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ImageWant to know which all factors can enhance your work performance? Well here is the answer.

Engaged workers—those who approach their work with energy, dedication, and focus—are more open to new information, more productive, and more willing to go the extra mile. Moreover, engaged workers take the initiative to change their work environments in order to stay engaged.

Work engagement depends on two kinds of resources, said Arnold B. Bakker, a psychologist at Erasmus University Rotterdam in the Netherlands. Job resources include social support, feedback, and opportunities for autonomy, variety, and growth. Such resources are good for the worker—they satisfy basic human needs—and good for the workplace, because when job resources are rich, work gets done more quickly and with better results. The process, moreover, is cyclical. Working better is more rewarding for the worker, which in turn increases her engagement and effectiveness.

Interestingly, engagement—and high-quality performance—is greatest when the demands of the job are highest.

Employees' own personal resources—such as self-esteem and optimism—also contribute to work engagement. Not only do workers with abundant personal resources approach their jobs with more enthusiasm and joy; they also tend to be in better health, allowing them to focus and work hard.

They tend as well to create more of all these goodies for themselves through "job-crafting," seeking ways to make their responsibilities "fit" their talents and interests and to increase challenge. Again, the process is an upward spiral. Job crafters gain admiration from other workers, thus transferring their attitudes to them. Those more productive attitudes increase the other workers' engagement and with it, their own productivity and personal reward.

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