Position Paper: the Importance of Engagement Within a Workforce
Position Paper 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
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
Bibliography: Macey, William H., and Benjamin Schneider. "The Meaning of Employee Engagement." Industrial and Organizational Psychology 2008: 3-30. Industrial and Organizational Psychology. Society for Industrial and Organizational Psychology, 2008. Web. 15 Mar. 2010. . Shaffer, Jim. "Playing to Win." Communication World Mar.-Apr.2009: 16-21. Print. Social Media: How Innovative Organizations are Using Video to Engage Employees. 08 July 2008. YouTube. Web. 15 March 2010.