please help with the two questions

OPENING CASE Making the Decision to Engage Employee engagement is a popular topic these days. Ingen engagements to the extent to which an employee els com e to and a part of the organization. What's the erence betweengandungaged employees Gallups im Harter puts it this way. When you ask people about the green pretty dear that han the though have bought into what the about and are trying to make a difference. This is why the y the most productive workers Best Buy the giant consumer electronic metale has been using a surveys tot levels of employee engagement since 2003. Best Buysstrategy calls for providing customers with individue shopping experiences and top management real ed early on that this wegy depended on the company's most important a t the employees who engaged with its custom ers. It also stood to reason that if its customers were motivated by the compan y to respond to their individual needs, then employees could be motivated by its willingness to respond to the individual needs as well. In 2003, Best Buy thus launched a fairly radicalitative allowing employees to shape their own jobs and define their own career paths according to their own needs and talents in 2010. an independent study concluded that Best Buy had doubled the rate of increase in employee engage mert in the same year, another study linked increased employee engagement to increased productivity. The researchers found that a 0.percent increase in employee engagement at a given sore conated with an increase in sales of $100.000 Findings like those Best Buy have been confirmed on a much broader cale by a w h of independent research in 2016 for h oomined early 50.000 work units groups of woens e d to perform specifica cions 199 organs ton court The purpose of the study was to provide calcolons between employee engagement and performance outcomes According to Gaun the study confirmed the established connection between employee engagement and nine performance outcomes ranging from profitability and customer ratings to be and workplace theft Among other things. Gallup found that work units in the top quartie those that cord better than 75 percent of all organi tions in the study outperformed those in the bottom quartie those outscored by 75 percent of all organizations by 10 percent on customer rating 22 percent on profitability, and 21 percent on productivity Units in the top quartie had significantly lower levels of turnover 25-65 percent depending on Industry wide turnover Mest absenteel (37 percent, safety incidents "When you ask people about their intentions during a recession, it's pretty clear that disengaged workers are just waiting around to see what happens. Engaged workers, though, have bought into what the organization is about and are trying to make a difference This is why they're usually the most productive workers." -JIN HARTER, GALLUP EXECUTIVE 148 percent and quality defects (41 percent. Meanwhile, a study by Towers Watson, a global professional services firm, showed that organizations with high employee engagement enjoyed a 1 year average increase in operating income of 19 percent and 28 percent growth in earnings per share EPS companies with low levels of engagement experienced an average decline of 32 percent in operating income and an 11 percent drop in EPS. Gallup translated such data into some bottom line numbers: Actively disengaged employees about 26 percent of all workers cost US. organizations between $450 and $S50 billion in lost productivity every year It may seem fly obvious at this point, but according to Gartnera consulting firm specializing in information technol ogy research the positive correlation between employee engagement and orga n performance that there is a stat e for organisations that focus on enhancing employee engagement More specifically, how ever, what do of these numbers mean for top managers when it comes to implementing changes in practices affecting employee engagement For one thing they need to appreciate the numbers. "Many erectives and line managers' says Gartner will view improving employee engagement as a soft and furry concepting to understand why it's important and what a vital role it plays in driving business success THINK IT OVER 1 What role might HR play in helping to enhance employee engagement? 2. How easy or difficult would you expect it to be to trans form disengaged workers into engaged workers? CHAPTER & Human Resource Deco Ming in ons 135