The disengaging workforce : causes and remedies of employee disengagement a local management perspective

Abstract

This research aims to examine managerial approaches to employee engagement, their perceptions of disengagement causes, their strategies for bolstering engagement, and their inherent comprehension of employee engagement. Drawing upon Maslow's five tiers: physiological, safety, love and belongingness, esteem, and self-actualisation, provides a comprehensive framework for interpreting employee motivation and posits that employees must fulfil basic needs before attaining complete work engagement. In order to accomplish the aim of this research, eight semi-structured interviews were carried out with individuals occupying managerial roles, possessing approximately twenty years of pertinent experience. A thematic analysis approach, as delineated by Braun and Clarke , was utilised to evaluate the collected data. This study revealed managerial perspectives on factors influencing employee engagement, identifying disengagement sources as an employee and leadershiprelated concerns. Employee-oriented factors include excessive workload, interpersonal conflicts, lack of purpose, and unaddressed needs, as per Maslow's Hierarchy of Needs Theory. Leadership-related challenges involve inadequate compensation, unfair practices, limited recognition, constrained career development, and mistrust, so addressing these aspects is essential for boosting engagement and organisational performance. The research identified three primary elements for improving employee engagement: ethical and just leadership, employee-centred leadership, and positive leadership attitudes. Fair compensation, employee feedback, effective communication, trust, support, and transparent career advancement foster engagement. Positive leadership traits, including ethical conduct and efficient communication, create a supportive atmosphere that boosts team engagement. Attentive Management is essential for identifying early disengagement signs, facilitating prompt intervention and issue resolution, and enhancing engagement and job satisfaction. The importance of employee engagement is manifested through its impact on organisational success, employee well-being, profitability, company reputation, workplace atmosphere, and turnover reduction. Engaged employees exhibit heightened performance, productivity, and commitment, inspiring their colleagues. These findings align with earlier research and Maslow's Hierarchy, emphasising the importance of fostering employee engagement for individual and organisational achievement.