This document discusses absenteeism in the workplace. It defines absenteeism and categorizes different types of absences. Absenteeism can negatively impact organizations by disrupting work schedules, lowering productivity and morale, and increasing costs. The document then examines common causes of absenteeism, such as job factors, economic pressures, social/cultural influences, and psychological reasons. Finally, it explores using incentives to reduce absenteeism by motivating employees to avoid unnecessary absences.
Absenteeism, Destructive Workplace BehaviourCG Hylton Inc.
• Types of absenteeism: culpable, innocent: making the distinction
• Addressing the root causes of absenteeism to determine if it is a symptom of stress, burn-out, addictions etc.
• Proactive strategies and guidance to rectify the behaviour
• Attendance policy: tips and strategies
• Ignoring it won't make it go away: how to communicate expectations, policy and confront the issue
• Determining when termination is appropriate
Absenteeism, Destructive Workplace BehaviourCG Hylton Inc.
• Types of absenteeism: culpable, innocent: making the distinction
• Addressing the root causes of absenteeism to determine if it is a symptom of stress, burn-out, addictions etc.
• Proactive strategies and guidance to rectify the behaviour
• Attendance policy: tips and strategies
• Ignoring it won't make it go away: how to communicate expectations, policy and confront the issue
• Determining when termination is appropriate
Attendance policy is a set of rules related to the attendance of employees. It includes rules related to absenteeism i.e. number of leaves allowed – sick leaves, casual leaves, vacation leaves or other types of leaves authorized by the company.
For more information visit https://www.hrhelpboard.com/hr-policies/attendance-policy.htm
Importance of Maintaining Workplace DisciplineTime Labs
Discipline is essential to become successful in life as everything one aspires needs a little disciple or self-control.Having an automated time and attendance keeping system is the very first step that ensures discipline at workplace.
This presentation by Employsure provides an overview of employee resignation. It covers - Receiving a resignation notice.
- Unintended resignation.
- Constructive dismissal.
- Resignation withdrawal.
It helps employers understand what to do when they receive a resignation letter, how to proceed in the case of an unintended resignation or resignation withdrawal and outlines the essentials of constructive dismissal. This presentation is designed to help employers understand their rights and obligations.
It's often a challenge for owners and managers of SMEs to ensure they are compliant. Small businesses sometimes struggle to understand their obligations to employees and that's where Employsure can help.
Employsure protects employers from risks by providing unlimited advice, legally compliant documents, insurance and representation. Employsure is a workplace relations specialist dedicated to helping small businesses succeed by creating fair and safe workplaces.
Call us: 0800 675 700
Visit us at: https://employsure.co.nz/
LinkedIn: https://au.linkedin.com/company/employsure-nz
Facebook: https://www.facebook.com/EmploysureNZ/
Twitter: https://twitter.com/EmploysureNZ
Employsure Workplace Presentation | Absenteeism Employsure AU
This presentation by Employsure provides an overview of how to manage absenteeism in Australia.
It answers the questions:
- What is absenteeism?
- What is the cost of absenteeism?
- How can I manage absenteeism?
- What are the correct procedures to follow?
Owners and managers of SMEs in Australia often struggle to understand their obligations to employees, and with one of the most complex workplace relations systems in the world it's a challenge for business owners to ensure they are compliant.
Employsure protects employers from risks by providing unlimited advice, legally compliant documents, insurance and representation. Employsure is a workplace relations specialist dedicated to helping small businesses succeed by creating fair and safe workplaces.
Call us: 1300 651 415
Visit us at: https://employsure.com.au/
LinkedIn: https://www.linkedin.com/company/empl...
Facebook: https://www.facebook.com/employsure.c...
Twitter: https://twitter.com/Employsure
Employee retention is a process in which the employees are encouraged to remain with the organization for the maximum period of time or until the completion of the project
In these slides, I am going to be discussing absenteeism and how to manage and control it. I am considering absenteeism to be the deliberate, unauthorised, repetitive or habitual absence from work of an employee. I will also provide some points to show how PARiM is a great solution to these issues.
Discipline in the workplace is the means by which supervisory personnel correct behavioural deficiencies and ensure adherence to established company rules. The purpose of discipline is correct behaviour. It is not designed to punish or embarrass an employee.
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Attendance policy is a set of rules related to the attendance of employees. It includes rules related to absenteeism i.e. number of leaves allowed – sick leaves, casual leaves, vacation leaves or other types of leaves authorized by the company.
For more information visit https://www.hrhelpboard.com/hr-policies/attendance-policy.htm
Importance of Maintaining Workplace DisciplineTime Labs
Discipline is essential to become successful in life as everything one aspires needs a little disciple or self-control.Having an automated time and attendance keeping system is the very first step that ensures discipline at workplace.
This presentation by Employsure provides an overview of employee resignation. It covers - Receiving a resignation notice.
- Unintended resignation.
- Constructive dismissal.
- Resignation withdrawal.
It helps employers understand what to do when they receive a resignation letter, how to proceed in the case of an unintended resignation or resignation withdrawal and outlines the essentials of constructive dismissal. This presentation is designed to help employers understand their rights and obligations.
It's often a challenge for owners and managers of SMEs to ensure they are compliant. Small businesses sometimes struggle to understand their obligations to employees and that's where Employsure can help.
Employsure protects employers from risks by providing unlimited advice, legally compliant documents, insurance and representation. Employsure is a workplace relations specialist dedicated to helping small businesses succeed by creating fair and safe workplaces.
Call us: 0800 675 700
Visit us at: https://employsure.co.nz/
LinkedIn: https://au.linkedin.com/company/employsure-nz
Facebook: https://www.facebook.com/EmploysureNZ/
Twitter: https://twitter.com/EmploysureNZ
Employsure Workplace Presentation | Absenteeism Employsure AU
This presentation by Employsure provides an overview of how to manage absenteeism in Australia.
It answers the questions:
- What is absenteeism?
- What is the cost of absenteeism?
- How can I manage absenteeism?
- What are the correct procedures to follow?
Owners and managers of SMEs in Australia often struggle to understand their obligations to employees, and with one of the most complex workplace relations systems in the world it's a challenge for business owners to ensure they are compliant.
Employsure protects employers from risks by providing unlimited advice, legally compliant documents, insurance and representation. Employsure is a workplace relations specialist dedicated to helping small businesses succeed by creating fair and safe workplaces.
Call us: 1300 651 415
Visit us at: https://employsure.com.au/
LinkedIn: https://www.linkedin.com/company/empl...
Facebook: https://www.facebook.com/employsure.c...
Twitter: https://twitter.com/Employsure
Employee retention is a process in which the employees are encouraged to remain with the organization for the maximum period of time or until the completion of the project
In these slides, I am going to be discussing absenteeism and how to manage and control it. I am considering absenteeism to be the deliberate, unauthorised, repetitive or habitual absence from work of an employee. I will also provide some points to show how PARiM is a great solution to these issues.
Discipline in the workplace is the means by which supervisory personnel correct behavioural deficiencies and ensure adherence to established company rules. The purpose of discipline is correct behaviour. It is not designed to punish or embarrass an employee.
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
ITS MY SUMMER TRANG PROJECT WHICH I HAVE DONE IN TEXTILE INDUSTRY.IN THS I SOLVED OUT ALL THE PROBLEMS AND I WISH THS PROJECT HELPS U.WISH U ALL THE BEST.
Absenteeism is the term generally used to refer to unscheduled employee absences from the workplace. Many causes of absenteeism are legitimate—personal illness or family issues, for example—but absenteeism can also be traced to factors such as a poor work environment or workers who lack commitment to their jobs. If such absences become excessive, they can adversely impact the operations and, ultimately, the profitability of a business.
A study of causes of students’ absenteeism in D.E.I. Educational Institutions...AMAR SHAKTI KUMAR
After research I have been found the causes of absenteeism and I have given suggestions for decrease it.
The causes of absenteeism are:-
1) Students don’t like timing of the class.
2) Students not interested in particular subject.
3) They don’t like instructor.
The entire study is based on primary data which have collected by filling questioner by all three study centers Students of B.com I Agra.
Combatting High Employee Turn Over
Rates
6
COMBATTING HIGH EMPLOYEE TURN OVER RATES
Niesha Turner
DeVry University
Professor O’Keefe
Technical Writing
November 29, 2015
Executive Summary
This document tackles the issue of employee turn over. Reasons behind employee turnover are numerous including poor working environment, lack of compensation, failure to reward employees, failure to involve employees in decision making among other reasons. This can have a negative impact on the performance of an organization noting that employees constitute the most important department to any organization; Human resource. Taking corrective measure thus is a must for any organization that notices the situations of employee turnover becoming prevalent. Such include among others rewarding employees, minding their health and welfare as well as taking interest in their development. Organizations ought to take care to avoid employee turnover and retain their work force for enhanced productivity.
Introduction
Employee turnover is a situation whereby employees leave a company by way of resigning, being laid off or having their contract terminated. Contracts can be renewed and being laid off can as well mean that there are problems within the organization. If mostly employees make personal decisions to leave an organizations especially by way of resigning, and then this happens to be done by many employees within an organization and within short durations of time, then it is usually a clear indicator that there I a problem that should be addressed. High employee turnover can lead to a negative image about a particular organization and it could lead to a problem by regulators if the situation looks massive. Every organization thus needs to ensure that there are measures in place to ensure that its employees are retained and as well act as ambassadors of the organization even when at work. This is only achieved when the employees are treated well and are satisfied with their jobs. When employees are happy and more satisfied with their work, they are usually more productive. Hiring the right people is the beginning point of employee retention since people that are unfit for a particular role can’t be satisfied with it especially if they do not perform according to their expectations. Besides hiring the right people, offering opportunities for growth and development of employees as well helps combat high employee turnover and so does offering flexibility in working, recognizing and rewarding employees and keeping compensation and benefits packages current.
Description and Background information
Several authors have looked into the issue of employee turn over. Almost all authors that look into the issue concur that organizational psychology can easily be used to explain the problems associated with employee turnover. With this regards, factors of motivation and demotivation are a wide range of individual elements that are very si.
This presentation seeks to understand all possible factors behind Employee Attrition in the Philippine Corporate setting with challenges to HR departments to be innovative in addressing this problem.
This is a project on how employee turnover occurs and how do we make sure that the turnover of employees reduces and the banking industry retains its employees by adopting certain measures.
Financial Education promises employers a return on investment of atlaest 1:4
i.e., for every one rupee spent in teching employees about their personal finance the organizations stands to gain 4 rupees directly.
To know more view the below presentation
In this presentation, we will discuss the meaning, types, categories, causes, features and calculation rate of absenteeism in a professional environment and corporate organisations.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
An expatriate employee is someone who lives and works in outside of .docxSHIVA101531
An expatriate employee is someone who lives and works in outside of their native country at the behest of the company they work for. These employees can have a difficult time maximizing their productivity because of the problems that come with adjusting to another country. These problems can be different depending on cultural upbringing. For example, the five hardest adjustments for Employees from the United States have are an inability for their spouse to adjust, Manager’s inability to adjust, other family problems, manager’s personal or emotional maturity, and an inability to cope with larger overseas responsibilities, in that order (Hill & Hult, 2019). But Japanese employees have problems with inability to cope with large overseas expendabilities, difficulty with a new environment, personal emotional problems, lack of technical competence, and inability for a spouse to adjust in that order (Hill & Hult, 2019). As you can see there is some overlap but the issues are generally different with different levels of the problems being caused. Regardless of the cultural difference these problems are usually cause by three things, unclear expectations, learning a new organization, and under-utilization of overseas experience (Vilet, 2017). Often times management will be very gung ho about the importance of international experience before the assignment but won’t state clear goals of what kind of experience they want the employees to get. This not only causes problems while overseas but management often has a different story when an employee returns making employees feel unvalued. Speaking of unvalued having to work internationally means having to learn to operate in a new organization structure. While the company is the same often operations in other countries are different so employees have to learn fast. Evan if they are adaptable and successful with the new organization they often return to find their coworkers have received favorable treatment or even a raise or promotion. This makes them again feel like their work overseas isn’t valued. Management often doesn’t grasp that in many cases coming back the employee’s home country is usually a downgrade in responsibility then when they were overseas (Vilet, 2017). Firms can mitigate these issues by being up front about what expatriate employment means for the firm. There should be training in place for employees to adjust to a new country and the new circumstances of the organization the employee will be joining. There should also be an upfront incentive that is clear upon their return to their hope country if requirements are met while oversees. From an outside perspective companies should work to create social communities in their overseas organizations to help spouses and families adjust to a new environment and community as easily as possible. These factors will allow employees to feel more comfortable and satisfied in the long run which will ultimately increase employee loyalty and create a str.
Compensation Dimensions (Payment for Work and Performance, Payment for Non-working Days, Loss of Job Income Continuation Benefit, Disability Income Continuation Benefit, Deferred Income, Spouse/Family Income Continuation Benefit, Health, Accident and Liability Protection, Income Equivalent Payments)
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
2. 2
1. Absenteeism
The word absence in any organization means the employee being not available in
the place of work for few hours, one or few days. Such absences fall in to the following
categories by obtaining.
Short leave
. Entitled leave
Casual leave
Vacation/Annual leave
Sick leave
Lieu leave
Maternity leave
Paternity leave
Study/duty leave
Accident leave
No pay leave
Unauthorized leave
For the purpose of this study absenteeism is taken as the practice of keeping away
from work frequently, in a manner that disrupts the normal functions of the office. This
includes those who stay away from work without prior approval (unauthorized, no pay leave
and leave in excess of entitlement.
If excessive absenteeism is to be reduced to the minimum it is necessary to find
out the causes. It is also very relevant to examine how absenteeism affects any institute and
its overall impact even to the country on the whole. Hence absenteeism has to be viewed both
from organizational level as well as national level.
1.1 How Absenteeism Affects Enterprises
Enterprises depend on its employees to perform the required tasks, according to
the annual plan in order to maximize profits, provide a service to customers, to supply goods
according to the demand etc. Each job has the job description and individual employees have
their list of duties which is organized in such a way to fulfill the organizational objectives.
However in practice there are many reasons for not achieving the organizational objectives.
These include break down of machinery, delays in supplies, financial difficulties, and
administrative barriers and last but not the least, absenteeism. Employee’s absence on the
factory floor or office invariably has connection with the output of the organization.
The direct effect is disrupting of the work schedule of the individual. The planned
work of the employee will suffer. As a result there can be delays in other connected work
Even if another employee is detailed for that work the efficiency and the quality may not be
the same. Sometimes this may lead to excess overtime which ends up in additional expenses
for the organization. The direct and indirect costs of absenteeism can be listed as:
Other employees have extra work load or a new supporting person
Training the replacement
Staff morale suffers
Overtime payments will increase
3. 3
Wage cost of the new employee
Staff time is wasted making alternate arrangements
Time used for controlling and maintain required records.
The more drastic indirect effect could be the continuous neglect of absenteeism
which may lead to a persistent problem where the image of the organization will suffer.
Hence absenteeism hinders manpower planning, could lead to industrial relations
problems, and interferes or may even bring about a breakdown in the running of an
organization.
In order take action to reduce or prevent this misfortune that affects many
organizations in Sri Lanka it is opportune to find out the major causes of absenteeism
2. Causes of Absenteeism
Absenteeism is a universal problem. The reasons for absenteeism can be of
diverse nature depending on the country, organization or even different departments in the
same institute. Sometimes these causes may affect absenteeism in a variety of manner
depending on the conditions, work situations, times and the individual employees. This
shows how complex absenteeism is and the importance of examining the reasons specifically
for a particular organization and even at the different levels of employees.
Renesis Linkert in his book “New Patterns of Management” has stated that
absence like all other types of ‘end result variables’ (e.g. productivity, factory accidents,
turnover etc.), is in fact related to the Management System of the organization.
Dorothy Abeywickrama has listed a series of possible correlates analyzed under
four broad categories, namely, job and plant factors, economic factors, social and cultural
factors and psychological factors. She has explained these categories in detail with special
reference to Sri Lanka, in her book Employee Counseling and Absenteeism. Some of the
positive correlated factors are as follows
2.1. Job and Plant Factors
Lack of industrial aptitude; majority of workers who came from agrarian
sector with little or no technical education.
Casual Intake; When absentees are substituted with casuals over long
periods a core group of absentees are created.
Ex-post facto leave approval; Although the HR policy is that all leave
(except sick and accident) should be availed of after approval this does not
happen in practice.
Overtime work; Heavy overtime work could result in excessive fatigue
which ends up in taking rest .
4. 4
Reprimanding; Reprimanding although results in higher absenteeism
according to research, once combined with counseling can create a negative
correlation on absenteeism.
Scope for small entrepreneurship; When some employees have other
business ventures in addition to their regular employment in order to meet the
demand of the business they get absent from work.
2.2 Economic factors
Transport costs; as transport costs rise absenteeism increases employees
decide to stay home after ‘so many day’s attendance, as thereafter it is not
economical to go for work as transport costs exceed the possible pay cut.
Indebtedness; Among the poorer class this is so acute it leads to
absenteeism. It is a case of not being able to face the creditors who are located
near the office.
2.3 Social cultural factors
Location of the establishment; workers from distant
hometowns are prospective bad absentees.
Seasons; Many employees from rural farming backgrounds keep away
from work during harvesting time. During other festive periods like New Year,
Wesak and Christmas too this occurs.
Alcoholism; They form part of the core absentee group
Spouse employed overseas; Lone parent has to look after young children
and absenteeism occurs,
Peer group Influence; This play an important role in
absenteeism
2.4 Psychological Factors;
Lack of Interest in work; Due to various reasons the employee can be
dissatisfied, de-motivated or frustrated which could result avoiding workplace.
The employees, who keep away from office, can be categorized into 4 major
groups according to the publication “Human Talents Management” by Jayadeva de Silva
(2000). Those are as follows:
The bored absentee;
Work is not interesting or challenging for the employee.
Such employee tends to keep away from work just before holidays or
just after holidays.
The immature absentee;
The employee fells a day off is a fringe benefit and does
not think about the consequences of his absence. Often influenced by
others and does not take work seriously.
5. 5
The frustrated absentee;
This employee gets habitually absent in order to relieve the
frustration due to work pressure or other factors.
The avenging absentee;
The person feels victimized or taken advantage of and
perceives that he is subjected to injustice, discrimination in the work
place.
According to www.benefits.org/interface/cost/absent the following are the
possible causes;
Serious accidents, illnesses
Low morale of the employee
Poor working conditions
Boredom on the job
Lack of job satisfaction
Inadequate leadership on the part of the supervisor
Personal problems(financial, marital, child care)
Poor physical fitness
Inadequate nutrition
Transport problems
No financial loss to the employee
Stress and heavy work load
2.5 Reduction of Absenteeism by Introducing Incentives.
It is necessary to find out whether these causes for absenteeism could be
Compensated with incentives.
Absenteeism is a major measure of employee morale according to Gene Levine.
(www.genelevine.com) It is also stated that absenteeism rate above 5% is very serious and
3% is the standard goal of any industry. If it is left unchecked high absenteeism can lead to
very serious problems including morale issues and turnover.
No. of lost working days due to absence
Absenteeism rate = ------------------------------------------------- X 100
No. of employees X No. of work days
(Total possible man days)
It is seen from research in this field that the cost of absenteeism is greater than the direct
payment of wages and benefits paid during absence. Further it is also necessary to consider
indirect cost of staffing, scheduling, retraining cost, diminished morale, turnover and
opportunity cost involved in absenteeism. Indirect costs exceed the direct costs of
absenteeism which does not include recognized holidays, approved leave, vacations, and
allowed absences (www.benefits.org/interface/cost/absent)
6. 6
In order to combat absenteeism research suggests providing incentives in an appropriate
manner.(www.employer-employee.com/absent). It is stated that giving incentives for reduced
absenteeism is not as same as rewarding or giving employee bonuses for reduced
absenteeism. An incentive provides an employee with a boost to their motivation to avoid
unnecessary absenteeism. It helps an employee to decide to go to work and not stay at home.
The following are suggested:
En-cash unused sick leave at the end of the quarter/year.
Two hours of bonus pay for every month of perfect attendance.
Offer buffet lunch, certificate of achievement, scratch off card
concealing prizes for perfect attendance
Giving phone cards for perfect attendance.
It is also important to make sure that the incentive scheme is unique to the
organization.
According to Joseph J Martocchio, Timothy A judge believes that some organizations
try to identify the employees whose absence is higher than the levels sanctioned by the
organizational policy. But it is difficult to detect involuntary/voluntary absenteeism as no
separate records are kept.
It has to be understood that the incentives should match the objective. Appropriately
chosen incentives can be more cost effective than many realize (Paris Micheal 2002). Such
incentives can reduce absenteeism and excessive turnover.
According to a study done by Jay S Kim and Anthony S Compagna of Ohio
University flexi time programme appears to permit employees to reduce their use of unpaid
absences. This is also a possible scheme in Sri Lanka with appropriate adjustments not to
disrupt the work in the Institute.
Judith Brown suggest that telecommuting is a very effective incentive to combat
absenteeism. The underlying concept is moving the work to the worker instead of moving
worker to work.. There can be community centers equipped with computers, fax machines
etc close to workers, so that the work can be sent along electronic highway. This may be
implemented in countries where technology has reached a very high level. In Sri Lanka this
is yet a dream!
In the Sri Lankan context not much of research is available on this subject Dorothy
Abeywickrama (Employee Counselling and Absenteeism, 2001,p 40) in her research study of
15 establishments from each of private and public sector in Sri Lanka found the following:
“Also the prevalence of a system of counseling bad attendance workers showed a
moderately inverse relationship with absenteeism and this was reinforced by the
findings from the attitudinal responses where over 64% responded for the
suggestion”
It shows that employee counseling may be effective in controlling absenteeism.
However it is to be further studied whether this will be the same for all employee categories
7. 7
Further in this study she has found that work incentive schemes which were in
operation had not worked successfully and that absenteeism was higher in these Institutes.
Therefore she suggests a model for chronic absentees a good attendance prize scheme for
good attendance combined with a prize disqualification certificates as a negative reinforce.
Counselling scheme is also to be strengthened with the option of rewarding with cancellation
of such disqualification certificates when their attendance improves.
It appears that it would be better to have attendance related incentives in order to get
the employee to the work place regularly and to have strict performance targets to achieve
goals rather than work incentives.
Literature could not be traced on absenteeism at different levels of employees or how
the incentives affect such categories.
It is seen how incentives can motivate people to do what you want them to do.
Consumer promotions that use incentives are good examples. Hence properly designed
incentive schemes should be able reduce absenteeism It may also be important to see whether
these causes are the same for different categories of employees. The incentives may be
proposed depending on the category of employees.
Bibliography
Abeywickrama, Dorothy, Employee Counselling and Absenteeism, Ceylon
TobaccoCompany, 2001
De Silva Jayadeva, M.U. .Human Talents Management, 2000
Kim Jay, S and Campagna Anthony S, Effects of Flexi time on Employee
Attendance and Performance: A field Experiment, Academy of Management
Journal1981, vol 24, No 4 (www.orgstudies.org/any/abstract)
Levine, Gene. www.genelevine.com/papers/27
Martocchio, Joseph, J, and Judge a, Timothy. Dispositional Influences on
Attribution Concerning Absenteeism, Journal of Management, Nov- Dec
1996.(Online edition)
Michael, Paris, Make Incentives Match Objectives, Manufacturing
Engineering, April 2002 (Online Edition)
8. 8
Renk, Karen, The Power of Incentive Programme: The Right Incentive
Programme can Motivate Ordinary People to do Extraordinary Things, H R
Magazine ,Sept 2004 (Online edition)
www.benefits.org/interface/cost/absent
www.careerjournaleurope.com
www.employer-employee.com/absent