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Engagement Theory

In simple terms, engagement is often defined as the level of ‘discretionary effort’ your employees are willing to give to help you achieve your organisational goals - their readiness to drip blood, sweat and tears on your behalf. Although these sentiments are highly relevant, there is more to engagement than just discretionary effort. Through in-depth academic and scientific research, Gravitas Analytics has developed a market-leading construct of engagement - GATE® Gravitas Analytics Total Engagement which clearly maps the theoretical basis of psychological engagement, corporate loyalty and strategic alignment.

All elements of Total Engagement are strategically focused on serving your organisational objectives and are characterised by:

  • A willingness to exert considerable effort on behalf of your organisation.
  • A strong belief in, acceptance of and alignment to your organisation’s goals.
  • A pride and identity that fosters a desire to stay within your organisation.

Total Engagement not only identifies the emotional and physical commitment of individuals but also their levels of cognitive awareness, which is critical in ensuring that the discretionary effort being pledged is correctly aligned to benefit both your organisation and your employees.

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Well-being Theory

Well-being can be described as how people feel and how they function; on a personal, social and working level, and how they evaluate their lives as a whole. Most people spend the majority of their waking life at their place of work so the impact an organisation can have on an individual’s well-being should never be underestimated. The number of mental health issues now being experienced due to work has increased dramatically and a sense of urgency to address the issue is transcending at senior level.

Through detailed research Gravitas Analytics has identified a premier construct of well-being that accurately maps well-being and its key elements, the model captures:

  • The factors that influence well-being, focussing on key workplace influencers, eg. workload, stability, conditions, management etc.
  • The level of positive functioning at work, such as; competence, sense of control and relationships, to name a few.
  • The positive feelings experienced at work, such as; contentment, stimulation, purpose etc.

When people function well and experience positive feelings at work we see them as ‘flourishing’ with positive well-being. The Gravitas measurement of well-being is based on this robust and scientifically sanctioned theory.