measuring and increasing engagement in your organization
Order ID 53563633773 Type Essay Writer Level Masters Style APA Sources/References 4 Perfect Number of Pages to Order 5-10 Pages Description/Paper Instructions
measuring and increasing engagement in your organization
Introduction
The workforce is changing as new employees enter the labor pool. Over the next ten years, up to 61 million people in the U.S. born after 1996 (i.e, Generation Z) will enter the workforce. Gen Z people have unique characteristics, and human resource managers (HRM) need to be prepared for possible new hiring and training approaches.
One of the most important issues facing HRM is employee retention (RET). RET is defined as the intention of employees to stay employed. RET is critical for organizational success due to the costs associated with hiring and training new workers, the loss of business continuity when employees leave (i.e., turnover), and the loss of productivity when employees leave (Lee, Hom, Eberly, & Li, 2018).
One strategy to increase RET is employee engagement (EE), because employees who are engaged have high intention to stay with the organization (Vance, 2006). EE is defined from the context of positive psychology as a “persistent, positive affective-motivational state of fulfillment in employees” (Maslach, Schaufeli, & Leiter, 2001, p. 417). According to current estimates, only about one-third of U.S. employees are engaged (Corbin, 2017). Thus there may be opportunities for HR managers and organizational leaders to increase EE in their human talent.
The purpose of this research project is to address the following research question: “What should employers and human resource (HR) managers do to increase employee retention (RET) in Gen Z workers?” This question is timely in today’s highly competitive global business market, especially with a multi-generational workforce.
Results of this study may help employers and HR managers to anticipate workplace needs and possibly change HR strategies to increase EE and RET in Gen Z workers.
Methodology
Population: Gen Z students from a Midwestern University
Sample: N = 16 students (Male = 62.5%), Age (Mean) = 21.5 years, 31.3% working full time
This study used qualitative and quantitative research methods. Each of five teams from the Fall 2019 HRM course interviewed research participants entered responses into an online survey tool.
Measures: A structured interview guide was used with the following questions:
- What are characteristics of Gen-Z?
- What does EE mean to you?
- Tell me when you think EE will be the highest?
- Tell me when you think EE will be the lowest?
- What are some recommendations to increase EE?
- What are some recommendations to increase RET?
Rankings
- I have autonomy/independence at work
- I have a voice in decision-making/make leadership contributions/share new ideas at work
- I receive clear job task expectations at work
- I receive regular feedback from my manager/supervisor/leader at work
- I receive regular recognition/praise/compliments from my manager/supervisor/leader at work
- I feel that I am valuable and worthwhile at work
- I feel safe to ask for help at work
- I am able to balance work and life with flexible scheduling at work
- I am paid a salary that is similar to what other employers are offering
- I am given a mentor to help me learn my job at work
Interview data were analyzed for themes in Excel.
Rankings were created in Minitab 18
Results
Discussion
Gen Z = Phygital generation (physical + digital)
References
Corbin, J. (2017). The Gallup 2017 employee engagement report is out: And the results…Nothing has changed. Gallup. Retrieved from http://www.theemployeeapp.com/gallup-2017-employee-engagement-report-results-nothing-changed
Lee, T. W., Hom, P., Eberly, M., & Li, J. (2018). Managing employee retention and turnover with 21st century ideas. Organizational Dynamics, 47, 88-98.
Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). Job burnout. Annual Review Of Psychology, 52, 397-422.
Vance, R. J. (2006). Employee engagement and commitment: A guide to understanding, measuring and increasing engagement in your organization. In SHRM Foundation, the Society for Human Resource Management Retrieved from https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/Documents/Employee-Engagement-Commitment.pdf
RUBRIC
QUALITY OF RESPONSE NO RESPONSE POOR / UNSATISFACTORY SATISFACTORY GOOD EXCELLENT Content (worth a maximum of 50% of the total points) Zero points: Student failed to submit the final paper. 20 points out of 50: The essay illustrates poor understanding of the relevant material by failing to address or incorrectly addressing the relevant content; failing to identify or inaccurately explaining/defining key concepts/ideas; ignoring or incorrectly explaining key points/claims and the reasoning behind them; and/or incorrectly or inappropriately using terminology; and elements of the response are lacking. 30 points out of 50: The essay illustrates a rudimentary understanding of the relevant material by mentioning but not full explaining the relevant content; identifying some of the key concepts/ideas though failing to fully or accurately explain many of them; using terminology, though sometimes inaccurately or inappropriately; and/or incorporating some key claims/points but failing to explain the reasoning behind them or doing so inaccurately. Elements of the required response may also be lacking. 40 points out of 50: The essay illustrates solid understanding of the relevant material by correctly addressing most of the relevant content; identifying and explaining most of the key concepts/ideas; using correct terminology; explaining the reasoning behind most of the key points/claims; and/or where necessary or useful, substantiating some points with accurate examples. The answer is complete. 50 points: The essay illustrates exemplary understanding of the relevant material by thoroughly and correctly addressing the relevant content; identifying and explaining all of the key concepts/ideas; using correct terminology explaining the reasoning behind key points/claims and substantiating, as necessary/useful, points with several accurate and illuminating examples. No aspects of the required answer are missing. Use of Sources (worth a maximum of 20% of the total points). Zero points: Student failed to include citations and/or references. Or the student failed to submit a final paper. 5 out 20 points: Sources are seldom cited to support statements and/or format of citations are not recognizable as APA 6th Edition format. There are major errors in the formation of the references and citations. And/or there is a major reliance on highly questionable. The Student fails to provide an adequate synthesis of research collected for the paper. 10 out 20 points: References to scholarly sources are occasionally given; many statements seem unsubstantiated. Frequent errors in APA 6th Edition format, leaving the reader confused about the source of the information. There are significant errors of the formation in the references and citations. And/or there is a significant use of highly questionable sources. 15 out 20 points: Credible Scholarly sources are used effectively support claims and are, for the most part, clear and fairly represented. APA 6th Edition is used with only a few minor errors. There are minor errors in reference and/or citations. And/or there is some use of questionable sources. 20 points: Credible scholarly sources are used to give compelling evidence to support claims and are clearly and fairly represented. APA 6th Edition format is used accurately and consistently. The student uses above the maximum required references in the development of the assignment. 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