Employee Engagement Essay examples

3374 Words Mar 15th, 2013 14 Pages
Contents Page

1.0 Introduction
1.1 Define employee engagement
1.2 Analyse the three principle dimensions of employee engagement (the emotional, the cognitive and the physical)
1.3 Compare and contrast employee engagement with other related concepts; ‘flow’, organisational commitment, job involvement and job satisfaction
3.1 Explain why employee engagement is an increasingly vital dimension of HR polices, strategies and practices
3.2 Evaluate the business benefits likely to accrue from a culture of employee engagement – benefits for the organization, its executives/managers, its workforce and its customers
3.3 Explain the application of employee engagement through job design, discretionary behavior, role autonomy and
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Physical energy relates to the amount of energy the employee places on doing the work. (EHWLC, 2013) The more energy exerted, the better the quality and quantity of work. Where an employee places a low level of physical energy to a task of job the longer it will take the employee to complete and is likely to result in poorer quality of work. Where an employee is emotionally and cognitively stimulated at work physical energy levels are likely to be higher .
David Zinger refers to (Loehr, Schouartz 2003) findings where they say that Physical energy equates to the quantity of energy, emotional equates to quality of energy and mental (cognitive) is the focus of energy. They say that there is a need for lots of high quality energy to provide us with focus and force to achieve results. (Zinger, 2013)
1.3 Compare and contrast employee engagement with other related concepts; ‘flow’, organisational commitment, job involvement and job satisfaction.
Table 1.
HR Concept Similarities to employee engagement Differences to employee engagement

Flow Immersed in the job or a particular element of the role, task or project. Loses track of time and demonstrates a high level of engagement to the given activity. Use of cognitive and physical energy. Not engaged in the whole picture, loves the job/part of, but doesn’t connect with the rest of the role/organisation. No indication of emotional engagement/communication.

Organisational Commitment Attracted to the company

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