Managers can demonstrate Yes ☐ they trust employees to put their full energy and ☐ No commitment to work; without it, people spend energy protecting themselves. Line managers can Yes ☐ influence psychological safety by treating No ☐ employees fairly, such that employees don’t feel vulnerable and unsupported by their manager and organization. People care more about Yes ☐ whether the process is fair than about the outcome. If No ☐ they feel that the process is fair, then they can live with the decision. Managers can demonstrate the fairness of decisions being made. Engagement-Driven Is This a Good Notes: Management Strategies Choice for Us? Managers can build in Yes ☐ resources for employees. The negative relationship No ☐ between job demands (workload, stress-inducing physical environment) and work engagement is weaker when employees have many resources. Managers can offer Yes ☐ resources, such as supervisory support, No ☐ opportunities to be
Managers can demonstrate they trust employees to put their full energy and commitment to work; without it, people spend energy protecting themselves. Yes ☐ No ☐ Line managers can influence psychological safety by treating employees fairly, such that employees don’t feel vulnerable and unsupported by their manager and organization. Yes ☐ No ☐ People care more about whether the process is fair than about the outcome. If they feel that the process is fair, then they can live with the decision. Managers can demonstrate the fairness of decisions being made. Yes ☐ No ☐ Engagement-Driven Management Strategies Is This a Good Choice for Us? Notes: Managers can build in resources for employees. The negative relationship between job demands (workload, stress-inducing physical environment) and work engagement is weaker when employees have many resources. Yes ☐ No ☐ Managers can offer resources, such as supervisory support, opportunities to be Yes ☐ No ☐
ilrhr525_course-project.docx