Reasons for Employee Disengagement
In this case study I am going to be analysing ways in which employees become disengaged as discussed in the case study it could be for various reasons, whether they are managers or part time sales advisors within the company. Many people become disengaged at work whether it’s lack of motivation or they just don’t like the job and the money is there motivation.
I am going to be finding out why employees get disengaged and how companies try to get past this and lower the amount of disengaged employees in their company from managerial styles and theories to head office functions such as human resources.
SUMMARYS OF FINDINGS & PROBLEM OF THE CASE
The major lesson to learn from the case study is that disengaged employees are going to effect to overall function of the business, problems such as employees that are not happy are not going to give great customer service and make the customer leave the store un happy thus maybe not coming back. It is also time consuming managers may spend a lot of time on disengaged employees trying to give them more appropriate training, having review meetings and general more time spent to make sure they are happy. Another negative to this is that engaged employees that are hardworking and bringing ideas to the company may start to feel unmotivated when the managers are spending no time with them and mainly focusing on the employees that potentially don’t really care about the support and help they are receiving from the managers.
An employee who is not engaged or committed to the organization can be a real problem. Companies may have encountered this type of employee. They deliver inconsistent work, never really go above and beyond the job requirements, and do just enough to get by. They rarely show up for work on time, call in sick on a regular basis and take full advantage of the time off policy. Often, these employees criticize the organization
I am going to be finding out why employees get disengaged and how companies try to get past this and lower the amount of disengaged employees in their company from managerial styles and theories to head office functions such as human resources.
SUMMARYS OF FINDINGS & PROBLEM OF THE CASE
The major lesson to learn from the case study is that disengaged employees are going to effect to overall function of the business, problems such as employees that are not happy are not going to give great customer service and make the customer leave the store un happy thus maybe not coming back. It is also time consuming managers may spend a lot of time on disengaged employees trying to give them more appropriate training, having review meetings and general more time spent to make sure they are happy. Another negative to this is that engaged employees that are hardworking and bringing ideas to the company may start to feel unmotivated when the managers are spending no time with them and mainly focusing on the employees that potentially don’t really care about the support and help they are receiving from the managers.
An employee who is not engaged or committed to the organization can be a real problem. Companies may have encountered this type of employee. They deliver inconsistent work, never really go above and beyond the job requirements, and do just enough to get by. They rarely show up for work on time, call in sick on a regular basis and take full advantage of the time off policy. Often, these employees criticize the organization