Also it founds in most of the business & many cases that the 80% 0f casual absence of lost days are not supported by any sort of medical certificate or note. Absenteeism causes a significant effect in the economy. Due to the lost productivity, companies may have to hire a temporary worker or pay overtime to other workers in order to recover the lost output. Completion time of job may increase, increase of customer dissatisfaction, negative effect in sales, confidence & morale of present employee may lost, key employee may leave the job due to frustration & heavy work pressure. Although some steps is being taken to avoid absence management, many rules, regulation & policies are takes place for better controlling of workplace
In contrast, the data shows that trade union membership and collective bargaining power have dropped more substantially in some countries than in other nations (e.g. Ebbinghaus & Visser, 2000). The industrial relationship literature has historically viewed trade unions and collective bargaining as critical institutions for worker representation, giving voice to workers and balancing power in employment relationships (Müller-Jentsch, 2008). Furthermore, many trade unions and works councils are transformed into key actors for forcing main and necessary changes to be implemented. As example, trade unions play an important role in connecting employees with the firms or the government as well as take several stakeholders’ interests into consideration when dealing with problems (Stollt & Meinert,
And by consistently striving to improve the communication skills in this area, one will be able to successfully establish strong business relationships. It is important to practice these skills because it allows companies to operate effectively and be productive. This is because workplace communication improves workers ' productivity. However, there will also be many negative consequences that may occur as a direct result of communication challenges within a business. Some of the examples include decreased productivity, misunderstandings with regards to policies and procedures within the workplace and employee dissatisfaction as well.
When this labor is strong-stretching, unemployment becomes severe and prolonged. + Unemployed due to lack of demand: due to the decline of demand. This type is also called career cycles by in the market economy, it is associated with recession of the business cycle occurring everywhere in the industry. + Unemployment due to external factors market: It occurs when the salary is not fixed by market forces and higher than the actual balance of the market strengthened. - Voluntary employment: + Voluntary unemployment is division of employees who do not work by the job and the salary does not conform to their
The issue of employee turnover has to be identified addressed by the management and a possible solution should be found. This could be done by finding out the root cause of the issue. According to researchers, there is a correlation between job satisfaction and employee turnover. There are other factors that lead to higher employee turnover such as poor working conditions, Employees often voluntarily leave a job due to the relationship they have with their direct managers. Generally, if the work relationships are positive and motivating, employees will accept average wages and mundane or even highly stressful work.
Companies must make sure to keep their employees happy with their work as well as keep them happy with their hours. Sometimes employee turnover happens due to the boss not giving enough hours as well as giving too many hours. This can easily be resolved by working flexibly around their hours. Another reason for turnover can be that the employee feels negative attention around his workplace. This can be resolved by being more positive around the workplace and actively engaging so the employee does not even think for a second about turning over.
It is costly, lowers productivity and morale and tends to get worse if not dealt with. (http://labourbureau.nic.in/Asi203c/chptr-III/lab/labour.htm) Employee turnover is a ratio comparison of the number of employees a company must replace in a given time period to the average number of total employees employed during that period. (http://www.wisegeek.com/what-is-employee-turnover.htm) A high level of Labour Turnover could be caused by many factors: ¾ Inadequate wage levels leading to employees moving to competitors, ¾ Poor morale and low level of motivation within the workforce, ¾ Recruiting and seeking the wrong employees in the first place, meaning they seek more suitable employment, ¾ A buoyant local labour market offering more attractive opportunities to employees, (http://labourbureau.nic.in/Asi203c/chptr-III/lab/labour.htm) and ¾ Miss-match between employee’s personal values, career, goals and plans with the larger corporate
Projects are shelved and often firms and companies face grim economic scenarios, all this hastens the process of economic revival. Purchasing power declines and as a result the margin for profit declines further more. To sum it up this phase is characterised by high unemployment and extremely low business activity. There is an overall fall in production and consumption and the purchasing power of the consumers’ falls drastically, and a feeling of gloom and hopelessness prevails over the market. However this period does not last forever and slowly and steadily investor confidence returns and a period of recovery is triggered.
Long term unemployment creates a very large amount of cost for an individual and economy as a whole. This may results in negative results of income, negative unexpected multiplier effects, oppression of national output, fiscal and monetary costs and merely social cost. The unemployed experiences a decline in the living standard. They have less purchasing power and may involve to debt problems which leads to social problems such as crimes. The unemployment also involves a loss of potential
Employee voice An effective employee voice which listens to employees and involves and consults them in decision-making within your business is important. Integrity Integrity with employee engagement means practising what you preach. There shouldn 't be a gap between what the people in your business say and what they do. An employee’s discretionary effort results in the Engagement-Profit chain. Because they care more, they are more productive, give better service, and even stay in their jobs longer.