Podcast
Questions and Answers
Employee–employer relationships are evolving into ______.
Employee–employer relationships are evolving into ______.
partnerships
There is an increased demand for work-life ______.
There is an increased demand for work-life ______.
balance
HR plays a more ______ role in promoting links between employee performance and business goals.
HR plays a more ______ role in promoting links between employee performance and business goals.
strategic
Organizations that offer a culture of psychological conditions of ______, safety, and availability are more likely to have engaged employees.
Organizations that offer a culture of psychological conditions of ______, safety, and availability are more likely to have engaged employees.
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Key retention factors include the mission and values of the company, treatment of ______, and learning opportunities.
Key retention factors include the mission and values of the company, treatment of ______, and learning opportunities.
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Good quality line management involves managers who care about their employees and provide development __________.
Good quality line management involves managers who care about their employees and provide development __________.
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Two-way, open communication allows employees to voice ideas and keeps them __________ about relevant information.
Two-way, open communication allows employees to voice ideas and keeps them __________ about relevant information.
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An evolving workplace dynamic includes an increased focus on selective ______ to keep mission-critical talent.
An evolving workplace dynamic includes an increased focus on selective ______ to keep mission-critical talent.
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Effective __________ is important for collaboration between different departments and management.
Effective __________ is important for collaboration between different departments and management.
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Employee loyalty must be earned through a culture of respect, integrity, and learning and ______.
Employee loyalty must be earned through a culture of respect, integrity, and learning and ______.
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Organizations considered as 'employers of choice' are more likely to attract and retain the best ______.
Organizations considered as 'employers of choice' are more likely to attract and retain the best ______.
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Organizations should focus on employee development by providing training for their __________ role.
Organizations should focus on employee development by providing training for their __________ role.
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Commitment to employee __________ means taking health and safety seriously in the workplace.
Commitment to employee __________ means taking health and safety seriously in the workplace.
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Clear, accessible HR policies ensure commitment to fair appraisal and equal __________.
Clear, accessible HR policies ensure commitment to fair appraisal and equal __________.
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Fair pay and benefits are assessed in terms of comparison __________ and outside the organization.
Fair pay and benefits are assessed in terms of comparison __________ and outside the organization.
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A harmonious working environment encourages employees to respect and help each __________.
A harmonious working environment encourages employees to respect and help each __________.
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Engaged employees enjoy greater levels of personal ______.
Engaged employees enjoy greater levels of personal ______.
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If an employee affirms they have the materials and equipment they need, their level of ______ is likely to be high.
If an employee affirms they have the materials and equipment they need, their level of ______ is likely to be high.
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In order to feel engaged, employees often require opportunities to learn and ______ at work.
In order to feel engaged, employees often require opportunities to learn and ______ at work.
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Disengagement is characterized by the ______ of selves from work roles.
Disengagement is characterized by the ______ of selves from work roles.
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An organization that treats its employees with dignity and respect creates a workplace culture that fosters ______ and engagement.
An organization that treats its employees with dignity and respect creates a workplace culture that fosters ______ and engagement.
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One aspect related to disengagement is the feeling of ______ in performing a job.
One aspect related to disengagement is the feeling of ______ in performing a job.
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Clear, consistent, and honest ______ is an important management tool for leveraging employee engagement.
Clear, consistent, and honest ______ is an important management tool for leveraging employee engagement.
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Engagement creates alignment between the individual and the organization's ______.
Engagement creates alignment between the individual and the organization's ______.
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Employees who trust their managers are more likely to feel they are applying their individual ______ for their own success.
Employees who trust their managers are more likely to feel they are applying their individual ______ for their own success.
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To feel engaged, employees appreciate when their opinions seem to ______ at work.
To feel engaged, employees appreciate when their opinions seem to ______ at work.
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The psychological condition of ______ relates to how meaningful it is for employees to engage in their jobs.
The psychological condition of ______ relates to how meaningful it is for employees to engage in their jobs.
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Studies show that only 56 percent of employees considered that their manager had a good understanding of their specific job ______.
Studies show that only 56 percent of employees considered that their manager had a good understanding of their specific job ______.
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A lack of communication can lead to distrust, dissatisfaction, skepticism, cynicism, and unwanted ______.
A lack of communication can lead to distrust, dissatisfaction, skepticism, cynicism, and unwanted ______.
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Disengaged employees often complain about not having the necessary ______ to do their jobs well.
Disengaged employees often complain about not having the necessary ______ to do their jobs well.
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Effective ______ is vital to avoid employee disengagement.
Effective ______ is vital to avoid employee disengagement.
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Engaged employees are likely to display high levels of organizational ______.
Engaged employees are likely to display high levels of organizational ______.
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Visible, empowering leadership provides a strong strategic ______ about the organization.
Visible, empowering leadership provides a strong strategic ______ about the organization.
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Employee engagement has continued to assume significance among the human resource (HR) community as an aspect of effective ______.
Employee engagement has continued to assume significance among the human resource (HR) community as an aspect of effective ______.
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The cognitive component of engagement includes thinking hard about the job and how to do it ______.
The cognitive component of engagement includes thinking hard about the job and how to do it ______.
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Engaged employees are more likely to want to stay with their ______.
Engaged employees are more likely to want to stay with their ______.
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Some studies show that 35% of employees continue to work for their employers for five (5) or more ______.
Some studies show that 35% of employees continue to work for their employers for five (5) or more ______.
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The emotional component of engagement involves feeling positive about doing a good ______.
The emotional component of engagement involves feeling positive about doing a good ______.
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Study Notes
Employee Engagement and Disengagement
- Employee engagement is defined as the degree of an employee's positive attachment to their job, colleagues, and organization, influencing job satisfaction and willingness to learn and perform.
- Engagement involves positive presence, intellectual effort, and positive emotions, connecting with colleagues and contributing to the organization's well-being.
- Engagement goes beyond job satisfaction and encompasses commitment to the organization and willingness to help colleagues.
- Engaged employees are aware of business context and work with colleagues to improve performance.
Core Components of Employee Engagement
- Cognitive component: Intellectual engagement, thinking hard about the job, and seeking to perform better.
- Emotional component: Positive feelings about doing a good job, putting heart into the work.
- Physical component: Active involvement, discussing work-related improvements with colleagues, utilizing energy in performing tasks.
Characteristics of Engagement
- Engaged employees perform better and are more innovative.
- Engaged employees are more likely to want to stay with their organization. Studies show 35% stay for at least 5 years, while 17% want to leave within 2 years.
- Engaged employees enjoy better personal well-being.
- Engaged employees perceive their workload to be more sustainable than others.
Factors of Employee Engagement
- Understanding expectations at work.
- Having required equipment and materials.
- Feeling empowered to do what's best at work.
- Receiving recognition for good work.
- Feeling personally valued by supervisors.
- Feeling supported in their professional growth.
Disengagement
- Disengagement is the disconnection of an employee from their work.
- Meaningfulness, safety, and availability are three psychological considerations related to disengagement.
- Disengaged employees often complain of lacking tools, unclear expectations, and a lack of management responsiveness.
Organizational Engagement
- Engaged employees are likely to demonstrate high organizational commitment.
- Key enablers for engagement include visible, empowering leadership (strong organizational narrative), engaging managers, employee voice, and organizational integrity.
- Organizations can improve engagement by having dedicated managers who support their employees, clear communication, cooperation, focus on development, commitment to employee well-being, fair pay/benefits, and creating a positive work environment.
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Description
This quiz explores the core components of employee engagement, including cognitive, emotional, and physical aspects. Understand the significance of positive attachments to jobs and colleagues, and how this engagement affects organizational performance. Test your knowledge of employee engagement to enhance your understanding of workplace dynamics.
