Original Research

Absenteeism, labour turnover and management style

P. G. Human
South African Journal of Business Management | Vol 10, No 2 | a1265 | DOI: https://doi.org/10.4102/sajbm.v10i2.1265 | © 2018 P. G. Human | This work is licensed under CC Attribution 4.0
Submitted: 26 October 2018 | Published: 30 June 1979

About the author(s)

P. G. Human, School of Business Leadership, University of South Africa, Pretoria, South Africa

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Abstract

Labour turnover and absenteeism rates are relatively easily measurable forms of behaviour. This article investigates the validity of these rates as indicators of organizational effectiveness. It is argued that management style and motivational strategies are related to absenteeism and labour turnover. Absenteeism and labour turnover are viewed as examples of deviant industrial behaviour and consequently as reflections of employee dissatisfaction with management. The implications of the incidence of and variations in these two phenomena are discussed together with their relevance to successful management, and their practical applicability as tools to aid the employer.
Arbeidsomset- en werksafwesigheidsyfers is redelik maklik meetbare verskynsels en word jaarliks in meeste bedryfsorganisasies bepaal. Hierdie artikel ondersoek die geldigheid van hierdie syfers as indikatore van organisasie-effektiwiteit. Die argument is dat bestuurstyl en motiveringstrategie aan die een kant, verband hou met werksafwesigheid en arbeidsomset aan die ander kant. Werksafwesigheid en arbeidsomset word beskryf as voorbeelde van afwykende industriele gedrag en daarom as wyses waarop werknemers hul ontevredenheid ten opsigte van die werkgewers uitdruk. Die implikasies van die voorkoms en variasies van hierdie twee verskynsels word bespreek, asook hulle praktiese toepasbaarheid as hulpmiddels vir die werkgewer, en hulle verband met suksesvolle bestuur.

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