Workplace[ edit ] High absenteeism in the workplace may be indicative of poor moralebut absences can also be caused by workplace hazards or sick building syndrome. Measurements such as the Bradford factora measurement tool to analyze absenteeism which believes short, unplanned absences effect the work group more than long term absences, do not distinguish between absence for genuine illness reasons and absence for non-illness related reasons. This leads to even greater absenteeism and reduced productivity among other workers.
This class of absentees considers that their jobs are very small for their total interest and personal goals.
They engage themselves in other social and economic activities to fulfill their goals. These types of absentees enjoy or perceive a higher ascribed social status and are keen on maintaining it. These classes of absentees do not like to take up jobs which demand initiative, responsibility, discipline and discomfort.
They wish to have money, power, and status but are unwilling to work for their achievement. This type of absentees is often identified with the family activities.
This category of absentees is mostly unhealthy with a weak constitution or old people. Measures to Minimize Absenteeism: Absenteeism affects the organization from multiple angles. It severely affects the production process and the business process.
The effect of unauthorized absenteeism is more compared other types of absenteeism.
However it would be difficult to completely avoid absenteeism. The following measures are useful in controlling or minimizing absenteeism. Employees who are not satisfied with their career in the present organization may seek suitable employment in other organizations.
Similarly organizations may also prefer candidates from external sources, if the internal candidates are not found suitable. This situation in career development of both the individuals and the organizations result in external mobility or employee turnover. External mobility means shifting of employees into and out of an organization.
It is defined as the rate of change in the employees of an organization during a a definite period. It measures the extent to which old employees leave and new employees enter into an organization. Types of labor turnover: External mobility is of two types viz: Accessions are additions of new candidates to the existing employees.
It includes employment of new candidates, reemployment of former employees, employees called back to work after layoff etc.
They are also called employee turnover. These factors led to job cuts in many organizations. Computation of external mobility: Rate of external mobility is generally computed in terms of accession rate, separation rate and composite rate.
Their computation formulae are given here under: The difference between accession rate and separation rates indicates the strength of employees and the need for fresh employment. These formulae are important to compute and compare the rates with those of other organizations for the same period and of the same organization for the past years.
This comparison shows the trends in the mobility rates and the place of the organization in the community in respect of turnover.
Further it shows magnitude of the problem and indicates the effects of external mobility. Effects of external mobility: Certain degree of external mobility is inevitable due to death, retirement, and layoff and is also desirable it enables the flow of efficient human resources into the organization.
But mobility behind the level confronts managers with many interrelated and knotty problems like deployment and redeployment of human resources among various departments and jobs, increasing cost of reemployment, induction and placement, increasing rate of accidents and wastage, declining efficiency of employees and overall productivity etc.
These problems include discontinuation in service, loss of salary, disadvantages in getting various fringe benefits which are tied to the length of service like quarters, privilege leave, bonus, loss in retirement benefits etc.
Personnel managers have to analyze the cause of mobility before suggesting measures to reduce it. The data about external mobility can be collected through exit interviews and questionnaires.Employee absenteeism is a major problem in our industries.
It is habit of being absentee (it is the person who habitually tries to stay away from work place).Organisations often have to p a huge cost of absenteeism in terms of its effect on the production, planning, efficiency and functioning of the organisation. The issue of employee absenteeism is a major problem that has attracted researches around the globe in a bid to proffering solution to its occurrence in the private and public sectors.
Disaffected employees, the results say, miss 10 more working days through absenteeism compared with fewer than five days for other employees.
The survey, which questioned workers, found that there are 8% fewer fully committed employees in the UK than in the US. Absenteeism and Employee Turnover Essay Sample Absence is a phenomenon that is present in organizations that are large and small, public or private, urban or rural.
It is an issue of concern for many managers because it is often costly for the organization as well as for individuals. INTRODUCTION BACKGROUND Absenteeism is a big obstacle in the growth of any company. Number of Employee absenteeism is an accredited problem in any organization which uses fixed work schedules, Dalton & Mesch, (), and Cascio (), as Mayfield & Mayfield, () defines it .
The research on absenteeism in the Gauteng Department of Health is confined to the period of 1 January to 31 December and focused on the working-man days lost, how absenteeism is managed and employee well-being and rehabilitation.