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.
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.
Praise for Engaged Leadership "Engaged Leadership is the best of both worlds: an engaging business story coupled with a primer on the practical skills all leaders need. In the book, Swindall provides many useful tools for successfully meeting twelve major leadership challenges. I recommend it." --Mark Sanborn, author, The Fred Factor and You Don't Need a Title to Be a Leader "This creatively inspiring book not only encourages the leaders of tomorrow, but also inspires the leaders of today to step up and meet the challenges of a changing world. Business leaders will find true substance at the core of each page." --Nido Qubein, President, High Point University, and Chairman, Great Harvest Bread Co. "Give this book to anyone aspiring to be an effective leader and you've put them ahead of the curve. Swindall has done a masterful job of bringing leadership to life in a book that's engaging and effective. Create a leadership culture in your company by getting this book now!" --Joe Calloway, author, Work Like You're Showing Off! and Becoming a Category of One "This book is so engaging; you'll forget you're learning. If you only have time for one book this year--make it Engaged Leadership. You won't be disappointed." --Bradford D. Beldon, President and CEO, Beldon Roofing Company "This book contains simple yet very effective management techniques that can improve every leader's ability to inspire and get the most out of their employees. Swindall shows us what employees want from leaders and how leaders can motivate employees using practical yet effective stories." --John Wight, President and CEO, BF&M Insurance Group "This is a slam dunk by Swindall! What a powerful read for any team member of an organization. A fun, enjoyable, insightful, and impactful lesson on how to apply the key concepts of engaged leadership to move your team forward." --Joe Clark, Vice President, Ticket Sales & Services, San Antonio Spurs
CEO of E3 Solutions Don Rheem offers managers and senior leaders deep insights into what drives employee performance from a brain-based perspective. Thirve by Design introduces you to the triggers of exemplary workplace behavior at a neurological level. Tapping into these triggers leads to increased productivity, well being, accountability, and retention.
The book analyses organizational disengagement and its unwanted consequences at an organizational and at individual level. The author argues for the existence of an additional dimension of employee disengagement. The author analyses how people frame their decisions of staying or leaving organizations by defining their employment situation.
Ten years ago, world-renowned professors W. Chan Kim and Renee Mauborgne broke ground by introducing "blue ocean strategy," a new model for discovering uncontested markets that are ripe for growth. In this bound version of their bestselling Harvard Business Review classic article, they apply their concepts and tools to what is perhaps the greatest challenge of leadership: closing the gulf between the potential and the realized talent and energy of employees. Research indicates that this gulf is vast: According to Gallup, 70% of workers are disengaged from their jobs. If companies could find a way to convert them into engaged employees, the results could be transformative. The trouble is, managers lack a clear understanding of what changes they could make to bring out the best in everyone. In this article, Kim and Mauborgne offer a solution to that problem: a systematic approach to uncovering, at each level of the organization, which leadership acts and activities will inspire employees to give their all, and a process for getting managers throughout the company to start doing them. Blue ocean leadership works because the managers' "customers"--that is, the people managers oversee and report to--are involved in identifying what's effective and what isn't. Moreover, the approach doesn't require leaders to alter who they are, just to undertake a different set of tasks. And that kind of change is much easier to implement and track than changes to values and mind-sets. The Harvard Business Review Classics series offers you the opportunity to make seminal Harvard Business Review articles a part of your permanent management library. Each highly readable volume contains a groundbreaking idea that continues to shape best practices and inspire countless managers around the world--and will have a direct impact on you today and for years to come.
While much thought has been given to how business leaders and managers can obtain the most productivity from Millennials (Generation Y) and subsequent groups such as Generation Z, the true challenge is far more complex. The workforce of the near future will be a multigenerational one, featuring members from between four and six generations in one organizational setting. This situation is made even more complex and challenging with the effect of today's globalization, which has created worldwide hypercompetition in organizations that often involves members from multiple cultures who speak different languages. How to effectively handle such a diverse population is increasingly a key concern for organizations of all types and sizes. Global Applications of Multigenerational Management and Leadership in the Transcultural Era is a pivotal reference source that provides vital research on the application of applying numerous leadership styles to effectively navigate generational compromise. While highlighting topics such as consumer behavior, leadership management, and workforce diversity, this publication is ideally designed for business scholars, managers, executives, human resources professionals, recruitment agencies, students, business professionals, and international business leaders seeking current research on communication strategies and the most effective ways to handle a diverse workforce.
In recent years there has been a weight of evidence suggesting that engagement has a significantly positive impact on productivity, performance and organisational advocacy, as well as individual wellbeing, and a significantly negative impact on intent to quit and absenteeism from the work place. This comprehensive new book is unique as it brings together, for the first time, psychological and critical HRM perspectives on engagement as well as their practical application. Employee Engagement in Theory and Practice will familiarise readers with the concepts and core themes that have been explored in research and their application in a business context via a set of carefully chosen and highly relevant original and case studies, some of which are co-authored by invited practitioners. Written in an accessible manner, this book will be essential reading for scholars in the field, students studying at both undergraduate and postgraduate levels, as well as practitioners interested in finding out more about the theoretical underpinnings of engagement alongside its practical application.
'42Rules of Employee Engagement (2nd Edition)' was born out of need for dcorporations, leaders and managers to engage with employees. Depending on whose research you read, as much as three quarters of the global workforce were not engaged! How long could organizations continue down this path and thrive or survive? As overwhelming as these data seem, Susan Stamm began to recognize the solutions are simple and within our reach. Engagement begins and ends with leaders and their day to day actions. It's the little things that make the big difference: how much information the leaders shares, how they approach important conversations, how much control they need, and how well they listen. An organization can be a best place to work, yet have a team no one wants to work on. The reverse is also true and it is almost always related to the leader. A challenge is that leaders often have blind spots, especially leaders that are struggling with their teams. This book include stories that leaders can relate to and that might open the door for them to consider how their actions appear to others. The best way to use this book is as a conversation starter. Take it to lunch with colleagues and discuss a single rule and the implications for your teams. These rules are actionable; when there is a challenge, there is always a specific action or direction recommended for dealing with it. In addition to the actions offered at the end of each rule, Appendix C provides links to more than two full years of free employee engagement activities and tools. If you want better engagement at your company, you should pick up '42Rules of Employee Engagement (2nd Edition)' today.
Employee engagement is a novel concept that has been building momentum in recent years. Understanding Employee Engagement: Theory, Research, and Practice exposes the science and practice of employee engagement. Grounded in theory and empirical research, this book debates the definitions of engagement, provides a comprehensive evaluation of empirical findings in the engagement field including a focus on international findings, and offers implications for science and practice in organizations. Employers can learn how to foster and drive engagement to increase productivity and happiness, and researchers can master the existing engagement literature and begin to study the many propositions and new models Zinta S. Byrne, Ph.D. proposes throughout the book.
