MN7181 People and Organisation: Blog 07. Employee Engagement and HRM



Employee Engagement is an important concept for any organization in today’s business world because of the entire world has to face a different type of rapid changes and developments in the areas of competition, business environment, technology, political situation, and labor rules and regulation. Because of these changes, employers identified that the way they deal with their employees should change to overcome these competitive situations and achieve competitive advantages. Many authors have defined an employee Engagement as follows.

Employee Engagement is forming facilities for employees to connect them with their coworkers’ managers and to the organization while changing the organization ’s environment where employees are satisfied motivated and want to connect with their work while having a hope of doing a good job. As it is concept places flexibility, change and continuous improvement at the heart of what it means to be an employee and an employer in a twenty-first-century workplace (CIPD, 2009).

Employee engagement is defined as an emotional commitment of employees that they feel about the organization and the actions taken by them to ensure the organization’s success. Gallup (2012) research done UK workers have identified,

There are three types of employee engagement identified as engaged, not engaged and actively disengaged. 

Impact of dis-engaged employees toward the organization

As per the Graen (2008) research in Procter and Gamble explained that actively disengaged employees directly impact to low performances. Actively disengaged employees direct the organization to change its culture, reduce the commitment of engaged employees. Then they identified employees as cost sources for HR, because of low commitments received by organization although they gave higher wages and allowances for them.

Baumruk (2006) identified that a company can achieve higher performances with a lower turnover due to high commitment of its employees. It shows that if the employees’ commitments and engagement towards the company are high, they will be able to achieve high performances with obtaining competitive advantages. But employees do not give their optimal contribution to the company it means the company’s procedures do not match with their expectations. To fulfill their expectations organization has to take proper actions to motivate them and maintain high employee engagement continuously.

Maybe the employees are happy when they work, but it doesn’t mean that they are working hard in a productive manner on behalf of the company. Although the company give a different kind of benefits, arrange parties and functions, make employees happy is different from make them engaged.

The benefits of engaged employees to the organization.

Engaged employee spread themselves to achieve organizational needs by taking initiatives proactively and support the organization’s culture and values, stay motivated and vigilant with believing that he/she can make a difference’ (Kaufman et al., 2007).

In according to Forbes, most of the researches confirmed that the employee engagement is a key factor which impacts directly to increase profitability, performance, commitments and finally goal accomplishment. But most of the organizations still haven’t proper strategies to achieve the same. Employee engagement is an emotional commitment of the employee has toward the organization and its goals. Not only monetary rewards are the solution to increase motivation but also important to consider the management style of the company and Employer-Employee relationship.


References:
Baumruk.R. (2006). Why managers are crucial to increasing engagement, Strategic HR Review, Melcrum Publishing, Jordan. pp. 180-186.

Charted Institute Of Personnel and Development. (2009) Employee engagement in context. London: CIPD: London: [Online] Available: http://www.cipd.co.uk/changeagendas :(Accessed on 3rd June 2018)

Gallup (2006), Gallup study: engaged employees inspire company innovation. The Gallup Management Journal.pp.6-15. 


Graen GB (2008), Enriched engagement through assistance to systems change: A  proposal, Industrial and Organisational Psychology, 1, pp.74–75.

Kaufman JD, Mead AD, Rauzi T, DeVille JO (2007), An Empirical Investigation of the Stability of Employee Engagement, [Online]

Comments

Post a Comment

Popular posts from this blog

MN7181 People and Organisation: Organizational culture. Blog 09

Image
Organization Culture The culture of the organization impacts to every stage of organizations functioning and how its work gets done. Organizations culture is defined by different scholars as follows. Schein.E (1992) defined about culture as a pattern of sharing basic values and expectations that the organization has learned and is considered as valid and to be introduced to new members as it is the correct way to perceive. In according to Schein (2004) he explained culture as a dynamic force which plays an important role in the organization, an employee engaging with collaborating as it is designed up by the employees and management movements, attitudes and behaviors. Every organization has its own inherent culture includes a combination of different values, norms personalities, traditions, feelings, perceptions, believes and goals. Those Values and beliefs create employee's connection and relationships with each other and then employees feel str...
Read more

(MN7181) People and Organisation: Principles and Practice in Global Contexts - Blog 04 Employee Relations and Psychological Contracts.

Image
Employee relations and psychological contracts Employer-Employee Expectation In according to (Armstrong,2017) In any organization employees have a different type of expectations from his employer such as treat them reasonably, fairly, and consistency base on justice, providing good working conditions, health and safe environment, job security and recognition for their job. Not only them but also employer have some expectations from his employees such as well perform their duties and task, respect to organization policy and procedures, maintain trust and honesty and etc.. As per the (Henderson,2017) If an employer feels that employees performance are not satisfied he has the right to take appropriate actions against it and on the other hand if an employee feels that his expectations are not met he has the right to peruse for grievances. Understanding the expectations of both parties create good employee-employer relations within the organization. The meaning of empl...
Read more

PERFORMANCE MANAGEMENT IN ORGANIZATIONS - Blog 06.

Image
Perf ormance Management Performance is the Behavior that accomplishes results (Brumbach 1988, cited in Armstrong 2014, p.334). Performance Management can be identified as a process of Human Resource Management (HRM), as it involves with an assessment of the current and previous performance of an employee, a specific team or within the whole organization. Performance Management is a complex process and base for many practices related to HR such as the need for training,  recruitment, career development, rewarding, etc. (Slavić, et al., 2013) . According to CIPD viewpoint, PM is an activity engages with a set of processes which aims to maintain and improve performance in line with organizational objectives. It ’s operational, the aim is to ensure that employees are contributing to business objectives positively (CIPD, 2017). Cappelli &Tavis (2016), explained that current changes in performance Management are an outcome of changing strategic...
Read more