MNG93003 Industry Research Project

Describe the research context you are investigating. The section should conclude with 1 sentence stating what you are trying to find out.

• Discuss a research context,
• Highlight the results previous research in the space
• Reference relevant business theory that underpins research in your chosen space (i.e. the resource-based theory of the firm, for example).

Huge work pressure leading to absenteeism in security organizations Low employee morale driving higher absenteeism Disengagement among the co-workers leading to higher absenteeism Absenteeism is leading to low productivity in Security organization Absenteeism is resulting in employee resentment (Halbesleben, Whitman and Crawford 2014) 

Concept of Absenteeism Habitual pattern of absence from obligation or duty Breach of implicit contract between employer and employee Depressive tendencies are actually lied behind employee absenteeism Indicates negative association between absence and job satisfaction  Leads to decreasing workplace productivity Increases organizational cost in terms of new recruitment (Kocakulah et al. 2016) 

Causes of Employee Absenteeism Serious illness and accidents Poor and discouraging working condition Low employee morale Lack of job satisfaction Boredom in the job Increasing workload and job stress (Langenhoff 2011) Poor Supervision and leadership Poor physical fitness Rigid workplace rules and regulations Transportation problems  

Herzberg’s Two Factor Theory for Identifying Problems of Absenteeism Lack of following Hygiene Factors leads to absenteeism Lack of “proper Pay” Rigid “company policies” Lack of “fringe benefits” Poor “physical working condition” Poor “interpersonal relation” Lack of “job security” Lack of following Motivational Factors indirectly leads to absenteeism Lack of proper “Recognition” Lack of “Sense of achievement” Lack of “Promotional Opportunity” Lack of “Meaningfulness of the Work” (Yusoff, Kian and Idris 2013) 

Best Practice for Reducing Absenteeism Rate Clear absenteeism policy Rewarding good attendance Providing employee support Flexible organizational policy Improve employee wellness program Increasing employee motivation Flexible work arrangement Addressing employee concern promptly Reviewing time off policies Enhancing job security for employees (Hassan, Wright and Yukl 2014) 

Research Aim The aim of the research is to examine the issues of absenteeism and its influence on organization with reference to the security organization 

Both primary and secondary data are required for gathering relevant data about absenteeism in security organizations Primary data collection method will be used for collecting authentic information about research topic  Mixed method including quantitative and qualitative method will be used for gathering useful data 

Survey questionnaires will be used for collecting relevant information about research topic Survey questionnaires will be distributed among selected respondents Interview questionnaires will be arranged for gathering authentic information about the research topic Interview will be arranged with the organizational heads of the organizations.

100 employees from different security organizations in security industry will be selected as sample Random Sampling method will be selected for gathering the respondents in their convenient place These sample employees will be well aware of the employee issues related to absenteeism in their organizations 3 managers of different security organizations in security industry will be chosen as sample These managers will be well aware of the core organizational policies related to reduction of absenteeism rate  

Survey Method Survey questionnaires will be distributed among the employees of different security organizations The questionnaires will be related to causes and impact of absenteeism in security organizations It will be in the form of five point Likert scale  Large sample size and collection of information from different samples will reduce biasness in collected information 

Interview Method Effective interview questions will be prepared for arranging effective face-to-face interview session with the managers of different service organizations The interview questions will extract the information regarding organizational policy in different security organizations, which may have impact on absenteeism  

Research analysis coverts general information collected from the respondents into specific information (Tuohy et al. 2013) Statistical data analysis method will be used for analyzing the quantitative data collected from the respondents Statistical method will calculate mean, median, mode and standard deviation for analyzing the collected data 

Respondents would be allowed to take voluntary participation in data collection process Respondents should not be influenced by any means The data collection process would only be for personal use and not for any commercial purpose The information will be protected from unauthentic access through maintaining data protection act (Choy 2014) 

Secondary information in literature review suggest that ineffective workplace condition, low employee morale, lack of job satisfaction drive higher absenteeism rate It is expected that such factors also increased absenteeism rate in security organizations The information in literature review demonstrates that absenteeism decreases organizational productivity, work overload of existing employees, decreasing employee morale and others It is also expected that absenteeism will have same impact on security organizations This research paper will act as an effective secondary source for further research study on same kind of research topic 

Choy, L.T., 2014. The strengths and weaknesses of research methodology: Comparison and complimentary between qualitative and quantitative approaches. IOSR Journal of Humanities and Social Science, 19(4), pp.99-104. Halbesleben, J.R., Whitman, M.V. and Crawford, W.S., 2014.

A dialectical theory of the decision to go to work: Bringing together absenteeism and presenteeism. Human Resource Management Review, 24(2), pp.177-192. Hassan, S., Wright, B.E. and Yukl, G., 2014.

Does ethical leadership matter in government? Effects on organizational commitment, absenteeism, and willingness to report ethical problems. Public Administration Review, 74(3), pp.333-343. Kocakulah, M.C., Kelley, A.G., Mitchell, K.M. and Ruggieri, M.P., 2016.

Absenteeism problems and costs: causes, effects and cures. The International Business & Economics Research Journal (Online), 15(3), p.89. Langenhoff, W. 2011.

Employee Absenteeism: Construction of a Model for International Comparison of Influential Determinants. Network for Studies on Pensions, Aging and Retirement, pp.2-72. Mgonja, M. 2017.

Responding to Workplace Absenteeism in Tanzania: The case study of Public and Private Schools in Ilala Municipality and Mkuranga District. International Journal of Educational Leadership and Management, 5(1), pp.85-108. Tuohy, D., Cooney, A., Dowling, M., Murphy, K. and Sixsmith, J., 2013.

An overview of interpretive phenomenology as a research methodology. Nurse Researcher, 20(6), pp.17-20. Yusoff, W.F.W., Kian, T.S. and Idris, M.T.M., 2013.

Herzberg’s Two Factors Theory On Work Motivation: Does Its Work For Todays Environment. Global journal of commerce and Management, 2(5), pp.18-22.