Employee Engagement
Introduction
The
concept of in terms of Employee Engagement ‘Job satisfaction ‘, motivation’,
and ‘commitment are commonly being changed now in business by ‘engagement ‘because
it appears to have more explanatory influence authenticity ( Reilly and Brown
,2008 ). Khan (1990) defines Employee Engagement as “the harnessing of
organization members’ selves to their work roles; in engagement, people employ
and express themselves physically, cognitively, and emotionally during role performances”.
Engaged employees feel positive their role and perform well to achieve
organizational goals and improve the organization to met set goals (Emmott,2006
).
According
to the Catteeuw (2007) when employees are engaged, they satisfied with their
jobs constantly and will stay with the organization for long period and look
for effective innovations to add values to the organization therefore ultimate
result is an excellent level of performing organization where its employees are
successful, and productivity is increased and sustained. Further Catteeuw (2007)
explained, expressing only employee satisfaction and long-term employment will
not help to meet Employee engagement level but most important fact is searching
for new effective and efficient approaches of value addition to company.
Employee
Engagement demonstrate the degree of responsibility and participation of an
employee in the direction of to the organization and its values. Employee who
is engaged have self-encouragement toward assigned the job and find the way to
be personally important and manageable, and employee has the self confidence
about the future of employee’s work( Saks,2006)
Kenexa
Employee Engagement Index share four emotional characteristics which an
actively engaged employee is having ( Kenexa,2008)
Ø I am
proud work for my organization.
Ø I am
extremely satisfied with my organization.
Ø I
would gladly refer a good friend or family member to my organization for
employment.
Ø I
rarely think about looking for new job with another organization.
Some
definitions describe engagement as a condition which is purely related to the
job role employees do and Others describe engagement as an effective commitment
to the purpose and values of the organization. Others mix up job and organizational
engagement and it is not possible to discuss separate (Armstrong,2010).
Employee engagement will take place when employees are dedicated to their job
role and the organization then employees are motivated to reach their high
level of performance (Armstrong, 2014)
· Armstrong
, M ,2010 , Armstrong’s essential Human Resource Management Practice , Kogan Page.
· Armstrong,M
and Taylor,S 2014,Armstrong’s Handbook of Human Resource Management Practice
,13th edn ,Kogan Page
· Catteeuw
F, Flynn E, Vonderhorst J ,2007, ʹEmployee engagement: boosting productivity in
turbulent timesʹ, Organization Development Journal, 25 (2), 151– 157
· Emmott,
M ,2006, Hear me now, People Management, 23 November, pp 38–40
· Kahn,
W.A. ,1990, Psychological conditions of personal engagement and disengagement
at work. Academy of Management Journal, Vol 33, pp692-724
· Kenexa
,2008, Engaging The Employee: A Kenexa Research Institute World Trends Report., Kenexa Research Institute.
· Reilly,
P and Brown, D ,2008, Employee engagement: future focus or fashionable fad for
rewardmanagement?WorldatWork Journal, 17 (4), pp 37–49
· Saks,
A.M. ,2006, ‘Antecedents and consequences of employee engagement’, Journal of
Managerial Psychology, 21 (6), pp.600-619.
Hi manoj, agree with you, adding to your points, employee engagement is built on the basis of previous concepts like, job satisfaction, employee commitment and Organizational citizenship behavior. wide widened scope which is a strong predictor of positive organizational performance which is achieved through the two way relationship between the employer and employee (Markos & Sridevi, 2010).
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DeleteHi Dineth thank you for your valuable comments , further Employee engagement is an approach as a motivational factor towards achieving objectives of organizational goals. The good environment that is offered to the worker enables him to offer the best that the organization needs for its achievement of goals and objectives (Paluku, 2016).
DeleteHi Manoj, Agreed. Adding more to the comment, employee engagement plays a crucial role in achieving higher business outcomes in an organisation, directly influencing productivity, profitability, and maturity (Kompaso and Sridevi, 2010). Staff interested in their jobs and committed to their employers bring significant competitive advantages for companies, including higher productivity and a lower turnover of workers. Therefore, it is not shocking that organisations of all sizes and types have made substantial improvements in policies and practices that promote participation and dedication to their employees (Vance,2006).
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DeleteHi Nirmika , thank you for your valuable comments ,agreeing with you further According to Kompaso and Sridevi, (2010) organization earn more profits trough engaged and motivated employees.
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ReplyDeleteHi Manoj. Adding more to your points, Employee engagement is seen as a motivational factor towards organization’s achieving its objectives. The good environment that is offered to the worker enables him to offer the best that the organization needs for its achievement of goals and objectives (Paluku, 2016).
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DeleteThank you Amila , appreciate your valuable comments, agreed with your points As you mentioned , motivation is a factor which works psychologically when comes to employee engagement (Kreitner,1995).
DeleteHi Manoj,
ReplyDeleteYou have very well explained. Adding to that Engagement is consistently shown as something given by the employee which can benefit the organisation through commitment and dedication, advocacy, discretionary effort, using talents to the fullest and being supportive of the organisation’s goals and values. Engaged employees feel a sense of attachment towards their organisation, investing themselves not only in their role, but in the organisation as a whole.
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DeleteHi Ijaz thank you for your valuable comments, agreed with your points stated here and believe proven by a research. further Employee engagement reflects the relationship between employer and employee to work effectively and efficiently. (Seijts and Crim, 2006).
DeleteHello, Manoj. I agree with you as well. According to Elliott, employee engagement is measured by attitudes and actions (2018). Employees who are fully engaged may describe their work as intense and involved. They're overjoyed and feel compelled to act. Engaged behavior is predictable, proactive, and adaptive, allowing work tasks to be expanded as needed. Employees that are engaged go above and beyond their job duties in areas such as service delivery and inventiveness.
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DeleteHi Isuru thank you for your valuable comments and agreed with your quotes , further When employees are ‘engaged’, they stand up for their organization because proud to be an active member of it. Also get directly involve find solutions to the problems and do innovations to improve the efficiency and productivity of the organization (Allen, 2014).
DeleteAgree with you Manoj. Employee and organizational leadership engagement in the workplace is the key to an organization's success (Bakker, 2011). Employee engagement can be achieved by creating an organizational atmosphere that encourages good emotions such as involvement and pride, which results in higher organizational performance, fewer employee turnover, and improved health (Robinson, 2006).
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DeleteThank you for your valuable comments Janakan , agreed with your points and Positive emotions always drive employees to be engaged employees where engaged employees help to achieve organizations common goal by increasing productivity ultimately. Suggest this is the best way to achieve individual and organization goal (Penna, 2007).
DeleteHi Manoj. Nicely written article. The effective employees are the people who are intellectually and emotionally invested in the firm. Employees that are engaged go above and beyond their job descriptions, aware of how their jobs help the company achieve its goals (Snell, 2009). Markos (2010) mentions that job happiness, employee commitment, and organizational citizenship behavior are all notions that are based on the basis of employee engagement.
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DeleteHi Gihan thank you for your valuable comments, agreed with your points highlighted here,further employee is the most valuable human resource of an organization which gives a great output for the organization and at the same time hard to manage. In such context, managing them effectively and efficiently through employee engage is very much essential for the development of the organization(Kompaso and Sridevi, 2010).
DeleteHi Manoj. Well explained. The success of an organization depends a lot on its company culture as well. Creating a healthy company culture is only possible when employees feel happy and satisfied (Angshuman Dev, 2020).
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DeleteHi Upeksha , appreciate your valuable comments, agreed with your points highlighted here.There are many ways to engage the employee. The ultimate objective of establishing drivers should be to increase the level of engaged employees in an organization (Kompaso and Sridevi, 2010).
DeleteAgreed, well described Manoj, adding to that Engaged employees care about the future of the organization and are loyal to the organization. They form an emotional attachment with their organization, develop a positive attitude towards their organization and provide customer satisfaction. Effective employee engagement is the key for improved organizational performance (Kahn, 1990).
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DeleteAppreciate your valuable comments Lakshan, agreed with you engaged employees always emotionally attached to the organization. Employees are always working with positive attitudes and passion where employer always listen and respect to the employee's suggestions when it comes to an important decision making to feel employee better (Perrin, 2003).
DeleteHi Manoj, Agree. The definition by Schaufeli and Bakker (2004) also followed a similar thought process - they defined engagement as a state of mind relating to positive, fulfilling work that is characterized by three key elements; vigor, dedication and absorption.
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DeleteHi Indika thank you for your valuable comments and agreed with your points highlighted here,when positive emotions like involvement, teamwork and care happens within an organisation, employee engagement prevails which increases performance (Robinson, 2006).
DeleteAgree with you Manoj. Employee engagement needs to be clearly understood by every organization. Some organizations perceive it as job satisfaction others say it’s the emotional attachment towards the organization, employee engagement as “the harnessing of organization members’ selves to their work roles; in engagement, people employ and express themselves cognitively, physically, emotionally during role performance (Oliver, 2003).
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DeleteThank you Eranda , appreciate your valuable comments on my blog post ,agreed with your quotes, as you explained employees always being valued when an employee engages in the organization"s decision making. When an employee involves to decision making more the employee committed to achieving the set goals by the organization(Robinson at el, 2004).
DeleteWell explained Mano, Engaged employees are the backbone of a good working environment which causes people to be diligent, ethical, and accountable (Levinson, 2007a; Cleland et al, 2008).A highly engaging organizational culture may also have an attractive employer brand.
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DeleteThank you for your valuable comments on my blog post Thiloka , agreed with added comments. Engagement is that, while dealing with a specific industry's employee engagement, their specific needs must be understood in the context of what factors would motivate and engage their employees. The section of the industry has its own particular concerns that are vital to keeping its workers motivated: once addressed, employees feel engaged creative people need a good atmosphere in the organization, so they feel motivated and engaged (Saxena, 2019)
DeleteThe definition of employee engagement has evolved in light of modern corporate cultures (Welch 2011). Employee engagement contributes to the success of an organization by primarily contributing to productivity, profitability and employee retention (Coffman & Gonzalez-Molina 2002). Dedicated and committed employees are a valuable asset to a company because they can increase productivity and gain an advantage over competitors (Albrecht et al. 2015); in return, organizations want to retain and reward these employees.
ReplyDeleteAlbrecht, SL, Bakker, AB, Gruman, JA, Macey, WH & Saks, AM 2015, 'Employee engagement, human resource management practices and competitive advantage: An integrated approach', Journal of Organizational Effectiveness: People and Performance.
Coffman, C & Gonzalez-Molina, G 2002, A new model: Great organizations win business by engaging the complex emotions of employees and customers’, Excerpt from Follow This Path, Warner Books, The Gallup Management Journal.
Welch, M 2011, 'The evolution of the employee engagement concept: communication implications', Corporate Communications: An International Journal.
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DeleteHi Ravi , thank you for your valuable inputs, further employee engagement is based on trust, integrity, two way commitment and communication between an organisation and its members. It is an approach that increases the chances of business success, contributing to organisational and individual performance, productivity and well-being(David, 2013)
DeleteHi, Great article; further to your points, employee Engagement is a complicated and challenging goal for an organization. In today‟s diverse workforce, it has become even more difficult. An engagement-friendly culture is valuable as it considers the value of multi-generational and multi-cultural workforce
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DeleteHi Surangi, thank you for your valuable comments on my blog post and agreed with your points as well.as you mentioned there are many ways of categorizing employee engagement. The ultimate objective of establishing drivers should be to increase the level of engaged employees in an organization (Kompaso and Sridevi, 2010).
DeleteHi Manoj, Well explained. Strategies, concepts that used by an organization to feel the employees to contribute the fullest capacity and commitment towards the job and for the organization (Markos, and Sridevi, 2010), is an important fact for an organization to improve the productivity and the reputation of the organization. However it is a human recourse concept it is important to improve the quality of the work that drive towards the profitability and minimize the retention of the employees to continue the momentum (Albrech, 2011).
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DeleteHi Deshani thank you for your valuable comments on my blog post, agreed with your points , According to Kompaso and Sridevi,(2010) employee always satisfied with the organization work environment by having communication and employer gain stable work group.
DeleteWonderful blog! Small businesses and established companies are attracting towards virtual workplace culture for their remote teams, to varying degrees of success while ensuring a work-life balance. A virtual team building company, help organizations to engage their remote employees in various employee engagement activities.
ReplyDeleteThank you for your valuable comment , Agreed, with the current covid 19 pandemic most of organizations had to restructure their employee's workstations with the virtual workplace culture.Your suggestion virtual team building company is a good point considering present situation. Companies with high levels of engagement show turnover rate 40% lower than companies with low levels of engagement (Gallup, 2019).
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