EMPLOYEE ENGAGEMENT

Figure 1 - Floship

Employee engagement (EE) can define as the commitment towards organizations’ work which created among employees, through, motivation to achieve high level of performances (Armstrong, 2012). EE can't be defined same as the employee satisfaction.

According to Armstrong (2012), job engagement and organizational engagement are the two elements of employee engagement. 

Job engagement - Feeling positive about the job can be referred to job engagement. It can be enhanced by job design, learning and development programs and improving quality of leadership provided by line managers.

Organizational engagement - Focuses the attachment to or identification with the organization as a whole.It's a positive impression held by employees, towards the organization and its values.

Why EE is important?  

“EE is widely accepted as an important factor in achieving performance in the workplace. However, if employers focus purely on engagement, without considering employee wellbeing, they risk any engagement created being unsustainable.” (CIPD, 2012).

According to Whittington et al. (2017), evidence suggests that EE has a positive and significant effect on organisations, and that managers are pivotal to engagement and well-being. Those invention increases the components such as, commitment, organizational citizenship behavior, motivation and job satisfaction.

Figure 2- Whittington et al. (2017).

According to Armstrong (2017), EE beneficial to the organization in a way by,reducing employee/ turnover,enhancing productivity by giving high responsibilities to non-manager/executives , application of techniques to improve attendance - Ex; appreciation letters and improve higher relationship with good customers and ensure customer satisfaction.The following figure 

Figure 3 - Pinterest

Factors that affect employee engagement:

According to a research done by SHRM (2017), "38%of U.S. employees reported that they were very satisfied with their current job, whereas a greater proportion (51%) stated they were satisfied but to a lesser degree, indicating that the majority of U.S. employees are to some extent satisfied with their present job role".

The fundamental factors of EE are,

Figure 4 - CIPD (2017).

The above factors can also be specified as rational drivers and emotional drivers. According to CIPD (2017) "Failure to integrate both of these components is a missed opportunity, which represents a mark of apathy and hinders the employee-employer relationship".

References:

1. Armstrong, M. (2012). Armstrong's Handbook of Management and Leadership - Developing Effective People Skills for Better Leadership and Management. London: Kogan Page, pp.147-159.
2. Armstrong, M. (2017). Armstrong's Handbook of Human Resource Management Practice. 12th ed. London: Kogan Page, pp.136-152.
3. CIPD (2012). Managing for sustainable employee engagement. [online] 151 The Broadway London. UK: Chartered Institute of Personnel and Development. Available at: https://www.cipd.asia/knowledge/reports/engagement-management-guide [Accessed 5 Jul. 2012].
4. Whittington, L., Meskelis, S., Asare, E. and Beldona, S. (2017). Enhancing Employee Engagement. New York: Palgrave Macmillan, pp.98-107.