MBA Proj Zeroth Review
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Transcript of 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.
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
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
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.
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
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.
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
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.
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.
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.).
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
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
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
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.
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.
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.
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
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:
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:
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:
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:
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
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
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:
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
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:
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:
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
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:
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
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.
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
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
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.
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
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.
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.
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
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
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.
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.
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
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
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.
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.
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
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
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.
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.
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
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
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.
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.
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
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
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.
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.
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
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
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
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.
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.
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
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
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.
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.
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
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
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.
.
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
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
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
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.
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.
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
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
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
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
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
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
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
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
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
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
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
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.
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
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
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.
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
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
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
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.
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.
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
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
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
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.
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
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
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
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.
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.
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
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
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.
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
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
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
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.
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
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
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
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
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
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
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
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
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