This document is a lesson on employee engagement presented by Dr. Rhea Lowella S. Fiser. The objectives of the lesson are to define employee engagement, explain its principles and importance, and discuss the role of HR and best practices. Employee engagement is defined as an emotional state where employees feel passionate and committed to their work. Engaged employees improve performance while disengaged employees undermine productivity. The document then covers drivers of engagement including autonomy, growth opportunities, impact, and connection as well as strategies for improving engagement.

1. Presented by
DR. RHEA LOWELLA S. FISER,RPsy,RPm,CSIOP

2. HR
FUNCTIONS/PLANING
Lesson 8:
Employee
Engagement

3. Objectives
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By the end of this lesson, you will be able to:
What is Employee Engagement? Why does it
matter?
What are the principles behind Employee
Engagements
What is the role of HR and OD in Employee
Engagements?
What are some best practices of Employee
Engagements intervention?

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Presented by: DR RHEA LOWELLA S. FISER 4
Question to Ponder!
What is Employee Engagement?
Why does it matter?

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What is Employee
Engagement?
Employee Engagement is a
workplace approach resulting
in the right conditions for all
employees to give their best
each day, committed to
organizations goal and
motivated

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What is Employee Engagement?
Employee engagements is an
emotional state where employees
feel passionate, energetic and
committed to that work. This
translates into employees who give
their hearts, minds and hands to
deliver a high level of performance
to the organization

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Affective Commitment
Employee remain because they want to………
 Develop due to personal involvement identification
with relevant target and value congruence.

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Continuance Commitment
Employee remain because they want to………
 Develop as a result of accumulated investments, or side
bets that would be lost if the individuals discontinued a
course of action or chose an alternative to the present
course.

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Normative Commitment
Employee remain because they want to………
 Develop as a function of cultural and organizational
socialization and the receipt of benefits that activate a
need to reciprocate

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Why does Employee
Engagement Matter?
Is the key to competitive
advantage for businesses
Competitors will find it
hard to imitate
It was makes employees
stay and perform well.

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ENGAGED employees work with passion
and feel a profound connection to their
company. They drive innovation and move
the organization forward.
NOT ENGAGES employees are essentially
“checked out.” They’re sleepwalking through
their workday, putting time—but not energy or
passion—into their work
ACTIVELY DISENGAGED employees aren’t just
unhappy at work; they’re busy acting out their
unhappiness. Everyday, these workers
undermine what their engaged coworkers
accomplish

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OPPORTUNITY GROUP FULLY DISENGAGED
Generally feel
underutilized
Spend significant time taking
care of personal needs.
Do just enough to get by
and not get in trouble
Pay is a big reason why you
stay
Bored and frustrated at
work
Make sarcastic jokes about
work
Speak poorly about
company and leaders
Look for ways to find
blame

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Concerns the
reliability and
dependability
of others
Rooted in the emotional relationships between
individuals
Individuals generally express concern for the
welfare of each other, believe in the intrinsic virtue
of such relationships and are willing to make the
future emotional investments in the relationship
Basis for in
Interpersonal
TRUST
AFFECTIVE
COGNITIVE

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FAIRNESS
SUPERVISOR
SUPPORT
FAVORABLE JOB
CONDITIONS
ORGANIZATION
REWARDS
DRIVERS FOR
PERCEIVED
ORGANIZATION
SUPPORT

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MEANING AUTONOMY GROWTH IMPACT CONNECTION

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MEANING
Do employees find meaning and purpose in their jobs? Does their work
make a difference for others?
Survey Item: MY JOB PROVIDES ME WITH A SENSE OF MEANING AND
PURPOSE

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Do employees have freedom , self- governance and an ability to make
choices about their work?
Survey Item: I HAVE THE FREEDOM TO CHOOSE HOW TO BEST PERFORM
MY JOB.
AUTONOMY

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Does the job provide development and growth opportunities. Does the
work challenge and stretch employees to grow and improve?
Survey item: I FEEL CHALLENGED AND STRECHED IN MY JOB IN A WAY
THAT RESULTS IN PERSONAL GROWTH.
GROWTH

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Do employees feel like they are successful in their work> Do they see that their
effort makes a difference and contributes to the success of the organization?
Survey item: MOST DAYS, I FEEL LIKE I AM MAKING PROGRESS ON IMPORTANT
WORK PROJECTS OR INITIATIVES
IMPACT

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Do employees have a personal connection with the people they
work with, their boss and the social community of the workplace?
Survey Item: I FEEL LIKE I BELONG HERE.
Connection

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The degree to which job requires a
variety of different activities and a
number of different skills to carry out
the work

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The degree to which the job
requires completing a whole
piece of work from beginning to
end with a visible outcome

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The degree to which the job as a
substantial impact on the lives of
other people in the immediate
organization or external
environment

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The degree to which the job provides
substantial freedom independence and
discretion in scheduling the work and in
determining the procedures to carry out the
work

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The degree to which the
individuals obtains direct and
clear information about the
effectiveness oh his or her
performance

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NOVEMBER AND DECEMBER 2021
NOVEMBER 2021 DECEMBER 2021
NOV 1, 2021 DECEMBER 6, 2021
NOV 15, 2021 DECEMBER 20, 2021
NOV 22, 2021

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65. DR RHEA LOWELLA S. FISER
09951100143
rheasantillan@live.com
Thank You