Factors of Absenteeism and Impacts on Organizations

Factors of Absenteeism and Impacts on OrganizationsIt create a long hassle in an face when employees misses too m whatever solar age attain-key from lay down and in these situations different employees devote to overcompensate their hammer who argon finish up from march and the return simply does not get bygone in a well manner.The comp any must(prenominal)inessiness find step to the fore that the absence is involuntarily or voluntarily beca utilisation involuntarily means any mannequin of illness or any unavoidable reason by which the employee is unable to come on go. Voluntarily means when an employee is takeminded from execute with payoff any reason carriage invite to worry about this merciful of absence of employee need to get any documentation. slightly time the absence may be excessive in this type manager should discriminate the employees attendance record with the other employees if the record of one employee is bad past the other means he was too many sidereal days off from work then it may be excessive slayeeism. So the manager should discuss wholly the matter to the employees truly friendly to improve the process of the company the employees must aw atomic do 18 of this thing that their absence is affecting others. manager should fork up a written notice to the employee who is absent too many days from the work to warn him/herBasically absenteeism occurs when an employee of any organisation does not come to work collectable to several intentional or ignorant reasons like illness, injury, or any other habitual reason. Absenteeism affects the occupation in the terms of unconnected productivity. According to U.S. bureau of the census and U.S. bureau of turn over statistic up the direct losses about $40 billion a stratum and social security administration determined that, annually actors at sea to a greater extent then half a billion days. http//www.e take subscriber lines.com/biz-encyclopedia/absen teeismTypes of absence at that place are many reasons why slew off from work. Some those flowerpot be categorised asShort-range sickness absence (uncertificated, self-certificated, or covered by a doctors fit note which superceded the sick note from April 2010)Long-standing sickness absenceUnofficial absence or persistent lateness otherwise absencesfor typeface,annual leave maternity, paternity, adoption, or parental leave time off for public or trade union duties, or to occupy for dependents gentle leave educational leave.How much does absenteeism cost your business?The workers which are absent from the work cost the business a lot and decrease the revenue of the businessEespecially un leaveed absence from work cost a lots to business like casual sickness of employee casual absence move affect per day productivity of business. This is a common problem of organisations in every organisation employees have 5.4 unintended absence in 1 day.According to Mercer,absence seizures , the complete cost of absence puke satisfactory as much as 36% of payroll (compared to 15.4% for health sympathize with coverage). Of that figure, 9% accounts for unplanned absences. Planned absences, like vacations and holidays, average 26.6%. For a midsize business, this unplanned absence tooshie account for as much as $4.5 jillion dollars per year. (http//www.super-solutions.com/CostofAbsenteeism.asp)Employer of the business must look upon the direct and indirect expenses incurred by the employee absent from work. Direct cost are the cost which are normally gainful to the employee as a benefit during the absence form work it accommodate sick absence, paid holidays or vocations. But the real impact of the absence of employee comes in the form of indirect cost which are represented byThe absence of employee affect badly in the completion of any spue or can slow it downIf the employee us absent from worker the a pro tempore worker or the employees supervisor have to cov er the work of the absent employeeThe absence of the employee slows only does not stop ejectThe replacement of employee is less efficient in an organisation it can be percentile as follow71% as efficient during unplanned incidental absences79% as efficient during planned absences80% as efficient during extended absencesThe work output of 4 to 8 co-workers was cut back by 19%Normally non attendance can cost as much as about 1000 to business per employee every year one somebody is taking day off from work magnate be not have the appearance _or_ semblance like a big retail store but when we add up the sum it cause the decrease in the productivity with the increased strain on other areas of the business. The fact is that it should not be taken lightly.What if you need to hire in a passing worker to pick up the workload? What if mostone who is covering the work needs to be paid overtime? What if their absence means a suggestion doesnt get in on time resulting in a lost contract?I ndeed, absenteeism can take a financial gong in several companies for that matter in different respects. The most frank cost in the sector of sick leave benefits provided that the business offers some benefits but there are many hidden costs as well.These are some hidden charges which cost to business in the case of absenteeism as followLost productivity of the absent employeeOvertime for other employees to fill inDecreased overall productivity of those employeesAny temporary help costs incurredPossible loss of business or disgruntled customersProblems with employee moraleMore over IHC estimates that 13.4 million work days a year are lost to stress, anxiety and depression, and 12.3 million to back and upper limb problems.And the overall cost to UK indus r apiece? A whopping 11.5bn in 2002 was paid out in wages to absent employees and on super fluous overtime and temporary staff cover, according to the CBI. http//news.bbc.co.uk/1/hi/business/3563609.stmNumerous factorsTaking a one-off sick may not seem a problem to the employees in a administration but they all add up to a major cost to a organization as well a industry of any country So much so that according to a report by health care consultancy IHC, 40 million days are lost each year in the UK to work absenteeism. And 93% of employees was absent from work imputable to colds and flu IHC says that in reality at least half of all workplace absence has absolutely nothing whatsoever to do with health. People square off to stay a elbow room from the office personal or domestic issues.http//news.bbc.co.uk/1/hi/business/3563609.stmMotivationMany employers attempt to clear out on unwarranted absenteeism through tighter control. They ask employees to attend a meeting with their supervisor straight away upon their return to work, they demand a note from a doctor or use some other shipway that targets the symptoms of absenteeism rather than its underlying causes. But the problem re of imports the same becau se they must concent prise to cut the roots of the problem the only thing that must do is to instigate. They must start by creating a relaxing an serious environment in which to communicate must create a as bell ringer one where the shop floor workers can meet management without any pres real n discuss the problem which they are facing . Employers must communicate it is very important task in want which use up known the views and gladness of everyone in the businessPerformance = function (ability x motivation) in that location are arrive of different views of different people that what can motivate the workers. The most common possibleness of Herzberg is discussed followMotivational Theory Herzbergs both Factor TheoryHerzberg found many aspects of that what factors please the employees or displease the employees about their work place. He developed the motivation hygiene guess in which he called the motivators and the dissatisfiers to use hygiene term in the experience of to maintenance factors which are very important to avoid dissatisfaction. Herzberg theory of motivation was based on two factors hygienic factors and motivator factorsHygiene Factors which can demotive when the employee is not present. Hygiene Factors influence the dissatisfaction of a person, but are seldomidentified as creating frolic satisfaction.SupervisionInterpersonal relations corporal working conditionsSalaryCompany carSecurityRelation with subordinates personalized lifeMotivation Factors which will motivate when present.Job dissatisfaction isntusuallycaused by a lack of Motivation Factors, but they areidentified as the cause of job satisfaction.achievementadvancementrecognitionresponsibilitywork itselfThe factors that motivated them in the workplaceThese all are the factors that gave the employees an motivation to work to resultant in job satisfaction. These are also known as motivators these motivators increased the job satisfaction of the employee towards his work an d further increase the abilityThose factors that prevented job dissatisfactionThese factors are those that banned the job dissatisfaction. These factors did not shake up the employee felicitous or have job satisfaction it just removed the un happiness out of working. They are also know as hygiene factors these factors effect on the efficiency of the employees or it reduce the process of the employee in workHerzberg believed that all factors include into one of these categories and therefore had sepa straddle cost. Some factors include into both categories although they held a stronger position in one of them.Attribution theoryAttribution theory suggests that we observe a persons demeanour and then try to establish whether midland or external forces caused it. If it is a evaluated to be internal it is seen as being under the persons control if it is judged to be external it seen as a result of the situation. Attribution is said to be subjected to a number if consideration beca use we judge actions in a context. For example we judge how characteristic behaviour is and whether behaviour is unusual for a special(prenominal) person.If for example the person is absent from and the circumstances are that his or her attendance record is exemplary then the behaviour could be considered unusual and an external cause (that is that the behaviour is outside the control of the individual) will be attributed. If the absenteeism fits in with the general word form of behaviour then an internal attribution will be link up (that is it will be seen as being under the persons control.We also judge how consistent the behaviour is if it is consistent then we are most potential to attribute the behaviour to internal causes.(Organisational Behaviour and Work 3rd stochastic variable Fiona M.Wilson 2010)MeasurementHOW TO MEASURE ABSENTEEISMThe most clear way to beak employees absenteeism is to betray records of the attendance of the employees that how many days have employ ee not have came to work in many companies there is some sort of clock in or accountability set up to record the attendance of the employees working there when we have the proper record then we can soft know that how many employees are ill.Another key element of metre the absence effectively is accurate quantityment and monitoring. An organisation must measure if it has a problem with the absence issue its extent and the best way to solve or control this issue. at that place are just a fewer organisations which have set the target to reduce the absenteeismThere are different measures that can be used to calculate the absence each of the measure provides the different aspects of absence.Lost time rateThis measure head the overall percentage of the total time available which has been lost due to the absence of the employees of organisationFor example10 one-day absences 10 x 10 x 10 = 1,0001 ten-day absence 1 x 1 x 10 = 105 two-day absences 5 x 5 x 10 = 2502 five-day absences 2 x 2 x 10 = 40The touch off points are normally different in many organisations. As for all types of absence, the underlying causes will need to be identified.This measureshows the percentage of total time available which has been lost due to absence of employeesTotal absence (hours or days) in the purposex 100Possible total (hours or days) in the purposeFor example, if the total absence in the period is 124 person-hours and the total time available is 1,550 person-hours, the lost time rate is124 x 100 = 8 %1,550It can be calculated separately for individual departments of the organisation or groups of employees to reveal particular absence problems.Frequency rateThe measure access the average number of absences per employee, it access as a percentage. It does not give any sign of the length of each absence period, nor any sign of employees who take much than one spell of absenceNo of spells of absence in the periodx 100No of employeesfor exampleIf we take the record of organisation of one month so employed on average 80 workers, and during this time there were a total of 16 of them was absence, the frequency rate is16x 100 = 20%80by find out the total number of workers who take at least one day absence in one period rather than the total days of absence this measurement will show the individual frequency rateBradford FactorThe Bradford Factor identifies the constant short range absence for individuals, by measuring the number of days of absence, and is therefore a useful measure of the disturbance by this type of absence. It can be calculated using the formulaS x S x DS = number of absents in 52 weeks taken by an personD = number of absents in 52 weeks taken by that personFor example10 one-day absences 10 x 10 x 10 = 1,0001 ten-day absence 1 x 1 x 10 = 105 two-day absences 5 x 5 x 10 = 2502 five-day absences 2 x 2 x 10 = 40the trigger points will be different for all of the organisations. As for all types of absence, the underlying causes will need to be ide ntified.Steps to Control Unauthorized AbsenceThere are different theories which explain the causes of the absence and by which we can realize that we cannot solve the casual absence issues and other types of absence but we need a comprehensive approach to reduce the issue of absenteeism. There are three steps on which the company or employers must concentrate to avoid or control the absenteeismStep 1The employers must make a absence policy in an working order. non only the absence policy but also they must use other systems to make sure the rules and regulations of the absenteeism policy are implemented to employees in well manner such asWe must train the manager about the cost of the absenteeism and how to overcome itMake an policy or more(prenominal) rules regards to reduce the bills if the employees gone absent and communicate with them that how much money they have lost it will force them not to be absent without any reason but the most important thing we have to check the lo cal legal regulation and policy before this systemMust record the attendance of the employees and there should any kind of takings for the employee who was on work all the days in a period or who containing the maximum attendance let all the employees chose the winner for thatWe must make an absence policy align to the other policy specially which is related with the employees benefits. Such as we can create rules to not to give any kind of incentive or any loan to the employee whom attendance is not comfortablyStep 2We must make sure the employment system and the selection system consider absence issue such asThe recruiter for employees should mention the medical and health conditions as an main concernWe must make sure in interviews or in start that the candidate has an positive military capability towards the attendance importanceIt is very important to check not only for competency fit he must be checked for job fit which includes the interest and disposition of the candida te according to the nature of the jobStep 3Some of the problem of absenteeism is related to the job problem. If there is any poor performance of any employee then we must take actionWe must make the elastic working time arrangements like if employee have any kind of problem to go on Monday for domestic demands they can easily replace Monday to Saturday or any other day or if the employee attend the half day then he can work additional hours tomorrow to cover the missing hoursWe must put some interesting aspects in the job by enlarging the responsibilities by changing the nature of the job by making it challenging to the subordinates or by providing the additional trainings or coaching.What actions a manger should take for absenceThe important challenge for managers is to make people happier at work. This is a fact if the people are happy on the work then there will be less day off from work every time they wake up with a stuffy nose. Managers need to become more tuned to their emplo yees they have to take care of several things like emotional needs and find out what in reality motivates them. To reduce the amount of absence they must take some good decisionsPick the right person for job by interviewing and selecting people shit more time to or pay more attention to the applicants benignant side other then the qualifications.Find out what makes the employees happy and make sure about the views of them that they think positive and sure about it that job suits themShould motivate your people and coach them in different ways.As with all theories there is not even any guarantee that it will work very time but the majority employees are prudent people and if the we treat them in a good manner them they attitude towards the work will be positive manner. Mostly some of the employees need to know about their performance in the organisation if we want to rattling motivate them then we must give them the feedback and must guide them how they can improve their work mor e efficiently.Managers can make the job more interesting to employees by giving them the responsibilities, challenges, giving them new projects for work, or trainings. We should on a regular basis communicate with them formally and informally and must involve or deck up the staff meetings.