TY  - BOOK
AU  - Nienaber,Hester
AU  - Martins,Nico
TI  - Employee Engagement in a South African Context
SN  - 9781869225438
AV  - HF5549.5.M63 .E475 2016eb
U1  - 658.314 23
PY  - 2016///
CY  - Randburg
PB  - KR Publishing
KW  - Employee motivation
KW  - Employees
KW  - Attitudes
KW  - Personnel
KW  - Motivation
KW  - BUSINESS & ECONOMICS
KW  - Industrial Management
KW  - bisacsh
KW  - Management
KW  - Management Science
KW  - Organizational Behavior
KW  - fast
KW  - Electronic books
N1  - The measurement of engagement; Cover; Title Page; ENDORSEMENTS; TITLE PAGE 2; COPYRIGHT PAGE; ACKNOWLEDGEMENTS; TABLE OF CONTENTS; ABOUT THE EDITORS; ABOUT THE CONTRIBUTORS; FOREWORD; INTRODUCTION; Chapter 1 Theoretical framework foremployee engagementby Abigail Moshoeu; INTRODUCTION; CONCEPTUALISATION OF ENGAGEMENT FROMPRACTITIONERS AND ACADEMICS; Business approaches to engagement; Academic approaches to engagement; THEORETICAL FRAMEWORKS UNDERPINNINGENGAGEMENT; Kahn's (1990) psychological conditions; Psychological meaningfulness; Psychological safety; Psychological availability; Empirical validation of psychological conditionsSchaufeli and Bakker (2004): burnout and engagement; Vigour; Dedication; Absorption; Empirical validation of burnout and engagement; Drivers of engagement; Job demands-resources model; OUTCOMES OF EMPLOYEE ENGAGEMENT; Organisational commitment; Job satisfaction; CONCLUSION; Chapter 2 Engagement and strategyby Hester Nienaber; INTRODUCTION; ENGAGEMENT; Engagement at individual level; Engagement at the organisational level; Synthesis of engagement; FROM ENGAGEMENT TO STRATEGY; Competitive advantage; Human Resources as a dimension of competitive advantageStrategy failure; ENGAGEMENT AND STRATEGY IMPLEMENTATION INSOUTH AFRICA; The six lowest-ranked statements in the 2014 and 2015 surveys; MANAGEMENT ACTION TO IMPROVE ENGAGEMENTAND STRATEGY IMPLEMENATION; CONCLUSION; Chapter 3 Engagement in multi-cultural environments: Reflections andtheoretical developmentby Rica Viljoen; INTRODUCTION; Engagement in multi-cultural settings; The importance of construct-based assessments; The importance of a scientific approach to organisational research; The importance of describing cultural dynamics; The importance of hearing the participantsThe importance of involving the leader; The importance of understanding gender dynamics; The importance of understanding power dynamics; The importance of an enquiry design that stimulates inclusivity; The importance of designing an inclusive data-gathering process; The importance of understanding causalities; The importance of voluntarily participation; The importance of confidentiality; A universal conceptualisation of engagement; Introduction; Engagement as human energy in the system to perform; Concepts of inclusion, a climate of inclusion and inclusivityEngagement conceptualised; The BeQ philosophy as a multi-cultural alternative; The focus of the BeQ; Constructs that the BeQ describes; Levels of engagement; Being indifferent or apathetic; Vicious cycles of low human systemic energy -- disengaged; The BeQ delimited; Unique properties of the BeQ philosophy; Systemic implications of the BeQ; Conducting a BeQ study; Design principles of a multi-cultural BeQ session; CONCLUSION; Chapter 4 The current state of employeeengagement in South Africaby Nico Martins; INTRODUCTION
UR  - https://search.ebscohost.com/login.aspx?direct=true&scope=site&db=nlebk&AN=1427030
ER  -