This document provides a brief history and overview of employee engagement. It discusses how engagement has evolved since 1975, noting that trust and intrinsic motivation are important factors. Engagement is influenced 45% by intrinsic factors like meaning and inner drive compared to 55% by extrinsic factors like pay and management. The document advocates focusing on changing employees' intentional activities rather than circumstances to improve engagement. Key aspects of intrinsic engagement include personal development, taking action, growth mindset, and fulfilling all needs at work. The goal is to help organizations support employees to feel and perform at their best.
25. Determinants of Happiness
Set Point
50%
Intentional Activities
40%
Circumstances
10%
Predisposition
Lifestyle
Education
Conditioning
The Practice of
Happiness