One of the main strategic areas identified in the Global Human Capital trend study 2014 by Deloitte is attract and engage (Mahipalan, 2015). Employee engagement describes as a positive work attitude, which results in an increased level of activation and identification with the organizat…
Employee Engagement is predicted once employees are dedicated to organization goals, finding their job exciting in addition to identifying the values of their organization (Armstrong and Taylor, 2014). The relationship between employee engagement and client satisfaction has been well esta…
Employee engagement may affect performance. Employees who have the correct job fit and are passionate about work are likely to perform well and continue to work for an organization (Marrelli, 2011). To engage employee as well as to benefit from the engagement, organization should invest…
Motivation is one of the most necessary factors in affecting human behaviour and performance. The level of motivation of an individual or team exerted in their work task will have an effect on all aspects of organizational performance (Yusoff et at., 2013). The two-factor theory speaks on…
Abraham Maslow as a researcher in the study of human needs and motivation came up with his famous hierarchy of needs theory. These needs are Physiological needs, Safety needs, Love and belonging needs, Esteem and prestige needs, Self-actualization Needs (Aruma and Hanachor, 2017). This th…
Improving employee engagement will increase productivity and profitability whereas additionally reducing worker absenteeism and turnover (Rangarajan, 2014). Increasing organizational engagement through the work surroundings suggests that developing a culture that encourages positive att…
Employee engagement is simply important if there is a lot of genuine sharing of responsibility between management and workers over problems with substance (Purcell et al, 2003). A research by Gallup organization (2006) has shown that engaged employees are more productive, profitable, safe…
