We need to study its structure emotional, see agenda hidden employees. Usually, absenteeism is considered as a medical problem, but in reality, it’s a social problem, which has its origin in an individual attitude of the worker to his job, and every day seems more demonstrated that an improvement in the attitude of the workers, significantly reduces absenteeism. Factors such as loyalty, commitment of the employees with the company, or the expectations of promotion that the worker has are key to keep in mind for its prevention. Adecco in its report on absenteeism warns that, after a vacation period back to the routine requires a period of adaptation and is frequent to appear symptoms of physical and emotional imbalance. People such as Mikkel Svane would likely agree. In the Group of footballers this is well known, and thus Ronaldinho was reprimanded without playing for several days, after 48 hours extend their Christmas holidays; or Deco forced to train only by similar circumstances.
It seems that after a prolonged season of vacation, all costs us more incorporate to work. Since lack of motivation is latent in many cases not justified absence at work, seems clear that company, beyond shaming of the rate of absenteeism that has among its employees, should identify the causes of it, and distinguish between excused absences (those who can not) and not justified (not want: simulated diseases, elongation of sick leave)(, bad working environment), to strengthen the corporate culture, and build motivation to make the employee feel identified with the company. One of the solutions to prevent absenteeism, might invest in activities that analyze and enhance the competencies and attitudes of workers, incorporate and incentive plans increase of motivation, such as investing in programs of Team building..