Will Management Ideas Ever Rule Management

    Worldwide surveys of employee engagement conducted by Gallup, year after year since 2000, says that only 13 % of employees working for an organisation are engaged and in USA it is 32%. The question is- so what? and should we bother? In US alone organisations invest about US$ 720 annually on employee engagement improvement and measurement and people are not sure what they get out of it . What is employee engagement? Employee engagement is not a uniformly understood construct. According to Gallup, an engaged employee is supposed to be “involved in, enthusiastic about and committed to their work and workplace".   What is measured in the process of measuring employee engagement – job satisfaction and organisational commitment.   Does employee engagement improve employee productivity? The fact is, based on research studies, employee engagement is poorly linked with task performance and extra role performance. Extra role performance is also known as contextual perfo

    I have interviewed about hundred potential PhD scholars during ‘PhD in management’ admission interview. Several candidates were from business professionals. One obvious question asked by the panelists, me included, - what is the motivation to do PhD? All the candidates, without any exception, from working business professionals responded that they intended to acquire higher qualification for self - satisfaction and quite a few indicated that they wanted to switch their career from corporate to academics. None told that they wanted to enhance their career by improving complex business problem solving skill and decision-making abilities. This raise a question- is PhD of no value to corporate career development and advancement? In other words, put differently, does PhD add any value to management practice? The point is not new. It has been debated since long. In this article we will try to get an answer to this issue and hope that it will motivate the practitioner-scholars to ta