INCREASING ENGAGEMENT WITH IN ORGANIZATION
This allows how to introduce and implemented employer engagement in an
organization. This implementation has few agreed steps, and there are more
alternative approaches presented in terms of how engagement is distributed. As
author Phillips (2016) explain nine-step of the engagement model that gets engaged
into the company with a continuous motivation on the business involved in the
engagement process. This Employee engagement process starts with the business
in the beginning and finishes with determining the impression on the business
in a rational way. The model is in a circular way and it rolls over and over
again because it never ends, consultants need to constantly be gathering data
to view how it works and making changes when it is not an order.
Figure 3: Will
elaborate on the nine sections of this model.
The
beginning purpose with any method is alignment to the business, and engagement
ought to be no same. Understand business wants and business worth is that the main
point that management need to have a look.
Figure
3: Engagement Model
(Source: Phillips, 2016)
Referencing
Phillips, P., 2016.
Measuring The Success Of Employee Engagement: A Step-by-step Guide For
Measuring Impact And Calculating Roi. Association For Talent Development.
Some of the best companies share the key factor of obtaining the competitive advantage is engagement initiatives and practices which covers the entire organization performance. Moreover, According to the research conducted by Harvard Business Review Analytic Service from nearly 600 executives only 24% stated their employees are highly engaged (HBRAS, 2013).
ReplyDeleteI strongly agree on your points, There are few more factors enables to increase employee engagement such as
ReplyDelete• A culture of respect where good job is appreciated
• Feedback, counseling and mentoring
• Fair reward, recognition and incentive scheme
• Effective leadership
• Clear job expectations
• Adequate tools to perform work responsibilities
• Motivation (Mehta & Mehta, 2013)
Wellins and Concelman (2004) suggest that “Employee engagement is the illusive force that
ReplyDeletemotivates employees to higher levels of performance. This coveted energy is an amalgam of “commitment,loyalty, productivity and ownership.” they further added that it includes, “feelings and attitudes employees have towards their jobs and their organisation.
MacLeod and Clarke (2009) suggest that in order to enhance employee engagement leaders need to: express the organisation’s vision clearly; provide a clear line of sight; and develop an open and transparent culture. They propose that line management needs to: provide autonomy and empowerment to their employees; provide development opportunities; clarify expectations; treat employees fairly and with respect; offer coaching, feedback and training; and ensure work is effectively and efficiently designed.
ReplyDeleteCommitment, Motivation and Organizational Citizenship Behavior are the main overlapping components of Employee Engagement. The model containing these components which are introduced by the Institute for Employment Studies (Armstrong, 2014).
ReplyDeleteAdding more to what you have explained in the blog, enhancing engagement is also a valuable part which did not discussed above. Enhancing engagement is a non-stopping process which creates meaningful and emotional bonding with work. Moreover, it does not make only happy employees with full incentives/salaries as well as creating employees who enjoyed working in the organisation with a higher retention level (Towers Perrin (2003). Line managers played an important role in facilitating participation and providing clarity of purpose, assessing goals, and employee effort and contribution (Armstrong, 2016). Motivation is another element in employee engagement and if the employees are unsatisfied and not respected they will leave the organization (Comaford, 2018) However engaged employees results in sustainable competitive advantage (Pandey, 2013).
ReplyDeleteIn addition , the employee engagement requires a proper leadership through focusing on a clear mission, vision and values by the line managers and further it is discussed that an effective recruitment and orientation programs are the first instance of the first day of an employee (Markos & Sandhya, 2010).
ReplyDelete