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HYPOTHESIS
A hypothesis is a proposition, condition or principle which is assumed, perhaps without belief, in order to draw logical consequences by this method to test its accord with facts which are known or may be determined. When a researcher observes knows facts and takes up a problem for analysis, he first has to start somewhere and this point of start is the hypothesis. In other words, one has to proceed to formulate tentative solution as soon as the problem to be tackled is finalized. These proposed solutions or explanations constitute the hypothesis which the researcher proceeds to test on the basis of fact already known or that can be made known. Even, collection of facts merely for the sake of collecting them will yield no fruits; to be fruitful, facts need to be collected such that they are for or against some point of view or proposition. Such a point of view or proposition is the hypothesis. The tentative explanations or solutions are suggested to researcher by something in the subject matter and by our previous experience. Hypothesis testing means to know whether the hypothesis based on the data collected is valid or not. The main object of hypothesis testing is whether to accept the null hypothesis. Procedure for hypothesis testing deals with steps on the basis of which a hypothesis is either rejected or accepted. Thus, this study has been primarily carried out to analyse and judge the effects and implications of absenteeism among the employees of a bottling plant, both on the managerial and the non-managerial section of employees. The hypotheses of the study are: Absenteeism affects and reduces organizational productivity. Logical outlook towards various problems was more prominent among regular attendees than absentees. Older employees have greater commitment towards their work. The hypothesis of this study has been deduced and identified on the basis of the belief that employees normally absents themselves from work due to certain unconditional and conditional reasons which affects organizational productivity.
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Vision
Mission
Continuously excel to achieve and maintain leadership position in the chosen businesses; and delight all stakeholders by making economic values in all corporate functions.
Their Success Production of innovative, high quality retail branded beverages combined with world-class packaging. Driven by a management team with a relentless focus on value. Their People At RKJ Group they are creating an environment where our employees enjoy a greater degree of empowerment both individually and in their work teams. Their employees are equipped with the necessary tools, training and management
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backup for strong performance and accountability, as well as in an environment of open communication and involvement.
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COMPANY VISION
To become truly global company, by continuing to build a competitive and profitable worldwide refreshment beverage business. PEPSI COLA INTERNATIONALS STRATEGY Target core Brand Focus on business growth. Satisfy market priorities Focus on franchising with building core of company owner.
A North Carolina Pharmacist established Pepsi Cola in 1980 as a cure for Dyspepsia (indigestion). Under the supervision of Mr. Bradhman Pepsis first bottling plant was build 1905. In 1977, when Coca-cola left the country then Pepsi Co. began to lay plans to enter this huge Indian soft drink market. Pepsi working with Indian business groups to seek government approval for its entry in the India soft drink market. Pepsi offered Indian Government to help in the exports of some of its agricultural products in a volume that would cover the cost of importing soft drink concentrate. Pepsi Company is established in Indian in 1989. At that particular time it was know as a non-Cobo (Company owned bottling operations) company. In January 1995 Pepsi took over and it is now known as a Cobo (Company owned bottling operations) company. It joined hands with Voltas Ltd with 60%equity. But now it has become a fully owned subsidiary. Pepsi Company is broad based food and Beverages Company, serving more than 60% of its sales and operation profits from its snack- foods and restaurants business. Established with a turnover of $ 28 billion in 1989, the companys beverage business has grown 50% streets ahead of the market; which has expanded by 20%. It poured in vast sums to whip up its visibility at the retail level, so that consumes were greeted virtually at very street corner by Pepsis blue-red and white colors. Behind the hype, in effort invisible to consumers, Pepsi pumped in Rs.300 Crore to add muscle to its infrastructure in bottling and distribution. This is apart from the money that up grading the plants.
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April 1993, Voltas and Punjab Agros equity stakes were bought over converting Pepsi Foods from a joint venture to fully own subsidiary. Weak bottlers who did nit have the finance were given massing support in from of interest- free loans to upgrade their operations. But the big strategy, which has proved to be winner was the position Pepsi, decided taken company owned Bottling operations (COBO). For this another subsidiary Pepsi co. India Holding was set up as investment vehicle capitalized at $9.5 million. 1991 saw a major launch of 7-up in India, which was warmly received by India customers and consumers. 1994 Pepsi achieved the number 1 position in cola brand India. 1995 2new COBOs were opened in UP & Gujarat. 1996 Mirinda attend No 1 Position in orange beverage category. May 1998 was major launch of Mirinda Lemon in India. Pepsi is trying very hard to maintain the lead it made over its competitors in the India sift drink market. It is expanding its business in the other fields also. It is in the business of export of beverages concentrates. This year Pepsi has achieved a 100% growth in the export turnover in the first quart of 1998 over the corresponding period for the previous year. Pepsi has taken a lead in the beverage concentrate exports from potential in the near future. Pepsi has also developed agricultural linkages to boot its export thrust and as a move in the direction, its plant at Sonepat has become the first rice-processing facility in India. Pepsi mean while added a new range of products to its agro-export Portfolio. These include Baron, a bread of peanut butter marketed in U.S., Branded red and green chili, Puree, ginger and garlic paste &cooking paste under the seasons Harvest home, which is also the name of its branded basmati rice.
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At present Pepsi is trying very hard to maintain its position in the market. It is operating in a very well managed manner. Some of its strategies it followed to be competitive in the market area follows EMPOWERMENT One of the strongest weapons in the Pepsis armory is the flexibility it has empowered with its people. Every manger and sales person has the authorities to take whatever steps he feels will make consumer aware of the brand and increase its consumption. CHANNEL MANAGEMENT Pepsi has a very well managed distributive system. It is said the Pepsi dont have bottlers, it has partners. Pepsi has a well-aligned bottling network. It operates through COBO (Company owned bottling operations) and FOBO (Franchise owned Bottling Operations) It is this way a Pepsi Co., India Strengthens its marketing that gives it an edge. Every number of its sales team is meticulously taught the merchandising and display skills that can leverage the reach of the companys bottling network to achieve high visibility for the product.
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1993 Pepsi launches Teem and Slice. Captures about 25.30% of the soft drinks market in about two years. July 1993 Voltas pulls out of PFL joint venture. Pepsi decides to raise equity to 92% Reports of coke Parle negotiations gain strength. 1994 Pepsi brought Dukes& Sons 1995 Pepsi launched Cans having capacity of 330 ml in various flavors. 1997 Pepsi brought Mirinda Orange opposite to Fanta. 1998 Pepsi launched Lemon Mirinda to give taught competition to Limca. 1999 Pepsi has launched its Diet Pepsi Can and 1.5 Liters pet battles for health conscious people. 1997 Refusing to dilute its equity state Coca-Coal winds up operations in the country. Parle launches Thumps Up and Drinks launches Campa Cola. 2001 Pepsi launched Aquafina. 2003 Pepsi launched Mountain Dew 2005 Mirinda lemon zinger, 7UP.Ice was launched by Pepsi. 2006 Bubbly Pepsi was launched. 2007 Pepsi Gold was launched.
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We compete locally. Small in big/small company Visible community leadership Mindset of an entrepreneur Know/Service every customer
Sense of urgency There is no tomorrow. Fix it today. Our success is built upon passion.
Every front-line job has targets. Reinforce goals, plan performance Prioritize, focus, simplify Clear accountability for results No excuses.
Treat everyone fairly, and with dignity. Operate with integrity and justice. Every individual is important.
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PEPSI HEADQUARTERS Pepsi Cos world headquarters is located in purchase, New York, approximately 45 minutes from New York City. Edward Darell Stone, one of Americas foremost architects, designed the seven building headquarters complex. The building occupies 10 acres complex that includes the Donald Mkendall sculpture gardens, a world acclaimed sculpture collection in garden setting. The collection of work is focused on major twentieth century art, and features work by such as Augusta Rodin, Henri Laurens, Henery Moore, Alexander Calder, Alberto Giacometti, Arnaldo Pomodoro and Claes Oldenberg. The gardens were originally designed by the world famous garden planner, Russel Page, and have been a visitors booth in operation during the summer and spring. TRAINING AND DEVELOPMENT It provide following to employee: On Job Training Program In House Training Program Out door Training Program WELFARE ACTIVITIES Company provides welfare activities to its employees like: Uniform Transportation facilities Canteen Annual meet etc.
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PRODUCT
PEPSI MIRINDA ORANGE MIRINDA LEMON SLICE 7-UP EVERVESS SODA MOUNTAIN DEW Plant is producing 10 million cases every year.
BOTTLE FILLING
300ml, 200ml 300ml, 200ml 300ml, 200ml 250ml 300ml, 200ml 300ml 300ml, 200ml
Plant has employed about 200 employees with separate company uniform on permanent and causal basis. There are 40 managers/ officers/ supervisors and rest of workmen. Plant is dispatching near about 125-150 tracks in peak seasons per day to various location. This Plant spreads over 75 acres.
QUALITY POLICY
The best delivery. The best product in the market place The highest quality The best testing.
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Pepsi contains carbonated water, high fructose com syrup and/or sugar, Carmel color, phosphoric acid, caffeine, citric acid and natural flavors.
SLICE
Produced at 80.c and is prepared by VBL on large scale! CONTENTS: CALORIES TOTAL FAT SODIUM POTASSIUM TOTAL CARBOHYDRATE SUGAR PROTEIN CAFFEINE 130 0g 35mg 70mg 34g 33g 0g 0g
Slice contains carbonated water, high fructose com syrup and/or citric acid, potassium citrate, potassium benzoate (preserve freshness) gum Arabic, malice acid, potassium sorbate (preserve freshness), yellow 6, salt, ester gum, natural flavors, calcium disodium EDTA (to protect flavor) and brominated vegetable oil.
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YEHI HAI RIGHT CHOICE BABYAAHA!!!! NOTHING OFFICIAL ABOUT IT CHOICE OF NEXT GENERATION MORE CRICKET MORE PEPSI YEH AAZADI HAI DIL KI YEH DIL MANGE MORE ZOR KA JHATKA DHHERE SE LAGE PEPSI KE LIYE HUM BESHRAM HAIN YEH PYAAS HAI BADI DO THE DEW OYEBUBBLY! PEPSI UTHAO, GHAR LEY JAO JOIN THE BLUE BILLION MOUTH HAPPY POCKET HAPPY PEPSI. MY CAN
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E ast W e st N o r th
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DEFINING ABSENTEEISM
Absenteeism in short can be defined as a failure to report to work. It is likely a symptom of low moral and declining productivity or little involvement at work as demonstrated by the employees staying away from work. It refers to the failure on the part of employees to report to work through which they are scheduled to work. In other words an unauthorized absence constitutes absenteeism. It is referred to here in as failure of employees to report to work when they are scheduled to work.
UNDERSTANDING ABSENTEEISM OR INTRODUCTION TO ATTENDANCE MANAGEMENT The management of attendance is an important aspect of supervision. The cost of absenteeism is greater than the direct payment of wages and benefits made during the absence. Organization must also consider he indirect cost of staffing, scheduling, reframing, lost productivity, diminished moral, turn over, opportunity cost. The indirect cost often exceeds the direct cost of absenteeism. Effective supervisory efforts in attendance management will affect a relatively small percentage of employees but will generate substantial savings, increased productivity and moral.
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TYPES OF ABSENTEEISM
There are two types of absenteeism, each of which requires a different type of approacha) INNOCENT ABSENTEEISM: - innocent absenteeism refers to employees who are
absent for reasons beyond their control sickness and injury. Innocent absenteeism is not culpable i.e. blameless. In a labor relations context this means that it cannot be remedied of or treated by disciplinary measures.
b) CULPABLE ABSENTEEISM: - it refers to employees who are absent without
authorization for reasons, which are within their control. For instance, an employee who is on sick leave even without being so and it can prove so; he/she is guilty of culpable absenteeism. To be culpable is to be blameworthy. In labor relation context this means that progressive action can be taken. For the large majority of employees, absenteeism is legitimate, innocent absenteeism, which occurs infrequently. Procedures for disciplinary action apply only to culpable absenteeism. Many organizations rake the view that through the process of individual absentee counseling and treatment, the majority of employees will overcome their problems and return to an acceptable level of regular attendance.
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CALCULATION OF ABSENTEEISM
The rate of absenteeism is expressed as the percentage of man-days lost through absence to the total number of man days scheduled in a given period.
No. Of Employees Absent * 100 Absenteeism% = -----------------------------------No. Of Employees Present No. Of Employees Present = (Avg. No. of workers) *(No. of working days)
As we know, employees are the 21st century organizations greatest assets. Accountants are even adding human capital to the balance sheet. Absenteeism is a universal problem in an industry. It becomes a problem when it exceeds 10% as it disturbs the production schedules and creates many problems. Personnel Research studies have further revealed that: The days before and after a holiday are liable to higher rate of absenteeism. Employees who belong to local area are absent more often than outsiders. Bad weather increases rate of absenteeism, especially among employees who live at distant places. Employees under the age of 25 years and above the age of 55 years are absent more often than those in the age group of 26 to 55 years. Operative employees are absent more frequently than the supervisors and managers. The higher the rate of pay and greater the length of services of the employees\, the fewer the absences.
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On the other hand there are few psychological factors as the major causes of absenteeism of Indian industrial workers. Such factors are poor health, transport difficulty, do chores, and indebtness etc.
Lets have a tabular evaluation of the: Observable Behavior pattern indicating possible alcohol related problems
STAGE I STAGE (Early) ABSENTEEISM Tardiness, quits early (Absenteeism situations) I drink to relieve tension GENERAL BEHAVIOUR Complaints from JOB PREFERENCE deadlines, fellow Misses
from employees for not doing commits error his/her share. Overreaction (Frequently low job complains of not feeling profile) well, makes untrue statement
II STAGE (Middle)
Frequent days off for vague Marked or implausible reasons. I feel guilty undependable
changes, Criticism from boss, statements, general deterioration concentrate, loss of minor
about avoid money from fellow cant and accompanies frequent memory, hospitalization.
III STAGE Frequent days off, several Aggressive and belligerent (Late middle) behavior domestic problems days at a time, does not interfere with work, financial difficulties return from lunch. (garnishments and so on), I dont feel like eating and more frequent Dont want to talk about hospitalization, Resignation! Does not want to discuss it problems. Problems with the law community. I like to drink alone Prolonged unpredictable absence My job interferes with my drinking
below
disciplinary actions.
Drinking on the job (probably) completely undependable, repeated hospitalization, serious financial problems, serious 35 family problems, divorce etc.
Thus above cases reveal that how an effect of alcohol severely affects the presence of employees leading to absenteeism
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Successful administration of an attendance management program requires managers and supervisors to be aware of and create work environment in which the following can be actualized 1. The greater the extent to which individuals identify their goals with the goals of the organization the greater their motivation to be regular in attendance. 2. The more people find their jobs meaningful to them, the greater their motivation to be regular in attendance. 3. As employees workload increases due to the absence of a co-worker, peer pressure is exerted on the absent co=worker to attend work regularly. 4. The more people like working for the organization the higher their motivation to attend regularly. Recognition of good employee attendance helps improve attendance. 5. Employees will have a lower absence ratio if they fail they fail face to discuss their on the job problems with their supervisors. 6. Employees with a low absence ratio have attitudes of complaisance and team spirit. 7. Low absence ratio employee is more satisfied. Like employees turnover, there is avoidable and unavoidable absenteeism. Absenteeism is unavoidable when the employee himself falls sick, his dependants at home suddenly become unwell or there is an accident inside the plant. Unavoidable absenteeism is accepted by managers and is even sanctioned by labor laws. For insistence, one day of leave with wages for every 20 days of service is allowed by the factories act, 1948. Avoidable absenteeism arises because of night shift, opportunities for moonlighting and earning extra income ineptness, lack of job security, job satisfaction and unfriendly supervision. This absenteeism needs intervening by the management. Managers should take steps to remove causes of absenteeism. On the positive side, managers must create a work environment which will make the employees realize that it make sense to work in
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the factory rather than stay at home and waste their time.Moreover, the management must have a safety plan, implement it and evaluate its effectiveness.
Absenteeism costs money to the organization besides reflecting employee dissatisfaction with the company.
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Administrative cost1. Staff time is required to secure replacement employees. 2. Staff time is required to maintain and control absenteeism.
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CONCLUSION
Recent surveys have shown: - The higher the rate of pays the greater the length of service of the employee, the fewer the absence. - As an organization grows, there is a tendency towards higher rate of absenteeism. - Women are absent more frequent than men. - Single employees are absent more frequently than married employees. - Younger employees are absent more frequently than older employees but the latter are absent for longer period of time. - Unionized organization has higher absenteeism rates than non-union organizations. - Logical outlook towards various problems was more prominent among regular attendees than absentees. - Emotionally surcharged statements were more frequent among absentees. - Absentee group was found to have indifferent attitude, whereas regular worker showed more critical thinking towards their work. Attendance improvement programs can work! What the employees want is commitment and support from all levels of management, an effective attendance record-keeping system, consultation and open communication on the reasons for the attendance programs. Implementing and maintaining a work environment where open communication and team spirit can thrive will at first sometimes seem a mammoth and unrealistic task. If you need
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encouragement just consider some of the benefits; reduced absenteeism, open communication, team spirit, advanced grievances and greater employee satisfaction.
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RESEARCH METHODOLOGY
Research in common parlance refers to a search for knowledge. One can also define research as a scientific and systematic search for pertinent information on a specific topic. In fact, research is an art of scientific investigation. It is the pursuit of truth with the help of studies, observation, comparison and experiment. In short the search for knowledge through objective and systematic method of finding solution to a problem is research. According to Clifford Woody, Research comprises defining and redefining problems, formulating hypothesis or suggested solutions, collecting, organizing and evaluating data, making deductions and reaching conclusions to determine whether they fit the formulating hypothesis. RESEARCH DESIGN A research design is an arrangement of conditions for connections and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. Research design is a plan that specifies the sources and types of information relevant to the research problem. It is a strategy specifying which approach will be used for gathering and analyzing the data. In fact, it is the conceptual structure with which research is conducted; it constitutes the blue print for the collection, measurement and analysis of data. The plan is an outline to research scheme on which the researcher id to work. The structure of the research is a more specific outline or the scheme. The strategy shows how the research will be carried out, specifying the method to be used in collecting data. TYPES OF RESEARCH DESIGN Research design is mainly of three types: 1. Exploratory research
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EXPLORATORY RESEARCH: - It is often the initial step in the series of studies designed to supply information for decision-making. The main purpose of this research is for formulating the problem for more precise investigation or of developing a working hypothesis from an operational point of view. The major emphasis in such studies is on the discovery of ideas and insights. DESCRIPTIVE RESEARCH: - It includes surveys and fact-finding enquiries. The descriptive research is typically concerned with determining the frequencies with which something occurs or determining the degree to which variables is associated. It is guided by an initial hypothesis. EXPERIMENTAL RESEARCH: - In this some variables are manipulated to observe their effect on other variables. Experimentation is defined as a process where events occur in a setting at the discretion of the experiment and controls are used to identify the source of variants in the subject. Thus they are those where the researcher tests the hypothesis of the causal relationship between variables. The research undertaken by me in this project is a descriptive research The research methodology adopted for the project can be stated as follows An extensive study of the topic through various sources like internet, books and work done on some topics A questionnaire was prepared to analyze the level of absenteeism in VBL. Collection of questionnaire took place after a couple of weeks to analyze data All the responses were studied and certain findings and recommendation were given. A detail and systematic report was prepared.
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SAMPLING DESIGN Sampling is used to collect primary data when the source of data is far too many to be exhausting handled. Sampling is the integral part of data collection process. The way of selecting a sample is known as sample design. It is the definite plan for obtaining a sample from a given population. It may as well lay down the number of items to be included in the sample i.e. the size of the sample. Sample design is determined before data are collected. METHODS OF DATA COLLECTION The key for useful systems is the selection of the method for collecting data and linking it to analysis and decision issue of the action to be taken. The accuracy of the collected data is of great importance for drawing correct and valid conclusion from detailed investigations. There are two types of data viz. primary and secondary. PRIMARY DATA The primary data are those, which are collected afresh and for the first time, and thus happen to be original in character. There are several methods of collecting primary data, particularly in survey and descriptive research. Some important ones are observation method, interview method, through questionnaire, through schedules etc. SECONDARY DATA Secondary data means, data that are already available that is they refer to the data which have already been collected and analyzed by someone else and which have already been passed through the statistical process. Secondary data may either be published data or unpublished data and can be gathered through Internet, books, magazines, manuals, journals etc.
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In this study I have used Structural Questionnaire for collecting primary data. I have also made frequent interaction with the management and the employees during my training at Varun Beverages Ltd.
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My study was strictly based on the primary data collection method collected by means of questionnaire dealing and involving the overall sample of 70 people working in Varun Beverages Ltd., constituting 20 of manager level of employees and 50 of the nonmanagerial section! The data has been interpreted on the basis of tally marking and thus derive the percentage figure based on the answers given by the sample ingredients, represented below with the help of a pie-chart and percent (%) notation: -
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ANALYSIS OF RESPONSES RECEIVED FROM THE MANAGERIAL SECTION 1. ANALYSIS OF QUESTION NO.3 The first question an effort is made to clarify the age factor of respondents of the total of 20. 20-30 AGE GROUP (in years) NO. OF EMPLOYEES % OF EMPLOYEES 2 10% 11 55% 5 25% 2 10% 30-40 40-50 50-60
The above data base structure shows that 10% of managers fall within the age category of (20-30) years, 55% are between (30-40) years, 25% are in (40-50) years and 10% are under (50-60) years of age. This shows that the young executives effectively run Varun Beverages. We can represent the above data on the basis of below visual pie-diagram!
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AGE GROUP
10%
10% 25%
55%
50-60
40-50
30-40
20-30
2. ANALYSIS OF QUESTION NO.6 The second question under analysis and interpretation concerns the educational profile of employees. GRADUATE EDUCATIONAL PROFILE NO.OF EMPLOYEES 8 12 POSTGRADUATE
% OF EMPLOYEES
40%
60%
The above EDUCATIONAL PROFILE data base structure shows that40% of managers fall under the category of postgraduates and 60% of them fall within the category of postgraduates. This shows that in Varun Beverages most of the manager are Either MBA or MCA or possessing other equivalent degrees!
40%
We can represent the above data with the help of below visual pie-diagram: -
60%
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GRADUATE
POSTGRADUATE
3. ANALYSIS OF QUESTION NO.7 The third question concerns the financial profile of employees. FINANCIAL PROFILE
UPTO 5000 5000-1000 100015000 1500020000 2000030000 3000040000 4000050000
NO. OF EMPLOYEES .
.. 2
% OF EMPLOYEES
30%
40%
10%
10%
10%
The above data base structure shows that none of the managers fall under the pay scale of Rs.5000, 30% of managers lie between (5000-0000), 40% between (10000-15000), 10% between (15000-20000), no employee between (20000-30000), 10% between (30000-40000) and 10% between (400000% 10% 50000). This shows that the salary of the managers in Varun Beverages Ltd is 10% 0% moderate! 10% 30%
FINANCIAL PROFILE
We can represent the data on the basis of below visual pie chart.
40%
4. ANALYSIS OF QUESTION NO. 11 The fourth question is about the possible reasons for the managers to take leave. POSSIBLE REASONS NO OF EMPLOYEES % OF EMPLOYEES
MONOTONOUS WORK OVERLOAD OF WORK COMMUTING FROM HOME TO WORK PLACE IS CUMBERSOME STRESS OTHERS
..
..
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5%
..
..
95%
The above data base structure shows that 5% of the managers suffer from monetary which is caused due to repetition of same type of work and thus to take leave while 95% of managers considers other factors like illness, indifferent situations, incorrigible problems etc as an obvious reason for
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taking leave from work. None of the managers complained of overload of work, stress and cumbersome situations, as they remained indifferent toward these facts for being a possible cause to leave. We can represent the data through below visual pie chart.
POSSIBLE REASONS
5% 0%
95%
MONOTONOUS WORK OVERLOAD OF WORK COMMUTING FROM HOME TO WORK IS CUMBERSOME STRESS OTHERS
5. ANALYSIS OF QUESTION NO.12 The fifth question is about the directions the managers of VBL communicate to their subordinates in case of leave.
DIRECTIONS
OTHERS
NO.OF EMPLOYEES
% OF EMPLOYEES
30%
40%
30%
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The above data base structure shows that 30% of the managers convey their subordinates to carry on with the pending work. No manager declares the holiday for their employees when they are on leave, 40% direct them before or on the same date concerning the task their subordinates have to perform while 30% adopt other factors like they appoint a leader to assist their employees or ask other departmental heads to take necessary action. We can represent the following data with help of below visual pie-diagram!
DIRECTIONS
30% 30% 0% 40%
CARRY ON THE PENDING WORK DECLARE HOLIDAY FOR THAT DAY DIRECT THEM BEFORE OR ON THE SAME DAY ORHERS
6. ANALYSIS OF OUESTION NO.13 The sixth question deals with the regularity of subordinates from managers point of view.
CONDITIONS
YES
NO
NO.OF EMPLOYEES
13
% OF EMPLOYEES
65%
35%
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The above data shows that 65% of the managers confirmed that their employees are regular in the organization while 35% of managers complained about the irregularity of their employees due to obvious reasons like illness, anxiety, and in contingent situations. The below visual pie chart represent the above data-:
CONDITION
35%
65%
YES
NO
7. ANALYSIS OF QUESTION NO.14 The seventh question concern about the acknowledgement of absence records of employees. METHODS NO.OF EMPLOYEES % OF EMPLOYEES
MAINTAIN ATTENDANCE REGISTER THROUGH OTHER MEMBERS DO NOT MAINTAIN OTHERS
PERSONAL WATCH
15
75%
20%
5%
..
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The above data base structure shows that 75% of managers maintain an attendance register. 20% go for a personal watch to check their employees, 5% come to know about the presence of their employees through other people in the plant. While none of the managers said that they do not maintain any record of their employees. We can represent the above data on the basis of visual pie chart below-
METHODS
5% 20% 0% 0%
75%
MAINTAIN ATTENDANCE REGISTER PERSONAL WATCH THROUGH OTHER MEMBERS DO NOT MAINTAIN OTHERS
8.ANALYSIS OF QUESTION NO.15 The eight questions under analysis and interpretations concerns about the measures That manager adopt for the decreasing the level of absenteeism in VBL.
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MEASURES
SALARY INCENTIVES
NO. OF 5 EMPLOYEES
% OF 25% EMPLOYEES
20%
30%
25%
The above data shows that 25% of managers think that true training and development absenteeism can be reduced as than employees will become more efficient to perform their job well and thus will to love to work. 20% of managers think recreation and amusement facilities should be provided to employees and it will reduce their stress and thus they will file relaxed.30% think that salaries of employees should increase while 25% are of the view that employees should be provided enough leave show that they do not require any reason for the absent from work. The below mentioned visual Pie chart represents the above data.
MEASURES
25% 25%
30%
20%
TRAINING AND DEVELOPMENT RECREATION AND AMUSEMENTS SALARY INCENTIVES PROVIDING PROPER LEAVE
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ANALYSIS OF RESPONSES RECEIVED FROM THE NON-MANAGARIAL SECTIONS. 1. ANALYSIS OF QUESTION NO.3 In the first question an effort has been made to classify the age factor of respondents of the total of 50respondents. AGE GROUP NO.OF EMPLOYEES % OF EMPLOYEES 20-30 24 30-40 14 40-50 10 50-60 2
48%
28%
20%
4%
The above data based structure shows that 48% of employees fall within the age of category of (20-30) years, 28% between (3040) years, 20% between (40-50) years and only 4% fall between to (50-60) years. We can represent the above data with the help of below visual Pie chart.
AGE GROUP
4% 48%
20%
28%
20-30
30-40
40-50
50-60
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2. ANALYSIS OF QUESTION NO.5 The second question concern to educational profile of the employees. EDUCATIONAL PROFILE
MATRICULATE INTERMEDIATE GRADUATE POSTGRADUATE
13 26%
9 18%
1 2%
The above data based structure shows that 54% employees are metric passed, 26% is intermediate, and 18% are graduate while only 2% are postgraduate. They show that for VBL higher academic qualifications are not more important than efficiency and hard work We can represent the above data with the help of below visual Pie chart.
EDUCATIONAL PROFILE 2%
18%
26%
54%
MATRICULATE GRADUATE
INTERMEDIATE POSTGRADUATE
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3. ANALYSIS OF QUESTION NO.6 Third questions concern with the financial status of employees. FINANCIAL UPTO 5000 5000-10000 10000-15000 PROFILE NO.OF EMPLOYEES % OF EMPLOYEES 36 12 2
72%
24%
4%
The above data based structure shows that 72% of employees of VBL earn up to Rs 5000/ per months, 24% of employees earn between (5000/-10000/) per months while only 4% of employees were having their monthly salary between (10000/-15000). We can represent the above data from the basis of below Pie chart.
FINANCIAL PROFILE
4% 24%
72%
UPTO 5000
5000-10000
10000-15000
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4. ANALYSIS OF QUESTION NO.9 The fourth question deals with the rate with which employees fall under the category of an absentee in VBL. CRITERIA VERY FREQUENTLY RARELY FREQUENTLY 4 40 NEVER
8%
80%
12%
The above data shows that 80% of people in VBL rarely take leave from the company, 12% said they never take leave, 8% said they due to reasons of illness and exhaustion frequently take leave from their work while everyone of them remained indifferent for frequently falling under the category of an absentee. Thus, the commitment of workers in VBL towards their job is very high. The below visual pie chart satisfy the above data!
CRITERIA
12% 0% 8%
80%
FREQUENTLY NEVER
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5. ANALYSIS OF QUESTION NO.10 The fifth question concerns the contributing factors behind workers being absent from their work. FACTORS NO.OF EMPLOYEES % OF EMPLOYEES
EFFECT OF INTOXCATION ILLNESS AND INDISPOSITION UNFORESEEN CONTINGENT SITUATIONS JOB DISSATISFACTION
28
13
2%
56%
26%
16%
The above data base structure shows that 2% of employees are affected due to intoxication and thus fall absent, 56% suffer from illness or injury and thus are committed to absenteeism, 26% consider some unforeseen contingent situations, which are beyond their control like, death in the family, marriages etc. and thus fall absent while 16% are not satisfied with their jobs hence dont want to report to work. The below visual pie chart outlays the above data!
FACTORS
16% 2%
26%
56%
EFFECT OF INTOXICATION ILLNESS AND INDISPOSITION UNFORESEEN CONTINGENT SITUATIONS JOB DISSATISFACTION
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6. ANALYSIS OF QUESTION NO.11 The sixth question concerns the disciplinary actions faced by the workers on being absent. ACTIONS
DEDUCTION IN SALARY STOPPAGE IN INCREMENT REDUCTION IN LEAVES STOPPAGE IN PROMOTION NONREMUNARATIVE OVERTIME
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14
64%
2%
28%
0%
6%
The above data base structure shows that 64% of employees face deduction in salary on being absent, 2% suffer stoppage in increment, 28% got their leaves reduced, 6% have to work for extra hours for which they are not paid, while none of the employees were charged for detention or stoppage in promotion. We can represent the above data from the basis of below Pie chart
ACTIONS
6% 0% 28% 64%
2%
DEDUCTION IN SALARY STOPPAGEIN INCREMENT REDUCTION IN LEAVES STOPPAGE IN PROMOTION NON-REMUNERATIVE OVERTIME
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7. ANALYSIS OF QUESTION NO.12 The seventh question concerns about the application of leave framed by the workers to their superiors. CRITERIA NO. OF EMPLOYEES % OF EMPLOYEES
PRIOR OF BEING ABSENT THE NEXT DAY ON THE SAME DAY DO NOT INFORM
46
92%
2%
4%
2%
The above data base structure shows that 92% of employees inform their boss prior of being absent, 2% inform the next day, 4% inform the same day from telephone or personally, while 2% do not inform at all as they consider it necessary. We can represent the above data from the basis of below Pie chart
CRITERIA
2% 4% 2%
92%
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8.ANALYSIS OF QUESTION NO.13 The eight question concerns whether the employees want to be called as an absentee or not? CONDITION NO. OF EMPLOYEES % OF EMPLOYEES YES 0 0% NO 50 100%
The above data base structure shows that 100% of employees do not want to be called as an absentee. We can represent the above data from the basis of below Pie chart
CONDITION
0%
100% YES NO
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9.ANALYSIS OF QUESTION NO.14 The ninth question concerns whether the employees want to convert themselves from an absentee employee to a non-absentee employee? CONDITION YES NO
49 98%
1 2%
The above data base structure shows that 98% of employees want to convert themselves from an absentee employee to a non-absentee employee while remaining 2% remained indifferent of this view. We can represent the above data from the basis of below Pie chart
CONDITION
2%
98% YES NO
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10.ANALYSIS OF QUESTION NO.15. The tenth question contains the view of employees towards absenteeism. VIEWS NO.OF EMPLOYEES % OF EMPLOYEES
HABITUAL PROBLEM REGULAR PRACTICE AN INCORREGIBLE PROBLEM
15 30%
12 24%
23 46%
The above data base structure shows that 30% of employees think absenteeism as habitual problem of employees, 24% consider it as a regular practice in any organization as it is found everywhere, remaining 46% treat it as an incorrigible problem as it is beyond their control and thus they cant avoid it. We can represent the above data from the basis of below Pie chart
VIEWS
30% 46%
24%
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Absenteeism affects and reduces organizational productivity. Logical outlook towards various problems was more prominent among regular
attendees than absentees. Older employees have greater commitment towards their work.
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SUGGESTIONS
With all the theoretical knowledge and practical experience I posses, I would like to suggest the following-: To increase the awareness level of employees working at Pepsi with regards to various things like number of earned leaves. To improve upon their Grievance redresser programme should be conducted. To bring a sense of job security among the employees. They should be provided with welfare activities in absolute terms. Trainings and development program should be conducted more seriously. Rules and regulations of the enterprise or that of the plant should be made clearer to every employee working in VBL and it should be insured that they abide to the same.
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ANNEXURES
1.Questionnaire based on the study of the level of absenteeism and its causes at VBL, (special reference to Managerial categories) 2.Questionnaire based on the study of the level of absenteeism and its causes at VBL (special reference to Non-managerial categories) 3.Comparison of the data of attendance record of 2005 with that of 2006 till the month of July, collected from the attendance register of VBL.
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BIBLIOGRAPHY
While undergoing the project for collecting various informations and details I have referred the following: -
BOOKS
Organizational Behavior Organizational Behavior Business today magazine
AUTHORS
STEPHEN ROBBINS FRED LUTHANS
PUBLICATION
PEARSON
EDUCATION-2005
TMH-2005
SITES
RECORDS
Attendance register of VBL. Oxford dictionary.
MISCELLANEOUS
Advertisement and banners of Pepsi. Television advertisements.
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