AN ASSESSMENT ON THE IMPACT OF EMPLOYEES ABSENTEEISM ON PERFORMANCE IN THE LOCAL GOVERNMENT
ABSTRACT
The purpose of this study was to make an assessment on the impact of employees absenteeism on performance in Ethiope East Council. This concern has been studied within several working areas and departments of the Ethiope East Council both at the headquarters and in other places like the ward level as well as villages in the governmental subdivisions. The objective of these case studies was to find out the genuine effects and possible recommendations that could be helpful to the local government authorities for their performance and good services provision. In this study Qualitative (interviews) was utilized to collect data and then data was analyzed. Workers absenteeism is a costly problem in most of the government authorities especially in the Local government authorities in Nigeria . Absenteeism costs huge amount of money for replacements, where by additional costs are incurred through new employees that are needed to replace the absent workers. The impact of workers absenteeism has not been given considerable attention by human resources professionals in Local government authorities in Nigeria. This research is valuable since it helps to understand the impacts of absenteeism consequently come up with the suggestions on how to reduce or deal with the problem. The study has found that excessive work load for remaining staff, delay in daily routine, poor customer’s satisfaction and complaints from the society are some of the impact of absenteeism. Hence, the management should take necessary steps to correct deficiencies in various institutions and fulfill the needs of workers which will enhance their satisfaction and motivation and thereby improve retention of the employees so as to provide quality care and services to the society.
TABLE OF CONTENTS PAGES
Cover page i
Title page ii
Certification iii
Dedication iv
Acknowledgments v
Abstract vi
CHAPTER ONE: Introduction
1.1 Background to the Study 1
1.2 Statement of the Problem 5
1.3 Objectives of the Study 7
1.4 Significance of the Study 8
1.5 Research Questions 8
1.6 Research Hypotheses 9
1.7 Scope of the Study 9
1.8 Limitations of the Study 9
1.9 Operational Definition of Terms 10
CHAPTER TWO: Literature Review and Theoretical Framework.
2.1 Literature Review 12
2.2 Theoretical Framework 20
CHAPTER THREE: Method of Study
3.1 Research Design 30
3.2 Area of Study 30
3.3 Population of the Study 30
3.4 Research Sample and Sampling Techniques 31
3.5 Research Instrument 31
3.6 Validity of Research Instrument 31
3.7 Method of Data Collection 32
3.7 Method of Data Analysis 32
CHAPTER FOUR: Presentation and Analysis of Data
4.1 Data Presentation 33 4.2 Data Analysis/Interpretation 35
CHAPTER FIVE: Summary, Conclusion, and Recommendations
5.1 Summary 40
5.2 Conclusion 41
5.3 Recommendations 41
5.4 contributions to knowledge 41
5.4 Suggestions for further Studies 43
References 50-56
Appendix 60-65
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
Every organization becomes what it is largely because of its leader. This explains why in any organization, there are usually individuals responsible for organizing or directing the affairs and activities of such organization. One of the most durable contributions of administrative theorists is the study of management as a set of functions. In this regard, managing employee’s welfare and services would really help in boosting employee’s morale in any organization or institution with the effect of good leadership styles; and this is why leadership is considered as one of management functions. Leadership is a factor in the managerial function of directing (Akpala, 2018). Other factors in the managerial function of directing are motivation and communication.
Local Government can be defined as a sub-national, semiautonomous level of administration discharging its tasks in a particular area within a state or nation. By definition, Local Governments are the rank of government that are contiguous to the community and consequently responsible for serving the political and material needs of citizens and communities at a specific local area. Such areas could be a rural setting or an urban setting, a village, a town, a suburb in a city or a city, depending on the dimension or size. (The United Republic Of Nigeria, 2016). These individual are usually people who have the ability to lead the other people in an organization to work towards the realization of the goals and objectives of the organization in order to move the organization forward.
The objective of the Ethiope East Council as the local government authority is to provide efficient services to the community at large. Some of the functions of Local Governments authorities including Ethiope East Council are formulation, coordination and supervision of the implementation of all plans for financial, industrial and communal development in their areas of control, Monitoring and controlling the performance of duties and functions of the council and its staff, Ensuring the collection and appropriate use of the revenues of the council, Making by-laws appropriate throughout their areas of jurisdiction, and considering and improving by-laws made by village councils within their areas of jurisdiction, Ensuring, regulating and coordinating progress plans, projects and programmes of villages and township authorities within their areas of jurisdiction, Regulating and monitoring the collection and utilization of revenue of village councils and township authorities and subject to the laws in force, doing all such acts and things as may be done by a people’s government (The Republic of Nigeria , 2016). Ethiope East Council as the local government authority experiences a problem of employees absenteeism which impacts on organizational effectiveness and on the performance of employees.
Absenteeism is defined as a failure to report and stay at work as programmed, in spite of any cause (Berelson, 2018). In relation to Human Resources management absenteeism is the proportion of work days missing through member of staff illness or absence in the place of work (Boxall, Purcell, & Wright, 2017). In general, absenteeism can be defined as a consistent failure to appear, particularly for work or other usual duty. Workers may take a leave or not report to work for a diversity of reasons, some of these may be unmanageable factors like illness, urgent situation, accidents and other reasons; on the other hand also employees may also take leave while they are able to be present at work. For that reason when recruits are absent in the workplace with any cause whether legally or not all these kinds of absence from work are termed as absenteeism of workers in the workplaces. Although all employers are aware that sometimes absences are inevitable, reduced attendance by employees can affect the bottom line by harmfully impacting output, work excellence, self-confidence and customer service and satisfaction. There are numerous contributing reasons that impact on an organization’s objectives but one of the most costly is absenteeism. Employers need to handle all forms of non attendance in a fair and transparent way to reduce disharmony in the workplace (Buguzi, 2016). Within the context of the public subdivisions in Nigeria there could be dissimilar interpretations of conditions of service that relate to absence from a workplace. For example, some employees employed in the Local Government Authorities (LGAs) could perceive that they are on duty when consulting any client while at home. Managing workplace absenteeism is one of the difficult human management issues facing employers and employees for years and even today. This study tried to identify the causes of absenteeism in the workplace as well as its impacts; the findings of this study will be useful to the management of human resources and reduce employee’s absenteeism at work places. In his article Munro (2017) suggests that the issue of absenteeism should be researched to assess the extent of such perceptions and actual loss of working hours in a given productivity. Therefore this study is so important in expanding knowledge about absenteeism of workers in the workplace specifically by studying the issue at Ethiope East Council as the case study which is one of the Local Government Authority in Nigeria .
Most organizations do not usually connect monetary cost to the loss caused by workers absenteeism, they usually feel very unwilling to attack the problem and some organizations are unaware of the problem. Extensive time, effort and cash are poured into attracting, selecting and training members of staff, but too little of the same are directed towards reducing absenteeism. It becomes worthwhile carrying out this study because of the numerous problems associated with employees’ absenteeism and its attendant effect on the productivity and effectiveness of an organization or firm (Quinn, 2022).
A Local Government is set up with primary objective of optimally utilizing its available human and/or material resources to ensure that the total receipt of the organization in terms of revenue exceeds its total expenditure or payment. The role of human resources in an organization cannot be over emphasized. The pre determined goals and objectives of an organization cannot be accomplished in the absence of the positive morale and total commitment of the human resources otherwise known as employee’s. This commitment and dedication is usually transformed into high level of productivity and thereafter the actualization or realization of the corporate objective of the organization.
It is pertinent to note here that the wealth of a nation is hinged on Local Government. Therefore, capital and natural resources are passive factors of production while the active factors constitute the human resources who accumulate capital, exploit natural resources (material resources), build socio-economic and political organization and also carry forward national development. This means that for an organization to progress and the nation develop, the human resources base must be ultimately utilized and/or managed. It should be noted that human factors of production and its management is equally difficult considering its morale towards production.
According to Enaruna & Agbadudu, (2022), when employee’s work under severe debilitating, unsafe and degrading surrounding/environment for long hours and for a very poor remuneration/pay, there arise a followership of suffering. This class-consciousness culminated necessarily in service from employers, which evolved into trade unionism. The pathetic and harsh environmental work place which people are subjected to is not commensurable with their level of Human Resource Performance.
It also brings about greater productivity and the attainment of set goals objectives.
A leader must possess the following characteristics.
i. He must be friendly with his employees
ii. He must be willing to accept responsibilities.
iii. He must be able to plan for the future.
iv. He must be socially active by participating in group function etc.
When leaders possesses some of these characteristics in dealing with their employees, the researcher believe employees will work in harmony and peace towards the attainment of organizational goals.
1.2 STATEMENT OF PROBLEM
Employees’ absenteeism has been in the middle of the serious troubles facing majority of the workplaces for years particularly in the government authorities. Employee absence at the place of work doesn’t only affect someone or an employee who is absent at the workplace, but rather the employees in general and their departments are affected. From the economic point of view absenteeism leads to the loss of potential productivity plus the increased government expenditure on needless interventions for example overtime costs and other benefits to workers may be required to make up work. Absenteeism reduces spirits of others and hence low output of an organization (Staw, & Oldham, (2018). Local Government Authorities are hardly effective due to workers absenteeism. This problem is one of the main harms facing many sectors in Nigeria . Small percentage of workers absenteeism may cause considerable amount of production lost. Workers absenteeism directly affects the production and productivity. It causes a replacement which is costly and time consuming, so many formalities have to be followed to maintain and replace a person hence during that time production is hindered to a great extent.
The purpose of this study was to explore the impact of workers absenteeism in the Local Government Authorities taking Ethiope East Council as a case study and the findings will support towards putting down strategies to be employed to reduce the absenteeism in the work place. However the findings will also contribute to the literature in absenteeism. The study is important as it will contribute to the performance of local government which is an engine towards the economic development in the philosophy of decentralization. Local Government Authorities are vital to the economic growth and development of the nation. For this reason the ability of these organizations to make such a contribution is largely dependent on human resources who possess the knowledge, skills and abilities to deliver desired outcomes. The importance of dealing with absenteeism of workers in any organization is of serious importance considering that voluntary absenteeism of key employees have direct and indirect negative consequences for the organizations.
1.3 GENERAL OBJECTIVE
The general objective of this study was to examine the assessment on the impact of employees absenteeism on performance in Ethiope East Local Government Council.
1.4 OBJECTIVES OF THE STUDY
The objectives of the study are as follows:
i) To identify the level of absenteeism at Ethiope East Council.
ii) To assess the impact of employees absenteeism on performance in the workplaces.
iii) To recommend strategies that can be used by Ethiope East Council to reduce staff absenteeism and stabilize performance.
1.5 SIGNIFICANCE OF THE STUDY
i. This study is aimed the level of absenteeism at Ethiope East Council.
ii. It is intended to explore the impact of employees absenteeism on performance in the workplaces.
iii. The study will find the strategies that can be used by Ethiope East Council to reduce staff absenteeism and stabilize performance.
1.6 RESEARCH QUESTIONS
i) What factors influence workers’ absenteeism at Ethiope East Council?
ii) How does the management tackle workers’ absenteeism?
iii) What strategy can be used to reduce high level of absenteeism?
1.7 SCOPE OF THE STUDY
The study covers an area of Delta State, particularly, Ethiope East Local Government.
It is concern with an assessment on the impact of employees absenteeism on performance in the local government, for the advancement of organizational set goals.
1.8 LIMITATION OF THE STUDY
In the course of carrying out this study a lot of problems were encountered.
Financial problem: the researcher was not financially fit and as a result, the researcher could not find it easy in moving from one place to another.
Another problem encountered was the inability to convince the management of the organization that the aim of the research was merely for academic purpose. Some management staff refused to disclose some fact and data useful for the study. This also posed some problem in writing this project.
Also some received the questionnaire but refused to fill them. A study of this magnitude should not be limited to a short period of time.
1.9 DEFINITION OF TERMS
i. Leader: A leader is a person who directs the behaviour of group members and gives instruction on how a task is to be done.
ii. Leadership: Is the process of influencing the activities of organized group toward goal setting and goal achievement.
iii. Employee: Is a person employed to work under a leader and is being directed and organized by a leader.
iv. Objective: Is the aim an organization wants to achieve.
v. Organization: This means two or more people getting together for a purpose.
v. Relationship: The way two or more people are connected.
vi. Cooperation: The willingness to be helpful and do what you are asked to do.
vii. Managerial Power: The power of directing Human Resource to work toward achievement of good.
viii. Responsibility: A duty placed on someone.
ix. Resources: Materials need for the effective running of an organization which is either in human or raw material form.
x. Productivity: The rate at which a worker or company produces goods, and the amount produced.
xi. Absenteeism: As a consistent failure to appear, particularly for work or other usual duty. Workers may take a leave or not report to work for a diversity of reasons, some of these may be unmanageable factors like illness, urgent situation, accidents and other reasons; on the other hand also employees may also take leave while they are able to be present at work.
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