Definition
A “malingerer” is an employee who deliberately pretends to be ill or exaggerates symptoms of illness to be excused from work assignments or job responsibilities. This type of behavior is often motivated by a desire to avoid demanding tasks, gain additional paid time off, or to simply shirk work obligations without facing immediate consequences.
Examples
- An office worker repeatedly calls in sick on Mondays and Fridays, claiming various minor illnesses. Upon investigation, it is found that the pattern coincides with long weekends, suggesting the possibility of malingering.
- A factory worker frequently complains of back pain only when assigned to physically demanding tasks. Medical evaluations, however, do not support the severity of the claimed ailment.
- A teacher continuously reports migraines on days when challenging supervisory duties are scheduled, but shows no symptoms on regular teaching days.
Frequently Asked Questions (FAQs)
Q1: How can employers identify a malingerer?
A1: Employers can look for patterns of frequent, inconsistent, or suspicious absenteeism, complaints about ailments unsupported by medical evaluations, or avoidance of specific tasks.
Q2: What legal actions can an employer take against a malingerer?
A2: Employers can undertake disciplinary actions if there is clear evidence of malingering. This could include formal warnings, suspension, or even termination of employment, following due process and company policy.
Q3: Are there any specific tools or methods for preventing malingering?
A3: Implementing a strict absenteeism policy, conducting regular performance reviews, requiring medical certification for repeated absences, and promoting a healthy workplace culture can help prevent malingering.
Q4: Can malingering be considered a form of fraud?
A4: Yes, malingering can be considered employment fraud if the employee deliberately falsifies illnesses to gain benefits such as paid leave or to avoid work without legitimate cause.
- Absenteeism: Frequent or habitual absence from work, which can be due to various reasons, including malingering.
- Presenteeism: Attending work while ill, which can negatively impact productivity and overall workplace health.
- Performance Improvement Plan (PIP): A tool used by employers to address and improve employee behavior or performance, which could include addressing malingering.
- Disciplinary Action: Measures taken by an employer to address employee misconduct, including absenteeism or malingering.
- Workplace Fraud: Any deceiving action by an employee intended to secure unwarranted benefits or escape responsibilities.
Online References
- Investopedia - Absenteeism
- Wikipedia - Employment Fraud
- HRZone - Malingering
Suggested Books for Further Studies
- “Human Resource Management: Gaining a Competitive Advantage” by Noe, Hollenbeck, Gerhart, and Wright
- “The Employee Dilemmas: Absenteeism, Presenteeism, Malingering and the Workplace” by Patrick T. Walsh
- “Malingering and Illness Deception: Clinical and Theoretical Perspectives” by Peter W. Halligan, Christopher Bass, and David A. Oakley
Fundamentals of Malingerer: Human Resource Management Basics Quiz
### What is a malingerer?
- [x] An employee who pretends to be ill to avoid work.
- [ ] A high-performing employee.
- [ ] An employee who works extra hours.
- [ ] An employee who helps others with their tasks.
> **Explanation:** A malingerer is specifically known for pretending to be ill to shirk off work responsibilities.
### Which of the following is a common sign of malingering?
- [ ] Consistent attendance and performance.
- [ ] Positive feedback from supervisors.
- [x] Frequent and unsupported claims of illness.
- [ ] Volunteering for additional tasks.
> **Explanation:** Malingerers often have frequent and unsupported claims of illness as a way to avoid work.
### What can employers implement to discourage malingering?
- [ ] Increasing everyone’s workload equally.
- [x] Strict absenteeism policies.
- [ ] Removing all sick leave entitlements.
- [ ] Ignoring any absentee patterns.
> **Explanation:** Implementing strict absenteeism policies and requiring medical certification for absences can help discourage malingering.
### Can malingering lead to legal actions against an employee?
- [x] Yes, especially if it’s proven to be fraudulent.
- [ ] No, it’s a personal health matter.
- [ ] Yes, but only if the employee agrees.
- [ ] No such actions are allowed.
> **Explanation:** Employers may take legal action if there is clear evidence of malingering, as it can be classified as fraud.
### What measure might help managers ensure their team members aren’t malingering?
- [ ] Assigning more tasks to everyone.
- [ ] Trusting employees blindly.
- [x] Conducting performance reviews and health checks.
- [ ] Limiting communications with employees.
> **Explanation:** Regular performance reviews and health checks can aid managers in identifying and addressing malingering.
### Why is malingering considered problematic in a workplace?
- [ ] It promotes teamwork.
- [ ] It leads to improved employee relationships.
- [x] It decreases overall productivity and morale.
- [ ] It has no effect on the workplace.
> **Explanation:** Malingering can significantly impact workplace productivity and employee morale negatively.
### How does malingering differ from absenteeism?
- [ ] Malingering is always voluntary; absenteeism isn't.
- [x] Malingering specifically involves deception; absenteeism might not.
- [ ] Malingering is a more severe form of absenteeism.
- [ ] Absenteeism always involves illness; malingering doesn't.
> **Explanation:** Malingering involves intentionally deceiving employers about illness, whereas absenteeism can occur for various legitimate or non-legitimate reasons.
### What role does a Performance Improvement Plan (PIP) play in addressing malingering?
- [ ] It rewards employees.
- [ ] It enforces leave policies.
- [ ] It promotes workplace celebrations.
- [x] It helps improve or correct behavior.
> **Explanation:** A Performance Improvement Plan (PIP) sets out clear steps and goals to improve or correct employee behavior, including issues related to malingering.
### Who would most likely investigate a case of suspected malingering in a large corporation?
- [ ] The IT department.
- [x] Human Resources (HR) department.
- [ ] The janitorial staff.
- [ ] External vendors.
> **Explanation:** The Human Resources department typically handles investigations into employee behavior, including cases of suspected malingering.
### Which behavior might indicate a worker is not malingering?
- [ ] Frequent unexplained leaves.
- [ ] Avoiding difficult tasks routinely.
- [x] Displaying consistent and reliable work attendance.
- [ ] Complaining about work without valid reasons.
> **Explanation:** A worker who displays consistent and reliable attendance is less likely to be malingering.
Thank you for exploring the comprehensive details on the concept of malingering and testing your understanding through our quiz. Continue to expand your knowledge in human resource management and workplace behavior!
