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Concept of employee engagement
Employee engagement sies college of management studies working paper series
Concept of employee engagement
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According to McCall, the mechanisms that employee participation can take place are either within or outside the organization. Internal participation involves with the day to day functional of a corporation. On the contrary, the external participation may involve third party agent such as collective bargain through Union. There are three different issues available for a participation decision. First, employees can participate in the decision that involves shop-floor operation such as assigning work schedule and the distribution of job responsibilities. Second, the participation in decision making which are carried out by a middle manager. This includes performance evaluation, hiring or discharge decision. Lastly, the engagement in the board-level …show more content…
It brings greater benefits to the organization because it promotes unity, maintains proper flow of communication, enhances creativity and innovation. When an employee has a say in the company, there is a sense of empowerment and are more likely to increase job satisfaction. This, in turn, reduces the employee retention and boost the overall productivity. Transparency also increases trust between employer and employee; it brings harmony in the workplace as people feel less threaten by the secretive and the unknown variable. In my experience, there is only a few organization that encourage employee participation, particularly in the board-level decision-making process. A major part of the reason is that most companies are still following the hierarchy and authoritarian management style. Including lower level employees in the decision-making process can be view as stripping power away from the top. Many private companies are also reluctant to follow the transparency concept because the fear of the competitions. Knowing that U.S workforce is changing, the employee is no longer loyal and stays at one job. The restriction of company data is placed, and only authorized employee can have access to
Engaging workers in decision-making processes is an important part of HRM. This is because it provides the management and staff with an opportunity to collaborate for the advancement of the company and its stakeholders. Further, it gives the management an opportunity to make use of vital information that workers obtain as the actual persons on the ground (Business case studies, 2016c).
Many nursing experts believe that evaluation is the most crucial part of employee development. Debate the pros and cons of this statement and decide whether the statement is true. If it is not true, then what constitutes the most important part of employee development?
When employees have a say in their roles in the workplace they are happier, healthier and more productive. People are social creatures and it is not surprising that working in a team environment can increase productivity, reduce boredom and complacency, while increasing respect and loyalty towards employers.
Contingent employees are workers with 'alternative work arrangements' and most of them have jobs that last in a year or less in the same company. These employees are usually entitled only to salary but less or no benefits at all. They may include part-time employees, temporary employees, independent contract workers, 'temps', seasonal workers, consultants, and interns. Core employees are the permanent employees hired by the company who receive benefits aside from compensation (www.enotes.com).
Employees should not assume that the cleaning crew has been meticulous in eradicating germs. Phones’ and other items on the desktop are rarely cleaned or disinfected. Encourage employees to use disinfecting wipes in their personal workstation. Make wipes and hand sanitizers readily available for each workstation, especially when shared by different shifts.
This is a disadvantage because if everyone was to ask them a question they wouldn’t be able to get to them individually. Also there isn’t that much chance of promotion because the company is small so they will have employees leaving to find a better job. How these might affect the company in meeting its aims and objectives: In Castell there is direct communication between the directors and the employees. Castell has regular whole team and team leader meetings conducted. Castell also have good communication between them and their suppliers because they often need parts very quickly and also at a good quality.
Engagement is also an important part for the employees. The company provides information of the board meetings to all employees. This enhances the employees’ feelings of being well-informed and engaged. The employees even can challenge the current unit wage for manufactured parts. This is an open discussion, so we can see that employees are treated as if they were partners.
Employee engagement, a term devised by Gallup research group, is viewed as an important management tool for any company who wants to be an effective and productive organization. Researches have shown that employee can contribute positively to the organization vision and goal when a company engage them effectively. The employee will also feel more passionate about their work and have a sense of belonging.
The management process, when properly executed, involves a wide variety of activities, including planning, organizing, directing and controlling. It is management’s role to perform all of these functions in order to maximize results. Management maintains the right to direct all business activities. In order to retain as much authority as possible in the direction of the workplace, management has sought to include certain provisions in collective bargaining agreements. Management has no rights over individual people within the organization, but does maintain rights to property, which are real and legally enforceable.
The succeeding paragraphs will explain how innovations in employee benefits can improve the overall competitive compensation strategy of the organization. In order to maintain their competitive edge, companies need to fully understand that as the needs of their employee’s change, so does their benefit plans. Companies need to find innovative ways of engaging employees that encourage and support their commitment and improve their performance.
To go to work or not go to work? That is the question that many of our employees at Melanin Sweets, a chocolate shop that specializes in chocolate covered edibles, face when juggling the demands of their personal and business lives. Workplace flexibility is the compromise between our business needs and the personal needs of our employees to ensure a comfortable work environment for all. As we proceed through the 21st century, many employers and high-skilled workers are recognizing the demand for flexibility due to the changes within our economic, political and social environments. Employees that spend less time worrying about how they are going to handle their personal needs without sacrificing their financial income through failed work commitments
The buzzword in the global HR arena these days is ‘employee engagement’. Its impact has become so immense that is has become somewhat indispensible in the realm of the business world where operational efficiency and profit earning are the sole endeavour of any company. The questions are often asked regarding the utility of the employee engagement policies that are adopted by the companies especially in this world of cutthroat competition. These policies have been extremely useful one hand for the organisations; on the other hand they have been a failed drastically as effective HR and internal communications function in lot of companies.
(Covey) In my organization we are fast paced and deadline driven, each of us has to train and depend on our employees decision making process. I know which of my employees can handle which tasks and set goals for each according to their abilities. I usually get them together in a group to discuss what our immediate objectives are. I encourage input from every level, including our part time employees, so everyone feels included and when we achieve goals, everyone wins. We monitor our progress, and meet frequently if a problem arises, and are very quick to praise each other when we have moved closer to our goals. I feel including everyone in this process gives everyone a sense of ownership in the organization. My employees want to contribute, they take great pride in helping in the decision making process, their sense of meaning and worth are just as great a reward as any paycheck could be.
Colvin, A. S. (2013). Participation versus procedures in non-union dispute resolution. Industrial Relations, 52(S1), 259-283.
Complete transparency in the workplace also creates loyalty between employers and employees. The reason for this is because employees have a stake in how well the company does, so when they are trusted with information it creates a sense of loyalty that strengthens relationships between everybody in the company. This is why some people advocate for mandatory disclosure sessions, in order to strengthen bonds between employers and employees, (Estklund, 2011).