Académique Documents
Professionnel Documents
Culture Documents
On
"Absenteeism"
for
"Siljan Nursing home"
By
Trude Rosholt
Submitted to
"University of Pune"
Through
Vishwakarma Institute of Management
Pune-48.
1
CERTIFICATE.
She has successfully carried out her summer project on ‘Absenteeism’ at Siljan
Nursing home.
This is original study of Ms Trude Rosholt and important sources of data used by her
The report is submitted in the partial fulfilment of two year full time course Master of
2
3
Table of content.
1 Executive summary 1
2 Health care system - Norway 3
3 Company profile 7
4 Introduction to the subject - 12
absenteeism
Executive summary.
4
For this report I have undertaken an internship at Siljan Nursing home
job.’
The reason for choosing this topic is that it is a very relevant topic in
them
5
The major findings of my report was that at Siljan Nursing
home
insinuated needs for some small changes and need for new facilities
6
The organizational structure of the Norwegian health care system is
status, location and income. While the role of the state is to provide
funds, the main responsibility for the provision of health care services
Social care
Social care in Norway includes social welfare services, care for the
elderly, the disabled and psychiatric patients, and care for alcoholics
The state defines national goals and draws up the framework for social
basic principle of care for the elderly and disabled is that services and
The elderly and persons with disabilities should have the opportunity to
7
Nurses and home care personnel make home visits and provide
who cannot cope on their own. Care services also include respite care,
homes and group living for people with senile dementia. There are over
(74%) are 80 years and older. The day care activities include day
The overall need for nursing and care services is expected to increase.
This is due to the age structure of the population, and especially to the
years.
The main challenges and tasks facing nursing and care services in the
8
• To ensure uniform local authority provision of nursing and care
services;
authority nursing and care services. The plan, which is targeted from
1998 to 2001, sets out objectives for the development of local authority
nursing and care services. The plan entails use of central government
• To provide nursing and care services that ensure the elderly a secure
possible;
9
To help guarantee that the objectives of the action plan are reached, the
provide users with the range of services they need. It will do this
10
COMPANY PROFILE
people who are unable to take care of themselves due to old age or
buildings in which a total of 30 patients are staying. The patients are all
having their own rooms with attached bathrooms. Kitchen and living
different time periods, i.e. some are staying permanently due to lack of
other housing facilities where they are comfortable and safe and others
are staying for a short while in the case of for example the family
while others are not able to even do basic activities like go to the
have in common that they are provided whit 3 meals a day in the
11
Mission
quality of life and quality of care to residents who come to us for long-
Vision statement
12
Finance department is a shared department with other institution run by
13
RIGHT TO LEAVE OF ABSENCE
Forty-hour week. - normal hours of work shall not exceed nine hours
overtime.
Vacation.
Any employee has the right to 5 weeks (25 working days) of paid
Sick leave
Any employee has the right to take 24 days of sick leave in a period of
A mother shall have leave of absence for the first six weeks following
14
In connection with the birth of a child the father shall be entitled to two
weeks' leave of absence provided that he lives with the mother and
pursuant to subsections (1) and (3) does not exceed a total of one year
15
Absenteeism – what is it?
when they are scheduled to work. Employees who are away from work
- The greater the length of service of the employee, the less he/she
is absent
employees.
16
Causes of absenteeism.
- Illnesses
- Accidents.
- Stress
workers.
-. Boredom
Out of all these causes for absenteeism we can see that in Norway
illnesses and muscle/ joint related problems are the main cause of
motivation is also a major cause for absenteeism, due to the fact that
there are hardly any penalties given to employees for being absent and
next to 100 percent of the wages will still be delivered we see that a lot
of people choose to stay home from work even if their health condition
is good enough for them to attend work. However it has been observed
that Norwegians are of the most efficient workers in the world when
amongst the highest in the world the general economics is still good.
17
Trends of absenteeism in Norway generally.
from work, either because they have called in sick, are undergoing
workforce. The average amount of time people were absent from work
fact, most people who take sick leave receive 100 percent of their pay.
Few employees get fired, but even if they do, unemployment benefits
Just about everyone agrees that Norway's liberal welfare system plays a
18
Measures proposed by Norwegian government in order to keep the
absenteeism.
measures.
19
A high level of absenteeism will ultimately lead to:
1. Decreased efficiency.
case of any service organisation the quality level will go down. For
example if a shop assistant is absent from work the store may not be
able to keep all their cash counters open and in effect the service
absent worker
2. Financial Costs :
3. Administrative Costs :
20
Measures that can be taken in order to control absenteeism.
out more than 16 days and help them to get better treatment.
For Supervisors/Managers:
Change Management Style: We are all aware of the fact that when
employees call in ill, it does not mean they are truly too physically ill
stress, and the number one reason employees are stressed has to do
managers who have poor listening skills, set unreachable goals, have
poor communication skills, and are inflexible. In other words, they yell
too much, blame others for problems, and make others feel that it must
21
but also reducing turnover, job burnout, and employee health problems
Not only does relationship stress occur between the employee and
employees say they did not go to work because they are fearful of or
angry with another employee. These employees usually report they just
could not deal with "so and so" today, so they called in ill. Companies
that adopted policies and values that promote employee respect and
end of every quarter, others give an employee two hours of bonus pay
22
employees with a buffet lunch, a certificate of achievement, or even a
Some companies find that they can simply reward employees with
best, and still others decide once a week works best. The general rule
and the more difficult the work is to perform. Also, it is best to start
23
OBJECTIVES OF THE PROJECT
them.
24
RESEARCH METHOLOGY.
best suited for the research and study of the problem, for investigation
and analysis of the problem. It starts with data collection from various
in the institution I was taking part in all activities at a daily basis and
was able to observe habits of the employees and interact with them in
25
qualitative research relies on reasons behind various aspects of
research. Hence, the need is for smaller but focused samples rather than
images.
26
Questioner results
Job satisfaction.
14 14
13
12
10
2
2
1
0
0
Not at all To some extent Average To great extent Highly
This shows that about 90 percent of the employees consider their job
27
2. My daily chores in the institution are challenging.
16
15
14
12
10
9
8
6
6
0
0 0
Not at all To some extent Average To great extent Highly
Percent 0 0 30 50 20
This shows that the employees does in fact find their work challenging,
28
3. I am given a high level of responsibility from my superiors.
12 12
10
8
8
7
6
4
3
2
0
0
Not at all To some extent Average To great extent Highly
Again we see that the employees are giving most of their answers as ‘to
well as highly, a few employees (10 percent) has replied with ‘ to some
extent’. It is understood that the employees feels that they are given
bit scattered and some of the employees might feel that the level of
29
If we group these 3 questions to cover the aspect of job satisfaction I
think we can conclude that most of the employee’s are highly satisfied
in the institution. It seems that the employees are already satisfied with
one specific set of tasks will be put to other work task for a certain
them more challenges and more knowledge. It is also beneficial for the
30
Work environment.
change
20 19
18
16
14
12
10
8
6 5
4
4
2
2
0
0
Not at all To some extent Average To great extent Highly
Here we find that the majority of the employee doesn’t have a need for
much change, however they have responded that they need it to some
environment.16 percent has answered that they don’t require any kind
percent has answered that there are several aspects that they would like
31
5. There are several facilities that I am missing at my workplace
25
23
20
15
10
6
5
1
0
0 0
Not at all To some extent Average To great extent Highly
About 76 percent of the employees has answered that they do not miss
any facilities at their work place and 20 percent has answered t some
extent. A small group of people (3.3 percent) has responded that they
32
6. The working environment in this institution is good
14
13
12
10
8
7
6
5 5
4
0
0
Not at all To some extent Average To great extent Highly
33
7. The social environment amongst employees is good
12 12
10
8
7
6
6
4
3
2
2
0
Not at all To some extent Average To great extent Highly
about 45. The remaining percentages lie between not at all and to some
extent. It seems that most of the employees are rather satisfied with the
employees will always be there, but the management can do its best in
34
8. My relationship with other colleagues is good
9 9 9
8
7
7
3
3
2
2
0
Not at all To some extent Average To great extent Highly
average and highly, only 6.6 percent has answered not at all and 10
temporarily and in case it is not easily solved or wont pass on its own
that certain employees avoid working in the same area, or it can even
35
9. My relationship with my superiors is good
14 14
12
10
8
8 8
0
0 0
Not at all To some extent Average To great extent Highly
Here we see that no one has answered in the categories between ‘not at
lies in the group of ‘to great extent’ then there is an equal distribution
36
9 9 9
8
7
7
3
3
2
2
0
Not at all To some extent Average To great extent Highly
Again the responses are mostly positive, only a total of 13 percent has
answered not at all or to some extent, the rest has answered between
hesitating.
37
18
17
16
14
12
10
6
6
5
4
2
2
0
0
Not at all To some extent Average To great extent Highly
answered to great extent, so this means that more than 75 percent of the
hesitation. 16.6 percent has answered average and only 6.6 have
38
Work environment - conclusion
The management needs to further explore this issue and see if there is
the institution the employees seems to be pretty much satisfied but not
may not be financial feasible to make big changes, but the issue should
find the most suitable solution. Often it might not be need for big
provided.
39
14
13
12
12
10
4
3
2
2
0
0
Not at all To some extent Average To great extent Highly
From this we can read that the employees are not highly satisfied with
or not at all. Only 6.6 percent has answered that their salary is
wages of nurses and caretakers but it seams that it is still not enough
and that the employees are still not satisfied. In Norway the nurses
attend 3 years of college after finishing their high school and the care
see that the people working in the health industry in Norway are
generally highly educated and this is the reason why they are not
40
satisfied with the wage level they are being given. If you compare
salary structures with other industries in our country you will find that
people of similar education level are indeed earning better than people
The salaries within the health industry are expected to rise substantially
within the next few years though, as qualified nurses are in such high
demand. It has been found that people who are receiving high level of
satisfactory
41
16 16
14
12
10
10
4
4
0
0 0
Not at all To some extent Average To great extent Highly
seems that they are all pretty satisfied with the non monetary services
It can be concluded that the salary structure needs to be worked on, but
that the non monetary benefits are satisfactory. However the salary
42
structure is decided on national level and is not worked out by
Absenteeism
43
Number of responses (N=30)
14 14
12
10
8
8
4
4 4
0
0
Not at all To some extent Average To great extent Highly
average. 26.6 have responded that their absenteeism records are not at
all high and the remaining 27 percent has answered either to great
extent or highly.
44
12 12
10
6
6
5
4
4
3
2
0
Not at all To some extent Average To great extent Highly
some extent and about 20 percent has answered that they consider their
physical injuries
45
14
13
12
10
8
7
6
6
4
4
0
0
Not at all To some extent Average To great extent Highly
Here we can see a general trend that is quite common in the health care
typical trend that these kind of problems will cause high level of
absenteeism as they are not easily treated. From the responses to this
saying that chronic physical problems are not at all a reason for
Non of the respondents has gone for the choice ‘average’, I guess the
46
reason for this is that either you are suffering from these problems or
It looks like this area is something that the management should further
etc. it could also be a good idea to offer the employees some kind of
gym facilities or at least hold a course where they are taught how to
best preserve their backs and other parts of the body where injuries
47
14 14
12
10
9
8
6
5
4
2
2
0
0
Not at all To some extent Average To great extent Highly
at work. In case of stressful life one’s immune system goes down and
sickness catch on fast. A lot of people also tend to use general sickness
as an excuse not to attend work even when they are healthy enough to
go, this problem is especially great in Norway as there is not really any
kind of penalties for this kind of leave. What the management might do
motivation level of the employees. If the motivation levels are high the
48
employees will be reluctant to call in sick unless they really need to.
this state can rapidly change if efforts are not made to maintain it.
49
20 19
18
16
14
12
10
8
8
6
4 3
2
0
0 0
Not at all To some extent Average To great extent Highly
63.3 percent of the respondents have stated that mental illness does not
at all affect their absenteeism and 26.6 have stated that it only affects it
50
19 .the cause of my absenteeism is related to personal problems i.e.
family
12 12
10
8
8
6
5
4
3
2
2
0
Not at all To some extent Average To great extent Highly
Here the majority has chosen to some extent as their response with a
51
12 12
11
10
6
5
4
2
2
0
0
Not at all To some extent Average To great extent Highly
above. No one has stated that they’re work moral is not at all high;
however a small percentage of 6.6 has stated that their work morale is
Absenteeism – conclusion
52
It seems like chronicle physical problems is the main cause of
Hence the management need to focus their efforts on those causes who
Conclusion – objectives
53
It seems like chronicle physical problems is the main cause of
Hence the management need to focus their efforts on those causes who
absenteeism.
objective. Every point on the survey that has been found to be less than
consider.
- Motivation
54
attendance policy. An attendance policy allows a manager to intervene
employees that are having low absenteeism. Say for example by having
motivate them.
satisfied socially and everyone is getting along well they enjoy work to
a much further extent, and hence the morale goes up. Measures that can
gatherings so that the employees can get to know each other and
with events like ‘last Friday of the month’ gatherings where employees
come together to have a few drinks and relax and socialise. These
‘events’ can also be conducted within the work place and it doesn’t
have to be very time consuming indeed. Say for example one arranges
for some extras at the lunch hour by for example having one employee
bring a cake or some sweets once a week and let this arrangement
55
alternate amongst employees. This is of no financial constraint to the
having some treats and some fun time during work. Another measure
the employees that are having low absenteeism. Say for example by
56
1. Job satisfaction levels seems to be high
have insinuated needs for some small changes and need for new
facilities
problems.
These are the major findings from this survey. So I have subtracted 8
the management I think I would make a list that narrows the findings
sickness
4. Motivation
57
The reason for choosing these 4 points as the areas to further explore is
The employees has basically rated this area in a pretty favourable way,
suggest for the management to sit down with all the employees and
institution. At the meeting they could discuss certain needs and wants
and suggest that the employees think about the issue further and write
keep it realistic but it may be found that the employees just need some
58
Again the employees has rated this issue in a rather favourable way but
the employees are satisfied socially and everyone is getting along well
they enjoy work to a much further extent, and hence the morale goes
up. Often employees will even call in sick if they are having a problem
needs to go in to dialog with both the parties that are involved in the
problem and try to solve it. If the problem cannot be solved through
like planning their manpower in a way that certain people will not be
arrange social events and gatherings so that the employees can get to
know each other and socialise outside the everyday scene. A lot of
companies are familiar with events like ‘last Friday of the month’
relax and socialise. These ‘events’ can also be conducted within the
work place and it doesn’t have to be very time consuming indeed. Say
for example one arranges for some extras at the lunch hour by for
59
example having one employee bring a cake or some sweets once a
where one should focus on having some treats and some fun time
60
3. Reasons of absenteeism – chronic physical problems and general
sickness
at work and the environment is good, then they will be looking forward
to come to work and they will not skip a day of work unless it is really
considered when doing heavy lifting etc. once the employees is being
taught about this they will be more aware and hence they will avoid
regular health checks so that potential injuries and health problems can
problems, will be given other tasks that usual in order to avoid strain
on her body. This way one avoids long periods of absenteeism due to
their regular duties doesn’t mean that they cant be useful to the
61
work for a long time they tend to loose confident and motivation and
4. Motivation.
Here we come to the final and most important point. Motivation is the
facing certain problems. Now what we need to look at is how can the
Not only does relationship stress occur between the employee and
62
Companies that adopted policies and values that promote employee
employees that are having low absenteeism. Say for example by having
63
Limitations.
The main limitation in my project was that I was not allowed access to
records of absenteeism by the institution. The reason for this is that the
organisation is not that big and the management felt that such
Nursing home.
64
BIBLIOGRAPHY
Books
Websites
www.norway.no
www.businesslink.gov.uk
www.ssb.no
www.siljankommune.no
65
Annexure
66
QUESTIONNAIRE ON STUDY OF ABSENTEEISM Name:
________________
Job satisfaction.
A) Not at all
B) To some Extent
C) Average
D) To great extent
E) Highly
A) Not at all
B) To some Extent
C) Average
D) To great extent
E) Highly
67
A) Not at all
B) To some Extent
C) Average
D) To great extent
E) Highly
Work environment.
change
A) Not at all
B) To some Extent
C) Average
D) To great extent
E) Highly
A) Not at all
B) To some Extent
C) Average
D) To great extent
E) Highly
A) Not at all
B) To some Extent
68
C) Average
D) To great extent
E) Highly
A) Not at all
B) To some Extent
C) Average
D) To great extent
E) Highly
A) Not at all
B) To some Extent
C) Average
D) To great extent
E) Highly
A) Not at all
B) To some Extent
C) Average
D) To great extent
E) Highly
69
A) Not at all
B) To some Extent
C) Average
D) To great extent
E) Highly
A) Not at all
B) To some Extent
C) Average
D) To great extent
E) Highly
A) Not at all
B) To some Extent
C) Average
D) To great extent
E) Highly
70
A) Not at all
B) To some Extent
C) Average
D) To great extent
E) Highly
Absenteeism
A) Not at all
B) To some Extent
C) Average
D) To great extent
E) Highly
A) Not at all
B) To some Extent
C) Average
D) To great extent
E) Highly
physical injuries
A) Not at all
71
B) To some Extent
C) Average
D) To great extent
E) Highly
A) Not at all
B) To some Extent
C) Average
D) To great extent
E) Highly
A) Not at all
B) To some Extent
C) Average
D) To great extent
E) Highly
family
A) Not at all
B) To some Extent
C) Average
D) To great extent
72
E) Highly
A) Not at all
B) To some Extent
C) Average
D) To great extent
E) Highly
73