Model Employee is a reality competition series where eight models will have the chance to compete for their dream job, to be the spokesperson of an iconic American brand. This job gives a model unparalleled exposure and an opportunity for a huge contract, unprecedented fame, and career longevity. But in order to represent the brand, the models need to prove they know the company inside and out. Each week the pampered models will be tested by having to perform the jobs that make the company function. Those who prove able to handle these entry-level jobs will be rewarded with a glitzy event opportunity to represent the brand and show off their modeling skills. The models that execute these challenges along with demonstrating top notch modeling poise will have the opportunity to interview with the company's top executives to become the face of The Mandalay Bay Hotel & Casino.
Runtime: 60 minutes
Model Employee - Employee engagement - Netflix
Employee Engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively, the nature of the relationship between an organization and its employees. An “engaged employee” is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests. An engaged employee has a positive attitude towards the organization and its values. An organization with “high” employee engagement might therefore be expected to outperform those with “low” employee engagement Employee engagement first appeared as a concept in management theory in the 1990s, becoming widespread in management practice in the 2000s, but it remains contested. It stands in an unspecified relationship to earlier constructs such as morale and job satisfaction. Despite academic critiques, employee-engagement practices are well established in the management of human resources and of internal communications. Employee engagement today has become synonymous with terms like 'employee experience' and 'employee satisfaction'. The relevance is much more due to the vast majority of new generation professionals in the workforce who have a higher propensity to be 'distracted' and 'disengaged' at work. A recent statistic by InspireOne suggests that employees today are more likely (83%) to be involved in an employee listening program than ever before. Every year, the Employee Engagement Awards provide a platform to recognize excellence in engagement. The next ceremony takes place at Wembley Stadium on January 25, 2018.
Model Employee - Drivers of engagement - Netflix
Some additional points from research into drivers of engagement are presented below: Employee perceptions of job importance – “...an employee's attitude toward the job's importance and the company had the greatest impact on loyalty and customer service than all other employee factors combined.” Employee clarity of job expectations – “If expectations are not clear and basic materials and equipment are not provided, negative emotions such as boredom or resentment may result, and the employee may then become focused on surviving more than thinking about how he can help the organization succeed.” Career advancement / improvement opportunities – “Plant supervisors and managers indicated that many plant improvements were being made outside the suggestion system, where employees initiated changes in order to reap the bonuses generated by the subsequent cost savings.” Regular feedback and dialogue with superiors – “Feedback is the key to giving employees a sense of where they’re going, but many organizations are remarkably bad at giving it.” In fact, employees that feel like their supervisors are supportive are 67% more engaged. Quality of working relationships with peers, superiors, and subordinates – “...if employees' relationship with their managers is fractured, then no amount of perks will persuade the employees to perform at top levels. Employee engagement is a direct reflection of how employees feel about their relationship with the boss.” Perceptions of the ethos and values of the organization – “'Inspiration and values' is the most important of the six drivers in our Engaged Performance model. Inspirational leadership is the ultimate perk. In its absence, [it] is unlikely to engage employees.” Effective internal employee communications – which convey a clear description of “what's going on”. "' Commitment theories are rather based on creating conditions, under which the employee will feel compelled to work for an organization, whereas engagement theories aim to bring about a situation in which the employee by free choice has an intrinsic desire to work in the best interests of the organization. Recent research has focused on developing a better understanding of how variables such as quality of work relationships and values of the organization interact, and their link to important work outcomes. From the perspective of the employee, “outcomes” range from strong commitment to the isolation of oneself from the organization.
Model Employee - References - Netflix