People - Engagement & Retention Flashcards
Employee engagement
outcome driven concept- certain employee and employer workforce behavior that can positiviely influece individual and business level performance
Trait Engagment
Inherent personality based elements that make an individual predisposed to being engaged - a natural curiosity, a desire to be involved, an interest in problem solving
State Engagment
is influenced by workplace conditions or practices (for example, task variety, opportunities to participate in work decisions) that can be improved through organizational interventions directly under management control
Behavioral engagement
is evident in the effort employees put into their jobs, which leads to great value, creating higher performance than from their less engaged counterparts. it can ococur when both trait and state engagement are present
Drivers of employee Engagement
the work itself
confidence and trust in leadership
recognition and rewards
organizational communication that is delivered in a timely and orderly way
Types of Organizational cultures
Authoritarian- power resides with top mgnt.
Mechanistic- task and responsibilities are defined clearly to employee
Participative - collaborative decision making and group problem solving are embraced.
Learning: organizational conventions, value, practices and process encourage individuals - and organization as a whole to get knowledge
High Performance - talent is championed
innovation, elevated performance, customer centric strategies, relationships driven from bottom up
Wilmar Schaufeli and Arnold Bakker view employee engagement as the antithesis of “employee burnout,” characterized by:
Vigor,
Dedication
Absorption
Aon Hewitt engagement model categorizes engagement outcomes as “say,” “stay,” and “strive.
Say—Speak positively about the organization to coworkers, potential employees, and customers.
Stay—Have an intense sense of belonging and a desire to be a part of the organization.
Strive—Are motivated and exert effort toward success in their job and for the company.
well being definition
Physical—overall health, stamina, energy
Psychological—levels of stress, optimism, confidence, control
Social—work relationships, work/life balance, equity, respect, connectedness
Type of organizational culture: Participative
Collaborative decision making and group problem solving are embraced.
Employees actively participate in the decision-making or goal-setting processes.
Type of organizational culture: Authoritarian
Power resides with top-level management.
Employees have no involvement in the decision-making or goal-setting processes.
Type of organizational culture: Mechanistic
Tasks and responsibilities are defined clearly to the employees and shaped by formal rules and standard operating procedures.
Communication processes follow the direction given by the organization.
Accountability is a key factor.
Type of organizational culture: Learning
Organizational conventions, values, practices, and processes encourage individuals—and the organization as a whole—to increase knowledge, competence, and performance.
Shared and continuous learning are embraced; employees have space to experiment and take certain risks.
Type of organizational culture: High-performance
Talent is championed.
Innovation, elevated performance, customer-centric strategies, relationships, communication, personalized employee experiences, and other characteristics are driven from the bottom up.
3 themes for Management Competencies for Enhancing Employee Engagement
Supporting employee growth
Interpersonal style and integrity
Monitoring direction
Apprasial Methods Category rating methods
Graphic scale
checklis
Forced choice
Graphic scale
The appraiser checks the appropriate place on the scale for each task listed. A typical example is a five-point rating scale where 1 is significantly below standard, 3 is standard, and 5 is significantly above standard.
checklist
The appraiser is given a list of statements or words and checks the items on the list that describe the characteristics and performance of the employee.
Forced choice
This is a variation on the checklist method. The appraiser is required to check two of four statements: one that the employee is most like and one that the employee is least like.
Appraisal Methods: Comparative methods
Ranking
Pairied-Comparison
forced distribution
ranking
The appraiser lists all employees from highest to lowest. If there are 20 employees, the appraiser ranks them in order from 1 to 20—best to poorest in performance.
paired comparison
Each of the employees is paired with every other employee and compared, one at a time, using the same scale for performance. This method provides more information about individual employees than ranking.
forced distribution
Employees are rated and placed at different percentage points along a bell-shaped curve
Appraisal methods: Narrative Methods
The appraiser submits written narrative performance appraisals.
Essay , Critical incidents, field review
