Employee Engagement

Macey, high performance work factor

"Employees must know how to engage" is ____'s definition of _____

Survey Item, Positive affectivity

"In the last week, I have felt ALERT"

Social exchange theory

*** What is it called when employers provide benefits to employees, employees will reciprocate with effort/talent?

OCB-O

Behaviors that are not part of one's formal work role, but improve the organization's social well-being

Macy's 10 C's...? 10 C's from Seijts 1. Connect: leaders must show that they value employees. Employee focused initiatives such as profit sharing and implementing work life balance initiatives are important. CEO of WestJet Airlines Clive Beddoe showed up a few minutes before his speech because WestJet Airline employees had questions which sparked a conversation that took longer than expected. 2. Career: Leaders should provide challenging and meaningful work with opportunities for career advancement. Example: job rotations 3. Control: Employees value control over the flow and pace of their jobs and leaders can create opportunities for employees to exercise this control. Do leaders consult with their employees with regard to their needs? Bill Gates belief that smart people anywhere in the company should have the power to drive an initiative. Initiatives such as Six Sigma are dependent, in part, on the active participation of employees on the shop floor.

Briefly describe two HR-related practices that have been shown to effect Employee Engagement.

a. High continuance commitment

Chuck has been working for Company X for years. He believes in the organization's mission and has several meaningful relationships with co-workers. He doesn't really enjoy the actual work that he's doing, and he's having trouble meeting his supervisor's expectations. But, because he doubts his ability to find another well-paying job, and because he likes being associated with Company X, he is very motivated to stay. What conclusion can be drawn from Chuck's situation? a. High continuance commitment b. High job involvement c. High employee engagement d. High person job fit

Mediating variable

Employee engagement explains why job characteristics lead to job satisfaction

Crash and burn

Employees are contributing to the company but not working toward own goals

D. Task Identity

Employees will find more meaningfulness in their work when they have full ownership over an entire process or work product. This relates to which core dimensions in Hackman & Oldham's Job Characteristics Theory? a. Task Significance b. Autonomy c. Distributive Justice d. Task Identity

Trait Engagement

Engage-ability is an individual different

Components of Burn out

Exhaustion, cynicism and inefficacy

Survey Item, Conscientiousness

I finish my job tasks on time and with few errors

1. Performance ("A happy worker is a productive worker") 2. Absenteeism: Weak negative relationship 3:Turnover: Moderate, negative relationship 4. Customer Satisfaction: Strong positive relationship

Job Satisfaction is assumed to impact...

d. Employees know how to engage

Leaders at Employer X ensure that all employees are familiar with the organization's strategy. Managers are responsible for working with their staff to establish goals that are consistent with company goals. This is consistent with which principle of Employee Engagement (as defined by Macey)? a. Employees have the capacity to engage b. Employees have the motivation to engage c. Employees have the freedom to engage d. Employees know how to engage

Tangiable Outcomes: Shrinkage, employee stealing, more objective, visible, turnover rates, lost time from absenteeism, and sales Intangible Outcomes: company's reputation, less objective, morale Sharholder's Values: $$ profit, end return on assets

Macey identifies three types of outcomes in the Employee Engagement Value Chain. List and briefly describe each of these outcomes.

Pay, role variables (ambiguity, conflict, overload, fairness (distributive, procedural, interpersonal), social support, person-job fit, job characteristics HRD Practices (e.g., Flexibility HRM) Work Environment Relationships (Supervisor, Coworkers, Team) Self Management Job Characteristics (Task S, Task I, Skill V, AUTONOMY, F) MEANINGFULNESS Personality (EI, E, O, C, interp, sens, ambition) Perceived Supv. Support Management Actions (coach, recognize, align, clarify) Proegress (Setbacks) Catalysts (Inhibitors) Nourishers (Toxins) Participation, Dec. Mkg. Demos (Age, Tenure, Race) HPWE (capacity, motivation, freedom, alignment)

Name some antecedents

Skill variety: Job requires various activities; requires variety of skills and talents. Job holders experience more meaningfulness in jobs that require different skills and abilities Task identity: Employees will find more meaningfulness in their work when they have full ownership over an entire process or work product. Task significance: The degree to which the job impacts other people's lives. Immediate organization or external environment. Employees feel more meaningfulness in a job that substantially improves either psychological or physical well-being of others than a job that has limited impact on anyone else. Autonomy: Employee freedom, independence and discression to plan out the work and determine the procedures in the job. Feedback: The degree to which the worker is provided with clear, specific, detailed, actionable information about the effectiveness of his or her job performance. When workers receive clear, actionable information about their work performance, they have better overall knowledge of the impact of their work activities, and what specific actions they need to take (if any) to improve their productivity

Name some job characteristics and explain them

1. Link to high performance: Deloitte 49% wants to leave in the next year; as you look at the engagement culture, link it to performance 2. It starts at the top: Lead by example 3. Engage First Line Leaders 4. Communicate, communicate, communicate 5. Individualize Engagement 6. Create a motivational culture 7. Create Feedback Mechanisms 8. Reinforce and Reward the Right Behavior 9. Track and Communicate Progress 10. Hire and promote the right behaviors (intangible traits)

Name some of Bob Kelleher's 10 rules of engagement

Macey's Theory Y

People strive to be the best that they can, management appeals to what kind of intrinsic motivation?

Procedural justice

Perceived fairness in how decision makers are applying rules and methods

Engagement Behavior

Persist in the face of obstacles

Tangible outcome

Shrinkage is an example of what?

Steve Wynn, 10 steps of employee engagement

Storytelling is an effective tool for passing along culture and finging an emotional connection to work.

Intention Turnover

The belief that one will voluntarily vacate a position within the next 12 months

Theory of Planned behavior says that attitudes, subjective norms, and PBC shows intentions which describes behavior.

Theory of Planned behavior says that blank, blank blank shows blank which describes blank

1. Committing to a meaningful purpose 2. Choosing the bestwa of fulfilling that purpose 3. Making sure that one is performing work activities competently and 4. Making sure that one is making progress to achieving the purpose

What are Thomas's four key intrinsic awards

Organizational leverage points: Assessments, maintenance of positive attitudes, remediation of negative attitudes CB: Job attitudes drive important behaviors

What are job attitudes and what is the central belief?

Assessment and remediation/maintenance Cognitive assessment, no behavioral elements Satiation Global vs. facet measures Faces Scale Job Descriptive Index Work, pay, promotion opportunities, supervision, co-workers

What are measurement of job satisfaction?

Tangible Outcomes Intangible Assets Shareholder Value Productivity Safety Turnover Intention Retention Affective Commitment Well-being Customer Loyalty Family Satisfaction/WFC Performance (Task, Contextual)

What are some consequences/outcomes?

Feelings of... 1. Urgency: goal-directed energy and determination 2. being focused: zeroed in on what they are doing and isn't easily distracted by outside thoughts 3. intensity: Depth of concentration: bringing all your talents to the job at hand 4. enthusiam: psychological state with a positive affect emotionally

What are the four feel of engagement according to Macey?

1. The capacity to engage: Companies give employees all the information needed for the employees to do their job which is a reason or the motivation to engage. 2. A reason or the motivation to engage: Employees have work that interests them and aligns with their values. Employees are treated in a way that reinforces the natural tendency to reciprocate in kind 3. The freedom to engage: People feel that they are important and are able to step up 4. Know how to engage: Leadership goals

What are the four principles for creating an engaged workforce? (Macey)

1. Positive Affectivity 2. Conscientiousness 3. Autotelic Personality

What are the three survey items and can you please explain them?

Psychic: "in the zone", focus on task at hand, what people personally experience Behavioral: What is visible to others/ how it looks to others

What are the two kinds of energy for engagement according to Macey's? (Chapter 1)

EE Feelings (Urgency, Focus, Intens, Enthus) EE Behaviors (Persist, Proactive, Expand, Adapt) Definitions Cognitive, Emotional, Behavioral Vigorous, Dedicated, Absorbed Org contribution matching personal success Categories: Engaged, Disengaged, Crash/Burn, Honeymooners/Hamsters, Middle NomNet: Workaholism, JSat Measurement Survey, Cross-Sectional Survey, Longitudinal Utrecht Work Eng Scale

What are we looking at when we talk about Employee Engagement?

Task identity

What does the employee have when the incumbent can complete an entire piece of work, from beginning to end?

Job involvement

What is identifying with one's job as part of one's self worth called?

Macey, intensity

What is it called when a person brings all of their talents to the job at hand?

Trust as a culture

What is it called when a reservoir of good will, an emotional bank account- allows a partner to 'take a leap of faith'?

Survey Item, Autotelic personality

What is it called when focused on my job, I lose all track of time?

Counterproductive work behaviors, inhibitors

What is it called when people do anti-social activities that results from a lack of engagement?

Shareholder value

What is it called when profitability 12% higher for top 25% engaged companies versus bottom 25% engagement companies

autotelic personality

What is it called when some people are more likely to develop a state activation energy, where they are in a flow state?

Nurishors

What is it called when tehre are events that uplift people as they do their work?

Person Job Fit

What is it called when the employee has the knowledge, skills, and abilities to match the demands of the job

Identifying with an organization and its goals, and wishing to maintain membership in the organization

What is organizational commitment?

Moderating variable, theory of reasoned action

What is perceived behavioral control?

Thomas, 4 intrinsic rewards

What is the commitment to a meaningful purpose

normative commitment

What is the desire to remain in a job because of social obligation?

The behaviors Job Satisfaction: A collection of positive and/or negative feelings that an individual hods toward his or her job resulting from the appraisal of one's job experiences; happy with what they do Job Engagement: behavior is different, self goals match with the company's goals

What is the difference between job satisfaction and employee engagement?

Catalyst, Amabile

What is the idea that enough, but not too much, time to accomplish work? Who talks about this?

intangible

What kind of outcome is company reputation?

Theory of planned behavior

When we feel that attitudes make people work harder, what theory does that fulfill?

d. absenteeism

Which of the following is low when engagement is high? a. Customer satisfaction b. Productivity c. Profitability d. Absenteeism

Hertzberg two factor theory

Who says that it is a different set of factors (motivators) that cause employees to be motivated/satisfied than what causes employees to be demotivated/unsatisfied (hygiene)

Utrecht Work Engagement Scale

Who talked about the most common instrument measuring engagement in the scholarly literature and what is it called?

Dan Pink

Who talks about challenging goals and self direction?

Mihaly Csikszentmihalyi

Who talks about experiencing FLOW, or the state of being absorbed and motivated in a task for its own sake

Kevin Kruze- whole hearted leadership

Who talks about great leaders affect the culture by instilling growth, recognition, and trust? How can these things be categorized?

Bob Kelleher the hotel guy, 10 rules of engagement

Who talks about his 10 rules of engagement as "create feedback mechanisms", "create Individualized engagement", and "Communicate, communicate, communicate"?

Anon, SAY

Who talks about when employees are engaged, they will tell other people (potential job candidates, customers) and what was their term for it?

Emotional labor

Work that involves a great deal of feelings-related stimulus and subject matter

p>.05

You cannot trust that the results presented are indicative of a true effect