Employee engagement refers to
employees’ physical, mental and emotional involvement in the work, there
are three main factors can be impacted to employee engagement, Organizational
factors, job factors and
individual factors (Sun & Bunchapattanasakda,2019).
Many organization still fail to gain
the anticipated results of employee engagement due to lack of awareness about
the affecting factors, there are key predictors of employee engagement, career
development, employee empowerment, interpersonal relationships, communication,
leadership, organizational culture, job design, compensation system,
performance management, and individual factors like extraversion, carefulness
and positive affectivity(Tewari,2020).
There is a positive or negative
relationship between reward, work-life-balance, work environment and employee engagement,
organization should maintain that level of relationship positively to have a better
employee engagement (Husna & Shah & Zailan,2016).
The approach of employee engagement
for new employees started from the stage of employee selection &
recruitment by selecting the correct employee & providing a realistic job scope,
organizing strong induction & orientation program giving demanding training
& development program covering soft skills, technical skills, leadership
developments(Gangwani,2015).
Sharma(2019)Investigated that
engaged employees and constantly shows main three behaviors which develop
organizational performance: Say – The employee promotes for the
organization and refer potential employees and customers, Stay – The
employee has a strong willingness to be a member of the organization, Strive
– The employee use additional time, effort, and initiative to add to the
realization of the business objectives.
The organization I work in, a leading
organization in Sri Lanka manufacturing industry, employees are working happily
with the appreciation of management, Leaders are good listeners & empower the
employees with responsibilities at the right time, Organization leadership type
is transformational, communication is extremely effective, every employee
receive information via SMS on time, bonus & increments directly combined to
employee performance, training & developments programs are on-going-lean,communication,technical,stress
management. Organization is moving as a highly reputed organization who is manufacturing
world number one brand. Employees are highly respected in the society including
myself.
Figure 01 -Model of Employee
engagement.
(Source: Bedarkar & Pandita,2014).
Figure 01 illustrated leadership,
communication & work life balance are the three specific drivers of engagement
& assume that these drivers lead to employee performance, which ultimately
results in higher organizational performance (Bedarkar & Pandita,2014).
The best skills & characteristics
of the employees in any organization will depend on the approach of employee engagement,
if the organization fail to satisfy employees, danger of losing the talented
& high skill employees (Singh and Sabharwal, 2011).
Recognition is the key factor in any
type of organization to show employee value to the organization (Danish and
Usman, 2010).
References,
Bedarkar,M.,Pandita,D.(2014) A study
on the drivers of employee engagement impacting employee performance.Procedia-social
and behavioral sciences,106-115.
Danish, R. and Usman, A. (2010)
Impact of Reward and Recognition on Job Satisfaction and Motivation: An
Empirical Study from Pakistan. International Journal of Business and
Management, 5(2),162.
Gangwani,S.(2015)Effectiveness of
employee engagement in organizations:An Overview. International Journal of Research in
IT and Management,6(11),132-141.
Husna,M.I,Shah,M.M,Zailan,S.N.(2016)
How Work Environment affects
the Employee Engagement in a Telecommunication Company.3rd International
Conference on Business and Economics,419-426.
Sharma,K.R.(2019) Employee Engagement – Key Element of
Employee Performance at Workplace: A Review of Literature. International
Journal of Management, Technology And Engineering,IX(III),110-120.
Singh, A. K. and Sabharwal, S. (2011)
Talent Quotient Model for Effective Talent Management: An Empirical Study.
The Indian Journal of Commerce, 64(2)145-156.
Sun,L., Bunchapattanasakda,C.(2019) Employee Engagement: A Literature
Review. International
Journal of Human Resource Studies,9(1)63-80.
Tewari,I.(2020) Factors that Drive Employee
Engagement in Organizations: A Review. International Journal of Psychosocial Rehabilitation,24(5)6767-6773.
Well said Sandun ,Organizations with proper employee engagement strategies can increase the employee effectiveness and productivity level while reducing the staff turnover rate (Robertson-Smith & Markwick, 2009).
ReplyDeleteAgreed Sandun, As per a Watson(2008) suggested that company with highly engaged employees achieves a financial performance four times greater than companies with poor engagement.
ReplyDeleteAgree with your points Sandun, as Per Walter, (2015), disengagement and personal engagement are related an employee’s behavioral state is a key driver of motivation to demonstrating behavior at the professional and personal levels (Deci, 2008). The engagement level of employees affects the productivity of an organization. The motivation level of an employee is related to job satisfaction. The emotional state of an employee also relates to motivation. When employees begin to withdraw, and hide their identities, ideas, and feelings, they become disengaged and defensive, resulting in an adverse effect on work performance (Ryan, 2005).
ReplyDelete