Many organizations face employee absence issues daily. The level of absence varies among each working industry. Strategies to reduce absenteeism rate differs between each organization. My retail company currently has an attendance policy in place, but absenteeism continues to be a problem. To find the solution to reduce absenteeism, I would have to understand the common causes of absenteeism, and then find different solutions to fix the problem. Proper communication and documentation of employee absences will improve absenteeism, employee productivity, and customer service.
"Absence management hit by substandard record-keeping." Occupational Health 61.8 (2009): 4. Academic Search Premier. EBSCO. Web. 10 Mar. 2011.
This article emphasizes that poor record-keeping by line managers was an issue. The article identifies a few difficulties that line managers faced in the healthcare industry. They were not willing to or not able to control employee absence in compliance with the policies and guidelines of the organization. Absences were reported late, not reported, or reported inconsistently. Most employers asked the employees to inform of their absence within the first day, but over a quarter of the employers did not have a procedure for employees to follow. The line managers were responsible for any absence notifications. Eighty five percent of employers documented absences on return-to-work interviews, yet only half of the employers required their employees to fill out a return-to-work form.
The above article correlates to my thesis because it shows that line managers lack the
proper procedure in documenting employee absences. Managers have the responsibility to
correct the problem yet they are inconsistently following comp...
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...nication and documentation of employee absences will improve absenteeism, employee productivity, and customer service. Improving communication between employees and managers is an important practice that improves employee attendance. Managers can decrease absenteeism by make enforcing clear attendance policies and have proper documentation of employee absences. Managers must keep accurate and consistent record keeping of absences. Employees must report absences immediately so managers can properly document in the records. Readings from the sources also indicate that absenteeism not only affects productivity and customer service, but absenteeism also affects employee morale. Employee morale will diminish if managers ignore the abuse of absenteeism among employees. Both absenteeism and employee morale can have a negative effect on productivity and customers service.
The Claims and Patient Business Services departments have made remarkable strides on getting back on track due to these changes, which has provided much needed relief to the MSD. However, MSD is still struggling, on the other hand, with a few issues such as high absenteeism and low morale which makes it difficult to balance available staff with incoming call load. There are also a few factions that are often found socializing in other people’s cubicles or going to the lobby to take personal phone calls. Lastly, there has also been difficulty within the management team as a result of both past and future management styles within the department.
This case examines the multiple duties that the President and CEO of Midvale Community Hospital, Terry Blaze, participated in throughout the day to ensure that the hospital is running effectively. Throughout the day, Blaze attends numerous meetings, which are directed towards improvements, changes, or concerns that will overall affect the hospital. During several of them, he is required to make final decisions however, he often directs other personnel to make that final judgment call. It was evident that Blaze wore many hats as the President and CEO of the hospital, which made it evident that his time was stretched thin. This could result in tasks going unfinished or completed incorrectly. Some mistakes that may be made may have a major negative impact on the hospital therefore it is pertinent for Blaze to ensure that he is using his time wisely.
When you have an employee, who does not have paid time designated to sick, they will often go to work sick as opposed to losing a vacation day. (Miller) The reluctance of giving up a vacation day versus staying home and getting healthy is noteworthy. “The problem”, eloquently put by Miller, “they drag their contagious carcasses to work, infecting colleagues, delaying their own recovery and giving less than a day's work for a day's pay”. As an employer, dealing with an employee who comes to work sick does cause concern as they can infect other employees. Similarly, if the employee is in the food or retail industry, they can pass germs along to consumers. As Paquette states, “More than half of U.S. and Canadian fast food workers in a 2015 survey said they reported to work under-the-weather because they didn't want to lose money”. This is a trend that must end and can by offering employees paid sick
During staff meetings, discussions such as absenteeism, tardiness, dress code, and staff involvement are discussed and new ideas or suggestions are presented. If staff are unable to attend meetings, they are responsible for getting the information that was discussed during the meeting. Standards and policies are also discussed. Employees are always given the option to voice their concerns and opinions on how things can be changed for the
In today's health care environment many factors contribute to quality care. As a medical practice manager it is important to provide the best medical service for patients in addition to excellent levels of service. Appointment scheduling is a very important aspect of a smooth running medical practice. Appointment cancellation, no shows, and long waiting time by patients have a negative impact on the efficient running of the practice not only in lost revenue but the practices professional reputation as well (Kruse 2010).
Carpenter, M., Bauer, T., Erodogan, B., & Short, J. (2013). Principles of management. (2nd ed.).
...he Markov Analysis along with company practices can help achieve improved performance in staffing practices in the future.
Many employers have been baffled as they attempt to sort through the overlapping obligations created when a sick or injured worker's medical condition triggers the different rights and responsibilities under new federal laws. If businesses want to avoid costly lawsuits from disgruntled employees it is essential to understand their responsibilities under the laws. Employers must make a tw...
In this case, some workers had remained absent treating a particular day as holiday. On ground of misconduct, these workers were dismissed from service.
Hospitals face several challenges in a bid to create supportive organizational culture that help its employees reduce and manage their stress levels. First, hospitals duties need a level of sacrifice that most employees find demanding. For example, some people are forced to wok long shifts through the tight in busy units with minimal breaks. It is very challenging for hospitals to address the needs of such workers since the since they staffing and forecasting may be an issue. Some big hospitals may find avenues of reducing the stress by organizing events that boosts the morale of their employees.
It is a well-established reality that organisations in the world today can no longer survive without focusing on their employees. If they have to be at the competitive edge, they have to invest in human resources, and placing their employees on top priority. This notion has led to the strategies that, most organisations are pursuing through employee management. To achieve the optimum performance of employees, organisations must motivate their employees, and engage them in activities that will benefit and help employees in achieving their predetermined goals and objectives. In order to achieve this, it is imperative for managers to set in motion work conditions that will help employees to achieve satisfaction of their job, low turnover and absenteeism rate and promote the environment that promotes the organizational commitments and organizational citizenship behavior.
Paid sick leave is an entitlement for employees within any organisation, it is meant to be used for when an employee is sick or has family obligations, such as caring for sick loved ones. As in the article ‘Anger at plan to cut medic’s sick leave’ unlike annual leave sick leave cannot be accumulated and employees cannot obtain compensation for sick leave not taken (2004). Paid sick leave is necessary for employees as the entitlement gives them the option for when they cannot attend work due to an illness, sick leave also helps the organisation, as employees with sick leave are able to work reliably and efficiently, and by allowing a sick employee off for a single day can prevent the whole organisation from catching the sickness and reducing productivity. However sick leave schemes are open to abuse, it requires strong administration and planning from the organisation’s human resources department as well as the employer. Researching and planning a sick leave policy plan in which benefits both the employee and employer would help reduce the problem of sick leave abuse while keeping the entitlement available. This paper will discuss what sick leave is, why and how it is abused, why it is a problem for organisations and what type of plans can be used to minimise the abuse of sick leave within an organisation.
Due to all these factors managers have come up with different strategies to understand employees problems and to improve organizational behaviour by screening out the employee who does not suit the specific organizational culture, and specific job based on interest and experience instead of conventional approach. These steps are very utilitarian in ameliorating the employees over all job satisfaction, which in return lowers the absenteeism and employees turnover, thus benefiting the organisation in improving its services and products.
There are many reasons for the employees to get involved in a wellness program. Whether they like it or not overall wellness will affect their everyday life, at home as well as at work. The fact of the matter is that people that are in good health are usually more coherent and are able to enjoy more out of life. With more incentive going towards corporations paying subsidies to encourage employee participation there is increasing demand by employees to have a wellness program implemented.
Absenteeism is a serious problem for a company, it not only reduce the productivity buy also make the company lose a lot of money. workplace bullying, employee`s health, workplace condition and Unfairness at work are the common causes of absenteeism. However, there are not just these few causes for absenteeism, the most important is manager should be good at observe and analysis, try the best to find out the reason of absenteeism and take an action to improve it. And the five basic elements of an effective absenteeism control and the Point Contingent rewards may be able to help you. But the managers should keep in mind, in order to have a successfully absenteeism control, the organization should have a comprehensive strategy or use a combined approach to approach the problem not just depend on one or two methods. (Cole & Kleiner, 1992)