Importance of the ResearchUnderstan

Importance of the Research

Understanding the relationship between performance and engagement following organizational change can have significant implications for the design of subsequent change processes. For example, if performance improvements are found to help enhance employee engagement, the implication is that early wins in performance improvement could increase engagement and bolster employees’ motivation to change. It follows that change strategies that support “quick wins” or “taking advantage of low-hanging fruit” would be supported. This illustrates how clarity about the relationship between performance and employee engagement is essential for designing effective change processes. An additional value of this study is applying engagement research to managers and not workers. Most of the engagement research focuses on workers. It also adds value that managers belong to a Latin American (Mexican) organization and context. Few studies of performance and engagement in this market exist. The present study helps
answer the call for studies of organization development in non-U.S. countries (Cummings
& Worley, 2009).

Importance of the Research

Understanding the relationship between performance and engagement following organizational change can have significant implications for the design of subsequent change processes. For example, if performance improvements are found to help enhance employee engagement, the implication is that early wins in performance improvement could increase engagement and bolster employees’ motivation to change. It follows that change strategies that support “quick wins” or “taking advantage of low-hanging fruit” would be supported. This illustrates how clarity about the relationship between performance and employee engagement is essential for designing effective change processes. An additional value of this study is applying engagement research to managers and not workers. Most of the engagement research focuses on workers. It also adds value that managers belong to a Latin American (Mexican) organization and context. Few studies of performance and engagement in this market exist. The present study helps
answer the call for studies of organization development in non-U.S. countries (Cummings
& Worley, 2009).

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Importance of the ResearchUnderstanding the relationship between performance and engagement following organizational change can have significant implications for the design of subsequent change processes. For example, if performance improvements are found to help enhance employee engagement, the implication is that early wins in performance improvement could increase engagement and bolster employees’ motivation to change. It follows that change strategies that support “quick wins” or “taking advantage of low-hanging fruit” would be supported. This illustrates how clarity about the relationship between performance and employee engagement is essential for designing effective change processes. An additional value of this study is applying engagement research to managers and not workers. Most of the engagement research focuses on workers. It also adds value that managers belong to a Latin American (Mexican) organization and context. Few studies of performance and engagement in this market exist. The present study helpsanswer the call for studies of organization development in non-U.S. countries (Cummings& Worley, 2009).

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Pentingnya Penelitian

Memahami hubungan antara kinerja dan keterlibatan berikut perubahan organisasi dapat memiliki implikasi yang signifikan untuk desain proses perubahan selanjutnya. Sebagai contoh, jika perbaikan kinerja ditemukan untuk membantu meningkatkan keterlibatan karyawan, implikasinya adalah bahwa kemenangan awal dalam peningkatan kinerja bisa meningkatkan keterlibatan dan meningkatkan motivasi karyawan untuk berubah. Oleh karena itu strategi perubahan yang mendukung "quick wins" atau "mengambil keuntungan dari buah tergantung rendah" akan didukung. Ini menggambarkan bagaimana kejelasan tentang hubungan antara kinerja dan karyawan keterlibatan sangat penting untuk merancang proses perubahan yang efektif. Nilai tambah dari penelitian ini adalah menerapkan penelitian keterlibatan manajer dan bukan pekerja. Sebagian besar penelitian keterlibatan berfokus pada pekerja. Ia juga menambahkan nilai yang manajer milik Amerika (Meksiko) organisasi Latin dan konteks. Beberapa studi kinerja dan keterlibatan di pasar ini ada. Penelitian ini membantu
menjawab panggilan untuk studi pengembangan organisasi di negara-negara non-US (Cummings
& Worley, 2009).

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Dukungan alat penerjemahan: Afrikans, Albania, Amhara, Arab, Armenia, Azerbaijan, Bahasa Indonesia, Basque, Belanda, Belarussia, Bengali, Bosnia, Bulgaria, Burma, Cebuano, Ceko, Chichewa, China, Cina Tradisional, Denmark, Deteksi bahasa, Esperanto, Estonia, Farsi, Finlandia, Frisia, Gaelig, Gaelik Skotlandia, Galisia, Georgia, Gujarati, Hausa, Hawaii, Hindi, Hmong, Ibrani, Igbo, Inggris, Islan, Italia, Jawa, Jepang, Jerman, Kannada, Katala, Kazak, Khmer, Kinyarwanda, Kirghiz, Klingon, Korea, Korsika, Kreol Haiti, Kroat, Kurdi, Laos, Latin, Latvia, Lituania, Luksemburg, Magyar, Makedonia, Malagasi, Malayalam, Malta, Maori, Marathi, Melayu, Mongol, Nepal, Norsk, Odia (Oriya), Pashto, Polandia, Portugis, Prancis, Punjabi, Rumania, Rusia, Samoa, Serb, Sesotho, Shona, Sindhi, Sinhala, Slovakia, Slovenia, Somali, Spanyol, Sunda, Swahili, Swensk, Tagalog, Tajik, Tamil, Tatar, Telugu, Thai, Turki, Turkmen, Ukraina, Urdu, Uyghur, Uzbek, Vietnam, Wales, Xhosa, Yiddi, Yoruba, Yunani, Zulu, Bahasa terjemahan.