{"id":12850,"date":"2020-11-24T09:04:45","date_gmt":"2020-11-24T09:04:45","guid":{"rendered":"http:\/\/onlineclassesguru.com\/index.php\/2020\/11\/24\/creating-a-culture-of-engagement\/"},"modified":"2020-11-24T09:04:45","modified_gmt":"2020-11-24T09:04:45","slug":"creating-a-culture-of-engagement","status":"publish","type":"post","link":"https:\/\/onlineclassesguru.com\/index.php\/2020\/11\/24\/creating-a-culture-of-engagement\/","title":{"rendered":"Creating A Culture Of Engagement"},"content":{"rendered":"<style type=\"text\/css\"><\/style><p>[T]he way to create a culture of retention is, in fact, to create a culture of engagement and contribution.<\/p>\n<p>\u2014Jo Manion (2004, p. 30)<\/p>\n<p>When employees feel engaged and motivated, they are often more committed to an organization. Organizational commitment is broadly defined as an employee\u2019s intent to stay with the organization. Nurse managers can have significant influence on an organization\u2019s culture and thereby on employee engagement and commitment.<\/p>\n<p>To prepare<\/p>\n<p>Select one of the following perspectives and complete the corresponding survey for this Discussion. Do not look at the scoring directions until after you have completed the evaluation.<\/p>\n<p>If you hold or have held a management position in your recent or present workplace, access the document, \u201cCreating a Culture of Engagement: Manager Survey,\u201d found in this week\u2019s Learning Resources.<\/p>\n<p>If you have yet to hold a management position, or would prefer to answer the survey from the perspective of an employee, access the document, \u201cCreating a Culture of Engagement: Employee Survey,\u201d found in this week\u2019s Learning Resources.<\/p>\n<p>After you have completed the survey, reflect on the results. Based on score breakdown, select the culture cluster you consider the most critical to address in this workplace. Then, review this week\u2019s media, \u201cRecruitment, Retention, and Employee Development.\u201d What strategies could you, as a nurse manager, employ to address this cluster?<\/p>\n<p>Consider how this culture facilitates or negates your feelings of organizational commitment.<\/p>\n<p>By Day 3<\/p>\n<p>Post an evaluation of a recent or past workplace by sharing the total score of your survey. Explain whether this score accurately captures the culture of this workplace. Identify the culture cluster that you consider the most critical to address, and suggest at least one intervention you could initiate to effectively change this aspect of the workplace\u2019s culture. Explain how this culture encouraged or diminished your feelings of organizational commitment.<\/p>\n<p>Read a selection of your colleagues\u2019 responses.<\/p>\n<p>By Day 6<\/p>\n<p>Respond to at least two of your colleagues on two different days using one or more of the following approaches:<\/p>\n<p>Find a colleague whose critical culture cluster is one of your stronger ones. Share a strategy for strengthening this aspect of his or her culture.<\/p>\n<p>Use authentic experiences and this week\u2019s Learning Resources to evaluate a colleague\u2019s intervention, offering suggestions and insights.<\/p>\n<p>Assess a colleague\u2019s workplace. Applying what you know about your own intrinsic motivators, explain why this workplace would or would not be a good fit for you.<\/p>\n<p>Required Readings<\/p>\n<p>Manion, J. (2011). From management to leadership: Strategies for transforming health care (3rd ed.). San Francisco, CA: Jossey-Bass.<\/p>\n<p>Chapter 3, \u201cBuilding Commitment: Inspiring Others to Follow\u201d (pp. 69\u2013114)This chapter focuses on inspiring commitment in the workplace. The author differentiates between commitment and compliance and lists the different kinds of organizational commitment.<\/p>\n<p>Fasoli, D. R. (2010). The culture of nursing engagement: A historical perspective. Nursing Administration Quarterly, 34(1), 18\u201329. Retrieved from the Walden Library databases.<\/p>\n<p>Fasoli\u2019s article evaluates the history of work engagement and its effect on nurse retention. The author analyzes the history and modern use of work engagement and explores how these are used as a framework for creating a culture of nursing engagement.<\/p>\n<p>Shantz, A., &amp; Latham, G. (2011). The effect of primed goals on employee performance: Implications for human resource management. Human Resource Management, 50(2), 289\u2013299. Retrieved from the Walden Library databases.<\/p>\n<p>This study analyzes the effects of subconscious motivation on job performance. The results reveal that someone\u2019s subconscious can be primed to accomplish job-related goals and that HR professionals can use this to their benefit.<\/p>\n<p>Vlachoutsicos, C. A. (2011). How to cultivate engaged employees. Harvard Business Review, 89(9), 123\u2013126. Retrieved from the Walden Library databases.<\/p>\n<p>This article tells the reader how to make the most out of engaged employees in the workplace. The author provides and supports with real-life examples six steps that readers can use to help them achieve their goals.<\/p>\n<p>Wisotzkey, S., Bell, T. D., &amp; Grim, R. (2011). Connect and engage for better nurse retention. Nursing Management, 42(10), 14\u201318. Retrieved from the Walden Library databases.<\/p>\n<p>&nbsp;<\/p>\n<p><center><a href=\"http:\/\/onlineclassesguru.com\/orders\/ordernow\"><img decoding=\"async\" src=\"https:\/\/encrypted-tbn0.gstatic.com\/images?q=tbn:ANd9GcTyj99p60XCLyLk1htB7-1neRt8-2QdnenNlQ&usqp=CAU\"target=\"_http:\/\/onlineclassesguru.com\/orders\/ordernow\"\/><\/center><p>","protected":false},"excerpt":{"rendered":"<p>[T]he way to create a culture of retention is, in fact, to create a culture of engagement and contribution. \u2014Jo Manion (2004, p. 30) When employees feel engaged and motivated, they are often more committed to an organization. Organizational commitment is broadly defined as an employee\u2019s intent to stay with the organization. Nurse managers can&#8230;<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[],"tags":[],"class_list":["post-12850","post","type-post","status-publish","format-standard","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v17.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Creating A Culture Of Engagement - onlineclassesguru<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"http:\/\/onlineclassesguru.com\/index.php\/2020\/11\/24\/creating-a-culture-of-engagement\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Creating A Culture Of Engagement - onlineclassesguru\" \/>\n<meta property=\"og:description\" content=\"[T]he way to create a culture of retention is, in fact, to create a culture of engagement and contribution. \u2014Jo Manion (2004, p. 30) When employees feel engaged and motivated, they are often more committed to an organization. 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