UnCategorized Staff absenteeism among the UK work force is the scourge of our times. We all tend to believe that is our moral right to go on leave if the situation so demands. This is to a great extent true if one were to consider human values among employees and their rights on and off their duty times. In most cases job absenteeism, without prior intimation is made and converted into leave for records. In the UK it is yet to be ascertained whether workers remain absent by circumstances or by force of habit. According to surveys conducted by Health Care Consultancy in the UK an estimated 40 million man days are lost every year. And as per general surveys this has cost the nation eleven billion pounds and many businesses state that this is the single biggest headache being faced by them in recent times. As per the CBI survey it is seen that 98% of the cases were genuine and these were due to family responsibilities. Again, as per studies undertaken by Manufacturing, Science, Finance (MSF) Trade union there is a general lack of what they term as feel good factor among workers. Formal notification and disciplinary statistics to managers and team executives were found to be very unpopular and they resulted in providing temporary relief only. The .monest factors for staff absenteeism among the UK work force were found to be insecurity and stress. In fact, it has also been generally seen that in .panies where there is high motivation among workers the percentage of absenteeism was as low as 1% to 2%. The main causes that were cited in nearly all surveys were .petitive environment, restructuring of .panies resulting in work changes, cost cutting and increased work place bullying by seniors and managers. It has also been noticed that occupation wise in the health sector 40% were less secure, industrial wise 52% were insecure while region wise Scotland had 40%, North East 40%, South East 41% while other regions had 30% as insecure workers. In order to remove these causes of absenteeism, both genuine and fictitious, the following solutions were highlighted and suggested. These were proper education of workers with regard to their importance in work environment, suggesting a balance to be maintained between their life and their work, offering of incentives, appointment of emotional and stress relief consultants and having a good attendance policy. This was being increasingly felt within and outside UK businesses for according to Benenden Health Care Society, 2 out of 5 UK businesses had no strategies whatsoever to tackle staff absenteeism by any of the above measures. Although not much could be done to remove Mans inner nature for habitual absenteeism and lying except by way of punitive punishment, in cases of genuine reasons of absence, staff and workers in UK businesses have to .e forward with concrete steps to avert loss of man days that eventually harm production. This is more so when the world is facing an unprecedented crisis on the business and employment front. About the Author: Some Denver roofing .panies are utilizing a new technique to repair flat roofs. Let’s suppose the vertical distance from underside of roof is 9". But, most of the harm is done prior to the age of twenty. Feel free to surf to my … 相关的主题文章:


Comments are closed.