Troy University Presenteeism At The Workplace Essay Instructions: Read Ethical Dilemma: All Present and Accounted For (p. 659 of your textbook) and respond

Troy University Presenteeism At The Workplace Essay Instructions: Read Ethical Dilemma: All Present and Accounted For (p. 659 of your textbook) and respond to the below questions. Your responses must reflect an understanding and integration of the above 3 readings. Note: This is an individual assignment and must not be worked on/discussed with others. Instructions: Read Ethical Dilemma: All Present and Accounted For (p. 659 of your textbook) and
respond to the below questions. Your responses must reflect an understanding and integration of the above
3 readings. Note: This is an individual assignment and must not be worked on/discussed with others.
Questions to Answer:
1. How might presenteeism be an adaptive response to perceived performance pressure (the internal
pressure you feel to perform)? Explain.
2.
3.
4.
5.
How might presenteeism be an adaptive response to work demand pressures? Explain.
Do you believe employees have an ethical responsibility to discourage presenteeism? Explain.
How might a company work to change employee attitudes and behaviors about presenteeism? Explain.
If you were asked to develop an effective presenteeism prevention program in your organization, what
would it look like? What methods and/or programs would you put in place? Explain
ETHICAL DILEMMA All Present and Accounted For
Diya looked at the records of Jose’s workstation logins, and she wasn’t pleased. Day after day, week after
week, the record showed that Jose had consistently been at his computer, writing code and compiling
data on user experiences. In the tech industry, long hours without a break are expected, but Diya knew
that her friend Jose was pushing himself past the point of exhaustion. He had been suffering for weeks
from an unidentified upper respiratory ailment, and she worried that without rest he’d never get better.
But pressure for rapid prog- ress from their supervisor left Jose feeling like he had little choice but to
keep grinding out the long hours, sick or not.
The problem of absenteeism, not showing up for work when expected, is a classic struggle for managers.
Recent attention has suggested, however, that absentee- ism has an opposite with its own negative
consequences— presenteeism. Presenteeism occurs when an employee continues to go to work despite
illness. Unlike absentee- ism, presenteeism may arise specifically because manage- ment is pushing for it.
An employee can engage in presenteeism for a variety of reasons, but as the story of Jose describes,
sometimes it’s a response to work pressure. Companies that put exten- sive resources into monitoring
employee attendance also
tend to experience higher levels of presenteeism. In other words, empirical evidence suggests companies
are sending signals to employees that attendance is required—even when they are too ill to work.
Some companies have started to buck the trend. Micro- soft, for example, has pushed its contractors to
provide employees with greater access to sick-leave benefits. Pres- sure to come to work when sick is
obviously a significant source of stress. And stress weakens the immune response. This means a culture of
presenteeism will eventually lead to long-term illness. It therefore seems Diya’s concerns for Jose’s longterm health are well founded. When sick employees come to work, it also increases the odds that others
will be infected. Over time, this can result in sys- temic work delays.
A large, stable organization like Microsoft may have a comparatively easy time seeing the big-picture
positive consequences of discouraging presenteeism. In a small firm that has short-term contracts with
larger organiza- tions, like the one Jose and Diya work for, it can be very tempting to push employees to
come to work no matter what. A few days off the job could mean the loss of a sig- nificant business
opportunity. And so employees give in to pressure and struggle through their workdays, as long as they
can.

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