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Absenteeism: Is the employee or employer to blame?
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Is the employee or employer to blame?
Definitions of absenteeism and sabotage and discussion of whether Employee absence could be called sabotage Please use headings as I did in the example report I posted.
Absenteeism can be an affect of employee discontent. It translates into employees taking a frequent amount of sick days from work without good reason. Is this your own definition? if it someone else’s it needs to be referenced. It is also defined in study session 1, section 1.4
Sabotage is when a person deliberately destroys or obstructs. Reference please In the context of this report it would translate to a person taking key days off sick in order to disrupt the flow of business. It is also defined in study session 1, section 1.4
To say whether absenteeism is a form of sabotage, it is essential to consider each case taking into account the particular circumstances and motives behind the absence. For example, a person who is absent for six weeks following an operation would not be considered in the same way as someone who has had six Mondays off because they were ‘not feeling well’. What is happening in this case do you think?
If a person is constantly off by design how would we know this?, so that the company’s reputation is tarnished this could be seen as a form of sabotage and dealt within appropriately through the company’s absence management procedures.
4. How does absenteeism affect
Both Lord McKenzie and Markowich reference the original source here as well as in the list of references. Here it would be Markowich and Eckberg (1996) describe the difference in mentality of people who are absent for a genuine reason from those who take unnecessary days off.
Lord McKenzie, a Minister in the Department for Work and Pensions stated “One million people take sick leave every week: 3000 of these will not return within six months, and of these 2,500 will still be on incapacity benefit five years later, having lost much of their dignity, independence and involvement with society." In his quote Lord McKenzie states how absenteeism affects a person’s mental health when they are off work. Those who are off work can feel depressed and feel as though they are letting colleagues down and eager to report back to work.
There is however those who are seen to cheat the system, by taking the odd Friday off to extend their weekend. Markowich states that some employees have the mentality that the "time is due to me - whether I'm sick or not", or see sick leave as "use-or-lose benefits". The employees Markowich is referring to are those who feel benefit from sick days. All interesting but not completely answering the question – what is the effect on the individual off sick (answered here to a limited extent) and what is the effect on those who are still working? (not answered here).
Absenteeism impacts performance of colleagues. If staff are absent from work, they are unable to carry out the functions for which they have been employed to do. In many businesses, these functions have to be delegated to someone else - otherwise the business could suffer.
If an employee feels that they are constantly covering the workload of someone who often takes odd days off they will begin to feel aggravated and undervalued and stressed due to overwork and this may lead to further HR problems. Such as …
175 million working days are lost to sickness absence each year, costing business and the economy around £13 billion a year. Tell me the source of this quote here. This is of great concern to business. A motivated team can increase productivity, and reduce staff turnover. Conversely, high staff turnover and absenteeism could result in a business underperforming and a tarnished reputation which could reflect badly on the business.
Businesses spend more on recruitment, training and sick pay to cover those who are absent than they are upskilling the current workforce. Source? They could also lose customers.
5.1 sub heading please
An example of absence management can be found in an article from The Times entitled “Versatile vouchers” written by Virginia Matthews on 16 May 2007 http://www.timesonline.co.uk/tol/life_and_style/career_and_jobs/secretarial/article1794529.ece. (Appendix 1).
5.2 sub heading please
I have chosen this article because the companies that have used the voucher system are well known employers and it is directly used to combat absenteeism.
It demonstrates rewarding good attendance by a voucher system, which contributes to the company’s ability to deliver better service and promote high morale amongst employees. It has a cost too – is it worth more than the money saved do you think? It reaffirms that effective management of sickness absence can be of mutual benefit of both employees and the business.
The voucher system recognises the importance of proactive and positive approach to managing sickness absence; it demonstrates how issues are managed fairly and rewards staff receives who have acceptable levels of attendance. Not only is it a reward in receiving the vouchers, but the presentation of the vouchers by managers to staff, allows people to be proud of their achievement. Does it show both sides of the argument?
5.3 sub heading please
Rewarding an employee’s contribution to the business can be shown in Steers and Rhodes’s (year) model (Figure 1.2). This model states that people’s attendance is affected by varying factors, first a person’s motivation to work and secondly the capability of the person in their job role. Box 5 states that incentive rewards systems are a contributing factor when a person attends work. In some cases the reward may not be a voucher or financial reward; it could be annual leave or a dress down day. In this case, though it is vouchers.
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