DOI: 10.36347/sjahss.2016.v04i10.011

Pages: 1303-1317

Abstract: For decades business and industry have struggled with the problem of employee absenteeism, a fact that is supported by the vast body of literature that addresses the issue. When satisfaction is high, absenteeism tends to be low and when satisfaction is low, absenteeism tends to be high. In fact, absenteeism and staff turnover are the two most frequent outcomes studied in organizational research. Considering current economic conditions in the country, and the emphasis of using education to attain the Vision 2030 goals, it is important that researchers are able to identify true solutions of teacher absenteeism. The financial cost of teacher absenteeism is significant. The financial cost of teacher absenteeism is significant. Teacher absence often means that students have lost opportunities to learn. Further, teacher absences disrupt the routines and relationships which support the learning process, even with fairer workloads and annual leave provisions, and three school holidays a year for students during which teachers must not be in schools, absenteeism still thrives in schools. It was on this basis that the study sought to assess the effectiveness of the mitigation strategies to absenteeism of teachers, currently in use by the employer, and to do a diagnosis on whether the strategies are effective. The study was based on the theories of reinforcement and behavior theory. The study employed a descriptive survey design and targeted a population of 326 secondary school teachers. Stratified sampling was used to select a sample size of 98 respondents, making 30% of the total. The data will be collected, using questionnaires, as it is believed that the general teacher population is elite and capable of handling the questionnaires.................