Employee engagement may be the desired goal. Employee
engagement as making aligned with the organization’s goals and, significantly
within the case of global organizations, with the organization’s brand
(Richard, 2017). Characteristics
of talent of workers operating within the business enterprises, and to use that
talent the workers got to be engaged and organizations that fail to satisfy
workers are in danger of losing the talented and skilled employees (Singh and
Sabharwal, 2011). The ability to inspire and
encourage others thus giving
recognition within the type of feedback very
little and often create a good leader (Rawas and Seddawy, 2015).
Challenging Job: Characteristics of jobs ought to be designed in such a way that satisfies employee’s extrinsic moreover as intrinsic have to be compelled to interact and engross them into the job roles (Sharma, 2019).
Recognition: The recognition may be a method of
giving an employee a special status within the organization. This can be an
important factor towards employee motivation (Danish and Usman, 2010).
Training and Development: Training and development exercises will high the rate of retention because by the training the employee succeeds and the organizational goal in time and can be benefited from rewards (Munish and Agarwal, 2017).
Corporate social responsibility: Corporate social responsibility
could be a recognized and common part of an activity. Some of the motives
behind CSR are employee confidence, recruitment and retention with employees
acknowledged key organizational stakeholders (Slack et al, 2015).
Accountability: Accountability is that the caring
issue to try to do. That helps to reinforce expectations, gives individuals the
resources, and cheer them on once succeed (Faust, 2019).
Communication: The flow of data is two-way;
therefore, the staff is aware of what is going on (Storey et al, 2008).
Career growth opportunities: Employees must have a clear
view of career path and growth (Mehta and Mehta, 2013).
Feedback: Effective feedback is two-way
cooperative communication. That lets workers understand whether employees are
meeting expectations. It additionally helps to determine support desires, offer
recognition and promote responsibility (Faust, 2019).
For Example, the organization I work in, a leading organization in the insurance industry, employees are valued by the supervisor. Managers are good listeners as well as they provide feedback to the works in day-to-day work. Employees feel comfortable sharing feedback. Further, the company recognizes and rewards the employees who are performing well, at the same time organization arrange training and development programs for the poor performing employees. This organization is highly respected in the industry. Employees of the organization along with myself, take the pride in working and the roles in supporting the company’s success.
List of References
Danish, R. and
Usman, A. (2010) Impact of Reward and Recognition on Job Satisfaction and
Motivation: An Empirical Study from Pakistan. International Journal of
Business and Management, 5(2), p. 162.
Faust, K. (2019) Why
accountability is an essential ingredient to employee engagement and
performance. [Online] Philadelphia: LEADx Inc. Available
from: https://leadx.org/articles/sylvia-melena-supportive-accountability/ [Accessed
02 April 2021].
Mc Bain Richard, (2007). The
practice of engagement. Strategic HR review, 6(6).
Mehta, D. and Mehta, N. K. (2013)
Employee Engagement: A Literature Review. Economia. Seria Management,
16(2).
Munish, and Agarwal, R. (2017) Employee
engagement and retention: A review of literature. International journal
of BRIC research(ijbbr), 6(1), p. 3.
Rawas, A. and
Seddawy, A. (2015) Leadership Development and Employees Empowerment. International
Journal of Economic and Business Management, 3(4), p. 43.
Sharma, R. K. (2019) Employee
Engagement – Key Element of Employee Performance at Workplace: A Review of
Literature. International Journal of Management, Technology and
Engineering, 9(3), p. 110.
Slack, R., Corlett, S. and Morris, R.
(2015) Exploring employee engagement with (corporate) social responsibility: A
social exchange perspective on organisational participation. Journal of
business ethics, 127(3), pp. 537-548.
Storey, J., Wright, P. M. and Ulrich,
D. O. (2018) The Routledge Companion to Strategic Human Resource
Management. 1st edition. New York: Routledge.
I Agree Nivethini, Another core element of employee engagement is improving well-being of employees by creating good working atmosphere. It can be accomplished by eliminating the negative factors at workplace such as, unnecessary stress, burden, discrimination, obstacles and anything which comes in the way of doing employees daily work effectively and efficiently. (Hogg B, 2013)
ReplyDeleteAdding to what you have commented, The Towers Perrin Talent Report (2003) suggests the main ten workplace elements which result in employee engagement. The three most important among the ten are; Senior management’s interest in employees’ well-being, Challenging work and Decision-making authority.
DeleteWell defined Nivethini. Adding to your argument, PratimaSarangi & Nayak, (2016) stated that Work-life balance also a key driver of employees‟ engagement. Organizations follows work-place culture & work-life balance policies & practices in order to promote employee engagement in their organizations to increase their employees‟ productivity and retain them.
ReplyDeleteThank you for the feedback Sachith, Work-life balance exposes the attitudes, behaviors and wellbeing of employees as well as the effectiveness of the organization (Au and Ahmed, 2014).
DeleteWell said Nivethini. According to Sharma (2019), The literatures show that employee engagement is closely associated with organizational performance outcomes. Organizations with engaged employees have higher rate of employee retention, improved productivity, profitability, growth and customer satisfaction. Most of the work relating to employee engagement is credited to survey houses and consultancies. Therefore, there is a need for academia to probe this new construct and come up with generally acceptable definition and dimensions of employee engagement.
ReplyDeleteThank you for the comments. Like you said, Several key elements of performance management and development processes can have positive effects on employee engagement levels. Training and development, coaching are some of the key elements associated with higher employee engagement levels (Robinson et al., 2007).
DeleteWhile agreeing with your facts, i would like to focus on the importance of having an effective career development plan when it comes to employee retention. Kin Team (2020) have pointed out that an organization should offer career development opportunities at the time of seeking and hiring ideal candidates to the organization. Having a clear career path will increase the job satisfaction of employees and decrease staff turnover. Even Serbes and Albay (2017) have stated that “Thanks to the career development, both the employee and the employer find the opportunity to see the power of potential and labor”.
ReplyDeleteAgreed Oshadee, Engagement shares some characteristics with organizational commitment and job involvement, the emotional and physical elements of engagement are not necessarily found in job involvement (IES, 2019). Job involvement is conceptually different from employee engagement, as job involvement is a purely cognitive act, whereas engagement contains an emotional and physical component (May et al., 2004).
DeleteAgree with you. Engaged employees are also more likely to display discretionary behaviour. Engagement has been found to be closely linked to feelings and perceptions around being valued and involved, which in turn generates the kinds of discretionary effort that lead to enhanced performance (Konrad, 2006).
ReplyDeleteAgree with you Chamara and adding to that, Caring also an element that leaders may use to engage employees in the workplace (Chen and Manning, 2015). Organizations that care about employee well-being may experience more engagement from employees (Duffy et al., 2014).
DeleteAgreed Nivethini. The reward system also positively affects participation in employee engagement, and over the years, It's not just some economic gain. But other non-monetary benefits apply to motivate them to improve their performance, Increased engagement, and commitment. G. J. Hotz(2015)
ReplyDeleteThank you for the comment, Organizations should focus on engagement for all employees and should reward employees based on the performance. Employee reinforcement occurs in reward-engagement-performance when the focus is on best-fit rather than best practices of a human resource and reward management program (Brown and Reilly, 2013).
DeleteAgree with you. The key drivers of employee engagement identified include communication, opportunities for employees to feed their views upwards and thinking that their managers are committed to the organization. Whilst key drivers of engagement have been identified it is also clear that ‘one size does not fit all’(Kular,S., Gatenby,H.,Rees,C.,Soane,M. & Truss,K., 2008).
ReplyDeleteAgreed, Employee engagement is associated with organizational practices. Also, employee engagement is the result of employee's quality such as knowledge, skills, attitudes, temperament and personality (Vance, 2006).
DeleteWhile agreeing with you I would like to add, the main reason behind the popularity of employee engagement is that it has positive consequences for organizations. There is a general belief that there is a connection between employee engagement as an individual level construct and business results (Harter et al. 2002).
ReplyDeleteYes Gagana, Employee engagement matters to both the employee and the organization. Employees can use contract agreement provisions to impede the attainment of organizational goals and objectives. Management’s capability to hold employee engagement strategies is essential in an organization (Osborne and Hammound, 2017).
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