Personal Development

An insurance company has high levels of absenteeism among its staff. The calculate of administration argues that employees are misusing their leave benefits. However some female employees informed that their family matters come in with office plough. Using the MARS model, as well as your fellowship of absenteeism, discuss some of the possible causalitys for absenteeism and how to descend it. MARS Model seeks to explain somebody behavior as a result of internal and international factors or influences acting together.Individual behavior influenced by Motivation, Ability, Role perception and Situational factors (M. A. R. S). the great unwashed are not motivated to come to work since they dont relish a sense of self-satisfaction in completing their tasks, they dont see room for advancement, dont feel that they are getting paid enough, and dont like their co-workers (or more likely their boss). The live of absenteeism is extremely high. In able to diagnose absenteeism bother in the organization, a clearly distinction should be made between voluntary and unwilled absenteeism.Voluntary absenteeism is when employees have a choice of running(a) or not working and they intentionally decide to miss work. Involuntary absenteeism is when employees miss work for reason beyond their control. Some of the common reasons behind absenteeism are as infra * Serious accidents and illness * Low morale * Workload * Employee discontent with the work environment * Remuneration which continue returns during periods of illness or accident * The perpetuation of income shield plans (collective agreement ) * Poor working conditions * Boredom on the business concern Insufficient leadership and poor management * Personal problems (financial, marital, substance abuse, chela care etc. ) * Poor bodily fitness * The existence of income fortress plans (collective agreement ) * Transportation trouble * Stress There are poetry of strategies and approaches that can be adapted by orga nizations in order to reduce the level of absenteeism in their companies. According to Johnson et al. (2003), successful absenteeism management strategies begin with the effect that something can actually be done to reduce absenteeism.Managers need to preclude in mind that there is no one-size-fits all solution that is usurp for all organizations. Every organization is unique and absenteeism reduction strategies should be customized to the fussy 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 effective 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 throttle record of these events as well as ensuring that medical certificates are supplied. In cases where emp loyees health is not improving and they are unable 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.