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I couldn't help but sharing this with this group when I saw it this morning (9 Oct 2009) and hope this is appropriate for all of you.
Some of my company's clients tell me that external motivation doesn't really work. Rewards don't matter to their...
To respond to S. Max Brown's issue about avoiding the proverbial "sold to" feeling that accompanies all too many initiatives: there are many things to consider but you've teed up the most important ("being inspired by great leadership") and that i...
This group is for those who want to learn more about best practice employee recognition and to share ideas on this important engagement tool
Nice! I'm a Martin guy but used to have an Alvarez-Yairi c. 1970. Sweet!
Alvarez Dove 6-string, circa 1968. I'm older!
Filters--many, many permutations coming at us. Keeps things interesting.
Craig, you've raised a very important issue with generational differences. I've recently finished David Stillman's book "When Generations Collide" and I'm needing to run all my thoughts through these very unfamiliar filters. It makes my brain hurt...
OK folks, I am DIGGIN it here. Had to say that.
It appears that we may need to step back from the issue and define "engagement". The Flow concept doesn't fit the "burnout" too well, unless we're looking at engagement differently. It's relatively ...
First - thank you to Peter and Craig. (As an aside, I'm just giddy that the Web allows us to have these conversations. I recall vividly doing research in college by writing letters to researchers, organizing long-distance phone conversations, and ...
TowersPerrin Global Workforce Study Just to tide us over until Dr. Young weighs in.
Good Morning, beautiful spring day in the Heartland!
Check out this report: The State of Employee Engagement 2008. From BlessingWhite; you'll have to do a short registration to download the doc. Towers-Perrin also has some numbers, but I'll defer...
Hello all:
I'm a fan of BlessingWhite's 'formula' for engagement: high satisfaction (+) high contribution. That magical state where a person does exceptional work and they couldn't be happier with their role.
An individual can be an excellent pe...
Oops - forgot the attachment - see comment above. ANyway here it is now!
csikszentmihalyipowerpoint.pdf
Hi Tim
Great challenge! I think it is a chicken and egg debate.
When I read this discussion I was immediately reminded of the concept of "Flow" - devised by the psychologist Mihaly Csikszentmihalyi. I first read his book, "Flow: Psychology of Ha...
Comment Wall (2 comments)
- At 1:25pm on August 10, 2009,
Peter Hart said…
- Hi Tim! Welcome to the Employee Recognition Group. I actually work with John O'Brien... he and I are board members at RPI. Have a great day! peter
- At 8:55pm on March 31, 2009,
David Zinger said… - Tim:
Welcome to the employee engagement network. Let me know if I can be of assistance and I encourage you to write more on your profile or let us know more about your interest and involvement in engagement.
David
Profile Information
- Who are you?
- I work in the incentive industry with a privately owned firm called BI - which used to stand for Business Incentives. Part of what I do is to try to translate behavioral economics and social psychology into improved methodologies for incentive and recognition programs in the corporate world.
- What is your interest or involvement in employee engagement?
- I'm interested for both personal and professional reasons: I want to understand what impact engaged employees have on organizations.
- Where are you located?
- Minneapolis, Minnesota
Tim Houlihan's Blog
Engagement vs. Productivity
This could very well be a chicken-egg debate, but I'm interested in your thoughts. I read a paper by Cythia Fisher, PhD, in the Journal of Organizational Behavior (#24, pg 753, 2003) where she concluded that engagement is a result of people performing well in their jobs, rather than vice versa. What do you think? What evidence do you have to support your thoughts on this? I'm really curious!
Posted on April 1, 2009 at 3:40pm — 12 Comments
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Do you deal with an organization or service provider whose performance is lacking, but somehow you continue to accept their poor performance? If you honestly think about it, you’ll probably answer “yes.” But don’t fret too much because we all do...
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