From an employer’s perspective absenteeism is a huge problem as it impacts on productivity, puts pressure on those employees who are at work, highlights the health and safety problems in some workplaces, and could lead to loss of revenue. Are all absences bad for an organisation? Robins, (1996) argues that at times absenteeism could be to the advantage of an organisation when an employee’s productivity could be below standard due to fatigue which could have safety implications. In this case we need to consider persons who should be a... ... middle of paper ... ...e impact of absenteeism on productivity at TSAM assembly line To give effective recommendations to reduce absenteeism at TSAM assembly line. (www.scribd.com, 2014).
Various other measures of employee intention to quit are also included in this research study, which are employee role stress, employee commitment and employee job satisfaction. This research study highlights the importance of employee time wastage and its effects on employee performance within the Pakistani organizations. Key Terms: Time wastage, Intentions to quit, role stress, employee commitment, job- satisfaction II SECTION-I INTRODUCTION In an era of increased competition, leaders recognize the importance of time wastage and employee intention to quit more than before. The time wastage leads to employee low morale, more absenteeism, high job dissatisfaction and low organizational commitment. Due to time wastage in extra documentation activities the performance of employee decreases which directly effect on firm productivity and profitability.
In the current world, workplace can be either a beneficial place or the worst place to be for employees. The worst case happens especially in the service industry, such as the call centre, where there is a high level of control and job demands among employees (Castanheira and Chambel 2010). This eventually leads to employee burnout which is a major problem in the workplace. The purpose of this essay is to discuss how job demands contribute to employee burnout based on different findings by several researchers. Firstly, this essay will focus on defining what is job demands and burnout through the development of the job demand-resource model (JD-R Model) (Demerouti et al.
Supported by Watson (2012), The relationship between the work and life is complex and can be viewed in many ways. Previous research defined three hypotheses of employee’s experience between work and nonwork life: spillover, compensation, and neutrality (Roberts, 1999). Spillover as an extensive pattern, occurred when people feel difficult to separate themselves from work and life with doing work-related activities such as reading professional literature or planning future work outside of working time. Compensation as an opposite pattern, occurred when people hold negative attitude towards their job, draw a clear boundary and would look forward to doing things they like to compensate the painful experience they have suffered in working. Parker (1982) identified neutrality as when people were neither excited or disliked their work, they just treated work as a complementary part of their lives.
Workplace conflict will cause a tremendous negative effect in communication, which will lead to lower productivity and serious health consequences. In this paper we I will be talking about workplace problems and how they affect personal conflict and interpersonal communication. Description of Relevant Literature Conflict can be perceived in different ways of positively communicating about a topic or negatively, but one thing that can’t argued is that conflict occurs in everyday life and there’s no way of escaping it. One form of conflict that occurs frequently due to constant interaction is in the workplace. Many people see workplace conflicts as just disputes between coworkers, when there are many forms of personal conflicts between those coworkers and bosses such as
Employees' stress affects their income and it can be harmful to the companies which don`t adopt politics to prevent this problem. Stressed employees are losing their calmness and displaing anger at work. This "desk rage" can be observed from rude acts and mood changes to tumults and discussions with co-workers. Usually people don't get ireful all at once, but they give early evidences. Then, it's a manager responsibility to perceive the first suggestions of a stress in employee behavior and to try to avoid a desk rage.
Layoffs are one means by which an organization can reduce expenses with the intent of improving its bottom line. Despite being typically performed as a last resort, layoffs often have a negative impact on the remaining workforce. As a manager, there are numerous areas for concern in managing the workforce going forward. The human costs related to downsizing are “immense and far-reaching” with one of the most profound being survivor syndrome according to Hanson (2015, p. 187). Also known as survivor’s guilt, this condition relates to the emotions felt by those still employed and some of the effects include decreased motivation, moral, and job satisfaction, as well as an increased proclivity to search for other employment.
Attrition is so important to keep down for a couple reasons; obviously cost is the main reason. Every time an employer loses and employee it is going to cost the company money. This cost is incurred mainly with just finding and training a replacement for the lost employee, but it is also incurred in loss of productivity that the employee would have increased had they originally remained. The ac... ... middle of paper ... ...rganization should make the employees feel that employees are most valuable for the organization. By enforcing appropriate HR practices and policies, organization can instigate this feeling amid their employees.” To me this shows that there is more to retaining employees than just money or benefits, as this explains the nature of the job and type of employees you have will really dictate to you and the company what type of programs or recognition you should be doing because it is right for your company and your employees.
Company X Problem Analysis Through extensive analysis from the customer satisfaction surveys, and research from the satisfaction task force, Company X found three major problems areas. The company's programs reflect poor quality, the development times are taking longer than the projected due dates and a small portion of employees are discrediting the company name and values. Each of these problems has contributed to the main problem; the increasing rate at which Company X is losing customers and revenue. Defining problem and goals Customers do not want to buy a product that is defective. Through thorough analysis, Company X has attributed the poor quality of its programs as a reason why customers are dissatisfied and seeking other vendors.
Dealing with Stress and Burnout in the Workplace Any work environment can have stressful aspects that can negatively affect the employees’ performance and may lead to burnout. Oftentimes when employees are stressed or burnout their commitment at the job may begin to weaken and they may lose satisfaction. Many organizations have recognized that workers burnout is the result of aggravated chronic work stressors and embodied by enervation and inefficacy. This author will discuss the impact of stress and worker burnout on organizations. Moreover, this author will consider the implication of stress and worker burnout on the employee, as well as the short- and long-term productivity of a business.