Gallup Executive Summary

High employee turnover, where workers frequently leave and must be replaced, leads to increased spending on recruitment and training and can indicate management problems. Employees often have good reasons for moving on but if too many are leaving an organisation, can be very disruptive.

ONO is a large auto-supply company that does a large volume of business with only eleven employees. Absenteeism seems to have increased over the last two years and has had a significant effect on ONO. The information in the text shows that ONO had lost 539 employee labor-hours or 67.375 days to employee absenteeism last year. Because there are only eleven employees, this equals out to 6.125 missed days per employee. This is actually less than the United States average of seven missed days per year. Is absenteeism at ONO a serious problem? Whether or not a serious problem, the data from ONO, Inc. suggests there is enough to warrant an investigation and a new strategy to minimize absenteeism. As

On the other hand, the success of the company is in large part due to the hard work of the staff who would lose their employment. In addition, it must be determined who would perform the work of the dismissed employees and if the company would be able to function without them. Moreover, the morale and productivity

In the united state, anyone after the age of eighteen is considered as an adult. They are expected to be counted as a responsible grown person, which means that one is responsible for making their own decisions, education, bills, and goals. Also, at the age of eighteen in the united state; a person can vote and enlist to fight and protect for the love of their home country, but they are not allowed to have a drink of a beer legally. In the article “The Gallup Briefing” by author Carroll agrees that if the government lowered the drinking age from twenty-one to eighteen the number of young people who gets hurt from alcohols or other related accidents that happens due to fear of legal consequences would decrease lot faster. Even though, the government have ruled the drinking at twenty-one, personally, I strongly agree with the statement by author Carroll. For that reason, I will be discussing about the goods and bad of lowering the drinking age, and the consequences that has among people and surrounding.

Hochschild found an attendant who stated that “It’s as if I can’t release myself from an artificially created elation” (4). The attendant felt like she couldn’t break away from the image she created at work even after she left (4). Davies maintains a similar point of view in that workers emotions are being influenced by corporations, but he believes employees can break away from the control of companies. To argue how he believes employees can break away from corporations Davies states “Disengagement is believed to manifest itself in absenteeism, sickness and – sometimes more problematic – presenteeism, in which employees come into the office purely to be physically present” (1). This statement means that employees are resisting work and when they do show up, they are not invested in the job and are not being as productive as possible (1). To prevent this from continuing to happen companies have offered gym memberships and personal counseling as an incentive to work better and increase profits for the company

Gallup, New Mexico, is a border town just outside the Navajo Nation reservation with an estimated 22,000 residents; however, that number nearly triples on the first of the month. Social Security checks are distributed to elders and veterans on the first of the month, and most tribal members have neither access to a local bank nor sufficient consumer spending options on the reservation. Therefore, most Navajos end up driving for an hour or more to purchase much needed groceries, lumber, auto-parts, and kid's school clothes in border towns such as Gallup. According to the University of New Mexico Bureau of Business and Economic Analysis study, significant competition for retail dollars from the Navajo Nation is spread among several surrounding

Gallup’s Methodology is a strand of surveys that provide trustable data that anyone could prove wrong if they feel they need to. Each survey leans toward a different topic but they all surround issues that Gallup feels matter to society. Gallup reaches 160 countries and many other areas worldwide. Gallup currently has six different Poll series that include: Gallup Daily tracking, The U.S. Daily, Gallup-Healthways Well-Being Index, Gallup-USA Funds Daily Education Index, Gallup Poll Social Series, and The Gallup World Poll. Gallup Daily tracking is made up of two separate surveys, The U.S. Daily and Gallup-Healthways Well-Being Index. The U.S. Daily survey has the most recent data revolving around Americans’ attitudes toward the economy. Gallup-Healthways

According to Gallup.com, there three categories of work performance, they include the following: Engaged, disengaged, and actively disengaged (Rosenfeld, 2013). They assess the performance of the employee, and whether or not the employees are emotionally stable, thus, this factor in the effects of emotional disconnection on the quality of life for the employee. In the summary presented above, there can be clear evidence of disconnection

(Sniderman, Bulmash, Nelson & Quick, 2007) Employees in Wal-Mart are disengaged because there are four different types of behavioural responses. The first response is ‘exit’. Most of the people that started working in Wal-Mart at the same time as Claude chose to leave within a year. Apparently, high turnover rates existed in Wal-Mart. Secondly, increased voice, Claude’s co-workers became very vocal and increased their voice by complaining to each other about shifts, management and procedures. Thirdly is a sense of decreased loyalty. Claude and his co-workers reduced their involvement within the work setting. They started to think how much Wal-Mart is worth to them. And finally, a sense of increased neglect develops. Claude began to diminish his level of effort. He didn’t want to ‘go the extra mile’ anymore because his manager’s apathetic attitude. These outcomes definitely caused negative impact on productivity, not to mention resulted in lowering the level of employee’s motivation.

Employees who are “not engaged” exude the feeling that they are just there for a paycheck. This type of person is not contributing and just goes thru the motions in the performance of their job duties. The worst type of employee is an “actively” disengaged employee. That type of person is also known as a trouble maker. Whatever good that an engaged employee accomplishes, an actively disengaged employee tries to destroy. Disengaged employees are unhappy and they want everyone they come in contact with to know it. Organizations with disengaged employees are more vulnerable to lower productivity, higher absenteeism, higher turnover and lower product or service quality.

Many companies look to salaries and benefits as the first places to cut back when looking to make changes that involve cost-saving. When this happens, it is inevitable that some employees will leave the company to seek employment elsewhere. The employees that remain, whether they stay voluntarily or because they could not find employment elsewhere, are often resentful. Motivation decreases, taking job performance along with it. Employees lose their company loyalty and may even become angry enough to purposefully sabotage the company.

These departures often disrupt business, distract the organization, induce uncertainty, and lower productivity (Feldman & Spratt, 1999).

This study will tackle about the definitions of employee engagement and disengagement. Internal, external, and interactive impacts of lack of employee engagement are determined in order to full comprehend the consequences. Suggestions and recommendations are provided addressing about enhancing employee engagement with the applications of relevant theories. Representative engagement may appear like an irrelevant idea yet it has an undeniable impact on an organisation 's main concern. For better profitability, consumer loyalty, and benefit, developing connected with and driven representatives is an unquestionable requirement. Disengagement is a channel on assets and time that cannot be permitted to rot in today 's economy for organisations of all sizes.

Further to this, disengaged people exist in all types of businesses, across all industries. You can spot them by their indifferent, blasé attitudes. They don't care about the company, they probably don't like their jobs, and they send negative signals everywhere they go.

According to Bloomberg, the retail sector is experiencing staff turnover rate of roughly 5% per month. In following the trend, Wal-Mart would lose 60% of employees on average (Mayer & Noiseux, 2015). Employees site multiple reasons for leaving voluntarily or termination due to lack of job training, and employee recognition Lieb & Lieb, 2013). Companies currently have less than stellar strategies retaining employees resulting in the high turnover rates, which affect profitability (Das, 2015).