Research Project

“A STUDY OF THE RELATIONSHIP

BETWEEN ABSENTEEISM AND EMPLOYEE ATTITUDE”

SUBJECT:-

ORGANIZATIONAL BEHAVIOUR II

GNIMS PT- 2012-15

GROUP MEMBERS

Sr. no

Name Roll No Class

1 Pushpa Pal 4 MHRDM

2 Nikhil Moolya 5 MHRDM

3 Shriprasad Gore 11 MHRDM

4 SagarLaad 13 MHRDM

5 DurgaRaorane 15 MHRDM

6 Prasad Wandekar 20 MHRDM

Acknowledgment

We have taken efforts in this project. However, it would not have been possible without the kind support and help of many individuals and organizations. I would like to extend my sincere thanks to all of them.

We thanks to Prof. Imran Siddiqui for giving us such an opportunity to work on this project, since we have learned a lot about the research topic not only related to Retail Industry but others too. It really helped us in understanding the process of how research are been carried out.

We would like to express our gratitude towards Employees of Tresmode for their kind co-operation and time which help me in completion of this project.

We would like to express our special gratitude and thanks to industry persons for giving me such attention and time.

Our thanks and appreciations also go to our colleague in developing the project and people who have willingly helped me out with their abilities.

Introduction

Employee absenteeism is a costly personnel problem that concerns employers. Studies show consistent patterns of absence behavior across organizations of varying sizes, industries and in different regions of the country. An understanding of the relationship between job satisfaction and other factors to absenteeism may provide important insight for public managers who must cope with the consequences of employee absenteeism. Understanding these factors may he1p public managers design policies that provide positive work environments prompting employees to have positive feelings about the work situation. The cost of absenteeism can be a significant drain on agency budgets.

Research has identified several significant costs associated with absenteeism:

1. Overtime, extra hours for part-time employees, or overstaffing;

2. Regular fringe benefits that must be paid when workers are absent;

3. Costs of maintaining and administering an absence control system;

4. Time spent by supervisors revising work schedules, counseling and reprimanding workers, and checking on output of substitutes;

5. Reduced productivity and morale among co-workers;

6. Higher level of turnover, grievances and tardiness.

This study will investigate the relationship between absenteeism and the attitude of employees at KFC SHOEMAKERS PVT LTD (TRESMODE).

To the manager, absence may be a category of behavior. To the employee, it may be symbolic of deeper feelings of hostility or perception of inequitable treatment in the job situation or it may be a social phenomenon – Absenteeism can be defined absence as the "non-attendance of employees for scheduled work.' Some studies organize absenteeism into two main types: "voluntary and involuntary". While voluntary absenteeism implies a conscious decision by the worker about whether to attend work on any given day, involuntary absence implies that it is beyond the immediate control of the worker, e.g. transportation problems, sickness or family funeral .

OBJECTIVE OF THE STUDY

To measure the employees attitude level in relationship with absenteeism in Retail Industry

To study the attitude of the employees towards their Work.

To identify the factors that motivates the employees.

To study the employees perception towards organization and whether it is co-related to

absenteeism.

To give suggestions based on the Research.

SCOPE OF THE STUDY The study made on the topic of employee attitude in relation with

absenteeism will reveal the factor of feelings of employees.

Employee attitude is an important output that employees work for Organization.

It is an interesting and significant area for conducting research.

This report is useful to the management of the companies to know the reason for absenteeism of employees in Retail Industry and they can take measures to reduce absenteeism.

Benefits of Using Employee Attitude SurveysThe benefits of surveying employee attitudes and employee opinions are fourfold:

They can assess what has happened in the past and what is happening now: the outcomes of decisions, and the effectiveness of policies and practices can be appraised and evaluated; lessons can be learned for the future.

They can pre-empt the negative impact of potential pitfalls: areas of low morale or frustration, latent discontent and dissatisfaction, and wasted areas of investment and effort can be identified and addressed.

They address the positives: awareness of sources of morale, commitment and dialogue are stimulated, and predictions about how roles will merge coherently together may be made.

They can facilitate change: the organization can respond to altering circumstances and maintain control by predicting areas of change together with direction and pace, rather than merely reacting to situations.

Hypothesis“Employees who report good overall employee attitude are absent less frequently”

Study of absenteeism among Front end Retail employees not only from the view point of the company but also from the view point of the employees. Even though the effect of the employee attitude may not be calculated in terms of cost but it should be said that it is more important than cost.

Therefore in the hypothesis we would like to see if there is a clear relationship between employee attitude and absenteeism because it can be easily traced that the departments having high rate of absenteeism have bad attitudes at workplace.

Research MethodologyData Source:

i. Primary Data :

The Primary data was collected from the respondents by administering a structured questionnaire and also through observation, interview & discussion with management.

ii. Secondary Data :

Apart from Primary data collected, the data collected through text books, the records of the organization, books from Library, and Internet is used for the study.

Sampling

i. Sampling Sample Population :

There are totally 310 employees working in the organization

ii. Sample Size:

Out of the total strength the sample taken amongst workers .i.e., 30 respondents.

iii. Sample Method:

The research was made by the survey in accordance to the convenience of the employees. So the sample type is convenient sampling.

iv. Sample Area :

The research was conducted at Tresmode.

TOOLS USED FOR ANALYSIS:

The statistical tool s used for the purpose of analysis of this study are Simple percentage technique and Weighted Average Method.

LIMITATIONS OF THE STUDY

The study is conducted only in Tresmode and will not be same for other Retail Brand.

Due to the limitation of the time the research could not be made more detailed.

Due to confidentiality of some information accurate response was not revealed by some of the respondents.

Some of the replies of the respondents may be biased.

Respondents had marked the answers in questionnaires which may be socially incorrect irrespective of their actual feelings.

MEASUREMENT:

We have used five scales to measure employee attitude in the areas of pay, promotion, supervision, work and co- workers. The items on the scale describe a particular aspect of the job. The respondent is asked to respond with a Y if the item describes that particular aspect of his job, N if the item did not describe that aspect. This is job-referent rather than self- referent since the dimensions of basic needs and relevance to employee attitude have not been clearly established. It does not ask an employee directly how satisfied she/he is with the work, but how she/he describes that work.

Corporate History.

Tresmode literally means “High Fashion” in French. But this is about much more. It’s about creating a revolution – redefining fashion that coordinates on an international wave length. Tresmode brings an innovative and stunning line of footwear in sync with high fashion trends conceived in Europe, graced with flawless style, indomitable quality and undeniable comfort.

Tresmode was launched in 2007 by its Parent company – Kavis Fashions Pvt. Ltd. Tresmode’s first exclusive outlet was opened on Linking Road, Bandra West, Mumbai in 2007, followed by outlets in Lower Parel, Andheri, Kharghar and plans to open more in Mumbai. Tresmode also have exclusive outlets in Bangalore, Chennai & Delhi and on its way to all over India. Kavis Fashions Pvt. Ltd. Was launched on 6th

Feb, 1994. The company is managed by the two brothers Mr. Kapil Mahtani and Mr. VikasMahtani who have years of experience in the leather industry. The company is basically engaged in footwear manufacturing, and marketing in India and Europe. The company has won awards from the Ministry of commerce for the performance. The company has also won award from Dun and Bradstreet for the best enterprise in the year 2008. While the company has won laurels for its exports to Europe, it is expanding its manufacturing base to manufacture more variety of products and increase the exports further. The administrative office is located in Andheri, Mumbai.

Vision

“To be recognized as an Iconic Global Fashion House”

Mission

To create brand portfolio that draws its credibility from its identity, technical quality and style.”

“To create superior value for stake holders through excellence in designing, fashion trends, quality, innovation and retailing thus enhancing customer satisfaction.”

Data Analysis & Interpretation

1. Table showing whether employees think if employee attitude is a cause for absenteeism.

Responses Nos of Respondents

% of Respondents

Strongly Agree 14 47%Agree 9 30%

Disagree 5 17%Strongly Disagree

0 0%

Neither Agree nor disagree

2 6%

Nos of Employees

Strongly AgreeAgreeDissagreeStrongly DisagreeNeither Agree nor Diagree

Interpretation: Here we come to know that majority of the employees feel that employee attitude plays an important part while taking absenteeism into consideration. And very few employees feel that it is not a cause for absenteeism.

This part of the interpretation will contain analysis of the one word items that will describe employees attitude in co-relation with absenteeism at work place as per the questionnaire’s questions.The positive has been marked 1 point each as we are trying to prove that when Employees who report good overall employee attitude are absent less frequently. The negative answers have not been given any marks. We have taken 5 aspects i.e Work, Supervison, Pay, Promotion and Co-workers to measure employee attitude as they play a major part in shaping the attitude of an employee at a work place. The analysis and the interpretation are as follows for the 5 aspects:

1) Work:

In this aspect we see how the work help shapes the attitude of the employee and whether it creates a positive attitude or a negative attitude at Tresmode.

Scores Nos of Respondents

% of nos of respondents

01-04 3 10%05-09 9 30%10-14 18 60%

Scores

01-0405-0910-14

Interpretation: Here we see that majority of the people have given positive reports stating that the work and the work environment create a positive attitude for them at work place and that they most of them feel they enjoy their work and will not be absent because so as to avoid work or the work environment. Very few people don’t like the work that they have been given is not worth it and that creates a negative attitude towards work and wouldn’t mind missing work to avoid the work or the work environment.

2) Supervision:

In this aspect we see how the supervision help shapes the attitude of the employee and whether it creates a positive attitude or a negative attitude at Tresmode.

Scores Nos of Respondents

% of nos of respondents

01-04 2 6%05-09 6 20%10-14 12 40%15-17 10 34%

01-04 05-09 10-14 15-170%

5%

10%

15%

20%

25%

30%

35%

40%

45%

Scores

Scores

Interpretation:

Here we can see that majority of the employees have scored positive on the supervision scale as to whether it affects employee attitude and whether it has any impact on the absenteeism rate. Here we find out that most of the employees feel good about their supervisors and wont avoid work because of the the supervision. We also see a few people who believe that the supervisor does not suit them and they might skip work in order to avoid the superviors.

3) Pay:

In this aspect we see if the payment and fringe benefits structure help shapes the attitude of the employee and whether it creates a positive attitude or a negative attitude at Tresmode.

Scores Nos of Respondents

% of nos of respondents

0-03 22 74%04-06 4 13%07-08 4 13%

0-03 04-06 07-080%

10%

20%

30%

40%

50%

60%

70%

80%

Score

Score

Interpretation:

Here we get to see that majority of the employees feel that the payment structure and the fringe benefits offered to them are not enough to keep their attitude good at workplace as they feel they deserve much more for the hard work they do and wouldn’t mind missing work to go for interviews to a place offering them a better package. They also felt that the fringe benefits offered are very less and this affects their attitude at work as no benefits such as a medi claim is offered.

4) Promotion:

In this aspect we see if promotion help shapes the attitude of the employee and whether it creates a positive attitude or a negative attitude at Tresmode.

Scores Nos of Respondents

% of nos of respondents

0-03 8 26%04-06 10 34%07-09 12 40%

0-03 04-06 07-090%

5%

10%

15%

20%

25%

30%

35%

40%

Scores

Scores

Interpretation:

Here we see that almost majority of the people feel that promotion plays an important role in shaping up the attitude of the employee and can be used to reduce the absenteeism rate. Employees feel if they are given more promotion opportunities they would be more motivated to come to work and remain less absent. Few people have said that promotion does not help them get motivated and they might remain absent nevertheless.

5) Co-workers:

In this aspect we see if Co-workers help shapes the attitude of the employee and whether it creates a positive attitude or a negative attitude at Tresmode.

Scores Nos of Respondents

% of nos of respondents

0-04 2 6%05-09 4 13%10-14 7 24%15-18 17 57%

0-04

05-09

10-14

15-18

0% 10% 20% 30% 40% 50% 60%

Score

Score

Interpretation:

This charts tells us that co-workers play an important role in shaping the attitude of an employee at a work place and majority of the employees from Tresmode agree. They say if they have pleasant and co-workers whom they can even socialize with then most of the other factors wont even matter. Therefore co-workers plays an important role. Few people who believe that they don’t like their co-workers and thus don’t enjoy their workplace and don’t mind taking day offs.

1. Table showing the frequency of absenteeism at Tresmode.

Responses Nos of Respondents

% of Respondents

Once in One month

3 10%

Twice in One Month

3 10%

Once in Two Months

4 13%

Once in Three Months

5 17%

As and when Needed

7 23%

Never 8 27%

Sales

Once in One monthTwice in One MonthOnce in two monthsOnce in Three MonthsAs and when neededNever

Here we can see that the not many people remain absent. 27 % of the sample size stated that they are very happy at their workplace and haven’t taken a single off for the past year. Many have claimed that the only reason they were absent due to personal matters of unfavourable events.

FINDINGS AND SUGGESTIONS

FINDINGS

Majority of the employees are aware that attitude plays an important role while at workplace.

Majority of the employees are satisfied with Good Working Condition, Supervision and Co-workers are the Motivating Factor for reducing absenteeism and improving employee attitude

Employees are not satisfied with Salary offerings at TRESMODE.

Few of the employees feel the promotion policy should be revised and then the absenteeism may reduce

Employees are satisfied with Physical working conditions at TRESMODE.

Employees have a Good chemistry between work groups i.e. between different classes of work designation.

SUGGESTIONS

Provision of reasonable wages plays an important role in improving the standard of living. This single factor is important for a worker than any other. So, the company must provide adequate wages to the workers.

The company can create an incentive program that is specifically linked to attendance. Examples of this type of program include:

1) The ability to cash-in unused sick days at the end of a specific period

2) Allowing employees to leave early one Friday per month of perfect attendance

3) Bonus pay for periods of perfect attendance

4) Gifts such as savings bonds or gift cards for periods of perfect attendance

Conclusion

Finally we would like to conclude that our Hypothesis was correct that our Hypothesis“Employees who report good overall employee attitude are absent less frequently” With the above analysis and interpretation we found

out that there is a clear relationship between employee attitude and absenteeism at work place. We found that the employee attitude at workplace if fairly good and the absenteeism rate is less thus proving our Hypothesis correct. It also proves the point that employees who report bad employee attitude are absent more frequently.

From analysis it was also observed that was there is a scope for the improvement in payment structure, offering additional fringe benefits and promotion policies in TRESMODE. Salary package would hike so that it can be in par with market rate.

Finally we would like to conclude that the employees of TRESMODE, are satisfied with their work and organization.

Bibliography