Importance of Employee Motivation in Reducing Absenteeism: A Case Study of The Marian Centre

This research proposal explores the significance of employee motivation in reducing absenteeism in healthcare services with a case study of The Marian Centre. It covers research backgrounds, problem, rationale, aims and objectives, literature review, research methodology, and additional issues such as ethical considerations, budget, and timeline.

Running head: MANAGING RESEARCH
Managing Research
(Research Topic: Importance of employee motivation in reducing the rate of absenteeism,
Case study of The Marian Centre)
(Scenario 5: Task 1)
Name of the Student
Name of the University
Author’s Note

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Running head: MANAGING RESEARCH
Table of Contents
1. Introduction:................................................................................................................................3
1.1 Research backgrounds:..............................................................................................................3
1.2 Research problem:.....................................................................................................................4
1.3 Rationale of the research...........................................................................................................4
1.4 Research aims and objectives:...................................................................................................5
1.5 Research questions:...................................................................................................................5
1.6 Hypothesis:................................................................................................................................5
2. Literature review:.........................................................................................................................6
2.1 Factors and reasons of high rate of employee absenteeism:......................................................6
2.2 Impact of employee absenteeism in health care services:.........................................................6
2.3 Ways of employee motivation for reducing the rate of absenteeism.........................................7
3. Research methodology:...............................................................................................................8
3.1 Research design:........................................................................................................................8
3.2 Sampling technique:..................................................................................................................8
3.3 Data collection:..........................................................................................................................9
3.4 Data analysis:.............................................................................................................................9
4. Additional issues:.........................................................................................................................9
4.1 Expected research limitations:...................................................................................................9
4.2 Ethical considerations:.............................................................................................................10
4.3 Budget of the research plan:....................................................................................................10
4.4 Timeline of the research:.........................................................................................................11
4.5 Expected outcome:...................................................................................................................12

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Running head: MANAGING RESEARCH
Reference List:...............................................................................................................................13

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1. Introduction:
The success of an organization is entirely dependent on employee performance and their
way of product delivery method. It has been observed in last five years of business scenario that
The Marian Centre, one of the most recognizable healthcare facilities of Australia is facing
innumerable business turmoil due to high rate of employee absenteeism and turnover
(mariancentre.com.au 2018). As a result, organisational productivity is getting hampered
immensely. After identifying this issue numerous research scholars and practitioners have raised
their concern. After evaluating in-depth data from different case studies of Marian Centre, it is
observed that employees of this organization are overburdened in pressure. Therefore, they are
unable to provide their best endeavour towards services. Therefore, importance of employee
motivation in reducing the rate of absenteeism has become an identified research issue based on
which appropriate data collection and analysis technique will be conducted.
1.1 Research backgrounds:
The Marian Centre is one of the most recognizable mental health facilities occupying in
the market of Australia. Due to their superior quality of products and effective services the target
customers of this organization is huge in number (Kang, Gatling and Kim 2015). In comparison
to the target audience the organization is not well constituted with sufficient number of
workforce strength. In this kind of situation, the existing employees have to face immense
challenges in providing superior quality of services within stipulated deadline. Employees have
to face overburdened pressure to deliver services. In addition, the organization is not following
rewards and recognition policies for motivating the employees towards services. Being over
stressed up and pressurised in work the employees were unable to maintain work life balance

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Running head: MANAGING RESEARCH
(Zboril-Benson 2016). In this kind of situation, Marian Centre has focused to make some of the
most effective initiatives so that employees show their interest in retaining at the workplace.
1.2 Research problem:
Importance of employee motivation in reducing the rate of absenteeism is the identified
research issue. In-depth case study is conducted based on Marian Centre, recognizable mental
health services in the realm of health care industry (Chong and Monroe 2015). In order to reduce
the rate of employee absenteeism the study would like to find out some of the major ways of
employees motivation.
1.3 Rationale of the research
After gathering reliable and valid data from different resources it has been observed that
employee absenteeism has become a major issue. Marian Centre is one of most recognizable
health care services occupying predominant place in the realm of health care industry. Due to the
lack of IT knowledge and expertise employees are unable to give proper services to the patients
(Kampkötter and Marggraf 2015). The employees have to bear overburden of pressure at the
workplace due to the lack of technological competency. In this kind of situation, this research
issue has become a major concern for the researcher. Being stressed up in work pressure
employee turnover rate has seriously increased (Avanzi et al. 2014). In this kind of situation, this
very specific study has focused to make importance of employee motivation in reducing the
rate of absenteeism as their identified research issue.
1.4 Research aims and objectives:
The primary objectives of making this research proposal are as follows:

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 To analyse issues impacting staffs and employees working at health care facilities
 To understand the factors related to frequent absenteeism of staffs and employees
 To determine programs implemented can result in better employee/ staff morale
 To ascertain ways by which employees and staffs be motivated
1.5 Research questions:
 What issue majorly impacts staffs and employees working at health care facilities?
 What are the factors related to frequent absenteeism of staffs and employees?
 What programs implemented can result in better employee/ staff morale?
 How can employees and staffs be motivated?
1.6 Hypothesis:
H0: Employee motivation has no significant importance in reducing the rate of employee
absenteeism
H1: Employee motivation has significant importance in reducing the rate of employee
absenteeism
2. Literature review:
2.1 Factors and reasons of high rate of employee absenteeism:
In health care industry especially the employees have to deal with those stakeholders who
are mentally or physically challenged. As a result, employees have to give special care and
treatment while dealing with those stakeholders. Baxter et al. (2015) opined that after evaluating
the business scenario, it is observed that employees have to put additional effort in providing

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services. Overburden pressure, additional responsibility ultimately damages the work life balance
of an individual employee. In this kind of situation, de-motivation is the only factor due to which
health care industry is losing employee reliability day by day.
2.2 Impact of employee absenteeism in health care services:
Absenteeism ultimately damages the rhythmic flow of business based on which
organization fails to maintain their image and reputation. As a result, organisational productivity
is getting hampered immensely. As opined that Hassan, Wright and Yukl (2014), employees
have to face overburdened pressure to deliver services. In quest of motivating the employees
towards services the organization is not following rewards and recognition policies for
motivating the employees towards services. Being over stressed up and pressurised in work the
employees were unable to maintain work life balance.
Cloutier et al. (2015) opined that lack of work-life balance highly de-motivates the
employees towards services with the help of which employees deny to perform well in meeting
organizational goals and objectives. As a result, employees fail to meet organizational
productivity. The organization fails to gain profit level so that they can maintain their brand
image and reputation. As commented by Hwang et al. (2014), employees’ decision in switching
the company highly damages the organizational image and reputation. As a result, employees are
highly affected in maintaining their retention plan in the healthcare industry.
2.3 Ways of employee motivation for reducing the rate of absenteeism
Tomaževič, Seljak and Aristovnik (2014) stated that after evaluating the overall scenario,
it can be highlighted that employees are getting highly de-motivated in performing well towards

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health care services. Their lack of competency in technological skill is another reason of being
incompetent towards the services. In order to overcome this kind of situation, the organizations
belonging to healthcare industry would have to focus on rendering motivational strategy so that
employees tend to show their courageous attitude in performing well towards the services.
Dugguh and Dennis (2014) commented that implementing rewards and recognition policy at the
workplace can motivate the employees in providing their good performances. Kleinman et al.
(2014) opined that employees can be given flexible work environment as well with the help of
which employees do not have to take pressure in logging in at a right time. At the same time,
employees in a healthcare centre should be provided agile workspace so that they start to enjoy
their flow of work instead of considering it as their burden or responsibility. In addition,
implementation of compensation and benefit can also motivate the employees in providing their
good services.
3. Research methodology:
3.1 Research design:
Research design is the systematic process of gathering appropriate data and information
by using different methodological tools. Research philosophy is the method of evaluating data
by making different philosophical approaches (Novikov and Novikov 2013). In this study,
positivism research philosophy will be used after making keen observation regarding the
research issue. In order to make in-depth analysis based on the case study of Marian Centre, the
study has focused to make detailed analysis by using deductive approach. With the help of an
effective descriptive research design the collected data will be analyzed without manipulating

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data and information (Mary Converse 2012). The researcher issue will be evaluated without
exploring new information from the research issue.
3.2 Sampling technique:
Sampling technique is the method of gathering data and information from a specific
group of people among large number of population (Wahyuni 2012). Sampling technique is of
two types including probability sampling technique and non-probability sampling technique
(Coleman 2013). In this study, non-probability sampling technique will be used who will be
directly involved with the research issue. In this very specific study employees will be involved
so that they can provide their feedback regarding employee absenteeism. Total 100 samples will
be collected based on which data will be gathered by maintaining its reliability as well as
validity.
3.3 Data collection:
Data collection is the approach of acquiring knowledge and information regarding
research issue from different resources. Data collection technique is constituted with two major
types that include primary source of data collection technique and secondary source of data
collection technique (Håkansson 2013). In this study the researcher will follow primary data
collection method. Only survey will be conducted by involving 100 employees of The Marian
Centre. They will provide necessary feedback about the actual reason of absenteeism and
employee turnover.

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3.4 Data analysis:
Data analysis is the systematic process of evaluating the collected data by using
appropriate statistical and analytical tool (Collis and Hussey 2013). In this study quantitative data
will be collected with the help of which survey questionnaire will be made for gathering
information (van Wyk 2012). In order to evaluate necessary data and information the study will
focus on using central tendency method in ‘liker chart’. In order to prove research hypothesis
the study will make in-depth regression analysis so that null hypothesis can be rejected.
4. Additional issues:
4.1 Expected research limitations:
While making the research proposal some of the major areas are highlighted which seem
to be its shortcomings. The research proposal will collect data based on positivism research
philosophy. However, it is undeniable that positivism research philosophy is highly based on
keen observation rather than appropriate evidence. Therefore, post-positivism research
philosophy will be appropriate for this proposal so that both observation and evidence can be
gathered. In addition, in order to collect sufficient data and information from various resources
the researcher would have to focus on collecting both quantitative and qualitative research
method.
4.2 Ethical considerations:
While conducting the entire research the researcher would have to follow appropriate
ethics and values so that the participants do not get affected in providing necessary information
(Collis and Hussey 2013). With the help of implementing data protection act the researcher

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would strictly maintain confidentiality of collected data gathered from the participants. On the
other hand, in this research anti-discrimination act would be strictly followed with the help of
which participants from various cultural backgrounds and attitudes would be given equal respect
and dignity. Both verbal and non-verbal communication method would be used so that people
having linguistic barrier do not have to face challenges in communicating with the researcher.
4.3 Budget of the research plan:
Activities Estimated
budget
AUD
Finding sources for topic selection
Data collection from secondary sources AUD 5,000
Framing layout of the research AUD 4,000
Purchasing books and journals AUD 7,500
Research plan formation AUD 16,500
Acquiring research techniques AUD 4,000
Primary data collection AUD 20,000
Analysing and interpreting data AUD 16,000
Formation of rough draft AUD 28,000
Final submission (total) AUD 101,000
Table: Estimated budget of the research plan
4.4 Timeline of the research:
Main activities/ stages 1st-2nd 3rd- 4th 5th- 6th 7th-8th 9th- 10th 11th- 12th

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Week Week Week Week Week Week
Topic Selection
Data collection from
secondary sources
Framing layout of the research
Literature review
Formation of the research
Plan
Selection of the Appropriate
Research Techniques
Primary data collection
Analysis & Interpretation of
Data Collection
Conclusion of the Study
Formation of Rough Draft
Submission of Final Work
Table: Timeline of the research plan
(Source: As Created by the Author)
4.5 Expected outcome:
The expected outcome of this particular research seems to be positive as the researcher
would properly follow the research format and appropriate research tools. While collecting data

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the researcher would focus on conducing survey only. In order to deal with the issue like
importance of employee motivation in reducing the rate of absenteeism, the researcher would
have to focus on making qualitative data analysis as well for involving the human resource
manager. They would be able to present the actual organizational scenario about the increasing
rate of absenteeism and its necessary ways of overcoming the rate of absenteeism.

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Reference List:
Avanzi, L., Fraccaroli, F., Sarchielli, G., Ullrich, J. and van Dick, R., 2014. Staying or leaving: A
combined social identity and social exchange approach to predicting employee turnover
intentions. International Journal of Productivity and Performance Management, 63(3), pp.272-
289.
Baxter, S., Campbell, S., Sanderson, K., Cazaly, C., Venn, A., Owen, C. and Palmer, A.J., 2015.
Development of the Workplace Health Savings Calculator: a practical tool to measure economic
impact from reduced absenteeism and staff turnover in workplace health promotion. BMC
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Chong, V.K. and Monroe, G.S., 2015. The impact of the antecedents and consequences of job
burnout on junior accountants' turnover intentions: a structural equation modelling
approach. Accounting & Finance, 55(1), pp.105-132.
Cloutier, O., Felusiak, L., Hill, C. and Pemberton-Jones, E.J., 2015. The Importance of
Developing Strategies for Employee Retention. Journal of Leadership, Accountability &
Ethics, 12(2).
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Running head: MANAGING RESEARCH
Dugguh, S.I. and Dennis, A., 2014. Job satisfaction theories: Traceability to employee
performance in organizations. IOSR journal of business and management, 16(5), pp.11-18.
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Hwang, J., Lee, J.J., Park, S., Chang, H. and Kim, S.S., 2014. The impact of occupational stress
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Kleinman, N.L., Odell, K., Chen, C.I., Atkinson, A. and Zou, K.H., 2014. Persistence and
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