For over 15 years, Gallup has published their annual “State of the American Workplace” report, and one of the consistent features of that report has been the assessment of engagement in the workplace. I’m always struck by the persistently low levels of employees who report being “engaged” (which is usually around 30%, +/- a few %), and even more struck by the number of employees who report being “actively disengaged” or “not engaged” who together account for approx. 70% of the workforce. That level of disengagement represents not only a large economic cost to individual companies and society, but also an extraordinary waste of human potential.
Baumeister’s findings concur with many of the proposals made by Quin and Thakor; including “purpose” serving as a focal point defining priorities and describing why an organization does what it does, and the importance of values in aligning intent and behavior.
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