Essays on Employee Engagement and Performance Management Annotated Bibliography

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The paper "Employee Engagement and Performance Management" is an outstanding example of a management annotated bibliography. Employee engagement and performance management is seen as a combination of commitment to the organization and its values and a willingness to help out colleagues (organizational citizenship). It goes beyond job satisfaction and is not simply motivation. Engagement is something the employee has to offer: it cannot be ‘ required’ as part of the employment contract. In managing, performance employers want engaged employees because they deliver improved business performance. The aim of this information is to provide the best strategic means and ways for improving employee engagement in a move to boost the performance of the company.

Employee engagement is high when the statements and conversations held to reflect a natural enthusiasm for the company, its employees and the products or services provided (Stockley, 2005). For acknowledgment purposes, I have reviewed and cited a number of articles in relation to the subject matter of the step the company is intending to take. Information provided from 7 sources will aid in ascertaining the argument towards employee engagement and performance appraisal. Mone, E., Eisinger, C., Guggenheim, K., Price, B., Stine, C.

(2011). “ Performance Management at the Wheel: Driving Employee Engagement in Organizations. ” Journal for Business Psychology. (2011); 26:205– 212 This article is based on a study conducted in a large corporation (XINC, a pseudonym) and other research; it gives an overview of how performance management can be used to increase levels of employee engagement. The article begins with a discussion of employee engagement, defines engaged employees as those who feel involved, committed, passionate, and empowered, and demonstrate those feelings in work behavior.

It then discusses an expanded view of performance management, conceptualizing it as five major activities that serve to organize relevant behaviors shown to be either direct or indirect predictors of employee engagement in the study at XINC Although there is evidence for performance management as a driver of employee engagement, the authors conclude that there is a need for additional research that clarifies for managers which of these activities have the strongest impact on employee engagement.

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