concept of employee engagement
Part A (AC1.1, 1.2, 2.1, 2.2) (1200 words)
There are many examples of organisations that clearly misunderstand the concept of employee engagement. Often levels of employee engagement are measured in a very superficial way that potentially adds very little value – for example, by the use of employee engagement surveys. Your recently appointed C.E.O, in the past has been a very strong advocate of engagement surveys. He has come to you (in HR) for advice and has asked for a proposal for how levels of employee engagement can be effectively measured. He/she has asked for an initial report which should provide explanation covering the concept and components of employee engagement and evidence showing its contribution to achieving business outcomes.
Your report should be structured under the key theme of:
- An overview of the concept of employee engagement and why your C.E.O., together with all other key stakeholders, should recognize its significance
1.
Define what is meant by ‘Employee Engagement,’ including its principal dimensions and components, together with a comparison with related concepts. (AC1.1) (approx 250 words)
Employee engagement can be defined as an approach adopted by a company wherein the right working conditions are provided to the employees so that they give their best performance every day and remain committed to the goals and values of the company.
Its three significant dimensions are physical that focuses on how much the employee can go the extra mile for the company, cognitive, which is linked with the hopes and aspirations an employee has towards the company and emotional, which are associated with the feelings of happiness and dissatisfaction.
Its components are inclusive of recognition, which is the Acknowledgment of the employee for their exemplary performance. For example, Microsoft has a Rewards and Recognition program in place to value the employees through its world-class award programs. Then is the validation, which is unconditional recognition received by employees in the form of being greeted by the employer or enquired about their wellbeing. Then is the feedback, which is the process of giving constructive suggestions to the employees. For example, Hilton has recently adopted a flexible and user-friendly platform to explore employee feedback, which then plays a crucial role in engagement.
There are also many related concepts for employee engagement, in which the first is an organizational commitment that emphasizes ensuring that employee work strategy is aligned with the objectives and goals of the company. Then is the job involvement that focuses on the inclination of the employee towards their work responsibilities.
2.
The need for alignment between engagement practices and other corporate components if the full benefits of high engagement are to be realised. (AC1.2)(approx 250 words)
Evert company should attempt to attain a balance between corporate components as well as employee engagement activities to achieve the set objectives. This will also ensure that the engagement practices undertaken by the company are in alignment with the vision and mission of the company. The research scholars…have stated that most of the companies in the present times have started focusing on employee engagement practices to ensure that they work in a productive manner. As of now, Google is regarded as a leader in the employee engagement on account of its strategies such as growth opportunities, work-life balance as well as positive company culture. This has not only made the employees engaged but also ensured that it leads to increased employee retention and lower turnover. The long term benefits are in the form of increased sales of the company followed by enhanced net worth.
3.
An analysis of the principal drivers of employee engagement and offer an analysis of the business benefits for key stakeholders – customers, employees, managers. (AC2.1) (approx 250 words)
There is a presence of many principle drivers to employee engagement, such as their involvement in organizational decision making, voicing up of ideas by employees, and the concern shown by management towards the health and wealth of staff. For example, to engage the recruits towards the company in a better manner, L’Oreal has created the world’s 1st employee onboarding app whose primary purpose is to assist the newcomers in understanding, decoding, and mastering the company culture. The app is available in several languages that help to put the employees learning into practice.
How employee engagement benefits the key stakeholders
Staff members: The engaged employees often have a higher motivational level on account of increased satisfaction level, which makes them enthusiastic towards the company growth.
Customers: The engaged employees are deeply concerned about there jobs, and they thus go the extra mile to serve the consumer needs. This helps in delivering excellent customer experience.
Organization: if the managers apply the employee engagement practices, then the staff will work with an increased productivity, thereby ensuring that there less employee turnover and more sales revenue for the company.
Managers: Engaged employees deliver work promptly, which reduces the workload from the managers, and they can focus on other responsibilities. They also take extra efforts to help the management in building up a good team culture, which then benefits the company as well.
4.
An explanation of the application of employee engagement through job design, discretionary behavior, role autonomy and organisational citizenship. (AC2.2) (approx 250 words)
In the case of employee engagement, the hr while designing the job will focus on if the employee’s responsibilities are in a correct match with the employee role or not. This thus ensures that both the employees and hr knows what to do and what to expect which leads to an increased cognitive engagement of staff. In the same manner, employee discretionary behavior is the set of choices taken by people at work and the amount of effort, innovation, and productive behavior displayed by the employes. Even.. states that discretionary behavior and employee engagement interact with each other, which then ensures that employees depict a positive behavior towards the company.
In the same lines, there is a presence of discretionary behavior, which is a psychological state which is linked to the employee’s willingness to be productive towards there job. The employees are most likely to showcase a positive discretionary behavior when they obtain positive support from the management. Panasonic adopts many practices for enhancing the discretionary behavior, which is in the form of performance and reward strategy, which make the employees engaged towards there work and involved with the organization. The link between role autonomy and employee engagement has also been discussed extensively by research scholars (Kumar and Pansari, 2015). It means that all the employees must be allowed some degree of freedom with there job, which leads to an enhanced sense of responsibility and higher work satisfaction. Retailers like Whole Foods have been generating higher profitability per employee as the there emphasis is on greater staff control over their jobs. Then is the organizational citizenship (OCB), which refers to the voluntary support given by employees ad there behavioral norms that lead to organizational success. OCB is regarded as the downstream behavioral expression of engagement, which leads to increased motivation and loyalty in the employees.
5.
Please also comment on how you will transfer the new knowledge and skills gained during this assignment into working practices. You may also use this reflection for your CPD. (approx 200 words)
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You should also include 3-5 references from up to date and relevant sources in order to support your findings.
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