การขาดงานเพิ่มมากขึ้น การทำงานชั่วโ

การขาดงานเพิ่มมากขึ้น การทำงานชั่วโมงมากเกินไปจะนำไปสู่การขาดงาน เป็นผลมาจากสุขภาพและความเมื่อยล้าจากการทำงาน
นอกจากนี้การขาดงานยังก่อให้เกิดปัญหากำลังใจในการทำงานซึ่งจะส่งผลกระทบต่อการลดลงของผลผลิต

อัตราการหมุนเวียนเพิ่มมากขึ้น การขาดมากเกินไปเป็นหนึ่งสาเหตุที่ทำให้มีอัตราการหมุนเวียนเพิ่มขึ้น การขาดสมดุลชีวิตการทำงานและความเหนื่อยล้าที่เกิดจากการทำงานยาวนานมากเกินไป และTurnover as a direct result of working excessive hours

นิคฮ์เชื่อความต้องการที่คนทำงานเป็นเวลาพิเศษจะมีผลกระทบที่เป็นอันตรายในระยะยาวกับพนักงาน พนักงานจะกลายเป็นไม่แยแสไม่ก่อผลไม่พอใจและไม่ก่อผล นี้จะมีผลกระทบที่เป็นอันตรายต่อการตัดสินใจความพยายามและการผลิตเป็นผลมาจากการลดลงในการสู้รบ. บาร์บาราโฮล์มส์ผู้จัดการสมดุลชีวิตการทำงานระหว่างประเทศที่อ้างว่าวิธีการนี้เพื่อคุณภาพชีวิตไม่ sustainable.She กล่าวว่านายจ้างควรพิจารณาสุขภาพความปลอดภัยและสุขภาพที่ดีของ บุคลากร พนักงานเท่านั้นที่สามารถรับมือกับเวลามากเกินไปในช่วงเวลาสั้น#4 - Increased Absenteeism
Excessive overtime can lead to absenteeism as a result of poor health, fatigue, or people simply needing to take time off. Absences often need to be covered by replacement employees, often working overtime themselves, making the problem self-perpetuating.
Excessive overtime can also result in morale problems, which can be manifested as low productivity, absenteeism, turnover and labor issues. In Circadian’s Shiftwork Practices 2004, 31% of shift work companies with very high overtime levels (more than 10 hours per employee per week) had poor morale. Conversely, only 13% of companies with normal overtime amounts had poor morale. Morale was reflected in absenteeism levels: 54% of operations with high overtime also had absenteeism levels above 9%, compared with only 23% of operations with normal levels of overtime.
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:

More absences. Working hours will lead to the absence of health and as a result of the fatigue from work.Furthermore the absence also caused problems in the work, which will affect the output reduction. Increasing the turnover rate. Excessive deficits are one of the causes that make increasing turnover rate. The lack of work life balance and fatigue caused by working too long and as a direct result of Turnover working excessive hours.Nik believes that the people demand work extra time, there will be dangerous consequences in the long term with the employee. The employee will become the heart not the results are not satisfactory and not results. This will have an effect that is harmful to the efforts and decisions as a result of the reduction in hostilities. Barbara Sherlock Manager, work life balance between countries that claim not to quality of life. Sustainable.She says employers should consider health, safety and wellbeing of the workforce, employees can cope with too many times in a short time interval, the # 4-Increased Absenteeism.Excessive overtime can lead to absenteeism as a result of poor health, fatigue, or people simply needing to take time off. Absences often need to be covered by replacement employees, often working overtime themselves, making the problem self-perpetuating.Excessive overtime can also result in morale problems, which can be manifested as low productivity, absenteeism, turnover and labor issues. In Circadian's Shiftwork Practices 2004, 31% of shift work companies with very high overtime levels (more than 10 hours per employee per week) had poor morale. Conversely, only 13% of companies with normal overtime amounts had poor morale. Morale was reflected in absenteeism levels: 54% of operations with high overtime also had absenteeism levels above 9%, compared with only 23% of operations with normal levels of overtime.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) 2:

Increased absenteeism Excessive working hours will lead to a lack of jobs. As a result of health and fatigue from working
Moreover, the lack of jobs has caused morale problems which will affect the reduction of output current rate increase. The excessive deficit is one reason for the turnover increase. The lack of work-life balance and fatigue caused by long working too much and Turnover as a direct result of working excessive hours Chernykh believe needs to work as special effects are harmful in the long term. Staff Employees become disillusioned unproductive offensive and unproductive. This will have consequences that are harmful to the effort and production as a result of a decrease in the engagement. Barbara Holmes, Managing Work-Life Balance International claims that this approach to quality of life. sustainable.She Said employers should consider health, safety and wellbeing of staff, can only cope with so much time in a short period # 4 - Increased Absenteeism Excessive Overtime Can Lead to Absenteeism as a Result of poor Health, fatigue, or people simply. Needing to take time off. absences often Need to be covered by Replacement employees, often working Overtime themselves, Making the Problem self-perpetuating. Excessive Overtime Can also Result in Morale Problems, which Can be manifested as low Productivity, Absenteeism, turnover and Labor. issues. In Circadian's Shiftwork Practices 2004, 31% of shift work companies with very high overtime levels (more than 10 hours per employee per week) had poor morale. Conversely, only 13% of companies with normal overtime amounts had poor morale. Morale was. Absenteeism reflected in levels: 54% of High Operations with Overtime also had Absenteeism levels above 9%, compared with only 23% of Operations with Normal levels of Overtime. 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) 3:

Absence increased. Working too many hours will lead to the absence. As a result of health and fatigue from working
also the absence also pose a problem for strength in the working, which will affect the decrease of yield

.Turnover rate increased. The lack of too much is one cause of the turnover rate increased. The lack of work - life balance and fatigue caused by work too long, and Turnover as a direct result of working excessive.
.Nick needs distinctive believe workers for special have harmful effects in the long term with employees. Employees will become indifferent non-operative dissatisfied and non-operative.