Podcast
Questions and Answers
Engaged employees perform better than others.
Engaged employees perform better than others.
True
Engaged employees are more likely to want to stay with their employer.
Engaged employees are more likely to want to stay with their employer.
True
Engaged employees experience greater levels of personal well-being.
Engaged employees experience greater levels of personal well-being.
True
Engaged employees are more likely to perceive their workload to be more sustainable than others.
Engaged employees are more likely to perceive their workload to be more sustainable than others.
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If an employee affirms the following, their level of engagement is likely to be high. - I know what is expected of me at work. - I have the materials and equipment I need to do my work right. - At work, I have the opportunity to do what I do best every day. - In the last seven (7) days, I have received recognition or praise for doing good work. - My supervisor, or someone at work, seems to care about me as a person.
If an employee affirms the following, their level of engagement is likely to be high. - I know what is expected of me at work. - I have the materials and equipment I need to do my work right. - At work, I have the opportunity to do what I do best every day. - In the last seven (7) days, I have received recognition or praise for doing good work. - My supervisor, or someone at work, seems to care about me as a person.
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There is someone at work who encourages my development. At work, my opinions seem to count.
There is someone at work who encourages my development. At work, my opinions seem to count.
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The mission or purpose of my organization makes me feel my job is important. My associates or fellow employees are committed to doing quality work.
The mission or purpose of my organization makes me feel my job is important. My associates or fellow employees are committed to doing quality work.
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I have a best friend at work. In the last six (6) months, someone at work has talked to me about my progress. This last year, I have had opportunities at work to learn and grow.
I have a best friend at work. In the last six (6) months, someone at work has talked to me about my progress. This last year, I have had opportunities at work to learn and grow.
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Disengaged employees complain to not having the tools they need to do their jobs well, or did not know what was expected of them, and that their bosses do not listen to them.
Disengaged employees complain to not having the tools they need to do their jobs well, or did not know what was expected of them, and that their bosses do not listen to them.
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The importance of effective management, clear and relevant communication, fairness, and employee well-being must be highlighted to avoid several barriers to employee engagement.
The importance of effective management, clear and relevant communication, fairness, and employee well-being must be highlighted to avoid several barriers to employee engagement.
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Engaged employees are likely to display high levels of commitment, but not all committed employees are actively engaged.
Engaged employees are likely to display high levels of commitment, but not all committed employees are actively engaged.
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The following are the four (4) key enablers found in highly engaged organizations: Visible, empowering leadership providing a strong strategic narrative about the organization, where it has come from, and where it is going. Engaging managers who: - focus their people and give them scope; Treat their people as individuals; coach and stretch their people. Employee voice throughout the organization, for reinforcing and challenging views; between functions and externally; employees are seen as central to the solution.
The following are the four (4) key enablers found in highly engaged organizations: Visible, empowering leadership providing a strong strategic narrative about the organization, where it has come from, and where it is going. Engaging managers who: - focus their people and give them scope; Treat their people as individuals; coach and stretch their people. Employee voice throughout the organization, for reinforcing and challenging views; between functions and externally; employees are seen as central to the solution.
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How can organizations improve levels of engagement? The following areas are of fundamental importance to improve organizational engagement: - Good quality line management managers who care about their employees, treat them fairly, encourage them to perform well, take an interest in their career aspirations, and provide development opportunities.
How can organizations improve levels of engagement? The following areas are of fundamental importance to improve organizational engagement: - Good quality line management managers who care about their employees, treat them fairly, encourage them to perform well, take an interest in their career aspirations, and provide development opportunities.
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Two-way, open communication allows employees to voice ideas and suggestions, and keeps employees informed about the things that are relevant to them.
Two-way, open communication allows employees to voice ideas and suggestions, and keeps employees informed about the things that are relevant to them.
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Effective cooperation – between different departments and between management and trade unions.
Effective cooperation – between different departments and between management and trade unions.
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Focus on employee development – providing training that employees need for their current role and fair access to development opportunities.
Focus on employee development – providing training that employees need for their current role and fair access to development opportunities.
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Commitment to employee well-being - taking health and safety seriously, working to minimize accidents, injuries, violence, and harassment, and taking effective action should a problem occur.
Commitment to employee well-being - taking health and safety seriously, working to minimize accidents, injuries, violence, and harassment, and taking effective action should a problem occur.
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Clear, accessible HR policies and practices – senior management and line management commitment to appraisal, equal opportunities, and family friendliness.
Clear, accessible HR policies and practices – senior management and line management commitment to appraisal, equal opportunities, and family friendliness.
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Fair pay and benefits – in terms of comparison inside and outside the organization.
Fair pay and benefits – in terms of comparison inside and outside the organization.
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Harmonious working environment – encouraging employees to respect and help each other.
Harmonious working environment – encouraging employees to respect and help each other.
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The challenge for multicultural organizations is to create and sustain an environment, culture, relationships, and work roles that enable and facilitate employee engagement.
The challenge for multicultural organizations is to create and sustain an environment, culture, relationships, and work roles that enable and facilitate employee engagement.
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Such diversity exactly relates to the tourism and hospitality workplace, and work-life balance, and empowerment to make decisions are important factors in the professional/working life.
Such diversity exactly relates to the tourism and hospitality workplace, and work-life balance, and empowerment to make decisions are important factors in the professional/working life.
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Organizations have responded in ways designed to leverage organizational engagement.
Organizations have responded in ways designed to leverage organizational engagement.
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Organizations that provide a workplace culture with the psychological conditions of meaningfulness (job enrichment and work-role fit), safety (supportive manager and co-workers), and availability (sufficient and suitable resources) are more likely to have engaged employees.
Organizations that provide a workplace culture with the psychological conditions of meaningfulness (job enrichment and work-role fit), safety (supportive manager and co-workers), and availability (sufficient and suitable resources) are more likely to have engaged employees.
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Organizations considered as an 'employer of choice' are more likely to attract and retain the best talent and have higher levels of engagement.
Organizations considered as an 'employer of choice' are more likely to attract and retain the best talent and have higher levels of engagement.
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Beyond compensation and benefits, key retention factors include the mission and values of the company, treatment of people, learning and development opportunities, work-life balance policies and practices, and rewards to employees for their efforts.
Beyond compensation and benefits, key retention factors include the mission and values of the company, treatment of people, learning and development opportunities, work-life balance policies and practices, and rewards to employees for their efforts.
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Study Notes
Employee Engagement
- Employee engagement is the degree of positive or negative attachment employees have to their job, colleagues, and the organization.
- Engaged employees are enthusiastic about their work and act in ways that benefit the organization.
- Engagement involves effort, positive emotions, and connection with others.
- It goes beyond job satisfaction; it's about commitment to the organization.
Core Components of Engagement
- Cognitive Component: Intellectual engagement or thinking hard about the job.
- Emotional Component: Positive feelings about doing a good job.
- Physical Component: Social engagement or actively discussing work improvements.
Characteristics of Engagement
- Engaged employees perform better and are more innovative.
- They are more likely to stay with the organization.
- They experience higher levels of personal well-being, and perceive less workload stress.
Factors of Engagement
- Knowing expectations at work.
- Having necessary materials and equipment.
- Opportunities to do the best work every day.
- Recognition and praise for good work.
- Feeling cared about by a supervisor.
- Opportunities to develop skills.
- Feeling that opinions matter.
Disengagement
- Disengagement is the disconnection from work roles, characterized by physical, cognitive, or emotional withdrawal.
- Meaningfulness, safety, and availability are psychological aspects of disengagement.
- Disengaged employees often complain about lacking the necessary tools, unclear expectations, and a lack of attention from management.
Organizational Engagement
- Engagement is linked to organizational commitment but is not the same.
- Highly engaged organizations have visible, empowering leadership, engaging managers, employee voice, and organizational integrity.
Improving Engagement
- Good quality line management, two-way communication, effective cooperation, employee development.
- Commitment to employee well-being (health & safety, minimizing accidents)
- Clear and accessible HR policies. Equitable pay and benefits.
- Fostering a harmonious working environment.
Organizational Strategies
- Challenges for multicultural organizations are multifaceted and complex.
- Access to training, career opportunities, and work-life balance are crucial factors.
- Employee engagement is influenced by changing expectations and patterns of behaviours in the workplace.
- Current trends include employee-employer partnerships, work-life balance, a more strategic role for HR, selective retention of key talent, work intensification, and increasing online communication.
Culture and Effective Management
- Organizations with clear psychological conditions like supportive managers and co-workers, and sufficient resources are more likely to have engaged employees.
- Effective managers demonstrate commitment to diversity, take responsibility for successes and failures, demonstrate honesty and integrity, respect individuals, and care for employees.
- Clear, consistent, and honest communication is crucial.
- Effective managers demonstrate a deep understanding of particular job functions and utilize employees' unique talents.
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Description
This quiz explores the concept of employee engagement, including its core components, characteristics, and influential factors. Engage with key insights that differentiate engagement from simple job satisfaction, emphasizing commitment and emotional connection to the workplace.
