Essays on Factors Contributing to Workforce Engagement and Organizational Approaches to Leadership Issues Literature review

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The paper "Factors Contributing to Workforce Engagement and Organizational Approaches to Leadership Issues" is a perfect example of a literature review on management. Workforce engagement is an approach at a workplace that results in creating the right working conditions or all members of the organization enabling them to perform their duties at the most optimum level available. Workforce engagement, also known as employee engagement results in employees being committed to the achievement of the goals and success of the organization while having an enhanced sense of their wellbeing. Engagement here is related to “ overall job satisfaction” is a much clearer definition according to Harter et al.

(2002), and is different from “ job satisfaction” or “ perceptive job satisfaction” . Workforce engagement can also be defined as employees being emotionally committed towards their work which in turn has a positive effect on the workplace regarding increased productivity, better customer service as well as fewer or reduced cases of employee absenteeism according to Little et al. (2006). Employees who are engaged would have every reason to want to work and not feign sickness so as to take sick off or be away from work on the excuse of being sick.

It is worthy to note that a highly motivated workforce offers space for innovation in that innovators have the freedom to create new ideas as well as communicate them to higher management. Employee engagement in its own is also a form of investment by an organization that is focused on bringing out the full potential of its employees. An organization that invests in its employees shows that it does not want to lose its human resource and is focused on their well-being so as to achieve maximum profits for the company.

This can also be said to be an approach to retain a highly skilled and motivated workforce. Several factors contribute to employee engagement based on different organizational structures, plans, and goals. Despite these organizational differences, the goal or end product of engagement is usually the same, and that is to have a highly motivated workforce. To have a clearer view of factors contributing to the employee engagement, it is worth to note there are three major factors that can be considered to contribute majorly to the employee engagement: The work environment in which the employees are working The type of work being done The person(s) doing the job.

References

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Harter, J.K., Schmidt, F.L. and Hayes, T.L., 2002. Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta-analysis. Journal of applied psychology, 87(2), p.268.

Hausknecht, J.P., Rodda, J. and Howard, M.J., 2009. Targeted employee retention: Performance‐based and job‐related differences in reported reasons for staying. Human Resource Management, 48(2), pp.269-288.

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Little, B. and Little, P., 2006. Employee engagement: conceptual issues. Journal of organizational culture, communication and conflict, 10(1), p.111.

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Theobald, T., & Cooper, C. L., 2012. Doing the right thing: The importance of wellbeing in the workplace. Basingstoke: Palgrave Macmillan.

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