The following is heavily plagiarized from Fortune Magazine (reference below)
Francis Upton was a Princeton-trained mathematician. Working for Thomas Edison, he wrote to his father, “The strangest thing to me is the $12 that I get each Saturday, for my labor does not seem like work, but study.”
It was Upton who bought the Instruments that lead to a breakthrough insight on electric lighting. ((Fortune Magazine, June 12, 2006. “The Invention Factory.”))
The reference to employee engagement’s linkage to learning is not surprising. We’ve talked about the linkage of engagement to opportunity, and learning is clearly a part of this. However, there is also a linkage to the work, as in this case. Sometimes the work is so interesting, exciting, or progressive that it will engage the employee almost regardless of the organization surrounding it.
In the above case, it’s not a surprise that the work was so engaging that the employee was almost surprised he was making a living at it. (I think of professional athletes who are paid to work hard, but get to do what they love… play) However, we should also remember that the people working with Thomas Edison were doing work that would change the world. Not only is work important, but really the brand must convey the importance of the ultimate product.
As we move forward with attempting to engage our employees, let’s remember to focus on all aspects of the culture, the organization, the job and the brand.
2 responses to “On Engagement and Learning”
On Engagement and Learning July 13, 2006 on 2:00 am | by Systematic HR The following is heavily plagiarized from Fortune Magazine (reference below) Francis Upton was a Princeton-trained mathematician. Working for Thomas Edison, he wrote to his father, “The strangest thing
I think engagement in the sense you portray above is best suited for smaller organizations. I personally work in a company with over 7,000 employees and it is difficult at best to convey the ultimate goal to employees and in return, have their full attention in regards to engagement, learning and motivation. Someone in an entry-level position may not see the direct benefits of their work and therefore, it becomes “busy work” which they see no benefit in completing.