Employee Engagement For Business Success

“Employee engagement” concept has been found in all organizations in present scenario and it plays a vital role in organization performance. Employee engagement is the mode by which an organization can develop a strong relationship between the organization and its employees. Employees should fully

Job satisfaction has a direct correlation to employee engagement and perceived organizational support. Businesses, firms, and agencies would do well to hire on the basis of an applicant’s core self-evaluation. As such, recruits or applicants with positive core self-evaluation are more likely to be engaged and begin the cycle of job satisfaction. That is, engaged employees more readily complete the tasks and goals of the organization and are therefore supported by the organization. As the cycle moves, output / production increase and one’s satisfaction grows.

General Electric company (GE) is one of the world 's most admired, valuable, and largest companies in the world. GE is also one of the top five oldest industries in the United States, at a 130 years. This great American company has been stayed in business because of the many great leaders who have led the success for GE. Leader 's such as, Jack Welch and Jeff Immelt, have brought many changes at GE bringing the company into the 20th century. Jack Welch and Jeff Immelt have been very successful at changing GE and making it a more highly profitable company, due to their leadership styles and corporate culture.

Employee Engagement incorporates keeping faith and believe to the organisation, developing own knowledge and skills along with the business context, establishing helpful cooperative relationship to the colleagues, understanding one’s role and doing the job accordingly and willingness to serve extra for the organisations well being . According to Harter “Employee engagement refers to the ‘individual’s involvement and satisfaction as well as enthusiasm for Work “(Harter 2002, p 269). A

Before Jack Welch stepped up into corporate office position, the world-famous corporation was on its route for imminent crisis which was barely noticed by anyone. As a result, he decided the company needed a change to combat economic and competitive challenges of the market place. With his various strategies regarding business leadership, he has led the company into salient and radical revolution of corporate restructuring, with the goal of transforming GE into a global leader for benchmarking and achieving maximized productivity and labor efficiency. His tactics for restructuring included purchases and sales of business units, moving away from bureaucratic culture and structure to one of openness and flexibility, removing unnecessary

Lack of engagement is endemic, and is causing large and small organizations all over the world to incur excess costs, under perform on critical tasks, and create widespread customer dissatisfaction. The annual financial loss in the US due to disengagement of managers and employees is about $300B US (Gallup Poll, 2005). Improving organizational performance requires a highly engaged and happy workforce. Research on happiness in the workplace suggests that worker well-being plays a major role in organizational performance and that there is a strong relationship between worker

Employee engagement is the relationship between an organization and its employees. It is the means of creating a work environment that empowers employees to make decisions that affect their contribution to the overall objective of an organization. Effective employee engagement causes members of an organization to give their best each day, become committed to the organizational values, and to stay motivated to contribute to the organization’s ultimate goal.

Put values first, not numbers. Undoubtedly, Welch does cares about the numbers, but he doesn’t want to spend most of his time on figures and little time on values. GE’s values are not based on obsolete ideas about etiquette and proper behavior. Instead, the values include pleasing customers, disdaining bureaucracy, thinking universally and being open to ideas.

Predictors of employee engagement are satisfaction with leadership, employee development, communication and innovation (Persson, 2010). Job demands and job resources foster contradictory psychological processes, one connecting to burnout and the other to employee engagement (Persson, 2010). Burnout is a process that occurs when job demands causes weakening of health and depleted energy as the negative outcome (Bakker & Demerouti, 2007; Persson, 2010). Employee engagement develops from a motivational process dependent on job resources (Persson, 2010). The Intrinsic and extrinsic reasons that motive employees are feeling of belonging, competency, autonomy, financial compensation and benefits. These reasons are shown to enhance employee engagement, whereas the absence will weaken engagement and result in frustration and failure to achieve company objectives (Bakker & Demerouti, 2007; Persson, 2010).

Maintaining the good vibe on employee engagement is vital for TQM implementation although it is difficult to do so. Organisation need to give extra attention on this problem. Extra workloads and procedures will make the employees feel dissatisfied and leave the company as showed in qualitative results. Additional monetary or non monetary rewards as mentioned by both managers in the interviews are important to enhance the level of engagement and satisfaction among the employees. When employee feel not needed in the organization, they have low performances. This is supporting the views by Gebauer (2008) where employee engagement is related to individual behavior; including the act of willingness to show commitments in the work performances or refuse to do so.

While researching organizational motivation I came upon many articles on General Electric’s (GE) Chief Executive Officer (CEO) Jack Welch. When Jack Welch became CEO of GE in 1981, he was “the youngest CEO in GE’s history” (When Jack Welch took over); as CEO he set out to reenergize one of America’s largest companies. How would he go about doing it? Jack had an approach with three main areas: Setting goals and preparing the company for its competitive challenges, Empowering employees at all levels of the organization, and Communicating his goals and vision through the entire organization. The goal of this paper is to explain those areas used to motivated GE into becoming

The concept 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.

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.

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

In this case GE in the Jack Welch Era able to meet its primary economic responsibility to the society, as an evidence, GE able to generated high profit, Welch has managed to achieve the main goal for organizations which is profit