Improving Access to Finance for Young Entrepreneurs
Youth Entrepreneurship development calls for support from various quarters. Primarily the need exists to initiate a Youth Entrepreneurship culture and drive amongst the youth in the society. The youth needs to think and aspire to be entrepreneurs and explore their potentials to the maximum. At the second stage, Youth Entrepreneurship nurturing calls for promoting awareness […]
The Age of Oversupply: Why the Future Would be Demanding on the Present Generation
The Paradox of Too many People, Capital and Too Few Jobs and Resources The present times are characterized by an oversupply of everything related to the job market and the presence of so much capital at the disposal of companies. On the other hand, the physical resources needed like oil, gas, minerals, and water are […]
Introduction to Rewards Management – Meaning and Concept
In the contemporary world, rewards for better performance and success matter more than the actual achievement itself. Indeed, as the global financial crisis showed, rewards were everything for the bankers as they strove for more reckless bets and increasing risk taking. Because of the system of flawed incentives, rewards were seen to the ultimate prize […]
Employee Stress and Performance
Employee Stress is negatively correlated to their work performance. In short, more the level of stress, lower is the performance. It was conventionally perceived that reasonable levels of stress would boost the employees and improve their work performance. But this perception no longer holds true. Today it is believed that even a little bit of […]
Role of Team Leaders and Supervisors in Employee Retention
Employee retention includes various steps taken to satisfy the employees so that they stay with the organization for a longer duration. Strong measures must be taken to retain the high potential employees who have spent a good amount of time in the organization and know it in and out. It is essential to retain the […]
An organisation is a collection of individuals who come together and work towards the realisation of a common objective. Larger the number of people working together, larger is the size of the organisation and vice-versa. However, for an organisation to flourish it is important for the employees to operate at their full potential, which unfortunately is not the case in most of the organisations.
Not all employees in the organisation work utilising their full potential. There may be many reasons responsible for the same. They may not associate with the goal of the company, they may have problem with their team, the boss or the subordinate or it may be a general problem of attitude. This fact necessitated the classification of the people into three categories - engaged, not engaged and actively disengaged.
Although there are other classifications also, but this one is based upon the level of commitment or engagement of employees. A brief description about the three is given below:
In a research conducted by Gallup, it was found out that 16% of the people working in organisations are actively disengaged, 28% are engaged and almost 56% are not engaged. Although these statistics cannot be generalised, but they hold true for majority of the cases and there may be deviation of 5% here and there for each category and not more.
The research therefore points out that people who are engaged are more efficient and deliver results optimally. They have a better understanding of the business, more client focussed and committed to make it big with the organisation they work for.
Within an organisation the percentage of people in these three brackets can help determine the health of the company. For example, greater percentage of actively disengaged employees connotes into even greater losses in productivity, erosion of employee morale and reduction in the bottom line.
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