Furthermore, there is significant evidence to suggest that a large proportion of absences are potentially avoidable. Although individual incidents of absenteeism are fairly innocuous, the cumulative impact can Eliminate boredom and low job satisfaction psychology essay substantial.
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When older employees are absent, it tends to be for longer periods of time than younger employees. The initiatives that have been found to be most successful in reducing levels of unscheduled absences are the implementation of alternative work arrangements, compressed work weeks, job sharing, and telecommuting.
There are also several flow-on effects that impact other workers in the organization, including the increased workload and stress experienced by staff members who are required to compensate for the absent coworker.
There are also additional time and financial costs associated with extra supervision and training of temporary staff. Unauthorized absenteeism represents a major cost for organizations all over the globe. Job redesign has also been the focus of many human resource initiatives aimed at combating absenteeism.
The emphasis on the social approach has emerged through observations into absenteeism in organizations; in particular, the variations in absence rates across different units and social groups within departments, departments within organizations, and organizations within industries.
Studies also confirm that absenteeism is a low base rate behavior. Beyond this are the costs related to replacement labor, overtime, and lost productivity. While absenteeism has historically been viewed as an indicator of the adjustment of employees to the workplace, there has been limited attention paid to the social context within which such adjustments occur.
In other words, absenteeism is most typically associated with a small number of people who are absent often.
Surveys conducted on absenteeism indicate that those on higher rates of pay and with longer length of service are less likely to be absent. Other organizations have pursued more flexible work practices that meet the needs of both the organization and its employees. Reduction Strategies Due to the costs and associated flow-on effects, organizations have pursued many strategies to reduce absenteeism.
Measures such as job enlargement, job rotation, and job enrichment have the impact of increasing the scope of jobs and the skills required to perform them, thus making a typically routine and mundane task more interesting and challenging. Understaffing or work overload may in turn increase the risk of workplace accidents and reduce the amount of output and the quality produced.
The two key factors attributed to high levels of absenteeism are ability to attend and motivation to attend. Absenteeism rates also tend to be much higher in unionized workplaces. Overall, there is an important link between absence and factors such as poor interpersonal communication, job boredom, and poor supervisory skills.
The obvious costs are those associated with the absentees themselves and includes their regular pay and benefits. Furthermore, absenteeism rates tend to grow as an organization grows.
A study on U. Organizations have also implemented more preventative occupational health and safety strategies in order to minimize absences related to workers compensation. This has led some researchers to suggest the presence of absence cultures in certain organizational contexts.
A number of studies have shown that organizations that experience high levels of absenteeism also tend to experience issues related to staff morale.
Most absences were due to other reasons, including family issues 21 percentpersonal needs 18 percententitlement mentality 14 percentand stress 12 percent. Absenteeism Essay Absenteeism Essay Absenteeism can be defined as any failure on the part of the employee to report to work when scheduled to do so.
Other statistics relating to absenteeism suggest that women tend to be absent more frequently than men and younger employees are absent more frequently than older employees. This includes absences that occur for any reason, whether involuntary or voluntary. Such measures are based on the assumption that absenteeism is due to the inadequacies associated with existing arrangements, and that the curbing of absences requires providing employees with greater control over when and where they work.
The last two decades, however, have been defined by an increased consciousness of the implications of social context on absence behaviors.Job specialisation is an important factor for a company if they want to eliminate boredom and low job satisfaction. However for it to be success, they would also need the help of job design and job characteristics model.
Using the Job Characteristics model, describe how specialised jobs can be modified to eliminate the boredom and low job satisfaction associated with them. (Chapter 9) According to the management text book Williams & McWilliams,job specialisation reflects the.
Voluntary absenteeism, on the other hand, includes unplanned absences to look after sick dependents, but can also be the outcome of boredom and/or low job satisfaction.
Unauthorized absenteeism represents a major cost for organizations all over the globe. Essay on Job Characteristics Model; Essay on Job Characteristics Model. Psychology and Job Essay Paper.
use this approach to job design. Using the Job Characteristics model, describe how specialised jobs can be modified to eliminate the boredom and low job satisfaction associated with them. (Chapter 9) According to the management text.
Essay about Job Specialisation and the Job Characteristic Model; Essay about Job Specialisation and the Job Characteristic Model. Using the Job Characteristics model, describe how specialised jobs can be modified to eliminate the boredom and low job satisfaction associated with them.
(Chapter 9) Psychology and Job Essay Paper. Using the Job Characteristics model, describe how specialised jobs can be modified to eliminate the boredom and low job satisfaction associated with them. (Chapter 9) According to the management text book Williams & McWilliams,job specialisation reflects the degree to which tasks get.Download