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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.


The major
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The thwarting of needs is usually a cause of stress, and is particularly so at level 4. Maslow’s managerial approach has it’s benefits, it starts with basic needs of the employee such as food and drink too safety elements and at the top on level 7 is self actualisation needs, this is an effective approach as it makes senses if a staff member is not receiving needs from lower down on the diagram it’s never going to work it’s way to number 7 which is realising person potential which is an important way of engaging a staff member. It could also be said that this is an unrealistic view of staff needs, there are some people that may not need the other levels such as ‘family’ and ‘relationships’ to see self potential, it’s a very stereotypical chart of ‘need’.

Robert Blake & Jane Mouton Managerial Grid

This managerial theory shows different styles of management managers could take when dealing with staff. It varies whether the task in hand is to do with productivity for the business or whether the staffs are more important to handle.

The way in which this theory could be used to deal with disengaged employees could mean that the manager could use the ‘Team’ theory so that the staff are being motivated and have communication with their manger but the important of productivity is also put in place. Although if the manager feels that the staff engaged is very severe, he could take the ‘country club’ approach, with
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