The objective of this research was to determine whether there is a relationship between the level of maturity of an organization's business processes as measured by the Malcolm Baldrige National Quality Award's Criteria for Performance Excellence (BCPE) and the level of employee engagement. Two organizations were selected for the study based on their overall level of maturity measured by the BCPE scoring guide representing firms with high and low levels of maturity. The first hypothesis tested indicates a negative statistically significant relationship between the level of maturity of an organization and the level of employee engagement. Next, the level of employee engagement between males and females was significantly different as the level for men was higher than the level for women participating in the study. Finally, no support was found for the third hypothesis exploring differences in the levels of employee engagement between military and civilian employees. This study was limited to predominantly full-time personnel assigned to two of twenty-eight state Army National Guard (ARNG) organizations that participated in the ARNG Army Communities of Excellence (ACOE) award process during the award years of 2009-2010. The absence of support for the BCPE's effect on the level of employee engagement within organizations could be an indicator of other factors affecting employee engagement that are needed to be researched further before any conclusions can be reached.

El presente trabajo de investigación tiene como finalidad estudiar si existe relación entre la felicidad y el engagement en estudiantes de educación superior que trabajan. Para ello, se realizó un estudio descriptivo correlacional de corte transversal. Se evaluó a un total de 338 estudiantes de centros de estudios superiores (universidades e institutos superiores). Los datos se obtuvieron utilizando la Escala de Felicidad de Lima, con una validez de criterio con la escala de afectos positivos de r=.48, p<.01 y confiabilidad de α=.916 y el Cuestionario En- gagement (UWES) con una validez de contenido V de Aiken > 0.80 y confiabilidad de α>.77, para la muestra de estudio. La Escala de Felicidad posee los siguientes factores: ausencia de sufrimiento profundo, realización personal, satisfacción con la vida, alegría de vivir, mien- tras que el cuestionario de engagement toma en cuenta los componentes vigor, dedicación y absorción. Hay relación entre felicidad y engagement, encontrándose en un nivel moderado bajo. La variable felicidad tuvo mayor correlación con los componentes dedicación y vigor del engagement. Los factores ausencia de sufrimiento profundo y satisfacción con la vida de la variable felicidad se componentes dedicación y vigor del engagement. / This paper is meant to study if there is a relation between happiness and engagement in graduate students who work at the same time. To do this, a descriptive correlational study that features a cross-sectional design was carried out. 338 students from private institutions were evaluated (Universities and colleges).The data were obtained using the Happiness scale of Lima, with a criterion validity of the scale of positive affect of r=.48, p<.01 and reliability α=.916, and the Engagement questionnaire (UWES), whith a V content validity Aiken > 0.80 and reliability of α>.77. The Happines scale has the following factors: absence of Deep suffering, personal fulfillment, life satisfaction, ´joie de vivre´, while the Engagement questionnaire takes into account the components of vigor, dedication and absorption. Statistically significant correlations between happiness and Engagement were found in students working. The happiness variable had the highest correlation with the components of Engagement: dedication and then with vigor. The factors of profound suffering absence and life satisfaction that belongs to the happiness variable correlate significantly with the components of Engagement: dedication and vigor.

This study analyzes how some managers frame and make sense of engagement within organizational contexts. It aims to comprehend how their lived experiences of engagement shape their reflexive thoughts, perspectives, and strategies on a daily basis. To generate relevant data, this study used a qualitative approach by conducting semi-structured interviews with ten managers in Ontario, Canada. It made use of a thematic analysis to develop patterns and better understand common perspectives. The results showed a variety of approaches to engagement with no unanimous way of framing it as well as some paradoxes when looking at how managers make sense of this concept. Some managers seem to put forward more tangible words such as care, involvement, and success instead of explicitly evoking engagement. More specifically, from a communication perspective, this study has found that framing and communicating engagement seems to be a complex challenge for managers. They seem to make up their own meaning of engagement, which can greatly vary among individuals.

A thesis submitted to the Faculty Arts in fulfilment of the requirements for the Degree of Masters of Arts in Development Studies in the Department of Anthropology and Development Studies at the University of Zululand, South Africa, 2017 / The study set out to obtain information on the nature and level of participation of community members in the implementation of Operation Sukuma Sakhe (OSS). A case study research design was adopted. A sample of 125 respondents was selected using the purposive sampling method for the key informants such as the traditional leadership, officials deployed by the government to the programme, fieldworkers and CSO. A convenience sampling method was also used for focus groups and to select participants from the community. An interview schedule which had both structured and unstructured questions, was used to gather the required data. For data analysis, the thematic analysis method was used. It was discovered that there are various methods used to engage the community in the programme, namely: mass community meetings, door-to-door visits, household visits and participation of the community as walk-ins. The most commonly used method to engage community members was found to be the door-to-door visits where the CCGs were actively involved. The respondents participated only in the identification of issues affecting them and not in identifying possible solutions to the problems. The decisions were seemingly taken by external members, something which has negative implications on community development of projects. The participation of community members in the form of ‘walk-ins’ raised concern, as this is taken as a sign of lack of commitment, which could result in people not viewing the programme as a learning process which could lead to growth and change. The method cannot be considered as a reliable or effective way of ensuring adequate participation in any service delivery or community development programme. It basically suggests low levels of participation and that the actual implementation does not encourage the development of what is referred to as the ‘we feeling’ or ownership of the programme in participation circles. It is also concluded that gender-specific capacitation and empowerment programmes have to be instituted, because the programme predominantly comprises women. The group that was found to be actively involved is usually characterised by inadequate access to assets and productive resources, and a lack of knowledge or skills. Among the officials in the WR, limited knowledge on roles and responsibilities was noted in certain wards, and this has implications for service delivery and may be somehow responsible for the lack of participation in WR activities.

Research revealed that 20% of American employees are not actively engaged in the workplace. Disengaged employees cost the U.S. economy billions of dollars annually in lost productivity. The purpose of this single case study was to explore strategies that small business managers of a privately-owned company used to maintain an engaged work force. The target population consisted of 4 small business managers from the same organization within Fairfax County, Virginia. Leader member exchange was the conceptual framework chosen for this study. Data were collected through semistructured interviews and review of company documents. Member checking was used to address the dependability of data. Data were analyzed using Yin's 5-phased cycle of data analysis and methodological triangulation. The final interpretations revealed 2 major themes: creating and sustaining a cohesive, engaging organizational environment and ensuring effective communications. The contributions of this study to positive social change include encouraging managers and their employees to have a healthier attitude at work, having a better sense of work-life balance, and having pride in belonging. Understanding the contribution of an engaging workforce may enable organizational leaders to improve performance and profits for catalyzing monetary and nonmonetary contributions benefiting communities.

Historically Black colleges and universities (HBCUs) have provided academic and social support to Black students; however, with an increase in White students attending HBCUs, HBCU leaders have been challenged to acquire a better understanding of the White student population to increase their retention and graduation rates. This phenomenological project study addressed how White undergraduate students' participation in curricular and extracurricular activities influenced their academic success. The conceptual framework included elements from Astin's involvement theory and Helms's White racial identity development model. Eight White undergraduate students at a mid-size public HBCU were interviewed over 2 weeks. Exploratory analysis of one-one interviews and documents indicated minimal problems with peer-to-peer interaction or participation in extracurricular activities, but a slight disconnect between White students and faculty. Findings were used to develop a mentor program to improve relations between White students and faculty, which may increase White students' retention and graduation rates at the HBCU.

As a result of globalization, developing markets, and demographic changes in the U.S. labor force, the United States has become increasingly diverse. Therefore, diversity and inclusion is a vital part of our society. Diversity is often viewed as a double-edge sword. Proponents argue that the benefits of diversity include greater creativity, innovation, and improved organizational performance. Opponents argue that organizational diversity is costly, increases conflict, and is overall unfair. No matter what side of the diversity argument that you find yourself, there is a general sentiment that diversity alone, is not enough. The goal is to make workplaces inclusive. In 2014, the Office of Personnel Management introduced the New Inclusion Quotient (New IQ) in an effort to make the federal government more inclusive. The New IQ includes five inclusion factors which include an environment that is fair, open, cooperative, empowering and supportive. Using data from the 2015 Federal Employee Viewpoint Survey, this study examines the appropriateness of the New IQ. The study also examines the relationship between inclusion and employee engagement.

Family Engagement is an imperative practice to ensure sustainable success in schools. Extensive research has been conducted on the effectiveness of family engagement practices in schools. Family Engagement's successes have been acknowledged: however, upon deeper examination of the research, it can be concluded that many family engagement practices are not effective in all schools. This is due to the demographic profile of the schools where research was conducted. This basic qualitative study was conducted at a diverse and rural Title I school. The following research questions guided the study: what family engagement practices do parents, teachers, and administrators indicate the school is implementing? What practices are perceived by parents, teachers, and administrators as effective family engagement practices? What else do parents, teachers, and administrators indicate the school should be doing to support family engagement? Parents were stratified into groups based on their declared race, while teachers were stratified by experience. Two administrators were also interviewed. Data from the interviews were coded and reviewed to see what the stratified groups perceive as successful family engagement practices. Findings from this study indicated that one-and-done family engagement events were the most prevalent method of family engagement. School leaders should consider the variety of these events and involve parents in the planning of such events. Parents also identified communication and relationship building as the basis of strong family-school partnerships. Leaders need to ensure that many opportunities for relationship building exist and a proactive approach is taken regarding communication with families. Participants identified that accessibility to family engagement events was necessary. Leaders must consider the scheduling of such events and increase the variety of times they are scheduled. Participants also identified communication as the most significant need from Country Elementary School. Leaders need to ensure multiple methods of communication are used and language barriers are eliminated. / Doctor of Education / Family Engagement is an important practice to ensure student achievement and overall success of schools. There is already an extensive body of research proving family engagement's effectiveness. However, newer research indicated that not all schools are benefiting from these engagement practices. This is mainly due to the population of students and families at the schools where the initial research took place. This basic qualitative study takes place at a rural Title I school and answer the following research questions: what family engagement practices do parents, teachers, and administrators indicate the school is implementing? What practices are perceived by parents, teachers, and administrators as effective family engagement practices? What else do parents, teachers, and administrators indicate the school should be doing to support family engagement? Parents, teachers, and administrators were participants in interviews to collect data to answer those questions. Findings from this study indicated that one-and-done family engagement events were the most prevalent method of family engagement. School leaders should consider the variety of these events and involve parents in the planning of such events. Parents also identified communication and relationship building as the basis of strong family-school partnerships. Leaders need to ensure that many opportunities for relationship building exist and a proactive approach is taken regarding communication with families. Participants identified that accessibility to family engagement events was necessary. Leaders must consider the scheduling of such events and increase the variety of times they are scheduled. Participants also identified communication as the most significant need from Country Elementary School. Leaders need to ensure multiple methods of communication are used and language barriers are eliminated.

Sense of place has been used among the literature as a framework for understanding pro-environmental behavior, such as volunteering, and connections to specific areas. It is also noted that sense of place can be fostered through Community-Based Organizations However, there is limited research specific to the Indian River Lagoon (IRL), FL, on the potential influence Community-Based Organizations (CBOs) have on volunteering in the IRL. I examined secondary geographic data collected through the CNH-L: Restoration and Resilience in Coupled Human-Natural Systems: Reciprocal Dynamics of a Coastal 'Lagoon in Crisis' project funded by the National Science Foundation Grant Award Abstract No. 1617374. The sample includes 1,005 sense of place participant responses from community members, organizations, and citizen scientists of the IRL. I examined the spatial relationship between participants' interest to volunteer relative to twenty selected CBOs to determine if these interests are higher in areas with an environmental community presence (i.e., CBO) in the IRL using the Multiple Ring Buffer Analysis tool in ArcGIS Pro. Out of 1,005 total responses, 731 sense of place points, or 73% of points, were within 10-miles of CBOs in the IRL. A Two-Sample t-Test assuming Unequal Variances and Regression analysis were conducted to compare future volunteering responses, yes or no, within the 10-mile buffer radius. Results indicate that there is not a statistically significant spatial relationship between the participants' interest to volunteer relative to CBO locations. Statistically significant results from the Chi-Square Goodness-of-Fit Test comparing past and future volunteer responses suggest a relationship between past experiences and future interest. Therefore, recommendations for future studies include modifying the survey questions to investigate the participants' motivation to volunteer in addition to integrating the participant's reason for selecting the sense of place location with the analysis to further understand the participants' connection to the area.

The political engagement of citizens with their democratic government is fraught with difficulties of inertia, cynicism, lack of knowledge, access and efficacy. This research attempts to address questions of how people occupying a lower socio-economic status (SES) classification might improve their engagement. The research question is, "The motivators and the motivated: what mechanisms do non-profit organizations use to motivate individuals to become politically engaged, and, do they work?" Through a qualitative exploratory case study of five human social-serving nonprofit agencies, and capitalizing on the scholarship of other political scientists, five criteria predictive of outcomes for engagement efforts by agency staff attempting to assist their clients to express their voice in their own governance is presented. The findings demonstrate that effective recruitment or encouragement of clients, coupled with the provision of education and skills, the use of "bridging" social capital, capitalization on client's rational particularistic self-interest and the presence of an effective agency leader or internal organizational entrepreneur may combine to produce engagement on the part of clients within lower SES classifications. Additionally, the strengths of the exploratory case study method resulted in at least six potential future research questions. As with any research, there are study limitations, and this is no exception. However, some useful broad policy recommendations are also provided. / Political Science