Social Cohesiveness & Absenteeism Harvard Case Solution & Analysis

Introduction

In this report, we have established a proposal using the qualitative research design. The topic selected for this proposal is the effect of social cohesiveness on absenteeism of employees. As we know that in an economy that is based on knowledge, the survival of its organizations and its performance is very critical. And this is determined by the speed at which, organizations form their intellectual capital. Intellectual capital in result, is directly affected by the rate of absenteeism among the employees of the company. Thus, our research study is based upon social cohesiveness and its effect on the rate of absenteeism among the employees.

Literature Review

Nelson and Quick stated that people who are not happy with their jobs and are unsatisfied are absent more frequently than the ones who are satisfied with their jobs. Additionally, Nelson and Quick went on to say that dissatisfaction among the employees can be of different types and there can be different reasons behind this. First of all, it the dissatisfaction with the type of work that they are required to do, secondly it can because of lack of social interaction with other employees.

Gibson, in the year 1996, remarked that the size of an organization also affects the rate of absenteeism.

Louch in the year 2000, and Rogers in the year 1979 have stated that the chance of tight relationships among individuals who share important characteristics at the workplace is termed as “homophily principle”. (Louch, 2000)(Rogers, 1979)This principle suggests that in general people like to interact with the ones who they find similar to themselves, i.e. they have same attributes such as: same gender and same habits. This tendency of people results in formulation of homophilous ties and because of that, the communication within the group increases and that with other sub-groups decreases. This, in turn, increases the social cohesiveness among the individuals within the group.

Social cohesiveness is generated from interpersonal communication and interaction and it shows the commitment of the individuals of the group to its goals, also the extent to which,the members of the group are influenced by the group. (Guzzo, 1992)

A group that is cohesive has a strong and direct impact on all of its members such that the members try and strive hard to stay with the group and to keep it intact, the members conform to the norms of the group, and also give due importance to the goal of the group. (Mudrack, 1989)(Mullen, 1994)The same applies for an organization, i.e. on a bigger scale. Employees who experience a more cohesive connection with other employees of the company showcase same attributes and this directly impacts the rate of absenteeism and in result, the overall productivity of the organization.

Cohesiveness is a very important characteristic in organizations as employees are willing to showcase more interactive behavior if the informal relation among them is also strong. This also makes the employees more sensitive towards each other and thus, they provide more aid and assistance to each other as well. (Schachter, 1951)...............

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