Factors Of Absenteeism

ONO is a large auto-supply company that does a large volume of business with only eleven employees. Absenteeism seems to have increased over the last two years and has had a significant effect on ONO. The information in the text shows that ONO had lost 539 employee labor-hours or 67.375 days to employee absenteeism last year. Because there are only eleven employees, this equals out to 6.125 missed days per employee. This is actually less than the United States average of seven missed days per year. Is absenteeism at ONO a serious problem? Whether or not a serious problem, the data from ONO, Inc. suggests there is enough to warrant an investigation and a new strategy to minimize absenteeism. As

* Absence – The company needs to collect data on employee’s absence including annual leave and sickness. By keeping track of absence we can get an idea of any trends within the organisation.

272). Absenteeism is a common problem in the workplace today, and it is a widespread concern in many organizations. Employees call out sick for a variety of reasons, but if it occurs frequently enough it becomes an obvious issue. Some staff members make absenteeism a habit, meaning they call out more than their peers. At this point, absenteeism results in disruptive work processes for other staff members and becomes financially draining to the employer (Sullivan & Decker,

For the purpose of this activity I have taken a real data from my workplace with the consent of HR Director. The organisation I work for is a not-for-profit organisation, funded by public money, delivering a care and supporting people with learning disabilities, mental health issues and dementia. I was asked by my manager to investigate the absence records taken from our HRIS. My task was to mainly focus on the numbers of the absence reasons and whether its reflect action taken by HR Department to support managers in absence management.

This report proposes to discuss short-term absence and how to manage absence successfully. Absence is a major concern to our business, government and employees and their families. Monitoring sickness absence has become an important job on many management programs, to follow recent changes in statutory sick pay arrangements.

Plus, unexcused absences at work can waste time and money for businesses. Even though the clerk used sick leave, and vacation time still shows that the office worker is not concerned about the job nor others on the job. However, when the office clerk took all these days we have to think about the working conditions. Is the job to stressful? Are the employers being fair? Therefore, there are many parameters that can be examined to why the office worker miss numerous amounts of

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.

Herran example of absenteeism was a younger crowd which in other words dysfunctional. In which I agree, with what she had said. A younger crowd seems to not want to face the real world just yet. For younger crowds long work days, piles of work, and the weekend being to far is a bit much for them. Now of course not  all young workers think this way, but you could say most. For example, a few young peoples realize quick that things aren't going to be handed to you so easily, and they your gonna have to work for it. With this mindset you are sure to go much farther. Not only does this pertain to younger crowds, but older too. Most likely as said before this would be directed to younger crowds. Is there a way for employers to control absenteeism? Yes. Just to name one, combination approach; which involves rewarding employees with excellent attendance while those who doesn't fit this suffer the

reduced absenteeism. Absenteeism is a result of employee boredom with their job as they don’t feel personally connected to the company. Empowered employee feels valued and challenged which results in job satisfaction consequently absenteeism decreases.

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.

Another interesting process whilst searching for articles, I took the opportunity to subscribe to two HR Professional sites like CIPD (The Chartered Institute of Personnel and Development, UK), and HRInsider.ca which is a Canadian/US based firm in order to get some reports and insight to Organizational Behavior and Management, in particularly to absenteeism in the workplace. There are other websites like SHRM.org, HRM Asia, and Acas whereby one is able to get bountiful information on the topic.

A person may be absent from his job when satisfied with his job because of a number of reasons such as personal illness, illness of a child, transportation issues (i.e., car broken down). In such circumstances, he may want to attend (have the behavioral intention of attending) but is unable to attend.

When it comes to poor attendance, it is important for managers to figure out why employees are chronically absent or tardy. Discipline is never easy for an employer, so managers should consider several factors when deciding an employee’s discipline. Some of the factors the textbook suggest managers should look at are, is the attendance rule reasonable?, has the employee been warned of the consequences of poor attendance?, are there any mitigating circumstances that should be taken into consideration? Like we discussed in class, it’s important for manages to be aware of why that employee is consistently tardy or absence, things like the job is no longer challenging, coworkers are unpleasant, or the job has conflict with family obligations are all things managers need to ask or be aware of before discipline the employee.

The term “absence” is used to describe the period of time that an employee is not in attendance at work. With this in mind, absence can cover many different reasons for people not attending work. These include, long-term sickness absence, short-term sickness absence , unauthorised absence, persistent lateness, annual leave, parental leave, maternity leave, educational leave,

Awarding scheme as one of the alternative can have a great impact on the absenteeism and lateness. Incentives have proved to be one of the most effective ways to solve any problem that arises from employee’s acts that show dissatisfaction (Lazenby, 2008). An example of a company that has used the same is Coca Cola Company. Due to the impact that absenteeism has on the overall production and sales of a company, Coca-Cola had to come up with a solution to solve the issue of hours of work violation. One of the alternatives they had was awarding those who kept time and observed all working days. After sometimes, the impact was seen as a good number of employees started going to work every day. Those who had a habit of failing to go to work felt ashamed and thus decided to be among the regular comers. Another company such as General Motors also had the same problem but as of now, almost all employees report to work on daily basis. There has been improvement on hours of work and therefore this alternative satisfies the criterion of impact.