Employee Engagement
Employee involvement is the step which workers feel enthusiastic about their jobs, are loyal to the organisation, and bring vulnerable effort into their work. According to Arrowsmith and Parker, (2013) the strong method of employee engagement involves the human resources department inquiring about the employment relationship to explain basic problems such as employee voice and job design. The concept of employee engagement plays a central role in global business as an organisation try to improve the power of knowledge essential in now a day’s various work environment (Albrech, 2011).
The employee engagement is the enhancement of an employee's emotional connection with organisation, which affects his / her greater significant effort at work dedicated employees are clear as people who show participation, dedication, enthusiasm and strength in their work and show the feelings (Rout, 2017). An employee engagement is the degree to which employees are passionate about work, loyal to the organization, and devoting discretionary effort to their work. Employee engagement is different from employee satisfaction. changing the management practices to improve employee satisfaction may improve business unit performance, including profits (Harter et al, 2002).
Employee engagement by dividing the concept into five levels by referring to the individual’s contribution to organizational achievement and satisfaction (Bhuvanaiah et al, 2014).
• Engaged employees : Highly productive and happiest employees with full-time work and dedication.
• Almost Engaged : Produce reasonably and relatively satisfied with the work they are doing.
• Honeymooners and Hamsters :Very satisfied with the reputation of the organization, work for rewards, but contribution to the organization ’s success is low
• Crash Burners : Highly productive employees make the greatest contribution to the success of the organization but are not happy with their personal success. Due to lack of self-satisfaction may become dismissed employees.• Disengaged :Employees are full of dissatisfaction and have a negative view of organizational methods.
Figure: 1:1 An engaged employee
An engaged employees" are people who are full of confidence, Knowledge, committed and passionate about the work, employee will take positive actions to improve the reputation and interests of the organization (Seijts, 2006).
Establish A Culture of Employee Engagement
A practical guide on how to build a culture that can both promote and sustain got engaged. It is important to realize that engagement is not about zero-sum but more benefits from employees at less cost (Macey et al, 2011).
Ways to Encourage Employee Engagement
1. Do not skip Onboarding and Training: Employees cannot perform the duties, then the employee will not participate. Employee will be confused, frustrated, and catch up, leading to disengagement. Employees who can control the workload can be proud of the work. Workers eager to achieve goals and working for the company. Onboarding and training new employees are some of the most important steps to ensure employees participate in the work. Ex : Oxfam GB is dedicated to developing and supporting the learning of all staff across the organization (Oxfam.org, 2020).
2. Set Company Goals: In order to successfully conduct business, need a business plan that lists the goals to be achieved. To attract employees, need to involve them in achieving business goals. Ex : The present employer is depending on an employee performance to ensure that organizational goals are achieved, it is essential that employees ’skills, abilities, and expertise meet the highest standards
3. Acknowledge Employees: Organization employees more praise, gratitude or any other recognition, employees will not automatically participate. However, employees feel that they are not visible, they will soon become separated from the outside world. Ex : The present working place always needs to strengthen its knowledge base and very important that the employees develops skill and ability.
4. Focus on Employee Development: There are many reasons why job seekers apply and accept positions, such as wages and benefits. However, many workers also hope to have the opportunity to develop their careers. Ex : Softlogic treat all employees with the utmost respect and dignity, provide opportunities for career development, and fertilize disciplined interpersonal relationships (Softlogic, 2020).
5. Don’t Micromanage: If employees are told exactly what to do and how to do it, employees will have no time or motivation to do the job and will be more like robots. If employees do not have the freedom to do things, they cannot participate. Micro-management may harm your business. One business found that micro-management caused 68% of employees to report low morale, while 55% of employees said that this led to a drop-in productivity. The loss of morale and productivity caused workers to actively leave work.
Video :1 (People Streme, 2009) What does employee engagement means
Employee engagement is usual known factor that affects productivity and organisational success. The emotional commitment the employee has to the organization and its goals.
2. Set Company Goals: In order to successfully conduct business, need a business plan that lists the goals to be achieved. To attract employees, need to involve them in achieving business goals. Ex : The present employer is depending on an employee performance to ensure that organizational goals are achieved, it is essential that employees ’skills, abilities, and expertise meet the highest standards
3. Acknowledge Employees: Organization employees more praise, gratitude or any other recognition, employees will not automatically participate. However, employees feel that they are not visible, they will soon become separated from the outside world. Ex : The present working place always needs to strengthen its knowledge base and very important that the employees develops skill and ability.
4. Focus on Employee Development: There are many reasons why job seekers apply and accept positions, such as wages and benefits. However, many workers also hope to have the opportunity to develop their careers. Ex : Softlogic treat all employees with the utmost respect and dignity, provide opportunities for career development, and fertilize disciplined interpersonal relationships (Softlogic, 2020).
5. Don’t Micromanage: If employees are told exactly what to do and how to do it, employees will have no time or motivation to do the job and will be more like robots. If employees do not have the freedom to do things, they cannot participate. Micro-management may harm your business. One business found that micro-management caused 68% of employees to report low morale, while 55% of employees said that this led to a drop-in productivity. The loss of morale and productivity caused workers to actively leave work.
Video :1 (People Streme, 2009) What does employee engagement means
Employee engagement is usual known factor that affects productivity and organisational success. The emotional commitment the employee has to the organization and its goals.
Source: (People Streme, 2009)
List of references
Albrech, S.L., 2011. Handbook of employee engagement: Perspectives, issues, research and practice. Human Resource Management International Digest.
Arrowsmith, J. and Parker, J., 2013. The meaning of ‘employee engagement ‘for the values and roles of the HRM function. The international journal of Human Resource management,
Bhuvanaiah, T. and Raya, R.P., 2014. Employee engagement: Key to organizational success. SCMS journal of Indian Management,.
Harter, J.K., Schmidt, F.L. and Hayes, T.L., 2002. Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta-analysis. Journal of applied psychology,.
Macey, W.H., Schneider, B., Barbera, K.M. and Young, S.A., 2011. Employee engagement: Tools for analysis, practice, and competitive advantage (Vol. 31). John Wiley & Sons.
Oxfam International. 2020. Time To Care | Oxfam International. [online] Available at: <https:/oxfam.org/en/research/time-care> [Accessed 20 April 2020].
Robinson, D., Perryman, S. and Hayday, S., 2020. The Drivers Of Employee Engagement. [online] Semanticscholar.org. Available at: <https://semanticscholar.org/paper/The-drivers-of-employee-engagement-Robinson- [Accessed 20 April 2020].
Rout, E.L., 2017. A psychological perspective of employee engagement: Implications for educational institutions. International Journal in Management & Social Science, 5(1),
Seijts, G.H. and Crim, D., 2006. What engages employees the most or, the ten C’s of employee engagement. Ivey Business Journal,
Softlogic.lk. 2020. Softlogic Holdings PLC. [online] Available at: <http:// softlogic.lk/> [Accessed 20 April 2020].
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Agreed with your views on Employee Engagement. Employee engagement is critical to any organization. Deci and Ryan conducted the most influential study on employee engagement in 1985 (Berens, 2013). Deci and Ryan (1985) expanded on early work by differentiating between intrinsic and extrinsic motivation. Competence, autonomy, and psychological relatedness which are psychological needs, motivate the individual to initiate behavior
ReplyDeleteessential for psychological health and well-being of an individual and if satisfied may lead to optimal function and growth.
I agreed but according to Macey et al (2009: 7) who defined engagement as ‘an individual’s purpose and focused energy, evident to others in the display of personal initiative, adaptability, effort and persistence directed towards organizational goals’.
ReplyDeleteWell discussed Nadee. Adding further to your view, Engaged employees are the workers who has a profound connection to their organization with the sense of willingness, which causes an organizational performance improvement with creativity and innovation (John, 2009). The author further states that such employees can go an extra mile in achieving something, without constraining themselves with the job description.
ReplyDeleteI agree with you Kobigah, According to the CIPD (2012: 13): ‘Engagement has become for practitioners an umbrella concept for capturing the various means by which employers can elicit
ReplyDeleteadditional or discretionary effort from employees – a willingness on the part of staff to work beyond contract.
Well discussed Nadee. According to Richman (2006 ), recent studies have shown that high employee engagement translates into increased discretionary effort, increased productivity and lower employee turnover, as well as increased customer satisfaction and loyalty, profitability and corporate shareholder value.
ReplyDeleteI agree with you Sathyapriya, According to Truss et al (2006: ix) stated that: ‘Put simply, engagement means feeling positive about your job.’ They went on to explain that: ‘The engaged employee is the passionate employee, the employee who is totally immersed in his or her work, energetic, committed and completely dedicated’ (ibid: 1).
ReplyDeleteAgree with you, as Whittington and Galpin (2010) suggested “organizations must create work environments that provide a sense of challenge and meaningfulness for employees”
ReplyDeleteI agreed with you an in addition of that Employee engagement is the emotional commitment the employee has to addict the organization and its goals. This emotional commitment means engaged employees highly care about their work and the goals their company. This emotional commitment means engaged employees actually care about their work and their company. They don't work just for a paycheck, or just for the next promotion, but work on behalf of the organization's goals. But. Employee engagement does not mean the employee happiness of working or the employee satisfaction levels of working. Someone might be happy or satisfying at work, but that doesn't necessarily mean they are working hard, productively accurate on behalf of the organization ( Macey and Schneider,2008).
ReplyDelete