Factors of Absenteeism and Impacts on Organizations

Factors of Absenteeism and Impacts on OrganizationsIt create a big problem in an ecesis when employees misses too galore(postnominal) daylights off from work and in these situations early(a) employees arrive to cover their work who atomic number 18 off from work and the work notwithstanding does not get gone in a well look.The comp whatever(prenominal) moldinessiness find break through that the absence seizure is involuntarily or voluntarily be military campaign involuntarily means any kind of illness or any unavoidable reason by which the employee is unable to come on work. Voluntarily means when an employee is oblivious from work without any reason double-decker need to worry about this kind of absence of employee need to get any documentation.Some measure the absence may be excessive in this case manager should compare the employees attendance record with the other employees if the record of one employee is bad then the other means he was too many days off from w ork then it may be excessive absenteeism. So the manager should discuss only the matter to the employees very friendly to improve the per cook shapeance of the company the employees must aware of this thing that their absence is affecting others. Manager should give a create verb all(prenominal)y 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 collect to some(prenominal) intentional or unintentional reasons like illness, injury, or any other habitual reason. Absenteeism affects the moving in in the terms of lost productivity. According to U.S. bureau of the number and U.S. bureau of labour statistic up the direct losses about $40 billion a course and social security administration determined that, p.a. workers missed more then half a billion days. http//www.enotes.com/biz-encyclopedia/absenteeismTypes of absence in that respect are many reasons why people off from work. Some those toilette be categorised asShort-range unsoundness absence (uncertificated, self-certificated, or covered by a bear upons fit note which replaced the sick note from April 2010)Long-standing sickness absenceUnofficial absence or persistent latenessOther absencesfor role model,annual chip in maternity, paternity, adoption, or parental leave prison term off for public or trade union duties, or to care for dependents compassionate 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 businessEspecially chance(prenominal) absence from work cost a lots to business like effortless sickness of employee casual absence can affect per day productivity of business. This is a common problem of organisations in every organisation employees have 5.4 unplanned absence in 1 day.According to Mercer,Absences, the total cost of absence can equal as much as 3 6% of payroll (compared to 15.4% for wellness care 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 can account for as much as $4.5 trillion dollars per socio-economic class. (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 paid to the employee as a benefit during the absence form work it include 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 project or can thudding it downIf the employee us absent from worker the a terminable worker or the employees supervisor have to cover the work of the absent employeeThe absence of the employee slo ws except does not stop bleedingThe 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 reduced by 19%Normally non attendance can cost as much as about 1000 to business per employee every year one person is taking day off from work might be not seem like a big issue 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 interpreted lightly.What if you need to hire in a temporary worker to pick up the workload? What if someone 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?Indeed, absenteeism can contract a financial toll in several companies for that matter in different respects. The most obvious 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 dissatisfied customersProblems with employee moraleMore over IHC estimates that 13.4 million working 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 industry? A whopping 11.5bn in 2002 was paid out in wages to absent employees and on additional 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 organization but they all add up to a study cost to a organization as well a industry of any country So much so that according to a newspaper by healthcare consultancy IHC, 40 million days are lost each year in the UK to workplace absenteeism. And 93% of employees was absent from work due 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 ensconce to stay away 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 ways that targets the symptoms of absenteeism rather than its underlying causes. But the problem remains the same because they must concentrate to cut the root of the problem the only thing that must do is to cue. They must start by creating a relaxing an secure environment in which to communicate must create a point one where the shop floor workers can meet management without any pressure n discuss the problem which they are facing . Employers must communicate it is very important task in motivation which tell the views and happiness of everyone in the businessPerformance = function (ability x motivation)There are number of different views of different people that what can motivate the workers. The most common theory of Herzberg is discussed followMotivational Theory Herzbergs devil 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 theory in which he called the motivators and the dissatisfiers to using hygiene term in the sense of to maintenance factors which are very important to avoid dissatisfaction. Herzberg theory of motivation was based on two factors hygienic factors and motivator factorsHygien e Factors which can demotive when the employee is not present. Hygiene Factors influence the dissatisfaction of a person, but are rarelyidentified as creating employment satisfaction.SupervisionInterpersonal relationsPhysical working conditionsSalaryCompany carSecurityRelation with subordinatesPersonal 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.achievementadvancement course creditresponsibilitywork 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 know as motivators these motivators increased the job satisfaction of the employee towards his work and further increase the efficiencyThose factors that prevented job dissatisfactionThese factors are those that banned the job dissatisfaction. These factors did not make the empl oyee knowing 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 performance of the employee in workHerzberg believed that all factors include into one of these categories and therefore had separate 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 behaviour and then try to establish whether internal or external forces caused it. If it is a judged 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 give tongue to to be subjected to a number if consideration because we judge actions in a context. For example we judge how distinctive behaviour is and whether behaviour is unusual for a item person.If for example the person is absent from a nd 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 connectd. If the absenteeism fits in with the general pattern of behaviour then an internal attribution will be link (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 likely to attribute the behaviour to internal causes.(Organisational Behaviour and Work 3rd edition Fiona M.Wilson 2010)MeasurementHOW TO MEASURE ABSENTEEISMThe most clear way to measure employees absenteeism is to make records of the attendance of the employees that how many days have employee not have came to work in many companies there is some sort of clock in or accountability gravel up to record the attendance of the employees working there when we have the proper record then we can easily know that how many employees are ill.another(prenominal) key element of measuring the absence effectively is accurate measurement and monitoring. An organisation must measure if it has a problem with the absence issue its conclusion and the best way to solve or control this issue. There 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 suggest 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 trigger points are normally different in many organisations. As for all types of absence, the underlying causes will need to be identified.This measure channelises the percentage of total tim e available which has been lost due to absence of employeesTotal absence (hours or days) in the periodx 100Possible total (hours or days) in the periodFor 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 develop particular absence problems.Frequency rateThe measure access the average number of absences per employee, it access as a percentage. It does not give any condense of the length of each absence period, nor any sign of employees who take more 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 counting the total number of workers who tak e 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 identified. stairs 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 snuggle 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. Not 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 rules regards to reduce the money 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 local anaesthetic legal regulation and policy before this methodMust record the attendance of the employees and there should any kind of reward for the employee who was on work all the days in a period or who conta ining the maximum attendance let all the employees chose the winner for thatWe must make an absence policy adapt to the other policy specially which is link 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 goodStep 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 exacting attitude 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 personality of the candidate 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 arra ngements 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 raise 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 close nose. Managers need to become more tuned to their employees they have to take care of several things like emotional needs and find out what genuinely motivates them. To reduce the tally of absence they must take some good decisionsPick the right person for job by interviewing and s electing peopleGive more time to or pay more attention to the applicants human 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 responsible 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 really motivate them then we must give them the feedback and must guide them how they can improve their work more 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 regularly communicate with them formally and informally an d must involve or organize the staff meetings.