Alexander in (356 BC – 323 BC) about 2300 years ago conquered many lands by battling for years with the help of his army as he was well engaged with them. Alexander was very close to his army and made sure that salary was paid on time. He also engaged in their grievance. The definition on this by Hay Group is that the best results are met by encouraging employees. Along with organisational goals, employees tend to maintain a good relationship with the employers (Juneja, 2019).
Introduction
According to Kortmann et al, 2014, in the current corporate world, companies depend on available human capabilities to run an organisation, but wouldn’t work for long. Maintaining or running a successful organisation won’t be possible with having the employees engaged. Many organisations struggle in proposing the change as their main focus on the employees are lost (Hill & Birkinshaw, 2012).Skilled labour, education level, best practices, developments has been introduced to increase the efficiency in every firm but due to disengaged employees, the productivity or the results have drastically dropped. (Purcell, 2014). This is one main reasons as to why many major companies don’t exist for long as it has affected the financial side of the firm (Bersin, 2014).
(Kahn, 1990 694) describes employee engagement as when the employees are given an opportunity to express their views physically, emotionally and through actions. The emotional part of the employees could be classified as either negative or positive views about the organisation. Moreover, according to Kahn, engagement is when an employee is physically and emotionally present while doing their daily work.
Employee engagement, recognition and how it impacts our daily lives
Getting all the employees engaged in everything that happens in the office and rewarding them by recognising or appreciating their work could lead to a massive change within themselves and as a whole. The below video clip gives a very good understanding on how it could impact one’s life and the change it could bring to work.Video 1.0 : Employee engagement and motivation
(Source: Achievement awards group, 2012)
References:
Employee Engagement & Motivation video. (2012). [video] Achievement Awards Group.Hill, S. A., & Birkinshaw, J. (2012). Ambidexterity and survival in corporate venture units. Journal of Management, 40, 1899–1931. doi:10.1177/0149206312445925
Juneja, P. (2019). Understanding Employee Engagement - Definition and its Origin. [online] Managementstudyguide.com. Available at: https://www.managementstudyguide.com/understanding-employee-engagement.htm [Accessed 22 Sep. 2019].
Kular, S., Gatenby, M., Soane, E. and Truss, K. (2019). Employee Engagement. A Literature Review, [online] (19). Available at: https://eprints.kingston.ac.uk/4192/1/19wempen.pdf [Accessed 25 Sep. 2019].
Kahn, W.A. (1990) ‘Psychological conditions of personal engagement and disengagement at work’, Academy of Management Journal, Vol 33, pp692-724.
Kortmann, S., Gelhard, C., Zimmermann, C., & Piller, F. (2014). Linking strategic flexibility and operational efficiency: The mediating role of ambidextrous operational capabilities. Journal of Operations Management, 32, 475–490. doi:10.1016/j.jom.201.09.007
I agree with above comments. 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).
ReplyDeleteThat's right, potentials found within the individuals has to be utilised to the maximum so the performance level also increases. This could only happen if they are motivated (Rothberg, 2005).
DeleteAgreed, As explain by Carbonara,(2012) Employee's engagement is the enthusiasm and dedication of employees to work. For these dedicated employees, this is much higher than just a paycheck – it’s the desire to work for them to be passionate about their work, and this enthusiasm is often reflected in their achievements.
ReplyDeleteAgree to your statement Sahan, when positive emotions of involvement and behaviour are encouraged, employee performance is increased resulting in employee engagement (Robinson, 2006).
DeleteAgreed.When employees are ‘engaged’, they stand up for their company because they are proud to be a part of it. Also find solutions to problems and create ideas to improve the productivity of the organization (Allen, 2014).
ReplyDeleteWell said Oshantha, according to (Baumruk 2004, Richman 2006 and Shaw 2005) employees emotional attachment towards their workplace is considered to be as employee engagement.
DeleteI agree with you. Establishing an enhanced employee engagement should be a major goal of the Human Resource Management. Adding furthermore, job challenge, opportunities for development, Autonomy, feedback, variety, fit and rewards and recognition play major roles in the application of employee engagement concept (Crawford, et al., (2013).
ReplyDeleteThank you Yohan, (Armstrong, 2006) further explains this as a motivating factor. The reward scheme increases employee engagement, motivation and commitment.
DeleteAgreed.Engagement is a positive attitude held by an employee towards the organization and its beliefs. M. and Agarwal (2017) says that fully engaged employee is aware of the nature of business, and works with peer group to improve their performance at the workplace for the accomplishment of the Organizational goals. Thus, an organization must work to develop and nurture engagement, which requires a two-way relationship between employer and employee.’
ReplyDeleteThank you Radchika, that is absolutely right. Even employees have a right to show their gratitude back To their employers and it is only shown by their level of engagement (Saks, 2006).
DeleteHi Shakir, the importance of employee engagement should not be understated. It refers to the emotional commitment the employee has towards the company (Kruse, 2012). The lack of it leads to poor customer satisfaction, lower employee productivity and high staff turnover. Culmination of these lead to increased production costs and therefore losses to a company (Shannon, 2019).
ReplyDeleteThank you Jehan, even if there is a heavy workload, the employees restrict themselves from performing (Lockwood,2007).
DeleteHi Shakir, Robinson (2004) indicated that the organization must work to support and develop engagement, which requires a two-way relationship between employer and employee.
ReplyDeleteThank you Sithari, as per the (CIPD, 2001)motivation at work greatly depends on the relationship between employees and Managers.
Deletefurthermore, In the Academy of Management Journal article, “Psychological Conditions of Personal Engagement and Disengagement at Work” (kahn,1990), the first mention of employee engagement appeared whereas the underpinnings and major influences on the thought, beginning with the classic sociology text are explained by khan (Goffman,1961).
ReplyDeleteThank you Mizni, according to (Oldham, 1980) employees internal work also gets affected due to their critical psychological factors.
DeleteAgreed on above points. Further, engagement in the form of behavior is visible to others and we want to focus on that behavior because, ultimately, that's what results. Importantly, we know that staff can serve as effective and valid reporters of what's happening within the organization (Macey et al., 2011).
ReplyDeleteThank you Anjula, employees tend to leave if the employee has engagement issues which may result lack in productivity and profitability (Bhatnagar & Biswas, 2010).
DeleteAgreed. A dedicated employee gives his or her best every day and is committed to the values and objectives of the organization. Engagement is an emotional connection; employees choose the extent to which they are willing to go to a company with a sense of their own well-being (Cook 2008)
ReplyDeleteHi Indika, thank you for the comment. Adding more to it, according to (Towers Perrin, 2007) the income in organisations were increased by 19% and their earnings by 28% from year to year and the reason behind was found because of the highly engaged employees.
DeleteHi Shakir, nice introduction to the theory of employee engagement. Employee satisfaction and engagement are often confused for each other hence I believe it's important to note that employee satisfaction, regardless of having some similarities with employee engagement, should not be considered to be the same as employee engagement. For example, even a completely disengaged employee could be satisfied with their job. A high level of Passion and a high level of commitment are two of the key characteristics of an engaged employee - these qualities cannot be measured the same way that one would measure job satisfaction (Macey and Schneider, 2008).
ReplyDeleteHi Nadeeranga, to add more to your comments, there have been time where satisfied employees are always not engaged as well (Macey and Schneider, 2008a).
ReplyDeleteShakir has covered a good knowledge on the employee engagement segment. Employee engagement is highly important in deciding the success of the organization. Adding to this article, achievement awards group (2012), has highlighted that most of the people now a days are not recognized for what they do for the organization.
ReplyDeleteEmployee Engagement is the devotion, passion of employees and effective leadership skills with support from the top management to the employees. Human resource leaders set the drive and creed of their company and spread that positive morale to the employees in the company. 10 C‟s for employee engagement by the author, George Ambler (2007) pulled the facts and highlights as follows: Connect, Career, Clarity, Convey, Congratulate, Contribute, Control, .Collaborate, Credibility and Confidence.
ReplyDeleteMoreover Employee engagement is a distinct and unique construct that consists of cognitive, emotional, and behavioral components that are associated with individual role performance (Saks, 2006). Engaged employees play a key role in achieving organizational success and competitive advantage.
ReplyDeleteAgreed, Employee engagement may seem a relatively recent concept but actually it goes back over 20 years when the term first appeared in an academic journal in 1990. Prior to that, during the 70’s and 80’s, HR’s (or as it was then ‘personnel’s’) focus was on employee satisfaction. But this had little or no connection with performance and was more about the employee than the organisation or the employee’s relationship with it (Marian, 2014).
ReplyDeleteHi Shakir, agree with you as employee engagement is a key factor.
ReplyDeletewhen individuals feel positive emotions, they are able to think in a more flexible, open-minded way and are also likely to feel greater self-control, cope more effectively and be less defensive in the workplace West (2005).
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ReplyDeleteEmployee engagement plays an important role in the motivation of employees. With virtual employee engagement activities, we can engage our remote employees in team building activities and games. These activities also boost morale of the remote team employees.
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