Gallup Consulting Organization

Crim and Seijts (2006, p.1) define employee engagement as “a person who is fully involved in, and enthusiastic about, his or her work”. Employees that are engaged are inspired and go above and beyond their job functions to support the company and help the company achieve its goals. The lack of engaged employees are a major problem in the United States. According to Gallup, in 2014 only 31.5% of employees were engaged (Adkins, 2015). Even though this sounds low, it is actually the most engaged the United States workforce has been since 2000. The author’s research is important because if there is a link between leader’s

The CIPD (2014) factsheet states that Employee Engagement is a concept that ‘is generally seen as an internal state of being – physical, mental and emotional – that brings together earlier concepts of work effort, organisational commitment, job satisfaction and ‘flow’ (or optimal experience)’. An engaged workforce willingly demonstrates discretionary effort within their roles; their goals and values reflect that of their employers/organisation; they express a passion for work, feel valued and that their work has meaning.

Workforce engagement is the feeling of emotional connection someone has to their workplace. An engaged employee feels satisfied and enthusiastic about their work. They feel valued, driven, and that they belong to part of a team. This is the way a school should feel for its employees. When teachers and staff of a school are engaged in fulfilling the work of the school they show higher levels of performance and thereby increase the achievement of students. Principals should know the engagement level of their staff and also any events or feelings that may impact that engagement level.

Employee Engagement is a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues and organisation which profoundly influences their willingness to learn and perform at work. Thus engagement is distinctively different from employee satisfaction, motivation and organisational culture.

Gallup has estimated that collectively, disengaged employees could conceivably cost the economy in the U.S. up to $350 billion a year. Research has shown that around 15 to 20 percent of the workforce is currently disengaged. This means that they could be actively bringing down the overall level of performance within their organizations with poor communications or interactions with customers and clients, a low rate of productivity, and a poor record of

According to Gallup.com, there three categories of work performance, they include the following: Engaged, disengaged, and actively disengaged (Rosenfeld, 2013). They assess the performance of the employee, and whether or not the employees are emotionally stable, thus, this factor in the effects of emotional disconnection on the quality of life for the employee. In the summary presented above, there can be clear evidence of disconnection

Employee engagement is a simple, but looked over phase of everyday business. Most of us don’t even think about it in everyday life, or even know what employee engagement is. What does it mean to be an engaged employee? It means that you’re interacting effectively with your

Fifty-four percent of employees are not engaged. These employees have essentially “checked out,” sleepwalking through their workday and putting time – but not passion – into their work. (Dan Crim, 2006)

In internationally competitive business environments, employers need dedicated employees fully committed to the success of their organization (Kenan-Flagler, 2011). Although, there is a difference between employees who are engaged and those who are disengaged in terms of their commitment to the organization, motivation, enthusiasm and their focus on building a better future for their company. In these areas where engaged employees excel, disengaged employees fall short. These employees can have a negative effect on everything from customer service to sales, quality of products, productivity of the workers and other crucial areas of the business. The companies that invest their time in getting to know what matters to their employees are the

Organization and employee are all pursuing their own definition of success and these intersect daily at the job, when both are getting what they need it is called employee engagement (Blessingwhite.org, 2012). An example of employee engagement is when an employee has a sustainable level of high performance that mutually benefits both parties. This usually means that the employee is high on contribution and is satisfied with his/her organization. All other’s are lacking in one area or the other for example an employee can be either disengaged with low satisfaction and low contribution, a Honeymooner, high satisfaction with little knowledge of their duties and responsibilities, or a “Crash and Burner” high in contribution but not getting what they want from the organization, they soon either quite or become disengaged (Blessingwhite.org. 2012) .

The monkeys at the top look down and see a tree full of smiling faces. The monkeys on the bottom look up and see nothing but assholes. The unknown author of this metaphor provides a descriptive analogy on the view of the executives who are at the top of the organizational chart which is completely opposite of the view that everyone else in the company sees. These different perspectives are just one of the reasons why employee engagement continues to be an important topic of research among consultants and company leaders. Engaged employees are defined as being committed to their organizations’ goals and values, motivated to contribute to organizational success, while enhancing their own sense of well-being. Even though engagement is a personal feeling, it still requires a combination of effort between the employee and the leaders of the organization. The bottom line is that organizations need highly engaged employees working in their companies because at the end of the day every employee’s productivity is affecting the bottom line of the company.

Employees who are “not engaged” exude the feeling that they are just there for a paycheck. This type of person is not contributing and just goes thru the motions in the performance of their job duties. The worst type of employee is an “actively” disengaged employee. That type of person is also known as a trouble maker. Whatever good that an engaged employee accomplishes, an actively disengaged employee tries to destroy. Disengaged employees are unhappy and they want everyone they come in contact with to know it. Organizations with disengaged employees are more vulnerable to lower productivity, higher absenteeism, higher turnover and lower product or service quality.

First of all, Dernovsek (2008) defines an engaged employee that get involved with and show enthusiasm for work. A research by The

Job involvement is the degree to which an employee is engaged in and enthusiastic about performing their work. Employee engagement is the heightened emotional and intellectual connection that an employee has for his/her job, organization, manager, or coworkers that, in turn, influences him/her to apply additional discretionary effort to his/her work. An ‘engaged’ employee will understand and agree with the objectives of your business. They will come to work feeling motivated and energised but unfortunately that’s about it. ‘Engagement’ is the result of a passive acceptance of company values and objectives. It helps increase productivity, to a point. The next step that every business should strive towards, is ‘involvement’. An involved employee will take an active role in the business. They will implement new initiatives, take ownership of himself and actively participate in driving change.‘Involvement’ is the active pursuit of these objectives. An involved employee will help drive the organization forward and add value to your business. Businesses like Google, Ford, and Wal-Mart and tackling slackers with new and creative ways to get more involved employees.

Improper and Unrealistic Personnel Policies – Due to favoritism and nepotism which are in the industry the workers generally become frustrated. This also results in low efficiency, low productivity, unfavorable relationship between employee and supervisor, which in turn leads to long period of absenteeism. Also, Misbehavior by the supervisor and difference of opinions with the management may also contribute to the absenteeism.