Overview
Post 1: Initial post addressing the discussion board topic .
- Your initial post should be at least 200 words in length.
Turnover and absenteeism are routinely listed as some of the most important issues that managers have. Based on your personal experience and research, what do you believe causes turnover and absenteeism? What role should managers play in addressing these issues?
Post 2: Response post to a classmate.
Cassandra Mueller
I think there are a lot of reasons why employees may miss work or decide to leave a job. Some of the biggest reasons, in my opinion, are poor leadership, low morale, burnout, and feeling unappreciated. From my own experience, I have seen how much leadership can affect the way people feel about coming to work. When employees feel appreciated and know their hard work is being noticed, they are more likely to stay motivated. When people constantly feel overworked or like no one is listening to their concerns, it can have the opposite effect.
Lussier and Hendon (2021) explain that managers cannot directly control turnover or absenteeism. Instead, they must create an environment where employees actually want to come to work and stay with the organization (p. 9). I agree with this because I think managers play a huge role in the overall work environment. They should communicate with their employees, recognize when someone is doing a good job, listen to concerns, and pay attention when people are becoming overwhelmed.
The textbook also explains that absenteeism, employee engagement, turnover, and productivity are all connected (Lussier & Hendon, 2021, p. 9). I have seen this at work because when someone is constantly absent, their work usually falls on someone else. If that continues, it can cause even more frustration and burnout for the rest of the team. I think having good leadership and making employees feel valued can make a big difference in both turnover and absenteeism.
Reference
Lussier, R. N., & Hendon, J. R. (2021). Human Resource Management (4th ed.). SAGE Publications, Inc.
Post 3: Response post to a second classmate,
Janell Miller
High employee turnover and frequent absenteeism can create serious challenges for an organization. Both issues can decrease productivity, increase hiring and training expenses, and place extra pressure on other employees. In my experience, people are more likely to leave a job when they do not feel valued, are unhappy with their pay or benefits, have limited growth opportunities, or experience poor leadership and excessive workplace stress. Absenteeism can occur for many of the same reasons, as well as personal or family responsibilities and health-related concerns. When these problems are not addressed, they can lower employee morale, disrupt daily operations, and make it more difficult for the organization to achieve its goals
Managers are a critical player in addressing both turnover and absenteeism. Effective managers create a positive work environment by communicating clearly, recognizing employee contributions, providing regular feedback, and ensuring employees have the resources they need to succeed. Managers should also identify the underlying causes of absenteeism and turnover by maintaining open communication with employees and conducting stay interviews or exit interviews when appropriate. By responding proactively to employee concerns, managers can improve job satisfaction and increase employee commitment to the organization.
According to Lussier and Hendon (2021), human resource management is responsible for attracting, developing, motivating, and retaining employees while supporting organizational goals. Effective HR practices, including employee engagement, fair compensation, training, and performance management, contribute to higher employee satisfaction and lower turnover rates (Lussier & Hendon, 2021, p. 1). When managers work closely with HR to implement these practices, organizations are more likely to retain talented employees and reduce unnecessary absenteeism.
Reference
Lussier, R. N., & Hendon, J. R. (2021). Human Resource Management (4th ed.). SAGE Publications, Inc
Review Chapter One of the text which is Lussier, R. N., & Hendon, J. R. (2021). Human Resource Management (4th ed.). It is very important that you use this Human Resource Mangement text for the course, no other Human Resource Management text will be accepted as a source.
APA format for the text is: Lussier, R. N., & Hendon, J. R. (2021). Human Resource Management (4th ed.). SAGE Publications, Inc.
(US). https://online.vitalsource.com/books/9781544396880
For an intext citation, the formatting would be (Lussier & Hendon, 2021, p 1) Very important to include the page number.
Make sure your reply(ies) to other students don't just recap and agree with their post. You want to add new ideas related to turnover/absenteeism strategies or maybe share an experience you have had that might be relevant.