Shivaji University, Kolhapur

1.1Introduction:
The project work entitled a STUDY OF ABSENTEEISM with reference to
Menon pistons Ltd is mainly conducted to find the reasons for absenteeism
As the organization is mainly concerning on the manufacturing unit, it required for
workers presently at work. Till now they didnt have any research to find the
employee absenteeism in the organization. So the organization has given research this
topic for study.
Study of absenteeism is very important for any industry. The word absenteeism means
the absence of an employee from work when he is scheduled to be present at in work
place.
The human resource is the most important assets of an organization. The success or
failure of an organization is largely depending on the present of workers at work
regularly. In order to achieve the goals or the activities of an organization, therefore,
they need to reduce absenteeism of worker. While doing so, they have to keep the
present as well as the future requirements of the organization in mind.
A Menon piston is the first company in India to develop ring career pistons.
Absenteeism reduces workers earning and also absenteeism affect productivity of
industry .Because of that it is important to study absenteeism of with menon piston
ltd.

1.2Objectives1. To study concept of absenteeism

2. To identify the reasons for absenteeism
3. To study impact of working conditions on absenteeism
4. To provide suggestions to reduce absenteeism

1.3Importance of the study To reduce current absenteeism

The project study has given the opportunity to observe actual fieldwork in the
HR area of menon pistons.
To improve the overall performance and productivity of workers.
To know concept of absenteeism
Researcher can use research for further study.

1.4Scope of the studyA.G.I.M.S Sangli

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Shivaji University, Kolhapur

The development of any organization depends on the regularity of employee .The

study is conducted to know the reasons for absence of employee in the industry.
Scope of the study is limited to menon pistons Ltd. Plant II only .further
the scope of the study is limited to response of 50workers .the time was the main
factor, which limits the study.
The study is limited to menon pistons workers only.

1.5 Research Methodology

MethodologyA study of Absenteeism with reference to Menon pistons Ltd
In order to meet the objectives of the study of the data was collected with the help of
primary and secondary data.
Primary Data
Primary data consists of original information gathered for thespecific purpose.
Primary data means the data is collected personally by the researcher. Most research
projects involve some primary data collection. Primary data in this research has been
collected in following way1. Questionnaire
2. Group Surveys.
3. Observation.
4. Interview.
Secondary DataSecondary data consists of information that already exist somewhere
having being collected for another purpose. Secondary data provide a starting point
for research and offer the advantage of the low cost and already availability. Here,
secondary data is taken from
1. Website
2. Report
3. Books
Selection of topic-

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Shivaji University, Kolhapur

The researcher has selected the topic absenteeism with reference to menon piston ltd
following reason

To know the reasons for absenteeism.

To study the absenteeism in menon pistons.

Sample Size50 workers are selected through simple random sampling method.

1.6Limitations
The study limits itself to menon pistons plantII only.
Time constrain was a major limitation of the study.
Some of the respondents are not co- operative to fill the answer for the
question.
The study is based upon small population like 50 samples.

2.1Introduction -

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Shivaji University, Kolhapur

Today the success of industrial development in a country is largely

determined by the efficiency and experience of its labour force. The problems of
absenteeism is of great significance .It is the efficiency and experience of workers
that would ultimately decide the success of an industry ,while the experience and
ability of workers largely depend on the elimination of the problem of absenteeism of
workers in the industry.
Employees presence at work place during the scheduled time is
highly essential for the smooth running of the production process in particular and the
organization in general. Despite the significance of their presence, employees
sometime fail to report at the work place during the scheduled time, which is known
as absenteeism. Lab our Bureau, Simla, defined the term absenteeism as the
failure of a worker to report for work when he is scheduled to work.Labour Bureau
also states that absenteeism is the total man-shifts lost because of absenteeism as a
percentage of the total number of man-shifts scheduled to work.
Absenteeism is a major problem that up roots the economic prosperity
of any industry or an organization it can be reduced but not completely eradicated. It
is an ever-existing problem of the industrial sector. Throughout the world absence
from work has generally been considered on the increase, even though many
companies have positive programs attempting control absenteeism. In spite of the
absence control programs absentees continue to hurt corporate profits severely.
In general, the absent rate indicates the relative cost to a given company, because
production worker simply cannot produce as much annually when absent rates are
high as they can when absent rates are low.

2.2 DefinitionAccording to Websters Dictionary, Absenteeism is the practice or habit of being an

absence and absentee is one who habitually away.

2.3Types of Absenteeism
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Shivaji University, Kolhapur

Absenteeism is of four types viz:(i) authorized absenteeism (ii) unauthorized

absenteeism,(iii) willful absenteeism, and (iv) caused by circumstances beyond ones
control.
(I)Authorized absenteeism:
If an employee absents himself from work by taking permission from
his superior and applying for leave, such absenteeism is called authorized
absenteeism.
(ii)Unauthorized absenteeism:
If an employee absents himself from work without informing or
taking permission and without applying for leave, such absenteeism is called
unauthorized absenteeism.
(iii)Willful absenteeism:
If an employee absents himself from duty willfully, such absenteeism
is called willful absenteeism.
(iv)Absenteeism caused by circumstances beyond ones control:
If an employee absents himself from duty owing to the
circumstances beyond his control like involvement in accidents or sudden sickness,
such absenteeism is called absenteeism caused by circumstances beyond ones
control.

2.4Effect of Absenteeism
1. On Industry:
Absenteeism in industry stops machines, disrupts processes, creates
production bottle-necks, hampers smooth flow or continuity of work, upsets
production targets, result in production losses, increase direct overheads costs,
increase work load of the inexperienced ,less experienced or sub standard workers
as substitutes, this in turn creating problems of recruitment, training, job adjustments,
morale and attitudes of the employees.

2. On Workers:
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1. Absenteeism reduces workers earnings and ads to his

Indebtedness, decrease his purchasing power. Makes it difficult for him to meet
necessities of life, leading to personal problems, and in many cases loss of
employment and resultant disaster for his dependents.
2. It affects both quantity and quality of production. If more number of workers is
absent the total output is affected. If alternative arrangement is made by employing
casual workers who do not posses adequate experience the quality of goods produced
is affected.
3. It affects the efficiency of workers. The workers who join after a long period
of absence would normally be much less efficient.
4. It affects the discipline of the workers adversely. The worker who is attending to his
work irregularly may not care much about the discipline.

2.5Causes1. Employees Attitude

This is probably the main cause of misused absenteeism at the workplace. An
employees work attitude will provide hints on the level of commitment he or she has
towards their work. If employees have good work attitude, they will
not take leaves unless necessary and they will plan their leaves well in advance so that
proper delegation of duties can be arranged before that. On the other hand, should the
employee have poor work attitude, then chances are they will misuse leaves
entitlements and may even have other issues like discipline and integrity.
2. Work Pressure
Naturally, it goes without saying that when the work pressure goes up, absenteeism
rate too will go up. Sometimes, employees in trying to avoid stressful situations e.g.
difficult meetings would co incidentally report in sick or having family
commitments on that day. It is obviously an excuse to take the day off in order not to
face such pressures.

3. Relationship with Superiors

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What are the working relationships like in the office? Are the heads of department
putting too much pressure on their staff or are the managers demanding beyond what
was expected from their subordinates? In recent surveys, it was a surprise that a high
number of employees cite poor relationship with superiors as the main reason why
they choose to stay away from work. Employees, especially junior positions would
rather not report to work in a bid to avoid confrontation with their demanding bosses
or as an act of defiance.
4. Job Satisfaction
Other than to earn a salary, the other pulling factor why people seek employment is
because of job satisfaction. This is also the reason why people change jobs or work
environment. Some employees prefer doing the same thing over and over again and
will not seek new responsibilities, while others find it boring to perform monotonous
functions. But in both cases, absenteeism will occur when their level of satisfaction is
lower than what they would accept in their daily work.

2.6 How to reduce Absenteeism1. Measure it

Record absence and regularly highlight it to managers and supervisors. The quicker
you alert your managers, the quicker they can deal with it appropriately. The old
adage that you cant manage what you cant measure is absolutely true in the case of
absence management.
2. Return to work interviews
Return to work interviews are particularly effective in quickly understanding the
reasons for absence. Speed of interview is important so consider an automated prompt
to highlight exactly when an employee has returned.
3. Offer flexibility
allowing employees more control over their schedules and the ability to select and
swap shifts at short notice is guaranteed to reduce absenteeism.
4. Give options
Consider offering unpaid leave or options to buy more holiday time. Planned absence
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Shivaji University, Kolhapur

is always easier for a business to manage than unscheduled absence. Give staff the
opportunity to book off a number of days unpaid or give them the chance to buy
additional holidays at the start of the year.
5.Priorities
make controlling absence a business priority. Theres no excuse not to keep on top of
it. Business tools are available to control and monitor absence levels and trends in
real-time - you can even set the parameters to alert you to all unscheduled absence the
moment it happens.
6.Offer incentives
In large organizations, time and attendance systems are an invaluable tool for tracking
and reporting on attendance levels. For those that are staying on the right side, reward
them. Many organizations offer perfect attendance bonuses as an incentive to reduce
absence levels.
7. Be realistic
Sometimes people really do need to take some time out that simply cannot be
planned. Allow staff to take a maximum number of days each year . This will
improve morale and you will get more out of your employees in the long term.

3.1 Introduction to the companyName-Menon Pistons Ltd

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Started On-1964
AddressMenon Pistons limited plant II Kupwad Block,
Sangli-416436
Dist -Sangli State-Maharashtra
Head Office & Works:
MIDC Shiroli, Kolhapur 416 122 (Maharashtra) India.
Phone: 91-0230-2468041, 2468042
Fax: + 91-230-2468442
Name of Owner-Mr.Sachin Menon
Mr.Nitin Menon
Phone No- 2652455, 2652456
Fax- + 91-231-265406
E-mail-menon@menonindia.com
Website- http://www.menonindia.com
http://www.menon pistons.com
Production-About 2 lakhs of pistons per Annam

3.2History
Menon Pistons Ltd. ventured into manufacture of Pistons in 1971 without any
collaboration or technical assistance of any Piston manufacturer. Manufacturing plant
was setup at the industrial estate in Shiroli, Kolhapur, a small industrial city, south
east of Mumbai & delivered the First Ring Carrier piston to the Indian Diesel Engine
Industry in 1971.
In the year 1985 a second unit was started in Sangli, yet again a small town 60 kms
away from Kolhapur to manufacture Gudgeon Pins & Pistons for stationary &
industrial applications.
In the year 1996 a third unit was added in Shiroli industrial estate exclusively for the
manufacture of small pistons to industrial applications & passenger cars. Currently
this plant concentrates on the manufacturing of Pistons for passenger car as an
Exclusive & Single source supplier to Maruti Suzuki Ltd, for their prize vehicle
SWIFT
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The company has kept pace with the growing trends by virtue of streamlining quality
systems, development of quality culture, adoption of latest technology & equipment.
All the three plants of Menon Pistons Ltd are certified for TS 16949 : 2002.
A product of Menon Pistons enjoy a high degree of customer satisfaction & value for
the money & has been the choice of discerning customers as most cost effective
supplier.

3.3CapacityTurnover-Established in the early 70s today employ: work force more than
900 and has turnover of us $ 50million, with business activities in 4 countries around
the globe
Mission and Core
Vision- To be the worlds leading provider of auto component manufacturing and total
engineering solutions to automobile manufacturers across the world
Mission- To provide innovative products of world class quality at reasonable prices.
Various Departments
1. Purchase department
2. Machining shop
3. Foundry Quality control

3.4Manufacturing LocationIn 1985, MPL set up its Second Plant in Sangli which is around 60 Kilometers from
Kolhapur and manufactures around 200,000 Pistons annually primarily for catering to
the Diesel Engines for Industrial purposes, irrigation/Agricultural and Small Diesel
Generator Sets.
Apart from the manufacture of Pistons, this Plant is fully equipped to manufacture
Gudgeon Pins in the diameter range of 16 mm to 80 mm with well supported
Laboratory and sophisticated manufacturing and measuring equipment to heat
treat/Machine/Grind/Super finish Gudgeon Pins guaranteeing the Geometrical
accuracies and mechanical strength/hardness for long and trouble free operation on
the Engine.

3.5Quality Policy1. To meet the customer expectation of current /future needs.

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2. To co-ordinate and achieve improvement and effectiveness in areas of quality and

processes on a continual basis
3. To endeavor to upgrade technologies and systems and practices to meet statutory
and regulatory requirements.
4. To achieve higher goals of excellence by establishing objectives and targets at
relevant and appropriate intervals and monitor their effectiveness periodically.
Awards1. The first company in India to develop ring career pistons
2. Best vendor award from Maruti udyog ltd in the year 1994-95
3. Ship-to-use status by Cummins India ltd since 1995
4. Faster development award from kirloskar oil engines ltd.

3.6Products of the company-

1 MW Piston TATA 4SP Euro III Piston

Articulated Piston

75 mm Piston

A.G.I.M.S Sangli

140 mm die BEML Piston

TVS Victor/Boxer /Caliber/Hero Honda

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Shivaji University, Kolhapur

Copeland Pistons

Zen/Maruti SWIFT/Esteem Vehicles

3.7 Organization Chart-

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Shivaji University, Kolhapur

CLIENTS
Domestic

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Table No-4.1: Table showing respondens work experience in menon piston Ltd
Options
0-1 yrs
1-2yrs
2-5 yrs
Above 5 yrs
Total

No. of Respondents
9
15
15
11
50

% of Response
18
30
30
22
100

Graph No 4.1: Work experience

35
30
25
20
15
10

30
18

30
22

% of Response

5
0

Interpretation:
Above table and graph shows that 18% respondent that is only 9 out of 50 are
working less than one year, 22% workers are with company for more than 5
years.30% that is 15 respondent out of 50 are working from two to five year and 22%
that is11 respondent out of 50 are working in a company more than five years.

Table No-4.2: Table showing absentee of respondent in a month.

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Shivaji University, Kolhapur

Options
Above two days
Two days
One day
Nil
Total

No. of Respondent
15
17
18
00
50

% of Response
30
34
36
00
100

Graph No-4.2: Remains absent in a month

30

36

Above two days

Two days
One day
Nil
34

Interpretation:
Above table and graph shows that 30% respondent that is 15 out of 50remain
absent more than two days in a month where 34% that is 17 respondent out of 50
remain absent for two days and 18 respondent that is 36% respondent remain absent
for one day .
Table No-4.3: Table showing reasons for being absent
Options
A.G.I.M.S Sangli

No .of respondent
Page 15

% Of response

Shivaji University, Kolhapur

Family Problem
Health Problem
Shift Problem
Transportation Problem
Total

16
18
16
0
50

32
36
32
0
100

Graph No-4.3: Reasons for absent

32

32
Family Problem
Health Problem
Shift timing

36

Interpretation:
Above table and graph shows that 32% respondent that is 16 respondents out of 50
remain absent because of family problem, 36% respondent that is 18 out of 50 remain
absent because of health problem and 32%that is 16 respondent out of 50 respondent
remain absent because of shift timing.

Table No-4.4: Table showing respondents awareness about leave rules of the
company
Options
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No. of Respondent
Page 16

% of Response

Shivaji University, Kolhapur

Yes
No
Total

37
13
50

74
26
100

Graph No-4.4: Awareness about leave rule

26

Yes
No

74

Interpretation:
Above table and graph shows that 74% respondent that is 37 respondents out of 50 are
aware about leave rule of the company and 26%repondent that is 13 respondents out
of 50 are not aware about the leave rules.

Table No-4.5: Clear idea about work responsibility

Options
Yes
No
Total
A.G.I.M.S Sangli

No. of Respondent
33
17
50
Page 17

% of Response
66
34
100

Shivaji University, Kolhapur

Graph No-4.5: Idea about work responsibility

70
60
50
40
66

30

% of Response

20

34

10
0
Yes

No

Interpretation:
Above table and graph shows that 66% respondent that is 33 respondents out of 50
have clear idea about their work responsibility and 34%respondents that is 17 out of
50 dont have clear idea about their work responsibility.

Table No-4.6: Table showing respondents satisfaction with work

Options

No. of Respondent

% of Response

Highly Satisfied

13

26

Satisfied
Dissatisfied

27
07

54
14

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Highly Dissatisfied

03

Total

50

100

Graph No-4.6: Satisfaction with work

6
14

26
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied

54

Interpretation:
Above table and graph shows that 26% respondent that is 13 respondents out of 50 are
highly satisfied with their work,54% that is27 respondent out of 50 are satisfied with
their work,14% that is 7 respondent out of 50 dissatisfied with their work and 6% that
is 3 respondent out of 3 highly dissatisfied with their work.

TableNo-4.7: Table showing respondents view regarding the working environment

Options
Excellent
Good
Average
Poor
A.G.I.M.S Sangli

No. of Respondent
07
22
21
00
Page 19

% of Response
14
44
42
00

Shivaji University, Kolhapur

Total

50

100

Graph 4.7: View regarding working environment

14
Excellent

42

Good
Average
Poor
44

Interpretation:
Above table and graph shows that only 14% respondent that is 7 out of 50 say that
working environment is excellent, and 44% respondents that is 22respondents out of
50 say that working environment is good. And 42% that is 21respondents out of 50are
says working environment at average level.

Table No-4.8: Table showing need of any improvement in the working conditions

Option
Yes
No
Total

A.G.I.M.S Sangli

No. of Respondent
41
9
50

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%of Response
82
18
100

Shivaji University, Kolhapur

Graph No 4.8: Improvement in working condition

90
80
70
60
50
%of Response

82

40
30
20
10

18

0
Yes

No

Interpretation:
Above table and graph shows that 82% respondent that is 41 respondent out of 50 are
says that there is need for improvement in working condition and 18% respondents
that is 9respondent out of 50 are happy with exiting working condition.

Table No- 4.9: Table showing relations with your superior

Option
Excellent
Good
Fair
Poor
Total
A.G.I.M.S Sangli

No. of Respondent
18
32
00
00
50
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% of Response
36
64
00
00
100

Shivaji University, Kolhapur

Graph No-4.9: Relation with superior

36
Excellent

64

Good

Interpretation:
Above table and graph shows that36 % respondent that is 18 respondents out of 50
says that relation with superior is excellent and 64% respondent that is 32respondent
out of 50 says that relation with superior is good. Above analysis shows there is need
for improvement in relation with superior.

Table No-4.10: Superiors behavior towards your problem

Option
Excellent
Good
Fair
Poor
Total

A.G.I.M.S Sangli

No of Respondent
17
33
00
00
50

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% of Response
34
66
00
00
100

Shivaji University, Kolhapur

Graph No- 4.10: Superior Behavior

70
60
50
40
66

30
20

% of Response

34

10
0
Excellent

Good

0
Fair

0
Poor

Interpretation:
Above table and graph shows that 34% respondent that is 17 respondents out of 50
says that superior behavior toward their problem is excellent, 66%respondent that is
33 respondent out of 50 feeling that superior behavior toward their problem is good.
So above analysis shows those workers are satisfied with the superior behavior

Table No- 4.11: Your relations with your co-workers

Option
Excellent
Good
Fair
Poor
Total

No. of Respondent
19
31
00
00
50

Graph No-4.11: Relation with co-workers

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% of Response
38
62
00
00
100

Shivaji University, Kolhapur

38
Excellent
Good
62

Interpretation:
Above table and graph shows that 38% respondent that is 19 respondent out of 50
are says that their relation with other worker is excellent and, 62%respondent that is
31respndent out of 50 workers says that their relation with other worker is good.
Above analysis shows that there is need of co-operation with all workers.

Table No-4.12: Feel pressure in your routine work

Option
Yes
No
Total

No. of Respondent
29
21
50

Graph No-4.12: Pressure in routine work

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% of Response
58
42
100

Shivaji University, Kolhapur

60
50
40
58

30

% of Response
42

20
10
0
Yes

No

Interpretation:
Above table and graph shows that 58%respondent that is 29respondent out of 50
feeling pressure in routine work and 42%respondent that is 21respondent out of 50
dont feeling pressure of work.

Table No-4.13: Possible to get leave whenever you want

Option
Yes
No
Total

No. of Respondent
33
17
50

Graph No-4.13: getting leave whenever want

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% of response
66
34
100

Shivaji University, Kolhapur

34
Yes

66

No

Interpretation:
Above table and graph shows that 66 % respondent that is 33 respondent out of 50
says that they get leave whenever they want and 34% respondents that is 17
respondent out of 50 says that they not get leave whenever they want.

Table No-4.14: Satisfied with salary/wages paid by company

Option
Yes
No
Total

No. of Respondent
21
29
50

Graph No-4.14: Satisfaction with salary

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% of Response
42
58
100

Shivaji University, Kolhapur

42
58

Yes
No

Interpretation:
Above table and graph shows that 42% respondent that is 21 respondents out of 50
satisfied with salary and wages paid by company and, 58%respondents that is 29
respondent out of 50 are not satisfied with salary/ wages.

Table No-4.15: Freedom to change your shift for your convenience.

Option
Yes
No
Rare
Total

No. of Respondent
8
23
19
50

Graph No-4.15: freedom to change shift

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% of Response
16
46
38
100

Shivaji University, Kolhapur

16
38
Yes
No
46

Rare

Interpretation:
Above table and graph shows that 16% respondent that is 8 respondent out of 50 they
can change shift timing, 38% respondents that is 19respondent out of 50 are having
rare opportunity to change timing and, 46%respondent that is23 respondent out of 50
says that there is no freedom to change shift timing.

Table No-4.16: Need for counseling in the company for your personal matter.
Option
Yes
No
Total

No. of Respondent
11
39
50

Graph No-4.16: Need for counseling

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% of Response
22
78
100

Shivaji University, Kolhapur

22

Yes
No

78

Interpretation:
Above table and graph shows that 22% respondent that is 11 respondent out of 50
want counseling on personal problem and, 78%respondents that is 39 respondent out
of 50 says that no need for counseling.

5.1 Findings1. Researcher found that 30% respondent are working from 1-2 yrs, 2-5 yrs
respectively and 22% respondents are working with company more than five
years 18% respondent are working with company from last one year.
(Table No-4.1)
2. Researcher found that 36% respondent remains absent for a one day, 34%
remains absent for more than two days .we can say that no one present 100%
in a month.(Table No-4.2)

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3. Researcher found that 36% respondent remains absent because of health

problem and remaining 32% are absent because of family problem and shift
timing respectively. We can say that health problem is main reason for absent.
(Table No-4.3)
4. Researcher found that 74% respondent are aware about companys leave rules
and 24% respondent are un aware about leave rules.(Table No-4.4)
5. Researcher found that 66% respondent are clear with their work responsibility
and 34% respondents are not clear with their work responsibility.(Table No4.5)
6. Researcher found that 54% respondent are satisfied with given work and only
6% respondent are highly unsatisfied with given work.(Table No-4.6)
7. Researcher found that 44% respondent are saying that working environment
is good and only 14% respondent are says that working environment is
excellent.(Table No-4.7)
8. Researcher found that 82% respondent wants improvement in working
environment and only 18% respondent are satisfied with existing working
environment. (Table No-4.8)
9. Researcher found that 64% respondent says that relations with supervisor is
good and 36% respondents says that relation with supervisor is excellent.
(Table No-4.9)
10. Researcher found that 66% respondent say that superior behavior toward their
problem is good and only 34% respondents are says that superior behavior
toward their problem is excellent.(Table No 4.10)
11. Researcher found that 62% respondent says that relation with co-workers is
good and only 38% respondents say that relation with co- workers is excellent.
(Table No- 4.11)
12. Researcher found that 58% respondent feeling pressure in work and 42%
respondent not feeling any pressure in work.(Table No-4.12)
13. Researcher found that 66% respondent having opportunity to get leave
whenever they want and 36% respondent not get leave whenever they want.
(Table No-4.13)
14. Researcher found that only 42% respondent are satisfied with salary and 58%
respondent are not satisfied with salary. (Table No-4.14)
15. Researcher found that only 16% respondent says that there is freedom to
change shift according to convenience and 46% respondent says that there is
no freedom to change shift. (Table No-4.15)

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16. Researcher found that only22% respondent want counseling on personal

matter and 78% respondent says that no need for counseling in the company.
(Table No.16)

5.2 Suggestions
1. Company should provide medical facility to reduce absenteeism due to the
health problem.
2. Company should provide positive work environment like safety equipment,
ventilation to help for better performance at work place.
3. Company should arrange workshop to motivate the workers and realize that
their leave will affect on company performance.
4. Company should maintain healthy relations with workers.
5. Company should display leave rule on notice board to generate awareness
among workers about leave rules.
6. Company should provide freedom to the workers to change the shift if they
having geneon problem.
7. Company should arrange counseling on personal matter, and explain work
responsibility and provide information about given work.
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Shivaji University, Kolhapur

5.3 ConclusionThe study is carried out to determine the absenteeism in Menon piston
Ltd plant II kupwad Block Sangli.Even though company is providing sufficient
facilities to the workers. The company may provide some more facilities like proper
ventilation, medical facilities transportation facilities and welfare activities which
would reduce absenteeism and motivate the workers to work more efficiently and
effectively for achieving the organizational objectives.

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