The involvement of staff. Small notes for large conclusions
Publications on the need to measure the level of staff involvement, with a description of assessment methods and methods, etc. there are a lot of online.
I’ll write about involvement from a transdisciplinary approach. Let me remind you that “transdisciplinarity” is used as the “principle of the organization of scientific knowledge”, which opens up wide possibilities for the interaction of many disciplines in solving complex problems of nature and society. It should be noted that transdisciplinarity allows you to officially go beyond the scope of your discipline without fear of being accused of amateurism. Perhaps my conclusions and remarks will complement for someone an understanding of the employee’s behavioral patterns, and for some it will help to change some opinions or beliefs.
Many of my friends ask – so far you have not temporarily performed research in the field of neuromarketing, but you continue to periodically write articles on this topic or on the topic of consumer psychology. At the same time, you have been measuring social indexes (involvement, satisfaction, etc.) for 6 years in various companies, including multinational ones, and have not written a single article on this topic. I decided to fix it. I doubt that it will turn out briefly, and about everything, and at once. I clarify that I will not repeat the most familiar and well-known conclusions and postulates from this area, but I will describe it from a somewhat unusual side.
Some of my “flights of thought” will be subjective, because I will give interpretations of the usual explanations from the standpoint of my practical experience and knowledge. And perhaps some of them will contradict the traditional or the established ones – that’s why I will use a transdisciplinary approach.
Consider the usual or most common interpretation of the concept of “employee involvement”. So: engagement is an emotional and intellectual state that motivates employees to do their job as best as possible. As you noticed, in the interpretation of this concept is present – emotional, intellectual, motivational, action, assessment, boundaries and limitations. In my opinion, it is significant enough for the transdisciplinary approach. And at the same time, for myself, I have long formulated another explanation that there is staff involvement.
Namely: staff involvement is a special type of social setting that is present within a certain social group, community, collective in the form of subjects’ desire to become ardently committed supporters of accepted behavior, action algorithm, way of thinking and includes: desire, desire and ability to perceive , evaluate, recognize incentives and act within the framework of the strategy defined in this society and accepted by the majority of its members as the only possible one.
From my point of view, it is important to understand that involvement is a state in which individuals are consciously dealing with environmental stimuli and are involved in actively creating their environment. This creates a noticeable contrast with the state of non-involvement, in which the individual deals with the already created environment and processes environmental stimuli automatically, without taking into account new (or simply different) aspects of these stimuli.
In social psychology, social orientation refers to a certain disposition of an individual, in accordance with which the trends of his thoughts, feelings and possible actions are organized taking into account a social object. The fundamental difference between a social attitude (attitude) as opposed to a “attitude” (set), introduced and developed at the school of D. N. Uznadze, is that it is understood as a state of consciousness of a person and functions at the level of society.
Considering the work of Burres Skinner, one of the most influential psychologists of the twentieth century, you can find his statement that all human thoughts and actions are just a reaction to stimuli, that is, acquired reflexes. In essence, this means that all that a person does is either the desire for encouragement or the avoidance of punishment. And our whole life is a series of evolutionarily selected ways and desires, permeated with programmed interests and fears. And, therefore, no “I” exists, no one controls anything, and everything that happens around us is just an illusion, a side effect of the actions of the higher nervous system that “follows” our actions and thoughts. Being a “faithful” behaviorist, Skinner believed that concepts explaining human behavior by the influence of internal factors are speculative and unfounded, believing that the study of emotional and motivational life is “one of the greatest calamities.” Skinner saw the root of the problem in ignoring environmental and environmental conditions, which are, from the point of view of behaviorism, the main factors that govern human behavior.