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dc.contributor.authorKanigiri, Meher
dc.contributor.authorQuinones, Donald
dc.description.abstractEmployee engagement is defined as “a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication and absorption”. Engaged employees are more likely to be enthusiastic and invest energy into their jobs which leads to higher levels of performance. There are many pieces that combine to factor into overall employee engagement, such as: Social Engagement: The extent that an employee communicates with team members and other coworkers about work-related improvements and changes. Intellectual Engagement: The extent of involvement and use of intellect to improve work-related skills. It is similar to cognitive engagement which refers to being acutely aware of one’s mission and role in the work environment. Emotional Engagement: The extent to which one is emotionally connected with the work and organizational culture. In order to improve employee engagement, management needs to consider focus areas along these three dimensions which influence overall satisfaction of an employee--factors like work environment, culture, promotion, respect, and behavior towards employees. Two of the most important of these factors for increasing engagement are employee voice and recognition.
dc.rightsRequired Publisher Statement: Copyright held by the authors.
dc.subjecthuman resources
dc.subjectemployee engagement
dc.subjectperformance management
dc.subjectsocial engagement
dc.subjectintellectual engagement
dc.subjectemotional engagement
dc.subjectemployee voice
dc.subjectshared goals
dc.titleEngagement (Awareness/Tools) Training - Does it Work?
dc.description.legacydownloadsEngagement_Awareness_Tools_Training_Does_it_work.pdf: 535 downloads, before Oct. 1, 2020.
local.authorAffiliationKanigiri, Meher: Cornell University
local.authorAffiliationQuinones, Donald: Cornell University

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