Managing absenteeism theories in ob

Low degree of rewards Assorted causes The duties of the supervisor sing absenteeism. Another cardinal determination of the study was how of import employee morale was in the workplace.

Managing absenteeism theories in ob

If employees are more satisfied than they will show more work motivation. He also identifies that employees should be provided with all relevant facilities that can help to finish job. Critics of Herzberg's theory argue that the two-factor result is pragmatic because it is natural for people to take credit for satisfaction and to guilt dissatisfaction on external factors.

Furthermore, job Managing absenteeism theories in ob does not essentially involve a high level of motivation or productivity.

All organizational behaviour theories stress that if employees are satisfied than they will contribute as much as they can in the success of an organization. Organizations can use various methods in order to keep their worker happy and if staff is happy and like to come on work regularly it mean that there are less chances of absenteeism and it can save the huge cost associated with the absence of employees.

So it is the responsibility of organizations to manage and make sure that they have adequate system that can bring their workforce normal to work. Details analysis on these approaches will be later on discussed in this article.

How to Measure Absenteeism Different organizations use different methods to measure the absenteeism of their employees. Some of the common methods used by most organizations are as under; 6. This can then be further utilized to find out the cost associated with these absences.

Managing absenteeism theories in ob

It also gives the percentage of employees not joining the work according to the schedule. As for all unofficial absence, the underlying causes will need to be identified.

All the above discussed methods can help to calculate and measure absenteeism in any organizations. Organizations can use these methods in order to find the percentage of employees' absence from work and also measure any cost involved in absenteeism. Strategies to Manage Absenteeism There are numbers of strategies and approaches that can be adapted by organizations in order to reduce the level of absenteeism in their companies.

According to Johnson et al. Managers need to keep in mind that there is no "one-size-fits" all solution that is appropriate for all organisations. Every organisation is unique and absenteeism reduction strategies should be customised to the particular work environment.

Harris states that employers should distinguish between short- and long-term absence when dealing with the problem of absence. The author mentions that for short-term absence, an effective sickness absence policy should be implemented.

This policy should indicate the procedure to be followed as well as the possible consequences of unacceptable sick leave levels. For long term absences, an employer should keep record of these events as well as ensuring that medical certificates are supplied.

In cases where employees' health is not improving and they are unable to perform their work, a fair incapacity process should be followed Harris, Some of the methods and approaches adapted by most organizations are as under; 7.

This is key to the success of any absence management programme. Moreover, Bydawell states that most organisations fail to track attendance adequately.

The result is - what does not get measured, is not managed. If this happens, "excessive absenteeism escalates to the point that it directly affects productivity, quality and morale and employing people is eventually seen as a liability" Bydawell,p.

If proper records are kept, management can establish the problem areas and take the necessary remedial action. The information is necessary in order to convey the scope of the problem and to identify the sources of highest risk Robinson, According to Aamodtp. Thus, one reason why employees miss work is that they incorrectly believe their attendance level to be lower than their team mates at work.

Managing absenteeism theories in ob

Hence, proper solutions to absenteeism can only be devised if management knows the extent of the problem. Rhodes and Steersp. First, efforts can be made to create a more inviting workplace which relates more to the physical environment. Secondly, attention can be given to create a work culture that fosters attendance rather than absence.Organizational Behavior theories show the behaviour of the organisations from different positions.

When people interact with in the organisations there are many factors which plays really critical function. Modern organisation theories are more focussed toward commanding, foretelling and explicating behaviours of different stakeholders.

Managing Absenteeism Theories In Organisational Behaviour Management schwenkreis.com - Free download as Word Doc .doc /.docx), PDF . Today’s Concept of Organizational Management activities in a complex, unified manner within the total process of managing.

O ther individuals in the organization carry out some of these activities, either periodi cally absenteeism Review cases with staff, encouraging staff members Controlling. London School of Business and Finance | Managing Absenteeism. procedures and relationships entered into to coordinate human talents and efforts towards common goals (David S.

Organizational Behavior theories show the behavior of the organizations from different schwenkreis.comZATION BEHAVIOR FROM THEORY TO PRACTICE Many researches and surveys shows that the organization should behave . Absenteeism is the term generally used to pass on to impulsive employee absences from the workplace.

Many causes of absenteeism are legitimate pers. GUIDELINES FOR DEVELOPING AN ABSENTEEISM MANAGEMENT PROGRAMME WITHIN AN INSTITUTION FOR HIGHER LEARNING.

by. BENEFITS TO MANAGING ABSENTEEISM absenteeism management programme at an institution of higher learning (UNISA).

Absenteeism - Wikipedia