My previous place of employment was at a travel agency company. There were no serious issues of absenteeism among most employees. However, there was one particular time when the nature of work became increasingly stressful. Most of the employees were dissatisfied with the stressful working environment and wanted the management to handle it. However, the management failed to handle it and the result was that some employees decided to quit while others became absent.
The first negative effect of the absenteeism was that there was an increased resentment among most employees. This created tension in the workplace as some of the employees found it difficult to work as a team. Most of the employees also resented the management for not taking the issues with absenteeism seriously. Absenteeism also resulted in losses for the company through the loss of potential clients. Clients complained about poor services because there was a large delay in the response time. The company performed poorly at a time when it was supposed to perform at its best by handling clients effectively (Dessler and Varrkey, 2011).
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The company would have solved absenteeism through employees and managers training. Management training would have taught managers how to deal with employee absenteeism effectively. Training on creating a healthy work environment would have also enabled the managers to create a stress-free and conducive environment. Employee training would have focused on how to handle stressful work situations. The importance of having good work ethics would also have served to reduce absenteeism. Equipment of employees with planning, organizing, and implementation skills would also serve to reduce absenteeism (Cucchiella, 2014).
References
Cucchiella, F., Gastaldi, M., & Ranieri, L. (2014). Managing absenteeism in the workplace: the case of an Italian multiutility company. Procedia-Social and Behavioral Sciences , 150 , 1157-1166.
Dessler, G., & Varrkey, B. (2011). Human Resource Management, 15e . Pearson Education India.
