Essays on Workforce Engagement Has Become a Key Issue for Organisations Literature review

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The paper "Workforce Engagement Has Become a Key Issue for Organisations" is a good example of a literature review on management. The Resource-Based View (RBV) asserts that the employees are one significant resource in an organization. In order to gain a competitive advantage, organizations have to ensure that the workforce as a key resource is productive. Engagement is therefore a vital aspect for any business organization to realize success in its operations. Employee engagement can be described in terms of finding meaningful and gratifying work from the employee (Truss 2013). Engaged employees are those that are committed to their work and always want to do their best to ensure that the objectives of the organization are met (Federman, 2009).

It is the aspiration of most workers to perform a good job. However, organizations have to ascertain that employees are engaged. Several factors can contribute to employee engagement within the organization. This paper explores factors that contribute to employee engagement. The scope of the paper will also examine how organizations can approach the issues of change when implementing initiatives to promote employee engagement. Factors Contributing to Employees’ Engagement Research shows that the most influential factor that affects employee engagement is the issue of the management working relationship.

Effective management is vital to the success of the organization. It also improves employee engagement (Fernandez 2007). According to James Clifton who is the Chief Executive Officer of Gallup company, workers with close association with the management are more engaged. Workers' engagement is inevitably linked with the manager’ s practices. Good and competent managers can inform the workers of what is needed from them, offering feedback on workers' performance, giving employees equal opportunities while giving them promotions, and delegating reasonable levels of responsibility to the workers.

Moreover, good managers are good listeners, honest, approachable, and establish a good relationship with all stakeholders within the organization thus creating a sustainable environment for the workers (Firth et al. 2004). Thus, it is imperative for the organization to offer quality leadership and management. A study conducted by Sridevi (2010) found out that close to two-thirds of examined workers need more opportunities to improve and remain satisfied in their work environment. In addition, they considered their relationship with the management as a contributory factor to their engagement.

The strong employer-employee relationship is therefore a vital ingredient in the worker engagement process. Subhash and Kopare (2015) argue that employees want to feel valued within the workplace, they want a manager who can realize their work and congratulate them for the job well done. Additionally, proper and adequate communication from the manager can improve their engagement as noted by Moorcroft in Subhash and Kopare (2015). Good communication helps in informing the employees of the goals and objectives of the organization.

Proper communication yields solid results with increased employee engagement (Subhash and Kopare 2015). According to a study by Sridevi (2010), communication is a major driver to obtain employee engagement. The study indicates that understanding the opinions and views of workers is the most vital attribute to their engagement. The study also singles out the importance of being well informed about what is taking place in the firm. According to Development Dimension International, employers should do five things to ensure strong employee engagement. The first thing is to ensure proper alignment of efforts with strategy.

Managers should ensure the efforts of the employees are supporting the purpose and the mission of the work. The workers should be aware of how their activities are aligned with the missions of the firm. Through this, employees will feel motivated and improve their engagement within the organization. An organization without a clear alignment leads to poor employee engagement. Secondly, the manager needs to empower workers. Empowering workers is a critical issue in realizing strong employee engagement. The managers should empower their workers and allow them to explore their interests in their working environment.

According to Development Dimensions International (2005), organizations are capable of empowering their employees by identifying workers who find pleasure in their work and by allowing workers to make vital decisions within the organization. Workers are always empowered when the job they do has a specific purpose and goals.

References

Clark, T 2012, The workers engagement mindset: the six drivers for tapping into the hidden potential of everyone in your company, New York, McGraw-Hill.

Development Dimensions International. 2005, Predicting Workers Engagement MRKSRR12-1005 Development Dimensions International, Inc., MMV.

Federman, B 2009, Employee Engagement: A Roadmap for Creating Profits, Optimizing Performance, and Increasing Loyalty, John Wiley & Sons.

Fernandez. C 2007, Workers engagement. Journal of Public Health Management and Practice. Available: http://find.galegroup.com.

Firth, L, Moore, K, Mellor, D and Loquet, C 2004, How can managers reduce employee intention to quit? Journal of managerial psychology, 19(2), pp.170-187.

Hackett, A 2015, How Do You Effectively Engage Employees During Times of Change and Uncertainty, Cornell University.

Kahn W 2010, The essence of engagement: lessons from The field, Cheltenham: Edward Elgar Publishing.

Penna 2007, Meaning at Work Research Report. Available: Http:// www. e-pen

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Perrin T.,2003, Working Today: Understanding Drivers To Employee Engagement The 2003 Towers Perrin Talent Report U.S Report. Available at: http://www.towersperrin.com/tp/getwebcachedoc? Webc = HRS /USA/2003/200309/Talent_2003.pdf

Sridevi S 2010, Employee Engagement: The Key to Improving Performance. International Journal of Business and Management. vol. 5, No. 12.Available at http://www.myopinionatbesix.com/BesixSurvey/media/Besix-Survey/pdf/4.- Employee-engagement-The-Key-to-Improving-Performance.pdf

Subhash W and Kopare A 2015, A Study On Workers Engagement Practices & Its Effect On Employee Performance With Special Reference To Axis Bank In Ahmednagar. International Journal Of Engineering, Education And Technology. VOLUME 03 ISSUE 03.Available at: http://v3i3.ardigitech.in/A%20STUDY%20ON%20EMPLOYEE%20ENGAGEMEN T%20PRACTICES%20&%20ITS%20EFFECT%20ON%20EMPLOYEE%20PERFO RMANCE%20WITH%20SPECIAL%20REFERENCE%20TO%20AXIS%20BANK %20IN%20AHMEDNAGAR.pdf

Truss C, Kerstin A, Delbridge R., Shantz A., Soane E 2013, Employee Engagement in Theory and Practice. Abingdon: Routledge.

Watson, T2015, "How Does Change Affect Employee Engagement? Retrieved From

Zeljko T.and Ivana F 2015, Organizational Communication As An Important Factor Of Organizational Behaviour. Interdisciplinary Management Research V. Available at: http://www.efos.unios.hr/repec/osi/journl/PDF/InterdisciplinaryManagementResearch V/IMR5a03.pdf

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