Impact of Employees Tardiness on Business

Employee tardiness is a significant problem for many employers, resulting in reduced productivity and increased expenses. Sumaryathi and Dewi (2020) note that employees are “the main role holders as the driving wheel of the company’s life and are a very valuable asset for the company” (p. 367). The basis of the productivity and commitment of employees to the success of the organization is the satisfaction of employees with their work, as well as loyalty to the company. In particular, these indicators allow the employee to feel their involvement in the activities of the organization and feel the need to contribute to it. Thus, it is important for managers to create comfortable working conditions, support teamwork, develop an adequate system of reward and disciplinary regulations.

In solving the problem of employees’ tardiness, intrinsic motivation plays the greatest role, rather than external pressure. Astuti et al. (2021) emphasize that in the formation of employee motivation, such aspects as teamwork, work environment, and compensation are most important. Researchers conclude that “solid teamwork, a conducive work environment and a good compensation system… an easily increase employee motivation and service quality” (Astuti et al., 2021, p. 187). Within the framework of managerial activity, these factors can become guidelines for improving employee motivation increasing satisfaction, which results in a decrease in employees’ tardiness.

The compensation system is the main tool for ensuring good external motivation of employees. The reward for work should act for employees as inspiration and recognition of merit, as well as payment for their efforts (Sutikno, 2019). As part of the remuneration system for the manager, it is necessary to determine such a salary that would meet the expectations of the employee and maintain his satisfaction. Income is the main motivation of employees to fulfill their duties, which also determines the quality of an employee’s performance. However, if remuneration is inadequate, then the employee may experience less motivation, leading to tardiness and reduced productivity.

An important aspect in increasing the punctuality of employees is also the company’s culture of discipline and official regulations. Jamaluddin et al. (2021) emphasize that the regulations that shape the behavior and attitudes of employees are the basis for the formation of a culture of discipline within the organization. However, in this case, the main factor in increasing productivity is the awareness of employees and the recognition of the need to comply with regulations. Thus, it is important for employees to experience intrinsic motivation, which can be the basis for following established disciplinary rules. However, it is critically important for managers to take into account all the factors described in relation to reducing the level of tardiness.

Based on the collected data, it is possible to determine what recommendations can help managers in reducing the level of tardiness of employees and increasing their punctuality. First of all, it is necessary to create an adequate reward system within the company, as well as regulations to ensure discipline. It is important for employees to realize that discipline is the basis of productivity and that tardiness undermines company operations. The reward system, in this case, acts as an additional external motivation that allows employees to realize the importance of discipline and experience job satisfaction. Additionally, it is necessary to create the most comfortable working conditions for employees, as well as support teamwork. Interaction within the team, as well as a pleasant work environment, can act as factors of additional intrinsic motivation. These aspects are necessary to increase the value of work for the employee, as well as the desire to contribute to the success of the company.

References

Astuti, A., Hasyim, & Nofierni. (2021). The role of teamwork, work environment, compensation system in an effort to increase employee extrinsic Motivation at the Dompet Dhuafa Integrated Health Hospital. European Journal of Business and Management Research, 6(1), 182-188. Web.

Jamaluddin, B., Saleh, S., Darwis, M., & Nasrullah, M. (2021). The effectiveness of employee discipline culture at the Office of the Environment and Forestry Office. Jurnal Office: Jurnal Pemikiran Ilmiah dan Pendidikan Administrasi Perkantoran, 7(2), 201-214.

Sumaryathi, N., & Dewi, G. (2020). The effect of compensation on employee loyalty with job satisfaction as a mediator. American Journal of Humanities and Social Sciences Research, 4(1), 367-373.

Sutikno, A. E. (2019). Expectation dased reward system for reducing employees’ tardiness. Jurnal Administrasi Kesehatan Indonesia, 7(1), 9-17.