Employee Engagement Research Paper

ORGANIZATIONAL BEHAVIOR TERM PAPER

EMPLOYEE ENGAGEMENT

Submitted by - Anjali Krishnan

Pgdm-a

Roll –p14110

INTRODUCTION

Employee engagement is basically defined as a participative process that uses the input of employees to increase their commitment to the organization’s success. The basic logic is that by involving workers in decision making that affect them and by increasing their autonomy and control over work lives, employees will become more motivated, more committed, more productive and more satisfied towards to their job.

MAJOR FORMS OF EMPLOYEE ENGAGEMENT

• PARTICIPATIVE MANAGEMENT:

Participative management basically deals with the decision making process as the subordinates share a significant power of decision

Employees also say that if they are not engaged in work their work, and work life will suffer. It says about how employee engagement is a system of solutions, a system which creates innovation and drives people to work which leads to increase in competence. Greater competency generates autonomy in completing work and increases the engagement. In this article it mainly concentrates on the levers which leads to engagement. There are mainly five levers:

• COMPETENT MANAGER

A competent manager is very essential to the organization as they add value to work, engage the employees in decision making and allowing each to do his/her work the best. A competent manager is able to move team members along in collaboration while being enthusiastically engaged with each other and the work. Organizations develops a system for communication and also it supplies the managers with the resources so as to get the work done. Therefore without a competent manager employee engagement won’t happen in a proper

A competent manager can also set goals with proper frame work with the proper quality and quantitity.Without a contextual goal there will be frustration, misunderstanding, false start and late finishes and therefore leads to disengagement.

• OBJECTIVE METRICS

In this it tells about how employees judge themselves, measure the progress that is meaningful to them. This is done through competent manager where they determine goals and employee working to determine the needed in small steps but if metrics are establish based on managers perceptions then anger, fear are achieved which are mutually exclusive to engagement. The measurements must be co-established where both manager and the employees are involved. Developing metrics based upon goals and the quality and volume of work will further engage employees.

• RESOURCES

Proper resources are required for the completion of the work and it is not necessary that the managers should only supply the resources but the main focus is on the choice made as they must be able to do decision making and also solve the problems. There will be also timings when employees have to face difficult situations and won’t be able to navigate them, therefore this where the managers increase the employee engagement by coaching, improve skills