Low Morale And Disengagement In The Workplace Case Study

Cowart, (2014) explains that number one reason for low morale and disengagement in their jobs is due to the employer-employee relationship. Cowart states that according to the Saratoga Institute Gallup and Career Systems International that managers and leaders are primarily the reason for disengagement amongst the workforce. Leadership that engages the workforce will affect the level of loyalty and commitment on the individual’s behalf. The key to engagement are managers that include the workforce in making their jobs interesting. Mangers that truly cares about what is in the hearts and minds of each individual, are successful in giving the employee a feeling of value in the organizations. Dignity and respect that is given by leaders towards subordinates creates high retention and morale within the organization. Jones, (2012) Research indicates that Servant leadership has been instrumental in promoting increased employee satisfaction, organizational performance, positive organizational culture, and empowerment. Greenleaf emphasized that an effective leader is one who puts the servants needs ahead of their own in an effort to help the individual grow and develop as human beings. Jones notes that organizations that practice servant leadership in tough economic times will have a healthy workforce, that will increase organizational performance, and employee job satisfaction

The lack of ethics among leaders and co-workers leads to lower productivity and low morale. Millage states that according to the (ERC), organizations that have a weak ethical culture shows that 15% of the employees are in engaged, and organizations with a strong ethical culture 99% are engaged, and are vested in making the organization