MBA Proj Zeroth Review

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ABSTRACT Absenteeism is a major problem which adversely affects the entire industrial economy. It places a huge financial burdens on organizations and has a detrimental effect on productivity and performance. Although researchers have attempted to identify the factors that cause, or are related to absenteeism so that appropriate solutions can be developed, little research has been done to determine the factors from the point of view of the staff themselves. As a result, the purpose of the study was to determine the perceived factors that contribute to employee absenteeism, hence the extent to which absenteeism of the workers can be reduced is of great importance to the success of an industry. The problem of absenteeism is of vital importance in Indian organization because in comparison to the west, the rate is considerably higher in India. Absenteeism among workers is one the most establishing factors. In an organization, it results in production losses; an increase labour cost and reduces efficiency of operation. The losses and additional costs caused by absenteeism expressed in terms of money will be alarming. The increased productivity of an industry mainly depends upon the best possible use of man power which is the most valuable and hampers the entire production process. It is a problem which needs everybody’s attention

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Project Zeroth Review document

Transcript of MBA Proj Zeroth Review

Page 1: MBA Proj Zeroth Review

ABSTRACT

Absenteeism is a major problem which adversely affects the entire industrial economy. It

places a huge financial burdens on organizations and has a detrimental effect

on productivity and performance. Although researchers have attempted to

identify the factors that cause, or are related to absenteeism so that

appropriate solutions can be developed, little research has been done to

determine the factors from the point of view of the staff themselves. As a

result, the purpose of the study was to determine the perceived factors that

contribute to employee absenteeism, hence the extent to which absenteeism of the

workers can be reduced is of great importance to the success of an industry.

The problem of absenteeism is of vital importance in Indian organization because in

comparison to the west, the rate is considerably higher in India. Absenteeism among workers

is one the most establishing factors.

In an organization, it results in production losses; an increase labour cost and reduces

efficiency of operation. The losses and additional costs caused by absenteeism expressed in

terms of money will be alarming.

The increased productivity of an industry mainly depends upon the best possible use

of man power which is the most valuable and hampers the entire production process. It is a

problem which needs everybody’s attention

It is essential to determine the employee’s work condition, salary, Facilities,

attendance, training programme, motivation techniques and promotions etc. The same can be

achieved with the help of survey using a well-defined objective structured questionnaire

based on the preliminary study. The prepared questionnaire can be used to get the direct

responses from the employees of the organization under study for the project. The response

obtained from the employees of the organization can be analyzed and interpreted using

different type of statistical tools.

The project main focus must be to facilitate and reveal the vital aspects and that are

needed and essential in improving the working condition, increasing the salary, transport

facilities, promotion incentives, increasing leave, welfare facilities , the above all conclusion

will be helpful for the management to improve the presentism.

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COMPANY PROFILE

Infitech Global is an enterprise software company head quartered at Bangalore,

providing myriad solutions that include development and implementation of Softwares,

providing Communication and Networking Services and Supply of hardware components,

peripherals and devices. Infitech Global’s ambitious dream is to become a leading player in

providing cost effective Software products and services to empower clients by deploying

business intelligent solutions. Infitech provides a wide range of services to assist its

customers in building custom solutions that tightly fit their business needs. They treat their

customers like their business partners. They listen to them, respond quickly to their needs and

deliver quality services and products that are user friendly, reliable and far superior to their

competitors. They are an innovative, responsive and entrepreneurial organization.

Their business environment is constantly changing. They have a creative and innovative

approach that leads to breakthrough performance. They have developed a comprehensive

toolset and proven methodology to ensure the project is planned, executed and controlled - on

time and on budget.

Infitech Global is an enterprise software company with its headquarters in Bangalore

and branch offices all over South India. It has its regional centres in Chennai, Coimbatore,

Hyderabad and Cochin. It possesses not only the latest technology gadgets but also the most

knowledgeable and experienced hands to offer most user friendly customized solutions.

Infitech Global Software offers a unique, customer-centric model for delivering

software products and services. The vision, ability to execute and dedicated workforce and

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financial resources are their great strength, being the primary requirements for a successful

business enterprise. Their offerings for application delivery, application management, supply

of required hardware components and devices and IT governance help customers maximize

the business value of IT by optimizing application quality, performance, and availability as

well as managing IT costs, risks, and compliance.

Infitech Networkz is the Hardware and Networking solutions a division of Infitech

Global. It provides training on Hardware, Networking and security. The course curriculum is

designed to the needs of the industry making the participant the most sought after Hardware

& Networking and Security Professional.

Infitech Global offers the following solutions to the IT industry

Software Development & Consulting

High-End Training for Students & Professionals

Information Systems Planning (ISP) and Need Analysis

System Integration, Migration, Reengineering and Maintenance

Supply of required Systems, Communication & Network devices etc.

Infitech Global recognizes employees and reward associates, who actively demonstrate and

support ‘The Infitech Culture and Quest for Excellence’. To meet their prospective client’s IT

needs, they offer the following software products and solutions, which addresses different

functional areas keeping in mind the industry standards and technology. They offer the

following software products and solutions for different functional areas

 Financial Accounting

 Institution Management

 Inventory Management

 Human Resource Management

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 Hotel Management

 Hospital Management

 Automobile Spares Management

 Workshop Management

 Enterprise Resource Planning (ERP)

 Retail Management

Software Development:

Infitech Global is specialized in customized application software development in various

domains that include Manufacturing and Distribution, Healthcare, Education, Travel and

Hospitality and other Service Industries. They undertake software development for both

domestic and international customers. They have a vast experience in design and in

development of large integrated commercial applications, customized to user needs. Software

Development Includes

 Application Software Development

 On-site Consulting

 Off-shore Development

 Turnkey Projects

Infitech’s Product’s:

Institution Management System (IMS): is a fully integrated multi location, multi user

software solution meant for educational institutions.

Human Resource Management System (HRGen): is a completely web based fully

integrated automated and user configurable HR Management program covering all aspects

of human resource management. They undertake software development for both

domestic and international customers.

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Software Development & Implementation – They have vast experience in design and

development of large integrated commercial applications customized to user needs.

They also offer their international clients the following services

Application Software Development

On-site Consulting

Off-shore Development

Turnkey Projects

VISION:

“To be India’s premier Exporters Company and to acquire, provide and nurture the best of

Indian Talent”.

MISSION:

Provide excellent services to their customers in all means

Ensure the timely execution in all their endeavors

Learn new strategies to identify niche markets

Create Opportunities to achieve their highest potentials

STRIVE HARD TO ENHANCE VALUES:

“They are a passionate and pioneering people dedicated to provide solutions for any

challenges faced by us or their clients.

PHILOSOPHY:

They believe to maintain absolute integrity and at most confidentiality in any transaction.

They believe in adhering to normally accepted business ethics

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QUALITY STATEMENT:

They are committed to build sustainability competitive advantage through the quality. The

capability and ultimately the performance of thier people and managing Human capital for

their clients

Research and Development: Infitech Global has R&D division to improve existing

products, create new and better products, improve production methods, and create effective

processes. This enables the organisation to reduce costs, increase profitability and remain

ahead of the competition. It allocates specific portion of their budget to research and

development activities.

AIM OF THE STUDY

Main aim of this study is to determine the reason behind the absenteeism of the employees of

Infitech Global and to suggest the measures to overcome it.

The study is to help the company to identify where the problem lies and rectify it, which may

further result in efficient work of the employees of the said organization.

OBJECTIVES

To analyze the master attendance.

To find out the major reasons behind absenteeism of the employees.

To study various measures adopted by the organization and suggest controlling measures

to reduce the absenteeism.

SCOPE OF THE STUDY

The study would cover the perception of employees of Infitech Global.

Study undertaken to help management plan for growth and development.

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A target samples of 100 employees are to be selected at random.to perform this study.

This project is useful for the management to know the employees perception towards the

company and the company can take effective measure towards any fall back.

Absenteeism is a habitual pattern of absence from a duty or obligation. An absence

refers to time an employee is not on the job during scheduled working hours, except for a

granted leave of absence, holiday, or vacation time. However, employee absenteeism is not

just an employee issue it is an organizational problem and therefore becomes everyone's

responsibility.

2.1 Says FRANCES DAVIES Absenteeism can have an enormous effect on the productivity

of an organization. The average American worker takes six days sick leave a year, and

although this is significantly less than in places such as Europe it is still having a big impact

on US staffing resources and productivity. The loss of productivity due to short/long-term

illness, disability is therefore proving to be a major headache for companies. Effective

absence management programs can be the best remedy for reducing absenteeism.

“Every time an employee is absent from work there is a loss of productivity to the

organization,” explains Sharon Kaleta, President and CEO of the Disability Management

Employers Coalition (DMEC). “One person absent from work may not create a problem, but

several people absent for one or more days can have a significant financial impact to the

organization.

IMPACT OF ABSENTEEISM

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There are many forms of absenteeism, ranging from short-term illness, long-term

illness, unauthorized absence and persistent lateness, to other authorized absences such as

annual leave, paternity leave, time off to care for dependents and compassionate leave. Other

causes might also include low morale, stress and poor working conditions, many of which are

preventable.

The effect absenteeism can have on a business can be wide-ranging, but particularly

affects those employees left to pick up the pieces. According to Wayne Wendling, Senior

Director of Research at the International Foundation of Employee Benefit Plans.

The workings of a company have changed and employees are now much more

interconnected than previously – and, as a result, organizations are much more dependent on

their employees.

“When someone is absent, the entire web of interaction among employees can be

disturbed in terms of workflows and the availability of information,” he explains. “Part of

that is overcome as more files are now open to people who can fill in and help with the tasks

that the individual may have been performing. However, there is a definite ‘ripple effect’

through the organization when someone is unexpectedly ill. The productivity of others is also

being impacted.”

WORKING WELL

There are many measures that an employer can take to help mitigate the rippling

effects of absenteeism on the workforce. Sometimes it really is the little things that make the

most difference. Allowing employees to visit doctors and dentists, health surveillance, health

education and stress management interventions are all good examples. “Once they are

measuring absence and then reducing it, they will find that a fitter workforce will perform

better and productivity will increase – giving them a competitive edge in any business

environment,” enthuses Bawden.

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

happy working environment where people actually enjoy coming to work. “Have a workplace

that people love to come to work in and they feel they are doing something meaningful,”

Wendling recommends.

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

certain degree, and absence management programs can definitely help. Fostering a caring

working environment where workers are supported during any illness or disability can only

work in the favor of the company – and ensures that work isn’t something for employees to

be sick of.

Report Author: ANNE COUGHLAN

Senior Research Executive, IBEC Research and Information Service

IBEC ‘WORKPLACE ABSENCE SURVEY 2004

The report contains data from the IBEC ‘WORKPLACE ABSENCE SURVEY 2004,’

which was based on responses received from 557 private sector companies employing

147,000 employees.

Absence affects more than just the person who is absent.

The absent employees themselves and their dependants may have a reduced income as

a result of absence, besides incurring possible additional medical expenses. Employers are

affected by direct costs such as sick pay, overtime and staff replacement costs, plus the

indirect costs associated with the effects of absence on, for example, production and quality,

management time and the potential loss of customers. The co-workers of an absent employee

may have to work under increased pressure,in order to meet deadlines.

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

of their employees are away on any particular day. The recent IBEC study found that over

half of the respondents did not consider they had a problem with absence. However, more

than four out of ten companies in the survey considered their absence levels to be a cause for

concern. As only a portion of absence days are subject to organization control – it is

important to determine what portion of employee absence is avoidable.

Employees can feel they have been treated unfairly when they perceive other

absent employees as ‘getting away with it’. Absence can also be a symptom of a more serious

underlying problem, such as bullying and/or harassment, communication breakdown, stress,

etc., which could, if not investigated, lead to significant costs to the organization, as well as

causing long-term damage to the employee.

A recent IBEC survey showed that personal problems were cited as a cause of

absence in a significant number of companies, for both males and females. Nowadays, apart

from sickness, employees can be absent from work for any one of a number of reasons, either

under statutory leave entitlement (such as – annual leave, maternity or adoptive leave,

parental leave), or under arrangements agreed at an individual company level (such as

compassionate or bereavement leave, study and/or exam leave, marriage leave, training, etc.).

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ANALYSIS AND INTERPRETATION

PIE CHART REPRESENTATION OF THE PERCENTAGE ANALYSIS

1. Gender of the employees working at Infitech Global

GENDER-TABLE 5.1

GENDER NUMBER OF RESPONDENTS PERCENTAGE

FEMALE 54 54%

MALE 46 46%

TOTAL 100 100%

46%

54%

GENDER

FEMALE MALE

GENDER-CHART 5.1

Inference:

From the above chart it can be seen that, from the total respondents 54% are male and 46%

are female working at Infitech Global

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2. Age group of the employees working at Infitech Global

AGE-TABLE 5.2

AGE NUMBER OF RESPONDENTS PERCENTAGE

20-30YEARS 38 38%

30-60YEARS 62 62%

TOTAL 100 100%

AGE-CHART 5.2

Inference:

From the above chart it can be seen that, from the total respondents 62% of the employees

fall under the age group of 30-60 years and 38% of the employees fall under the age group of

20-30 years at Infitech Global

38%

62%

AGE

20-30 years 30-60 years

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3. Educational qualifications of the employees at Infitech Global

EDUCATIONALQUALIFICATION-TABLE 5.3

EDUCATIONAL

QUALIFICATION

NUMBER OF RESPONDENTS PERCENTAGE

BELOW 12th 80 80%

U.G AND P.G 20 20%

TOTAL 100 100%

80%

20%

EDUCATIONAL QUALIFICATION

BELOW 12th U.G AND P.G

EDUCATIONAL QUALIFACTION-CHART 5.3

Inference:

From the above chart it can be seen that, from the total respondents 80% of the employees are

below 12TH standard and 20% of them are Under Graduates and Post Graduates at Infitech

Global

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4. Over all work experience of the employees.

OVER ALL WORK EXPERIENCE-TABLE 5.4

OVER ALL WORK

EXPERIENCE

NUMBER OF RESPONDENTS PERCENTAGE

BELOW 20 YEARS 68 68%

ABOVE 20 YEARS 32 32%

TOTAL 100 100%

68%

32%

OVER ALL WORK EXPERIENCE

BELOW 20 YEARS ABOVE 20 YEARS

OVER ALL WORK EXPERIENCE-CHART 5.4

Inference:

From the above chart it can be seen that, from the total respondents 68% of the employees

have their overall work experience below 20 years and only 32% have their experience above

20 years.

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5. Years of experience at Infitech Global

YEARS OF EXPERIENCE - TABLE 5.5

YEARS OF EXPERIENCE

AT X SOAP’s LTD

NUMBER OF RESPONDENTS PERCENTAGE

1-5 YEARS 13 13%

6-10 YEARS 41 41%

11-15 YEARS 46 46%

TOTAL 100 100%

46%

41%

13%

YEARS OF EXPERIENCE AT POWER SOAP's LIMITED

1-5 YEARS 6-10 YEARS 11-15 YEARS

YEARS OF EXPERIENCE – CHART 5.5

Inference:

The above chart represents the employee’s experience in Infitech Global It infers that 46% of

the employees work at X Soap’s from 1-5 years, 41% of the employees work form 6-10 years

and only 12% work for 11-15 years.

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6. Total number of days the employee works in a month at Infitech Global

DAYS OF PRESENT-CHART 5.6

NUMBER OF DAYS

PRESENT PER MONTH

NUMBER OF RESPONDENTS PERCENTAGE

20-22 DAYS 13 13%

23-25 DAYS 25 25%

26-28-DAYS 54 54%

29-30 DAYS 08 08%

TOTAL 100 100%

13%

25%

54%

8%

NUMBER OF DAYS PRESENT PER MONTH

20-22 DAYS 23-25 DAYS 26-28 DAYS 29-30 DAYS

DAYS OF PRESENT- CHART 5.6

Inference:

The above chart represents the number of days an employee is present in a month at X Soap’s

Limited, it shows that 54% of them are present from 26-28 days, followed by 25% of them

present for 23-25 days, 13% of them for 20-22 days and 8% of them present up to 29-30

days.

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7. Total number of days the employee takes leave in a month at Infitech Global

DAYS OF LEAVE-TABLE 5.7

NUMBER OF LEAVES

TAKEN PER MONTH

NUMBER OF RESPONDENTS PERCENTAGE

1-5 DAYS 03 03%

6-10 DAYS 52 52%

11-15 DAYS 33 33%

ABOVE 15 DAYS 12 12%

TOTAL 100 100%

3%

52%33%

12%

NUMBER OF LEAVES TAKEN PER MONTH

1-5 DAYS 6-10 DAYS 11-15 DAYS ABOVE 15 DAYS

DAYS OF LEAVE-CHART 5.7

Inference:

The above chart represents the number of days an employee takes leave in a month at X

Soap’s Limited, the chart shows that 52% of the employees take leave from 6-10 days in a

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month followed by 33% from 11-15 days, 12% above 15 days and only 3% takes leave from

1-5 days.

8. The reason behind the employee’s absenteeism at Infitech Global

REASON FOR ABSENTEEISM-TABLE 5.8

REASON FOR ABSENTEEISM NUMBER OF

RESPONDENTS

PERCENTAGE

DOMESTIC PROBLEMS 35 35%

HEALTH PROBLEMS 43 43%

LACK OF INTEREST IN JOB 01 01%

WORK ENVIRONMENT 04 04%

OTHER REASONS 17 17%

TOTAL 100 100%

35%

43%

1% 3%

17%

REASON FOR ABSENTEEISM

DOMESTIC PROBLEMS HEALTH PROBLEMS LACK OF INTEREST IN JOBWORK ENVIRONMENT OTHER REASONS

REASON FOR ABSENTEEISM-CHART 5.8

Inference:

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The above chart represents that, from the total respondents 43% of the employees coated

health problems as the reason for absenteeism followed by 35% who coated domestic

problems,1% reasoned lack of interest in job, 4% reasoned the work environment and 17%

coated other reasons as the reason for their absenteeism.

9. Do the employees need additional leave?

ADDITIONAL LEAVE-TABLE 5.9

NEED OF ADDITIONAL

LEAVE

NUMBER OF RESPONDENTS PERCENTAGE

YES 42 42%

NO 58 58%

TOTAL 100 100%

42%

58%

NEED OF ADDITIONAL LEAVE

YES NO

ADDITIONAL LEAVE-CHART 5.9

Inference:

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From the above chart it can be seen that, the respondent’s response towards additional leave.

58% of the employees prefer more additional leave and 42% of them dose not prefer

additional leave at Infitech Global

10. Does the absenteeism of the employees affect the output at X Soap’s Limited?

ABSENTEEISM EFFECT ON OUT PUT-TABLE 5.10

ABSENTEEISM’s EFFECT

ON OUTPUT

NUMBER OF RESPONDENTS PERCENTAGE

ALWAYS 00 00%

SOMETIMES 22 22%

NEVER 78 78%

TOTAL 100 100%

22%

78%

DOES THE ABSENTEESIM OF EMPLOYEES AFFECT THE OUT PUT

ALWAYS SOMETIMES NEVER

ABSENTEEISM EFFECT ON OUT PUT-CHART 5.10

Inference:

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Form the above chart, it is inferred that from the total respondents 78% of the employees

responded that their absenteeism will not have effect on the output of the company and 22%

of them responded that sometimes their absenteeism may affect the output at Infitech Global

11. Are the employees satisfied with the salary provided by X Soap’s Limited?

SALARY-TABLE 5.11

SALARY PROVIDED BY

THE COMPANY

NUMBER OF RESPONDENTS PERCENTAGE

SUFFICIENT 57 57%

INSUFFICIENT 43 43%

TOTAL 100 100%

57%

43%

SALARY PROVIDED BY THE COMPNY

SUFFICIENT IN-SUFFICIENT

SALARY-CHART 5.11

Inference:

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From the above chart, it can be inferred that from the total respondents 57% of the employees

at X Soap’s Limited are satisfied with the salary provided to them and 43% of the employees

are not satisfied with the salary package.

12. The employees satisfied towards the compensation offered by X Soap’s Limited

during their time of leave?

SATISFACTION LEVEL-TABLE 5.12

SATISFACTION LEVELON THE

COMPENSATION PAID

NUMBER OF

RESPONDENTS

PERCENTAGE

HIGHLY-SATISFIED 24 24%

SATISFIED 35 35%

NEUTRAL 29 29%

DIS-SATISFIED 12 12%

HIGHLY-DIS-SATISFIED 00 00%

TOTAL 100 100%

12%

29%

35%

24%

EMPLOYEE'S SATISFACTION LEVEL ON THE COM-PENSATION PAID BY THE COMPANY

HIGHLY DIS-SATISFIED DIS-SATISFIED NEUTRALSATISFIED HIGHLY SATISFIED

SATISFACTION LEVEL-CHART 5.12

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Inference:

The above chart represents the employee’s response towards the compensation paid by the

company at the time of leave taken. It shows that 29% of the employees are highly satisfied

with the compensation paid, 35% of the employees are satisfied, 29% of the employees have

responded neutral and 12% of the employees are dis-satisfied with the compensation at

Infitech Global

13. The employee’s understandings towards their work/job responsibilities at

Infitech Global

UNDERSTANDING TOWARDS WORK/JOB RESPONSIBILITY-TABLE 5.13

UNDERSTANDING

TOWARDS WORK/JOB

NUMBER OF RESPONDENTS PERCENTAGE

VERY CLEAR 78 78%

NETURAL 22 22%

NOT CLEAR 00 00%

TOTAL 100 100%

22%

78%

EMPLOYEE'S UNDERSTANDING TOWARDS WORK/JOB RESPONSIBILITY

NOT CLEAR NEUTRAL VERY CLEAR

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UNDERSTANDING TOWARDS WORK/JOB RESPONSIBILITY-CHART 5.13

Inference:

The above chart represents the employee’s understanding towards work/job responsibility at

Infitech Global 78% of the employees are very clear about their work/job and 22% of them

are neutral.

14. The employee’s satisfaction towards their work/job at Infitech Global

EMPLOYEE’S SATISFACTION-TABLE 5.14

SATISFACTION LEVEL

TOWARDS WORK/JOB

NUMBER OF RESPONDENTS PERCENTAGE

SATISFIED 51 51%

DIS-SATISFIED 49 49%

TOTAL 100 100%

49%51%

EMPLOYEE'S SATISFACTION LEVEL TOWARDS THEIR WORK/JOB

DIS-SATISFIED SATISFIED

EMPLOYEE’S SATISFACTION-CHART 5.14

Inference:

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The above chart represents the employee’s satisfaction level towards their work/job at

Infitech Global 51% of the employees are satisfied with their work/job and 49% are not

satisfied.

15. The employee’s relationship towards superior/co-worker at Infitech Global

EMPLOYEE’S RELATIONSHIP-TABLE 5.15

RELATIONSHIP

TOWARDS

SUPERIOR/CO-WORKER

NUMBER OF RESPONDENTS PERCENTAGE

EXCELLENT 56 56%

POOR 44 44%

TOTAL 100 100%

44%

56%

EMPLOYEE'S RELATIONSHIP TOWARDS SUPERIOR/CO-WORKER

POOR EXCELLENT

EMPLOYEE’S RELATIONSHIP-CHART 5.15

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Inference:

The above chart represents the employee’s relationship towards their superior/co-worker at

Infitech Global 56% of the employees maintain excellent relationship between their

superior/co-worker and 44% of the employees maintain poor relationship.

16. The employee’s views towards the work environment at Infitech Global

WORK ENVIRONMENT-TABLE 5.16

WORK ENVIRONMENT NUMBER OF RESPONDENTS PERCENTAGE

EXCELLENT 28 28%

FAIR 49 49%

POOR 23 23%

TOTAL 100 100%

28%

49%

23%

EMPLOYEE'S VIEWS TOWARDS WORK ENVIRONMENT IN THE COMPANY

EXCELLENT FAIR POOR

WORK ENVIRONMENT-CHART 5.16

Inference:

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The above chart represents the employee’s views towards the work environment at Infitech

Global 46% of the employees responded that it is fair, 28% have responded that it is excellent

and 23% have responded that it is poor.

17. Does X Soap’s Limited help the employee’s in personal problem?

X SOAP’s HELP TOWARDS EMPLOYEE’s PERSONAL PROBLEM-TABLE 5.17

HELP TOWARDS

PERSONAL PROBLEM

NUMBER OF RESPONDENTS PERCENTAGE

OFTEN 25 25%

IN SOME CASES 73 73%

NOT-AT-ALL 02 02%

TOTAL 100 100%

2%

73%

25%

DOES THE COMPANY HELP IN EMPLOYEE'S PERSONAL PROBLEM ?

NOT-AT-ALL IN SOME CASES OFTEN

X SOAP’s HELP TOWARDS EMPLOYEE’s PERSONAL PROBLEM-CHART 5.17

Inference:

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From the above chart, it can be inferred that 73% of the employees responded that in some

cases X Soap’s Limited help during personal problem, 25% of the employees responded that

often the company helps and 2% responded that the company never help during personal

problem.

18. The employee’s views towards the current absenteeism policies at Infitech Global

ABSENTEEISM POLICIES –TABLE 5.18

VIEWS TOWARDS

CURRENT POLICIES

NUMBER OF RESPONDENTS PERCENTAGE

EXCELLENT 38 38%

NEUTRAL 41 41%

POOR 21 21%

TOTAL 100 100%

38%

41%

21%

EMPLOYEE'S VIEW REGARDING THE CURRENT ABSENTEEISM POLICIES IN THE COMPANY

EXCELLENT NEUTRAL POOR

ABSENTEEISM POLICIES –CHART 5.18

Inference:

The above chart represents the employee’s views regarding the current absenteeism policies

followed at Infitech Global 38% of the employees responded that the current policies are

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excellent, 41% of them responded as neutral and 21% of the employees find the current

policies to be poor.

19. The employee’s views regarding X Soap’s Limited’s method of handling

absenteeism.

METHOD OF HANDLING ABSENTEEISM-TABLE 5.19

VIEWS TOWARDS

HANDLING OF

POLICIES

NUMBER OF RESPONDENTS PERCENTAGE

SATISFIED 48 48%

DIS-SATISFIED 52 52%

TOTAL 100 100%

52%48%

EMPLOYEE'S VIEW REGARDING THE COMPANY'S METHOD OF HANDLING ABSENTEEISM

DIS-SATISFIED SATISFIED

METHOD OF HANDLING ABSENTEEISM-CHART 5.19

Inference:

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The above chart represents the employee’s views regarding X Soap’s Limited’s method of

handling absenteeism. 52% of the employees are satisfied with the method and 48% of the

employees are not satisfied.

20. The factors that may reduce absenteeism at Infitech Global

FACTORS THAT MAY REDUCE ABSENTEEISM-TABLE 5.20

FACTORS THAT MAY REDUCE ABSENTEEISM NUMBER OF

RESPONDENTS

PERCENTAGE

INCREASE IN NUMBER OF HOLIDAYS 24 24%

PROVIDING MEDICAL FACILITIES 27 27%

PROVIDING NON-MONETARY BENEFITS 26 26%

PROVIDING BETTER WORK CONDITIONS 23 23%

TOTAL 100 100%

FACTORS THAT MAY REDUCE ABSENTEEISM-CHART 5.20

Inference:

The above chart represents the factors that may reduce absenteeism at Infitech Global 27% of

the employees responded to prove medical facilities within the company premises, 26%

INCREASE IN NUMBER OF HOLIDAYS24%

PROVIDING MEDICAL FACILITIES27%

PROVIDING NON-MONETARY BENEFITS26%

BETTER WORK CONDITIONS23%

FACTORS THAT MAY REDUCE ABSENTEEISM

Page 31: MBA Proj Zeroth Review

responded to provide non-monetary benefits, 24% of them responded to increase the number

of holidays and 23% of them responded to provide better work conditions.

T-TEST

21. NUMBER OF DAYS ABSENT AND GENDER

GENDER N MEAN t df SIGN

Female 95 1.642.135 206 .033

male 113 1.50

TABLE NO 5.21

Null hypothesis:- There is no significance association in the number of days absent among

male and female.

Alternate hypothesis:- There is significance association between number of days absent

among male and female.

From the above table it can be seen that that the significance value is less than 0.05 therefore

the null hypothesis can be rejected, which means there is significance association between

number of days absent among male and female, the mean of female employees are 1.64

which is greater than the mean of male employees which means the females tend to absent

from work more than men. This may be due to the domestic problems faced by them.

Page 32: MBA Proj Zeroth Review

22. NUMBER OF DAYS ABSENT AND AGE

TABEL NO-5.22

Null hypothesis:- There is no significance association in the number of days absent and age.

Alternate hypothesis:- There is significance association between number of days absent and

age.

From the above table it can be seen that the significance value is more than 0.05 therefore the

null hypothesis is accepted, which means there is no significance association in the number of

days absent and age. The mean of employees below the age of 35 is 1.57 and the mean of

employees above the age of 35 is 1.56, since there is no much association in the mean it can

be inferred that age doesn’t influence the number of days absent.

AGE N MEAN t df SIGN

Below 35 51 1.57.101 206 .920

Above 35 157 1.56

Page 33: MBA Proj Zeroth Review

23. NUMBER OF DAYS ABSENT AND DESIGNATION

DESIGNATION N MEAN t df SIGN

Management

level

47 1.17

-6.783 206 0.000

Production level 161 1.68

TABLE NO-5.23

Null hypothesis:- There is no significance association in the number of days absent and

designation.

Alternate hypothesis:- There is significance association between number of days and

designation.

From the above table it can be seen that the significance value is less than 0.05 therefore the

null hypothesis can be rejected and it can be concluded from the mean that the production

level employees tend to absent from work more than management level employees as the

mean of production level employees is 1.68 which is greater than the mean of management

Page 34: MBA Proj Zeroth Review

level employees. This may be due to the reason that management level employees are at

higher position and if they tend to take more leave it will directly affect the performance of

the company.

24. NUMBER OF DAYS ABSENT AND EXPERIENCE IN THE COMPANY

TABLE-5.24

EXPERIENCE N MEAN t df SIGN

Below 10 yrs 187 1.570.838 206 0.422

Above 10 yrs 21 1.48

Null hypothesis:- There is no significance association between number of days absent and

work experience in the company.

Page 35: MBA Proj Zeroth Review

Alternate hypothesis:- There is significance association between number of days absent and

work experience in the company.

From the above table it can be seen that the mean of employees who have below 10 years of

experience is greater than the mean of employees who have above 10 years of experience but

this association is immaterial as the significance value is more than 0.05, therefore the null

hypothesis is accepted, which means there is no significance association between the number

of days absent and work experience in the company

25. NUMBER OF DAYS ABSENT AND OVER ALL EXPERIENCE

TABLE-5.25

Page 36: MBA Proj Zeroth Review

OVER ALL

EXPERIENCE

N MEAN t df SIGN

Below 20 yrs 134 1.54-0.983 206 0.235

Above 20 yrs 74 1.61

Null hypothesis:-There is no significance association between number of days absent and

over all work experience.

Alternate hypothesis:- There is significance association between number of days absent and

over all work experience.

From the above table it can be seen that the mean of employees who have over all experience

above 20 years is high compared to the mean of employees who have over all experience

below 20 years but this association is immaterial as the significance value is more than 0.05,

therefore the null hypothesis is accepted, which means there is no significance association

between the number of days absent and over all work experience.

Page 37: MBA Proj Zeroth Review

ANOVA

25. NUMBER OF DAYS ABSENT AND EDUCATION

TABLE-5.26

EDUCATION N MEAN

12th 183 1.63

UG 14 1

PG 11 1.09

df F SIGN

Btw the groups 2 18.451 0.000

Within the groups 205

Null hypothesis:- There is no significance association in the number of days absent and

educational qualification.

Alternate hypothesis:- There is significance association in the number of days absent and

educational qualification.

From the above table it can be seen that that the significance value is less than 0.05 therefore

the null hypothesis can be rejected and it can be concluded that employees with educational

qualification less than 12th tend to absent from work more than employees with degree. This

may be due to the reason that employees with less educational qualification may not know

the importance of being regular to the company.

Page 38: MBA Proj Zeroth Review

25. NUMBER OF DAYS ABSENT AND SALARY

TABLE-5.27

SALARY N MEAN

Below 10000 181 1.64

10001-20000 23 1.04

Above 20000 4 1

df F SIGN

Btw the groups 2 20.622 0.000

Within the groups 205

Null hypothesis:- There is no association in the number of days absent and salary package.

Alternate hypothesis:- There is association in the number of days absent and salary package.

From the above table it can be seen that the significance value is less than 0.05 therefore the

null hypothesis can be rejected and it can be concluded that employees with salary package

Page 39: MBA Proj Zeroth Review

less than 10,000 tend to absent from work more than employees with higher salary package.

This may be due to the reason that employees who get salary of less than 10,000 work at

production level and the pressure faced by them to be regular is less compared to the pressure

faced by employees who get high salary.

CHI-SQUARE ANALYSIS

25. CHI-SQUARE ANALYSIS BETWEEN AGE AND SALARY.

TABLE-5.28

AGE SALARY

VALUE df SIGN

IN-

SUFFICIENT

SUFFICIENT

20-35 16 22

36-60 27 35

PEARSON CHI-

SQUARE

- - 0.020 1 0.887

Page 40: MBA Proj Zeroth Review

Null Hypotheses:-There is no significant association between age and salary of the

employees.

Alternate hypotheses:- There is significant association in the age and the salary provided at

Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.887, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between age of the employees and their salary signallingsignaling the

independency of the variables. The general notion of salary rising with age is disproved

because there are younger age employees working at higher positions and senior age

employees working at production level.

Page 41: MBA Proj Zeroth Review

26. CHI-SQUARE ANALYISI BETWEEN AGE AND SATISFACTION

WITH WORK.

TABLE-5.29

AGE SATISFACTION WITH

WORK

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

20-35 17 21

36-60 32 30

PEARSON

CHI-

SQUARE

- - .446 1 .504

Null Hypotheses:-There is no significant association in the age and the satisfaction level

working at Infitech Global

Alternate hypotheses:- There is significant association between in the and the satisfaction

level working at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.504, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between age of the employees and their satisfaction with work

signallingsignaling the independency of the variables. The general notion of satisfaction with

work rising with age is disproved because even younger age employees feel more satisfied

towards their work.

Page 42: MBA Proj Zeroth Review

27. CHI-SQUARE ANALYSIS BETWEEN AGE AND RELATIONSHIP

WITH SUPERIOR/CO-WORKER.

TABLE-5.30

AGE RELATIONSHIP WITH

SUPERIOR/CO-WORKERS

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

20-35 19 19

36-60 27 37

PEARSON

CHI-

SQUARE

- - .895 1 .344

Null Hypotheses:-There is no significant association in the age and the relationship with

superior/co-worker at Infitech Global

Page 43: MBA Proj Zeroth Review

Alternate hypotheses:- There is significant association in the age and the relationship with

superior/co-worker at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.344, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between age of the employees and their relationship with superior/co-

workers signallingsignaling the independency of the variables. The general notion of

relationship rising with age is disproved because irrespective of their age employees maintain

equal level of relationship with their superior/co-workers.

28. CHI-SQUARE ANALYSIS BETWEEN AGE AND HANDLING OF

ABSENTEEISM ISSUE AT INFITECH GLOBAL

TABLE-5.31

AGE HANDLING

ABSENTEEISM ISSUE

VALUE df SIGNIN- SUFFICIENT

Page 44: MBA Proj Zeroth Review

SUFFICIENT

20-35 20 18

36-60 32 30

PEARSON

CHI-

SQUARE

- - .010 1 .921

Null Hypotheses:-There is no significant association in the age and the handling of

absenteeism issue at Infitech Global

Alternate hypotheses:- There is significant association in the age and the handling of

absenteeism issue at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.921, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between age of the employees and their view towards handling of

absenteeism issue signaling the independency of the variables. The general notion of the

employees view rising with age is disproved because irrespective of their age their views

towards handling of absenteeism issue same.

Page 45: MBA Proj Zeroth Review

29. CHI-SQUARE ANALYSIS BETWEEN GENDER AND SALARY.

TABLE-5.32

GENDER SALARY

VALUE df SIGN

IN-

SUFFICIENT

SUFFICIENT

FEMALE 15 31

MALE 28 26

PEARSON

CHI-

SQUARE

- - 3.753 1 .053

Null Hypotheses:-There is no significant association in the gender and the salary provided at

Infitech Global

Alternate hypotheses:- There is significant association in the gender and the salary provided

at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.053, which

is less than equal to 0.05 therefore the Null Hypothesis is rejected. From which it can be said

there is association between gender of the employees and their salary signaling the

independency of the variables. There is association because the male employee’s salary at

production lever is higher compared to female employees.

Page 46: MBA Proj Zeroth Review

30. CHI-SQUARE ANALYISI BETWEEN GENDER AND SATISFACTION

WITH WORK.

TABLE-5.33

GENDER SATISFACTION WITH

WORK

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

FEMALE 22 24

MALE 27 27

PEARSON

CHI-

SQUARE

- - .047 1 .828

Null Hypotheses:-There is no significant association in the gender and the satisfaction level

working at Infitech Global

Page 47: MBA Proj Zeroth Review

Alternate hypotheses:- There is significant association in the gender and the satisfaction level

working at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.828, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between gender of the employees and their satisfaction with work signaling

the independency of the variables. The general notion of gender associated with satisfaction

with work is disproved because both the male and female employees experience same

satisfaction towards their work.

31. CHI-SQUARE ANALYSIS BETWEEN GENDER AND

RELATIONSHIP WITH SUPERIOR/CO-WORKER.

TABLE-5.34

GENDER RELATIONSHIP WITH

SUPERIOR/CO-WORKERS

VALUE df SIGNIN- SUFFICIENT

Page 48: MBA Proj Zeroth Review

SUFFICIENT

FEMALE 18 28

MALE 26 28

PEARSON

CHI-

SQUARE

- - .820 1 .365

Null Hypotheses:-There is no significant association in the gender and the relationship with

superior/co-worker at Infitech Global

Alternate hypotheses:- There is significant association in the gender and the relationship with

superior/co-worker at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.365, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between gender of the employees and their relationship with superior/co-

workers signaling the independency of the variables. The general notion of gender associated

with relationship with superior/co-workers is disproved because the company has framed a

set of rules which is common for everyone.

Page 49: MBA Proj Zeroth Review

32. CHI-SQUARE ANALYSIS BETWEEN GENDER AND HANDLING OF

ABSENTEEISM ISSUE AT INFITECH GLOBAL

TABLE-5.35

GENDER HANDLING

ABSENTEEISM ISSUE

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

FEMALE 16 30

MALE 36 18

PEARSON

CHI-

SQUARE

- - 10.117 1 .001

Null Hypotheses:-There is no significant association in the gender and the handling of

absenteeism issue at Infitech Global

Alternate hypotheses:- There is significant association in the gender and the handling of

absenteeism issue at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.001, which

is lesser than 0.05 therefore the Null Hypothesis is rejected. From which it can be said there

is association between gender of the employees and their views towards handling of

absenteeism issues signaling the dependency of the variables. The general notion of gender

associated with view towards handling of absenteeism issue is approved because female

employees tend to adjust more compared to male employees.

Page 50: MBA Proj Zeroth Review

33. CHI-SQUARE ANALYSIS BETWEEN EDUCATIONAL

QUALIFICATION AND SALARY.

TABLE-5.36

EDUCATIO

N

SALARY

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

BELOW 12th 32 48

U.G & P.G 11 09

PEARSON

CHI-

SQUARE

- - 1.469 1 .226

Null Hypotheses:-There is no significant association in the educational qualification and the

salary provided at Infitech Global

Alternate hypotheses:- There is significant association in the educational qualification and

the salary provided at Infitech Global

Page 51: MBA Proj Zeroth Review

From the above table it is seen that the Pearson Chi-Square significance value is 0.226, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between education of the employees and their salary signaling the

independency of the variables. The general notion of salary rising with education is

disproved because in the company at the production level employees with different

educational level are working for same level of salary.

34. CHI-SQUARE ANALYISI BETWEEN EDUCATIONAL

QUALIFICATION AND SATISFACTION WITH WORK.

TABLE-5.37

EDUCATIO

N

SATISFACTION WITH

WORK

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

BELOW 12th 36 44

Page 52: MBA Proj Zeroth Review

U.G & P.G 13 07

PEARSON

CHI-

SQUARE

- - 2.561 1 .110

Null Hypotheses:-There is no significant association in the educational qualification and the

satisfaction level working at Infitech Global

Alternate hypotheses:- There is significant association in the educational qualification and

the satisfaction level working at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.110, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between education of the employees and their satisfaction with work

signaling the independency of the variables. The general notion of satisfaction rising with

education is disproved because even employees with lesser education find satisfaction with

work equal to employees with higher education.

35. CHI-SQUARE ANALYSIS BETWEEN EDUCATIONAL

QUALIFICATION AND RELATIONSHIP WITH SUPERIOR/CO-

WORKER.

Page 53: MBA Proj Zeroth Review

TABLE-5.38

EDUCATIO

N

RELATIONSHIP WITH

SUPERIOR/CO-WORKERS

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

BELOW 12th 35 45

U.G & P.G 9 11

PEARSON

CHI-

SQUARE

- - .010 1 .920

Null Hypotheses:-There is no significant in the between educational qualification and the

relationship with superior/co-worker at Infitech Global

Alternate hypotheses:- There is significant association in the educational qualification and

the relationship with superior/co-worker at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.920, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between education of the employees and their relationship with superior/co-

workers signaling the independency of the variables. The general notion of relationship

rising with education is disproved because relationship with superior/co-workers depends

upon employee’s attitude and behaviour rather than education.

Page 54: MBA Proj Zeroth Review

36. CHI-SQUARE ANALYSIS BETWEEN EDUCATIONAL

QUALIFICATION AND HANDLING OF ABSENTEEISM ISSUE AT

INFITECH GLOBAL

TABLE-5.39

EDUCATIO

N

HANDLING

ABSENTEEISM ISSUE

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

BELOW 12th 35 45

U.G & P.G 17 03

PEARSON

CHI-

SQUARE

- - 10.907 1 .001

FISHER’s

EXACT

TEST

- - - - .001

Null Hypotheses:-There is no significant association in the educational qualification and the

handling of absenteeism issue at Infitech Global

Alternate hypotheses:- There is significant association in the educational qualification and the

handling of absenteeism issue at Infitech Global

Page 55: MBA Proj Zeroth Review

From the above table it is seen that the Pearson Chi-Square significance value is 0.001, which

is lesser than 0.05 therefore the Null Hypothesis is rejected. From which it can be said there

is association between the view towards handling of absenteeism issue of the employees and

their education signaling the independency of the variables. The association is approved

because employees with higher education level will understand the rules and regulation of the

company towards absenteeism better than other employees.

37. CHI-SQUARE ANALYSIS BETWEEN YEARS OF EXPERIENCE

WORKING AT X SOAP’S LIMITEDAND SALARY.

TABLE-5.40

YEARS OF

EXPERIENCE

SALARY

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

1-5 20 26

6-10 16 25

11-15 07 06

PEARSON - - .893 2 .640

Page 56: MBA Proj Zeroth Review

CHI-SQUARE

Null Hypotheses:-There is no significant association in the years of experience working at X

Soap’s Limited and the salary provided at Infitech Global

Alternate hypotheses:- There is significant association in the years of experience working at

X Soaps Limited and the salary provided at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.640, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between years of experience of the employees and their salary signaling the

independency of the variables. The general notion of salary rising with years of experience is

disprove because in private companies they follow standard salary package unlike

government companies which varies depending on experience.

38. CHI-SQUARE ANALYSIS BETWEEN YEARS OF EXPERIENCE

WORKING AT X SOAP’S LIMITED AND SATISFACTION WITH

WORK.

Page 57: MBA Proj Zeroth Review

TABLE-5.41

YEARS OF

EXPERIENCE

SATISFACTION WITH

WORK

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

1-5 19 27

6-10 26 15

11-15 04 09

PEARSON

CHI-SQUARE

- - 6.228 2 .044

Null Hypotheses:-There is no significant association in the age and the satisfaction level

working at Infitech Global

Alternate hypotheses:- There is significant association in the age and the satisfaction level

working at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.044, which

is less than 0.05 therefore the Null Hypothesis is rejected. From which it can be said there is

association between years of experience of the employees and their satisfaction with work

signaling the independency of the variables. It is because employees with more experience

will be attached and loyal to the company more than employees with less experience.

Page 58: MBA Proj Zeroth Review

39. CHI-SQUARE ANALYSIS BETWEEN YEARS OF EXPERIENCE

WORKING AT X SOAP’S LIMITED AND RELATIONSHIP WITH

SUPERIOR/CO-WORKER.

TABLE-5.42

YEARS OF

EXPERIENCE

RERLATIONSHIP WITH

SUPERIOE/CO-WORKERS

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

1-5 22 24

6-10 19 22

11-15 03 10

PEARSON

CHI-SQUARE

- - 2.674 2 .263

Null Hypotheses:-There is no significant association in the years of experience working at X

Soap’s Limited and the relationship with superior/co-worker at Infitech Global

Alternate hypotheses:- There is significant association in the years of experience working at

X Soap’s Limited and the relationship with superior/co-worker at Infitech Global

Page 59: MBA Proj Zeroth Review

From the above table it is seen that the Pearson Chi-Square significance value is 0.263, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between years of experience of the employees and their relationship with

superior/co-workers signaling the independency of the variables. The general notion of

relationship rising with years of experience is disproved because every employee maintains

standard relationship with their superior and co-workers to protect the organization’s culture.

.

40. CHI-SQUARE ANALYSIS BETWEEN YEARS OF EXPERIENCE

WORKING AT X SOAP’S LIMITED AND HANDLING OF

ABSENTEEISM ISSUE AT INFITECH GLOBAL

TABLE-5.43

YEARS OF

EXPERIENCE

HANDLING

ABSENTEEISM ISSUE

VALUE df SIGNIN- SUFFICIENT

Page 60: MBA Proj Zeroth Review

SUFFICIENT

1-5 19 27

6-10 25 16

11-15 08 05

PEARSON

CHI-SQUARE

- - 3.905 2 .142

Null Hypotheses:-There is no significant association in the years of experience working at X

Soap’s Limited and the handling of absenteeism issue at Infitech Global

Alternate hypotheses:- There is significant association in the years of experience working at

X Soap’s Limited and the handling of absenteeism issue at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.142, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between years of experiences of the employees and their views towards

handling of absenteeism issue signaling the independency of the variables. The general

notion of view towards handling of absenteeism issue rising with years of experience is

disproved because the company follows same rules and regulations irrespective of all.

25. CHI-SQUARE ANALYSIS BETWEEN DOMESTIC PROBLEMS AND

SALARY

TABLE-5.44

DOMESTIC

PROBLEMS

SALARY

Page 61: MBA Proj Zeroth Review

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

NO 15 13

YES 28 44

PEARSON

CHI-

SQUARE

- - 1.773 1 .183

Null Hypotheses:-There is no significant association in the domestic problems and the salary

provided at Infitech Global

Alternate hypotheses:- There is significant association in the domestic problems and the

salary provided at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.183, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between domestic problem of the employees and their salary

signallingsignaling the independency of the variables. The general notion of association

between domestic problems and salary is disapproved because the company will not raise or

decrease the salary of the employees depending upon their domestic problem.

Page 62: MBA Proj Zeroth Review

26. CHI-SQUARE ANALYSIS BETWEEN DOMESTIC PROBLEMS AND

SATISFACTION WITH WORK.

TABLE-5.45

DOMESTIC

PROBLEMS

SATISFACTION WITH

WORK

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

NO 14 14

YES 35 37

PEARSON

CHI-

SQUARE

- - .016 1 .901

Null Hypotheses:-There is no significant association in the domestic problems and the

satisfaction level working at Infitech Global

Alternate hypotheses:- There is significant association in the domestic problems and the

satisfaction level working at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.901, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between domestic problems of the employees and their satisfaction with

work signaling the independency of the variables. There is no association between domestic

problem and satisfaction with work because the employees follow work life balance.

Page 63: MBA Proj Zeroth Review

27. CHI-SQUARE ANALYSIS BETWEEN DOMESTIC PROBLEMS AND

RELATIONSHIP WITH SUPERIOR/CO-WORKER.

TABLE-5.46

DOMESTIC

PROBLEMS

RELATIONSHIP BETWEEN

SUPERIOR/CO-WORKERS

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

NO 10 18

YES 34 38

PEARSON

CHI-

SQUARE

- - 1.084 1 .298

Page 64: MBA Proj Zeroth Review

Null Hypotheses:-There is no significant association in the domestic problems and the

relationship with superior/co-worker at Infitech Global

Alternate hypotheses:- There is significant association in the domestic problems and the

relationship with superior/co-worker at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.298, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between domestic problem of the employees and their relationship between

superior/co-workers signaling the independency of the variables. There is no association

between domestic problem and relationship because the employees follow work life balance.

28. CHI-SQUARE ANALYSIS BETWEEN DOMESTIC PROBLEMS AND

HANDLING OF ABSENTEEISM ISSUE AT INFITECH GLOBAL

TABLE-5.47

DOMESTIC

PROBLEMS

HANDLING

ABSENTEEISM ISSUE

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

Page 65: MBA Proj Zeroth Review

NO 19 09

YES 33 39

PEARSON

CHI-

SQUARE

- - 3.918 1 .048

Null Hypotheses:-There is no significant association in the domestic problems and the

handling of absenteeism issue at Infitech Global

Alternate hypotheses:- There is significant association in the domestic problems and the

handling of absenteeism issue at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.048, which

is lesser than 0.05 therefore the Null Hypothesis is rejected. From which it can be said there

is association between domestic problem of the employees and their view towards handling

of absenteeism issue signaling the dependency of the variables.

Page 66: MBA Proj Zeroth Review

29. CHI-SQUARE ANALYSIS BETWEEN HEALTH PROBLEMS AND

SALARY

TABLE-5.48

HEALTH

PROBLEM

SALARY

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

NO 06 07

YES 37 50

PEARSON

CHI-

SQUARE

- - .061 1 .805

Null Hypotheses:-There is no significant association in the health problems and the salary

provided at Infitech Global

Alternate hypotheses:- There is significant association in the health problems and the salary

provided at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.805, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between health problem of the employees and their salary signaling the

independency of the variables. The general notion of association between health problems

and salary is disapproved because the company will not raise or decrease the salary of the

employees depending upon their health issues.

Page 67: MBA Proj Zeroth Review

30. CHI-SQUARE ANALYSIS BETWEEN HEALTH PROBLEMS AND

SATISFACTION WITH WORK.

TABLE-5.49

HEALTH

PROBLEM

SATISFACTION WITH

WORK

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

NO 06 07

YES 43 44

PEARSON

CHI-

SQUARE

- - .048 1 .826

Null Hypotheses:-There is no significant association in the health problems and the

satisfaction level working at Infitech Global

Page 68: MBA Proj Zeroth Review

Alternate hypotheses:- There is significant association in the health problems and the

satisfaction level working at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.826, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between health problem of the employees and their satisfaction with work

signaling the independency of the variables. The general notion of association between health

problems and satisfaction with work is disapproved because the company understands its

employees and provides them with leave during their times of health problem.

31. CHI-SQUARE ANALYSIS BETWEEN HEALTH PROBLEMS AND

RELATIONSHIP WITH SUPERIOR/CO-WORKER.

TABLE-5.50

HEALTH

PROBLEM

RELATIONSHIP WITH

SUPERIOR/CO-WORKERS

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

NO 05 08

Page 69: MBA Proj Zeroth Review

YES 39 48

PEARSON

CHI-

SQUARE

- - .186 1 .666

Null Hypotheses:-There is no significant association in the health problems and the

relationship with superior/co-worker at Infitech Global

Alternate hypotheses:- There is significant association in the health problems and the

relationship with superior/co-worker at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.666, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between health problem of the employees and their relationship with

superior/co-workers signaling the independency of the variables. There is no association

between health problem and relationship with superior/co-workers because the employees

follow work life balance.

.

Page 70: MBA Proj Zeroth Review

32. CHI-SQUARE ANALYSIS BETWEEN HEALTH PROBLEMS AND

HANDLING OF ABSENTEEISM ISSUE AT INFITECH GLOBAL

TABLE-5.51

HEALTH

PROBLEM

HANDLING

ABSENTEEISM ISSUE

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

NO 10 03

YES 42 45

PEARSON

CHI-

SQUARE

- - 3.719 1 .054

FISHER’s

EXACT

TEST

- - - - .075

Null Hypotheses:-There is no significant association in the health problems and the handling

of absenteeism issue at Infitech Global

Alternate hypotheses:- There is significant association in the health problems and the

handling of absenteeism issue at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.054, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

Page 71: MBA Proj Zeroth Review

is no association between health problem of the employees and their view towards handling

of absenteeism issue signaling the independency of the variables.

33. CHI-SQUARE ANALYSIS BETWEEN LACK OF INTEREST IN JOB

AND SALARY.

TABLE-5.52

LACK OF

INTEREST

SALARY

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

NO 31 45

YES 12 12

PEARSON

CHI-

SQUARE

- - .631 1 .427

Null Hypotheses:-There is no significant association in the lack of interest in job and the

salary provided at Infitech Global

Page 72: MBA Proj Zeroth Review

Alternate hypotheses:- There is significant association in the lack of interest in job and the

salary provided at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.427, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between lack of interest in job of the employees and their salary signaling

the independency of the variables. There is no association between lack of interest in job and

salary because almost all the employees work for the company with complete interest.

34. CHI-SQUARE ANALYSIS BETWEEN LACK OF INTEREST IN JOB

AND SATISFACTION WITH WORK.

TABLE-5.53

LACK OF

INTEREST

SATISFACTION WITH

WORK

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

NO 38 38

Page 73: MBA Proj Zeroth Review

YES 11 13

PEARSON

CHI-

SQUARE

- - .127 1 .722

Null Hypotheses:-There is no significant association in the lack of interest in job and the

satisfaction level working at Infitech Global

Alternate hypotheses:- There is significant association in the lack of interest in job and the

satisfaction level working at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.722, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between lack of interest in job of the employees and their satisfaction with

work signaling the independency of the variables. There is no association between lack of

interest in job and satisfaction with work because almost all the employees work for the

company with complete interest.

Page 74: MBA Proj Zeroth Review

35. CHI-SQUARE ANALYSIS BETWEEN LACK OF INTEREST IN JOB

AND RELATIONSHIP WITH SUPERIOR/CO-WORKER.

TABLE-5.54

LACK OF

INTEREST

RELATIONSHIP WITH

SUPERIOR/CO-WORKERS

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

NO 33 43

YES 11 13

PEARSON

CHI-

SQUARE

- - .043 1 .836

Null Hypotheses:-There is no significant association in the lack of interest in job and the

relationship with superior/co-worker at Infitech Global

Alternate hypotheses:- There is significant association in the lack of interest in job and the

relationship with superior/co-worker at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.836, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between lack of interest in job of the employees and their relationship with

superior/co-worker signaling the independency of the variables. There is no association

between lack of interest in job and relationship because almost all the employees work for the

company with complete interest.

Page 75: MBA Proj Zeroth Review

36. CHI-SQUARE ANALYSIS BETWEEN LACK OF INTEREST IN JOB

AND HANDLING OF ABSENTEEISM ISSUE AT INFITECH GLOBAL

TABLE-5.55

LACK OF

INTEREST

HANDLING

ABSENTEEISM ISSUE

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

NO 42 34

YES 10 14

PEARSON

CHI-

SQUARE

- - 1.351 1 .245

Null Hypotheses:-There is no significant association in the lack of interest in job and the

handling of absenteeism issue at Infitech Global

Alternate hypotheses:- There is significant association in the lack of interest in job and the

handling of absenteeism issue at Infitech Global

Page 76: MBA Proj Zeroth Review

From the above table it is seen that the Pearson Chi-Square significance value is 0.245, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between lack of interest in job of the employees and their view towards

handling of absenteeism issue signaling the independency of the variable

26. CHI-SQUARE ANALYSIS BETWEEN WORK ENVIRONMENT AND

SALARY.

TABLE-5.56

WORK

ENVIRONMENT

SALARY

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

NO 32 39

YES 11 18

PEARSON CHI-

SQUARE

- - .428 1 .513

Null Hypotheses:-There is no significant association in the work environment and the salary

provided at Infitech Global

Alternate hypotheses:- There is significant association in the work environment and the

salary provided at Infitech Global

Page 77: MBA Proj Zeroth Review

From the above table it is seen that the Pearson Chi-Square significance value is 0.513, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between work environment of the employees and their salary signaling the

independency of the variables. There is no association between work environment and salary

because the company is following standard work environment procedure and standard salary

procedure which is equal to all the employees.

27. CHI-SQUARE ANALYSIS BETWEEN WORK ENVIRONMENT AND

SATISFACTION WITH WORK.

TABLE-5.57

WORK

ENVIRONMENT

SATISFACTION WITH

WORK

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

NO 37 34

YES 12 17

PEARSON CHI-

SQUARE

- - .949 1 .330

Null Hypotheses:-There is no significant association in the work environment and the

satisfaction level working at Infitech Global

Alternate hypotheses:- There is significant association in the work environment and the

satisfaction level working at Infitech Global

Page 78: MBA Proj Zeroth Review

From the above table it is seen that the Pearson Chi-Square significance value is 0.330, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between work environment of the employees and their satisfaction with

work signaling the independency of the variables. There is no association between work

environment and satisfaction with work because the company is following standard work

environment procedure to all.

28. CHI-SQUARE ANALYSIS BETWEEN WORK ENVIRONMENT AND

RELATIONSHIP WITH SUPERIOR/CO-WORKER.

TABLE-5.58

WORK

ENVIRONMENT

RELATIONSHIP WITH

SUPERIOR/CO-WORKERS

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

NO 29 42

YES 15 14

PEARSON CHI-

SQUARE

- - .989 1 .320

Page 79: MBA Proj Zeroth Review

Null Hypotheses:-There is no significant association in the work environment and the

relationship with superior/co-worker at Infitech Global

Alternate hypotheses:- There is significant association in the work environment and the

relationship with superior/co-worker at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.320, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between work environment of the employees and their relationship with

superior/co-worker signaling the independency of the variables. There is no association

between work environment and relationship with superior/co-worker because the company is

following standard work environment procedure and rules and regulations which is equal to

all the employees.

29. CHI-SQUARE ANALYSIS BETWEEN WORK ENVIRONMENT AND

HANDLING OF ABSENTEEISM ISSUE AT INFITECH GLOBAL

TABLE-5.59

ORK

ENVIRONMENT

HANDLING

ABSENTEEISM ISSUE

Page 80: MBA Proj Zeroth Review

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

NO 36 35

YES 16 13

PEARSON CHI-

SQUARE

- - .165 1 .685

Null Hypotheses:-There is no significant association in the work environment and the

handling of absenteeism issue at Infitech Global

Alternate hypotheses:- There is significant association in the work environment and the

handling of absenteeism issue at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.685, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between work environment of the employees and their view towards

handling of absenteeism issue signaling the independency of the variables. There is no

association between work environment and view towards handling absenteeism issue because

the company is following standard work environment procedure and H.R procedure which is

equal to all the employees

Page 81: MBA Proj Zeroth Review

30. CHI-SQUARE ANALYSIS BETWEEN OTHER REASONS FOR

ABSENTEEISM AND SALARY.

TABLE-5.60

OTHER

REASONS

SALARY

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

NO 30 35

YES 13 22

PEARSON

CHI-

SQUARE

- - .754 1 .385

Null Hypotheses:-There is no significant association in the other reasons for absenteeism and

the salary provided at Infitech Global

Alternate hypotheses:- There is significant association in the other reasons for absenteeism

and the salary provided at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.385, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

Page 82: MBA Proj Zeroth Review

is no association between other reasons of the employees and their salary signaling the

independency of the variables.

31. CHI-SQUARE ANALYSIS BETWEEN OTHER REASONS FOR

ABSENTEEISM AND SATISFACTION WITH WORK.

25.

26. TABLE-5.61

OTHER

REASONS

SATISFACTION WITH

WORK

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

NO 34 31

YES 15 20

PEARSON

CHI-

SQUARE

- - .813 1 .367

Page 83: MBA Proj Zeroth Review

Null Hypotheses:-There is no significant association in the other reasons for absenteeism and

the satisfaction level working at Infitech Global

Alternate hypotheses:- There is significant association in the other reasons for absenteeism

and the satisfaction level working at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.367, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between other reasons of the employees and their satisfaction with work

signaling the independency of the variables.

32. CHI-SQUARE ANALYSIS BETWEEN OTHER REASONS FOR

ABSENTEEISM AND RELATIONSHIP WITH SUPERIOR/CO-

WORKER.

27. TABLE-5.62

28.

OTHER

REASONS

RELATIONSHIP WITH

SUPERIOR/CO-WORKERS

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

Page 84: MBA Proj Zeroth Review

NO 34 31

YES 10 25

PEARSON

CHI-

SQUARE

- - 5.202 1 .023

Null Hypotheses:-There is no significant association in the other reasons for absenteeism and

the relationship with superior/co-worker at Infitech Global

Alternate hypotheses:- There is significant association in the other reasons for absenteeism

and the relationship with superior/co-worker at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.023, which

is lesser than 0.05 therefore the Null Hypothesis is rejected. From which it can be said there

is association between other reasons of the employees and their relationship with superior/co-

workers signaling the independency of the variables.

33. CHI-SQUARE ANALYSIS BETWEEN OTHER REASONS FOR

ABSENTEEISM AND HANDLING OF ABSENTEEISM ISSUE AT

INFITECH GLOBAL

29. TABLE-5.63

OTHER HANDLING

Page 85: MBA Proj Zeroth Review

REASONS ABSENTEEISM ISSUE

VALUE df SIGNIN-

SUFFICIENT

SUFFICIENT

NO 35 30

YES 17 18

PEARSON

CHI-

SQUARE

- - .254 1 .615

Null Hypotheses:-There is no significant association in the other reasons for absenteeism and

the handling of absenteeism issue at Infitech Global

Alternate hypotheses:- There is significant association in the other reasons for absenteeism

and the handling of absenteeism issue at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.615, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between other reasons of the employees and their views towards handling of

absenteeism issue signaling the independency of the variables.

34. HI-SQUARE ANALYSIS BETWEEN INCREASE IN NUMBER OF

HOLIDAYS AND SALARY.

TABLE-5.64

Page 86: MBA Proj Zeroth Review

INCREASE

IN

NUMBER

OF

HOLIDAYS

SALARY

VALUE df SIGN

IN-

SUFFICIENT

SUFFICIENT

NO 19 28

YES 24 29

PEARSON

CHI-

SQUARE

- - .240 1 .624

Null Hypotheses:-There is no significant association in the increase in number of holidays

and the salary provided at Infitech Global

Alternate hypotheses:- There is significant association in the increase in number of holidays

and the salary provided at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.624, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between increase in number of holidays of the employees and their salary

signaling the independency of the variables.

Page 87: MBA Proj Zeroth Review

35. CHI-SQUARE ANALYSIS BETWEEN INCREASE IN NUMBER OF

HOLIDAYS AND SATISFACTION WITH WORK.

TABLE-5.65

INCREASE

IN

NUMBER

OF

HOLIDAYS

SATISFACTION WITH

WORK

VALUE df SIGN

IN-

SUFFICIENT

SUFFICIENT

NO 21 26

YES 28 25

PEARSON

CHI-

SQUARE

- - .662 1 .416

Null Hypotheses:-There is no significant association in the increase in number of holidays

and the satisfaction level working at Infitech Global

Page 88: MBA Proj Zeroth Review

Alternate hypotheses:- There is significant association in the increase in number of holidays

and the satisfaction level working at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.416, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between increase in number of holidays of the employees and their

satisfaction with work signaling the independency of the variables.

36. CHI-SQUARE ANALYSIS BETWEEN INCREASE IN NUMBER OF

HOLIDAYS AND RELATIONSHIP WITH SUPERIOR/CO-WORKER.

TABLE-5.66

INCREASE

IN

NUMBER

OF

HOLIDAYS

RELATIONSHIP WITH

SUPERIOR/CO-WORKERS

VALUE df SIGN

IN-

SUFFICIENT

SUFFICIENT

NO 19 28

Page 89: MBA Proj Zeroth Review

YES 25 28

PEARSON

CHI-

SQUARE

- - .460 1 .498

Null Hypotheses:-There is no significant association in the increase in number of holidays

and the relationship with superior/co-worker at Infitech Global

Alternate hypotheses:- There is significant association in the increase in number of holidays

and the relationship with superior/co-worker at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.887, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between increase in number of holidays of the employees and their

relationship with superior/co-workers signallingsignaling the independency of the variables.

Page 90: MBA Proj Zeroth Review

37. CHI-SQUARE ANALYSIS BETWEEN INCREASE IN NUMBER OF

HOLIDAYS AND HANDLING OF ABSENTEEISM ISSUE AT

INFITECH GLOBAL

TABLE-5.67

INCREASE

IN

NUMBER

OF

HOLIDAYS

HANDLING

ABSENTEEISM ISSUE

VALUE df SIGN

IN-

SUFFICIENT

SUFFICIENT

NO 22 25

YES 30 23

PEARSON

CHI-

SQUARE

- - .958 1 .328

Null Hypotheses:-There is no significant association in the increase in number of holidays

and the handling of absenteeism issue at Infitech Global

Alternate hypotheses:- There is significant association in the increase in number of holidays

and the handling of absenteeism issue at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.328, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

Page 91: MBA Proj Zeroth Review

is no association between increase in number of holidays of the employees and their view

towards handling of absenteeism issue signallingsignaling the independency of the variables.

38. CHI-SQUARE ANALYSIS BETWEEN PROVIDING MEDICAL

FACILITY AND SALARY.

TABLE-5.68

PROVIDE

MEDICAL

FACILITIES

SALARY

VALUE df SIGN

IN-

SUFFICIENT

SUFFICIENT

NO 17 24

YES 26 33

PEARSON

CHI-

SQUARE

- - .067 1 .769

Page 92: MBA Proj Zeroth Review

Null Hypotheses:-There is no significant association in the providing medical facility and the

salary provided at Infitech Global

Alternate hypotheses:- There is significant association in the providing medical facility and

the salary provided at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.769, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between provide medical facilities for the employees and their salary

signallingsignaling the independency of the variables.

39. CHI-SQUARE ANALYSIS BETWEEN PROVIDING MEDICAL

FACILITY AND SATISFACTION WITH WORK.

TABLE-5.69

PROVIDE

MEDICAL

FACILITIES

SATISFACTION WITH

WORK

VALUE df SIGN

IN-

SUFFICIENT

SUFFICIENT

Page 93: MBA Proj Zeroth Review

NO 21 20

YES 28 31

PEARSON

CHI-

SQUARE

- - .137 1 .711

Null Hypotheses:-There is no significant association in the providing medical facility and the

satisfaction level working at Infitech Global

Alternate hypotheses:- There is significant association in the providing medical facility and

the satisfaction level working at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.711, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between providing medical facilities for the employees and their satisfaction

with work signaling the independency of the variables.

40. CHI-SQUARE ANALYSIS BETWEEN PROVIDING MEDICAL

FACILITY AND RELATIONSHIP WITH SUPERIOR/CO-WORKER.

Page 94: MBA Proj Zeroth Review

TABLE-5.70

PROVIDE

MEDICAL

FACILITIES

RELATIONSHIP WITH

SUPERIOR/CO-WORKERS

VALUE df SIGN

IN-

SUFFICIENT

SUFFICIENT

NO 12 29

YES 32 27

PEARSON

CHI-

SQUARE

- - 6.121 1 .013

Null Hypotheses:-There is no significant association in the providing medical facility and the

relationship with superior/co-worker at Infitech Global

Alternate hypotheses:- There is significant association in the providing medical facility and

the relationship with superior/co-worker at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.013, which

is greater than 0.05 therefore the Null Hypothesis is rejected. From which it can be said there

is association between age of the employees and their salary signaling the independency of

the variables.

Page 95: MBA Proj Zeroth Review

41. CHI-SQUARE ANALYSIS BETWEEN PROVIDING MEDICAL

FACILITIES AND HANDLING OF ABSENTEEISM ISSUE AT

INFITECH GLOBAL

TABLE-5.71

PROVIDE

MEDICAL

FACILITIES

HANDLING

ABSENTEEISM ISSUE

VALUE df SIGN

IN-

SUFFICIENT

SUFFICIENT

NO 25 16

YES 27 32

PEARSON

CHI-

SQUARE

- - 2.243 1 .134

Null Hypotheses:-There is no significant association in the providing medical facility and the

handling of absenteeism issue at Infitech Global

Alternate hypotheses:- There is significant association in the providing medical facility and

the handling of absenteeism issue at Infitech Global

Page 96: MBA Proj Zeroth Review

From the above table it is seen that the Pearson Chi-Square significance value is 0.134, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between providing medical facilities for the employees and their view

towards handling of absenteeism issue signaling the independency of the variables.

42. CHI-SQUARE ANALYSIS BETWEEN PROVIDING NON-

MONETARY BENEFITS AND SALARY.

TABLE-5.72

PROVIDE

NON-

MONETAR

Y BENEFITS

SALARY

VALUE df SIGN

IN-

SUFFICIENT

SUFFICIENT

NO 17 26

YES 26 31

PEARSON

CHI-

- - .370 1 .543

Page 97: MBA Proj Zeroth Review

SQUARE

Null Hypotheses:-There is no significant association in the providing non-monetary benefits

and the salary provided at Infitech Global

Alternate hypotheses:- There is significant association in the providing non-monetary

benefits and the salary provided at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.543, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between providing of non-monetary benefit for the employees and their

salary signaling the independency of the variables.

43. CHI-SQUARE ANALYSIS BETWEEN PROVIDING NON-

MONETARY BENEFITS AND SATISFACTION WITH WORK.

TABLE-5.73

PROVIDE

NON-

SATISFACTION WITH

WORK

Page 98: MBA Proj Zeroth Review

MONETAR

Y BENEFITS

VALUE df SIGN

IN-

SUFFICIENT

SUFFICIENT

NO 21 22

YES 28 29

PEARSON

CHI-

SQUARE

- - .001 1 .977

Null Hypotheses:-There is no significant association in the providing non-monetary benefits

and the satisfaction level working at Infitech Global

Alternate hypotheses:- There is significant association in the providing non-monetary

benefits and the satisfaction level working at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.977, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between providing of non-monetary benefit for the employees and their

satisfaction with work signaling the independency of the variables.

Page 99: MBA Proj Zeroth Review

44. CHI-SQUARE ANALYSIS BETWEEN PROVIDING NON-

MONETARY BENEFITS AND RELATIONSHIP WITH

SUPERIOR/CO-WORKER.

TABLE-5.74

PROVIDE

NON-

MONETAR

Y BENEFITS

RELATIONSHIP WITH

SUPERIOR/CO-WORKERS

VALUE df SIGN

IN-

SUFFICIENT

SUFFICIENT

NO 19 24

YES 25 32

PEARSON

CHI-

SQUARE

- - .001 1 .974

Null Hypotheses:-There is no significant association in the providing non-monetary benefits

and the relationship with superior/co-worker at Infitech Global

Alternate hypotheses:- There is significant association in the providing non-monetary

benefits and the relationship with superior/co-worker at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.974, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

Page 100: MBA Proj Zeroth Review

is no association between providing of non-monetary benefit for the employees and their

relationship with superior/co-workers signaling the independency of the variables.

45. CHI-SQUARE ANALYSIS BETWEEN PROVIDING NON-

MONETARY BENEFITS AND HANDLING OF ABSENTEEISM ISSUE

AT INFITECH GLOBAL

TABLE-5.75

PROVIDE

NON-

MONETAR

Y BENEFITS

HANDLING

ABSENTEEISM ISSUE

VALUE df SIGN

IN-

SUFFICIENT

SUFFICIENT

NO 24 19

YES 28 29

PEARSON

CHI-

SQUARE

- - .440 1 .507

Page 101: MBA Proj Zeroth Review

Null Hypotheses:-There is no significant association in the providing non-monetary benefits

and the handling of absenteeism issue at Infitech Global

Alternate hypotheses:- There is significant association in the providing non-monetary benefits

and the handling of absenteeism issue at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.507.,

which is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be

said there is no association between providing of non-monetary benefit for the employees and

their view towards handling of absenteeism issue signaling the independency of the variables.

46. CHI-SQUARE ANALYSIS BETWEEN PROVIDING BETTER WORK

CONDITIONS AND SALARY.

TABLE-5.76

BETTER

WORK

CONDITIONS

SALARY

VALUE df SIGN

IN- SUFFICIENT

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SUFFICIENT

NO 20 29

YES 23 28

PEARSON

CHI-SQUARE

- - .187 1 .665

TABLE-4.76

Null Hypotheses:-There is no significant association in the providing better work conditions

and the salary provided at Infitech Global

Alternate hypotheses:- There is significant association in the providing better work

conditions and the salary provided at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.665.,

which is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be

said there is no association between providing of better work conditions for the employees

and their salary signallingsignaling the independency of the variables.

47. CHI-SQUARE ANALYSIS BETWEEN PROVIDING BETTER WORK

CONDITIONS AND SATISFACTION WITH WORK.

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TABLE-5.77

TABLE-4.77

BETTER

WORK

CONDITION

S

SATISFACTION WITH

WORK

VALUE df SIGN

IN-

SUFFICIENT

SUFFICIENT

NO 27 22

YES 22 29

PEARSON

CHI-SQUARE

- - 1.432 1 .232

TABLE-4.77

Null Hypotheses:-There is no significant association in the providing better work conditions

and the satisfaction level working at Infitech Global

Alternate hypotheses:- There is significant in the between providing better work conditions

and the satisfaction level working at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.232, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between providing of better work conditions for the employees and their

satisfaction with work signallingsignaling the independency of the variables.

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48. CHI-SQUARE ANALYSIS BETWEEN PROVIDING BETTER WORK

CONDITIONS AND RELATIONSHIP WITH SUPERIOR/CO-

WORKER.

TABLE-5.78

BETTER

WORK

CONDITIONS

RELATIONSHIP WITH

SUPERIOR/CO-WORKERS

VALUE df SIGN

IN-

SUFFICIENT

SUFFICIENT

NO 16 33

YES 28 23

PEARSON

CHI-SQUARE

- - 5.020 1 .025

TABLE-4.78

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Null Hypotheses:-There is no significantassociationsignificant association in the providing

better work conditions and the relationship with superior/co-worker at Infitech Global

Alternate hypotheses:- There is significant association in the providing better work

conditions and the relationship with superior/co-worker at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.025, which

is lesser than 0.05 therefore the Null Hypothesis is rejected. From which it can be said there

is association between providing of better work conditions for the employees and their

relationship between superior/co-workers signallingsignaling the independency of the

variables.

49. CHI-SQUARE ANALYSIS BETWEEN PROVIDING BETTER WORK

CONDITIONS AND HANDLING OF ABSENTEEISM ISSUE AT

INFITECH GLOBAL

TABLE-5.79

BETTER HANDLING

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WORK

CONDITIONS

ABSENTEEISM ISSUE

VALUE df SIGN

IN-

SUFFICIENT

SUFFICIENT

NO 22 27

YES 30 21

PEARSON

CHI-SQUARE

- - 1.942 1 .164

TABLE-4.79

Null Hypotheses:-There is no significant association in the providing better work conditions

and the handling of absenteeism issue at Infitech Global

Alternate hypotheses:- There is significant association in the providing better work conditions

and the handling of absenteeism issue at Infitech Global

From the above table it is seen that the Pearson Chi-Square significance value is 0.164, which

is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there

is no association between providing of better work conditions for the employees and their

view towards handling of absenteeism issue signallingsignaling the independency of the

variables.

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REGRESSION

50. REGRESSION ANALYSIS FOR EDUCATION, GENDER AND

DESIGNATION

MODEL SUMMARY

TABLE-5.80A

MODE R R SQUARE ADJUSTED R

SQUARE

Std.ERROR OF

THE ESTIMATE

1 .444 .197 .185 .449

ANOVA

TABLE-5.80B

MODEL SUM OF

SQUARES

df MEAN

SQUARE

F SIG

REGRESSION 10.079 03 3.360 16.671 .000

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RESIDUAL 41.109 204 .202

TOTAL 51.188 207

COEFFCIENTS

TABLE-5.80C

MODEL UNSTANDARDIZED

COEFFICIENTS

STANDARDIZE

D

COEFFICIENTS

t SIG.

B STD.ERROR BETA

(CONSTANT) .832 .310 2.686 .008

EDUCATION -.133 .081 -.134 -

1.633

.104

GENDER .066 .071 .066 .930 .353

DESIGNATION .442 .106 0373 4.177 .000

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From the above regression result it can be seen that R Square result equates is 0.197 from

which it can be said that 20% of the change in the dependent variable is explained by the

independent variables. (Education, Gender and Designation)

Anova table result shows that F is signified at 1% indicate that all Betas in the equation are

not equal to Zero. Therefore it can be concluded that the regression equation is useful to

forecast.

From the coefficients table it can be said that only Designation is significant in predicting in

the change in absentees as its t Significance is less than 0.05. For other values of gender and

education t significance is more than 0.05, therefore the two variables are not useful in

predicting absentees. From the Beta of Designation (0.442) it can be said that absenteeism is

more from the production level employees.

The issue of absenteeism is more or less same for Men & Women and Graduates & Non

Graduates.

The issue of absenteeism is linked by the designation of the employees of production level as

they are the ones who get absent more. This may be due to the domestic problems faced by

them in their day to day life followed by the health problems, nature of work, work

environment and the rotation basis which is followed by the company.

FINDINGS

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PERCENTAGE ANALYSIS

1. 62% of the employees are from the age group 30-60 years.

2. 80% of the employee’s educational qualification is below 12th.

3. 68% of the employee’s over all work experience is less than 20 years.

4. 43% of the employees have coated health problems as the major reason for

absenteeism, followed by 35% who have coated domestic problems as the reason.

5. 78% of the employees have coated that their absenteeism will never affect the output

of the company because the company follows rotational bases of work.

6. 57% of the employees working at X Soap’s Limited are sufficient with the salary

provided to them.

7. 78% of the employees are very clear about their work/job responsibility at X Soap’s

Limited as the company provides clear job description to its employees.

8. 51% of the employees are satisfied with their work/job at X Soap’s Limited and the

rest 49% are dis-satisfied.

9. 41% of the employees have coated that the current absenteeism policies followed by

the company is neutral, followed by 38% who have coated that the policies are

excellent.

10. Doubt

11. Factors that may reduce absenteeism at X Soap’s Limited

Providing medical facilities within the company premises.

Providing non-monetary benefits for full or maximum attendance.

Providing better work conditions to the employees.

t-test

1. There is significance association in the number of days absent and gender. Findings

say that female employees tend to absent more compared to male employees.

2. There is no significance association in the number of days absent and age.

Page 111: MBA Proj Zeroth Review

3. There is significance association in the number of days absent and designation.

Findings say that production level employees tend to absent more compared to

management level employees.

4. There is significance association in the number of days absent and the years of work

experience in the company.

5. There is significance association in the number of days absent and the overall work

experience of the employees.

ANOVA

1. There is significance association in the number of days absent and educational

qualification. Findings say that employees with educational qualification less that 12 th

tend to absent more compared with employees who have degree.

2. There is significance association in the number of days absent and the salary package

offered by the company. Employees with less salary package tend to absent more.

CHI-SQUARE ANALYSIS

[1.] There is no significant association between age and salary of the employees.

1.[2.] There is no significant association in the age and the satisfaction level working at

Infitech Global

2.[3.] There is no significant association in the age and the relationship with superior/co-

worker at Infitech Global

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3.[4.] There is no significant association in the age and the handling of absenteeism issue

at Infitech Global

4.[5.] There is significant association in the gender and the salary provided at Infitech

Global

5.[6.] There is no significant association in the gender and the satisfaction level working

at Infitech Global

6.[7.] There is no significant association in the gender and the relationship with

superior/co-worker at Infitech Global

7.[8.] There is significant association in the gender and the handling of absenteeism issue

at Infitech Global

8.[9.] There is no significant association in the educational qualification and the salary

provided at Infitech Global

9.[10.] There is no significant association in the educational qualification and the

satisfaction level working at Infitech Global

10.[11.] There is no significant in the between educational qualification and the

relationship with superior/co-worker at Infitech Global

11.[12.] There is significant association in the educational qualification and the handling

of absenteeism issue at Infitech Global

12.[13.] There is no significant association in the years of experience working at X Soap’s

Limited and the salary provided at Infitech Global

13.[14.] There is significant association in the age and the satisfaction level working at

Infitech Global

14.[15.] There is no significant association in the years of experience working at X Soap’s

Limited and the relationship with superior/co-worker at Infitech Global

15.[16.] There is no significant association in the years of experience working at X Soap’s

Limited and the handling of absenteeism issue at Infitech Global

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16.[17.] There is no significant association in the domestic problems and the salary

provided at Infitech Global

17.[18.] There is no significant association in the domestic problems and the satisfaction

level working at Infitech Global

18.[19.] There is no significant association in the domestic problems and the relationship

with superior/co-worker at Infitech Global

19.[20.] There is significant association in the domestic problems and the handling of

absenteeism issue at Infitech Global

20.[21.] There is no significant association in the health problems and the salary provided

at Infitech Global

21.[22.] There is no significant association in the health problems and the satisfaction

level working at Infitech Global

22.[23.] There is no significant association in the health problems and the relationship

with superior/co-worker at Infitech Global

23.[24.] There is no significant association in the health problems and the handling of

absenteeism issue at Infitech Global

24.[25.] There is no significant association in the lack of interest in job and the salary

provided at Infitech Global

25.[26.] There is no significant association in the lack of interest in job and the

satisfaction level working at Infitech Global

26.[27.] There is no significant association in the lack of interest in job and the

relationship with superior/co-worker at Infitech Global

27.[28.] There is no significant association in the lack of interest in job and the handling

of absenteeism issue at Infitech Global

28.[29.] There is no significant association in the work environment and the salary

provided at Infitech Global

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29.[30.] There is no significant association in the work environment and the satisfaction

level working at Infitech Global

30.[31.] There is no significant association in the work environment and the relationship

with superior/co-worker at Infitech Global

31.[32.] There is no significant association in the work environment and the handling of

absenteeism issue at Infitech Global

32.[33.] There is no significant association in the other reasons for absenteeism and the

salary provided at Infitech Global

33.[34.] There is no significant association in the other reasons for absenteeism and the

satisfaction level working at Infitech Global

34.[35.] There is significant association in the other reasons for absenteeism and the

relationship with superior/co-worker at Infitech Global

35.[36.] There is no significant association in the other reasons for absenteeism and the

handling of absenteeism issue at Infitech Global

36.[37.] There is no significant association in the increase in number of holidays and the

salary provided at Infitech Global

37.[38.] There is no significant association in the increase in number of holidays and the

satisfaction level working at Infitech Global

38.[39.] There is no significant association in the increase in number of holidays and the

relationship with superior/co-worker at Infitech Global

39.[40.] There is no significant association in the increase in number of holidays and the

handling of absenteeism issue at Infitech Global

40.[41.] There is no significant association in the providing medical facility and the salary

provided at Infitech Global

41.[42.] There is no significant association in the providing medical facility and the

satisfaction level working at Infitech Global

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42.[43.] There is significant association in the providing medical facility and the

relationship with superior/co-worker at Infitech Global

43.[44.] There is no significant association in the providing medical facility and the

handling of absenteeism issue at Infitech Global

44.[45.] There is no significant association in the providing non-monetary benefits and

the salary provided at Infitech Global

45.[46.] There is no significant association in the providing non-monetary benefits and

the satisfaction level working at Infitech Global

46.[47.] There is no significant association in the providing non-monetary benefits and

the relationship with superior/co-worker at Infitech Global

47.[48.] There is no significant association in the providing non-monetary benefits and

the handling of absenteeism issue at Infitech Global

48.[49.] There is no significant association in the providing better work conditions and

the salary provided at Infitech Global

49.[50.] There is no significant association in the providing better work conditions and

the satisfaction level working at Infitech Global

50.[51.] There is significant association in the providing better work conditions and the

relationship with superior/co-worker at Infitech Global

51.[52.] There is no significant association in the providing better work conditions and

the handling of absenteeism issue at Infitech Global

REGRESSION ANALYSIS

1. Anova table result shows that F is signified at 1% indicate that all Betas in the

equation are not equal to Zero. Therefore it can be concluded that the regression

equation is useful to forecast. From the coefficients table it can be said that only

Page 116: MBA Proj Zeroth Review

Designation is significant in predicting in the change in absentees as its t Significance

is less than 0.05

CONCLUSION

The descriptive study sought to describe the opinions of the employees on the factors

that contribute to absenteeism in the work place. The study included 280 employees as

sample. A questionnaire was used to collect data. Data was analyzed by using descriptive

statistics. The study findings provided answers to the questions related to factors contributing

to absenteeism at X Soap’s Ltd.

The finding of the study revealed the main reason for absenteeism, health problem

acts has a major reason for absenteeism followed by domestic problems.

Even though absenteeism prevail in the company. It never affects the output of X

soaps ltd because they follow rotation basis were if an employee is absent, his place of work

is replaced by another employee.

The employee’s satisfaction towards their job is good and they also maintain great

level of relationship with their superior /co-workers.

It was also found from the findings that the employees suggested to provide medical

facilities within the company premises, to provide non-monetary benefits and better work

conditions to reduce absenteeism at Infitech Global

Page 117: MBA Proj Zeroth Review

APPENDIX

QUESTIONER

1. NAME (OPTIONAL)__________________________________________

2. AGE:________________________________________

3. SEX: MALE FEMALE

4. EDUCATIONAL QUALIFICATION :____________________________

5. OVER ALL EXPERIENCE :_____________________________

6. YEARS OF EXPERIENCE WORKING IN THE COMPANY

1-5YRS 6-10YRS 11-15YRS 16-20YRS

<20YRS

7. NUMBER OF DAYS WORKING PER MONTH

20-22 DAYS 23-25DAYS 26-28DAYS 29-31DAYS

8. NUMBER OF LEAVES TAKEN PER MONTH

0 1-5DAYS 6-10DAYS 11-15DAYS

<15DAYS

9. REASON FOR ABSENTEEISM

DOMESTIC PROBLEMS HEALTH PROBLEMS

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LACK OF INTEREST IN JOB WORKING ENVIRONMENT

OTHER REASONS

10. DO YOU NEED ADDITIONAL LEAVE?

YES NO

11. DOES YOUR LEAVE WILL AFFECT THE COMPANY’S OUT PUT?

ALWAYS SOMETIMES NEVER

12. ABOUT THE SALARY OF THE COMPANY

SUFFICIENT NETURAL INSUFFICIENT

13. ARE YOU SATISFIED ON THE COMPENSATION PAID BY THE COMPANY

AT

THE TIME OF LEAVE.

HIGHLY SATISFIED SATISFIED NETURAL DIS-

SATISFIED HIGHLY DIS-SATISFIED

14. ARE YOU CLEAR ABOUT YOUR WORK/JOB RESBONSIBILITY

VEARY CLEAR NETURAL NOT CLEAR

15. ARE YOU SATISFIED WITH YOUR WORK

HIGHLY SATISFIED SATISFIED NETURAL DIS-

SATISFIED HIGHLY DIS-SATISFIED

16. YOUR RELATIONNSHIP WITH THE SUPERIORS/CO-WORKERS

ECELLENT FAIR POOR

17.YOUR VIEWS REGARDING THE WORKING ENVIRONMENT OF THE

COMPANY

HIGHLY SATISFIED SATISFIED NETURAL DIS-

SATISFIED HIGHLY DIS-SATISFIED

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18. DOES THE COMPANY HELP IN THE PERSONAL PROBLEMS

OFTEN IN SOME CASES NOT-AT-ALL

19. YOUR VIEWS REGARDING THE PRESENT ABSENTEEISM POLICY IN THE

COMPANY

HIGHLY SATISFIED SATISFIED NETURAL DIS-

SATISFIED HIGHLY DIS-SATISFIED

20. YOUR VIEWS REGARDING THE COMPANY’S METHOD OF HANDLING

ABSENTEEISM ISSUE

HIGHLY SATISFIED SATISFIED NETURAL DIS-

SATISFIED HIGHLY DIS-SATISFIED

21. YOUR OPINION ABOUT THE FACTORS THAT WILL REDUCE ABSENTEEISM

INCREASE IN NUMBER OF HOLIDAYS

PROVIDE MEDICAL FACILITIES

PROVIDE NON-MONETARY BENEFITS

BETTER WORKING CONDITIONS

BIBLIOGRAPHY

www.google.com

www.wikipedia.org

www.slideshare.com

www.ask.com

www.investopedia.com

www.managementhelp.com

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