Engagement

Abilities
Arousal
Attitude
Behavior
Beliefs
Competencies
Engagement
Environment
EI
Experience (nurture)
Feelings
Intention
Motivation
Nature (genes)
Organizational Level
Performance
Performance Improvement
Performer Level
Process Level
Results
Skills
Social Pressure
Talent
Understanding
Values

Part of a person's intention has to do with his or her's level of engagement.

When engaged employees utilize their natural talents, they provide an instant, and constant, competitive edge. They build a new value: emotionally driven connections between employees and customers. - Curt W. Coffman and Gabriel Gonzalez-Molina -- Follow This Path (Warner Books, 2002)

Gallup calculates the percentages within the total United States workforce for three categories of employees: 27% are engaged, or loyal, productive, and psychologically committed to their work; 56% are not engaged employees who aren't psychologically committed to their roles; and 17% are actively disengaged, or disenchanted with their work places.

There are four levels of engagement (Loehr and Groppel, Feb, 2004):

Physical energy - engaging the body
Emotional energy - engaging the heart
Mental energy - engaging the mind
Spiritual energy - engaging the spirit

When the workers' values and beliefs are aligned with those of the organization, they become engaged by focusing their energies mission essential activities.

Reference

Gallup survey - Few Employees in France Are Engaged in Their Work, Gallup Study Reveals (note: contains metrics for other countries, to include USA)

Gallup survey - Measuring and Improving Employee Engagement

Loehr, James and Groppel,Jack (Feb, 2004) "Full Engagement." In Chief Learning Officer p.12.

Notes

Big Dog, Little Dog