They represent human resources concerns (specifically, internal organizational forces for change such as employee attitudes and behavior).

Correct concept

In organizational change theory, job dissatisfaction, absenteeism, and low productivity are treated as signals that something is wrong with how people are managed, supported, or organized at work.

Because they arise from the workforce, they fall under human resources or workforce-related forces for change, not technology or demographics.

Why they’re “forces for change”

  • They increase costs (lost time, errors, overtime to cover absent staff), which pressures management to change policies, culture, or structure.
  • They often reflect deeper issues like poor leadership, lack of recognition, weak communication, or bad job design, which organizations must address to stay effective.

Typical exam framing

In many management/OB multiple‑choice questions, the options look like this:

  • Technological advancements
  • Demographic characteristics
  • Managers’ behavior
  • Human resources concerns

The correct choice for “job dissatisfaction, absenteeism, and low productivity” is human resources concerns because these are outcomes of employee attitudes and behaviors rather than external market or technology changes.

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Learn what “although they may be subtle, when considering forces for change, job dissatisfaction, absenteeism, and low productivity represent…” is asking, and why the correct answer is human resources concerns.

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