Introduction
In order to achieve organizational performance goals employee
engagement could be considered as an important factors well as a factor of
motivation (Chandani, Mehta, Mall, & Khokhar, 2016). A good working
environment will in turn enable the employee to give highest results to the
company (Velotti, Zavattini, & Garofalo, 2013).
Managers agree that presently there is a demand
for efficiency and productivity than any other times before as
businesses are taking every effort to increase the productivity and
profitability (Harter, Schmidt, & Hayes, 2002). Today Managers are
facing many challenges in putting themselves among the competitors .There had
been been certain techniques suggested by different researches such as Total
quality management and Business process Engineering and same was found useful
in enhancing company performance by focusing on operational and process
improvements (Kaynak, 2003).
Once the employees are committed on assigned duties in an
enthusiastic working environment, employees become highly motivated and encouraged to achieve set targets and goals at
highest level. Furthermore managers prefer to retain engaged employees over
disengaged employees (Agustin & Glavas, 2012).
The word, engagement has been replaced with the words such as
job satisfaction, motivation and commitment recently (Schaufeli, Leiter,
& Maslach, 2009). Further, engagement defines the employee commitment and
positive behaviors aligned with achieving organizational goal and
objectives (Shuck & Wollard, 2010).
REFERENCES
Aguinis, H., & Glavas, A. (2012). What We Know and
Don’t Know About Corporate Social Responsibility: A Review and Research
Agenda. Journal of Management, 38(4), 932–968.
https://doi.org/10.1177/0149206311436079
Chandani, A., Mehta, M., Mall, A., & Khokhar, V.
(2016). Employee engagement: A review paper on factors affecting employee
engagement. Indian Journal of Science and Technology, 9(15).
https://doi.org/10.17485/ijst/2016/v9i15/92145
Kaynak, H. (2003). The relationship between total
quality management practices and their effects on firm performance. Journal
of Operations Management, 21(4), 405–435. https://doi.org/10.1016/S0272-6963(03)00004-4
Schaufeli, W. B., Leiter, M. P., & Maslach, C.
(2009). Burnout: 35 years of research and practice. Career Development
International, 14(3), 204–220. https://doi.org/10.1108/13620430910966406
Shuck, B., & Wollard, K. (2010). Employee
engagement and HRD: A seminal review of the foundations. Human Resource
Development Review, 9(1), 89–110.
https://doi.org/10.1177/1534484309353560
Velotti, P., Zavattini, G. C., & Garofalo, C.
(2013). Lo studio della regolazione delle emozioni: Prospettive future. Giornale
Italiano Di Psicologia, 40(2), 247–262.
https://doi.org/10.1002/job.515
In the present business environment, organizations across the globe are enhancing the level of engagement of their employees in order to gain competitive. Employee engagement is absolutely connected to organizational commitment. According to Sacks 2006, that commitment refers to a person’s attitude and affection towards their organization. An engaged employee is totally dedicated towards the job as well as organizational goals and objectives and be loyalty to the organization (Kumar & Swetha, 2011).
ReplyDeleteMost of the research which was done on employee communications and employee engagement have proven that there is a need for employees to identify and understand organizational goals and objectives (CIPD, 2006). Further, As stated by Wellins and Concelman (2005), affection and the engagement can be created in the mind set of the employees by cultivating good norms in the organization and in creation of more bonding with the employees.
DeleteEffective enjoyment is consist of employee's skills, competencies, commitment, motivation and loyalty, problem solving capability, innovation, knowledge and attitude (Sahoo. & Sahu.,2009).
ReplyDeleteAgreed with your comment Taniya,Spending time with employees and sharing ideas with an intention of enhancing motivation is part of empowerment(Kirkman &Rosen,1997,1999,Thomas & velthouse,1990)
DeleteSoltis (2004) argues in order to create a highly engaged
ReplyDeleteenvironment managers must be engaged; “if managers aren’t engaged its unlikely employees will respond to any efforts to engage them” (p2). Research has demonstrated that employee
engagement tends to be based on factors such as the relationship they have with their managers (Blizzard 2003). Yet other theorists claim that employee engagement depends on
offering empowerment and that jobs should fit employees’ interests (Lloyd 2004 and MacDonald 2002).
Managers play a considerable role in the context of employee engagement. Training and development, motivation, communication, coaching and counselling kind of facts are directly being routed through the managers. Moreover, HR personals and the Manager of front line should engage together as its a dual coordination in achieving of organizational objectives (Perrin, 2003).
ReplyDeleteWe are a team of expert professionals, striving to foster effective employee engagement and reinforce team spirit. We study your requirements and put together our expertise to rejuvenate your team.connect with us at EMPLOYEE ENGAGEMENT ACTIVITIES
ReplyDeleteAmazing Blog! Digital employee engagement platform - SOS helped organizations to build a digital platform to help the corporate employees be more productive through positive engagement and brand connection.
ReplyDelete