ผลผลิตลดลง เนื่องจากการทำงานชั่วโมง

ผลผลิตลดลง เนื่องจากการทำงานชั่วโมงยาวนาน ทำให้พนักงานเกิดอาการเมื่อยล้า ความเครียดจากการทำงาน ปัญหาความขัดแย้งกับครอบครัว ความกังวลใจ สาเหตุเหล่านี้ทำให้พนักงานทำงานประสิทธิภาพลดลง งานเกิดความผิดพลาด
This is not to say that all absenteeism is a result of employee response to overtime—companies with high absenteeism will often use overtime to fill vacancies. However, it is likely that the problem is self-perpetuating to some degree.
#5 - Increased Turnover Rates
It follows that another adverse effect of excessive absenteeism will be increased turnover, as the lack of work-life balance and fatigue resulting from excessive overtime finally catch up with some employees. Again, as with absenteeism, companies with high turnover are also likely to have high overtime, as employees must work to make up for vacant positions if demand is to be met.
Turnover as a direct result of working excessive hours is more likely in non-hourly positions, where the employees are not being paid a premium to work the extra hours.
Nick Greenhalgh believes the requirement that people work extraordinary hours will have a long-term detrimental impact on employees. Employees will become disillusioned, unproductive, resentful and unproductive. This will have a detrimental impact on discretionary effort and productivity as a consequence of a decline in engagement.

Barbara Holmes of Managing Work Life Balance International claims this approach to worklife is not sustainable.She says that employers should consider the health, safety and wellbeing of staff. Employees can only cope with excessive hours for a short time.

Results (English) 1:

Decrease in productivity due to long working hours make employee stress, exhaustion occurred. Conflict with family, worry These reasons make the employee work performance decreased. Task error This is not to say that all absenteeism is a result of employee response to overtime—companies with high absenteeism will often use overtime to fill vacancies. However, it is likely that the problem is self-perpetuating to some degree.#5 - Increased Turnover RatesIt follows that another adverse effect of excessive absenteeism will be increased turnover, as the lack of work-life balance and fatigue resulting from excessive overtime finally catch up with some employees. Again, as with absenteeism, companies with high turnover are also likely to have high overtime, as employees must work to make up for vacant positions if demand is to be met.Turnover as a direct result of working excessive hours is more likely in non-hourly positions, where the employees are not being paid a premium to work the extra hours.Nick Greenhalgh believes the requirement that people work extraordinary hours will have a long-term detrimental impact on employees. Employees will become disillusioned, unproductive, resentful and unproductive. This will have a detrimental impact on discretionary effort and productivity as a consequence of a decline in engagement.Barbara Holmes of Managing Work Life Balance International claims this approach to worklife is not sustainable.She says that employers should consider the health, safety and wellbeing of staff. Employees can only cope with excessive hours for a short time.

Results (English) 3:

Production declined due to work long hours. Making staff's fatigue, stress from work, conflicts with family, nervous, these causes make the staff working efficiency decreased. The error
.This is not to say that all absenteeism is a result of employee response to overtime - companies with high absenteeism will. Often use overtime to fill vacancies. However it is, likely that the problem is self-perpetuating to some degree.
# 5 - Increased. Turnover Rates
It follows that another adverse effect of excessive absenteeism will be, increased turnoverAs the lack of work-life balance and fatigue resulting from excessive overtime finally catch up with some employees, Again,. As, with absenteeism companies with high turnover are also likely to have high overtime as employees, must work to make. Up for vacant positions if demand is to be met.
Turnover as a direct result of working excessive hours is more likely in. Non-hourly, positionsWhere the employees are not being paid a premium to work the extra hours.
Nick Greenhalgh believes the requirement that. People work extraordinary hours will have a long-term detrimental impact on employees. Employees will, become disillusioned. Unproductive resentful and, unproductive.This will have a detrimental impact on discretionary effort and productivity as a consequence of a decline in engagement.

Barbara. Holmes of Managing Work Life Balance International claims this approach to worklife is not sustainable.She says that employers. Should consider the health safety and, wellbeing of staff. Employees can only cope with excessive hours for a short time.