The document discusses strategies that organizations can use to foster an engaging work environment where employees are committed to their jobs. It provides examples of companies that successfully support employee engagement, such as a company that recognized employees weekly with bells and whistles and offered prizes and parties. It also discusses how Zappos offers benefits like relaxed dress codes, team building, free meals, and professional development to boost employee happiness. The document recommends that companies pay for employees' education or allow them to attend seminars to help employees feel more engaged and committed.

1. DQ 5-1
Response 1
I worked for one company that did a great job of supporting an
engaging environment. This company had two employees in a
department they called the “wow” department. They were
responsible for employee recognition and company culture.
They would walk around with bells, and whistles to recognize
employees on a weekly basis. They were always looking at
ways to support us. We would have quarterly company parties,
and a yearly award ceremony party. We would receive company
swag on our desk some days when we would come into work.
We had cards that we would receive stickers and once you had
so many stickers you cou2ld turn them in for company branded
prizes. This was a fun environment to work in and it made
people want to come to work. The culture was so productive
and people seemed to really get along.
When I think of examples of fostering a culture where
employees are engaged in their jobs I think of Zappos. Their
environment fosters happy employees. The have a relaxed dress
code. They have monthly team building, this allows employees
to get to know each other and make friends. “72 percent of
employees who have a best friend at work are more satisfied in
their jobs compared to 52 percent who do not have a friend at
work” (Younge, 2018). They offer an office library where
employees can borrow books, or some companies use
audible.com for their employees. They offer internal currency
which helps recognize employees. Employees love to be
recognized. They offer free meals and snacks to all their
employees. They offer a relaxation area where employees can
nap throughout the day, since napping increases alertness. They

2. offer an environment for employees to be themselves. Some
additional benefits they offer are onsite wellness, pet insurance
and a 40% discount off products (Younge, 2018).
The one example I think that could foster an engaging
environment in the work place is companies paying for
employees education or allowing employees to attend personal
development seminars. I know some companies do this right
now, but there could be more companies that help with this.
Most of us want to improve ourselves, and if companies are on
board with doing this for employees I think this helps
employees be more engaged and more committed to that
employer. I know from personal experience I am grateful to be
sent to professional development seminars. It gives me time to
recharge and come back with more motivation.
Younge, J. (2018, May 18). 7 Zappos Amenities that Boost
Employee Happiness. Zappos. Retrieved from:
https://www.zappos.com/about/employee-happiness-amenities
2 What experience have you had with organizations supporting
an engaging environment? What examples have you seen or
heard that have helped foster a culture where employees are
engaged in their jobs? Share one strategy or example that you
believe can foster an engaging environment in the workplace.
Supporting engagement in a work environment is prominent.
According to Dessler, (2016), moderately engaging individuals
in programs that include computer interface instructions along
with the individual’s feedback is a way to help foster the culture
of the environment. Also, incentive programs are useful for
engagement of the working environment as it provides the
employees with positive feedback and pushes them to want to
succeed in the productivity for the company. Incentive
programs offered would increase engagement in job
performance.
I had the pleasure of working for a Pediatrics Medical Center,
located in Indiana, that provided the employees are Christmas

3. bonus. The bonus was based on attendance, punctuality, and
customer service. Providing this program was great because it
enacted the employees to be more involved and strive to better
themselves and boost company morale. Personally, providing
help to customers is engagement enough for me, providing
someone the tools they need to help assist them in awareness is
pleasurable; however, it was nice for the incentive bonus from
the medical providers.
A rewards program would also be a benefit for engagement in
the culture for the company. A positive reinforcement effort
from managers would also be engagement for employees.
Dessler, G. (2016). Human Resource Management (15th ed.).
Upper Saddle River, NJ: Pearson/Prentice Hall. ISBN-13:
9780134235455
3.
In order to work in an engaging environment individuals who,
hold leadership roles must establish this type of environment
first. When supervisors and or managers know what is required
to establish a balanced work environment, employees feel
encouraged to participate and go with the flow. In the event,
that this isn’t evident from the top employees tend to go their
separate ways and that is when issues arise. Working within an
engaging environment allows employees to work together as a
team which keeps everyone at ease. Most organizations
implement engagement as a program that’s ancillary to the
actual business. But, by thinking about employee engagement as
a planned business strategy-with expected and measured
business results-employee engagement becomes possible. With
this in mind, employee engagement as a successful business
strategy needs effective managers who are committed to:
· Measuring employee performance and holding employees
accountable
· Providing the communication necessary to align each
employee’s actions with the organization’s overall business

4. goals
· Pursuing the employee development required to ensure success
· Making a commitment (in time, tools, attention,
reinforcement, training, etc.) to keeping employees engaged
over the long haul because they fundamentally believe no other
strategy will produce as much success-for both the business and
the employees(Heathfield, 2018).
Currently in the state agency I work for, our immediate
supervisors have established a well-balanced work environment.
There is an open door policy which reassures employees that if
anything were to happen, we can reach out for guidance. If
someone feels overwhelmed, employees always offer a helping
hand and follow-up to confirm we are feeling better. We work
well as a team and knowing we have this type of environment
encourages employees to work harder and do a great job.
Although, there are times when instant gratification isn’t given
knowing that senior staff is content with the work we perform is
very rewarding. Keeping everyone informed and providing
constructive feedback is a great way to foster an engaging
environment in the workplace.
Reference:
Heathfield, S.M. (2018). The Balance Careers. Create a Work
Environment that Encourages Employment Engagement.
Retrieved from
https://www.thebalancecareers.com/create-work-environment-
for-employee-engagement-1917575

5. DQ 5-2
1. Managers who encourage lateral relocations are open to
finding the best fit for an employee and the organization. They
can see the big picture and do not hold onto talented employees
who are unfulfilled in their current positions. When
organizations promote from within, it is important to support
their employees throughout the process. Potential promotion
candidates can be identified by their willingness to learn from
their mistakes, ability to add value, and are proven team players
(Cannon, 2010). The organization can start by providing
leadership classes, increasing the scope of the employee’s
projects, and providing mentors throughout the promotion
process for support. It is also important to hire people who
have the skills necessary to be promoted and to help provide a
pathway to success (Cannon, 2010).
As managers prepare their employees for promotion, it is
important to groom them for success. Below are tips for
managers when meeting with their employees to plan their goals
and path to success:
1. Get feedback – Include the employee in the planning of
their goals. What steps have they already taken? How does this
small goal fit into your career goals? What are some obstacles
that you can foresee with this goal? How often should we
review progress? Allow them to own their goals and become
invested in the success of the projects and the organization.
2. Give them the why – Many employees are assigned tasks
without an explanation of how these tasks fit into the big
picture and benefit the organization. Explain how this task will
contribute to the organization and their impact on the big
picture.
3. Constant communication – Do not just assign deadlines. Set
milestones and check in regularly to make sure they are making
progress, on track and have the resources they need to be
successful. If goals change, communicate them immediately. If
problems occur, work with people toward a solution.
4. Make things fun – Set goals and track progress in a fun way.

6. Celebrate both short term milestones and long-term goals.
(Brennan, 2018)
I will interview for an internal promotion opportunity on
Thursday. It would be a step up of several grade levels and
upper management is hesitant to trust me with the
responsibility. I am the only person within the organization
that has the professional licenses, degrees, certifications, and
experience required, but I have only been employed there for
two years. In preparation for this promotion I am working
towards a masters degree, passed another certification exam,
and took many internal leadership classes. My supervisor and
the new director gave me some leadership opportunities through
projects to showcase my expertise and provided career advice.
Several external hires were completed recently for leadership
positions that could have been filled internally and I am very
nervous. This class has done much to prepare me for the
interview process and management responsibilities. Thank you
Dr. McGlory for the detailed feedback and insightful questions.
Wish me luck.
References:
Brennan, C. (2018, February 23). Top 7 Strategies for Helping
Your Employees Reach Their Goals. Retrieved August 19, 2018,
from https://www.insperity.com/blog/top-7-strategies-for-
helping-your-employees-reach-their-goals/
Cannon, L. (2010, December 14). How to Promote From Within.
Retrieved August 19, 2018, from
https://www.inc.com/guides/2010/12/how-to-promote-from-
within.html
2.
Often times, employees come to a point when they are ready to
advance their position or develop their skills further. How can
an organization support individuals seeking to relocate laterally
within their organization or advance their careers by moving
into a position of higher authority within their organization?
Organizations should provide encouragement and positive

7. enactments for the individuals seeking to promote and reward
their performance. According to Dessler, (2016), companies
can positively benefit from an individual’s lateral move with
experience and exceptional performance. A company still have
to establish guidelines for a promotion because of the laws
implemented and to prevent discrimination.
Organizations can provide the employee with positive
productivity reports, great recommendations and perseverance
of character as a reference.
According to Rohman, Onyeagoro, and Bush, 2018, managing
promotion is an effective and powerful indication of a
company’s success. This encourages employees within the
company to participate willing and effectively while offering a
higher percentage rate of work if the integrity of the company is
legit. Organizations should care share their employee’s
aspirations for obtaining higher positions within their company.
A lateral transition within a company increases your visibility
to forth go new challenges and projects during the transition
whereas enabling your ability shine as an individual.
Employees, during this time also retain insight on self-
awareness by allowing the individual to accomplish new
challenges and can in vision their future with the company. An
individual can also gain a great mentor in the transition
allowing the company to growth by impacting lasting and
positive effects on your career path.
References:
Dessler, G. (2016). Human Resource Management (15th ed.).
Upper Saddle River, NJ: Pearson/Prentice Hall. ISBN-13:
9780134235455
Rohman, J., Onyeagoro, C. & Bush, M.C. (2018). How You
Promote People Can Make or Break Company Culture.

8. Retrieved on August, 19th, 2018. Hrb.org/2018/01/how-you-
promote-people-can-make-or-break-company-culture.