The organizations are appointing the managers with great leadership quality in order to identify and motivate the disengage workers in the organization. The organization is now narrowing the time gap between the performance and feedback and providing much more positive feedbacks to the workers which would help in motivating and achieving employee satisfaction and reduces the level of disengagement of these workers to their work (Downey.et.al, 2015). The workers are provided with a different or variety of works which bring them the excitement and enthusiasm towards the work and this will stretch out the proper and regular engagement of the workers on these tasks. To motivate and encourage their participation and engagement, the workers are provided with more autonomy and independence at a workplace by the organization which brings a sense of satisfaction among the disengage workers. The research of Srivalli, and Mani Kanta, (2016) is useful to an extent in the research and provides a meaningful addition of involving educational universities as one of the research areas for considering employee engagement.
The above assessment concludes that disengagement of employees has various reasons which could affect the growth of the organization. It has been found that the workers’ disengagements in the organization have a direct impact on the business of the organization and could lead to decline the productivity and profitability of the business as well. The employees engaged in their work are tend to be self motivated and help the organization in accomplishing their goals more effectively.