Employee Engagement

Employees have a strong sense of loyalty to Southwest Airlines; their loyalty and admiration to Southwest CEO, Gary C. Kelly, makes the ability to influence the behavior of its employees easier. “Original employees – many of whom say they considered him more of a father than a boss – wanted to please and emulate him. Workers routinely went above and beyond the call of duty to help the airline thrive” (Trottman, 2003). Another form of power is reward power. There is an incentive for working at Southwest for a long time; Employees who work with Southwest Airlines receive benefits as well as stock options within the company. Southwest believes that hard work and dedication to the company should result in rewards and promotions. They do not rely on the reward system to motivate their employees, but they believe it is a great way to let employees know they are appreciated.

The cultural factors of the airline ties in deeply with the human resources component of this analysis. This portion will take a look at employee satisfaction, training, and attitudes towards the company. Employee satisfaction is high within the Southwest company. Employees have a high degree of confidence in their supervisors, and work is shared

Organizations expect the employees to believe in its mission, purpose and values and come out with the commitment by way of their deeds. This situation is called Employee Engagement. An employee who has total belief in the organization, has a desire to work to make things better and better in the business context, he is considered to be an Engaged Employee. They put forth an extra effort, as well as are very loyal towards their organization. They work there for long and show a strong level of commitment. Employee Engagement is a powerful source of competitive advantage. With this a research study was conducted among the employees of a reputed industrial organization at Hosur. A proper methodology was followed , tool administered, statistical test were done and findings were drawn.

Employee engagement has been a trend of management since 2004.(CMI 2015) ‘Some people may believe that engagement is just about employees ‘going the extra mile’, but it is much more.’(CMI 2014) Within globalization, how to apply employee engagement is significant for an organization to achieve their performance. A key aspect of employee engagement concerns how employees manage their position, performance and development in relationship to the company’s strategies. Therefore, according to Moenguc (2013), employee engagement has been personalized as a“persistent, positive affective-motivational state of fulfillment.” To demonstrate how this process affects the overall performance of an organization, John Lewis has been selected as the case study

A motivational profile can provide insights into whether a company is doing the right thing or requires improvements. Although nearly every company proclaims its goal is to deliver exceptional service, research confirms that the service quality of many corporations is below consumer expectations. Southwest Airlines has created a competitive advantage through valuing employees’ needs as a strategy that motivates them to provide better customer service (Hallowell, 1996). According to Czaplewski, Ferguson, and Milliman (2001), Southwest Airlines was one of only two companies to place in both the top-10 most admired organizations and best places to work. Even though there are specific steps

HR professionals and consultants are facing an increased interest in the implementation of strategies, aiming at supporting and facilitating employee engagement (Lockwood, 2007). Great attention has been dedicated to what drives employee engagement and to the benefits of having an engaged workforce from which tools and models (e.g. the JD-R model) have been developed (REF). The purpose of this paper is to explore the concept of employee engagement by reviewing the definitions available in the literature, and identifying the determinants and consequences of employee engagement.

Employee Engagement is a basic concept frequently studied by management theorist. The subject us help us understand what drives employees to be their most productive and focused. Understanding what contributes to employee engagement can help managers understand how to revamp their process and give insight on if their performance is effective. Engaged employees generally attribute higher levels of job satisfaction or the degree to which one enjoys or is committed to their job.

According to Gallup’s 2013 State of the Global Workplace study, only 13 percent of employees across 142 countries are engaged at work. The study also revealed that 63 percent are disengaged and almost a quarter of all employees are actively disengaged (Gallup, 2013). Engaged employees are crucial to protecting the competitive positioning of an organization. Bolman and Deal (2013) state how “a skilled and motivated workforce is a powerful source of competitive advantage” (p. 133). However, recognizing a strong and highly motivated workforce that is committed to a company’s mission and objectives can be a challenge. This paper will focus on best practices to effectively engage employees, analyze the effectiveness at Hoag Hospital, provide recommendations for further enhancement, and describe ways to improve leader effectiveness.

In studying Human Resource Management, we study the foundations and principles by which an organization operates and conducts business. We also study the internal behavior of the organization. This includes studying the chain of command and the relationship between how employers treat their employees according to the organization’s moral values and what is expected of them by society’s ethical standards and by the regulations that the federal government imposes upon them. Although we touch upon the basics of HRM, we fail to dissect a topic that many believe to be one of the most integral components in managing a successful organization; this subject being employee engagement. Employee engagement can single handedly make or break an organization and hinder its relationship with its customers, but before understanding the cause and effects of employee engagement, one must first understand what employee engagement is, what it means to the employer, and what it means to the employees.

In an interview with Doug Conant, former President and CEO of Campell Soup Company, he stated “to win in the marketplace, you must first win in the workplace” (Robison, 2010). Being successful in the workplace means much more than having the personnel to perform the day-to-day job duties to make the company profitable. It means to engage and make employees feel valued, something that was not always embraced by corporate America, especially in states such as Arizona and other “right to work” states. Slowly corporations are realizing in order to attract and keep talent, there must be value beyond the paycheck for today’s worker. Although offering compensation beyond the monetary aspect is another expense for a company to carry on their profit and loss statement, the pay-off in employee commitment is well worth the investment.

As we saw above that how engagement or disengagement of employees can lead success or failure of organization. So, it is very important for an organization to do research on employee’s mindset and working condition in organization that directly affect the mindset of employees. We will begin by briefly reviewing antecedents and hallmarks of employee engagement. And finally we will show that how managers, organizations and employers can foster the type of mindset that can facilitate the employee

In today 's corporate world, where reliability to organizations is fading fast, engagement has been growing by companies to maintain employees. Employee engagement is “a level of commitment and involvement of employees towards their organization and its value,” (Maslach, 2008). An engaged employee works with his/her colleagues to progress their productivity within their job, for the ultimate benefit of the organization. Effective managers have the talent to get things done by other employees. This is done by motivating employees to accomplish tasks. A manager must be able to represent these tasks to employees. Motivated employees will work with the manager to accomplish company objectives. Those employees who are displeased will work against company objectives. In this study it examines to see what enhances employee engagement or what can create the employee to be disengaged. Employee engagement drives employees ' motivation, job satisfaction, and loyalty to their companies. A manager’s capability to build solid relationships with employees generates engaging employees which then they can accomplish at the highest level and be a successful employee, (Judge, 2001). Employee motivation is seen as an important building block in the growth of effective businesses. A motivated employee symbolizes both a modest advantage and as a strategic asset in the corporate world, which is why the issue of building self-motivation in employees has sparkled interest in managers. Not

The principal purpose of this study is to identify the level of employee engagement in NIMC Imo State. What encourages them to have passion for the job they do and what makes them go extra mile to do their job to the very best of their capability. Specific objectives were then formulated which were to: identify what is employee engagement at NIMC, measure the levels of employee engagement, and what engages the employees and employers. As part of the research strategy, the researcher had to decide which methodology or combinations of methodology were going to be most practical and yield the best results.

The purpose of this study was to study the level of employee engagement and strategies practiced to engage the employees and recommend the measures that improves the employee engagement in the organization.

In this globalised and fast changing world organisations are faced with tough strategic decisions, which ultimately allow them to survive, strive and have a competitive advantage. Achieving competitive advantage has been a wider topic that has been looked at from Academics, consultancy and organisation perspective. One way, organisations can achieve this is through managing human capital in a way that can help them attract, retain, and develop their employee, which in return can produce a workforce that is engaged, loyal, flexible and innovative. Employee engagement has received a vast amount of interest from the 1900’s till now. Employee Engagement is a phenomenal organisation,