Data Analysis: Numerical Dataset

This assignment requires analyzing a dataset consisting of 70 numerical values. The provided data points range from 10.2 to 39.9. Students are expected to identify patterns, trends, potential outliers within the dataset, and draw meaningful conclusions based on their observations.

Running head: PROFESSIONAL PROJECT
Employee Absenteeism and its impact in absence management mostly in healthy cares
Name of the Student:
Name of the University:
Author’s Note:

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Executive Summary
Absenteeism is one of the essential elements that is faced by the companies that are associated
with the healthcare industry in Australia. The background of the study has been addressed in
order to have a clear idea about what absenteeism is and how it has an impact on the service
quality of the health care industry. The statement of the problem has been constructed in this
paper in order to have a proper idea about the issues in accordance to which this research paper
has moved ahead. The aims and the research questions looks to point out the areas with respect
to which the results for this paper can be attained. The review of literature provides an
explanation of the areas where the researchers have stressed on in order to have an idea about the
absenteeism impact on the absence management of the healthcare industry. The process of data
gathering and the analysis method that is used in order to collect the precise data is even
explained in an appropriate manner. The analysis is undertaken by taking help of various tools
and the results obtained is in line with the literature review. The outcome of the paper has
therefore been able to answer all the issues that can will be helpful in understanding the effect of
absenteeism on the absence management in the healthcare industry with the help of which
actions can be taken by the absence management in order to reduce the level of absenteeism and
improve the service quality of the industry.

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Table of Contents
Chapter 1: Introduction....................................................................................................................4
1.1 Background of the Study.......................................................................................................4
1.2 Problem Statement.................................................................................................................5
1.3 Research Aim.........................................................................................................................5
1.4 Research Question.................................................................................................................5
Chapter 2: Literature Review...........................................................................................................6
2.1 Introduction............................................................................................................................6
2.2 Absenteeism...........................................................................................................................6
2.3 Issues faced by the Absence Management............................................................................7
2.4 Effectiveness of the managers in reducing absence..............................................................7
Chapter 3: Research Methodology..................................................................................................9
3.2 Data Collection Procedures...................................................................................................9
3.3 Source of the Data.................................................................................................................9
3.3 Data Analysis.......................................................................................................................10
Chapter 4: Findings, Analysis and Discussions.............................................................................11
4.1 Thematic Analysis...............................................................................................................11
Chapter 5: Discussion................................................................................................................16
5.1 H1: Absenteeism can have an impact on the absence management.....................................16
5.2 H1: Influences of the managers can lower absenteeism.......................................................16

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Chapter 6: Conclusion, Limitation and Recommendation............................................................17
6.1 Conclusion (Addressing the aims and questions)................................................................17
6.2 Limitations...........................................................................................................................18
6.3 Recommendation.................................................................................................................18
Reference List................................................................................................................................19
Appendix........................................................................................................................................24

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Chapter 1: Introduction
The meaning of the word absenteeism refers to the unscheduled leaves and absences(Duff
et al., 2015). In accordance to the health care industry, the meaning of the word absenteeism
generally addresses the medical employees and staffs that even includes the nurses in the
establishment of the health cares which leads to a sustainable stress and even has an impact on
the service quality of the health care centre that the patient’s receive.
1.1 Background of the Study
The ability and the capability of health care is even affected by absenteeism that
primarily manages efficiently with the issues that arises from the environmental factors and even
has a huge impact for all the activities that are undertaken by the health care companies(Diestel
et al., 2014). There needs to be adequate number of doctors and nurses in the health clinics and
centres and even in the nursing homes and hospitals in order to pursue that the all the patients are
attended and taken care of with the most effective quality and care so that the patients and their
family members are happy and satisfied. The health care providers act as a spinal cord of a health
care company in order to deliver the process(Johns, &Miraglia 2015). The quality service that is
given to the patients is helpful in the improving the health factor for the human beings residing in
the nation and thereby is able to reduce the mortality rate of the country and development of the
economy as well. The issue that has an impact on quality level of service in the health care
centres have been the rate of absenteeism among the nursing employees. This paper therefore
looks to undertake a discussion about the factors that lead to absenteeism in the health care
industry (Ubalde-Lopez et al., 2017).

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1.2 Problem Statement
The main issue that is existent in the healthcare organizations is the existence of
absenteeism among the employees. The employees and the staffs play a key role in the
healthcare sector as it is seen that service given to the patients determine the goodwill of the
organization (Siu et al., 2014). The presence of the employees is able to enhance the performance
of the organization and therefore this is the main issue which the researcher needs to evaluate in
order to understand the impact of absenteeism in the absence management in the health care
organization. The explanation of the problem and undertaking steps in order to resolve the issues
will be helpful in completing the paper in a precise manner.
1.3 Research Aim
The main aim has been addressed as follows:
 Determine the factors that have an impact on the degree of absenteeism on the absence
management in the health care industry
1.4 Research Question
The questions that have been discovered would be basis with respect to which the
researcher would move ahead with the task and thereby would be able to complete the research
in a precise way. The research questions associated with this topic are as follows:
Q1. What are the essential factors that have an impact on the health care industry with respect to
absenteeism on the absence management?
Q2. How do the managers have an influence in resolving the issues related to absenteeism in
health care industry?
Q3. What are the issues related with absenteeism that are faced by the absence management?

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Chapter 2: Literature Review
2.1 Introduction
This segment of the paper would look to address the issues in association to absenteeism
and thereby would be able to resolve answers that can mitigate these issues.
2.2 Absenteeism
In accordance to Lieke et al., (2016), absenteeism can be referred to as an involuntary
absence that takes place due to certain aspects that are incontrollable on the part of the
employees and the process of voluntary absence is associated with the absence that takes place
when an employee makes their own decision whether to go for work or not. Bouville et al.,
(2018) explained that it is challenging to make a variation among the voluntary and involuntary
absence in a firm. As explained by Mageeet al., (2017), in accordance to the standpoint of a
process, there are many factors that have an impact on absenteeism in order to have an effect
absence on the health employees in a health care company. The factors that are associated are
primarily segmented in three categories that are inclusive of the factor of workplace, personal
factor and organizational and cultural factors.
Absenteeism can occur even due to the employment sector and the extent of absenteeism
due to the low and high resource settings in a public sector like the healthcare firms and public
hospitals. Laschinger et al., (2015) has citied that by undertaking an assessment on the effect of
the transformations that are taking place in the health care industry due to the changes in the
organizations and the process of reimbursements generally in absenteeism. Loeppke et al.,
(2015) addressed that hospital employees in the sub urban regions and the main districts have
been more absent than the staffs in the health centres and the small dispensaries. The factor for

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absenteeism may even arise from the region of the facility of health care. The level of healthcare
in urban and rural areas even undertakes a decision in accordance to the percentage of
absenteeism in the healthcare centres (Du, & Leigh 2017). They have discovered that hospitals in
the urban regions have more extent of absenteeism in comparison to the rural regions.
2.3 Issues faced by the Absence Management
The level of absenteeism due to illness is generally regarded as an aspect of the macro-
economic factor that is required to lower the communal cost and even assists in efficient
assignment of the resources (Goldblatt et al., 2017). There has been very less assessment for the
level of absenteeism due to illness as the personal aspects have not been explained effectively.
The employees related to the absence management are generally obligated to manage the
absence in a company. It is precise for the managers to add in all the stakeholders under the
regulations that are explained by the management (Follmer, & Jones 2018). The managers need
to have an understanding of their positions and are anticipated to incorporate the policies and the
practices in the healthcare companies. In case the positions are not understood in an effective
manner, then a complication can arise among the organization managers of the health industry.
2.4 Effectiveness of the managers in reducing absence
. The management can stay in contact with their employees who are in leave due to
illness and have been planning to get back to work. Smits et al., (2016) have cited that an
absence that is 28 days or less is known as short absence. The pattern for absence is assessed in
short term aspects. The effective managers encourage the employees to take a leave when they
are facing discomforts and problems. This method of the management is regarded as a significant
message in the absence due to sickness (Ropponen et al., 2016). The recording of the present
employees is even crucial.

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It is even essential for the management associated with the absence management in order
to assess the history of the ones who are absent in a company (Lanctôt, & Guay2014). The
management are given precise training so that they become competent of recognising the
transformations in the attitude of the employees. The welfare of the employees needs to be
looked upon as well in order to mitigate the level of absence due to illness in the company (de
Sousa Sena et al., 2017).

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Chapter 3: Research Methodology
This section of the paper highlights the process that has been undertaken by the
researcher in order to have an idea about the method that would be undertaken in order to gather
the data that is essential for the completion of the paper in accordance to the topic.
3.2 Data Collection Procedures
The aim of the data collection process of the paper has been to discover the impact of
absenteeism in the absence management in the healthcare sector. The paper is a descriptive
design and the paper is constructed by depending on the secondary data in order to undertake
critical assessment. In this paper, the researcher has utilised the general sources of the secondary
data. The secondary data are gathered from the sources like the articles, books and journals,
reports from the health care sector, internet sources and annual report of various healthcare
businesses (Frey et al., 2015). The sources of the secondary data are even available by taking
assistance of the earlier researches and these are the cost efficient and cost effective process. The
secondary data even explains the current issues and it is reasonable as it reduces the costs that are
associated with the collection of the primary data (Kaynak et al., 2016).
3.3 Source of the Data
In this paper, the researcher has gathered information from healthcare sector of Australia
and their websites. The researcher can even take assistance of the Australian Bureau of Statistics
(ABS) as this centre provides information and details about any information associated with
Australia. The data that has been gathered are not premium or effective data as there was no
access to this premium information about the companies and various sectors of Australia (Joyce
et al., 2016). Hence, qualitative method has been used in order to undertake the secondary
assessments.

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3.3 Data Analysis
In this paper, qualitative data has been gathered and it has been evaluated by taking
assistance of the qualitative data assessment method. The researcher has segmented the data that
has been gathered into several themes (Ilies et al., 2016). The data has been collected from the
financial websites and annual reports and this data has been taken through statistical analysis. As
explained by Yang et al., (2015), the thematic data assessment is the general form of the
qualitative data evaluation and it primarily concentrates on pinpointing, assessing and prioritising
on the research questions that have been constructed earlier. The similar kind of data have been
connected and presented in tables in order to observe the findings.

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Chapter 4: Findings, Analysis and Discussions
The data that has been collected explains that there are several factors that have an impact
on the absenteeism in the health care company. The factors has been categorised in three
thematic sections that are known as the personal, workplace and cultural factors. This section
would explain each one of them.
4.1 Thematic Analysis
Theme 1: Factors that have an impact on absenteeism in healthcare sector
The extent of absenteeism is very frequent in the public sector due to the low and the
high setting of the resources. Bauer, & Sousa-Poza (2015) have explained that absenteeism in
public sector is higher as the employees are confident of a fact that they would be receiving their
salary irrespective of their performance in the workplace.
Organizational size
The size of the organization can have an influence on the absenteeism level as it is seen
that bigger companies have greater level of bureaucracy and less amount of cohesiveness and
therefore the efforts of a single employee is not noticed. In smaller companies, the level of
absenteeism becomes lower as in this case the employees have a sense of bonding and their
performance is always under the scrutiny (Ferreira et al., 2015).
Location of the facility
The location of the health care centres have an impact on absenteeism as it is seen that
distance among their workplace and their abode would have an impact on absenteeism as various
external factors would restrict the employees from coming to office (Buzeti et al., 2016).

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Workload
The level of load of work even determines the level of absenteeism. The rise in the
workload even leads to a rise in the long term and short term absence (De Cuyper et al., 2017).
The absenteeism level can be determined by this factor as well.
Working Conditions
The working environment of the employees in the health care companies can even have
an effect on the level of absenteeism as it is seen that nurses have been dissatisfied with the
quality of service that has been offered and in certain cases the kind of jobs they have been
performing (Main et al., 2016).
Individual Factors
The individual factors are inclusive of the marital status, age, and gender and health
status and hierarchy level of the individuals. The individual factors would be able to determine
the level of absenteeism and thereby would be able to explain the factors that may have an
impact.
Management
The relationship with the employees and the policies and the extent of grievance handling
by the employees and thereby determine the level of absenteeism (Amick et al., 2017). The level
of leadership style is even considered to be another factor as well.
Cultural Expectations
The cultural effects like the social events that employees need to attend like marriages,
burials, bad weather can explain the level of absenteeism that takes place in the healthcare sector.

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PROFESSIONAL PROJECT
Hence, the determination of all these factors would be able to determine the impact of
absenteeism.
Organizational Size
Location of the facility
Workload
Working Conditions
Individual Factors
Management
Cultural Expectations
23
31
6
20
8
2
10
Factors
Figure 1: Factors that have an impact on absenteeism
(Source: http://www.abs.gov.au/AUSSTATS/abs@.nsf/DetailsPage/6291.0.55.001Dec
%202017)
Theme 2: Influences of the managers
The managers have an influence on the performance that is given by the employees in the
healthcare sector. The managers who are associated with the healthcare business in Australia
undertakes an evaluation of the performance of the employees on an annual and quarterly basis
and thereby assisting the managers in discovering the aspects where developments can be
undertaken. The managers in this sector have been going through various assessments and have
taken steps with the help of which they would be able to improve their operations.

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PROFESSIONAL PROJECT
Performance
Communication
Mitigating Discrepancies
Rewards and Recognition
Motivation
Training and development
0
5
10
15
20
25
30 26
23
18 17
12
4
Influences
Figure 2: Influences of the managers
(Source: http://www.abs.gov.au/AUSSTATS/abs@.nsf/DetailsPage/6291.0.55.001Dec
%202017)
Theme 3: Issues associated absenteeism
The Australian healthcare organizations have a belief that employees and manpower is
very crucial in order to increase the level of service and to improve the service quality towards
their patients. The companies therefore put their focus on training and developing them and
keeping them updated with the new and improved medicinal technologies that have been
introduced in the business. The rise in the allocation of authorities and powers among the
employees and making them participate in the decision making process can lower the extent of
absenteeism.

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Managament Factor Cultural Factor Individual Factor
0
5
10
15
20
25
30
Issues
Figure 3: Issues related to absenteeism
(Source: http://www.abs.gov.au/AUSSTATS/abs@.nsf/DetailsPage/6291.0.55.001Dec
%202017)
The assessment of the themes that have been taken into consideration explains that all the
variables that have been taken into consideration have impact absenteeism and thereby having an
impact on the absence management of the healthcare sector.

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Chapter 5: Discussion
5.1 H1: Absenteeism can have an impact on the absence management
The results indicate that the level of absenteeism would lower if the influences of the
managers and the issues associated with absenteeism are regulated and controlled. The factors
that are associated with absenteeism need to be assessed as well in order to have an idea about
the process that can be taken by the absence management in order to mitigate the level of
absenteeism (Knight et al., 2017). The results indicate that absenteeism can have serious impact
on the absence management as this management level has to undertake measures with the help of
which the company can understand the issues and undertake actions with the help of which these
issues can be mitigated.
5.2 H1: Influences of the managers can lower absenteeism
The initiatives of the managers are accountable for the level of absenteeism in the
healthcare companies in Australia. The managers need to construct plans and policies with the
help of which the employees gain a sense of responsibility and trust and thereby improve their
level of performance (Reiman et al., 2017). In this manner, the employees can generate a sense
of feeling and confidence which would influence them to come to office and perform their
duties. This is an effective step that can be helpful for mitigating absenteeism and thereby
lowering the impact on the absence management in the healthcare sector in Australia. The results
that have been obtained are similar in line with the literature review and therefore is able to reach
the research aims and objectives of the paper.

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Chapter 6: Conclusion, Limitation and Recommendation
6.1 Conclusion (Addressing the aims and questions)
The completion of the paper has been able to successfully explain the aims and the
research questions that have been constructed earlier in the paper. The paper has even been able
to identifying the real factors and has even been able to addresses the measures that have been
taken by the managers in order to mitigate the issue. The research has been able to answer each
of the research questions and they are as follows:
Research Question 1
In accordance to the first research question that tries to highlight the key factors that have
an impact on absenteeism on healthcare, it is seen that all the factors have been recognised and
these factors can have a significant amount of impact on the extent of absenteeism.
Research Question 2
In accordance to this question that looks to answer the influences of the managers, it is
seen that performance of the employees, training and development, communication etc has a big
role to play in the extent of absenteeism in health care sector.
Research Question 3
The last question looks to answer the issues associated to absenteeism and the results
have been able to recognise the main issues that have been helpful to the researcher in
completing the paper and answering the issues that was pertinent to the topic.

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6.2 Limitations
The limitations that have been recognised in this paper have been the restraint of time
that has restricted the researcher to collect much more data. The other limitation has been the
financial factor due to which the researcher could not make use of extensive technological tools
in order to bring out much effective results.
6.3 Recommendation
The assessment of the topic has been able to provide recommendations with the help of
which the issue that has been discussed in this paper can be mitigated. The management should
undertake frequent assessment of the absenteeism level of the employees in order to understand
the issues that are leading to a rise in absenteeism. The management should even construct plans
and policies in accordance to the welfare of the employees so that they can gain a sense of
confidence and thereby is able to lower their level of absenteeism.

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Appendix
Usually doesn't
work (0 hours) ;
Employed total ;
Persons ;
Usually doesn't
work (0 hours) ;
Employed total ;
> Males ;
Usually doesn't
work (0 hours) ;
Employed total ;
> Females ;
000 000 000
Original Original Original
STOCK STOCK STOCK
Month Month Month
1 1 1
Apr-2001 Apr-2001 Apr-2001
Dec-2017 Dec-2017 Dec-2017
201 201 201
A83901703J A83901639A A83901767V
41.7 20.0 21.7
28.1 14.7 13.4
32.7 13.8 18.9
49.0 25.8 23.2
31.6 16.6 15.0
30.4 15.1 15.3
44.1 26.0 18.1
45.5 18.1 27.4
51.4 27.2 24.3
46.0 21.2 24.9
37.0 16.3 20.8
35.3 18.0 17.3
35.2 18.3 16.9
28.1 13.1 15.0
34.2 17.9 16.3
35.0 17.5 17.5
24.4 11.6 12.8
28.0 12.7 15.3
46.4 24.5 21.9
36.3 15.9 20.4
57.8 30.1 27.7
43.6 23.2 20.4
40.5 21.0 19.5
35.1 16.0 19.1
31.2 14.7 16.6
32.3 17.4 14.9
27.9 11.7 16.2
32.4 16.6 15.8
21.8 10.1 11.7
29.3 15.1 14.2
36.9 18.2 18.7
33.0 14.0 19.0
50.6 25.4 25.2
37.1 17.9 19.3
29.8 13.0 16.8
36.2 11.7 24.5
38.1 19.0 19.1

25
PROFESSIONAL PROJECT
26.6 10.6 15.9
33.3 17.1 16.2
42.8 20.7 22.1
29.9 13.7 16.2
38.1 14.6 23.4
33.1 16.0 17.1
28.8 12.3 16.5
35.9 16.7 19.2
26.0 12.8 13.1
26.6 11.3 15.4
31.1 14.1 17.0
34.1 15.1 19.0
21.3 9.9 11.4
26.8 12.7 14.1
32.2 15.7 16.5
19.8 8.2 11.6
28.0 15.2 12.8
27.2 12.7 14.4
33.0 13.9 19.1
35.3 20.5 14.8
21.2 8.4 12.7
27.1 13.0 14.1
25.4 8.8 16.6
24.5 13.0 11.5
21.0 10.2 10.8
25.8 11.2 14.6
32.9 13.8 19.1
24.1 11.2 12.9
29.5 12.6 16.9
31.5 17.9 13.6
27.4 12.0 15.4
31.4 15.2 16.2
29.4 14.3 15.1
25.2 12.3 12.9
24.3 11.7 12.6
34.0 16.5 17.5
20.7 9.7 11.0
28.6 11.5 17.1
33.0 15.7 17.3
20.5 8.0 12.5
25.1 10.1 15.0
30.6 14.7 15.8
29.2 11.3 17.9
41.0 15.8 25.2
30.5 11.3 19.2
22.2 11.9 10.3
23.3 9.7 13.6
26.6 12.1 14.5
23.7 12.4 11.2
26.6 9.6 17.0
35.3 20.0 15.3
17.6 8.1 9.5
18.2 9.9 8.4
27.2 13.3 14.0
22.2 8.1 14.1
32.2 16.4 15.8
27.5 15.5 12.1

26
PROFESSIONAL PROJECT
24.6 13.9 10.7
25.3 15.6 9.7
23.1 8.4 14.7
20.0 7.4 12.5
18.7 8.5 10.2
30.1 16.5 13.7
21.5 10.1 11.4
21.7 11.4 10.3
25.9 10.0 15.9
23.8 11.2 12.6
33.9 19.0 14.8
26.3 14.5 11.8
28.4 14.1 14.4
25.7 12.6 13.1
31.4 14.8 16.7
23.9 10.7 13.2
28.1 14.4 13.7
26.6 14.9 11.6
22.0 9.7 12.4
22.9 13.1 9.8
28.6 13.6 15.0
24.8 12.8 12.0
27.4 15.6 11.7
28.1 13.7 14.4
23.5 12.0 11.5
28.6 13.2 15.4
26.6 12.7 13.9
21.6 8.8 12.8
17.5 10.8 6.8
33.9 17.4 16.5
20.1 12.1 8.0
26.8 16.7 10.1
26.3 16.2 10.2
28.1 15.2 12.9
26.8 12.9 13.9
25.3 16.4 8.9
27.4 13.6 13.9
29.5 11.7 17.8
37.3 20.4 16.8
22.0 10.0 12.1
25.5 14.9 10.7
26.4 16.1 10.3
16.0 8.8 7.2
23.7 12.1 11.6
28.4 14.8 13.6
29.4 12.5 16.9
36.5 19.2 17.2
18.9 9.1 9.8
26.1 11.2 15.0
25.6 14.6 11.0
29.6 13.6 15.9
23.9 11.5 12.4
21.0 10.5 10.5
32.1 17.8 14.3
24.8 13.5 11.3
37.4 19.1 18.3
27.7 14.1 13.5

27
PROFESSIONAL PROJECT
30.9 16.1 14.8
32.8 17.0 15.8
25.8 13.8 12.0
26.8 10.3 16.5
29.5 16.2 13.3
29.9 16.6 13.3
32.7 12.7 19.9
32.8 18.1 14.7
36.7 19.4 17.3
27.6 14.1 13.4
29.3 15.5 13.8
30.3 15.9 14.3
34.2 18.2 16.0
37.7 21.9 15.8
24.9 14.6 10.3
36.8 20.5 16.2
27.6 14.1 13.4
31.8 14.8 17.0
27.8 11.4 16.4
28.4 14.5 14.0
39.9 23.7 16.2
27.7 13.1 14.6
24.3 10.2 14.2
29.3 14.2 15.0
30.8 16.5 14.3
36.3 17.2 19.1
35.5 16.9 18.6
28.7 13.0 15.7
31.7 15.1 16.6
32.1 16.2 15.9
33.1 17.9 15.2
31.2 12.9 18.3
38.6 23.4 15.2
25.2 11.8 13.4
30.6 19.0 11.5
30.4 17.0 13.4
31.6 14.7 16.8
39.2 22.9 16.4
24.5 13.2 11.3
25.7 13.6 12.0
35.3 15.6 19.7
33.9 19.3 14.6
26.1 12.6 13.5
24.4 11.4 13.0
33.6 20.3 13.3
22.8 10.3 12.5
34.7 16.6 18.2
31.9 18.0 13.9
38.8 14.0 24.8
32.1 14.1 18.1

28
PROFESSIONAL PROJECT