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MN50586: Making, measuring and managing employee engagement

Follow this link for further information on academic years Academic Year: 2018/9
Further information on owning departmentsOwning Department/School: School of Management
Further information on credits Credits: 6      [equivalent to 12 CATS credits]
Further information on notional study hours Notional Study Hours: 120
Further information on unit levels Level: Masters UG & PG (FHEQ level 7)
Further information on teaching periods Period:
Modular (no specific semester)
Further information on unit assessment Assessment Summary: CW 100%
Further information on unit assessment Assessment Detail:
  • Coursework (CW 100%)
Further information on supplementary assessment Supplementary Assessment:
Like-for-like reassessment (where allowed by programme regulations)
Further information on requisites Requisites:
Further information on descriptions Description: Aims:
Employee engagement is one of the most widely-discussed and least-understood concepts in modern business parlance. Academic research has been slow to 'engage' with engagement: questioning the novelty of the concept, and asking whether employee engagement is simply 'old wine in new bottles'. These reservations have not stopped practitioners and consultants from embracing employee engagement as an umbrella concept covering engagement as company programme, employee attitude and employee behaviour all at the same time. As such, this module attempts to achieve the following:
* Offer definitions of employee engagement in terms of existing academic literature that reflect the variety of perspectives evident in practice (the 'old wine').
* Examine academic definitions of engagement that offer the best prospects of adding to the discourse around employee engagement (the 'new wine').
* Discuss various individual and organisational level factors that drive engagement.
* Examine individual and organisational level outcomes of engagement.
* Specifically consider the evidence of links between engagement and performance.
* Identify factors useful for developing and managing an engaged workforce.

Learning Outcomes:
By the end of this unit, the student should:
* Be aware of the main approaches to defining engagement
* Be able to critique the existing models of engagement.
* Be able to implement academic approaches to measuring employee engagement.
* Be aware of the drivers and outcomes of engagement.
* Be aware of the benefits and risks associated with strategies focused on employee engagement.

Skills:
Intellectual, practical and transferable skills that will be acquired during the course will include:
* The ability to measure and assess levels of employee engagement in organisations.
* The ability to diagnose sources and results of engagement in organisations.
* The development of in-depth research skills and critical appraisal capabilities in the assessment of research and practice surrounding employee engagement.
* An understanding of the significance of engagement for organisations
* An awareness of current levels of employee engagement around the world.

Content:

* What is employee engagement?
* The state of employee engagement
* The happy-productive worker hypothesis
* What are the drivers and enablers of engagement?
* What are the outcomes of engagement?
* Employee engagement: Why doesn't everyone do it?
* The (limited) usefulness of employee engagement surveys.
* Case studies and examples from organisations.
Before taking this module you must take MN50339 AND take MN50340 AND take MN50341 AND take MN50342 AND take MN50343 AND take MN50344
Further information on programme availabilityProgramme availability:

MN50586 is Optional on the following programmes:

School of Management

Notes: