Wednesday, February 17, 2010
Ch. 6: Job involvement and employee engagement
Job involvement is defined as “the degree to which one is cognitively preoccupied with, engaged in, and concerned with one’s present job. This attitude can depict whether or not a person will have a high performance rate at their job. There is little evidence to support this claim but it is clear why job involvement can directly relate to performance. Individuals who end their work day and feel they have accomplished something positive or a sense of satisfaction from their work, are more likely to produce at a higher rate than others. “Job involvement was positively associated with job satisfaction, organizational commitment, and intrinsic motivation” (Kreitner, Kinicki 169). I agree that job involvement can affect a business and there are several ways management can help employees feel more self-worth from their job. One way a manager can increase job involvement is by providing work environments that fuel intrinsic motivation. People need to be challenged in way that can increase their self motivation, this can be done by giving jobs to be people that handle specific tasks efficiently and correctly. Other people might need new jobs that are more challenging so they do not get bored doing the same routine every day. Little things like this can go a long way in the work place.