The selected situation
Although many situations occur in organizations, such as absenteeism, conflicts, and personal problems, each situation is handled differently. In many organizations, absenteeism is one of the most significant problems that affects productivity in addition to overburden other employees to step up and do their work (Smith, 2010).
Today more industries are trying to grow and prosper toward the competitiveness of other organizations, but when the performance is determined by employee attendance, their productivity, and commitment to the organization is questionable. Therefore, it becomes difficult to minimize the incidences of absenteeism, and the costs in which associates with lose of human capital, in which results from inadequacy (Smith, 2010).
Another situation that can relate to people’s absenteeism is through empathy because people can understand and accept why he or she is being sick and absent from work. For instance, many women who are pregnant take off days because of morning sickness, in which managers or leaders can empathize with her situation and accepts the reason for her absenteeism but it can also be questionable on the pretense of her being pregnant as an excuse for not showing up for work.
Empathy and absenteeism are situations that organizations have come to adapt by developing mechanisms to minimize economic losses. Having an absence management policy can establish a way of respecting human values and the contribution of employees when all other factors are stabilized (Smith, 2010).
In my personal insight, absenteeism in I.W. Industries was not a serious situation because many people did not take off because of the policies but also because of the atmosphere this company possess. My absenteeism was caused by a family dilemma, in which the owners and supervisor empathized with my situation. They allowed me to take off a week with pay to get myself so that I could function and perform my duties effectively.
Motivational theories
Motivation can be complex and difficult because of individual’s behaviors and attitudes. Organizational aims, purpose, and values among staff and employees gives a better platform for motivation. Motivational receptiveness and potential in everyone changes from day-to-day, from situation to situation. If the alignment and values of the organization are correctly facilitated then motivational methods will work but if the alignment is off, no motivational method of any sort will work (Chapman, 2010).
Many motivational theories can be applied to most any situation but the most important theory is valuing each individual in the organization. Many organizations use incentive programs to appeal to the employee’s needs for recognition, and reward for excellent attendance, Using Abraham Maslow’s need hierarchy could be difficult because people do not necessary follow in the steps of the pyramid but people are motivated because he or she needs to survive, so by being absent on a frequent basis shows that he or she has a major medical problem in which managers now request a verification documentation from a doctor if his or her absenteeism is excessive (Swansbro, nd.).
Sometimes absenteeism is based on other reasons, such as car problems, family issues, or other personal dilemmas, in which organizations take into consideration. Having a situation such as absenteeism can be resolved through the concern of the organization and regular communication. Bringing the attention to the employee of the situation and offering help that will accommodate any hardships that the individual is experiencing will give some incentive or motivation to change (Swansbro, nd).
Motivational theories such as expectancy, reinforcement, and goal setting to absenteeism can be instrumental in the work environment. Although all these motivational theories can decrease absenteeism, barriers on individual’s thoughts, expectations, and needs on his or her performance may still be a problem in job satisfaction. Absenteeism and culture also can be a problem because the organizational culture may not provide equal opportunities for all employees. All employees wish to work for an organization that can encourage a sense of belonging and recognition for the hard work instead of being punished for his or her absenteeism. Organizations that balance their aim s and concerns for their employee’s needs and wants can only increase employee motivation, productivity, and decrease absenteeism as well as reaching potential goals.
Working at I.W. Industries provided many incentive programs that decrease in absenteeism. This company provided recognition, external group activities, such as a softball league, and support, in which increased a sense of belonging.
Role of organizational leadership
Organizational leadership has been declining according to Roger Kames (2009) because of three main factors relating to employers and employees relationships; 1). Poor amount of organizational leadership among executives in American organizations, 2). The lack of give and take and 3). The failure to judge success within a global framework.
In a recent research conducted by Daniel Goleman, the Harvard Business Review claims that two factors are important in making a great leader, empathy, and social skills (Kames, 2009). The role of any leader should have the “ability to understand the emotional make-up of other people, and the skill in treating people accordingly to their emotional reactions” (Kames, 2009, p. 194).
Leaders should also show proficiency in managing relationships and building networks, and the ability to create a common ground that shows support, trust, information sharing, and “give employees what they want” because it often aligns with what organizations want as well (Kames, 2009, p. 194, para. 7).
Leader’s role should ensure that his or her employees can carry out his or her responsibilities efficiently. When absentees affect other employees, managers has a duty to eliminate all forms of discrimination and boundaries against the employee because all employees are given equal opportunities to explain the legality of his or her absenteeism (Smith, 2009).
I.W. Industries has a strong staff and leaders who keep track of individual’s absentees, in which the human resource manager will discreetly bring the individual into his office and communicate the concern as well as listen to the reasons behind the situation. I.W. Industry’s main concern was the well-fare of that individual. They showed support and encourage an alternative solution that could help that individual.
The role of power and influence
Many organizations have policies, in which is enforced regarding absenteeism. Although some managers empathize with employee situations, he or she has to show some incentive that establishes a disciplinary policy to discourage absenteeism either by reducing hours or deducting pay, involuntary suspension, or termination depending on the excessive absenteeism (Swansbro, nd).
Managers or leaders of various departments within the organization play a significant role in influencing their groups to avoid habitual absenteeism. Analyzing policies are formulated by those in power, such as the CEO or the president of the company, in which are used to influence the responsibilities that are assigned. In other words, policies are made to reinforce motivation as well as keeping the alignment of the relationship between employer and employee balanced to reach organizational goals.
Organizations have different types of leaders but the transformational leader would be best in resolving any situation. Transformational leaders, in which I.W. Industries does have because they possess and articulate new innovative ideas that motivate employees, in which has been successful. The power and influence that these leaders exhibit is through their ethics and moral standards within the organization. These leaders have strong traits that inspire and establish credibility through his or her communication skills and charisma (Gupta, 2009).
Conclusion
Organizational motivation and leadership are linked because in today’s workplace new strategies are needed to keep individuals motivated and productive. This multicultural world of business needs to adapt and understand the changes individuals encounter, either be absenteeism, conflicts, or personal dilemmas, leaders need compassion and empathy as well as keeping the alignment of employer and employee relationship in balance to be successful.
References
Gupta, A (2009, February 2). Role of an organizational leader: What is leadership? Practical
Management. Retrieved on July 1, 2011 from http:// www.practical-management.com
I.W. Industries (2011). I.W. Industry profile. Manta Media Incorporated. Retrieved from
http://www.manta.com/c/mb_54_E51C3_EBZ/screw_machine_products/melvile_ny
Karnes, R. (2009). A Change in Business Ethics: The Impact on Employer–Employee Relations.
Journal of Business Ethics, 87(2), 189-197. doi:10.1007/s10551-008-9878-x
Smith, N.P (2010). How to control employee absenteeism in the workplace. Retrieved on July 1,
2011 from http://www.brighhub.com/office/entrepreneurs/articles/64682.aspx.
Swansbro, R. L (nd). Absenteeism: At issue in the American workplace. University of St. Francis
Retrieved on July 2, 2011 from
http://www.stfrancis.edu/content/ba/ghkickul/stuwebs/btopics/works/absent.htm