Organizational Behavior & Leadership in 21st Century

Robbins and Judge (2018) state that “employee engagement is an individual’s involvement with, satisfaction
with, and enthusiasm for the work he or she does. Highly engaged employees have a passion for their work
and feel a deep connection to their companies; disengaged employees have essentially checked out, putting
time but not energy or attention into their work.”
Engagement is a concern for most organizations since surveys indicate that few employees—between 17
percent and 29 percent—are highly engaged by their work. As we are aware as managers and leaders,
engagement levels determine measurable outcomes.
Read the Harvard Business Review article titled Is Employee Engagement Just a Reflection of Personality?
(Chamorro-Premuzic, Garrad, & Elzinga, 2018)
Instructions: Please post your response, which should include a minimum of five (5) informed and well written
sentences (PER QUESTION). (Please include statistics, when applicable.) Then, respond to the posts of three
(3) classmates. Please cite your scholarly source(s) within the paragraph(s).
Please answer and discuss the following questions. Provide an informed answer and discussion based on the
article.
According to the authors, why are some employees more engaged – excited, energized about their jobs -- than
others?
What has traditional research focused on, in relation to, “why some people are more engaged in the
workforce?” Do you agree with the findings of the traditional research?
According to the authors, although no universal formula to engage employees exists, individuals feel more
enthusiastic about their jobs when _ ? Do you agree with the authors?
In your informed opinion, how much of engagement is just personality?
What do the authors suggest, if you truly want to understand engagement in your organization?