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yees will view sick leave as a benefit to be utilized, or it will be lost. On the other hand, if unnecessary absence is frowned upon by either management or the co-workers, employees will think twice before abusing sick leave. organizational structure and design; organizational culture; human resource policies and practices; technology; and work design have a great impact on workplace absenteeism.

 

Management Style Factors: Managers appear to have some influence over attendance behavior. They are able to punish, establish the bonus systems, and allow employee participation in developing plans. Whether these or other approaches reduce absenteeism is determined by the employees’ perception of the value of the rewards, the amount of the rewards, and whether the employees perceive a relationship between attendance and reward. Managers affect absenteeism in the workplace by influencing the following variables: management control; communication system; motivation strategies; salary/remuneration packages and worker empowerment.

 

Management Control: Effectiveness declines with increases in the amount of control exercised. That, in turn, could lead to increased dissatisfaction, absenteeism and turnover. Where there is uncertainty concerning the level of absenteeism, there is almost always a low level of management control, accompanied by a high level of absenteeism. Management control can be supported by a sound communication system.

 

Communication System: The management of any organization must have a good communication system. Part of this is to create systems whereby the complaints and grievances of staff can be brought to the surface. If this does not happen, grievances can accumulate to such an extent that they could later be expressed in some other form, such as high absentee rates, staff turnover, or perhaps even strikes. One of the communication strategies to control employee absenteeism that managers use is absenteeism feedback intervention. Part of the communication system should include employee motivation strategies.

 

Motivation Strategies: Employees go to work because they are motivated to do so. The level of motivation remains high if the individual feels that attendance is going to lead to more valued rewards and fewer negative consequences than alternative behavior. specific strategies for enhancing motivation. These include:

 

• A proper match between the employee and the job;

 

• Job enrichment;

 

• Rewards for good attendance;

 

• People-oriented supervision; and

 

• Clear attendance standards

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