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Engagement 104

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    Engagement for Remote Professionals

    Course Description

    Discover how engaging with work and organizational culture can influence job satisfaction and connecting with others in a remote environment. Complete all Engagement 101 lessons successfully which counts toward your Remote Professional Certificate.     

    Learning Objectives

      1. Explore how engagement strategies influence job satisfaction and cultural connections in a remote environment.
      2. Differentiate between work engagement and cultural engagement.
      3. Recognize factors influencing motivation in remote workers.
      4. Apply strategies to make work purposeful and meaningful.
      5. Evaluate methods to enhance teamwork and collaboration in a remote setting.
      6. Design a Professional Code of Ethics for Engagement, ensuring individual differences are respected and valued.

    Research and References

    Following are sources consulted/additional readings related to the course topics.

    Anderson, C., & Thompson, L. L. (2004). Affect from the top down: How powerful individuals’ positive affect shapes negotiations. Organizational Behavior and Human Decision Processes, 95, 125–139. 

    Bakker, A.B. & Albrecht, S. (2018). Work engagement: current trends. Career Development International. 23(1), 4-11. 

    Bakker, A.B., Demerouti, E. & Sanz-Vergel, A.I. (2014). Burnou8t and work engagement: The JD-R approach. Annual Review of Organizational Psychology and Organizational Behavior. 1(1). 389-411. 

    Bloom, N. A., Liang, J., Zhichun, J. R., Ying, J. (2013) Does working from home work? Evidence from a Chinese experiment. Working Paper No. 3109 Stanford Graduate School of Business 

    Bozrath, J. (2020). Psychological safety: Critical for learning. The Learning Guild Research. 

    Dean, P.J. (1992). Making codes of ethics real. Journal of Business Ethics, 11, 285-290.

    Duncan, R. (2018). The why of work: Purpose and meaning really do matter. Forbes. 

    Efron, L. (2022). What drives a culture of belonging? Gallup. 

    Finegan, J., & Theriault, C. (1997). he relationship between personal values and the perception of the corporation’s code of ethics. Journal of applied Psychology, 28, 708-724.

    George, J. M. (1989). Mood and absence. Journal of Applied Psychology, 74, 317–324. 

    Goldberg, L. R. (1990). An alternative “description of personality”: The big-five factor structure. Journal of Personality & Social Psychology, 59, 1216–1229. 

    Ilies, R., & Judge, T. A. (2003). On the heritability of job satisfaction: The mediating role of personality. Journal of Applied Psychology, 88(4), 750–759. 

    Janis, I. (1972). Victims of groupthink. Houghton Mifflin, NY.  

    Kahn, W. (1990).  Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692. 

    Lewin, K. (1947). Frontiers in group dynamics: Concept, method and reality in social science; social equilibria and social change. Human Relations, 1, 5-41. 

    Lunenburg, F.C. (2011). Understanding organizational culture: A key leadership asset. National Forum of Educational Administration and Supervision Journal, 29(4), 1-12. 

    Onea, A. (2012). Levels of culture and barriers in organizational communication. USV Annals Of Economics & Public Administration, 12(2), 123-128.

    Organizational Behavior. (2017). University of Minnesota Libraries (Creative Commons). 

    Repetti, R., & Cosmas, K. (1991). The quality of the social environment at work and job satisfaction. Journal of applied social psychology, 21, 840-854.

    Robbins, S. P. & Judge, T. A. (2017). The Essentials of Organizational Behavior. Pearson 

    Schein, E. H. (2010). Organizational culture and leadership (4th ed.). Jossey-Bass. 

    Schein, E.H., & Bennis, W. (1965).  Bennis. Personal and Organizational Change via Group Methods. New York: Wiley. 

    Schaufeli, W.B. & Bakker, A.B. (2010. Defining and measuring work engagement: Bringing clarity to the concept. In Bakker, A.B. & Leiter, M.P. (Eds.), Work Engagement: A Handbook of Essential Theory and Research. Psychology Press. 10-24 

    Schaufeli, W.B., Salanova, M., Gonzalez-Roma. V. & Bakker, A.B. (2002). The measurement of engagement and burnout and: A confirmative analytic approach. Journal of Happiness Studies, 3, 71-92. 

    Suchman, L. A. (1987). Plans and Situated Actions: The Problem of Human Machine Communication. Cambridge University Press. 

    Taylor, D. (2014). Knowing your members and what they want. Super Review, 28(9), 22-29.

    Ulrich, D., & Ulrich, W. (2010). The why of work. How great leaders build abundant organizations that win. McGraw-Hill. 

    Vyopta Collaboration Intelligence. (2022). The Challenges of Hybrid Work. 

    Watson, D., & Clark, L. A. (1984). Negative affectivity: The disposition to experience aversive emotional states. Psychological Bulletin, 96, 465–490. 

    Weick, K. (1993) The collapse of sensemaking in organizations: the Mann Gulch disaster. Administrative Science Quarterly, 38,628–652. 

    White, S.E., & Mitchell, T.R. (1979). Job enrichment versus social cues: A comparison and competitive test. Journal of Applied Psychology, 64, 1-9.

    Zemke, R., Raines, C., & Filipczak, B. (2013). Generations at work: Managing the clash of boomers, genXers, and genYers in the workplace. New York: American Management Association.