It is thus possible to scale up interventions even when there is very few extension staff. Since solutions are obtained jointly and through an experimentation process the FFS can function (Arnold R. Braun and Deborah Duveskog, 2005:58). Due to the informal and participatory nature of FBOs, with its inbuilt group dynamic and team building exercises, it provides an ideal entry point to deal also with broader livelihood issues such as nutrition, health and sanitation. In particular sensitive aspects such as HIV/AIDS, violence, family planning and human traumas can often be effectively dealt with in FBOs following the breakdown of barriers between men-women and rich-poor that the FBOs situation stimulates. The FBOs approach can further act as a bridge between emergency and development by forming a platform for immediate input supply, agricultural training as well as building organizational capacities for future longer-term interventions.
2. Motivating with instant feedback, encouraging peer connection and providing tangible rewards will help to boost employee engagement with ease and efficiency. Improvement in talent engagement and efficiencies Employee efficiency can be improved by putting employees in a more productive mindset. In order to do that the organisation can use the following strategies: 1. Designing economic incentives so employees at all levels of an organisation can benefit from
In this rat race, ultimately organization suffers the heat of losing the most capable employee. Moreover, to increase the work life balance & maintain the healthy environment at workplace, organization introduces employee engagement activities like R&R, goodies, team lunch, trips & treks, events, holidays & comp offs etc. The literature survey will focus in depth the reason of such strategies, thus helping us to understand the theoretical aspects proposed by several researchers & authors. Objective • To identify various employment engagement activities opted by IT organizations. • To ensure whether Employee Engagement initiatives has direct relation with employee retention, satisfaction & loyalty.
Therefore, the employees should know how to overcome the conflict. When an employee’s hard work are not be given good feedback by the others, the individual might be misunderstood that other people are not appreciate with what he had done. In order to avoid this kind of conflict with the colleague, the employee should learn how to give the good feedback to that person. This can avoid the particular employee to have conflict with the feedback given by the others. Moreover, when the evaluators are giving feedback to an employee, the evaluators should also respect the employee at the same times, they should avoid giving the feedback on personal criticism.
Therefore, the employers should study the pros and cons of adopting FWA, and how is it going to affect the productivity of the employees in the business. As we discussed the pros of READ adopting FWA earlier, we come to discuss the cons of it. - To begin with, business owners and managers need to recognize that flexible work arrangements are not always appropriate for all people, jobs, or industries. In some jobs or industries FWA can turn out to be catastrophic while it decreases productivity immensely. - Another challenge that could be faced by employers adopting FWA is if the employees weren’t willing to adapt to such changes or weren’t able to resist any non-work temptations.
To ensure loyalty of employees to the company. Employee feedback should also be encouraged to show that their feedback is taken into consideration. Providing career development training opportunities also improves employee morale. Companies can offer to pay for the employee's certification which will allow them to get skills and knowledge that will benefit them in their work. For example, employees will feel appreciated by the company when
(2). Since that extensive research carried out and it has become an area of growing interest. Even though employee Engagement is a well-researched topic, it lacks a universal acceptable definition (3).researchers defined the concept of employee engagement in the view of individual perspective or organizational perspective (4).according to the individual perspective of (name) employee engagement is Individual’s sense of purpose and focused energy, evident to others in the display of personal initiative, adaptability, effort, and persistence directed toward organizational goals (5).while (name) studied the organizational perspective and defined employee engagement as The degrees to which employees are satisfied with their jobs, feel valued, and experience collaboration and trust (6). According to Andrew and Sofian (2012), employee engagement involves an emotional and psychological relationship between employees and their organization that can be changed into negative or positive behaviors that employees show at their workplace (7). Engaged employees will stay with the company, normally perform better and be more motivated they form emotional connection with the company and create sense of loyalty in a competitive environment (8), employee engagement builds passion, commitment and alignment with the organization's strategies and goals and Increases employees‟ trust in the organization (9) A highly engaged employee will consistently deliver beyond expectations (10).
Abhijit Siddhanta and Debalina Roy (2010) in their Article Employee Engagement: Engaging the 21st Century Workforce in Asian Journal of Management Research, represent a comprehensive and integrated coverage of employee engagement activities being practiced by the corporate as well as how corporate culture has an important role in enhancing commitment towards jobs, motivation or productivity. This article throws light on how employee engagement can be increased. This article also reviews research or survey findings on the effect of employee engagement on productivity, profitability, customer satisfaction and various other related aspects conducted by organizations like Gallup, Hay Group and ISR among others. Author also tries to identify the key drivers of employee engagement its different attributes together with the ways to measure it, how to handle disengaged employees and modern employee engagement practices in
Also, there is a need to develop a positive attitude toward the learning from training. So employees attitudes toward training is thing that company should know in order to control this issue. Trainees can be divided in three groups based on their attitudes toward the training. Some of them want to be trained and are interest in learning. Others see the self that will not successful from this training and they are self-efficacy.