Absent Workers Research Articles

Nonpunitive Discipline

Absenteeism affects healthcare by reducing the work force during a time of crisis in availability of skilled nursing care providers. An absent worker is a loss to the employer both financially and emotionally. By understanding and using the concept of nonpunitive discipline, nurse administrators can effectively reduce absenteeism and increase the availability of professional nursing resources.

Operation scheduling with GT and PBC

Generations of managers in industry and of academics in universities, have been intrigued by the problem of how to plan, and more recently how to automate the scheduling of the operations needed to make parts, on the machines and other work centres in a factory. Today, with one possible exception (OPT) (Goldratt 1980), we are no nearer a reliable solution than we were 100 years ago. Early attempts at centralized operation scheduling, were based on Gantt charts or planning boards. Later solutions have used the computer. They all face the problems that with traditional forms of organization, there is a very large number of constraints which affect the solution, and that if a machine-breakdown, absent worker, material shortage or other disaster makes it necessary to change the schedule, it is generally impossible to revise it to suit the new situation quickly enough to keep the factory running. The usual solution is: ‘Tell the foreman to do the best he can’. This paper submits that the introduction of group ...

Book Review: Human Resources, Personnel, and Organizational Development: Getting Absent Workers Back on the Job: An Analytical Approach

Book Review: Human Resources, Personnel, and Organizational Development: Getting Absent Workers Back on the Job: An Analytical Approach

BOOK REVIEW SECTION

Book Review in this Article:Famularo, Joseph J. (Editor‐in‐Chief). Handbook of Human Resources Administration (2nd ed.).Armstrong, J. Scott. Long‐Range Forecasting: From Crystal Ball to Computer (2nd ed.).Flamholtz, Eric G. Human Resource Accounting: Advances in Concepts, Methods, and Applications (2nd ed.).Walton, Richard E. and Lawrence, Paul R. (Eds.). HRM: Trends and Challenges.Kilmann, Ralph H., Saxton, Mary J., Serpa, Royand Associates. Gaining Control of the Corporate Culture.Bennis, Warrenand Nanus, Burt. Leaders: The Strategies for Taking Charge.Harris, Philip R. Management in Transition: Transforming Managerial Practices and Organizational Strategies for a New Work Culture.Roberson, Cliff. Staying Out of Court: A Manager's Guide to Employment Law.Phillips, Jack J. Improving Supervisory Effectiveness: How Organizations Can Raise the Performance of Their First‐Level Managers.Brunsson, Nils. The Irrational Organization: Irrationality as a Basis for Organizational Action and Change.Chusmir, Leonard H. Matching Individuals to Jobs: A Motivational Answer for Personnel and Counseling Professionals.Blake, Robert R. and Mouton, Jane S. Executive Achievement: Making It at the Top.Deci, Edward L. and Ryan, Richard M. Intrinsic Motivation and Self‐Determination in Human Behavior.Lecturer in Psychology California State University, San Bernardino San Bernardino, CaliforniaMisumi, Jyuji. The Behavioral Science of Leadership: An Interdisciplinary Japanese Research Program (Translated from the Japanese; General Editor, Mark F. Peterson).Greenbaum, Howard H., Hellweg, Susan A., Walters, Joseph W. and Associates. Organizational Communications, Vol. 10: Abstracts, Analysis and Overview.Oborne, David J. Computers at Work: A Behavioural Approach.Hershey, Robert. Organizational Morale.Kaplan, Robert E., Drath, Wilfred H. and Kofodimos, Joan R. High Hurdles: The Challenge of Executive Self‐Development (Technical Report No. 25).Dilts, David A., Deitsch, Clarence R. and Paul, Robert J. Getting Absent Workers Back on the Job: An Analytical Approach.Kirkpatrick, Donald L. HOW to Manage Change Effectively: Approaches, Methods, and Case Examples.Collins, Eliza G. C. (Ed.). The Executive Dilemma: Handling People Problems at Work.Dalton, Gene W. and Thompson, Paul H. Novations: Strategies for Career Management.Schultz, Duane P. and Schultz, Sydney Ellen. Psychology and Industry Today: An Introduction to Industrial and Organizational Psychology (4th ed.).Beatty, Richard, Montagno, Rayand Montgomery, Daniel (Eds.). Human Resource Information Systems Sourcebook.Bernstein, Paula. Family Ties, Corporate Bonds.Slevin, Dennis P. Executive Survival Manual: A Program for Managerial Effectiveness.Manager, Organization and Human Resource Development Farm Credit Banks St. Louis, MissouriBuchholz, Steve (Ed.)‐ The Positive Manager.Assistant Professor of Psychology Auburn University Auburn, AlabamaBowman, Sarah Y. and Shafritz, Jay M. (Eds.)‐ Public Personnel Administration: An Annotated Bibliography.Associate Professor Queens College of the City University of New York Flushing, New YorkWright, George (Ed.). Behavioral Decision Making.Psychologist Federal Aviation Administration Washington, DCZander, Alvin. The Purposes of Groups and Organizations.Professor and Chair, Psychology Beaver College Glenside, PennsylvaniaRosenzweig, Mark P. and Porter, Lyman W. (Eds.)‐ Annual Review of Psychology: Volume 37, 1986.

Getting absent workers back on the job: The case of general motors

Getting absent workers back on the job: The case of general motors

EFFECTIVENESS OF AN ATTENDANCE CONTROL POLICY IN REDUCING CHRONIC ABSENTEEISM

An attendance control policy based on the Katz and Kahn (1966) motivational pattern of legal compliance was implemented in one department of a large manufacturing organization with two comparable departments serving as controls. A pre‐post measure of absenteeism served as the criterion in a 2 × 3 factorial analysis of variance. The factors were the attendance control policy and 3 levels of absence groups (high, average, and low). It was hypothesized that a control policy based on legal compliance would lead to a meaningful reduction in absenteeism among high absence workers who were considered to be chronic absentees by the organization. The results supported the effectiveness of the attendance control policy among chronically absent workers, although the policy did not lead to improvements in attendance among regular attenders. The implications of the study are discussed in the context of organizational efforts to control chronic absenteeism.