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Causes Of Employee Disengagement
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1.5 SIGNIFICANCE OF THE STUDY
Apart from shedding very significant
light on the immediate and remote causes of employee disengagement both
in public and private establishments, the present research would
significantly reduce cases of unnecessary employee disengagement through
it’s recommendations.
For both employees and employers this research
work will serve as a reliable guidelines of ways to checkmate the
possibility of it’s occurrence.
1.6 RESEARCH HYPOTHESIS
The
hypothesis behind this work is that there often isn’t a single cause of
employee disengagement especially in private establishments where such
cases are abound. In the cases of public establishments the bureaucratic
process doesn’t make for a common and problematic situation like in the
private sector.
1.7 SCOPE OF THE STUDY
This research focuses
mainly on the causes of employee disengagement. The study handles mostly
the disengagement that occurs mostly in the private sectors as the most
cases are found occurring there as opposed to that of the public sector
which sees such speedy disengagement found in private establishments
only with contract employees. The research studies the causes the
processes that culminates in the termination of employee upon which the
recommendations made in the last chapter is arrived.
1.8 LIMITATIONS OF THE STUDY
Most
establishments are usually not very open about the reasons for
disengaging am employee due to fear of litigation. They either close
their files or give very vague responses. This has been the major
limitations of this research work so that the more available source of
the causes are from the employees who have been disengaged rather than
the employers from who the major causes can be established.
1.9 DEFINITION OF TERM
Employee Disengagement
This
is the formal termination of an employment appointment by the employer
due to a contract violation on the part of the employee
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