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Cause Of Absenteeism In An Company Management Essay

Employees often care about absenteeism as it cost them not anything. The most detrimental it can cost them is their job but also for the workplace or the organization the worker is fastened with. Its means problems or damage money.

Every season several organizations are paying high price for absenteeism. . The major cost often comes from the fact that the business that is bearing high level of absenteeism must quickly hire an upgraded employee and coach them. Quick alternative and training equals spending of time and money. If an organization is facing a high degree of absenteeism. It means there is a little wrong with an organization. In order to reduce higher level of absenteeism as a supervisor it is necessary to identify what is the cost of high level of absenteeism within an organization. It means identifying the organization as well as specific factors influencing absenteeism. Whenever we discuss about an organizational factors influencing absenteeism its mean place of work and work satisfaction. Place of work involves the surroundings as well as the culture or techniques practiced at work environment. These are often related to the conditions the employees experience daily during their working hours.

Cause of absenteeism in an organization.

Serious incident and condition.

Serious car accident and disorder are main factors behind absenteeism because if a worker had a major accident and these situations are not preplanning because nobody knows that whenever he is going to be unwell or what's happing next, so in such situations staff member some times cannot are accountable to office anticipated to a crisis that triggers absenteeism.

Low moral

One of the primary reason that triggers absenteeism is low moral people are not due to poor control and management employees are not motivated so their moral comes down, and the worker takes no curiosity about job and in the end that triggers absenteeism within an organization.

Poor working condition

Poor environment or poor working conditions both can cause absenteeism, scheduled to unconventional situation like no health and protection, unhygienic environment worker feel unsecure and that causes less desire for job. So in such conditions no person shows his interest.

Low job satisfaction

There are many reasons causes absenteeism within an organization in which poor job satisfaction is one of them. if employees aren't satisfied with the working environment plus they don not feel either their job is secure or not in such situation staff feel unsatisfied their careers in the end results shows that employee take lake appealing in jobs because they are not sure that their job is long lasting.

Insufficient command and poor supervision

Due to poor guidance and insufficient management worker feel unsecure their jobs. Professionals play an important role to attain organization's goals. In case the leadership is bad and their behavior towards employees is not fair that all the composition of firm fails. If supervisors and market leaders aren't cooperative with the personnel than workers can take less interest in their jobs staff feel fear to move their jobs and that causes absenteeism.

Personal problems

Personal problems causes absenteeism, those can be martial, financial, child good care, substance abuse etc. every one have different in their life style, if somebody have financial problem he need some cash to resolve his local problems and the pay he gets from his employee is not sufficient to fulfil one's home needs and wants plus some times their may be a personal problems plus some times there are a great number of problems can be triggered by children. Some times people have their martial issues to resolve so in such situations man cannot give his supply to employer they are one the major things triggered absence of work.

Poor physical fitness

Every one must be considered a healthy and fit in physical form no one loves to be a week. For if someone is healthy than its suggest they're fit for doing any work. For a business it is necessary to get their all worker physically and emotionally fit to do intensifying job. If somebody is not bodily and emotionally fit which means he is unfit for job as well. Physically and mentally fitness performs an important part to survive, this is major cause absence of job.

Work load

Within an organization there will vary types of methods are being used to achieve their tasks. These methods effects on employees, every management have their own style to entail their staff in task also to get impressive performance. Some times burden of work creates bad impression which causes low interest on job. Employee feel burden on his shoulder and in the long run when there becomes workload on job he makes excuses to visit job.

Stress on job

There are multiple reasons which cause stress such as family problems financial problems, bad health and stress on job. Several large global insurance firms regularly conduct countrywide survey to evaluate the amount of job stress experienced by people by any means levels in all types of organizations. Stress atlanta divorce attorneys way may influence on employees within company and in such situation no person likes to go to work that cause absenteeism.

Transport problem

As we have discussed multiple reasons cause absence of job we can say that travel problem can be one of these. Everyone cannot afford personal conveyance for traveling. Mostly people use public transport because of their routine travelling. In case the transport system is poor than it nobody can say that man can reach everywhere according with their schedule.

Measured and protecting against absence

There are some steps have to be taken for preventing absence in an organization. Management must know about their employees needs and wants, all the professionals should be trained and the must be able to talk to the employees and help those to achieved their duties.

Motivation

It is essential for managers to consider the importance of motivation, since it stimulates employee behaviour to accomplish organizational goals. In lots of ways employee's inspiration and performance provides the firm's day to day support for competitive advantages. motivation sustains our behavior keeps it organized and it assembles and concentrates out attentions to achieve goals we value, managers who ignore founded principles of motivation will foul up their functions because they will fail at the key task of linking the firm's goals to the behavior of their worker.

What stimulates human being behaviour?

Human behavior rests on needs and motives. A need can be an experience status of insufficiency that pushes one's behavior. Types of needs are craving for food thirst and belongingness. A purpose achievement, electricity, greed, pulls real human behaviour towards a goal that is expected or anticipated. For instance one may need a pay raise to protect the expense of his summer holidays. He begins to work harder at his job with the knowledge that pay raise decisions will be made four months before his planned summer departure. He involves focus on time, avoids taking unwell leave and work more tightly with his fellow workers. He will engage in many of these behaviours with the hope that management cause a increase. His behaviour is thus drawn along by his performance purpose.

Understanding needs, behaviours and motives

Need.

Pay raise for purchase summer holidays.

Behaviour

Increased work outcome.

No absenteeism.

No lateness.

Improved assistance with co individuals.

High work quality.

Better customer service

Motive

High performance face to face to obtain merit pay raise.

Content theory Maslow's hierarchy

Abraham Maslow drive could be discussed by organising individual needs into five levels. He made his theory sufficiently wide-ranging to address real human behaviour in every settings. Hus theory was quickly put on the narrower selection of human behaviour in organizational configurations.

Maslow's hierarchy of needs

Self actualization

The need to reach one's fullest potential

2. Esteem

The need to feel good about oneself and one's skills, and also to be respected by others and to acquire their approval

3. Belongingness

The need to experience social interaction, a friendly relationship and love

4. Safety

Need for security stability and a safe work environment

5. Physiological

Food, normal water, shelter and clothing to ensure survival

Physiological needs will be the lowest level of needs in the hierarchy they include hunger thirst, shelter and making love (reproduction). Nowadays these needs almost never dominate obsess us. Maslow claims that physiological must be satisfied first. For instance some one concern in regards to a business meeting will abruptly disappears if he occurs home to se his house is flames. His motivational bottom will shift considerably to saving his family and his laptop computer it includes his business files. Basic safety needs are security against danger threat or deprivation and they are activated next. They are the guarantees that we want in our lives and from our work. Protection needs are attached highly to physiological needs because meeting protection needs ensures continuity and certainty for fulfilment of the essential needs.

Herzberg's two factor theory of motivation

A content theory of work determination which is tightly related to Maslow's hierarchy is Professor Herzberg's two factors theory or motivator cleanliness theory. In his study on accountants and technicians Herzberg found out that the reason these professionals offered for experiencing drive was quite different. His discovery is surmised in following figure.

Figure implies that employee inspiration and job satisfaction range between un motivated dissatisfaction resentment to neutral indifferent complacence to desire satisfaction with the work. The amount of experienced job determination satisfaction will depend on the availability of hygiene's and motivators shown on the diagram, from the diagram implies that hygiene's pay, status, peers guidance, working conditions and job benefits by them selves or inadequate to sustain drive and satisfaction. the many motivators must also be present to preserve the employees desire and satisfaction. This diagram also implies that the lack of hygiene factors brings about job dissatisfaction, but when present, hygiene factors don't actually provide job satisfaction. in contrast, the occurrence of motivators does lead to job satisfaction if the hygiene's already are set up.

Benefit of Herzberg's work

Herzberg's has inspired considering in organizational behaviour and management. its most enduring profit is its give attention to the effects of the company systems and job design on employee's determination and job satisfaction. Job design identifies how work is structured and how much employees control their work decisions. Before Herzberg's theory worker motivation was to be a simple function of pay extrinsic rewards. He also clarified the desire satisfaction puzzle by farming the differing between hygiene's and motivators as well as their differing results on satisfaction and motivation.

Expectancy theory of motivation

The expectancy theory of drive originated by professor Tolman. He realised that behaviour is often purposeful and goal aimed and it could only be grasped in terms of the probabilities a given behaviour will lead to outcomes valued by the individual. Teacher Vroom of Yale University or college applied Tolman's suggestions to employee behaviour and expectancy theory was born. It is now a leading explanation for employee behaviours such as.

Turn over

Absenteeism

Joining a fresh organization

Career choice

Performance and control effectiveness

Components of expectancy theory

Valance is thought as personal attractiveness of different results. If an away come like a campaign has positive valence, then the employee is firmly motivated by behaviours that he considers will make that outcome much more likely. Negative valence is attached to undesirable final results and it suggests avoidance behaviours to the employee. Thus being censured publicly by the manager is adversely valent for some employees.

Outcomes in expectancy theory

Expectancy theory has two classes of result. First level final results are the consequence of expending effort in some directed way. Important first level benefits at the job would be job performance coming to work later leaving or taking a position and working from home. These outcomes are essential to organizations plus they have profound results on employees. Second level outcomes take place after first level results and are the direct result of reaching or not getting. First level results. Exemplory case of second level results includes getting a promotion being transferred receiving recognition obtaining a pay go up and going to training programme. Staff assigns valences to each kind of end result.

Extending expectancy theory to the individual and the organization

Expectancy theory can help managers to understand their subordinates and the business they work in. the individual need for achievements is a personal trait which affects work instrumentality and expectancy. The obtaining employee is convinced his performance can and should be high and he's inclined to expend much effort on the job if it troubles and increase his skills and abilities. If the obtaining the individual thinks the organization compensation performance then his instrumentalities will be high and positive. When the achieving employee feels the organization does not equitably compensate performance then he'll probably leave. Bear in mind every frustrated employee with a higher need for accomplishment is potential rival.

Stress on job and manage with stress

According to North West insurance company they did review on 45000 people 70% people said that their careers are demanding extremely, 35% said they may have work burden which in turn causes stress 29% said special task on the work is tense on their behalf and also management is unfair with them, 31% said they have stress causes by their fellow personnel those not help them out, 61% said that they do not have fully work power. After examine this report we can say that stress on job causes low interest rate on job and also absenteeism within an organization.

Causes and consequences of stress

Dr. Kenneth Cooper 1985 of the famous cooper medical clinic identifies three types of causes of job stress, environmental, organizational and specific, and three types of effects of job stress exist, physiological, mental and behavioural.

Environmental stress has three more categories. 1. Economic uncertainty 2. political doubt 3. technological uncertainty

Environmental stress

Economic uncertainty

Due to financial uncertainty the nervousness of employees who imagine their continued work potential clients are dimming. When companies struggle with declining profits induced by low priced global competitors they often times compensate by downsizing. Minimizing pay levels and shortening work time. Employees start convinced that their careers are on risk now. This situation cause tense for employees.

Political uncertainty

Political uncertainty is more of the foundation of job stress in countries with unpredictable or repressive political systems, Sudan, Nigeria, Venezuela, north Korea etc. relatively speaking staff in UK, Europe, Canada and america experience far less job stress induced by politics uncertainty than their counter-top parts in middle east countries and the countries of Africa.

Technological uncertainty

Due to creativity new solutions are being created in every way of life as well as within the organizations. Every day new machineries new tools and systems are approaching. It is necessary for a business to adopt these new technologies because if organization or company is not using proper equipment then they remain a long way away. Due to modern tools everyone is unable to understand and learn its system so that cause stress for employees since it requires times to learn new things and employee's interest on their work becomes less.

Organizational factor that induce stress

1. Process demand

Task demands are potential stressors inserted in job. It includes the difficult schedules that cause imbalances between you work and home life, being isolated and extra work reporting to different professionals, working in vacuum little reviews about your performance and having inadequate sources to complete job. Most industry experts agree that variation in job stress lessons for employees whose job obligations match their expert (autonomy on the job). also employees article less stress if indeed they can arranged their own work schedules and if indeed they can perform promotions of their work from home.

2. Role demand

Role demand involves the behaviours that we are required to exhibit face to face behavior is our beliefs and values. Our personal philosophy elements of our philosophies and our behaviours may be challenged by supervisors peers clients and other. We may find that leads some employees to become whistle blowers those yank the lids off corporate and business scandals because they have been asked to have job actions that conflict with the values. Every administrator has different way of work style when there is difference in between employee way of work and professionals that causes role demand. This will cause stressful and in the end employee will not take interest as the result that causes absence.

3. Interpersonal demands

This kind of stress is called social stress triggered by fellow personnel. Lack of collaboration poor co-operation and low trust and support among members of a works group will create job stress for just about any group member. Dysfunctional social needs will be specifically stressful for employees those are affiliation focused and place great value on harmonious group relations.

4. Organizational structure

If the guidelines in group are so rigorous, and if there is theory X management system causes stressful for staff. When there is no chance of mistake and all the environment is tense in such working conditions worker feel unsecure, because every one cannot work under pressure. Organization structure plays important role to cope with stress and cause of stress.

5. Organizational leadership

Organizational leadership plays important part to achieve organizational goals. In the event the leadership is bad than there might be less potential for success, good managers and supervisors always think for the personnel and the as for the benefits for the organization. In this way theory X and theory Y type of management maintains value of management style. If the managers aren't polite or helpful for worker definitely the moral of the employees will fall down and they feel extra Burdon on their shoulders may cause stress coming to work plus they do not take interest on job because of difficult atmosphere reason behind management.

6. Organizational life cycle

Like something organization have levels from its starting to decline stage. Organizational life circuit starts off with establishment expansion maturity and decline stage. Each stage produces a distinctive stress for employees.

Individual factors of stress

1. Family problem

Family problem may surface in the employee's work. Divorce ageing parent's children's misbehaved significant other's can all undermine employee's performance on the job.

2. Financial problem

Financial problems create job stress for employees when they live beyond their income. If anyone having financial problem like debt loans bill payments than these condition cause stress on job employee does not take interest on work and in the long run that causes lack of job.

Individual differences

1. Perception

Perception governs our reactions to stress since it effect out interpretations of simple fact. Ones personal thinking is called understanding that can effect on job everyone have personal conception and different to some other person. If some one's conception is against his targets than that creates negative impact which causes stress.

2. Job experience

Job experience can be one of the primary cause tensions on job. If an employee have bad experience with the similar job than whenever he starts new job he seems stress. He'll feel stress because he previously been facing problems before.

3. Locus of control

People personal believes are called locus of control. Some people think that effort is not necessary to get pay brought up or advertising in the other hands some think if indeed they do hard work than they'll get pay lifted. These people are called internalise and externalise in line with the Professor Murphy he said after doing search he said, internalisers understand their job less tense than externalises.

Consequences of stress

Physiological symptoms

Headaches

High blood vessels pressure

Heart disease

Behavioural symptoms

Absenteeism

Productivity level

Quitting the job

Psychological symptoms

Sleep disturbances

Depression

Low job satisfaction

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