Employee Engagement
Employee engagement is the
emotional commitment employees feel towards their organization and the actions
they take to ensure the organization’s success; engaged employees demonstrate
care, dedication, enthusiasm accountability and results in focus. When employees
care - when they are ‘engaged’ - they use discretionary effort. They stay
behind to get a job done because they are committed and feel accountable and
want to, they pick up the cups left behind on the table in the meeting room or
the rubbish that missed the bin because they care about their workplace. They
stand up for their company because they are proud to be a part of it, they find
solutions to problems and create ideas to improve; they are emotionally engaged
with their organization and they care. How an organization treats its employees
has a direct impact on its employees’ engagement.
Harnessing of organization
members’ selves to their work roles; self-employment and self-expression of
people physically, cognitively, and emotionally in their work lives, (Kahn 1990).
engagement is a mixture of
commitment, loyalty, productivity, and ownership, (Wellins and Concelman 2005).
different and unique concept‖
which is composed of knowledge, emotion, and behavior, (Saks 2006).
Engaged employees
Work with passion and feel an emotional
connection to their company. They drive innovation and move the organization
forward. They are characterized as being loyal, committed, productive and
deliver results.
Not Engaged employees
Come to work and do what is asked of them but
have little energy or passion for their work. They feel no meaningful
attachment to their job or company. They can easily be tempted by job vacancies
elsewhere.
Actively Disengaged employees
They aren’t just unhappy at work; they
actively show their unhappiness. These employees demonstrate negative,
uncooperative and sometimes hostile behaviors and attitudes. They undermine
their teams and their business.
what will it take to engage employees,
1.
Research & evaluation.
2.
Engage leaders, coach and develop.
3.
Make immediate changes.
4.
Engage your teams.
5.
Implement the process to embed change.
6.
Review progress
References
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at
work. Academy of management journal.
Wellins, R., and Concelman, K. (2005). Creating a culture for engagement. Workforce
performance solutions.
Saks, A. (2006). Antecedents and consequences of employee engagement. Journal of
managerial psychology, 21(7), 600-619. https://doi.org/10.1108/02683940610690169.
Allen, M 2014 Employee engagement - culture change, people results
Good article Malintha, as mentioned by Wellins and Concelman the employee engagement is a blend of commitment and loyalty so the organization delivers the maximum and best outputs. Also you have perfectly described the employee engagement as work passion and emotional touch with the company. Thank you for sharing.
ReplyDeletethanks jinendran.
DeleteGood job Malintha. However, 3 citation and 4 in the reference list. please check.
ReplyDeletethank you sir. I refer that article to get some information , is it needed to mention here sir?
Deletegood explain malintha. we can get knowledge about Employee Engagement.Thanks for sharing your knowledge..
ReplyDeleteThanks Wasntha
DeleteGood article Malintha.
ReplyDeleteShould be agree with how an employer treats his employee has the direct impact for employee engagement
ReplyDeleteIt is important to work with passion and feel an emotional connection to their company which drive innovation and move the organization forward. Good one Malintha.
ReplyDeleteA Contemporary topic which needs more concentration than ever. Nice try to build up a conversation.
ReplyDeleteLoyalty, care, dedication, enthusiasm.This is what any organization expect from it's employees.Good article.
ReplyDelete