Organization 's Should Care About Culture Essay

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.

According to The Journal for Quality and Participation, "a company's culture is embedded in its DNA." With that being said, establishing a productive organizational culture is a crucial component to the success of the company, even before they are in business. In a nutshell, "organizational culture is a system of shared assumptions....which governs how people how people behave in a culture." When employees of a company are aware of what is expected and accepted, they are more likely to perform their jobs according to those set standards. Whether it be how they dress, speak, or respond to diversity, each area in an organization is highly affected by the culture. Due to the fact that organizational culture is what ultimately

One of the primary factors in employee engagement is a person’s relationship with his or her direct manager. Some managers are excellent at managing teams and making each person feel valued, while others don’t have the same abilities. Train your managers in the skills that can improve employee engagement, and it can boost your organization’s overall results. Most employees fear their supervisors, so they choose to leave because they don’t want to work in a stressful environment. However, they don’t always express their

Engagement is a sign of satisfaction and loyalty to the firm which can be incurred by increasing job resources

The organizational culture can encourage or discourage effectiveness, depending on the nature of the values, beliefs, and norms” (Ivancevich, Konopaske, & Matteson, 2011). Organizational culture can be very friendly, very task oriented, competitive or driven to be highly productive or it can be disorganized and unproductive. The culture is based on the history of the company and the atmosphere that is created and nurtured over time. This culture guides the language the employees use their loyalty and many more areas. Organizational culture is an important social characteristic that influences organizations, group, and individual behavior with in a company (Hartnell, Ou, & Kinicki, 2011). The Culture of an organization affects the way people behave, how they address customers, the atmosphere, perception, values, and beliefs. Employee’s performance and effectiveness can also be determined by an organization’s culture. Every organization has its own culture based on shared expectations, values and attitudes and its influence on individuals and groups (Ivancevich et al., 2011). People inside of an organization have a big effect on the culture because of their values, beliefs, and ideology. Companies try to hire people who have the same values as the company so that they will fit into the organization. People stay with organizations that have a

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,

Employee engagement has been a trend of management since 2004.(CMI 2015) ‘Some people may believe that engagement is just about employees ‘going the extra mile’, but it is much more.’(CMI 2014) Within globalization, how to apply employee engagement is significant for an organization to achieve their performance. A key aspect of employee engagement concerns how employees manage their position, performance and development in relationship to the company’s strategies. Therefore, according to Moenguc (2013), employee engagement has been personalized as a“persistent, positive affective-motivational state of fulfillment.” To demonstrate how this process affects the overall performance of an organization, John Lewis has been selected as the case study

Robinson D, Perryman S & Hayday S. (2004). The drivers of employee engagement. Institute for

Employee engagement incorporates the psychological contract, the set of unwritten rules and expectations that employees and employers have. Maintaining the psychological contract is fundamental in maintaining employee engagement. “When an employee realizes that the employer cannot meet a key expectation in the (psychological) contract, there is often a feeling of having been betrayed, as if a real contract has been broken in bad faith. This can become the “shock” or turning point that begins the downward cycle toward disengagement and departure”, Branham L (2005)- The 7 Hidden Reasons Employees Leave.

Maintaining and improving employee engagement are increasingly complex for company’s operations these days due to the instable environment and varied economic conditions (Aon Hewitt, 2012). However, if a company has a good performance in employee engagement, it would surely enjoy competitive advantage and better business outcomes than other companies.

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

An organization’s capacity to manage employee engagement is closely related to its ability to achieve high performance levels and superior business results. Some of the advantages of Engaged employees are • • • • Engaged employees will stay with the company, be an advocate of the company and its products and services, and contribute to bottom line business success. They will normally perform better and are more motivated. There is a significant link between employee engagement and profitability. They form an emotional connection with the company. This impacts their attitude towards the company’s clients, and thereby improves customer satisfaction and service levels • • • • • • It builds passion, commitment and alignment with the organization’s strategies and goals Increases employees’ trust in the organization Creates a sense of loyalty in a competitive environment Provides a high-energy working environment Boosts business growth Makes the employees effective brand ambassadors for the company

An organization’s performance and success is closely related to that organization’s ability to effectively manage employee engagement, and several advantages of engaged employees include profitability, more motivated employees and higher levels of performance, and an increase in employees’ trust in the organization (Hough, Green & Plumlee, 2015). One important aspect to include when discussing benefits with employee engagement is overall workplace satisfaction. Engaged employees not only create value, but in turn also feel valued in the workplace. This value is accompanied by a meaningful job which provides the employees with a sense of satisfaction. The more a person’s work environment fulfills his or her needs, values or personal characteristics, the greater the degree of job satisfaction (Abraham, 2012).

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.

Developing a culture within an organization is very important. The culture of the workplace can control the way employers behave amongst each other, customers, and those outside of the organization. Every organization has its very own unique style or working that often contributes to its culture. The values, beliefs, and principles of an organization helps form its culture. Having a healthy culture is very important and encourages the employers to become motivated and loyal to the company and management. Having a healthy culture can also promote competition. Employers within a company love to be recognized for all their hard work and be shown that they are appreciated by their supervisors. For everything to flow accordingly, there must be set guidelines, rules, and regulations for the employers to work accordingly. These rules and regulations are put in place to help guide the employers in the right direction, and to be clear that everyone knows their role in the organization. It is imperative that employers know how to accomplish tasks and goals in the beginning.