Employee
Engagement
October 17 , 2018
INTRODUCTION
Employee engagement is the positive attitude held by
the employee towards the organization and its values (Robinson et al , 2004 ,
cited in Caplan , 2011) . Evans & Lindsay (2011) states that the Employee Engagement is the emotional
commitment employees have towards the organization and its goal. Employee
engagement is further defined as a work
place approach designed to ensure that employees are committed
to their organization goals and values motivated to contribute to organizational
success and are able at the same time to enhance their own sense of well-being (
Macleod and Clarke , 2009, cited in Armstrong et al 2010 ) . An engaged
employee is the one who is aware of business contact and works closely with colleague
to improve performance with in the job the benefit of organization (Bevan et al
, 1997 , cited in Armstrong et al , 2010) .
Characteristics
of an Engage Employee
Caplan (2011) identifies Characteristic of Engage
Employee as follows ,
1 Feel Respected & treated fairly in area such
as pay, benefits, Job security & Opportunity
2. Know that they are listening to and that they are
opinion count.
3. Understand how they contributes to organizational
goals and success.
4.feel proud of their jobs and they are
accomplishments.
5 now what the future might hold for them and how
they might be supported to get there.
6. Enjoy good productive relationship with their for
works
Figure.1: The IES Model of employee engagement
(Source:
Armstrong et al, 2010)
According to the IES Model 03 components are
contributed to create Employee engagement concept.
Commitment- Commitment represents the strength of an
individual’s identification with, and involvement in, an organization (Armstrong
and Taylor , 2014) .To build sound foundation for employee commitment fair
process , employee involvement , evolving business strategies and work re
design should be placed (Sharma , 2002) .
Motivation- Motivation is the force that energizes,
directs and sustains behavior. High performance is achieved by well-motivated
people who are prepared to exercise discretionary effort (Armstrong, 2010) .
Organizational citizenship behavior –Organizational
citizenship behavior is an outcome of the attitudes of job satisfaction and
organizational commitment (Little and Little , 2006 , cited in Armstrong and
Taylor , 2014 ) . Organizational citizenship behavior is the noncompulsive, helpful, and constructive
behaviors that are directed to the organization or to its members (Bateman and
Organ , 1983; Podsakoff and MacKenzie , 1994 , cited in Donavan et al , 2004 ).
Further Job Satisfaction & Empowerment is considered as components of Employee
Engagement. Empowered
employees will display sufficient confidence to do whatever is necessary to
meet customer service needs, they will understand and manage potential tensions
between organization. The empowerment of employees will result in the desire
out comes (Barry, 1993 ; Johonson & Redmon , 1998 , cited in Lashley , 2001).
Job Satisfaction was defined by Locke as
‘a pleasurable or positive emotional state resulting from the appraisal of
one’s job and job experiences’ (Locke , 1976 : 1304 , cited in Armstrong and
Taylor , 2014) . Engaged employees are more likely than not to be satisfied
with their jobs. Job satisfaction is regarded as an antecedent of work engagement
(Yalabik et al , 2013: 2805 , cited in Armstrong and Taylor , 2014) .
Reference
List
Armstrong, M.(2010) Armstrong's
Essential :Human Resource Managewment Practice,Guide to People Management. London : Kogan Page Limited .
Armstrong, M. and Taylor,S.
(2014). Armstrong's Handbook of Human Resource Management
Practice. 13th edition. London: Kogan Page Limited.
Caplan , J . (2011) The Value of Talent, Promoting talent Management across the
organization . London: Kogan Page
Limited.
Donavan , D.T. , Brown , T.J. and Mown , J.C. (2004)
Internal Benefits of Service-Worker Customer Orientation: Job Satisfaction,
Commitment, and Organizational Citizenship Behaviors . Journal of Marketing, (1)131-131
.Source-https://www.researchgate.net/profile/Todd_Donavan/publication/200824206_Internal_Benefits_of_Service-Worker_Customer_Orientation_Job_Satisfaction_Commitment_and_Organizational_Citizenship_Behaviors/links/0c9605390a93a7442c000000/Internal-Benefits-of-Service-Worker-Customer-Orientation-Job-Satisfaction-Commitment-and-Organizational-Citizenship-Behaviors.pdf[Accessed
08 October 2018] .
Evans,
J. R. & Lindsay, W. M. (2011). The Management and Control of
Quality .8th edition. New York:South Western College Publishers
.
Lashley, C.(2001) Empowerment :HR Strategies for Service Excellence.Woburn ,
Butterworth-Heinemann .
Sharma , V.K. (2002) Human Resource Management: Evolution & the Challenges Ahead .
New Delhi : Viva Books Pvt Ltd .
Dear Kasun, Employee Engagement is also a stronger predictor of positive organizational performance clearly showing the two way relationship between employer and employee compared to the three earlier constructs: Job Satisfaction, employee commitment and organizational citizenship behaviour is closely linked with organizational performance outcomes. Employee engagement begins from the top or it is unthinkable to have engaged people in the organizations where there is no engaged leadership (Bhavani, Sharavan and Arpitha, 2015).
ReplyDeleteHi Kasun, your blog is very interesting and it describes how the employee engagement is linked to the banking sector. Since there is an intense competition at present amongst the commercial banks in Sri Lanka, it is important to have actively engaged employees to face the severe competition and achieve organizational objectives. There is a conclusive and compelling relationship between employee engagement and profitability of an organization through higher productivity, higher sales, and increased customer satisfaction and employee retention (Macey and Schneider, 2008).
ReplyDeleteGood read Kasun, however Seijts and Crime (2006) offers interesting insights through what they termed as “Ten C’s of Employee Engagement” namely Connect, Career, Clarity, Convey, Congratulate, Contribute, Control, Collaborate, Credibility and finally Confidence.
ReplyDeleteHi Kasun well organized blog which gives a clear flow of information on Employee Engagement to the reader, I highly appreciate your work. Further I will like to add Employee engagement is a change in culture – a change in how leaders lead, what they do and the decisions they make. It is not the accountability of a single department nor is it an initiative or a project that a focus group or a specialist team can deliver. Unless employee engagement becomes a fundamental part of an organization's philosophy and ingrained within the attitude and behavior of the leaders, then it will become ‘just another initiative’ with little effect(Allen,2014).
ReplyDeleteEmployee engagement is one of the key areas that an organizations strategic human resource Management (SHRM) makes efforts to harness. Since employee engagement directly connects to the company’s core objectives and goals. Employee engagement is measured in three main categories which are, Engaged Employee, not-engaged employee and Actively Disengaged Employee and needs to address every category (Gallup, 2006). In this blog the key factors of the subject is successfully discuses providing comprehensive knowledge to the reader.
ReplyDeleteHi. Kasun, you have elaborated employee engagement in practice with the banking sector. I suggest it is vital if level of employee engagement could be measured. Currently there are several employee attitude surveys in use. Variety of parameters such as extent of an employee’s pride about their organization, capability and willingness to work as a team, willingness to go the extra mile, belief about organizational products and services and their belief that the organization provides them opportunity to perform at their best (Robinson, 2007)
ReplyDeleteWonderful blog! Employee engagement is an opportunity for every employee to gather around a big table with colleagues. Due to the current situation, we can't organize these employee engagement events in person. Online employee engagement activities make it possible to connect with remote team employees around the world.
ReplyDeleteEngaging employees is essential for retaining valuable talent and for employee satisfaction. An employee engagement company, help corporates and other organizations to engage their employees in a fun and innovative manner. These fun ideas also help in the employee's team-building process.
ReplyDelete