Introduction
Unfortunately, the current state of organizational structure causes losses in the revenues of the firm. The lowered quality of the service and customers’ dissatisfaction results from one main problem that I want to discuss further. In business, as in a complex mechanism, each part of the mechanism is important; each department is responsible for performing work, without which the robot of the entire company is impossible. So, when the parts of the organization are absent, it fails to function properly.
Accordingly, absenteeism seems to me to be the root of the problem that our organization now perceives and the reason for low revenues and poor service. In the presentation, I will explain the factors that contribute to absenteeism and the consequences of this problem. Next, I will provide some solutions, details of their implementation, and Details for evaluating the solution’s effectiveness.
Problem
As was said earlier, the main problem of the organization seems to be the employees’ absenteeism. The level of absenteeism depends on many factors. If we consider foreseen circumstances, the general reason is related to negative working conditions. Yet, the result of such behavior leads to negative consequences, according to the data analyzed. Moreover, absenteeism leads to the loss of contracts among employees. An important factor that influences absenteeism is employee satisfaction. It is not surprising that the more comfortable working conditions are provided, the higher the productivity indicators will be. Furthermore, the balance between time spent at work and at home is a major factor in workplace satisfaction. For example, an overworked work schedule can lead to stress for employees. In turn, this will affect the level of absenteeism: the employee will be overworked and will not be able to perform the assigned tasks effectively.
Solution
To address the existing issues, it would be beneficial to eliminate the factors contributing to dissatisfaction and further absenteeism. We might consider the experience of other companies that have overcome the problem. For example, some companies have begun to implement strategies to address this problem through a four-day workweek; it declined the absenteeism level by nearly 30%. Moreover, there are many strategies for lowering absenteeism, including both reward and improvement strategies. Incentive strategies include the use of cash rewards, bonuses, and salary increases. Improvement strategies are tools aimed at improving the working environment for employees.
One of these has been engaged by Apple, namely increasing employee retention by improving working conditions. This reduces absenteeism as it affects the stress and workload of employees. Thus, based on these reasons and studies of practical ways to reduce absenteeism, there are three possible solutions to this problem.
The implementation model
The most effective model for the current problem solution would be the ADKAR plan since it offers a structured, elaborate, and phased approach. The rationale for choosing this model is formulated by the necessity to structurize the process of implementing changes. Several components constitute the first point of the model: Awareness, which is related to the second item, namely Desire. If everyone realizes the benefits of changes, there will be a want to apply them, which will lead to successful implementation. The next important point is Knowledge, namely informing about the details of the process, which is important in implementing the chosen program due to its complex mechanism. The Ability is the penultimate part of the model, which implies briefings and training of staff to be able to use all aspects of the program. In conclusion, Reinforcement will be the final stage of implementation.
Evaluation of the effectiveness
Before implementing any strategic changes in the company’s work to solve the problem, it is necessary to conduct a cost-benefit analysis. The solution evaluation tools used in the analysis include net benefit calculation. I used quantitative methods to evaluate the collected data: an approximate count of costs and savings. A metric was based on estimated costs per working hour, which equals $23, program implementation, and monthly package costs. Based on the analysis results, using approximate data, it was possible to calculate that the ROI would be equal to 80.3 percent. It formulates a high degree of confidence since the savings will exceed the cost of implementation; moreover, the minimum income indicators were taken into account.
Conclusions
Over the presentation, it was established that the firm needs improvement in such an important part of its organization as attendance. The issue of employee absenteeism influences the workflow, the quality of the service, and the subsequent revenues of the stakeholders. The reasons for absenteeism vary; yet, the most important and frequent are dissatisfaction with work conditions and the lack of work-life balance.
To address these problems, it was proposed to enhance employees’ workplaces, shorten the workweek, and enhance the retraining level. Moreover, motivational strategies were discussed above and showed that it would be effective to reward the workers. There is a method that can lead the company to the desired state of balance and satisfactory conditions for the employees. Finally, the evaluation of the strategies demonstrated that the plan is effective and would produce significant returns to the stakeholders.
References
Abend, L. (2021). Spain is going to trial a 4-day work week. Could the idea go mainstream post-pandemic?. Time. Web.
Archana, K. (Ed.). (2018). Cases on quality initiatives for organizational longevity. Igi Global.
Folger, J. (2021). The causes and cost of absenteeism. Investopedia. Web.
HR Analytics Live. (2019). HR Analytics for Reducing Absenteeism at Work. Web.
Markovic, I. (2021). This is how Apple improved their employee retention rate by 28 per cent. Edume. Web.