Employee Engagement
Employee
engagement is a human resources term that indicates a worker's excitement and
attention to their job. Employees that are engaged care about their job and the
company's performance, and they believe that their efforts make a difference (Motyka,
2018). An engaged employee is motivated by more than a salary and may view
their well-being to be tied to their performance and hence important to the
success of their firm (Dandona, 2016). Employee engagement definitions range
from the simple and succinct to the descriptive and thorough. Many of these
definitions highlight some aspect of an employee's dedication to the firm or
the good behaviors displayed by an engaged employee (Motyka, 2018).
(Source:
Dandona, 2016)
Employee
engagement is a vital notion in the endeavor to comprehend and explain the
nature of an organization's connection with its employees, both qualitatively
and statistically (Akanpaadgi & Binpimbu, 2021). An engaged employee is one
who is completely immersed by and excited about their work and so takes
constructive action to further the reputation and interests of the business (Rana
& Chopra, 2019). An engaged employee is enthusiastic about the organization
and its principles. A disengaged employee, on the other hand, might range from
someone who does the absolute minimum at work to someone who deliberately harms
the company's job production and reputation (Dandona, 2016).
Considering
the evident ties between work happiness and employee morale, employee engagement
may be important to a company's success (Patro, 2013). Communication is
essential for establishing and maintaining employee engagement. Employees who
are engaged are more likely to be productive and perform well. They also
frequently demonstrate a stronger dedication to a company's principles and aims
(Patro, 2013).
Employers
may boost employee involvement in a variety of methods, including clearly
explaining requirements, rewarding and promoting exceptional performance,
keeping employees informed about the company's success, and providing frequent
feedback (Akanpaadgi & Binpimbu, 2021). Other tactics include trying to
make employees feel appreciated and respected, as well as hearing and
understanding their thoughts (Rana & Chopra, 2019). Employees that are
engaged think that their job is important, that their bosses respect and
support them, and that they have been entrusted with the success of their
organization.
List of references
Akanpaadgi,
E., & Binpimbu, F. (2021). Employee Engagement and Organizational
Performance. Business, Management and Economics Research, pp 93-100.
Dandona,
A. (2016). Employee Engagement: A Key to Maximize Organizational Performance. International
Journal of Educational Research. 5, pp 266-280.
Motyka,
B. (2018). Employee engagement and performance: a systematic literature review.
International Journal of Management and Economics. 54, pp 227-244.
Patro,
C. (2013). The Impact of Employee Engagement on Organization's Productivity, pp
13-78.
Rana,
S., & Chopra, P. (2019). Developing and Sustaining Employee Engagement, pp
23-67.
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ReplyDeleteDebates exist about the definition of employee engagement.where multiple definitions of the construct, but they all agree that employee engagement is necessary, has a business purpose, and has both psychological and behavioural aspects that comprises of energy, enthusiasm, and focused effort (Gruman and Saks, 2011).
ReplyDeleteThanks for your comment. Not only that internal communication is an important part of creating a strong corporate culture to promote the employee engagement. When staff feels comfortable and safe while expressing their opinions, they are more likely to speak up instead of letting resentments boil beneath the surface (Agrawal, 2015).
DeleteThe concept of employee engagement was first proposed by khan(1990) for members of the organization to their work roles and self employments and self expression.
ReplyDeleteI agree with your comment and I need to future emphasize that when an employee feels helpless in his job, he can begin to resent the company and detach from work life. By giving your staff some measure of power over their work, such as allowing them to set their own hours or choose projects, it can prevent the mind-set that cracks away at a strong business foundation (Mohod & Ikbal 2018).
DeleteEmployees who are fully engaged believe they are capable of handling all of the responsibilities of their jobs. Employee involvement will be encouraged by work motivation. The practice of encouraging people to take action and complete a desired goal is called work motivation. Effective motivation, which increases employees' engagement in their work, is one strategy for energizing individuals. Work engagement may be influenced by job satisfaction. Whether workers have good attitudes toward their jobs and related factors, such as salary, supervision, and workload (Taghipour and Dezfuli, 2013).
ReplyDeleteIt is further noted that company that provides opportunities for growth and development can prevent boredom and keep its employees engaged. Depending on organizational structure, organization might provide opportunities for job promotion, additional responsibilities, career development or increasing financial improvement (Mohod & Ikbal 2018).
DeleteUnderstanding how to manage the balance between employee relations, adopting innovation and maximizing short-term profits is critical to business leaders ensuring a viable future for their corporations. (Hill & Birkinshaw, 2012).
ReplyDeleteI agree with your comment. However, an employee who does not feel safe at work is not likely to be engaged in work. Whether they are worried about job security, harassment by another employee, it can undermine everything they try to do, even when it is done with the best intentions (Mohod & Ikbal 2018).
DeleteThe needs-satisfaction framework is first reflected in Kahn’s (1990) definition of engagement. Kahn (1990) supposed that employees are more engaged in their work when three psychological needs are satisfied:
ReplyDelete1. Meaningfulness (sense of return on investments of self in role performance).
2. Safety (sense of being able to show and employ self without fear of negative consequences to self-image, status, or career)
3. Availability (sense of possessing the physical, emotional, and psychological resources necessary for investing self in role performances).
However, highly engaged organizations don’t have to resort to mechanisms like peer pressure,termination, or other high-stress behaviors to motivate employees (Guest, 2014). Instead, these organizations use practices like employee recognition, one-on-one meetings, and 360 feedback to drive performance.
DeleteAccording to Saks (2006)[11], the good way for employees to repay their organization is through their level of engagement. Employees will choose whether or not to engage themselves in relation to the resources they get from their organization. This perception shows a reciprocal relationship between the supports organizations give to their employees and employee’s willingness to make the most of their individual and team performance
ReplyDeleteAgreed with your comment . Further employee satisfaction is different than employee engagement. Employee satisfaction measures a minimum level, while engagement tries to get everyone to achieve greater.However, this difference doesnt mean employee satisfaction should not be a goal (Guest, 2014).
DeleteBehavioral engagement. Shuck and Reio
ReplyDelete(2013, p. 5) the reason that behavioral engagement is
the most overt form of the employee engagement
process. It is often what we can see someone does.
Understood as the physical manifestation of the
cognitive and emotional engagement combination,
behavioral engagement can be understood as
increased levels of effort directed toward
organizational goals.
Shuck and Reio (2013, p. 5)
Thanks for your comment. I have further noted that engaged employees are invested in their job and care about the success of their team. It makes sense, then, that they would show up to work. Engaged employees are firmly committed to their organization's mission, and they're going to arrive every day with the intention make sure it gets done (Agrawal, 2015).
DeleteApart from above stated facts, there is a difference way of recognition for an Emp engagement as an employees’ sense of purpose and focused energy that is evident to others through the display of personal initiative, adaptability, effort, and persistence directed toward the organization’s goals. (Mone et al,2011, p. 206)
ReplyDeleteNot only that when employees can not utilize their strengths, do not feel challenged, or don’t enjoy their work, they are more likely to leave their current employer. Engaged employees, on the other hand, do not have a reason to look elsewhere for work (Guest, 2014).
DeleteThe provision of appropriate and satisfying salaries in accordance with job level is one of the many external elements that can have an impact on employee engagement (Pang and Lu, 2018). According to Garcia-Carbonell et al, (2018), constant communication within the company can boost employee engagement and lead to better work performance.
ReplyDeleteFurther employee engagement is one of the most important indicators in gauging work satisfaction.Employees today want to be involved in their work, enthusiastic about the organization they work for,have a sense of belonging, and be afforded flexibility around schedules and location (Agrawal, 2015).
DeleteParallel to the above facts, Employee engagement is a form of portraying the extent of employees’ commitment, work effort and desire to stay in the organisation (Robert,2006). Further to receive the best employee engagement, the organisation must win the employees rationally and emotionally, hence the minds and the hearts of the employees (Gary,2010). Employee engagement is also a representation of how employees commit to an objective, to someone in the organisation and how hard and long they work with commitment (Bedarkar,2013).
ReplyDeleteHowever, low employee engagement can be caused by several factors including lack of recognition by managers, poor company communication and not having a better understanding of the mission of the company and engagement efforts (Agrawal, 2015).
DeleteHighly appreciate your comment. Further I would like to highlight that culture of your organization can have a powerful impact on your employees. A positive, open culture can create trust and loyalty among employees, giving them passion for their job and a dedication to the company (Mohod & Ikbal 2018).
ReplyDelete