Research Report On Employees Productivity Essay

productivity in individuals and teams. Motivation describes the level of desire employees feel to perform, and is an

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.

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,

Two ways that a supervisor can promote productivity improvement for staff members is to provide employees with the necessary resources to effectively perform their work duties and to foster a work environment of open communication and trust. If a supervisor can provide the necessary training and resources to maintain employee training, employee productivity would maintain at a constant rate or productivity would improve. Well trained and knowledgeable employees translate into a productive work environment. Employees that are well versed in their roles and have the necessary training and resources are more effective and productive within their work environment. An open communication environment would also help employees maintain or increase productivity. If employees feel like they have a voice or their opinion matters, employees tend to be happier within the workplace. If a supervisor’s team of employees is unhappy or feel like there are no open lines of communication, quality of production may suffer or decrease. A supervisor could potentially promote productivity improvement whining his or her team by providing the necessary resources for success and maintain an open environment of communication. Both providing necessary resources for success and open lines of communication promote improvement and maintain higher levels of

The longer someone is away from work due to illness, the less chance there is of successful return in the workplace (6 months off- 50%, 9 months – 10%). (Sroujian C., 2003)

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

An employee’s health should be the most important factor for an employer. When an employee calls out sick it directly affects the operation and growth of the company.

Cascio, W. (2013). Managing Human Resources: productivity, quality of work life, profits (ninth edition). New York, NY: McGraw – Hill Companies, Inc.

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

Employee productivity can be measured by a company’s operational reports. Operational reports can be gathered by a system that keeps track of each employees daily, weekly, and monthly production. This process would be more beneficial is there was already a system in place to track employee productivity. If so, managers could run those reports prior to, during, and after

All employers seek out ways to improve the productivity of their workers. Because increased productivity of their employees translates into increase revenue. One of the ways to increase productivity is by having employees that are happy and satisfied with their jobs and that have a vested interest in the work they do. Therefore, it benefits the company to seek out and explore any types of activities that will increase an employee’s satisfaction therefore increasing their productivity.

As companies and managers around the world continue to tackle this ever growing issue many western companies have begun to implement strategies to combat the symptoms of lost productivity caused by absenteeism, however, even within western cultures, these tactics don’t work as planned. Many factors play a role; however, some companies are gaining success from various tactics used to combat absenteeism and tardiness. In a world full of different motivations and cultural differences, it can be difficult for companies to have a full success; however, with careful planning and cultural understanding companies can begin to battle against this costly crisis in the workplace.

The productivity of any organization depends on the satisfaction of the employees, as happier employees also make more profit as they work faster and harder.

Several problem listed above have been recognized by management but little progress has been made on improving the situation over the last six years. Although many programs have been implemented to try and get buy in from hourly employees, little has been done to empower them to participate in decisions affecting them. (DuBrin, 2004, p. 140). More than a few characteristics of an enriched job need to be enhanced in order to for both hourly and salaried employees to find intrinsic motivation. More control of resources at the floor level