Unit 5.2 - Employee Engagement

Question 1

Define employee engagement

Answer 1

Degree to which employees are committed to their jobs and the organization, their willingness to remain with the organization and work hard to make it succeed, and their enthusiasm in completing their own work and helping their co workers

• Engaged
• Not engaged (neutral)
• Actively disengaged

Question 2

Define the job satisfaction theories:
* Fulfillment theory
* Reward theory
* Discrepancy theory
* Equity theory

Answer 2

• Fulfillment Theory - Relationship between need and satisfaction
• Reward Theory - Satisfaction is a function of the reward received; Timing and value is key; Most useful theory
• Discrepancy Theory - Expectations need to match satisfaction; comparison between what ought to be and what is
• Equity Theory - Comparison between inputs and outputs/outcomes; Employment exchange

Question 3

What are the 2 ways of measuring job satisfaction?

Answer 3

The best ways to measure satisfaction are either to interview employees or ask them to complete a questionnaire.

• Exit interviews
• Attitude surveys

2 attitude surveys:
- Semantic differential scales (opposite at both ends with numerical rating; ex. appreciated vs. unappreciated on a scale of 1-7)
- Likert scales (most common; ex. strongly agree to strongly disagree)

Question 4

What is job attitude feedback and its targets?

Answer 4

The most effective way to use job attitude information is to provide a summary report back to members of the organization so they may analyze, interpret, and use it for designing corrective actions.

Targets of distributing feedback:

• Management
  AND
• Employees