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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 StokesJBTM7102-8-4 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 4 - Drafting a Problem Statement Faculty Use Only FORMTEXT Faculty comments here FORMTEXT Faculty Name FORMTEXT Grade Earned FORMTEXT Date Graded Drafting a Problem Statement BTM7102-8-4 John C. Stokes II Dr. SuzanneHebert July 13, 2014 Problem Statement Absenteeism has been described as a behavior that has serious consequences for the person, colleagues, and the organization (Porter Steers, 1973). Employee absenteeism has been a concern of practitioners and the focus of much research by organizational theorist. There are many attributions that employees make for the factors that contribute to a decision to be absent from work (Dalton Perry, 1981). Consequently, different organizational cultures and specific interpersonal subtleties may attribute to inexcusable absence to an excusable absence and vice versa may be one of the most significant reasons for increased employee absenteeism. Scanlan (2005), spokesperson for the Society for Human Resource Management (SHRM), provided several suggestions that organizations should think about such as they should (1) try to build a positive work environment so that its employees are happy and productive (2) create good business intelligence and (3) produce a culture where individuals want to be and work because all of these things will benefit the organization financially. In 2005, a Commerce Clearing House (CCH) Unscheduled Absence Survey revealed that the average cost of absenteeism is 660 per person per year, which includes direct payroll cost for unproductive paid time. The U.S. Department of Labor reported a number of professions with the highest absence rates which includes sales and office occupations, education and health services, and public sector occupations (McLean, 2005). The first steps organizations need to do is develop an integrated management and prevention plans or policies for reducing absenteeism in an organizational environment and remember that there are programs offered that are geared to its environment and workforce, which are adaptable and sustainable. Annotated Bibliography Prater, T. Smith, K. (2011). Underlying Factors Contributing To Presenteeism and Absenteeism. Journal of Business Economic Research. Both authors are educational instructors at the Alabama State University and in this journal, they have discussed the nagging issue of modern workplace absenteeism and the underlying and pertinent factors contributing to absenteeism and presenteeism. Prior to this, they have clearly defined the two terms, presenteeism and absenteeism, which is very helpful. Research has indicated that presenteeism is the antithesis of absenteeism. In 2010, the annual cost of presenteeism at 180 billion surpassed the cost of absenteeism at 118 billion (Weaver, 2010). Indeed, this is a shocking find in the United States of America. Other reviews research on the medical conditions and examines the causes namely stress, anxiety, financial status, and others, have negative effect on both work productivity and employee health. In the past, the main attributable factor for presenteeism and absenteeism was workers being sick however, there are other underlying causes not related to medical conditions, which the authors have addressed in their journal. For example, they have found that there are other ways that employees are costing the employers in low productivity, such as conducting personal business during working hours. Such results show a high dependency between the two variables through the Chi-Square tests. This journal is useful to my research topic, as the authors have suggested that there are numerous reasons for the employees absenteeism and variances in employees motivation and performance levels which affects the productivity and employees health. There were also interesting findings in the report with regards to working after office hours. The response to the question on what was the main source of pressure to work after hours was that it was interestingly, self-imposed. The article is easy to comprehend even though there are many different methodologies used in the numerous findings with regards absenteeism and the employees wellbeing on the whole. In their attempt to address the assortment of workplace issues from the employees perspectives, the authors reported that the government and their agencies must endeavor to create or introduce policies at national level to combat the teething problems facing the employees and their wellbeing. For example, by providing a universal health care to all employees. At the companys level, there are ways to create a more inclusive environment for the employees so that absenteeism in an organization can be addressed and perhaps, decrease significantly. Judge T., Martocchio J., Thoresen C. 1997. Five Factor Model of Personality and Employee Absence. Journal of Applied Psychology, 825, p.745-755 The authors of this study namely, Judge and Thorensen are from the Department of Management and Organizations, College of Business Administration in the University of Iowa and Martocchio, from the Institute of Labor and Industrial Relations in University of Illinois at Urbana Champaign. The researchers set out to investigate the association of personality to employee absenteeism. The basis of their research was the five-factor model of personality, also known as the Big Five traits, with emphasis on neuroticism, extraversion and conscientiousness. Their research began with the formulation of hypotheses depicting each of the three dimensions with corresponding descriptions and explanations of their relationship to absenteeism. The authors did not present hypotheses for Openness and Agreeableness as there are no practical or theoretical studies that relate them to absenteeism. In reference to their hypotheses, they tried to identify that Neuroticism and Extroversion correlate positively to workplace absence while Conscientiousness would have a negative association to absenteeism due to each of the traits characteristics. The authors used a survey form to gather data from non-academic employees from a university in the Midwest. Based from the results of the study, the authors determined that personalities could be an effective means to predict workplace absenteeism. Their findings also suggested implications in the organizational settings. They had concluded that the employees disposition to workplace absenteeism could be examined based on personality. However, they highlighted that this disposition may vary for every employee as they responded to the organizations policies towards workplace absenteeism. The limitation of the authors study is apparently the small sample size thus, the results relevance may present concerns to other populations. In addition, the researchs absence measure made no distinction between voluntary and involuntary absence as it only focused on addressing overall absenteeism. This article contains a basic research on personality as a predictor for absenteeism. It has been one of the commonly mentioned articles about the subject and used by many researchers as basis of their researches. Since the article focused on the relationship of extraversion, neuroticism and conscientiousness to absenteeism, more in-depth information was made available to substantiate the authors claims. However, it also provided room for discussion on other aspects of the Big Five as predictors to absenteeism. Thus, it allows me to associate other research findings to this article and help build the structure of ideas in my literature review. References Dalton, D.R Perry, J. L. 1981. Absenteeism and the collective bargaining agreement an empirical test. The Academy of Management Journal, 24(2), 425-431. McLean, C. (2005, November). Employee Absenteeism Causes, Effects and Solutions. HYPERLINK http//www.hci.org/ o Home Human Capital Institute, 50(2). Porter, L. W., Steers, R. M. 1973. Organizational, work, and personal factors in employee turnover and absenteeism. 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Solution: Draft Research Questions