{"id":7678,"date":"2024-06-26T11:51:42","date_gmt":"2024-06-26T09:51:42","guid":{"rendered":"https:\/\/www.shefferd.com\/non-categorise\/engagement-4-0-2\/"},"modified":"2025-02-04T17:38:11","modified_gmt":"2025-02-04T16:38:11","slug":"engagement-4-0-2","status":"publish","type":"post","link":"https:\/\/www.shefferd.com\/en\/uncategorized\/engagement-4-0-2\/","title":{"rendered":"Engagement 4.0."},"content":{"rendered":"<p>&nbsp;<\/p>\n<p><a href=\"https:\/\/www.shefferd.com\/wp-content\/uploads\/2024\/06\/Capture-decran-2024-06-26-a-12.16.40.png\"><img fetchpriority=\"high\" decoding=\"async\" class=\" wp-image-5232 aligncenter\" src=\"https:\/\/www.shefferd.com\/wp-content\/uploads\/2024\/06\/Capture-decran-2024-06-26-a-12.16.40-300x96.png\" alt=\"\" width=\"781\" height=\"250\" srcset=\"https:\/\/www.shefferd.com\/wp-content\/uploads\/Capture-decran-2024-06-26-a-12.16.40-300x96.png 300w, https:\/\/www.shefferd.com\/wp-content\/uploads\/Capture-decran-2024-06-26-a-12.16.40-1024x328.png 1024w, https:\/\/www.shefferd.com\/wp-content\/uploads\/Capture-decran-2024-06-26-a-12.16.40-768x246.png 768w, https:\/\/www.shefferd.com\/wp-content\/uploads\/Capture-decran-2024-06-26-a-12.16.40-1536x493.png 1536w, https:\/\/www.shefferd.com\/wp-content\/uploads\/Capture-decran-2024-06-26-a-12.16.40-2048x657.png 2048w\" sizes=\"(max-width: 781px) 100vw, 781px\" \/><\/a><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\"><span style=\"font-weight: 300\">The concept of engagement has been used in various forms since the early 1970s. Initially, the focus was on employee satisfaction. This concept later evolved to measure involvement in the 1980s, which remains a key element of engagement. At that time, companies were wondering how to encourage individuals to stay in the same position for life. Today, the workforce has become more volatile and this question is no longer relevant. Since the early 2000s, engagement has taken on a new dimension: it is now not only the main tool for HR departments to manage retention, absenteeism, and productivity, but has also entered the C-suite as a key strategic lever for achieving better customer outcomes.<\/span><\/p>\n<p>&nbsp;<\/p>\n<h5 style=\"text-align: justify\"><span style=\"font-weight: 300\">Engagement in multiple forms<\/p>\n<p><\/span><\/h5>\n<p style=\"text-align: justify\"><span style=\"font-weight: 300\">As organizations have become more complex, automated, globalized, and decentralized, they have become increasingly abstract entities with which it is difficult to identify; <b>the engagement perspective has consequently become multi-target today,<\/b> <span style=\"font-weight: 300\">demonstrating the importance, beyond engagement with the organization itself, of considering engagement with local entities, such as one&#8217;s manager, who becomes the first representative of the company, and the work group, which becomes a priority.<\/span><\/p>\n<p style=\"text-align: justify\"><span style=\"font-weight: 300\">The latter is a process whereby members feel a sense of loyalty and trust toward one another, promoting group effectiveness. Strong belief in and acceptance of the group&#8217;s values and objectives, willingness to exert considerable effort on behalf of the group, intense desire to maintain membership in the group; the group represents a more salient social entity than the organization. This target becomes the primary sphere of socialization and control, particularly in a work context organized around teams.<\/span><\/p>\n<p style=\"text-align: justify\"><span style=\"font-weight: 300\">Employees can therefore be engaged differently depending on the target.<\/span><\/p>\n<p>&nbsp;<\/p>\n<h5 style=\"text-align: justify\"><span style=\"font-weight: 300\">Three profiles of work engagement<\/p>\n<p><\/span><\/h5>\n<p style=\"text-align: justify\"><span style=\"font-weight: 300\">The multiple engagement approach distinguishes three typical engagement profiles among employees:<\/span><\/p>\n<ul style=\"text-align: justify\">\n<li style=\"font-weight: 300\"><b>Locally engaged<\/b><span style=\"font-weight: 300\">: these are employees who are engaged with their direct managers and work groups (colleagues).<\/span><\/li>\n<li style=\"font-weight: 300\"><b>Globally engaged<\/b><span style=\"font-weight: 300\">: these are employees who are engaged with the company itself (and senior management).<\/span><\/li>\n<li style=\"font-weight: 300\"><b>Professionally engaged<\/b><span style=\"font-weight: 300\">: these are employees who are engaged with their profession<\/span><\/li>\n<\/ul>\n<p style=\"text-align: justify\"><span style=\"font-weight: 300\">These three engagement levers are those whose action enables the development of optimal and virtuous engagement within the company.<\/span><\/p>\n<p>&nbsp;<\/p>\n<h5 style=\"text-align: justify\"><span style=\"font-weight: 300\">Drivers of local engagement<\/p>\n<p><\/span><\/h5>\n<p style=\"text-align: justify\"><span style=\"font-weight: 300\">Local engagement directly relates to the quality of interactions within the team, between colleagues and with managers. If colleague relationships are positive and qualitative, if you are better guided and heard by your supervisors, the recognition expressed will greatly contribute to developing your local engagement. And to put it in place, nothing overly complicated\u2014it involves participation in decision-making, morning greetings, or positive feedback on efforts made or results achieved. Similarly, if you are a manager, you can adopt a coach-manager positioning, benevolent and attentive to each individual, thus directing values toward emotional and professional support.<\/span><\/p>\n<p>&nbsp;<\/p>\n<h5 style=\"text-align: justify\"><span style=\"font-weight: 300\">Drivers of organizational engagement<\/p>\n<p><\/span><\/h5>\n<p style=\"text-align: justify\"><span style=\"font-weight: 300\">John Meyer and Natalie Allen, two psychology researchers, defined organizational engagement as &#8220;<i><span style=\"font-weight: 400\">a psychological bond uniting the employee and the organization that makes the employee less likely to leave it voluntarily<\/span><\/i><span style=\"font-weight: 300\">&#8220;. This definition tends to establish a close link between the employee&#8217;s personal values and those promoted by the company&#8217;s culture. Within the latter, each employee would be rewarded in proportion to their contribution. Who wouldn&#8217;t like to work for a company whose decision-making processes are inclusive, transparent, and fair?<\/span><\/p>\n<p>&nbsp;<\/p>\n<h5 style=\"text-align: justify\"><span style=\"font-weight: 300\">Drivers of professional engagement<\/p>\n<p><\/span><\/h5>\n<p style=\"text-align: justify\"><span style=\"font-weight: 300\">If engagement toward one&#8217;s profession can be likened to a sense of vocation, it aligns with the perspective of Gary J. Blau, a professor of human resource management, who defined this engagement as &#8220;<i><span style=\"font-weight: 400\">an individual&#8217;s motivation to work in a career they have chosen or an individual&#8217;s attitude toward their occupation and\/or professional role<\/span><\/i><span style=\"font-weight: 300\">&#8220;. This type of engagement, although extending beyond the scope of the organization, can nevertheless be encouraged by focusing the individual&#8217;s interest on career development prospects. Furthermore, being able to appreciate the results of your work and gauge their impact will certainly represent a token of recognition and development of your engagement toward your profession.<\/p>\n<p><\/span><\/p>\n<p style=\"text-align: justify\"><span style=\"font-weight: 300\">Let us engage, commit yourselves; as in sport, we excel only in what we love, and we often love what we do well\u2026<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>&nbsp; &nbsp; The concept of engagement has been used in various forms since the early 1970s. Initially, the focus was on employee satisfaction. This concept later evolved to measure involvement in the 1980s, which remains a key element of engagement. At that time, companies were wondering how to encourage individuals to stay in the same [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":5698,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[74],"tags":[],"class_list":["post-7678","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Engagement 4.0. - shefferd<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.shefferd.com\/en\/uncategorized\/engagement-4-0-2\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Engagement 4.0. - shefferd\" \/>\n<meta property=\"og:description\" content=\"&nbsp; &nbsp; The concept of engagement has been used in various forms since the early 1970s. 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