Disengaged employees and counterproductive behaviors have become the norm in many organizations, and as a result, organizations are implementing more stringent policies, enforcing regular trainings, and installing cameras throughout the workforce

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Disengaged employees and counterproductive behaviors have become the norm in
many organizations, and as a result, organizations are implementing more stringent
policies, enforcing regular trainings, and installing cameras throughout the workforce.
Examples of counterproductive activities include daydreaming, looking busy,
moonlighting, and even cyberloafing. When an employee is daydreaming, he or she
appears to be working but in reality is distracted by non-work-related thoughts and
fantasies. When an employee is looking busy, he or she pretends to be busy or
overwhelmed with work. An employee who is moonlighting uses company time and
resources to complete personal tasks. An employee who is cyberloafing uses a
company computer to send personal emails, chat online, or use the Internet for their
personal satisfaction. The following table represents signs of employee
disengagement:
Signs of Being Physically
Signs Meaning to HR Management Implications

2. Tardiness Intentionally arriving to work late or
leaving work early
Punctuality
issues
Long or Excessive
Breaks
Intentionally taking long breaks or too
many breaks
Productivity
issues
Missing Meetings Intentionally neglecting important work
functions
Reliability
issues
Disregarding
Deadlines
Intentionally being careless Commitment
issues
Excessive
Absences
Intentionally disrupting the workflow Dependability
issues
High-quality organizational citizens refrain from counterproductive activities and
being disengaged from their organization.
For this SLP, you will write a paper describing why you or someone you know has
been disengaged from the organization. You will provide specific examples

3. throughout your paper. Furthermore, you will discuss solutions for each issue that
you discuss from an HR manager’s perspective.
SLP Assignment Expectations
Your paper should be 2–4 pages, not including the cover sheet and reference page.
You are expected to deal with these issues in an integrated fashion, rather than
treating them as a series of individual questions to be answered one by one and left
at that.
You will be particularly assessed on:
● Your completion of all the steps in the exercise.
● Your ability to synthesize information and present a concise and
meaningful paper.
● The clarity and quality of your writing.
SLP Assignment Expectations (Structure)
1. Make sure that you use your own language (rather than copying
sentences from the article).
2. Your paper will be graded based on the following criteria: Precision,
Clarity, Breadth, Depth, Grammar/Vocabulary, Referencing, and
Application.
3. Use 12-point type size (Times New Roman), double-spacing, and
one-inch margins. Add a cover page and a references list.
4. Cite your sources: APA Style - Trident requires all PhD work to be in APA
form. We also encourage all other students to comply with guidelines for
proper citation of references. You may use the tutorial found on the
following link (press “view the tutorial”):
http://www.apastyle.org/learn/tutorials/basics-tutorial.aspx?apaSessionKe
y=4532A4A4911C1E8D5E885C141739A382

4. Organizations and Human Resource Management (HRM)Required Material
Disengaged Employees
Disengaged employees and counterproductive behaviors have become the norm in
many organizations, and as a result, organizations are implementing more stringent
policies, enforcing regular trainings, and installing cameras throughout the workforce.
Examples of counterproductive activities include daydreaming, looking busy,
moonlighting, and even cyberloafing. When an employee is daydreaming, he or she
appears to be working but in reality is distracted by non-work-related thoughts and
fantasies. When an employee is looking busy, he or she pretends to be busy or
overwhelmed with work. An employee who is moonlighting uses company time and
resources to complete personal tasks. An employee who is cyberloafing uses a
company computer to send personal emails, chat online, or use the Internet for their
personal satisfaction. The following table represents signs of employee
disengagement:
Signs of Being Physically
Signs Meaning to HR Management Implications

5. Tardiness Intentionally arriving to work late or
leaving work early
Punctuality
issues
Long or Excessive
Breaks
Intentionally taking long breaks or too
many breaks
Productivity
issues
Missing Meetings Intentionally neglecting important work
functions
Reliability
issues
Disregarding
Deadlines
Intentionally being careless Commitment
issues
Excessive
Absences
Intentionally disrupting the workflow Dependability
issues
High-quality organizational citizens refrain from counterproductive activities and
being disengaged from their organization.
For this SLP, you will write a paper describing why you or someone you know has
been disengaged from the organization. You will provide specific examples

6. throughout your paper. Furthermore, you will discuss solutions for each issue that
you discuss from an HR manager’s perspective.
SLP Assignment Expectations
Your paper should be 2–4 pages, not including the cover sheet and reference page.
You are expected to deal with these issues in an integrated fashion, rather than
treating them as a series of individual questions to be answered one by one and left
at that.
You will be particularly assessed on:
● Your completion of all the steps in the exercise.
● Your ability to synthesize information and present a concise and
meaningful paper.
● The clarity and quality of your writing.
SLP Assignment Expectations (Structure)
1. Make sure that you use your own language (rather than copying
sentences from the article).
2. Your paper will be graded based on the following criteria: Precision,
Clarity, Breadth, Depth, Grammar/Vocabulary, Referencing, and
Application.
3. Use 12-point type size (Times New Roman), double-spacing, and
one-inch margins. Add a cover page and a references list.
4. Cite your sources: APA Style - Trident requires all PhD work to be in APA
form. We also encourage all other students to comply with guidelines for
proper citation of references. You may use the tutorial found on the
following link (press “view the tutorial”):
http://www.apastyle.org/learn/tutorials/basics-tutorial.aspx?apaSessionKe
y=4532A4A4911C1E8D5E885C141739A382

7. Lindley, Clyde J. (1984). Putting ''Human'' into Human Resource Management.
Public Personnel Management, Volume 13, Issue 4, pp. 501–510.
David Baker. (1999). Strategic human resource management: performance,
alignment, management. Librarian Career Development, Volume 7, Issue 5, pp.
51–63. ISSN 0968-0810.
G. Roos, Lisa Fernström, S. Pike. (2004). Human resource management and
business performance measurement. Measuring Business Excellence, Volume 8,
Issue 1, pp. 28–37.
Dery, Kristine and MacCormick, Judith S. (2012). Engaged or just connected?:
Smartphones and employee engagement. Organizational dynamics, Volume 41,
Issue 3, pp. 194–201.
Fred Luthans and Suzanne J. Peterson. (2002). Employee engagement and
manager self-efficacy. Journal of Management Development, Volume 21, Issue 5,
pp. 376–387.
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