Managing Absenteeism - Carrots or Stick?
* Theories to Measure, Cover and Manage absenteeism
* Organisational behaviour and everyday practice
Presented to: Mr. Junaid Shaikh
Student ID# F1002522
Module: Organisational Behaviour
Programme: MBA – UOW
Submission Date: 6th of May, 2010
TABLE OF CONTENTS
2. Effect of Absenteeism on Business
3. Comparison of Absenteeism between EU Countries
4. Most common reason of Absence
5. Relevant Theories about Absenteeism
* Motivation Theory
* Herzberg’s Two Factor Theory
* Hygiene Factors
* Motivator Factors
* Attribution Theory (Weiner 1935)
* Equity Theory (Adams 1965)
* Theory X and Theory Y (Douglas McGregor 1960)
* Theory X
* Theory Y
6. Calculation of Absenteeism
* Lost Time Rate
* Frequency Rate
* Bradford Factor
7. Absenteeism Control Policies
* Adopt a proactive approach to absence
* Put a clear absence policy in place
* Tackle absence from the first day
* Support line managers to manage the problem
* Work as a team to Manage Absence
* Encourage the team to support absent colleagues
* Talk about your experiences
* Don’t rush into outsourcing your problem
8. Top tips to cope with Absenteeism
9. Managing Short-Term Absence
10. Managing Long-Term Absence
11. Organizational Behaviour Theory relates to everyday practice
17 * Motivation
* Communication, Decision making and Negotiation
18 * Conflict and Politics
* Personality (Individual Difference)
Absenteeism is a consistent pattern of absence from a duty or responsibility. Normally absenteeism has been viewed as an indicator of poor individual performance, as well as a breach of a contract between employee and employer. It was seen as a management problem, and framed in economic terms. More recent scholarship seeks to understand absenteeism as an indicator of medical, psychological, or social adjustment to work. People often tend to have different concepts or attach different meanings when viewing the topic of employee absenteeism. Absenteeism occurs when the employees of a company do not turn up to work due to any scheduled time off, any illness, any injury, or any other reason.
Before the start on 20th century, there was no concept of absenteeism in the organizations. As businesses were running on small scales with the limited number of people, so No attendance, No pay concept was adopted by the owners. Later on with the passage of time and with the development in businesses, labour union forced the companies to start absenteeism policy. Companies therefore agreed to start offering paid holidays, sick leave, time off from work and paid sick holidays. Although this change was to facilitate the employees but companies have realized that it costs them a lot. Companies therefore have adopted different policies which we shall discuss below regarding managing absenteeism. A report says that company who has effective employee absence strategies can reduce their overall payroll costs by minimum 10 percent.
Sometimes going to work is not a pleasant thought
Effect of Absenteeism on Business
According to the employee’s point of view, one person’s absence doesn’t effect at the business, as business can be managed with the help of other colleagues. However, in real it is not true. According to a business report of BBC, Taking a one-off sickie may not seem too much of a crime, but they all add up to a major headache for UK industry.
So much so that according to a report by...
References: * Stephen, P. (2001), “Organizational Behaviour”, 9th Edition, Prentice Hall.
* Ian, B. (2006), “Organizational Behaviour: Individuals, Groups and Organizations”, 3rd Edition, Prentice Hall.
* Trevor, B & Susan, H. (2002), “Human Resources Absence Management”, Spiro Business Guides.
* Craig, C. (2005), “Work Motivation in Organizational Behaviour”, 2nd Edition, Prentice Hall.
* Ebrahim, A. (1991), “Comparative Study of Herzberg 's Two-Factor Theory of Job Satisfaction among Public and Private Sectors”, Journal of Public Personal Management, Vol. 20.
* Adams, J
* Troy, B. & Virginia, S. (2004), “Health risk factors and absenteeism among employees”, American Journal of Health Studies
* Kotlarz, H
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