Work Engagement

2010-04-05
Work Engagement

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  • Author: Arnold B. Bakker
  • Publisher: Psychology Press
  • ISBN: 1136980881
  • Category : Business & Economics
  • Languages : en
  • Pages : 218

This book provides the most thorough view available on this new and intriguing dimension of workplace psychology, which is the basis of fulfilling, productive work. The book begins by defining work engagement, which has been described as ‘an opposite to burnout,’ following its development into a more complex concept with far reaching implications for work-life. The chapters discuss the sources of work engagement, emphasizing the importance of leadership, organizational structures, and human resource management as factors that may operate to either enhance or inhibit employee’s experience of work. The book considers the implications of work engagement for both the individual employee and the organization as a whole. To address readers’ practical questions, the book provides in-depth coverage of interventions that can enhance employees’ work engagement and improve management techniques. Based upon the most up-to-date research by the foremost experts in the world, this volume brings together the best knowledge available on work engagement, and will be of great use to academic researchers, upper level students of work and organizational psychology as well as management consultants.

The Three Signs of a Miserable Job

2010-06-03
The Three Signs of a Miserable Job

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  • Author: Patrick M. Lencioni
  • Publisher: John Wiley & Sons
  • ISBN: 0470893990
  • Category : Business & Economics
  • Languages : en
  • Pages : 193

A bestselling author and business guru tells how to improve your job satisfaction and performance. In his sixth fable, bestselling author Patrick Lencioni takes on a topic that almost everyone can relate to: the causes of a miserable job. Millions of workers, even those who have carefully chosen careers based on true passions and interests, dread going to work, suffering each day as they trudge to jobs that make them cynical, weary, and frustrated. It is a simple fact of business life that any job, from investment banker to dishwasher, can become miserable. Through the story of a CEO turned pizzeria manager, Lencioni reveals the three elements that make work miserable -- irrelevance, immeasurability, and anonymity -- and gives managers and their employees the keys to make any job more fulfilling. As with all of Lencioni?s books, this one is filled with actionable advice you can put into effect immediately. In addition to the fable, the book includes a detailed model examining the three signs of job misery and how they can be remedied. It covers the benefits of managing for job fulfillment within organizations -- increased productivity, greater retention, and competitive advantage -- and offers examples of how managers can use the applications in the book to deal with specific jobs and situations. Patrick Lencioni (San Francisco, CA) is President of The Table Group, a management consulting firm specializing in executive team development and organizational health. As a consultant and keynote speaker, he has worked with thousands of senior executives and executive teams in organizations ranging from Fortune 500 companies to high-tech startups to universities and nonprofits. His clients include AT&T, Bechtel, Boeing, Cisco, Sam?s Club, Microsoft, Mitsubishi, Allstate, Visa, FedEx, New York Life, Sprint, Novell, Sybase, The Make-A-Wish Foundation, and the U.S. Military Academy at West Point. Lencioni is the author of six bestselling books, including The Five Dysfunctions of a Team. He previously worked for Oracle, Sybase, and the management consulting firm Bain & Company.

Work Engagement

2010-04-05
Work Engagement

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  • Author: Arnold B. Bakker
  • Publisher: Psychology Press
  • ISBN: 1136980873
  • Category : Business & Economics
  • Languages : en
  • Pages : 419

This book provides the most thorough view available on this new and intriguing dimension of workplace psychology, which is the basis of fulfilling, productive work. The book begins by defining work engagement, which has been described as ‘an opposite to burnout,’ following its development into a more complex concept with far reaching implications for work-life. The chapters discuss the sources of work engagement, emphasizing the importance of leadership, organizational structures, and human resource management as factors that may operate to either enhance or inhibit employee’s experience of work. The book considers the implications of work engagement for both the individual employee and the organization as a whole. To address readers’ practical questions, the book provides in-depth coverage of interventions that can enhance employees’ work engagement and improve management techniques. Based upon the most up-to-date research by the foremost experts in the world, this volume brings together the best knowledge available on work engagement, and will be of great use to academic researchers, upper level students of work and organizational psychology as well as management consultants.

The Individual in the Changing Working Life

2010-12-02
The Individual in the Changing Working Life

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  • Author: Katharina Naswall
  • Publisher: Cambridge University Press
  • ISBN: 9780521182904
  • Category : Psychology
  • Languages : en
  • Pages : 464

Working life has been the subject of great change in recent years with contemporary conditions generally providing increased opportunities and autonomy for individuals. But these benefits can coincide with greater demands and responsibilities, increasing the pressure to work outside of traditional working hours and so creating conflict between work and family life. This book contributes towards our understanding of contemporary working life, considering how recent changes have affected the work climates, attitudes and well-being of individuals. Combining traditional theoretical frameworks with innovative research, it discusses both the positive and negative effects contemporary working life has on organizations and employees. International experts in the fields of work and organizational psychology present strategies to prevent negative working conditions and help individuals achieve a healthy work-life balance.

Theories Guiding Nursing Research and Practice

2014-06-06
Theories Guiding Nursing Research and Practice

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  • Author: Joyce J. Fitzpatrick
  • Publisher: Springer Publishing Company
  • ISBN: 0826164048
  • Category : Medical
  • Languages : en
  • Pages : 386

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The Oxford Handbook of Work Engagement, Motivation, and Self-Determination Theory

2014-06-09
The Oxford Handbook of Work Engagement, Motivation, and Self-Determination Theory

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  • Author: Marylene Gagne PhD
  • Publisher: Oxford University Press
  • ISBN: 0199794987
  • Category : Psychology
  • Languages : en
  • Pages : 465

Self-determination theory is a theory of human motivation that is being increasingly used by organizations to make strategic HR decisions and train managers. It argues for a focus on the quality of workers' motivation over quantity. Motivation that is based on meaning and interest is showed to be superior to motivation that is based on pressure and rewards. Work environments that make workers feel competent, autonomous, and related to others foster the right type of motivation, goals, and work values. The Oxford Handbook of Work Motivation, Engagement, and Self-Determination Theory aims to give current and future organizational researchers ideas for future research using self-determination theory as a framework, and to give practitioners ideas on how to adjust their programs and practices using self-determination theory principles. The book brings together self-determination theory experts and organizational psychology experts to talk about past and future applications of the theory to the field of organizational psychology. The book covers a wide range of topics, including: how to bring about commitment, engagement, and passion in the workplace; how to manage stress, health, emotions and violence at work; how to encourage safe and sustainable behavior in organizations; how factors like attachment styles, self-esteem, person-environment fit, job design, leadership, compensation, and training affect work motivation; and how work-related values and goals are forged by the work environment and affect work outcomes.

Work Engagement and Teacher Autonomy among Secondary School Teachers

2016-07-11
Work Engagement and Teacher Autonomy among Secondary School Teachers

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  • Author: Samson R Victor
  • Publisher: Anchor Academic Publishing
  • ISBN: 3960675631
  • Category : Education
  • Languages : en
  • Pages : 159

Teacher autonomy is essential for ensuring a learning environment that addresses children’s diverse needs. As much as the learner requires space, freedom, flexibility, and respect, the teacher also requires the same. Currently, the system of administrative hierarchies and control, examinations, and centralized planning for curriculum reform, all constrain the autonomy of the teacher. Even when there is curricular freedom, teachers do not feel confident that they can exercise it without being taken to task by the administration for doing things differently. Therefore, it is essential to enable and support them in exercising choice. As much as the classroom needs to nurture a democratic, flexible and accepting culture, the school institution and the bureaucratic structure need to do the same. Not only should the teacher receive orders and information, but the voice of the teacher should also be heard by the superiors, who often make decisions that affect the immediate classroom life and culture in the school. Relationships between teachers and their heads and principals must be informed by equality and mutual respect, and decision making must be on the basis of dialogue and discussion. The annual, monthly and weekly calendars of activities need to provide time for such staff interactions for reviewing and planning. This book intends to help the readers to understand how a research study can be conducted on teacher autonomy and work engagement of secondary school teachers.

The Effect of Empowering Leadership on Work Engagement in an Organizational Change Environment. An Investigation of the Mediating Roles of Self-Efficacy and Self-Esteem

2017-06
The Effect of Empowering Leadership on Work Engagement in an Organizational Change Environment. An Investigation of the Mediating Roles of Self-Efficacy and Self-Esteem

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  • Author: Ava Tress
  • Publisher: Anchor Academic Publishing
  • ISBN: 3960671490
  • Category : Business & Economics
  • Languages : en
  • Pages : 41

As modern organizations seek for changes to enhance their competitive positions and their survivability in global markets, the successful implementation of organizational change has become an important management task. But still, many companies are unable to succeed in change processes. Failures show that there is considerable room for researchers to provide insights into opportunities for improving the success of organizational change events. Given the fact that individuals are the most important units in organizational change, a successful implementation requires employees’ acceptance and support. Hence, employees’ positive attitudes and their Work Engagement are considered to be fundamental requirements. Nevertheless, there is limited understanding of the multitudinous factors associated with employees ́ decision to support organizational change. Basically, organizational change is stressful as it requires the readiness to embrace change and the readjustment of employees’ routine tasks. In this regard, leadership is considered to be one of the most important variables affecting the attitudinal dimension of organizational processes. Empowering Leadership implies sharing power to foster employees’ motivation and engagement in their work. Empowering Leadership emerges when supervisors foster trust-based relationships with followers, show interest in their personal problems, facilitate participative decision-making and coach them to be more self-reliant. However, relatively few studies have tested how and why Empowering Leadership relates to Follower Work Engagement in organizational change environments. This study tries to cover exactly these points.

Engagement and Disengagement at Work

2017-01-16
Engagement and Disengagement at Work

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  • Author: Barbara Imperatori
  • Publisher: Springer
  • ISBN: 3319518860
  • Category : Business & Economics
  • Languages : en
  • Pages : 121

This book offers a concise summary of cutting-edge research and practical implications about employee engagement. The author presents a clear perspective on the meaning of employee engagement, its antecedents and consequences are presented with evidences. Based on latest research results, the book discusses organizational practices which enhance people engagement focusing on the new trends of the HRM domain such as well-being practices, e-HRM systems and social volunteering initiatives. The detailed analysis also takes the recent complaints about the HR function into account. This book emphasizes that modern organizations require passionate people to thriving in a rapidly changing world, and it is important to understand why, despite the growing relevance of employee engagement, disengaged persists.

What Millennials Want from Work: How to Maximize Engagement in Today’s Workforce

2016-01-01
What Millennials Want from Work: How to Maximize Engagement in Today’s Workforce

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  • Author: Jennifer J. Deal
  • Publisher: McGraw Hill Professional
  • ISBN: 0071843329
  • Category : Business & Economics
  • Languages : en
  • Pages : 273

The most comprehensive, in-depth look at Millennials to date—essential for managers, HR professionals, and global business leaders seeking to align long-term organizational goals with the realities of the new workforce Millennials have been burdened with a reputation as spoiled, lazy, and entitled, but the reality behind the stereotype is far richer and more complex. Who are Millennials and what do they really want? Based on fieldwork and survey data from global research on more than 25,000 Millennials and 29,000 older workers in 22 countries, this book paints a comprehensive, scientifically accurate picture of what really motivates Millennials around the world. Learn how to get the most from Millennials by: • Improving workplace flexibility—because Millennials don’t separate life and work • Providing adequate support and feedback—because Millennials like to learn and grow • Coaching, not micromanaging—because Millennials value autonomy • Designing competitive salary structures—because Millennials know what’s up • Providing opportunities to contribute to society—because Millennials care about doing good Millennials want a satisfying job that pays well, coworkers they like and trust, advancement opportunities, and the occasional pat on the back. Who doesn’t want those things? This essential book explains who Millennials really are, and offers practical advice to help those who manage, lead, and work with Millennials to improve teamwork, increase productivity, strengthen organizational culture, and build a robust talent pipeline. Jennifer J. Deal is a senior research scientist at the Center for Creative Leadership and an affiliated research scientist at the Center for Effective Organizations at the University of Southern California. Alec Levenson is a senior research scientist at the Center for Effective Organizations at the Marshall School of Business at the University of Southern California.