Hans
As you brought up the question about religion, even though it is not the
subject of your message there is a relationship with engagement. On the
whole, the guys I've employed or otherwise associated with, who have a
strong religious faith, are those I found generally (not absolutely!)
who had the greatest engagement to their jobs. On two occasions, I hired
Jehovah's Witnesses and, in both cases, they were really committed to
doing their job well, although neither was the most intelligent nor had
the most initiative of my employees. Notwithstanding, I was very
satisfied with both of them except for one regard. When hiring anyone
from a minority, I always warned them that I would not tolerate any
proselytising or similar activity. I also made it clear to the others I
would not tolerate any intolerance towards religious or racial
minorities. Despite this, there was often a cool distance between these
persons and the rest. On analysis, I think it was because of dietary
restrictions. The JWs would not drink coffee or tea at the morning break
and we had a Muslim who would not join in the boozing for any
celebration. I don't believe that this changed the guys' engagement to
their work but it did, I feel, change how others interacted with them on
professional matters (not very significantly, but sufficient to be
noticeable).
Just a thought...
Brian
Hinners Hans M Civ WRALC/LUGE wrote:
>
> Hi Kathy & All,
>
> Let me guess, I'm a week late and a dollar short.
>
> This is one of my favorite subjects. The Gallup Group has an on-going
> series on employee & customer engagement. The latest article, "Debunking
> the Myths About Engagement" (
> http://www.gallupjournal.com/CA/ee/20020311.asp ) is focused on religious
> organizations but the info applies to companies as well. Unfortunately, the
> previous articles are only available to subscribers. I might have saved a
> copy (for personal use) of a particular article - let me know off list if
> there's any interest. Gallup has linked customer & employee satisfaction to
> overall business success - interesting stuff.
>
> My latest business read, "The Self Managing Organization" has the following
> to say. Improving employee engagement is about creating & reinforcing a
> high commitment work culture. Businesses have a social structure that need
> to provide employees:
> 1. Autonomy & Discretion
> 2. Opportunities to Learn
> 3. Optimal Level of Variety
> 4. Need for social support & an opportunity to exchange help & respect
> 5. Sense of meaningful contribution
> 6. Prospects for a desirable future
>
> I like to think that most people start-off wanting to excel and win. If
> someone has disengaged from work there has to be reason(s) why. I've met
> some very interesting characters over the years that have amazed me on how
> people interpret employee engagement. I'm still surprised by the
> assumptions both management and staff make when it comes to changing things.
>
> Hans
>
> AC-130 Gunship Motto: "You can run but you'll only die tired."
> ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
> Hans M. Hinners
> Electronics Engineer
> Warner Robins - Air Logistics Center (WR-ALC/LUGE)
> 226 Cochran Street
> Robins AFB GA 31098-1622
>
> mailto:[log in to unmask]
>
> Com: (478) 926 - 5224
> Fax: (478) 926 - 4911
> DSN Prefix: 468
>
> -----Original Message-----
> From: [log in to unmask] [mailto:[log in to unmask]]
> Sent: Friday, March 08, 2002 12:03 AM
> To: [log in to unmask]
> Subject: Re: [TN] NTC this is a question regarding employee involvment
>
> Hmmm .... ! I wonder how many Technical Sanitation Assistants go to the
> sort of parties where job titles are a major means of pigeon-holing
> people/find out if they're worth cultivating. Besides, it quickly becomes
> apparent that such a job title is pure window dressing and the real job
> underneath is still much less glamourous.
>
> I people are gullible enough to be impressed by such nonsense, I dispair.
> If Reeds et al think they're doing anyone a favour with this 'up-titling',
> they'll find its effect very short term, and people will either revert (or
> be reverted) to their old, simpler job titles or be lumbered with a half
> mile long title that does nothing but make the tongue tired (or tied)
> having to say it.
>
> An old expression involving silk purses and sow's ears springs to mind -
> you can't make one out of the other.
>
> Peter - just an old fashioned engineer from the days when spades were
> spades and not horticultural medium excavators.
>
> "Keel, Mike"
> <mike.keel@SD-A To: [log in to unmask]
> XIOHM.COM> cc: (bcc: DUNCAN Peter/Asst
> Prin Engr/ST
> Sent by: Aero/ST Group)
> TechNet Subject: Re: [TN] NTC this is
> a question
> <[log in to unmask] regarding employee involvment
> G>
>
> 03/08/02 04:38
> AM
> Please respond
> to "TechNet
> E-Mail Forum.";
> Please respond
> to "Keel, Mike"
>
> What a co-in-key-dink . . .
> the following came off the www today
> Before you laugh ( this is HEALTHY )
> And dismiss . . .
> Please read thru to the end
>
> 'Up-Titling' Keeps Workers Poor but Happy [NL]Thu Mar 7, 8:49 AM ET
> [PARA]LONDON (Reuters) - British workers are being given bigger job titles
> rather than bigger salaries as cash-strapped companies try to keep
> employees
> happy, according to a survey published on Thursday. [PARA]
> Examples of the phenomenon dubbed "up-titling" include a receptionist
> rebranded as "Head of Verbal Telecommunications" and a window cleaner given
> the impressive designation of "Optical Illuminator Enhancer." [PARA]"The
> research demonstrates how motivational it can be to gain a prestigious job
> title. At parties...swapping elaborate job titles breaks the ice," said
> Paul
> Rapacioli, director of employment agency Reed's Internet service, which
> carried out the survey. [PARA]He said companies were using the fancy titles
> as an incentive to retain staff rather than pay them more at a time of
> economic uncertainty. [PARA]Businesses seeking "Stock Replenishment
> Executives" were actually looking for shelf stackers and successful
> candidates for a post as "Technical Sanitation Assistant" would find
> themselves cleaning washrooms. [PARA]"Up-titling" seems to have won
> converts. Of the 1,700 workers Reed surveyed, around half thought a better
> job title would make them happier even if there was no change in what they
> actually did. [PARA]"People view a grander title as recognition of their
> contribution to the organization and feel more committed as a result,"
> Rapacioli said.
>
> This probably doesn't have any relevance
> To anyone @ tech-net
> Present company always excepted . . .
>
> Best Regards to All
>
> M Keel
>
> = = = EMPERIOR OF SPACE = = =
>
> -----Original Message-----
> From: Kathy Kuhlow [mailto:[log in to unmask]]
> Sent: Thursday, March 07, 2002 4:30 PM
> To: [log in to unmask]
> Subject: [TN] NTC this is a question regarding employee involvment
>
> << File: TEXT.htm >> If you have no opinion or want to get in a discussion
> regarding this topic please delete this message....
>
> I publish a company newsletter each month. Each month I try to add an
> article in this paper regarding principles. Most of the principles are
> written to help inspire Leadership, commitment, etc. The goal of the
> article is to help educate fellow employees and hopefully get some of them
> involved. I firmly feel that a involved, caring work force produces more,
> faster, and correctly.
>
> This month's topic is Employee involvement. Do or have any of you been
> involved with any programs within this topic range? Any opinions on what
> are the better methods or results of involvement? Let me know. I hope to
> publish the paper for the month soon and would like to explore possible
> actual programs like this.
>
> A couple of weeks a go a forum was suggested for Managers, well here I am.
> You know one of those upper managers who enjoys being in technet to learn
> and share if possible. I really hope you will let me know your opinion.
>
> Kathy
>
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