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...employees is increasing on any day, in particular, before and after weekends. This trend has assumed distressful proportions (Allen, 1983, p.3).In addition to causing trouble and unnecessary burden for employers, absenteeism cause problems for the employees who attend work regularly. Perry (1997) states that, “Employees who do loyally come to work eventually realize they are being conned by the chronic absentees, and no one likes to be conned…once the staff come to that conclusion, that’s it. They feel… management doesn't care when the problem is not addressed” (p.89). Due to increasing pressures on companies to be profitable, it is critical for them to pay attention to...
10 Pages(2500 words)Essay
...?Managing Employee Performance: Strategies to Reduce Absenteeism Introduction Absenteeism refers to an individual’s regular pattern of absence from his/her duty or obligation. In other words, it is one’s non attendance at work with or without valid a reason. Traditionally, absenteeism constitutes breach of a contract that was implicitly formed between employer and employee. It is considered as a management problem which also reflects poor individual performance. As Armstrong (2000, pp.14-17) points out, researchers opine that frequent absence from duty or obligation is a direct indication of poor workplace morale. ‘Withdrawal model’, a psychological model, describes...
8 Pages(2000 words)Essay
.... As a result the workings of the management of the organizations also changed considerably. Proper human resource management was in effect which was marked by the concept of individualism. There was a direct communication with the employees and appraisal system was introduced. The support in favor of the trade unions and collective bargaining was withdrawn to strengthen the role of the employers. These caused an overall change in the employee relations prevailing in the industry. While the employees were benefitted to some respect by the implementation of the political change, the restriction on the labor unions harmed it significantly....
9 Pages(2250 words)Coursework
...?Performance Appraisals Performance Appraisals play a significant role in managing employee behavior and accomplishing organizational goals within organizations. In fact, performance appraisals are effective management tools employed by managers “to direct and control employee behavior, distribute organizational rewards, improve employee work performance, or develop employee capabilities” (Tompkins 250). It is essential to assess and evaluate the performance of each employee in an organization. For this, mangers need to set mutually agreed goals and...
5 Pages(1250 words)Research Paper
...a society's commitment to social justice and its level of adherence to its precepts.
Given the socio-political and economic importance of employee relations, its ascendance into a discipline and field of study in its own right, is hardly surprising. Within the practice and study of business and management, Human Resource Management has emerged as the arena for discourse on employee relations and optimal human resource management trends and paradigms. As with any other discipline and field of practice, it has undergone several changes over the past decades and is engaged in a multitude of debates. These changes have been imposed upon it by shifting...
14 Pages(3500 words)Essay
...Research Proposal Employee Perceptions of Equity in Performance Appraisals: Can Relationships between Employee and Manager be Strengthened Through Unbiased Appraisals?
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Academic Organization
Word Count: 1,547
Research Proposal 2
Title – Employee Perceptions of Equity in Performance Appraisals: Can Relationships between Employee and Manager be Strengthened through Unbiased Appraisals?
Aims and Key Questions
The purpose of this proposed study is to determine whether employee/manager relationships can be strengthened...
6 Pages(1500 words)Essay
...Managing Employee Relations- Marks and Spencer Introduction Marks and Spencer’s has been one of the largest retail markets in the UK and the employeerelations that exist within the company have both positive and negative aspects. Marks and Spencer’s employee relations have always been influenced by the conventional system of industrial relations. The company now has 65000 employees all around the world out of which 80% of the staff works directly on the sales floor. M&S is amongst the top 6 retail suppliers in the UK and have extended their operations in 29 different countries. Most of the stores are mainly franchises but it also owns a huge number of stores in Hong Kong....
10 Pages(2500 words)Essay
...Managing Employee Relations Introduction In this globalisation and technology driven era, business industries have been developing rapidly. With thegrowth in the commercial sector, there are several companies operating in dissimilar industries that desire to get exposure amid the global customers. Thus, to attain this objective, companies often seek for active participation from their stakeholders. Amongst these stakeholders, employees’ involvement and their wider participation is deemed to be quite effective. It will be vital to mention that Employee Involvement and Participation (EIP) are preferably considered an important part for building the corporate structure of an...
13 Pages(3250 words)Essay
.... Dipboye & De Pontbriand (2011) state that performance appraisal are very effective in assisting the employees meet the objectives of their jobs. The success of the system depends mainly on communication. In most cases, the managers or those higher in the job ranks do not find it important to keep the employees engaged. In a matter of fact, there are managers who believe that performance appraisals are a waste of time and that they do not have success in helping a company meet their strategic objectives. Concerning communication, informal discussions may take place on a daily basis. This method is very crucial in providing immediate...
4 Pages(1000 words)Assignment
...Performance Appraisal and number affiliation submitted Performance Appraisal Performance appraisal is the process through which a manager tests and assesses the behavior of an employee by comparing these behaviors with current standards, document the comparisons and use these results to relay response of where the employee should improve and why. This paper is will discuss merits; bias associated with this system and how it can be used to achieve the strategies of an organization.
The method incorporates documentation of employee’s performance within a given period of time. This is important to the organization in...
2 Pages(500 words)Essay
