This essay answers the following questions.
1) Why and how should absence be proactively managed without damaging the psychological contract?
2) What advice would you give to the Directors to measure absence levels and causes?
3) What procedures would you recommend should be established to manage absence? You must justify your recommendations.
4) How should the devolution of People Management responsibilities to first line managers be handled?
1) Why and how should absence be proactively managed without damaging the psychological contract?
The psychological contract is an informal, unwritten contract between employer and employee. It includes their mutual agreement towards obligations to one and other. It will entail certain expectations which should be attempted to be upheld. This contract is based on trust and respect, and employees with effective managers should have a strong understanding of what their psychological contract entails, as well as their formal written contract which can be upheld legally. All employees at Insure it Wright, should understand both of these contracts and it is important when attempting to manage an issue, such as absence, that the psychological contract is not affected.
The directors have identified absences as an issue, which is having a negative impact on the organisation as a whole and the service it is providing. This should be dealt with as swiftly as possibly in a manner which will not affect the psychological or written contract. They are having issues with several types on absence, particularly short term and unauthorised absence.
Absence must be so rigidly monitored because, a large amount of absence will have a negative impact on the company financially. Particul...
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...: http://www.cipd.co.uk/hr-resources/factsheets/absence-measurement-management.aspx. Last accessed 20th of April 2014.
• CIPD staff. (2012). The Role of line managers in HR. Available: http://www.cipd.co.uk/hr-resources/factsheets/role-line-managers-hr.aspx. Last accessed 24th April 2014.
• 1.BLACK, C. and FROST, D. (2011) Health at work: an independent review of sickness absence. Cm 8205. London: Department for Work and Pensions. Available: http://www.dwp.gov.uk/docs/health-at-work.pdf. Last accessed 28th April 2014.
• Taylor, Baldry, Bain & Ellis. (2003). A Unique Working Environment': Health, Sickness and
• eAbsence Management in UK Call Centres. Work, Employment & Society . 17 (3), 435-458
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The case of sick leave involved Kelly, who was hired by Soto Board of Education in Japan. Her employment was with The Japan Exchange and Teaching Program (JET) and Conference of Local Authorities for International Relations (CLAIR) had taken over the contracts for the workers of JET. CLAIR’s role was to be a liaison during recruiting and selection, counseling and participant welfare. Their main function was to promote the exchange at the local level. The paper stated that if there was a problem with the host institution, then it was up to the host to address and solve the issue. If the problem didn’t get resolved then the participant could go to CLAIR with their grievances. It was up to them to step in on JET participants’ behalf to work to solve the issue.
at some point all employees will eventually need time off from work to deal with either a serious personal illness or other family obligations. “Many European nations took to the idea of making balancing family and work easier for employees but the movement did not gain momentum in the United States until the late 60s and 70s when working women were no longer the minority” (AAUW). There was a general shift in the nature of the common everyday american household and a two income household was slowly but surely becoming the new reality of american life.
Absence abuse will be scrutinized based on the number of unexcused occurrences during any twelve-month period; the definition of sick leave can be found in SCSO Policy# 251, Employee Leave, Section 251.19 Definitions. A regular sick absence is considered an occurrence with or without a doctor’s note and should be defined as one occurrence which consist of one day; one occurrence which consists of a portion of one day exceeding one hour; or one occurrence which consists of one or more consecutive days arising from the same disease or illness. A tardy occurrence is any single incident an employee reports late to duty as scheduled. Disciplinary action will be taken immediately when the number of occurrences passes the limits indicated
The employees would be damaged because they this would make their compensatory time of no value. Sickness is no fault of the employee as these things happen. If the only time the employee has is compensatory time and it is used when the employee doesn’t benefit. This is like punishing the employee for being sick.
The Economics of Paid and Unpaid Leave. Issue Brief. Northwest, Washington DC: The Council of Economic Advisers, 2014.
The sense-making approach of unfreezing, changing and freezing (Palmer, Dunford & Akin, 2009) was inappropriate in this scenario. Management has made a decision to reduce their workforce continuously; however, the change does not end with the layoffs, rather, it is a continuous change as they continue to reduce employees and focus on the existing employees’ morale. Middle management predominantly executes sense-making approach by as aligning the company objectives with their employees (Banker, 2012). The sense-making approach may have been the culprit of the communication breakdown between employees and British Airways CEO regarding absenteeism. The processual approach was much more fitting with continuous layoff that will allow them to pursue their next implementation. Processual approach is on-going and focused on long-term results while sense-making approach is a prescriptive change. The sense-making approach might have worked if processual approach was established first during the reduction in force, prior to introducing the swipe card implementation. Preferably, British Airways should have engaged in change management approach first to address the system change in a large scale. Organizational development approach would have assessed the entire organization and discovered that the low morale may
Ryan, D. & Watson, R. (2004). A healthier future; Workplace stress is increasingly recognized as a contributing factor to employee absence and illness. Investors in Health (IIH) is one response to the problem. Occupational Health, July 3, 2004, p. 20. Retrieved on October 21, 2004 from InfoTrac OneFile Database.
As a new leader, I want my staff to be confident in my decisions. I will not know the policies well, and my understanding, Human Resources (HR) knows the absenteeism policy well. As soon as I know about a policy that is HR related, I will invite my representative to a meeting to discuss this new policy. Practice Standard 10 of the American Nurses Credentialing Center (2017) states “healthy work environments demonstrate collaboration among health care professionals as a key component for the delivery of safe, quality care, with the added benefit of higher job satisfaction for all disciplines involved”.
"Absence management hit by substandard record-keeping." Occupational Health 61.8 (2009): 4. Academic Search Premier. EBSCO. Web. 10 Mar. 2011.
We, as people in the workforce, are depended on to follow through with work commitments. A healthy employee is able to do more and feel well enough to enjoy it. We strive to do our best but how can we when we have low morale at the office. Healthy employees directly impact the bottom-line of all companies, from the sole proprietorship to the large corporation (1996). Keeping health-care costs low, boosting morale, increasing productivity, and reducing the absent rate is a payoff that every good business owner should recognize. When a small business is trying to become larger, having employees who are healthy and stress free is important. Losing a member of an already small number due to being ill is not the way to succeed. Working in an environment that is happy and productive is the perfect place to work, regardless of what the job is.
In this case, some workers had remained absent treating a particular day as holiday. On ground of misconduct, these workers were dismissed from service.
Many different types of workers are constantly connected to work. They work even when they are away from their jobs, often at nights, on weekends and on vacations,
The purpose of this report is to analysis and evaluate any management problems that are current in todays workforce in accordance to the well known ‘sick leave day’ also known as the Australian ‘sickie’ This report will be mainly focusing on the case study; Sick Leave Costing Employers (Schermerhorn, Davidson, Poole, Woods, Simon, & McBarron, 2014). Management of a business consists of 4 major functions, these include: Planning, Controlling, Organising and Leading (Schermerhorn, Davidson, Poole, Woods, Simon, & McBarron, 2014, p. 332). Sick leave is leave that employees are entitled to when they are unable to attend work due to the fact that they are either sick or injured (Schermerhorn, Davidson, Poole, Woods, Simon, & McBarron, 2014, p. 334). Within this report management problems will be identified, a discussion of these problems will occur and also any recommendations for the organisation that need to be implemented will be identified.
Dalia Etzion, M. W. (September 2001). Psychology & Health. The impact of vacation and job
If staff are absent from work they are not able to carry out the functions for which they have been employed. In many businesses, these functions have to be taken on by someone else - if not, the customer could suffer. Reducing absenteeism is an important feature of human resource management. The extent to which absenteeism affects businesses has been a topical feature. Not only does absenteeism cause problems, but employers are beginning to recognise the effects of 'presenteeism' - staying at work when you are ill or because you believe that in some way your 'presence' will help boost your promotion prospects.