In contrast, the cost of absenteeism is more predictable; HR can predict the cost when employees do not show up to work cost for substitute employee and cost of lower company productivity. Sometimes, presenteeism may be considered an act that inspiring admiration from colleagues when employee present at work while sick, however, many people also view presenteeism as negative action in the organization because it leads to productivity loss. In addition, it increases high risk of illness transmission to other employees with can increase health care cost eventually (Toten, 2014). 1.1 The problem statement Presenteeism becomes a critical issue... ... middle of paper ... ...earch, 9(6), 1-14. Retrieved from http://search.proquest.com/docview/873821090?accountid=12917 Reyes, S. (2014, January 13).
The lack of satisfaction could also cause job burnout, which is exhaustion from work that causes resignations in some cases. Some of the factors that can cause job burnout is lack of control, mismatch in value, and unclear work expectations (Job burnout: How to spot it and take action, 2015). Lack of control is the inability to influence decisions that mainly affect your job (Job burnout: How to spot it and take action, 2015). If a person sees that everyone around them is getting a pay raise, it might put them in a lack of control mentality. They would believe that their hard work is being unnoticed, hence lowering their satisfaction and causing burnout in their job.
Furthermore they have other physical problems like the smaller and cramped workspace and shorter time to fulfill their tasks (Stack, Laura. “Employees Behaving Badly”. HR Magazine 01 Octob 2003 : 111.). The effects of this stressful routine have influence on the productivity and the worker social life. Employees' stress affects their income and it can be harmful to the companies which don`t adopt politics to prevent this problem.
Showing up for work when you are supposed to and on time is not only highly beneficial for your employer, but for you personally as well. However, most employees do not realize the effects of absenteeism. (Bossidy, 2001) Illness is a big issue when it comes to employees being absent at work. It is important for all employers to allow specific sick leave for all employees, regardless of position. If an employer didn't offer sick leave, they would increase health problems and the spread of illness, thereby lowering productivity and morale.
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.
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. Discussion Sick leave is when an employee or employer takes a leave of absence due to an illness or family obligations such as a relative being in need of care. Paid sick leave is apart of an employee’s worker’s compensation package to provide job stability and flexibility to attend to personal health issues and family responsibilities.
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.
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).
Resources can be divided to two types, human resources and budget resources. A leader has to make sure that company have enough resources, enough employees to let managers rotate them during shifts since huge amount of accident happened by human errors and switching them can reduce these errors. Moreover, having not enough human resource will increase pressure on employees to finish the job on time and also may increase employees turn-over that cause huge increase in training cost and raising accident risk due to the lack of practice. Another sort of resource is budget resources. Cost-cutting affect safety margin and Rasmussen introduced “drift to danger” from the tension between safety and productivity which can be a drift to disaster in hazard companies.
In the scenario provided, a great deal of tension has been noted between coworkers involving work and personal issues. The first instinct is to discount the personal issues and concentrate on work related concerns but this would only address part of the issue. To clarify, personal problems will not be addressed with the work conflict, but the supervisor has to be aware that unresolved personal issues will impact the team. The supervisor may make limited suggestions in this area. For example, the supervisor may recommend an Employee Assistance Program (EAP), provide resources offered within the company such as child care or employee financial assistance programs to help relieve some of the personal concerns (Rue & Byars, 2010).