...Absenteeism in Ireland An analysis and assessment of absenteeism and absence management in Ireland It’s been well known that excessive workplace absenteeism can be quite costly to organisations. Irish Business and Employers Confederation, the biggest employers association in Ireland, conducted a broad study of absenteeism in Irish workplace and found that the total cost of absenteeism in 2002 was astronomical - €1.58 billion (2004). Subsequently, other organisations have started to pay more attention to this rocketing issue. A survey done by Irish Small and Medium Enterprises Association claimed that the direct cost of absenteeism for small businesses is approximately €1.1 billion per year and that the indirect ‘unseen’ costs of absenteeism such as loss of productivity, administration costs, etc. could be even greater than the direct ‘seen’ costs, e.g. sick pay, replacement cost and so on (ISME, 2007). Another report done by the Small Firms Association in 2008 revealed that small businesses in Ireland lose about €793 million annually because of the absenteeism (SFA, 2008). Even though there is considerable variation among their findings, the bottom line is that absenteeism is expensive for companies and thus becomes a big problem for them. As it can significantly undermine their productivity, competitiveness and in a worst scenario even their existence, employers started to look for measures to address the issue and to reduce absenteeism in their plants. This report aims...
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...THE IMPACT OF TEACHER’S ABSENTEEISM ON STUDENTS’ PERFORMANCE Payuyo, Michaela Isabel T. BSBAMA-3A ABSTRACT Rates of employee absences and the effects of absences on. One reason is that high rates of employee absence may signal weak management and poor labor-management relations. The second reason is that reducing rates of employee absence may be an effective way to improve productivity. When that teacher is repeatedly absent, student performance can be significantly impacted in a negative way. The more days a teacher is out of the classroom, the lower their students tend to score on standardized tests. KEYWORDS: students’ performance, teacher absenteeism INTRODUCTION Absenteeism is the term generally used to refer to unscheduled employees absences from the work. It also defines as “Failure of teachers to attend for classes when they are scheduled to be presented”. The cost of missed days of school can be counted in missed work, missed participation, and missed opportunities.(Department of Education, 2006). The absence of phenomena, it is easy to see even likened it has become a necessity in the nature of employees. So it is not surprising if this habit continues to fall. (Loren Murcia, January 2015) Many causes of absenteeism are legitimate—personal illness or family issues, for example—but absenteeism can also be traced to factors such as a poor school environment or teachers who lack commitment to their work. The prevalence of unexcused absences from school...
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...Running Head: ABSENTEEISM AS VIEWED BY THE STUDENTS OF COLLEGE OF ARTS AND SCIENCES Absenteeism as viewed by the Students of College of Arts and Sciences Bradlee H. Futalan Divine Word College of Legazpi Author Note This paper was prepared for Educational Psychology, taught by Dr. Rose Marie Clemeña Absenteeism as viewed by the Students of College of Arts and Sciences 2 . Abstract Absenteeism has been one of the mainstream problems of the instructors to their students. This study explored many reasons behind why the students are being absent in their classes. The study adopted a survey research design as the original framework for data gathering. Data were collected with 50 students from the College of Arts and Sciences of the Divine Word College of Legazpi. The study revealed that the most common reason of student absenteeism is attending an important appointment such as: Family Events, Meetings, Conference and other important gatherings. The study also found that the least reason of student absenteeism is being bully by a classmate. Keywords: Absenteeism, Students Absenteeism as viewed by the Students of College of Arts and Sciences 3 . Class Absenteeism as viewed by the Students of College of Arts and Sciences Attendance is an important factor in school that help the students’ get a high grades. Studies show that better attendance is related to higher academic achievement for students of all backgrounds (Shaini Jaura, 2012). One common discipline problem found...
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...Presenteeism and absenteeism are both directly related to the health of an employee both through the employee’s physical condition and mental state (De Lorenzo-Romanella 2011). This essay aims to provide an insight into how both presenteeism and absenteeism due to poor health can affect Australian businesses productivity. As there is limited Australian studies relating to this topic, overseas studies have been reviewed. This comprised of mainly American studies due to the cultural similarities. A brief explanation of what is meant by the terms presenteeism and absenteeism, is needed to help the evidence to show by what means productivity can be affected. Also reviewed is how certain industries require different measures to collect specific data and why there is conjecture about converting presenteeism and absenteeism to monetary values. In addition the results of some employee health programs that have been implemented by some employers will be presented. Presenteeism is the term used for when an employee is present in the place of work, whilst not functioning at 100 percent productivity. This could be due to the employee’s health condition referring to the employee’s physical or mental state or a combination of both (Sanderson et al. 2007; Bergstrom et al. 2009; Brooks et al. 2010; Stewart et al. 2011). Employee self reporting questionnaires is usually how presenteeism is assessed and this is demonstrated throughout the various literature that is presently available. Conditions...
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...Will the incentive plan to reduce absenteeism succeed? The incentive plan to reduce absenteeism will probably be successful because it takes from what employees look to the most, their vacation time. The employees had found a way to be compensated for being absent which is not what was intended 10 years ago between the union and USA Motors. That being said it seems that the new incentive plan will be met with great resistance from the emloyees and they will need to roll it out and give employees time to accept the new plan. After all, employees will see this as a “free” week of compensation being taken away. This is a large organization with over 8,000 employees and there will most likely be initial problems with the plan but if you follow the steps of designing a total rewards plan then the program should not go astray. But, it’s a well-known fact that, in any large organization, change takes time. ( Bridgewater Today., 2002). Although it has been labeled high-priority for fall negotiations, it will not happen overnight, organizational culture, changes very slowly. (Schauber, A.C., 2001). How much absenteeism is really under the employee’s control? Unfortunately, there are times when an illness or accident occurs and that is not within the employees control. There could be an on the job accident, and that would fall under worker’s compensation. Workers' compensation laws are designed to ensure that employees who are injured or disabled on the job are provided with fixed...
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...Mr Hung can easily realise that the absenteeism of Hoa and other members is only a symptom. It points to the problem, but it is not the thing itself ( Hoang, 2012). In this situation, Mr Hung can have two ways to solve. Firstly, Hoa was absent twice in five days so it is likely that Hoa might leave the company without any reasons. Secondly, Mr Hung finds out the causes to understand the absenteeism of Hoa. From that, he can give some methods to solve this problem. In the former way, Mr Hung will face some difficulties if Hoa leaves the company. He needs to choose the new one again and then it takes much time for him/her to be used to with working in the team. Moreover, Mr Hung has to spend time to train and introduce for the new one. Besides that, Hoa is a much loved member of the team so if Hoa leaves the company, it is not sure to affirm that the other members of team will love the new one. To sum up, it is not an useful solution for Mr Hung in this situation. Therefore, Mr Hung is advised to analyse the causes of Hoa’s absenteeism to understand why he behaved like that and then he can give some solutions for Hoa. The reasons for this situation can be devided into two main parts: internal and external. Now, let’s analyse some internal reasons. According to the concept, two weeks ago, Minh and Hoa were having an argument over the best sales method for older people. The change of new policies as well as the stress from higher sales targets lead to this conflict...
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...and knowledge to make this term paper a success. Table of Contents Acknowledgement Chapter I The problem and Its Scope Introduction Statement of the Problem Significance of the Study Definition Chapter II The Content of the Study Absenteeism Factors Contribute to Teachers Absence Impact of Teachers Absenteeism Measuring Absenteeism Controlling Absenteeism Conclusion Bibliography 3 Chapter I The Problem and Its Scope Introduction Rates of employee absences and the effects of absences on productivity are topics of conversation in many organizations. One reason is that high rates of employee absence may signal weak management and poor labor-management relations. In the education sphere, employee absenteeism is a special problem, not only in terms of the cost to the school (payment to substitute teachers) but also the wasted education-time that is liable to impair the sense of confidence that the general public has in the schools. Students may eventually lose their desire to learn if the regular teacher is frequently absent and the curriculum is delivered by an array of substitute teachers. In essence, teacher absenteeism has important implications for school reform, teacher training, educational leadership, and issues related to social justice aimed at promoting equity and excellence in the...
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...National Economics University International School of Management and Economics PROJECT REPORT THE REAL SITUATION OF ABSENTEEISM FROM CLASS OF IBD STUDENTS - INTAKE 11 * Group : 6 * Students : Hoang Ngoc Anh Nguyen Hoang Hai Nam Ngo Tien Dung Phung Quang Minh * Instructor : Mrs. Luu Thi Ngoc Tu Ha Noi, March 2016 ABSTRACT Nowadays, the absence of students is becoming more and more popular in the university. Therefore, we have decided to do this research to investigate the impact of class absenteeism on the students’ performance in the IBD- National Economic University. Furthermore, the finding of this study can also serve as evidence so that lecturers, teachers can take initiative to force or warn the students to come to class more frequently in order to improve their academic performance. Moreover, the study focuses on all the factors including inside school and outside the school environment. Additionally, this study shows that there are various social and psychological problems/causes of absenteeism Lastly, the output of this study is expected to serve as an input of education policy of the country in general, and improvements of education in the university in particular and contribute to the research in education. Contents ABSTRACT 2 I. INTRODUCTION...
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...Assignment 2 USA Motors HRM 533 Total Rewards July 20, 2010 Will the incentive plan to reduce absenteeism succeed? Explain your opinion. The incentive plan shows the ability to succeed. Jack Parks is the benefits and services manager, whom did a review of the division’s absenteeism rates for controllable absences, which are absences believed to be of the employees choice. “He finds that the company could reduce this rate from the previous year’s figure of 11%” (USA Motors, 2010, p.9). Parks seems to have ensured that the incentive plan will meet the organization’s needs and hopefully keep the employees motivated. Ten years ago an incentive plan was negotiated between USA Motors and the national union, to pay employess for being absent. “The theory was that by giving workers one week of paid absence against which they could charge personal absences, the company would be encouraging employees to notify their supervisors then they would be out of work, so that arrangements could be made and production could be maintained” (USA Motors, 2010, p.9). The employees found a loop hole in the incentive plan, ”by not charging off any paid absences, they could receive a full week’s pay in June when the company paid off the balance of unused paid absences for the previous year” (USA Motors, 2010, p.9). Parks felt that a need for an improved incentive plan to reduce absentee should be in place. “The plan Parks had in mind entails a standard for the amount of controlled...
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...There have been many studies that examine the relationship between job satisfaction and job absenteeism as absence from work is commonly viewed as one of the options of being in a stressful work environment. According to Luthans (1995), research has generally revealed that when satisfaction is high, absenteeism tends to be low and when satisfaction is low, absenteeism tends to be high. Even though this link has been found to be rather moderate, the underlying assumption is that absence is at least in part, the result of dissatisfaction on the job (Anderson, 2004; Hardy, Woods & Wall, 2003). However, even though it makes sense that dissatisfied employees are more likely to miss work, absenteeism is a complex variable and is influenced by multiple factors. (Robbins, 1998; Robbins, Odendaal & Roodt, 2003; Spector, 1997). An employee might therefore be absent for various other reasons, than being dissatisfied with the job such as genuine illness or family responsibilities. ABSENTEEISM Unscheduled absenteeism affects almost every type of organization and according to Robinson (2002) the indirect cost of absenteeism can be up to three times higher than the direct costs of absenteeism. Therefore, it is critical that organizations recognize the degree of this problem due to the high cost associated with unscheduled absenteeism. JOB SATISFACTION One of the main factors to an organization’s success is employee satisfaction. Past studies ...
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...plan to reduce absenteeism succeed? Explain your opinion. The new incentive plan Jack Parks developed to reduce absenteeism is, “if a chronically absent employee exceeds the standard, then vacation, holiday, and sickness/accident pay would be cut by 10% during the next six months (Strayer University syllabus, P.8). If worker absence continues to exceed the allowable limits, then vacation, holiday, and sickness pay would be cut during the next six months by the actual percentage of absent days incurred by the chronic absentee”. In my opinion, this incentive plan will work. To me, you have some responsible employees and some irresponsible employees. This may work for those that are responsible that will use their time wisely and understands that they are employed to produce for the company and it cannot be done if they are not there. On the other hand, you have those irresponsible employees that take advantage of every chance they get to try to beat the system. So, for them, they will quickly realize that if they continue the excessive absences, they will lose their time, with no one else to blame. This would probably make them more cautious of taking unnecessary time off and maybe understand the effect it has on the company and other employees. How much absenteeism is really under the employee’s control? Based on a Google definition, absenteeism is regularly staying away from work or school without good reason. There are two different types of absenteeism, innocent absenteeism...
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...JOB SATISFACTION & ITS INFLUENCE ON EMPLOYEE PERFORMANCE Job satisfaction describes how content an individual is with his or her job. Job satisfaction is a complex and multifaceted concept, which can mean different things to different people. Job satisfaction is usually linked with motivation, but the nature of this relationship is not clear. Satisfaction is not the same as motivation. "Job satisfaction is more an attitude, an internal state. It could, for example, be associated with a personal feeling of achievement, either quantitative or qualitative." In recent years attention to job satisfaction has become more closely associated with broader approaches to improved job design and work organization, and the quality of working life movement. Job design aims to enhance job satisfaction and performance; methods include job rotation, job enlargement, job enrichment and job re-engineering. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work position. Job satisfaction is a very important attribute which is frequently measured by organizations. Job Satisfaction and Productivity : Happy workers may not necessarily be productive workers. Studies have focused on individuals rather than on the organization and at individual level measures of productivity do not take into consideration all the interactions and complexities in the work process. So although we might not be able to say that a happy worker...
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...with Health and Safety Act and Fire regulations. Another key reason to keep data is to support management, as business cannot operate if management do not know what is going on in the company, this could be suppling metric data, or analysing reasons for staff leaving. Types of Data Collection There are various types of data to be collected and analysed I will briefly mention just 2 of them. By collecting data on absences from work, you may be able to identify trends within certain individual or departments. Habitual absentees for minor reasons may need to be interviewed to ascertain reasons for absence or if groups of people are absent for the same reason, then working conditions may need reviewing to decrease the level of absenteeism. Collecting training records for members of staff is also key, as it will be easy to identify if the organisation are meeting legislative criteria in regards to First Aid trained, Health and Safety trained and Fire safety trained personnel. Keeping these records will also help to identify areas where staff can further develop themselves which will improve morale and increase productivity. Methods of storing Data There are 2 main methods of storing information...
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...venture is employee attendance. The employee absenteeism can cost the company funds from an already tight budget by way of lost manpower, or hiring temps. Temps generally are not going to be as fast as the employee because they have not been acclimated to the system at the company and if a temp is not brought in the missing employee slows the work schedule regardless of the position the employee holds. The arguments about what causes employee absenteeism abound worldwide but the bottom line still equals dollars and cents. Recently there have been movements to create an atmosphere from which employees do not want to stay home from. Caregiver centers for children, buy back programs for sick days and many other avenues are being tried. Until businesses can determine the cause of absenteeism that is not illness related and find solutions they will continue to lose money. At the end of the last decade the employee absenteeism rate was lower than it had been in a decade. Many believe that family leave issues and personal leave problems had been dealt with in a successful manner and the problem was solved(Employee, 1997). Since that time however absences in the workplace have continued to plague business around the world including in the United States. The debate about what causes the absences and the argument as to whether the cost of a more family conducive workplace versus the old fashioned style rage on(Employee, 1997). While the absenteeism rate fell for medium companies, the large...
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...Chief Steward---Absenteeism---Discharge Peter Frost is a 52 year old maintenance mechanic with 25 years service in a construction materials plant in western Mississauga. He originally completed his mechanic apprenticeship in England. Peter is known as a likeable, fairly knowledgeable, technically competent tradesman, with a pro-union stance and enough leadership skills to have been chosen chief steward by his fellow union members 8 years ago. He is viewed by the company as someone to fear because he orchestrated and lead a successful illegal strike four years ago in a dispute over vacation pay. The strike cost the company over a million dollars in lost productivity. Unfortunately Peter doesn’t seem to want to come to work, and when he does he is often late. Over the past four years, Peter has missed over 100 shifts due to absenteeism, and he was late an additional 53 times. The records also show that on at least 25 occasions Peter not only missed his shift but, but he didn’t advise his supervisor that he would be absent. Absenteeism in the plant averages six shifts a year. The company has noticed a significant deterioration in Peter’s performance over the past four years and it is getting progressively worse. There seems to be a pattern of Monday and Friday absences and there are strong and persistent rumours from other employees and supervisors that Peter’s breath smells of alcohol on a regular basis. When Peter is at work, his mood swings are totally unpredictable...
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