Line Manager Analysis

Line managers play a vital in an organisation, working directly with employees. A line manager should have excellent skills when it comes to communication, because this will allow employees to feel comfortable to discuss any issues they may have. If employees are able to discuss matters with their managers it will prevent lots of future problems from arising. This could help the organization have lower absenteeism rates.

A line manager must be sent for training, to get familiar with the following:

• the line manager should learn the company absence policies and procedures

• they should know what their role is when it comes to the absence management programme

• they should have knowledge about the legal and the disciplinary aspects of absence

• understand what is the role of occupational health services

• Managers need to have interview skills, to be able to conduct a return to work interview when there is an employee abusing leave.

• They need to be able to approach employees in a respectable manner and have skills in counselling if it is needed (McAfee & Champagne,1994).

Managers have many roles in an organisation. Managers have interpersonal roles, information roles, resources allocation roles and ‘disturbance handling’ roles. Interpersonal roles are described as, managers playing the role of leaders, and offer direction and motivation to the workforce; in addition managers try to preserve good relationships between many individuals and groups in the organisation. The next role of a manager is the information role, which allows managers to search for and obtain information as a foundation for accomplishment, giving valuable information as well as passing guidance to workers in decision making. Resource allocation is the duties ...

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... training if they are using dangerous or specialised equipment. Providing employees with items necessary for their protection, such as gloves, glasses, a lab coat etc.

• Investigate reasons for employees taking access leave, if they are.

• Influence employees to make use of services that are provided, such as counselling

• Recording and keeping reports on the amount of time an employee, takes leave or is absent from work due to illness.

• Managers are in charge of investigating cases, if there is abuse of leave taken (Mikalachki & Gandz, 1982).

McAfee, B. R. & Champagne, P. J., 1994. Effectively Managing Troublesome Employees. Greenword Publishing group.

Mikalachki, A. & Gandz, J., 1982. Managing Absenteeism. Ontario: Research and publications divison the University of Western

Sims, R. R., 2002. Managing Organizational Behaviour. Greenwood Publishing Group.