The paper “ Paediatric Associates - Importance of Employee Engagement for Organizational Performance in the 21st Century” is a pathetic version of the case study on human resources. There is a consensus among academicians and business leaders that employee engagement is one of the most important drivers of organizational performance in the current times. For example, Markos and Sridevi (2010, p. 90) observe that currently, organizations are driven by the need to outperform their competitors. As a result of the growing need to beat the competition, organizations are obliged to use every resource that is at their disposal to improve their performance in the market.
It is also observed that the occurrence of constant changes in the business environment is another important factor that makes it necessary for businesses to improve their performance (Markos & Sridevi 2010, p. 93). Thus, the need to adapt to changes in the business environment and beat the competition are the main factors that make it necessary for businesses to improve their performance on a constant basis. Employees play a central role in determining the performance of organizations (Harvard Business Review Analytic Services 2013, p.
3). It is based on how employees perform their duties that the overall performance of any organization can be determined. If employees fail to perform the tasks assigned to them to the expected level, it is obvious that the overall performance of the organization in question will be compromised (Markos & Sridevi 2010, p. 92). Hence, it is based on the complex relationship between the way employees carry out their tasks and the performance of organizations that the importance of employee engagement arises. Interestingly, companies are now using their human resource function as a source of competitive advantage.
The reasons for this approach are varied. However, the basic argument is that when the employees of an organization are engaged, the organization, as well as the employees, benefit over the long-term. In other words, it is clear that employee engagement is beneficial to the employees as well as the organization. One of the ways in which employee engagement is beneficial to the employees relates to the productivity of the employees. In general, employee engagement helps to improve the level of productivity of the employees.
Employees who are engaged in their work tend to take their duties more seriously and enthusiastically than those who are not engaged (Harvard Business Review Analytic Services, 2013, p. 3). When employees are motivated to carry out their duties and help an organization succeed, they tend to perform better than it is the case when they are less engaged in their work. Therefore, organizations are keen to take advantage of the relationship between employee engagement and employee performance. Moreover, employees who are engaged tend to remain within the organization for a long time (Markos & Sridevi, 2010, p.
91). When employees are engaged, they are willing to remain loyal to an organization and are less likely to be interested in changing jobs. Thus, it appears that organizations are keen to retain their employees who perform well by making sure that they are engaged. The bottom-line of the relationship between employee engagement and organizational performance is that employees who are engaged tend to love their organizations more and perform better than those who are not engaged.
On the other hand, employee disengagement is characterized by employees who do not love their organizations and are not willing to put in more effort to make their organizations succeed. Also, whereas employee engagement benefits the employees as well as the organization, employee disengagement is harmful to the employees and the organization. Disengaged employees are likely to be less motivated. Moreover, their poor performance is likely to undermine the overall performance of their organizations. Therefore, in the current times, organizations are keen to avoid the negative effects of employee disengagement as much as they are keen to benefit from the relationship between employee engagement and employee performance.