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Steps To Tackle The Problems Of Absenteeism Management Essay

2020-12-10 来源: 51Due教员组 类别: Essay范文

       下面为大家整理一篇优秀的essay代写范文 --Steps To Tackle The Problems Of Absenteeism Management Essay,文章描述执行力是互动的一个关键问题。管理者需要考虑有效执行力的一些方面。绩效管理是一套管理流程,能够让组织实现自己的目标。它专注于组织的绩效,也有助于评估员工,让他们更容易实现组织的目标。绩效管理包括管理者计划工作、为组织和个人制定目标、提供定期反馈和对那些表现良好的人进行评价。在工作中计划和目标是一致时,绩效管理很好地被使用了。其主要目标是确保组织的目标和有效的方式得到满足。绩效管理包括预算和预测的过程。它还包括计划,并且这是必要的,因为它有助于确定经理的期望。有计划的员工将有一个明确的想法,他们应该做什么工作,什么是他们的经理所预期的。绩效管理也需要定期的反馈,因为它可以帮助监测员工的能力,以此来达到目标和满足期望。

 

绩效管理有以下一些好处,如:

增长销售

降低成本

当员工达到他们的目标后,他们就激励员工。

员工清楚地了解什么是他们所期望的。

 

Performance is a key issue for INTERACT. Managers need to consider the aspects of effective performance. Performance Management is a set of management process that enables an organization to achieve their goals. It focuses on the performance of an organization. It also helps in evaluating the employees to make easy for them to achieve the goals of the organization.

Performance Management includes the managers to plan work, set goals for the organization as well as individuals, offer regular feedback and give appraisal to those who perform well.

Performance Management is put in good use when work is planned and goals are consistent.

 

Its main aim is to make sure that goals of the organization are being met in and effective manner.

 

Performance Management includes the process of budgeting and forecasting.

 

It also includes planning and it is essential as it helps in defining the expectation of the manager. With planning the employees will have a clear idea of what work they are supposed to do and what is expected out of them from the manager.

 

Performance Management also requires regular feedback as it helps in monitoring the ability of the employees to achieve the goals and meet the expectations.

 

Performance Management has its benefits such as:

 

Growth in sales

Reduced Costs

Employees are motivated as they get incentives after they achieve their goals.

Employees have a clear understanding of what is expected out of them.

 

According to the performance cycle there are three key aspects of managing individual performance. They are:

 

期望——Expectation

 

Setting expectation is one of the key factors that are related to the success of the organization.

 

Expectations help the employees to understand what the manager and the organization want. It also helps them understand how to proceed with a certain assignment.

 

Example: A company sets a yearly target for the management and employees to achieve. Therefore, the manager of the respective departments set an expectation to achieve a certain target (make a profit of $10,000 in the span of a year). By setting an expectation the employees develop an idea and understanding of what is expected from them and work accordingly to achieve the targets and objectives.

 

反馈——Feedback

 

As the manager has set his expectations and the employees are clear with their goal, it is necessary for them to give feedback on regular basis.

 

Feedback is essential as it helps to identify if the recipient has understood the message.

 

Feedback on regular basis allows the manager and employee to review the process and if required make necessary changes accordingly.

 

Example: As the expectation was set by the manager that the organization wants to make a profit of $10,000 the employees will manufacture and sell accordingly and give him the feedback

of the process and discuss any problems faced during the operations.

 

审查过程——Reviewing the progress

 

This allows the manager to review the whole process and progress of the assignment, and if required make the necessary changes.

 

The advantage of reviewing the progress is that the manager has to make sure the goals are being met and verify if the employees have understood his expectations. Then accordingly the

manager should appraise the employees for the full year's performance.

 

Reviewing the progress also allows the organization to compare actual results against the expected results.

 

After the organization is aware of the results they should discuss it with the employees and then accordingly plan for the next year's performance cycle.

 

Example: A manager can conduct quarterly performance appraisals regarding the operations of his department. This will help him understand the problems faced by the employees and can work out ways to increase the productivity and efficiency of the department. In the review process the employees can also highlight issues faced by them and can suggest some ways to improve a certain process.

 

培训——Training

 

Effective training is seen as a critical activity by 'INTERACT' employees. It is required by most of the organizations in order to keep their staff updated with the new methods and new technologies.

 

Training is a learning process that involves the gaining of knowledge, improving the skills and changing the behavior that can help to improve the employees' performance. It can also lead towards the career growth of an employee.

 

With training people can learn new information and methods, reinforce their existing knowledge and improve their skills. It helps employees know where they stand and where they will be after some point of time.

 

Training can be offered to either individuals or groups depending on the situation.

 

The main aim of training is to create an impact which will help improve the employees' skills and they will implement it in their daily work.

 

Before deciding what training an employee needs to undergo, it is necessary to identify the training needs of each employee. Each employee will have different training needs identified based on their position, qualification, experience and job responsibilities.

 

After identification of training needs it is very essential to decide what training institutions will provide the training.

 

It is important to train employees further than their qualifications in order to maintain and update their skills.

 

Effective training helps increase the motivation of the employees as their ability to perform the task for the organization is improved.

 

If the training is executed properly and is understood by the employees, this can assure a lot of benefits to the organization such as:

 

Effective Training

Greater Productivity

Improved workforce

Flexible to new methods

Fewer requirements for close supervision

Minor room for mistake

Better job satisfaction leading to a healthy work environment

Reduced labor turnover

 

Effective training would lead to greater productivity as the employees who were lagging in some areas of their job have now been trained which would have a positive impact on the productivity of the organization and it will also help in improving the workforce.

 

As the workforce is improved it will be easier for the employees to adapt to the new methods or new techniques of work. The employees can then carry out the tasks with making minor mistakes. This would result in there being very little requirement for the management to have a close supervision on their employees. As the management trusts the employees with the work and do not have a close supervision on them, will lead to better job satisfaction and a healthy work environment. This would help in reduce the labour turnover.

 

There could be many reasons for training such as some companies have policies that require all new employees to go through certain training course.

 

Training usually occurs when:

 

There is an introduction of new technology and applications in the industry and workplace.

 

There are changes in the normal methods of work i.e. introduction of new improved work methods.

 

There has been some improvising in the existing products and services or by the introduction of new innovative product/service.

 

If there are a huge number of work related accidents in the work place due to the lack of employee knowledge or training in dealing with some work activities.

 

An employee has been promoted to another position or has been transferred to another department.

 

Training should be conducted by professional and knowledgeable personnel and should consist the following points in order to be effective:

 

 

 

The trainer should have knowledge of the programme and good presentation skills.

 

Introduction of the trainer and the participants would help the training to begin with a friendly approach. The trainer could ask them about their hobbies and their interests.

 

The trainer should ask the participants what they expect from the training and how will it help them with their work.

 

Detailed presentations would also help in better understanding of the programme.

 

Informative handouts will help the trainees get an idea of the purpose of the training.

 

The training could also have quizzes and questionnaire in order to keep the employees attention throughout the training programme.

 

In order for training to be effective the employees should have an interest in learning new methods and skills.

 

The people who are responsible for the training should know the training objective in order to set the performance standards.

 

Training should usually be conducted by experienced and knowledgeable personnel who can deliver the objectives and can report the progress to the employees' managers and supervisors. The respective managers should evaluate the employees to determine if there has been any positive change in their work from attending the training.

 

Normally, the basic steps a manager or department head should keep in mind before implementing a training session is mentioned below in chronological order.

 

The management should first find the need of assessment from the performance appraisal. Access the current work practices and determine if there are any improvements required with the concerned department.

 

Plan the type of training required for the department and shortlist the employees for the training.

 

Execute the training by experienced and knowledgeable personnel.

 

Evaluate the training results and ensure if the objectives have been met and ensure if the training has been successful.

 

领导者——Leadership

 

Due to the recession, INTERACT'S leadership style has become more autocratic. This leads to a decrease in the motivation and performance of the employees.

 

Autocratic leadership is when the manager has the power of decision-making and delegates the work to his employees, and doesn't consult or take the employees opinion even if it is beneficial to the organization. He is in complete control and usually doesn't allow employees to make suggestions or offer any opinion.

 

Characteristics of Autocratic leadership are:

 

Manager is in total control.

 

Employees have no scope to give in any suggestions.

 

Employees feel that managers have lack of trust in them.

 

All these factors will result in the employees being de-motivated.

 

Thus productivity is reduced.

 

Autocratic leaders can damage an organization as there is lack of participation and input of the employees. This usually has an impact on the employees' motivation as the work is enforced on them and they are not able to give in any suggestion which leads to a decrease in their performance.

 

Autocratic leadership leads to low levels of productivity due to:

 

Lack of rewards and incentives for work achievements; this normally leads to the increase in de-motivated employees.

 

Normally, in an autocratic leadership organization there is an environment that usually contributes towards the lack of trust and faith from the management.

 

Employees are not involved in decision making, sharing ideas, raising their opinions and suggesting ways to change or improve work operations and techniques.

 

As there is no shared vision and little motivation there is no room for the employees to show creativity and innovation.

 

Today employees respond better if they are trusted with a certain task, they gain a sense of responsibility and thus resulting in motivation and tasks being completed efficiently.

 

Motivation environment is created by set of rewards and punishment.

 

Not many organizations apply autocratic leadership but it still has it benefits and drawbacks.

 

Autocratic leadership can be effective in many situations such as:

 

When certain tasks are required to be completed within deadlines. This requires decisions to be made faster and thus it is quite effective during such situations.

 

When employees take their work lightly and don't respond to the other leadership style. Due to such behavior the management then shifts to autocratic leadership style.

 

As the manager will have a close supervision on the employees and will regularly check their work, this will result in a more productive group.

 

Autocratic leadership has its drawbacks as well such as:

 

As the manager delegates work to employees, and does not allow feedback, this leads to the employees being too dependent on the manager and his decision. They get used to being ordered to work, thus they lose their confidence and are not able to take an initiative.

 

As the work is being forced and no suggestions or input of the employee is required leads to high staff turnover and absenteeism.

 

Although autocratic has its benefits and drawbacks, it is still the least desirable leadership style. As all the decision are made by the manager and no employee input is there, this usually leads the employees to be de-motivated and reduces the productivity.

 

The managers therefore should try to create a work environment where the employees feel trusted which will motivate them and lead to improved productivity.

 

缺勤率和离职率——Absenteeism and Turnover

 

Employees at "INTERACT" have a concern that they need to work harder and longer to retain their jobs which increases the stress level, thus resulting in absenteeism and turnover.

Absenteeism is a pattern of unscheduled absence from duty or regular work. It is when an employee fails to appear to work.

 

There could be several reasons for absenteeism, sometimes it occurs due to personal illness or personal commitments. It could also be due to poor work environment, the employee might not be satisfied with his work.

 

The employee might feel that there is no job security and will have a fear of losing his job. It could also be due to the work being forced on them or their qualifications are not in line with the actual job description. Absenteeism can also be due to employees not being able to adjust to the culture and the work environment of the organization.

 

If the percentage of absenteeism increases in an organization, this can have a negative impact on the organizations operations, their sales and their profits.

 

Factors that are related with absenteeism are:

 

Reduced productivity due to the employees being absent.

 

As many employees will be absent, other employees will have an impact as they will have to work overtime in order to fill in the absent employees work.

 

This could lead to loss for the business.

 

Other than absenteeism there could also be an increase employee turnover.

 

Turnover is the rate at which a company gains and losses their employees. It basically describes how long an employee will work with the organization.

 

High turnover often results due to employees not being satisfied with their work and look for other and better opportunities, turnover can also be due to lack of career growth. This could have an impact on the productivity.

 

Hence the management should look into these matters and try to find solutions for such issues. These could include:

 

The management should assure employees job security. This can be achieved when the managers assure the employees that their work is being appreciated and they are successfully achieving the goals that were set by the organization efficiently.

 

The manager should have a friendly relation with his subordinates and should communicate with them instead of just delegating work to them. The manager can ask for employees' feedback and suggestions which would result in the employees feeling a sense of responsibility which would motivate them, thus increasing productivity.

 

The manager can train his subordinates or help them with certain tasks rather than giving them deadlines to complete that particular assignment. This could help employees gain experience as they would be working with a more professional and experienced person.

 

The manager should make the employee feel that his work is appreciated and he is a valuable asset to the organization. This could be done by giving them incentives or rewards for the work they do. This helps the employees understand their need in the organization and thus this leads them to perform their work more effectively and efficiently.

 

Managers have to make sure that the work which is being delegated is being carried out, therefore they should motivate their employees by making sure that their needs are attended and their requirements are fulfilled.

 

As the organization will adapt to these factors, it will lead to reduced levels of absenteeism and turnover.

 

 

 

解决缺勤问题的措施——Steps to tackle the problems of absenteeism

 

Due to the recession, absenteeism became an issue in "INTERACT". Earlier the employees at "INTERACT" used to work for longer hours, but after the economy was affected by recession a period of loss and dejection emerged and the employees continued to work for longer hours, but this time the work was being forced on them which led to an increase in de-motivation which had an effect on the employees performance, thus resulting in an increase in absenteeism.

 

Another reason which could lead to absenteeism in an organization could be due to the employees not being satisfied with their job as there is little possibility for growth. This also de-motivates the employees and hence the work becomes monotonous which leads to a decrease in the employees' performance and hence this results in absenteeism.

 

Absenteeism could have an impact on the organizations operations, which will reduce the organizations ability to maintain its productivity level.

 

Most organizations have the forming of cultural groups, and the stronger cultural group can be overpowering and can be a matter of concern for the minor culture groups. The employees in the minor groups can feel threatened and would avoid getting into arguments and brawls.

 

Absenteeism could also occur due to there being a gap between the management. In this situation the higher level of management should speak to the middle level managers and find the reason that is leading to absenteeism and after they are aware of the reason they should train them accordingly to reduce the rate of absenteeism.

 

Hence the management should look in to the matter and identify the reasons which lead to an increase in absenteeism and the possible ways where a solution can be implemented.

 

There are 5 steps that the management can consider to make use of to reduce the increasing rate of absenteeism in "INTERACT".

 

Identify the reason for absenteeism

Analyse the problems

Take the necessary action

Address the issues

Monitor the progress

 

The management first should identify the reasons for absenteeism. They should look into the matter and find what prompts absenteeism in the organization. The organization can form a team who will be assigned to collect all the necessary information and who will investigate the root cause of the problem. After they are aware of the reasons that lead to absenteeism, they should analyse the problem. They can do this by having exit interviews which will help them understand why an employee is leaving the organization. The management should then address the issues by communicating with the employees, asking them if they are satisfied with their job or if there are facing any issues in the work environment and consider their point of view.

 

After the management has identified the issue they should discuss it with the higher level of management and then accordingly take the necessary action and try to find a solution to reduce absenteeism.

 

After the management has found a solution for absenteeism they should implement it and after a certain period of time monitor the progress so as to check if the solution that was implemented by the management was successful enough to reduce the rate of absenteeism.

 

导致劳动力流失的原因——Reasons that lead to labour turnover.

 

Turnover is a process that describes the rate at which an organization gains and losses employees. Labour turnover can be very harmful to an organization.

 

If an organization has a high level of turnover, it will result in having a huge impact on the productivity of the organization.

 

High labour turnover occurs due to the employees not being satisfied with their job, lack of career opportunities, poor working conditions, employees being paid low wages or due to a conflict with the management.

 

Labour turnover can lead to a lot of expenses for the organization. As it would be difficult for the organization to replace a skilled employee, hence the management would have to train the new employee which would take time and money.

 

Thus training could be an extra cost for the organization.

 

The organization will also be losing much of production while they are looking for a replacement.

 

As an employee will leave an organization, the management would have to look for a replacement, during this replacement period the other employees would be affected as they would have to work overtime to fill in till a suitable replacement has not been selected and so the productivity of the organization is not much affected.

 

The organization would have to pay the employees for the extra work they do, hence this becomes an extra cost for the organization.

 

The organization will also have the cost of recruitment, selection and medical examination. Thus labour turnover can bring in a lot of expenses to the organization.

 

The five key reasons an employee would leave an organization could be due to the following:

 

Lack of motivation:

 

Employees need motivation to do their job with a lot of passion and willingness. If they are not encouraged at a certain point then the employees can be easily de-motivated. If the work is being forced on them and their opinion and suggestion are not being considered, they get a sense of feeling that their work is not being appreciated. This results in de-motivation.

 

No Job satisfaction:

 

There could be several reasons that could lead to job dissatisfaction. It could be due to the poor work environment or the working condition. It can also be that a well qualified employee is not being able to perform a job that would match his qualifications. It could also be due to the employees not getting recognition for the work they do.

 

No career growth:

 

The employees have being working in the same position for many years and are not being able to utilize their skill to grow within the organization. Despite the growth of employees the organizational structure is the same hence it leads to no career growth.

 

Another reason that could lead to no career growth in an organization could be due to favoritism, where promotions are not based on merit but on the influence and the relation a person might have with the higher levels of management.

 

Employees skills do not match the job description:

 

An employee could also leave an organization due to his skills and qualifications not matching the job description. If an employee's qualification is more than his job description or when the requirement of the job is more than the employees' skills, could lead to de-motivation and job dissatisfaction. This could result in a decrease in the employees' performance which could also have an impact on the organizations productivity.

 

Lack of compensation benefits:

 

Another reason for an employee to leave an organization could be due to lack of compensation benefits, such as employees being paid low wages or they are not being paid as per their skills, education and qualifications.

 

Another factor could be that the employees are not been given medical benefits, perks, employee recognition, performance increments or bonuses.

 

All these factors could lead to high levels of turnover. Hence the management should try to prevent labour turnover. They can do this by:

 

Trying to provide and create a work environment which would allow the employees to grow. They can achieve this by giving continuous training to the employees as well as middle level managers.

 

The management should assess the employees work and make they feel that they are a valuable asset to the organization. They can do this by giving rewards to the employees for the tasks they perform.

 

The management should also consider the employees point of view and allow them to give in their suggestions. This would result in the employees being motivated which would effect in an increase in the productivity of the organization.

 

The management should consider these points which can help in reducing the rate of labour turnover. As the rate of labour turnover is reduced it will hence have a positive impact on the organizations productivity which would lead to an increase in the profits and at the same time help the organization achieve their goals/targets.

 

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