The goal of an organization is to find and choose the best people for each position available. This may become a process of recruiting potential employees by advertising the organizations open positions in the newspaper or on the internet. Also, they may post their open positions within the company or hold job fairs in order to recruit potential employees. After hiring the best candidates, and once they are fully staffed, the organization depends on their employees to basically make sure the business is profitable by bringing in new clientele or establishing repeat customers. Within an organization, there are many different titles or positions. For instance, retail organizations such as my current employer, Lowe’s Home Improvement Warehouse, have employees on a corporate level who concentrate on several stores in an entire region. In each store, there are upper managers, which are typically salary based employees. Also, there are department managers, customer service associates, and cashiers, which are all usually the hourly employees. Often in retail organizations, the upper managers are considered the leaders in the company. They tend to make sure that all of the employees are punctual and that the employees are finishing their tasks in a timely manner. Sometimes employees are late for work or absent. This usually is the point where management may have to warn or possibly write-up employees who are continuously late or absent. Typically, if an employee is late or absent consistently, they will be terminated by management. I am going to examine and discuss how motivational theories could be applied to absenteeism, while analyzing the role of organizational leadership in absenteeism as well as evaluating the role of power and influence in absenteeism.
Motivational Theories
There are four general areas of motivational theory: need-based theories, job-based