Influences That Affect Child and Young Peoples Development...

INFLUENCES THAT AFFECT CHILDREN AND YOUNG PEOPLES DEVELOPMENT Children will come from a diverse range of backgrounds including family environments cultures and circumstances. A child is at school from a very young age to late teens and during this time many families will go through significant changes. Sometimes however schools may not always be aware of these changes. Any one of these happenings may affect their emotional and or intellectual development, this in turn can affect their behaviour in school and therefore their ability to learn. Sometimes it can also affect their physical development, for example some children may development a speech impediment such as a stutter. BACKGROUND/FAMILY ENVIRONMENT Cultural differences†¦show more content†¦Growth is extremely important to the development process. Growth is responsible for height, weight gain, development of muscles and structures within the brain. Thus having a direct impact on physical and intellectual development. Abuse Abuse in the home whether it be mental, physical or sometimes sexual can affect every aspect of a childs life and development. Sibling jealousy/rivalry There are many influences on childrens development by their family such as birth of siblings and the childs interactions with the sibling such as learning how to win, lose, love and even fight and the influences that their sibling has over them. Sometimes there may be a lot of jealousy and rivalry between them. Neglect For various reasons some children are neglected and not looked after properly. Some parents put the well being of their children low on their list of priorities. This would have a detrimental affect on all aspects of the childs life and development Mental health issues Children can find it hard coping if a family member has mental health issues. It can affect their lives and their emotional/social and intellectual development. Parents expectations Some parents have huge expectations of their children and can put a lot of strain and worry on their childrens shoulders thus causing emotional stress Sleep Sleep also plays a major function in supporting development. Sleep is vital forShow MoreRelatedEssay on Factors that Influence Development in Children1081 Words   |  5 PagesUNDERSTAND THE FACTORS THAT INFLUENCE CHILDREN AND YOUNG PEOPLE’S DEVELOPMENT AND HOW THESE AFFECT PRACTICE There are various personal factors which can affect the development of children and young people. When a child is conceived, their genetics are formed. It is becoming increasingly apparent that as well as deciding, hair colour our genetics can influence addiction, depression and self-esteem issues. A baby’s development can also be affected during pregnancy. A mother’s lifestyle can alsoRead MoreExplain how children and young people’s development is influenced by a range of personal factors967 Words   |  4 Pagesï » ¿Core 3.1 2.1. Explain how children and young people’s development is influenced by a range of personal factors 2.2. Explain how children and young people’s development is influenced by a range of external factors 3.2. Explain the reasons why children’s development might not follow the expected pattern Factors that influence development. Core 3.1 2.1 Children’s development is influenced by a variety of different personal factors. Such factors can include Cerebral palsy, downs syndrome, dyslexiaRead MoreExplain the Reasons Why Children and Young Peoples Development May Not Follow the Expected Pattern1058 Words   |  5 PagesExplain the reasons why children and young peoples development may not follow the expected pattern Q: Explain the reasons why children and young people’s development may not follow the expected pattern. The child: There are many factors that influence a child/young persons development such as health issues, personal characteristics, motivation to learn, behaviour, sensory impairment, disability and learning difficulties. Even before birth a child needs to reach many milestones and howeverRead MoreChild and young person development1148 Words   |  5 PagesUnit 201 Child and Young Person Development Title Describe the main stages of a child and young person development from birth to 19 years old and the kind of influences that affect this process. Evidence Covered 1.1 Describe the expected pattern of children and young peoples development from birth to 19 years, to include: a) physical development b) communication and intellectual development c) social, emotional and behavioural development 1.2 Describe with examplesRead MoreDescribe with Examples the Kinds of Influences That Affect Children and Young Peoples Development Including, Background, Health, Environment1439 Words   |  6 PagesAssessment Task TDA – 2.1 Child and young person development. Task 2 links to learning outcome 2, assessment criteria 2.1 and 2.2. Describe with examples the kinds of influences that affect children and young people’s development, including: - background - heath - environment While children are influenced by many things, there are no stronger influences than that of their parents. Parents are usually their children’s first playmates, and while there world expands with each passing yearRead More2.1 Describe with Examples the Kinds of Influences That Affect Children and Young Peoples Development Including : Background, Health, Environment1165 Words   |  5 Pageskinds of influences that affect children and young people’s development. Background; There are many factors that can influence a child and young person’s development, particularly in relation to their background. The formative years can be termed as crucial in regards to development and any major setback can create many problems for the future. Parents that are going through a marriage breakdown, divorce and separation can be stressful for all involved particularly the children/young personRead MoreResearch Task: Give examples, of the kinds of influences that affect children and young persons’ development including: (a) Personal factors (health), (b) External factors (environment)1121 Words   |  5 Pagesexamples, of the kinds of influences that affect children and young persons’ development including: (a) Personal factors (health), (2.1) (b) External factors (environment), (2.2) Answer: (a) Personal factors that influence/affect children and young person’s development (health) †¢ Disabilities such as blindness, deafness, and other physical handicaps can cause learning loss as the child therefore is physically hindered and as we know all areas of development are interlinked, so the othersRead MoreDoes the Environment of a Child Impact Their Development?1050 Words   |  5 Pages Does the Environment of a Child Impact Their Development? There are many different aspects of environment that can affect the development of children. One major environmental impact that influences the development of a child is the neighborhood they are raised in. Within the neighborhood there are several other aspect of influence. Where a child is raised can affect their behavior, attitudes, emotions, personality, values, health, and so much more. This can be seen in their personal lives atRead MoreTda 2.1 Child and Young People Development1468 Words   |  6 PagesDescribe the expected pattern of children and young people’s development from birth to 19 years to include : a. physical development b. communication and intellectual development c. social, emotional and behavioural development | | |Communication and intellectual development |Social, emotional and behavioural development| |Age |Physical development | Read MoreEssay about SCMP1 Assessment and planning with young people1539 Words   |  7 Pagesall times ensuring all young people receive equal access, consider their culture background, learning needs and any disability. Be positive focusing on their strengths and not their weakness, and always use an holistic approach you need to look at the child as a whole. Young people and children are affected by wide variety of personal and external factors in their development and are conditioned by variants such as family environment and education establishments. As a child is developing in the

Mini Review Spatial Cognition - 3454 Words

Mini-Review: Spatial Cognition Spatial Cognition is concerned with the achievement, organization, application, and modification of knowledge about spatial surroundings (Bandura., 1963). These capabilities enable animals and humans to manage basic and high-level cognitive tasks in everyday life (Bandura.,1971). Spatial cognition studies have assisted to tie cognitive psychology and neuroscience together. Most researchers are concerned about how animals acquire and find information. Since acquiring and acting on spatial information appears to have computational requirements from learning to predict temporal sequences of events, we might expect to find adaptively specialized, domain-specific mechanisms of spatial learning and/or†¦show more content†¦The global picture developing from this support is that spatial cognition can be split into two genres which are to some magnitude divided in mammalian brain (Hartley Burgess., 2001). There are various mechanisms for spatial cognit ion, which pose the ultimate question: â€Å"Do animals have cognitive maps?† (Shettleworth., 2010) These include dead reckoning, beacons, landmarks, routes, and geometry (Shettleworth., 2010). Dead reckoning is an internal sense of the direction and distance of the target from the current position. It is one of the most basic and ubiquitous ways in which animals keep track of their location with respect to a known position. It has been mostly studied in bees, spiders, and ants. Dead reckoning is a mechanism for egocentric spatial localization, that is, the animal is localizing things in the environment with respect to itself. Beacons are local or proximal cues, whereas landmarks are global or distal cues (Shettleworth., 2010). A guide animals can use when features of a goal are not immediately perceptible from a distance in fixed locations are called landmarks (Shettleworth., 2010). They are used based on three factors: template matching and local views, vector sum model, an d multiple bearing models. Route learning is often referred to as reaching a goal using a series of landmarks, which is a series of stimulus-response (S-R) associations (Shettleworth., 2010). This concept can be

Second Foundation 12. Lord Free Essays

Of all the worlds of the Galaxy, Kalgan undoubtedly had the most unique history. That of the planet Terminus, for instance, was that of an almost uninterrupted rise. That of Trantor, once capital of the Galaxy, was that of an almost uninterrupted fall. We will write a custom essay sample on Second Foundation 12. Lord or any similar topic only for you Order Now But Kalgan- Kalgan first gained fame as the pleasure world of the Galaxy two centuries before the birth of Hari Seldon. It was a pleasure world in the sense that it made an industry – and an immensely profitable one, at that – out of amusement. And it was a stable industry. It was the most stable industry in the Galaxy. When all the Galaxy perished as a civilization, little by little, scarcely a feather’s weight of catastrophe fell upon Kalgan. No matter how the economy and sociology of the neighboring sectors of the Galaxy changed, there was always an elite; and it is always the characteristic of an elite that it possesses leisure as the great reward of its elite-hood. Kalgan was at the service, therefore, successively – and successfully – of the effete and perfumed dandies of the Imperial Court with their sparkling and libidinous ladies; of the rough and raucous warlords who ruled in iron the worlds they had gained in blood, with their unbridled and lascivious wenches; of the plump and luxurious businessmen of the Foundation, with their lush and flagitious mistresses. It was quite undiscriminating, since they all had money. And since Kalgan serviced all and barred none; since its commodity was in unfailing demand; since it had the wisdom to interfere in no world’s politics, to stand on no one’s legitimacy, it prospered when nothing else did, and remained fat when all grew thin. That is, until the Mule. Then, somehow, it fell, too, before a conqueror who was impervious to amusement, or to anything but conquest. To him all planets were alike, even Kalgan. So for a decade, Kalgan found itself in the strange role of Galactic metropolis; mistress of the greatest Empire since the end of the Galactic Empire itself. And then, with the death of the Mule, as sudden as the zoom, came the drop. The Foundation broke away. With it and after it, much of the rest of the Mule’s dominions. Fifty years later there was left only the bewildering memory of that short space of power, like an opium dream. Kalgan never quite recovered. It could never return to the unconcerned pleasure world it had been, for the spell of power never quite releases its bold. It lived instead under a succession of men whom the Foundation called the Lords of Kalgan, but who styled themselves First Citizen of the Galaxy, in imitation of the Mule’s only title, and who maintained the fiction that they were conquerors too. The current Lord of Kalgan had held that position for five months. He had gained it originally by virtue of his position at the head of the Kalganian navy, and through a lamentable lack of caution on the part of the previous lord. Yet no one on Kalgan was quite stupid enough to go into the question of legitimacy too long or too closely. These things happened, and are best accepted. Yet that sort of survival of the fittest in addition to putting a premium on bloodiness and evil, occasionally allowed capability to come to the fore as well. Lord Stettin was competent enough and not easy to manage. Not easy for his eminence, the First Minister, who, with fine impartiality, had served the last lord as well as the present; and who would, if he lived long enough, serve the next as honestly. Nor easy for the Lady Callia, who was Stettin’s more than friend, yet less than wife. In Lord Stettin’s private apartments the three were alone that evening. The First Citizen, bulky and glistening in the admiral’s uniform that he affected, scowled from out the unupholstered chair in which he sat as stiffly as the plastic of which it was composed. His First Minister Lev Meirus, faced him with a far-off unconcern, his long, nervous fingers stroking absently and rhythmically the deep line that curved from hooked nose along gaunt and sunken cheek to the point, nearly, of the gray-bearded chin. The Lady Callia disposed of herself gracefully on the deeply furred covering of a foamite couch, her full lips trembling a bit in an unheeded pout. â€Å"Sir,† said Meirus – it was the only title adhering to a lord who was styled only First Citizen, â€Å"you lack a certain view of the continuity of history. Your own life, with its tremendous revolutions, leads you to think of the course of civilization as something equally amenable to sudden change. But it is not.† â€Å"The Mule showed otherwise.† â€Å"But who can follow in his footsteps. He was more than man, remember. And be, too, was not entirely successful.† â€Å"Poochie,† whimpered the Lady Callia, suddenly, and then shrank into herself at the furious gesture from the First Citizen. Lord Stettin said, harshly, â€Å"Do not interrupt, Callia. Meirus, I am tired of inaction. My predecessor spent his life polishing the navy into a finely-turned instrument that has not its equal in the Galaxy. And he died with the magnificent machine lying idle. Am I to continue that? I, an Admiral of the Navy? â€Å"How long before the machine rusts? At present, it is a drain on the Treasury and returns nothing. Its officers long for dominion, its men for loot. All Kalgan desires the return of Empire and glory. Are you capable of understanding that?† â€Å"These are but words that you use, but I grasp your meaning. Dominion, loot, glory – pleasant when they are obtained, but the process of obtaining them is often risky and always unpleasant. The first fine flush may not last. And in all history, it has never been wise to attack the Foundation. Even the Mule would have been wiser to refrain-â€Å" There were tears in the Lady Callia’s blue, empty eyes. Of late, Poochie scarcely saw her, and now, when he had promised the evening to her, this horrible, thin, gray man, who always looked through her rather than at her, had forced his way in. And Poochie let him. She dared not say anything; was frightened even of the sob that forced its way out. But Stettin was speaking now in the voice she hated, hard and Impatient. He was saying: â€Å"You’re a slave to the far past. The Foundation is greater in volume and population, but they are loosely knit and will fall apart at a blow. What holds them together these days is merely inertia; an inertia I am strong enough to smash. You are hypnotized by the old days when only the Foundation had atomic power. They were able to dodge the last hammer blows of the dying Empire and then faced only the unbrained anarchy of the warlords who would counter the Foundation’s atomic vessels only with hulks and relics. â€Å"But the Mule, my dear Meirus, has changed that. He spread the knowledge, that the Foundation had hoarded to itself, through half the Galaxy and the monopoly in science is gone forever. We can match them.† â€Å"And the Second Foundation?† questioned Meirus, coolly. â€Å"And the Second Foundation?† repeated Stettin as coolly. â€Å"Do you know its intentions? It took ten years to stop the Mule, if, indeed, it was the factor, which some doubt. Are you unaware that a good many of the Foundation’s psychologists and sociologists are of the opinion that the Seldon Plan has been completely disrupted since the days of the Mule? If the Plan has gone, then a vacuum exists which I may fill as well as the next man.† â€Å"Our knowledge of these matters is not great enough to warrant the gamble.† â€Å"Our knowledge, perhaps, but we have a Foundation visitor on the planet. Did you know that? A Homir Munn – who, I understand, has written articles on the Mule, and has expressed exactly that opinion, that the Seldon Plan no longer exists.† The First Minister nodded, â€Å"I have heard of him, or at least of his writings. What does he desire?† â€Å"He asks permission to enter the Mule’s palace.† â€Å"Indeed? It would be wise to refuse. It is never advisable to disturb the superstitions with which a planet is held.† â€Å"I will consider that – and we will speak again.† Meirus bowed himself out. Lady Callia said tearfully, â€Å"Are you angry with me, Poochie?†*** Stettin turned on her savagely. â€Å"Have I not told you before never to call me by that ridiculous name in the presence of others?† â€Å"You used to like it.† â€Å"Well, I don’t any more, and it is not to happen again.† He stared at her darkly. It was a mystery to him that he tolerated her these days. She was a soft, empty-headed thing, comfortable to the touch, with a pliable affection that was a convenient facet to a hard life. Yet, even that affection was becoming wearisome. She dreamed of marriage, of being First Lady. Ridiculous! She was all very well when he had been an admiral only – but now as First Citizen and future conqueror, he needed more. He needed heirs who could unite his future dominions, something the Mule had never had, which was why his Empire did not survive his strange nonhuman life. He, Stettin, needed someone of the great historic families of the Foundation with whom he could fuse dynasties. He wondered testily why he did not rid himself of Callia now. It would be no trouble. She would whine a bit- He dismissed the thought. She had her points, occasionally. Callia was cheering up now. The influence of Graybeard was gone and her Poochie’s granite face was softening now. She lifted herself in a single, fluid motion and melted toward him. â€Å"You’re not going to scold me, are you?† â€Å"No.† He patted her absently. â€Å"Now just sit quietly for a while, will you? I want to think.† â€Å"About the man from the Foundation?† â€Å"Yes.† â€Å"Poochie?† This was a pause. â€Å"What?† â€Å"Poochie, the man has a little girl with him, you said. Remember? Could I see her when she comes? I never-â€Å" â€Å"Now what do you think I want him to bring his brat with him for? Is my audience room to be a grammar school? Enough of your nonsense, Callia.† â€Å"But I’ll take care of her, Poochie. You won’t even have to bother with her. It’s just that I hardly ever see children, and you know how I love them.† He looked at her sardonically. She never tired of this approach. She loved children; i.e. his children; i.e. his legitimate children; i.e. marriage. He laughed. â€Å"This particular little piece,† he said, â€Å"is a great girl of fourteen or fifteen. She’s probably as tall as you are.† Callia looked crushed. â€Å"Well, could I, anyway? She could tell me about the Foundation? I’ve always wanted to go there, you know. My grandfather was a Foundation man. Won’t you take me there, sometime, Poochie?† Stettin smiled at the thought. Perhaps he would, as conqueror. The good nature that the thought supplied him with made itself felt in his words, â€Å"I will, I will. And you can see the girl and talk Foundation to her all you want. But not near me, understand.† â€Å"I won’t bother you, honestly. I’ll have her in my own rooms.† She was happy again. It was not very often these days that she was allowed to have her way. She put her arms about his neck and after the slightest hesitation, she felt its tendons relax and the large head come softly down upon her shoulder. How to cite Second Foundation 12. Lord, Essay examples

Annotated Bibliography Employee Engagement free essay sample

Employee engagement (EE) is an essential part of organizational life and of paramount interest to human resource management (HRM) professionals in the banking industry due to its influence on the organizational outcomes. This paper therefore examines the topic with the aim of defining EE and identifying the use of, value and benefits of EE to be obtained from industry surveys. This paper begins with the annotated bibliographies of 12 journal articles, followed by an analysis of the relationship between these key findings. The researcher concludes with practical recommendations in order to address the decision-making of whether a Major Bank should be concerned about EE and evaluate the use of and benefits to be obtained from participating in a survey of EE. The scope of this paper is to provide analysis of EE in relation to the literature. The analysis is undertaken by reviewing academic journals, however the amount of information was dependent on a word limit and consequently restricted the explanation and analysis contained within this paper. 2. Annotated Bibliography Arrowsmith, J. Parker, J. (2013). The meaning of ‘employee engagement’ for the values and roles of the HRM function. The International Journal of Human Resource Management, 1-20. In this A-rated paper Arrowsmith and Parker first review the literature on EE, HRM and EE as well as HRM values and roles and further use a case study approach of an initiative at New Zealand Post designed to improve the engagement and performance of supervisory staff to understand the meaning of EE for the values and roles of the HRM function. The authors investigate these issues through a case study method based on primary and secondary data and 12 in-depth interviews with HR and line managers as well as team leaders in order to identify ways EE is perceived and addressed by the HR function. This case study focuses on the dynamics of developing, implementing and evaluating a particular HR initiative focusing on EE and performance as well as employee voice to generate an integrated set of change proposals around areas such as work design, skills development and leadership support. The article is useful for my research topic as Arrowsmith and Parker provide besides definitions of EE, on what conditions HR should be concerned about EE and further present an example of an HR initiative to enhance EE. The main limitation of the article is that the case study was based on a single initiative in one organization and restricted to supervisory employees whose view may not reflect the actual experiences of employees across the whole organization. Nonetheless, this case study raises the importance of high-level competencies for HR to enhance EE which is closely linked to business outcome. This article will form the basis of my research as it provides useful information on EE, its conditions for HR and their benefits for the company. Sarangi, S. Srivastava, R. K. (2012). Impact of Organizational Culture and Communication on Employee Engagement: An Investigation of Indian Private Banks. South Asian Journal of Management, 19(3), 18-33. In this C-rated article Sarangi and Srivastava examine that organizational culture and communication have significant impact in predicting EE comprising of vigor, dedication and absorption. The authors used data gained through a study involving 247 executives conducted in private banks of Indian origin with different educational background and from various managerial levels aiming to identify the role and impact of organizational culture and communication on facilitating the EE. Their research focuses on organizational and cultural drivers and variables which lead to EE. The article is useful to my research topic as Sarangi and Srivastava provide insights and methodology for measuring organizational culture, organizational communication and EE ithin the banking industry as well as managerial implications and recommendations. The main limitation of this article is that the study does not include foreign banks, thus the authors indicate that further research needs to incorporate banks of foreign origin including more variables under the theoretical framework as well as multiple measurement methods enhancing the justifiability of the theoretical model like focus group inte rviews, nominal group technique, etc. This article will not form the basis of my research; however it will be useful supplementary information for my research on EE within the banking industry. Wefald, A. J. Downey, R. G. (2009). Job engagement in organizations: fad, fashion, or folderol? Journal of Organizational Behavior, 30, 141-145. In this A*-rated article Wefald and Downey review recent literature on EE answering the question if job engagement in organizations is a fad, fashion, or folderol. Their research focuses on the differences between the academic and organizational view of engagement, identifying that the organizational view focuses on macro issues versus researchers focus on the micro view which might influence measurement and other methods. The article is useful for my research topic as Wefald and Downey explore how organizations are using engagement. The main limitation of this article is that the literature review could have been further analysed in order to explain how EE could be influenced by HR practices. The authors highlight the need for resolving the gap between the academic and practical view on engagement. This article will not form the basis of my research; however it will be useful supplementary information for my research on the question on what conditions companies should concern about EE. Shuck, B. , Reio, T. G. Jr. S. Rocco, T. S. (2011). Employee engagement: an examination of antecedent and outcome variables. Human Resource Development International, 14(4), 427-445. In this B-rated journal article Shuck, Reio and Rocco examine the relation between antecedents of EE and organizational outcomes. The authors use data gained through an Internet-based survey involving a heterogeneous sampling of 283 workers of organizations from service, technology, healthcare, retail, banking, non-profit, and hospitality fields in order to identify the essential onditions suggested to be antecedents of EE as well as performance-related outcomes aiming to provide Human Resource Development (HRD) scholars and practitioners with strategic leverage points to enhance EE. Their research focuses on the relation between the antecedent variables of job fit, affective commitment, and psychological climate with EE and the outcome variables discretionary effort and intention to turnover. The artic le is useful for my research topic as Shuck, Reio and Rocco demonstrate why companies should be concerned about and what they can gain through EE. The main limitation of this article is that the data was generalized and could have been further analysed in order to explain the varying antecedents of EE and outcomes for a specific industry (i. e. banking). The authors indicate that further research is needed to explore the influence and effect of cultural variables on antecedent and EE in different countries. This article provides useful supplementary information on the benefits of EE for a company. Rich, B. , Lepine, J. A. , Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy Of Management Journal, 53(3), 617-635. In this A*-rated article Rich, Lepine and Crawford theorize job engagement, its atecedents and effects on job performance. The authors demonstrate this issue through a review of the literature on EE, focusing on Kahn’s (as cited in Rich, Lepine, Crawford, 2010, p. 617) work to develop theory that positions engagement as a key mechanism explaining relationships among a variety of individual characteristics and organizational factors and job performance followed by a study of firefighters designed to test their theoretical model. The article is useful for my research topic as it provides practical implications for HR practitioners in order to enhance EE and job performance. The main limitation of this article is the insufficient generalizability of the results to other employees or jobs, thus the authors indicate that further, more extensive, research needs to be undertaken to develop a more in-depth understanding of practices that engender engagement among employees. This article provides useful supplementary information on essential theory of EE. Gruman, J. A. Saks, A. M. (2011). Performance management and employee engagement. Human Resource Management Review, 21, 123-136. In this B-rated article Gruman and Saks present a model of the effective application of performance management processes that may enhance EE and performance and provide a new approach to the performance management process that includes EE andthe key drivers of EE at each stage by reviewing recent literature. Their research focus on a coherent model and process for promoting the engagement of employees that goes beyond the use of engagement surveys that focus on aggregate levels of psychological engagement as self-reported by employees. The article is useful for my research topic as Gruman and Saks emphasize the limitations of the use of and participating in EE surveys for organizations. The main limitation of this article is the lack of a case study which supports the applicability of the new model. Nontheless this article highlights the need to provide employees with support and resources to fully engage themselves in their job and the organization. This article provides useful supplementary information on EE surveys for organizations. Harter, J. K. , Schmidt, F. L. Hayes, T. L. (2002). Business-Unit-Level Relationship between Employee Satisfaction, Employee Engagement, and Business Outcomes: A Meta-Analysis. Journal of Applied Psychology, 87(2), 268-279. In this A* journal article Harter, Schmidt and Hayes examine the relationship at the business-unit level between EE and the business-unit outcomes of customer satisfaction, productivity, profit, employee retention and safety. The authors use data gained through a meta-analysis of 42 studies based on 7,939 business units in 36 companies (3 companies of bank branch) conducted by the Gallup Organization in order to demonstrate that business-unit-level EE promotes the business-unit outcomes. Their research focuses on the Gallup Workplace Audit (GWA) considering two broad categories of employee survey items which measure attitudinal outcomes and identifying issues within a manager’s control that influence attitudinal outcomes. The article is useful to my research topic, as the authors provide evidence that there is a linkage between EE and business outcomes which can be generalized across companies. The main limitation of this article is that it did not offer any recommendation for employers on how to enhance EE. The authors indicate that further, more extensive, research needs to be undertaken to develop a more in-depth understanding of the reliability of business-unit outcomes and the test–retest reliability of business-unit-level measures of employee satisfaction–engagement. This article will not form the basis of my research; however it will be useful supplementary information for my research on the effects of EE. Soane, E. , Truss, C. , Alfes, K. , Shantz, A. , Reese, C. Gatenby, M. (2013). Development and application of a new measure of employee engagement: the ISA Engagement Scale. Human Resource Development International, 15(5), 529-547 In this B-rated article Soane, Truss, Alfes, Shantz, Reese and Gatenby investigate the Intellectual, Social, Affective Engagement Scale (ISA Engagement Scale) which is relevant to the field of Human Resource Development (HRD), as a comprehensive method of measuring employee reactions to their work environment, and as a tool for HR practitioners and employees to monitor engagement levels in relation to HRD interventions. The authors use data gained through 2 studies in order to confirm internal reliability and demonstrate construct validity: the first study involved 278 questionnaires conducted by employees from a manufacturing organization who represented a range of occupational backgrounds including managers, administrators, skilled trades and machine operators. The second study examined data from 683 employees in a retail organization. Their research focuses on facets of engagement as well as three organizational outcomes: task performance, organizational citizenship behaviour (OCB) and turnover intentions. This article is useful to my research topic as Soane, Truss, Alfes, Shantz, Reese and Gatenby provide a tool for organizations, HRD scholars and practitioners to effectively assess the EE. The main limitation of the article is that the data gathering focused solely on organizations within the UK, thus the authors indicate that further research needs to test the ISA Engagement Scale in other organizational contexts and job roles. This article provides more in-depth information on specific survey methods in order to assess EE within an organization and shape theory and practice around individual and organizational outcomes. Pati, S. (2012). Development of a Measure of Employee Engagement. Indian Journal Of Industrial Relations, 48(1), 94-104 In this C-rated article Pati develops a multidimensional instrument to measure EE. The author used data gained trough 278 employee surveys from three different organizations across industries supported by expert reviews (one faculty member and three doctoral students) in order to confirm internal reliability and demonstrate construct validity of the measurement tool. The research focus on a behavioral perspective of engagement as well as a qualitative methodology, further Pati argued that only psychologically enabled employees can be engaged which in turn manifests as Passionate Task Pefrormance (PTP) and Organizational Citizenship Behavior (OCB). This article is useful for my research topic as Pati provides an instrument to measure EE which can be used as a survey for the head of HR. The main limitation of the article is that the organizations and type of industries in which the surveys were conducted have been disguised and therefore limits its comparability with other research. However, the author indicates that further identification and empirical examination of different antecedents and consequences for each of the subscales must be done to generate decisive evidence for discriminant validity. This article provides useful supplementary information on EE surveys and methods to measure EE. Xu, J. Thomas, H. C. (2011). How can leaders achieve high employee engagement? Leadership Organization Development Journal, 32(4), 399-416. In this B-rated article Xu and Thomas investigate the evidence for leadership as a key antecedent of engagement and the link between leader behaviors and EE. Research was conducted with a large New Zealand insurance organization, the authors use data gained through a pilot study involving 236 employee ratings for their immediate managers (42 managers in total were rated) using the JRA 360-degree feedback measure as a factor analysis, subsequently, a linkage analysis (178 employees) was conducted to establish the relationship of the resultant leadership factors with JRA’s employee engagement measure. Their research focuses on three factors emerged from the JRA 360: supports team, performs effectively and displays integrity. The article is useful to my research topic as Xu and Thomas demonstrate that leadership behaviors and skills are associated with EE which therefore could be another reason why the bank should be concerned about EE. The main limitation of the article is that that the overall methodology could have been supplemented with interviews. The authors indicate that further research is needed to assess the generalizability of the findings, and to establish causality. This article provides more in-depth information on specific antecedents of EE. Bakker, A. B. , Albrecht, S. L. Leiter, M. P. (2011). Key questions regarding work engagement. European Journal of Work and Organizational Psychology, 20(1), 4-28 In this B-rated article Bakker, Albrecht and Leiter discuss the concept of EE and review research on its most important antecedents in order to formulate 10 key questions and shape a research agenda for engagement. The authors focus on the categories of ‘‘what we know’’ and ‘‘what we don’t know’’ about EE by answering the following questions: ‘How should we conceptualize engagement? , ‘How should we best measure engagement? ’, ‘Are there fluctuations in engagement across the working week? ’, ‘What is a ‘‘climate for engagement’’? ’, ‘Can leaders influence follower engagement? ’, ‘Is engagement contagious? ’, ‘Do engaged employees conserve their own work engagement ? ’, ‘Is there a dark side of engagement? ’, ‘Is engagement related to health? ’, ‘What are effective interventions for engagement? ’. The article is useful for my research topic as it provides a structured overview over the recent literature on EE. The main limitations of this article is that it only provides a literature review without considering practical examples on EE in a business environment. The authors highlight that engagement researchers and practitioners need to be seen to be making a positive difference in organizational contexts. This article provides useful supplementary information on EE and could be used as a guide for further research as it adresses main topics of EE. Robertson, I. T. Cooper, C. L. (2009). Full engagement: the integration of employee engagement and psychological well-being. Leadership Organization Development Journal, 31(4), 324-336. In this C-rated article Robertson and Cooper introduce the concept of â€Å"full engagement† proposing that EE is more likely to be sustainable when employee well-being is also high. Research evidence covering the separate concepts is reviewed and evidence of the benefits that EE and well-being have on organizations is presented. Their research focuses on a broader conception of engagement which includes employee well-being, as a basis for building sustainable benefits for individuals and organizations. This article is useful for my research topic as the authours demonstrate why companies should be concerned about and what they can gain through EE. The main limitation of this article is that the overall methodology could have been supplemented with more practical examples. The authors indicate that further empirical research is needed to develop a more in depth understanding of EE and well-being is needed to validate and develop the propositions put forward in this article. This article provides useful supplementary information on the sustainability of EE within an organization. 3. Analysis The above articles illustrate the diversity of context and content of EE. The key findings of these articles, which include evidence-based practical recommendations for HRD and HR practitioners, are critically evaluated and thematically presented below. This is followed by the identification of recommendations. Employee Engagement Bakker, Albrecht and Leiter (2011, p. ) define EE as a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication, and absorption and further suggest EE captures how workers experience their work: as stimulating and energetic and something to which they really want to devote time and effort (the vigour component); as a significant and meaningful pursuit (dedication); and as engrossing and something on which they are fully concentrated (absorption; Bakker, Albrecht and Leiter 2011, p. 5). This aligns with the definition of Arrowsmith and Parker (2013) for EE who further note that EE is vital and everyday part of the vocabulary of human resource management (HRM). The concept of EE was developed by Kahn(1990), who points out that EE concerns the degree to which individuals make full use of their cognitive, emotional, and physical resources to perform role-related work (Kahn as cited in Xu Thomas, 2011). There appears to be some congruence in terms of the definition of EE among the 12 articles, as all articles base their definition of EE first on Kahn’s ethnographic study and then derive their own definitions for EE. Value and Benefits of employee engagement There are two main themes which surface from the literature on EE. The first theme is the abundance of available information relating to humanistic reasons for pursuing engagement. While Xu and Thomas (2011, p. 400) emphasize that engaged employees have an energetic, enjoyable, and effective connection with their work, Bakker, Albrecht and Leiter (2011, p. 5) further admit because of their positive attitude and activity level, engaged employees create their own positive feedback, in terms of appreciation, recognition, and success. They further support this view by claiming that engaged employees perceive their work as fun and are highly energetic, self-efficacious individuals who exercise influence over events that affect their lives. Rich, Lepine and Crawford (2010, p. 620) further support investments of emotional energies also help individuals meet the emotional demands of their roles in a way that results in more complete and authentic performance. The second theme refers to the commercial incentives of EE. These incentives are found to be directly comparable as they are either expressed in similar terms or draw the same conclusion.