Using the expectancy theory, the purpose of this single case study was to explore effective strategies that restaurant managers use to reduce employee absenteeism. Two demographic/personal characteristics in the Steers and Rhodes' (1978, 1984) process model of employee attendance, and on which considerable research has accumulated in the absenteeism literature, are age and tenure. Several researchers like Hanebuth, (2008), Saez (2014) indicate that absenteeism is negatively related to commitment especially satisfaction with work itself and could be an Jan F. Ybema, Peter G. W. Smulders, Paulien M. Bongers, Antecedents and consequences of employee absenteeism: A longitudinal perspective on the role of job satisfaction and burnout, European Journal of Work and Organizational Psychology, 10.1080/13594320902793691, 19, 1, (102-124), (2010). Some restaurant managers lack strategies to reduce employee absenteeism. TYPES OF ABSENTEEISM. Absenteeism of employees from work leads to back logs, piling of work and thus work delay. The belief in equity theory is that people value fair treatment which causes them to be motivated to keep the fairness maintained within the relationships of their co-workers and the organization. 2.0 Literature review 2.1 Definition of key components The traditional definition of employee absenteeism according to Martocchio, J.J. (1989), is the lack of physical presence at a given location and time when there is a social expectation for the employee to be there. (1957) represent the view that there is a continuum of withdrawal be- havior, progressing from absenteeism to turnover. Non-culpable Absenteeism-The employee gives a reason for missing work. The current study expanded on previous findings by including supervisor ratings of performance and employee records of absenteeism in addition to self-report measures. EMPLOYEE ABSENTEEISM 331 Investigators have generally operated under one of three asumptions regarding the interrelationship between these variables. Absenteeism is informed or uninformed unavailability of an employee at work. Taking long, unnecessary breaks at work, being disinterested, leaving early etc. Although there has been a substantial research effort, only recently has movement occurred toward a comprehensive theoretical framework with testable implications. Absenteeism refers to an employee's habitual absence from work—usually intentional and without any good reason. Absenteeism has been viewed as an indicator of poor individual performance, as well as a breach of an implicit contract between employee and employer. This study examined whether an employee's level of absenteeism was affected by age, organizational tenure, perceptions of interactional justice, affective and continuance commitment, and the perceived absence norm in the employees' work unit or department. Download this essay on Leadership Theories Employee Absenteeism and Conflict Management and 90,000+ more example essays written by professionals and your peers. Absenteeism is an employee's intentional or habitual absence from work. According to CareerBuilder’s annual survey, employee absenteeism is currently on the rise, with 40 percent of workers in 2017 admitting they’ve called in sick in the last 12 months when they weren’t, up from 35 percent in 2016. Some of the main reasons for absenteeism … Problems:- 3 2.1 To begin with identifying some of the problems occurred in the case study 3 2.2 Unsatisfied customers:- 4 2.3 Absenteeism:- 4 2.4 Applying the theory of Motivation: 4 2.5 Self-actualization needs 5 3. While employers expect workers to miss a certain number of workdays each … It can become challenging to monitor, control and reduce these instances effectively. However, Herzberg’s theory is widely respected and used across many domains. Pillay (2009:1) maintains that absenteeism occurs Employee attendance at work, productivity, service delivery, and organisational commitment are critical components of optimal human resource performance and efficient human resource management. Employee absenteeism can be very costly for the organization due to the fact of the unavailability of the employee. The theory suggests that when the managers work together under new management full potential of the target will be realized. Employees are absent from work and thus the work suffers. employees. Employee Absenteeism is the absence of an employee from work. Absenteeism is a habitual pattern of absence from a duty or obligation without good reason. 5 H.S. Absenteeism is an employee's intentional or habitual absence from work. The interview will enable a check to be made that the employee is well enough to return to work. They trace the evolution of both turnover and absenteeism theories and highlight in these models where employee commitment is likely to play a substantive role. Innocent Absenteeism Causes of Absenteeism -Absenteeism is most often caused by personal health concerns, demands of … McGregor’s Theories of Motivation (Theory X and Theory Y) The two most commonly held streams of management philosophy are known as Theory X and Theory Y, which Expectancy theory focuses on performance variable it has power to offer a relatively powerful explanation of employee, productivity, absenteeism, and turnover. Its a major problem faced by almost all employers of today. Equity theory deals with productivity and job satisfaction, absence, and turnover variables. The results of this study showed that there is a significant relationship between workplace incivility and Employee absenteeism. Employee absenteeism is a difficult problem to tackle if you try to do it without an effective tracking mechanism in place. According to Grobler and colleagues’ process model on the major influences of absenteeism, an employee’s attendance motivation, on the one hand, and ability to attend, on the other, is the two primary drivers of employee absenteeism (Grobler et al. Although companies differ on their thoughts of which employee absenteeism management approaches work best for short-term and long-term absences, most will agree that the more popular approaches are proving to be the more successful approaches to handling employee absenteeism. Generally, absenteeism is unplanned absences. The issue of employee absenteeism has been an important subject of psychological research for at least 35 years. In today's working organisations everybody misses a day of work now and then. This can be illustrated by the following equation: 2.2.4. Done correctly, the application of Herzberg two factor theory can boost employee engagement, improve productivity, and reduce turnover. While employers expect workers to miss a certain number of workdays each year, excessive absences can equate to decreased productivity and can have a major effect on company strategies, finances, …
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