MN7181-Employee Engagement

"Employee Engagement”

Engagement is a positive, two-way, relationship between an employee and their organization. Both parties are aware of their own and the other’s needs, and the way they support each other to fulfill those needs. Engaged employees and organizations will go the extra mile for each other because they see the mutual benefit of investing in their relationship (Chiumento, 2004).

Employee engagement has become a hot topic and that has been captured major role of modern Human resource management context. Employee engagement is a practical approach which should be applied within the workplace while ensuring that the employees are dedicated to their organization’s goals, objectives and values, encouraged to contribute to organizational success, and are able at the same time to enhance their own sense of well-being.

Most importantly, employers can have a great influence on employee’s level of engagement through appreciation, healthy interactions, brainstorming, group discussions, common games etc. That is what makes employee engagement as essential as a tool to fulfill ultimate success of the organisation.

If employees can't sit down with their boss and talk about things, then it can be detrimental for the company in the long run, doesn't matter how many policies and procedures are put in place.

The way that treats its employees by an organisation, employee engagement is divided in to 03 segments.

1)      Engaged                           - Employees are working with passion with an emotional bonding with the organisation. They drive organisation towards success and could be considered as loyal, Committed and productive employees.

2)      Not Engaged                - Employees are come to work and do what is asked by the manager. They process work to rule concept. However they have a little more passion and always looking their own goals which are not connected with organisational aspect.

3)      Actively Disengaged            - Employees who are working with negative attitudes. Most of the time they shows their unhappiness during the work actively and they always refuse to give their commitment to achieve organisational goals and objectives.          

Employees require to be adopted in a working environment which will lead them to show their commitment that organizations are looking for. An organization has to promote the factors which have a positive effect of engagement through every business activity that they do.

           

Employers need to have a thorough understanding about their employee’s expectations and future plans. Further, it can also be concluded that high levels of employee engagement may lead to enhanced employee commitment and involvement towards respective jobs while creating a motivated workforce – that will work together to achieve the common goals   of the organization.

References

Allen, M. (2014). Employee Engagement – A Culture Change. Immediate impact-endless possibilities, [online] pp.1-4. Available at: https://www.insights.com/media/1091/employee-engagement-a-culture-change.pdf [Accessed 6 Jan. 2019].

Mehtha, D. and Mehtha, N. (2013). Employee Engagement: A Literature Review. Economia. Seria Management, [online] 16(2), pp.209-215. Available at: http://management.ase.ro/reveconomia/2013-2/1.pdf [Accessed 6 Jan. 2019].

(Chiumento, 2004): Armstrong, 2006. A Hand Bok of HUMAN RESOURCE MANAGEMENT PRACTICE. 10th ed.