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Agile engagement : how to drive lasting results by cultivating a flexible, responsive, and collaborative culture /
Achieve unprecedented business value by fostering true employee engagement Many organizations fail to realize and harness the power of their most valuable asset-their employees. Though they can be developed into a true competitive advantage, engagement isn't attainable if the employee isn'...
| Clasificación: | Libro Electrónico |
|---|---|
| Autor principal: | |
| Otros Autores: | |
| Formato: | Electrónico eBook |
| Idioma: | Inglés |
| Publicado: |
Hoboken, N.J. :
Wiley,
2016.
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| Temas: | |
| Acceso en línea: | Texto completo |
MARC
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| 245 | 1 | 0 | |a Agile engagement : |b how to drive lasting results by cultivating a flexible, responsive, and collaborative culture / |c Santiago Jaramillo and Todd Richardson. |
| 260 | |a Hoboken, N.J. : |b Wiley, |c 2016. | ||
| 300 | |a 1 online resource | ||
| 336 | |a text |b txt |2 rdacontent | ||
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| 520 | |a Achieve unprecedented business value by fostering true employee engagement Many organizations fail to realize and harness the power of their most valuable asset-their employees. Though they can be developed into a true competitive advantage, engagement isn't attainable if the employee isn't invested in the company's overall success. Agile Engagement offers business leaders a concrete strategy for building, maintaining, and utilizing employee engagement to achieve the highest level of business success. The key' Employees must feel like they are a part of their company's culture instead of having it handed down to them. Stories of failed employee engagement initiatives abound, and they all have one thing in common: they begin from the premise of "initiative" rather than "employee." True engagement occurs when an employee's heart and mind are activated in a way that leads to their motivation and commitment to positively impact the company's goals and vision. This book shows you how to create an environment that stresses a culture of unity at all levels by showing you how to: -Create a clear, compelling vision and corresponding engagement strategy through the Engagement Canvas -Communicate your unique culture strategy throughout all levels of your company -Foster grassroots, employee-led engagement initiatives -Improve engagement continuously with the Emplify Score tool Agile Engagement provides a deeper look into real engagement, helping you foster a work environment that's rewarded with unsurpassed productivity, innovation, and competitive advantage, as well as employees who feel valued, respected, and heard. | ||
| 500 | |a Title from resource description page (Recorded Books, viewed January 02, 2017). | ||
| 505 | 0 | |a Cover; Title Page; Copyright; Contents; Preface; Part I: The Engagement Engine; Chapter 1: Engagement and Culture Redefined; Defining Employee Engagement; Defining Workplace Culture; Chapter 2: Happiness Versus Engagement; Chapter 3: Common Misconceptions; Misconception #1: Culture Is Only HR's Problem; Misconception #2: Cultures Are Static; Misconception #3: One Size Fits All; Chapter 4: Cross-Industry Engagement; Dig Deeper; Part II: The Workplace of Now; Chapter 5: Workplaces without Borders; Access; Legal Tools; Chapter 6: Working Across Generations; Variety Is Invaluable. | |
| 505 | 8 | |a Managing MillennialsChapter 7: Free Agents on the Rise; Why Freelance Works; Managing Freelance Talent; Chapter 8: Partnering with Purpose; Screening Outside Partners; Shifting Mindsets; Chapter 9: Trending Telework; Where Work Gets Done; Working Remotely; Chapter 10: Culture-Friendly Policies; Work Expectations; Chapter 11: Recruiting Revolution; A Lifelong Desire to Learn; Insatiable Curiosity; Adaptability; Learning Agility; Mental Discipline and Clarity; Imagination; Willingness to Be Wrong and the Humility to Learn; Chapter 12: Technology Revolution; Digital Transformation. | |
| 505 | 8 | |a Technology TrendsTechnology Upended Work; Chapter 13: Mobile Revolution; Reaching Your Audience; Cutting through the Clutter with Mobile Apps; The Best of Mobile; Chapter 14: Resulting Challenges; Infobesity; Overworked Employees; Potential Solutions; Chapter 15: HR of the Past; The Rise of HR; The Bureau of Labor and Unions; The Growth of HR after WWII; The Civil Rights Era and Transition into the 1980s; Age of Technology; Decline of HR's Popularity; Current Role of HR; Strategic Shifts in HR; Chapter 16: HR of the Future; The War for Talent; HR Leaders; Wave of the Future. | |
| 505 | 8 | |a Part III: The Engagement CanvasChapter 17: Engagement Canvas and Emplify Score Overview; The Rise of People Analytics; Enter the Engagement Canvas and Emplify Score; Engagement Canvas Inspiration; Navigating the Engagement Canvas; Completing the Canvas; Chapter 18: Why You Exist; Tips for Crafting and Communicating Your Why; Alignment; Chapter 19: Key Strategies; Chapter 20: Key Metrics; Chapter 21: Engagement Exemplified; Constituencies; Chapter 22: Unique Organizational Characteristics; Chapter 23: Communication Channels; Chapter 24: Culture Statements; Make It Authentic; Make It Specific. | |
| 505 | 8 | |a Chapter 25: Culture AspirationsCreate a Culture BHAG (Big, Hairy, Audacious Goal); Make Progress Every Day; Believe in the Worthiness of Your Aspiration(s); Chapter 26: Resources Applied; Chapter 27: Emplify Score; Summary of Engagement Construct; Four Views of Engagement; Employee Engagement Model; Chapter 28: Three Key Employee Needs; Chapter 29: Engagement Canvas FAQs; Part IV: The Practice of Engagement; Chapter 30: Speak with One Voice; Chapter 31: Brand What's Important; Chapter 32: Treat Employees Like Customers; Realize Looks Matter; Secure Marketing Resources. | |
| 590 | |a ProQuest Ebook Central |b Ebook Central Academic Complete | ||
| 650 | 0 | |a Organizational behavior. | |
| 650 | 0 | |a Corporate culture. | |
| 650 | 0 | |a Organizational effectiveness. | |
| 650 | 0 | |a Employee motivation. | |
| 650 | 6 | |a Comportement organisationnel. | |
| 650 | 6 | |a Culture organisationnelle. | |
| 650 | 6 | |a Efficacité organisationnelle. | |
| 650 | 6 | |a Personnel |x Motivation. | |
| 650 | 7 | |a BUSINESS & ECONOMICS |x Mentoring & Coaching. |2 bisacsh | |
| 650 | 7 | |a BUSINESS & ECONOMICS |x Industrial Management. |2 bisacsh | |
| 650 | 7 | |a BUSINESS & ECONOMICS |x Management. |2 bisacsh | |
| 650 | 7 | |a BUSINESS & ECONOMICS |x Management Science. |2 bisacsh | |
| 650 | 7 | |a BUSINESS & ECONOMICS |x Organizational Behavior. |2 bisacsh | |
| 650 | 7 | |a Corporate culture |2 fast | |
| 650 | 7 | |a Employee motivation |2 fast | |
| 650 | 7 | |a Organizational behavior |2 fast | |
| 650 | 7 | |a Organizational effectiveness |2 fast | |
| 700 | 1 | |a Richardson, Todd. | |
| 758 | |i has work: |a Agile engagement (Text) |1 https://id.oclc.org/worldcat/entity/E39PCH4WKhGDVXY86MMhB4yGHC |4 https://id.oclc.org/worldcat/ontology/hasWork | ||
| 856 | 4 | 0 | |u https://ebookcentral.uam.elogim.com/lib/uam-ebooks/detail.action?docID=4745628 |z Texto completo |
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| 938 | |a ProQuest MyiLibrary Digital eBook Collection |b IDEB |n cis35294180 | ||
| 938 | |a Recorded Books, LLC |b RECE |n rbeEB00692502 | ||
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