Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
Ethics in the workplace
Literature review on employee engagement
Ethics in the workplace
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: Ethics in the workplace
Title Do employees care about corporate responsibility and ethical behavior? Reviewing the impact of an organization’s perceived corporate responsibility and ethical behavior on employee engagement Employee engagement is shaped by many internal and external variables. Basic needs such as fair pay and safe working conditions were primary considerations in the late 1800s. Early theorists focused primarily on the individual and theories and research centered on individual motivation and outcomes. Significant work was spent on reshaping tasks to improve productivity and output. As safe working conditions and fair pay became commonplace, different variables such as job enrichment and personal growth became important for individual workers. …show more content…
Within the academic literature, several definitions of employee engagement have emerged. Kahn defined personal engagement as the “harnessing of organization members’ selves to their work roles; in engagement, people employ and express themselves physically cognitively, or emotionally during role performances” (Kahn, 1990, p. 694). Kahn further defined personal disengagement as the “uncoupling of selves from work roles; in disengagement, people withdraw and defend themselves physically, cognitively, or emotionally during role performances.” (Kahn, 1990, p. 694). Kahn (1990) believes engagement means to be psychologically present when performing an organizational role and it is shown physically, cognitively and emotionally as part of the role performance. He believes that individuals who are engaged keep themselves and their role aligned and it is demonstrated by: Personally engaging behaviors simultaneously convey and bring alive self and obligatory role. People become physically involved in tasks, whether alone or with others, cognitively vigilant , and empathically display what they think and feel, their creativity, their beliefs and values, and their personal connections to others (Kahn, 1990, …show more content…
Aon Hewitt (2014) defines engagement as the psychological state and behavioral outcomes that lead to better performance. Aon Hewitt (2014) further defined engaged employees as employees who speak positively about the organization to coworkers, potential employees and customers, who have an deep sense of belonging and desire to be a part of the organization; and who continually demonstrate motivation and effort toward success in one’s job and for the company. Gallup (2013) believes that engaged employees have “well defined roles in the organization, make strong contributions, are actively connected to the larger team and organization, and are continuously progressing
Workers feeling, which includes competitive compensation and reward strategies, professional growth and development, career paths and succession plans and the organizations leadership and culture are contributing factors of employee engagement
The key to engagement are managers that include the workforce in making their jobs interesting. Mangers that truly cares about what is in the hearts and minds of each individual, are successful in giving the employee a feeling of value in the organizations. Dignity and respect that is given by leaders towards subordinates creates high retention and morale within the organization.
There are many motivational theories thought to be the key source of employee engagement. The expectancy theory of motivation ultimately suggests that human beings are driven to accomplish a goal not only because it is perceived as desirable, but also because the goal appears to be achievable. The goal setting theory of motivation suggests that goals need to be clear and measurable. The equity theory of motivation is “based on the idea that individuals are motivated by fairness, and if they identify inequities in the input/output ratios of themselves and their referent group, they will seek to adjust their input to reach their perceived equity” (Hawks, n.d.). Finally, psychological empowerment suggest that all employees have some basic needs that must first be satisfied in order to provide the framework for further motivation and empowerment. The pay for performance strategy used by American Express encompasses many of the motivational theories represented above. Most importantly, the expectancy theory, as this theory recognizes that employee behavior is directed toward a goal that is both desirable and
Engagement: "the degree of interaction between team members and their contribution to the group discussion" (Gray).
Slåtten, T., & Mehmetoglu, M. (2011). Antecedents and effects of engaged frontline employees: A study from the hospitality industry. Managing Service Quality, 21(1), 88-107.
All the more, essentially each employee wants to feel as if they are apart of something bigger that brings about promotion for someone or something greater than themselves. Therefore, that is why is it is pivotal for employers to cultivate high employee engagement.
Effective engagement is effective when active listening takes place as well because sometimes people (myself included) can listen to a person talk for hours but not really hear them. That’s why it’s important to build up a positive rapport when dealing with clients. The clients in my agency are going through a range of emotions
The second approach by Khan (1990, 1992) states that for effective engagement members need to feel like the work that they do is effective (as cited in Xu & Thomas, 2011). Additionally, members must know what their role is within the organization (Holman et al., 2007). Having the resources available, role clarity, and confidence encourages the increase of productivity and collaboration that the employee engagement process is based
Based off of the gratification an individual contains towards their work is job satisfaction. The productivity could either be positive or negative while the relationship between the productivity and satisfaction may not be consistent. There are multiple internal and external factors of job satisfaction that can impact the behavior of an employee and engagement over time. The way the worker’s attitude concerning their field effects the performance they perform on a daily basis. One who is satisfied with the job they maintain, succeed at what they do. “It is therefore imperative for a company to understand the attitude of its workers and measure the job satisfaction of its employees, as job satisfaction is essential for productivity” (L. Bradshaw
In its most basic form, this employee engagement policy provided for the enhancement communication and the identification and resolution of the diverse problems threatening the optimal productivity by employees. True to the letter, as organizations seek to fully exploit the productive capabilities of its workforce, workers have their expectations in return. Indeed, reliable productivity is best realized only when employers appreciate the varied socioeconomic, career, and health among other interests by employees (Mcknight, et al., 2001). From an employee behavior point of view, an effective employee engagement strategy should take into consideration employee needs and expectations such as career development, social life, and workplace safety (Kidwell, et al., 2010).
What does engagement mean to you? Engagement is everything! Engagement is the interaction and participation with we have with our peers, leadership, and agents. It is being involved in not only development but also in building relationships and trust.
Job satisfaction, Attraction and engagement, Appraisal and Reward, Workplace health and safety, Workplace freedom and rights, Flexible working
In his study about psychological conditions of personal engagement and disengagement at work, Kahn have shown that there are three psychological engagement elements that can influence an individual’s behaviour in relation to their job function. The elements are 1) meaningfulness - rewards from engagement, 2) safety - higher willingness to engage, and 3) availability - readiness to engage (Kahn, 1990). Because of his work, Kahn is widely regarded as the pioneer of employee engagement and his findings are still engaged and found in many references about employee
Price, A. (2011). Employee Engagement. In B. George (Eds.), Human Resource Management (235 - 259). Hampshire: Cengage Learning EMEA.
Business Ethics are much more than the buzz word stories on late night news. The Corporate Social Responsibility of a company goes well beyond that. “Business Ethics are moral guidelines for the conduct of business based on notions of what is right, wrong and fair.” (Bellow, 2012). Individual backgrounds play a huge role in person by person code of conduct can vary from employee to employer. To help solve some grey areas in what is ethically correct, companies now make a code of conduct that is over everyone in the company. This code of responsibility helps employees have better understanding of what is required of each and every one of them. “Corporate Social Responsibility is a business philosophy which stresses the need for