Employee Engagement

In present organizational context employee plays a vital role and contemporary organizations should consider them as an asset instead of direct cost (Beer et al, 1984). Further Boxall and Purcell (2016) discuss that Human Resource is dynamic and unique resource it varies person to person therefore it must be managed very carefully further he explains Human Resource is very sensitive and reacting to either positively or negatively to the way of managing it. Therefore it is very important to recognize of people and invest in them as a source of ‘human capital advantage’ rather than applying cost cutting initiatives (Boxall and Purcell, 2016). In contemporary organizations Strategic Human Resource Management (SHRM) mainly focuses on following themes (Itika, 2011). •         Strategic resourcing and talent management •      ...

Employees can be categorized according to their level of engagement mainly in to three groups (Allen, 2014), 2.1.   Engaged Employee Engaged employees are always passionate about their work and always helps organization to grow through innovations. They always try to achieve targets and focused towards their goals they want to know the desired expectations. They highly concerned about both company and their place in it. Their performance is at a higher level, and wants to use their talents and strengths at work every day.   engaged employees work with passion and feel a profound connection to their company. They drive innovation and move the organization forward (Gallup,2006).   2.2. Not Engaged Employee Not-engaged employees are more focused on completing their task or achieving their own goals rather than achieving organization’s common goals. They always think they are not recognized and their contribution and potential are being ignored.  This...

3.1.   Always recommend existing company to others as good place to work. Gain a good sense of someoneʹs engagement by asking a simple question, would you recommend Barclays as a good place to work?’ (Barclays, 2008) . 3.2.   Always happy to stay with a team and involve in  team activities Dell refers to being engaged as‘giving time and talent to team building activities’(Dell, 2008).  3.3.   Committed to work by own willingness Vodaphone defines employee engagement as ‘an outcome “measured or seen as a result of people being committed to something or someone in the business a very best effort that is willingly given” (Suff, 2008). ...

Bakker and Leiter (2010) state that actively engage workforce gives positive organizational outcomes on following areas, 4.1. Employee productivity High level of engagement helps employee to improve his/her innovative thinking. According to the Lockwood (1997) high level of engagement helps employees in taking initiative and pursuing learning goals. Engaged employees develop new ways and means to improve the organization’s performance levels and go extra mile. Main reason for this behavior is engaged employees are motivated with their job and are more committed to the organization (Schaufeli and Salanova, 2007). They always go beyond the job description and very enthusiastic at work. Highly engage employees are hunger for   achieving challenging goals, and the urge to succeed therefore such employees are ready to change and arrange their job according to the changing work environment (Bakker and Leiter, 2010).        Figure 1.0: Employee engage...

In order to gain maximum employee engagement researchers are proposed several strategies. All these strategies are based on four major principles (Kulkalyuenyong, 2016). These principles include, 5.1.Employee involvement and participation 5.2.Employee career development. 5.3.Employee recognition and rewards 5.4.Internal communication between management and employees Many Characteristics of actively engaged workforce discussed in  section 3.0 , “Characteristics of engaged employees” can be seen in the staffs who are working for blue-chip multinational companies such as Nestles, Toyota and Fonterra. Because these organizations profoundly follow above strategies to improve the engagement level of the employees. 5.1. Employee Involvement and Participation According to Lawler (1986) Employee involvement and participation refers to extent to which allowing employees to participate in managerial decision-making and suitable improvement activities in the organization. ...

6.1. Gallup study (2004) Gallup studies have found the levels of engagement of developed Asian and Australian Continent countries Australia 18%, China 12%, Japan 9%, New Zealand 17% and Singapore 9%. . 6.2. Towers Perrin Survey in 2003, 2005, and 2007 (Gebauer and Lowman, 2009). The survey used data collected from more than 85,000 employees from 16 countries. Towers Perrin Survey findings can be summarized as follows, Overall 24% of employees worldwide were disengaged, 62% of employees were moderately engaged, and Only 14% of employees were considered to be highly engaged. Country wise percentages of highly engaged workforce,  Mexico (40%) ,Brazil (31%) , United States (21%) ,Canada (17%) , Europe (11%) .Asia (7%). 6.3. Aon Hewitt survey - 2017 Global Engagement Trends Every year, Aon Hewitt measures employee engagement for more than 1,000 organizations around the globe. This study has been conducted using data from more than five million employee responses in...