Employee Engagement Plan
XYZ Organization
Employee Engagement Plan
L. McDowell
Human Resources Management
August 18, 2012
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Engagement Plan for XYZ Organization
The XYZ organization is a eight-year old public interest law and policy organization focused on reform of juvenile justice and other systems that affect troubled and at-risk children, and protection of the rights of children in those systems. XYZ has a staff of seven, consisting of an executive director, deputy director, operations manager, staff attorney, policy director, policy advisor and administrative assistant. They range in age from 28 to 68 (two -28, one mid 30’s, 3-mid to late 40’s and one 68) From our readings, we know that employee engagement is more than what employees like and dislike about their jobs. It is also more than what they would change or keep the same. Contented Cows also tells us that “Just as productive employees are not always satisfied, satisfied employees are not always productive.” (p. 11) And there are those who just like having somewhere to go, collecting a paycheck or interacting with their “friends” in the office. These can all be reasons people give in job satisfaction surveys and the like, but tell little about what is really going on inside these employees. In fact, in Daniel Pink’s book Drive, he posits that the secret to employee performance and satisfaction is finding one’s true motivation. And contrary to what many would believe, Pink’s research bears out that for the majority of employees, the external reward of money is not the primary motivator. Additionally, an organization needs to have its employees engaged to achieve its goals. When an employee is properly engaged, they know not only the mission of the company but their personal role in that mission as well. When disengaged, there will be evidence of low morale, apathy, undermining of others and the organization, and withdrawal, which can all affect the
Employee Engagement Plan
L. McDowell
Human Resources Management
August 18, 2012
-------------------------------------------------
Engagement Plan for XYZ Organization
The XYZ organization is a eight-year old public interest law and policy organization focused on reform of juvenile justice and other systems that affect troubled and at-risk children, and protection of the rights of children in those systems. XYZ has a staff of seven, consisting of an executive director, deputy director, operations manager, staff attorney, policy director, policy advisor and administrative assistant. They range in age from 28 to 68 (two -28, one mid 30’s, 3-mid to late 40’s and one 68) From our readings, we know that employee engagement is more than what employees like and dislike about their jobs. It is also more than what they would change or keep the same. Contented Cows also tells us that “Just as productive employees are not always satisfied, satisfied employees are not always productive.” (p. 11) And there are those who just like having somewhere to go, collecting a paycheck or interacting with their “friends” in the office. These can all be reasons people give in job satisfaction surveys and the like, but tell little about what is really going on inside these employees. In fact, in Daniel Pink’s book Drive, he posits that the secret to employee performance and satisfaction is finding one’s true motivation. And contrary to what many would believe, Pink’s research bears out that for the majority of employees, the external reward of money is not the primary motivator. Additionally, an organization needs to have its employees engaged to achieve its goals. When an employee is properly engaged, they know not only the mission of the company but their personal role in that mission as well. When disengaged, there will be evidence of low morale, apathy, undermining of others and the organization, and withdrawal, which can all affect the
References: Catlette, B. & Hadden, R. (2001). Contented Cows Give Better Milk: The Plain Truth About Employee Relations and Your Bottom Line. Germantown, TN: Saltillo Press. Pink, D.H. (2009). Drive: The Surprising Truth About What Motivates You. New York, NY: Riverhead Books Pynes, J.E. (2004). Human Resources Management for Public and Nonprofit Organizations. (2nd Ed.). San Francisco, CA: Jossey Bass. Smith, S., JD & Mazin, R. (2004). The HR Answer Book: An Indispensable Guide for Managers and Human Resources Professionals. New York, NY: American Management Association.