The strategic narrative

The strategic narrative

The strategic narrative-A strategic narrative allows employees of the company to understand its position in the past, in the present and the goals of the company to be fulfilled in the future. it inspires employees and gives purpose and meaning to every activity and job in the organization.

Engaging management-  it focuses on employees and provide them scope and opportunity and treat them a member contributing to the success of the organization. It helps in decreasing employees’ feeling of being excluded, which could lead to a lack of recognition and increases confidence and motivation in the employees.

Employee voice- it refers to a condition where employees are given opportunities to state their ideas and they have listened.  This makes them fee encourages, and they use their skill and talent for improving the business.

Integrity- The integrity of the organization is one of the essential factors for engaging the employees. It refers to the values and behaviour of the organization towards the employees. The represents the authentic and robust values of the organization which shows trust and faith in promises, mutual respect, and commitments.

2) Ans to Qin no 2

Job design and engagement- Job design influences the performance of the employees. Job design represents the characteristics of the job and the way in which many tasks are combined for doing a complete job. A well-designed job impacts positively on the commitment of the employees and helps in improving the performance of the workforce. It specifies the characteristics of the position such as task and function, abilities and knowledge required to complete that job, the required skill, the interrelationship between several tasks and the award offered on the completion of the situation. All of these characteristics of the job increase access, flexibility and comfort of employees and it positively influences motivation and productivity .it determines the several responsibilities of the employees, the power they are given, their scope for decision making and the level of satisfaction and productivity.

Role autonomy and engagement-Role autonomy refers to a condition where an employee finds freedom and right to work in his desired way after getting directions. When an employee receives more independence, he feels stress-free, more loyal and more committed towards their work and organization. It makes his job more comfortable, and it automatically improves his engagement in the organization. It helps the organization to better use employees’ attributes for contributing to job performance as well as the overall production of the organization.

3) Ans to Qin no 3

Example of EVP

We lead. We invent. We deliver. We use the power of sport to move the world- Nike

4) Ans to Qin no 4

The organization uses several methods to engage its employees, but there are many barriers to engagement. These barriers to participation could be damaging for both the employees and stakeholders. They affect the abilities of the employees” to engage as well as perform a task. Some of the barriers to the engagement include lack of clarity, cynicism, bureaucracy, lack of work-life balance and the poor management decisions and some other.

Lack of clarity-The very first and essential barrier to engagement is a lack of clarity about the meeting.  The workforce has to be known what is engagement as sometimes it is associated with job satisfaction or happiness of the employee, but this is not the compete for the definition of engagement.

Engaged employees are motivated and committed to their work, satisfied with their job, loyal towards their organization and always with the positive opinions about their job as well as organization.

To overcome this barrier, the whole workforce, including employees and managers, should be educated about the real definition of engagement, giving the training program where they are free to discuss participation.