According
to Kompaso and Sridevi (2010)
in this century, managers focus more on efficiency and productivity than any
other times in history. Businesses are struggling to
increase their performance & managers have been coping with many challenges
to succeed to put their company ahead of competitors. To enable managers to
oversee, various researchers, analysts and advisers have been contributing
their part demonstrating the most ideal ways they believe are useful to
managers. Total Quality Management (TQM) and Business Process Re-engineering
have been recognized as helpful techniques in increasing organizational
performance by focusing on operational and process improvements Management of
the organizations were still being used as tools for management in their effort
to plan, execute and control the desired changes in the operational quality.
Further
Kompaso and Sridevi (2010) state
thanks to technology, today business companies are making use of advanced
techniques of operation. As the sophistication of technologies continues to grow,
they pose more challenges for managers because organizations will have to need
more number of employees with increased technical and professional skills. These
knowledge workers cannot be managed with old styles of totalitarian management.
They expect operational autonomy, job satisfaction, and status. It is because of
these facts that the attention of managers is shifting towards employees’ side of
organizations. From the last quarter of the twentieth century onwards, concepts like
employee commitment and Organizational Citizenship Behavior (OCB) started to
appear on the ground that Efficiency and productivity line within the
employees’ ability and commitment. Managers’ eye is on how to keep employees
engaged in their job. Employers now realize that by focusing on the employee.
Robinson, et al, 2004 indicated that the organization must work to support and develop engagement, which requires a two-way relationship between employer and employee. Employee engagement is influenced by many factors that involve both emotional and rational factors relating to work and the overall work experience (Perrin, 2003). Engaged employees are attached to their organization emotionally and highly involved in their work with great interest & passion for the achievement of their employer, going the extra mile beyond the employment contractual agreement (Kompaso and Sridevi, 2010). However, employee satisfaction is not the same as employee engagement (Fernandez, 2007). According to (Noe et al, 2009), some individuals confound employee engagement with job satisfaction. For example, Government employees are highly satisfied with the freedom which they have in their jobs but there is no proper engagement. Everyone benefits when the employees are properly engaged with their organization and the performance is high which will take the organization forward.
Robinson, et al, 2004 indicated that the organization must work to support and develop engagement, which requires a two-way relationship between employer and employee. Employee engagement is influenced by many factors that involve both emotional and rational factors relating to work and the overall work experience (Perrin, 2003). Engaged employees are attached to their organization emotionally and highly involved in their work with great interest & passion for the achievement of their employer, going the extra mile beyond the employment contractual agreement (Kompaso and Sridevi, 2010). However, employee satisfaction is not the same as employee engagement (Fernandez, 2007). According to (Noe et al, 2009), some individuals confound employee engagement with job satisfaction. For example, Government employees are highly satisfied with the freedom which they have in their jobs but there is no proper engagement. Everyone benefits when the employees are properly engaged with their organization and the performance is high which will take the organization forward.
List of
References
· Fernandez, C. (2007).
Employee Engagement. Journal of
Public Health Management and Practice, 13(5), pp.524-526
· Kompaso, S. and
Sridevi, M. (2010). Employee Engagement: The Key to Improving
Performance. International
Journal of Business and Management, 5(12 )
· Noe, R. A., Hollenbeck, J. R., Gerhart,
B. & Wright, P. M., (2009). Human
Resource Management: GAINING A COMPETITIVE ADVANTAGE. Fifth Edition
ed. New York: Tata McGraw-Hill
· Perrin T. (2003). Working Today:
Understanding What Drives Employee Engagement The 2003 Towers Perrin Talent
Report U.S Report. [Online] Available: http://www.towersperrin.com/tp/getwebcachedoc?
Webc = HRS /USA/2003/200309/Talent_2003.pdf (October 30, 2008)
· Robinson D., Perryman S., and Hayday S.
(2004). The Drivers of Employee Engagement Report 408, Institute for Employment
Studies, UK
well structured article sithari and agreed with the statements made.According to Robertson-Smith and Markwick,(2009) Organization can reduce the staff turnover rate, while increasing the employee effectiveness and productivity level by having a proper employee engagement strategies.
ReplyDeleteHi Nayani, Thanks for the concern. Mainly staff leave company due to lack of growth & progession. Opportunity for growth and development is very important for retaining good employees. If an employee feels trapped in a dead-end position, they are likely to look towards different companies for the chance to improve their status and income.If the company can make them engaged employees they work effectively.
DeleteAnd BlessingWhite (2008) reports that 85 per cent of engaged employees plan on sticking around compared to 27 per cent of disengaged employees.
DeleteThank you for sharing this detailed introduction to the topic! Adding to the point you have made regarding the differences between job satisfaction Vs. employee engagement, according to Macey and Schneider (2008), a high level of Passion and a high level of commitment are two of the key characteristics of an engaged employee - these qualities cannot be measured the same way that one would measure job satisfaction.
ReplyDeleteHi Nadeeranga, Agree with you. Employee engagement is a hard‐nosed proposition that not only shows results but can be measured in costs of recruitment and employee output (Robertson-Smith and Markwick, 2009).
DeleteHi Sithari, an interesting point you brought up regarding the difference between engagement and job satisfaction. It is vital managers are well aware and differentiate between the two. For example, as Rogel (2018) describes, an employee can be satisfied without being engaged at work. Truly engaged employees offer improved customer satisfaction, innovation and quality.
ReplyDeleteHi Jehan, thank you for your concern on my blog. Yes, as you mentioned engaged employees feel good at work (Robertson-Smith and Markwick, 2009), they work harder, and when they work harder they produce more quality work which in the end points to a happy customer. Happy customers keep coming back and they refer other people to your company.
DeleteAgreed.Kahn (1990) described the engaged employee as an individual with physical, cognitive and emotional energies concentrated on achieving task-related goals. There are numerous definitions of engagement (Schaufeli, Salanova, Gonzáles-Romá, & Bakker, 2002; Bakker & Leiter, 2010), however, Schaufeli and Bakker’s (2010) definition of “a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication, and absorption” is commonly preferred. Engagement has been discussed in terms of multiple dimensions, but “there is a growing consensus that engagement can be defined in terms of high levels of energy and high levels of involvement in work” (Bakker, Albrecht, & Leiter, 2011).
ReplyDeleteHi Radchika, thank you for adding more definitions about employee engagement to my blog. Employee engagement is a vast construct that touches almost all parts of human resource management surfaces (Kompaso and Sridevi, 2010). Employee engagement is stronger predictor of positive organizational performance clearly showing the two-way relationship between employer and employee.
DeleteHi Sithari, a very good introduction.
ReplyDeleteEngaged employees care about the future of the organization and are loyal to the organization. Engaged employees will stay with the organization, perform better and become committed to their organization. They form an emotional attachment with their organization, develop a positive attitude towards their organization and provide customer satisfaction. Effective employee engagement is the key for improved organizational performance (Kahn, 1990).
Dear Thilana, I total agree with you. According to Robertson-Smith and Markwick(2009), Engaged employees are more likely to stay with the organisation, perform 20 percent better than their colleagues, and act as advocates of the organisation.
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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 TEAM BUILDING PROGRAMMES
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ReplyDeleteI appreciate your efforts for this wonderful blog. Thankyou for sharing this interesting and useful information with us. There are many other amazing online employee engagement activities for employees. Visit our website to Check that interesting games for enjoyment and fun for team celebration sosparty.io!
ReplyDeleteDue to the current pandemic, many organizations prefer work-from-home for their employees. So they only meet virtually. With online employee engagement activities, they share their thoughts, plays games and participate in various activities.
ReplyDeleteEngaged employees care for the company, they’re not simply working for salary and promotions but they also work effectively and efficiently for the growth of the company. Online employee engagement activities have become the most popular topic for leaders and HR professionals, because of the pandemic conditions.
ReplyDeleteEngaged employees work effectively and efficiently for the organization And the technology adds more fun to the employee engagement and the team-building of the employees. As employees are virtually connected with each other through digital platforms. Driving online employee engagement activities could be one of the most important factors for the organizations
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