Impact Of Sickness Absenteeism Productivity At Air Mauritius Management Essay

In general absenteeism is defined as the failure to demo for work or any other accustomed responsibility. This normally disrupts work agendas adding work loads to those who are at work which might take to low morale among employees. Therefore, absenteeism obstructs the good operation of production and efficient running of an administration. Lokke A.K, Eskildsen. J and Jesen. T. W ( 2007 ) likewise reported that the traditional definition of absence is about non being physically present at the topographic point and clip the employee is expected to be.

Davey. M.M, Cummings. G, Newburn-cook. C. V, and Lo. E. A ( 2009 ) have defined absenteeism as the failure to look to work when planned, and harmonizing to them absence is measured by frequence or sum of work yearss missed. The Entrepreneur ( hypertext transfer protocol: //www.entrepreneur.com/encyclopedia ) described absenteeism as “ an employee ‘s deliberate or accustomed absence from work. Everybody misses a twenty-four hours of work now and so. But it ‘s a job when an employee girls excessively many yearss of work. Not demoing up for work can do serious jobs when other employees have to cover for the missing worker or, worse, the work merely does n’t acquire done. ”

Another definition by Nicholson ( 1977, p. 237 ) said that “ Absence, in the linguistic communication of economic sciences, is an unpredictable fluctuation in the house ‘s labour supply and in labor-intensive and technologically crude scenes which can bring forth dearly-won attendant fluctuations in end product ” .

Furthermore, Harvey and Nicholson ( 1993 ) , p. 841 recognized that absenteeism was the major cause of lost productiveness in concern and industry. In a similar vena, Buschak. M, Craven. C and Ledman. R ( 1996 ) stated that absenteeism is a trouble that every administration or concern faces making costs and productiveness jobs. Therefore, taking to a heavier work burden on the bulk of employees who have shown up for work. This type of state of affairs tends to make dissatisfaction, defeat, emphasis and weariness among employees

2.1.2 Types of Absenteeism

There are two chief types of absence voluntary and nonvoluntary. Hackett and Guion, ( 1985 ) have defined voluntary absences as what is in the control of the employee. These can take signifier of short-run, insouciant and illicit absences which is based on the motive of the employee. On the other manus, nonvoluntary absences are what are beyond the control of the employee ; they are normally due to sickness or household duties.

2.1.2 Illness

Reijenga. F. A. ( 2006 ) defined illness as all types of wellness jobs or disablements. As mentioned before there are two types of illness, short term illness for illustration grippe and long term illness such as diabetes which is classified as a chronic disease.

Tabaluyan, T. , Kuswadji, S ( 1996 ) reported that illness absence is defined as non being able to work due illness or hurt, that is, the incapableness to work. In the same manner, Employers ‘ Administration, ( 2005 ) elaborated that “ sickness absence should include industrial hurt, portion yearss absence, and other self-certificated absence which is non explicitly ascribed to be an acceptable ground other than illness. ”

However, M. Borritz, R. Rugulies, K. B Christensen, E. Villadsen and T. S Kristensen ( 2005 ) indicated that “ sickness absence is a complex phenomenon that can be caused by single, work related, organizational, and social factors. Sickness absence has been discussed as a effect of sick wellness, A a header mechanism, behavior of societal equity, a reaction to organizational unfairness, or a effect of exposure to adverse work-environment factors. ” Furthermore, Whitaker S. besides agreed with the fact that sickness absence is influenced by many factors like societal causes other than wellness issues.

2.1.3 Productiveness

In an economic expert point of position productiveness is a ratio of some step of end product to some index of input usage, harmonizing to Eatwell and Newman ( 1991 ) . Therefore, productiveness is nil more than the arithmetic ratio of sum produced to amount of any resources used in the class of production. An on-line definition by hypertext transfer protocol: //business.yourdictionary.com, stated that productiveness is “ the efficiency with which end product is produced by a given set of inputs. Productiveness is by and large measured by the ratio of end product to input. An addition in the ratio indicates an addition in productiveness. Conversely, a lessening in the output/input ratio indicates a diminution in productiveness. ” However, definitions of productiveness in the above context are meant to the fabrication sector.

2.1.3.1 Productivity in the Service Sector

Rutkauskan. J and Paulaviciene. E ( 2005 ) have studied the construct of productiveness in the service sector and they aroused that productiveness, efficiency and effectivity are footings that should be used together. This is because to be productive one should be both efficient and effectual. The analysis of productiveness is a hard undertaking in the service sector. As the productiveness construct in the service sector involves both the administration and the client. Harmonizing to Tolentini ( 2004 ) productiveness depends on the value of the merchandises and services and the efficiency upon which they are produced and distributed to the clients. Similarly in the research work of Maroto-Sanchez. A ( 2010 ) productiveness is about being both efficient and effectual. He described effectiveness as to how an administration meets the active demands and outlooks of its clients. Hence it can be seen that, to be productive in the service sector employees have to be both effectual and efficient. Therefore, employers have to guarantee that their employees are effectual and efficient plenty to supply a good service to their clients.

2.2 Causes of sickness absenteeism and illness

There are assorted factors that affect sickness absence and illness. Factors impacting sickness absence in the air power sector can be classified as wellness related issues such as hurt at work such as musculoskeletal strivings, emphasis and weariness and so on, and non-health related issues like organizational committedness, occupation satisfaction among others since harmonizing to Whitaker. S. research, sickness absenteeism is influenced by a assortment of factors non-related to wellness. Testimonies that have been gathered among employees at Air Mauritius have proved that sickness absenteeism is largely related to the non health-related issues. However, it is merely after the analysis of the questionnaires that we will be able to understand the existent causes of absenteeism and its impact on productiveness.

2.3 Non Health-related issues

2.3.1 Organizational Committedness

“ Organizational Committedness is typically measured by points tapping respondents ‘ willingness to work hard to better their companies, the tantrum between the house ‘s and the worker ‘s values, reluctance to go forth, and trueness toward or plume taken in working for their employers ” ( Maume, 2006, p. 164 ) . Similarly, Boolaky. M and Gokhool. D, p. 73 defines organizational committedness as the grade to which a individual is committed to the administration he or she is working for. The individual is proud to be associated to the administration and is committed to work towards the aims and ends of the administration.

Many surveies have reported that there is a relationship between organizational committedness and absenteeism. Gellatly, 1995 and Somer, 1995 surveies have concluded that organizational committedness is negatively related to absenteeism. A research carried out by Meyer and Allen ( 1991 ) reported that committedness comprises three constituents viz. affectional, continuation and normative. Where affectional committedness refers to the person ‘s emotional fond regard to the administration her/she is working, that is the single participates in the administration ‘s activities because he/she wants to. Continuance committedness is when person realises that excessively much energy or clip have been devoted to go forth the administration or that they would non be able to happen another occupation. And normative committedness is when an single feels that he/she has an duty to take part in the activities of the administration and that it is the right thing to make. Meyer ( 1997 ) found that affectional committedness was strongly linked to absence behavior. However, normative committedness harmonizing to Meyer ( 1993 ) was negatively related to absenteeism on the other manus Somers ( 1995 ) has found no relationship between the two. And at last, Mayer and Schoorman ( 1992 ) concluded that continuation committedness did non hold a strong relation with absenteeism.

2.3.2 Job Involvement

Job engagement normally includes placing with the occupation, A

actively take parting in the occupation, and comprehending occupation public presentation to be importantA

to self-image ( Blau. G. J, 1985 ; Rabinowitz & A ; Hall, 1977 ) . Robbins ( 1998 ) defines occupation engagement as “ the grade to which a individual identifies with his or her occupation, actively participates in it, considers his or her public presentation of import to self-work. ” That is, occupation engagement refers to the extent to which one is committed and participates in his or her occupation.

The direct relationship of occupation engagement to absenteeism is really equivocal. Blau. G. J ( 1986 ) reappraisal of the surveies carried out at that clip, found that the surveies had different decisions ; this is because there are differences in the measuring and samples taken. Taunton et Al. and Cohen ( 2000 ) showed that there is a negative relationship between occupation engagement and absenteeism. However, occupation engagement and productiveness have a positive relationship. That is, as occupation engagement additions, productiveness additions and frailty versa. Harmonizing to W. H. Weiss ( 2006 ) employees who are involved in their occupations, that is, they have the know-how of why they need to transport out certain undertakings and how does these lend to the administration ‘s ends are the most productive workers. Therefore, it can be noted that occupation engagement is necessary to increase productiveness of employees.

2.3.3 Job Satisfaction

“ Job satisfaction refers to an emotional province of head that reflects an affectional reaction to the occupation and the work state of affairs, whereas the focal point of organisational committedness is on a more planetary reaction ( emotional or non-emotional ) to the full organisation ( Dipboye et al. , 1994 ; Farkas and Tetrick, 1989 ; Lance, 1991 ; Russell and Price, 1988 ) . ” ( Falkenburg. K and Schyns. B, 2007, p. 710 )

Job satisfaction is defined as “ the extent to which people like ( satisfaction ) or disfavor ( dissatisfaction ) their occupations ” ( Spector, 1997, p. 2 ) . This description implies that occupation satisfaction is a wide or planetary emotional reaction that persons hold about their occupation. Research workers and practicians have evaluated different “ aspects ” or “ dimensions ” of satisfaction. Analyzing these aspects are normally utile for measuring employee satisfaction with critical occupation factors. Traditional occupation satisfaction aspects consist of: colleagues, wage, occupation conditions, supervising, nature of the work and benefitsA ( Williams ) . Surveies have found that occupation satisfaction can besides be an independent variable impacting both productiveness and absenteeism. ( Boolaky. M and Gokhool. D, p. 75 ) .

There have had many theories on the relationship between occupation satisfaction and absenteeism. Most of these surveies concluded that as occupation dissatisfaction additions, self-reported absenteeism additions ( Taunton et al. 1885, Drago and Wooden 1992 ) . In 1982, a survey made by the Business Roundtable stated that occupation dissatisfaction affects absenteeism to a great extent. Employers should understand that the company ‘s ends and quality supervising are necessary for occupation satisfaction. It has besides been noted that as size of occupation increased, occupation satisfaction decreased.

Furthermore Hinze et Al. ( 1985 ) , study that identified the relationship between absenteeism and occupation satisfaction describe that absenteeism was lower among those who had strong coherence that is, squad spirit, and when direction criticised workers for being absent it was observed that absenteeism was lower, employees who regarded their work as mentally animating had fewer absences.

Furthermore Hausknecht, Hiller and Vance. ( 2008 ) , defined occupation satisfaction as the sense of enjoyment that persons derive from their experiences on the occupation and within the squad they work with. Therefore, harmonizing to this study high attending is expected in working environment where there is high satisfaction. This is because, the members of the squad have this feeling of belonging and support among themselves.

Furthermore, it can be observed that in a working environment where there is high satisfaction it increases the degree of productiveness. P. Valdes-Flores and J. A. Campos-Rodriguez ( 2008 ) depict “ occupation satisfaction as a set of favorable or unfavorable feelings for the employees to comprehend their work and that determine the possibility of a major temperament to accomplish higher public presentation, accordingly, occupation satisfaction refers to an person ‘s general attitude towards his or her occupation ” .

Link between engagement and committedness

Blau ( 1986 ) had developed the interaction of occupation engagement and organizational committedness and how this affected absence behavior. Furthermore, Blau and Boal ( 1987 ) refined the thought. The survey reported that there are four degree of part of high and low of occupation engagement and occupation committedness. When occupation engagement and occupation committedness are high, employees are non likely to be absent and if they happened to be absent this could be due to genuine illness. This type of employees is called “ institutional stars ” . Those who experience a low occupation committedness but high occupation engagements are absent because of calling chances or due to working environment, these individuals are called “ lone wolves ” . Persons with low occupation engagement and high organizational committedness called the “ corporate citizen ” esteem their colleagues and besides abide to the norms and ends of the administration they work for. Those could be absent from work in harmonizing to the administration ‘s lawful absence regulations. And in conclusion the “ apathetic employees ” identify themselves holding a low occupation engagement and organizational committedness, they have highest rate of absence.

Link between organizational committedness and occupation satisfaction

Many surveies have reported the association between organizational committedness and occupation satisfaction ( Meyer et al, 2002 ) . Harmonizing to Levison and Moser, ( 1997 ) employees tend to be lethargy without occupation satisfaction, which reduces organizational committedness. Furthermore, a survey carried out by Tips and Rhodes ( 1978 ) stated that occupation satisfaction and organizational committedness drama a large function in finding employee attending. Griffeth et Al ( 2000 ) , indicated that organizational committedness was a better forecaster of absenteeism than occupation absenteeism. However, as occupation satisfaction is more about the emotional province of head, it is influenced by day-to-day events instead than organizational committedness which cover the administration as a whole and develops over clip ( Sagie, 1998 ) .

Link between occupation satisfaction and occupation engagement

Wegge. J, Schmidt. K, Parkes. C and Dick. R. V ( 2007 ) found that events at work impact on how employees feel at work therefore finding occupation satisfaction. Furthermore, occupation engagement measures the importance of the occupation to one ‘s self sentiment and therefore represents personality differences. Job satisfaction is situational variable and occupation involvement personality in our logical thinking. Therefore, they both interact. That is, if occupation satisfaction is low, occupation engagement will negatively impact absenteeism. However, when occupation satisfaction is high in any state of affairs it will get the better of the impact of occupation engagement on absence behavior. Job satisfaction hence has a moderate impact on occupation engagement and absence. To be more precise, when occupation satisfaction is low, occupation engagement is negatively related to absenteeism whereas, when occupation satisfaction is high, occupation engagement is non associated to absenteeism.

2.3.4 Organizational Culture

Morgan. G has described organisational civilization as: “ The set of the set of beliefs, values, and norms, together with symbols like dramatized events and personalities, that represents the alone character of an organisation, and provides the context for action in it and by it. ” Another definition of organisational civilization by Schein. E “ a form of shared basic premises that the group learned as it solved its jobs that has worked good plenty to be considered valid and is passed on to new members as the right manner to comprehend, believe, and experience in relation to those jobs. “ A

Norms influence everyone in an administration ; they are unwritten and normally tell things like they are act uponing everyone ‘s perceptual experience in the administration and they contribute to the norms and back up them. Nowadays, we live in an absenteeism civilization. Harmonizing to Smit ( 2000 ) , absenteeism and civilization are negatively related. That is, employees encouraged and supported by the society to name a ill leave. However, employers do back up absenteeism as a cultural phenomenon. That is, when people take ill yearss when they are non ill, employers accept this as a cost to the administration. ( Allen. R. F, Higgins M. 1979 )

2.3.5 Motivation

Robbins and Coulter ( 1999 ) have defined motive as “ the willingness to exercise high degrees of attempt to make organisational ends as conditioned by that attempt ‘s ability to fulfill some single demand ” .

Luthans ( 1998 ) stated “ that motive is the procedure that arouses, energizes, directs, and sustains behaviors and public presentation. That is, it is the procedure of exciting people to action and to accomplish a coveted undertaking. One manner of stimulating people is to use effectual motive, which makes workers more satisfied with and committed to their occupations. Money is non the lone incentive. There are other inducements which can besides function as incentives. ”

Steers & A ; Rhodes ( 1978 ) , developed the most common theoretical account of absenteeism. They depicted that attending is determined by the employee ‘s motive to travel to work. However, Lee ( 1989 ) evaluated the theoretical facts of the Steers & A ; Rhodes Model ( 1978 ) and found that motive is non strongly related to attending. However, the survey of Burton. J. P, Lee. T. W, Holtom. B. C ( 2002 ) , claimed that illness absenteeism was related to one ‘s motive to go to work. That is, harmonizing to some theories sickness absenteeism is non merely due to illness but it may be voluntary, Brooke ( 1986 ) . Employees might utilize illness as an alibi non to travel to work, where there are other causes of this peculiar behavior, Martocchio ( 1996 ) . Furthermore, the Recruitment and Employment Confederation ( REC ) suggested that in order to cut down absence, the best manner was to guarantee that employees are well-motivated by their occupations. And to actuate employees, employers have to maintain them informed of their sub-rosa schemes for endurance during recession, Anne Fairweather ( 2009 ) , caput of public policy at an administration.

Motivated employees can be productive employees. Recognition, working environment and work accomplishment are factors that can maintain employees motivated therefore extremely productive. Employees who achieve the ends directed by their supervisor are normally well-motivated. And expect acknowledgment after the long hours of difficult work, for case an addition in salary, fillips or publicities. Harmonizing to a research carried out by Forces Today ( 2008 ) , employees were more productive when they received acknowledgment for their work and congratulations from direction. Working environment is another factor to actuate employees in being productive and need to be provided with a pleasant environment to work. Therefore it can be noted that motive is necessary to increase productiveness.

Personal Issues

Every employee in any administration has to travel through personal issues. It can be observed that confronting these issues most of the clip and energy of that peculiar individual is focused on their personal issue they are covering with. Personal issues can take the signifier of household jobs, sick parents or immature kids to take attention of, drug maltreatment, imbibing jobs, sexual orientation and many more deflecting one from his or her occupation. Harmonizing to Ericson ( 2001 ) issues like kid and eldercare, single-parent households are those features that might take to an impact on absenteeism at any degree in an administration. Furthermore, Goff et Al. ( 1990 ) found that when 1 ‘s work and household issues are conflicting there is a greater frequence of absenteeism. It has besides been noted that direction in most administrations are indulgent, staffs make alibis of being ill so as non to go to work, accordingly, entering a ill leave. This is besides common in the air power sector particularly among staffs holding uneven on the job hours ; they find it easier to register for ill leave so as to be able to pull off their ain issues. Shift work influence the working picks of parents and to be able to retain shift workers child-care services should be offered, P. D. Brandon and J. B. Temple ( 2007 ) .

Employees have to do certain that they do non convey their personal issues into the office. Therefore, administrations must be able to supply a pleasant environment where employees would non believe about their personal issues alternatively of concentrating on their work. Some company might besides supply psychological aid to their staffs. As personal jobs can take to a autumn in productiveness.

Health Related Issues

Chronic Diseases

However, administrations can exert some control over unwellnesss by guaranting a safe and healthy workplace, proper ergonomic design, wellness and safety direction 27policies/practices to turn to absenteeism in the workplace ( Ericson, 2001 ) . These can ease healthier working environments and supply favorable conditions to cut down absenteeism and enhance satisfaction and productiveness.

Fatigue and Stress

Harmonizing to the New Grolier Webster International Dictionary of English Language weariness is defined as the fatigue of a individual ‘s physical or mental energy. More precisely it is described as a specific reaction of our cardinal nervous system and muscular system due to effort ( S. L. Smith et al. , 2009 ) . That is, the exhaustion of strength due to continued emphasis. Stress on the other manus is identified as factors doing mental or emotional strain or tenseness to a individual ( New Grolier Webster International Dictionary of English Language ) . Khodabakhsh Ahmadi and Kolivand AlirezaIn 2007 stated that “ emphasis is frequently used to depict the organic structure ‘s responses to demands placed upon it, whether these demands are favorable or unfavorable. ” In this context nevertheless, emphasis is related to the work topographic point where due to unsatisfactory work administration, direction, environmental design and differences between the attempts put into work compared to the wagess received ( S. L. Smith et al. , 2009 ) .

The degree of work-related emphasis has increased accordingly during the past few old ages in the air power sector. C. Kelleher & A ; S. McGilloway, 2005, claimed in a research carried out for an Irish air hose that the degree of work-related emphasis among emphasis is high. Khodabakhsh Ahmadi and Kolivand Alireza, 2007, have found that the degree of work emphasis among military pilots has besides increased. The study of the ITF 2009, indicated that there has been a serious addition in emphasis and weariness since 2000.

There are assorted causes of work-related emphasis and weariness in the air power sector. The uneven and long hours of work which normally consequences in overtime, drain staffs both emotionally and physically. Fatigue and emphasis is besides caused due to the deficiency of remainder. Airline staffs working in different clip zones and uneven hours are the 1s experience chronic slumber want. A rise in the degree of flights and riders has led to unmanageable work burden due to high work demands doing emphasis and weariness among staffs. The tradition of overbooking flights in about all air hoses is the cause of assorted jobs. Passengers who find themselves left behind due to the deficiency of seats on the flights are normally ferocious and tend to shout at staffs utilizing opprobrious linguistic communication therefore emphasizing them.

Peoples working in the air power sector have experience a consequent rise in the emphasis degree at work ( S. L. Smith et al. , 2009 ) . This has had assorted impacts on sickness absenteeism and illness therefore impacting the productiveness degree of employees.

Injury at work

The cost on medical disbursals incurred by employees as a consequence of medical attention received following an accident at work is illustrated as follows:

Year

Sum of medical disbursals ( 000Rs )

2006-2007

2.6 M

2007-2008

5.7M

2008-2009

4.3M

2009-2010

1.2M

2.5 Incentives to cut down sickness absenteeism and increase productiveness

Health publicity seems to impact positively on employees ‘ wellness, morale, degree of sickness absenteeism and productiveness. Unfortunately it is noted that the necessary constructions and installations to advance wellness are non available at Air Mauritius, nevertheless, direction has shown its purpose to alter the state of affairs and has set up health and fittingness Centres.

2.6 Decision

The literature reappraisal has focused on the wellness and non-health issues that could take sickness absenteeism and illness in an administration and inducements of what can be done to cut down these. Therefore on this footing, the undertaking would be structured to measure the causes of sickness absenteeism and illness and its impacts on the productiveness degree of employees and besides find the demand of an absence direction policy at Air Mauritius.