1. INTRODUCTION
This assignment is aimed to answer the question 2. Firstly, employ engagement will be explained and the engagement drivers account by Aon Hewitt (2012) which help organizations on engagement will be demonstrated. Within the drivers, description of how internal communication can help employee engagements within organization will be provided. And lastly, the challenge which internal communication would face in employee engagement will be carried out. The intention of this essay is to examine weather internal communication is important to employee engagement. Three effective employee engagement examples of Tesco, Rolls-Royce and McDonald’s regarding the internal communication will also be provided in this article.
2. WHAT IS EMPLOY ENGAGEMENT?
Employee engagement is a concept that has been researched and developed over many years. However, employee engagement has been defined in many different ways. According to Ruck (2012), there are three waves of the evolution of engagement. The second wave happens between year 2000 and 2005, Robinson et al. (2004) describe the term as that in order to improve both job and organizational effectiveness, a positive attitude of employee towards the organization and organizational values is necessary. In this phase, the importance of establishing an environment which allows employees to become engaged is also emphasised (Ruck, 2012). The final wave is proposed in 2006 by Saks who suggest the concept to extend to job engagement and organizational engagement.
The term of employee engagement has been a widely used and became popular (Robinson et al., 2004), and it matters now more than ever (Aon Hewitt, 2012). In the recent years, employee engagement can be seen as a designed approach...
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...n order to have staff engage effectively.
5. CONCLUSION
A successful employee engagement involves a number of things and need to get them right, including internal communication, involvement in company decisions, benefits, worker’s recognition, and career opportunities and so on. Yet, communication is more important and aims at having employee engage effectively with connection, consistency and commitment in massages which put the employee at the centre of the organization. (Aon Hewitt, 2012). Moreover, according to the study of Jelf Employee Benefits (2013), poor internal communication means negative engaging impact of employees. Nowadays, it becomes more crucial to have the new role of internal communication delivery right. However, there are still opportunities for organizations to put internal communication in the centre stage and lead to engagement workplace.
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
Boston, MA: Pearson Sivarethinamohan, R. R., & Aranganathan, P. P. (2011). Determinants of employee engagement
It impacts the hospital’s prosperity and productivity immensely and if employee engagement is strong it results in a more productive workforce, higher job satisfaction and moral, higher retention, better skilled staff, lower absentee rates and better patient loyalty and satisfaction. Tameside hospital has aspects of their approach to staff engagement that have high performance rates (which they need to maintain) and aspects that were lower in performance which need drastic improvements to have a more productive hospital. Progressive staff engagement and development not only benefits the staff at the hospital but leads to a better experience and service for patients, which ultimately benefits the stakeholders and the organisation as a
What happens when a worker is not being fulfilled in his or her perspective job? Everyone has had or will have a job. Whether he or she is a farmer, CEO, or burger flipper; regardless these are jobs. Additionally, throughout these jobs people have experiences, some good, and some bad. Some will hate their jobs and dread going to work when they wake up, while other will flourish at their jobs and gain a sense of fulfillment. Someone can come to hate a job because of a high workload, low salary, or long hours, while the love of a job comes from a sense of fulfillment by doing what he or she loves or having high salary and low workloads. In some cases, because employees are in the job for just the money and not personal gain they become dissatisfied more easily than someone who goes into a job looking for personal improvement or passion for the job.
I selected to discuss the employee engagement process intervention method. According to Kahn (1990), employee engagement is when organizational members utilize their emotional, cognitive, and physical means in order to perform their duties (as cited in Xu & Thomas, 2011). The purpose of using the employee engagement process intervention method is to convert the culture in management from one that is traditional to one that has shared responsibilities, collaborative, and team focused (Holman, Devane, & Cady, 2007). Furthermore, the purpose of this intervention method is to achieve an environment with open communication, and individual accountability of the culture (Holman et al., 2007).
It has been accepted that the term employee engagement was introduced by the Gallup Research group (Beverly Little 2006). Gallup Organization introduced the term after conducting interviews and surveys of employees for more than 25 years. The group was hoping to create a measurement of a workplace that can be used to compare other work places. The research that was conducted was published in their book ‘break all the rules’ . The findings of the Gallup group was named as Gallup Workplace Audit (GWA) and it is used to measure the relationship between employee engagement on retention, profitability and productivity. Those who score high in GWA is considered as highly engaged
Engagement is also an important part for the employees. The company provides information of the board meetings to all employees. This enhances the employees’ feelings of being well-informed and engaged. The employees even can challenge the current unit wage for manufactured parts. This is an open discussion, so we can see that employees are treated as if they were partners.
The study of employee engagement has been a steady increase over the last ten years, due to the fact that employee engagement has a significant factor in an organization 's success and competitive advantages (Saks & Gurman, 2014). Employee engagement is defined as employees who are engaged “for the best interest of the organization, and it is associated with meaningfulness, safety, and ability” (Abu-Shamaa, Al-Rabayah & Khasawneh 2015). This results in employees being dedicated, focus and willing to do what it takes to get the tasks done. Similarly, having the effectiveness of value and pride towards their work. In contrast, employee burnout is the opposite of employee engagement. Burnout is a “syndrome of weariness with work
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.
Employee engagement, a term devised by Gallup research group, is viewed as an important management tool for any company who wants to be an effective and productive organization. Researches have shown that employee can contribute positively to the organization vision and goal when a company engage them effectively. The employee will also feel more passionate about their work and have a sense of belonging.
...ing communication with the employee so that they are aware of an engaged with organisational developments
It is important for senior leaders in an organization to be engaged themselves and to have the ability to encourage engagement amongst the rest of the organization. One of the ways that senior leaders can promote employee engagement is through aligning organizational culture with work systems to attain company objectives. Communication channels that are open between senior management and employees will enable all levels of employees to understand company goals and strategies. This knowledge is a resource provided to the employees, which they will use to increase their own efficacy in their roles. Effective communication will help to create a positive working environment where there are clear expectations of each
Price, A. (2011). Employee Engagement. In B. George (Eds.), Human Resource Management (235 - 259). Hampshire: Cengage Learning EMEA.
Here are some figures that display how Employee engagement practices have bolstered up the efficiency and productivity of the employees and in return have augmented the profits of the companies. According to a new meta-analysis that was conducted by the Gallup organisation amongst 1.4 million employees, the organisations that focus on employee engagement practices to a large extent have reported 22% increase in productivity. These practices even impr...
Employment relations refer to the relationship between the employer and the employee. Employment relations are governed by the provisions of the employment contract and/or collective agreement where applicable, common law principles and legislative provisions governing specific situations. Many factors in the external environment have an effect on the employment relations within an organization, which they need to monitor and possibly adapt to the necessary changes. The external environmental factors that would influence employment relations are political, economic, social, technological, legal and environmental.