Engagement vs Entanglement: Part 2

Posted On: November 23, 2015 by: Doug Lundrigan

Leaders must be intentional in creating and developing a culture that encourages an entangled philosophy. Employees must be empowered to act on their knowledge and understanding of the organization. Entangled cultures generate employee retention and invest in training and development programs that will further empower and motivate their employees.

Research conducted by Thompson, K.R., Benedetto, R.L. shows that creating an entangled culture requires leaders to be purposeful in their commitment to this model.

While it is important to ensure a company has the right people in the right positions at the right time, this is not enough to produce a successful culture where optimal results in the workplace can be achieved. Unfortunately, statistics reveal that the majority of organizations fall short in being able to produce a healthy culture for their employees.

However, when a culture is conducive to creating and developing entangled employees, the overall performance of the company improves in measurable ways.

Leaders within entangled organizations realize they are continually working to improve their culture and using the transformational model to help them experience greater results. They are committed to achieving optimal performance. This results in not only a greater working environment; it results in greater output at all levels of the organization.

Works Cited:
Thompson, K.R., Benedetto, R.L., (2013, Feb), “Creating and Optimal Culture: The Emergence of the Entangled
Organization”, Employment Relations Today, Winter 2013, Vol.39 Issue 4, pp.13-19. Print.

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