Capítulo 1 Fundamentación Teórica
2. Elementos de Arquitectura
2.3 Patrones Arquitectónicos
2.3.5 Aplicaciones con Arquitectura en Tres – Capas
parameters No: of Respondents Percentage
Highly Satisfied 2 3.33
Satisfied 21 35
Neutral 21 35
Dissatisfied 10 16.67
Highly Dissatisfied 6 10
Total 60 100
INFERENCE
It has been inferred that 35% of respondents are satisfied with the existing working condition, 35% seems to be neutral. Also we can infer that 17% are dissatisfied and 10%
are highly dissatisfied. Only 3% are highly satisfied employees.
12 Time for personal activities
Parameters No: of Respondents Percentage
Always 6 10
Frequently 18 30
Sometimes 11 18.33
Rarely 12 20
Never 13 21.67
Total 60 100
INFERENCE
It has been inferred that 30% of respondents frequently get time to do things that are really important for them, 22% don’t agree with this. Also we can infer that 20% who agree are rare cases and 18% only sometimes. 10% have enough time to deviate for their personal activities.
13. Satisfied with the welfare measures
Parameter No: of Respondents Percentage
Highly Satisfied 3 5
Satisfied 15 25
Neutral 13 21.67
Dissatisfied 24 40
Highly Dissatisfied 5 8.33
Total 60 100
INFERENCE
It has been inferred that 40% of respondents are dissatisfied with the welfare measures adopted by the company, 25% are satisfied and also we can infer that 22% seems to be neutral, 8% are highly dissatisfied and 5% are highly satisfied.
14. Health problems leading to absenteeism?
Parameter No: of Respondents Percentage
Very Often 3 5
Sometimes 18 30
Rarely 31 51.67
No 8 13.33
Total 60 100
INFERENCE
It has been inferred that 52% of respondent have the opinion that sickness makes them absent from work rarely, 30% says from time to time and also we can infer that 22% says sickness alone does not make them absent from work. 5% very often are absent due to health problems.
15 Impact of political or social engagement force them to be absent from work
Parameter No: of Respondents Percentage
Very Often 3 5
Sometimes 16 26.67
Rarely 17 28.33
No 24 40
Total 60 100
INFERENCE
It has been inferred that 40% of respondents have an opinion that the political or social engagement force did not make them absent from work, 28% feel it to be rare and also we can infer that 27% are satisfied and 5% very often keep themselves absent due to political or social engagements.
16. Habit of alcohol consumption makes them absent
Parameter No: of Respondents Percentage
Often 2 3.33
Very Often 6 10
Sometimes 21 35
Rarely 9 15
No 22 36.67
Total 60 100
INFERENCE
It has been inferred that 37% of respondents have an opinion that the habit of alcoholism did not make them absent from work. 35% says sometimes they are absent for work and also we can infer that 15 % come under rare cases, 10% are very often and 3% are often absent from work due to this bad habit.
17. Helping hand from the colleagues
Parameter No: of Respondents Percentage
Yes 6 10
No 36 60
To Some Extent 18 30
Total 60 100
INFERENCE
It has been inferred that 60% of respondents have an opinion that their colleagues did not help them in case of personal problems, 30% says to some extent they had received some help and also we can infer that 10% agree that their colleagues help them in case of any personal problems.
18. Any occupational hazards which prompt the employees to take leave
Parameter No: of Respondents Percentage
Yes 8 13.33
No 52 86.67
Total 60 100
INFERENCE
It has been inferred that 87% of respondents have an opinion that they are not afraid of any occupational hazards which prompts them to take leave, 13% show some kind of fear towards occupational hazards which prompt them to take leave.
7.1 FINDINGS
On analysing the response it is found that, 35% of the employees are dissatisfied with their work.
50% of the employees have an opinion that stress is part of their work life.
43% agree and 27% strongly agree that their work is heavy. From this, it can be interpreted that the employees are having a hectic work schedule.
A total of 70% of the employees feel lonely while working with others.
39% of workers feel bored in their routine work.
42% don’t have time for their personal activities.
40% of the workers are not satisfied with the welfare measures adopted by the company.
Health problems seem to be one of the causes of absenteeism for the work.
It is also found that 35% of the employees are satisfied with working condition.
It has been found that 40% of the respondents have an opinion that politics have no impact on the employee absenteeism.
60% of the employees feel that their colleagues did not help them in case of personal problems.
7.2 SUGGESTIONS
The management must intervene in the day to day activities of the employees. They should provide full-fledged support, guidance and encouragement.
The management must provide training programme to the employees at a frequent basis. This will help them to enhance their skill and improve their existing
performance. The management must further, scrutinize the response of the employees after the implementation of the training programme.
Overloaded workaholic atmosphere must be avoided, as it may create a lot of stress- related problems.
Employees must be encouraged for their creativity and innovative outlook towards their job assigned.
Welfare measures of the employees should be improved so as to make the employees feel more satisfied and contended. A satisfied employee will be more committed to the organization.
Medi-claim policies, weekly or monthly medical checkups etc should be provided to the employees’ in order to make them physically fit for the job.
The employees should either be provided with transportation facility or housing facility so that they would have ample time for recreation in substitute for the time they spend in traveling.
The management should take necessary action to strengthen the relationship between the employees.
7.3 CONCLUSION
United Electrical Industries Ltd. being one of the reputed electronic meter manufacturing companies in India is also a victim of absenteeism, as one of the curse their organization is facing at present. The study tries to reveal the factors influencing the absenteeism of employees with some suggestions which will be of immense aid for the employees as well as the organization to reduce the absenteeism level. I earnestly desire that, the study might bring some descend in the number of absentees in the organization, if taken into consideration practically.
To conclude, employees’ dissatisfaction towards job & welfare measures, hectic work schedule, stress, health problems are some of the major causes of absenteeism. This can be reduced by the management by implementing various employee satisfactory changes in the organization. People are the major assets of any organization and taking care of their welfare and satisfaction is their duty as a whole apart from earning profit. As work environment is becoming
more challenging and complex, the management must also see through it that, it is capable of managing and bringing in changes at the same pace so as to survive in this competitive scenario.
BIBLIOGRAPHY
K.ASWATHAPPA, Human resource and Personnel Management, Tata Mc Graw Hilll, 2003.
REDDY P.N and GULSHAN S.S, Principles Business Organizational Management, Eurasia Publishing House 1990.
http://www.unilecindia.com/
http://www.tau.ac.il
http://etd.unisa.ac.za/ETD-db
www.trainingspotting.com/
NAME : ………
1. Age
20-30 30-40 40-50 More Than 2. Sex :
Male Female 3. Marital status
Single Married Divorced Separated Living together Widow(er)