Employee Engagement
and over one million other books are available for Amazon Kindle .
Learn more
| |||||||||||||||||||||||||
 Trade In this Item for up to £6.15
Trade in Employee Engagement: Tools for Analysis, Practice, and Competitive Advantage (TMEZ Talent Management Essentials) for an Amazon.co.uk gift card of up to £6.15, which you can then spend on millions of items across the site. Plus, get an extra £5 when you trade in books worth £10 or more until June 30, 2012. Trade-in values may vary (terms apply). Find more products eligible for trade-in.
|
Frequently Bought Together
Product details
|
Product Description
Review
"Macey and his colleagues provide a fascinating analysis of engagement –– what it means, why it works, and, most importantly, how to create and maintain an engaged workforce."
–Fritz Drasgow, University of Illinois at Urbana–Champaign
–Fritz Drasgow, University of Illinois at Urbana–Champaign
"Employee Engagement walks us through the complexity of this deceptively simple concept and makes concrete the process of translating engagement into hard financial results."
–Peter Cappelli, The Wharton School, University of Pennsylvania
"A hugely important topic, handled with just the right mix of scholarly insight and practical experience. This book is a valuable addition to the literature."
–Jeffery S. Schippmann, Balfour Beatty Construction
"If you want to increase employee engagement to achieve your organization′s strategic objectives this is the book for you. It deconstructs what engagement really means, explains what factors shape it, shows how to diagnose your organization current state and tell you what managerial levers you can use to increase it and consequently raise organizational performance. This book is at once scientifically sound and highly readable."
–Michael Beer, Harvard Business School
"No one knows more about Employee Engagement, in all its forms, than do these authors. They give careful, useful and practical advice on using employee opinion surveys to measure and increase employee engagement! "
–Allen I. Kraut, Baruch College, C.U.N.Y.
Product Description
Providing both practical advice, tools, and case examples, Employee Engagement translates best practices, ideas, and concepts into concrete and practical steps that will change the level of engagement in any organization.
- Explores the meaning of engagement and how engagement differs significantly from other important yet related concepts like satisfaction and commitment
- Discusses what it means to create a culture of engagement
- Provides a practical presentation deck and talking points managers can use to introduce the concept of engagement in their organization
- Addresses issues of work–life balance, and non–work activities and their relationship to engagement at work
Inside This Book
(Learn More)
Browse and search another edition of this book.
Browse and search another edition of this book.
Suggested Tags from Similar Products(What's this?)Be the first one to add a relevant tag (keyword that's strongly related to this product)
|
What Other Items Do Customers Buy After Viewing This Item?
Customer Reviews
Most Helpful Customer Reviews
2 of 2 people found the following review helpful
Format:Paperback
What can be done to harness the "discretionary" effort of employees? Distinguishing between job satisfaction--mere contentment or satiation--and a deeper connection to work and workplace, the authors "define engagement in terms that connote energy and provide a... set of principles on which any organization can create and sustain a more engaged workforce."
The book begins with a theoretical focus, defining engagement and making the case for an engaged workforce. Readers learn how engaged employees say it feels to be engaged in their work and what engaged employees look like to those around them. The authors make careful distinctions between engagement and the superficially similar constructs of satisfaction and commitment. The discussion expands to the role of trust, justice and fairness in creating a work climate conducive to engagement. Personality factors such as conscientiousness of both employees and supervisors play an important role as well.
The second half of the book delivers practical advice. Chapter Four discusses how to conduct an employee engagement survey that diagnoses four factors: Capacity to Engage, Motivation to Engage, Freedom to Engage and Strategic Focus of Engagement. Chapter Five describes how to interpret engagement survey results and craft action plans that target improvement of the appropriate engagement factors. Chapter Six explores the possible downsides of engagement--such as burnout and workaholism--that occur when there is an imbalance between employee investment in work and perceived return on that investment. The book closes with an annotated slide show--suitable for convincing senior managers about the power of engagement--and a useful reference section.
The book is recommended for organizational development professionals who are already familiar with the basics of survey research and employee development. It can help them apply these skills to the emerging demand for employee engagement interventions. Employees might also read it to decide how to cope with their organizations sudden interest in their level of engagement. It is a well-written guide that achieves a good balance between theory and practice.
The book begins with a theoretical focus, defining engagement and making the case for an engaged workforce. Readers learn how engaged employees say it feels to be engaged in their work and what engaged employees look like to those around them. The authors make careful distinctions between engagement and the superficially similar constructs of satisfaction and commitment. The discussion expands to the role of trust, justice and fairness in creating a work climate conducive to engagement. Personality factors such as conscientiousness of both employees and supervisors play an important role as well.
The second half of the book delivers practical advice. Chapter Four discusses how to conduct an employee engagement survey that diagnoses four factors: Capacity to Engage, Motivation to Engage, Freedom to Engage and Strategic Focus of Engagement. Chapter Five describes how to interpret engagement survey results and craft action plans that target improvement of the appropriate engagement factors. Chapter Six explores the possible downsides of engagement--such as burnout and workaholism--that occur when there is an imbalance between employee investment in work and perceived return on that investment. The book closes with an annotated slide show--suitable for convincing senior managers about the power of engagement--and a useful reference section.
The book is recommended for organizational development professionals who are already familiar with the basics of survey research and employee development. It can help them apply these skills to the emerging demand for employee engagement interventions. Employees might also read it to decide how to cope with their organizations sudden interest in their level of engagement. It is a well-written guide that achieves a good balance between theory and practice.
Most Helpful Customer Reviews on Amazon.com (beta)
Amazon.com:
5 reviews
3 of 3 people found the following review helpful
The Theory and Practice of Employee Engagement
22 April 2010
Format:Paperback
What can be done to harness the "discretionary" effort of employees? Distinguishing between job satisfaction--mere contentment or satiation--and a deeper connection to work and workplace, the authors "define engagement in terms that connote energy and provide a... set of principles on which any organization can create and sustain a more engaged workforce."
The book begins with a theoretical focus, defining engagement and making the case for an engaged workforce. Readers learn how engaged employees say it feels to be engaged in their work and what engaged employees look like to those around them. The authors make careful distinctions between engagement and the superficially similar constructs of satisfaction and commitment. The discussion expands to the role of trust, justice and fairness in creating a work climate conducive to engagement. Personality factors such as conscientiousness of both employees and supervisors play an important role as well.
The second half of the book delivers practical advice. Chapter Four discusses how to conduct an employee engagement survey that diagnoses four factors: Capacity to Engage, Motivation to Engage, Freedom to Engage and Strategic Focus of Engagement. Chapter Five describes how to interpret engagement survey results and craft action plans that target improvement of the appropriate engagement factors. Chapter Six explores the possible downsides of engagement--such as burnout and workaholism--that occur when there is an imbalance between employee investment in work and perceived return on that investment. The book closes with an annotated slide show--suitable for convincing senior managers about the power of engagement--and a useful reference section.
The book is recommended for organizational development professionals who are already familiar with the basics of survey research and employee development. It can help them apply these skills to the emerging demand for employee engagement interventions. Employees might also read it to decide how to cope with their organizations sudden interest in their level of engagement. It is a well-written guide that achieves a good balance between theory and practice.
The book begins with a theoretical focus, defining engagement and making the case for an engaged workforce. Readers learn how engaged employees say it feels to be engaged in their work and what engaged employees look like to those around them. The authors make careful distinctions between engagement and the superficially similar constructs of satisfaction and commitment. The discussion expands to the role of trust, justice and fairness in creating a work climate conducive to engagement. Personality factors such as conscientiousness of both employees and supervisors play an important role as well.
The second half of the book delivers practical advice. Chapter Four discusses how to conduct an employee engagement survey that diagnoses four factors: Capacity to Engage, Motivation to Engage, Freedom to Engage and Strategic Focus of Engagement. Chapter Five describes how to interpret engagement survey results and craft action plans that target improvement of the appropriate engagement factors. Chapter Six explores the possible downsides of engagement--such as burnout and workaholism--that occur when there is an imbalance between employee investment in work and perceived return on that investment. The book closes with an annotated slide show--suitable for convincing senior managers about the power of engagement--and a useful reference section.
The book is recommended for organizational development professionals who are already familiar with the basics of survey research and employee development. It can help them apply these skills to the emerging demand for employee engagement interventions. Employees might also read it to decide how to cope with their organizations sudden interest in their level of engagement. It is a well-written guide that achieves a good balance between theory and practice.
4 of 5 people found the following review helpful
Best Explanation of a New Field
14 Sep 2009
Format:Paperback
Technology, remote officing and other changes to the workplace mean that there are literally hundreds of ways in which employees can disengage from work. More supervision and harsher penalties are never going to fix this problem. Companies simply have to figure out what engages people with their work to remain competitive.
This is the best explanation I've found of what engagement looks like and how to build an engaged culture.
In 5 years employee engagement will be a subject every time profitablity is discussed and this book should be a required text.
This is the best explanation I've found of what engagement looks like and how to build an engaged culture.
In 5 years employee engagement will be a subject every time profitablity is discussed and this book should be a required text.
1 of 1 people found the following review helpful
Psychology view of Engagement
26 Feb 2010
Format:Paperback|Amazon Verified Purchase
Great book if you're looking to see the psychological view of employee engagement. In my course we focus more on the scientific & quantitative view of it, so this book was refreshing and easy to understand.
Were these reviews helpful?
Let us know
Listmania!
Look for similar items by category
Look for similar items by subject
Feedback
- Would you like to update product info or give feedback on images?
- I am the Author, and I want to comment on my book.
- I am the Publisher, and I want to comment on this book.
|
