Employees who are highly engaged are committed to their work, and see themselves as helping “build a
cathedral.” Disengaged employees have essentially checked out— they are merely “laying bricks” for a
paycheck, not building a cathedral. According to the Gallup report of 2013, only about 30% of the American
workforce was engaged, and international data showed essentially the same results. In 2019, Gallup found that
engagement had risen somewhat since 2013.
Deliverables
With this in mind, address these questions:
- What is the impact of “engaged” versus “disengaged” employees on a company’s profits? For the purposes
of this assignment, treat “engaged” as if it means the same thing as “inwardly committed to the good of the
business.” Why do you believe this? - Using Lewin’s 3-Stage Model, how would you re-engage disengaged employees at every level in the
organization? What conditions need to be in place in order to accomplish this? How would you make sure that
their engagement results in a measurable increase in productive effort? - How would you use Drucker’s Management by Objectives, combined with Lewin’s 3-Stage Model, to secure
the commitment of all employees, at every level an organization (all the way to the bottom)? - What can leaders do to preserve this commitment, once it is attained? Specifically, how does EQ