Group Name: ASK Group

Group members: Ayusnab karki

Sharmila Maharjan
Krishna Pd. Adhikari
Scenerio-1
Questions that we prepared and the answer CHAT GPT provided for it.
1 How familiar are you with the concept of presenteeism in the workplace?
1. As an AI language model, I am well-versed in various concepts related to the workplace, including
presenteeism. Presenteeism refers to employees being physically present at work but not fully
productive due to factors such as illness, stress, or personal issues.

2. Now you are aware of it, have you ever experienced presenteeism in your own work environment? If so, can
you provide an example?
2. As an AI, I don't have personal experiences or a work environment, so I haven't personally
experienced presenteeism. However, I can provide examples based on common scenarios and studies.

3. What are the common reasons for presenteeism in your workplace? Is it due to job security?
3. Since I am an AI language model and don't have a specific workplace, I can't provide firsthand
information about common reasons for presenteeism in a specific workplace. However, in general,
common reasons for presenteeism can include fear of job loss or job security concerns, high workload
or deadlines, lack of work-life balance, loyalty to the organization, and financial concerns.

4. How does presenteeism affect productivity levels in KUSOM or your work environment?
4. As an AI language model, I don't have access to real-time data or specific information about KUSOM
or your work environment. However, presenteeism can have a negative impact on productivity levels
in any workplace. When employees are not fully focused or are experiencing health or personal issues,
their ability to perform optimally and contribute effectively to their work may be compromised.

5. Have you noticed instances of presenteeism among your colleagues or other staff members in KUSOM? If
yes, can you describe any specific situations?
5. I don't have personal observations or experiences of specific workplaces like KUSOM. Therefore, I
cannot provide information on specific instances of presenteeism among colleagues or staff members
in KUSOM.

6. What factors do you believe contribute to presenteeism in a KUSOM school environment?

6. Factors that can contribute to presenteeism in a school environment like KUSOM may include high
work demands, heavy workload, job insecurity, cultural norms emphasizing attendance over well-
being, lack of work-life balance, inadequate sick leave policies, and a lack of awareness about the
impact of presenteeism.

7. Are there any specific challenges or pressures that make it difficult for staff members in KUSOM school to
take time off when they're unwell?
7. Specific challenges that may make it difficult for staff members in KUSOM or any educational
institution to take time off when unwell can include a sense of responsibility towards students, fear of
falling behind on work, concerns about negatively impacting the learning environment, lack of
 adequate support or coverage for their responsibilities, and cultural expectations that discourage taking
time off.

9. How comfortable do you feel about reporting your absence due to illness or taking time off when necessary?
Do you think there are any barriers that prevent staff members from doing so?

9. As an AI, I don't have personal feelings or experiences. However, some barriers that may prevent staff
members from reporting their absence due to illness or taking time off when necessary can include fear of
repercussions or judgment from colleagues or superiors, concerns about falling behind on work, workload
pressures, a sense of duty towards students, and a lack of supportive policies or practices within the institution.

10.What kind of support or resources do you believe would be helpful in addressing presenteeism within our
school?

10. Support and resources that can be helpful in addressing presenteeism within a school can include:
● Employee assistance programs that offer confidential counseling and support services.
● Training programs on stress management, work-life balance, and self-care.
● Clear and comprehensive sick leave policies that are communicated effectively.
● Creating a culture of openness and understanding where staff feel comfortable discussing personal
challenges and seeking support.
● Providing workload management tools or strategies to help staff prioritize tasks and reduce
overwhelm.
● Offering opportunities for professional development and growth to promote job satisfaction and
engagement.

11. How do you think the school administration can foster a culture that promotes employee well-being and
discourages presenteeism?
11.School administration can foster a culture that promotes employee well-being and discourages
presenteeism by:

● Leading by example and demonstrating a healthy work-life balance.

● Communicating the importance of well-being and providing resources to support staff.
● Implementing policies and practices that prioritize employee health, including flexible work
arrangements and comprehensive sick leave policies.
● Encouraging open communication and creating channels for staff to express their concerns or seek
assistance.
● Recognizing and appreciating staff members' efforts and achievements.
● Offering professional development opportunities and promoting a positive and supportive work
environment.

12. How important do you think it is for school staff to prioritize their own health and well-being in order to
provide the best support to students?
12. It is crucial for school staff to prioritize their own health and well-being in order to provide the best support
to students. When staff members are physically and mentally healthy, they are more likely to be present,
engaged, and effective in their roles. Taking care of their well-being enables them to better support students,
model positive behaviors, and create a conducive learning environment.

Please note that my responses are based on general knowledge and understanding of workplace dynamics and

may not reflect the specific context of KUSOM or your work environment. It's always advisable to consult

with professionals or relevant authorities in your institution for more accurate and tailored information.

Group Work :- ASK Group

As a part of the group work, and as per instructed we conducted a interview with one of the KUSOM
member Mr. Bhavsagar Thapa, who works as a front desk representative (Reception). The interview was
conducted based on the topic Presenteeism in his workplace, what he has faced.
Questions that asked:
a. How familiar are you with the concept of presenteeism in the workplace?
Ans:- Sorry, I am not aware about the term Presenteeism. I haven’t heard such a word.

(So, we Briefly described the term ‘Presenteeism’ with its meaning.)

b. Now you are aware of it, Have you ever experienced presenteeism in your own work
environment? If so, can you provide an example?
Ans:- Yes, i have experienced it, when i was suffering from Dengue, despite suffering from it i
used to come to work.

c. What are the common reasons for presenteeism in your workplace? Is it due to job security?
Ans:- No i don't think so because most of the staff at Kusom are Permanent employees, so there is
no reason about job security rather it is our dedication towards the work and fulfilling our tasks
on time as required.

d. How does presenteeism affect productivity levels in your work environment?

Ans:- Obviously it will impact my work, As i will not be able to give my 100% on it. It is
definitely going to have an impact. But here we have two employees, by which it will be easy to
assist and coordinate when such difficulties arise.

e. Have you noticed instances of presenteeism among your colleagues or other staff members in the
KUSOM? If yes, can you describe any specific situations.
Ans:- Yes, I have noticed instances of presenteeism among my colleagues in the school. For
example, there have been occasions where my colleague and faculty came to work despite being
unwell, which not only affected their own well-being but also posed a risk to the health of other
staff members and students. Like dengue, covid, common cold which are transferable diseases.
 f. What factors do you believe contribute to presenteeism in a KUSOM school environment?
Ans:- Some common factors include the pressure handled during admission deadlines,
examinations and some events where we need to be more attentive and more communicative.

g. Are there any specific challenges or pressures that make it difficult for staff members in KUSOM
school to take time off when they're unwell?
Ans:- Yes, there are certain challenges and pressures that make it difficult for me and my
colleague in reception to take time off when we're unwell. These may include concerns about
falling behind on daily routine work and the perception that taking time off might reflect
negatively on their dedication or commitment to their work.

h. How comfortable do you feel about reporting your absence due to illness or taking time off when
necessary? Do you think there are any barriers that prevent staff members from doing so?
Personally, I feel comfortable reporting my absence due to illness or taking time off when
necessary. However, I believe there may be barriers for other staff members, such as concerns
about workload and the impact of their absence. Additionally, a lack of clear policies or fear of
judgment from colleagues or superiors may also discourage some staff members from taking time
off.

i. What kind of support or resources do you believe would be helpful in addressing presenteeism
within our school?
Some support and resources that would be helpful in addressing presenteeism within our school
include:Clear sick leave policies, adequate paid sick leave, Health awareness campaigns, a culture
of open communication where staff members feel comfortable.

j. How do you think the school administration can foster a culture that promotes employee well-
being and discourages presenteeism?
Ans:- I might not be able exactly what measures it can be but up to my understanding, the
organization can maintain a work environment, provide health safety, Provide employee
assistance or substitute.

k. How important do you think it is for school staff to prioritize their own health and well-being in
order to provide the best support to students?
Ans:- Very Important, if we are in good health we can contribute more towards the organization.
When school staff prioritize their own health and well being, they can provide better support to
students by serving as role model, being emotionally available and maintaining energy and
enthusiasm.

Comparison of two different scenarios:

The interview with a local employee in Scenario 2 provided more contextual and specific information
about presenteeism in the KUSOM workplace compared to the conversation with Chat GPT in Scenario
1. The interviewee's responses were based on his personal experiences and observations, giving a more
realistic and grounded perspective on the topic. While Chat GPT was able to provide general information
and suggestions based on its understanding of workplace dynamics, it lacked the real-life context and
specific insights that could only be obtained through a conversation with an actual employee. The
interviewee's responses shed light on the challenges faced by staff members in the KUSOM environment
and provided valuable input on strategies to reduce presenteeism.
Here are some key points/ key terms/ key areas that came to realization while comparing the scenario:

 Personal Experience: The interviewee in Scenario 2 shared their personal experience of

experiencing presenteeism, which added authenticity and a relatable aspect to the discussion. This
personal perspective helps to understand the impact of presenteeism on an individual level and
how it can affect productivity and well-being.
 Specific Situations: The interviewee in Scenario 2 mentioned specific situations of presenteeism
they have observed among colleagues at KUSOM. These real-life examples provide concrete
evidence of the existence and effects of presenteeism in the organization. It adds depth and
credibility to the discussion.
 Cultural and Organizational Context: The interviewee's responses shed light on the cultural
and organizational factors that contribute to presenteeism in the specific context of KUSOM.
They mentioned factors like workload pressures, deadline-driven work, and cultural expectations
that prioritize attendance over well-being. This context-specific information helps to understand
the unique challenges faced by staff members in KUSOM and provides insights into the
underlying causes of presenteeism.
 Practical Solutions: The interviewee in Scenario 2 offered practical strategies to reduce
presenteeism, such as promoting a supportive work culture, providing adequate sick leave and
flexible work arrangements, and fostering open communication. These suggestions are based on
their firsthand experience and understanding of the organization, making them more relevant and
applicable to the specific context of KUSOM.

Overall, the interview with a local employee in Scenario 2 proved to be a more reliable and insightful
source of information about presenteeism in the specific workplace, allowing for a deeper understanding
of the topic and offering practical perspectives for addressing it. Overall, the interview in Scenario 2
provided a more comprehensive and nuanced perspective on presenteeism in the KUSOM workplace. It
incorporated personal experiences, specific situations, cultural and organizational context, and practical
solutions, offering a deeper understanding of the issue and potential approaches to address it. The
conversation with Chat GPT in Scenario 1, while informative, lacked the depth and contextual relevance
that a real-life interview can provide.