Case study chapter 3, pg. 117: Ethical Dilemma- Bounty Hunters Summary of the case study
Rick Raymond is a Private Investigator who investigates employees at the requests of employers.
Absenteeism is a huge problem for organizations that has left them desperate for solutions. One solution is to investigate. But one problem for employees is that sick-leave policies are different for every company and sometimes for different divisions within one company, leaving the interpretation up to administrators or employees. There some administrators which are allowed sick leave to be used for other purposes. These situations all present ethical problems for management.
New York recently joined the list of cities requiring paid sick leave. Others include Portland, Seattle, San Francisco, Long Beach, and Washington, DC. Other regions are sure to follow. Many consider paid sick leave an act of fairness. This is not a significant increase in expense, and it has a huge impact on the quality of life that the employees leave.
3-12. Discuss the ethical dilemma in requesting the private investigation of an employee ‘s absence.
Though investigating ones employees to see the validity of their claims is legal, I see it as unethical unless used as an absolute last resource. Starting with the work place, there is no reasonable assumption to privacy according to the law. The idea is, if you wanted it not to be public, you would either leave it at home and/or not have it displayed through online resources. Meaning, if one of my employees was taking a lot seemingly unjustified sick days and brought me to suspicions, then I would start with simple conversation with fellow coworkers and the employee in question. Next doing an online activity investigation (if relevant and a agreement upon hiring had been made so the employee knew I had the right to do so without notification). From there is where it could go one of two ways in my mind. Either you can require those who claims more than a previously agreed upon numbers of sick days show a doctor’s note of proof (which in law, if an employee comes back with a doctor’s note, the employer can request a second opinion from a doctor of their choosing. If the two opinions do not coincide, a third neutral doctor must be sought for a formal opinion). If for cost reasons or any other that made it not reasonable, I would look towards the private investigator.
According to our text attitudes are evaluative statements – either favorable or unfavorable about objects, people, or events (OB, pg. 99). They can reflect how people feel about something. Attitudes have three components (OB, pg. 99). Cognitive component is the attitude a description of or a belief in the way things are. Maybe he feels his pay is low or someone got a raise and he did not. This sets the stage for the more critical part of the attitude (OB, pg. 98 – 99). The affective component is the emotional or feeling segment of the attitude and is reflected in the statement. He could be angry or feeling letdown by his supervisor. These feelings or attitudes can lead to behavioral outcomes (Robbins, pg. 98).
The behavioral component of the attitude describes an intention to behave in a certain way toward something or someone for example I will just call in sick (OB, pg. 99). These components are closely related, and cognition and affect in particular are inseparable in many ways and hard to separate (OB, pg. 99). The text goes on to explain on page 80 that we find a consistent negative relationship between satisfaction and absenteeism, but moderate to weak.

3-13. If excessive absenteeism is a real problem in an organization, are there alternatives to surveillance? If so, what are they, and do they have any limitations of their own?
It is believed that, there are many alternatives to surveillance when absenteeism is a real problem in an organization. First our text defines job satisfaction as a positive feeling about one’s job resulting from an evaluation of its characteristics (Robbins, pg. 102). I feel when a person has positive feelings about their jobs there will be less absents. To cut down on absenteeism we must create a positive atmosphere in the workplace. Job involvement is related to job satisfaction and measures the degree to which people identify psychologically with their job, actively participates in it, and considers performance important to self-worth (Robbins, pg. 102). I feel the more we get involved and actively participate the more we feel attached and the better we do.
Organizational commitment is the degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization (OB, pg. 102). Research evidence demonstrates negative relationships between organizational commitment and both absenteeism and turnover (OB, pg. 102). Theoretical models propose that employees who are committed will be less likely to engage in work withdrawal even if they are dissatisfied because they have a sense of organizational loyalty or attachment (OB, pg. 102). Employees who are not committed will be lees loyal and may not show up for work. I make sacrifices to get my group assignment or individual assignment done and turned in on time. As a university students there are many times I don’t do the things that I want to do because, I have group assignment or individual assignment that is coming due.

Perceived organizational support is the degree to which employees believe an organization values their contribution and cares about their well-being (OB, pg. 103). We see this support through our instructors at the University. I believe they care about our well-being; therefore, I strive to do my best in each and every class I take even if I don’t like it. This also pertains to the workplace. If we feel the organization cares about our well-being there will be fewer absents. People perceive their organizations as supportive when rewards are deemed fair, when employees have a voice in decisions, and when they see their supervisors as supportive (OB, pg. 103).
Employee engagement is an individual’s involvement with, satisfaction with, and enthusiasm for the work he or she does (OB, pg. 104). They feel their work is important and meaningful, and whether their interactions with co-workers and supervisors are rewarding (OB, pg. 104). Engagement becomes a real concern for most organizations because surveys indicate that few employees – between 17 percent and 29 percent – are highly engaged by their work (OB, pg. 104).
It is felt that, these are the keys outlined in our text that sets the tone for a great place to work. Surveillance on the other hand makes me feel as if I am untrusted which portrays a negative work environment. I feel these are alternatives to surveillance. They do have any limitations of their own. For example the managers have to set the stage for a great environment. It is not easy to find managers that have great people skills yet firmness needed to supervise employees. People have to be allowed to make some mistakes in order to learn. Employees also need to have a voice, feel valued and respected. As out text says if employees don’t like their work environment they will respond somehow, it is not always easy to forecast (OB, pg.110).

3-14. How might an organization help to curb sick leave abuse through its policies? How might administrators help or hinder effective implementation of those policies?

Organizations might help to curb sick leave abuse through its policies by outlining the rules and regulations in the beginning so people know exactly what is expected of them. It is equally important to outline the punishment for braking said rules and regulations and sticking to it. Employees need to know the outcome of breaking the rules in advance. We feel this gives them a choice to decide if it is worth breaking the rules for. Everyone must be treated equally in punishment so, employees don’t think they have been treated unfair or favoritism has been shown. This is often a challenge for some employers because they often do have favorites. I also feel it is important to follow through with punishments as the rules are broken so, employees know there are repercussions for breaking the rules.

Administrators might help effective implementation of policies by making them clear and to the point so there is no misunderstanding. An organization, administrators, and managers must keep in mind to keep a professional attitude, yet in a firm and respectful manner. Before we read a case study from this chapter where managers yelled at their employees, not only is this not professional but, it is not respectful and creates a negative attitude between the employee and employer.
At the bottom of page 102 in our text this is discussed in more detail. Administrators might hinder effective implementation of policies by being unconcerned about their employee’s job satisfaction or by not having a sick leave policy. However, our text addresses managers being unconcerned about employee job satisfaction (OB, pg. 102). It is believed that, it often starts higher up the chain. Administrators need to hire manager who truly care for their employees while retaining the organizations best interest. Still others overestimate how satisfied employees are with their jobs, so they don’t think there’s a problem when there is (OB, pg. 102).
It is believed that, this is a major hindrance in organizations, administrators, and managers in today’s workplace. Only 17 per cent and 29 per cent highly engaged by their work. (OB, pg. 104). A study nearly 8,000 business units in 36 companies found that those whose employees reported high-average levels of engagement produced higher levels of customer satisfaction, were more productive, brought in higher profits, and experienced lower levels of turnover and accidents than other companies. (OB, pg. 104). Regular surveys can reduce gaps between what managers think employees feel and what they really feel.

1. Islamic perspective

Abud-Darda' (RadhiAllahu anhu) reported:
I heard the Messenger of Allah (Sallallaahu 'alaihi wasallam) saying:
"Whenever a Muslim supplicates for his (Muslim) brother in his absence, the angels say: `May the same be for you too'.''
[Muslim]
Commentary:
This Hadith makes it evident that one who prays for someone in his absence also stands to benefit from it because the angel appointed for the task of praying for those who pray for others will pray for him, saying, "O Allah! Grant him also the same which he has asked for others.'' http://www.hadithgarden.com/2008/06/supplicate-for-your-muslim-brother-in.html 2. Islamic perspective
Islam has a set of basic rules and regulations for employer and employee to run their affairs. Prophet Mohammad (Peace be upon him) practiced and also taught these people during his time. He founded a society where employer and employee enjoyed benefits of these basic rules. 1400 after years from his death, these basic rules still exists as milestone not only in Muslim nation but also adopted by many other nations and organizations.
Islamic rules and regulations for employer and employee falls in four category.

a. Common rules and regulations for both employer and employee
b. Specific rules and regulations for employer
c. Specific rules and regulations for employee
d. Arbitration
1. Common rules and regulations for both employer and employee:
1.1 Justice and Fair Dealing:
Peace and prosperity is not possible in any organization if there is no justice and fair dealing between employer and employee. Employer needs to ensure justice by fulfilling his obligations to the employee and employee needs to ensure justice by fulfilling his obligations to employer
Allah said:
“ O YOU WHO BELIEVE STAND FIRMLY FOR JUSTICE”
(Quran : Surah 4 Verse 135)
Prophet Mohammed (Peace be upon him) said:
“ One who exercise his authority and power unjust way will not enter Paradise”
(Ahmed , Ibn Majah, Tirmidi)
1.2 Employment Contract:
Employment contract between employer and employee must be made and agreed by both
Party before starting the job. Details of salary and duty shall be clearly stated in the contract.
Prophet Mohammed (Peace be upon him) said:
“Employer must declare the wages to worker before the worker embark on the required work”
(Baihaqi)
Once the contract is signed, it is the duty of both employer and employee to respect contractual terms. • Allah Said
“ O YOU WHO BELIEVE FULFILL YOUR CONTRACT” (Quran : Surah 5 Verse.1)
“FULFILL YOUR AGREEMENT, SURELY, YOU WILL BE QUESTIONED ABOUT IT”
(Quran : Surah 17, verse 34) http://yforum.info/index.php?option=com_content&view=article&id=61:employer-employee-obligations-in-islam&catid=17:relations&Itemid=6 3. Islamic perspective | Narrated Abdullah ibn Abbas: The verse "The punishment of those who wage war against Allah and His Apostle, and strive with might and main for mischief through the land is execution, or crucifixion, or the cutting off of hands and feet from opposite side or exile from the land...most merciful" was revealed about polytheists. If any of them repents before they are arrested, it does not prevent from inflicting on him the prescribed punishment which he deserves. |