Job Demands-Resources (JD-R) Model

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Definition. Schaufeli’s (as cited in Truss, Delbridge, Alfes, Shantz, & Soane, 2014, p. 26) ideas on employee engagement can be explained by using the Job Demands-Resources (JD-R) model. Job demands and availability or lack of resources, both job and personal, either contribute to or deter employee engagement, this is illustrated by the JD-R (Truss et al., 2014). On the positive side, according to Truss et al. (2014) job and personal resources “foster engagement in terms of vigor (energy), dedication (persistence) and absorption (focus)” (p. 26). An employee who has the resources needed to do their job is better equipped to do the job and thereby better able to perform their job (Truss et al., 2014). Employees who are better able to meet job …show more content…

It is important for senior leaders in an organization to be engaged themselves and to have the ability to encourage engagement amongst the rest of the organization. One of the ways that senior leaders can promote employee engagement is through aligning organizational culture with work systems to attain company objectives. Communication channels that are open between senior management and employees will enable all levels of employees to understand company goals and strategies. This knowledge is a resource provided to the employees, which they will use to increase their own efficacy in their roles. Effective communication will help to create a positive working environment where there are clear expectations of each …show more content…

It is necessary for these managers to assure that their employees know what is expected of them. They also need to effectively communicate the company goals and strategies in addition to frequently giving feedback to their employees. Managers also need to have the confidence in their employees to allow them autonomy in their work roles.
The coaching provided by a manager along with goal setting and feedback are an effective means to encourage employee growth and job satisfaction. I appreciated having a manager who believed in performance management. Unfortunately, he was the only manager I ever had who did this. For me this was a great opportunity for development. I was able to gain a deeper understanding of how my job fit into the strategies of the corporation. Even though I stayed in the same job my level of job satisfaction

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