Employee Engagement
Engagement takes place when people
are committed to their work and the organization and are motivated to achieve
high levels of performance (Michael and Stephen,2013), and also
according to Schrita and Mohamad (2017), dedicated and meaningful work enables
employees to realize how valuable they are within the organization and makes
them engaged. The basic needs of satisfaction have been found to directly
relate to dedication of employees
At the same time Employee engagement
has been perceived as a motivational factor towards organization’s objectives
achievement. The good environment that is offered to the worker enables him to
offer the best that the organization needs for its achievement of goals and
objectives(Kazimoto,2016). further the world’s top- performing organizations
understand that employee engagement is a force that drives business results
(Bhavani , Sharavan and Arpitha,2015). Hewitt Associates (2009,p1)
defined an engaged employee as “the measure of an employee’s emotional and
intellectual commitment to their organization and its success” (Karen and
Aneil,2014).
Video 1 : Defining employee engagement
source :Bob .K.,2013
Bhavani S.A., Sharavan and
Arpitha(2015) ‘A Study Effectiveness of Employee Engagement in Automobile
Industry ‘,International Journal of Economics & Management Sciences,4(10).
Karen,M.,Lois,B.,Aneil,M.,2014,
‘Driving Employee Engagement: The Expanded Role of Internal Communications
‘,Association for Business Communication,51(2),PP.183-202.
Kazimoto, P., (2016) ‘Employee Engagement and Organizational
Performance of Retails Enterprises ‘, American Journal of Industrial and
Business Management, 6(1), pp.516-525.
Michael,A. ,Stephen.T.,2013, Armstrong’s
Handbook of Human Resource Management Practice,13th ed.
India, Michael Armstrong.
Schrita,O,W., Mohamad,S,H.,2017,
‘Effective Employee Engagement in the Workplace ‘,International Journal of
Applied Management and Technology: Walden University ,16(1),pp.50-67.
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ReplyDeleteDear Shanaka ,Employee engagement has become a heavily discussed topic in recent years.From a HR perspective today, engagement continues to be an important consideration. Due to the challenging economic climate, organisations now more than ever are deciding to restructure and resize, which has resulted in organizations
ReplyDeleteinvestigating new approaches to maintain and increase engagement. Organisations fight to recruit and train their talent, so they need to do their best to keep hold of it.Organisations need to strike the right balance between fostering and enhancing employee engagement levels while at the same time not compromising their competitive position (Robert,2011).
For companies to get the most out of employee engagement, it is imperative that they develop a thorough understanding of their current employee engagement strategies and the effects those strategies are having on employees. To assess an organization’s current status, they can develop a measurement system that includes a scale for examining the various components of employee engagement and a comprehensive scorecard that pulls everything together. The scorecard is composed of a number of items used to measure the individual employee engagement components (based on a 1 to 5 scale, with 1 being lowest and 5 being highest). This approach allows managers to identify the areas in need of development. An organization’s overall employee engagement level is directly influenced by the components of employee engagement (employee satisfaction, employee identification, employee commitment, employee loyalty and employee performance) and are therefore the result of the aggregation of these components (Kumar,2015).
As you have mentioned above that employee engagement leads to high levels of performance, it is also stated that in recent years, there has been a great deal of attention in employee engagement. Numerous studies have claimed that employee engagement forecasts employee outcomes, organizational success, and financial performance (Bates, 2004; Baumruk, 2004; Harter et al., 2002; Richman, 2006).
ReplyDeleteSalanova (2007) states that engagement is “essential” for modern organizations given the many challenges they face. At the same time, it has been reported that employee engagement is on the decline and there is an increase in disengagement among employees today (Bates, 2004; Richman, 2006). All Americans in the workforce are not fully engaged which leading to what has been referred to as an “engagement gap” (Bates, 2004; Johnson, 2004; Kowalski, 2003).