Absenteeism In Workplace

Title: “The Influences of Unscheduled Absenteeism in the Workplace and business growth of MAGSIGE MPC”

Introduction

Absenteeism is an employee's intentional or habitual absence from work. 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 finances, morale and other factors. It has been the problem of companies nowadays on the high rate of unscheduled absenteeism of their employees. This means that employees failed to apply for a leave application due to emergency situations that arise such as sick days, disability, calamities, death of immediate family and alike. Other employees miss work for a variety

Defining absenteeism should be simple. "A person either is or is not at work." However, there is not universal agreement on its meaning (Rhodes & Steers, 1990). To the manager, absence may be a category of behavior. To the employee, it may be symbolic of deeper feelings of hostility or perception of inequitable treatment in the job situation or it may be a social phenomenon - part of an absence culture which represents a duty to co-workers who are less than perfect (Mc Clenney M., 1992). Brooke and Price (1989) defined absence as the "non-attendance of employees for scheduled work.' Some studies organize absenteeism into two main types: "voluntary and involuntary". While voluntary absenteeism implies a conscious decision by the worker about whether to attend work on any given day, involuntary absence implies that it is beyond the immediate control of the worker, e.g. transportation problems, sickness or family funeral (Mc Clenney M., 1992). Other studies differentiate absence behavior into four specific types: unexcused, excused personal, excused sick family and tardiness. Whatever the definition, absence behavior appears to be a function of both the individual and the situation. Certain types of absence behavior appear to be more dependent on situational characteristics such as family situation and individual motivation. Unexcused absence seems to depend on organization rewards constraints (Mc Clenney M.,