Employee Engagement : Productive Attitudes And Behaviors

2001 Words9 Pages
Employee engagement is about productive attitudes and behaviours bringing about upgraded organization outcomes, in a way that they prompt and boost one another. Employee engagement is the emotional commitment the employees have to the company and its goals. This passionate engagement suggests engaged workers really care about their work and their company. They don’t work for a paycheck, or the next promotion, but on part of the company’s goals. As per a CEO of a business group, “To win in the marketplace you must initially win in the workplace.” Employee engagement is the key to activating a high operating workforce. As per occupational psychologists’, engagement has three elements: •vigour •dedication •absorption As per Business Schools, employee engagement is “being positively there during the performance of work by willingly contributing intellectual effort, experiencing positive emotions and meaningful connections to other”. It identifies a trio of dimensions of employee engagement: •Intellectual engagement – thinking hard about the job and how to do it better •Affective engagement – feeling positively about doing a good job •Social engagement – actively taking opportunities to discuss improvements with others. A new meta-analysis published in the Journal of Applied Psychology concluded that, “… employee satisfaction and engagement are related to meaningful business outcomes at a magnitude that is important to many organizations.” In simple words, Employee engagement is a method at organization resulting in the correct surroundings for all members of an organisation to give of their best each day, devoted to their organization’s goals and beliefs, motivated to contribute to organizational progress, with an enhanced feeling of ... ... middle of paper ... ... superiors, creativity, appreciation, and organizational environment were important job resources that assisted teachers sustain demanding communications with students In regard to work stress, burnout was found to be primarily predicted by job demands but also by lack of job assets. In comparison, engagement was solely predicted by job assets that were accessible. Conclusion Maintaining high engagement levels in today’s workplace is crucial for leaders because the job market continues to improve and restless employees will usually move on rather than remain at a job that doesn’t stimulate them. Also an engaged employee is an organization’s asset as an engaged workforce increases the productivity by 51% Sometimes it is probable for workers to get ‘too engaged’ such that they become more prone to Burnout, which is harmful as well. A neat balance should be maintained.
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