Premium Essay

Employee Disengagement Case Study

Submitted By
Words 798
Pages 4
The term “employee engagement” was introduced by William Kahn in 1990 but it was referred as personal engagement and it was about an employee who brings his interests and preferred roles to the organization. He supported that people have many aspects of their selves which express or defend according to the occasion (Kahn, 1990, p.692-693). Today each corporation small or large has a goal that needs to be achieved in order to be successful. Employees are a nodal point in a company because they affect the way a corporation functions in order to meet that target. Each person needs to be focused on his task, to show commitment, energy and passion instead of a person who does not put much effort in his work. In other words, engaged employees are dedicated to their jobs and their organizations emotionally, physically and intellectually because they realize the importance of their work (Macey, et al, 2009, p.1). In contrast, disengaged employees are negative to do extra work for the firm, …show more content…
The opinion of labour force should be taken into consideration because it is beneficial for the firm. For instance, employee voice can bring new ideas which could boost productivity, create a healthy environment at work, can increase the performance and simultaneously improve the behavior of the employees.
Finally, there is organizational integrity which is concerned with values in the organization that lead to trust (Bridger, 2015, p.103). People in corporations are considered to be a community or a team where trust prevails and they share values, a purpose and a vision. They share a corporate culture and this means that they are devoted and loyal to the core ideology of the corporation and behave in a certain way. They are committed to make progress by self-improvement and by keeping their promises about the course of the

Similar Documents

Free Essay

Employee Lifecycle

...With the high costs of disengagement and employee turnover, it’s a little wonder that companies are looking for ways to optimize the stages of their employee life cycle. “The cost of disengagement is staggering – it leads to more than $450 billion in lost profits in the U.S. annually!” as per Gallup’s State Of The American Workplace: Employee Engagement Insights For U.S. Business Leaders. According to experts, when it comes to the cost of employee turnover the, “estimates run as high as 150 percent of annual salary!” The stages of an employee life cycle are defined or named differently across organizations, but this is how employee life cycle looks like in most companies: While analyzing insights from our clients, at 9Lenses we do a “Tenure Segmentation,” which categorizes the employee life cycle into Less than One year, 1-2 years, 2-4 years and 4+ year. We then track employee engagement through these stages of an employee life cycle using passive engagement measures. But before we move on any further, here are two theories that you need to know. These theories have been proved time and time again by researches and most of our data-sets confirm them too: 1. Engagement is Related to Tenure. Studies have consistently revealed that larger organizations struggle with employee engagement through various stages. “The highest employee engagement occurs in companies employing less than 10 people.” This may be reflected in the growing number of people leaving large companies to...

Words: 1002 - Pages: 5

Premium Essay

Do Happy Employees Really Mean Happy Customers? or Is There More to the Equation?

...different jobs six out of ten said that they enjoy their interactions with customers very much but one in eight however expressed an active dislike toward customers. An employee if did not feel that he was making a difference it led to disengagement from customers on the other hand those employees who felt that were truly making a difference were more likely to enjoy their interactions with customers. Another factor is the feedback that employees receive from customers that helps them to learn and develop in their jobs. Also if the employee likes the job he is doing is more generally like the customers that he is serving. But not all of them like customers if they like their jobs. Maritz investigated how employees will react in a statement: “Our customers would rate the service delivered as excellent ’’. In this case only one in five employees agreed with the statement and one-third was not agreed. About key factors employees must belief that everyone on the same team have the same goals, manager goes out to ensure that everyone feels included , effective training , policies and procedures and decisions by managers that reflect a commitment to customers. Follow up are the four key points : • Managers must create a customer-focused culture in the workplace • Effective training • Every employee is important o the customers experience for example one of the basic are room attendants ( dirty rooms- no customers ) • Managers must create a strong team feeling...

Words: 317 - Pages: 2

Premium Essay

Gm 591 Research Paper

...Research Paper: NAB Customer Service Employee Turnover Name Email GM591ON_M Leadership and Organizational Behavior Professor Date Abstract This paper will focus on the Customer Service department at North American Bancard. An overview of the company including the author's role will be explicated. Essential issues, events, and actions to help frame the problem will be identified. The problem statement will be well defined and specific enough for each reader to gain a clear idea of the Organizational Behavior topic and the direction of the research. Each reader will be given an encapsulated review of what information the author found most relevant to the research. The problem will be explored, providing an identification and description of the root causes. Solutions to the problem will be provided, supported and defended, to logically flow with the analysis of the problem. The author will reflect upon the research conducted, to show how the author's personal, academic, and professional development was influenced. Introduction: Company Overview The organization that my research will be based on for my final project is North American Bancard. North American Bancard was founded in 1992. It started with one employee in a shared office. As of today, North American Bancard has over 600 employees in a 100,000 sq. ft corporate office. The company provides merchants with the ability to accept credits cards, debit cards, EBT...

Words: 4933 - Pages: 20

Premium Essay

1. Why Do You Think It's Important for Capital One to Calculate the "Disengagement" Factor of Its Employees When It Comes to Workforce Planning?

...An analysis of Case Study 2 revealed how numerous companies including Capital One have gone about instituting effective workplace planning within their respective organizations. It is important for Capitol One to calculate the cost of disengaged employees. First, it is less productivity for the company. The disengaged employees are working to get by rather than to get ahead within the company. While engaged employees have a vested interest in seeing their projects and career advances, a disengaged employee is looking for the exit at best and planning on minimal effort indefinitely at worse. Second, it decreases morale. Disengaged employees care less about their jobs than engaged employees, which means that disengaged employees can discourage other employees through their lack of interest. They could be contagious to others. Third, it cost the organization a lot of time and money. The cost of time to cover illness, training new employees, and worker's compensation adds up overtime also disengaged employees have more absenteeism and create more turnover within the company. However, the prevention of the disengaged employee can save both time and cost if managers are able to identify disengagement before it becomes apparent. At Capitol One the process of planning goes through the five or six levels of leadership. Leaders in business look at management costs as well as the consequences of any business option. Every option has its own inference pertaining to external and internal...

Words: 329 - Pages: 2

Premium Essay

Changing How to Store Information. Synopsis

...Case Report: Changing How to Store Information Anthony Willis University of Maryland, University College This paper was prepared for Managing People and Groups in the Global Workplace, AMBA 620, taught by Professor Lucia Miree A. Case Synopsis During his tenure at the Information Technology department, Shanu paints the picture of a positive work environment where the employees are satisfied and happy with their jobs. After three years of working with the company, Shanu witnessed two junior members get laid off without a formal warning or explanation. The abrupt dismissal of these employees caused a shift in the culture of the work environment and generated issues that would impact the employees of the IT Department. After the abrupt dismissal the remaining employees began to exhibit unprofessional behaviors such as socializing, taking longer breaks, tardiness, and missing departmental meetings. They began to physically and psychologically withdraw from the company becoming disengaged with the department revealing their true issue, stress and job satisfaction. B. Framework for case analysis: Workplace stress is common in today’s uncertain jobs market; however, an abundance of stress can interfere with employee’s productivity and impact their physical and emotional health (Segal, Smith, & Robinson, 2013). Studies show that employees who have high stress levels tend to underperform and cannot work to their full potential, which in turn cause companies to lose profits...

Words: 2358 - Pages: 10

Premium Essay

Case Report

...InsureCo’s Case Report TUTOR WORKSHOP TIME: DUE DATE: DATE SUBMITTED: Contents Contents 0 1.0 Executive Summary 1 2.0 Introduction 2 2.1 Report Topic 2 2.2 Limitations 2 2.3 Sources of Data 2 2.4 Organisation of Report 2 3.0 The Lack of Appropriate Planning for Change………………………………………..3 3.1 Lack of Contingency Planning 3 4.0 Insufficient Investment in Leadership and Team Building 4 4.1 Transactional Leadership 4 4.2 Transformational Leadership 5 5.0 Transformational Leadership, Work Engagement and Emotional Intelligence 6 5.1 Work Engagement………………………………………………………………………...….6 5.1.1 Application to Case 6 5.2 Emotional Intelligence……………………………………………………………………….7 5.2.1 Application to Case 7 6.0 Ineffective Design of Reward System 8 6.1 Reward System in Today’s Context 8 6.2 Ineffective Reward system 8 6.2.1 Application to Case 9 7.0 Recommendations 9 8.0 Conclusions 10 9.0 References 12 10.0 Appendices 17 10.1 Appendix 1: SWOT Analysis 17 10.2 Appendix 2: Add-on Effect of Transformational Leadership 18 10.3 Appendix 3: Organisation’s Life Cycle and its Leadership Requirements………………….19 1.0 Executive Summary InsureCo has met with several consequences that have adversely affected the company’s overall productivity, turnover rate, compensations costs and workplace engagement. It is imperative for the executives to understand the underlying causes behind these detriments to better the prospects of this company. If these...

Words: 5054 - Pages: 21

Free Essay

Business Proposal

...Proposal to Create a Corporate Volunteering Program at Kramer Electronics 3/12/2012 I would like to propose that the Kramer Electronics Company adopt a corporate volunteer program. I have done the research and believe integrating a volunteering program will benefit the company, employees and the community. By having a program like this for our company it will increase job satisfaction, build brand awareness and strengthen trust and loyalty among consumers. Introduction For the past three years I have worked at Kramer Electronics and enjoy it very much. When I was in college I was involved with a lot of volunteer work and wish I could continue my involvement into my career. While being here at the company I have noticed some employee disengagement and by having this program in our company it can bring our team together even more and stronger. Corporate volunteering is business supporting and encouraging staff involvement in the community. This report will overview the potential of Corporate Volunteering. Proposed Solution: Create a volunteer program To better our company, I propose creating a paid day of work to volunteer employee’s time for special community projects. I have evaluated volunteering opportunities to become a part of and believe volunteering our time for a children’s charity organization or adopting a school would be the most beneficial. We need to volunteer in a way that matches our expertise with their needs. Since we are an electronics company we...

Words: 814 - Pages: 4

Premium Essay

Talent Management

...The current issue and full text archive of this journal is available at www.emeraldinsight.com/0142-5455.htm ER 29,6 Talent management strategy of employee engagement in Indian ITES employees: key to retention Jyotsna Bhatnagar Human Resource Management Area, Management Development Institute, Sukhrali, Gurgaon, India Abstract Purpose – With talent management becoming an area of growing concern in the literature, the purpose of this paper is to investigate talent management and its relationship to levels of employee engagement using a mixed method research design. Design/methodology/approach – The first phase was a survey on a sample of 272 BPO/ITES employees, using Gallup q12 or Gallup Workplace Audit. Focus group interview discussion was based on reasons for attrition and the unique problems of employee engagement. In the second phase, one of the BPO organizations from the phase I sample was chosen at random and exit interview data was analyzed using factor analysis and content analysis. Findings – The results were in the expected direction and fulfilled the research aims of the current study. In the first phase low factor loadings indicated low engagement scores at the beginning of the career and at completion of 16 months with the organization. High factor loadings at intermediate stages of employment were indicative of high engagement levels, but the interview data reflected that this may mean high loyalty, but only for a limited time. In the second phase factor loadings indicated...

Words: 12218 - Pages: 49

Premium Essay

Employee Engagement

...------------------------------------------------- Wiley (2012:2) identifies employee engagement as: 'The extent to which employees are motivated to contribute to organisational success, and are willing to apply discretionary effort to accomplishing tasks important to the achievement of organisational goals'. In contrast to this Swarnalatha and Prasanna (2013:52) claim that: 'Employee Engagement is a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues and organisation that profoundly influences their willingness to learn and perform is at work'. This description opposes that engagement is distinctively diverse from employee motivation, organisational culture and employee satisfaction. The reality is that there is no one agreed definition of employee engagement as there are over 50 definitions that all have variations between them. Although recent reviews by researchers show that there is a similarity in the key components of the varied definitions, these common components that are acknowledged include employee association with organisational goals and a compliance to exert discretionary effort, commitment, enthusiasm for work and organisational pride (Schneider et al, 2009). In the recent years there has become a gradual interest in employee engagement. Firstly the reasons for this is the correlation with organisational performance. By improving employee engagement it can beneficial to companies in order to improves its organisational...

Words: 3268 - Pages: 14

Premium Essay

Human Resouce Managment

...users of many kinds of social network media, like Twitter, Facebook, MySpac, blogs and YouTube. However, while there are many benefits of using social media for companies, they still face with many problems of the effects of using social network media by their workers, since many workers like to post their comments on social media freely, which may related to the company’s secret information, hence, although many organizations do not have clear guidelines for prohibiting employees from using social media, they still take measures to monitor their employees’ behaviors on social media. In addition, many organizations do not have social media policy, even they have, and the enforcement of the policy is not effective. In this situation, the case study aims to find out resolutions for how the social media policy could be implemented effectively in organizations with Singapore Airlines as an example. Two issues, including enforcement challenges, and de-motivating staff due to monitoring them, will be discussed, and respective resolutions will be presented to each issue for better designing or implementing the social media policies. Enforcement challenges Many companies face with challenges when enforcing social media policy. For example, companies that have implemented social media policy say that the enforcement is not an easy task. Additionally, even though companies have highlight that staff should not post information related to anything about the organization, the rule is often...

Words: 1771 - Pages: 8

Premium Essay

Employee Engagement

...Employee Engagement Definition of Employee engagement Emotional Employee engagement is a concept whereby an employee feels an emotional attachment to their employers and the goals and values the employer holds. There doesn’t appear to be a definitive description of employee engagement, but most agree that the emotional attachment is a key element to being an engaged employee. “The term employee engagement has gained considerable popularity in the past 20 years yet it remains inconsistently defined and conceptualized”, Shuck B & Wollard K (2010) - Human Resource Development Review. This emotional attachment could be described as a passion for the organisation and their part in it and a feeling that they can make a difference. “Engagement is about passion and commitment-the willingness to invest oneself and expand one’s discretionary effort to help the employer succeed, which is beyond simple satisfaction with the employment arrangement or basic loyalty to the employer”, BlessingWhite, 2008; Erickson, 2005; Macey and Schnieder ,2008. Definitions of Employee Engagement often contain references to other related concepts, such as Job Satisfaction and Organisational Commitment and indeed, an engaged employee will often exhibit these traits, but they in themselves do not define employee engagement. Employee Engagement is a two way bilateral relationship, whereas Job Satisfaction and Employee Commitment tend to concentrate on what the employee is providing to the employer...

Words: 1981 - Pages: 8

Premium Essay

Analyzing Managerial Decisions: Interwest Health Corp

...Corp by Ronald J. Sanders HCM-540, MBOL5, Health Care Organization Instructor: Wenyuan Teng Saint Leo University Distance Learning October 24, 2013 Abstract In order for manager to properly manage a company, there needs to be a constant analysis of the decisions that arise daily. Not only do manager’s make personnel decision, they often times are confronted with the decisions of resources and data entry. Because managers must answer to the shareholders, they must be the bearer of the good and the bad news. When making and analysis, managers should, 1) identify the source of the problem, 2) information analyzed, 3) recommended courses of action, and 4) review the analysis conducted. This paper takes a look at a case study on how Interwest Health Corp analyzes managerial decisions. At the conclusion, readers will form a different perspective on how to analyze managerial decisions.   Introduction Managers are devoted to the task of making decisions that will affect the worth and synergies of their firm they manage. Consequently, they bear the chore of maximizing their profits by the decision they make. In the past, many formal theories have been formulated as models for making rational choices. These theories have been accepted as practice when faced with a dilemma. As with any decision, there must be an analysis when making a decision. When making a decision, managers should consider the source of the problem; information used to analyze the problem...

Words: 1397 - Pages: 6

Premium Essay

Employee Engagement Theory

...ORGANIZATIONAL BEHAVIOR TERM PAPER EMPLOYEE ENGAGEMENT Submitted by - Anjali Krishnan Pgdm-a Roll –p14110 INTRODUCTION Employee engagement is basically defined as a participative process that uses the input of employees to increase their commitment to the organization’s success. The basic logic is that by involving workers in decision making that affect them and by increasing their autonomy and control over work lives, employees will become more motivated, more committed, more productive and more satisfied towards to their job. MAJOR FORMS OF EMPLOYEE ENGAGEMENT • PARTICIPATIVE MANAGEMENT: Participative management basically deals with the decision making process as the subordinates share a significant power of decision...

Words: 1967 - Pages: 8

Premium Essay

Recuiting

...Employers Use of Facebook in Recruiting Peter Engler, Peter Tanoury Introduction With the advent of new web technologies, a grey area of ethical responsibility exists concerning the use of the technology within the workplace. In the case of Facebook, some individuals and entities have used this new database of personal information in ethically questionable ways. The lack of clear rules and standards has led to the dissemination of personal information across the internet for purposes other than what Facebook was intended for. One of the more disturbing ethical infringements on personal privacy is the use of Facebook profiles in employment screening. This new method of employment screening by companies is a clear infringement on the rights of Facebook users. Consider the following scenario: A recruiter at a Denver based company has a stack of resumes on their desk from recent University of Colorado graduates. Due to time constraints and the fact that each applicant appears equally qualified, the recruiter decides to go online and check their Facebook profiles for any relevant information to aid in the hiring process. However, the recruiter does not have access to the CU Facebook network and asks one of their CU interns to log on for them. The recruiter begins searching through profiles based on the stack of submitted resumes. The first profile pops up. It doesn't take long before the recruiter sees that the applicant’s political affiliation is "very liberal" and listed under...

Words: 4879 - Pages: 20

Free Essay

Interclean Solution

...Problem Solution: InterClean, Inc. A look at the InterClean strategies reveals that the organization is in a ripe form for change of structure, business process, Human Resource (HR) alignment, communication process and employee management. A change is inevitable; the successful management of a change with buy-in from all affected quadrants is the ideal situation for InterClean to achieve the merger with EnviroTech. Such a solution can be found with the right implementation of the HR domain statement, nine step problem solving process, effective change management and conscientious decision making. The paper tries to identify the various issues related to the merger, challenges, opportunities, solution paths, time lines and risks associated with the implementation of solutions. The paper also provides a set of timelines and metrics for measurement of the outcomes. Situation Analysis Issue and Opportunity Identification InterClean belongs to an eight billion dollar industrial cleaning and sanitation industry. As per the scenario, the principal stakeholders are trying to increase the profitability of the company through change in the business strategy and by the acquisition of a new company EnviroTech, an acquisition that is in-line with new business strategy and bound to achieve the targeted profitability of 40%.(University of Phoenix, 2008). Based on the decisions of David (President and CEO), the HR have taken immediate steps at performing skill gap analysis and identifying...

Words: 4226 - Pages: 17