Employee Engagement

Employee engagement is used at different times to indicate psychological states, character traits and behavior. Employee engagement is defined differently, and the definition often sounds like organisational commitment and citizenship (Robinson, Perryman and Hayday, 2004).

In particular, many argue that employee engagement predicts employee performance, organisational success and financial performance (Saks, 2006). In addition, it points to a convincing and compelling relationship between engagement and profitability through increased productivity, sales, employee retention and customer satisfaction. However, it was reported that most workers today are not fully engagement. Engagement in work is reduced, and today among employees, employment is deepening (Macey and Schneider, 2008).

Key factors that would stimulate the employee and increase his level of employment. In addition, a strong relationship between the manager and the employee is an essential component of employee engagement and retention (Macey and Schneider, 2008).




However, effective leadership would help organisations create a friendly environment and also help to improve employee performance. Employee engagement is always associated with two types of leadership which includes transformational and transactional style. Leadership plays an important role in the way people react and face themselves in different situations (Macey and Schneider, 2008).

As aforementioned the commitment of the organisation is the level of engagement, and a positive attitude towards the organisation would lead the employee to achieve the objectives of the organisation. These commitments can be positive or negative. Perhaps it would be important to identify the gap and take corrective action when necessary. In addition, to maximize efficiency in organisations, it is imperative that organisations motivate employees to develop strategies to increase employee engagement (Saks, 2006).

Conclusion

In concluding the discussion, employee engagement initiatives to be successful, they must be developed to the unique needs and motivation of the each employee. Further, engaged employees voluntarily invest extra time, efforts and initiatives to contribute to business success while they feel a sense of purpose towards their role and bring enthusiasm, passion and energy to the work they do.


Videos:

Importance of employee engagement



Links:

Importance of employee engagement
https://www.engagementmultiplier.com/blog/why-is-employee-engagement-so-important/


Reference

Macey, W. H. & Schneider, B (2008), ‘The Meaning of Employee Engagement’, Society for Industrial and Organisational Psychology, Vol. 1, pp. 3-30

Robinson, D., Perryman, S. and Hayday, S (2004), ‘The Drivers of Employee Engagement’, Institute for Employment Studies, Brighton.

Saks, A M (2006), ‘Antecedents and Consequences of Employee Engagement’, Journal of Managerial Psychology, 21, 7, pp. 600-619

Comments

  1. Jinendran5 October 2019 at 10:40

    Employee engagement will create many benefits to the organization such as reduce employee turnover, increase job satisfaction, allow innovations and increase of better output. So we can assume that employee engagement is the key to success. Thanks for sharing.

    ReplyDelete
  2. Malintha Gannile6 October 2019 at 07:51

    Employee engagement initiatives to be successful, they must be developed to the unique needs and motivation of the each employee.Employee engagement is the key factor.good work .

    ReplyDelete
  3. Namila12 October 2019 at 08:21

    Employee engagement will create many benefits to the organization ..nice article

    ReplyDelete
  4. Upendra Batagalla12 October 2019 at 08:38


    Good job. Agree with your statement as a strong relationship between the manager and the employee is an essential component of employee engagement and retention.

    ReplyDelete
  5. Milhan - MBA Blog12 October 2019 at 13:02

    Psychological components influence employee engagement and an employees belief about the organisation and the leader to engage. As per the article leadership styles have an impact on employee engagement.
    Appreciate the work!

    ReplyDelete
  6. Anupama Kankanamge12 October 2019 at 18:37

    Having good communication between superior and subordinate makes a strong engagement between them and overall it helps to have a healthy engagement between the employees and top management.

    ReplyDelete
  7. Wasantha Arunasiri15 October 2019 at 10:21

    i agree with your article. we can use Employee Engagement to achieve organization vision. good one.

    ReplyDelete

Post a Comment

Popular posts from this blog

Image
Organisational Culture Organisational culture is considered to be one of the most important factors within the organisation, which helps the organisation to enhance their performance. Organisational culture could be identified as the collective effect of the common beliefs, values, behaviors and norms within the organisation (Armstrong, 2009). Similarly, culture also includes organisation’s vision, values, norms, systems, language and habits states (Needle, 2010). Above all definitions, organisation culture is simply the way things are done within the organisation. Organisational culture would enhance the morale and the motivational level of the employees of the organisations. Further, when the employees are motivated, they will always satisfy their customers by way of offering them a better service (McKay, 2016). Additionally, a strong organisational culture is critical to organisation success. According to Whipple (2009), Organisation’s management is responsible for cr
Read more
Image
The Ethical context of HRM It is understood that human resource management is considered to be the effective management of the people to achieve the organisational objectives and goals. Accordingly, it is a known fact that Ethics would play a crucial and important role within the organisation as it would be the general guideline for human resource management. Consequently, Ethics is considered to be the study of of individual and collective moral awareness, judgement, character and conduct (Armstrong, 2009). Accordingly, Armstrong (2009) has stated that there are several ethical concepts which include deontology, utilitarianism, stakeholder theory and discourse theory. The deontology states that some actions are correct or incorrect, regardless of their consequences. While utilitarianism is the belief that the highest principle of morality is maximum happiness, a general balance of pleasure and pain. Actions are justified when they bring the greatest benefit to the greatest
Read more