Definitions - Employee Engagement


Definitions - Employee Engagement


Two way process in which organization provides employee the opportunity to grow, encourage them to speak, Markos & Sridevi (2010) motivate them to flourish and eventually develop a psychological bond with the organization. Dernovsek, (2008) defines employee engagement as the involvement with and enthusiasm for work. According to Armstrong (2010, p155) as cited by Murali and Watson (2001) defined ‘engaged performance’ as ‘A result that is achieved by stimulating employees’ enthusiasm for their work and directing it towards organizational success.

According  to Armstrong, (2014, p. 194)  as cited by Kahn , Employee Engagement can be define as  “The harnessing of organization members’ selves to their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performances”. The rising importance of employee engagement It is for that reason too that ‘employee engagement’ – a term barely heard before the late 1990s – has become a major issue for businesses large and small. That’s because high-performance theory places employee engagement, or ‘the intellectual and emotional attachment that an employee has for his or her work’ (Heger, 2007), at the heart of performance – especially among knowledge workers. The relationship between the individual and the organization provides the context in which employee engagement is created.

Employee engagement is characterized as a feeling of commitment, passion and energy that translates into high levels of persistence with even the most difficult tasks, exceeding expectations and taking the initiative.

Video : Employee Engagement - Why Is Your Boat Still Sinking? 

                                                            Source: (Bob Kelleher, 2016)
References

Armstrong, M. (2014) HANDBOOK OF HUMAN RESOURCE MANAGEMENT PRACTICE. 13 edition. United Kingdom: Kogan Page Limited.

Armstrong, M. (2010) Armstrong’s Essential Human Resource Management Practice: A Guide to People Management. 1st edition. New Delhi India: Kogan Page Limited.
Bob Kelleher, (2016) Employee Engagement - Why Is Your Boat Still Sinking? [Online Video]Available from http://www.youtube.com/watch?v=FvDKh31k1fM[Accssed 11th January 2020]


Dernovsek D. (2008). Creating highly engaged and committed employee starts at the top and ends at the bottom line Credit Union Magazine, May 2008. Credit Union National Association, Inc.

  
Heger, Brian K.Organization Development Journal; Chesterland Vol. 25, Iss. 2,  (Summer 2007): P121-P132,P233.

Markos, S. & Sandhya, S. M., (2010). Employee Engagement: The Key to Improving Performance. International Journal of Business and Management, Volume 5, p. 91.

Murli, S., Watson, R.O. and Galán, J.E. (2001), Role of tyrosine kinases and the tyrosine phosphatase SptP in the interaction of Salmonella with host cells. Cellular Microbiology, 3: 795-810. doi:10.1046/j.1462-5822.2001.00158.x



Comments

  1. NECESSITY OF TRAINING AND DEVELOPMENT IN ANY ORGANIZATIONJanuary 12, 2020 at 10:23 AM

    Hi, Shantha, it is very informative blog which gives us clear picture of the Employee Engagement. Employee engagement is the emotional commitment employees feel towards their organization and the actions they take to ensure the organization's success; engaged employees demonstrate care, dedication, enthusiasm accountability and results focus.

    According to Armstrong (2010, p155) as cited by Murlis and Watson (2001) defined ‘engaged performance’ as ‘A result that is achieved by stimulating employees’ enthusiasm for their work and directing it towards organizational success.
    I am commenting on this extract from your blog in such a way , that employee engagement for organizational success should be well define. so you may have to comment on which type of methods we can use.
    ''KAIZEN projects which is well known as small improvement activities will be the most effective ways for organizational success and Improvements. It was the story behind the Japan success and how they achieve their targets in a small lead time. So your blog will be more enriched with this argument . Also cross functional teams and small overlap team method also a very best way of employee engagement.

    ReplyDelete
    Replies
    1. SHANTHA NEW BLOGJanuary 13, 2020 at 12:32 AM

      Further addition ,As per Saks (2006) Engaged Employee is having positive feelings toward his work, find their work to be personally meaningful and manageable, and he has the confidence about the future of his work, this attitude influences the quality of their work and the satisfaction and loyalty of their customers.

      Delete
  2. Chaminda AriyaratneJanuary 13, 2020 at 8:39 AM

    The blog discusses critical facts with regard to the title which is comprehensive and done justice to its title in a successful way. Further In today’s context every organization focuses on to get the best out of their employees to increase productivity. And "employee Engagement" is one of the key factors that have been included in their Strategic Human Resource Management (SHRM).

    Since Employee Engagement refers to, The harnessing of organization members’ selves to their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performances (Kahn,1990, p.694)

    ReplyDelete
    Replies
    1. SHANTHA NEW BLOGJanuary 15, 2020 at 12:43 AM

      Agreed and further addition to your view organization in the pattern of optimization the productivity by enhancing the engagement .
      Engagement is not about driving employees to work harder but about providing the conditions in which they will work more effectively – it is about releasing employees’ discretionary behavior. (CIPD, 2012).

      Delete
  3. Samanthi WarnahaluJanuary 14, 2020 at 8:04 PM

    While agreeing with the elaboration made on employee engagement by you Shantha,
    I would like to add another aspect which affects your topic. Biographical parameters have been identified as these factors by engagement surveys. The phenomenon was identified by Robinson et al.’s (2007) through a survey of employee engagement in eight organizations among different sectors. The survey revealed that differences in levels of engagement depends on gender, age, ethnicity, disability and those with caring responsibilities.

    ReplyDelete
    Replies
    1. SHANTHA NEW BLOGJanuary 15, 2020 at 12:44 AM

      Thanks for your view and agree . According to the survey the said fact is directly impact to the behavior, mismatching engagement

      Delete
  4. AjanthaJanuary 15, 2020 at 2:35 AM

    Hi Shantha , You have discussed about impact of employee engagement to the organization , Thus Employee engagement is the extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work (Armstrong , 2014)

    ReplyDelete
    Replies
    1. SHANTHA NEW BLOGJanuary 15, 2020 at 4:49 AM

      Agreed for your view .Further wish to state that Engaged employees are motivated with their job and are more committed to the organization. therefore it is clear that engaged employees help to improve organization's productivity and performance .Schaufeli and Salanova (2007)

      Delete
  5. Sumedha PrasadikaJanuary 15, 2020 at 3:45 AM

    Leaders in the best companies strategically align their employee engagement efforts. They find ways to communicate engagement's effect throughout the year and share best practices across the organization. They use every opportunity, touch point, and communication channel to reinforce and recognize the organization's commitment to employee engagement. They integrate employee engagement fully into the business' lexicon.

    ReplyDelete
    Replies
    1. SHANTHA NEW BLOGJanuary 15, 2020 at 6:22 AM

      Thank you for the view. Due to the prevailing situation of high turnover of employees banking industry, the organization should apply well-built & effectual techniques to enhance the engagement for the sustainability of the organization

      Delete
  6. Maheshika JayasingheJanuary 17, 2020 at 9:36 PM

    Great blog Shantha,
    Employee engagement is the emotional commitment employees feel towards their organization and the actions they take to ensure the organization's success; engaged employees demonstrate care, dedication, enthusiasm accountability and results focus. Employee engagement isn’t a quick fix and it can’t be accomplished with a staff survey, a change in process or procedure, a motivational training course or an HR initiative, it requires an investment in time, energy and commitment from every leader within the organisation to drive and sustain it.Only a change in the way an organisation thinks, behaves and acts will achieve a culture of employee engagement(Allen ,2014).

    ReplyDelete
    Replies
    1. SHANTHA NEW BLOGJanuary 19, 2020 at 7:51 AM

      Agreed and further addition ,As per Saks (2006) Engaged Employee is having positive feelings toward his work, find their work to be personally meaningful and manageable, and he has the confidence about the future of his work, this attitude influences the quality of their work and the satisfaction and loyalty of their customers.

      Delete
  7. Samanthi WarnahaluJanuary 24, 2020 at 8:19 PM

    While agreeing with the elaboration made on employee engagement by you Shantha,
    I would like to add another aspect which affects your topic. Biographical parameters have been identified as these factors by engagement surveys. The phenomenon was identified by Robinson et al.’s (2007) through a survey of employee engagement in eight organizations among different sectors. The survey revealed that differences in levels of engagement depends on gender, age, ethnicity, disability and those with caring responsibilities.

    ReplyDelete
    Replies
    1. SHANTHA NEW BLOGJanuary 27, 2020 at 5:51 AM

      Thanks for your view and agree . According to the survey the said fact is directly impact to the behavior, mismatching engagement

      Delete

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