Personal Development

An insurance connection has high levels of absenteeism among its staff. The head of administration argues that employees are misusing their leave benefits. However some female employees explained that their family matters interfere with accountability cast. Using the MARS model, as headspring as your knowledge of absenteeism, discuss some of the possible reasons for absenteeism and how to thin it. MARS Model seeks to explain individual behavior as a result of internal and foreign factors or influences acting together.Individual behavior influenced by Motivation, Ability, Role perception and Situational factors (M. A. R. S). People are not incite to come to work since they dont feel a sense of self-satisfaction in completing their tasks, they dont see live for advancement, dont feel that they are getting paid enough, and dont like their co-workers (or more likely their boss). The cost of absenteeism is extremely high. In able to diagnose absenteeism problem in the organization , a clearly distinction should be made in the midst of voluntary and involuntary absenteeism.Voluntary absenteeism is when employees have a choice of working or not working and they designedly decide to miss work. Involuntary absenteeism is when employees miss work for reason beyond their control. Some of the common reasons female genitals absenteeism are as under * Serious accidents and illness * Low morale * Workload * Employee discontent with the work environment * Remuneration which continue returns during periods of illness or accident * The continuation of income shield plans (collective agreement ) * lamentable working conditions * Boredom on the job Insufficient leadership and poor management * Personal problems (financial, marital, inwardness abuse, child care etc. ) * Poor bodily fitness * The existence of income protection plans (collective agreement ) * merchant vessels trouble * Stress There are numbers of strategies and approaches that toilet be adapted by organ izations in order to reduce the level of absenteeism in their companies. According to Johnson et al. (2003), successful absenteeism management strategies begin with the belief that something can actually be done to reduce absenteeism.Managers need to keep in mind that there is no one-size-fits all solution that is appropriate for all organizations. Every organization is unique and absenteeism reduction strategies should be customized to the specific work environment. Harris (2005) states that employers should distinguish between short- and long-term absence when dealing with the problem of absence. The author mentions that for short-term absence, an efficient sickness absence policy should be implemented.This policy should indicate the procedure to be followed as well as the possible consequences of unacceptable sick leave levels. For long term absences, an employer should keep record of these events as well as ensuring that medical certificates are supplied. In cases where employ ees health is not improving and they are uneffective to perform their work, a fair incapacity process should be followed (Harris, 2005). REFERENCES Organization Behavior, The Management of individual and organizational performance by DAVID J. CHERRINGTON. Online Search.