How AI Can Drive Employee Engagement
Order ID 53563633773 Type Essay Writer Level Masters Style APA Sources/References 4 Perfect Number of Pages to Order 5-10 Pages
How AI Can Drive Employee Engagement
This article by Falon Fatemi discusses how employee engagement is one of the biggest challenges in the workplace, however, AI has the potential to solve this issue. The following keywords from our course, relate to the article:
Organizational Behavior: A field of study devoted to understanding, explaining, and ultimately improving the attitudes and behaviors of individuals and groups in organizations.
Job Performance: The value of the set of behaviors that contribute, either positively or negatively, to organizational goal accomplishment.
Task performance: The behaviors directly involved in transforming organizational resources into the goods or services an organization produces.
Citizenship behavior: Voluntary activities that may or may not be rewarded but that contribute to the organization by improving the quality of setting where work occurs.
Counterproductive Behavior: Employee behaviors that intentionally hinder organization goal accomplishment.
Organizational Commitment: A desire on the part of an employee to remain a member of an organization.
Affective commitment: A desire on the part of an employee to remain a member of an organization because of an emotional attachment to, or involvement in, that organization.
Continuance commitment: A desire on the part of an employee to remain a member of an organization because of an awareness of the costs associated with leaving.
Normative Commitment: A desire on the part of an employee to remain a member of an organization because of a feeling of obligation.
Withdrawal: A set of actions that employees perform to avoid the work situation.
The article covers how employers are not feeling engaged in the workplace and motivation is very low due to a lack of sense of purpose. According to this article, Gallup found in their research that, 51% of employees in the US do not feel engaged in their workplace. Businesses with higher engaged employees tend to have higher profits along with higher levels of employee commitment, so it is important to maintain engagement. It is common for organizations to use surveys on a quarterly or annual basis to evaluate engagement, but this process tends to be prolonged and monotonous. Surveys also tend to take weeks to analyze, leading to feedback that is not current. This is when AI has the chance to step in and make a difference in engagement by employees, in a timely manner. AI has the ability to investigate the engagement of employees by using language processing and analysis, along with assessing biometric data. This would allow HR to take quick action in order to solve engagement issues early on. AI would also be able to suggest which employees would excel in leadership positions and put together productive teams based off of skills and motivation.
I can agree with this article when it comes to recognizing that employee engagement is a very critical part of an organization. I can admit that at one time, I felt very unengaged at a previous workplace, but had felt a continuance commitment to the employer because of my financial situation at the time. I did not feel that I had a true sense of purpose at this location and I left the business after a year. I have now been with a business that I feel a very strong affective commitment to. I feel very motivated and engaged when I am at my workplace, which is a great feeling. This article made me think a lot about AI and whether or not I agree with the forward-thinking companies that are incorporating it into the workplace. My first thought is that there may be privacy concerns. If businesses are considering using AI to increase employee engagement, it may be a good idea to hear the concerns of the employees that work there.
Question: What action can a business take to increase motivation and engagement if they do not choose to utilize AI?
Fatemi, F. (2019). How AI Can Drive Employee Engagement Retrieved July 7, 2019, from https://www.forbes.com/sites/falonfatemi/2019/07/05/how-ai-can-drive-employee-engagement/#1360ca4f4275
QUALITY OF RESPONSE NO RESPONSE POOR / UNSATISFACTORY SATISFACTORY GOOD EXCELLENT Content (worth a maximum of 50% of the total points) Zero points: Student failed to submit the final paper. 20 points out of 50: The essay illustrates poor understanding of the relevant material by failing to address or incorrectly addressing the relevant content; failing to identify or inaccurately explaining/defining key concepts/ideas; ignoring or incorrectly explaining key points/claims and the reasoning behind them; and/or incorrectly or inappropriately using terminology; and elements of the response are lacking. 30 points out of 50: The essay illustrates a rudimentary understanding of the relevant material by mentioning but not full explaining the relevant content; identifying some of the key concepts/ideas though failing to fully or accurately explain many of them; using terminology, though sometimes inaccurately or inappropriately; and/or incorporating some key claims/points but failing to explain the reasoning behind them or doing so inaccurately. Elements of the required response may also be lacking. 40 points out of 50: The essay illustrates solid understanding of the relevant material by correctly addressing most of the relevant content; identifying and explaining most of the key concepts/ideas; using correct terminology; explaining the reasoning behind most of the key points/claims; and/or where necessary or useful, substantiating some points with accurate examples. The answer is complete. 50 points: The essay illustrates exemplary understanding of the relevant material by thoroughly and correctly addressing the relevant content; identifying and explaining all of the key concepts/ideas; using correct terminology explaining the reasoning behind key points/claims and substantiating, as necessary/useful, points with several accurate and illuminating examples. No aspects of the required answer are missing. Use of Sources (worth a maximum of 20% of the total points). Zero points: Student failed to include citations and/or references. Or the student failed to submit a final paper. 5 out 20 points: Sources are seldom cited to support statements and/or format of citations are not recognizable as APA 6th Edition format. There are major errors in the formation of the references and citations. And/or there is a major reliance on highly questionable. The Student fails to provide an adequate synthesis of research collected for the paper. 10 out 20 points: References to scholarly sources are occasionally given; many statements seem unsubstantiated. Frequent errors in APA 6th Edition format, leaving the reader confused about the source of the information. There are significant errors of the formation in the references and citations. And/or there is a significant use of highly questionable sources. 15 out 20 points: Credible Scholarly sources are used effectively support claims and are, for the most part, clear and fairly represented. APA 6th Edition is used with only a few minor errors. There are minor errors in reference and/or citations. And/or there is some use of questionable sources. 20 points: Credible scholarly sources are used to give compelling evidence to support claims and are clearly and fairly represented. APA 6th Edition format is used accurately and consistently. The student uses above the maximum required references in the development of the assignment. 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The paper has slight errors within the paper. This can include small errors or omissions with the cover page, abstract, page number, and headers. There could be also slight formatting issues with the document spacing or the font Additionally the paper might slightly exceed or undershoot the specific number of required written pages for the assignment. 10 points: Student provides a high-caliber, formatted paper. This includes an APA 6th edition cover page, abstract, page number, headers and is double spaced in 12’ Times Roman Font. Additionally, the paper conforms to the specific number of required written pages and neither goes over or under the specified length of the paper.
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