We all have been absent from work for one reason or another. Some are absent more than others, but when it takes place on a regular basis then absenteeism is a noticeable problem for that company. Absenteeism can defined as habitual absence from work, thought to reflect employee demoralization or dissatisfaction. Employee absenteeism is a costly problem for almost all employers. The definition of absenteeism, its causes, its affects on productivity, and its costs in terms of finances and administrative effectiveness are quite clear, the challenge is in taking affirmative action to control it.
When people fail to do their work they end up missing the deadline for the task. Procrastination can also ruin someone’s potential, career and mood. By procrastinating people can ruin a reputation or even a job they have. Procrastinating can also make people lose their friends; they will eventually stop getting invited out because they are putting off things making them always late. It can lower self-esteem, people can start to feel bad and start to question what’s wrong with them because they can not complete the task.
A balance of hope and fear is a very important thing to maintain. If there is too much of one and not enough of the other, it can lead to a disappointing life. If a human has too much hope, it can lead to a life of disappointment when things don’t pan out the right way. In the article “Hope and Mental Health” Schafer states that the Imbalanced Hope Theory can frustrate people who are unsure how to attain their goals. (Schafer) You may strive to achieve big goals, but when they are unattainable, they can be disappointed and give up on these aspirations and dreams.
However, underutilization can also result from a worker being prevented from undertaking training to acquire new skills. This barrier results in an inability to progress to more complex tasks129. Under-utilization of work skills and low skill variety are found to be detrimental to the health and well-being of the worker130. Unclear Work Roles High levels of occupational stress are likely to be evident in organizations where there are elevated levels of role ambiguity and role
In other word, the stress harms us mentally, and our body’s ability to response to it. Sekimoto (2008) suggests that internal stress is everywhere around us. Signs of this stress usually may include feeling down, thinking about detrimental things, sulkiness, cry without reasons, pessimism, and homesick. Other reasons of internal stress are; employee doesn’t satisfy with his/her work, workload, working long hours, lack of knowledge for the task at hand, and undealt interpersonal conflict at work. For example: if employee didn’t do something good enough, boss will argue for it or have worse relationship with colleagues because of it, this gives damaging things for that employee.
Procrastination can be a major problem in both your career and your personal life because procrastination is the thief of time. When you keep putting off things, they keep piling up and getting in your way of achieving other things. Then you have missed opportunities, frenzied work hours, feel stressed, guilt and resentment; you find you are being overwhelmed easily because there is just so much to do. People who procrastinate overtime have it as a deeply ingrained habit. Are there ways to put off and avoid procrastinating?
That would be a major part of my lack of motivation, if my managers felt that way about me. Job enlargement isn’t always the answer for everyone. Some employees can feel less motivated being given more jobs, especially if the new jobs they are given are ones they don’t like. Managers need to pay close attention to their employees and make sure that giving them new tasks is the right answer to keeping them motivated. As Dr. Fischer stated in his presentation, “Part of having a successful team is giving each task identity and significance,” this helps to make employees feel that their job or task is important, which in turn helps with their motivation
The employee and employer identify and rework tasks and hours in order to increase employees’ job satisfaction. Correspondingly, this job crafting entail drawbacks. Drawbacks such as; erosion of focus, as well as inefficiency in the workplace. Crafting new tasks can erode the focus of the task; likewise, key elements may be eliminated. The workplace can become inefficient as employees may not be available when needed to complete crucial tasks.
It creates a problem as it can bring about some serious negative effects which would affect the quality of life in the future, how an individual may cope with problems and stress, cognitive abilities, and interpersonal relationships (Kroger, 2008). People suffering from role confusion will have a lower capacity for functioning under stress and using decision-making strategies such as rationality, planning and logical decision-making. Besides these, they may also have lower levels of moral reasoning due to constantly second-guessing their own decisions. This may cause anxiety and stress which may lead to other physiological problems because they worry about their life excessively til the point they cannot live with any semblance of happiness. In addition to these insecurities which are important in goal-orientatonand self-image, when an individual is unable to form his identity and encounters role confusion, he/she will face lower levels of achievement motivation and self-esteem, higher levels of neuroticism, and low conscientiousness and extrovertedness.
Your job is not to overload yourself but to manage your workload effectively and efficiently and that includes delegating, as and when required. Be reluctant to relinquish any part of the work If you enjoy your work so much that you are unwilling to let any of it go, then bear in mind that others are likely to enjoy taking on part of it. Are you keeping things for yourself that really ought to be shared with others? Time Management Tips - Overcoming Resistance The reasons shown above are all spurious, and most managers who are reluctant to delegate feel that way because delegation reduces their direct control and relies on other people to perform effectively. They believe that the risks of delegation outweigh the potential rewards.