Absenteeism

• The failure of a worker to report for work when

he is scheduled to work.
• Types
• Authorized- by taking permission , applying for
leave
• Unauthorized- without informing / without
applying
• Willful- absents willfully
• Circumstances- beyond control, eg- accidents,
sickness
 Features

• Absenteeism is lowest on payday

• Increases considerably after payment of
wages and bonus.
• High among workers below 25 and above
40yrs.
• Varies from department to department
• High in the production department
• In traditional industries it is seasonal
 causes
• Maladjustment with the working conditions-
Poor conditions, problems of adjustment.
• Social and religious ceremony-functions divert
the workers.
• Unsatisfactory housing conditions
• Industrial fatigue
• Unhealthy working conditions- eg- excess
heat, noise, too much or too low lighting,
poor ventilation, dust and smoke.
• Poor welfare facilities- exploitative attitude, poor
financial position, poor sanitation, first aid
drinking, water, canteen and rest rooms.
• Alcoholism- more in the first week of the month
• Indebtedness- low level of wages, unplanned
expenditure( borrow more than 10 times their
pay).
• Maladjustment with the job demands- Changing
technologies, skill development and absence of
training.
• Unsound personnel policies- improper and
unrealistic
• Inadequate leave facilities- depend on ESI
leave for 56 days on half pay
• Low level of wages- employee goes for other
employment during busy seasons/ part time
 Categories of absenteesim
• According to K N Vaid
• 1. entrepreneurs- consider jobs as very small for
their interest and personal goals hence engage in
other social and economic activities
• Status seekers- perceive a higher ascribed social
status or keen on maintaining it
• Epicureans- do not like to take up the jobs
demanding initiative responsibility , discipline
and discomfort. Wish to have money power and
status. But are unwilling to work.
• Family oriented - identified with family
activities
• The sick and old-mostly unhealthy with a
week constitution or old people.
Measures to minimize absenteeism
• Severely affects the production process, business process
• Unauthorized absenteeism is more compared to other
types
• Hence controlling or minimizing becomes important
• Selecting the employees by testing them thoroughly
• Test their aspiration, value system , responsibility and
sensitiveness
• Adopt humanistic approach in dealing with personal
problems
• Follow a proactive approach in identifying and redressing
grievances
• Providing hygienic working conditions
• Providing welfare measures
• Fringe benefits
• Balancing the need for the employees and the
ability of the organisation
• Providing high wages and allowances based
on financial positions of the company
• Improving the communication network specially
upward.
• Providing leave facility based on the needs of the
employee
• Providing safety and health measures
• Providing cordial human relations and industrial
relations
• Educating the workers
• Counselling the workers about career, income,
expenditure, habits and culture
• Free flow of information, exchanging idea
between sub-ordinate and superior
• Granting leave and financial assistance in case
of sickness and family members benefits.
• Offering attendance bonus and inducements,
• Providing extensive training , encouragement,
allowances for technological advancement
Dual role
• Rapaport defined ‘dual career “family as the
emergent social unit in which both husband
and wife hole jobs which are highly salient,
have a developmental sequence and require a
high degree of commitment
• It is different from ‘dual earner families”-
characterized by gainful but not necessarily
permanent , or meaningful employment of
the wife
• They face unique challenges both in work
place and within their relationship.
• Have to deal with competition, co-ordination
of domestic and parental tasks.
• Time management in general
• Balance career and family life
• Women who work outside continue to assume
the primary responsibility for home making
 Adjustment of dual career couple
• Sex role orientation
• Attitude toward masculine, feminine roles
• Presence of children
• Availability of social support
• Communication between couple
• Job demands
• Differences in marital expectations
 challenges
• The Impact on Home and Family
• 1. Role conflicts
• 2. Children further complicate the lives of dual-career
couples as the role of parenting is added to the mix.
3. Household responsibilities
4. eldercare responsibilities
5. Finances
6. time to spend with their spouse, children, parents, or
friends; time alone for important activities such as
exercise and personal or professional development;
The Impact on Personal Well-being
• The stress of constant change.
• Exhaustion.
• Sleep deprivation- sleepiness impairs their
concentration and makes handling stress more
difficult, depression, diabetes, and heart
disease to sleep deprivation
 The Impact on Careers
• “Three-career families- two advancing career
professionals to thrive at work without
sacrificing their personal relationships or their
health
• three-quarters of the women in dual-career
marriages reported wanting the option to
customize their career paths and pace their
advancement.
• Whose career comes first?
• relocation is a job expectation or when working late or
on weekends interferes with family responsibilities
• values conflicts have been identified as contributing to
burnout.
• Travel, “trailing spouses,” and “commuter marriages.”
• making significant career adjustments to facilitate the
move.
• living apart
• while one of the partners completes an assignment
away from home.
 strategies
• Unique solution to juggling their multiple
roles.
• attitude of mutual encouragement and
support
• flexibility and a mix of independence and
interdependence”
• Balance- spend time together, reduce travel
• scheduling personal as well as work activities
• limiting overtime, not working on weekends,
working flexible hours, and taking long
vacations
• Importance of maintaining bedtime routines
• Exercise
• good supports in place such as domestic help
or a day care close to work
• “stay-at-home dads” or “the brave
househusband”