Introduction 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. What is employee engagement? 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.
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.
Employee Engagement: It’s a known perception that an engaged workforce provides many intangible benefits that is linked directly to retention. HR policies should focus on employee engagement initiatives that stimulate motivation levels of employees to perform better and bond with organisation. This process should be initiated right from induction and continue throughout their tenure by opening channels of continuous communication and encouraging interpersonal relations. HR is responsible to incorporate methods to measure engagement and at regular intervals track engagement contribution to company’s success.
Employee engagement, which reflects the emotional commitment an employee has to an organization is not just an organizational nicety but a business necessity due to direct ties to a number of performance outcomes, such as profitability,
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
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.
The challenge presented by the literature is the lack of a universal definition of employee engagement. Most managers acknowledge the fact that employee
An engaged employee feels involved in and excited about his work. Engaged employees produce at high levels individually, and contribute to improved business results. In fact, Gallup research shows employee engagement can be linked to increased productivity and profitability, along with benefits such as decreased turnover and absenteeism (Connolly, et al., 2013, p 48-52).An organisation with a higher number of engaged employees is likely to be more effective, efficient
Organizations use different engagement building tools in order to stay competitive and improve performance. The aim of this paper is to contribute to the research regarding the engagement of employees within IT organizations. This paper will apply the engagement premise and engagement measuring methods to measure the existing level of work engagement of the sample selected for the research. The aim is to find the current engagement level of employees, to study the engagement practices of these IT companies and to find the factors, which need to be improved in order to further increase
The term “employee engagement” was introduced by W.Kahn in 1990 but it was referred as personal engagement and it was about an employee who brings his shelf, interests and preferred roles to the organization. He supported that people have many aspects of their selves which express or defend according to the occasion (Kahn, 1990, p.692-693). Today each corporation small or large has a goal that needs to be achieved in order to be successful. Employees are a nodal point in a company because they affect the way a corporation functions in order to meet that target. Each person needs to be focused on his task, to show commitment, energy and passion instead of a person who does not put much effort in his work. In other words, engaged employees are dedicated to their jobs and their organizations emotionally, physically and intellectually because they realize the importance of their work (Macet et al, 2009, p.1). In contrast, disengaged employees are negative to do extra work for the
Over the last decade, various scholars have defined employee engagement as a two-way relationship between the employer and the employee based on an intellectual commitment of the employee to the organisation (Baumruk et al, 2006; Shaw, 2005). As employees perform their role they expresses themselves physically, cognitive and emotionally (Kahn, 1990), they are psychologically present (Saks, 2005) and have a positive, fulfilling, work-related state of mind that is characterised by vigour (energy and involvement), dedication (enthusiasm, pride to work for the organisation, inspiration, and challenges), and absorption (concentration) (Schaufeli et al, 2002; Baker et al, 2008).
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.
This piece of writing is to understand the concept of Employee engagement, its challenges and strategies, influential factors and their benefits. The study of Individual cognitive