HR234 Final

Question 1

What are the four different Employee Engagement definitions?

Answer 1

Gallup: Involved, enthusiastic, and committed to work and workplace.
Kevin Kruse: Emotional commitment to organization’s goals.
Wikipedia: Fully absorbed and enthusiastic, taking action for the organization.
McMaster University: Passionate, committed, and puts discretionary effort into work.

Question 2

What is employee engagement importance?

Answer 2

Engaged employees produce better outcomes.
Engaged employees are scarce, affecting business performance.
Use of Gallup’s Q12® framework yields better results.

Question 3

What is the manager’s role in employee engagement?

Answer 3

70% of team engagement determined by managers.
Managers define work, advocate for employees, connect work to success.
Lack of coaching skills leads to misinterpreted actions.

Question 4

What are the drivers of employee engagement?

Answer 4

Engagement isn’t just about happiness but purpose and meaning.
Key drivers: purpose, development, caring manager, ongoing conversations, focus on strengths.

Question 5

What are the employee engagement and business outcomes?

Answer 5

High engagement linked to improved outcomes: productivity, safety, turnover, profitability, and more.
Engagement affects absenteeism, turnover, safety, quality, and customer loyalty.

Question 6

Employee Engagement Model Levels:

Answer 6

Growth, teamwork, individual contribution, and basic needs.
Levels build on each other, fostering trust and support for personal growth.

Question 7

Types of Employees in Engagement:

Answer 7

Engaged (involved and enthusiastic).
Not Engaged (psychologically unattached).
Actively Disengaged (resentful and unhappy).

Question 8

Difference Between Engagement and Experience?

Answer 8

Experience: Entire journey with the organization.
Engagement influences every stage, impacting and being impacted by each stage.

Question 9

How to build trust in the workplace:

Answer 9

Trust is vital for productivity and teamwork.
Two types: practical (competence) and emotional (relationship).
Honesty, reliability, vulnerability, and inclusion foster trust.

Question 10

Key steps in improving trust:

Answer 10

Truthfulness, admitting mistakes, fulfilling commitments.
Transparency, listening, courage, and taking responsibility for failures.

Question 11

Importance and Challenges of building trust in a remote workplace:

Answer 11

Challenges in Remote Trust Building: Building trust is particularly challenging in a remote workplace.
Importance of Trust: Trust is foundational for collaboration, integrity, and innovation in the workplace.

Question 12

Strategies for building trust:

Answer 12

Measure Output, Not Micromanage: Focus on output rather than monitoring presence.
Overcommunicate: Cultivate transparent communication, leveraging digital tools for clear interactions.
Recognize Frequently: Celebrate achievements, reinforcing team engagement and trust.
Schedule Face Time: Regular personal connections enhance trust and teamwork.

Question 13

Leadership’s Role in Building Trust:

Answer 13

Consistency in Trust Building: Trust is built over time and requires consistency.
Modeling Desired Behaviors: Leaders need to model trust-building behaviors for their teams.
Entrusting Teams: Leaders should entrust teams to hold them accountable.

Question 14

Employee Engagement and Trust:

Answer 14

Critical Role of Trust: Trust is fundamental for a safe and productive workplace.
Employee Engagement & Purpose: Employees seek purpose, meaning, and a sense of belonging, driving engagement.
Manager’s Impact on Engagement: Managers significantly influence team engagement.

Question 15

Importance of Employee Engagement:

Answer 15

Definition of Employee Engagement: Employees who are enthusiastic and committed to their work.
Engagement’s Significance: Engaged employees drive business success beyond financial motivations.

Question 16

Impact of Employee Engagement:

Answer 16

Employee Retention: Engaged employees contribute to lower turnover and higher retention rates.
Employee Productivity: Engaged employees are consistently more productive, benefiting overall performance.
Increased Profitability: Engaged teams show higher profitability and improved organizational outcomes.

Question 17

Characteristics and Levels of Employee Engagement:

Answer 17

Levels of Engagement: Highly Engaged, Moderately Engaged, Barely Engaged, Disengaged.
Characteristics of Engagement Levels: Varying perceptions and commitment among employees.

Question 18

Strategies to Improve Engagement:

Answer 18

Importance of Clear Communication: Clear communication fosters engagement and trust.
Leadership’s Role in Engagement: Leaders play a vital role in driving engagement strategies.
Effective Employee Communication: Encouraging proper communication improves engagement outcomes.

Question 19

Interpersonal Skills at Work:

Answer 19

Empathy & Understanding: Understanding employees’ situations to build rapport.
Clear Communication: Ensuring messages are understood and tasks are clarified.
Receptivity to Feedback: Actively accepting and acting on constructive criticism.

Question 20

What are the levels and types of organizational culture?

Answer 20

Levels of Organizational Culture: Artifacts, Beliefs & Values, Assumptions.
Types of Cultures: Dominant, Subculture, Counterculture, and Healthy Culture Indicators.

Question 21

Signs of Healthy/Unhealthy Cultures:

Answer 21

Healthy Culture Signs: Open communication, low turnover, strong survey participation.
Unhealthy Culture Signs: Poor attendance, high turnover, recruitment challenges.

Question 22

What is impactful onboarding?

Answer 22

Importance of Onboarding: Positive onboarding impacts retention, productivity, and engagement.
Business Outcomes from Onboarding: Improved retention, productivity, enhanced customer experience, and cultural integration.

Question 23

What is the overview and key points of the Mental Health Commission of Canada & The National Standard?

Answer 23

Overview: The MHCC supports mental health in Canadian workplaces through innovative programs. The National Standard for Psychological Health and Safety in the Workplace aims to guide organizations in promoting mental health and preventing harm.
Key Points:
Unique mandate from the Government of Canada.
First of its kind in the world - voluntary guidelines, tools, and resources.
Focuses on psychological well-being, preventing harm, and sound public policy implementation.

Question 24

Factors for a Healthy Workplace (CSA Group)

Answer 24

Overview: The CSA Group identified 13 factors contributing to psychological health and safety (PHS) in the workplace.
Key Factors:
Psychological Support
Organizational Culture
Clear Leadership and Expectations
Civility and Respect
Psychological Job Demands
Growth and Development
Recognition and Reward
Involvement and Influence
Workload Management
Engagement
Work/Life Balance
Psychological Protection
Protection of Physical Safety

Question 25

Causes of Mental Health Problems in the Workplace:

Answer 25

Overview: Various workplace factors contribute to mental health issues, such as poor policies, communication issues, limited control, and conflicts. Key Factors: Poor communication Limited employee influence Lack of control Unclear tasks/expectations Distrust Lack of support Unreasonable demands Conflict and disrespect

Question 26

Outcomes of Unaddressed Mental Health Problems

Answer 26

Overview: Untreated mental health issues lead to negative outcomes, impacting both individuals and organizations. Key Outcomes: Increased absenteeism Higher turnover rates Accidents and errors Decreased productivity Burnout and substance abuse Mental health conditions (anxiety, depression) Potentially violent acts or suicide

Question 27

Identifying Mental Health Problems:

Answer 27

Overview: Recognizing warning signs is crucial. The APA highlighted signs for conditions like depression and anxiety. Key Signs: Depression: disrupted sleep, sadness, loss of interest, thoughts of suicide. Anxiety: excessive worry, nervousness, physical symptoms, trouble sleeping.

Question 28

Responding to Mental Health Concerns:

Answer 28

Overview: A three-step process (Notice-Talk-Act) guides addressing mental health concerns in the workplace. Steps: Notice: Observe behavioral changes persisting for weeks. Talk: Approach with care, express concern, and offer support. Act: Connect with available resources or emergency assistance if needed.

Question 29

Strategies for Inclusive Workforce (MHCC Toolkit)

Answer 29

Overview: The MHCC Toolkit outlines steps for an inclusive workforce, involving auditing, action, ROI assessment, and ongoing improvement. Steps: Audit: Identify strengths and opportunities. Take Action: Address critical areas or initiatives for impact. ROI Assessment: Evaluate costs, benefits, and ongoing improvements. Monitor: Use the PDCA cycle for continual improvement.

Question 30

Accommodations for Diverse Hires:

Answer 30

Overview: Workplace Strategies for Mental Health suggests specific accommodations for diverse hires, particularly focusing on mental health. Accommodations: Communication techniques Environmental modifications Flexible job scheduling/duties Engaging the employee in discussions for tailored solutions

Question 31

Retention Strategies:

Answer 31

Overview: Retaining a diverse workforce, especially those with mental health challenges, involves regular check-ins and fostering a supportive culture. Retention Focus: Regular check-ins for performance, growth, and well-being. Cultivating a supportive culture and peer support.

Question 32

Recruiting a Diverse Workforce:

Answer 32

Overview: The Forbes article outlines 12 strategies for attracting and hiring diverse job candidates. Recruitment Strategies: Unconscious bias checks Organizational commitment Leveraging internal networks Transparent communication of goals Remote work opportunities, among others

Question 33

Define job design, describe the administrative areas involved and attributes:

Answer 33

Definition: Job design refers to how tasks or an entire job is organized, determining what tasks are done, how they are done, their quantity, and order. It aims to make jobs less risky for employees. Administrative areas involved in job design: Job rotation Job enlargement Task/machine pacing Work breaks Working hours Attributes of a well-designed job: Encourages diverse body positions Moderate strength requirements Involves mental activity Fosters feelings of accomplishment

Question 34

What are the 5 core job characteristics of the Job Characteristics Model?

Answer 34

Proposed by Hackman and Oldham, the model includes five core job characteristics: Skill variety: Use of diverse skills to prevent monotony. Task identity: Completion of an identifiable piece of work from start to finish. Task significance: Impact of the job on others and the organization. Autonomy: Level of freedom and scheduling ability in tasks. Job feedback: Degree of direct performance feedback. These characteristics lead to three critical psychological states: experienced meaningfulness, responsibility for outcomes, and knowledge of results, affecting outcomes like job satisfaction, motivation, performance, absenteeism, and turnover.

Question 35

Define Empowerment, list 2 types of empowerment, and its benefits and challenges:

Answer 35

Definition: Empowerment removes barriers, allowing employees to make decisions and perform their jobs effectively, fostering a sense of meaning and capability. Two types of empowerment: Structural empowerment: Workplace conditions enabling discretion and autonomy. Felt empowerment: Perception of having influence and capability within the job. Benefits: Enhanced innovation and commitment Better performance and quality Improved safety and employee satisfaction Challenges: Not suitable for all employees Resistance from managers or employees

Question 36

Define Ergonomics, the domains of ergonomics, the ergonomic process and its benefits:

Answer 36

Definition: Ergonomics optimizes interactions between humans and systems, addressing physical, cognitive, and organizational aspects. Domains of ergonomics: Physical Ergonomics: Aligns job demands with human capabilities, reducing musculoskeletal disorder risk. Cognitive Ergonomics: Focuses on mental processes affecting human-system interactions. Organizational Ergonomics: Optimizes sociotechnical systems and structures. Ergonomics Process: Assess risk Plan improvements Measure progress Scale solutions Benefits of ergonomics: Cost reduction Increased productivity Better product quality Improved safety and engagement

Question 37

Relationship between Ergonomics and Employee Engagement:

Answer 37

Ergonomics ensures a workplace aligns with employee capabilities, meeting their basic needs. Engages employees through care, valuing input, education, and tangible benefits. Benefits of engaging employees: heightened awareness, more improvement ideas, positive safety culture, improved acceptance of improvements. Employee engagement's value: Doesn’t always appear on cost sheets but enhances performance. Engaged employees contribute to continuous improvement cycles, adding value back into the process.

Question 38

What are Engagement Surveys, and their frequency and purpose?

Answer 38

Definition: A survey measuring employee engagement across an organization, helpful for identifying trends and creating benchmarks over time. Frequency: Annual, organization-wide, including all employees. Purpose: Identifying engagement levels, making decisions for positive impact, and enhancing employee performance.

Question 39

What are the types of Engagement Surveys?

Answer 39

Comprehensive Surveys: Measure and benchmark engagement across the organization. Pulse Surveys: Frequent, lightweight surveys on various topics, launched at any time to any audience. Lifestyle Surveys: Include onboarding, new hire, and exit surveys tracking employee engagement.

Question 40

What are the elements of an engagement survey?

Answer 40

Confidentiality: Protects individual identities, encourages honest feedback, and boosts response rates. Learning Tool: Helps uncover organizational issues and aids in informed decision-making. Comprehensive: Accurately measures work, team, and organizational engagement. Employee Voice: Offers all employees an opportunity to share opinions. Customization: Customized questions tailored to the organization's unique needs. Convenience: Ease of distribution, completion, and analysis. Actionable: Provides insights for addressing areas needing improvement. Accountability: Holds organizations responsible for employee engagement. Benchmarking: Creates reference points to measure success over time.

Question 41

What are common engagement survey questions?

Answer 41

Gallup's 12 Questions: Based on extensive research, these questions predict high team performance. Q12 Elements: Explored in detail via Gallup's article and accompanying videos.

Question 42

What are engagement drivers, their impact and actionable focus?

Answer 42

Definition: Survey questions significantly impacting engagement outcomes. Impact: Influence various areas like communication, trust, and feeling valued. Actionable Focus: Identifying and acting on crucial drivers to enhance engagement.

Question 43

What are Data Collection Methods?

Answer 43

Third-Party vs. In-house Surveys: Third-party surveys recommended for increased anonymity, participation, and professionalism. Questioning Methods: Scale (e.g., Likert scale) and Open-ended questions for varied data collection.

Question 44

What are survey response rate goals, the communication timeline and how to enhance participation?

Answer 44

Response Rate Goals: 70%-90% for >500 employees, 80%-90% for <500 employees. Enhancing Participation: Formal announcements, employee-focused communication, designated survey-taking time, manager accountability, and prioritizing changes based on feedback. Communication Timeline: Pre-survey, during survey, and post-survey communication strategies.

Question 45

How to create a communication strategy:

Answer 45

Clear Communication: Thanking employees, setting expectations, sharing survey results with managers, and involving employees in the process. Review Survey Results: Analyzing survey data, identifying trends, strengths, weaknesses, and employee engagement drivers. Making & Acting on Plans: Develop actionable plans at both organizational and team levels and follow through with execution. Regular Communication: Continuously communicating actions taken and their connections to the survey results.

Question 46

What are focus group's engagement benefits, and preparation & facilitation?

Answer 46

Engagement Benefits: Employees engaged in sharing survey results are 12 times more engaged. Preparation & Facilitation: Preparing for disruptive behavior, understanding facilitation do’s and don’ts.

Question 47

What are SMART Goals and what is an example of transformation?

Answer 47

SMART Definition: Specific, Measurable, Achievable, Relevant, Time-bound. Example Transformation: From a vague goal to a SMART goal using a specific, measurable, achievable, relevant, and time-bound approach.

Question 48

What is Human Experience?

Answer 48

The human experience encompasses the mental, emotional, spiritual, and physical aspects of human life. In the workplace, it focuses on personal connections, meaning, and purpose to elevate work life and success.

Question 49

What is customer experience vs. human experience?

Answer 49

Customer experience refers to how organizations interact with customers, while human experience focuses on connecting with customers as people, acknowledging their beliefs, values, and feelings, to create meaningful connections and drive business success.

Question 50

What is the employee experience index (EEI)

Answer 50

A measure quantifying the employee experience, evaluating the environment, work meaningfulness, empowerment, and voice, enabling organizational trust, supportive coworker relationships, and work-life balance.

Question 51

What are the human workplace practices?

Answer 51

Six practices derived from the EEI to improve the employee experience: organizational trust, coworkers' relationships, meaningful work, recognition, feedback, growth, empowerment, voice, and work-life balance.

Question 52

What are the five dimensions of positive employee experience?

Answer 52

Belonging, purpose, achievement, happiness, and vigor; when thriving, these dimensions lead to better work performance, higher discretionary effort, and improved employee retention.

Question 53

How to build connections in a virtual environment:

Answer 53

Strategies for fostering connections in a virtual workspace, including early meeting attendance, scheduling social hours, creating non-work conversation spaces, and identifying common interests among coworkers.

Question 54

What are Mosely and Irvine's three pillars?

Answer 54

THANK - expressing authentic appreciation; TALK - open dialogue and communication among employees; CELEBRATE - sharing humanity and common purpose through recognition and events.

Question 55

What is the impact of positive employee experience?

Answer 55

Improved business outcomes like better work performance, higher engagement, and reduced turnover. Positive employee experience leads to nearly 3 times higher return on assets and double return on sales for top-scoring organizations.

Question 56

What can loneliness in the workplace affect?

Answer 56

Loneliness can reduce job satisfaction, promotions, and increase the likelihood of job changes, affecting profits and productivity, highlighting the importance of human connections at work.

Question 57

Recognition Programs Impact:

Answer 57

Employee recognition programs positively impact organizational culture, employee experience, engagement, relationships, values, and profits by fostering a culture of appreciation and acknowledgment.

Question 58

Benefits of Engaged Employees

Answer 58

Engaged employees lead to higher profits, productivity, better customer ratings, reduced turnover, safety incidents, and theft, demonstrating the financial and operational benefits of a positive employee experience.

Question 59

Productivity Impact

Answer 59

Increased recognition leads to higher productivity. Workhuman customers showed $1737 per employee increases in productivity, illustrating the financial benefits of a human-centric workplace.

Question 60

Define Performance Management:

Answer 60

Performance management involves continuous communication and feedback between a manager and employee to achieve organizational objectives.

Question 61

Define Feedback:

Answer 61

Feedback is the process of providing information to an individual about their performance, behavior, or outcomes. It can be verbal or non-verbal, formal, or informal.

Question 62

Define Coaching:

Answer 62

Coaching aims to unlock an individual's potential for maximizing performance by guiding them to learn rather than teaching.

Question 63

Define Formal Appraisals:

Answer 63

Traditional performance evaluations with set times during the year where an employee meets their supervisor to discuss performance using various metrics.

Question 64

Define Performance Check-Ins:

Answer 64

Ongoing, fluid meetings between managers and employees throughout the year, focusing on proactive problem-solving without using a rating system.

Question 65

Define Performance Calibration:

Answer 65

Managers gather to discuss employee performance, agree on appraisals, or discuss employee performance, contributions, or promotions.

Question 66

Define Progressive Discipline:

Answer 66

A method to change employee behavior positively, aiming to help them succeed rather than being punitive.

Question 67

Define Developmental Purpose of Performance Appraisals:

Answer 67

Refers to learning, growth, feedback, goal setting, and training needs of employees and teams.

Question 68

Define Administrative Purpose of Performance Appraisals:

Answer 68

Relates to business decisions, promotions, retention, legal compliance, compensation, and human resources planning.

Question 69

Define the GROW Model:

Answer 69

Coaching framework involving Goal setting, Reality check, Options exploration, and Way forward for problem-solving, goal setting, and performance improvement.

Question 70

Define Elements for Effective Feedback:

Answer 70

Specificity, focus on behavior, explanation of impact, timeliness, limited information, effective listening, and asking for suggestions when appropriate.

Question 71

Define Traditional Performance Model:

Answer 71

A 4-phase process involving planning, acting, monitoring, and reviewing performance throughout a performance cycle.

Question 72

Define Appraisal Methods:

Answer 72

Various methods including Manager-Employee appraisal, Self-Appraisal, Customer Evaluation, and 360-Degree Feedback used to evaluate employee performance.

Question 73

Define Pros and Cons of 360 Degree Feedback:

Answer 73

Pros include comprehensive feedback and less bias, while cons involve complexity, potential for intimidation, conflicting opinions, training requirements, and lack of accountability.

Question 74

Define Rater Errors:

Answer 74

Systematic errors in judgment made by observers during performance evaluations influenced by personal biases and perceptions, which are often unconscious and difficult to correct.

Question 75

Define Ethics:

Answer 75

Moral principles governing a person's behavior or the conducting of an activity.

Question 76

Explain the importance of ethics in business:

Answer 76

Legal requirements Reputation management Attraction for customers and employees Impact of cancel culture

Question 77

What are the legal aspects of business ethics?

Answer 77

Contracts Hiring and termination Workplace regulations (OH&S, Human Rights, Employment Equality Act) Customer relations

Question 78

Define conflicts of interest:

Answer 78

Situation where one's interests may conflict with another's, compromising impartiality or objectivity.

Question 79

Provide examples of conflict of interest:

Answer 79

Manager in a personal relationship with a subordinate Making deals with family members without transparent selection Interviewing a close friend for a position Holding conflicting roles in different companies simultaneously

Question 80

How to handle ethical dilemmas:

Answer 80

Have a comprehensive ethics policy Include multiple viewpoints in policy creation Regularly communicate and refer to the policy Ensure easy accessibility and updates Apply policy consistently and universally Provide training when necessary

Question 81

What are indicators of unethical behaviour?

Answer 81

Secretive behaviors Changes in communication patterns Unexpected changes in performance measurement Rule-breaking conduct

Question 82

What are ethical conduct policies?

Answer 82

Canadian Medical Association (CMA) - CMA Code of Ethics and Professionalism Chartered Professional Accountants of Saskatchewan (CPA Saskatchewan) - Rules of Professional Conduct Chartered Professionals in Human Resources (CPHR) Saskatchewan - Code of Ethics and Standards of Professional Conduct