Employee Engagement and Absenteeism: Good or Not?

This essay explores the concept of employee engagement and its impact on absenteeism. It discusses the benefits of employee engagement, such as increased productivity and satisfaction, and how it can lead to a positive work environment. The essay also highlights the relationship between employee engagement and absenteeism, emphasizing the importance of keeping employees engaged to reduce absenteeism.

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Table of Contents
ESSAY.......................................................................................................................................3
REFERENCES..........................................................................................................................5

Some companies have focused on developing employee engagement programmes to try
absenteeism. To what extent do you think this idea is good or not?
ESSAY
Employee Engagement refers to the passion of employee towards their job.
Commitment that employees are showing towards organisation is necessary in order to make
sure that productivity of organisation is increased (King, Gontarz and Wei, 2020). This can
also be described as the qualitative as well as quantitative relationship between the
organisation and its employee. Employee engagement in an organisation have direct effects
on absenteeism. They are negatively related which means that increase in employee
engagement will result in decrease in employee absenteeism.
There are a number of benefits that are brought to an employee through the help of
employee engagement. The strength of mental as well as emotional attachment that an
employee have towards the organisation. When an employee is inclined emotionally towards
organisation they would definitely want to come to work everyday. It will automatically
result in decrease in absenteeism of employee. When employees are engaged they become
more familiar to the environment along with being concerned about it.
Employee engagement is highly related to psychological condition of a person as
well. It is often seen that when employees are engaged in their work they do not have any
peer pressure, pressure of termination or stressful environment. This helps in making a
happier and positive environment in the organisation (Karatepe, Rezapouraghdam and
Hassannia, 2020). When an employee is happy coming to work this will definitely lead to
reduction in absenteeism of employees. Satisfaction of employees is a major factor.
Employee engagement also brings satisfaction in employees. They do not seem to have any
complaints from the job they are performing, this is a major advantage as satisfied employees
will not miss their work.
Studies have shown that when employee engagement is increased in an organisation
they are more invested and devoted towards their job. Employees start focusing on group
activities and they focus on success of their team. This is a definite reason why employees
will come to work everyday. When an employee is engaged their goals are very firmly
aligned with the vision and mission of organisation. This will encourage them to show up to

work everyday in order to make sure that they are fulfilling their roles and responsibilities
towards the organisation. The workplaces that are highly engaged definitely see lower
absenteeism (Wahid and et. al., 2019). However, occasional leaves can also be taken by
engaged employees. But it is necessary for organisation to keep a check on engagement
level of employees when a pattern of absenteeism is developed by them

REFERENCES
Books and Journals
King, A.T., Gontarz, J. and Wei, H., 2020, January. Employee engagement and
absenteeism: A step towards improving patient care. In Nursing Forum.
Karatepe, O.M., Rezapouraghdam, H. and Hassannia, R., 2020. Job insecurity, work
engagement and their effects on hotel employees’ non-green and nonattendance
behaviors. International Journal of Hospitality Management, 87, p.102472.
Wahid, Z. and et. al., 2019, January. Predicting absenteeism at work using tree-based
learners. In Proceedings of the 3rd International Conference on Machine Learning
and Soft Computing (pp. 7-11).