Posts tagged ‘absenteeism’
Nothing harms a company more than employees not “showing up” to work. Absenteeism or long-term in the way of employee turnover has obvious negative consequences on an organization’s effectiveness and success. The impact of turnover, for example, has financial costs when you consider the time and expense of recruiting and training a prospective employee. Another way that an employee might miss work, or not “show up,” occurs when he or she is at work but is mentally “absent” due to lack of motivation, frustration with a supervisor, or lack of support. This combination of physical and mental absence might be viewed as a lack of commitment to the company. Organizational commitment can be described as the degree of an employees’ connection with a company, which is typified by their belief in organizational values, motivation to perform organizational activities, and desire to stay engaged with the company.
As an employer it’s important to understand why Hispanic interns might have unique perspectives regarding organizational commitment. Numerous management studies have shown that Hispanics have a higher sensitivity toward bias in workplace. Despite having comparable qualifications and experiences, research has shown that Hispanics in the workplace still face discrepancies in income and fewer promotional or career opportunities. Given this research data and perhaps based on their personal experiences, Hispanic interns might also be more conscious of organizational inconsistencies. Taken together, Hispanic interns perceiving any supervisor partiality or unfairness might question the organization’s commitment to diversity and inclusion. This could eventually lead to decreased motivation or engagement with the company.
Of course, this is a broad illustration; however, by beginning to understand that Hispanics have unique perspectives about organizational commitment, employers can enhance the way they communicate and manage Hispanic interns. To thoroughly benefit from the potential returns of diversity efforts, employers should be fully aware of these characteristics. One of the many positive aspects of diversity initiatives is the opportunity to increase personal effectiveness and communication with employees as well as create an environment of fairness and equality. By engaging and understanding their perspectives as it relates to organizational commitment, employers have a greater opportunity to make Hispanic interns feel they’re part of an organization where their skills and diversity are valued. Building this positive awareness will allow Hispanic interns to feel they’re part of an organization where they can potentially begin a career and develop long-term professional opportunities after graduation.