- The document discusses a study on employees' perceptions of absenteeism management practices in multinational companies in India. It aims to study awareness levels, opinions on discipline factors, and motivational/satisfaction factors related to absenteeism policies.
- A questionnaire was distributed to 155 employees across various companies. Statistical analysis found differences in opinion across awareness, discipline, and motivational factors related to absenteeism management. Employees ranked explaining absenteeism policies and pay cuts for intentional absence as the top factors.
- The study provides insights into how absenteeism is managed and perceived across Indian and multinational organizations operating in India. It aims to understand employee awareness and opinions to help companies improve their absent
The aim of this study is to develop a comprehensive model by measuring the influences of work
stress, organizational commitment and compensation on employee turnover intentions. This research applies a
descriptive research design using survey methods. To determine the sample size the Slovin formula is used.
Sampling uses a disproportionate randomized model as a sampling technique. This study uses the SPSS version
18.00 application to examine the significance of the significance of the overall predetermined model and
framework.
Job satisfaction and contributing variables among the bank employees in cudda...iaemedu
This document summarizes a study on job satisfaction and contributing variables among bank employees in Cuddalore District, India. The study found that the majority (65.7%) of employees reported high job satisfaction, while 16% reported low satisfaction and 18.3% reported medium satisfaction. A regression analysis showed that job involvement, organizational climate, and organizational commitment significantly contributed to job satisfaction. Job involvement had the highest influence on satisfaction. The study provides suggestions for improving job satisfaction, such as ensuring job security, improving relationships among coworkers and supervisors, and fulfilling employees' needs.
This study aims to examine and analyze the Influence of job stress, organizational climate and job
environment on employee turnover intention. Research uses causal analysis with a quantitative approach.
Population in this study was 121 employees. Sample collection technique uses simple random sampling. Sample
of 93 employees is obtained based on Slovin formula. Data analysis uses multiple linear regression
This survey analyzed how stress management training could benefit employees at a workplace that had undergone downsizing. 53 employees completed a survey on demographics, stress levels, and potential stress management techniques. Hypothesis tests found that employees believe stress management would be beneficial and they perform better under less stress. However, regression analysis found no relationship between productivity and preferences for stress relief techniques. While stress management may help employees, the survey could be improved with questions better tailored to different analysis methods.
Factors that Influence Turnover among Group IT, Menara TM by Logistics Regres...Nabilah Huda
This document summarizes a study on factors that influence turnover among IT staff at Telekom Malaysia. The study aims to determine the relationship between job satisfaction and employees' intentions to resign, and analyze the effects of work experience, work pressure, work environment, and job satisfaction on resignation intentions. A questionnaire will be used to collect data from IT staff about these variables. Statistical analyses like ANOVA, correlation, and regression will then be performed to analyze the data and test hypotheses about the relationships between the variables. The findings are expected to help Telekom Malaysia reduce employee turnover by identifying its key causes.
Internal attitude survey and workers commitment in nigerian banking industryAlexander Decker
This document summarizes a study that examined the relationship between internal attitude surveys and workers' commitment in the Nigerian banking industry. The study found that internal attitude surveys had a significant positive association with workers' continuance commitment and normative commitment, but no significant association with affective commitment. This suggests that when management is aware of employee attitudes and addresses issues, employees will feel obligated to remain with the organization and be less likely to leave due to sunk costs. The document provides background on internal attitude surveys, the three components of workers' commitment, and the potential relationship between surveys and commitment.
Research Inventy : International Journal of Engineering and Scienceinventy
Research Inventy : International Journal of Engineering and Science is published by the group of young academic and industrial researchers with 12 Issues per year. It is an online as well as print version open access journal that provides rapid publication (monthly) of articles in all areas of the subject such as: civil, mechanical, chemical, electronic and computer engineering as well as production and information technology. The Journal welcomes the submission of manuscripts that meet the general criteria of significance and scientific excellence. Papers will be published by rapid process within 20 days after acceptance and peer review process takes only 7 days. All articles published in Research Inventy will be peer-reviewed.
Decentralization Analysis of Decision Making and Performance of Accounting Co...IOSR Journals
This document summarizes a study that analyzed the effect of decentralization of decision-making and the use of accounting control systems on organizational performance. The study used a sample of 53 managers from a university in Indonesia. Statistical tests found that decentralization of decision-making and the use of accounting controls together explained 27.5% of the variation in organizational performance. Individual tests found that decentralization of decision-making had a slightly stronger influence on performance than accounting controls. The study concluded that decentralizing decision-making and using accounting controls can improve organizational performance.
The aim of this study is to develop a comprehensive model by measuring the influences of work
stress, organizational commitment and compensation on employee turnover intentions. This research applies a
descriptive research design using survey methods. To determine the sample size the Slovin formula is used.
Sampling uses a disproportionate randomized model as a sampling technique. This study uses the SPSS version
18.00 application to examine the significance of the significance of the overall predetermined model and
framework.
Job satisfaction and contributing variables among the bank employees in cudda...iaemedu
This document summarizes a study on job satisfaction and contributing variables among bank employees in Cuddalore District, India. The study found that the majority (65.7%) of employees reported high job satisfaction, while 16% reported low satisfaction and 18.3% reported medium satisfaction. A regression analysis showed that job involvement, organizational climate, and organizational commitment significantly contributed to job satisfaction. Job involvement had the highest influence on satisfaction. The study provides suggestions for improving job satisfaction, such as ensuring job security, improving relationships among coworkers and supervisors, and fulfilling employees' needs.
This study aims to examine and analyze the Influence of job stress, organizational climate and job
environment on employee turnover intention. Research uses causal analysis with a quantitative approach.
Population in this study was 121 employees. Sample collection technique uses simple random sampling. Sample
of 93 employees is obtained based on Slovin formula. Data analysis uses multiple linear regression
This survey analyzed how stress management training could benefit employees at a workplace that had undergone downsizing. 53 employees completed a survey on demographics, stress levels, and potential stress management techniques. Hypothesis tests found that employees believe stress management would be beneficial and they perform better under less stress. However, regression analysis found no relationship between productivity and preferences for stress relief techniques. While stress management may help employees, the survey could be improved with questions better tailored to different analysis methods.
Factors that Influence Turnover among Group IT, Menara TM by Logistics Regres...Nabilah Huda
This document summarizes a study on factors that influence turnover among IT staff at Telekom Malaysia. The study aims to determine the relationship between job satisfaction and employees' intentions to resign, and analyze the effects of work experience, work pressure, work environment, and job satisfaction on resignation intentions. A questionnaire will be used to collect data from IT staff about these variables. Statistical analyses like ANOVA, correlation, and regression will then be performed to analyze the data and test hypotheses about the relationships between the variables. The findings are expected to help Telekom Malaysia reduce employee turnover by identifying its key causes.
Internal attitude survey and workers commitment in nigerian banking industryAlexander Decker
This document summarizes a study that examined the relationship between internal attitude surveys and workers' commitment in the Nigerian banking industry. The study found that internal attitude surveys had a significant positive association with workers' continuance commitment and normative commitment, but no significant association with affective commitment. This suggests that when management is aware of employee attitudes and addresses issues, employees will feel obligated to remain with the organization and be less likely to leave due to sunk costs. The document provides background on internal attitude surveys, the three components of workers' commitment, and the potential relationship between surveys and commitment.
Research Inventy : International Journal of Engineering and Scienceinventy
Research Inventy : International Journal of Engineering and Science is published by the group of young academic and industrial researchers with 12 Issues per year. It is an online as well as print version open access journal that provides rapid publication (monthly) of articles in all areas of the subject such as: civil, mechanical, chemical, electronic and computer engineering as well as production and information technology. The Journal welcomes the submission of manuscripts that meet the general criteria of significance and scientific excellence. Papers will be published by rapid process within 20 days after acceptance and peer review process takes only 7 days. All articles published in Research Inventy will be peer-reviewed.
Decentralization Analysis of Decision Making and Performance of Accounting Co...IOSR Journals
This document summarizes a study that analyzed the effect of decentralization of decision-making and the use of accounting control systems on organizational performance. The study used a sample of 53 managers from a university in Indonesia. Statistical tests found that decentralization of decision-making and the use of accounting controls together explained 27.5% of the variation in organizational performance. Individual tests found that decentralization of decision-making had a slightly stronger influence on performance than accounting controls. The study concluded that decentralizing decision-making and using accounting controls can improve organizational performance.
A study on the effect of stress on performance of employees in commercial ban...Alexander Decker
Job related
factors
1
Organizational
related factors
Individual
related factors
Performance
.567**
.000
.567**
1
.000
.543**
.621**
1
.000
-.654**
.000
-.678**
.000
-.643**
1
Correlation
Performance
Sig. (2-tailed)
**. Correlation is significant at the 0.01 level (2-tailed).
.000
.000
.000
1) The study examined the level of stress and its impact on performance among employees at Commercial Bank
A study on worker participation in management and its impacts on employees productivity with special reference to Micromatic Grinding Technologies Ltd, Dobaspet
A study on stress management with special reference to a private sector unitiaemedu
This document summarizes a study on stress management conducted with employees at low levels of the SRF Limited company in India. The study aimed to identify organizational and individual stress factors experienced by employees and recommend solutions. A questionnaire was administered to 85 employees to collect primary data on stressors like job role, leadership, work-life balance issues, facilities etc. Analysis found high stress from job responsibilities, infrastructure issues, timings and salary/incentive policies. The document discusses the company background, methodology, stress factors identified and prior research on occupational stress management.
DETERMINANTS OF STRESS AND WELL-BEING IN CALL CENTRE EMPLOYEESIAEME Publication
The objective of the present study was to review and identify the factors which
determine stress and well-being in call centre employees. The contemporary available
literature on stress and well-being of call centre employees was identified and
reviewed.
It was explored through review of the literature that there are various job
demands which affects the well-being of the call centre employees such as answering
a number of calls, the variability of customer demands, unusual shift of work hours,
display of unnatural emotions. However there are also some support factors available
in call centre setting such as supervisory and social support which moderates the
effects of work demands on well-being. Future research should investigate employee
wellbeing by taking individual psychological capital such as self-efficacy into
consideration which may affect employees work engagement behaviors.
International Journal of Business and Management Invention (IJBMI)inventionjournals
The document discusses a study on the significance of general well-being of IT professionals in India. Through a survey of 826 IT professionals, the study identified three key factors that influence general well-being: physical health, depressive symptoms, and work stress. Physical health was positively correlated with both depressive symptoms and work stress. Depressive symptoms were also positively correlated with work stress. The study concludes that understanding these influencing factors is important for developing training and workplace initiatives to promote employee well-being in the IT industry.
Implementing an Employee PerformanSystem Experience Tradition/tutorialoutlet...pinck2339
FOR MORE CLASSES VISIT
www.tutorialoutlet.com
Implementing an Employee
Performance Management
System in a Nonprofit
Organization
Karen Becker, Nicholas Antuar,
Cherie Everett
A STUDY ON ROLE OF OCCCUPATIONAL STRESS ON EMPLOYEES PRODUCTIVITY-2Indhu Mathi Ganesan
This study examines the impact of occupational stress on employee productivity at Pothys boutique in Chennai, India. It utilized surveys to collect data from 80 employees on stress factors like work hours, career opportunities, and facilities, as well as productivity metrics like performance and turnover. The results showed various stressors negatively affected productivity. Specifically, employees reported dissatisfaction with lack of care from the organization, reflecting stress that lowered productivity. The study aims to help identify key stressors and their relationship to productivity in order to suggest ways for the organization to reduce stress and increase employee output.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Impact of interpersonal skills training on emotional controldeshwal852
In managerial position, manager must be capable to control their emotions and manage themselves so that they can they can perform in better way as well to lead the workforce in the right direction. In this study, an attempt has been made to find and compare the effectiveness of the interpersonal skills
training programme for emotional control of bank managers. A sample of 120 bank managers working in banks in Kurukshetra, Panipat, Sonipat and Karnal was selected for study. Out of 120 respondents 60 were selected for experimental group and rest 60 were selected for control group. Scale developed by Dick (1991) was used for improving interpersonal skills. The data was interpreted with the help of
mean, standard deviation and ‘t’ test.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Perception of job performance appraisals toward turnover intention and job sa...Alexander Decker
This document summarizes a research journal article that examines the relationship between perceptions of job performance appraisals, turnover intentions, and job satisfaction. The study was conducted among marketing employees in pharmaceutical companies in Pakistan. The researchers hypothesized that perceived politics in performance appraisals would be negatively related to job satisfaction and positively related to turnover intentions. Data was collected through questionnaires measuring perceptions of performance appraisal politics, organizational commitment, job satisfaction, and turnover intentions. The results supported the hypotheses, finding that perceived politics in performance appraisals predicted lower job satisfaction and higher turnover intentions among employees.
The Implementation and Sustenance of Employee Wellness and Ill-Health Prevent...inventionjournals
Several work days are lost in organizations due to job accidents. Previous studies have focused on organizational productivity leaving out the employee wellness and ill-health prevention in Organizations. This study investigated the implementation of employee wellness and ill-health prevention in Organizations. The study was done in Mumias Sugar Company. It was taken as a case to represent the other organizations since it is the largest sugar company in Kenya which has to an extent shown indications of implementation of employee wellness and ill-health prevention. The study was guided by the systems theory of accident causation. The descriptive survey design and the conceptual framework depicting the implementation and sustenance of employee wellness and ill-health prevention in Organizations and Purposive and simple random sampling techniques were used. Primary data was collected using questionnaires and secondary data got from the internet and libraries. Validity tests were done through test-retest. The collected data was analyzed and presented in forms of graphs and tables. The study may be beneficial to scholars and other stakeholders in the production industry. The study established that the employees were taken through the employee wellness and illhealth prevention trainings in Mumias Sugar Company. All Organizations need to ensure that their workers are working in a safe environment so as to have a comfortable workforce that will realize productivity and profitability in the firm
This document summarizes a study that investigated the causes and impacts of job stress in the banking sector of Pakistan. The study examined how job demands, work-life conflict, and job stress relate to employee job behaviors like job performance and satisfaction, as well as outcomes like turnover intention and burnout. A questionnaire was administered to evaluate these relationships, and statistical analyses like regression, correlation, and reliability tests were used. The results showed that while job demands, work-life conflict, and job stress positively correlated with each other, job demands did not significantly impact job performance. Job stress was found to negatively impact job satisfaction, which in turn increased turnover intention and burnout. Organizational commitment also positively correlated with job satisfaction. The study
11.factors causing stress and impact on job performanceAlexander Decker
This document summarizes a study on the factors causing stress and their impact on job performance among bank workers in Bahawalpur, Pakistan. The study found that increased workload, technological problems, and higher targets were the main stressors reported by bank workers. A survey of 100 bank workers found that 40% agreed their workload was too heavy and 64% agreed they felt stressed when the bank's server went down, hindering customer service. Additionally, 32% agreed they felt stressed when unable to meet targets. The study concluded that these stress factors negatively impacted bank workers' job performance.
The relationship between interpersonal conflict and workplace bullyingLibra chudry
The document examines the relationship between interpersonal conflict and workplace bullying. A survey of 761 employees found that conflict management styles that involve problem solving are negatively related to both interpersonal conflict and bullying, while forcing others is positively related to conflict. Specifically, the study found that relationship conflict partially mediates the effect of task conflict on bullying. Problem solving was also found to reduce relationship conflict and bullying, while forcing increased relationship conflict. The study provides insight into how conflict escalation can lead to bullying and implications for developing conflict management systems in organizations.
The document summarizes a research study on stress management modalities in the IT sector. The study examined perceptions of stress among employees in the IT sector in Odisha, India. A questionnaire was administered to 109 employees across age groups and genders. The results showed high levels of perceived stress across all groups, with ideal stress scores ranging from 81-85% of total possible scores. The document concludes there is a need for organizations to adopt effective stress management approaches to reduce stress and promote a productive workplace.
Absenteeism is when employees fail to report to work when scheduled. It is a major problem for organizations that can negatively impact production and costs. There are two types of absenteeism - innocent absenteeism which is beyond an employee's control, and culpable absenteeism which is within their control such as taking unapproved sick leave. The document outlines the scope, need, objectives and limitations of a study on absenteeism. It describes the research methodology including using a descriptive design, questionnaire, sample size of 150, and statistical tools like percentage analysis and chi-square test. Causes of absenteeism include personal, work environment, home life, economic, regional and organizational factors.
A Study on Mid-Career Blues with refers to Hyundai Motor India Limited, Irung...IOSR Journals
This research paper was attempted to determine the human resource management which focused on
all issues related to „people‟ in the organization. They are undoubtedly the most important assets. Therefore the
special care must be exercised for managing them. Human resource management is concerned with activities
involved in acquisition, development, motivation and maintenance of people. These are the important to achieve
the organizational goals. The aim of this research was to examine the blue formation in HMIL. The significance
of this research intended to help HMIL to know about the employee career prospects & also analyze this factor
which influence the organization productivity.100 samples were collected from employees (Middle level
employee) of different departments [such as “HR – Recruitment, Industrial & Employee Relation, Training &
Development”, “Body Shop”, “Paint Shop” & “Press”] in HMIL.
This study examined factors that influence employee retention and turnover at an organization. Through surveys and interviews with 78 employees, the researchers found:
1) Location, compensation, job responsibilities, and company reputation were the most common reasons employees chose to work at the company, while compensation, lack of challenge/opportunity, and limited career advancement were the most common potential reasons for leaving.
2) Employees were generally satisfied with their jobs and unlikely to seek other employment in the next 1-2 years, though 15% indicated they were likely or highly likely to leave.
3) Feedback was identified as the area with the lowest satisfaction level according to the Job Characteristics Model, suggesting it is an area the company could improve
Presentation on job satisfaction of healthcare employeYounus Khan
This document presents a study on job satisfaction of non-managerial healthcare employees in Karachi. It discusses conducting a survey of 200 employees across various hospital roles to understand how physical, psychological and environmental factors impact satisfaction. The study methodology involves collecting data through questionnaires, analyzing responses related to factors like health/safety, work responsibilities, pay and more. Results found most employees had high satisfaction in areas like health/safety and coworkers, while satisfaction was lower for job security and promotions. Recommendations include improving benefits, opportunities for growth and a supportive work environment.
This document discusses a research report on how physical, psychological, and environmental factors impact job satisfaction for non-managerial employees at a garment firm. The researcher conducted a literature review, developed hypotheses around factors like promotions, pay, and work environment. A questionnaire was distributed to 50 randomly sampled non-managerial employees to collect data on their satisfaction levels and the influence of factors. The data was analyzed and charts showed most employees had high satisfaction with health & safety and co-workers, while around a quarter had low satisfaction with pay. The findings provide insight into what factors most influence job satisfaction for these employees.
A study on the effect of stress on performance of employees in commercial ban...Alexander Decker
Job related
factors
1
Organizational
related factors
Individual
related factors
Performance
.567**
.000
.567**
1
.000
.543**
.621**
1
.000
-.654**
.000
-.678**
.000
-.643**
1
Correlation
Performance
Sig. (2-tailed)
**. Correlation is significant at the 0.01 level (2-tailed).
.000
.000
.000
1) The study examined the level of stress and its impact on performance among employees at Commercial Bank
A study on worker participation in management and its impacts on employees productivity with special reference to Micromatic Grinding Technologies Ltd, Dobaspet
A study on stress management with special reference to a private sector unitiaemedu
This document summarizes a study on stress management conducted with employees at low levels of the SRF Limited company in India. The study aimed to identify organizational and individual stress factors experienced by employees and recommend solutions. A questionnaire was administered to 85 employees to collect primary data on stressors like job role, leadership, work-life balance issues, facilities etc. Analysis found high stress from job responsibilities, infrastructure issues, timings and salary/incentive policies. The document discusses the company background, methodology, stress factors identified and prior research on occupational stress management.
DETERMINANTS OF STRESS AND WELL-BEING IN CALL CENTRE EMPLOYEESIAEME Publication
The objective of the present study was to review and identify the factors which
determine stress and well-being in call centre employees. The contemporary available
literature on stress and well-being of call centre employees was identified and
reviewed.
It was explored through review of the literature that there are various job
demands which affects the well-being of the call centre employees such as answering
a number of calls, the variability of customer demands, unusual shift of work hours,
display of unnatural emotions. However there are also some support factors available
in call centre setting such as supervisory and social support which moderates the
effects of work demands on well-being. Future research should investigate employee
wellbeing by taking individual psychological capital such as self-efficacy into
consideration which may affect employees work engagement behaviors.
International Journal of Business and Management Invention (IJBMI)inventionjournals
The document discusses a study on the significance of general well-being of IT professionals in India. Through a survey of 826 IT professionals, the study identified three key factors that influence general well-being: physical health, depressive symptoms, and work stress. Physical health was positively correlated with both depressive symptoms and work stress. Depressive symptoms were also positively correlated with work stress. The study concludes that understanding these influencing factors is important for developing training and workplace initiatives to promote employee well-being in the IT industry.
Implementing an Employee PerformanSystem Experience Tradition/tutorialoutlet...pinck2339
FOR MORE CLASSES VISIT
www.tutorialoutlet.com
Implementing an Employee
Performance Management
System in a Nonprofit
Organization
Karen Becker, Nicholas Antuar,
Cherie Everett
A STUDY ON ROLE OF OCCCUPATIONAL STRESS ON EMPLOYEES PRODUCTIVITY-2Indhu Mathi Ganesan
This study examines the impact of occupational stress on employee productivity at Pothys boutique in Chennai, India. It utilized surveys to collect data from 80 employees on stress factors like work hours, career opportunities, and facilities, as well as productivity metrics like performance and turnover. The results showed various stressors negatively affected productivity. Specifically, employees reported dissatisfaction with lack of care from the organization, reflecting stress that lowered productivity. The study aims to help identify key stressors and their relationship to productivity in order to suggest ways for the organization to reduce stress and increase employee output.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Impact of interpersonal skills training on emotional controldeshwal852
In managerial position, manager must be capable to control their emotions and manage themselves so that they can they can perform in better way as well to lead the workforce in the right direction. In this study, an attempt has been made to find and compare the effectiveness of the interpersonal skills
training programme for emotional control of bank managers. A sample of 120 bank managers working in banks in Kurukshetra, Panipat, Sonipat and Karnal was selected for study. Out of 120 respondents 60 were selected for experimental group and rest 60 were selected for control group. Scale developed by Dick (1991) was used for improving interpersonal skills. The data was interpreted with the help of
mean, standard deviation and ‘t’ test.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Perception of job performance appraisals toward turnover intention and job sa...Alexander Decker
This document summarizes a research journal article that examines the relationship between perceptions of job performance appraisals, turnover intentions, and job satisfaction. The study was conducted among marketing employees in pharmaceutical companies in Pakistan. The researchers hypothesized that perceived politics in performance appraisals would be negatively related to job satisfaction and positively related to turnover intentions. Data was collected through questionnaires measuring perceptions of performance appraisal politics, organizational commitment, job satisfaction, and turnover intentions. The results supported the hypotheses, finding that perceived politics in performance appraisals predicted lower job satisfaction and higher turnover intentions among employees.
The Implementation and Sustenance of Employee Wellness and Ill-Health Prevent...inventionjournals
Several work days are lost in organizations due to job accidents. Previous studies have focused on organizational productivity leaving out the employee wellness and ill-health prevention in Organizations. This study investigated the implementation of employee wellness and ill-health prevention in Organizations. The study was done in Mumias Sugar Company. It was taken as a case to represent the other organizations since it is the largest sugar company in Kenya which has to an extent shown indications of implementation of employee wellness and ill-health prevention. The study was guided by the systems theory of accident causation. The descriptive survey design and the conceptual framework depicting the implementation and sustenance of employee wellness and ill-health prevention in Organizations and Purposive and simple random sampling techniques were used. Primary data was collected using questionnaires and secondary data got from the internet and libraries. Validity tests were done through test-retest. The collected data was analyzed and presented in forms of graphs and tables. The study may be beneficial to scholars and other stakeholders in the production industry. The study established that the employees were taken through the employee wellness and illhealth prevention trainings in Mumias Sugar Company. All Organizations need to ensure that their workers are working in a safe environment so as to have a comfortable workforce that will realize productivity and profitability in the firm
This document summarizes a study that investigated the causes and impacts of job stress in the banking sector of Pakistan. The study examined how job demands, work-life conflict, and job stress relate to employee job behaviors like job performance and satisfaction, as well as outcomes like turnover intention and burnout. A questionnaire was administered to evaluate these relationships, and statistical analyses like regression, correlation, and reliability tests were used. The results showed that while job demands, work-life conflict, and job stress positively correlated with each other, job demands did not significantly impact job performance. Job stress was found to negatively impact job satisfaction, which in turn increased turnover intention and burnout. Organizational commitment also positively correlated with job satisfaction. The study
11.factors causing stress and impact on job performanceAlexander Decker
This document summarizes a study on the factors causing stress and their impact on job performance among bank workers in Bahawalpur, Pakistan. The study found that increased workload, technological problems, and higher targets were the main stressors reported by bank workers. A survey of 100 bank workers found that 40% agreed their workload was too heavy and 64% agreed they felt stressed when the bank's server went down, hindering customer service. Additionally, 32% agreed they felt stressed when unable to meet targets. The study concluded that these stress factors negatively impacted bank workers' job performance.
The relationship between interpersonal conflict and workplace bullyingLibra chudry
The document examines the relationship between interpersonal conflict and workplace bullying. A survey of 761 employees found that conflict management styles that involve problem solving are negatively related to both interpersonal conflict and bullying, while forcing others is positively related to conflict. Specifically, the study found that relationship conflict partially mediates the effect of task conflict on bullying. Problem solving was also found to reduce relationship conflict and bullying, while forcing increased relationship conflict. The study provides insight into how conflict escalation can lead to bullying and implications for developing conflict management systems in organizations.
The document summarizes a research study on stress management modalities in the IT sector. The study examined perceptions of stress among employees in the IT sector in Odisha, India. A questionnaire was administered to 109 employees across age groups and genders. The results showed high levels of perceived stress across all groups, with ideal stress scores ranging from 81-85% of total possible scores. The document concludes there is a need for organizations to adopt effective stress management approaches to reduce stress and promote a productive workplace.
Absenteeism is when employees fail to report to work when scheduled. It is a major problem for organizations that can negatively impact production and costs. There are two types of absenteeism - innocent absenteeism which is beyond an employee's control, and culpable absenteeism which is within their control such as taking unapproved sick leave. The document outlines the scope, need, objectives and limitations of a study on absenteeism. It describes the research methodology including using a descriptive design, questionnaire, sample size of 150, and statistical tools like percentage analysis and chi-square test. Causes of absenteeism include personal, work environment, home life, economic, regional and organizational factors.
A Study on Mid-Career Blues with refers to Hyundai Motor India Limited, Irung...IOSR Journals
This research paper was attempted to determine the human resource management which focused on
all issues related to „people‟ in the organization. They are undoubtedly the most important assets. Therefore the
special care must be exercised for managing them. Human resource management is concerned with activities
involved in acquisition, development, motivation and maintenance of people. These are the important to achieve
the organizational goals. The aim of this research was to examine the blue formation in HMIL. The significance
of this research intended to help HMIL to know about the employee career prospects & also analyze this factor
which influence the organization productivity.100 samples were collected from employees (Middle level
employee) of different departments [such as “HR – Recruitment, Industrial & Employee Relation, Training &
Development”, “Body Shop”, “Paint Shop” & “Press”] in HMIL.
This study examined factors that influence employee retention and turnover at an organization. Through surveys and interviews with 78 employees, the researchers found:
1) Location, compensation, job responsibilities, and company reputation were the most common reasons employees chose to work at the company, while compensation, lack of challenge/opportunity, and limited career advancement were the most common potential reasons for leaving.
2) Employees were generally satisfied with their jobs and unlikely to seek other employment in the next 1-2 years, though 15% indicated they were likely or highly likely to leave.
3) Feedback was identified as the area with the lowest satisfaction level according to the Job Characteristics Model, suggesting it is an area the company could improve
Presentation on job satisfaction of healthcare employeYounus Khan
This document presents a study on job satisfaction of non-managerial healthcare employees in Karachi. It discusses conducting a survey of 200 employees across various hospital roles to understand how physical, psychological and environmental factors impact satisfaction. The study methodology involves collecting data through questionnaires, analyzing responses related to factors like health/safety, work responsibilities, pay and more. Results found most employees had high satisfaction in areas like health/safety and coworkers, while satisfaction was lower for job security and promotions. Recommendations include improving benefits, opportunities for growth and a supportive work environment.
This document discusses a research report on how physical, psychological, and environmental factors impact job satisfaction for non-managerial employees at a garment firm. The researcher conducted a literature review, developed hypotheses around factors like promotions, pay, and work environment. A questionnaire was distributed to 50 randomly sampled non-managerial employees to collect data on their satisfaction levels and the influence of factors. The data was analyzed and charts showed most employees had high satisfaction with health & safety and co-workers, while around a quarter had low satisfaction with pay. The findings provide insight into what factors most influence job satisfaction for these employees.
This document provides a summary of a research report on job satisfaction among non-managerial healthcare employees in Karachi, Pakistan. The report includes 5 chapters that cover an introduction, literature review, methodology, data analysis and presentation, and conclusions and recommendations. The introduction defines the research problem around absenteeism rates and identifies the objective of studying how physical, psychological and environmental factors impact job satisfaction. The literature review discusses previous research and theories of job satisfaction. The methodology chapter describes how the study was conducted, including the population, sample, data collection and analysis methods.
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1. Absenteeism Management Practices: A Study of Employees’ Perception in
MNC’s
Swasti Jaitley, Asstt. Professor, Dronacharya College of Engineering, Gurgaon
Anil Kamalia, Head – HR, Kohler India Pvt. Limited, Gujrat
Ajay Sharma, Training Manager, Kohler India Pvt. Limited, Gujrat
Abstract
Absenteeism in Indian industries is not a new phenomenon. It is the manifestation of a decision
by employees not to present themselves at their place of work, at a time when it is planned by
the management that they should be in attendance.
it is a habitual pattern of absence from a duty or obligation. For most companies, the
responsibility for managing absenteeism has fallen primarily on immediate supervisors. These
supervisors are often the only people who are aware that a certain employee is absent. High
rate of absenteeism is neither desirable to employers nor good for the employees. In majority
of organizations, high rate of absenteeism has an adverse effect on quality and quantity of
production, efficiency of workers and organization, organizational discipline and more
importantly on the organization's intention to fulfill the new market demands.
Introduction
In this study absenteeism is defined as: temporary, extended or permanent incapacity for work
as a result of sickness or infirmity. Temporary work incapacity refers to the first period of
absenteeism; in most countries limited to the first 52 weeks of disability. Absenteeism
according to Grifin, O’ laeary- Kelly and Collins (1998) is any failure to report for, or remain
at work as scheduled, regardless of reasons. To Schappi (1988) and Sikorki (2001) defines it
as not being present or attending, missing, lacking in an organization, while Yende (2005)
believes that absenteeism does not includes annual leave, maternity leave. What Jones means
here is that absenteeism simplify refers to the period the employee is not in workplace whether
authorized or not. Vander and Miller (1988) in Josias (2005) & Milkovich and Boudreau (1994)
defined absenteeism as “an unplanned, incident and can be seen as non-attendance when
employees do not come to work”. Casico (2003) & Josias (2005) define absenteeism as “any
failure or an employee to report for or to remain at work as schedule, regardless of the reason”.
According to Yende (2005), it has been indicated that a surprising number of large public
organizations have no idea as to the cost or cause of absenteeism in their organization. Plimmer
2. (2003), sees any absenteeism rate over 5% an indication of dissatisfaction among the
workforce, poor labour relations, and a lack of management leadership. The most
comprehensive study on absence rates shows the average absence rate in the US. For the
period 1980 to 1985 at about 4.7% (Klein, 1986: 26-30; Rhodes & Steers, 1990: 2. The cost
of employee absenteeism has been estimated a t between $26 and $46 billion and a loss
o f 400 million workdays a year in the United states alone (Steers & Rhodes, 1978: 391;
Rhodes & Steers, 1990: 6). The major focus of the research has been on the relationship
between absenteeism and employee attitudes. Such studies have generally investigated the
proposition that workers who are less satisfied with their jobs will be absent more than those
who experience job satisfaction (Hackett & Guion, 1985: 340; Hackett, 1989:235; I l g e n &
Hollenbeck, 1977: 148). Most absence research has concentrated on two main themes: (1)
the association of personal characteristics w i t h absence and (2) the association of job
satisfaction with absence (Johns,1978: 431). There are various ways to measure absenteeism,
the most commonly used are the “lost time rate” formula and the “individual frequency”
formula.
Lost Time Rate= (Number of Working Days Lost /Total Number of Working Days)* 100
Individual Frequency= (Number of Absent Employees/Average Number of Employees)*100
Objectives of the study:
To Study the Awareness level of the employees about absenteeism policies and
practices in Indian and Multinational Organizations
To Study the employees opinion regarding discipline factors of absenteeism policies
and practices in Indian and Multinational Organizations
To Study the employees opinion regarding motivational and satisfaction factors of
absenteeism policies and practices in Indian and Multinational Organizations
To Study the employees opinion regarding accuracy of absenteeism policies and
practices in Indian and Multinational Organizations
Methodology:
3. The study covers both primary and secondary data. The primary data was collected by
distributing questionnaire to the employees of Indian and multinational organizations in NCR
region. Secondary data was collected from various journals, magazines, research papers and
articles related to the relevant matter of the subject under study.
The center of attention of this paper is absenteeism management practices in Indian and
Multinational organizations. For the data collection, the questionnaire was distributed to 242
employees but only 182 returned it after filling and out of the 27 questionnaires were discarded
due to non fulfillment of the questionnaire appropriately. The final sample size of the paper
was 155. The statistical tools like descriptive statistics and Friedman’s test were applied for the
analysis purpose.
Analysis and Interpretation:
For analysis, questionnaire was divided in to four factors i.e. awareness factors, discipline
factors, motivational and satisfaction factors and accuracy related factors. Then for each factor,
one table was designed for descriptive statistics and another table was for the results of
Friedman’s test.
Awareness Wise Classification of the Respondents:
The following table classified the respondents on the basis of opinion related to awareness of
absenteeism management practices in Indian and Multinational Organizations.
Table-1: Awareness Related Factors Wise Classification of the Respondents
Awareness Factors Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
1.Explains the absenteeismpolicy to me 6 8 25 62 54
3.9 5.2 16.1 40.0 34.8
2. Regularly explain my department's
absenteeismfigure to us
8 10 23 58 56
5.2 6.5 14.8 37.4 36.1
7 16 36 63 33
4. 3. Displays our department's absenteeism
figures on a notice board where we can see it
4.5 10.3 23.2 40.6 21.3
4. Knows how labor laws apply to the
management of absenteeism
7 18 36 62 32
4.5 11.6 23.2 40.0 20.6
5. Makes us aware of how much overtime
results from absenteeism
10 12 34 48 51
6.5 7.7 21.9 31.0 32.9
Source: Primary Data
Table-1.1: Awareness Related Factors Wise Classification of the Respondents
Awareness Factors N Mean Std.
Deviation
Mean
Rank
Chi
square
value
df P value
1.Explains the absenteeismpolicy to
me
155 3.97 1.035 3.37
42.686 4 .000
2.Regularly explain my department's
absenteeismfigure to us
155 3.93 1.111 3.27
3. Displays our department's
absenteeismfigures on a notice board
where we can see it
155 3.64 1.068 2.64
4. Knows how labor laws apply to the
management of absenteeism
155 3.61 1.078 2.89
5. Makes us aware of how much
overtime results from absenteeism
155 3.76 1.179 2.83
Source: Primary Data
The Friedman’s Chi-square test results indicated that there is difference of opinion among the
respondents regarding awareness for absenteeism management practices (p<0.05). It could be
seen from the table that among all the factors, factor 1 is ranked first and factor 3 ranked last.
Table-2: Discipline Related Factors Wise Classification of the Respondents
Discipline Factors Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
5. 1. Points out unacceptable attendance records
to the relevant employees
6 8 28 45 68
3.9 5.2 18.1 29.0 43.9
2. Institutes disciplinary action if an employee
abuses sick leave
2 8 30 70 45
1.3 5.2 19.4 45.2 29.0
3. Pay cuts sometimes is necessary when
employee get absent intentionally
2 12 26 42 73
1.3 7.7 16.8 27.1 47.1
4. Procedures for disciplinary action apply
only to culpable absenteeism
9 16 32 54 44
5.8 10.3 20.6 34.8 28.4
5. The employee's attendance should be closely
monitored until it has been reduced to
acceptable levels
8 15 26 43 63
5.2 9.7 16.8 27.7 40.6
Source: Primary Data
Table-2.1: Discipline Related Factors Wise Classification of the Respondents
Discipline Factors N Mean Std.
Deviation
Mean
Rank
Chi
square
value
df P value
1. Points out unacceptable attendance
records to the relevant employees
155 4.04 1.086 3.04
11.529 4 .021
2. Institutes disciplinary action if an
employee abuses sick leave
155 3.95 .900 3.01
3. Pay cuts sometimes is necessary
when employee get absent
intentionally
155 4.11 1.029 3.25
4. Procedures for disciplinary action
apply only to culpable absenteeism
155 3.70 1.159 2.76
5. The employee's attendance should
be closely monitored until it has been
reduced to acceptable levels
155 3.89 1.193 2.93
Source: Primary Data
The Friedman’s Chi-square test results indicated that there is difference of opinion among the
respondents regarding discipline related factors for absenteeism management practices
6. (p<0.05). It could be seen from the table that among all the factors, factor 3 is ranked first and
factor 4 ranked last.
Table-3: Motivational and Satisfaction Related Factors Wise Classification of the Respondents
Motivational and Satisfaction Factors Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
Counsels absent employees when they return to
work
2 13 39 63 38
1.3 8.4 25.2 40.6 24.5
Encourages employees to solve personal problems
in order to reduce absenteeism
9 19 23 69 35
5.8 12.3 14.8 44.5 22.6
Management involves the trade unions in the
management of absenteeism
13 16 37 59 30
8.4 10.3 23.9 38.1 19.4
Provides incentives for excellent attendance
9 17 24 66 39
5.8 11.0 15.5 42.6 25.2
Regular employees feedback for attendance policy
is collected
10 17 43 56 29
6.5 11.0 27.7 36.1 18.7
Source: Primary Data
Table-3.1: Motivational and SatisfactionRelatedFactors Wise Classificationofthe Respondents
Motivational and Satisfaction
Factors
N Mean Std.
Deviation
Mean
Rank
Chi
square
value
df P value
Counsels absent employees when they
return to work
155 3.79 .953 3.27
35.157 4 .000
Encourages employees to solve personal
problems in order to reduce absenteeism
155 3.66 1.131 3.19
Management involves the trade unions in
the management of absenteeism
155 3.50 1.164 2.69
Provides incentives for excellent
attendance
155 3.70 1.135 3.17
7. Regular employees feedback for
attendance policy is collected
155 3.50 1.113 2.68
Source: Primary Data
The Friedman’s Chi-square test results indicated that there is difference of opinion among the
respondents regarding motivation and satisfaction related factors for absenteeism management
policies (p<0.05). It could be seen from the table that among all the factors, factor 1 is ranked
first and factor 5 ranked last.
Table 4: Accuracy Related Factors Wise Classification of the Respondents
Accuracy Related Factors Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
Manager is well trained to deal with absenteeism
6 16 31 71 31
3.9 10.3 20.0 45.8 20.0
Accurately record absenteeism figures
4 8 28 74 41
2.6 5.2 18.1 47.7 26.5
Compares our department's absenteeism figures
with that of other departments
11 15 35 59 35
7.1 9.7 22.6 38.1 22.6
Deals effectively with absenteeism
9 19 39 48 40
5.8 12.3 25.2 31.0 25.8
Specific hours of operation and thelength of
breaks are calculated
5 12 23 68 47
3.2 7.7 14.8 43.9 30.3
Source: Primary Data
Table-4.1: Accuracy Related Factors Wise Classification of the Respondents
Accuracy Related Factors N Mean Std.
Deviation
Mean
Rank
Chi
square
value
df P value
Manager is well trained to deal with
absenteeism
155 3.68 1.032 2.90
Accurately record absenteeism figures
155 3.90 .938 3.39
8. Compares our department's absenteeism
figures with that of other departments
155 3.59 1.149 2.65
118.358 4 .000
Deals effectively with absenteeism
155 3.59 1.167 2.64
Specific hours of operation and the
length of breaks are calculated
155 3.90 1.024 3.43
Source: Primary Data
The Friedman’s Chi-square test results indicated that there is difference of opinion among the
respondents regarding awareness for absenteeism management policies (p<0.05). It could be
seen from the table that among all the factors, factor 5 is ranked first and factor 4 ranked last.
Suggestions:
The company should conduct awareness programs related to absenteeism management
practices, it will definitely improve the understanding level of the employees about
absenteeism management policies and practices.
The company must instill the disciplinary actions. The rules and regulations related to
absenteeism management must be reviewed and clearly stated to the employees. It plays
a dominating role in maintaining peace and harmony in the organization. It plays a
dominating role in maintaining peace and harmony in the organizations.
Adequate motivational program must be provided to the employees. It will
automatically increase their satisfaction level.
It is suggested that accuracy related matters must be consider carefully while implementing
absenteeism policies in the organization.
Conclusion:
The study reveals that 75% of the employees are satisfied with absenteeism management
policies and practices followed in the company. About the awareness factor, 80% of the
respondents were satisfied. In context of discipline related factors, 70% of the employees were
satisfied with the disciplinarily actions instilled in the organization. More than 70%of the
employees were satisfied with motivational and satisfaction factors and accuracy related factors
9. existed in the organization. The overall conclusion about the absenteeism management
practices and policies followed in Indian and Multinational companies is excellent. If the
company continues the same practices of absenteeism management in future it may achieve
high.
References
http://en.wikipedia.org/wiki/Absenteeism
http://humanresources.about.com/od/laborrelations/a/manage_absences.htm
http://www.citehr.com/233830-absenteeism-indian-industries.html
: http://www.citehr.com/233830-absenteeism-indian-industries.html#ixzz22xlof900
http://www.bayt.com/en/career-article-2821/