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Enhancing Employee Engagement: Understanding and Managing Workplace Dynamics

Employee engagement is crucial for a thriving organizational culture. This chapter explores the classifications of employee engagement: actively engaged, not engaged, and actively disengaged. Engaged employees are passionate and drive innovation, while those not engaged may merely go through the motions. Actively disengaged individuals can negatively impact morale and company initiatives. Key drivers of engagement include effective communication, recognition, and a supportive workplace culture. The chapter also discusses the importance of managing diversity and ethical standards in promoting a positive work environment.

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Enhancing Employee Engagement: Understanding and Managing Workplace Dynamics

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  1. Ethical Problems of Managers Chapter 6

  2. Employee Engagement • Actively engaged: • Passionate and enthusiastic • Feel profoundly connected to the company • Drive innovation • Move the company forward • Eagerly go all the “extra mile”

  3. Employee Engagement • Not engaged: • “checked out” • Sleepwalking • Put time – but not passion or energy into their work • May or may not go the “extra mile”

  4. Employee Engagement • Actively disengaged: • “It’s not my job” • Negative drag on the culture • Little or no company loyalty • Undermine what engaged coworkers accomplish • May well sabotage company initiatives and employee goodwill

  5. Drivers of Engagement • Line of sight • Involvement • Information sharing • Rewards and recognition

  6. Managing the Basics • Hiring and work assignments • Performance evaluations • Discipline • Terminations

  7. Managing a Diverse Workforce • Diversity • Harassment • Family and personal issues

  8. Manager as Lens • Begin with clear standards • Design a plan to continually communicate your standards • Managers are role models

  9. Managing Up and Across • Honesty is rule one • Standards go both ways

  10. Linda K. Trevino and Katherine A. Nelson, Managing Business Ethics, (Wiley, New Jersey) pp. 152-176.

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