1. A STUDY ON EMPLOYEE ABSENTEEISM IN KONGARAR COTTON AND SYNTHETICS LTD A summer project report submitted to theANNA UNIVERSITY In partial fulfillment of the requirements For the award of the degree ofMASTER OF BUSINESS ADMINISTRATION By N.NAGARAJU Reg.No:20206631033 Under the guidance of Mr.S.DAVID RAJAN DEPARMENT OF MANAGEMENT STUDIES DMI COLLEGE OF ENGEERING CHENNAI-602 103 JULY- 2007i

2. DECLARATIONii 3. DECLARATIONI, N.NAGARAJU, M.B.A student of DMI College Of Engineering, Palanchoor, Chennai -602 103, would like to declare that the project work entitled A STUDY ON EMPLOYEE ABSENTEEISM IN KONGARAR COTTON AND SYNTHETICS LTD in partial fulfillment of Master of Business Administration course under Anna University is original project done independently by me under the guidance of Mr. DAVID RAJAN, Department of Management studies DMI College of Engineering, Palanchoor, Chennai- 602 103.Place: ChennaiDate:(N.NAGARAJU)iii 4. CERTIFICATESiv 5. CERTIFICATES This is to certify that the project report entitled A STUDY ON EMPLOYEE ABSENTEEISM IN KONGARAR COTTON AND SYNTHETICS LTD is a bonafide record of the work done by Mr.N.NAGARAJU, Reg No:20206631033 submitted in partial fulfillment of the requirement of the award of the degree of MASTER OF BUSINESS ADMINISTRATION of Anna university.DIRECTORFACULTY GUIDEVIVA EXAMINATION HELD ON.INTRNAL EXAMINEREXTERNAL EXAMINERv 6. ACKNOWLEDGEMENTvi 7. ACKNOWLEDGEMENTI wish to extend my heart full thanks and sincere gratitude to Mr.GOPAL, Principal of DMI College of Engineering, Palanchoor, who has given me constant support and encouragement at all level to undergo this project work. This project work is outcome of 45 days I work in KONGARAR COTTON AND SYNTHETICS LTD , in partial fulfillment of the requirements for the degree of Master of Business of Anna University, Chennai. In the accomplishment of this academic task. I was assisted directly or indirectly by a host our faculty members, my well-wishes, my colleagues, the officials and the members of my family to whom I am very much indebted. The following few of them however, deserve special mention here. I express my sincere and heart full thanks to Mr.S.SUNDRA MURTHY REDDY MBA(Ph.D) Dean of the Management Studies, for having provided me the necessary facilities to under go this project work. I owe personal debt of gratitude of my faculty guide Mr.DAVID RAJAN faculty of Management studies of DMI College of Engineering, Palanchoor, for his valuable support, worthy guidance timely help and inspiration at all stages of this project work. I would also like to offer my heartfelt gratitude to Mr.R.GURUSWAMY, managing director of the concern and Mr.PRABAKARAN who has made it possible for me to complete this project successfully through assistants in showing me the various details information and its interest. Finally, yet importantly I thank to all my friends and family members.vii 8. CONTENTSviii 9. CONTENTSCHAPTER NOIIIIII IV V VI VIITITLE Declaration Certificate Acknowledgement List of tables List of charts Abstract Introduction 1.1 Introduction to the company 1.2 Introduction to the study 1.3 Profile of the company Project design 2.1 Research methodology 2.2 Objectives of the Study 2.3 Limitations of the study Analysis and interpretation Findings Suggestions Conclusion Bibliography AnnexureixPAGE NO iii v vii ix xiii xv 1 3 6 17 25 27 32 35 37 60 64 66 68 69 10. CONTETS OF TABLES LIST OF TABLESS.NO 1 2 3 4TITLES Table showing the response on paid holidays Table showing the response on salary Table showing the response on leave(EL, CL) Table showing the response on training and developmentxPAGE NO 37 38 39 40 11. 5 6 7 8 9 10 11 12 13 14 15 16 17 18Table showing the response on welfare facilities Table showing the response on medical treatment Table showing the response on work environment Table showing the response on job security Table showing the response on provident fund Table showing the response on group insurance Table showing the response on pension Table showing the response on labor union Table showing the response on good relation ship with management Table showing the response on labor union Table showing the response on whether they had met any accident Table showing the response on whether they have any other source of income Table showing the response on job satisfaction41 42 43 44 45 46 47 48 49Table showing the response how often taking leave because of their personal work54xi50 51 52 53 12. CONTETS OF CHARTS LIST OF CHARTSS.NO 1 2 3TITLES Chart showing the response on paid holidays Chart showing the response on salary Chart showing the response on leave(EL, CL)4 5 6 7 8 9 10Chart showing the Chart showing the Chart showing the Chart showing the Chart showing the Chart showing the Chart showing theresponse on training and development response on welfare facilities response on medical treatment response on work environment response on job security response on provident fund response on group insurance xiiPAGE NO 37 38 39 40 41 42 43 44 45 46 13. 11 12 13 14 15 16 17 18Chart showing the response on pension Chart showing the response on labor union Chart showing the response on good relation ship with management Chart showing the response on labor union Chart showing the response on whether they had met any accident Chart showing the response on whether they have any other source of income Table showing the response on job satisfaction47 48 49Charts showing the response how often taking leave because of their personal work54xiii50 51 52 53 14. ABSTRACT ABSTRACTThe project work has been carried in KONGARAR COTTON AND SYNTHETICS LTD , located at Pallapalayam in Coimbatore. This project deals with finding out the factors causing EMPLOYEE ABSENTEEISM in the organization. The methodology used to collect primary data for this study is questionnaire method, and the sample size of the employees are 70. Based on the analysis of the information, interpretation were drawn. Factors like disease, environment, salary, alcoholism, job satisfaction were found out while studying the problem.xiv 15. The data has been analyzed using tools like simple percentage and based on the factors which were found out during the course of the study, for maintaining the absenteeism of employeesPROJECT TITLE A STUDY ON EMPLOYEE ABSENTEEISM IN KONGARAR COTTON AND SYNTHETICS LTDRESEARCH METHODOLOGY Research design: Descriptive studyResearch technique: QuestionnaireTotal population: 200Sample size: 70Statistical tools: Percentage analysis, chi square test, pie chart, bar chart.DATA SOURCES Primary data: QuestionnaireSecondary data: Company records, magazines, websites etc.,xv 16. OBJECTIVES PRIMARY OBJECTIVE: To find the factors which causes the employee absenteeism in KONGARAR COTTON AND SYNTHETIC LTDSECONDARY OBJECTIVES: To find the negative factors which motivate the employee absenteeism To find the job satisfaction level of the employees To increase the level of employee satisfaction To find the inconvenience faced by the employees in the organization To find the factor which make the employee to continue in the organizationMAJOR FINDINGS 1) Many of the employees are taking leave because of their illness. 2) Most of the employees taking leave for their personal works. 3) From the study, low salary is one of the reason for employees absenteeism 4) Job dissatisfaction is one of the factors affecting employees absenteeism. 5) Poor supervision is causing employee absenteeism. 6) Less paid holidays also causing employee absenteeism..MAJOR SUGGESTIONS From the study most of the employees taking leave because of their illness. So management should improve medical treatment for their employees. Management should improve supervision. xvi 17. Management should improve welfare facilities. They should increase salary based by service and performance. They should increase paid holidays per month. Organization should improve job security of the employees.xvii 18. CHAPTRE-1INTRODUCTION1 19. 1.1 INTRODUCTION TO THE COMPANY2 20. INTRODUCTION TO THE COMPANYBRIEF HISTORY Kongarar cotton and synthetics ltd is deemed limited company engaged in cotton spinning, was incorporated in the year 1983.The factory is located in S.F.No:37/3A, Bogigounden Dasarpatti village, Palla palayam post , Udumaipet taluk. The company was originally started with a capacity of 2200spindles in the year of 1985. By implementing various modernization, balancing and expansion schemes with the financial assistance of ICICI, SIPCOT, the company is able to achieve the present capacity of 12,960 spindles and one open end machine with a capacity of 168 rotors. The company is engaged in the manufacture of cotton yarn and their blends of various combed counts ranging from 90s to 100s.3 21. PROMOTERS AND THEIR BACKGROUND The company was originally promoted by Sri.R.Gurusamy @ Ashok Rudrappan along with their family members. However, later on, R.Gurusamy has taken over the controlling interest interest of the company and as of now, the management lies with Mr.Ashok Rudrappan. Mr.Ashok Rudrappan is a well known vertern textiles technologist. He has 25 years of rich and successful experience in textile industry, backed by his strong academic carrier in block burn university, UK.4 22. 1.2 INTRODUCTION TO THE STUDY5 23. INTRODUCTION TO THE STUDY TEXTILE INDUSTRY The textile industry occupies a unique place in our country. One of the earliest to come into existence in India, it accounts for 14% of the total Industrial production, contributes to nearly 30% of the total exports and is the second largest employment generator after agriculture. Textile Industry is providing one of the most basic needs of people and the holds importance; maintaining sustained growth for improving quality of life. It has a unique position as a self-reliant industry, from the production of raw materials to the delivery of finished products, with substantial value-addition at each stage of processing; it is a major contribution to the country's economy..Its vast potential for creation of employment opportunities in the agricultural, industrial, organised and decentralised sectors & rural and urban areas, particularly for women and the disadvantaged is noteworthy..Although the development of textile sector was earlier taking place in terms of general policies, in recognition of the importance of this sector, for the first time a separate Policy Statement was made in 1985 in regard to development of textile sector. The textile policy of 2000 aims at achieving the target of textile and apparel exports of US $ 50 billion by 2010 of which the share of garments will be US $ 25 billion. The main markets for Indian textiles and apparels are USA, UAE, UK, Germany, France, Italy, Russia, Canada, Bangladesh and Japan..The main objective of the textile policy 2000 is to provide cloth of acceptable quality at reasonable prices for the vast majority of the population of the country, to increasingly contribute to the provision of sustainable employment and the economic growth of the nation; and to compete with confidence for an increasing share of the global market.6 24. As a result, the As a result, the textile industry in developed countries will face intensified competition in both their export and domestic markets. However, the migration of textile capacity will be influenced by objective competitive factors and will be hampered by the presence of distorting domestic measures and weak domestic infrastructure in several developing and least developed countries.The elimination of quota restriction will open the way for the most competitive developing countries to develop stronger clusters of textile expertise, enabling them to handle all stages of the production chain from growing natural fibers to producing finished clothing, The OECD paper says that while low wages can still give developing countries a competitive edge in world markets, time factors now play a far more crucial role in determining international competitiveness. Countries that aspire to maintain an export-led strategy in textiles and clothing need to complement their cluster of expertise in manufacturing by developing their expertise in the higher value-added service segments of the supply chain such as design, sourcing or retail distribution. To pursue these avenues, national suppliers need to place greater emphasis on education and training of services-related skills and to encourage the establishment of joint structures where domestic suppliers can share market knowledge and offer more integrated solutions to prospective buyers..The textile industry is undergoing a major reorientation towards non-clothing applications of textiles, known as technical textiles, which are growing roughly at twice rate of textiles for clothing applications and now account for more than half of total textile production. The processes involved in producing technical textiles require expensive equipments and skilled workers and are, for the moment, concentrated in developed countries. Technical textiles have many applications including bed sheets; filtration and abrasive materials; furniture and healthcare upholstery; thermal protection and blood-absorbing materials; seatbelts; adhesive tape, and multiple other specialized products and applications. India must take adequate measures for capturing its market by promotingresearchanddevelopment7inthissector. 25. The mood in the Indian textile industry given the phase-out of the quota regime of the multi-fibre arrangement (MFA) is upbeat with new investment flowing in and increased orders for the industry as a result of which capacities are fully booked up to April 2005. As a result of various initiatives taken by the government, there has been new investment of Rs.50,000 crore in the textile industry in the last five years. Nine textile majors invested Rs.2,600 crore and plan to invest another Rs.6,400 crore. Further, India's cotton production increased by 57% over the last five years; and 3 million additional spindles and 30,000 shuttle-less looms were installed..The industry expects investment of Rs.1,40,000 crore in this sector in the post-MFA phase. A Vision 2010 for textiles formulated by the government after intensive interaction with the industry and Export Promotion Councils to capitalise on the upbeat mood aims to increase India's share in world's textile trade from the current 4% to 8% by 2010 and to achieve export value of US $ 50 billion by 2010 Vision 2010 for textiles envisages growth in Indian textile economy from the current US $ 37 billion to $ 85 billion by 2010; creation of 12 million new jobs in the textile sector; and modernisation andconsolidationforcreatingagloballycompetitivetextileindustry.There will be opportunities as well as challenges for the Indian textile industry in the post-MFA era. But India has natural advantages which can be capitalised on strong raw material base - cotton, man-made fibres, jute, silk; large production capacity (spinning 21% of world capacity and weaving - 33% of world capacity but of low technology); industry in developed countries will face intensified competition in both their export and domestic markets. However, the migration of textile capacity will be influenced by objective competitive factors and will be hampered by the presence of distorting domestic measures and weak domestic infrastructure in several developing and least developed countries.The elimination of quota restriction will open the way for the most competitive developing countries to develop stronger clusters of textile expertise, enabling them to handle all stages of the production chain from growing natural fibres to producing finished clothing, The OECD paper says that while low wages can still give developing8 26. countries a competitive edge in world markets, time factors now play a far more crucial role in determining international competitiveness. Countries that aspire to maintain an export-led strategy in textiles and clothing need to complement their cluster of expertise in manufacturing by developing their expertise in the higher value-added service segments of the supply chain such as design, sourcing or retail distribution. To pursue these avenues, national suppliers need to place greater emphasis on education and training of services-related skills and to encourage the establishment of joint structures where domestic suppliers can share market knowledge and offer more integrated solutions to prospective buyers..The textile industry is undergoing a major reorientation towards non-clothing applications of textiles, known as technical textiles, which are growing roughly at twice rate of textiles for clothing applications and now account for more than half of total textile production. The processes involved in producing technical textiles require expensive equipments and skilled workers and are, for the moment, concentrated in developed countries. Technical textiles have many applications including bed sheets; filtration and abrasive materials; furniture and healthcare upholstery; thermal protection and blood-absorbing materials; seatbelts; adhesive tape, and multiple other specialized products and applications. India must take adequate measures for capturing its market by promoting research and development in this sector..The mood in the Indian textile industry given the phase-out of the quota regime of the multi-fibre arrangement (MFA) is upbeat with new investment flowing in and increased orders for the industry as a result of which capacities are fully booked up to April 2005. As a result of various initiatives taken by the government, there has been new investment of Rs.50,000 crore in the textile industry in the last five years. Nine textile majors invested Rs.2,600 crore and plan to invest another Rs.6,400 crore. Further, India's cotton production increased by 57% over the last five years; and 3 million additional spindles and 30,000 shuttle-less looms were installed..The industry expects investment of Rs.1,40,000 crore in this sector in the post-MFA phase. A Vision 2010 for textiles formulated by the government after intensive interaction with the industry and Export Promotion Councils to capitalise on the upbeat9 27. mood aims to increase India's share in world's textile trade from the current 4% to 8% by 2010 and to achieve export value of US $ 50 billion by 2010 Vision 2010 for textiles envisages growth in Indian textile economy from the current US $ 37 billion to $ 85 billion by 2010; creation of 12 million new jobs in the textile sector; and modernisation andconsolidationforcreatingagloballycompetitivetextileindustry.There will be opportunities as well as challenges for the Indian textile industry in the post-MFA era. But India has natural advantages which can be capitalised on strong raw material base - cotton, man-made fibres, jute, silk; large production capacity (spinning 21% of world capacity and weaving - 33% of world capacity but of low technology);LATEST NEWS IN TEXTILE SECTOR 1. Ministry of finance has added 165 new textile products under duty drawback schedule. The new products included wool tops, cotton yarn, acrylic yarn, viscose yarn, various blended yarn/fabrics, fishing nets etc. Further, the existing entries in the drawback schedule relating to garments have been expanded to create separate entries of garments made up of (1) cotton; (2) man made fibre blend and (3) MMF. Separate rates have been prescribed for these categories of garments on the basis of composition of textiles. 2. After the phasing out of quota regime under the multi-fibre pact, India can envisage its textile sector becoming $100b industry by 2010. This will include exports of $50b. The proposed targets would be achieved provided reforms are initiated in textile sector and local manufacturers adopt measures to improve their competitiveness. A 5-pronged strategy aiming to attract FDI by making reforms in local market, replacement of existing indirect taxes with a single nationwide VAT, liberalization of contract norms for textile and garments units, elimination of restrictions that cause poor operational and organizational performance of manufacturers, was suggested. 3. The Union Minister Shankarsinh Vaghela said that the Board for Industrial and Financial Reconstruction (BIFR) had approved rehabilitation schemes for sick NTC mills at a cost of Rs 3,900 crore. Of the 66 mills, 65 unviable mills have10 28. been closed after implementing voluntary retirement scheme (VRS) to all employees. According to him, the government has already constituted assets sale committees comprising representatives of Central and state governments, operative agency, BIFR, NTC and the concerned NTC subsidiary to effect sale of assets through open tender system. 4. Proposals for modernization of NTC mills have been made to the consultative committee members, including formation of a committee of experts to improve management of these mills. Even the present status of jute industry was under the scanner of the consultative committee. 5. The Government had announced change from the value-based drawback rate hitherto followed to a weight-based structure for textile exports that will discourage raw material exports and also curtail the scope for misusing the drawback claims by boosting invoice value of exports. 6. NCDEX launched its silk contract (raw silk and cocoon) on Thursday, January 20,2005.. With this launch, the total number of products offered by NCDEX goes up to 27.The launch of the silk contract will offer the entire suite of fibres to the entire value chain ranging from farmers to textile mills. With the objective of protecting the interests of the those affected but WTO agreements and globalisation process, Government of India jointly with NCDEX has adopted a policy of encouraging future contracts of silk. The Ministry of Textiles and the Central Silk Board (CSB) had decided to introduce futures trading in mulberry cocoons and raw silk on NCDEX. The basic purpose is to mitigate the risk associated with the changing prices through an efficient price discovery mechanism. Futures trading on the NCDEX will provide an alternative trading avenue for farmers, weavers and traders and help them make a better price discovery for their produce. It will also help them to reduce risks associated with price volatility through hedging CDEX. The basic purpose is to mitigate the risk associated with the changing prices through an efficient price discovery mechanism. Futures trading on the NCDEX will provide an alternative trading avenue for farmers, weavers and traders and help them make a better price discovery for their produce. It will also help them to reduce risks associated with price volatility through hedging11 29. ABSENTEEISM The state of chronic absence from work. Absenteeism is usually addressed through progressively stricter disciplinary measures that can result in the termination of the individual's employment.ABSENTEEISM IN INDIA The rate of absenteeism in Census Sector at all India level decreased to 9.88 percent during as 2002, as compared to 9.95 percent during 2001. Out of 31 States/Union Territories, the rate of absenteeism was higher in 8 States than the absenteeism rate at national level. The highest absenteeism rate of 13.54 percent was reported in Himachal Pradesh followed by Goa (13.12 percent), whereas the lowest absenteeism rate was recorded at Information regarding absenteeism amongst workers in an industry or an industrial establishment on account of reasons other than strikes, lockouts, lay-off, weekly rest or suspension, provide a sound database for gauging the employees morale, commitment and level of job satisfaction, which have a direct bearing on productivity. The effects of high levels of absenteeism are wide ranging and affect everyone in the organisation. It cannot be regarded purely as a management problem. Employers, workers and their representatives have an interest in ensuring that a few absent workers do not jeopardise their prosperity or job satisfaction. Absenteeism is one of the indicators to monitor and evaluate various employees' welfare programmes and labour policies. With this aim in view, statistics on absenteeism amongst the directly employed regular workers are collected as a part of the Annual Survey of Industries. Absenteeism rate amongst these workers in an industry or a state are worked out as percentages of mandays lost on account of absence to the mandays scheduled to work in the respective industry or state. Statistics on number of factories reporting absenteeism, percentage of such factories, mandays scheduled to work, mandays lost due to absence and percentage of absenteeism by States, Industries and Sectors during the year 2002, are presented. 12 30. ABSENTEEISM IN STATES State-wise absenteeism rate amongst the directly employed regular workers during the year 2002 is presented. It is observed2.34 percent in Manipur followed by Nagaland (2.81 percent). However, it is observed that as Andaman & Nicobar Islands, Nagaland and Manipur constitute even less than one percent of the total mandays scheduled to work in the country, high or low absenteeism rate in these States may not be of much relevance. The highest absenteeism rate amongst the States/Union Territories in which the mandays scheduled to work were reported to be more than 5 percent was reported in Maharashtra (13.07 percent). An increase in absenteeism rate as compared to that in 2001 was recorded only in 13 States/Union Territories. In Tripura and Andaman & Nicobar Islands, there is a sharp decrease in the absenteeism rate, whereas, in Dadar & Nagar Havali, there is a sharp increase in the absenteeism rate.ABSENTEEISM IN INDUSTRIES Industry-wise absenteeism rate amongst the directly employed regular workers during 2002 is presented. It reveals that during 2002, the highest rate of absenteeism was reported at 16.18 percent in the industry group 371-Recycling of metal waste and scrap', whereas the lowest rate at 5.92 percent was reported in industry group '014-Agricultural and animal husbandry service activities, except veterinary activities. Out of a total of 62 industry groups, the absenteeism rate in 26 industry groups was recorded more than 10 percent. This implies that absenteeism is more or less a region related problem, because industry-wise rate of absenteeism is more evenly spread over a large number of industry groups, as compared to its state-wise spread where the state to state variation is comparatively quite steep. Out of 62 industry groups, absenteeism rate was higher than absenteeism rate at the national level in at least in 26 industry groups. Like wise, out of 62 industry groups, an increase in the rate of absenteeism during 2002, was witnessed in 29 industry groups over absenteeism rate of 2001.ABSENTEEISM IN STATES BY SECTORS13 31. The State-wise and Sector-wise absenteeism rates during 2002. For the purpose of studying absenteeism by type of ownership, units have been divided into three sectors, viz., Public, Joint and Private Sectors. Among the three sectors, the highest rate of absenteeism at all India level was reported in Public Sector (10.87 percent), followed by Private Sector (9.79 percent) and Joint Sector (9.37 percent). The rate of absenteeism in Public Sector, varied between a highest rate of 16.67 percent in Manipur and lowest rate of 1.39 percent in Meghalya. In Joint Sector, the absenteeism rate varied between a highest rate of 20.54 percent in Goa and lowest rate of 0.99 percent in Tripura. In Private Sector, the absenteeism rate varied between a highest rate of 13.50 percent in Himachal Pradesh and a lowest rate of 2.34 percent in Manipur.ABSENTEEISM IN INDUSTRIES BY SECTORS Industry-wise and Sector-wise absenteeism rate for the year 2002.In Public Sector, the highest rate of absenteeism of 25.33 percent was recorded in industry group 359Manufacture of transport equipment whereas the lowest rate of absenteeism was recorded at 3.40 percent in industry group, 153-Manufacture of grain mill products, starches and starch products, and prepared animal feeds. In Joint Sector, the highest rate of absenteeism at 27.50 percent was reported in industry group 251-Manufacture of rubber products, whereas the lowest rate of 3.24 percent was observed in the industry group 151-Production, processing and preservation of meat, fish, fruit, vegetables, oils and fats. In Private Sector, the highest rate of absenteeism at 13.38 percent was recorded in industry group 251-Manufacture of rubber products, whereas the lowest rate of 3.08 percent was reported in industry group 371-Recycling of metal waste and scrap. .DEFINITION - ABSENTEEISM POLICY:14 32. The organization policy which addresses chronic absence from work. Absenteeism policies usually contain guidelines for topics such as the following: *Allowable absences;* Payment for work including payment for days missed before and after a holiday; *Types of excused and unexcused absences; * Days/hours worked on a normal work schedule before payment of overtime hours occurs within a pay period;* Policy about calling in absences; and * Supervisor management of absenteeism via paying attention to selected patterns of absences and tardiest. Also Known As: Often used interchangeably with attendance policy, depending on content. My view is that an attendance policy is much more narrowly defined and limited to attendance, as opposed to absenteeism policies which are much broader and address absenteeism management issues and more.FACTORS MOTIVATING ABSENTEEISM: The following are the factors affecting absenteeism: IllnessPersonal workPoor supervisionSalaryJob dissatisfactionLess paid holidays15 33. 1.3 PROFILE OF THE ORGANIZATIONPROFILE OF THE ORGANIZATION16 34. BRIEF HISTORY Kongarar cotton and synthetics ltd is deemed limited company engaged in cotton spinning, was incorporated in the year 1983.The factory is located in S.F.No:37/3A, Bogigounden Dasarpatti village, Palla palayam post , Udumaipet taluk. The company was originally started with a capacity of 2200spindles in the year of 1985. By implementing various modernization, balancing and expansion schemes with the financial assistance of ICICI, SIPCOT, the company is able to achieve the present capacity of 12,960 spindles and one open end machine with a capacity of 168 rotors. The company is engaged in the manufacture of cotton yarn and their blends of various combed counts ranging from 90s to 100s.PROMOTERS AND THEIR BACKGROUND The company was originally promoted by Sri.R.Gurusamy @ Ashok Rudrappan along with their family members. However, later on, R.Gurusamy has taken over the controlling interest interest of the company and as of now, the management lies with Mr.Ashok Rudrappan. Mr.Ashok Rudrappan is a well known veteran textiles technologist. He has 25 years of rich and successful experience in textile industry, backed by his strong academic carrier in block burn university, UK.KEY FACTORS RAW MARERIALS 17 35. The basic raw material required is cotton fiber. Cotton is a natural fiber which can be processed to produce a wide variety of end products. The staple length, fineness, cleanliness and strength determine method of processing of cotton fiber for various end products. The staple length, fineness, and strength drive the yarn count for which a particular variety of cotton is appropriate. The cleanliness of cotton is another parameter that affects the quality of the product and has an impact on the process irrespective of the count of yarn for which the fiber may be appropriate. Estimating the cotton crop, fluctuations in its price and the final ability to stock cotton are key factors in the success of textile companies in India. Thus manufacturer have to physically buy and store cotton for future requirements with no hedge against price fluctuations. This is especially true of the yarn sector where the cost of cotton in the final yarn price is 55-60%. The yarn industry operates at a profit before tax level of about 9% while cotton prices fluctuate by 30% to 50% in a year. Thus the entire profit can be wiped out by wrong judgments related to cotton purchase. Seasons like 1993-94 when cotton prices doubled with in a period of 4-5 months spells high risk for spinners and can result in disastrous consequences for the entire yarn industry. It is pertinent to mention that once the company drives the strength of purchasing raw materials on cash payments at discount, the benefit accruing on account of such purchases would add up to the efficiencies.POWER & FUEL The availability of power is stable for all the units. Power & fuel is one of the major components of cost constituting 10-13% of the realizations.The actualconsumption of power is based on the capacity utilized and the product mix, which is dependent upon the marked requirement.18 36. DIRECT LABOR The availability of skilled/semi-skilled/unskilled labor is abundant. The company had already 200 permanent employees on roll.FINISHED GOODS Cotton yarn is classified on the basis of counts. Typically the higher count is of superior quality.Coarse yarn (less that 17s) is used for low cost fabric, industrialgarments etc. Medium quality yarn (20-40s) is used for shirting, knitting and other textiles. Super fine yarn (above 40s) is used for premium shirting and other sophisticated fabrics.19 37. CRITICAL FACTORS Mainly four factors appear to have contributed to the success in this industry, which have helped the Company to survive despite the recession in the industry.Location: The right location for well-developed infrastructure especially power, and access to raw material and labor.Appropriate plant selection: Import liberalization has enabled machinery import from all over the world including second-hand machinery imports and their delivery periods are extremely long. Indian machines are less expensive in many cases such as spinning, our projects have all local machines.The work culture: Traditionally considered an intangible indulgence, inculcating the right work ethos to provide the cutting edge in terms of quality and productivity is now coming into its own in the managerial mind-set. New units have the advantage of being able to promote a suitable work ethic from the very beginning.Older plants arehandicapped in this regard with the legacy of an obstructive industrial relations climate.20 38. Commercial skill: Given the high content of raw material (which is agro-based) in the overall product cost, the commercial judgment in timing and selection of raw materials is crucial. In fact, this factor very often constitutes the essential difference in end year performance between mills. Cotton prices fluctuate in commodity pattern depending on local crop, global prices (which in turn depend on crop in major growing countries), government policy, carry over stocks, speculative pressures etc. Raw material (cotton) accounts for 60-70% of total cost of production of yarn. The Company has all the above factors in its favor and would need, need based Working Capital facilities to achieve greater operating efficiencies.21 39. TEXTILE MANUFACTURING PROCESSSPINNINGBLOW ROOM Cotton bales are opened and fed into it. It opens lumps of cotton, removes dirt and foreign matter.Rolls cotton fiber mass into sheets for feeding into cards (Inadvanced machines such fibers are fed into cards directly through chutes).CARDS Further opens fiber lumps, removes dirt and very short fibers, separates fibers and orients them in a vertical direction. Fibers are then converted into a silver to be fed into draw frame.DRAW FRAME Several carded slivers are combined and drawn to produce another sliver. It achieves parallelization, orientation and uniformity in the sliver.COMBING This process is optionally used. It is used in case of superior yarns, which require high degree of uniformity and orientation. It separates each fiber, removes short fibers and again orients all fibers in the vertical direction.22 40. SPEED FRAME Carded or combed sliver of fiber is drawn and twisted into roving. Roving has less mass per length compared to sliver. It has just enough twist to hold the fiber together and is very weak.RING FRAME Roving is fed, desisted, drawn and twisted again to form yarn. Twist inserted through a revolving spindle around a ring into a strand of fiber delivered from a pair of rollers. Twist inserted much higher than at the roving stage and it imparts strength to the resultant yarn. Lower or higher twist reduces the strength. Lower twist makes the yarn soft, higher twist makes it more lively, crisp and curly. Optimum twist also depends on the cotton used. For the same count of yarn, if superior longer staple cotton is used desirable yarn strength is achieved with less twist. Also for certain uses like hosiery and knit goods as the process does not put too much tension on yarn like weaving, weaker yarns are acceptable. As a result, hosiery or knitted yarns are produced with lower twists than weaving yarns.WINDING Essentially this converts the package of the yarn. In ring spinning yarn is wound on the bobbin. A bobbin normally holds about 1,000 to 3,000 m of yarn weighing about 60 to 80g. This is too small to handle. Besides ring yarn would have some faults which can either create problems in weaving or in the appearance of the fabric. A winding machine unwinds the yarn from bobbins and winds them on a much bigger package called cones. A cone normally contains about 1 to 1.25kg of yarn, in other words, about 15 to 20 bobbins are converted into one cone. It also clears the yarn to remove faults.23 41. Modem automatic machines clear the yarn electronically to remove faults such as thin and thick places and neps (small lumps or fibers). It also delivers the yarn in exact metered length. At breaks it produces a knot free yarn by splicing the broken ends together. The nature of this package also, makes it transportable over long distances. Thus spinning mills end product is in this package and this becomes the terminal manufacturing process. Yarn is sold hicone forms and to ensure good weaving it is specified as Ante coned, electronically cleared and spliced. (Note: In case of dyed yarns for pattern weaving cones are dyed before the next process of warping).WARPING Cones of yarn are creeled on to a machine and winding about 500 to 700 threads together produces a sheet of yarn on beam. Its length is precise and preset to avoid wastage at subsequent stage.24 42. CHAPTRE-2RESEARCH DESIGN25 43. 2.1 RESEARCH METHODOLOGY26 44. RESEARCH METHODOLOGY INTRODUCTION Research can be defined as a scientificand systematic search for pertinentinformation on a specific topic It is a systemized effort to gain new knowledge.RESEARCH DESIGN A research design is the arrangement ofconditions forcollectionandanalysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. In this study descriptive type of research design has been used.DESCRIPTIVE RESEARCH DESIGN Descriptive research studies are those studies which are concerned with describing the character of a group.DATA COLLECTION The purpose of the investigation has been clearly defined the problem of collecting the data arises. There are two types of data, there are a) Primary Data b) Secondary DataPRIMARY DATA The data has been collected from the employees through questionnaire and interview method.27 45. SECONDARY DATA The secondary data are those which have been collected by some one else and which have already been passed through the statistical analysis. Example: Records, Magazines, Internet etc,SAMPLE SIZE The size of the sample taken from the study was 70 respondents out of 200 Employees.TYPES OF QUESTIONNAIRE USED Questionnaire consists of Closed ended questions Multiple-choice questions Ranking scale questionsSAMPLING TECHNIQUE In this study convenience sampling technique has been used. The sample was selected based on the convenience of both the researcher and the respondent.TOOLS ANALYSIS SIMPLE PERCENTAGE METHOD This method is used to simplify the members through the use of percentage. The data are reduced in a standard from which base equal to 100 which facilities relative comparison.28 46. PIE DIAGRAM A pie diagram is pictorial representation of a statistical data with several subdivisions in a circular form.CHI SQUARE TEST Chi-Square Chi-square test is used to compare the relationship between the two (2) variables. Objectives: 1. To recognize situations requiring the comparison of more than two means or proportions. 2. To use Chi-square distribution to see whether two classifications of the source data are independent of each other. 3. To use Chi-square distribution for confidence intervals and testing hypothesis about a single population variance. 4. To use Chi-square test to check whether a particular collection of data is well described by a specified distribution. Chi-square test allows us to do a lot more than just test for the quality of several proportions. If we classify a population into several categories with respect to two (2) attributes, we can than use a chi-square to determine whether the two (2) attributes are independent of each other. This is used to test the difference observed between two columns of number found in two distinct categories. A Chi-square analysis can be used when data satisfy four conditions. 1.There must be two observed data sets of data or one observed set of data and our expected set of data. Typically their data sets are in form (R rows and C column) or in frequency distribution from (one row and C columns or R rows and one column).29 47. 2.The two sets of data must be based on the same sample size.3.Each cell in the data contains an observed or expected count of five or larger.4.The different cells in a row or column must represent categorical variables.Degree of Freedom: (Number of Rows 1) (Number of Columns 1) (Oi Ei)2 ________ Ei Oi=Observed ValueEi=Expected ValueEi=RT CT NRT=Row total for the row containing that cell.CT=Column total for the column containing that cell.n=Total number of observations.ANALYSIS In this project Tables, Charts, Statistical tools, Chi-Square was used.INTERPRETATION After a very brief description of the back ground of company in which the research was carried out and the sample was analyzed and discussed how the results were interpreted in this project.30 48. 2.2 OBJECTIVES OF THE STUDY31 49. OBJECTIVES OF THE STUDY PRIMARY OBJECTIVE: To find the factors which causes the employee absenteeism in KONGARAR COTTON AND SYNTHETIC LTDSECONDARY OBJECTIVE: To find the negative factors which motivate the employee absenteeism To find the job satisfaction level of the employees To increase the level of employee satisfaction To find the inconvenience faced by the employees in the organization To find the factor which make the employee to continue in the organization32 50. SCOPE OF THE STUDY The primary objective of the study is to design the questionnaire and to find the reason for employee absenteeism. The researcher has designed the questionnaire to find the reason for employee absenteeism. The questionnaire was given to 70 respondents and data was collected from the employees and valuable suggestions were given to reduce the employee absenteeism and to increase the job satisfaction in the concern. In this research the researcher has found the reason for employee absenteeism. Based on these suggestions and conclusion are given. This study can be used for future reference and can be considered as a secondary data for further development. To extend this research will help the concern for reducing its employee absenteeism rate.33 51. 2.3LIMITATIONS OF THE STUDY34 52. LIMITATIONS OF THE STUDY Due to personal inconvenience the researcher could not meet the employees who had night shift. Lack of time is the major limitations. It is only based on the Kongarar cotton and synthetics ltd employees only.35 53. CHAPTRE-3ANALYSIS AND INTREPRETATION36 54. TABLE 1 :SHOWING THE RESPONSE ON PAID HOLIDAYS RESPONSE EXCELLENT GOOD NEUTRAL BAD VERY BAD TOTALNUMBER RESPONSE 07 12 17 26 08 70OF PERCENTAGE % 10 17 24 38 11 100CHART-111%10% 17%38% 24%Inference: 17% of the sample responded 38% of the sample responded 24% of the sample responded 11% of the sample responded 10% of the sample respondedpaid holidays facility is excellent. paid holidays facility is good. paid holidays facility is neutral. paid holidays facility is bad. paid holidays facility is very bad.37Excellent Good Neutral Bad Very bad 55. TABLE 2 : SHOWING THE RESPONSE ON SALARY RESPONSE EXCELLENT GOOD NEUTRAL BAD VERY BAD TOTALNUMBER RESPONSE 6 08 29 21 06 70OF PERCENTAGE % 09 11 41 30 09 100CHART-29%9%11%30%41%Inference: 9% of the sample responded salary is excellent. 11% of the sample responded salary is good. 41% of the sample responded salary is neutral. 30% of the sample responded salary is bad. 9% of the sample responded salary is very bad.38Excellent Good Neutral Bad Very bad 56. TABLE 3:SHOWING THE RESPONSE ON LEAVE(EL, CL) RESPONSE EXCELLENT GOOD NEUTRAL BAD VERY BAD TOTALNUMBER RESPONSE 16 23 18 07 06 70OF PERCENTAGE % 23 33 26 10 08 100CHART-38% 10%23%26% 33%Inference: 23% of the sample responded leave(EL,CL) is excellent. 33% of the sample responded leave(EL,CL) is good. 26% of the sample responded leave(EL,CL) is neutral. 10% of the sample responded leave(EL,CL) is bad. 08% of the sample responded leave(EL,CL) is very bad.39Excellent Good Neutral Bad Very bad 57. TABLE 4 :SHOWING THE DEVELOPMENT RESPONSE EXCELLENT GOOD NEUTRAL BAD VERY BAD TOTALRESPONSE ON TRAINING ANDNUMBER RESPONSE 19 27 19 04 01 70OF PERCENTAGE % 27 39 27 06 01 100CHART-46% 1% 27% 27%39%Inference: 27% of the sample responded Training and Development is excellent. 39% of the sample responded Training and Development is good. 27% of the sample responded Training and Development is neutral. 06% of the sample responded Training and Development is bad. 01% of the sample responded Training and Development is very bad.40Excellent Good Neutral Bad Very bad 58. TABLE 5 :SHOWING FACILITIES RESPONSE EXCELLENT GOOD NEUTRAL BAD VERY BAD TOTALTHERESPONSENUMBER RESPONSE 12 9 18 25 06 70ONWELFAREOF PERCENTAGE % 17 13 26 36 08 100CHART-58%17% 13%36% 26%Inference: 17% of the sample responded welfare facilities is excellent. 13% of the sample responded welfare facilities is good. 26% of the sample responded welfare facilities is neutral. 36% of the sample responded welfare facilities is bad. 08% of the sample responded welfare facilities is very bad.41Excellent Good Neutral Bad Very bad 59. TABLE 6 :SHOWING TREATMENT RESPONSE EXCELLENT GOOD NEUTRAL BAD VERY BAD TOTALTHERESPONSENUMBER RESPONSE 7 19 13 21 10 70ONMEDICALOF PERCENTAGE % 10 27 19 30 14 100CHART-614%10% 27%30% 19%Inference: 10% of the sample responded Medical treatment 27% of the sample responded Medical treatment 19% of the sample responded Medical treatment 30% of the sample responded Medical treatment 14% of the sample responded Medical treatment42is excellent. is good. is neutral. is bad. is very bad.Excellent Good Neutral Bad Very bad 60. TABLE 7 :SHOWING ENVIRONMENT RESPONSE EXCELLENT GOOD NEUTRAL BAD VERY BAD TOTALTHERESPONSENUMBER RESPONSE 19 24 15 08 04 70ONWORKOF PERCENTAGE % 27 34 21 12 06 100CHART-76% 12%27%EXCELLENT GOOD NEUTRAL BAD VERY BAD21% 34%Inference: 27% of the sample responded Work environment 34% of the sample responded Work environment 21% of the sample responded Work environment 12% of the sample responded Work environment 06% of the sample responded Work environment43is excellent. is good. is neutral. is bad. is very bad. 61. TABLE 8 :SHOWING THE RESPONSE ON JOB SECURITY RESPONSENUMBER RESPONSE 14 27 14 08 07 70EXCELLENT GOOD NEUTRAL BAD VERY BAD TOTALOF PERCENTAGE % 20 38 20 12 10 100CHART-810%20%12%20%38%Inference: 21% of the sample responded Job security 34% of the sample responded Job security 27% of the sample responded Job security 12% of the sample responded Job security 06% of the sample responded Job securityis excellent. is good. is neutral. is bad. is very bad.44EXCELLENT GOOD NEUTRAL BAD VERY BAD Slice 6 62. TABLE 9 :SHOWING THE RESPONSE ON PROVIDENT FUND RESPONSE EXCELLENT GOOD NEUTRAL BAD VERY BAD TOTALNUMBER RESPONSE 12 26 17 08 07 70OF PERCENTAGE % 17 38 24 11 10 100CHART-910% 11%24%17%38%Inference: 17% of the sample responded Provident fund is excellent. 38% of the sample responded Provident fund is good. 24% of the sample responded Provident fund is neutral. 11% of the sample responded Provident fund is bad. 10% of the sample responded Provident fund is very bad.45Excellent Good Neutral Bad Very bad 63. TABLE 10 :SHOWING THE RESPONSE ON GROUP INSURANCE RESPONSE EXCELLENT GOOD NEUTRAL BAD VERY BAD TOTALNUMBER RESPONSE 13 29 14 08 06 70OF PERCENTAGE % 19 41 20 11 09 100CHART-109% 11%19%20% 41%Inference: 17% of the sample responded Group Insurance is excellent. 38% of the sample responded Group Insurance is good. 24% of the sample responded Group Insurance is neutral. 11% of the sample responded Group Insurance is bad. 10% of the sample responded Group Insurance is very bad.46Excellent Good Neutral Bad Very bad 64. TABLE 11 :SHOWING THE RESPONSE ON PENSION RESPONSE EXCELLENT GOOD NEUTRAL BAD VERY BAD TOTALNUMBER RESPONSE 12 25 18 09 06 70OF PERCENTAGE % 17 36 26 13 08 100CHART-118% 13%26%17%36%Inference: 17% of the sample responded Pension is excellent. 36% of the sample responded Pension is good. 26% of the sample responded Pension is neutral. 13% of the sample responded Pension is bad. 08% of the sample responded Pension is very bad.47Excellent Good Neutral Bad Very bad 65. TABLE 12 :SHOWING THE RESPONSE ON LABOR UNION RESPONSE EXCELLENT GOOD NEUTRAL BAD VERY BAD TOTALNUMBER RESPONSE 19 27 19 04 01 70OF PERCENTAGE % 27 39 27 06 01 100CHART-126% 1% 27% 27%39%Inference: 27% of the sample responded Labor Union is excellent. 39% of the sample responded Labor Union is good. 27% of the sample responded Labor Union is neutral. 06% of the sample responded Labor Union is bad. 01% of the sample responded Labor Union is very bad.48Excellent Good Neutral Bad Very bad 66. TABLE 13 :SHOWING THE RESPONSE ON GOOD RELATION SHIP WITH MANAGEMENT RESPONSE NUMBER OF PERCENTAGE % RESPONSE YES 54 77 NO 16 23 TOTAL 70 100CHART-1390% 80% 70% 60% 50% 40% 30%NO YES77%20% 23%10% 0% YESNOInference: 77% of the sample responded good relationship with management is yes. 23% of the sample responded good relationship with management is no..49 67. TABLE 14 :SHOWING THE RESPONSE ON HOW FREQUENTLY TAKING LEAVE RESPONSE FREQUENTLY WEEKLY MONTHLY HALF YEARLY YEARLY NEVERNUMBER RESPONSE 0 7 25 21 15 2TOTALOF PERCENTAGE % 0 10 35 30 22 370100CHART-140.4 0.35 0.3 0.25 0.2 0.15 0.1 0.05 030%10%3%Inference: Nobody taking leave frequently. 10% of respondents are taking leave weekly. 35% of respondents are taking leave monthly. 30% of respondents are taking leave half yearly. 22% of respondents are taking leave yearly. 3% of respondents are taking leave never.50ev er Nhl y on t Mye ar ly al fHMon thl yy W ee klly0en t Fr eq u22%35% 68. TABLE 15 :SHOWING THE HAD MET ANY ACCIDENT RESPONSE YES NO TOTALRESPONSE ON WHETHER THEYNUMBER RESPONSE 17 53 70OF PERCENTAGE %CHART-1580% 70% 60% 50% 40%76%30% 20% 10%24%0% YESNOInference: 24% of the sample responded they had met accident . 76% of the sample responded they hadnt met accident5124 76 100 69. TABLE 16 :SHOWING THE RESPONSE ON WHETHER THEY HAVE ANY OTHER SOURCE OF INCOME RESPONSE NUMBER OF PERCENTAGE % RESPONSE YES 13 19 NO 57 81 TOTAL 70 100 CHART-1690% 80% 70% 60% 50% 81%40% 30% 20% 10%19%0% YESNOInference: 19% of the employees having other source of income. 81% of the employees having no other source of income.52 70. TABLE 17 :SHOWING THE RESPONSE ON JOB SATISFACTION RESPONSE EXCELLENT GOOD NEUTRAL BAD VERY BAD TOTALNUMBER RESPONSE 19 36 8 04 05 70OF PERCENTAGE % 26 51 11 5 7 100CHART-1760% 50% 40% 30%51%20% 26%d baut ra l5%VNG oo dEx ce lle nt0%Inference: 26% of the sample responded job satisfaction is excellent. 51% of the sample responded job satisfaction is good. 11% of the sample responded job satisfaction is neutral. 05% of the sample responded job satisfaction is bad. 07% of the sample responded job satisfaction is very bad.537%er y11%Ba d10% 71. TABLE 18 :SHOWING THE RESPONSE HOW OFTEN TAKING LEAVE BECAUSE OF THEIR PERSONAL WORK RESPONSENUMBER RESPONSE 18 35 05 07 05 70FREQUENTLY WEEKLY MONTHLY HALF YEARLY YEARLY TOTALOF PERCENTAGE % 26 50 07 10 07 100CHART-1860% 50% 40% 30%50% 26%Mon thl yy W ee klly en tye ar ly7%0% Fr eq u10%7%H al f10%ye ar ly20%Inference: 26% of the employees taking leave frequently because of their personal work. 50% of the employees taking leave weekly because of their personal work. 7% of the employees taking leave monthly because of their personal work. 10% of the employees taking leave half yearly because of their personal work. 07% of the employees taking leave yearly because of their personal work.54 72. TABLE 19: SHOWING THE PERCENTAGE OF RESPONDENT ON REASON THEY TAKING LEAVE RANK FACTOR Disease / poor health Personal reasons Tiredness Family problem Problem with superiors Dissatisfaction over work Poor treatment Fear of accident Work stress Financial problems Poor quality of work life Alcoholism Union problem shift12345678910111224 20 18 21 7 4 2 1 320 22 15 18 9 6 3 2 2 319 17 21 14 5 7 2 3 6 4 216 10 19 16 8 10 8 4 7 62 8 12 7 6 4 11 8 6 10 13 6 75 6 4 6 7 8 4 12 13 17 4 6 43 4 2 5 11 13 9 10 8 13 9 3 6 76 3 1 2 10 7 21 13 9 8 3 5 4 63 4 2 1 8 11 18 8 14 7 8 4 11 82 5 1 3 5 14 12 9 13 6 9 7 4 31 5 2 12 7 4 12 8 6 11 14 9 95 7 3 6 7 3 8 14 19 20 8135 4 7 2 5 22 18 17 30CHI-SQUARE TEST Welfare facilities Vs. Opinion about the job satisfaction Welfare Facilities Job SatisfactionExcellent Good Neutral Bad5514Very Bad Total4 6 7 15 22 16 30 73. Excellent1 1 1 1 1 5Good Neutral Bad Very Bad Total1 6 6 3 2 186 10 4 2 1 234 7 6 3 2 220 1 1 0 0 212 25 18 9 6 70Null Hypothesis(H0) : There is no significant relationship between the opinion about welfare facilities and job satisfaction.Alternate Hypothesis(H1) : There is a significant relationship between the opinion about welfare facilities and job satisfaction. ROW TOTAL * COLUMN TOTAL EXPECTED FREQUENCY (Ei) = GRAND TOTALObserved Frequency (O)Expected Frequency (E)(O-E)(O-E)2(O-E)2/E1 1 1 1 1 1 6 60.857 1.786 1.286 0.643 0.429 3.086 6.429 4.6290.143 -0.786 -0.286 0.357 0.571 -2.086 -0.429 1.3710.020 0.617 0.082 0.128 0.327 4.350 0.184 1.8810.024 0.346 0.063 0.198 0.762 1.410 0.029 0.40656 74. 3 2 6 10 4 2 1 4 7 6 3 2 0 1 1 0 02.314 1.543 3.943 8.214 5.914 2.957 1.971 3.771 7.857 5.657 2.829 1.886 0.343 0.714 0.514 0.257 0.1710.686 0.457 2.057 1.786 -1.914 -0.957 -0.971 0.229 -0.857 0.343 0.171 0.114 -0.343 0.286 0.486 -0.257 -0.1710.470 0.209 4.232 3.189 3.664 0.916 0.944 0.052 0.735 0.118 0.029 0.013 0.118 0.082 0.236 0.066 0.0290.203 0.135 1.073 0.388 0.620 0.310 0.479 0.014 0.094 0.021 0.010 0.007 0.343 0.114 0.459 0.257 0.171 7.936Degree of Freedom = (r 1) (c 1) = (5 1 ) (5 1)= 16The calculated value = 7.936 The table value = 26.296 at 5% level of significance 2= (O-E)2/E = 7.936The table value of 2 for 16 degree of freedom at 5% level of significance is 26.296. The calculated value is lesser than the table value. So the null hypothesis taken is accepted, and we can conclude it, as there is no significant relationship between the opinion about welfare facilities and job satisfaction.57 75. CHAPTRE-458 76. FINDINGSFINDINGS1) From the study 10% of the employees respondedpaid holidays facility isexcellent, 17% of them told good, 24% of them told neither good are bad 38% of them told bad and 11% of them told very bad. 2) 54% percentage of the employees taking leave because of their illness.59 77. 3) 9% of the employees responded salary is excellent, 11% of them told good, 41% of them told neither good are bad 30% of them told bad and 9% of them told very bad. 4) 26% of the employees taking leave frequently because of their personal work. 50% of the employees taking leave weekly because of their personal work. 7% of the employees taking leave monthly because of their personal work. 10% of the employees taking leave half yearly because of their personal work. 07% of the employees taking leave yearly because of their personal work. 5) 23% of the employees responded leave facility (EL,CL) is excellent, 33% of them told good, 26% of them told neither good are bad 10% of them told bad and 8% of them told very bad.6) 27% of the employees responded training and development is excellent, 39% of them told good, 27% of them told neither good are bad 06% of them told bad and 1% of them told very bad. 7) 17% of the employees responded welfare facility is excellent, 13% of them told good, 26% of them told neither good are bad 36% of them told bad and 8% of them told very bad. 8) 10% of the employees responded medical treatment facility is excellent, 27% of them told good,19% of them told neither good are bad 30% of them told bad and 14% of them told very bad. 9) 27% of the employees responded work environment is excellent, 34% of them told good, 21% of them told neither good are bad 12% of them told bad and 6% of them told very bad. 10) 20% of the employees responded job security is excellent, 38% of them told good, 20% of them told neither good are bad 12% of them told bad and 10% of them told very bad.60 78. 11) 17% of the employees responded provident fund is excellent, 38% of them told good, 24% of them told neither good are bad 11% of them told bad and 10% of them told very bad. 12) 19% of the employees responded group insurance is excellent, 41% of them told good, 20% of them told neither good are bad 11% of them told bad and 9% of them told very bad. 13) From the study 17% of the employees responded pension is excellent, 36% of them told good, 26% of them told neither good are bad 13% of them told bad and 8% of them told very bad. 14) 27% of the employees responded labor union is working excellent, 39% of them told good, 27% of them told neither good are bad 06% of them told bad and 1% of them told very bad 15) From the study none of them taking leave frequently, 10% of them taking leave weekly, 35% of them taking leave monthly, 30% of them taking leave half yearly, 6% of them taking leave yearly, and 1% of them taking leave rarely. 16) 24% of the employees had met accidents, 76% of them had not met any accidents. 17) 19% of the employees having some source of income other than salary, 81% of them havent any source of income other than salary. 18) From the study 26% employees job satisfaction level is excellent, 51%good, 11% neither good or bad 5%bad and 7% very bad.61 79. CHAPTRE-562 80. SUGGESTIONSSUGGESTIONS From the study most of the employees taking leave because of their illness. So management should improve medical treatment for their employees. So many employees taking leave for their personal work. So management should improve supervision.63 81. To reduce the absenteeism the management should improvetheir welfarefacilities. Management should increase salary based by service and performance. They should increase paid holidays per month.CHAPTRE-664 82. CONCLUSIONCONCLUSIONThis study attempts to find the factors affecting employee absenteeism in kongarar cotton and synthetics ltd. Thus the study find out some factors like illness, personal work, salary, job dissatisfaction, less paid holidays etc,.65 83. This study may use as a secondary data for the future study.CHAPTRE-766 84. BIBLIOGRAPHYBIBILIOGRAPHY Human resource management- V.S.P.RaoResearch Methods For Business ( A Skill Building Approach- 4the)- Uma Sekaran67 85. Statistical Method- Shanthi SofiaBusiness Statistics- S.T. GuptaWEBSITES www.shrm.org www.schrma.orgwww.economywatch.comA STUDY ON EMPLOYEE ABSENTEEISM IN KONGARAR COTTON & SYNTHETICS LTD Questionnaire: Section A : Personal 68 86. Name Age Sex: Total Experience Experience in this company Designation Salary: : : : : :Section B: General: 1. How do you feel about the following constitutions? S.N CONSTITUENTS o 1 2 3 4 5 6 7 8 9 10 11 12ExcellentGood NeutralBad Very BadPaid holidays Good Salary Leave(EL,CL) Training and development Welfare Facilities (Canteen, Transportation, First Aid) Medical Treatment Good Work environment Job Security Provident Fund Group insurance Pension Labor union2. Does your management maintain good relationship with workmen? [ ] Yes[ ] No3. How do you take leave? [ ] Frequently[ ] weekly 69[ ] MonthlyNot Available 87. [ ] Half yearly[ ] Yearly[ ] Never4. Indicate why are you taking leave: (Rank them): S.NO FACTOR 1 2 3 4 5 6 7 8 9 10 11 12 13 14RANKDisease / Poor health Personal Reasons Tiredness Family problem Problem with superiors Dissatisfaction over work Poor treatment Fear of accident Work stress Financial problems Poor quality of work life Alcoholism Union problem Shift5. Have you ever met any accident? [ ] Yes[ ] No5.1. If yes specify the reason: . 6. Do you have any other source of income? [ ] Yes[ ] No7. What is your opinion about the job satisfaction? [ ] Excellent [ ] Very good [ ] Not sure [ ] Bad [ ] Very bad 70 88. 8. How do you feel about your future scope with this company? .. ..71