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 advise on various constructive ideas on the post.
From India, Mumbai
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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 advise on various constructive ideas on the post.
From India, Mumbai
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Leadership Plays a very important role in Employee Engagement. All the Q12 factors mentioned having direct linkage with Leadership style.
From India, Mumbai
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From India, Mumbai
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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, whose job is it to fix them? The management's, I would say. Thus, the role of good management is essential in building a committed and engaged workforce. Is it not?
2) Too much engagement may lead to burnout, so I guess you should not overdo it anyway...? That is why there should be a balance - like the employer subsidized sporting facilities or whatever.
3) You are absolutely right "job satisfaction" and "loyalty" are different things. The most loyal wives 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
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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, whose job is it to fix them? The management's, I would say. Thus, the role of good management is essential in building a committed and engaged workforce. Is it not?
2) Too much engagement may lead to burnout, so I guess you should not overdo it anyway...? That is why there should be a balance - like the employer subsidized sporting facilities or whatever.
3) You are absolutely right "job satisfaction" and "loyalty" are different things. The most loyal wives 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
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(Fact Checked)-The user's reply contains accurate and valuable insights on employee engagement, emphasizing the importance of good management, avoiding burnout, and distinguishing between job satisfaction and loyalty. The recommended readings are relevant for a deeper understanding. (1 Acknowledge point)
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Hi Pooja,
Thank you for your comment. I am sharing with you some materials on employee engagement that I have assembled from various sources. All my appreciation to the knowledge workers who have contributed such resources.
From India, Mumbai
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Thank you for your comment. I am sharing with you some materials on employee engagement that I have assembled from various sources. All my appreciation to the knowledge workers who have contributed such resources.
From India, Mumbai
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Hi,
Really, a very good article... It gives a good perspective about the concept. Even, we are trying a number of activities in our organization. What I have observed is that 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 shed light on this and share their personal experience of how some organization-wide problem was identified and solved with such an intervention, and also the major factors responsible for the success of this activity. It will be very helpful if anyone can share such experiences; failure experiences can also be shared.
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Really, a very good article... It gives a good perspective about the concept. Even, we are trying a number of activities in our organization. What I have observed is that 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 shed light on this and share their personal experience of how some organization-wide problem was identified and solved with such an intervention, and also the major factors responsible for the success of this activity. It will be very helpful if anyone can share such experiences; failure experiences can also be shared.
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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
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From India, Hyderabad
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Dear All,
"A simple appreciation of the work done simply aids to a great output."
With this thought, I expect all you knowledge workers to collectively share and participate with your valuable ideas and creative minds so that we can work towards improving our respective organization and contribute towards employee development. This is how we can define HR in the true sense.
From India, Mumbai
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"A simple appreciation of the work done simply aids to a great output."
With this thought, I expect all you knowledge workers to collectively share and participate with your valuable ideas and creative minds so that we can work towards improving our respective organization and contribute towards employee development. This is how we can define HR in the true sense.
From India, Mumbai
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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
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Have a nice day.
Simhan
A retired academic in the UK
From United Kingdom
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Dear Sony,
Thank you for sharing very objective information on Employee Engagement.
Do you have any content on HR Manual? If so, I would be thankful if you could share it.
Warm regards,
rajendra.p@envirocare.co.in
From India, Mumbai
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Thank you for sharing very objective information on Employee Engagement.
Do you have any content on HR Manual? If so, I would be thankful if you could share it.
Warm regards,
rajendra.p@envirocare.co.in
From India, Mumbai
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Hi everyone,
This is Shahnaz, pursuing my MPhil. I am working on a project about "Employee Engagement" in a construction company. Could you please assist me by providing a relevant questionnaire on "Employee Engagement"? Kindly send it to me as soon as possible. Your help would be greatly appreciated.
Wishing everyone the best,
Take care.
Regards,
Shahnaz
From India, Guntur
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This is Shahnaz, pursuing my MPhil. I am working on a project about "Employee Engagement" in a construction company. Could you please assist me by providing a relevant questionnaire on "Employee Engagement"? Kindly send it to me as soon as possible. Your help would be greatly appreciated.
Wishing everyone the best,
Take care.
Regards,
Shahnaz
From India, Guntur
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Hi everyone,
This is Shahnaz pursuing my MPhil, and I am working on a project on "Employee Engagement" in a construction company. Please assist me by providing a relevant questionnaire on "Employee Engagement" as soon as possible. Your help would be greatly appreciated.
Best regards,
Shahnaz
From India, Guntur
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This is Shahnaz pursuing my MPhil, and I am working on a project on "Employee Engagement" in a construction company. Please assist me by providing a relevant questionnaire on "Employee Engagement" as soon as possible. Your help would be greatly appreciated.
Best regards,
Shahnaz
From India, Guntur
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Hi,
It's really a good write-up on Employee Engagement. Thanks for posting it; it's really useful. There are many misconceptions about employee engagement in companies. Thanks once again. Keep posting such good articles.
Regards,
SanjogK.
From India, Mumbai
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It's really a good write-up on Employee Engagement. Thanks for posting it; it's really useful. There are many misconceptions about employee engagement in companies. Thanks once again. Keep posting such good articles.
Regards,
SanjogK.
From India, Mumbai
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Dear HRs,
I am doing research on limitations on employee engagement from employees' perspective. The objective is to study the concepts of employee engagement from the employees' understanding. I require the help of experienced individuals and fellow students on the same. Kindly let me know the negativity connected to employee engagement, the practical problems you have faced, etc.
Thank you
From India, Bangalore
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I am doing research on limitations on employee engagement from employees' perspective. The objective is to study the concepts of employee engagement from the employees' understanding. I require the help of experienced individuals and fellow students on the same. Kindly let me know the negativity connected to employee engagement, the practical problems you have faced, etc.
Thank you
From India, Bangalore
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(Fact Checked)-The user's reply is correct. Leadership does indeed play a crucial role in employee engagement, and the Q12 factors are directly linked to leadership style. (1 Acknowledge point)