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Essay / Research Paper Abstract
A 9 page paper that begins with a literature review of employee engagement and involvement. This includes the costs for disengaged employees and benefits of engaged employees. Involvement is the key to engagement. A number of activities to involve employees are reported. Two case studies are briefly presented, each company had to make changes to involve employees. Bibliography lists 12 sources.
Page Count:
9 pages (~225 words per page)
File: ME12_PGeeipuk9.rtf
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Unformatted sample text from the term paper:
100 percent of their energy and skill when they are doing their jobs. It does not have to do with a flurry of activity. Look around in any work environment
and many of the people who seem to be involved in a lot of activity are really not, their minds are elsewhere. Seijts and Crim (2006) reported a study in
the U.S. that found 29 percent of workers are actively engaged and 54 percent are not engaged (Seijts and Crim 2006). Irvine (2009) reported that operating income increased by about
19 percent in companies where employees were engaged. The study also found productivity was 26 percent higher in these companies and they had lower turnover rates (Irvine 2009). Involvement is
about employees being involved in decision making and/or in other activities, such as setting goals. Involvement can be as simple as having a two-way communication system or as complex as
autonomous teams. Engagement makes a dramatic difference in the company. The Department for Business Innovation & Skills (2009) reported that disengaged employees cost the UK economy more than ?60 billion.
A study in the U.S. found that $350 billion is lost each year by disengaged employees (Smith 2009). One of the best ways to engage employees is to involve them.
This is not a new idea, which may be why some critics purport that it does not work. Critics have said "that engagement is merely a rebelling of well-established management
constructs such as commitment. . . ." (Gatenby et al. 2009, p. 2). If we make a correlation between involved and engaged employees, the data about engagement speak for themselves.
Seijts and Crim (2006) reported some actions a leader can take to engage employees. They are about involvement. Leaders need to connect with employees and let them know they
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