for

Detailed Answer.

Explanation:

Definition (5 points):

Alienation at work refers to a state where employees feel disconnected, powerless, or estranged

from their job, their colleagues, or the organisation. The concept, linked to Karl Marx’s theory,

highlights situations where workers feel that they have little control, little purpose, and no personal

fulfilment in their role. Alienation often leads to low motivation, disengagement, and reduced

productivity.

Five Factors that Cause Alienation (20 points):

Repetitive and monotonous work – Jobs that involve the same routine tasks every day can make

employees feel like “cogs in a machine.” For example, a procurement clerk only processing invoices

with no involvement in decision-making may quickly feel alienated.

Lack of autonomy – When employees have no control over how they do their work, they feel

powerless. In procurement, if buyers must follow rigid procedures without input into strategy, they

may feel disengaged.

Poor leadership and communication – Alienation grows when managers fail to involve employees,

communicate decisions, or provide feedback. Staff may feel undervalued and excluded from

organisational goals.

Weak connection to organisational purpose – If employees cannot see how their work contributes to

wider goals or society, they may feel their role lacks meaning. For instance, working in a cost-cutting

environment without recognition of social value or sustainability can reduce motivation.

Lack of recognition or development opportunities – When employees feel their contributions are

ignored, or they see no path for growth, they disengage. In procurement, failing to recognise

successful negotiations or not offering training can create a sense of alienation.

Conclusion:

Alienation occurs when employees feel disconnected from their work, leading to low morale and

performance. It can be caused by repetitive tasks, lack of autonomy, poor leadership, absence of

purpose, and lack of recognition. For managers, reducing alienation means creating meaningful

work, involving employees in decisions, and supporting development, which leads to higher

engagement and productivity in procurement and supply functions.