Sick Leave Case Study Essay

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This report will cover one vital management issue in regard to the case study, Sick Leave Costing Employees (Schermerhorn, Davidson, Poole, Woods, Simon, & McBarron, 2014, p. 334). It will delve into different management concepts and recommendations to address the current issue. Management refers to the control, rationality and systematics of a business or corporation. (Shapero, 1977, p. 106) The four management functions include planning, controlling, organizing and leading (Schermerhorn, Davidson, Poole, Woods, Simon, & McBarron, 2014, p. 332). Managers act as figureheads and representatives of the business. They monitor and distribute information, network, plan and schedule work, problem solve and allocate resources and jobs to specific tasks and employees (Hales, 2001, p. 50).

Sick leave is leave that workers can take when they cannot attend work because they are ill or injured; however the Australian “sickie’ initially in work contracts to protect sick workers from pay reduction has turned into a nationwide diversion without any penalties for the effect that this stealing has on businesses (Schermerhorn, Davidson, Poole, Woods, Simon, & McBarron, 2014, p. 334) One of the focal problems that lie within the case study is organizational culture. Organisational culture is defined as a structure of common theories and values that develop within an organisation and guide the behavior of its members (Schermerhorn, Davidson, Poole, Woods, Simon, & McBarron, 2014, p. 211). Organisational culture poses a problem due to the fact that if common beliefs are not shared in an organization, the behavior of its members differs, suggesting that there is not one clear goal that a team is working towards. Therefore, resulting in unmotivated, ...

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...ar activity, we infer intrinsic motivation. Thus, activities that are due to distant, unknown, or obscure external get labeled as intrinsically motivated (Dill, 2013). General attention theory helps clarify how tasks originally perceived as unexciting capture attention based on such factors as skill development; personal and social need satisfaction, and reward's symbolic value (Cameron, 1999, p. 677).

Maslow’s theory implies that before one can be intrinsically motivated we must first satisfy some more basic human needs. These include physiological needs (ensure our physical survival), safety need (bringing safety and security to our lives), social needs (love, affection, acceptance), Esteem needs (self respect) and need for self – actualization (individual being) (Neher, 1991)

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However, employment intentions are primarily driven by extrinsic rewards

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