Global Employee Engagement Model Essay

3.1 Employee engagement model
Depending on the view of what it is, there are a few perspectives on drivers for employee engagement. As concluded in 2013 Trend in Global Employee Engagement by Aon Hewitt, engagement drivers are grouped in six major categorises of the experiences, including the aspects of quality of life, the work, the people, the opportunities, total rewards, and company practices (Aon Hewitt, 2013; see Figure 3.1).

To be specifically, the general quality of life including job security, safety, and work-life balance is regarded as a foundation since these factors secure an employee’s life. For example, providing a certain number of working hours, occupational insurance, and healthcare programmes. In the work aspect, it contains giving empowerment and autonomy, satisfying the sense of accomplishment through meaningful work tasks. Employees need freedom and authority to make necessary decisions about the jobs instead of managers’ controlling everything. In terms of the people who employees work with, it is an important factor for pushing engagement. An effective internal communication is based on people, which result in a better relationship and collaboration among the whole organisation. The job opportunities for employees seem like targets for achieving; these chances motivate them to work harder. In addition, the sound programme of learning and development for employees is a way to accomplish their goals as well as an opportunity to enrich their careers and lives. Similarly, total reward like corporate reputation and recognition enhances the pride of employee and loyalty; moreover, financial and mental benefits, such as pay and prize, provide the basic incentives to trigger employee