Assessing the effect of absenteeism in the Eastern Cape Department of Health
- Authors: Simon, Nobuzwe
- Date: 2016
- Subjects: Absenteeism (Labor) , Public health personnel , Absenteeism (Labor) -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MPA
- Identifier: http://hdl.handle.net/10353/2271 , vital:27736
- Description: The Department of Health is experiencing repeated negative press releases with the respect to the quality of service delivery in the Eastern Cape. The public sector is an entity that provides a unique service. This is made evident by the services provided such as provision of free health services for primary health care as well as free health services to children under six, disabled and senior citizens. The Eastern Cape Department of Health has developed service standards adopted in 2007 by the Eastern Cape Department of Health. This study aims to determine the casual effect of absenteeism and their relationship to poor service delivery. According to Makhubu (2006) many vacancies in the Eastern Cape Department of Health exist which result in service delivery problems. In terms of the second principle in the Batho Pele Principles the norms and standards which are service standards serves as a baseline where the Department of Public Service and Administration (2007) issued directive that the vacancy rate of any government department should range between ten and fifteen percent Makhubu (2006) further refers to the doctors/patient ratio as one is to three hundred patients (1:300), which is unhealthy and abnormal as the doctor/patient ration in terms of the Health Professional is one is to thirty (1:30). Such cases pose an opportunity to those employees who are within the service to absent themselves from such unhealthy situations and this behavior later result in the exodus (professional drainage) of employee. Schultz, Nel, Gerber, Hassbroek, Van Dyk and Werner (2001:582) define absenteeism as withdrawal of levels of productivity and collegial interaction for a given time to escape a perceived undesirable working environment. This behavior is disruptive to continuous organizational efficiency. Absenteeism is found in two forms that are avoidable and unavoidable. In the unavoidable forms of absenteeism, the situation in unplanned and is governed by external factors, thus it is beyond one’s control and has to be managed differently. Control of absenteeism can exercise by the immediate manager through the human resource section regarding the duration and terms of absence pertaining salary and terms of services.
- Full Text:
- Date Issued: 2016
- Authors: Simon, Nobuzwe
- Date: 2016
- Subjects: Absenteeism (Labor) , Public health personnel , Absenteeism (Labor) -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MPA
- Identifier: http://hdl.handle.net/10353/2271 , vital:27736
- Description: The Department of Health is experiencing repeated negative press releases with the respect to the quality of service delivery in the Eastern Cape. The public sector is an entity that provides a unique service. This is made evident by the services provided such as provision of free health services for primary health care as well as free health services to children under six, disabled and senior citizens. The Eastern Cape Department of Health has developed service standards adopted in 2007 by the Eastern Cape Department of Health. This study aims to determine the casual effect of absenteeism and their relationship to poor service delivery. According to Makhubu (2006) many vacancies in the Eastern Cape Department of Health exist which result in service delivery problems. In terms of the second principle in the Batho Pele Principles the norms and standards which are service standards serves as a baseline where the Department of Public Service and Administration (2007) issued directive that the vacancy rate of any government department should range between ten and fifteen percent Makhubu (2006) further refers to the doctors/patient ratio as one is to three hundred patients (1:300), which is unhealthy and abnormal as the doctor/patient ration in terms of the Health Professional is one is to thirty (1:30). Such cases pose an opportunity to those employees who are within the service to absent themselves from such unhealthy situations and this behavior later result in the exodus (professional drainage) of employee. Schultz, Nel, Gerber, Hassbroek, Van Dyk and Werner (2001:582) define absenteeism as withdrawal of levels of productivity and collegial interaction for a given time to escape a perceived undesirable working environment. This behavior is disruptive to continuous organizational efficiency. Absenteeism is found in two forms that are avoidable and unavoidable. In the unavoidable forms of absenteeism, the situation in unplanned and is governed by external factors, thus it is beyond one’s control and has to be managed differently. Control of absenteeism can exercise by the immediate manager through the human resource section regarding the duration and terms of absence pertaining salary and terms of services.
- Full Text:
- Date Issued: 2016
A study of control measures for absenteeism of educators in Libode District
- Authors: Bungeni, Mzinto Cornelius
- Date: 2015
- Subjects: Absenteeism (Labor) -- South Africa -- Eastern Cape , Teachers -- Leaves of absence
- Language: English
- Type: Thesis , Masters , MPA
- Identifier: vital:8303 , http://hdl.handle.net/10948/d1019917
- Description: The study focussed on the effectiveness of control measures for dealing with absenteeism of educators with specific reference to selected schools at Libode District in the Province of the Eastern Cape. It identified the policy framework including rules and regulations relating to the absenteeism of educators. It assessed the effectiveness of control measures which are currently at the disposal of the selected schools and it also investigated the challenges faced by school principals in addressing the challenge of absenteeism of educators in the selected schools. A qualitative research methodology was used in undertaking the study. Purposive sampling was used to select the schools and participants for the study. Participants were comprised of school principals and Education Development Officers. Data was collected through structured and semi-structured interviews. Literature study showed that the management of educator absenteeism is an important aspect of Human Resource Management in schools. Furthermore, the study found that control measures for dealing with absenteeism are not properly applied in many schools and there is no consistency in the manner in which they are utilised by school principals. The study also found that school principals are struggling to manage absenteeism to the extent that some of them are not sure how to deal with educators who abuse leave. The study recommends that school principals should be empowered on leave management through various forms of training which include workshops.
- Full Text:
- Date Issued: 2015
- Authors: Bungeni, Mzinto Cornelius
- Date: 2015
- Subjects: Absenteeism (Labor) -- South Africa -- Eastern Cape , Teachers -- Leaves of absence
- Language: English
- Type: Thesis , Masters , MPA
- Identifier: vital:8303 , http://hdl.handle.net/10948/d1019917
- Description: The study focussed on the effectiveness of control measures for dealing with absenteeism of educators with specific reference to selected schools at Libode District in the Province of the Eastern Cape. It identified the policy framework including rules and regulations relating to the absenteeism of educators. It assessed the effectiveness of control measures which are currently at the disposal of the selected schools and it also investigated the challenges faced by school principals in addressing the challenge of absenteeism of educators in the selected schools. A qualitative research methodology was used in undertaking the study. Purposive sampling was used to select the schools and participants for the study. Participants were comprised of school principals and Education Development Officers. Data was collected through structured and semi-structured interviews. Literature study showed that the management of educator absenteeism is an important aspect of Human Resource Management in schools. Furthermore, the study found that control measures for dealing with absenteeism are not properly applied in many schools and there is no consistency in the manner in which they are utilised by school principals. The study also found that school principals are struggling to manage absenteeism to the extent that some of them are not sure how to deal with educators who abuse leave. The study recommends that school principals should be empowered on leave management through various forms of training which include workshops.
- Full Text:
- Date Issued: 2015
Improving attendance at an automotive manufacturing company in the Eastern Cape
- Authors: Arnolds, Allan
- Date: 2014
- Subjects: Absenteeism (Labor) -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape , Job satisfaction -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8871 , http://hdl.handle.net/10948/d1020324
- Description: Attendance in the workplace is becoming a growing challenge for companies or organisations in general. Non-attendance has become a world-wide or international problem. According to Banks, Patel and Moola (2012) it is a common problem in all types of industries, minor or large, private or government. South African organisations are losing estimated billions of rand in cost annually due to poor attendance. These costs are having a negative effect on organisations’ revenue, effectiveness, health and safety. A satisfactory level of employee attendance at work is necessary to allow departments within organisations to achieve their objectives and targets. Research suggests many factors which influence employee attendance and these are investigated, analysed and discussed within this study. The aim of the study was to attempt to improve attendance at an automotive manufacturing company by investigating the influences of certain elements, namely motivation, leadership (supportive), job satisfaction and rewards. The literature study was done to investigate the relationship between these factors and elements and attendance. Through research the realisation of the importance of controlling absenteeism has become very imminent. The literature review has shown that these factors are related to attendance, some of them influencing the tendency to attend work positively and others having a negative influence causing employees to be absent from work. The study also investigates some of the common possible reasons and motives for non-attendance. The empirical part of the study was to determine the perception of workers with regard to attendance. A convenience sampling method was used to select the respondents and the size of the sample consisted of 198 respondents. A researched and well-designed questionnaire was used to gather the data. The information was analysed with the latest statistics software package. Independent tests and analysis of various techniques were used to determine the statistical significant differences in the relationship between attendance and the elements with regard to employee perception. These perceptions were grouped in biographical categories, namely race, age, shop, service length, marital status, gender, income and the number of days absent in the last three years. Through the study statistically no actual significant difference was found among these groups. The key findings within this study show that there are no significant relationships between the dependent variable (attendance) and the independent variables, (motivation, leadership, job satisfaction and rewards). This relation is highlighted by the statistical data which is discussed and analysed individually for this study The theoretical and practical implications of the findings are discussed and recommendations based on these findings are provided.
- Full Text:
- Date Issued: 2014
- Authors: Arnolds, Allan
- Date: 2014
- Subjects: Absenteeism (Labor) -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape , Job satisfaction -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8871 , http://hdl.handle.net/10948/d1020324
- Description: Attendance in the workplace is becoming a growing challenge for companies or organisations in general. Non-attendance has become a world-wide or international problem. According to Banks, Patel and Moola (2012) it is a common problem in all types of industries, minor or large, private or government. South African organisations are losing estimated billions of rand in cost annually due to poor attendance. These costs are having a negative effect on organisations’ revenue, effectiveness, health and safety. A satisfactory level of employee attendance at work is necessary to allow departments within organisations to achieve their objectives and targets. Research suggests many factors which influence employee attendance and these are investigated, analysed and discussed within this study. The aim of the study was to attempt to improve attendance at an automotive manufacturing company by investigating the influences of certain elements, namely motivation, leadership (supportive), job satisfaction and rewards. The literature study was done to investigate the relationship between these factors and elements and attendance. Through research the realisation of the importance of controlling absenteeism has become very imminent. The literature review has shown that these factors are related to attendance, some of them influencing the tendency to attend work positively and others having a negative influence causing employees to be absent from work. The study also investigates some of the common possible reasons and motives for non-attendance. The empirical part of the study was to determine the perception of workers with regard to attendance. A convenience sampling method was used to select the respondents and the size of the sample consisted of 198 respondents. A researched and well-designed questionnaire was used to gather the data. The information was analysed with the latest statistics software package. Independent tests and analysis of various techniques were used to determine the statistical significant differences in the relationship between attendance and the elements with regard to employee perception. These perceptions were grouped in biographical categories, namely race, age, shop, service length, marital status, gender, income and the number of days absent in the last three years. Through the study statistically no actual significant difference was found among these groups. The key findings within this study show that there are no significant relationships between the dependent variable (attendance) and the independent variables, (motivation, leadership, job satisfaction and rewards). This relation is highlighted by the statistical data which is discussed and analysed individually for this study The theoretical and practical implications of the findings are discussed and recommendations based on these findings are provided.
- Full Text:
- Date Issued: 2014
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