Shanaka Bandara HRM

  Impact of Organizational Culture on Job Satisfaction   in Sri Lanka. This blog discovers how organizational cultures impact on job satisfaction and absenteeism, focusing on cultural web elements: symbols, stories and myths, power structures, organizational structures, control systems and ritual and routines (Johnson et al., 2012) which shape the “paradigm” or lived experience of employees in Sri Lanka. What is Organizational Culture? A system of shared meaning held by and organization’s members that distinguishes the organization from others (Robbins and Judge, 2022). Organizational culture embedded with symbols, stories and myths, power structures, organizational structures, control systems and ritual and routines (Johnson et al., 2012). 1.      Stories and myths This includes how the company was founded, how it got tis far, key players and their actions. In other words, it lightens company’s core values and behaviors determine worthy demonst...

  Consequences of Employee Absenteeism in Sri Lanka. This blog discovers positive and negative consequences at the individual, group, organizational, and societal levels. Many managerial approaches mainly have discussed the negative consequences of absenteeism. If there are negative consequences, the primary action implication is that absenteeism should be reduced. A careful analysis of the benefits and costs of absenteeism may be a useful managerial activity (Goodman and Atkin, 1984).     Positive Negative Individual     Reduction of job-related stress Meeting of nonwork role obligations Benefit from compensatory nonwork activities Compliance with norms to be absent Loss of pay Discipline, formal and informal Increased accidents Altered job perception   Co Workers Job variety Skill Development Overtime pay   ...

  Influence of Job Satisfaction on Employee Absenteeism in Sri Lankan Workplaces   Introduction   This blog discovers the concept of Absenteeism, job satisfaction and its impact on absenteeism. Basically, this blog is focused on employee motivation to attend work. Conventionally absenteeism has been considered as an indicator that reflects poor individual performance. According to winkler (1980) most of the research seek understand absenteeism as an indicator of psychological, medical or social adjustment to work . Though employers expect workers to miss a certain number of workdays each year, excessive absences can equate to decreased productivity and can have a major effect on company strategies, finances, morale and other factors (Bycio, 1992; Harrison and Martocchio, 1998). The management of absenteeism is one of the main strategic actions in HRM that an organization may pursue in order to assure company performance and success (Goetzel et al., 2004; Halbeslebe...