Problem Solving Assignment

Title:
Solving Employee Absenteeism and Job
Dissatisfaction
Subtitle :
Problem-Solving Approach A

Students names:
Quraysha Abdulrahman
Nisreen Shehab
 PROBLEM STATEMENT:

•The human resource management

has been experiencing a notable
increase in absenteeism and job
dissatisfaction among employees
by65% In all company buildings.
•This trend is affecting overall
productivity and workplace morale .
Introduct:
ion
The organization is facing significant challenge with
increasing absenteeism and job dissatisfaction rates
among employees

This issue is primarily attributed to inadequate pay

and has cascading effect on workplace productivity
employee morale and overall organizational
performance
 Is
Note the frequent absence
Start Yes
absence of the justified
employee ?

N
o
Is the
reason
Interview the
Yes related to
Analyse root causes employee to find
employee
out why
dissatisfact
?ion
No

take action to Evaluate and follow-up Apply company

improve the of employee status policy
situation

End
 What is
?Absenteeism
frequent absence directly impacts
without valid productivity and
reasons .moral
WHAT IS JOB
DISSATISFACTION
?
LACK OF FULFILLMENT OR UNHAPPY AT
WORK LEADS TO DISENGAGEMENT AND
HIGH TURN OVER
 IMPACT OF THE PROBLEM:

Absenteeism: Reduced workforce

availability disrupts operations and affects
.team productivity

Job Dissatisfaction:
Disengagement leads to lower
morale, poor work performance, and
.increased likelihood of turnover
 Fishbone
diagram
People Financi
Lack of al
-
Low rewards for
the effort
morale made

Health Inadequate - Employee

Toxic work
pay
Lack of
absenteeism
environment recognisation and job
dissatisfaction
Stress at work Poor
communication
High Work
workload Manageme
Lack of flexibiliy
environment
nt
 Using a Fishbone diagram,
the root causes are
ROOT categorized as follow:
CAUSE 1-Financial:
ANALYSIS -Lack of rewards for the
: effort made.
-Inadequate pay.
2-People:
-Low morale
Health-
 :Management-3
.Lack of recognisation-
.Poor communication-
ROOT Lack of flexibility-
CAUSE
:Work environment-4
ANALYSIS
.Toxic work environment-
.Stress at work-
High workload-
 Score scores Cumulative Score Cum%score

Inadequate pay 73 73 20

Lack of recognition 65 138 37.5

Poor communication 48 186 50.5

High workload 40 226 61.4

Lack of flexibility 37 263 71.4

Toxic work environment. 35 298 81

Stress at work. 25 323 87.7

Health 20 343 93.2

Morale low 15 358 97.2

Lack of rewards for the 10 368 100.00

effort mode
 Importance of addressing
:the problem
High absenteeism leads to reduced workforse
.availability and operational inefficiencies

Resolving this issue is crucial for sustaining

employee satisfaction retaining talent, and
maintaining a competitive edge
 Reduce unjustified employee
-absence to 0%

OBJECTIV To Create a comfortable work

environment to increase employee
ES: satisfaction

To Engage managers in courses on

the importance and how to
communicate with employees

To Improve organizational
performance
To increase wages of the employee
DATA COLLECTION:

•we collected data on:

•Employee absenteeism trend over
the past six months.
•Employee feedback on workplace
challenges.
 •Collect data on absenteeism rates and
their causes.
CURRENT
SITUATIO •Conduct surveys to measure employee
N satisfaction and identify their problems.
ANALYSI
S: •Review current policies related to
incentives, work environment, and work
scheduling.
POSSIBLE
CAUSES OF
ABSENTEEISM
•Low morale.
•Toxic work
environment.
•Health.
•Stress at work.
•Lack of flexibility.
 •Inadequate pay.
Possible
•Lack of recognisation.
causes of job •Poor communication
dissatisfactio •High workload
n
 Below industry standards:
Salary are not competitive,
leading to financial stress
.Lack
among of employees
pay adjustments:
INADEQUA
Absence of regular salary
TE PAY: reviews or adjustments for
inflation
Insufficient benefits: Limited
or non-competitive employee
benefits such as healthcare,
.bonuses, or retirement plans
 No incentives: Employees feel
undervalued due to the absence
LACK OF .of performance-based rewards
RECOGNI Poor acknowledgment: Hard
TION AND work and achievements are not
REWARD .recognized, diminishing morale
S: Lack of career growth
opportunities: Employees may
feel stuck in their roles without
.a clear path for advancement
 Lack of transparency:
POOR Employees are unaware of
LEADERSHIP organizational goals, pay
AND policies, or their own
COMMUNICATI .Disconnected
performance reviews
ON: leadership:leaders are out
of touch with employee
concerns, fostering
.dissaisfaction
 Uneven task
HIGH distribution: Some
WORKLO employees are
AD AND overburdened while
JOB Burnout:
others areprolonged
STRESS: stress leads to mental
.underutilized
and physical fatigue,
causing absenteeism
 Prioritization of
:causes
Using pareto analysis, we identified
:the top contributors

.Inadequate pay (most critical) -1

.Lack of recognition -2
Poor communication -3
After Brainstorming sitting with Absenteeism and job
dissatisfaction we found the suitable solution of our
problem
POSSIBLE SOLUTIONS
- Adjust employee pay to match or exceed industry
standards.
- Introduce performance-based bonuses and incentives.
- Improve communication about pay structures and
policies.
- Offer training and career development programs.
- Implement workload management strategies, such as
flexible schedules.
 LIST OF POSSIBLE
SOLUTIONS: (CONT)
Create a stimulating and comfortable work environment: -
Update offices and break areas and provide flexible work
.spaces

Enhance communication between management-

and employees: Hold periodic meetings with
.employees to listen to their opinions
Paid sick leave: Provide sufficient sick leave to-
.avoid unjustified absences

Monitoring attendance: Use an electronic system to-

.accurately track attendance and absences

Addressing recurring absences: Talk to employees who-1

suffer from recurring absences to understand their
.problems and find solutions
AFFINITY DIAGRAM
Adjust employee pay to -
match or exceed industry Enhance communication
.standards between management and
Offer training and career
employees: Hold periodic
Introduce performance- - .development programs
meetings with employees to
based bonuses and Implement workload - listen to their opinions
.incentives management strategies,
Paid sick leave: Provide
Improve communication - .such as flexible schedules
sufficient sick leave to
about pay structures and .avoiad unjustified absences
.policies

Create a stimulating and-

Monitoring attendance: Use-
comfortable work
an electronic system to
environment: Update offices
accurately track attendance
and break areas and provide
.and absences
.flexible work spaces
 DECISION
MATRIX
Cost Time Acceptability Total Rank
Criteria
Alternatives 3 2 Manager Employe
e
Weight
3 2

Improve communication 2 2 2 18 3
1

Adjust employee pay 2 1 2 20 2

3
Flexibility in working hours 1 1 1 12 4
2
Offer training and career 2 2 3 23 1
development programs 2
 CHOSEN
ALTERNATIVE:
•Best solution:

• Offer training and career development

programs.
 Metric methods Whe Who Action step
n
Reducing Training trips and 1-6 HR Begin training programs
dissatisfaction training workshops mont )Human Resourses(
by 25% for employees and hs
.managers
Improving Use the fingerprint Mont Folloe-up Begin to monitor the
unjustified .attendance program hly management attendees and set strict
absence of policies
100%
Increased Establish annual 3 Financial Increased salaries and
employee bonuses and add mont management adding rewards
satisfaction by financial reward hs
40%
Absence Divide work and start 2 Senior Implement workload
decreased by .a shift system mont management management strategies
30% hs
Enhance Start organizing mont Holding meetings between
communication .periodic meetings hly Senior management and
by 50% management employees to enhance
communication and listen
 1-Effective communication:
• -Holding periodic meetings with all employees and responding
to their inquiries.
• -Continuous feedback: Encouraging employees to provide their
comments and opinions.

IMPLEMENTI
NG THE 2-Training and development:
•-Conduct periodic training needs assessments to ensure that
PLAN OF training programs meet employee needs.
•-Link training to business objectives: Ensure that training
ACTION programs are linked to strategic business objectives.

3-rewards and incentives:

•-Providing various incentives such as financial and in-kind
rewards and vacations.
•-Publicly recognizing the efforts of outstanding employees.
 4-Performance measurement and
monitoring:
•-Determine clear and measurable performance
indicators for each goal.
IMPLEMENT •-Make adjustments to the plan as needed based
on measurement results.
ING THE
PLAN OF 5-Management participation:
ACTION •-Management should participate in periodic
meetings to discuss the progress of the plan.
•-Management should provide the resources
necessary to successfully implement the plan
 Evaluatin
g
Data Collection and Analysis:

• Surveys: Conduct periodic surveys to measure employee satisfaction with training program
communication effectiveness, and the incentive system.

•Performance Analysis: Compare employee performance before and after

the plan's implementation.
THANK YOU FOR
YOUR ATTENTION