Topic selection- Employee Absenteeism

Topic selection- Employee Absenteeism

Student’s name

Institutional Affiliation

Absenteeism is a complex issue within organizations in today’s competitive and challenging environment. Absenteeism in this case means habitual or intentional absence from work (Singh et al., 2016). It occurs when employees fail to present themselves for duty. Missing some workdays is expected in the workplace. However, excessive absenteeism becomes a problem.

If absenteeism remains untreated it can have negative effects on organizational performance. This is associated with the direct and indirect costs of absenteeism (Singh et al., 2016). The direct costs include the reduced provision of services, lost productivity, wages paid to absentees, cost of managing absenteeism, and high-cost of replacing absentees with temporary workers or overtime pay. The indirect costs include reduced productivity, loss of productivity time, and poor quality goods or services. Therefore, excessive absenteeism needs to be addressed to avoid the negative impacts.

A relationship exists between absenteeism, and motivation and performance. Lack of motivation in the workplace leads to job dissatisfaction associated with absenteeism which harms performance (Drakopoulos & Griman, 2011). This means that lack of motivation acts as the main cause of absenteeism which affects organizational performance. When employees are motivated, they will be satisfied with their job reducing the rates of absenteeism.

 Failure to address this problem would harm organizational performance. First, employees will not be satisfied with their job. This will increase the rates of absenteeism. Second, unsatisfied employees will deliver low-quality services (Latham, 2011). This would harm overall organizational performance. Therefore, the main cause of absenteeism is a lack of motivation. Absenteeism has negative effects on organizational performance. If organizations wants to improve their performance, an effective strategy is required to increase motivation in the workplace (Johnson et al., 2018).

References

Drakopoulos, S. & Griman, K. (2011). The Relationship between Absence from Work and         Job Satisfaction: Greece and UK comparisons, 1-19.

Johnson, J., Irizarry, M., Nguyen, N. & Maloney, P. (2018). Part 1: Foundational Theories of       Human Motivation. Motivation 101: A Guide for Public Servants. 1, 1-71.

Latham, G. (2011). Work Motivation: History, Theory, Research, and Practice. SAGE          Publications, Inc.

Singh, T., Chetty, N. & Karodia, A. (2016). An Investigation into the Impact of Absenteeism           on the Organisational Performance of a Private Security Company in Durban,            KwaZulu-Natal. SINGAPOREAN Journal of Business Economics, and Management             Studies, 4 (11), 105- 159.

All Rights Reserved, essaytalent.com
Disclaimer: