Organizational Leadership as Correlate of Absenteeism at Work Station

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All organizations, be it business, educational or government are social systems. These are run by people, Example: Industrial organization, is a combination of men, money, machinery, material and management. The functioning of an organization depends upon how people work or behave in the organization. The scientific management came into existence to focus on behavioural aspects of management. Failure of scientific management gave birth to human relation movement. It was founded on more emphasis on workers cooperation and moral. The study of human relations is not a new phenomenon. It got recognition in business, production still continued to claim dominating place in business operation. Production still preceded worker in order of its focus on business organization. Human aspects of work such as decent hours of work, fair wages, good working condition were essential for industrial growth of an organization. The study of work and workers problem is a prominent field of inquiry in respect of modern industrial organization. Studies have demonstrated a lot of dimensions of absenteeism nature of work, bureaucratic set up, relationship between various branches within industry, working environment, family and social background of the workers. The study of the problems of industrial workers in of great importance so far as the recent development of industrialization is concerned. Therefore, it has become a recurring feature of industrial life. It has caused concern to the government, factory owners, management and all those engaged in the process and manipulation of production. Keeping in view the importance of absenteeism not only in the industrial set up, as well as general behaviour of the workers in the process of production, this subject of sociological interest has been taken up for systematic study. Therefore, it is very essential to flush out the problem of employee absenteeism. Because production of any organization mostly depends upon the efficiency and experience of its employees and is affected by the ratio of absenteeism. Nice introduction

Employers have the duty to support employees with genuine medical illness or injury. However, absenteeism can significantly reduce productivity and damage the credibility of an organisation. The ability to meet the needs of clients can be greatly reduced if levels of workplace absence are unacceptably high. Thus, fostering an attendance culture is a key component of ensuring that the organisation meets its performance and accountability obligations to deliver a quality service. Employee absence is an expected factor at the workplace. However, this does not mean that all absences should be regarded as inevitable and accepted passively. Workplace absence has a negative impact on performance and, regardless of whether it is across the organisation or isolated in pockets, it often reflects unhealthy organisational and management practices. The creation of a culture where employees are engaged (an engaged employee is a person who is fully involved in and enthusiastic about his/her work) and committed to the organisation and its leadership should result in reduced absence. Workplace Absence

There is no universally agreed definition of workplace absence. Employee absence from the workplace can be divided into two main types, either planned or unplanned. Planned absence (such as authorised leave) provides employees with regular breaks from work and opportunities to pursue personal life commitments. Leave is typically approved in advance (eg maternity; parental; adoption etc). Unplanned absence, refers to absence from work in circumstances that can generally arise unexpectedly, such as a sick leave or a medical procedure making it difficult to plan or approve in advance. A certain level of workplace absence is to be expected and can be beneficial for an organisation. Attending work when genuinely...
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