Analyzing Employee Motivation and Absenteeism: Recommendations

This report delves into the critical aspects of employee motivation and absenteeism, concluding that reducing absenteeism is essential for enhancing profit margins and overall firm performance. It emphasizes the significance of a motivated workforce and the impact of motivational theories like Maslow's Hierarchy of Needs and Herzberg’s Two-Factor Theory. The report highlights the role of job satisfaction, compensation, and employee engagement in minimizing turnover and building a strong brand. Recommendations include treating employees as assets, implementing effective attendance policies, providing training, and fostering a trusting work environment. The report stresses the importance of aligning employee and organizational goals through motivational strategies and flexible work arrangements to boost productivity and profitability. Ultimately, the report suggests that prioritizing employee well-being and satisfaction is key to long-term success and reduced absenteeism.

Recommendations :
Understanding Employee
Motivation and Absenteesi

Table of Contents
CHAPTER 5 – CONCLUSION AND RECOMMENDATIONS ..................................................1
CONCLUSION................................................................................................................................1
RECOMMENDATIONS.................................................................................................................2
REFRENCES ..................................................................................................................................4

CHAPTER 5 – CONCLUSION AND RECOMMENDATIONS
CONCLUSION
With the help of above mentioned report, it is being concluded that reduction of
absenteeism among employees could be reduced to minimal. Effective or stonger personality of a
motivated employee may aid others as well to inspire at the time of performing well. It is
required for individuals to perform well and try to keep themselves busy even when they get free
time. If this gets done right by employees of a business company then this may lead firm to
enhance profit margins. Apart from this, it has also been concluded that organisations if uses
right motivational theories than this may lead companies to improve performance level of both
employees and of firm as well. Here, some of theories like Maslow's Hierarchy of Needs,
Alderfer’s Existence, Relatedness and Growth Theory and Hertzberg’s Two Factor Theory can
help business persons in developing right strategy like redesigning of jobs or flexibility among
work. Away with this, it has also been summarised that, trusting staff may also aid business
organisations in building employee engagement and other kind of policies which could help
individuals in raising their interests towards job that they are performing and so on. Through this,
effective policies related to compensation, motivation and high performance working can help
company in gaining ample number of competitive advantages (Edmunds, Stephenson and Clow,
2013).
Along with this, it has also been concluded that absenteeism mainly comes with illness,
bullying, stress, injuries and low workplace morale. Through this, it is being found that
absenteeism could take place. Here, reduction of absenteeism can be done through clear
attendance policy, support to employees, think before providing long leave and so on. On the
other hand, interrelationship related to significance to understand and analysis are required for
individuals to focus on different areas through which effective plans and policies can be gained
right on time. Along with this, job satisfaction also does comes with high level of incentives, pay
and salary to the worker. These are needed to be made by employers so that employees turnover
rate can be reduced to minimal. Away with this, motivation to staff so that he or she can perform
well may aid a business company in becoming a good brand in specific time frame (Goffee and
Scase, 2015).
1

There are many questions that could come in the minds of employees related to facing
motivation and here only job satisfaction can answer that which directly aid staff in maintaining
the decorum of workplace and it may also lead organisations to decrease employee turnover rate.
It is also concluded that, employer needs to have faith in their employees and try to make
effective policies and procedures for staff so that they may feel satisfied over the job and
motivated towards their performance level as well (Andrews and Herzberg, 2012).
Along side this, with the help of above information, it has also been concluded that if
firms are rapidly focussing on their employees and trying to motivate them through maintaining
strategies or modifying them with unique approaches, then this would lead firm to gain ample
number of benefits related to production, profit and so on.
RECOMMENDATIONS
Considering all the information that has been mentioned above, it is recommended that,
employer of every single business organisation needs to consider there employees as their asset.
For this, there are many recommendations can be given to business firms on the basis of above
learning as that, using different motivational approaches, models and hypothesis could help them
in enhancing employee engagement towards their own goals and objectives. Apart from this, in
order to reduce absenteeism from employees in working hours, it is recommended that
organisation needs to plan attendance policy seriously in an organisation. HR manager if does it
rightly, it will give benefits to the company for a really very long time like loyalty of staff
members towards their jobs and work that are being assigned by their employees. Away with
this, giving training sessions and motivational speeches given by seniors like BOD and this
would leave sharing of thoughts considering democratic leadership style as it would aid in
reaching to an all new level where both employer and employees could make effective
relationship and sharing of thoughts can also take place (Minkov and Hofstede, 2012). Through
this, employees may easily deliver information related to why they are taking leaves and for what
purpose. Because of this, high cost, profitability and team performance can be reduced to
minimal.
Away with this, it is also recommended that, effective reward system, redesigning job or
work, flexibility in work and trusting on employees for decisions that they have made for the
welfare of the company are some of essential steps that may aid employers in motivating staff in
much effective and efficient manner (Sekaran and Bougie, 2016). Motivation mainly comes by
2

various type of activities in an organisation. This could easily help business organisation in
maintaining absenteeism to minimal grounds at workplace (Santos and et. al., 2013).
Along with this, it is also recommended for the organisation to raise motivation level of
employees which can build enthusiasm among them. avoiding absenteeism to encourage the
performance of an employee with the help of an adequate and effective motivation model, theory
or training & development program of an organisation (Thwala and et. al., 2012). This could lead
business firms in raising their profit margins in much effective and efficient manner. On the
other side, supporting employees in seminars and asking for the feedbacks from them related to
existing policies of the company, thinking before providing long leaves to employees are some
of essential points that needs to be considered as some of approaches that plays a crucial role for
the business organisations and it is required for them to maintain the decorum as well. With the
help of this, many profit margins can be gained by the business company. With the help of this,
goals and objectives of the company can be gained if positive relations among employees and
employer will be maintained. Lastly, effective plans and procedures related to business and staff
members and procedures are going to reduce chances of higher employee turnover rate (Newman
and et. al., 2014).
3

REFRENCES
Books and Journals
Edmunds, S., Stephenson, D. and Clow, A., 2013. The effects of a physical activity intervention
on employees in small and medium enterprises: A mixed methods study. Work. 46(1).
pp.39-49.
Goffee, R. and Scase, R., 2015. The Real World of the Small Business Owner (Routledge
Revivals). Routledge.
Andrews, D. F. and Herzberg, A. M., 2012. Data: a collection of problems from many fields for
the student and research worker. Springer Science & Business Media.
Minkov, M. and Hofstede, G., 2012. Hofstede’s fifth dimension: New evidence from the World
Values Survey. Journal of cross-cultural psychology. 43(1). pp.3-14.
Newman, A and et. al., 2014. Psychological capital: A review and synthesis. Journal of
Organizational Behavior. 35(S1). pp.S120-S138.
Santos, G and et. al., 2013. The main benefits associated with health and safety management
systems certification in Portuguese small and medium enterprises post quality
management system certification. Safety science. 51(1). pp.29-36.
Sekaran, U. and Bougie, R., 2016. Research methods for business: A skill building approach.
John Wiley & Sons.
Thwala, W.D and et. al., 2012. Sudanese small and medium sized construction firms: An
empirical survey of job turnover. Journal of Basic and Applied Scientific Research. 2(8)
pp.7414-7420.
4