Hi:
I have compiled a write up on "Employee Engagement" with reference from various sources from the web.
I owe my sincere thanks to the scholars who helped me in preparing the write up without their knowledge.
Please do advice on various constructive ideas on the post.
From India, Mumbai
13I have compiled a write up on "Employee Engagement" with reference from various sources from the web.
I owe my sincere thanks to the scholars who helped me in preparing the write up without their knowledge.
Please do advice on various constructive ideas on the post.
From India, Mumbai
Leadership Plays a very important role in Employee Engagement. All the Q12 factors mentioned having direct linkage with Leadership style.
From India, Mumbai
From India, Mumbai
Hi, very nice compilation... :-)
If You want to take it a little further I have some ideas... it's pretty clear what needs to be achieved, then again how do you do it?
1) There is the story about people not leaving their "job", they are in 80% of cases leaving a poor boss/bad management. Also, if you look at the Gallup question, in case the reply to those would be negative, who's job is it to fix them? The management's, I would say. Thus, the role of good management is essential in building committed and engaged workforce. Is it not?
2) Too much engagement may lead into burn-out, so I guess you should not over-do it anyway....? That is why there should be a balance - like the employer subsidised sporting facilities or what ever.
3) You are absolutely right "job satisfaction" and "loyalty" are different things. The most loyal wifes in the world are in Afghanistan, however they are probably not the most satisfied...
I can recommend some reading or sources to take another view:
- Peter Senge, "The Fifth Discipline" (pp. 203-204 especially) - about levels of commitment.
- Edward L. Deci, "Why We Do What We Do"(p. 36) - about rewards and recognition.
- Daniel Goleman, "Primal Leadership" (p.109 and p.218) - about Emotional Intelligent corporate culture and self-directed learning.
Thanks for the great post!
From Finland, Helsinki
If You want to take it a little further I have some ideas... it's pretty clear what needs to be achieved, then again how do you do it?
1) There is the story about people not leaving their "job", they are in 80% of cases leaving a poor boss/bad management. Also, if you look at the Gallup question, in case the reply to those would be negative, who's job is it to fix them? The management's, I would say. Thus, the role of good management is essential in building committed and engaged workforce. Is it not?
2) Too much engagement may lead into burn-out, so I guess you should not over-do it anyway....? That is why there should be a balance - like the employer subsidised sporting facilities or what ever.
3) You are absolutely right "job satisfaction" and "loyalty" are different things. The most loyal wifes in the world are in Afghanistan, however they are probably not the most satisfied...
I can recommend some reading or sources to take another view:
- Peter Senge, "The Fifth Discipline" (pp. 203-204 especially) - about levels of commitment.
- Edward L. Deci, "Why We Do What We Do"(p. 36) - about rewards and recognition.
- Daniel Goleman, "Primal Leadership" (p.109 and p.218) - about Emotional Intelligent corporate culture and self-directed learning.
Thanks for the great post!
From Finland, Helsinki
Hi pooja
Thanks for your comment. Sharing with you some materials on employee engagement which i have assembled from various sources.
All my appretiation to the knowledge workers who have contributed such resources.
From India, Mumbai
Thanks for your comment. Sharing with you some materials on employee engagement which i have assembled from various sources.
All my appretiation to the knowledge workers who have contributed such resources.
From India, Mumbai
Hiii,,,
Really a very good article... It gives a good perspective about the concept...
Even we are tryin number of activities in our organization... what I have observed is executing what we visualize is the biggest challenge....
HR has a very important role here to ensure the execution is as per visualization...
It will be great if anyone can throw light on this and share his personal experience of how some organization wide problem was identified and solved with such a intervention.. and also the major factors responsible for the success of this activity..
It will be very helpful if anyone can share such experience... failure experiences can also be shared...
Really a very good article... It gives a good perspective about the concept...
Even we are tryin number of activities in our organization... what I have observed is executing what we visualize is the biggest challenge....
HR has a very important role here to ensure the execution is as per visualization...
It will be great if anyone can throw light on this and share his personal experience of how some organization wide problem was identified and solved with such a intervention.. and also the major factors responsible for the success of this activity..
It will be very helpful if anyone can share such experience... failure experiences can also be shared...
Dear Sony : Great !!!!! A very useful info which I have passed on to my friends including my colleagues and deptal HR Exec. Let us share such vital tips for a better HR. Rgds :::Dhinakaran
From India, Hyderabad
From India, Hyderabad
Dear All
"A simple appretiation of the work done simply aids to a great output".
With this thought i expect all you knowledge workers to collectively share & participate with your valuable ideas & creative minds so that we can work towards improving our respective organization & contribute towards employee development.
This is how we can define HR in true sense....
From India, Mumbai
"A simple appretiation of the work done simply aids to a great output".
With this thought i expect all you knowledge workers to collectively share & participate with your valuable ideas & creative minds so that we can work towards improving our respective organization & contribute towards employee development.
This is how we can define HR in true sense....
From India, Mumbai
Why do you want to just attach a questionnaire in your project report? What's the project about and where are you studying for what qualification?
Have a nice day.
Simhan
A retired academic in the UK
From United Kingdom
Have a nice day.
Simhan
A retired academic in the UK
From United Kingdom
Dear Sony,
Thanks for sharing very objective information on Employee Engagement.
Do you have any content on HR Manual? If so, I shall be thankfull if you can share it.
warm regards,
From India, Mumbai
Thanks for sharing very objective information on Employee Engagement.
Do you have any content on HR Manual? If so, I shall be thankfull if you can share it.
warm regards,
From India, Mumbai
hi every one
This is shahnaz pursuing my Mphil n I am doing a project on "Employee Engagement" in a construction company, so please help me out by providing a relevant questionnaire on "Employee Engagement".
so send me as soon as possible n do me the favour.
all the best to every one
take care
regards
shahnaz.
From India, Guntur
This is shahnaz pursuing my Mphil n I am doing a project on "Employee Engagement" in a construction company, so please help me out by providing a relevant questionnaire on "Employee Engagement".
so send me as soon as possible n do me the favour.
all the best to every one
take care
regards
shahnaz.
From India, Guntur
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Employee-engage ment.prn_190.pd f
Employee Engagement Study.doc
Employee engagement.ppt