5EEG Online Task Essay

Employee Engagement - This is the communication between an employee and staff on all levels. There are 3 dimensions of employee engagement - Intellectual, Affective and Social. If these dimensions are positive, encouraging and work related, staff will feel valued and make greater contributions towards the organisation.

Employee engagement is today’s leadership priority. However, the catchphrase goes a long way back in the beginning of the 21st century. It has gained interest to this date, which can be credited to Gallup’s first version of the Q12 in the 1990s commonly termed as the Gallup Workplace Audit (Gallup Consulting, 2006). Subsequently, Gallup has continuously refined and expanded their Q12 for current business challenges. Furthermore, several literatures, surveys and evidence-based studies abound that exhibited positive results with employee engagement such as increased performance, safety, retention and profits among others.

Crim and Seijts (2006, p.1) define employee engagement as “a person who is fully involved in, and enthusiastic about, his or her work”. Employees that are engaged are inspired and go above and beyond their job functions to support the company and help the company achieve its goals. The lack of engaged employees are a major problem in the United States. According to Gallup, in 2014 only 31.5% of employees were engaged (Adkins, 2015). Even though this sounds low, it is actually the most engaged the United States workforce has been since 2000. The author’s research is important because if there is a link between leader’s

According to Aon Hewitt (2012), employee engagement refers to the “state of emotional and intellectual involvement that motivates employees to do their best work through examination of employees’ level of engagement relative to the organisation’s

There are three levels of engagement in which an employee can be measured at (Catado, P. 2011); fully engaged, disengaged, and actively disengaged. A fully engaged worker takes it upon themselves to stay relevant and up-to-date in company’s and their professional field and take on additional responsibilities as the opportunities arise. They also show respect towards their fellow colleagues, are willing to put in more effort than is expected, and exhibit high levels of enthusiasm.

1.3 Compare and contrast employee engagement with other related concepts; ‘flow’, organisational commitment, job involvement and job satisfaction.

Workforce engagement is the feeling of emotional connection someone has to their workplace. An engaged employee feels satisfied and enthusiastic about their work. They feel valued, driven, and that they belong to part of a team. This is the way a school should feel for its employees. When teachers and staff of a school are engaged in fulfilling the work of the school they show higher levels of performance and thereby increase the achievement of students. Principals should know the engagement level of their staff and also any events or feelings that may impact that engagement level.

Employee engagement, which reflects the emotional commitment an employee has to an organization is not just an organizational nicety but a business necessity due to direct ties to a number of performance outcomes, such as profitability,

The purpose of this descriptive qualitative research is to explore how employees define understands, and link engagement to productivity within the workplace. Without a well-defined rigor understanding of engagement, employees remain unfocused, disengaged, and unproductive during working hours. Moreland (2013) found that too many individuals pursue opportunities that are not aligned with their experience, behavioral competencies, and education background. This impact of disengaged productivity undermine the success of other co-workers, and decrease employee morale across organizations. By exploring these factors this research will capture data that represent the contributing influences to improve the levels of engagement to increase productivity.

The challenge presented by the literature is the lack of a universal definition of employee engagement. Most managers acknowledge the fact that employee

Employees enjoy involving in a corporate where they trust the people they work for, enjoy the people they work with and have pride in what they do (Mishra et al. 2014, cited in Carroll, 2006, p.1). Typically, an open, honest and transparent internal communication in a company is the characteristic of the positive work environments. The notion of employee engagement is a relatively new and popular one, one that has attracting a lot of attention for most of corporates and has been heavily marketed by internal communication practisers such as human resource consulting firm that offer advice on how it can be developed and leveraged (Macey and Schneider, 2008). Successful employee engagement is regarded as the enticing promise of increased productivity, effectiveness and profitability for organisations (Ruck, 2010, p.55). The company are intending to capitalise on effective internal communication, especially, finding the role of fostering employee engagement to gain benefits hugely. In order to evaluate the importance of internal communication to the achievement of employee engagement, this essay has been divided into three discussions. To begin with, it will examine the definition of engagement in a corporate with related theories and models. The second part will analyse why employees get engaged and how to drive for engagement. The last part will present the centrality of internal communication.

Employee Engagement incorporates keeping faith and believe to the organisation, developing own knowledge and skills along with the business context, establishing helpful cooperative relationship to the colleagues, understanding one’s role and doing the job accordingly and willingness to serve extra for the organisations well being . According to Harter “Employee engagement refers to the ‘individual’s involvement and satisfaction as well as enthusiasm for Work “(Harter 2002, p 269). A

It has a lot to do with emotions which are fundamentally related to drive bottom line success in a company. There will always be people who never give their best efforts no matter how hard HR and line managers try to engage them. “But for the most part employees want to commit to companies because doing so satisfies a powerful and a basic need in connect with and contribute to something significant”. Aspects of Employee Engagement Three basic aspects of employee engagement according to the global studies are:• • • The employees and their own unique psychological make up and experience The employers and their ability to create the conditions that promote employee engagement Interaction between employees at all levels. Thus it is largely the organization’s responsibility to create an enviro nment and culture conducive to this partnership, and a win-win equation. Categories of Employee Engagement According to the Gallup the Consulting organization there are there are different types of people:Engaged--"Engaged" employees are builders. They want to know the desired expectations for their role so they can meet and exceed them. They're naturally curious about their company and their place in it. They perform at consistently high levels. They want to use their talents and strengths at work every day. They work with passion and

Employee engagement is a kind of work approach designed for workplaces in order to confirm that the staffs are committed to the organisation goals and understand the values which are intended for the success of the company and equivalently they are capable of reinforcing their own sense of well being. In this report, the topic of employee engagement has been discussed and supported with relevant details.

The organization should aim to increase employee engagement. Employee engagement results in manifestation of citizenship behaviors such as conscientiousness, altruism, courtesy, sportsmanship, and civic virtue. These behaviors would contribute to the attainment of organizations objectives and its mission.