Employees who are highly engaged are committed to their work and see themselves as helping "build a cathedral". Disengaged employees have essentially checked out and are merely "laying bricks" for a paycheck. It has been reported that only about 30 percent of the American workforce is seen as fully engaged. International data show similar results as per Gallup reports. With this in mind, please address the following:

1. What is the impact of engaged versus disengaged employees on the performance of an organization?

2. Using Lewin's Model, how would you re-engage disengaged employees?

3. Combined with Lewin's Model, how would you use Drucker's Management by Objectives (MBO) to secure the commitment of all employees?

4. What can leaders do to preserve the organizational commitment of their employees once attained?

Requires credible (less than 5 years old) sources for the references.