Presence of Employee Engagement

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Organizations have used several strategies to maintain their presence in today's expanding corporate market. Those who have recognized the need of keeping their personnel engaged have thrived (Agrawal, 2015).

Workers who are eager, motivated, and driven to attain long-term goals are known as engaged employees. It is hard to run a successful firm without their presence in the organization because they are its backbone (Agrawal, 2015). Employees that are engaged are skilled at their jobs and understand the value of customer pleasure, which results in increased income for the firm.

(Source: Mohod & Ikbal, 2018)

One of the most significant characteristics or signals of an engaged employee is their attention on their work (Macey & Schneider, 2008). They are alert and eager to take on new tasks. Furthermore, they are passionate and willing to learn new things, which will keep them at the top of their game. This is because they believe it is the ideal work environment for them and that they are recognized for their efforts (Macey & Schneider, 2008).

Leadership characteristics are an important indicator of an engaged employee. They may lead themselves as well as others. Employees that are engaged push themselves to succeed and make things work for the business. They give appropriate direction to others and take genuine ownership of their work.

Employees that are engaged are deliberate and know how to make decisions that benefit the organization (Guest, 2014). They have a big picture view of how things should turn out. They are conscious that their job will either make or ruin the company. Engaged personnel tend to gather all relevant information before devoting their attention to any activity (Mohod & Ikbal, 2018).

Employees that are engaged are deliberate and know how to make decisions that benefit the organization (Guest, 2014). They have a big picture view of how things should turn out. They are conscious that their job will either make or ruin the company. Engaged personnel tend to gather all relevant information before devoting their attention to any activity.

The business environment around us is always changing and growing. And in order to stay up, we must adapt and change with it (Balu et al, 2022). Employees that adjust quickly to changes are more likely to achieve higher levels of engagement. With their creative thinking and upbeat attitude, they know how to address problems.

 

List of references

 Agrawal, S. (2015). Predictors of employee engagement: a public sector unit experience. Strategic HR Review. Pp 14-34.

Balu, L., & Unnikrishnan, R., & Pillai, B. (2022). Relevence of employee engagement process in organizations, pp 34-78.

Guest, D. (2014). Employee engagement: A sceptical analysis. Journal of Organizational Effectiveness: People and Performance. 1, pp 141-156.

Macey, W., & Schneider, B. (2008). The Meaning of Employee Engagement. Industrial and Organizational Psychology. 1, pp 3-30.

Mohod, S., & Ikbal, F. (2018). Literature review on employee engagement, pp 10-55.



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