Employers must be able to identify what is causing their employees to miss work in order for them to find a solution. The reasons for the absences can be divided amongst two categories, internal (within the individual) and external (within the company). Internal causes can include serious accidents and illnesses, transportation problems, stress, low morale, poor physical fitness, inadequate nutrition, and personal problems. External causes range from poor working conditions, boredom on the job, low morale, lack of job satisfaction, guaranteed salary, and workload. As we can see causes of absenteeism fluctuate and whether they are legit or not, they very much carry on.
The hygiene conditions are extrinsic factors while the motivation conditions are intrinsic factors, and the only way to sustain motivation toward organizational goals is through the achievement of intrinsic outcomes. Each of these theories have proven to contain ideas consistent ... ... middle of paper ... ...ing him on a job. He must analyze the amount and speed of learning a job, and relate that to his employees learning ability to see if that employee can handle the task. Also, a manager must assess the subordinates prior experiences and relate them to his ability to learn. Much of these assessments are best done within the hiring practices of a company to facilitate the manager’s assignment of tasks.
Unemployment affects every area of your life either directly or indirectly. Once an individual becomes unemployed it cause a down ward affect not only to the individual, but our economy as well. The loss of jobs causes the economy to go down. Once this happen people stop spending and buying, which in-turn slows down selling and buying of goods that keeps the economy for growing. Once the economy stops growing than we are in trouble for our economy and a possible repeat of the recessions, that has plague our country from the past.
Psychological contracts are the mental representation based on belief or perception, so it may help the employees and employers get rid of a complicated employment relationship. For instance, the employees and employers may understand very clearly about the terms and conditions and what they have been agreed upon. The perception of each individual is very important and essential (Ekelund et al, 2010, 1438). Thus, when they work in a high competitive group, it could motivate them to implement their work consciously. Combined with a few exceptions, some researches cite that psychological contract is only regarding to the employee–manager relation and the term that mostly... ... middle of paper ... ...Review, 37(5), 473-489 Smissen, S.; Schalk, R.; Freese, C. (2013) Organizational change and the psychological contract – How change influences the perceived fulfillment of obligations, Journal of Organizational Change Management, 26(6), 1071-1090 Sonnenberg, M.; Koene, B.; Paauwe, J.
The type of leadership within a company is very essential in defining the capability of a company to be successful or not towards achieving their goals and objectives. Poor leadership have got several impacts to the staff and to the general output of a company (Kellerman 2004). Poor leadership is when the leader have no capability of describing who should be responsible for what within a company, it is also when the leaders lacks ambition, vision and motivation within a company (Kellerman 2004). Poor leadership affects the performance of a company in different ways right from the culture of the company to the output of the employees. Poor leadership will directly lead to poor financial result.
Industry or global shut down, cut cost, and spin off are few reasons why employees are laid off. Fallon and McConnell (2007) argue that most times economic issues are the reason for layoffs by companies. Today, many organizations are forced to reduce their workforce due to these factors. However, before layoffs occur in organizations, there are numerous steps that have to been taken to ensure effective layoff process. The selection criteria are the most important aspect of organization initial decision to conduct a workforce reduction.
In different industries, there are companies that operate for a purpose, but the bottom line is the management style between supervisors and subordinate can break or make an organization. Organizations and businesses have to run their management a certain way in order to motivate their employees. The main type of organization management is the Classical Theory which contains Theory X. There are five key employee conflict management styles. Building relationships between employees and managers is crucial for an organization to function and execute their purpose whether it is to provide a service or product.
ER is essentially supportive in the view of a unitarist, it only get interrupted by occasions and unlawful conflict. Lastly, radicals view employment relations as a long term structural conflict between employers and also individuals who dedicate themselves to the employers and workplace. One of the important players in employment relationship is the management. According to Dobson (2013), management is always constraining by the goals, business policies and the organizational goals. Verma ( 2005) stated that unions can be a tool of social changes, their main activity will still stay in the workplace to enga... ... middle of paper ... ...f both management and employee, TU seems to negatively affect the management relationship in the workplace.
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.
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).