Discuss the ethical issues about stress in organizations. Are these real issues to which modern managers should attend? Why or why not?

ETHICAL ISSUES ABOUT STRESS IN ORGANIZATIONS

Many states allow work-based stress claims under worker compensation laws, raising the specter of high social and economic costs of work-based stress. The following are some ethical issues that could be raised about stress in work organizations:

Managers often decide to change a work environment. The change might involve technology, organizational design, or the physical aspects of the organization, including company relocation. Such changes can adversely affect the environmental fit for some, but not all, employees. Do managers have an ethical duty to reduce potential stress by preparing their employees for changes? Do managers have an ethical duty to avoid making changes that would cause high stress for employees although the changes are good for the company?

A person’s physical work environment can present many stressors. The Occupational Safety and Health Administration (OSHA) has set standards for many stressors, including noxious fumes, radiation, and unsafe working conditions. Is it unethical for managers to knowingly expose workers to such hazards to reduce operating costs?

An organization’s selection and placement policies can affect the quality of the person’s environmental fit. The likelihood of improved fit can occur if both the potential recruit and the organization have accurate information about each other. Is it unethical for an organization to knowingly distort information about the job, the organization, or the likely career path for the recruit? Is it unethical for a recruit to knowingly distort information about herself to improve her prospects of a job offer?

When harmful stress appears to result from a poor environmental fit, is the organization required to provide career counseling or to help the person find a better-fitting job inside or outside the organization?

Knowledge about work and nonwork stressors can help a manager understand the total stress effects on an employee. How much should an individual reveal about her nonwork world to an organization? Should managers concern themselves with nonwork stressors when judging the total stressor exposure of an employee? To what extent is it unethical to ask about an employee’s nonwork life?