Employee Engagement in fast growing organizations

  Benefits of Employee Engagement and Recognition Monetary and non-monetary rewards has a major effect on employee job motivation and their satisfaction level towards the job (De Cenzo et all., 2010). Recondition plays a major role and it could be simply classified as appreciating and accepting their hard work (Caligiuri et al, 2010; Nelson, 2005; University of Iowa, 2009). According to Gostick and Elton (2007), it could even be in the form of a personal note to show how important that employees is. Video 1.0 - Important stats to remember about employee appreciation and recognition is shown  on this video clip Source – (Semos cloud, 2019) Measuring the Benefits of Employee Engagement It’s well known that employees’ attitudes toward the organization have a significant effect on how they approach their jobs and how they treat customers. But recent research also suggests that high levels of employee engagement are associated with higher rates of profitability growth (K...

  Drivers of Employee Engagement There are some factors that affect employee engagement which is necessary to understand. Mainly there are antecedents and drivers which are given below  (Crawford, et al., 2013).  • Job challenge  - Challenging job provides an opportunity to strengthen, develop, and learn skills applicable to the work world and personal growth for an employee.  • Opportunities for development  – Development opportunities make work meaningful to the employee because they provide pathways for growth and for fulfilling personal objectives  (Penna, 2007).   • Autonomy  – This provides the right or condition of self-government. Allow employees to schedule their work at their own procedures.  • Variety  – Being able to perform different activities which required different skill levels makes the job interesting  • Feedback  – Providing regular feedback to the employees about the effectiveness of t...

  Different Levels of Employee Engagement Many categorizations on different levels of employee engagement can be found on literature but all such categorizations are similar in the sense that they simply endeavor to partition the spectrum of “engagement”, from “not at all engaged” to “fully engage”. Research conducted by Gallup organization (2006), categorizes employee engagement in to 03 levels. Figure 1.0 describes those three types of employee engagement in an organization.      Figure 01 : basic types of employee engagement categories. Source: Gallop Employee Engagement Insights (2013)            Engaged:  An organization should strive to drive all their employees to “Engaged” level as these employees provide organizations with vital competitive edge over their competition, engaged employees are highly productive and impose low risk of employee attrition (Vance, 2006). Engaged employees put in voluntary efforts in to th...

  Design a job to engage employees   Job Design J ob design is the process of putting together a range of tasks, duties and responsibilities to create a composite for individuals to undertake in their work and to regard as their own. It is crucial: not only is it the basis of individual satisfaction and achievement at work, it is necessary to get the job done efficiently, economically, reliably and safely.’ (Torrington et al., 2011: 84)   Job Design is a productive factor where it can be used for two purposes, one is to satisfy the employees wants and in other hands to convince the organization (BELIAS and SKLIKAS, 2013). According to Armstrong, 2003 there are many factors in job design, those factors are – Job rotation – Job enlargement – Job enrichment – self-managing teams. Where Job design contains and works method which takes on from job performance (Durai, 2010). Viteles developed the first theory on job designing in 1950 (Hsieh and Chao, 2004). And the first ...

Employee engagement in fast going organizations Introduction According to Kortumann et al, 2014 in the current corporate world, companies depend on available human capabilities to run an organization, but it wouldn’t work for long. Maintaining or running a successful organization won’t be possible without having the employee engaged. Many organizations struggle in proposing the change, as their main focus on the employees are lost (Hill & Birkinshaw, 2012). Skilled labour, education level, best practices, development has been introduced to Increase the efficiency in every firm but due to disengaged employees, the Productivity of the results have drastically dropped. (Purcell, 2014). This is one main Reasons as to why many major companies don’t exist for long as it has affected the financial side of the firm (Bersin, 2014).  Khan, 1990 694 describes employee engagement as when the employees are given an opportunity to express their views physically, emotionally and through actio...