Employee Engagement And Morale Of Employees

The following research paper describes in detail the relevance of employee engagement to a healthcare provider. Engagement of employees is often an overlooked area of focus as hospitals look for ways to improve processes and reduce operating expenses. Healthcare is somewhat unique in that cost to the customer is not the main economic force driving patients to the various hospitals or healthcare providers. The focus of the following is to examine the importance of employee engagement hospital wide. There are factors that lead a prospective patient to choose one healthcare provider over another, assuming choices exist. When discussing engagement, emotions can play a

During the interview, the administrator indicated the various ongoing engagement opportunities management are prioritized with employees. These types of rewards are important as it affects the level of morale; overall increasing the positive behavior of the employees. This connectedness allows staff members to feel part of a community and they will be able to see past their own individual needs and likely understand the needs of the informal group; which may provide a stronger impact. The organization depends on grants for its livelihood. Moreover, the factors of Human Relations Theory observed will encourage employee job satisfaction and increase job productivity. This theory also inspires communication, which is imperative in this organization as grant funding demands precision when developing programs or seeking outcomes. This constant communication will allow all staff to be on the same page and work towards fulfilling the organization goals and objectives

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.

It’s important to understand that every experience and interaction at work has the potential to influence an employee’s engagement level. Each person is unique, and to influence their commitment requires an understanding of what motivates them. The most important thing any leader can do to improve engagement is focus on the employee’s individual spirit as well as the team’s and to ensure that they are in complete

Robinson D, Perryman S & Hayday S. (2004). The drivers of employee engagement. Institute for

As Gallup measured in their research that there is still an overwhelming number of disengaged individuals in the workplace, which has cost the organizations in the United States at an enormous amount of about 300 billion dollars annually (Gallup Consulting, 2006). Certain programs are initiated in different workplace to embed employee engagement. Personally, apart from the traditional motivational factors of financial and non-financial incentives to increase employee morale and active participation within the goals of the organization; it would even be more remarkable to come up with innovative practices that would be unique to the organization and meet the demands of the business.

Recently, the Sales Training Department has developed a set of Key Sales Indicators (KSI 's) to monitor each Sales Representative 's sales performance against predetermined monthly targets. This was done to align the MAP to XYZ goal of improving sales performance and to reinforce the selling mindset of the sales department.

Better goods, services, technology, and tactics are several things that make one business more successful than the other. In addition, to have a competitive advantage, employee engagement is more essential than ever to the success of a business. Research has also shown that when it comes to employees, the ones who are engaged outperform considerably higher than employees not engaged. The individual correlation between the employee and their leader is important. Employee engagement is guided by the actions of their leader. The leader is responsible for creating an environment in which the employees remain engaged. There are five skills that are crucial for a good leader to possess to successfully increase engagement. They are building trust, mentoring, inclusion, alignment, and team development.

Shaun Achor is a Harvard professor who is at the forefront of research on the effects of happy, engaged, employees on organizations and strategies to develop happy workers. Achor (2016) admits that the reaction he receives from many organizations during his initial consultation when he inquires about their commitment to cultivating an engaged workforce is generally along the lines of, "we don 't need it, we pay our employees to be engaged". Anchor has spent his career proving these individuals and organizations wrong.

An organization’s capacity to manage employee engagement is closely related to its ability to achieve high performance levels and superior business results. Some of the advantages of Engaged employees are • • • • Engaged employees will stay with the company, be an advocate of the company and its products and services, and contribute to bottom line business success. They will normally perform better and are more motivated. There is a significant link between employee engagement and profitability. They form an emotional connection with the company. This impacts their attitude towards the company’s clients, and thereby improves customer satisfaction and service levels • • • • • • It builds passion, commitment and alignment with the organization’s strategies and goals Increases employees’ trust in the organization Creates a sense of loyalty in a competitive environment Provides a high-energy working environment Boosts business growth Makes the employees effective brand ambassadors for the company

Changing the behavior of an employee can be extremely difficult without using the proper tools that can affect that change. Although you may know the tools, using them properly and at the proper interval can still determine how successful that change will occur. One indicator of good behavior is employee engagement. Generally, an employee who is performing duties outside of their normal job scope is considered to be highly engaged and has is presenting good behavior. As a manager, we must find ways to fully engage our people to ensure the success of each individual and the organization. Understanding the strengths and weaknesses of our employees will help us in capitalizing and exploiting their strengths; engaging them in areas where they can excel, thrive and become an advocate for the organization.

Motivation requires a driving force to complete goals and dreams, a wish is only a weak desire that one wishes something would magically happen such as winning the lottery. Only a strong passion can push one forward and drive their motivation to achieve the desire.

The purpose of this cross sectional quantitative study is to explore the impact of a rewards and recognition program on employee engagement at a Fortune 500 financial institution. Specifically, the impact of various rewards and recognition programs utilization was examined and correlated with employee engagement scores. This chapter describes the research method and design used, participant identification and selection process, data collection instruments and definition of the variables. It is proposed that:

Companies are increasingly looking to create a unique and rewarding experience for those that work for them.

Leaders also try to achieve the same quality for their own status, which allows them to pursue greater strength, achieve personal goals and future endeavours. According to a recent study conducted by Psychometrics Canada a pioneer in research assessment, has mentioned in one of its report that employee engagement in the organisation plays a major role in the success of any organisation. Accordingly it says that the best way to increase the relation is by working out a strategy that builds positive environment and culture relations between the workers and ensuring a good leader to fit for the purpose. Leaders in the organisation can try to achieve a better employee engagement by listening to followers opinions, communicating his vision with a clarity, providing and developing strategies and solution for the success, and finally recognising the ability of the followers and praising their contributions. Thisaspect of leadership is displayed by general feedback, generating ideas and possess enthusiastic in requesting for help (Bradley P. Owens, 2013). One example of this leadership quality is described by DAVID J. BOBB(David J B, 2013) in his book saying following servant leadership is very difficult as it is not a natural talent to anyone. He takes the example of George Washington, though considered to be a man of high temper and showing excess pride in his capabilities and qualities during his period as a freedom fighter. As he has foreseen the global position he is getting