Reply to Memo: on my AWOL

CAMARINES SUR II ELECTRIC COOPERATIVE

(CASURECO II)
Del Rosario, Naga City

May 23, 2008

FOR : JANE T. BARRAMEDA

OIC General Manager

FROM : VINCENT PAUL P. HIDALGO

WESM Analyst

RE : Directive to reply to Exec. Memo No. 2008-05-026

This pertains to your memorandum/directive to render reply on the absence without

permission dated April 2, 2008.

There are abundant data which shall explain certain factors related to absenteeism. At the
level of the individual worker, obvious factors include general health and resistance to illness,
work-induced fatigue and shift-work, but also non-work induced fatigue and preferred hobbies.

Certainly, environmental factors also play a vital role on absenteeism. Ambient flu and
viruses are important as fluctuations in atmospheric conditions. Jobs with well known stresses
like uncontrollable and excessive noise, powerful unpleasant odors, and bright lights also affect
illness behavior.

It is also widely accepted that administrative factors relate closely to the issue of
absenteeism, particularly the index of absence used, the administrative categories used for the
attribution of absences, and the level of aggregation of absence data particularly whether it is
by the day, the work, the group shift, and so on.

Recent studies show that people underestimate their own absentee but tend to inflate
views about the absence of others. Self-evidently, managers and employees hold different
standards about how much absenteeism is possible. For sure, the very meaning of absences
differs in perception from group to group. For some employees, it is a valid extra pay to
compensate for perceived poor pay, extra stress or reduced holidays.

In most cases, culpable absenteeism, which refers to employees who are absent without
authorization for reasons which are within their control, may be indicative of poor morale or of
sick building syndrome. The most academic literature on the syndrome of absenteeism tends to
use the term, organizational withdrawal to refer to both turnover and absence. Simply put it, it
is mainly seen as a form of a lack of commitment to the organization.
As in the case of Casureco II, prior to the turnover of administration from then OIC-General Manager Engr. Rodelo Pasumbal to now OIC-General Manager
Jane T. Barrameda, there has been a perception of squashy dealing of house rules violations. Apart from these, there was a perceptible feeling of lack of
interest into the companys mission vision considering the steady decline in operations. With the recent turnover of the said management, a reinforcement
of house rules is already being worked. Proof of this is this directive and several other efforts to strengthen house rules. However, still, given the young
tenure of this management, the steady decline in operations is still noticeably present. Thus, the wary in the commitment of the employees to the company
is still ever present.

Greenberg and Baron (1994) have distinguished between continuance commitment (the
desire to remain working for the organization), affective commitment (identification with values
and goals of the organization), and normative commitment (being obliged to stay because of
pressure from stress). Companies attempt to increase commitment by job enrichment, ailing
company and employee interests, and careful selection.

The main gist of the said study shows that job satisfaction is the best predictor of
absenteeism but more related to frequency than overall days lost. Commitment is less important
but includes the extent to which people believe the organization is committed to them. People go
absent or withdraw as a reaction to unhappiness with their work.

In closing, may I respectfully relay my humble regret as I have not been able to file my
application for leave for the specified date of April 2, 2008. Whilst it is true that on my part, I
have wavered a bit in my commitment and hope into the improvement of the cooperative
operations, I hope that this management may find it in their hearts to forgive as it has in the past
condoned people with the sincerest intentions.

I hope that you can understand my position in the said matter.

Respectfully yours,

VINCENT PAUL P. HIDALGO

WESM Analyst

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