Employee Engagement Essay

Introduction

Employee Engagement influences several conditions in the workplace, a workplace possessing high employee engagement levels uses best practices for growth, profitability, and business ethics. In the past, discussions about employee engagement spoke about the reasons to implement programs to boost engagement. However, leaders are required to improve engagement levels within their teams. At times the task poses difficulties because there is not a one fits all approach to effective leadership.

“Today because the dynamics of markets, competition, and increased risks and uncertainty, generates a need for superior leadership. Yet, the business culture shifted to include diversity and multiculturalism.” (Deaconu & Rasca, 2015) Declining

Employee Engagement overview Employee engagement has a multitude of definitions, depending on the individual who study the subject. However, there are similarities, including emotional, rational, and practical features. Engagement is best described as a voluntary contribution for the betterment of an organization, (Davila & Pina-Ramirez, 2014, p. 6). The requirement from any employee is that an individual brings their best self to work every day. Gallup Inc. measures employee engagement. The Gallup survey has been around for years, and after years of research, and conducting thousands of interviews, the final survey has been around since the latter of 1990’s. About 25 million employees worldwide have participated in the survey. In figure 1.1 is a list of the twelve best predictors of employee and Workgroup engagement, (Gallup Inc., 2013, p. 18).

The diverse culture of Employee

In the labor force divorced women have higher representation 64.2% compared to married women 58.4%. In contrast married men represent 73.5% than divorced men 66.1% (U.S. Bureau of Labor Statistics, 2015). The same can be said about unmarried mothers 76.2% are in the labor force. Meaning balancing work and life is a must in the role of a working women, the expectation to be mother first, career women second is higher than men. The disadvantage leads to women lacking strategy concerning retention of competent women because of inflexible work schedules and arrangements (Cenkci & Ozcelik, 2015). However, women are still effective employees and leaders, the positive traits of female leaders outweigh the negative on all levels. Changing the perception of the role of a women employee is the solution to increase engagement levels in women. Basically, a culture shift to modern society will take