Employee engagement in generating ideas on internal social media

2019 ◽  
Vol 25 (2) ◽  
pp. 263-280 ◽  
Author(s):  
Helle Eskesen Gode ◽  
Winni Johansen ◽  
Christa Thomsen
Keyword(s):  
Social Media ◽  
Employee Engagement ◽  
Corporate Communication ◽  
Data Sets ◽  
Structured Interviews ◽  
Content Type ◽  
Psychological Engagement ◽  
Knowledge Intensive ◽  
Internal Social Media ◽  
Practical Implications

Purpose The purpose of this paper is to explore employees’ perceptions of enablers and barriers to engage in multi-vocal dialogues about ideas (ideation) on internal social media (ISM) within a context of corporate communication. Design/methodology/approach This exploratory study is based on four data sets: online observations of employee ideation on ISM from 2011 to 2018, semi-structured interviews and informal conversations with two managers (2015–2016), archival material, and semi-structured interviews with 14 employees (2017–2018) in a large, knowledge-intensive Danish organization. Findings The study identified various enablers and barriers to engagement related to psychological engagement conditions of meaningfulness, safety and availability. Managers’ communication role or importance of innovation, as well as tensions, e.g. obligation vs option to ideate or employee influence vs no influence, were identified as enabling or constraining employee engagement in ideation on ISM. Research limitations/implications Broadening interviews to include employees who decided not to participate in online ideation would increase insights and nuance this study’s results. Practical implications Managers need to be aware of the psychological engagement conditions and balance identified enablers, barriers and tensions by acknowledging communication reciprocity on ISM. Not only employees, but also managers, are dialogue partners in employee ideation on ISM. Originality/value The study is one of the first to explore enablers of and barriers to psychological engagement conditions in a context central to corporate communication, namely internal innovation communication on ISM, and to study ideation from a coworker perspective.

The challenges of introducing internal social media – the coordinators’ roles and perceptions

2017 ◽  
Vol 21 (1) ◽  
pp. 2-16 ◽  
Author(s):  
Vibeke Thøis Madsen
Keyword(s):  
Social Media ◽  
Design Methodology ◽  
Structured Interviews ◽  
Content Type ◽  
Daily Routines ◽  
Work Related ◽  
Top Managers ◽  
Internal Social Media ◽  
Practical Implications

Purpose The purpose of this paper is to explore the challenges associated with introducing internal social media (ISM) into organizations in order to help them reap the benefits of coworker communication on ISM. Design/methodology/approach The paper is based on an exploratory study in ten organizations. The data were collected in semi-structured interviews with ISM coordinators in Spring 2014. Findings According to the ISM coordinators, four challenges were associated with introducing ISM: coworkers could perceive communication on ISM as not work related; coworkers might not understand the informal nature of communication on ISM, and self-censorship might stop them communicating on ISM; ISM was not considered a “natural” part of the daily routines in the organizations; and top managers mainly supported ISM in words, not in action. Research limitations/implications The study is based on the perceptions of ISM coordinators. Further research is called for to explore both coworker perceptions and actual communication on ISM. Practical implications Practitioners introducing ISM should be aware of these four challenges, and should help coworkers to make sense of communication on ISM as work-related communication among coworkers. ISM coordinators’ perceptions of their own role in relation to coworker communication on ISM make a difference. Originality/value The study provides insights into the key challenges associated with introducing ISM, as well as the role of ISM coordinators as community facilitators and sense-givers.

scholarly journals Engaging the multi-generational workforce in tourism and hospitality

2014 ◽  
Vol 69 (4) ◽  
pp. 245-263 ◽  
Author(s):  
Paul Barron ◽  
Anna Leask ◽  
Alan Fyall
Keyword(s):  
Employee Engagement ◽  
Generational Differences ◽  
Structured Interviews ◽  
Content Type ◽  
Mixed Methods Approach ◽  
Hospitality And Tourism ◽  
Tourism And Hospitality ◽  
The Relationship ◽  
Practical Implications ◽  
Selection Of

Purpose – The purpose of this study is to present strategies that hospitality and tourism organisations might adopt as a means of encouraging employee engagement, thus enabling the more effective management of an increasingly multi-generational workforce. This paper evaluates current strategies being adopted that might encourage employee engagement by a selection of hospitality and tourism organisations and develop recommendations for organisations wishing to more effectively engage the multi-generational workforce. Design/methodology/approach – This study adopts a mixed methods approach and presents findings based on a series of semi-structured interviews with management and self-completion questionnaires aimed at employees. Findings – The relationship between the supervisor and the employee remains a key enhancer regarding engagement and employees are increasingly demanding more contemporary methods of communication. Employers should take note of generational characteristics and adopt flexible policies attractive to all employees. Practical implications – This paper contributes no t only to the debate regarding generational differences in the workplace but it also identifies that the various generations evident in tourism organisations are desirous of similar working conditions and benefits. Organisations should consider the development of a range of packages that focus on linking employees with their purpose, their colleagues and their resources as a means of encouraging employee engagement. Originality/value – This study contributes to the debate regarding employee engagement and compares and contrasts initiatives that various tourism and hospitality organisations are adopting as a means of encouraging employee engagement. The study also elicits the views of the organisations employees to understand the extent of the effectiveness of such initiatives and makes recommendations regarding the most effective initiatives from both a management and employee perspective.

scholarly journals Guarantees used in refundable financing of innovation in micro, small and medium-sized enterprises

2019 ◽  
Vol 16 (3) ◽  
pp. 253-268 ◽  
Author(s):  
Richard Cunha Schmidt ◽  
Micheline Gaia Hoffmann
Keyword(s):  
Financial Institutions ◽  
Design Methodology ◽  
Structured Interviews ◽  
Innovation Ecosystem ◽  
Content Type ◽  
Access To Credit ◽  
Regional Bank ◽  
Knowledge Intensive ◽  
The One ◽  
Practical Implications

Purpose Despite the increasing availability of financing programs for innovation, micro, small and medium-sized enterprises (MSMEs) often find it difficult to access credit for their projects. Among the reasons, the lack of the types of guarantees required by financial institutions stands out. Focused on this problem, in 2013, the Regional Bank for the Development of the Extreme South (BRDE) created a policy to stimulate innovation, making the required guarantees for financing operations of innovative companies more flexible: the BRDE Inova Program. This paper aims to analyze the guarantees used in the bank operations since the beginning of the program. Design/methodology/approach In the first stage of the research, the authors identified the guarantees used in each of the signed contracts, through a documentary survey. Next, semi-structured interviews showed the perceptions of the players involved in the innovation ecosystem of the state of Santa Catarina, regarding aspects related to the guarantees. Specifically, the authors investigated the following elements: strengths and limitations of the programs regarding access to credit for innovation; adequacy of existing guarantee mechanisms. To strengthen the conclusions, they used triangulated data collection in different stages. Findings The results showed that, on the one hand, the initiative helped BRDE to consolidate itself as the main financing agent of innovation in MSMEs; on the other hand, the need for traditional guarantees still plays a significant role for innovative MSMEs to access credit. Originality/value In addition to practical implications for the bank and other financing agents’ policies, this paper contributes to fill a gap in the literature on guarantee systems applied to the specificities of knowledge-intensive MSMEs.

scholarly journals IMC, social media and UK fashion micro-organisations

2017 ◽  
Vol 51 (3) ◽  
pp. 668-691 ◽  
Author(s):  
Claudia Elisabeth Henninger ◽  
Panayiota J. Alevizou ◽  
Caroline J. Oates
Keyword(s):  
Social Media ◽  
Design Methodology ◽  
Integrated Marketing Communications ◽  
Fashion Industry ◽  
Integrated Marketing ◽  
Structured Interviews ◽  
Content Type ◽  
Online Platforms ◽  
Use Of Social Media ◽  
Practical Implications

Purpose This paper aims to analyse the practical applicability of integrated marketing communications (IMC) to micro-organisations operating in the UK’s fashion industry, focusing specifically on the use of online platforms. Design/methodology/approach Qualitative methodological tools including semi-structured interviews, semiotics, Twitterfeed and Facebook analysis are used to examine to what extent micro-organisations apply IMC. Findings The findings suggest that these micro-organisations have a limited understanding of IMC. Although they utilise various channels, including social media, there is a disconnect between reaching the audience, understanding their needs and linking these aspects. External factors influence the use of various communication channels, leading to further fragmentation of sent messages. Research limitations/implications This research focuses on five micro-organisations within the fashion industry and thus may be seen as limited in nature. Whilst implications of the findings are discussed in terms of their impact to the wider industry and other sectors, this needs to be further researched. Practical implications Micro-organisations are underdeveloped in terms of both IMC and social media and require practical advice. Originality/value This study investigates two under-researched areas, IMC in micro-organisations and the use of social media within IMC, thereby moving forward our understanding of IMC in practice.

Divergent attitudes to social media governance

2017 ◽  
Vol 25 (4) ◽  
pp. 35-37
Keyword(s):  
Social Media ◽  
Regulatory Focus ◽  
Design Methodology ◽  
Corporate Communication ◽  
Communication Model ◽  
Promotion Focus ◽  
Content Type ◽  
Work Related ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Prevention and promotion foci were both observed among managers and differed per communication model. Managers who used dialogic models of communication were primarily promotion-focused and emphasized opportunities to improve stakeholder relations, while managers who used one-way models were primarily prevention-focused and highlighted the risks of social media (e.g. the risk of employees publishing messages that contradict corporate communication and confuse stakeholders). Social media governance differed depending on regulatory focus. In the prevention scheme, managers usually attempted to regain control by restricting social media to private use only, while in the promotion focus managers trained and facilitated employees for work-related social media use, to various extents. Practical implications The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

High-skilled newcomers’ identity: learners or experts?

2016 ◽  
Vol 28 (1) ◽  
pp. 2-16 ◽  
Author(s):  
Gunn Elisabeth Søreide
Keyword(s):  
Design Methodology ◽  
Identity Work ◽  
Structured Interviews ◽  
Learning Potential ◽  
Content Type ◽  
Learner Identity ◽  
Job Transitions ◽  
Knowledge Intensive ◽  
Point Of Departure ◽  
Practical Implications

Purpose – The purpose of this paper is to investigate the negotiation of learner and worker identities in a group of high-skilled newcomers who participate in an introductory and mentoring programme. Design/methodology/approach – The paper takes the interdependence of learning, work and identity and a constructivist approach to identity as a point of departure. The design is qualitative with semi-structured interviews as the main source of data. Findings – For the learning potential in introductory programmes to be fulfilled, all parties involved must recognise a need for learning. This is especially important in organisations that are knowledge intensive and that demand highly skilled and competent workers, as negotiations of learner identity might be more demanding for this group of employees. Research limitations/implications – The current paper is situated in a specific organisational and national context, and only pays attention to some of the negotiations between expert and learner identities that are relevant if induction programmes and initiatives should be experienced as positive. Connections between identity work, learning and job performance for this group of workers should consequently be empirically investigated by a variety of methods and within several organisational and national contexts. Practical implications – The paper shows that it is vital for organisers and leaders to be sensitive to the significance that the identity work has for learning, when they plan, execute and evaluate induction programmes and initiatives for high-skilled and competent workers. Originality/value – The facilitation of job transitions and induction for high-skilled and experienced workers is underresearched, and the paper shows how identity and learning is closely connected for this group of employees.

scholarly journals A spiral of voice? When employees speak up on internal social media

2019 ◽  
Vol 23 (4) ◽  
pp. 331-347 ◽  
Author(s):  
Vibeke Thøis Madsen ◽  
Winni Johansen
Keyword(s):  
Social Media ◽  
Spiral Of Silence ◽  
Structured Interviews ◽  
Speaking Up ◽  
Open Communication ◽  
Content Type ◽  
Organizational Issues ◽  
Internal Social Media ◽  
Speak Up ◽  
Communication Culture

Purpose The purpose of this paper is to explore the discursive tactics that employees use when they speak up on internal social media (ISM) to gain support for their cause, and how this can develop into a “spiral of voice” when organizational members interact with each other on ISM. Design/methodology/approach The study is based on screenshots of four months of coworker communication on ISM in a Danish bank and on semi-structured interviews with 24 employees. Findings Employees succeeded in speaking up and gaining support on ISM by using eight different discursive tactics. These tactics helped move organizational issues from an operational to a strategic level, thus making the issues relevant for management as well as gaining the support of other coworkers. The visibility and persistence of communication on ISM forced managers to react. Research limitations/implications Further research should investigate whether similar tactics and reactions occur in organizations with a less open communication culture where it might be less safe for employees to speak up. Practical implications Organizations need to be aware of the dynamics of the “spiral of voice” and of the way in which the visibility and persistence of communication on ISM forces managers to handle organizational issues. Originality/value This study is the first to explore what happens when employees speak up on ISM and to propose the concept of “a spiral of voice” as an extension of the theory of “the spiral of silence” (Noelle-Neumann, 1974).

Understanding prolific self-harm in her majesty’s women’s estate prisons, in England

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Laura Ramsay ◽  
Cheyenne M. May ◽  
Priscilla Kennedy ◽  
Erin Lucy Fitzakerley
Keyword(s):  
Data Sets ◽  
Structured Interviews ◽  
Content Type ◽  
Women's Prisons ◽  
Repetitive Nature ◽  
Self Harm ◽  
Support Mechanisms ◽  
Practical Implications ◽  
Insight Into ◽  
Pool Variance

Purpose The purpose of this paper is to outline qualitative research into what influences, maintains and reduces prolific self-harm within women’s prisons across England. Design/methodology/approach Semi-structured interviews were conducted with participants who were identified as engaging in prolific self-harm. Thematic analysis was applied to two data sets, and analyses were combined to generate final themes. Findings Six overarching themes were identified which served to explain what influences the repetitive nature of prolific self-harm and also what helps to reduce it. The themes were reasons for self-harm, trauma, being in prison, support, other support and interventions: management and rehabilitative. Research limitations/implications Owing to the sensitive nature of the research a stringent exclusion criteria was applied which limited the data sample from the original pool. Variance in detail was observed from the interviewer transcripts. The data sample was not large enough to examine the influence of protected characteristics. Practical implications Responsivity in the support offered by staff is critical to a reduction in repetitive harm. A re-focus on staff training, plus support mechanisms for staff supporting people in women’s prisons who self-harm prolifically has been recommended. Originality/value This paper has focussed specifically on prolific self-harm within women’s prisons. This has not been an area that has been investigated separately to the general self-harm literature in prisons. This paper provides insight into factors which influence, maintain and reduce prolific-self harm in women residing in prison.

Determining the link between employee engagement and organizational effectiveness

2020 ◽  
Vol 36 (8) ◽  
pp. 33-35
Keyword(s):  
Social Media ◽  
Employee Engagement ◽  
Organizational Effectiveness ◽  
Negative Impact ◽  
Media Communication ◽  
Content Type ◽  
Pertinent Information ◽  
Use Of Social Media ◽  
Social Media Communication ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This research paper concentrates on clarifying the link between employee engagement and organizational effectiveness, as well as the use of social media to boost these commercially desirable phenomena. The results show that engagement’s team commitment dimension was ranked highest, while the organizational strategy implementation dimension ranked the most negatively. Performance is therefore being leaked most significantly from this latter engagement category. Social media communication had a negative impact on employee engagement because it was executed poorly, leaving much room for leadership improvements. Understanding the psychology of presence and motivation is key to translating the potential for well-communicated action into reality. Originality/value The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Flexible working and engagement: the importance of choice

2009 ◽  
Vol 8 (2) ◽  
pp. 13-18 ◽  
Author(s):  
Deirdre Anderson ◽  
Clare Kelliher
Keyword(s):  
Employee Engagement ◽  
Mixed Method ◽  
Design Methodology ◽  
Qualitative Data ◽  
Point Of View ◽  
Structured Interviews ◽  
Content Type ◽  
Flexible Working ◽  
The Impact ◽  
Practical Implications

PurposeThe purpose of this article is to report findings from a major study into flexible working and to examine the link with employee engagement.Design/methodology/approachThe study was conducted within seven case organizations using a mixed method of semi‐structured interviews and an electronic questionnaire.FindingsThe findings show that flexible working has an impact on employee engagement through a positive relationship with organizational commitment, job satisfaction and employee discretionary behavior.Practical implicationsAllowing employees a degree of choice over when, where and how much work they do has benefits for the organization. However, for these gains to be realized, support is needed for the implementation of a flexible working policy.Originality/valueThe study included both quantitative and qualitative data and examined the impact of flexible working from the point of view of managers and co‐workers of flexible workers, as well as those who worked flexibly themselves.

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