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NORTHCENTRAL UNIVERSITY ASSIGNMENT COVER SHEET Student John C. Stokes II THIS FORM MUST BE COMPLETELY FILLED IN Follow these procedures If requested by your instructor, please include an assignment cover sheet. This will become the first page of your assignment. In addition, your assignment header should include your last name, first initial, course code, dash, and assignment number. This should be left justified, with the page number right justified. For example StokesJBTM7102-8-5 1 Save a copy of your assignments You may need to re-submit an assignment at your instructors request. Make sure you save your files in accessible location. Academic integrity All work submitted in each course must be your own original work. This includes all assignments, exams, term papers, and other projects required by your instructor. Knowingly submitting another persons work as your own, without properly citing the source of the work, is considered plagiarism. This will result in an unsatisfactory grade for the work submitted or for the entire course. It may also result in academic dismissal from the University. BTM7102-8 Dr. SuzanneHebertBusiness Research MethodologyAssignment 5 Writing a Purpose Statement Faculty Use Only FORMTEXT Faculty comments here FORMTEXT Faculty Name FORMTEXT Grade Earned FORMTEXT Date Graded Writing a Purpose Statement BTM7102-8-5 John C. Stokes II Dr. SuzanneHebert July 20, 2014 Purpose Statement The purpose of this study is to examine the influences of absenteeism and determining how its correlates organizational culture, job satisfaction, job stress, organizational commitment and productivity all affect the perceptions and behaviors of employees and managers in an organizational environment. Previous research (e.g., Hays, Wells, Sherbourne, Rogers, Spitzer, 1995 Ulleberg Rundmo, 1997) has linked employee absenteeism to psychological distress. This study is guided by prior theory and empirical evidence, and will be somewhat exploratory in nature. The confirmatory part of this study links characteristics to absence attributions based on those perceptions believed to be theoretically relevant. A review of significant literature and a number of theoretical approaches will explain productivity, job satisfaction, organizational commitment and culture, absenteeism, and job stress presented below. The discrepancy theories according to Aamodt (2004), suggest that job satisfaction is determined by the discrepancy among what employees want, value and expect and what the business actually provides. Several theories that focus on employees needs and values include Maslows hierarchy of needs theory, ERG theory, Two-factor theory and McClellands needs theory (Aamodt, 2004). The Value-percept theory by Cooper and Locke (2000) maintained that individuals values would determine what satisfied them on the job (p. 168). While the Equity theory proposes that job satisfaction is a task of what employees put into a job situation compared to what they get from it while Aamodt (2004) hypothesized that job satisfaction will play a serious role in an employees choice to be absent. The few quantitative studies directly examining such as absenteeism have reported mixed results, and most of these studies have suffered from significant limitations (Arthur, 2000 Courtois , Hajek, Kennish, Paul, Stockert, Thompson, 2004). Annotated Bibliography Kartish,K.(2009). Managing Employee Absenteeism. India, Ajmer Athena Information Solutions Pvt.Ltd The above journal article talks about employee turnover its impact and reasons. In the article they have defined employee absenteeism as situation when the employees or workers are non-present from work with or without any approval. Since the principle of employer-employee has commenced employee turnover has become a major problem. Some of the reasons for employee absenteeism are aging factor the main reason for this is due to hype in the segment of dual earners. Secondly, the article discussed personal, family problems, or in cases where a woman plays a central part in her family. Hence in such cases more leaves are bound to be taken. Thirdly, Stress due to work problem. A lot of work stress can cause sickness or poor health for the employees which can lead to taking leave again. Work stress could be due to heavy load of work or work politics. The journal also concentrated on the impacts of employee turnover. Firstly, it increases the operational costs i.e., when an employee is absent his work is either delayed or handed over to another employee. In each case the operational costs increases, if the work is delayed then it leads to delay in the delivery payment and if it is handed over to another employee then the company has to pay overtime charges. Secondly, it affects the morale of the employees, as asking an employee to take over another employees work is not considered fair. This is because it makes the employees work more stressful and may lead to less productivity as well. Pfeifer. C. (2010). Impact of wages and job levels on worker absenteeism. Emerald Group Publishing, Limited. Doi 10.1108/01437721011031694. The above journal article highlights the impact of wages and job positions on work absenteeism. The journal depicts that the employees are affected by the salary and the hierarchy positions at work place. Employees in an organization are negatively affected by their position in an organization or by relative wages in relation to their colleagues. Employees prefer both to procure a better or at least in part with their colleagues wages and to stride a decent job position in the organization. When this doesnt occur, productivity and performance of the employees decreases, they get distracted from work and start thinking of alternatives leading to work absenteeism. References Aamodt, M.G. (2004) Applied Industrial/Organizational Psychology. (2nd Ed). USA Thomson/Wadesworth. Arthur, A. R. (2000). Employee assistance programmers The emperors new clothes of stress management British Journal of Guidance Counselling, 28, 549559. Courtois, P., Hajek, M., Kennish, R., Paul, R., Stockert, T., Thompson, T. (2004). Performance measures in the employee assistance program. Employee Assistance Quarterly, 19, 4558. Cooper, C. Locke, E. (2000). Industrial and Organizational Psychology. Blackwell Business. PAGE MERGEFORMAT 5 rOBOrKzuDOfLJdJrKFuuAVgMhoWB14l kw_xFx(x8XxE8XE8ZsHry1zdE
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