StudentShare
Contact Us
Sign In / Sign Up for FREE
Search
Go to advanced search...
Free

The Different Aspects of Employee Engagement - Term Paper Example

Cite this document
Summary
This paper examines the different aspects of employee engagement and evaluates the options available to employers to take actions in enabling employees to deliver their highest levels of engagement, commitment. One clear aspect is that employee engagement is reinforced with fair practices. …
Download full paper File format: .doc, available for editing
GRAB THE BEST PAPER97.4% of users find it useful
The Different Aspects of Employee Engagement
Read Text Preview

Extract of sample "The Different Aspects of Employee Engagement"

 Engagement at Work Introduction There is a lot of confusion about what specifically is employee engagement because of lack of clarity relative to its definition and evaluation. Generally, it is understood as the extent of involvement and commitment the worker demonstrates towards his organization and its value systems. An employee who is engaged is in the know of the business context and carries on with his work in improving his job performance for the benefit of his employer. This paper examines the different aspects of employee engagement and evaluates the options available to employers to take actions in enabling employees to deliver their highest levels of engagement, commitment and achievement. One clear aspect is that employee engagement is reinforced with fair practices and relative procedures. With the evolvement of the work place and the work force, organizations realize that to succeed in the search for talent, they have to first succeed in winning over employees through elements such as trust, justice and perceptions and through practices that make their roles clear. Amongst the major factors that improve employee engagement are change management and effective communication systems. Theorists have held that companies that can unlock the secrets of employee engagement can benefit from maximum profits (Vance, 2006). Literature Review Research has suggested that employee engagement and high level of psychological well being of workers plays a major role in achieving organizational objectives related to successful and profitable organizations. Psychological well being of any company is directly associated with performance levels. Studies conducted by Folger and Cropanzano (1998) have revealed that workers experiencing higher levels of psychological well being work better and that this well being is a superior forecaster of work performance than job satisfaction. According to Robinson et al (2004), employee engagement is defined as “A positive attitude held by the employee towards the organization and its values. An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organization” (Robinson et al, 2004, p.5). The concept of employee engagement was first introduced by Kahn (1990) whereby he held that in being engaged, employees are emotionally, cognitively and physically involved while working in the organization. Another aspect of employee engagement is the flow relative to holistic sensations that are experienced by workers while performing their roles with complete involvement. This flow is the mental condition whereby minimal distinction is made amongst the self and the working environment and while employees are in such flow, they do not need to exert much conscious controls while working. Therefore, organizations must strive to create employee engagement whereby the working environment is characterized as a two way relationship amongst employees and employer. According to Parsley (2006), employee engagement is mostly related to the current structure of work involvement, which is the extent to which the job is considered as most important to the worker and his identity in the organization. It was held by Cooper and Quick (1999) that involvement is dependent on the need to be salient and on the ability of the scope of work to comply with such needs. This kind of involvement is a result of the cognitive perceptions relative to the ability of the job to satisfy employee needs. From this perspective, jobs are directly related to the employee’s self image. Employee engagement is different from the job because it is more related to the ways in the worker views himself while working. Additionally, engagement involves considerable use of emotions and can be viewed as a precursor of job involvement because workers that think of being deeply engaged in their roles eventually identify with their roles in the organization. A review of the literature indicates that a larger construct relative to complete engagement that includes both employee well being and commitment will provide better results for both organizations and employees. Focusing only on commitment will make workers liable of experiencing bad psychological health, which means that a high level of engagement will not be sustained for long under such circumstances. Therefore, complete engagement is possible only when the psychological well being of employees is high. Analysis and Discussion It is important for employers to identify the major factors that can be introduced in improving employee engagement. The major factors that can be used in measuring the current status of employee engagement in the organization are working relationships, work life balance, load of work, job security, extent of control and autonomy, availability of resources, level of communication, pay and incentives and extent of job satisfaction. There are some other measures of full engagement such as sense of purpose and organizational commitment. According to Mukherjee (2005), it is very important for the organization to ensure positive psychological well being amongst employees. As per research carried out by (Mukherjee, 2005), the management can effectively integrate employee engagement in the organization by adopting specific review processes. Organizations should provide employees with higher levels of engagements through opportunities with which they enhance their skills and acquire new abilities and knowledge in realizing their full potential. Organizations planning for better employee careers get back from employees in terms of their investments in the organization. Career development impacts employee engagement and retains talent and provides personal development opportunities. Clarity of company value systems will avoid possibilities of ambiguity amongst employees relative to the core values of the organization. It is important to respect employees for their contribution to the organization, irrespective of their job status. The organization’s positive and high ethical standards lead to greater employee engagement. All employees also have the inherent need to be involved in the decision making process in the work they are involved in. Leadership in high engagement organizations ensures the creation of a challenging and trustful atmosphere so that workers feel encouraged to disassociate from any orthodox practices that may be present in the organization. The level of employee engagement will be high when the management provides equal opportunities for career advancement to all workers. Just assessment of employees’ performance is crucial to ascertain employee engagement and companies following effective performance appraisal systems will experience high level of employee engagement. The organization should be characterized with an efficient compensation and benefits system that motivates workers. It is known through research that employee engagement proves to be low when employees do not have a sense of security in the working environment. Therefore, organizations should ensure implementation of practices that ensure worker health and safety. It is known that satisfied employees eventually become engaged employees, which means it is important for organizations to ensure that job portfolios are allotted in keeping with the career goals of individual employees. Following an open door policy through upward and downward communication practices in the organization will make workers to have a sense of involvement in the decision making process, which will lead to higher levels of employee engagement. Every worker is impacted by his family life and when he realizes that the organization is concerned about his family’s welfare also, he will be more emotionally attached with the organization that will make him more engaged in the work place. The entire organization should work together in assisting one another, including managers and workers, which will lead to higher employee engagement. Conclusions and Recommendations Integrating employee engagement provides practical and meaningful approaches for making improvements in organizational functioning. It is evident that the examined factors have a direct link with the benefits at organizational level relative to integration of employee engagement at work. The development of psychological well being is very important for the sustained development of employee engagement, which is also corroborated by the given theoretical evidence and background. Employees experiencing higher level of psychological well being will demonstrate different behaviors that result in high employee engagement. However, there is need to carry out further research to determine the relationship amongst psychological well being and integration of employee engagement. If researchers can arrive at a consensus relative to coherence in the definition and assessment of employee engagement, the body of knowledge in this regard will be considerably enhanced. There is need to carry out more empirical studies to analyze the statistical relationship amongst scales and terms devised for measuring well being and engagement. The understanding relative to employee engagement relates primarily to effective employee communication. It is also understood as the positive attitude that prevails amongst employees towards their employers and the organization’s value systems. The concept is now becoming popular and is being increasingly used in working environments because it significantly impacts the organization in several ways. Integrating employee engagement implies focusing on the significance of communication relative to organizational success. It is thus required of organizations to understand employees better and recognize that they are big contributors in enhancing the organization’s competitiveness in the market. Thus, employee engagement should be adopted as a consistent procedure of learning, improving, acting and measuring. With an evolving work force and work environment, organizations realize that to succeed in the search for talent, they have to first succeed in winning over employees through elements such as trust, justice and perceptions and through practices that make their roles clear. References Cooper, C.L. and Quick, J. 1999. Stress and Strain, Health Press, Oxford. Folger, R. & Cropanzano, R. 1998. Organizational justice and human resource management. Thousand Oaks, CA: Sage Publications. Mukherjee, Ashok. 2005. Engagement for the mind body, and soul. Human Capital. Parsley, A. 2006. Road map for employee engagement. Management Services.Spring. Robinson, D., Perryman, S. and Hayday, S. 2004. The Drivers of Employee Engagement, Institute for Employment Studies, Brighton. Vance, R. J. (2006). Employee engagement and commitment, Society for Human Resource Management. Read More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“The Different Aspects of Employee Engagement Term Paper”, n.d.)
The Different Aspects of Employee Engagement Term Paper. Retrieved from https://studentshare.org/human-resources/1444133-engagement-at-work
(The Different Aspects of Employee Engagement Term Paper)
The Different Aspects of Employee Engagement Term Paper. https://studentshare.org/human-resources/1444133-engagement-at-work.
“The Different Aspects of Employee Engagement Term Paper”, n.d. https://studentshare.org/human-resources/1444133-engagement-at-work.
  • Cited: 0 times

CHECK THESE SAMPLES OF The Different Aspects of Employee Engagement

Employee Engagement in Lloyds TSB

Which is the role of employee engagement in modern organizations.... Which methods are likely to be used by managers in order to measure the level of employee engagement within their organization?... Which is the value of quarterly employee engagement survey for measuring the level of employee engagement in modern firms?... Research Proposal - employee engagement 1.... Research Question In the quarterly employee engagement survey developed in Lloyds TSB the response rate was quite low....
12 Pages (3000 words) Dissertation

Importance of Employee Engagement

employee engagement 1.... Introduction employee engagement may be defined in several ways.... hellip; Today, employee engagement is “an individual's sense of purpose and focused energy, evident to others in the display of personal initiative, adaptability, effort, and persistence directed towards organizational goals” (Macey & Schneider, 2008).... What it is not employee engagement is “staff satisfaction surveys” published by staff survey companies, because employees can give a high rating to surveys but do no meaningful work at al (Gable, et al....
16 Pages (4000 words) Coursework

Employee Engagement: Policies Adopted and its Benefits

Conclusion 5 References 6 employee engagement: Policies Adopted and its Benefits 1.... This strategy is referred to as employee engagement.... ) defines employee engagement (EE) as giving an environment to employees where they could establish a relationship with their co-workers, job, and employers.... The main thrust of this paper is to explain the policies adopted by most companies in creating employee engagement.... Policies Adopted by Organisations Organisations often focus on the area of employee satisfaction, but the identified cases that drive the engagement of employees are the leadership system of the company, engaging managers, employee voice, and integrity....
4 Pages (1000 words) Lab Report

Employee Engagement at Caterpillar and The National Health Service

Business decisions regarding human resources can be effectively undertaken through the understanding of various aspects of employee engagement.... The concept of employee engagement remains an essential element of business management, which can effectively assist in corporate decision-making.... Many international corporations engage in the assessment of employee engagement in enhancing the decision-making process.... Among these drivers of employee engagement, the top three could be identified as management's interest in employee well-fare, work related challenges, and the decision making authority (Saks 2006)....
7 Pages (1750 words) Case Study

Employee Engagement: Explicating the Contribution of the Work Environment

The analysis in this essay describes the various employee engagement variables that are relevant to any organization in understanding employee's effort towards the achievement of organizational goals.... hellip; The construct employee engagement is built on a foundation of concepts like job satisfaction, employee individual motivation and commitment and the organizational citizenship behavior.... Proper employee engagement integrates several aspects and development variable both from the employee, the employer, and the work environment....
10 Pages (2500 words) Essay

Employee Engagement as a Great Issue in International HRM

For this reason, employers have realised that this goal can only be achieved by shifting their focus to employee engagement, even though, opponents of employee engagement argue that it is not be the real cure for all the problems that the organisations face today.... employee engagement is imperative in enhancing the employees' motivation and competencies for engaging in various activities of the organisation.... This report is aimed at discussing the employee engagement as one of the contemporary issues in the international human resource....
11 Pages (2750 words) Assignment

Employee Engagement and Employee Relation at Waitrose

Many studies have shown employee engagement is beneficial in building a culture that appreciates diversity as well… In the recent past, most top companies in the world have reinforced the need to create an atmosphere where the workers interact with and air their concerns to the management for effective Some firms have even structured their systems to allow the employees co-own the companies they work for and participate in their day-to-day management activities This has proved to be a plus in the attempts to improve employees' performance....
15 Pages (3750 words) Coursework

Managing Employee Engagement and Organizational Performance

In this research Towers Perrin highlighted the impact of employee engagement in the 12 month period.... High organizational performance is as a result of employee engagement.... The key characteristic of a good leader is to manage his group and to develop a strong organizational culture which mainly focuses on employee engagement and commitment.... Engaged employees are aware of the various aspects of the business and they are ready to corporate with the colleagues which will help improve the performance....
14 Pages (3500 words) Case Study
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.
Contact Us