Rashin halarta
 Rashin halarta | |
|---|---|
| Bayanai | |
| Ƙaramin ɓangare na | Halin ɗan adam |
| Hannun riga da | presenteeism (en)  |
Rashin zuwa aiki wani tsari ne na rashin zuwa aiki ba tare da wani dalili mai kyau ba. Gabaɗaya, rashin zuwa aiki yana nufin rashin zuwa aiki ba tare da wani shiri ba. [1] Ana kallon rashin zuwa aiki a matsayin alamar rashin aikin mutum mara kyau, da kuma karya kwangila tsakanin ma'aikaci da ma'aikaci. Ana ɗaukarsa a matsayin matsalar gudanarwa, kuma an tsara shi ta hanyar tattalin arziki ko tattalin arziki. Sabbin guraben karo ilimi suna neman fahimtar rashin zuwa aiki a matsayin alamar daidaitawar tunani, likita, ko zamantakewa ga aiki.
Wurin Aiki
[gyara sashe | gyara masomin]Yawan rashin zuwa aiki a wurin aiki na iya nuna ƙarancin kwarin gwiwa ga ma'aikata, amma kuma yana iya faruwa ne sakamakon haɗarin wurin aiki ko kuma rashin lafiyar ginin jiki . Ma'auni kamar Bradford factor, kayan aiki na auna rashin zuwa aiki wanda ya yi imanin cewa rashin zuwa aiki na ɗan lokaci da ba a tsara ba yana shafar ƙungiyar ma'aikata fiye da rashin zuwa aiki na dogon lokaci, ba sa bambanta tsakanin rashin zuwa aiki saboda dalilan rashin lafiya na gaske da rashin zuwa aiki saboda dalilai marasa alaƙa da rashin lafiya. A cikin 2016, CIPD na Burtaniya ya gano cewa matsakaicin ma'aikaci yana da kwanaki 7.5 da ba ya zuwa aiki a kowace shekara, wanda ke da matsakaicin kuɗin shekara na £595 ga kowane ma'aikaci. [2] Hanyoyin aunawa ba daidai ba ne kuma sun ƙunshi duka, wanda ke haifar da sakamako mara kyau dangane da canje-canje da ake lura da su. [3] Sakamakon farashin rashin zuwa aiki, ma'aikata na iya jin dole su yi aiki yayin da suke rashin lafiya, kuma su aika da cututtukan da ke yaɗuwa ga abokan aikinsu. Wannan yana haifar da ƙarin rashin zuwa aiki da raguwar yawan aiki a tsakanin sauran ma'aikata.
Ma'aikata kan yi wa rashin zuwa aiki saboda dalilai na lafiya idan ma'aikacin ya bayar da takardu masu tallafi daga likitansa. A Poland, idan ma'aikata da kansu, ko duk wanda ke ƙarƙashin kulawarsu, ciki har da yara da tsofaffi, ya yi rashin lafiya, ana iya neman hutun rashin lafiya. [3]
Tsarin tunani da ke tattauna wannan shine "tsarin janyewa", wanda ke ɗauka cewa rashin zuwa aiki yana wakiltar janyewa daga yanayin aiki mara gamsarwa. Wannan yana samun goyon baya na zahiri a cikin mummunan alaƙa tsakanin rashin zuwa aiki da gamsuwar aiki, musamman, gamsuwa da aikin da kansa. Abubuwan da ke haifar da rashin zuwa aiki na iya haɗawa da damuwa, damuwa da suka shafi iyali, al'adar aiki, ikon ma'aikata na yin aikin, da kuma dangantaka mai kula da aiki da kuma ƙarƙashinsa. [3]
Fahimtar rashin zuwa makaranta bisa ga likita ta samo goyon baya a cikin binciken da ke danganta rashin zuwa makaranta saboda dalilai na likita da matsalolin tunani da ɗabi'a, cututtukan tsarin narkewar abinci, ƙananan ƙwayoyin cuta, da cututtukan tsarin genitourinary. Wannan bai haɗa da ciki, haihuwa, da kuma lokacin haihuwa ba. Kuɗin wannan, a cikin Yuro, shine biliyan 7.43 a kowace shekara ga maza da biliyan 9.66 ga mata (Euro biliyan 6.7 bayan cire ciki, haihuwa, da kuma lokacin haihuwa). [3] Bincike ya nuna cewa ana asarar sama da dala tiriliyan ɗaya kowace shekara saboda ƙarancin yawan aiki sakamakon rashin zuwa makaranta da ya shafi likita. Layin da ke tsakanin dalilin tunani da na likita ba shi da kyau, idan aka yi la'akari da cewa akwai alaƙa mai kyau tsakanin damuwa ta aiki da baƙin ciki, da rashin zuwa makaranta. Halin damuwa na iya kasancewa a bayan wasu rashin zuwa makaranta da aka danganta da rashin lafiyar jiki, kamar yadda aka yi amfani da "aiki mara lafiya da aka amince da shi a al'ada". Wannan ya sanya kalmar "rashin lafiya" kafin kalmar "rashin zuwa makaranta", kuma yana ɗauke da nauyi fiye da yadda aka saba bayarwa.
Shaida ta nuna cewa rashin zuwa wurin aiki gabaɗaya ana ɗaukarsa a matsayin "halayyar da ba ta dace ba a wurin aiki." Misali, mutane suna da ra'ayin rashin zuwa wurin aiki mara kyau, waɗanda aka ba da rahoton rashin zuwa wurin aiki, kuma suna ganin cewa tarihin halartar wurin ya fi na takwarorinsu kyau. [4] Ra'ayoyi marasa kyau game da rashin zuwa suna haifar da sakamako uku: ɗabi'ar a buɗe take ga ikon zamantakewa, mai la'akari da yanayin zamantakewa, kuma mai yuwuwar haifar da rikicin wurin aiki .
Wata dabarar da kamfanoni ke amfani da ita don yaƙar rashin zuwa aiki ba tare da shiri ba ita ce ra'ayin biyan bashin lokacin rashin lafiya da ba a yi amfani da shi ba. [1] Bugu da ƙari, manyan matakan jarin zamantakewa na aiki na iya rage rashin zuwa aiki. [5] Duk da cewa ana iya bambanta tsakanin nau'ikan jarin zamantakewa na aiki (ƙafa, haɗawa, haɗa kai tsaye-shugaba, da haɗa kai-tsaye-tsaye-tsaye), alaƙa da shugaban da ke kusa da kai da kuma manyan shugabannin gudanarwa (haɗi kai tsaye-shugaba da haɗin kai- [5]
Rashin zuwa aiki a ƙasashen waje sakamakon annoba
Rashin zuwa aiki saboda rashin lafiya da nakasa ya ƙaru tun bayan barkewar cutar. Wuraren aiki masu lafiya suna da ƙarancin rashin zuwa aiki. Hutu mai albashi yana rage rashin zuwa aiki. [6]
Gudanarwa
[gyara sashe | gyara masomin]Rashin zuwa makaranta tsari ne na yau da kullun da ke da alaƙa da aikin motsin rai da tunani na mutum, amma akwai shawarwari don nemo hanyoyin magance matsalar. Kelley, et al. (2016) ya ce damuwa ta kai kashi goma sha biyu cikin ɗari na rashin zuwa aiki a wurin aiki a kowace shekara, wanda shine batun da kamfanin ke buƙatar ci gaba da sadarwa da ma'aikaci da kuma yin aiki don samun mafita. Babban misali na samun ci gaba a cikin kula da rashin zuwa aiki shine ƙirƙirar shirin taimakon ma'aikata (EAP), wanda shine "dabarun taimakawa ma'aikata su magance matsalolin da ke wajen aiki waɗanda ma'aikata ke kawowa wurin aiki" (Quinley, 2003). [ <span title="A complete citation is needed. (April 2025)">cikakken ambato da ake buƙata</span> ] Wannan ba wai kawai ya shafi damuwa ba ne, har ma da wasu abubuwan da suka shafi lafiyar kwakwalwa waɗanda ma'aikata ke ganin sun cancanci a kula da su.
An shirya vs ba a shirya ba
[gyara sashe | gyara masomin]Rashin zuwa aiki da aka tsara ya haɗa da lokacin hutu, ritaya, da hutun hutu. Waɗannan rashin zuwa aiki ba sa haifar da cikas ko kaɗan ga wuraren aiki saboda lokacin da aka ba su don yin aiki a kusa da rashin zuwa. [1]
Rashin shiri daga aiki ana bayyana shi a matsayin hutun da ba a tsara ko kuma wanda ake iya hasashensa ba. Ya haɗa da lokacin rashin lafiya, lokacin hutun rauni, yanayi na musamman, da rashin zuwa ba tare da izini ba. [1] Rashin shiri ba tare da shiri ba yana nuna wani muhimmin abu game da lafiyar wurin aiki, gami da gamsuwa da jajircewar ma'aikata . [1] Yawan rashin zuwa da jimillar kwanakin da aka rasa suna da alaƙa da matakan gamsuwar aiki. [7]
Manazarta
[gyara sashe | gyara masomin]- 1 2 3 4 5 "Workplace attendance and absenteeism" (PDF). The Australasian Faculty of Occupational Medicine. December 1999. Retrieved 14 December 2017.
- ↑ "2016 annual survey report of absence management" (PDF). CIPD. November 2016.
- 1 2 3 4 Genowska, Agnieszka; Fryc, Justyna; Pinkas, Jaroslaw; Jamiolkowski, Jacek; Szafraniek, Krystyna; Szpak, Andrzej; Bojar, Bojar (2017). "Social costs of loss in productivity-related absenteeism in Poland". International Journal of Occupational Medicine and Environmental Health. 30 (6): 917–932. doi:10.13075/ijomeh.1896.01123. PMID 28584315.
- ↑ GAUDINE, ALICE; GREGORY, CONNIE (2010-07-12). "The accuracy of nurses' estimates of their absenteeism". Journal of Nursing Management (in Turanci). 18 (5): 599–605. doi:10.1111/j.1365-2834.2010.01107.x. ISSN 0966-0429. PMC 7166775. PMID 20636509.
- 1 2 Pihl-Thingvad, Signe; Winter, Vera; Schelde Hansen, Michelle; Willems, Jurgen (2022-11-11). "Relationships matter: how workplace social capital affects absenteeism of public sector employees". Public Management Review. 26 (4): 1033–1060. doi:10.1080/14719037.2022.2142652. ISSN 1471-9037.
- ↑ Baker, Tom (19 December 2022). "Another Voice: Paid sick leave is needed now more than ever". Buffalo News (in Turanci). Archived from the original on 2023-01-03. Retrieved 2023-01-26.
- ↑ Drakopoulos, Stavros A.; Grimani, Katerina (October 2013). "Injury-related absenteeism and job satisfaction: insights from Greek and UK data". The International Journal of Human Resource Management (in Turanci). 24 (18): 3496–3511. doi:10.1080/09585192.2013.777678. ISSN 0958-5192.
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