The document discusses reasons why employees may not feel valued by their employers and the differences between groups and teams in the workplace. It notes that 70% of employees don't feel valued due to organizational issues like poor communication and reward systems as well as personal reasons. Groups are more conflict-driven and task-oriented while teams are cooperative and goal-oriented. The document advocates for managing work instead of people to increase employee engagement.
Insurers' journeys to build a mastery in the IoT usage
The power of engagement
1.
2. 70% of the EMPLOYEES DON’T feel
VALUED by their EMPLOYERS
3.
4. Various Reasons - ORGANIZATIONAL
1. Informal Communication System
2. Lack of Job Accountability
3. Job Security
4. Poor REWARD System
5. Prejudice BOSS
6. Highly Political Environment
7. Hierarchical Reporting Nodes
8. Poor Hiring and Staffing System
9. Group culture
10.Above all ………….PLEASE & FEED The AUTHORITY….
5. Various Reasons - PERSONAL
1. Job Compulsion - Easy
2. Low Self Esteem - Inferiority complex
3. Low Self Realization
4. State of Delusion (Creative/Hardworking/Talented…)
5. High Expectations
6. Lack Initiative
7. Extrinsically Motivated
8. Work to please Authority
9. Task Oriented
10.Above all ……………………..WHY SHOULD I…….
13. Why GROUPS are formed…
1. Human Nature
2. Security in NUMBER.
3. Common Vested Interest - Lack FOCUS
4. Emotionally Vulnerable – Low EQ
5. Sympathetic
6. Dependency Syndrome
7. Competition INSIDE – Cooperation - OUTSIDE
8. Focus on Counterproductive norms
9. Job Insecurity
10.Work to please the authority
11.Above all ……………………..WE ARE THE ONLY ….
14. Advantages of working as a TEAM
1. Coordinated Action
2. Security in Performance
3. Common Goal
4. Emotionally Strong – High EQ
5. Empathetic
6. Cooperation INSIDE – Competition OUTSIDE
7. Focus on ONLY on productive norms
8. Highly FOCUSED
9. Job security PERFORMANCE based
10.Work to WIN
11.Above all ……………………..WE HAVE TO ….
44. In a research survey of more than 50,000
employees at 59 member organizations in 27
countries and 10 industries, done by
Corporate Leadership Council, has
demonstrated THE REAL BOTTOM-LINE
IMPACT of employee engagement.
45. Highly committed employees perform up to
20% BETTER and are 87% LESS LIKELY TO
LEAVE the organization than employees with
low levels of commitment.