Question

What are some of the factors involved in using absenteeism, turnover, and counter-productive behaviors as a measure of work productivity?

Answer 1

What are some of the factors involved in using absenteeism, turnover, and counter-productive behaviors as a measure of work productivity?

We will focus on four key work behaviors: job performance, organizational citizenship behaviors, absenteeism, and turnover. These are not the only behaviors OB is concerned about, but understanding what is meant by these terms and understanding the real impacts over each kind of conduct will give you greater clearness about breaking down the practices of others in the work environment.

We condense the real research discoveries about the reasons for each sort of conduct in the accompanying figure.

Job Performance

Employment execution, or in-job execution, alludes to the execution level on components incorporated into the expected set of responsibilities. For each activity, the substance of employment execution may contrast. Proportions of occupation execution incorporate the quality and amount of work performed by the representative, the exactness and speed with which the activity is performed, and the general viability of the individual playing out the activity. In numerous organizations, work execution decides if a man is advanced, remunerated with increases in salary, given extra duties, or let go from the activity. Therefore, job performance is tracked and observed in many organizations and is one of the main outcomes studied in the field of organizational behavior.

Under which conditions do individuals perform well, and what are the attributes of superior workers? These inquiries got a considerable measure of research consideration. It appears that the most ground-breaking impact over our activity execution is our general mental capacity, or subjective capacities. Our thinking capacities, verbal and numerical aptitudes, logical abilities, and in general knowledge level is by all accounts critical crosswise over generally circumstances. It appears that general mental capacity begins affecting us from the get-go throughout everyday life; it is unequivocally associated with proportions of scholarly achievement.

Turnover

Turnover alludes to a worker leaving an association. Worker turnover has conceivably destructive outcomes, for example, poor client administration and poor companywide execution. At the point when workers leave, their occupations still should be performed by somebody, so organizations invest energy enlisting, procuring, and preparing new representatives, at the same time experiencing lower profitability. However, not all turnover is terrible. Turnover is especially an issue when high-performing representatives leave, while a poor entertainer's turnover may really allow the organization to enhance efficiency and confidence.

Why do employees leave? An employee’s performance level is an important reason. People who perform poorly are actually more likely to leave. These people may be fired or be encouraged to quit, or they may quit because of their fear of being fired. If a company has pay-for-performance systems, poor performers will find that they are not earning much, owing to their substandard performance.