Resenteeism Some employees do not leave unhappy jobs because they still believe in them, but because leaving feels too uncertain . This situ...

Resenteeism

Some employees do not leave unhappy jobs because they still believe in them, but because leaving feels too uncertain. This situation is often described as resenteeism, a term for staying in a role that no longer feels satisfying while gradually becoming more resentful toward it. The idea has been discussed by the World Economic Forum as part of a wider shift in workplace attitudes. In periods of economic pressure, workers may remain in place not out of loyalty, but because their choices seem financially or professionally constrained.

Resenteeism is sometimes confused with quiet quitting, yet the two are not quite the same. Quiet quitting usually involves limiting effort to what is formally required. Resenteeism carries a sharper emotional edge. The employee is not only withdrawing energy but also developing visible disillusionment with the organisation, its decisions, or the people leading it. This may show itself overtly through repeated complaints, sarcasm, or resistance, though in some cases the frustration appears in smaller ways, such as reluctance, indifference, or a colder tone in daily interactions.

Once that mood spreads, its influence can move far beyond one person. A resentful employee may not openly disrupt the workplace, yet tension can still build around them. Team discussions become less constructive, patience weakens, and minor disagreements can exacerbate problems that would otherwise remain manageable. In such an atmosphere, performance may look acceptable from the outside while motivation continues to erode underneath. Over time, the organisation risks becoming inert, with people still present and productive enough, but no longer genuinely invested.

This is one reason resenteeism can be difficult for managers to recognise early. Employees affected by it do not necessarily resign, fail dramatically, or announce their frustration in direct terms. Many continue meeting deadlines and maintaining routine performance, which makes the problem appear less serious than it is. Yet staying is not always a sign of stability. In some workplaces, it may simply mean that dissatisfaction has learned to live quietly beside necessity.

[Adapted from World Economic Forum]

Question 23: Which of the following is NOT mentioned in the passage as a sign of resenteeism?

A. visible complaints        B. reduced effort        C. sudden resignation        D. sarcastic behaviour

Question 24: The word "exacerbate" in paragraph 3 is OPPOSITE in meaning to __________.

A. explain        B. soothe        C. contain        D. predict

Question 25: The word "inert" in paragraph 3 is closest in meaning to __________.

A. passive        B. troubled        C. delayed        D. divided

Question 26: The word "it" in paragraph 1 refers to __________.

A. resenteeism        B. description        C. a role        D. unsatisfied job

Question 27: Which of the following best paraphrases the underlined sentence in paragraph 1?

A. Rather than being driven by a continued faith in their current roles, many dissatisfied workers stay put due to the perceived risks of departure.

B. It is not so much the lack of confidence in their current positions as the financial stability that prevents unhappy employees from resigning.

C. Only when the uncertainty of leaving is removed do employees begin to lose their belief in the jobs they are currently unhappy with.

D. Unless leaving a job feels completely certain, unhappy employees will continue to harbor a strong belief in the organisation’s future.

Question 28: According to the passage, why is it challenging for managers to identify resenteeism in its early stages?

A. Affected employees often decide to resign without any prior warning.

B. The employees’ complaints are usually too direct and easy to ignore.

C. Employees still fulfill their duties and meet the expected standards.

D. Managers tend to focus only on the social atmosphere rather than output.

Question 29: In which paragraph does the author distinguish the emotional intensity of resenteeism from other similar workplace behaviors?

A. Paragraph 1        B. Paragraph 2        C. Paragraph 3        D. Paragraph 4

Question 30: In which paragraph does the author discuss the collective consequences of an individual’s negative attitude on the wider team environment?

A. Paragraph 1        B. Paragraph 2        C. Paragraph 3        D. Paragraph 4