... Managing workplace absenteeism is one of the difficult human management issues facing employers and employees for years and even today. This study tried to identify the causes of absenteeism in the workplace as well as its impacts; the findings of this study will be useful to the management of human resources and reduce employee’s absenteeism at work places. In his article Munro (2007) suggests that the issue of absenteeism should be researched to assess the extent of such perceptions and actual loss of working hours in a given productivity. Therefore this research is so important in expanding knowledge about absenteeism of workers...
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...rewards programs improve morale around the work place. The study that was done took a laundry plant that had implemented a reward program for punctuality to stop the unwanted absenteeism and tardiness in their company. “Absenteeism and tardiness costs US companies as much as $3 billion a year,” (Gerdeman, 2013) this is a deficit that can easily be fixed with consequences for unexcused absences and habitual tardy employees. Inked the perceived notion that all rewards programs improve morale around the work place. The study that was done took a laundry plant that had implemented a reward program for punctuality to stop the unwanted absenteeism and tardiness in their company. “Absenteeism and tardiness costs US companies as much as $3 billion a year,” (Gerdeman, 2013) this is a deficit that can easily be fixed with consequences for unexcused absences and habitual tardy employees. Inked the perceived notion that all rewards programs improve morale around the work place. The study that was done took a laundry plant that had implemented a reward program for punctuality to stop the unwanted absenteeism and tardiness in their company. “Absenteeism and tardiness costs US companies as much as $3 billion a year,” (Gerdeman, 2013) this is a deficit that can easily be fixed with consequences for unexcused absences and habitual tardy employees. Inked the perceived notion that all rewards programs improve morale around the work place. The study that was done took a laundry...
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... SUBMITTED BY ARJUN BHALLA BBA+MBA (DUAL) A3923014057 AMITY SCHOOL OF BUSINESS, NOIDAAMITY UNIVERSITY – UTTAR PRADESH RESEARCH METHODLOGY RESEARCH METHODLOGY Theoretical background of the topic: Absenteeism has been variously defined by the Authorities from time to time. Thus the term Absenteeism refers to the workers absence from his regular task, when he is scheduled to work. Any employees stay away from work if he has taken leave to which he is entitled or on the grounds of sickness or some accident without any previous sanction of leave....
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...Absenteeism in Ireland An analysis and assessment of absenteeism and absence management in Ireland It’s been well known that excessive workplace absenteeism can be quite costly to organisations. Irish Business and Employers Confederation, the biggest employers association in Ireland, conducted a broad study of absenteeism in Irish workplace and found that the total cost of absenteeism in 2002 was astronomical - €1.58 billion (2004). Subsequently, other organisations have started to pay more attention to this rocketing issue. A survey done by Irish Small and Medium Enterprises Association claimed that the direct cost of absenteeism for small businesses is approximately €1.1 billion per year and that the indirect ‘unseen’ costs of absenteeism such as loss of productivity, administration costs, etc. could be even greater than the direct ‘seen’ costs, e.g. sick pay, replacement cost and so on (ISME, 2007). Another report done by the Small Firms Association in 2008 revealed that small businesses in Ireland lose about €793 million annually because of the absenteeism (SFA, 2008). Even though there is considerable variation among their findings, the bottom line is that absenteeism is expensive for companies and thus becomes a big problem for them. As it can significantly undermine their productivity, competitiveness and in a worst scenario even their existence, employers started to look for measures to address the issue and to reduce absenteeism in their plants. This report aims...
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...The state of chronic absence from work. Absenteeism is usually addressed through progressively stricter disciplinary measures that can result in the termination of the individual's employment. This is generally governed by the organization's attendance policy. The employee handbook frequently documents expected attendance and consequences for absenteeism. The role of the supervisor in managing absenteeism According to the most recent CCH Unscheduled Absence Survey, employers are losing ground when it comes to keeping workers on the job. Unscheduled absenteeism rates have risen to their highest level since 1999. What continues to be of most concern is that almost two out of three employees who don’t show up for work aren’t physically ill. For most companies, the responsibility for managing absenteeism has fallen primarily on immediate supervisors. These supervisors are often the only people who are aware that a certain employee is absent. They are in the best position to understand the circumstances surrounding an individual’s absence and to notice a problem at an early stage. Therefore, their active involvement in the company’s absence procedures is pivotal to the overall effectiveness and future success of an absence policy or program. Sadly, however, most supervisors have not received any guidance or training in managing absenteeism. They have been left on their own to carry out the often unpopular task of identifying, confronting and resolving absence abuse. To ensure...
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...There have been many studies that examine the relationship between job satisfaction and job absenteeism as absence from work is commonly viewed as one of the options of being in a stressful work environment. According to Luthans (1995), research has generally revealed that when satisfaction is high, absenteeism tends to be low and when satisfaction is low, absenteeism tends to be high. Even though this link has been found to be rather moderate, the underlying assumption is that absence is at least in part, the result of dissatisfaction on the job (Anderson, 2004; Hardy, Woods & Wall, 2003). However, even though it makes sense that dissatisfied employees are more likely to miss work, absenteeism is a complex variable and is influenced by multiple factors. (Robbins, 1998; Robbins, Odendaal & Roodt, 2003; Spector, 1997). An employee might therefore be absent for various other reasons, than being dissatisfied with the job such as genuine illness or family responsibilities. ABSENTEEISM Unscheduled absenteeism affects almost every type of organization and according to Robinson (2002) the indirect cost of absenteeism can be up to three times higher than the direct costs of absenteeism. Therefore, it is critical that organizations recognize the degree of this problem due to the high cost associated with unscheduled absenteeism. JOB SATISFACTION One of the main factors to an organization’s success is employee satisfaction. Past studies ...
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... ROCKY Mountain Mutual Date: 18 Jun 2015 To: Zachary Evans Vice President of Operations From: Manager Claims. Subject: A report on Fitness Center at Rocky Mountain Mutual, as a long term benefit and continuation of the fitness centre. Thank you for inviting me to prepare a report of the benefits of fitness center in our company. From last few year reports indicate that the Fitness Center has led to an overall decline in employee absenteeism, drop in employee medical costs, and an enhance in productivity. Therefore, I attached details of the report for your review and consideration of fitness center in our company. Executive Summary: The Rocky Mountain Mutual is growing insurance company, the newly established headquarter situated far from the city. Fitness centre has been motivational factor to our young employee to work in the company, in contrast other competitor don’t have any fitness center. A review of company report identified that the fitness center helped to drop employee absenteeism, reduced company medical cost, and increases employee productivity which lead the financial asset of the company. It is true that participation of employee in fitness centre is not satisfactory as per our expectation. Hope appropriate attention with key leadership support will make the fitness centre as a greatest asset of our company. Word Count-108 Table of Contents S. No. Contents ...
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...Organizational Motivation A lack of motivation in the work-place can cause serious problems for an organization. Many problems such as poor performance and undesirable behavior from employees can be linked to a lack of motivation. One problem common in many organizations is absenteeism which is often a result of a lack of motivation. There are numerous theories that can be used to explain the cause of such motivational problems. People are all motivated by different things, which can make it almost impossible for one-size fits all motivational programs to succeed. However, an understanding of motivational theories can assist organizations in developing and implementing a motivational plan to elicit change in the undesirable behaviors. My organization is plagued with excessive absenteeism which can be contributed to a lack of motivation. The organization offers a generous amount of vacation or personal time each year to all employees, as well as ample sick days that can be taken as needed. A problem has arisen within the organization because numerous employees take advantage of these benefits. The organization is structured with a team environment where each employee is designated a particular work load each day. When an employee is absent for the day the other members of their team divide the employee’s work load and add it to their own. This type of structure can be rewarding and build a strong sense of teamwork and group effort. Problems occur when employees schedule...
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...Presenteeism and absenteeism are both directly related to the health of an employee both through the employee’s physical condition and mental state (De Lorenzo-Romanella 2011). This essay aims to provide an insight into how both presenteeism and absenteeism due to poor health can affect Australian businesses productivity. As there is limited Australian studies relating to this topic, overseas studies have been reviewed. This comprised of mainly American studies due to the cultural similarities. A brief explanation of what is meant by the terms presenteeism and absenteeism, is needed to help the evidence to show by what means productivity can be affected. Also reviewed is how certain industries require different measures to collect specific data and why there is conjecture about converting presenteeism and absenteeism to monetary values. In addition the results of some employee health programs that have been implemented by some employers will be presented. Presenteeism is the term used for when an employee is present in the place of work, whilst not functioning at 100 percent productivity. This could be due to the employee’s health condition referring to the employee’s physical or mental state or a combination of both (Sanderson et al. 2007; Bergstrom et al. 2009; Brooks et al. 2010; Stewart et al. 2011). Employee self reporting questionnaires is usually how presenteeism is assessed and this is demonstrated throughout the various literature that is presently available. Conditions...
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...Humanities & Social Studies (ISSN 2321 -9203) www.theijhss.com THE INTERNATIONAL JOURNAL OF HUMANITIES & SOCIAL STUDIES Teacher Absenteeism and its Impact on Quality Education: A Case Study of the Public Schools in the Abesim Circuit of the Sunyani Municipality Samuel Tieku Gyansah Lecturer, Centre for Continuing Education, University of Cape Coast, Ghana Gabriel Esilfie Lecturer, Centre for Continuing Education, University of Cape Coast, Ghana Agnes Atta Tutor, Methodist Primary School, Abesim, Ghana Abstract: This study is a case study that reveals that teacher absenteeism in the Abesim circuit was as a result of most teachers commuting long distances to their respective schools. Some of the teachers who were on the Distance Education programmes often left for their Study Centres in Sunyani, Kumasi, Accra, Cape Coast on Fridays thereby absenting themselves from school. A sample size of 50 was used for the study and the main sampling techniques was the simple random and purposive sampling methods. The circuit is made up of ten public basic schools in 3villages. The main tools for gathering data were questionnaires, interviews and observations. The statistical tool used in the analysis of the data included percentages derived from frequencies and these were presented in tables. Conclusions drawn were that teacher absenteeism in the Abesim circuit led to the teachers’ inability to complete syllabi, there were poor examination results and also excessive pressure...
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...Secondary School Students in Nigeria:Profiling Causes and Solution Volume 6 Issue 3 Summer 2008 Posted On Thu, Aug 14 2008 06:01:00 Authors: Enamiroro Patrick Oghuvbu Editor's Rating:0 (0 Ratings) Reader's Rating:0 (0 Ratings) Login to Rate | About Ratings Introduction Absenteeism is major and continuous administrative problem among secondary school students in developing countries. Since the problem is to 70% student home based, there is need for the student/parent to help identify and proffer solutions to this quality disturbing problems that could lead to students’ dropout from school. Ubogu (2004:25) identified illness, permitted leave, voluntary absenteeism, as common forms of absenteeism. Identified causes of absenteeism include: illness, financial hardship, age, social class, geographical area, truancy and institutional influence. School related factors, such as; teachers’ attitude, poor administration, high cost of education, illness due to weather condition such as cold, temperature grey days causes absenteeism among students. Harsh school rules and regulations could cause absenteeism i.e. corporal punishment; families where children prepare themselves for school and parent to work. Truancy among students is caused by school-related reasons. Bullied by school staff, boredom, dislike of teachers and avoidance of tests. These are without parents’ knowledge (Susan Kirk 2003). School authorities authorized absence for ailments, medical and death in the family....
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...and knowledge to make this term paper a success. Table of Contents Acknowledgement Chapter I The problem and Its Scope Introduction Statement of the Problem Significance of the Study Definition Chapter II The Content of the Study Absenteeism Factors Contribute to Teachers Absence Impact of Teachers Absenteeism Measuring Absenteeism Controlling Absenteeism Conclusion Bibliography 3 Chapter I The Problem and Its Scope Introduction Rates of employee absences and the effects of absences on productivity are topics of conversation in many organizations. One reason is that high rates of employee absence may signal weak management and poor labor-management relations. In the education sphere, employee absenteeism is a special problem, not only in terms of the cost to the school (payment to substitute teachers) but also the wasted education-time that is liable to impair the sense of confidence that the general public has in the schools. Students may eventually lose their desire to learn if the regular teacher is frequently absent and the curriculum is delivered by an array of substitute teachers. In essence, teacher absenteeism has important implications for school reform, teacher training, educational leadership, and issues related to social justice aimed at promoting equity and excellence in the...
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...plan to reduce absenteeism succeed? Explain your opinion. The new incentive plan Jack Parks developed to reduce absenteeism is, “if a chronically absent employee exceeds the standard, then vacation, holiday, and sickness/accident pay would be cut by 10% during the next six months (Strayer University syllabus, P.8). If worker absence continues to exceed the allowable limits, then vacation, holiday, and sickness pay would be cut during the next six months by the actual percentage of absent days incurred by the chronic absentee”. In my opinion, this incentive plan will work. To me, you have some responsible employees and some irresponsible employees. This may work for those that are responsible that will use their time wisely and understands that they are employed to produce for the company and it cannot be done if they are not there. On the other hand, you have those irresponsible employees that take advantage of every chance they get to try to beat the system. So, for them, they will quickly realize that if they continue the excessive absences, they will lose their time, with no one else to blame. This would probably make them more cautious of taking unnecessary time off and maybe understand the effect it has on the company and other employees. How much absenteeism is really under the employee’s control? Based on a Google definition, absenteeism is regularly staying away from work or school without good reason. There are two different types of absenteeism, innocent absenteeism...
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...individual’s background, including education, childhood, health and job history. To access the biodata of interviewee, interviewers usually ask factual kinds of questions about life and work experiences, as well as items involving opinions, values, beliefs, and attitudes that reflect a historical perspective (Schaffer & Lautenschlager, 1987). The individual can then be given a score based on their biodata. For example, the Weighted Application Blank (Goldsmith, 1922) assigns +1 for 8 years in education, +2 for 10, +3 for 12 and +2 for 16. This method of scoring allows a quick and easy comparison between applicants biodata. There are many advantages to using biodata, including allowing comparisons between candidates on their non-cognitive aspects. Applicants are less likely to lie due to the lack of demand characteristics (no “right” or “wrong” answers), which increases the internal validity of the data. In addition, the biodata must be in a sensitive and acceptable form for the candidates which can be difficult due to the nature of the information. Finally, the predictor variable must be clear, robust and measured by a reliable scale. Research suggests that biodata may be able to predict job performance (Vinchur, Schippmann, Switzer & Roth, 1998), staff turnover (Mael & Ashforth, 1995) and absenteeism (Stokes & Cooper, 1994). In a study by Carraher & Buckley (2008), 386 nurses completed questionnaires assessing their intentions to quit, look for a new job, be absent...
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...THE IMPACT OF TEACHER’S ABSENTEEISM ON STUDENTS’ PERFORMANCE Payuyo, Michaela Isabel T. BSBAMA-3A ABSTRACT Rates of employee absences and the effects of absences on. One reason is that high rates of employee absence may signal weak management and poor labor-management relations. The second reason is that reducing rates of employee absence may be an effective way to improve productivity. When that teacher is repeatedly absent, student performance can be significantly impacted in a negative way. The more days a teacher is out of the classroom, the lower their students tend to score on standardized tests. KEYWORDS: students’ performance, teacher absenteeism INTRODUCTION Absenteeism is the term generally used to refer to unscheduled employees absences from the work. It also defines as “Failure of teachers to attend for classes when they are scheduled to be presented”. The cost of missed days of school can be counted in missed work, missed participation, and missed opportunities.(Department of Education, 2006). The absence of phenomena, it is easy to see even likened it has become a necessity in the nature of employees. So it is not surprising if this habit continues to fall. (Loren Murcia, January 2015) Many causes of absenteeism are legitimate—personal illness or family issues, for example—but absenteeism can also be traced to factors such as a poor school environment or teachers who lack commitment to their work. The prevalence of unexcused absences from school...
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