EMPLOYEE ENGAGEMENT Employee engagement is the relationship between the organization and the employees. An engaged employee is very enthusiastic about their work and takes positive actions to improve and enhance the organization’s image. It is therefore, the level of commitment and involvement employees have towards their organization and its values. Engaged employees care about the future of the company and are willing to invest the discretionary efforts to see the organization succeeds. Employee Engagement is the passion employees have.
It will also show how the founder of Virgin Atlantic Richard Branson views his employees as being the most important asset of the company and how empowering the employees could also benefit the organization. Companies that invest in their employees' professional and personal development will gain competitive edge over their rivals and a more committed workforce, (Mike Jeram, National Secretary of Business and the Environment, Unison). This also brings us to recognizing the many benefits of having employees that are empowered. They include; improved communication between employees and managers, job satisfaction which leads to an increase in productivity and an employee’s commitment for achieving the organizational goals. Empowerment is a new strategy within organizations that managers have yet to
It motivates employees to take initiative in order to be credited for their success and outcomes. The need for power is what plays the predominant role in success (Miner 1992). This motivates people with a drive for leadership who like to take charge and enjoy competition as it is seen as the key to managerial success. Those with a high need for affiliation are motivated by harmonious relationships with their fellow workers and by acceptance. Usually these types of people work better in teams and with others as it satisfies their social needs.
All organizations, that have successfully adopted teamwork concept, have reached significant development and increase in work efficiency. This approach improves employee motivation in civil service and benefits overall productivity of an organization. Within an organization, the employees or the team is a very important part. When these employees are not motivated, the productivity will be down and the organization will no longer be on a “forward” moving track. The key to keeping the company moving forward is to have motivated employees.
When employees are motivated basically their job performance boldly increases and this will enhance organizational goals to be achieved competently and successfully with in little time period. Therefore organizations have realized this trend in recent times and the procedures and policies more or less focuses now on how to motivate their employees. This has become necessary because well motivated employees are the essential competitive benefit of every organization. Due to performance rewards and appraisal system that most organizations have adopted, this has increased the essential role in job satisfaction and motivation at place of work. But this trend differs from one person to another and one organization to the other.
Effective communication has many benefits including increasing productivity, boosting employee engagement and motivation, and decreasing employee turnover. Whether a senior management employee or a regular employee, good communication results in better working relationships and a good atmosphere in the organization. As the essay has discussed, there are various techniques of communication used in organizations. The choice of a particular technique is determined by what the institution wants to achieve from the communication. The essay shows that it is vital to choose the best methods for different
Although this may seem very controlled and ‘direct’, by giving employees objectives and goals enables them to feel part of a team and involved in the overall success of the organisation, thus increasing their motivation. Twyla Dell says, ‘The heart of motivation is to give people what they really want most from work. The more you are able to provide what they want, the more you should expect what you really want, namely: productivity, quality, and service’ (Dell, 1993). This shows how important it is to get real understanding of your employees, because in the end, through gaining an understanding will create motivation from employees, which in turn will create loyalty and high levels of commitment. Organisations that do this well will thrive; those that don’t could disengage employees which gives negative working environments and ‘can drag down others, which will impact everything from customer service to sales, quality, productivity, retention and other critical business areas’ (Forbes.com,
This gives employees a sense of ownership and pride in their work. Reward and recognition (R&R) - Personal recognition is a powerful tool in building morale and motivation. An appreciation from a peer or a manager will have an positive impact on the performance of an employee. Organizations encourage employees to work smart by giving rewards like a gift vouchers, occasional lunch or dinner, or appreciation certificates. Recognizing and appreciating a job when their good performance is recognized and praised inspires employee to work even harder next
“There is documented evidence that training activities have a positive impact on the performance of individuals and teams” (Aguinis et al 2009). Developing human capital in an organization which is knowledge, skills and attitudes will enhance the performance and motivation of employees as they will feel valued and happy in their workplace. “Training related changes should result in improved job performance and other positive changes such as developing new skills” (Aguinis et al 2009). If an individual feel as if they have as if they have support by others and experience success within their learning and development process then their attitude will be more positive (Page-Tickell 2015). “Offering employees training opportunities can be seen as a message that the organization cares for its employees” (Aguinis et al 2009, p.467).
Job satisfaction and employee happiness should be a big aspiration in talent management due to its impact on output, creativity and employee loyalty. Talented employees want a clear organizational roadmap and an opportunity to personally grow and develop. Talent is the natural above average ability to perform a task. This individual has the natural inclination to perform the tasks they are talented in better than others. A talent is always a skill but a skill isn’t always a talent.