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Motivational strategies for organizations
Eassy of organisational culture
Factors affecting organisational culture
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Recommended: Motivational strategies for organizations
1.0 Introduction
Sick leave is leave that employees can take when they can’t attend work because they are sick or injured. In the case study “Sick leave costing employers” it highlights the issues of employees calling in sick to work and just how much damage is done both productively and financially to a business (Schermerhorn, et al.). The rationale for investigating this issue is due to the increasing statistics of Australian employees causing large amounts of financial damage to their employers. The realisation is that a high percentage of “sickies” are not related to employees being sick but simply not being bothered to go to work.
In this report, it will be argued that the issue of sick leave in the Australian work force can directly relate to a weak organisation culture displayed within an organisation. Every business must have strong leadership traits where both the workers and the employers interact where there is encouragement and support for continual growth. Also being argued by both Choi and Ruona (2011) and Weiner (2009), they believe that organisation culture is one of the most important contextual factors that increase or decrease the level of readiness for change (Haffar, Al-Karaghouli, & Ghoneim, 2012). The workplace mustn’t be a chore, instead a place where staff can grow has humans and become more useful to society and importantly the business. This means business must cater for employees needs and work hard to satisfy their unlimited wants.
A serious issue has transpired in Australia where “sickies” have become so enriched in the countries work culture that employees no longer see sick leave as a privilege but an entitlement (Schermerhorn, et al.). Due to this mindset that has evolved throughout the work plac...
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... success of an organisation there are different recommendations that could be considered. The hierarchy structure that is used by a business can be very harmful to their success if not used properly. The use of a horizontal structure would be the best option as it brings everyone on the same level. This is creates the opportunity for new leadership positions which allows for more voices to be heard in business decisions. Motivation is a great way of making employees feel wanted in the work place and encouraging them to push themselves and grow in the industry. Incentives work very well with this as extra payments, raises and other nice bonuses can be given out to those employees who use that motivation and work well for the business. These recommendations allow for a more productive workplace where employees don’t view it as a chore but as somewhere they want to be.
... then this is a culture difference between Mr. Higashi and the employee. However, if Kelly had intended on using the vacation for vacation and sick leave for sick leave then that means there is no vacation time allowed for Kelly to use for this vacation. The compromise would be that Mr. Higashi and Kelly would agree to use one day of sick leave and one day of vacation time off. This strategy would allow both parties to win to some degree and at the same time be able to keep an agreeable relationship between the two parties.
This paper will describe the problem that Kelly experienced with her new job with the sick leave policy. We will discuss if Kelly should call CLAIR, or discuss this further with Mr. Higashi? What is this main dispute about for Kelly? For Mr. Higashi? In these types of conflicts is a compromise possible? What are the tangible factors in this situation? What are the intangible factors in the negotiation Is saving face more important to Kelly or Mr. Higashi? Why? Which are more important, the tangible or intangible factors? Is this true for both Kelly and Mr. Higashi?
Employees can be absent from work either due to Long-term sickness, short-term certified or uncertified sickness or unauthorised absence and lateness. Absenteeism will not include annual leave , maternity, compassionate or absence due to training or attending union meetings but where a worker fails to turn up at work as scheduled resulting in disruption of work schedule, added work load, increased payroll costs and poor quality service an d poor staff morale.
Over the past decades, casual employment in Australia has become a phenomenon of great concern. With the soaring numbers of casual employment, the debates about the benefits and drawbacks of causal employment have become fiercer. Casualization is a very important form of employment in Australia, which has been protected by workplace law. The majority of casual labor force constantly contact with their potential employers to apply job and confirm the arrangement of working time from month to month, or even week to week. In term of wages, causal workers cannot get paid for the annual holiday leave. However, they can receive more paid than the full-time workers for the same working hours. In this essay, how casual employment is defined in Australia and casual employment trend in recent years will be introduced. This article will critically discuss the benefits and harms for both employees and employers in terms of growing casual employment in Australia.
Whether RSI claims reach the courts and are won or lost, employers, prior to the claim, have almost certainly been paying a price through the employee’s general lack of wellbeing and discontent at work. Unfortunately, in a lot of instances the very nature of this condition lends itself to being overlooked by management, until it is too late and a claim becomes imminent?
The Economics of Paid and Unpaid Leave. Issue Brief. Northwest, Washington DC: The Council of Economic Advisers, 2014.
A recent study has shown that the US healthcare system deals with nearly 25 million cases of influenza each year. In a typical year, as many as one person in five in the US comes down with the flu, resulting in more than 200,000hospitalizations. The financial costs are huge, not least for employers. For each episode of illness, an employee typically misses between a half day and five days of work. The cost incurred due to reduced productivity and disruption to work flow; together with other indirect costs, is enormous.
Parson’s sick role generalizes today’s modern-day view of the sick role. It is the role given to those who experience illness beyond the physical condition of a sick state- it constitutes a social role because behaviors are shaped by institutional expectations and reinforced by the norms of society. It's based on the assumption that being sick is not deliberate or a choice of that person. According to Parsons, the sick role requires an ill person to fulfil a series of obligations to gain many rights. They are obliged to: Seek medical advice, cooperate with medical experts and therapists throughout their illness, want to get well as quickly as possible (Cockerham, 2016). In return for fulfilling these obligations they are exempt from social responsibilities and self-care, which are taken upon by family and friends. These rights, however, are granted only when a recognized medical authority, such as a doctor, acknowledges the person’s illness. Some illnesses do not justify people claiming all the rights of the sick role. For example, minor ailments may be self-treated and should not require time off work. In such circumstances, an inappropriate adoption of the sick role puts a strain on this social contract and may be met with a lack of sympathy from family and careers. This reaction can also occur when people who are genuinely sick fail to follow prescribed medical advice (Parsons,
If the health of employees can help or hinder a company, then why do companies still have sick days? With the “on the go” lifestyles, how can we not question the health of employees and their families. Today we have high stress jobs, rush hour traffic, and demanding schedules. Being healthy and fit is the way to conquer tomorrow.
One of the main problems within the case study of Sick Leave Costing Employers is the Organisational Culture of the business. Organisational Culture is the system of shared beliefs and values that develops within an organisation and guides the behaviour of its members (Schermerhorn, Davidson, Poole, Woods, Simon, & McBarron, 2014, p. 211). Organisational Culture is an evident problem, this is because if a business does not show its employees shared beliefs, and a variety of values then the members are not going to be guided in the right manner that society wants and accepts. Organisational Culture is a method that a business learns over time as it overcomes hurdles within its external environment or its problems of internal integration. (Edgar & Schein, 1990, pp. 109-119). As...
The article for “Shirking: the War on Hooky” explained the difficult decision that a managers have to face with they coworkers abuse of absenteeism at work. Also the article evaluate how it causing companies billions of dollars when employees are taking advantage of the sick day policy and it decrease the productivity of the company workforce. The keys questions we have to keep in mind is sick day is generated from absenteeism, also it is part of any new or old employee orientation benefit package when they start working for an employer? The paper will describe different approached manager can used to reduce absenteeism among they coworkers. In how Human Resource should work with the managers to put in place a strong sick policy that represent the company needed and objective.
Western culture stresses ultimate dedication in the workplace, often at the expense of an employee’s mental well-being. Individuals will work holidays, arrive early and leave late, and attend all outside work functions in hopes of finding themselves in opportunities for advancement more often than others. After centuries of being slaves to the desks and nine-to-five workday, the new millennial culture has begun to reconsider the life sentence of work before personal lives. In this paper, I investigate what exactly has led to holistic health, alternative medicines, and preventative care take a place in society as a profitable part of our culture in the following: by detailing the increase of healthcare costs; the impact of the recent definition
In the article, the survey's result of the food workers, they don't get paid at their sick day, and they need to work when they are sick. The food worker has to work when they sick because he/ she need money to live. According to Shallcross, "...[79] percent of food system workers did not have paid sick days or did nor know whether they did. Similar to the current study, the 2012 report also found that 53 percent of workers had worked when they were sick." When the food worker is sick, they touch the food then the germs will transport to the food. Also, the customers buy the food and eat; then, they will be sick too. Every customer doesn't want to be sick after eating the food. It is a good quote for my argument essay because I am writing
If staff are absent from work they are not able to carry out the functions for which they have been employed. In many businesses, these functions have to be taken on by someone else - if not, the customer could suffer. Reducing absenteeism is an important feature of human resource management. The extent to which absenteeism affects businesses has been a topical feature. Not only does absenteeism cause problems, but employers are beginning to recognise the effects of 'presenteeism' - staying at work when you are ill or because you believe that in some way your 'presence' will help boost your promotion prospects.
In Today’s world, the composition and how work is done has massively changed and is still continuing to change. Work is now more complex, more team base, depends greatly on technological and social skills and lastly more mobile and does not depend on geography. Companies are also opting for ways to help their employees perform their duties effectively so that huge profits are realized in the long term .The changes in the workplaces include Reduction in the structure of the hierarchy ,breakdown in the organization boundaries , improved and better management tactics and perspectives and lastly better workplace condition and health to the employees. (Frank Ackerman, Neva R. Goodwin, Laurie Dougherty, Kevin Gallagher, 2001)