Absenteeism is thought as the failure to are accountable to work. Absenteeism disruption and huge charges for the company.
It is very difficult for an organization to attain its purpose if employees failed to report to work, absenteeism can be somewhat more when compared to a disruption and it can result in quality of the end result and occasionally it may bring a complete turn off for the creation.
Why absenteeism?
Hypothesis
Do they have got take great pride in in their job
Is pay good
Do they have fun at work?
Do they learn how to contact?
How is the training process?
Do they understand attendance policy?
Do they like their job?
Do they feel ok with their supervisor?
What prevent them approaching to work?
Causes of absenteeism may include,
Serious accident and could be ill
Morale is low
Working condition are not suitable
Boredom at the job place
Job satisfaction is low
Power leadership inadequate supervision
Personal problem ( financial, marital, substance abuse, child treatment etc, )
physically not fit
transportation problem
benefit which constant income during cycles of condition or accident
stress
extra work
discontent with work environment
organizations have process to deal with the absence if it occurs and it is possible to step back again and stop it from going on at the area, all the complexities mention above could be the one which is reason behind employees not approaching to work, it strongly relate with the job satisfaction, inspiration and environment at the job place which affects people action to words the task.
Carrot and stick refers to a policy of a combination offering rewards and abuse to induce habit. The positive carrot team won't get punish and always will succeed the rewards for doing well within an environment of gentle encouragement and command. The stick team will get an extreme training plus they cannot be rewarded and will be punished for the failing. A very well known motivational theory is the carrot and keep approach. However when put into practice this approach is available to be more difficult than it appears to change habit, there are two ways to improve behavior using the carrot and stay approach.
The stay or the fear is an excellent motivator and if it is used at the right time can be quite helpful. The stay or dread can be nerve-racking for employees. Anxieties are only use full for short term basis.
On the other palm employees are becoming more productive as a result of incentive they are offered i. e. the carrot methodology. The benefits of this process are that it works perfectly if the incentive is good enough.
Case research:-
According to the recent survey by the confederation of English industry, lack costs 12. 5 billion pound in immediate cost every year. This figure will not include the effect of absenteeism on management time, efficiency low morale of employees and reduce quality standard. Some analysis this shapes to be doubled in real term.
The health insurance and safety exec have recently launched an effort to reduce number of days and nights lost from the task place by thirty percent by the entire year 2010. Effective management absence is one of the key challenges faced by the business enterprise today.
With Bradford factor tool absent management and planning integrates with payroll and time planning and attendance and self-service operation, SMART absence management provides information for the professionals and insight they need and staff overall flexibility and choices they expect.
Bradford factor:-
This is a configurable tool which allows analysis of absenteeism, lateness, overwork weight, overtime, or any exception established time incident data matching to Bradford factor guidelines.
Return to work:-
Return to work tells managers when employee come back to work after being absent from work, prompts post absence interviews and it helps identify causes of unplanned absence to market trends of absence report.
Absence administration:-
This automatically recognizes and alerts management for unplanned absences and managers the work stream throughout the absences necessitating further authorization. It also integrates with the payroll and makes certain that personnel a paid properly with the absence accounted for. Personnel can ask for their leave via Laptop or computer, web device or and kiosk.
Absence self-service:-
Employees are provided with the web base self-service system to see their vacation entitlement plus they can check which times their acquaintances are absent. Professionals than have an idea about the absence plus they can approve the vacation via SMART system.
Absences planning:-
This helps professionals in both organized and unplanned absences. By using the smart system and taking absence taking in to accounts changes can be produced to suite business demand including changes in staffing and new vacation booking. Fully included with the time and attendant it says managers about unauthorized absence and repeat absent such as their realize or training and it even identify when this training is essential and the corresponding absence.
Liver pudian fireplace fighter has twelve-monthly attendance rate of 100% are inserted into a reward draw. The lucky winner of the get 2010 will be granted with 11000 pound Honda jazz car.
Royal mail also have reported the positive effect saying that absenteeism has truly gone down from 6. 1% to 4. 8% for previous three years because they offered cars as prizes turning up. Since that structure started 37 postmen have acquired new ford concentrate car for arriving at work each morning.
74 member of royal mail personnel have won 2000 pound in holiday vouchers in a drsew for the employees who had perfect attendance survey.
Workers in private sector take an gross annual average of 6. 4 tired days. Open public sector 10. 7 unwell Days government will take 13. 5 sick and tired days.
Minimizing absenteeism is to make around 11 billion pound in efficiency saving.
Mr. BF Skinner feels that many employees work to maintain their living standard and he also thinks that when there is strict guidance than its contributes to absenteeism and poor morale among individuals. Skinner says that the incentive scheme is not good enough to motivate individuals, working condition are as important as well. An incentive scheme should have to goals like getting the work done and making work as more fun and pleasurable environment.
Motivation theory:-
Punctuality of the employee is the major problem experience by the business. This could be due to lack of self-responsibility in the indivisible about the organization and there is no unique popularity in the organization this issue and the other problem point out above for absenteeism can be hand hold by using the theory Maslow's hierarchy of needs which would boost the confidence of the employees and make them more responsible at work place and that will reduce the absenteeism.
Abraham Maslow's hierarchy of needs:-
Abraham Maslow made is theory sufficiently bored to death to explain human being behavior in all adjustments is theory was put on narrow range of human tendencies in organizational. This hierarchy of needs as shown below explains that people must gratify each need in turn you start with the first one which deals with the most apparent needs for survival.
C:\Users\nabee\Desktop\maslow's_hierarchy_businessballs. jpgPhysiological needs air, shelter, food, sleep, drink etc.
Safety needs security or restrictions, law, stay capability etc.
Belongingness and love needs, work group, devotion, romantic relationship, family.
Esteem needs includes achievements, self-esteem, independent, position, prestige, managerial responsibility etc.
Self-actualization needs include self-fulfillment, seeking, personal progress and experiences personal probable.
Maslow explains that requires talk about above must be satisfied in given order it always shifts to next higher needs. You can't motivate people if they are going through a stress for example it's hard to inspire a person who is having problems with their matrimony or having their house repossessed.
There is an old stating you may take a horse to water but u can't drive it to drink. It will only drink if its thirsty_ so with people. They will do what they want to do or else they are determined achieve this. If these motivators are full crammed by the organization then there is absolutely no reason that you will see less absenteeism and job satisfaction which means low staff turnover and high production.
Douglas McGregor theory:-
Theory X:-
Douglas McGregor talks about this theory as follows on individual action at the job. Average human being has their this like of works and will avoided if they can, therefore most people must have no choice but with a threat of punishment to work at the accomplishment of organizational objectives. And average individual prefers to be aimed to avoid responsibility and desires security for his or her work. Theory x manager's results powered and deadline driven
they don't tolerate anything
issues dangers ultimatum and deadline
they keep carefully the distance
they are arrogant
they are brief temper
they shouts
like to give instructions and directions
they always demand never ask
doesn't participate
doesn't build team
unconcerned with staff welfare
proud time to a spot of self-disruption
communicate one way
dose not thank or praise
take the criticism badly
delegation is poor
unhappy
Theory y:-
Theory y participate in problem resolving like absenteeism, situation which it's essential to explain the objectives that employees can understanding the purpose of the action. The situations in which employees can be consulted where individual are positively encouraged towards their work and the work responsibility is sufficient and allows versatility where employees can easily see their position in management hierarchy. If each one of these condition can be found than administrator can apply participative approach towards the targets for problem handling which Leeds towards batter results compare to alternative approach talked about theoretically x. staff will add better in company if they are treated as a appreciated employee.
Equity theory:-
Now we discuss the procedure theories of desire that help us to comprehend how employees decide to be determined. Process theory make clear decision making, elements of work environment and understanding and available rewards. In equity imbalance happens when employees believe that their rewards are not fair according to their work or the rewards received by others for their contribution is not reasonable. Those individuals who feel underpaid or overwork often lower both the quality and level of the task and it can bring about absenteeism from work.
Expectancy theory:-
Expectancy theory has 2 different classes of result first level results result employees working in directed way. First level end result can be performance at work, absenteeism or going out of from work. Second level result take place after first level final result which includes obtaining a promotion receiving reputation.
Expectancy theory helps mangers to understand their employee's habit within the organization. If the achieving individual believes the business rewards than is instrumentalities will be positive and high in case the employees assume that organization does not equitably reward performance than it can leads on the absent appear or leave.
Self-esteem in Maslow hierarchy also explain expectancy theory, if employees have a confident self-image they think that they good work lead to good performance and they experience high expectancies for his or her performance habit and employees with negative self-image believe that their potential or inadequate and they'll put less effort to work and which can cause absenteeism at the job which Leeds towards more cost and less production.
Path goal theory:-
One of the key items for successful organizations a good innovator. a leader should have ability to contend, aspiration and forward looking methodology. Leaderships key to success in life.
Influencing others to accomplish organization goals
Management and course on the change
Motivation and leading people to the success
Creating an environment to achieve the goals
Creating a eyesight for the organization
Houses way goal theory talks about that a leader can help its employees in attaining goals by exhibiting and directing along the path to their vacation spot and success. A couple of four different control behavior associated with the road goal theory,
Directives:-
In this type of leadership leader says its employees how to proceed and when to do it. No employee usually participates in decision making.
Supportive:-
In this kind of leadership leader is friendly and supportive and he or she shows affinity for employees.
Participative will ask for:-
In this command leader will ask for advice and advice from employees and entail them in decision making.
Achievement orientated:-
In this type leader establish requirements and challenges because of its employees and shows his interest and trust to its employees in obtaining the goals.
All these control styles can be employed by mangers for reaching goals for organization depending on the situation. The leadership behavior requires following two factors to be considered,
Employee's characteristics like locus of control, their experience and their perceived ability
Environmental factors
Proper accounting of these factors can increase employee motivation and job satisfaction by clear performance goals and the road to achieve these goals and if there is job satisfaction and inspiration in the organization then there is certainly less chance of absenteeism because people are enjoying their work place and job satisfaction.
Job satisfaction:-
Job satisfaction is ones thoughts or mind-set regarding the mother nature with their work, jo satisfaction can be influenced by a number of factors
The relationship between the supervisor and its employees
The quality of physical environment where they work etc.
High level of absenteeism and personnel turnover can affect bottom line of the business as temps and recruitment take their control. Satisfied employees tend to be productive committed and creative with their employers,
In 1950s Herzberg interviewed several employees for what made them satisfied and dissatisfied at work, he asked them two questions,
Tell me about when you noticed proficient at work and why?
Tell me about when you experienced bad at work and just why?
After this interview with this group Herzberg developed his theory which talks about that there are two factors i. e. drive and health for employee satisfaction. Health can't motivate employee regarding to Herzberg but can reduce dissatisfaction if it's approached accordingly. Quite simply if these factors are absent then they can dissatisfy employees. Cleanliness factor includes policies, salary, skills, romantic relationship, working environment and guidance.
Motivator creates satisfaction by satisfying specific needs for personal expansion Factors like popularity, success, work itself, responsibility, and advertising or advancement. Regarding to Herzberg once health factors are tackled the motivators will promote the job satisfaction plus more production. If job condition and environment is good then there is job satisfaction and employees are satisfied and professionals believes that satisfied employees tend to be more productive focused on work and succeed.
Employee turnover and absenteeism is depends on job satisfaction if job satisfaction is high then you can find less turnover and absenteeism and there is less job satisfaction then its more turnover and staff absenteeism.
Measures to control absenteeism:-
Here are some tips how to manage unscheduled absenteeism maltreatment cases:
Promotion of a higher performance work culture and the value of the staff fitting into company culture
Providing adaptable work design that meet the needs of your business and your employees
Introducing a reward system for any improvement to absenteeism rates
Try to decrease boring or recurring jobs
Give more job responsibilities
Promote more employees carrying out good
Recognize and encourage your employees' contribution towards their job
Improve the skills of supervisors
Facilities for training and development
Working with employees to build up ways of reduce absenteeism
Detail check out gross annual leave and long service leave data to ensure your employees are taking enough recreational breaks.
Communicating to employees who are abusing leave and find out if their behaviour stems from a personal problem. Help them recommendations if this is actually the case.
There are different types of absenteeism,
Physical absenteeism
Functional absenteeism
Physical absenteeism:-
Physical absenteeism happens when a worker doesn't come to work when he is schedule to work. That is split into two different sections
Voluntary absenteeism where everything will depend on the employee to wait the office.
Involuntary absenteeism has gone out of employees immigrate control for example illness in the family and staff as no choice but to see the patient
Functional absenteeism:-
Functional absenteeism is when employees are approaching to work butt not doing as fruitful as they should be for example arriving later part of the, leaving early long respite etc,
Absenteeism is a intricate tendencies worldwide for pursuing reasons
Organization can endure much cost if employees are not productive.
Absenteeism effects a probably serious for the organization and employees.
There are two types of absenteeism and both need different kind of approach to be able to solve them
Innocent absenteeism:-
Innocent absenteeism is not in order of the employees like personal injury and disease so its cant is assessed by disciplinary actions where as these kind of the employees can be consulted to be able to obtain a clear view of the condition and help them employees out of this situation. The director should keep close vision on his or her regularly and stay in touch with the employee when they need it. The task an employer should take for this kind of absenteeism is really as follow
Initial counseling
Manager should meet with the employee as part of their attendance programs and really should continuous to screen effect their effort on their attendant if absence is prolong talk to the worker in regular basis and assist them in anyways you can. ask employee to offer the medical analysis on regular basis that will enable to guage whether or not employee will provide regular attendance in future which will give you a rough notion of what step an employee taking to seek medical assistance. Verbal warning should be given when necessary and should be noted if no improvement occurs than written warning is necessary.
Written counseling:-
If the lack is continual than director should meet the employee and offer a notice of concern if absenteeism still constant they should be given another last mentioned of concern which latter should strongly be worded in a way that want the worker to improve is attendance and termination can be necessary.
Reducing hours:-
In between first and second second option for the worker with the option to lessen their time to benefits their situation.
Discharge:-
When all the above situation is no longer working and staff still continue absenteeism than staff termination can be consider. Following point should be consider prior to the termination process
Has the staff put an effort to come back to work?
Has the workplace helped in every way possible?
Has the employer showed is concern of the unworkable situation caused by absenteeism
Has employee been offered reduction of hours?
Has the employee been treated fairly by the workplace?
Discharge should be considered when all above all condition aren't satisfactory.
Culpable absenteeism:-
Culpable absenteeism is when employees can be at work but he decided to go with never to come to work without authorization for example staff who's on ill leave can be verify that he was not sick.
Part 2 of the assignment
In a straightforward term organisational behavior identifies the behavior of persons within an organisation. Everybody Really wants to understand others behaviour. Understanding others behaviour help the people to effect them. While you should be aware that human behaviour is guided by the inner and external forces. The analysis of these forces provides an information for understanding the behavior. Moreover, professionals have been grappling with the thought of the channelization of real human energy for the attainment of the organisational goals. The Understanding of human behavior play very important role in this endeavour as well. Thus the analysis of Organisational behaviour provides guidelines for influencing the behaviour of the people in the organisation.
The theories we've mentioned above have different outcome variables, some of them are fond of explaining turnover and some of them aimed towards production and absenteeism and motivation. The theories also vary in talents. Need ideas for example Maslow theory, McClelland needs, and Herzberg two factor theory nothing of these theories has found a wide-spread support but the strength of them is McClelland theory regarding the relationship between achievements and productivity. In general Need theories aren't very valid description of determination.
There is a dispute that clear and higher-level of goals leads to higher productivity. This provides the strong request that goal setting techniques theory supplies the most powerful description of dependant adjustable. The theory itself however does not treat absenteeism, job satisfaction or turnover.
Reinforcement theory comes with an impressive record for predicting factors such as quality and volume at work persistent of work absenteeism, tardiness and incident rates. It generally does not offer much perception into worker satisfaction or your choice to quit.
Equity theory handles productivity and job satisfaction, lack, and turnover factors. However its durability probably is that it offers the spark for research on company justice.
Expectancy theory targets performance variable it includes power to give a relatively powerful explanation of employee, productivity, absenteeism, and turnover. But expectancy theory assumes that employee have few constraints on other decision discretion. It makes many of the same assumption that the logical model makes about individual decision making which restricts its applicability. Expectancy theory has some validity because for much behaviour people consider expected final results. Whether a business is for revenue or not, motivating and utilizing the talent a business has is essential in the business world today. Understanding organizational behavior is a significant factor for increased opportunity and success available world. Gaining an awareness of the organizations culture is essential for ongoing diverse development.
In order to get the best talent to a business, a culture of diversity and open up communication is necessary. Once a business gets the best skill it can find, the business can improve efficiency and also have more wide-spread viewpoints to study from. Care must be studied though, to make certain the organizational culture is compatible with the strategic goals of a business.
