Employee Engagement and Turnover

cognitive engagement

employees are really focused on their work related tasks

emotional attatchement

sense of attatchement to people work situation within the full experience of work

behavioural engagement

going above and beyond putting in extra effort doing more than expected

positives and negative of remote work

satisfaction, lower turnover, work life balance, sustainability, lower costs

isolation mental illness, presenteeism, fewer feedback, communication challenged, less likely to be promote. some show lower producitivty but findings are mixed

challenge demands

stressful events, but can give mastery and growth as long as its not consistent stress

Ex: higher work load, time pressure, but if its consistent it will lead to burnout

hinderance

things that get in the way.

ex: Org politics, overload , conflict(emotional, role)

what are the 4 drives

aquire-

bond- be apart of a group feel belonged

comprehend

defend

acquire

to obtain resources or experiences that influence our self status and well being

resources: development, reward system

challenge demands:job responsibility

hinderance demands:

bond

resources: pos work climate, support

challenge demands:

hinderance demands:emotional conflict or politics

comprehend

make sense of the world around us

resources: work role fit, job variety, development, feedback, autonomy

challenge demands: job responsibility

hinderance demands:admin hassles, role conflict, role recovery

defend

protect accomplishments against threats- usually dont think of this unless something happens or you see something unfair

resources: recovery

challenge demands:time urgency, workload

hinderance demands:admin hassles, org politics, resource inadequecies, role conflict, role overload

job characteristics model

unfolding model of turnover

personal events are very common

leaving a dissatisfying job is most common tho

the competing values framwork and the 4 drives connection

Acquire- compete - more goods or status

Bond- collaborate 

Comprehend- create 

Defend - control

takeaway:

don’t go to extreme ends in the competing values framework

If you don’t fit with the culture you're not gonna be motivated

Balance motivational drives and the job demands and resources

overall summary of employee engagement and retention

balance and remove hinderance demands.

Trying to hit all 4 drives in job design and when youre a leader trying to keep that in mind for communication.

Trying to develop culture where we balance culture dimensions as well.

Experience need satisfaction with 4 drives we want to hire someone who fits into the culture and screening out the people who are going to detract from the culture. Do it in interviews, use personality assessment and pay attention to combinations of traits people have.