRUNELVELI, TAMILNADU, INDIA.
ABSTRACT
The term absenteeism refers to the failure to attend to work. It is one of the major
problems faced by BPO firm across the globe today. Unscheduled absenteeism badly
hurts the progress of an organization resulting in loss of productivity, increased costs in
hiring additional staff and low morale among the workers. This Article discusses
workplace absenteeism, which is defined as unscheduled employee absences from the
workplace. It describes the different types of absenteeism that exist and the problems that
it causes, such as how it cuts into a company's efficiency, profitability and sometimes
even workplace harmony and discusses some common factors across the influence of
employee absence
94
IJMIMR Volume 2, Issue 2 (February, 2011) ISSN 2229-6883
INTRODUCTION
scheduled to work. Absence control can often be an important step in the process of
reducing firm costs. Because of competitive pressures, firm can no longer afford to
carry unnecessary absence that they may have tolerated in the past. Therefore, many
BPO firms are focusing on the issue of eliminating, or at least reducing, unnecessary
levels of absence. It is high time that employers address this problem on a priority
basis. Employees can be absent for a variety of reasons including sickness, lethargic
attitude, family emergencies, too much workload and stress, monotonous work or a
general dissatisfaction with the job. Whatever be the reason absenteeism is not at all a
healthy practice and steps should be taken to manage it effectively.. The findings have
been used to derive the influencing variable with respect to absence. This study uses
these frameworks to draw the managerial implications regarding the benefits given for
employee. It finally identifies the gaps in the existing literature with suggestion for
future research direction. After turnover, absenteeism can be one of the most critical
human resource issues for firm. Observing, evaluating, and attempting to improve
absenteeism can be extremely difficult, but with the proper understanding of what
causes absenteeism and how to reduce it, firm can limit the negative side effects of
employee attendance issues. In addition to lowered workplace morale, less team
cohesion, and decreased organizational commitment, employee absenteeism is
detrimental to businesses in respect to the increased costs associated with high
instances of absenteeism. When employees do not come to work, firm are financially
burdened due to the lost productivity and increased costs associated with finding and
paying for temporary replacements. Additionally, absenteeism is positively correlated
with turnover, which means that the more an employee misses work, the more likely
he or she is to eventually leave the company. This resulting turnover also financially
impacts a business because of the costs associated with finding and a permanent
replacement.
95
IJIVIMIR Volume 2, Issue 2 (February, 2011) ISSN 2229-6883
Causes of Absenteeism
obtained from people of moderate family and 30% from elite family with respect to
per capita income. The sample frame consisted of people from different fields.
Individual respondents were the sampling element. Some of the respondent were also
interviewed in order to have an in-depth analysis and find out the main reason behind
their absence. The above generated pie chart shows the percentage of respondents.
Percentages of respondent
A: Chronically ill?
Total respondent
100 (Men 50 and Women 50)
Chronically iLL
DYes-75%
No-25%
97
IJMIIvIR Volume 2, Issue 2 (February, 2011) ISSN 2229-6883
I
UMarriage-25%
U Sick -35%
DGoing With Friends -8%
W!4 DFear - 6%
No Interest in work 44%
ONot Good Relation- 12%
98
IJMJVIIR Volume 2, Issue 2 (February, 2011) ISSN 2229-6883
OMonthly-18%
Quarterly-23%
Cl Half Yearly-24%
OYearly-35%
OSix month-23%
Year-26%
25%.NO75%
Willingness of Job
7O%NO.3O0Io
Findings
Absenteeism is one of the action-oriented parameters in BPO Industry that not
only caused due to workers initiation but also organization, some way or other,
are also help to flourish this unwanted evil.
Absenteeism restricts proper utilization of all resources. So proper utilization
of physical and financial resource requires human resource. Therefore, for
effective utilization of human resource, management should make its
absenteeism policy in such a way that it would help the organization to utilize
human resource's ability and potential effectively.
100
Volume 2, Issue 2 (Fe ,2011) ISSN 2229-6883
The condition of worker's canteen is very unhygienic and food supplied in the
canteen is very low graded and without subsidized rate. Due to this unhygienic
condition and low graded food, workers need to go home for their lunch and
some time they don't return back for work. This leads to decrease in
productivity and simultaneously increase workload to other workers. This
whole process leads to increase in cost of production.
Workload in some department is very high and in some of the department is
very low, so management should take necessary steps to balance the number of
workers in all departments. Management should take some steps so that
workload of workers can be reduced. Training and orientation programmes
helps to attain self-development, should not only be arranged but also
evaluation of these programmes should be made from time to time to know the
effect of training on the performance so that useful feedback can be available
from the evaluation of the training and development programmes. Further, in
order to provide relief to the workers engaged in monotonous job, job rotation
should be arranged.
101
IJMMR Volume 2, Issue 2 (February, 2011) ISSN 2229-6883
place either for the purpose of marriage or agriculture works. The management
should introduce special incentives during these months so that workers will
feel reluctant to go to native place. Hot weather during the month of May and
June is also reason for high absenteeism rate. So management should provide
clean water, lemon water, glucose water and cooling facility to workers.
Side business of workers is also a reason for absenteeism. Workers have their
own side business along with work in management should take strict action
against those proven workers who remains absent from work because of their
side business.
Finally, to develop work culture, it is imperative to nurture and motivate team
spirit to perform the assigned jobs confidently and efficiently. The attitude of
cooperation to join hands is essential for improving performance. It is also
necessary to improve the " sense of belongingness" among the employees so as
to improve the morale of the workers.
Conclusion
Rising absenteeism continues to plague today's employers! The increased costs of
overtime, medical premiums, compensation, and support programs are having an
incredibly negative impact on profits and productivity. Absenteeism is forcing
Management to deal with a wide range of problems from low morale, increased turnover,
and disciplinary issues to production quality and stress related illnesses. The result of the
present study will help the BPO industries streamline their thoughts to the factors
influencing employee absenteeism. Observing, evaluating, and attempting to improve
absenteeism can be extremely difficult, but with the proper understanding of what causes
absenteeism and how to reduce it, firm can limit the negative side effects of employee
attendance issues. In addition to lowered workplace morale, less team cohesion, and
decreased organizational commitment, employee absenteeism is detrimental to businesses
in respect to the increased costs associated with high instances of absenteeism. When
employees do not come to work, firm are financially burdened due to the lost
productivity and increased costs associated with finding and paying for temporary
replacements. Additionally, absenteeism is positively correlated with turnover, which
means that the more an employee misses work, the more likely he or she is to eventually
102
IJMMR Volume 2, Issue 2 (February, 2011) ISSN 2229-6883
leave the company. This resulting turnover also financially impacts a business because of
the costs associated with finding and a permanent replacement.
Suggestion
Talk to employees who are absent and find out the problem
Take measures to protect the interest of employees
Check from time to time that no employee is treated badly by seniors.
The firm can bring few changes in working conditions and give incentives to
employees to motivate them to work.
After taking all the measures if an employee is not motivated and still remains
absent from work then matters have to be taken seriously.
HR can confront the employees and give him warnings in verbal as well as in
writing and at last dismiss the employee from work.
REFERENCE
www.researchover.com: 'Title: Understanding and Controlling Worker
Absenteeism'http://ideas.repec.org: 'ILR Review, ILR School, Cornell University, vol.
50(2), pages 304-323'
www.labourlawhandbook.co.za
www.busrep.co.za: 'Business leaders must catch up to HIV/Aids effects in workplace'
February 14, 2008
www.busrep.co.za: 'Presenteeism causes greatest loss to companies' February 7, 2005
Health Management, Book 2, Dr Susan Steinman, 1st Edition, published by Services
SETA,pages 32 - 48
Human Resource Management, PS Nel et al, 6th Edition, published by Oxford Press,
Southern Africa, pages 548 - 553.
http://www.cch.com]absenteeism2007
Moore, E. (1977) 'Industrial Relations and the Social Order', p504 in Blennerhassett,
E and Gorman, P (1986) 'Absenteeism inthe Public Service - Information Systems
and Control Strategies' Dublin: IPA
Human Resource Management- C.B.Gupta.
1 (\ '
1 U.)
Petro Retail Addressable Advertising
Greener Advertising
nsi
F.XrT,
:* fA
_
Mr
r
- Thl
IN
I 1
03>
www.iupindia.Ifl
-- )PpLE
'C
S
'4,fr,a
view pint
Emerging Trends in Advertising
VoI-XI Issue-03 March 2011
elcome to this issue on hand of your favorite magazine, the
EDITOR WAdvertising Express. This issue has articles that cover contempo-
E N Murthy rary themes on one hand, and classic ideas on the other.
MANAGING EDITOR
With India hosting two major cricketing events, the fight among
GRK Murty
brands to capture the target audience is heating up. But which of the
two events will the brands go for. The cover page article "IPL 4 or ICC
CONSULTING EDITOR World Cup 2011" tries to address the dilemma faced by corporate houses
G Suresh and advertising agencies when it comes to choosing which event to
sponsor.
EDITORIAL TEAM
SV Srirama Rao (Associate Editor) The 'Advertising' section has two articles, one of which is about
I Sri Jyothi "Emerging Trends in Advertising". The world of advertising is in a
M Gayathri dynamic phase due to changes in macroeconomic environment as well
as due to cut-throat competition in the market. Newer and creative
ART DEPARTMENT tools are being used to attract attention, engage minds, trigger emo-
Bangaru Babu A (Chief Visualizer) tions, and change the perception of consumers. Such efforts have led to
S Ganesh the emergence of various new concepts and trends in advertising sec-
PRV Prasad tor and this article is an attempt to discuss the same. Out-of-home
Vinod Kumar Kasukurthi advertising, popularly known as outdoor advertising, is becoming more
popular in India. Studying the pattern and trends of OOH in India, it is
DIRECTOR (PRODUCTION) noticed that the paradigms are generally adapted from the west. The
H Sitaram article "Present Scenario of Outdoor Advertising in India: New Emerg-
ing Trends" presents a few examples to bring forth the analysis as to
how the western ideas are influencing the creative minds of Indian
Send your feedback/articles to: market.
The Editor, IUP Publications The 'Perspective' section has three articles. The article "Marketing
Plot # 53, Nagauna Hills, Panagutta
to the New Age Indian Consumers" attempts to focus on the opportu-
Hyderabad-500 082, Andhra Pradesh, India,
nities and challenges of marketing to the young Indian consumers in
Tel: +91 (40) 23430-448 to 451
Fax: 91 (40) 23430-447
the light of changing demographic profile of the country. "Focusing on
E-mail: info@iupindia.in the Environment: A Key Role of Greener Advertising" discusses about
advexpress@iupindia.in the key role played by advertising for green products and more impor-
Website: www.iupindia.in I tandy focusing on environment.
Advertisement Enquiries
"Petro-Retail in India: Strategies and Scope" discusses how compa-
David Wilson, Asst. Chief Manager nies aim at providing quality products supported by the aligned ser-
IUP Publications vices to obtain maximum customer satisfaction.
#126, Mahalaxmi Towers, "Star Enters into a New Orbit..." featured in the section 'Case
Srinagar Colony, Hyderabad - 500 073.
Study', discusses how a well-established brand, which is not only popu-
Ph:+91(40) 2342 3101 to 3105
E-mail: advts@iupindia.in
lar but also a market leader in the industry, attempts for a brand refresh
Bangalore : Sumedha - 99001 45609 to change with the changing times to reflect fresh perspectives and
Chennai : Emmanuel - 98844 91851 new thinking.
- 99872 01635
Mumbai : Bhati Two research papers find a place in this issue: one "Addressable
New Delhi : Sonika - 98111 00227 Advertising: Future of Television Advertisement", and two, a survey-
based paper on "Conceptual Understanding of Electronic Advertising
Printed at M/s. ICIT Software Center Pvt. Ltd., Plot Nos for Cause Related Marketing Campaigns in India". The study finds
165 & 166 P, Phase-V, IDA, Jeedimetla, Hyderabad education as the most important cause an organization can associate
500 055, Andhra Pradesh and published on behalf
of IUP Publications, #126, Mahalaxmi Towers, Srinagar itself with.
Colony, Hyderabad 500 073, Andhra Pradesh. Not for Suresh Garimella
sale in US and Canada. Editor: E N Murthy.
SN 0972-5326
All rights reserved. No
part of this publication may
T'E'NT S
be reproduced or copied in
any form by any means
without prior written
permission.
The articles originally
published in other
magazines/journals are
reprinted with permission.
IUP holds the copyright for
the selection, sequence,
introduction material, value
addition and questions at
the end.
The views expressed in this
publication are purely
personal judgements of the
authors and do not reflect
the views of IUP.
The views expressed by
outside contributors
represent their personal
views and not necessarily
the views of the
organizations they
represent.
All efforts are made to
ensure that the published
information is correct. lUP is
not responsible for any ARTICLES FEATURES
errors caused due to
oversight or otherwise.
1 PERSPECTIVE Viewpoint 03
Marketing to the New Age Indian Emerging Trends in Advertising
SUBSCRIPTION RATES
__ By Post By Co urier j
-1 Consumers 16
R Suresh Bcibu tually disturbed our ecological bal- ronmental awareness to a number
ance. The basic objective of green of consumers who are willing to
Research Scholar
(Part-time External) advertising is to minimize the ad- back their environmental con-
Department of Commerce verse effects that affect the natural sciousness with their money. It is a
Manonmaniam Sundaronar University environment. The Surf Excel adver- marketing strategy to help our eco-
Tirunelveli, Tamil Nadu.
The author can be reached at tisement that captions Do bucket nomic resources. But this is possible
swisssuresh@gmail.com paani roz bachana, creates an aware- only when it is done in a right way.
ness to conserve the natural ele- Some important factors related to
ment, water. Advertisements that green advertising are:
Dr. D Venkatramaraju
promote green products convey a Educating customers through
Associate Professor & Research Guide
Post Graduate and Research Deportment
relationship between the product, green advertising campaigns.
of Commerce, Pachalyappa's College user's benefit and the environment.
Chennai, Tamil Nadu.
Participation of customers
The author can be reached at
In a way such promotional cam- through environmental-friendly
prof.raiu@gmail.com paigns reflect the principle of an action.
eco-friendly and socially respon-
Genuine products.
sible organization. In an effort to
ince time immemorial, green create the importance of ecology and Perceive environmental mar-
has been the symbol of fertil maintenance of its balance, Aircel kets.
S ity, birth, prosperity and joy. has "Save the Tiger" campaign ad-
Green Penetration
Environmental pollution has been vertisement celebrities' promotion
our concern over the last few de- for the cause. Recently, green adver- We cannot definitely say how much
cades, which had a devastating ef - tising is considered to have a grow- the green products have penetrated
fect on the atmosphere and even- ing prominence in providing envi- the traditional market. For ex-