1

1.1 INTRODUCTION TO THE COMPANY

Star Union Dai-ichi Life Insurance is a joint undertaking of Bank of India and Union
Bank of India, two major public sector banks in India, and Dai-ichi Mutual Life
Insurance Company, foremost Japanese company in the life insurance industry. Star
Union deals with the life insurance market in India. Registered on September 25
2007, with the Registrar of Companies in Maharashtra, the company gained its license
on December 26, 2008, by the Insurance Regulatory and Development Authority
(IRDA).
Star Union Dai-ichi Life Insurance Company is expected to be a strong contender in
the insurance sector owing to its insurance, IT, finance and investment resources. The
enterprise offers various products to serve all sections of the society. It is also offers
insurance to the rural as well as other weaker social sectors of the society. It operates
through the Bank of India's and Union Bank's 5400 offices, spread across the length
and breadth of India which enables it to have wider reach to its potential customers.
This company banks upon the strong brand equity and high level of trust of the two
public sector banks who also sponsor regional rural banks thereby giving more scope
to tap the life-insurance business in the rural areas.
1.1.1 ORGANISATIONAL SET-UP
Organizational set-up is important for the overall efficient working of various
departments and for improved performance for an insurer. The departments have to be
set up on the basis of various activities of the company. Activities generating revenue
are given more importance. Thus, various offices, departments and sections are
created to look after the important activities of the insurance company. Important
activities of an insurance company are:
Procuring new business for insurance.
Scrutiny of proposal and giving decision of acceptance or otherwise for proposals
for insurance
Issuing policy documents. Keeping track of performance of insurance contracts by
way of receipt of premiums
Providing assistance in various matters like nominations, assignments, alterations,
payment of claims etc.

 Other activities like, investment of funds maintenance of accounts, personnel

management, data processing and complying with legal and regulatory
requirements
1.1.2 STRUCTURE OF THE COMPANY:
Market profitability

- Market share

Market

: Goodwillhealthy record

Expenses control

: Marketing Selling cost Administrative

Maintenance of

: Policy administration Business Agency

Administration Post sale communication

Conservation of business
Product mix
1.1.3 BOARD OF DIRECTORS

1.1.4 AWARDS & ACHIEVEMENTS

Best Life Insurance Company in Private Sector : Awarded by ABP News at BFSI
Awards, February 2015
Award for Excellence in HR through Technology.: Awarded at 9th Employer
Branding Awards, February 2015
Company with Highest Claims Settlement : Awarded by ABP News at BFSI
Awards, February 2015
Bancassurance Leader of the Year Award 2014 : Awarded at The Indian
Insurance Awards.
3

 Excellence in Financial Reporting 2014 : Awarded for for best financial

accounting practices at ICAI.
Technology Maturity Award 2013 : Awarded at The Indian Insurance Awards.
Stars of the Industry 2012 : Awarded for the overall excellence in Insurance
Industry at 94.3 My FM.
Excellence in Financial Reporting 2012 : Awarded for best financial accounting
practices at ICAI.
India Insurance Award 2011 : Awarded for Best New Company with All Round
Growth since inception at India Insurance Review & CELENT .
Customer Showcase Award 2010 : Awarded for in-house developed group policy
administration system on open-source platform at CIO100.
Redhat Award 2009 : Awarded at Redhat.
1.1.5 MANAGEMENT TEAM

1.2.6 VISION, MISSION AND VALUES

VISION: At DLF Pramerica, our vision is to ensure that every life we touch feels
secure and enriched.
4

MISSION: We shall be a guide and a mentor to people so that they are able to make
the most informed insurance decisions to meet their life goals.
VALUES:

customer focused- Be someone who places customers and their needs at the

forefront while developing and managing their financial solutions.

mutual respect- Build mutual respect by being an equal partner, who knows
and willingly shares, helping people go further rather than walking ahead and

leading them or walking behind and following.

worthy of trust- Build trust by choosing the right path rather than the easy
path and tell the truth the way it is. Be someone who keeps promises, meets

commitments and behaves with integrity at all times.

winning- Be positive and confident; seize every moment, every day, with a
winning perspective, fearlessly facing the uncertainties of life.

Every organization requires competent employees (Sales Managers) for the successful
functioning of its various departments. To ensure that the staff works efficiently and
effectively, the organization has to continuously evaluate their performance and
bridge any performance gaps by providing appropriate training to them. For, it is the
people who make or break an organization. Traditionally, the training policy in an
organization focused on enhancing the productivity and effectiveness of the
employees so that the medium term and long term strategies of the organization could
be successfully fulfilled. Since upgradation of skills and knowledge has direct
relevance to performance. This necessitates huge investments in the training programs
for providing the requisite skill set to the staff.
The ultimate aim of any training program is to achieve:
- Continuous Improvement.
- Change-in-Attitude.
- Cost Saving.
- Total Productivity.

1.2 INTRODUCTION TO ABSENTEEISM

The regularity and stability of the labour force plays an important role in the
prosperity and development of an industrial unit. The co-operation of workers is
essential for the good health of any organization become a major problem for the
management. The exist of workers or their absence from work disturbs production
schedule. Any make shift arrangement for absent workers will be a costly affair for
the enterprise. Statistical data have proved that the loss on account of absenteeism is
more than of industrial disputes or any other problem. Thus the problem of
absenteeism is more serious threat than any other industrial problem.
Absenteeism is not the problem of underdeveloped countries only but it is a universal
phenomenon. It varies from 7% to 30% but in extreme cases it goes upto even 40%.
The degree of absenteeism may differ from place to place, occupations and industries
as compared to other. Even in a particular industry, the degree of absenteeism may
vary in different departments.
MEANING AND DEFINITIONS
Absenteeism means a condition where a worker keeps himself away from the work
without any notice. Absenteeism has been vigorously defined by different authorities:
1. According to Labour Bureau Simia Absenteeism is the total manshift lost
because of absence as a percentage as of the total number of manshift schedule to
work.
2. According to Websters Dictionary Absenteeism is the practice or habit of
being an absence and an absenter is one who habitually stay away.
In other it signifies the absence of employees from work when he schedule to be at
work. It is un-authorised, un-emplained avoidable and evilful absence from week.
An employee is considered schedule to work when the employer has kept the work
ready for him and the worker is aware of it but still does of report for duty. An
employee may stay away from work if he has taken leave to which he is entitled or on
the ground of stickiness or some accident. Thus absence may be authorized or
unauthorized evilfull or caused by circumstances beyond ones control.
Seligman says that absenteeism is the time lost in industrial establishment by
avoidable or unavoidable absence of employees. Absence of a worker on account of
7

strike or lockout or lay off, that is involuntary absence, is not considered as absence
for the purpose of absenteeism.
It may be noted here that no uniform definition of absenteeism prevails. The labour
Investigation Committee has, therefore, suggested that a statistical agency whether
sponsored by the Govt. or a Private body should ensure that employee maintain
figures on the basis of precise and uniform definition.
1.2.1 ABSENTEEISM RATE
Absenteeism is measured in the form of rate absenteeism. For calculating to
rate of absenteeism two factors are taken into consideration:
1. The number of persons scheduled to work.
2. The number of workers actually present.
Thus rate of absenteeism during a particular to the total of corresponding Mondays.
The rate can be calculated through an noted formula as under: Rate of Absenteeism

Mondays lost during a certain period x 100

Total Mondays during the period

PECULLIAR FEATURES OF ABSENTEEISM

The rate of absenteeism is lower on per day.
The absenteeism is high among workers of less than 25 years and above 40 years. The
reasons of absenteeism amongst youngsters is due careless attitude whereas old
people may not be able to continue with strenuous work.
The absenteeism is more in night shifts than in day shifts.
In India, absenteeism is highest in April-May and September-October months due to
harvesting and sowing seasons. Industrial workers temporarily shift to agriculture
work during these months.
In coal an mica mines industry the absenteeism rate is high because of rising and
ordeal nature of job.
1.2.2 CAUSES OF ABSENTEEISM
Absenteeism is a serious problem of an industry. In order to achieve the
organizational objectives, it becomes necessary that the problem of absenteeism
should be minimized. In order to minimize this problem, it becomes necessary to
determine its causes following are the important causes:8

1. Unhealthy working conditions : If working conditions are not good then

workers frequently absent themselves from work, heat, moisture, noise, bad
lighting, dust, overcrowding affect workers health causing them to remain
absent for longer periods.
2. Mal adjustment at work place: Workers, sometimes, do not adjust to the
situation prevailing at work place. Workers coming from rural to urban areas
do not adjust at those places. The congestion, insanitation, fast life at urban
areas is not to the liking of village work. They frequently go back to village
after absenting from work.
3. Industrial fatigue: Fatigue is also an important cause of absenteeism. To earn
more wages, workers may do overtimes or may work at a higher speed. They
may not be able to face additional burden and fell ill leading to long
absenteeism.
4. Personal Reasons: A worker may be absent due to personal reasons also.
These reasons may be illness, family problems, education, lack of interest in
the work etc.
5. Social and Religious Ceremonies: Social and religious ceremonies are a
major cause for absenteeism. These functions divert the attention for workers
and they spend too much times on there activities. Some studies have shown
that rate of absenteeism has been higher awing festival periods as compared to
other periods.
6. Lack of Satisfaction: If the worked are not satisfied with their job. They will
not be regular and punctual. Dissatisfaction reasons such as work below his
status and work above his status.
7. Alcoholism: The habit of alcoholism is very common among workers. They
want to forget their domestic worries by drinking alcohol. Drinking becomes
their habit and it hangover on the next day compels them to absent from work.
8. Economic Causes: Another important reason of absenteeism may be
economic. The workers may not satisfied with the remuneration they are
getting or they may not be satisfied with the opportunities of growth and
development.

9. Absence or Inadequate welfare facilities: There may be inadequate facilities

for drinking water, sanitation, canteen, rest rooms, crches etc. Workers feel
inconvenience at work. They go back to their homes for having some rest.
10. Inadequate leave facilities: The workers do not get proper leave facilities for
attending to family work. Since they are entitled for limited number of leaves.
They do not go to work whenever they have to attend to family needs.
11. Age : Absenteeism is higher among teenagers and old person. Teachers are
casual in their work and old people exhausted after continuos work.
12. Additional source of Income: This is also another reasons of absenteeism.
Worked may absent from their job because they may have additional source of
income like agriculture.
13. Effect of Night Shifts: This is also another reason for absenteeism of the
workers.
1.2.3 CONSEQUENCES OF ABSENTEEISM
Absenteeism is a serious problem of the industrial world of today. It affects
both the employees and the employers adversely. Important consequences of
absenteeism may be as follows:1.

Absenteeism stop the entire process of production. It stops the machine and
hampers smooth flow of work.

2.

The rate of production and the productivity remains low. The production
targets are upset.

3.

As a result of loss production, the cost of production increases, it results in the

reduced margin of the profit of the industry.

4.

As a result of selling price of the commodity is to do increased. If the

customer have to pay more for the commodity.

5.

Frequent absenteeism of the workers decreases their working efficiency also.

It also reduces their interest in the work.

6.

Due to absenteeism of regular workers, the industry has too depend upon
casual or sun-standard employees, it causes many problems in itself such as
breakdown of efficiency, low quality of production, wastages of raw material
etc.

7.

Frequent absenteeism of workers effects the economy of the workers. It

reduces their incomes.
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8.

High rate of absenteeism is also a reason of absenteeism is also a reason of

indiscipline among

the workers enterprise gets itself enable to meet the

demand of market in full and it causes delay in the supply of the valuable
customers.
The adverse effect of absenteeism may be summarized and illustrated with the help of
the diagram given as follows:-

CIRCLE OF THE CONSEQUENCES OF ABSENTEEISM

Company
(Low
Production

Government
(Less

Workers
(Low

Shareholders

(Less

Raw Material

ABSENTEEISM

Society (Less
Verities of
Goods &

Suppliers

Competitions

(Unhealthy

Consumer (High

Price Low

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1.2.4 MEASURES FOR CONTROL OF ABSENTEEISM

Absenteeism is a serious problem because it involves additional expenses. No
single measure can help in controlling this problem. There should be a combination of
measures to control this problem. Some of the measures are as follows: 1.

Provisional of healthful and hygenic working conditions:Bad working

conditions is the main cause of absenteeism. The worker should be provided
with proper and healthy working conditions. There should be a provision of
drinking water, canteen, rest places etc. So that workers do not fell tired at
work place.

2.

Proper selection Procedure: Absenteeism may also result if there is no

proper recruitment and selection. When the workers are not well suited for the
jobs then they will try to absent themselves. These should be aptitude,
training, and intelligence test for finding out the suitability of persons for the
jobs they are being selected. When the jobs are suitable for the worker then he
will enjoy work on it and will not think of absenting himself.

3.

Prevention of Accidents: There should be proper safety measures in the

factory. The workers should be educated for properly using machines and
precautions to be taken on the occurrences of some accident.

4.

Provision of reasonable wages and allowances and job security for

workers: The wage rates should be fixed by taking into account the
requirement of workers. The wages should be sufficient to enable workers in
maintaining a reasonable standard of living. Therefore the management should
pay reasonable wages and allowances, taking into account the level of wages
prevailing in different units of the same industry in same area. The allowances
should include old age allowance, length of service allowance special job
allowance, housing allowance etc. So that worker may have and know security
of employment.

5.

Proper grievance settlement:There should be a proper grievance settlement

machinery for the worked. Sometimes there is a feeling among workers that
their problems are not properly looked into and out frustration they start
absenting from duty. When there is a grievance setting machinery then the
causes of discontentment can be removed at the earliest.

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6.

Cordial Relations between supervisors and workers: The strained relations

between supervisors and workers may also prompt absenteeism. The
supervisors should have co-operative attitude towards workers. They should
motivate workers for improving their performance and should not indulge in
frequent criticism.

7.

Maintaining Discipline: There should be well defined rules and regulations

for work. The employees should not be allowed to violate regulations. There
should be properly followed. If some workers are in the habit of coming late
or frequently absent from duty then strict action should be taken against then.

8.

Liberal grant of leave: The strict attitude of management in granting leaves

and holidays may also bad to absenteeism. Then there is pressing needs for
leave and management is not responsive. Then workers may try to get E.S.I.
leaves or half pay, where they are entitled upto 56 days leave in a year. So
management should be liberal in granting leave when workers have genuine
problems.

9.

Motivation of workers:The management should recognize the needs of

workers offer those adequate and cheap housing facilities, free or subsidized
food, and free medical aid and transportation facilities. Free education
facilities for their childrens and other monetary and non-monetary benefits.

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14

3.1 NEED
As we know that higher the percentage of absenteeism more it is harmful for the
organization and there is need for immediate action to reduce the percentage of
absenteeism. Because in an organization human kings are the main factor of
production. If they are absent from duty, it hinders the smooth running of the
organization and also effects the reputation of an organization.As more and more
people was getting absent due to uncertain reasons in Star Union Dai-Ichi Life
Insurance so this need of study conducted. Absenteeism makes rest of the employees
also distracts from their work which directly effects organisation and reduces overall
productivity of company.
3.2 SCOPE
The scope of the study was limited to Star Union Dai-Ichi Life Insurance Ltd.,
Jalandhar, Punjab.

3.3 OBJECTIVES
The objectives of the project are:
1. To study the main causes of absenteeism in Star Union Dai-Ichi Life Insurance.
2. To know the effects of the unauthorized absenteeism by the employees in the
company.
3. To identify the current disciplinary actions taken by the HR dept. for reducing
absenteeism

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16

RESEARCH METHODOLOGY
The main and most important object of this study is to find out the reasons and factors
responsible for the absenteeism of the employees in Star Union Dai-Ichi Life
Insurance, Jalandhar; I have collected the data from personnel department for this
purpose. I studied the functioning of the personnel department. I had distributed a
well-structured and designed questionnaire and also took interviews of many workers
and tried to find out the reasons of this problem.
4.1

Research

Research is a procedure of logical and systematic application of the fundamentals of

science to the general and overall questions of a study and scientific technique, which
provide precise tools, specific procedures, and technical rather philosophical means
for getting and ordering the data prior to their logical analysis and manipulation
different type of research designs is available depending upon the nature of research
project, availability of manpower and circumstances.
4.2

Research Design
Research Design is an arrangement of conditions for collection and analysis of data in
a manner that aims to combine relevance to the research purpose with economy on
procedure. The research problem having been formulated in clear-cut term helps the
researcher to prepare a research design. The preparation of such a design facilitates in
conducting it in an efficient manner as possible.
4.2.1

Descriptive Research:

Present research is descriptive research because in this research it has been described
the reason of absenteeism in the company and various factors considered for the same.
4.3 Sampling Design
17

The following factors have to decide within the scope of sample design:
i)
Sample Frame-Sample frame refers from where the questionnaires are to be filled.
ii)

Our sample frame consists of employees of the company.

Sample Size: A sample of minimum respondents was selected from various divisions
of company. An effort has been made to select respondents evenly. The survey was

iii)

carried out on 35 respondents.

Sample Unit: It indicates who is to be surveyed. The researcher must define the
target population that will be sampled. In this project sampling unit is the employees

iv)

working in Star Union Dai-Ichi Life Insurance Ltd.

Sampling Technique: For the purpose of research convenient sampling is used.
Technical associates working in different divisions of company have been approached

to get the questionnaire filled.

4.4 Data Collection

There are two types of data sources:

(i) Secondary data:
It includes information which had already been collected by someone else and which had
already been passed through the statistical process. In this case one is not confronted with the
problems that are usually associated with the collection of original data. Secondary data either
is published data or unpublished data. Secondary data was collected through internet and by
using companys manuals.

ii) Primary data:

It includes information collected afresh and for the first time, and thus happen to be original
in character. It is the backbone of any study. It was obtained from respondents that are
executives of each department with the help of widely used and well-known method of
survey, through a well-structured questionnaire.

18

19

1. What is the Age group of employees?

Table 5.1: Age group in relation to absenteeism
Age Group

No. of Respondents

Percentage

Less than

22

65%

30
30-40
Above 40
Total

6
7
35

15%
20%
100

Figure 5.1: Age group in relation to absenteeism

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Age Group
70%
60%
50%
Age Group

40%
30%
20%
10%
0%

65%

15%

Under 30

31-40

20%

Above 40

Analysis and Interpretation

The study reveals that 65% of absenteeism is found in the respondents whose age is
less than 30 years, 15% in 30-40 age group and 20% in the respondents who are
above 40. Thus, absenteeism is more between the young people because of their
irresponsibility towards duty as compared to the mature group of above 40 years.
2.

For how many years you are working with Star Union Dai-Ichi Life

Insurance?
Table 5.2 Length of service in Relation to Absenteeism
Length of Service
1-5 years
5-10 years
10 and above
Total

No. of Respondents
15
15
5
35

Percentage of Absenteeism
42.8%
42.8%
14%
100

Figure 5.2 Length of service in Relation to Absenteeism

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Length of service
45%
40%
35%
30%

% of Absenteeism

25%
20%
15%
10%
5%
0%
less than 5 yrs

43%

6-10 yrs

14%

less than 10

Analysis and Interpretation

In Star Union Dai-Ichi Life Insurance 43% absenteeism is found between the
respondents who are having length of service 1-5 years, 43% in 5-10 group and 14%
in 10 and above 10 age group. Employees feel more comfortable after giving so many
years of service.
3. Marital Status of employee:
Table 5.3 Marital Status in Relation to Absenteeism
Marital
Status
Married
Unmarried
Total

No. of Respondents
25
10
35

Percentage
70%
30%
100%

Figure 5.3 Marital Status in Relation to Absenteeism

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Maritial status

70%
60%
50%
40%
30%
20%
10%
0%

%age of absenteeism

70%

30%

Married

Unmarried

Analysis and Interpretation

The study reveals that 70% absenteeism is found in married people and only 30% in
unmarried respondents.

23

4. Rural and Urban Respondents:

Table 5.4 Rural and Urban People in Relation to the % of Absenteeism
Residency
Rural
Urban
Total

No. of Respondents
25
10
35

Percentage
70%
30%
100

Figure 5.4 Rural and Urban People in Relation to the % of Absenteeism

Rural or Urban

70%
60%
50%
% of Absenteeism
40%
30%
20%
10%
0%

30%

Rural

Urban

Analysis and Interpretation

The study reveals that 70% of the absenteeism is found in rural residents as compared
to urban residents because of the harvesting business in fields.

24

5. Satisfaction with the Income scale:

Table 5.5 Satisfaction with the Income scale
Statements
Yes
No
Total

No. of Respondents
28
7
35

Percentage of Respondents
80
20
100

Figure 5.5: Satisfaction with the Income scale

Satisfaction Level

20%

Yes

No

80%

Analysis and Interpretation

It was analyzed that 80% of the employees of were satisfied with the existing
Income scale & rest 20% of them were not satisfied with the existing Scale.

6. How many days you are absenteeism in a month?

25

Table 5.6: Absenteeism in month

Response.
Nil
Once
Twice
More than twice
Total

No. of Respondents
0
7
7
21
35

Percentage
0
20%
20%
60%
100%

Figure 5.6 Absenteeism in Relation to the % of Absenteeism

Absent in a Month
60%
50%
40%

% of Absenteeism

30%
20%
10%
0%

0%
Nil

20%
Once

20%
60%
Twice
More than
twice

Analysis and Interpretation

The study reveals that 20% employees are absent once, other 20% twice in month
And 60% more than twice.

26

7. Are you satisfied with the number of casual leaves to you?

Table 5.7: Number of casual leaves
Statements
Yes
No
Total

No. of Respondents
14
21
35

Percentage
40
60
100

Figure 5.7 Nunber of casual leaves

no of respondents

40
yes

no

60

Analysis and Interpretation

The study reveals that 40% employees satisfied with number of casual leaves but 60%
are not satisfied.

27

8. What is the Size of your family?

Table 5.8 Family in Relation to Absenteeism
Size of Family
Extra Large

No. of Respondents
17

Family
Joint Family
Small Family
Total

Percentage
50%

11
7
35

30%
20%
100

Figure 5.8 Family in Relation to Absenteeism

size of family
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%

50%

extra large family

size of family
30%

joint family

20%

small family

Analysis and Interpretation

The study reveals that in Star Union Dai-Ichi Life Insurance respondents belong to
Extra large family having 50% of absenteeism, Joint family 30% of absenteeism and
20% belong to small family.

28

9. What disciplinary actions taken by HR department for reducing

Absenteeism?
Table 5.9 Disciplinary actions
Particulars

Problem counselling
Oral waring
Formal written waring

Suspension
Total

No. of Respondents
Percentage
9
25%
21
60%
2
5%
3
10%
35
100%
Figure 5.9 Disciplinary actions

Disciplinery actions
60%
50%
40%
30%

25%

disciplinary actions

20%
10%
0%

60%

5%

10%

Analysis and Interpretation

The study reveals that 25% employees says there problem solving, 60% oral
warning,10% says suspension and 5% says formal written warning.
10 . Your views regarding disciplinary actions taken by HR dept for
absenteeism?
Table 5.10 views regarding disciplinary actions

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Particulars
Good
Fair
Excellent
Dont know
Total

No. of Respondents
7
21
6
2
35

Percentage of Respondents
20
60
15
5
100%

Figure 5.10 views regarding disciplinary actions

views regarding disciplinary actions

70%
60%
50%
40%

views regarding disciplinary actions

30%
20%

15%

10%
0%

5%
20%
good

60%
fair

excellent

don't know

Analysis and Interpretation

The study reveals that 60% employee says its fair about disciplinary actions, 20%
says good,15% says excellent and 5% says dont know.

30

11. Are you satisfied with your companies working conditions?

Table 5.11 views regarding companies working conditions

Particulars

Well satisfied
Fair

good
not satisfied
Total

No. of Respondents

Percentage of

7
10
4
14
35

Respondents
20
30
10
40
100%

Figure 5.11 views regarding companies working conditions

company working conditions

45%

40%

40%
35%
30%
company working conditions

25%
20%
15%

10%

10%
5%
0%
Well satisfied

20%

30%

good

Analysis and Interpretation

The study reveals that 10% of respondents are absent because of dissatisfied working
conditions. But remaining 90% are satisfied with the working conditions in Star
Union Dai-Ichi Life Insurance.

31

12. Do you think unauthorised Absenteeism by the employees slow down the
companys productivity?
Table 5.12 unauthorised Absenteeism by the employees
Statements

No. of Respondents

Percentage of

21
14
35

Respondents
60
40
100

Yes
No
Total

figure5.12 unauthorised Absenteeism by the employees

no of respondents

40
yes

no

60

Analysis and Interpretation

The study reveals that 60% employees says unauthorised Absenteeism slow down
companys productivity and 40% says no.

32

13. Causes of absenteeism

Table 5.13 Causes of absenteeism
Causes

No. of Respondents

Percentage

Work Overload

14

40%

Low Pay Package

10

30%

Job Insecurity

10%

Negative Attitude of Boss

20%

Total

35

100%

Figure 5.13 Causes of absenteeism

Cause of absenteesim
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%

20%
10%
40%

cause of absenteesim
30%

Analysis and Interpretation

From the above table graph it is quite clear that according to 40% of the
respondents the main cause of absenteeism is due to work overload, 30% low
pay package, 10% job security and the remaining 20% of the respondents
according to them the cause of absenteeism is due to negative attitude of boss.

33

34

FINDINGS OF THE STUDY

During the period of research on Absenteeism in Star Union Dai-Ichi Life Insurance.
The following emerged: 1. Age Group: Age is an important factor in the life of every person because
efficiency of any person is totally dependent on his age and the study reveals that
more absenteeism i.e. 65% is found in the respondents whose age is less than 30
years it is all because of their irresponsibility towards their duty.
2. Length of Service: It is generally said that the larger the length of service the
more will be the experience and involvement in the work. And also in Star Union
Dai-Ichi Life Insurance 50% absenteeism is found between the respondents who
are having length of service between 1-5 years.
3. Working Conditions: The working conditions in Star Union Dai-Ichi Life
Insurance only 30% respondents/workers are dis-satisfied with the working
conditions of Star Union Dai-Ichi Life Insurance.
4. Income scale: As the salary of an employee increases, the percentage of
absenteeism decreases. Because money is the foremost requirement of every
person. The study reveals that 80% satisfied and 20% not.
5. Marital Status: The study reveals that 70% absenteeism is found in married
people because of more responsibilities as compared to an unmarried person.
6. Family: In Star Union Dai-Ichi Life Insurance, the respondents that are belong to
extra large family having more %age of absenteeism i.e. 50% as compared to joint
and small families.
7. Absenteeism in a month: In Star Union Dai-Ichi Life Insurance,. The study
reveals that 20% employees are absent once,other 20% twice in month And 60%
more than twice.
8. Rural &Urban: The rural residents are absent from their work in the season of
harvesting. The study reveals that 70% people are absent from their jobs in the
season of harvesting in fields.
9. Leave Rule:the Companys strict attitude in granting leave and holidays even
when the needs for them is genuine also lead to higher %age of absenteeism. But
in Star Union Dai-Ichi Life Insurance, only 60% respondents are dissatisfied with
the leave rules of the company.

35

10. Disciplinary actions: The study reveals that 25% employees says there problem
solving, 60% oral warning,10% says suspension and 5% says formal written
warning.
11. unauthorised Absenteeism: The study reveals that 60% employees says
unauthorised Absenteeism slow down companys productivity and 40% says no.
12. Causes of absenteeism: The study shows 40% of the respondents the main

cause of absenteeism is due to work overload, 30% low pay package, 10%
job security and the remaining 20% of the respondents according to them
the cause of absenteeism is due to negative attitude of boss

36

LIMITATIONS OF THE STUDY

1. Shortage of Time:Inspite of the good effort by me to utilize the limited period of
study shortage of time provided to be limitation.
2. Language Problem:Because of different languages of the employees it was
difficult to communicate with them properly.
3. Complexity of concept: Absenteeism is a complex concept and it is difficult to
find out the reasons for such a thing by asking the workers.
4. Busy schedule of workers: It made difficult to take interviews of the workers.
5. Hesitation: Some workers felt hesitated to disclose the reasons of their being
absent.
6. Biasness: As all the results and conclusions have been drown on the basis of
information collected from a large number of people thus incidence of people bias
may have crept in.

37

CONCLUSION
Star Union Dai-Ichi Life Insurance Ltd., is a well defined company, with
internationally designed standards. The company carrys out its activities in order to
satisfy the customers needs. Organisation is complete in all aspects but there are few
discrepancies in it. So in order to make improvement in the unit, the company must
regularly revise its systems, processes and procedures.
Star Union Dai-Ichi Life Insurance Ltd. concentrates towards the marketing activities.
Marketing department is the backbone of the Star Union Dai-Ichi Life Insurance Ltd.
but due to the factor of absenteeism its operations are effected badly. So, it must
concentrate on the reasons for absenteeism in the unit and must take corrective and
timely actions to avoid it in future.
In the end, human beings are one of the bigger resources of any manufacturing unit,
so they must give proper attention to it. As they are the major contributors in the
organisation.
The strict attitude of management in granting leaves and holidays may also bad to
absenteeism. The management should recognise the needs of workers offer them
adequate and cheap housing facilities, free or subsidised food, free medical aid and
transportational facilities,

38

RECOMMENDATIONS
Lot of improvement is required in every sphere of life and there is no exception to an
industrial organisation which I have found during my visit and having close contact
with the workers. I have found that Star Union Dai-Ichi Life Insurance Ltd. is a well
organised organisation and is using all effective measures to deal with absenteeism.
However, I would like to recomend the following measures.
1.

Provison for healthy and hygenic working conditions: The working

conditions of the company are not satisfactory. It causes bad effect on the
health of the employees due to which they remain absent from the work. It is
suggested that management should take steps to provide neat and clean
working conditions. So that it do not cause any bad effect on the health of the
employees.

2.

Motivation of workers: The management should know about the needs of the
workers and provide them adequate and cheap housing facilities, free or
subsided, free medical aids and free transport facilities to reduce the rate of
absenteeism.

3.

Safety and Accident prevention: Safety at work should be maintained and

accident can be prevented if the management tries to reduce such personal
factors like negligence, overconfidence, carelessness for cleanliness, vanity etc
and such material factors as unguarded machinery and explosive defective
equipment and hand tools.

4.

Adequate leave facilities: The companys strict attitude in granting leave and
holidays, even when the need for them is genuine. They should be allowed to
go on half day leave; it is effective way of dealing.

5.

Reduce the Critical attitude: The employee should be inducted in such a

way that their critical attitude towards new work and new place is reduced as
early as possible to avoid absenteeism from work.

6.

Provision for rest rooms: Rest rooms are needed for the workers. There were
no separate rest rooms for the workers in the factory. The management should
provide separate rooms for the workers working in the factory.

7.

Avoid Overstays: Worker has to work long hours in factory. It is suggested

that their long overstays should be avoided. Because long overstays cause bad
39

effects on the health of employees. The workers should himself also work for
8 to 10 hours. So that they can remain fit and fine.
8.

First Aid Facilities: First aid facilities are needed in each department of the
company. It is generally seen that for all types of problems only one type of
medicine is given. Each type of problem should be given different medicines.
It is suggested that the first aid box should contain sufficient medicines.

9.

Periodical medical checkup: Sickness is the main cause of absenteeism. In

order to reduce absenteeism, periodical medical checkup should be done for
the workers. The organisation should appoint a personal doctor for this
purpose.

40

41

REFERENCES
Aresenault,O.&Dolan,Y.(1987), Theories Guiding hyposies,Journal of Management,
vol.24, pp.254-284.
Coughlan.A (2002), Times and Casual flow, Journal of Management, vol24, no3,
pp23-54.
Garrison,J&Muchinsky,A.(1979),Attitudinal

and

biographical

predictors

of

incidental absenteeism, Journal of Vocational Behaviour,10,pp 221-230.

Khurana,G. (1990), Employee compensation on organization commitment, Journal of
business and social science,vol 2,no8,pp 235-342
Knoll,T.(2009), Measuring Absence and Labour Turnover, A practical guide to
recording and control. Johnnesburg: Lexicon Publishers.
Mikalachkiet,A.(2009), Relations Industrials/Industrial Realations, Journal of
vocational Behavior, vol.34, no3, 1979, psp.516-545.
Pattle.D (2005), Health & Absenteeism, Global Business Solutions.
Steves(2008) Organization Behaviour,10th ed.Person Education incorporation.
Sharma,A.(1983),Handbook of human resource.New York,Ny:McGraw-Hill book company.
www.sudlife.in
www.google.com

42

43

QUESTIONNAIRE
Name

Age

Income

Department :
Education
Q1.

For how many years you are working with Star Union Dai-Ichi Life
Insurance?
10 years

15 years

20 years

Above 20 years

Q2. Are you married?

Yes

no

Q3. Do you come from rural area or urban area?

Rural

Urban

Q4. Are you satisfied with your Income scale?

Yes

No

Q5. How often you remain absent in a month?

Q6.

Nil

Once

Twice

Twice

Are you satisfied with the number of casual leaves to you?

Yes

No

44

Q7. What is the size of the family?

Extra large

small family

Joint family
Q8. What disciplinary actions taken by HR department for reducing
Absenteeism?
Problem counselling

Oral waring

Formal written waring

Suspension

Q9. Your views regarding disciplinary actions taken by HR dept for

absenteeism?
Excellent

fair

Good

dont knw

Q10. Are you satisfied with your companies working conditions?

Well satisfied

good

Fair

not satisfied

Q11. Do you think unauthorised Absenteeism by the employees slow down the
companys productivity?
Yes

No

Q12. What are the other causes of absenteeism?

Work load

Low pay package

Job security

Negative attitude of boss

Q13. Suggestions (if any)

...
.
Thanks
45