Critique your peers’ suggestions to improve employee engagement. Are your peers’ suggestions appropriate? Why or why not?
Discuss your thoughts on the role of social validity and the success of intervention over the long term. Do you agree or disagree with your peer’s description of this topic?

Peer 1:
Employee engagement is when the employees do more than what is in their job descriptions. The employee will pitch in and help wherever there is help needed. The director at Global ed. wants the staff to be more involved and show some pride in their jobs. Discretionary effort is what makes employees want to do their very best every day. Discretionary effort is given freely if the employee wants to exhibit this. Individuals give you their best if they want to (Daniels, 2016). The important factors the director should look at is the managers or the supervisors. If they are not fully engaged your employees will not be. The director should seek to find out how employees feel about the company and why and when the employees started feeling this way. The director needs to question what is it about the work environment that prevents employees from getting fully engaged. Asking employees for their help in some of these matters gets employees engaged. Employees are the ones on the frontline of the business, so they see certain things that could be improved to help fully engage employees. Positive reinforcement will create high levels of employee engagement. The interventions that you implement have to be positive, immediate, and certain for the interventions to work (Daniels, 2016). One suggestion would be to have managers or supervisors become more fully engaged. This will set the tone for the work environment and for the employees. Another suggestion would to involve the staff with the decisions or interventions that are implemented and ask for their feedback on how things are working as far as the training and what interventions that will work best for the students. Social validity is when the intervention is socially accepted by every party involved in the intervention for it to be successful. In the business individuals have to like or agree upon the intervention for it to be socially valid. Checking with bosses or owners before implementing interventions and discussing issues are important factors for social validityReferences:Daniels, A.C. (2016). Bringing out the Best in People: How to Apply the Astonishing Power of Positive Reinforcement. 3rd ed. New York, NY. McGraw-Hill Education
Peer 2:Hello everyone! I hope you are having a great weekend and doing well!Employee engagement is not simply showing up to work as scheduled. Instead employee engagement refers to the worker’s behaviors of being fully committed to the company and their jobs- and applying themselves fully to their work. When there is poor employee engagement, rarely is this a result of a bad worker (Daniels, 2016). Instead, it is important to look at the environment and why the employee engagement is low- often management practices, policies, procedures, and other environmental factors have produced the low engagement (Daniels, 2016).To increase employee engagement Global Ed should implement creating a meaningful work environment. With workers showing little enthusiasm and giving minimal effort throughout the workday, much like the staff training provided, positive reinforcement stands to be the best way to increase the desired behaviors of engagement. Also, it is helpful to integrate opportunities for employees to engage in part of the problem-solving process (Daniels, 2016). When employees are active participants in the way things are done it increases the values of assisting. Asking employees of their suggestions on how to increase employee engagement could open a great discussion and provide insight to what may be lacking in the day to day activities in the workplace.Social validity refers to how much people like and agree with the intervention (Daniels, 2016). The intervention should be both effective and acceptable. Social validity should be assessed throughout the intervention process (Daniels, 2016). Having social validity ensures that employees agree with the procedures in place which in turn increases engagement. I think Global Ed could see great increase in employment engagement by actively involving the employees in problem solving and increasing natural positive reinforcement. These paired with having social validity make the workplace more pleasant for the employees.Daniels, A. C. (2016) Bringing Out the Best In People: How to Apply the Astonishing Power of Positive Reinforcement. 3rd ed. New York, NY. McGraw-Hill Education.