Question 1

Who designed the Bradford factor?&#10;A) University of Bradford&#10;B) Bradford City Council&#10;C) Bradford Factor Ltd&#10;D) Bradford Consulting Group Ltd

Accepted Answer

The Bradford Factor was designed by the University of Bradford in the UK.

Question 2

What is being described here? A meeting held with an employee who has been absent which serves to reinforce the importance of attendance.&#10;A) A disciplinary procedure&#10;B) A return-to-work interview&#10;C) An absence review&#10;D) An occupational health assessment

Accepted Answer

A return-to-work interview is a meeting held with an employee who has been absent, usually due to illness or injury, with the aim of reintegrating them back into work and reinforcing the importance of attendance. The interview may also serve to identify any support needs or adjustments that may be required to facilitate the employee's return to work. A disciplinary procedure involves taking corrective action against an employee who has violated company policies, whereas an absence review is a process of identifying the underlying reasons for an employee's extended absences. An occupational health assessment is a medical evaluation carried out by a qualified health professional to assess an employee's fitness for work or to identify any health risks associated with their job.

Question 3

In absence surveys the absence rate is:&#10;A) higher in larger companies than smaller ones&#10;B) higher in smaller companies than larger ones&#10;C) lower in public sector organisations than in the private sector&#10;D) highest among white collar workers

Accepted Answer

Larger companies often have higher absence rates due to more complex organizational structures and less personal oversight compared to smaller companies.

Question 4

In the Rhodes and Steers model (1990) of absence behaviour, attendance motivation is directly affected by two factors - which are the two?&#10;A) Job satisfaction and need for money&#10;B) Pressure to attend and being a conscientious person&#10;C) Pressure to attend and the need for money&#10;D) Job satisfaction and pressure to attend

Accepted Answer

The Rhodes and Steers model (1990) of absence behavior suggests that attendance motivation is directly influenced by job satisfaction and pressure to attend. These factors are considered key in determining an individual's decision to show up for work or not.

Question 5

According to CIPD research, what is the most effective management intervention to use in cases of long-term absence?&#10;A) Pre-employment health screening&#10;B) Occupational health services&#10;C) Well-woman/well-man clinics&#10;D) Changes to work organisation

Accepted Answer

According to CIPD research, occupational health services are the most effective management intervention to use in cases of long-term absence. This involves providing employees with access to health professionals who can help them manage their health condition and provide support to help them return to work. Pre-employment health screening and well-woman/well-man clinics may be helpful in promoting general health and well-being, but they are not specifically designed to address long-term absence. Changes to work organization may also be helpful in preventing long-term absence, but may not be the most effective intervention once an employee is already on long-term absence.

Question 6

In the 2015 CIPD survey on absence, the average number of days absence recorded per UK employee was estimated to be...&#10;A) 2.6 days&#10;B) 4.8 days&#10;C) 6.9 days&#10;D) 8.6 days

Accepted Answer

The 2015 CIPD survey on absence estimated that the average number of days absence recorded per UK employee was 6.9 days.

Deck 12: Managing Attendance and Absence