Name Khuwajah Mujibulrahman Sediqi

Registration Number 912-1809043

Course Title Employee Engagement
Session Spring 2020
Exam Terminal
Situation 1

1.As we studied that the four drivers of WIFI models leads to employee engagement and
engagement itself causes to many positive things like higher productivity level, lower
employee turnover, low absenteeism and etc. in the organizations.
So in this situation the Hawthorne Trust Company planned to let a no-hiring rule and
normal attrition handle the problem and since the company had no intention of releasing
any employees even in the poor business conditions the decision of not releasing
employees must be shared in a very motivating way with employees in order to make
them feel job security and prevent poor morale, jittery and a dropping of productivity
level in the company.

2. Being as a supervisor of Hawthorne Trust I would do two things in order to engage

employees, firstly I would involve the employees in the each and every decisions of the
organization in order to make them feel desire for ownership and secondly I would share
whatever decision made by senior management which is the intention of not releasing
employees with whole employees but not with press since the company is conservative in
order to dictate that your job is secure and work with no tensions.

3.The Information Sharing component of WIFI model suits this situation, if the
employees were do informed and involved about the decision of the company it would
definitely results to prevent poor morale, jittery and dropping of productivity level in the
company.
Situation 2

1. Since the employees of this department aged between 18 – 30 they are young and high
school graduates, they are having low level of experience and are not expert enough to
work in the factory-like department with repetitive works which requires discretionary
efforts. The head of proof department needs to provide varieties of training and
development in order to provide them enough knowledge to deal with the hard working
conditions and involve them with the organization and other team members. The next
solution is to recruit more expert and experienced people to work under tough conditions
and do not remain absent on Mondays and Fridays which are next to holidays and will
leads to stop higher employee turnover and to increase the productivity level in the
organization.

2. The situation 2 shows that employees are not engaged with their organization maybe
due to lake of information about the company’s goals, involvement and well-being since
they are not motivated to work with full potential. As well-being comes through
sustainable motivation the unit manager can motivate their employees using spritzers
motivation theory which are desire for activity, desire for ownership and power, desire
for affiliation since people are social creatures, desire for competence, desire for
achievement, recognition and meaning which will leads to well-being. Then he can do the
three level of involvement which are with line manager, other teams and organization
which will leads to employee involvement and finally sharing the effective information
through accurate communication channel which leads to information sharing. By doing
above the employees will become more engaged with the company and will results to
higher productivity level.

3. This situation is related to well-being because the employees are not motivated to give
discretionary effort toward the company’s goal, involvement because employees are not
involved with organization, line manager and other team members and maybe fairness
because the young employees are not fair with the company and are not processing 1500
– 1800 items per hour and decreases the average.
Situation 3

1. Having interpersonal skills and working as a team player is much important for the
potential applicants to higher employees. As there are many non-team players who are
looking for employment to work individually or join organizations that will work to turn
them into team player.
In the ethical dilemma “pressure to be a team player” Zachery Sanders did hire by
organization which already aware that he is not a team player and interested to work
alone. After many years of hiring company decided to switch to workplace team and it
was not acceptable by Zack since he did not have the experience of working with team
and could create point of disconnect for the other team members. So I don’t think it is
unethical to get your employees meet your company’s requirements, but it is important to
take the abilities and attitudes when you are deciding something associating their interest
in it. For Zach’s to be a team player since he works best when he works alone and hired
for the same reason to work individually. On the other side he also needs to improve his
skill to be a good team player otherwise the companies need to involve their employees
with other team members in order to make them engaged and improve the performance of
the company.

2. No, the employer doesn’t break the implied contract due to following reasons:
a. The concept of working as individual or as a team player may not mentioned in
the contract.
b. If it is mentioned, Zack’s worked for many years as individual and now the
company needs to use the team workplace strategy to reach its goals.
c. As an individual Zack’s must learn how to work in a team and here is the good
chance to improve his skills which causes to share his skills with others as well.

3. It is the responsibility of the employer to provide well-being and other involvement

drivers for not only Zack but for all of its employees in order to retain their employees
and increase the engagement level in the organization to increase the performance level.
It is the responsibility of Zack as well to compromise with the company as well.

4. This situation is related to Well-being because the company must try to work for Well-
being of Zack and other employees which is providing individually works and fairness
because the company must be fair with Zack by not forcing him to work as a team
member, otherwise it will causes to employee demotivation and lower productivity.