DEFINITION AND KEY COMPONENTS OF EMPLOYEMENT ENGAGEMENT
BENEFITS OF EMPLOYEE ENGAGEMENT
INTRODUCTION
“Engagement takes place when people are committed
to their work and the organization and are motivated
to achieve high levels of performance” (Armstrong 2014, P.193)
DEFINITIONS OF EMPLOYEE ENGAGEMENT
Employee engagement is defined as Willingness & commitment of the employees who may go for an extra mile to contribute to the success of their organisational goals by putting their creativity & energy in to it (Perrin, 2007). Employee engagement is also defined as an emotional bonding of employees towards their organisation & it’s goals (Evans & Lindsay 2012, Baumruk 2004, Richman 2006 and Shaw 2005). Employee engagement & employee satisfaction are two different things (Fernandez, 2007). As an example, people who worked in government sector are fully satisfied with their jobs while less engaged to the organisation. Employee engagement responsibility goes to both employee & employer as this is a two-way relationship with both parties (Kruse, 2011)
KEY COMPONENTS OF EMPLOYEMENT ENGAGEMENT
According to institute for employment studies, commitment, motivation and organisational citizenship are key components for Engagement. Overlapping of these components creates engagement (Armstrong, 2014)
Figure 1: IES Model of employee engagement
(Source: Armstrong, 2014)
REFERENCE
Armstrong, M. (2014) Armstrong’s handbook of human resource management practice. 13th ed. London: Kogan Page.
Employee Engagement is a business management concept and could be defined as a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues and organization that profoundly influence their willingness to learn and perform at work” (Shanmuga & Vijayadurai, 2014).
ReplyDeleteEmployee engagement is defined as Willingness & commitment of the employees who may go for an extra mile to contribute to the success of their organisational goals by putting their creativity & energy in to it (Perrin, 2007). Engagement takes place when people are committed to their work and the organization and are motivated to achieve high levels of performance (Armstrong 2014, P.193). Kanaka (2012) states stress free environment is also important factor for company success and employee engagement. When employees are happy and comfortable work place the atmosphere can make employee more successful
DeleteResearchers have confirmed and generalized these personal experiences. For example, work by Saks (2006: 613)revealed that engagement levels are predicted by perceived support granted to employees by the organization and that measures of engagement themselves predict levels of job satisfaction,commitment measures, intentions to quit, and positive behaviours within the organization
ReplyDeleteThank you Anne for your valuable comment. Employee engagement responsibility goes to both employee & employer as this is a two-way relationship with both parties (Kruse, 2011). It is better that the starting point comes from the top management.
DeleteLeamy (2017) details four key to building an engaging culture, they are 1) use employee experience journey mapping 2)get all functions involved in generating talent magnetism 3)be honest what employee should expert-an deliver on it 4)learn, explore and adapt.
ReplyDeleteHi Dishan, You have confirmed my findings again with this statement. According to Lockwood (2007), The HR mission is to create a working environment that encourages engagement and attracts potential employees. As per Stairs and Galpin (2010) low absence, high productivity, quality products, increased sales, higher profitability, customer satisfaction, faster business growth and higher chance of business success mentioned as the outcomes of employee engagement. engaged employees results in sustainable competitive advantage (Pandey, 2013).
DeleteThe key factor affecting the employee’s satisfaction and commitment of the organization is the working environment (Hanaysha, 2016). A stimulating and safe working environment can attract employees because their needs can be met and to be successful, the organization must design the work environment so that the organization can improve employee commitment and motivation, and ultimately deliver results.
ReplyDeleteThank you for comment Chandrika. That is true as I have mentioned in my blog also as Employee engagement responsibility goes to both employee & employer as this is a two-way relationship with both parties (Kruse, 2011). That's why Lockwood (2007), The HR mission is to create a working environment that encourages engagement and attracts potential employees.
DeleteThanks for sharing! If you're looking for a fun employee engagement games to kick-off a meeting to make a virtual meeting more engaging, these are the best Online employee engagement games for remote employees.
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