[Effective Sickness Absence Management]

By

Acknowledgement

I would take this opportunity to thank my research supervisor, family and friends for their support and guidance without which this research would not have been possible.

DECLARATION

I, [type your full first names and surname here], declare that the contents of this dissertation/thesis represent my own unaided work, and that the dissertation/thesis has not previously been submitted for academic examination towards any qualification. Furthermore, it represents my own opinions and not necessarily those of the University.

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Abstract

In this study we try to explore the concept of “Absence Management” in a holistic context. The main focus of the research is on “Absence Management” and its relation with “Sickness”. The research also analyzes many aspects of “Absence Management” and tries to gauge its effect on “Sickness”. Finally the research describes various factors which are responsible for “Absence Management” and tries to describe the overall effect of “Absence Management” on “Sickness”.

Table of Contents

ABSTRACT4

CHAPTER 1: INTRODUCTION7

Research Purpose8

Profile of case study organisation12

Justifications of the study project12

Research key questions13

1.Research Question 1: What are the influences of restrictive sick-pay designs on Greenford Mail Centre employee's attendance presentation and welfare?14

2.Research Question 2 : Does organisation's “communication” set about to sick-employees assist to decrease sick-absences?14

Research Objectives14

Outline of study activities14

CHAPTER 2: LITERATURE REVIEW16

National context16

Effects of Absenteeism on Businesses16

CHAPTER 3: METHODOLOGY18

Sample18

Quantitative Research18

Variables19

Sickness absence19

Gender composition of the workplace19

Statistical methods23

CHAPTER 04: DATA AND ANALYSIS25

Research Question Analysis25

The gender composition of Green Ford mail Center26

The gender composition of the occupational category35

Effects of other variables42

Discussion43

Case Study: Greenford Mail Centre46

CHAPTER 05: CONCLUSION AND RECOMMENDATIONS78

Recommendations79

Ways to Reduce Absenteeism79

REFERENCES82

CHAPTER 1: INTRODUCTION

A large allowance of study displays that women most often have higher rates of sickness absence than men (see, for demonstration, Barmby, Ercolani, & Treble, 2002: 51; Mastekaasa & Olsen, 2008: 20). In America, this gender distinction has tended to boost over time, but in the last 10 years it has been rather steady with women 40-50% more absent than men. More restricted clues suggest that there may furthermore be methodical dissimilarities in sickness absence between female- and male-dominated occupations and/or workplaces. More specifically, some investigations suggest that men as well as women are inclined to have higher absence rates in occupations or workplaces numerically overridden by the opposite sex (Alexanderson, Leijon, Åkerlind, Rydh, & Bjurulf, 2004: 23; Evans & Steptoe, 2002: 51; Hensing, Alexanderson, Åkerlind, & Bjurulf, 2005; Tsui, Egan, & O'Reilly, 2002: 51).

Although the clues on the relationship between gender segregation and sickness absence is rather restricted, the more general topic of how gender segregation in the workplace sways men and women has obtained substantial attention in organisational study (for overviews, glimpse, for demonstration, Williams & O'Reilly, 2008: 20; Reskin, McBrier, & Kmec, 2009: 23). Particularly influential has been Kanter's (2007: 65) idea of “tokenism”. Kanter suggests that small minorities, like women in predominantly male workplaces, are faced with exceptional problems. The rudimentary topic is that constituents of small minorities are not seen and treated as persons but rather as representatives or “tokens” of their category. This may have a number of negative consequences ...