The first article in relation to employee engagement written by Solomon Markos, and Sandhya Sridevi titled ‘Employee Engagement: the key to improving performance’ (2010), suggest that an employee engagement is stronger forecaster of positive organisation performance and clearly portraying the two-way relationship between the employer and employee. In particular, Markos and Sridevi (2010) look at employee engagement in the workplace. It is clear that the authors intentions has been to increase the reader 's understanding of employee engagement by clearly explaining the drivers of employee engagement, the potential influence of employee engagement on organisation, and strategies to manage employee engagement. The Article primary strengths is the strategic approach to employee management, not only does it profoundly define what employee engagement is and how it impacts organisation, the article goes into suggesting strategies to managing employee engagement, and discuss...
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...r (2014) focus on psychological capital and Goodwin (2014) focus on how employee involvement in workplace drives up the excellence of the organisation. Thompson, Lemmon, & Walter (2014) highlights that capital such as human, social, and family, and positive psychological capital are the key to understanding how employee engagement develops.
Throughout, this report has identified some drivers used in the approach to employee engagement. The critiqued articles have specifically highlighted the why and how managements can engage employee, the importance of employee engagement in the workplace regarding the success of organisational, and the importance of employee engagement. All articles display a number of weaknesses, their strengths however, have been used as a point of consistency between them and strengths have been used incorporate ideas presented in each article.
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- Introduction Due to the changing nature of work, numerous companies have undergone a transition from an evaluative to a developmental approach in regards to their performance management strategy. Mirroring this approach, Luxcars had similarly implemented ongoing feedback within their performance management system to improve employee engagement and operational efficiency. However, Luxcars are currently facing a disparity occurring between intended and actual outcomes; consequently this has resulted in significant employee dissatisfaction, a drop in productivity and increase in costs.... [tags: Management, Performance management, Organization]
1330 words (3.8 pages)
- Management Topic: Organizations that understand and utilize employee engagement strategies are recruiting and retaining employees more effetely. Case Study: Doherty, R. (2010). Making employee engagement an end-to-end practice. Strategic HR Review, 9(3), 32-37. doi:http://dx.doi.org.ezproxy.umuc.edu/10.1108/14754391011040055 This case study examines how employee engagement , attract, recruit and retention can combined with technology to create an end-to-end (from the begin to the end) engagement practice.... [tags: Management, Employment]
1137 words (3.2 pages)
- ... Therefore, Aon Hewitt (2012) also proposes a model of 3 elements to examine the outcomes of engagement, namely say, stay and strive (Appendix 1). Firstly, say means that employees are engaged when they speak positive things about the organization to co-workers, potential employees and customers. Having a strong intention to be a member of the organization is defined as stay. And lastly, strive means to exert extra effort and are dedicated to perform the very best job possible to contribute to the business success of organization.... [tags: organizational engagement, employees]
2505 words (7.2 pages)
- Over the last decade, various scholars have defined employee engagement as a two-way relationship between the employer and the employee based on an intellectual commitment of the employee to the organisation (Baumruk et al, 2006; Shaw, 2005). As employees perform their role they expresses themselves physically, cognitive and emotionally (Kahn, 1990), they are psychologically present (Saks, 2005) and have a positive, fulfilling, work-related state of mind that is characterised by vigour (energy and involvement), dedication (enthusiasm, pride to work for the organisation, inspiration, and challenges), and absorption (concentration) (Schaufeli et al, 2002; Baker et al, 2008).... [tags: loyalty, customers, performance]
1011 words (2.9 pages)
- In an employment era characterised by people-centric organisations, it is understandable that the concept of employee engagement has gained increased prominence. In theory, employees are motivated when given autonomy, self-confidence through feedback, respect from management, and freedom to take action without reprisal, which increases productivity and service levels (Macy, 2009:12-13). Unfortunately, despite this conceptual ideal, contemporary research and practitioner studies continue to demonstrate that there is a lacuna between the theory of employee engagement and the reality of it in day-to-day businesses.... [tags: Management, Organization, Structure, Employment]
1728 words (4.9 pages)
- Based on the case study, Eileen who is an instructor in an interpersonal skills workshop seems to be bothered by one of the workshop participant’s (Geoffrey’s) behavior. As per Eileen, although, Geoffrey as a manager is technically competent, he seems unable to keep his staff team together for more than three months at a time. If it appears that Geoffrey, in fact, is only technically competent, he cannot be considered as a competent leader. Although the functional and technical domain are necessary competency for being a competent leader, those alone are not sufficient.... [tags: Skill, Competence, Four stages of competence]
967 words (2.8 pages)
- The concept of employee engagement is one of which has been widely discussed by academics and professionals in management, however the upmost definition is yet to be determined. This essay explores employee engagement as an individual’s enthusiasm to contribute and involve all aspects of themselves to their organisation, and its sophisticated relationship with other organisational constructs such as job satisfaction and employee involvement. Furthermore, the importance of job suitability, meaningfulness, safety and availability in enhancing employee engagement is emphasised.... [tags: Employment, Job satisfaction, Better]
1233 words (3.5 pages)
- Introduction The employee engagement has become a hot topic of discussion in the corporate world. There is no single accepted definition of engagement or recognised approach for measuring or raising it. HRM Practitioners have involved in quite a lot of study to understand employee engagement and its impact on the performance of the organisation. According to them, employee engagement is a level of commitment and involvement of employees towards their organisation and its value. An engaged employee works with his/her colleagues to improve their productivity within their job, for the ultimate benefit of the organisation.... [tags: Human Resource Management]
2088 words (6 pages)
- Although intrinsically-motivated jobs are few, workers can be motivated to perform the task itself and thus become satisfied from their good performance. To motivate employees intrinsically and drive involvement, managers should design tasks which are interesting and allow the employees to autonomy in the decisions that concern them. Moreover, the employee’s work should match their skills and abilities. Further, the organization should provide the right characteristics for good performance to enable employees to derive internal satisfaction and motivation to perform well in future.... [tags: Management, Employment, Motivation, Leadership]
782 words (2.2 pages)
- While most people agree that employee engagement is a real, definable concept, there is a lack of uniformity on exactly how to define it. Yet, most definitions encompass two key facets: the degree to which employees fully occupy themselves in their work and apply discretionary effort, as well as the strength of their commitment to the employer and role. Stated another way, employee engagement is the extent to which employees commit to something or someone in their organization and how hard they work and how long they stay as a result of that commitment.... [tags: Organizational studies & human resource management]
715 words (2 pages)