M.A. (Social Work) / Please refer to full text to view abstract

The main research problem in this study centred around the assessment of the impact of an absenteeism monitoring and management system at Willard Batteries. The main research problem had five sub-problems which were addressed through the following actions: A literature study was conducted to identify the causes and impact of absenteeism in the workplace. The researcher also conducted interviews with the Human Resources Manager, line managers and employees at Willard Batteries to obtain their views of the absenteeism management strategies utilised, as well as the effects of absenteeism in their organisation. The insights gained from these interviews were incorporated into the questionnaire. The absenteeism figures of the organisation for the period 2005 to 2008 were analysed and compared against the internationally accepted absenteeism norm of three percent. An absence rate above three percent is considered as unacceptable and would imply that the current absenteeism management system is not effective. The theoretical study also entailed the reviewing of the legal framework within which absenteeism needs to be managed, as well as the literature that deals with strategies for the effective management of absenteeism. These strategies relate to the recording, calculation, analysis, benchmarking and practical management of absenteeism in the workplace. A survey questionnaire was developed to determine the perceptions of managers, supervisors and employees in relation to the impact of absenteeism on the company as well as the extent to which managers and supervisors were utilising selected absenteeism monitoring and management strategies within the company. The results from the empirical study revealed that management and supervisors were more aware of the impact of absenteeism on the organisation than their employees. It can therefore be concluded that employees perceived their absence from work to have little impact on aspects such as employee morale, cost, production and the customer. This could possibly be due to ineffective communication in terms of the cost and other consequences of absenteeism in the organisation. Employees also felt that managers were effective in taking the necessary disciplinary action with regards to absenteeism-related transgressions, but that they were not diligent in the recording and communication of absence information, as well as comparing absenteeism information inter-departmentally. Absenteeism has proven to be globally pervasive, expensive and extremely disruptive to organisations. Managers and supervisors who employ the various absence monitoring and management strategies, could be more effective in improving employee attendance. Their efforts could be further enhanced if employees are made aware of the negative impact that their absence has on the morale of their fellow employees, the cost to the company, the customer, as well as the achievement of production targets and the quality of outputs.

A research report submitted to The Faculty of Management University of the Witwatersrand in partial fulfillment of the requirements for the degree of Master of Management / Research in America shows that the traditional lifestyles (poor diet, lack of exercise, chronic illness, poor stress management and substance abuse) play a large role in causing the major dreaded diseases like cancer, coronary heart disease and strokes, and impact negatively on absenteeism. Traditional lifestyles and absenteeism (absent without permission and sick leave) of 126 employees were measured in a manufacturing plant, and the results correlated by using the Spearman's Rank Order Correlation Co-efficient and co- efficient of determination. It was established that the traditional lifestyle behaviours do impact on absenteeism i.e. the more severe the lifestyle and the unhealthier lifestyle practised, the higher the individual absenteeism is likely to be. There was no correlation between age and absenteeism and job grade and absenteeism. Before applying the traditional absentee reducing interventions, an organisation should measure lifestyles of their employees and if unhealthy, lifestyle change interventions should be introduced before or concurrently with traditional absentee reducing interventions if days absent are mainly due to sick leave. / AC2017

Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2009. / Full text also available online. Scroll down for electronic link.

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Thesis--PlanB (M.S.)--University of Wisconsin--Stout, 1999. / Includes bibliographical references.

Thesis (Ph.D.)--Virginia Commonwealth University, 2010. / Prepared for: Dept. of Educational Studies. Title from title-page of electronic thesis. Bibliography: leaves 100-104.

Thesis (M.Sc.)--University of Alberta, 2010. / Spring 2010. Title from pdf file title page (viewed on June 24, 2010). A thesis submitted to the Faculty of Graduate Studies and Research in partial fulfillment of the requirements for the degree of Master of Science in Construction Engineering and Management, Department of Civil and Environmental Engineering, University of Alberta. Includes bibliographical references.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1984. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 72-78).

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