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Employee engagement for dummies
Learn to implement the necessary plans to create and sustain an engaging culture for your employees. This guide shows you how to attract and retain the best people while boosting their productivity, morale, and creativity.
Book
Examining the effects of tyrannical leadership on workplace incivility: interplay of employee low morale and supportive organizational culture
Drawing on the conservation of resource theory, this study examined the impact of tyrannical leadership on employees' low morale and workplace incivility. It also examined the mediating role of employee low morale and moderating role of supportive organizational culture. A multi-wave time-lagged study was conducted with 456 employees in the Chinese corporate sector. Hayes PROCESS models and AMOS were used to test the hypothesized model. The results supported the hypotheses and demonstrated a positive relationship between tyrannical leadership, employee low morale and workplace incivility. Furthermore, employee low morale was found to mediate the relationship between tyrannical leadership and workplace incivility. The presence of a supportive organizational culture was found to moderate this mediation, leading to lower levels of workplace incivility. This study highlights the detrimental effects of tyrannical leadership on employee morale and workplace incivility. However, it also recognizes the potential for organizations to mitigate these negative consequences through the establishment of a supportive organizational culture. The findings contribute to the theoretical understanding of leadership and employee behavior, and provide practical implications for organizations aiming to address the negative outcomes associated with tyrannical leadership.
Journal Article
The drama-free workplace
Eliminate sexual harassment, unconscious bias, ethical lapses and other HR nightmares!
Companies spend millions on legal compliance training and initiatives to eliminate workplace drama and the resulting low morale and lawsuits, but don't always get the results they want. Most organizations understand that simply checking legal compliance boxes around sexual harassment, bias, etc. isn't enough, but are at a loss on how to implement solutions, especially in today's post-#MeToo world.
Patti Perez is an attorney, HR expert, trainer, and former state regulator, who has conducted over 1, 200 workplace investigations. In this unique book, she explains the secret to avoiding all forms of drama, legal exposure, and low morale: A healthy workplace culture. Patti combines the lessons learned from 25 years of professional experience with robust data from behavioral science research to debunk common myths, including the belief that a focus on legal compliance leads to a healthy workplace culture. (In fact, it increases the likelihood of getting sued).
The Drama-Free Workplace includes a section with easy-to-understand causes, effects and solutions to problems related to:
* Sexual harassment
* Bias and diversity
* Ethics lapses
The book also includes helpful information on:
* Becoming an organization that values and practices fearlessness, fairness and freedom
* Anticipating situations that give rise to drama, with detailed advice on how to prevent it from happening
* Using emotional intelligence to communicate more precisely and persuasively about sensitive, controversial topics in the workplace
Finally, the book's DIY section guides companies on how to:
* draft and enforce helpful policies (that employees will actually read and *want* to follow)
* design and deliver powerful and effective training programs
* investigate and resolve claims of sexual harassment and other types of misconduct.
Together, these practical tools will help all your employees feel valued and motivated, and keep drama, disengagement, and lawsuits, away.
eBook
G403(P) Moodsey: developing a thematic real-time staff morale tracking model
AimsTo develop a method of continuous assessment of subjective staff morale reporting and use the reporting data to inform improvements to staff wellbeing.MethodsA system, entitled MOODSEY, was developed asking multidisciplinary staff in a busy urban paediatric unit to anonymously retrospectively rate each shift as a ‘Good Day’ or ‘Bad Day’ at its conclusion. Broad demographic information was collected to aid with subgroup analysis. ‘Complete’ data required all 4 fields completed. This data was aggregated, and a score was plotted on a run chart.Prior to data collection, a listening exercise occurred to generate themes that staff reported as affecting their shifts. When reporting, staff were encouraged to signal which of these themes had led to their choice. These themes were aggregated and analysed using the Model for Improvement to inspire changes that would improve future scores & the frequency of themes being reporting.Paper and digital reporting techniques were designed to be minimally time-consuming and local champions encouraged reportingResultsThe unit average MOODSEY score was plotted on a scale of -1 to +1 plotted on a run chart. In the first 2 months of reporting, a median score of 0.7 with statistically appropriate variability was found. Statistically significant shifts were seen for both positive and negative reporting.Thematic data showed that negative reporting was most commonly associated with Poor Staffing, Incivility and Unsupportive Seniors whilst positive reporting was associated with a Good Atmosphere, Good Teamwork and Supportive Seniors.885 responses were collected in total (mean: 12.5 responses/day). The presence of champions on shift improved response rate for all roles. 66% of reporting cards were completed fully.ConclusionThe MOODSEY system has proven the concept of ‘smart real-time monitoring of staff morale’. Thematic analysis correlates with existing findings in the literature. Further iterations are required to integrate the project into the department however the encouraging initial success gives a platform for ongoing assessment of work aimed at staff wellbeing.
Journal Article
Soul of the organization : how to ignite employee engagement and productivity
Some organizations struggle to provide their employees with satisfying work environments, and their organizational performance suffers as a result. Other organizations do sustain high levels of performance, thanks to employees who are engaged in their work, take pride in their workplace, and believe in what their employer does. This book explores how eleven organizations turn on their employees at all levels, allowing them to contribute more meaningfully, substantially, and effectively to their place of employment.
Book
A Job Demands-Resources Approach to Public Service Motivation
This article uses job demands–resources theory to build a model of public service motivation (PSM). Public service motivation determines how employees in the public sector deal with their daily job demands and resources. Highly motivated public servants are able to deal with their job demands and prevent exhaustion. Additionally, because of their sense of calling, they are motivated to mobilize their job resources to stay engaged and perform well. However, if job demands are consistently high and job resources are consistently low, highly motivated public servants will lose their psychological resources, resulting in lower PSM. Reduced PSM, as a consequence, may strengthen the loss cycle of job demands and exhaustion and weaken the gain cycle of job resources and engagement. Public service managers and employees may use this model to optimize their work environment on a day-to-day basis.
Journal Article
Organizational fit
\"An ambitious survey of the field, by an international group of scholars, that looks toward the future of person-organization fit. Explores how people form their impressions of fit and the impact these have on their behavior, and how companies can maximize fit Includes multiple perspectives on the topic of how people fit into organizations, discussing issues across the field and incorporating insights from related disciplines Actively encourages scholars to take part in organizational fit research, drawing on workshops and symposia held specially for this book to explore some of the creative directions that the field is taking into the future \"--
eBook