Маnаging Еmрlоyее ЕngаgеmеntIntroduction Every organization requires motivated and hardworking employees; this is only possible if the engagement level of the employee is high enough to perform at his/her best. The management and leaders have the sole responsibility to enhance such qualities I their employees so that they become completely engaged towards the organization. This paper shall analyze such a relationship between performance, high engagement level and leadership strategies in enhancing the before mentioned concept. Analysis Employees must always remain high on motivation, organizational commitment, and trust if an organization is to become productive.
Before evaluating the before mentioned relationship between performance, high engagement level and leadership strategies it is important to define and explain the concept of being “engaged” to an organization or showing engagement towards an organization. “Engaged” can be defined as being involved or being committed to a certain thing. Workers consider themselves to be engaged when they feel that their job has personal meaning and motivation, get positive interpersonal encouragement, and work in a well-organized office environment. Such an employee considers the outcome to be apart of his/her own result, with the wish to contribute to accomplishing more than just their personal goals.
Thus it may be said an employee who is highly a motivated and inspired may be considered as an engaged employee as well. However, building an engaged workforce is still a challenge for a lot of organizations. As it needs successful leadership and many additional organizational factors to aid employees to find their full ability and worth. Mainly with an unpredictable economy, organizations must give attention to increasing employee productivity and existing organizational income. Sufficient revenues may be identified by an organization through most advantageous engagement of its employees’ awareness, talent capability, and enthusiasm. Employee Engagement may also be considered as the extent to which employee loyalty, both emotional and logical, is present during accomplishing the work, aim, and objective of the organization.
Engagement may also be considered the as the highest degree of ownership in which every employee desires to do anything they can for the gain of their internal and external customers, as well as for the growth of the organization. Employee engagement is considered in scholarly research by Hater al.
(2009). A restructured description of job satisfaction, Hater et al. 's prominent explanation of engagement was as given under: "An employee's involvement with, commitment to, and satisfaction with work. Employee engagement is a part of employee retention. " (Smith et al. , 1969) According to Meyer & Allen, (1991) this shows that the concept is closely related to classic characteristics of job satisfaction along with organizational commitment. Most current meta-analysis may be valuable in understanding the effect of engagement. ‘a positive attitude held by the employee towards the organization and its values.
An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organization. The organization must work to develop and nurture engagement, which requires a two-way relationship between employer and employee. ’ (Robinson 2004)