Organizational Leadership as Correlate of Absenteeism at Work Station

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

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.

The impact of workplace injury is wide reaching because when hazards of physical and psychological type affect a worker, the impact is not only on the person, but also on the life, the family and of course on the future plans,as well as high

According to the CIPD's absence report in 2011, one employee in five admits to absence that has not been caused by "genuine" ill health. To me that is saying that most of the time when people call in to work or do not show up that they are not actually sick. There are lot of people suffering from depression and illnesses that are similar to that and may not feel like they can be around people. People that are suffering from this problem also feel like there is no one

Scientific management evolved into Fordism, which was established by the American entrepreneur Henry Ford. It basically involved mass production and an assembly line. Workers were attracted and motivated by higher wages, paid daily, which resulted in reduced staff turnover and productivity increase. Scientific management had many disadvantages, especially for the worker. Workers felt socially isolated, the work was exhausting, monotonous and stressful. As a result, in the 1930s, a movement, opposing Scientific management was created- the Human Relations movement. It emphasized on the cooperation of workers by treating them humanely and shifted the emphasis from utilitarian to normative control. Yet, it developed from Scientific management's principles. Post Tayloristic ideas influenced modern HRM, which unlike Taylorism, emphasizes on the commitment and individuality of

As a manager in a Contact Centre, unplanned absence causes issues. I have collected the absence data across the four departments within the Contact Centre for the same time period in 2011 and 2012. (January – September)

* 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.

Currie, D (2010). Introduction to Human Resource Management. 2nd ed. London: Chartered Institute of Personnel Development. 293

The vast majorities of organisations have a written absence/attendance management policy, record their employee absence rate collect information on the causes of absence and provide one or more well-being benefits. Developing line managers’ capability to manage absence (2014: 56% of those that made changes; 2013: 33%)

Employers today come up against many obstacles regarding employee productivity. Some of those concerns include health related absenteeism and presenteeism.. Matke and others observed there is a shift in burden to employers due to Americas aging workforce that results in loss of productivity brought on by illness related absenteeism and presenteeism (Matke and others, 2013). A report by Berry, Mirabito, and Baun show that absenteeism and presenteeism account for lost productivity costs that are

There are a number of management theories that have changed the management business environment in the twentieth century. The theories have assisted managers to come up with better ways of management and organization of people. Managers have been able to increase profits, reduce costs and maximize efficiency. The purpose of this essay is to compare and contrast the contributions of scientific management and the human relations movement to the modern management. This essay will use Frederick Winslow Taylor’s theory on scientific management and Elton Mayo’s human relations theory. These two movements have been proven to increase productivity in the workplace (Mullins, 2005).

In today’s environment, Human Relations seem to be more relevant to the business management than scientific management. Scientific management looks for the efficiency of productivity of the workers. Human Relations is more concern on the workers’ need, which will change over the years. It shows that human relation approach is more acceptable to the world today, as well as the ability to adapt to the constant changing of the worker needs.

According to our textbook job performance, organizational citizenship, absenteeism and turnover are “factors that have the strongest influence over work behaviors.” The characteristics listed under each of these often overlap. (Carpenter, M., Bauer, T., & Erdogan, B. 2012, p. 106) However, I will attempt to define them in my own words.

This essay will be evaluating both the Scientific management and the Human relations theories in today’s management of organisations. Scientific management theory was founded and published by Frederick Winslow Taylor in 1909 where he proposed that productivity can be increased by augmenting and simplifying workloads which then improves ‘economic efficiency’ (Economist, 2009). On the other hand, Human relations theories focuses on personal factors and suggests that motivation and leadership are the features that help encourage workers to work productively (Dininni, 2017).

Profit maximisation is the key aim of a private firm, and the desire to fulfil such interests through potential improvements in efficiency, led to a number of organizational theories being developed in the early 20th century. Scientific Management (Taylor 1911), otherwise known as Taylorism, was advocated by Frederick Taylor, whose philosophy maintained that through the specialization of labour, improving organization and the implementation of the results from experiments called Time and Motion studies, maximum efficiency could be attained. Elton Mayo (1924), considered as the founder of the Human Relations Movement, concluded that it is humans deep rooted aspirations to be valued within a team and by management that actually has a greater influence on the productivity of employees. On this basis, this essay will argue that because Human Relations takes into account the social and informal factors of the workplace, it is more relevant to the modern business society.