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Essay / Research Paper Abstract
4 pages in length. Absenteeism is manifestation of myriad circumstances within the work environment. From medical issues to job dissatisfaction and poor performance to a sense of appreciation, the extent to which people are absent from work is both grand and far-reaching. Concurrently, Human Resource has the potential for positively influencing the business when accurately able to predict excessive employee absenteeism by behaving proactively so as to alter the precursors of absenteeism. Bibliography lists 6 sources.
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4 pages (~225 words per page)
File: LM1_TLCAbsent.rtf
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extent to which people are absent from work is both grand and far-reaching. Concurrently, Human Resource has the potential for positively influencing the business when accurately able to predict
excessive employee absenteeism by behaving proactively so as to alter the precursors of absenteeism; however, the ever-changing face of business requires HR to re-evaluate the once-obvious distinction of absenteeism.
"As the temporal/physical boundaries dissolve between job and home (e.g., telecommuting), greater attention needs to be paid to the changing work-family interface, and to its implications for changing the substrates
and perhaps the very meaning of absence" (Harrison et al, 1998, p. 343). Rentsch et al (1998) note how job characteristics play an integral role in the rate of absenteeism,
citing that enriching and varied tasks are inherent to intrinsic motivation, which in turn inspires an employee to show up for work, put forth the appropriate effort to accomplish the
job and take pride in the outcome. In short, people who are satisfied with their job requirements and actually gain some type of personal satisfaction are less likely to
be absent. Moreover, Rentsch et al (1998) point out how positive feedback helps to establish open and beneficial communication between employer and employee. Of all the critical components that
come together to make the workplace a more productive, pleasant and creative environment, the aspect of communication ranks at the very top; without free flowing interaction between management and employees,
none of those aforementioned objectives can be reached. A workplace that needs improvement - be it military or civilian - must be approached from the perspective of bottom to
top, rather than top to bottom, in relation to how workers are treated, how they perceive their company worth and the extent to which their individual contributions are looked upon
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