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Transforming Engagement, Happiness and Well-Being Enthusing People, Teams and Nations

:	William Scott-Jackson, Andrew Mayo
:	Transforming Engagement, Happiness and Well-Being Enthusing People, Teams and Nations
:	Palgrave Macmillan
:	9783319561455
:	1
:	CHF 38.00
:

:	Politik, Gesellschaft, Wirtschaft
:	English

:	262
:	Wasserzeichen/DRM
:	PC/MAC/eReader/Tablet
:	PDF

This book aims to help leaders maximise the engagement of employees and citizens by exploring the impact of a process of active enthusiasm (PACE). Engagement of employees has long been recognised as a key factor for organisational and national success. Yet, worldwide, engagement levels languish at only 25%. Providing a practical model, developed from in-depth global research, the authors show that engagement is continuous and cannot be assessed by annual surveys. Instead it demonstrates that it is specific to individuals and will only increase if employee perceptions are improved. Readers will discover how the PACE process model can be used to maximise employee engagement through the modification of primary causal factors, and consequently generate direct outputs such as increased productivity and reduced absenteeism.Transforming Engagement and Wellbeing provides an invaluable set of tools to help leaders enthuse their people and to improve individuals' optimism and propensity for engagement, making it essential reading for academics interested in human resource management, as well as managers, leaders and policy-makers.

William Scott-Jackson is the Chairman of Oxford Strategic Consulting and a Visiting Professor at Cass Business School, UK. He is recognised as a leading researcher, writer and presenter on human capital, with specific interests in talent and capability development in the Arab world as well as the West.

A drew Mayo is Professor of Human Capital Management at Middlesex Business School, UK. His background includes 30 years in international corporations and 15 years directing leadership programmes at London Business School, UK. Andrew's particular interest lies in Strategic HRM, HR analytics and performance. He has authored 6 books and numerous articles.

	Acknowledgements	5
	Contents	7
	List of Figures	8
	List of Tables	10
	1 Engagement, Happiness and Well-Being: Why Bother?	11
	1.1 Purpose of the Book	11
	1.2 Why Is It Important?	15
	1.3 Integrating Well-Being and Engagement	18
	1.4 The Scope of the Book	19
	1.5 The Objectives of the Book	21
	References	21
	2 What are Engagement, Happiness and Well-Being?	23
	2.1 Engagement	23
	2.1.1 Models of Engagement	30
	2.1.1.1 Personal Engagement/Needs Satisfying	30
	2.1.1.2 Job Demands-Resources Model	31
	2.1.1.3 Self-determination Theory	31
	2.1.1.4 Affective Shift Model	31
	2.1.1.5 Social Exchange Model	32
	2.1.1.6 Organisational Versus Job Engagement	32
	2.1.1.7 Commitment and Behaviour	32
	2.1.2 Antecedents and Causes of Engagement	33
	2.1.2.1 Meaningfulness Antecedents	33
	Job Challenge	33
	Autonomy	34
	Variety	34
	Feedback	34
	Fit	34
	Opportunities for Development	34
	Reward and Recognition	34
	2.1.2.2 Psychological Safety Antecedents	35
	Social Support	35
	Transformational Leadership	35
	Leader–Member Exchange (LMX)	36
	Workplace Climate	36
	Organisational Justice, Equity	36
	Job Security	36
	2.1.2.3 Psychological Availability Antecedents	37
	Role Overload	37
	Work-Role Conflict	37
	Family–Work Conflict	37
	Resourcing Inadequacies	38
	Time Urgency	38
	Off-work Recovery	38
	Dispositions	38
	The Relational Context	39
	Social Meaningfulness	39
	Freedom to Express	39
	Energising Social Environment	40
	Emotional Relief	40
	2.1.3 Positive Psychology and Engagement	40
	2.1.3.1 Organisational Virtuousness	42
	2.1.3.2 Positive Deviance	43
	2.1.3.3 Appreciative Enquiry	43
	2.1.3.4 Positive Psychological Resources That Could Be Linked to Engagement	43
	Hope	43
	Self-efficacy	44
	Resilience	44
	Optimism	44
	Psychological Capital (PsyCap)	45
	Compassion and Passion	45
	2.1.4 Measuring Engagement	46
	2.1.4.1 Measuring Engagement	46
	2.1.4.2 Burnout-Antithesis Measures	47
	2.1.4.3 Measures Derived from the ‘Needs-Satisfying’ Approach	47
	2.1.4.4 Satisfaction-Engagement Measures	47
	2.1.4.5 Multidimensional Measures	48
	2.1.5 Outcomes of Engagement	49
	2.1.6 Improving Engagement: Organisational Approaches	49
	2.1.6.1 Human Resource Management (HRM) and Engagement	49
	2.1.6.2 Human Resource Development (HRD) and Engagement	51
	2.2 Well-Being and Happiness	51
	2.2.1 Objective Well-Being	54
	2.2.2 Subjective Well-Being	55
	2.2.3 Well-Being as the Absence of Disorder	58
	2.2.4 Positive Psychology Perspective	59
	2.2.5 Comparability and Equity in Subjective Well-Being	64
	2.2.6 Antecedents and Causes of Well-Being	65
	2.2.6.1 Policy-Related Factors	67
	Inflation	67
	Income Levels	68
	Income Inequality	70
	Debt	71
	Social Welfare and Taxation Regimes	72
	Unemployment	72