Mar 06
In the midst of school, work, and various other projects the page fell by the way-side. As such this got me thinking about priorities. The ability to uncover and distinguish between time wasters and things that actually provide a return on investment in all aspects of my life lead me to think about what percentage of time was being spent on each function. Resolution 2013!
Jan 27
“Engagement starts with leaders, their self-efficacy, and individual self-determination which then drives or diminishes an organizations performance. When both parties abide by the exchange rules, the result will be a more trusting, loyal relationship with favourable reciprocal exchanges.
Jan 24
In order to truly achieve a genuine system of engagement, individual employees and employers need to work together creating a positive, trusting, civil, respectful, and mutually beneficial working relationship, which leads to equity, opportunity and growth within the system.
Dec 23
BlessingWhite Research published and Employee Engagement Report in 2011: “Beyond the numbers: A practical approach for individuals, managers and executives”. This post is entirely based on BlessingWhite Research and I encourage everyone to download their free copy of the report at this link: http://www.blessingwhite.com/EEE__report.asp
Oct 12
Human are inherently motivated to grow and achieve and will fully commit to and engage in uninteresting tasks when their meaning and value is understood.Satisfying employee needs for competence, relatedness and autonomy will create enduring sustainable motivation. A recent meta-analysis conducted by the Gallup Organization showed that the most profitable work units have people doing what they do best, with people they like, and with a strong sense of psychological ownership for the outcomes of their work. (Harter, 1999)
Oct 05
Today’s businesses focus a great deal of attention on employee engagement as its consequences are said to be far reaching on the success of the business. It has been reported that roughly half of the world workforce is not fully engaged. As a result this leads to an “engagement gap”[i] that costs organizations over $300 …
Dec 06
On average professionals believe they can be 35% more productive if they were in a role that fully leveraged their unique strengths and passions. There is an unprecedented untapped organizational potential that goes to waste yearly. We (Human Resources Professionals) are the specialists in this capacity and we have the tools and knowledge to capitalize on this “actionable information”
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