1 / 19

organizational behavior course model

Absenteeism

albert
Download Presentation

organizational behavior course model

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

    1. Organizational Behavior Course Model OB Outcomes: Attitudes and Behaviors Effort Job Satisfaction Absenteeism Turnover Stress Workplace Violence Organizational Citizenship Behavior and Commitment Employee Theft Safety and Accidents Sexual Harassment Grievances Influenced by Managers Using Application of Individual Differences Perceptions Attributions Attitude change Values Personality Group Dynamics Reward Systems Job Design Leadership

    5. ABSENTEEISM COSTS (lower level employee, 2010)

    6. Focus: Managing Voluntary Absenteeism Determining what percent of absence is voluntary (avoidable) and what is non-voluntary is tricky Experts believe 40% is voluntary and 60% is non-voluntary (e.g., personal or family illness) 40% may be the “max” managers can affect

    7. Summarizing: Separating Voluntary & Nonvoluntary Absence

    8. Summarizing: Separating Voluntary & Nonvoluntary Absence

    11. Review of Absenteeism Model Box 8: Employee Absenteeism or Attendance Box 1: Job Situation ? Job autonomy ? ? Absenteeism Box 2: Recruitment and Selection Box 3: Personal Characteristics (next slide) Box 4: Job Attitudes Box 5: Pressures to Attend (next slide) Box 6: Attendance Motivation Box 7: Ability to Attend

    12. Personal Characteristics (Box 3) Education: No consistent pattern Org tenure: ? Tenure ? ? Absenteeism Age: Younger more short term; older more long term. Age/sex: Men: ? Age ? ? Absenteeism Women: No relationship Family responsibility: Parental status and elder care issues (by 2020 1 in 3 will have the latter; boxes 3 & 7) Family Size: ? Size ? ? Absenteeism

    13. Personality(Box 3) ? Conscientiousness ? ? Absenteeism ? Extroversion ? ? Absenteeism ? Anxiety/depression ? ? Absenteeism

    14. Human Resource Practices for Managing Absenteeism Review incentive systems like lotteries (nurse example) Be willing to modify practices over time Determine whether cost/benefit of incentives are consistent with organizational culture

    15. Family Responsibilities: Examples of Costs Associated with Eldercare ? Absenteeism ? Workday interruptions ? Going part-time ? Eldercare crisis ? Supervisor time ? Taking unpaid leave ? Replacing the 9% of workers who quit Sources: MetLife Mature Market Institute and National Alliance for Caregiving, WSJ, 7-11-06 Solutions include: subsidizing in-home care for employee’s dependent, referral services to caregivers and nursing homes, providing extended leaves of absence. Prudential & McGraw Hill examples.

    16. RECOMMENDATIONS FOR INCREASEDUNDERSTANDING OF ABSENTEEISM

    19. PRACTICAL STRATEGIES FORREDUCING ABSENTEEISM

More Related