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Competencies and behaviors are different concepts, yet one can influence the other and vice-versa. However, they are to be analyzed separately when they represent decisional factors for an employee’s performance.
Employees develop engagement towards their employers, companies and implicitly towards businesses, through commitment to the major organizational requirements and core values. In order to highlight the employees’ evolution within an organization through commitment, a commitment curve was designed. The curve displays the stages through which each person that joins the company should pass in order to subsequently become an engaged employee.
Among the individual levels evaluations that take place within organizations, the most frequent ones, after employee satisfaction, you have employee engagement reviews. Even if engagement is first of all dictated by one’s intrinsic motivation, organizations can also contribute to its development and maintain it within a desired range by building a corporate culture based on engagement.
Current organizations achieve their goals mostly nowadays working on projects that can be successfully brought to an end when and if they are accomplished by working teams. These teams can be predefined by the organizational structure or, in some cases where companies have very flexible policies, teams can be formed at the employees’ proposals and choices.
All three concepts are nowadays generally known and used within organizations. In this context the question that arises most often refers to which one of them is the most effective. A relevant aspect to take into consideration is that there currently is no best choice between these processes. Each one can be the most suitable choice for an employee, depending on the organizational strategy, departmental goals and individual targets.
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