The two articles and the recording all relate through giving helpful suggestions on employee engagement. Each gave different responses and examples on how to perform engagement in an organization. From friendly “thank you’s” to video blogs, engagement within an organization has become popular. Also learning the personalities of others and their work ethic bring great achievement within a company. Engagement brings successful results, because when people feel appreciated they will work harder. Article One: The Meaning of Employee Engagement—William H. Macey & Benjamin Schneider.
Employee engagement means “ambiguous among both academic researchers and among practitioners who use it in conversations with clients. ”(Macey &Schneider, 3) The term is a psychological expression through interactions with people: character traits and social behaviors. Employee engagement, through psychological ideas, divides in three different parts: psychological state engagement, behavioral engagement, and trait engagement. Through these three parts of employee engagement, there is a natural up rise of leadership skills. Human resource has been the start of employee engagement.
Through customer first attitudes, to giving advice and seeking authentic information for the people, human resources have created a way for customers to receive satisfying answers quickly. HR has birthed the process and importance of employee engagement. Psychological state engagement is the focus of employee happiness and satisfaction. It is stated in the article that engagement and satisfaction are connected because in order to have clear concept of how to engage there must be an understanding of how to satisfy those involved. To have engaged employees work enthusiastically there must be satisfaction within an employee’s job.
Even though many believe satisfaction is not enough to completely engage, the writers of this article stress that satisfaction should be used. Behavioral engagement is important to observe because it represents the attitudes and personalities of the employees. Understanding each employee and the ways each works, handle situations, cope with criticism, etc. all show behaviors that are important to the organization. Some employees maybe engaged more than other employees, but all employees are capable of getting a job done. It is important to not expect every employee to be involved and engaged in the same way.
Everyone behaves differently within his or her environment. Engagement is a proactive behavior and an individual ingenuity. Trait engagement focuses on the significance of characterizing the employees through observation and interaction. The character traits of the employees make up the character traits of the company. The article reflects on three personalities: proactive, conscientiousness, and autotelic. A proactive personality is solely focused on the work ethic and the rewards that distinguish their accomplishments. Performance is very important to a proactive behavior.
Conscientiousness as a trait engagement is the inclusion of industrious and order. These people can be characterized as “hard working, ambitious, confident, and resourceful. ”(Macey &Schneider, 20) Those of this character trait would fall under the proactive category. Lastly, the autotelic personality as a trait engagement is when people perform duties on their own without having someone to influence them to do so, and they also do this without expecting a reward. They are open to new challenges and they are very creative in making their own ideas come to life.
Psychology and communication relate in employee engagement. Understanding the behaviors of others can help in the way communication is used. It is important to know how to communicate with different personalities. Knowing how will bring success in multiple situations. Article Two: “Playing to Win”—Jim Shaffer During an economic recession, it is important to have increasing employee engagement. We can relate this to a car. We all know when a car is running on eight cylinders instead of six, the car performs at its greatest capacity and is more efficient with supplementary power.
With this example we understand, performance, quality and productivity can all be improved by engagement. Engagement is not the same as involvement. Some may believe this because involvement is important in regulating to engage people. It is untrue to say that employee satisfaction is the same as engagement. Happiness is the main goal for employee satisfaction. We must understand that engagement is not a curriculum, an experience, or something you learn from a spokesperson. Enhanced performance centered on ideas and concepts that matter to a business is engagement.
Engagement is when employees desire to see their organization succeed and are willing to do whatever they can to make that vision possible. “ . . . Engaged employees are more profitable, more customer-focused, safer and more likely to stay with their employer. ” (Shaffer, 17) Shaffer identifies engagement in three parts: The first component is “People share the organization ‘s values and identify with its purpose. ” This is more commonly referred to as cognitive identity, which in simpler form means everyone involved within an organization, including customers, all seek the same purpose stated in the company’s mission statement.
The second component is “People have an emotional attachment to the company. ” Those involved with the company are proud of their connection with it. It is important to engage your employees and your customers so they know that the company cares for them and appreciates the relationship they have with them. The third component is “ People are willing to go the extra mile to make the organization a success. ” When a situation hits the organization causing employees to question how to act, they will act only in ways that will benefit the company.
They do this to their best ability even if it causes them to go out of their way. This concept can be identified as discretionary effort. “Most research shows that only about a fourth of the employees in North America are engaged and that engagement levels elsewhere are low but vary widely. ” (Shaffer, 18) It may be unrealistic to try to get 100 percent engagement but having a fourth of employee engagement causes unnecessary problems. Engagement in an organization makes people proud of their company, they have a knowledge that the company is customer-focused, and they desire to see the company succeed.
When people are engaged they understand how their position fits in with the business and they know that their work counts and is appreciated. In an engaging environment there is open opportunity to collaborate with others and to grow and learn. They believe that their work matters to the company, they are trusted when it comes to authorities decision-making, and they are satisfied with their salary. Communication is very important making engagement successful. Shaffer identifies this in four parts: The first part is “Creating line-of-sight” or the big picture.
People know the difference between what they are expected to do and what the organization is to do according to their goals. The people know how their job is connected to the organizations goals. They understand that their effort is important to the organization. The second part is “Involving people in decision making. ” It creates ownership when a company involves their employees on choice making. It is important to let your people know that their opinion matters. They should feel like they can come speak with their boss when there is a problem. They should not feel as though they are interrupting a system if they have an opinion or idea.
Even if what they express is not beneficial, it is important to let them know that you are thankful for their ideas. The third part to how communication is important to engagement is there is “Sharing of relevant information. ” Shaffer says it best, “Information sharing means making sure people have the right information at the right times to make the right decisions and take the right actions to further the organization. ” When people have the same tools and information as others, they’re more likely to succeed. Having the same facts and data makes for quicker accomplishment.
Energy, decisions, and actions are directed in a common direction when this type of communication is performed correctly. “Making sure people are rewarded and recognized” is the fourth form of communication in successful engagement. People need to be acknowledged for the results they create. A frequent question in this situation is “What’s in it for me? ” This simply is asking whatever the employee is required to do then what is their reward in doing it? People will work hard to see the organization succeed when they know how they will benefit from their individual and collaborative procedures. There are way too many businesses today that have competitive and equitable pay plans but low recognition cultures,” says Shaffer. A simple way to improve recognition engagement is by saying “Thank You”. Inside these four parts to communication in engagement there are two big roles” The first job is to “create context and define the company’s vision and strategy clearly. ” If there is a change happing in the company then there needs to be honest deliberation on how the change with affect the people: good or bad. The idea is to move forward together.
Letting everyone know every detail and showing them the finished product and the vision, they may be more willing to contribute and to get involved. In all situations honesty is not an option it is a duty. Showing the vision first and then the procedures to get there will bring success to the company and everyone involved. The second role is more preparation: “removing communication breakdowns that cause people and their organizational to underperform. ” When organizations only send news and information through electronic devises, such as email, the people are less likely to perform their best.
It is important to have face-to-face interaction with your employees. Even a friendly card to show that the company knows the people matter will be respected. There is never too much appreciation that can be given to the people of an organization. It is not very effective to reach for 100 percent engagement because even though it sounds great it actually is a bad business practice. It is important to understand the relationship between the two ideas of knowing engagement is not the end result but is the means to enhanced actions. An organization must be specific about the “performance targets”.
This means they should engage in improving things such as productivity, quality, service, cost, speed, safety, and sales. Having a goal and a plan to achieve that goal enhance success. Also allowing everyone involved in the organization, including customers, to know of this goal and plan will make them see the vision and desire to participate. Involving people in the process to create line-of-sight, distributing truthful information quickly, and recognizing people with rewards takes time and energy, but can be very beneficial to the company.
The concerns for a “return on investment” are understandable. Simply, engagement investments should be completed until plummeting turnovers reach moment of retreating profits. It is better to invest until there is a down turn because investment brings in money and brings relationship and ownership with the companies involved. In conclusion, many companies focus on 80 percent on productivity, 10 percent on safety and only 10 percent on quality. Engagement is needed. Companies wonder why there is no success within their company’s communication and it is because there is no engagement with the people.
Engagement is very important because it allows for people to feel appreciated; it brings better performance from the workers and the customers, and also makes for better understanding of the goals set in making the organization succeed. Recording: “Social Media: How Innovative Organizations are Using Video to Engage Employees”—unknown Employees can be engaged through a lot of different ways of communication including formal and informal videos. These videos can be a personal way to make employees feel familiarly and part of the company.
Video can be uploaded to company blogs, websites, or a created page on YouTube©. Recently there have been job openings for people to be responsible for bringing engagement through social media. This is a growing trend to be media-minded in an organizations success. Many companies use video blogs as a fun competition to bring employee engagement. Deloitte, which is a financial firm, decided to have an employee film festival. This film festival was a contest between the employees to see who could make the best video, but the video had to be about employee satisfaction.
They received well over 400 videos and over 400,000 video views on YouTube©. Their way of getting response was not only uploading the videos on the company’s website but also by putting the videos on YouTube©. On a small level some companies upload their meetings and events on their website to show how their company has been involved throughout the week or the year. Some CEOs even make video blogs while they are away on business making sure their employees are up to date on the CEO’s responsibilities. Many companies now are making video blogs that express what the company looks like on a regular day.
This is important for potential recruits to see. Reality TV is a common experience for many Americans, so seeing a “Reality Episode” on the company a person is interested in working with, potential employees are better able to understand the company than if it were an edited film. Through video blogs companies are receiving “positive initial results” through blog specific comments and from comments on other responsive blogs. Social media bring engagement because everyone is welcomed to share their opinion. Finally social media bring “fast development of new tools”.
Having the ability to post live videos on a website is a great opportunity for employee engagement. Thinking Out Loud The two articles and the video recording reinforce each other in three ways of engaging people in an organization. They all express the importance of putting people first. I was able to understand why it is important to make sure the employees feel appreciated. It is evident that people can feel appreciated through face-to-face interaction even if it is through video messages. People desire to know that their work is counting for something.
I thought it was interesting to read my first article that stressed engagement is equal to satisfaction and then to read in my second article that expressed engagement was not the same as satisfaction. This made me reflect on what I believed. I do believe that satisfaction is important through engagement, but I do not believe they are the same. Being satisfied with your job does not mean you feel apart or welcomed, it simply means you may feel complete in your work load, but it does not mean you are satisfied with how you are accepted.
Engagement is very important because, when performed correctly, it makes everyone feel included and appreciated. I do wish that the first article would have expressed more detailed concern for other personalities than just the proactive side of people. I kept thinking of how to use engagement with people who are introverts. How will they engage with other people and the organization if talking to people is out of their comfort zone? I then began to think about how an introverted boss will cope with employee engagement.
These types of people will be forced out of their comfort zone, because our society is growing towards increasing exposure of an individual level. You can see this through various websites such as Facebook©. Now very few things are hidden from the world. After reading the first article I was intrigued by the idea of understanding personalities when it comes to employee engagement. I think this is very interesting because to some people it is very natural to categorize people by observing their way of doing things. But to really put the importance on oing so has made me think more deeply about this concept. Getting to know someone for me is not a challenge. I enjoy getting to know people and spending time with them in order to understand them on a deeper level. To be told to do this in my workplace to me would be fun, but after reading the article, I would need to perform this with the intention of understanding someone through their work ethic rather than what we have and don’t have in common. I agree that it is important to figure out others personalities to bring unity into an organization.
The second article was a very organized article. It had bullet points, steps, and examples. Just by they layout of the article I felt engaged with the author. I really liked how Shaffer expresses the importance of rewarding your employees and making them feel appreciated. When I was in grade school I remember being rewarded for the good work I had been performing throughout the weeks. I remember how appreciated I felt when I received the awards and I was more willing to do well again because I knew there was something to look forward to.
Even now I desire to be rewarded for my hard work. While working at JcPenney©, I received 11 customer service awards. The most remembered one was my first award because after seeing how my boss appreciated my hard work and seeing how the employees I with also were happy for me, I desired that feeling of recognition over and over again. I could completely relate when Shaffer said rewards make people work harder. Say “Thank You” because a simple thank you can go a long way. The idea of engaging people in information and change is very important to me.
I like to know details and when an organization trusts its employees with information, it makes people feel a part and accepted. Video blogs are being more and more used in organizations. Being able to react with employees through videos is a neat concept. As a whole, social media is becoming personal and engaging. I appreciate companies who use video blogs on their websites so that future employees can see the company in its reality. I would hope to say that Christian worldviews would always be engaged in some aspect of employee engagement.
Because engagement is including others and treating other with respect by showing appreciation, I believe we, as Christians, should use this concept in our daily lives. Including people and having open eyes to those you see are being left out is very important to the Christian worldview. Working to our best ability to let people know they are appreciated is part of being Christ like. These concepts of being engaging do not only work well in the workforce, but also in our relationships outside of an organization. Learning to see others in Christ’s eyes will bring natural engagement to those around you.