A call for action: understanding the new trends of a post-pandemic workplace and exploring strategies to address them
Autor(a) principal: | |
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Data de Publicação: | 2023 |
Tipo de documento: | Dissertação |
Idioma: | eng |
Título da fonte: | Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
Texto Completo: | http://hdl.handle.net/10400.26/48086 |
Resumo: | “The Great Resignation”, a term coined to describe the surge of employees leaving their jobs during and after the COVID-19 pandemic, has sparked a renewed interest in the phenomenon of quiet quitting and quiet firing. This thesis examines the impact of these three related but distinct phenomena on the workplace, with a particular focus on their causes, consequences, and potential solutions. Using a mixed-methods approach, this study analyzes survey data from employees who have experienced quiet quitting or quiet firing and conducts in-depth interviews with stakeholders to explore what they know about them, the causes and impacts of these phenomena. The findings suggest that the Great Resignation has led to an increase in both quiet quitting and quiet firing, with significant consequences for both employees and employers. This thesis argues that quiet quitting and quiet firing are symptoms of a broader problem in the workplace, namely, a lack of empathy, a human factor concern and communication between employees and employers. The study reveals that when employees feel undervalued or disengaged from their work, they are more likely to engage in quiet quitting or be subject to quiet firing. The implications of this study for organizations are significant. By creating a workplace culture that values transparency, communication, and trust, employers can reduce the risk of quiet quitting and quiet firing and promote employee engagement and retention. Additionally, organizations may need to rethink their talent management strategies in light of “The Great Resignation”, taking specific steps to attract and retain top talent in a highly competitive job market. |
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A call for action: understanding the new trends of a post-pandemic workplace and exploring strategies to address themThe Great ResignationQuiet quittingQuiet firingDesign managementWorkplace“The Great Resignation”, a term coined to describe the surge of employees leaving their jobs during and after the COVID-19 pandemic, has sparked a renewed interest in the phenomenon of quiet quitting and quiet firing. This thesis examines the impact of these three related but distinct phenomena on the workplace, with a particular focus on their causes, consequences, and potential solutions. Using a mixed-methods approach, this study analyzes survey data from employees who have experienced quiet quitting or quiet firing and conducts in-depth interviews with stakeholders to explore what they know about them, the causes and impacts of these phenomena. The findings suggest that the Great Resignation has led to an increase in both quiet quitting and quiet firing, with significant consequences for both employees and employers. This thesis argues that quiet quitting and quiet firing are symptoms of a broader problem in the workplace, namely, a lack of empathy, a human factor concern and communication between employees and employers. The study reveals that when employees feel undervalued or disengaged from their work, they are more likely to engage in quiet quitting or be subject to quiet firing. The implications of this study for organizations are significant. By creating a workplace culture that values transparency, communication, and trust, employers can reduce the risk of quiet quitting and quiet firing and promote employee engagement and retention. Additionally, organizations may need to rethink their talent management strategies in light of “The Great Resignation”, taking specific steps to attract and retain top talent in a highly competitive job market.Rosa, Carlos AlvesGancho, SaraRepositório ComumFonseca, João Pedro Lima da2023-11-24T11:25:10Z2023-092023-09-01T00:00:00Zinfo:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/masterThesisapplication/pdfapplication/pdfhttp://hdl.handle.net/10400.26/48086TID:203401387enginfo:eu-repo/semantics/openAccessreponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãoinstacron:RCAAP2023-11-30T16:00:31Zoai:comum.rcaap.pt:10400.26/48086Portal AgregadorONGhttps://www.rcaap.pt/oai/openaireopendoar:71602024-03-20T00:40:22.367600Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãofalse |
dc.title.none.fl_str_mv |
A call for action: understanding the new trends of a post-pandemic workplace and exploring strategies to address them |
title |
A call for action: understanding the new trends of a post-pandemic workplace and exploring strategies to address them |
spellingShingle |
A call for action: understanding the new trends of a post-pandemic workplace and exploring strategies to address them Fonseca, João Pedro Lima da The Great Resignation Quiet quitting Quiet firing Design management Workplace |
title_short |
A call for action: understanding the new trends of a post-pandemic workplace and exploring strategies to address them |
title_full |
A call for action: understanding the new trends of a post-pandemic workplace and exploring strategies to address them |
title_fullStr |
A call for action: understanding the new trends of a post-pandemic workplace and exploring strategies to address them |
title_full_unstemmed |
A call for action: understanding the new trends of a post-pandemic workplace and exploring strategies to address them |
title_sort |
A call for action: understanding the new trends of a post-pandemic workplace and exploring strategies to address them |
author |
Fonseca, João Pedro Lima da |
author_facet |
Fonseca, João Pedro Lima da |
author_role |
author |
dc.contributor.none.fl_str_mv |
Rosa, Carlos Alves Gancho, Sara Repositório Comum |
dc.contributor.author.fl_str_mv |
Fonseca, João Pedro Lima da |
dc.subject.por.fl_str_mv |
The Great Resignation Quiet quitting Quiet firing Design management Workplace |
topic |
The Great Resignation Quiet quitting Quiet firing Design management Workplace |
description |
“The Great Resignation”, a term coined to describe the surge of employees leaving their jobs during and after the COVID-19 pandemic, has sparked a renewed interest in the phenomenon of quiet quitting and quiet firing. This thesis examines the impact of these three related but distinct phenomena on the workplace, with a particular focus on their causes, consequences, and potential solutions. Using a mixed-methods approach, this study analyzes survey data from employees who have experienced quiet quitting or quiet firing and conducts in-depth interviews with stakeholders to explore what they know about them, the causes and impacts of these phenomena. The findings suggest that the Great Resignation has led to an increase in both quiet quitting and quiet firing, with significant consequences for both employees and employers. This thesis argues that quiet quitting and quiet firing are symptoms of a broader problem in the workplace, namely, a lack of empathy, a human factor concern and communication between employees and employers. The study reveals that when employees feel undervalued or disengaged from their work, they are more likely to engage in quiet quitting or be subject to quiet firing. The implications of this study for organizations are significant. By creating a workplace culture that values transparency, communication, and trust, employers can reduce the risk of quiet quitting and quiet firing and promote employee engagement and retention. Additionally, organizations may need to rethink their talent management strategies in light of “The Great Resignation”, taking specific steps to attract and retain top talent in a highly competitive job market. |
publishDate |
2023 |
dc.date.none.fl_str_mv |
2023-11-24T11:25:10Z 2023-09 2023-09-01T00:00:00Z |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/masterThesis |
format |
masterThesis |
status_str |
publishedVersion |
dc.identifier.uri.fl_str_mv |
http://hdl.handle.net/10400.26/48086 TID:203401387 |
url |
http://hdl.handle.net/10400.26/48086 |
identifier_str_mv |
TID:203401387 |
dc.language.iso.fl_str_mv |
eng |
language |
eng |
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info:eu-repo/semantics/openAccess |
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openAccess |
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application/pdf application/pdf |
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reponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação instacron:RCAAP |
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Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
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RCAAP |
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RCAAP |
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Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
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Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
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Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
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