If employees are more satisfied than they will show more work motivation. He also identifies that employees should be provided with all relevant facilities that can help to finish job. Furthermore, managing absenteeism essay help satisfaction does not essentially involve a high level of motivation or productivity.
All organizational behaviour theories stress that if employees are satisfied than they will contribute as much as they can in the success of an organization. Organizations can use various methods in order to keep their worker happy and if staff is happy and like to come on work regularly it mean that there are less chances of absenteeism and it can save the huge cost associated with the absence of employees.
So it is the responsibility of organizations to manage and make sure that they have adequate system that can bring their workforce normal to work. Details analysis on these approaches will be later on discussed in this article. How to Measure Absenteeism Different organizations use different methods to measure the absenteeism of their employees.
Some of the common methods used by most organizations are as under; 6. This can then be further utilized to find out the cost associated with these absences. It also gives the percentage of employees not joining the work according to the schedule. As for all unofficial absence, the managing absenteeism essay help causes will need to be identified.
All the above discussed methods can help to calculate and measure absenteeism in any organizations. Strategies to Manage Absenteeism There are numbers of strategies and approaches that can be adapted by organizations in order to reduce the level of absenteeism in their companies.
According to Johnson et al. Managers need to keep in mind that there is no "one-size-fits" all solution that is appropriate for all organisations. Every organisation is unique and absenteeism reduction strategies should be customised to the particular work environment. Harris states that employers should distinguish between short- and long-term absence when dealing with the problem of absence.
The author mentions that for short-term absence, an effective sickness absence policy should be implemented. This policy should indicate the procedure to be followed as well as the possible consequences of unacceptable sick leave levels. For long term absences, an employer should keep record of these events as well as ensuring that medical certificates are supplied.
Some of the methods and approaches adapted by most organizations are as under; 7. This is key to the success of any absence management programme. Moreover, Bydawell states that most organisations fail to track attendance adequately.
The result is - what does not get measured, is not managed. If this happens, "excessive absenteeism escalates to the point that it directly affects productivity, quality and morale and employing people is eventually seen as a liability" Bydawell,p.
If proper records are kept, management can establish the problem areas and take the necessary remedial action. The information is necessary in order to convey the scope of the problem and to identify the sources of highest risk Robinson, According to Aamodtp.
Thus, one reason why employees miss work is that they incorrectly believe their attendance level to be lower than their team mates at work.
Hence, proper solutions to absenteeism can only be devised if management knows the extent of the problem. Rhodes and Steersp. First, efforts can be made to create a more inviting workplace which relates more to the physical environment. Secondly, attention can be given to create a work culture that fosters attendance rather than absence.
Family-friendly initiatives by organisations could be an effective way of cutting absence.
This may mean providing more flexible working hours, child care facilities and time off for school events that may help employees strike a balance between their work and personal lives Johnson et al.
Telecommuting is another strategy employed by some organisations as it gives employees freedom to work in an environment that fits their personal needs, without jeopardising the outputs expected by the employer Gragg, With telecommuting, employees can schedule their personal appointments to fit into their work schedules.
This could help to reduce the number of unscheduled absence. Gragg however, also cautions against telecommuting as there could be employees who abuse this privilege.
An attendance policy allows a supervisor to mediate with an employee who is regularly absent. Besides stress as a primary reason for employee absenteeism, other causes relate to alcoholism, domestic violence, and family problems.
If you tackle an employee about his or her regular absenteeism, and they inform you it is due to personal problems, consider referring the employee to an Employee Assistance Program EAP. Early identification of these employees will get them back to work as fast as possible.
Lastly, make sure that you have an advocate review your attendance policy to make sure it does not breach any State or Federal labour laws.Essay on Managing Diversity in the Workplace - Diversity is a composite of racial, gender, ethnic, nation origin, cultural, attitudinal, social-economic, and personal differences.
With the many legal implications and issues surrounding every aspect of the Human Resource function, the human Resource department must be prepared to resolve issues. 18 Nov Managing absenteeism essays. Posted at h in Uncategorised by 0 Comments.
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Measuring And Managing Absenteeism In The Workplace. Productivity loss due to absenteeism is a serious growing challenge. We live in an absenteeism culture. Measuring And Managing Absenteeism In The Workplace specifically for you.
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5. Organizational Behaviour Theories and Absenteeism Maslow's Hierarchy of Needs. If motivation is driven by the continuation of unsatisfied needs, then it is meaningful for a manager to understand which needs are the more significant for individual employees.