Employee Engagement

                                                      EMPLOYEE ENGAGEMENT

According to Alfes et al., Cited in Armstrong and Taylor (2014) defined engagement with three dimensions,  

1. Intellectual engagement – Concentration on performing best for the given job tasks.

 2.Affective engagement – Positive thoughts on work related actions.

3.Social engagement – Smartly interact with others by discussions on improvements and collect feed backs.

                                                             

Source : Harvard Business Review 2015

According to Harvard Business Review (2015), As for an example In a Gallup survey, Employees with high engagement in the selected  organizations had 25% to 65% less employee turnover  compared to others and ranked higher in productivity and consumer satisfaction. and . (Depending on whether they were traditionally low- or high-turnover organizations). They also received higher marks in productivity and customer satisfaction. According to Graber (2015) Engagement is  directly not all about philosophy as it has a connection with bottom –line.

According to various scenarios there have been some complications on Employee Engagement. Therefore some examples on them are described below with accordance to Kruise, (2012). 
 

Employee engagement does not mean employee happiness.

When a person is happy doesn’t mean they are dedicated on their works. Arrangements on parties and other requirements do not increase their willingness to do work on behalf of the company.

Employee engagement doesn't mean employee satisfaction.

Satisfaction is not adequate as the employee can reach another organization with higher salary. Even though the workforce itself can do their required work on time as scheduled but will not go for a extra mile on behalf of the company. 

Definition: Employee engagement is the emotional commitment the employee has to the organization and its goals.

If an employee dedicates towards the company without considering any advantages from it and sincerely works on behalf of a company, He or she will go for an extra mile without asking and be loyal to the mother organization as Employee engagement is an emotional concept which leads the organization to the created goals smoothly.

For examples with reference to Towers Perrin research companies with engaged workers have 6% higher net profit margins, and as per Kenexa research engaged companies have five times higher shareholder returns over five years.

Conclusion :   

Employee engagement is a theme which is beneficial for the company in long term. while being the strength of the organization , it can globalization effects smoothly. There are no specific or correct way to measure it. This enhance by motivation and There should be a bind between employer and employee in order to gain trust among each other and build up as a team. Finally with less attrition and dedication of workforce will give you the results which will move the organizations towards objectives efficiently.

References: 

Armstrong, M,Taylor,S 2014, Armstrong’s Handbook Of Human Resource Management Practice,Kogan Page Limited, United Kingdom.

Graber, S, The two sides employee engagement, Harvard Business Review,2015, December.

   
Kruise, K, What Is Employee Engagement, 2012, Forbs Media LLC

Available from : https://www.forbes.com/sites/kevinkruse/2012/06/22/employee-engagement-what-and-why/#bbe257d7f372 (28.12.2018)