Closing the Engagement Gap


Book Description

When people are truly engaged in their work they give more discretionary effort' and make a huge difference to their company. They ask, 'What's in it for us?' instead of 'What's in it for me?'. Yet an engaged workforce is as rare as it is valuable. This groundbreaking global study shows that most people are not engaged and don't contribute as much value as they could - not because they're lazy, but because their managers don't know how to draw the best out of them. Using real-world examples, the authors show that consistently better engagement really is possible.'




Can Gamification Close the Engagement Gap of Generation Y?


Book Description

Gaming engages. How can employment become more attractive and fun? Only 16% of German employees are fully engaged and willing to go `the extra mile' for their company. This perceived engagement gap - which is aggravated by the new work ethics of Generation Y - offers a significant case for value creation and strategic opportunities for companies worldwide. This book analyses the question of whether gamification has the potential to close this engagement gap. It offers a literature review of the emerging topic and creatively and critically develops new ideas. Data from a pilot study on the digital startup sector in Berlin shows a positive impact of gamification on employee engagement. This informative work is directed at people interested in new business trends, business students, gamification researchers and human resources practitioners.




42 Rules of Employee Engagement


Book Description

42 Rules of Employee Engagement takes a practical, straightforward and fun look at what it takes to build community, commitment and a culture of engagement in the business world today. The book highlights common behaviors that lead to "disengagement" in teams and offers useful, non-nonsense ideas for doing things differently. Susan Stamm will inspire and challenge you to create a unique workspace with your team that attracts and inspires high performance, commitment and authentic work relationships. This book is loaded with practical advice and actions you can take away to begin building an engaged team.




Breaking the Leadership Mold


Book Description

Much has been written about leaders and leadership. Journal articles, blogs and books try to home in on the essence of an effective leader. While there is common agreement that a executive's performance can make or break company, defining that essence of effective leadership remains the Holy Grail for those who find themselves at the top, for those who are responsible for carrying out the strategies and dictates of their managers, and for the shareholders who want to see commitment, action and positive financial return. Breaking the Leadership Mold is designed to help senior executives and managers respond to the challenges of today and shed the vestiges of days gone by. In so doing they will better lead and enable their staff, and create a work environment that is healthy, engaging, productive and sustainable. Based on the author's extensive research and 35 years' experience in working with local, national and international companies, Breaking the Leadership Mold offers 20 principles-such as Principle #10: Recognize How Executive Team Dynamics Promote Mediocrity and Principle #14: Get Other Executives On Board (or Out of the Way)--that when implemented will ensure that not only is there effective communication throughout the organization, from top to bottom and bottom to top, but also that employees and executives alike contribute to their full potential. The net result -- the organization wins on every measure. The 20 principles are built on the pillars of case studies, experience and research. Effective leadership is an absolute in any business environment, but becomes even more critical in times when businesses face unprecedented challenges and need to be nimble and responsive to change. Breaking the Mold has proven strategies to empower, unite and galvanize managers and employees -- and their organization - to enable them to prosper and adapt in a swift-changing environment.




42 Rules of Employee Engagement (2nd Edition)


Book Description

'42Rules of Employee Engagement (2nd Edition)' was born out of need for dcorporations, leaders and managers to engage with employees. Depending on whose research you read, as much as three quarters of the global workforce were not engaged! How long could organizations continue down this path and thrive or survive? As overwhelming as these data seem, Susan Stamm began to recognize the solutions are simple and within our reach. Engagement begins and ends with leaders and their day to day actions. It's the little things that make the big difference: how much information the leaders shares, how they approach important conversations, how much control they need, and how well they listen. An organization can be a best place to work, yet have a team no one wants to work on. The reverse is also true and it is almost always related to the leader. A challenge is that leaders often have blind spots, especially leaders that are struggling with their teams. This book include stories that leaders can relate to and that might open the door for them to consider how their actions appear to others. The best way to use this book is as a conversation starter. Take it to lunch with colleagues and discuss a single rule and the implications for your teams. These rules are actionable; when there is a challenge, there is always a specific action or direction recommended for dealing with it. In addition to the actions offered at the end of each rule, Appendix C provides links to more than two full years of free employee engagement activities and tools. If you want better engagement at your company, you should pick up '42Rules of Employee Engagement (2nd Edition)' today.




Redesigning the Future of Education in the Light of New Theories, Teaching Methods, Learning, and Research


Book Description

Learning used to be confined to a physical place. Now, it’s no longer limited by walls or daylight or location. Learning happens in spaces that transcend these boundaries. These spaces can still have physical elements, but they are no longer defined by a physical footprint and constrained by the limitations of time, space, and matter. Learning can now take place on any device, in any place, and at any time. 21st century skills are one of the concepts we use most frequently when talking about innovative education. We see that the skills, referred to as 21st century skills, include cognitive skills such as creative thinking, problem solving, as well as many different social and emotional skills such as understanding, expressing, empathy and teamwork. Many educators now agree that not only academic knowledge is sufficient, but social-emotional skills play a role as much as academic knowledge in a person's success and happiness. Another accepted fact is the phenomenon of lifelong learning: the fact that education does not start at school but does not end at school, in fact, it is a process that should continue throughout life. While accepting all this, a subject that is not discussed much; how this holistic, lifelong learning is possible in a class in the form of 40 minutes lessons and 10 minutes of break. While we are designing various kinds of education programs for children to gain all these different skill sets in the classroom, do not we actually keep these skills in the easiest way, practically away from the environments they will acquire? In John Dewey's book, “Experience and Education” (1938), information obtained as detached from real life is depicted as wasted time and effort. Most teachers are already aware of this situation. For this reason, they try to explain math problems and literacy by linking them to children's experiences and lives as much as possible, and they do many big and small experiments in social sciences and science lessons. Can't we go one step further than this? Can't we make learning in life a part of our education system, instead of preparing small examples of real life for children? With many justified concerns such as assessment, security, teachers' pedagogical infrastructure, we miss out on the most important opportunities for education just because they are outside the walls of the school? This book aims to open new horizons in the journey of learning beyond the school walls in the world and contribute to the spread of learning in our society. In societies where constant change is the norm, schools today must prepare students to be successful in environments and contexts that may differ greatly from what we experience today. But, are we really thinking about the future? With contributions from seven continents, this book will reveal a ‘snapshot’ of some of our best thinking for building new education futures. Diverse experiences, visions, and ideas are shared to help spark new thinking among educators and policymakers, provoke conversation, and facilitate new ideas for meeting human development needs in a rapidly transforming world.




Employee Engagement


Book Description

An engaged workforce is critical to the high performance and success of any organization. Employee Engagement offers a complete, practical resource for understanding and creating an effective engagement strategy that is aligned to wider business objectives. Supported by a variety of practical tools, features and templates, as well as numerous real-life examples and case studies from organizations such as AXA PPP Healthcare, Capital One, Charles Stanley, EDF Energy and Marks & Spencer, this handbook provides comprehensive coverage of all stages of the engagement process, from planning initiatives to building and measuring their success. This updated second edition of Employee Engagement considers the increasing use of technology in engagement, the role and importance of purpose and trust and the relationship between employee experience and engagement. New online supporting resources include diagnostic tools, templates and additional best-practice case studies. HR Fundamentals is a series of succinct, practical guides for students and those in the early stages of their HR careers. They are endorsed by the Chartered Institute of Personnel and Development (CIPD), the UK professional body for HR and people development, which has over 145,000 members worldwide.




Empowering our Students for the Future


Book Description

Educators of every kind such as school superintendents, principals, teachers, higher education practitioners, community organizers and even students will gain essential skills, resources and examples to encourage and support individual as well as collective empowerment from early childhood education through college in both traditional classrooms and in the broader community. Working toward the goal of empowering young people as active citizens, this collection of chapters presents voices from across the broad community of educators who share their successful individual work of methods and practices that empower young people to engage in their own agency. By using student centered practices in and out of the classroom, their stories demonstrate multiple ways to successfully achieve these ends. The book clearly and effectively presents these concepts: How to encourage self-directed learning; methods and examples of participatory practices and inquiry methods; strategies designing and supporting Problem Based Learning; models for civic engagement; organizing strategies; and practices related to Critical Race Theory. This collection can provide practitioners with strategies and skills that will encourage and develop self-confidence and self-direction in many arenas working together to create change in a democratic landscape as youth learn to use their power.




Closing the School Discipline Gap


Book Description

Educators remove over 3.45 million students from school annually for disciplinary reasons, despite strong evidence that school suspension policies are harmful to students. The research presented in this volume demonstrates that disciplinary policies and practices that schools control directly exacerbate today's profound inequities in educational opportunity and outcomes. Part I explores how suspensions flow along the lines of race, gender, and disability status. Part II examines potential remedies that show great promise, including a district-wide approach in Cleveland, Ohio, aimed at social and emotional learning strategies. Closing the School Discipline Gap is a call for action that focuses on an area in which public schools can and should make powerful improvements, in a relatively short period of time. Contributors include Robert Balfanz, Jamilia Blake, Dewey Cornell, Jeremy D. Finn, Thalia González, Anne Gregory, Daniel J. Losen, David M. Osher, Russell J. Skiba, Ivory A. Toldson “Closing the School Discipline Gap can make an enormous difference in reducing disciplinary exclusions across the country. This book not only exposes unsound practices and their disparate impact on the historically disadvantaged, but provides educators, policymakers, and community advocates with an array of remedies that are proven effective or hold great promise. Educators, communities, and students alike can benefit from the promising interventions and well-grounded recommendations.” —Linda Darling-Hammond, Charles E. Ducommun Professor of Education, Stanford University “For over four decades school discipline policies and practices in too many places have pushed children out of school, especially children of color. Closing the School Discipline Gap shows that adults have the power—and responsibility—to change school climates to better meet the needs of children. This volume is a call to action for policymakers, educators, parents, and students.” —Marian Wright Edelman, president, Children’s Defense Fund




Manager Redefined


Book Description

In this book the author explains that managers must build human capital and engender employee engagement by managing them almost not at all, by attending instead to the factors and circumstances that make them successful. In other words, managers must play their role from offstage and out of the limelight. Based on a survey of over 16,000 employees, the author presents Towers-Perrins' management performance model: Executing tasks, Building relationships and performance capability, and Energizing change. Additionally, managers must create an atmosphere of authenticity and trust.