Absence Data

Absenteeism is a general and recurrent dilemma that primary schools and teachers are actually facing in the education sector. The most alarming fact is that the problem is turning into a more prominent issue. Authorities are trying to find measures to attend to this critical and pressing matter.

Absenteeism and late coming have become problems in every organisation. Absenteeism if left unchecked may give rise to a number of problems like low morale, low affectivity, poor discipline etc. Absenteeism has number of affects on both student and as well as educational institution. Students have poor academic performance due to their regular absent to colleges.

Moreover, illegitimate sickness absence can be expensive – especially for a small business. Management may wish to warn staff that disciplinary action could be taken against those who fail to attend work for other than legitimate illness reasons.

Absence is considered as person who has refused to report to work or a person who

Everyone has gotten sick or will get sick more once in their life. When employees fall ill, it is very likely that will take time away from work until they recover. Of course, this is a good idea, but what some may not realize is how much businesses lose when they constantly have employees taking off work to tend to their sickness. To fully understand just how much germs

The purpose of this report is to discuss and analyse the significant rise in absenteeism at the Manila, Philippines branch. The Manila branch is significant to Moda as it is a major product manufacturer and distributor. The output of the branch is crucial to supplying demand for Moda’s products to the global market and therefore it is imperative that this issue is addressed directly to avoid further complications. Furthermore, it will examine the planning and controlling managerial functions that are currently in place at the Manila branch and provide recommendations in order to effectively address this issue.

Absenteeism can be defined as voluntary nonattendance at work without a valid reason, however it can also be defined as any failure to report for or remain at work as scheduled, regardless of reason with the exception of vacation, personal leave, and jury-duty leave (Cascio et al., 2011). Nevertheless, unscheduled absences with or without a valid reason is disruptive and costly to the company since work is done less efficiently by another employee or is not completed at all. Consequently, employees that are present for work are overworked, which decreases their productivity and morale. Understanding the correlation between how many absences are caused by health issues can determine if an effective wellness program can influence and reduce absenteeism.

“Critically evaluate the role of absence management in organisations and discuss how long-term absence can be managed effectively.”

This study will help us find out why there is an attendance problem and narrow down what factors are directly interfering with the attendance of the absentees. We will also find out what needs to be done to improve job satisfaction among the employees.

Absenteeism is refers to employee absence on an average day, without sick leave or leave approved in advance. The Qantas workforce that has resulted illness from

In 2006, an article by Dr. Robert Ramsey, a freelance writer with extensive supervision and personnel management stated that “In the US, found that work attendance was influenced by management style. Widespread ‘presenteeism’ occurred when managers and supervisors failed to take days off when sick themselves. Managers felt that they had to be brave and set a good example, and that they needed to be in work as their job could not be done by anyone else. The researchers, however, suggested that the adverse effect of this may be to spread contagious illnesses to other employees, therefore contributing to a greater loss of productivity and increased absence” (Ramsey ). This points to the notion that change and example comes from up top. Just as younger siblings watch and copy what their older siblings do, this is always true for management and everyone else bellow. The choice by management to work when they are clearly sick, implies to lower level workers, the unrealistic expectation to come into work even when ill. This only hurts production and puts other employees in danger of illness, jeopardizing an entire office space.

A company might face the problems of absenteeism among Security Officers because of sickness or vacations. As a result, more problems arise for the management of the company while ensuring that the required number of personnel will be on hand consistently.

According to the 2010 Absence and Workplace Health Survey conducted by the Confederation of British Industry, from a total of 180 million sick days taken by UK workers in 2009, approximately 27 million of those were not for genuine illnesses. In 2008, an Australian call centre employee was given disciplinary action after pulling a ‘sickie’ from work, while posting on Facebook that the real reason he wasn’t in work was due to an over-use of alcohol the

Abstract. The most parsimonious definition of absenteeism is the failure to report to work (Robbins, 2003). In general, absenteeism is a tendency to be away from work or school without a good reason. Absence nowadays cannot be differentiated from the person who was called a student. This phenomena, it is comfortable to see even likened it has become a necessity in the nature of students. It is not surprising if this habit continues to fall proceeds among school students as examples of primary, secondary and even at university level, the problem still remains. Other than that, in the working sector also facing the absenteeism problems which the employees tend to cut their work without a serious cause.

(Hadjisolomou, 2015) states that ‘evidence suggests that line managers often view absence as a problem that affects them directly.’ This would imply that another role of a line manager is to ensure that the employees are showing up and putting in the effort for work. This is also one of the roles that can be overlooked as it may be unimportant or a lack of confidence in HR responsibilities. This would result in ‘chronic problems’ in absentee management. It is up to the line managers to implement any policies regarding attendance. With this role managers must be approachable so employees aren’t afraid to talk to them. This once again ties in with employee voice and communication. Without a well-established relationship between managers and employees all other aspects of a managers HR role would be difficult. With specific reference to the UK grocery retail sector line managers played an integral part in the absence policy. According to (Hadjisolomou, 2015) ‘the line manager was the first point of contact for employees to request time off and the organisational actor who drove the implementation of the policy. This role affected line managers directly as they are the ones who deal with employees very