MHR 405 Chapter Notes - Chapter 5: Employee Engagement, Social Cognitive Theory, Work Unit
3 Feb 2016
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Employee engagement: an individual"s emotional and cognitive (logical) motivation, particularly a focused, intense, persistent, and purposive effort towards work related goals. Seems to be a strong predictor of employee and work unit performance. Not clear as to whether employee engagement makes companies more successful, or whether the company"s success makes employees more engaged. Drives (primary needs): hardwired characteristics of the brain that attempt to keep us in balance by correcting deficiencies. Innate and universal - everyone has them and they exist from birth. They generate emotions, which put people in a state of readiness to act on their environment. Needs: emotions produced by drives produce human needs goal directed forces that people experience. Hierarchy of 5 basic categories: physiological needs, safety, belongingness, esteem, self-actualization. Where the strongest source of motivation is the lowest unsatisfied need at the time. Exception is self actualization as people experience self-actualization they desire more rather than less considered a growth need.
