Neuroscience of Engagement
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Neuroscience of Engagement
The paper on the neuroscience of engagement by David Rock and Dr. Yiyuan Tang provides great insight on the neuroscience of engagement. Neuroscience is the study of the nervous system, in this case with the aim of informing leaders about processes involved with their own leadership, and about the minds of their employees. Employee engagement maybe a constant struggle for leaders in business organizations. Neuroscience is one of the growing factors in employee engagement.
One of my primary takeaways from this paper is that, the brain, being plastic is always adjusting and adapting based on the environment. Creating supportive and collaborative environments enables the brains of employees to process information easier; leading to change that is more effective. On the contrary, if the brains of employees perceive things such as threats, comfort, motivation and satisfaction decrease. Another primary takeaway from this paper on the neuroscience of engagement is that, through knowing more about the brain, leaders in the business environment can learn to limit threats. The major sources of threats are in the business environment including practices of assessment, evaluation and feedback. Leaders in the business environment have to learn to decrease the amount of threats in the business environment, because of the lasting negative impacts threats have on the human brain. This will enable them to improve employee engagement and motivation.
From a professional point of view, I disagree with the proposal in the paper that deep engagement is an experience that occurs when people experience rewards from all five domains of the SCARF model proposed by David Rock. In my opinion, unless the employee is willing to have deep engagement in the workplace, even rewards may not be sufficient in instilling engagement in them. Willingness to be engaged in their work is innate and rewards may only enhance productivity but not engagement.
Reference
Rock, D., & Tang, Y. (n.d.). Neuroscience of Engagement.
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