Description
Employee engagement, also called worker engagement, is a business management concept. An "engaged employee" is one who is fully involved in, and enthusiastic about their work, and thus will act in a way that furthers their organization's interests
Report Study on Talent Engagement
The issue today... The issue today...
qualities. It is important to recognise individual attributes without recourse to coarse measures based on limited samples. Second, those identifiable gender differences are unable to tell us their root causes. Sometimes these are to do with the particular histories of gender equality, gender segregation, national or organisational cultures, biology, dynamics of labour supply and demand, as well as access to education — among other wide-ranging factors. As such, decisions and policies based on the average could lead us to actions founded on nothing more than gender stereotypes. Instead, they should be rooted in deeper insights of the particular place and history where such differences gain meaning. That is, we need to understand the underlying reasons to the 'why' rather than the 'what' of gender differences if effective policies and decisions are to be made. Third, research suggests gender differences change over time and place. Therefore, averages serve only as crude and temporally specific measures. We need to understand how current gender differences relate to patriarchy, male domination, gender equality and diversity efforts both at work and nationally. In doing so, we may appreciate them as evolving, emergent, dynamic, socially constructed and changing, rather than as biologically determined and static.
Y
es, men and women differ in the workplace yet they are also similar in many respects. It is
important to investigate and understand the reasons for both the differences and similarities — and whether they should matter to us when policies and decisions are made concerning them. One of the ways in social sciences the difference between two groups is explored, is to compare the average of one with another. If there is a substantial difference between these averages, we conclude there is a 'statistically' significant difference between the two groups. In a work context, women and men are extensively compared and contrasted in this way (as well as identifying a whole host of other gender differences and similarities outside the workplace). There are, however, various problems with this approach. First, assessments based on an average ignore the large groups of women and men below and under it, rendering them as outliers. So when effective decisions are to be made, such averages are not useful proxies for making policies — they do not consider individual conditions and
13
doc_595003580.docx
Employee engagement, also called worker engagement, is a business management concept. An "engaged employee" is one who is fully involved in, and enthusiastic about their work, and thus will act in a way that furthers their organization's interests
Report Study on Talent Engagement
The issue today... The issue today...
qualities. It is important to recognise individual attributes without recourse to coarse measures based on limited samples. Second, those identifiable gender differences are unable to tell us their root causes. Sometimes these are to do with the particular histories of gender equality, gender segregation, national or organisational cultures, biology, dynamics of labour supply and demand, as well as access to education — among other wide-ranging factors. As such, decisions and policies based on the average could lead us to actions founded on nothing more than gender stereotypes. Instead, they should be rooted in deeper insights of the particular place and history where such differences gain meaning. That is, we need to understand the underlying reasons to the 'why' rather than the 'what' of gender differences if effective policies and decisions are to be made. Third, research suggests gender differences change over time and place. Therefore, averages serve only as crude and temporally specific measures. We need to understand how current gender differences relate to patriarchy, male domination, gender equality and diversity efforts both at work and nationally. In doing so, we may appreciate them as evolving, emergent, dynamic, socially constructed and changing, rather than as biologically determined and static.
Y
es, men and women differ in the workplace yet they are also similar in many respects. It is
important to investigate and understand the reasons for both the differences and similarities — and whether they should matter to us when policies and decisions are made concerning them. One of the ways in social sciences the difference between two groups is explored, is to compare the average of one with another. If there is a substantial difference between these averages, we conclude there is a 'statistically' significant difference between the two groups. In a work context, women and men are extensively compared and contrasted in this way (as well as identifying a whole host of other gender differences and similarities outside the workplace). There are, however, various problems with this approach. First, assessments based on an average ignore the large groups of women and men below and under it, rendering them as outliers. So when effective decisions are to be made, such averages are not useful proxies for making policies — they do not consider individual conditions and
13
doc_595003580.docx