Presentation
WITHDRAWAL BEHAVIOR
ABSENTEESIM AND LATENESS
index
2. Withdrawal behavior forms
1. Withdrawal behavior defenetion
3. Case Study 1
4. Case Study 2
5. Suggestions for withdrawal behavior prevention
6. References
Withdrawal behavior defenetion
a set of attitudes and behaviors that are done by employees when they lost the interest and motivation in their job and start being less participative
Withdrawal behavior forms
Lateness
Absenteesim
Absenteeism
the failure to report for scheduled work
Lateness
the inclination of an employee to arrive to the work after the schedule time started
Case Study 1 (absenteeism)
A 48 years old machinist Jim, who worked at a machine shop for twenty three years and never be absent or late as he always showed up at work 20 minutes early. He was known for going beyond the performance expectations that are required from him. “You can always count on him” said his co-worker. One day, his supervisor approached him for transferring him to another department (the shipping dock). The supervisor compliment Jim for his hardworking and he showed him how much he trust him and his high expectation of Jim’s performance that will be beyond perfect in any department. Jim has worked in the production department his whole life, however he did not disappoint his supervisor by refusing the transferring order so he agreed. After two weeks of the transferring order, Jim seemed unhappy and not satisfied with his new position. He was not active due to the lack of challenges and the minimal work. At the end of each shift he get back home wondering if he met his expectations of the day. A month after, Jim started having difficulties getting out of his bed, sometimes he shut the alarm off and continue to sleep. His supervisor noticed that Jim have been absent for five days in the last three weeks. The supervisor conducted a meeting with Jim to discuss the problem. He found out that Jim have been unsatisfied and unmotivated at his new position. The discussion resulted in offering Jim his old position which he immediately agreed on.
Case Study 2 (lateness)
Robin is a 48 years old office clerk who started arriving five minutes late to the work, and this has been going 6 months and she did not take an action about it. Her supervisor noticed that, but he did not address any issue due to her hob performance which he is satisfied with. With each day passing, the supervisor noticed that Robin start to arrive 15 minutes late. This time he handled the situation in the wrong way by talking to her in front of her co-workers that if she did not arrive to work at the scheduled time she will be terminated. Robin started crying so he called the employee relations consultant for a session. Through the discussion of the problem, it appears that Robin is having personal problems with her daycare provider and divorce. The discussion resulted in providing Robin with employee assistance program to help her work through her personal issues and refer to her work life programs for child care resources.
Suggestions for withdrawal behavior prevention
To Prevent absenteeism
To Prevent absenteeism
1. establish a lateness policy
1. establish an attendance policy.
2. set clear expectations.
2. address issues with employees directly
3. record all lateness incidence
3. reward good attendees.
4. follow any implications if issues continued.
4. provide employee support.
References
- Andrea, L. (2017). Work attitudes and job motivation. Confluence. https://wikispaces.psu.edu/display/484SU17001/Spring+2015+Withdrawal+Behaviors
- James, R. , Lisa, M. & Douglas, L. (2016). Organization citizenship and employee withdrawal in the workplace. International journal of human resources studies Vol. 6, No. 3. https://www.macrothink.org/journal/index.php/ijhrs/article/view/9916
- Manu, M. Job withdrawal behaviors: A researcher’s perspective of what matters. Cochin University of science and technology. https://www.academia.edu/31318094/Job_Withdrawal_behaviors_A_researchers_perspective_of_what_matters
- Orly, S. & Shmual, E. (2011). Withdrawal behavior syndrome: An ethical perspective. Journal of business ethics 103:429-451. DOI 10.1007/s10551-011-0872-3
- Terry, A. & Nina, G. (1978). A Note on the Structure of Employee Withdrawal. Organizational behavior and human performance 21, 73-79. Academic Press Inc. https://deepblue.lib.umich.edu/bitstream/handle/2027.42/22662/0000215.pdf?sequence=1
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Presentation
WITHDRAWAL BEHAVIOR
ABSENTEESIM AND LATENESS
index
2. Withdrawal behavior forms
1. Withdrawal behavior defenetion
3. Case Study 1
4. Case Study 2
5. Suggestions for withdrawal behavior prevention
6. References
Withdrawal behavior defenetion
a set of attitudes and behaviors that are done by employees when they lost the interest and motivation in their job and start being less participative
Withdrawal behavior forms
Lateness
Absenteesim
Absenteeism
the failure to report for scheduled work
Lateness
the inclination of an employee to arrive to the work after the schedule time started
Case Study 1 (absenteeism)
A 48 years old machinist Jim, who worked at a machine shop for twenty three years and never be absent or late as he always showed up at work 20 minutes early. He was known for going beyond the performance expectations that are required from him. “You can always count on him” said his co-worker. One day, his supervisor approached him for transferring him to another department (the shipping dock). The supervisor compliment Jim for his hardworking and he showed him how much he trust him and his high expectation of Jim’s performance that will be beyond perfect in any department. Jim has worked in the production department his whole life, however he did not disappoint his supervisor by refusing the transferring order so he agreed. After two weeks of the transferring order, Jim seemed unhappy and not satisfied with his new position. He was not active due to the lack of challenges and the minimal work. At the end of each shift he get back home wondering if he met his expectations of the day. A month after, Jim started having difficulties getting out of his bed, sometimes he shut the alarm off and continue to sleep. His supervisor noticed that Jim have been absent for five days in the last three weeks. The supervisor conducted a meeting with Jim to discuss the problem. He found out that Jim have been unsatisfied and unmotivated at his new position. The discussion resulted in offering Jim his old position which he immediately agreed on.
Case Study 2 (lateness)
Robin is a 48 years old office clerk who started arriving five minutes late to the work, and this has been going 6 months and she did not take an action about it. Her supervisor noticed that, but he did not address any issue due to her hob performance which he is satisfied with. With each day passing, the supervisor noticed that Robin start to arrive 15 minutes late. This time he handled the situation in the wrong way by talking to her in front of her co-workers that if she did not arrive to work at the scheduled time she will be terminated. Robin started crying so he called the employee relations consultant for a session. Through the discussion of the problem, it appears that Robin is having personal problems with her daycare provider and divorce. The discussion resulted in providing Robin with employee assistance program to help her work through her personal issues and refer to her work life programs for child care resources.
Suggestions for withdrawal behavior prevention
To Prevent absenteeism
To Prevent absenteeism
1. establish a lateness policy
1. establish an attendance policy.
2. set clear expectations.
2. address issues with employees directly
3. record all lateness incidence
3. reward good attendees.
4. follow any implications if issues continued.
4. provide employee support.
References
- Andrea, L. (2017). Work attitudes and job motivation. Confluence. https://wikispaces.psu.edu/display/484SU17001/Spring+2015+Withdrawal+Behaviors - James, R. , Lisa, M. & Douglas, L. (2016). Organization citizenship and employee withdrawal in the workplace. International journal of human resources studies Vol. 6, No. 3. https://www.macrothink.org/journal/index.php/ijhrs/article/view/9916 - Manu, M. Job withdrawal behaviors: A researcher’s perspective of what matters. Cochin University of science and technology. https://www.academia.edu/31318094/Job_Withdrawal_behaviors_A_researchers_perspective_of_what_matters - Orly, S. & Shmual, E. (2011). Withdrawal behavior syndrome: An ethical perspective. Journal of business ethics 103:429-451. DOI 10.1007/s10551-011-0872-3 - Terry, A. & Nina, G. (1978). A Note on the Structure of Employee Withdrawal. Organizational behavior and human performance 21, 73-79. Academic Press Inc. https://deepblue.lib.umich.edu/bitstream/handle/2027.42/22662/0000215.pdf?sequence=1