The concept of employee engagement Employee engagement as a concept has become increasingly important in the last decades. Research has shown that employee engagement has an impact on organisations ' productivity, as well as employees’ behaviour and performance at work (Saks, 2006; Harter et al., 2002). In other words, enhanced engagement creates a win-win situation for both the employees and the employers, leading, on one hand, to job satisfaction, better health and motivation for workers, and
THE INFLUENCE OF EMPLOYEE TRAINING ON EMPLOYEE ENGAGEMENT IN NON GOVERNMENTAL ORGANIZATIONS OPERATING IN MERU COUNTY,KENYA 1 Mutumbu. L, 2Dr. Guyo. H, 3Muketha. M 1Meru University of Science &Technology, PO Box, 972-60200. Meru, Kenya 2Meru University of Science & Technology, PO Box, 972-60200. Meru, Kenya 3Meru University of Science &Technology, PO Box, 972-60200. Meru, Kenya Corresponding author: Abstract Employee engagement is the level of commitment and involvement a worker has towards their
and employee engagement. As research for employee engagement continues to grow, we are learning how much of an impact leadership teams affect the employee engagement levels. As we continue to explore the subject of employee engagement, we realize there is a direct correlation between leadership, organizational effectiveness and levels of engagement. Identification and background of issue The past decade has seen an explosion of research activity and heightened interest in employee engagement among
Employee Engagement Definition of Employee engagement Emotional Employee engagement is a concept whereby an employee feels an emotional attachment to their employers and the goals and values the employer holds. There doesn’t appear to be a definitive description of employee engagement, but most agree that the emotional attachment is a key element to being an engaged employee. “The term employee engagement has gained considerable popularity in the past 20 years yet it remains inconsistently
are not engaged into their Jobs and eventually it is causing a lot of waste of human capital which is considered as the major root cause of low employee performance. In order to motivate the employees, their job work should be designed in such a way that they would find meaning in their work which ultimately will increase their productivity. Introduction: According to a survey (Flade, 2003) over 80% of the UK workforce are currently lacking any real commitment in their jobs. Peters (1994) recognized
of employee engagement is the extent to which an organization’s employee are psychologically involved in, connected to, and committed to getting one’s job done. Employee engagement is important for business because it drives performance. High levels of engagement were associated with a host of positive outcomes for individuals and their employers. Mark Attridge (2009) in Partnership for workplace mental health conclude that employee engagement is related to key aspects of company performance and
primary subject matter of this case involves the job satisfaction and employee engagement of a spa company’s workforce called Bella. The case depicts a new general manager Kris Jenkins’s concern that Bella’s numbers had deteriorated dramatically in the past year. Profits were down; absenteeism was up; turnover, while not dramatic, was higher than it had been in the past five years. This report shows how important the employee engagement to bring job satisfaction which overall leads a company with
Employee engagement is a method designed to ensure that employee are committed to their goals and value, motivated to contribute to business success. According to Schaufeli and Saklanova (2007), employee engagement is “important” for business organization given many challenges they face. Additionally, Sulliman (2000) claims employee engagement is essential concept for leadership and organization performance. However, it is probably difficult to get high employee engagement to organization goals.
Employee engagement and motivation can be increased by providing clear line of sight, providing right job knowledge with required resources, supportive supervision, incentives and rewards. Employees should always be motivated; this attracts talent, opens up new channels for innovation and creativity and brings in a sense of satisfaction among them which helps the growth and development of the organization. I think Stewart is a good role model in generating employee engagement and motivating
executive leadership team created a five-year strategic plan for the institution resulting in a significant downsize process and the need to upskill remaining employees. This aims to achieve the specific objective of creating an innovative, high-performance work environment (Lincoln University (LU) n.d.). Although a portion of workers complete tasks proficiently, overall there is a lack of understanding as to why certain tasks are performed and how these tasks strategically drive the university’s