Impact of Employee Attendance on Work Culture: Imperial Hotel Report

This report examines the critical issues of employee attendance and its impact on the Imperial Hotel. It identifies that high levels of sick leave and poor attendance create a negative work culture, affecting employee performance and the hotel environment. The report details the causes of absenteeism, including lengthy working hours, lack of supervision, and autocratic managerial styles. It analyzes the consequences of poor attendance, such as reduced productivity, decreased employee morale, and negative impacts on customer satisfaction. The report also explores potential solutions, including implementing an attendance policy, tracking absences, and offering incentives. Furthermore, the report discusses the application of management theories, such as scientific management and human relationship theory, to improve employee engagement and reduce absenteeism. Finally, the report concludes by summarizing the key findings and recommendations for improving employee attendance and fostering a positive work environment at the Imperial Hotel.

Imperial Hotel

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
High levels of sick leaves and poor attendance will create negative work culture in the
organization. Imperial hotel will suffer from this situation because it influences the performance
of employees and disturbed the hotel environment. When employees are not informing for their
leaves and they take unplanned leaves sick leaves and day off than it creates a lot of problems for
the managers. This report will include the various issues that are caused from poor attendance
and taking unexpected leaves by employees (Bratton and Gold, 2017). Imperial hotel in the UK
is a big hotel and constructed between 1905 and 1911. Imperial Hotel also suffering from this
kind of issues of the staffs and employee. Absenteeism means that the staff of an organization
regularly staying absent from work without accurate reason. This report will also highlight the
several solutions for particular issues by creating an employees' attendance policy, enforce the
organization's attendance policy regularly, keeping track of staff's absence and discovering the
absent reason and many others.
MAIN BODY
Problem 3: Negative work culture among the employee with high levels of poor attendance
and sick leave
Imperial hotel is facing the major problem of poor work culture, due to this problem
overall performance of firm is getting badly affected.
Regular absences at the workplace can cause an additional burden on the organization. It
generates a lot of issues and extra load on the supervisor, managers and co-workers. If the
employees are consistently absent, their income will also affect. There are various impacts of the
poor attendance and high level of sick leave on the imperial hotel (Shafritz, Ott and Jang, 2015).
There are numerous impacts of sick leaves and poor attendance on the business. It can cause a
reduction and decreasing productivity and staff's operations due to minimum workers. This can
create a huge possibility of negative impact on the customer satisfaction. High level of sick
leaves can largely impact on reduction in employee's motivation (Gray, 2018). It may also
influence the employees' morale from the another employee. All the activities of poor attendance
and high sick leaves can generate extra workload on the other staffs of imperial hotel and that
can lead to huge stress, overwork and further sick leaves. Excessive absence in workplace can
frustrates the employers, supervisors and co-workers. Poor absence in the imperial hotel can
negatively impact on the productivity, employee morale and overall profitability of a firm. Tight

staffing in the company can move over burden of work to other employee and this will cause
resentment. Employee get frustrated when they are doing their work and they have to do
someone else work as well, This can create low morale in an organization. We can also say that
it is a huge violation of rules & regulations in the organization.
According to the research of CIPD, the yearly cost of poor absence and sick leaves is 29
pounds for the UK organization (Bohle and et.al., 2017). Poor attendance can also reflect and
enhance poor performance of an employee. Poor attendance and high sick leaves is the major
reason for decreasing performance of employees. Because of this their performance suffers a lot
and they becomes unable to give their full efforts in the company's functional and operational
activities (Hitt, Xu and Carnes, 2016). This can cause extra delays in offering services, hotel's
work procedures, management activities, development process and also influence other staff's
work. When a one person from the team is missing than all work process needs to be reorganized
and this can directly get their impact on overall services quality of an organization. This can also
influence the other staffs work efficiency and total profit margin. If the enterprise doesn't manage
high level of poor absence and sick leaves than other staffs might get frustrated of doing extra
duty for absent employee. This careless activity of a management can reflect a message that
company don't concern about the employee's problems and values.
Causes of problem and its relation with other problems
Lengthy working hours is the major cause of poor work culture, employees like to spend
some quality time with their family members as well but due to long working hours staff
members fail to get that quality time. Whole day they are busty in hotel’s operations hence many
times they fail to even talk to their family members when it is seasonal time. It creats negative
culture due to which other problems like staff absentees, staff turn over cause.
The major reason of employee taking off is that people are not happy with working
culture of the company. Lengthy working hours are the cause due to which people do not like to
come in their job. This problem is affecting their working performance and they do not become
able to satisfy guests.
Another cause of poor work culture is that leaders have less supervision, many of the
employees take leave and manage their work with their peer group members. Managers even do
not know that particular person is absent which create problem in the organization. If person who
is responsible for guest service takes leave and unexperienced person manage this responsibility,

then defiantly that person will not be able to serve the consumers well to that much level hence
guest survey has shown the negative result (Rahman and Ahmar, 2016). Guests have reverted
that they are not getting luxurious services in Imperial hotel what they are getting in other places.
Hence guests have said that they are not getting value for money. Due to improper leading styles
negative culture gets created which increases staff turn over and people do not serve consumers
well hence guest satisfaction gets affected. This is why people fail to perform in team well and
do not serve consumers well.
Cause of poor working culture is autocratic managerial style of supervisor. Higher
authority of the firm makes all the decisions by own. They do not involve their talented staff
members in decision-making process. Most of the time changes are implemented in the
workplace without even communicating to staff members. This thing makes them negative and
they do not put their best efforts. Higher authorities do not take suggestions or feedback
regarding making positive changes in the workplace. Hence issues of staff turnover get increased
in business unit which causes difficulty in managing the workforce in effective manner.
Imperial hotel is facing various problem in their organization such as poor guest
satisfaction, because the various employees are on leave and not handle that much work
pressures so leave the hotel (Langley and et.al., 2016). That will enhance the poor management
of hotel in front of guest. The another issues with hotel is high staff turnover, and they are
leaving the organization. Just because employees of hotel leave the hotel it will enhancing the
conditions work pressure on other employees of hotel, and they are also leaved the hotel. In hotel
everywhere is negative work culture because everyone is on leave and sick from the pressure of
work. For reduce these problems in hotel management can use 3 point plans for solving the
problem.
Determine what the return on investment will be:
The very first point of this plan is determining the ROI. According to these plan
management identify the reason of increasing problems in hotel. As per the plan Imperial Hotel
management must design some plan and strategies which are improved the quality of work, staff
morale, operational efficiency and productivity in hotel. For this management can use some plan
which are motivating the hotel employees and also they achieve some rewards which as specially
is base on monitory. Management can also change the task of employees for some change and
also reduce some pressure on them. That is helpful for improving the employee's morale in hotel.

Hotel management also discuss on the staff problems and provide them effective suggestions
which improve the quality of work and also retain employees in hotel (Hsieh, Apostolopoulos
and Sönmez,2016). With the hep of this hotel can identify the ROI buys solving those problems.
Make a plan and communicate it:
Once the hotel management is identified the return on investment, the next step is design
and shaping the effective plan and also tell about plan to employees and workers in the hotel.
According to this step hotel management already evaluate all the problem of hotel, in the next
step management design some plan for solving those problems effectively. If management
design the plan for the improving the operational efficiency and productivity of hotel, they have
to interact with the top management and the employees of the hotel. Because these all activities
for them and for the growth of hotel. Management consider all the issues of hotel and design plan
for each and every issue of hotel. Plan must be effective and profitable for hotel which reduce the
problem of hotel and retain employees with Imperial hotel.
Prepare for success or failure:
It is the last step of 3 point plans. As per this step, management design all the plan and
strategies, and implement them in hotel. But there is always 50–50 chances for success and
failure (Bohle and et.al., 2017). If the design plan is successful for the hotel Imperial that resolve
all the problem of hotel and also improve the various things such as staff morale, operational
efficiency and productivity, quality of work also, but management of hotel have also be ready or
prepare for the failure. If the implemented plan is not successful, then management hotel always
have to design a contiguous plan which is helpful for recovering the loss of hotel. With the help
of plan B management of Imperial hotel can be in the stable if the loss or face failure. With the
implementation of 3 point plan, hotel management can understand and evaluate their issues and
also design some specific plan which resolve the problem of hotel and their staff. Improve the
quality of work, staff morale and operational efficiency and productivity.
Frederick Taylor has given the scientific management theory that states that managers are
required to treat its employees in effective manner. If they are getting great pay and are getting
appraisals from their higher authorities, then it would be better in order to motivate them.
Motivated staff members perform their duties well, and they do not chit with their
responsibilities. There is necessary that interest of managers and employees should be

harmonized. It would develop mutual understanding between both and conflicts will be
minimized in workplace (Shafritz, Ott and Jang, 2015). Manger of Imperial hotel has to
understand that employees like to get rewards. If staff is satisfied with the working culture of the
firm, then they will work better in the firm otherwise they will not be serious which will affect
their working ability. By this way guest satisfaction level will be affected.
Human relationship theory is the management theory that highlights that if managers
develop healthy relationship with the employees then people will be positive towards the firm. If
social needs of individual are being taken into consideration, then they will be positive.
Managers have to understand requirement of staff members and have to fulfill their
requirements. This will aid in dealing with employees in effective manner and making them
more committed towards the organization (Waring, 2016). The major cause of poor guest
satisfaction is that part time staff members are not committed towards the firm. Management has
to work with workers as family members, this type of culture will make them comfortable, and
they will contribute well in accomplishing common goal of the enterprise.
CONCLUSION
From the bases of above essay it has been concluded that issues that are caused from poor
attendance and taking unexpected leaves by employees. In this study it has been included the
reason of poor attendance is increased just because extra work pressure in hotel and that will also
enhance the various problem in hotel. In this study has been also included the 3 point plan for
resolving the issues of hotel and their staff. With the help of 3 point plan hotel can improve the
quality work, staff morale, operational efficiency and productivity. In this also included some
management theories for supporting this essay and the issues of hotel. With the help of these
management theories hotel can also improve their conditions.

REFERENCES
Books and journals
Bohle, P and et.al., 2017. Work organisation, bullying and intention to leave in the hospitality
industry. Employee Relations. 39(4). pp.446-458.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Gray, H.L., 2018. A perspective on organization theory. In The management of educational
institutions (pp. 29-43). Routledge.
Hitt, M.A., Xu, K. and Carnes, C.M., 2016. Resource based theory in operations management
research. Journal of Operations Management. 41. pp.77-94.
Hsieh, Y.C., Apostolopoulos, Y. and Sönmez, S., 2016. Work conditions and health and well-
being of Latina hotel housekeepers. Journal of immigrant and minority health. 18(3).
pp.568-581.
Langley, P and et.al., 2016. Variations on a theory of problem solving. Advances in Cognitive
Systems.
Rahman, A. and Ahmar, A., 2016. Exploration of mathematics problem solving process based on
the thinking level of students in junior high school. International Journal of
Environmental and Science Education. 11(14).
Shafritz, J.M., Ott, J.S. and Jang, Y.S., 2015. Classics of organization theory. Cengage Learning.
Shafritz, J.M., Ott, J.S. and Jang, Y.S., 2015. Classics of organization theory. Cengage Learning.
Waring, S.P., 2016. Taylorism transformed: Scientific management theory since 1945. UNC
Press Books.