scholarly journals Employee Engagement and the Ethic of Friendship

2021 ◽  
Vol 10 (1) ◽  
pp. 54
Author(s):  
Cam Caldwell ◽  
Verl Anderson ◽  
Marija Runic Ristic
Keyword(s):  
Employee Engagement ◽  
Employee Commitment ◽  
Organizational Leaders ◽  
Ethical Perspective ◽  
Full Agreement ◽  
Global Marketplace ◽  
Precise Nature ◽  
Definition Of ◽  
Research Institute

The failure of managers and supervisors to earn the trust and followership of the employees with whom they work is well documented in recent research about employee engagement (Clifton & Harter, 2019). Without that employee commitment, organizations inevitably struggle to compete in the global marketplace and fail to achieve their potential (Cameron, 2012). Although much has been discussed in the light of the findings of concerned scholars (HR Research Institute, 2019), disagreement nonetheless exists about the factors which make up employee engagement, as well as the most effective approach that can be taken to increase engagement and those factors. Though there has not been full agreement about the nature of employee engagement, it is widely accepted that the failure of organizations to engage employees has been a serious deterrent to achieving organization results (Clifton & Harter, 2019).Objective: The purposes of this paper are to offer insights into the precise nature of employee engagement and to identify the value of employers adopting the Ethic of Friendship – an ethical perspective that has begun to be written about more frequently in the management literature.Methods: We begin the paper by proposing an integrated and updated definition of employee engagement – identifying nine factors which contribute to its makeup.Results: We suggest that each of these nine factors significantly impact employee engagement and warrant increased attention by organizational leaders. We then address the Ethic of Friendship and its increasingly important role in today’s arms-length and transactional relationship between employers and employees.Conclusions: The paper then clarifies how the Ethic of Friendship addresses all nine of the factors which constitute employee engagement and explains how the Ethic of Friendship can increase the ability of organization leaders, managers, and supervisors to bridge the gap of distrust that often exists in the modern organization. After identifying five important contributions made by this paper, we conclude by encouraging leaders to adopt the Ethic of Friendship’s commitment to treating employees as valued partners and, by so doing, create a culture in which employee engagement is likely to thrive.

Identification of managerial competencies of the organizational leaders of the Passifloraceae production sector in the Huila Department

2020 ◽  
Vol 36 (67) ◽  
pp. 61-78
Author(s):  
Hernando Gil Tovar ◽  
Derly Cibelly Lara Figueroa
Keyword(s):  
Methodological Approach ◽  
Superior Performance ◽  
Organizational Leaders ◽  
Management Skills ◽  
Generational Change ◽  
Production Sector ◽  
Managerial Competencies ◽  
Conducting Research ◽  
Definition Of ◽  
Small Producers

Managerial competencies, defined as the “underlying characteristics of an individual that have a causal relationship with effective or superior performance in the job” (Boyatzis, 1982, p. 12), are key to achievement of productive purposes in the Huila department, in Colombia. The present article, as an investigative result, seeks to identify those managerial competencies, both current and required, of the organizational leaders in the Passifloraceae productive sector in the Huila department, in Colombia. The epistemological paradigm used in this article is that of interpretivism. The reasoning method is deductive, and the methodological approach is mixed. The unit of analysis for this study consists of the directors of the associative organizations of Passifloraceae producers in the productive chain, where two types of players are identified: thirteen (13) leaders of organizations producing passion fruit, and five (5) representatives of institutions in the Huila department that influence the sector. The study concludes with the definition of the map of current managerial competences of organizations in the passionfruit productive sector, and is then contrasted with the map of competences required from these. It also highlights the importance of associativity for small producers, the need to continue conducting research in the sector, and the need to intervene through social outreach projects, so as to generate appropriation and training processes for a set of managerial competencies identified herein, which will strengthen management skills and competitiveness in this type of organization, and ensure, over time, generational change within the sector.

Introduction Holism against Reductionism

2016 ◽  
Author(s):  
Joseph E. Davis
Keyword(s):  
Social Determinants ◽  
Historical Context ◽  
Clinical Encounter ◽  
Contemporary Society ◽  
Ethical Perspective ◽  
Working Definition ◽  
The Social ◽  
Disease Causation ◽  
Or Practice ◽  
Definition Of

The Introduction sets out the major themes of the book. These include medicine’s role in the moral and cultural agendas of contemporary society, challenges to the biomedical model represented by new regimes of disease and disorder, and the limitations of principlist bioethics for moving in a more holistic direction. In the working definition of the book, “reductionism” suggests a mechanistic and narrowly somatic understanding of disease, monocausal theories of disease, and an exclusive preoccupation with cure to the neglect of prevention. Meanwhile, “holism” refers to a contextual understanding of disease causation, intervention, or practice. A systemic concern with the whole organism, a focus on the interconnected effects of the larger environment, and ethical concerns with the clinical encounter, can all be characterized as holistic. The Introduction situates the struggle between these perspectives in historical context, and calls for a renewed focus on the social determinants of health and a more holistic ethical perspective.

The Universal Declaration of Human Rights in medical-ethical perspective

1999 ◽  
Vol 48 (1) ◽  
pp. 49-59
Author(s):  
Willem J. Eijk
Keyword(s):  
Human Rights ◽  
Assisted Suicide ◽  
Choice Theory ◽  
Universal Declaration ◽  
Crimes Against Humanity ◽  
Right To Life ◽  
Ethical Perspective ◽  
Surgical Interventions ◽  
Definition Of ◽  
The Right

Notwithstanding its impressive achievements in combating crimes against humanity, the Universal Declaration of Human Rights offers no sufficient basis for medical ethics. It does not provide a clear definition of the human being who is subject of human rights, thus giving room for philosophical anthropologies according to which fetuses or neonates are no human persons yet or at most ‘marginal persons’. Because the Declaration likewise fails to define the concept of right, it can be interpreted from the perspective of classical theories of right as well as from that of the ‘choice theory of right’. If, as the last states, the right to life would include the right to dispose of it, the Declaration could serve to defend euthanasia, assisted suicide and manipulative medical and surgical interventions as well.

A culture of employee engagement: a strategic perspective for global managers

2015 ◽  
Vol 36 (3) ◽  
pp. 46-56 ◽  
Author(s):  
Sonia Taneja ◽  
Scott S. Sewell ◽  
Randall Y. Odom
Keyword(s):  
Employee Engagement ◽  
International Markets ◽  
Global Strategy ◽  
Organizational Sustainability ◽  
Organizational Leaders ◽  
Employee Communication ◽  
Content Type ◽  
Business Results ◽  
Strategic Perspective

Purpose – The purpose of this paper is to develop a model that identifies the strategies that have the ability to create a culture of employee engagement for global managers in making the tactical adaptations necessary to develop and implement global strategy in an increasingly complex and dynamic marketplace. Design/methodology/approach – The authors focused on the global managers charged with the responsibilities of developing and creating a culture of employee engagement as an important strategy for the competitive advantage of organizations. Findings – Employee engagement should be viewed as a long-term commitment between the employees and the organization, each supporting the other in an era of increasing international operations. In fact, employee engagement is an important strategy for long-term organizational sustainability in international markets. Practical implications – Employee engagement is critical to the management and retention of talented employees in the organization. It can be achieved by managing global mobility in increasingly complex global workplaces; talent so that it enhances business results; training and development; rewards, recognitions and engagement; manager/employee communication and interaction; and leadership and development. Originality/value – In today’s global society, it is critical for organizational leaders to focus on creating a culture of employee engagement to attract and retain quality employees in an increasingly competitive market. Engaged employees are more committed to their work and feel connected to the success of their organization. In addition, they are more likely to believe in their organization’s values, mission and vision. The increasing utilization of boundary less organizations poses a challenge for leaders who strive to create and maintain employee engagement within an organization.

scholarly journals A Qualitative Exploratory Observational Study: An Entrepreneurship Managers’ Emotional Intelligence and Impact on the Financial Organization’s Success in the United States

2021 ◽  
Vol 5 (2) ◽  
pp. 14-33
Author(s):  
Amala Luncheon ◽  
Karina Kasztelnik
Keyword(s):  
Emotional Intelligence ◽  
Organizational Performance ◽  
Employee Engagement ◽  
The United States ◽  
Organizational Leaders ◽  
Scientific Discussion ◽  
Data Collection Process ◽  
The Caribbean ◽  
Emotional Intelligence Training ◽  
Emotionally Intelligent

This paper summarizes the arguments and counterarguments within the scientific discussion on emotional intelligence. Emotional intelligence is an essential trait for managers to possess to be effective and successful in organizations. Soft skills are becoming as crucial as making quotas. Scholarly literature lacks research on emotional intelligence and employee engagement in retail in St. Lucia. Engaged employees could stay motivated during adversity and help maintain an organization’s culture. This exploratory observational study’s primary purpose was to examine how retail store managers in St. Lucia perceived their emotional intelligence influences employee engagement. The conceptual framework that grounded the study was emotional intelligence and employee engagement from an organizational performance perspective. The data collection process included reviewing archival data. The paper presents empirical analysis results; several patterns and themes emerged from the data analysis, including emotional intelligence, controlling emotions, coaching, legacy, training, hiring well, communication, and personalized relationships. Increased emotional intelligence training emerged as useful in the St. Lucian business landscape and the Caribbean by extension. The research empirically confirms and theoretically proves that researching other sectors at varying levels may give a broader understanding of how emotional intelligence is perceived. This study’s findings may be useful to stakeholders and organizational leaders to allow developing strategies to build more emotionally intelligent and engaged organizations and positively affect social change.

scholarly journals PENGARUH EMPLOYEE ENGAGEMENT DAN KOMITMEN KARYAWAN TERHADAP KINERJA KARYAWAN BANK GENERASI Y

2019 ◽  
Vol 15 (2) ◽  
pp. 181-194
Author(s):  
Deisya Monika Puspa ◽  
Ella Jauvani Sagala
Keyword(s):  
Data Analysis ◽  
Employee Engagement ◽  
Generation Y ◽  
Quantitative Method ◽  
Employee Performance ◽  
Employee Commitment

The purpose of this study was to determine the effect of employee engagement and commitment to the performance of generation y employees at BRI Bank in Wonosobo Regency. The population in this study were employees of Bank BRI Wonosobo which were categorized as Generation Y (ages 18-38 years). The method applied in this study is a quantitative method. Based on the results of the test and data analysis, employee engagement and employee commitment have a significant effect on employee performance. The results of this study are expected to provide input for BRI Bank in Wonosobo Regency.

scholarly journals ORGANIZATIONAL CLIMATE AND EMPLOYEE COMMITMENT IN NIGERIAN DEPOSIT MONEY BANKS

2021 ◽  
Vol 2 (1) ◽  
pp. 33-44
Author(s):  
Mariam Ahuoiza AHMED
Keyword(s):  
Organizational Climate ◽  
Employee Engagement ◽  
Banking Sector ◽  
Collaborative Work ◽  
Employee Commitment ◽  
Primary Data ◽  
Organisational Commitment ◽  
Open Communication ◽  
Nigerian Banking ◽  
Structured Questionnaire

The study was motivated by the problem of high employee turnover rate in the Nigerian banking industry. The study sought therefore, to assess the effect of organizational climate on employee commitment in the Nigerian Banking sector. The study was restricted to employees of Nigerian Banks in the Abuja regional offices. The study adopted the survey research design, primary data was used for the study and collected electronically through a structured questionnaire coded into Google forms. Regression technique was used to analyze the data collected. From a purposively selected sample of 384 respondents. The study found that organisational commitment has a positive and significant effect on employee commitment in the Nigerian banking sector and recommends that collaborative work climate, open communication channels across the firm, and employee engagement in decision making in order to boost commitment of the employees in the organization.

scholarly journals Does Job Satisfaction and Employee Commitment pave way for Employee Engagement in IT Sector

2019 ◽  
Vol 8 (2S4) ◽  
pp. 307-313
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
South India ◽  
Human Resources Management ◽  
Employee Commitment ◽  
Important Indicator ◽  
South Indian ◽  
Hygiene Factors ◽  
Strongly Agree ◽  
The Relationship

Present study is a descriptive and analytical in nature aiming to bring out the relationship of job satisfaction and employee commitment on employee engagement of the employees working in IT companies of South India. Design/Methodology/Approach: This study adopts descriptive and analytical approach it, starts with clear variables which are derived from theory and based on these variables. The data for the study was collected through the structured questionnaire. The sample for the present study was collected from the IT companies working in South India. A total 785 questionnaires were returned by the respondents, this indicating a response rate of 59 %. The questionnaire uses five point Likert type response format is used for all the measures ranging from strongly agree to strongly disagree. SPSS 21 and Microsoft excel are the statistical packages and correlation and regression are the tools used in the present study Findings: A significant relationship was found between job satisfaction and commitment with employee engagement of the employees working in IT companies of South India. If Job Satisfaction does not exist in an employee, his level of engagement would be minimal. Employee may be working to maintain hygiene factors according to Herzberg but the management won’t be able to motivate him to either enhance productivity or engage him with the organization. Commitment comes when the hygiene factors are maintained. Every employees looks forward to ensure that the employee is committed. Only then they can motivate them to be engaged. Hence, it observed that all the commitment of employees are mandatory for employee engagement Originality/value: This study provides insightful findings in understanding the role organizational competencies like job satisfaction and employee commitment play in facilitating employee engagement. This study also shows the importance of the demographic variables with employee’s engagement. In spite of the limitations of the research, the study contributed to the international human resources management by exploring the South Indian IT company’s context. The theoretical framework proposes the relationship between employee engagement, job satisfaction and employee commitment. The study has found that job satisfaction and employee commitment is correlated with employee engagement and serves as the important indicator for engaging employees.

Non-monetary levers to enhance employee engagement in organizations – “GREAT” model of motivation during the Covid-19 crisis

2020 ◽  
Vol 19 (4) ◽  
pp. 171-175 ◽  
Author(s):  
Swaminathan Mani ◽  
Mridula Mishra
Keyword(s):  
Employee Engagement ◽  
Employee Motivation ◽  
Operational Definition ◽  
Extensive Literature ◽  
Employee Morale ◽  
Content Type ◽  
Corporate World ◽  
Career Growth ◽  
Definition Of ◽  
Hr Managers

Purpose The purpose of this paper is to identify non-monetary variables that can be leveraged by HR practitioners to enhance employee motivation and engagement in their companies. Covid-19 has plunged the corporate world into a severe crisis. Companies are struggling to conserve cash. HR managers who had used monetary levers such as salaries to motivate their staff have to now use non-monetary levers such as appreciation and career growth to keep the morale high. Design/methodology/approach The authors have undertaken extensive literature review to identify the non-monetary variables that enhances employee motivation. Exploratory survey to validate the relevance of these variables was conducted. Operational definition of the variables is provided apart from logically grouping them into a framework that can be leveraged by HR practitioners. Findings In total, 20 variables were grouped into a framework of five levers called “GREAT” that expands to growth, renewal, enabling, aspirational and transparency levers. All these levers on their own and used in conjunction with other levers have shown to increase employee morale and motivation. The GREAT framework gives an additional lens for HR practitioners to evaluate their employee engagement programs using non-monetary variables. Originality/value This paper provides insights into this important concept of employee engagement during a crisis situation of unprecedented proportion. While employee morale is the first casualty in a crisis, it (the motivation) should be the last one to lose in a battle of this magnitude. HR managers now have a strategic framework (“GREAT”) to use to evaluate their interventions to enhance the teams’ morale.

A Global Approach towards Teaching Ethics in International Business

2012 ◽  
pp. 114-123 ◽  
Author(s):  
Hussain G. Rammal
Keyword(s):  
International Business ◽  
Ethical Issues ◽  
Codes Of Ethics ◽  
Ethical Perspective ◽  
Global Marketplace ◽  
Body Of Knowledge ◽  
Muslim Countries ◽  
The Subject ◽  
Decision Making Behavior ◽  
Western Perspective

The areas of ethics and social responsibility have increasingly become important in the study of international business and are now covered at the undergraduate and postgraduate levels. While the introduction of ethical theories and responsibilities of corporations within the subject matter has helped create awareness of ethical issues faced by managers in the global marketplace, the current body of knowledge focuses mainly on the Western perspective. This chapter extends the ethical perspective to non-Western philosophies and covers the teachings and ideologies of Confucianism, Gandhism and Islam. These philosophies describe the ethical and moral values that help can explain the decision-making behavior of managers in China, India and many Muslim countries. These suggested codes of ethics are relevant for both students and academics, especially in light of the increasing number of acquisitions by firms from emerging economies.

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