The Phrase ‘commitment’ is frequently used by HRM practitioners in the control of absenteeism and its contribution to business objectives. Evaluate the evidence to reinforce commitment and reduce absenteeism.
Mowday et al have defined organizational commitment as “ the relative strength of an individual’s identification with an involvement in an organization”
(Chapter 7 Attitudes at work, Page no, 265 Work Psychology, Understanding Human Behaviour in the Workplace by John Arnold (ft) fourth edition)
Commitment is very powerful human concept as if a person is committed to an organization; therefore he or she has a strong identification with it and will turn out to be a ...view middle of the document...
There are mainly two types of absenteeism voluntary and involuntary. Nothing can stop voluntary absence, as it is because of serious illness or accident but involuntary absence can be controlled because the reasons for involuntary absence can be reduced. As involuntary absence is time taken off by the staff for doing something else.
From above it is clear that for an organization to be successful it has to reduce absenteeism. So what an organization can do to reduce absenteeism? More committed employees reduce the absenteeism in an organization. Commitment can also be seen as someone’s loyalty towards a cause or person. In terms of HRM commitment is when an employee do what an organization expect from him to do at his best level. HRM regards commitment to reduce absenteeism.
There are many HRM models presented by different practitioners such as Guest, Storey, and Beer et al etc. They all state in their models how HRM should aim the aims and policies.
We can now look at the Guest’s model of HRM and Guest goals of HRM to see how HRM can fulfill the need to an organization and its employees.
Guest Model of HRM
Model adapted from Dr Peter Prowse’s lectures slides on control and commitment, HRM model, Lecture 3 of human resource management
Guest Goals of HRM
To integrate HR with the organizational strategy
Making the employees more committed and loyal towards organization’s interest
To produce the better quality products and improve the quality of employees through training.
To create a flexible work force by using different techniques
Guest in his model and goals of HRM above included commitment in order to achieve HRM. An organization needs to reinforce commitment in order to reduce absenteeism and increase commitment as increase commitment increases performance and reduce absenteeism. This is done through, “Share ownership, quality circle (where groups of employee jointly review the quality of output), and empowerment”
(Chapter 7 Attitudes at work, Work Psychology, Understanding Human Behaviour in the Workplace by John Arnold fourth edition)
Employees can be offered shares in company in order to make them more committed towards work, as they would have their own money invested into the business that will make them more motivated and committed because if organization perform well they will get more dividends so indirectly they are getting financial benefits from that.
Quality circles first arrived to UK from USA via Japan, Quality circle are made up of 6-10 employees and they held meeting either on weekly or fortnightly basis, The main objectives of these meetings are to discuss the problems from their own areas and collect data and then find a possible solution...