Heather Rowley Thesis Statement

To what extent is there employee engagement in your organisation, or an organisation of your choice?

Engagement is a sign of satisfaction and loyalty to the firm which can be incurred by increasing job resources

1.1/1.2/1.3 – Requires me to describe what is employee engagement and how does it differ, if at all, from related concepts like employee involvement, employee participation and employee consultation? Also how far is employee engagement something which is genuinely new and distinctive, or is it merely a repackaging of old and well-established ideas?

In psychology, ownership is the feeling that something is yours. People can feel ownership about a variety of things, material and immaterial in nature. Is there a way organizations can benefit from higher employee engagement, increased financial performance and lower turnover, simply by increasing feelings of ownership? In mid 1970s, the USA carried out the Employee Stock Ownership Plans. The thought behind this project was that if employees held some shares of the company, it would enhance their sense of responsibility toward the enterprise and activate their positive attitude toward the work. Interestingly, researchers found that there were no significant differences in organizational performance between an enterprise which adopted

Saturn Saturn is the sixth planet away from the sun and it is the second biggest planet after Jupiter. Saturn was named after the Roman god of farming. He was called Cronus by the Greeks. He is the son of Uranus and the father of Jupiter. Saturn overthrew his father to become king of the gods, but was then overthrown himself by his son Jupiter.

Successful organizations demand satisfied employees. Figure 1 below shows a theoretical one-way linkage chain called the "Engagement-Profit Chain." This chain directly shows how active employee engagement leads to good service which ensures that customers will to continue coming back, providing a solid foundation on which the company can grow. As employee effort is indeed discretionary, it has been observed that higher levels of engagement, or the way management commits itself emotionally to employees, pushes a higher level of discretionary effort (Kruse, 2014). It is not by chance that

1.3 Compare and contrast employee engagement with other related concepts; ‘flow’, organisational commitment, job involvement and job satisfaction

Employee engagement and commitment we learned is a common theme that encompasses employee satisfaction and pride in their employer. When an employee becomes dissatisfied in their position, we know this has a direct impact on company turn over. What is

Khan’s (1990’s) defined engagement as ‘harnessing of organisational members, self to their work’ he has stated employee show this through three dimensions, it could be physically, cognitively and emotionally, which has a base of psychological state. In the early 2000, (Harter, Schmidt and Hayes (2002 p.269) defined engagement as ‘the individual involvement and satisfaction with as well as enthusiasm for work’. Gallup’s human sigma websid (2005) likens employee engagement to the concept of customer engagement which has the dimensions of confidence, integrity, pride and passion. The base for many researches has been factors that bring engagement and disengagement, traits that have influence on the level of engagement are meaningfulness, safety and availability. This highly resonates with (Maslow 1954) , According to Maslow you need to know where a person is on the hierarchical pyramid in order to motivate him/her. Then you need to focus on meeting that person’s needs at that level, this has been linked with how engagement can be achieved. Kahn’s model was conducted by (May et al., 2004) , and found the

Employee engagement is a boundless build that touches all parts of human resource administration aspects we know heretofore. On the off chance that all aspects of HR are not tended to in fitting way, representatives neglect to completely draw in themselves in their employment in the reaction to such sort of botch. The developed worker engagement is based on the establishment of prior ideas like occupation fulfillment, representative duty and Organizational citizenship conduct. Despite the fact that it is identified with and includes these ideas, representative engagement is more extensive in degree. Employee engagement is more grounded indicator of positive hierarchical execution unmistakably demonstrating the two-route relationship amongst business and worker contrasted with the three prior develops: work fulfillment, worker duty and authoritative citizenship conduct. Connected with representatives are sincerely appended to their association and exceedingly required in their occupation with an extraordinary excitement for the accomplishment of their boss, going additional mile past the business legally binding assentation (Markos).

Donaldson (1989, cited in Secchi, 2007:359) found that general ethics, when manager have great idea find out invisible profits and unlimited resource. Because without concentrating on the practical managerial approach, a few of negative consequences happen like protests, boycotts, and strikes. The third theory is which elements will affect employee 's commitment. Towers Perrin (2009) figured out that community advancement is the third most significant driver of employee engagement.

Over the last decade, various scholars have defined employee engagement as a two-way relationship between the employer and the employee based on an intellectual commitment of the employee to the organisation (Baumruk et al, 2006; Shaw, 2005). As employees perform their role they expresses themselves physically, cognitive and emotionally (Kahn, 1990), they are psychologically present (Saks, 2005) and have a positive, fulfilling, work-related state of mind that is characterised by vigour (energy and involvement), dedication (enthusiasm, pride to work for the organisation, inspiration, and challenges), and absorption (concentration) (Schaufeli et al, 2002; Baker et al, 2008).

Usually, Employee engagement is understood as an outcome of a mutually beneficial and good relationship between the employee and employer. When such a synergy exists between the superior and subordinate, employee engagement actually works out. A very rosy picture of increased employee engagement is that, it results in increased customer delightedness rather than satisfaction, increased shareholder satisfaction, a highly productive employee who commits lesser mistake, is self-motivated and dependable. Those well- established organizations enjoy good reputation and profits because of increased employee engagement. To be described about the real picture, in the article,(Wolfe, 20nnm,introduction section,para5)it says “…employee engagement is just rhetoric. It is a score that management uses to recruit candidates”. For most of the companies, employee engagement is usually seen not more than as a measure or a tool used to attract a pool of potential job candidates and retain them in the organization. It is not seen as an emotion or a feeling with an intention to make the employees feel a great

Culture and employee engagement has been one of the most debatable topics in the current years around the business world. Organization culture, which can be defined as “the way that the values and actions of managers and employees create a unique business environment,” plays a significant role in shaping the path of the company (Dizik, 2016). It is a key affecting almost every aspect of the business including employee engagement. The values, goals, and norms that the corporate culture exhibit can be reflected on the level of employee involvement and enthusiasm for work either positively or adversely. Organizations tend to address its culture and employee engagement strategically and financially. Even though these two areas promise to impose positive results on the business if addressed effectively, some companies may fail to do so.

In the expository text “Collective mass media bias, social media, and non-partisans” by Xiaoyi Luo and the expository text “How biased are the media, really?” by Paul Farhi, the authors intend to inform the reader of media bias and how it affects voters. Xiaoyi Luo studies at the Institute for Cultural Industries at Shenzhen University and is outside of the media, while Paul Farhi is a reporter for The Washington Post and is an insider of the bias itself while he remains somewhat neutral on it referencing other sources and not his opinion as much as possible. These authors were successful in their attempts to prove their points and how they perceive the media bias while backing it with research and sources. I will be comparing these expository texts while rhetorically analyzing them individually, to better understand media bias and its popularity growth from two different perspectives based on research and professionals to understand how media bias affects voters.