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- International Journal of Management (IJM)
Volume 7, Issue 7, November–December 2016, pp.162–171, Article ID: IJM_07_07_017
Available online at
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ISSN Print: 0976-6502 and ISSN Online: 0976-6510
© IAEME Publication
LABOUR ABSENTEEISM IN A TEXTILE UNIT AT
KOLHAPUR
Dr. V.S. Dhekale
Vivekanand College, Kolhapur, India
Dr. B.T. Bandgar
CSIBER, Kolhapur, India
ABSTRACT
The present study focuses on labour absenteeism in the textile unit located at Kolhapur, in
western Maharashtra. Researchers have taken efforts to identify the causes of labour absenteeism
and find out the solutions on this labour problem. The empirical data is collected with the help of
questionnaires administered to the respondents, discussions with the concerned officials and were
classified tabulated, and analysed with the help of statistical tools. At the end of the analysis,
researchers reached to the certain conclusions and have offered suggestions for mitigating the
problem of labour absenteeism, so that performance of the unit is not hampered due to this labour
problem.
Key words: Absenteeism, Features of Absenteeism, Measures to control absenteeism.
Cite this Article: Dr. V.S. Dhekale and Dr. B.T. Bandgar, Labour Absenteeism in a Textile Unit at
Kolhapur. International Journal of Management, 7(7), 2016, pp. 162–171.
http://www.iaeme.com/IJM/issues.asp?JType=IJM&VType=7&IType=7
1. INTRODUCTION
The labour bureau (1962) defines absenteeism as the percentage of total shifts lost against the total number
of man shifts scheduled to work. According to websites dictionary “absenteeism is the practice or habit of
being an absent and an absentee is one who habitually stays away from work. “Absenteeism” is the time
lost in industrial establishment by avoidable or unavoidable absence of employees. Absenteeism signifies
the absence of an employee from work when he is scheduled to present for the work. It is unauthorized,
unexplained, avoidable and wilful absence from work. The absenteeism is universal fact and it differs from
industry to industry, place to place, occupation to occupation.
2. DEFINITION OF ABSENTEEISM
Absenteeism refers to the absence of a worker when properly scheduled to work. According to Webster’s’
Dictionary, absenteeism is the practice of habit of being an ‘absentee’ and an absentee is one who
habitually stays away.
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- Labour Absenteeism in a Textile Unit at Kolhapur
3. THE ABSENTEEISM RATE
The formula recommended for by the United States Department of Labour for computing he absenteeism
rate at the end of each month is as follows- Absenteeism Rate= (No. of days of employees’ lost through
job absence during period ÷ Average No. of employees× No. of work days) × 100
4. EXTENT OF ABSENTEEISM
The rate of absenteeism varies from 7% to 30%. In some seasons of the year, it reaches up to 40%. The
rate of absenteeism varies from industry to industry, place to place, occupation to occupation. The reasons
for such absenteeism too are different.
In Madras, the rate of absenteeism increased from 8.9 percent in1951 to 16 percent in 1980. The
absenteeism rate has increased from 12.7 percent to 22 percent in Bombay, 8.3 percent to 14.9 percent in
Ahmadabad; and 12 percent to 24.8 percent in Kanpur.
In engineering industry, it increased from 13.9 percent to 19.1 percent in Maharashtra; in West Bengal
from 10.1 percent to 17.3 percent; and in Karnataka from 9.7 to 15.7 percent during the same period, the
percentage of absenteeism went up from 10.6 to 18.8 percent in Dhariwal (Mamoria and Gankar, 2009).
5. REVIEW OF LITERATURE
5.1. Absenteeism – A Brief Review in Cotton Textile Industry in India
The absenteeism in cotton textile mills in Mumbai varies from 19.5 percent to 25.3 percent. Absenteeism
in Solapur varies from 26.5 percent to 46.6 percent and the absenteeism rate at Ahmadabad varies from
13.6 percent to 14.6 percent and that of Karnataka, it varies from 17.8 percent to 24.1 percent.
The rate at Kanpur in cotton textile varies from 11.6 to 24.8 percent. The average absenteeism rate at
Mumbai is 22.4 %, at Solapur 36.5 %, at Ahmadabad 14.1 %, at Kanpur and Karnataka the rate is
20.9percent and 18.2 percent respectively.
5.2. M. Karthikeyan and Dr. P. Sivakami (2008)
Authors suggested that job repetition should be minimized, proper medical should be provided to the
employees, recreation facility should be improved in the organization, motivational training should be
given to the employees at regular period of time, skilled and semi-skilled labours should be treated as
same. Promotions should be given to the employees for their excellent performance.
5.3. S. Shanmuga Sundaram and N. Panchanatham (2011)
Authors analysed the manpower related export problems disturbing the export performance in Madras
Export processing zone, special economic zone and export oriented units at Madras. The study was of a
diagnostic nature. They suggested that, labour productivity can be improved by imparting knowledge and
skills to the workforce by arranging training programmes.
5.4. K. Vishnupriya, N.S. Suganya and P. Bhuvaneswari (2012)
The authors studied absenteeism among the Employees’ Of Textiles Industries; Coimbatore .The
relationship between management and workforce has to be sustained and employee’s problems should be
solved with proper solutions to avoid absenteeism. They suggest that the salary of the employees should
also be increased based on performance and experience. The safety measures that are adopted should be
improved by the company.
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- Dr. V.S. Dhekale and Dr. B.T. Bandgar
6. RATIONALE OF THE STUDY
Cotton textile industry in India is an oldest and largest industry. It has been observed that there is a high
rate of absenteeism among the respondents particularly in textile mills. Frequent absenteeism in industry
causes loss to respondents as well as industry. Hence, this topic was selected for the research.
Absenteeism means failure of a worker to report for work when he scheduled to work. Absenteeism is
unauthorized, avoidable and wilful absence from duty. Absenteeism is a universal problem in industry.
Therefore, it is necessary to study the causes of absenteeism and offer the measures to control absenteeism
so that loss of production can be controlled.
7. STATEMENT OF THE PROBLEM
On the backdrop of the above facts, study of absenteeism in a textile unit situated near Kolhapur (Western
Maharashtra) was selected for the present study. Hence the title of the study is - “Labour Absenteeism in a
Textile Unit at Kolhapur”. The identity of the unit is not disclosed just to protect its confidentiality.
8. SCOPE OF THE STUDY
The data collected for the present study pertains to the period from 2011-12 to 2115-16. The analytical
scope pertains to the calculations of responses to the each question and the percentages drawn on the
frequencies to the response. The analysis leads to know the causes of absenteeism and measures to control
the absenteeism.
9. OBJECTIVES OF THE STUDY
• To study the absenteeism rate in the organization under study for the past five years
• To trace out the reasons of absenteeism in the organization under study
• To know the opinions of the respondents about working conditions, remuneration, economic conditions,
family background, that contribute to the problem of absenteeism
• To suggest measures, if any, to reduce the rate of absenteeism.
10. RESEARCH METHODOLOGY
10.1. Research Design
It is a descriptive and exploratory study. The survey method is used to carry out the research.
10.2. Data Collection
For the research purpose, both primary and secondary data is used to complete the study.
Primary Data: Primary data were collected by administering the structured questionnaires to the
respondents.
Secondary Data: Secondary data were collected from reference books, published research papers,
magazines, and internet websites.
10.3. Tools for Data
Structured Questionnaire was used to collect the primary data for the present study.
The responses are collected through structured questionnaire relevant to the objectives of the present
study. The questionnaire structured in Yes- No form. The sub questions also were asked for more
clarification wherever necessary.
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- Labour Absenteeism in a Textile Unit at Kolhapur
10.4. Interview
Interview technique also used to gather the information from the managers and other officers in connection
with the objectives of the present study.
10.5. Observations
For the present study researcher has used the observation technique also wherever necessary.
Population Size: (N = 677)
The universe of sample consists of the total number of employees working in the organization under study.
The Sample Size: 140
The simple random sampling method is used to determine the sample size.
The sample size comprises of 20% of the employees on the roll.
Thus 677 X 20% = 135.40.
For the sake of convenience the sample size for present study is rounded to 140 respondents (n=140).
11. DATA ANALYSIS AND INTERPRETATION
The data collected through questionnaires, were classified, tabulated and percentages were calculated to
arrive at conclusion.
Table 1 Demographic Information of Respondents
Sr. No. Marital Status Frequency Percentage
1 Married 116 82.86
2 Unmarried 23 16.43
3 Widow 01 00.71
Total 140 100
AGE GROUP
Sr. No. Age group Frequency Percentage
1 20 to 25 years 17 12.14
2 16 to 30 years 29 20.71
3 31 to 35 years 23 16.43
4 36years and above 71 50.72
Total 140 100
LEVEL OF EDUCATION
Sr. No. Level of Education Frequency Percentage
1 Matriculation 66 47.14
2 Higher secondary 61 43.57
3 Graduation 13 09.29
Total 140 100
MONTHLY WAGES/SALARY
Sr. No. Monthly Wages/Salary Rs. Frequency Percentage
1 5000 to 7000 20 14.28
2 7001 to 10000 37 26.43
3 10001 and above 83 59.29
Total 140 100
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- Dr. V.S. Dhekale and Dr. B.T. Bandgar
NUMBER OF DEPENDENTS
Sr. No. Number of Dependents Frequency Percentage
1 Up to 3 18 12.85
2 4 to 6 97 69.29
3 7 and above 25 17.86
Total 140 100
NUMBER OF EARNING MEMBERS
Sr. No. Number of earning members Frequency Percentage
1 One 93 66.43
2 Two 30 21.43
3 Three and above 17 12.14
Total 140 100
INCOME FROM OTHER THAN WAGES/SALARY
Sr. No. Income from other than Frequency Percentage
wages/salary
1 No other source of income 32 22.86
Source of income 108 77.14
2 (Agriculture source = 94
Other source = 14)
Total 140 100
The above Table 1 reveals that
(a). Marital Status of Respondents
That majority (82.86%) of respondents are married, and they have the families and have to shoulder the
family responsibilities.
(b). Age of Respondents
That 50.72% of respondents are above 36 years of the age, and 16.43 % are in the age group of 31 years to
35 years. Thus majority of respondents are above the age of 31 years.
(c). Education of Respondents
That education wise classification of the respondents shows 47.14% of the respondents are matriculate..
Respondents above higher secondary level are 52 .86% (43.57+9.29). Thus majority of respondents are
educated above the level of higher secondary level.
(d). Wages of Respondents
That the 59.29 percent respondents are getting monthly wages more than rs. 10000. It means about 60
percent that is majority of the respondents are getting better wages.
(e). Dependents of Respondents.
Those 69.29 percent respondents have 4 to 6 members in their family. That means about 70 percent
employees have the members as two children, spouse and two other dependents.
(f). Earning Members in Family
The 66.43 percent respondents are only the earning members in their family
(g). Respondents Earning other Income
The 77.14 percent respondents have other source of income. Further 64.14 % respondents have income
from other source (agriculture) and 10 percent respondents have income from other than agriculture
source.
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- Labour Absenteeism in a Textile Unit at Kolhapur
Table 2 Rate of Absenteeism (%) During- (2011-16)
Year 2011-12 2012-13 2013-14 2014-15 2015-16 Monthly Remark
Month (%) (%) % % % Avg.(%) s
APR 14.21 15.80 14.23 14.17 15.04 14.69
MAY 17.46 16.00 18.30 17.50 16.00 17.05 High
JUN 16.34 12.34 16.56 21.42 Strike 16.67
JULY 11.87 08.78 12.73 11.77 14.16 11.86
AUG 09.14 08.25 10.42 10.13 08.12 09.21 Low
SEPT 11.56 11.78 12.02 11.33 12.08 11.75
OCT 12.81 12.32 12.54 13.27 09.72 12.13
NOV 13.48 13.26 13.96 13.62 11.71 13.20
DEC 13.51 13.05 13.36 12.48 10.83 12.65
JAN 11.61 13.58 11.61 11.81 10.15 11.75
FEB 10.97 13.61 14.06 16.83 13.18 13.73
MAR 11.40 12.41 12.73 10.58 12.81 11.99
Avg 12.86 12.59 13.54 13.74 12.16 12.97
Source- Organization Register (Record)
Average Percentage of Labour Absenteeism = 12.97 %
From the above Table 2, it is seen that-
• The monthly average absenteeism percentage is high in the month of May i. e. 17.05%, followed by 16.67%
in the month of June and 14.09% in the month of April. The lowest absenteeism (9.21%) is recorded in the
month of August. Absenteeism for November and February is 13.20% and 13.73% respectively.
Absenteeism for the month of October and December is 12.13% and12.65 respectively;
• However it is 11.75% for the month September and January. Absenteeism is equal to 11.99% 11.86% for the
months of March and July. The highest percentage of labour absenteeism is in the month of May, June and
April. It is followed by the month of February and November. The absenteeism for the month October and
December are nearly equal to the annual average absenteeism. Absenteeism for the month of September,
January, March and July range from 11.86% to 11.99%. Absenteeism in the month of August is lowest.
Absenteeism for the last five years is 12.97% and absenteeism in the month of April, May and June is high.
Table 3 Causes of Absenteeism
Sr. No. Causes/Reasons For Labour Absenteeism Frequency Rating
1 Unpleasant Working Conditions 17 07
2 Frequency Of Accidents And Lack Of Safety 02 11
3 Shift Work And Long Working Hours 75 02
4 Inadequate Pay And No Incentives 60 04
5 Unsuitable Work 02 11
6 Overburden of Work 80 01
7 No Suitable Conveyance Facilities 06 09
8 Other Part-Time Job 02 11
9 Household Problems, Social Ceremony 49 05
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- Dr. V.S. Dhekale and Dr. B.T. Bandgar
10 Agricultural Work 76 03
11 Attending Personal Functions 28 06
12 Visiting Places 00 -
13 Domestic Problems 13 08
14 Other Reason 05 10
Source- Primary Data
The above Table 3, makes it clear that-
• Classification of the causes of absenteeism is shown in the table which shows that the maximum frequency
among the various causes of absenteeism is observed to be the over burden of work the rating is 80.
• The cause of absenteeism is agricultural work. Respondents having a small piece of land keep away from the
scheduled work and join the farm work.
• Shift work and long working hours is another important cause for the absenteeism. Shift work and long work
hours brings physical and mental stress as result respondents remain absent from the work.
• Inadequacy of and absence of incentives is also one of the important causes for absentee as a result worker
finds other source of income to meet the financial requirements.
• House hold problems and attendance for personal functions is also an important cause which is unavoidable
considering the responsibility as a head of the family and keeping a pace with sociology in the community.
This cause is unavoidable.
• Unpleasant working conditions and domestic problems is comparatively less important cause for
absenteeism, but cannot be neglected.
• No suitable conveyance facilities, other part-time job, unsuitable work, frequency of accidents and lack of
safety, and other reason are some of the cause where the rating is low regarding absenteeism.
Table 4 Measures to Control The Absenteeism.
Sr. No. Measure To Control The Labour Absenteeism Frequency Ranking
1 Change In Work Environment 30 05
2 Job Rotation 24 06
3 Change In Management Style 06 09
4 Develop Attendance Policy 08 07
5 Conveyance Facility 04 08
6 Encouragement And Appreciation 52 03
7 Increase In Wages And Incentives 95 01
8 Personal Attention 57 02
9 Medical Facilities 41 04
10 Housing Facilities 02 10
11 Other Measures 02 10
Source- Primary Data
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- Labour Absenteeism in a Textile Unit at Kolhapur
Above Table 4, shows the
• Classification of measures suggested by the respondents to control the absenteeism is classified on the basis
of highest rating.
• Increase in wages and incentives are the top rated measure by the respondents for bringing down the rate of
absenteeism.
• Personal attention, encouragement and appreciation is second important measure to control absenteeism.
• Change in work environment and job rotation is another measure to control the absenteeism.
Table 5 Opinions about WC & Remuneration
OPINIONS ABOUT WORKING CONDITIONS(WC)
Sr. No. Nature of response Frequency Percentage
1 Good 130 92.86
2 Bad 010 07.14
Total 140 100.00
SATISFACTION ABOUT REMUNERATION.
Sr. No. Response about proper wages Frequency Percentage
1 Satisfied 52 37.14
2 Not Satisfied 88 62.86
Total 140 100.00
Source-Primary Data
Above Table 5, reveals that
• The majority of (92.86 %) respondents are satisfied with the working conditions.
• But more than half the respondents (62.86 %) are not satisfied with the remuneration they are getting.
12. FINDINGS AND SUGGESTIONS
12.1. Findings
The rate of labour absenteeism varies from industry to industry and location to location.
• The rate of absenteeism varies from 7 percent to 15 percent. In Mumbai, yearly average absenteeism rate
varies from 19.5 percent to 25.3 percent, the rate of average absenteeism in Solapur varies from 26.5 percent
to 46.6 percent and the absenteeism rate at Ahmadabad varies from 13.6 percent to 14.6 percent and that of
Karnataka, it varies from 17.8 percent to 24.1 percent, while the rate at Kanpur in cotton textile industry
varies from 11.6 to 24.8 percent.
• Absenteeism in the organization under study is high in the month of May i. e. 17.05%, followed by 16.67%
in the month of June and 14.09% in the month of April for the last five years. The lowest percentage of
absenteeism is recorded in the month of August which is average 9.21%.
• The absenteeism for the month of November and February is equal to 13.20% and 13.73% respectively. The
absenteeism for the month October and December is 12.13% and12.65 respectively;
• However it is 11.75% for both the months September and January. It is 11.99 % 11.86 % for the month of
March and July. The highest labour absenteeism is in the month of May, June and April. It is followed by
the month of February and November.
• The absenteeism for the month October and December are near about the annual average percentage of
absenteeism. The absenteeism for the month of September, January, March and July are range from 11.86%
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- Dr. V.S. Dhekale and Dr. B.T. Bandgar
to 11.99%. The lowest absenteeism showed in the month of August. Average monthly absenteeism for the
last five years is 12.97%.
• Absenteeism in the month of April, May and June is high and low in the month of August. In the month of
April and May there are social ceremonies, marriages and some agricultural work due to which respondents
remain absent. In the month of June respondents remain absent for the cultivation season of agriculture.
• In the month of February in the most of the villages ‘melas’ (Yatras) take place, in local language it called
as “Mahis” plus harvesting season takes place which leads to more absenteeism. In the month of October
and December due to Diwali and harvesting of paddy, respondents used to remain absent from their work.
• Majority of respondents revealed during the personal discussions that they are having other source of income
from agriculture; however land holding is very small, therefore they themselves work on the farm and they
cannot afford to employ temporary respondents.
• Majority of the respondents are satisfied with working conditions. The respondents are not satisfied with the
remunerations/ wages. Respondents take leave for personal and medical reason. Majority of the respondents
agree that there is great loss due to absenteeism.
13. SUGGESTIONS
After going through the analysis of the data and personal discussions with managerial and non-managerial
employees, the following suggestions are offered
• A Training Policy – Need based continuous training programs on the behavioural as well as work practices
should be organised regularly. A separate training budget and fund may be provided by the top
management.
• Recruitment Policy- While recruiting respondents, a rigorous scrutiny must be done during the interview of
the potential respondents so that only needy candidates having right aptitude will be selected.
• Incentive Scheme – Management may go for framing suitable incentive scheme for providing attractive
incentive to respondents as attendance bonus.
• Medical Checkup Camp should be organised for the respondents and their family members so that an
emotional bond between the family members and organization will be created.
• Night Shift Allowance – Payment of attractive night shift allowance will help reduce the absenteeism.
• Organization Culture- Undertake the ‘attitude survey’ and ‘organisational culture survey’, and conduct
interventions to change the attitude of the employees.
• Leave Policy – Liberal leave policy will help reduce unauthorised absenteeism.
• Counselling Programmes- Organising counselling programmes for habitually absent respondents, will give
positive results.
• Good Attendance Incentive- Giving reward to regular respondents will help reduce absenteeism.
• Get Together with Family Members – Organising the get together of family members will help in
reducing the absenteeism.
• Gunwant Kamgar Puraskar- Introduction of “Gunwant Kamgar Puraskar” will help the organization in
creating an affiliating bond between employee and organization.
• Good IR- This is a sure way to reduce labour absenteeism.
14. CONCLUSION
The problem of labour absenteeism is serious and it is chronic in textile industry. The trends in
absenteeism in some selected Indian industries for which data is available, the textile industry had overall
the highest rate of absenteeism. Due to chronic absenteeism, industrial melody affects badly on profit,
production, and investment. Labour not only disturbs the productivity but also affects adversely on
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- Labour Absenteeism in a Textile Unit at Kolhapur
respondents Absenteeism becomes habit, there is not only general lowering morale, distinct loss of skill
and efficiency, respondent’s ability and work performance.
14.1. Suggestions for Future Research
State level or National level geographical area may be selected for research with a bigger sample size so
that more accurate results will be available.
14.2. Limitations of the Study
The present study is carried out in a single unit with a small sample size. Hence generalization needs to be
drawn with a caution.
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