More handpicked essays just for you.
Bibliography of employee engagement
Dimensions of employee engagement cipd essay
Dimensions of employee engagement cipd essay
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Introduction The study of employee engagement has been a steady increase over the last ten years, due to the fact that employee engagement has a significant factor in an organization 's success and competitive advantages (Saks & Gurman, 2014). Employee engagement is defined as employees who are engaged “for the best interest of the organization, and it is associated with meaningfulness, safety, and ability” (Abu-Shamaa, Al-Rabayah & Khasawneh 2015). This results in employees being dedicated, focus and willing to do what it takes to get the tasks done. Similarly, having the effectiveness of value and pride towards their work. In contrast, employee burnout is the opposite of employee engagement. Burnout is a “syndrome of weariness with work …show more content…
Personal engagement based on psychological meaningfulness is when a sense of the value of their work and feel that they are receiving a return on an investment of self in the performance of their role (Saks & Gruman, 2014). When psychological meaningfulness is generated the person feels valued, useful and worthwhile about the work they’ve done. Usually influenced when work incentives for investments are involved (Kahn, 1990). A factor that correlates with psychological meaningfulness is job enrichment and role fit. This factor positively correlates because it integrates task characteristics, role characteristics and work interactions (Kahn, 1990). This illustrates when an employee job/task is more involving and challenging and making them feel independent of the work they’ve accomplished. A scenario that can represent psychological meaningfulness would be understaffed nurses working in the Intensive Care Unit (ICU) receiving a trauma patient on a busy day, the administration (Doctors) may show their appreciation to the staff by ordering lunch for their hard work and to show they value their staff and their effective productivity. As a result, the nurses will feel valued in the work they’ve done after overcoming a challenging …show more content…
Interpersonal relationships (a relationship that offers support, trust and openness), group and intergroup dynamics (being able to express various parts of their self safely within a group organization), management style and process (leader behavior that shows more or less support, resilience, consistency, trust and competence) and organizational norms (shared system expectations about member behavior and emotions). These social systems that create non-threatening environments to express situations offer a better sense of psychological safety (Kahn, 1990). For instance, employees having an interpersonal relationship with their co-worker results in a healthier work atmosphere and it builds a sense of belonging and social identity. In addition, a supervisor who are positively-oriented by listening and showing concern towards the employees as well as encouraging them to lead to feelings of psychological safety (Abu-Shamaa et al., 2015). To carry on from the previous scenario, in addition, to the administration ordering lunch for the staff. The nurse manager took a step further by organizing a huddle (pod) where the nurses can come together to express their feelings or concerns about the day and possible solutions, making the day better. Nurses were given the opportunity to express their needs and feelings and their input was
Workers feeling, which includes competitive compensation and reward strategies, professional growth and development, career paths and succession plans and the organizations leadership and culture are contributing factors of employee engagement
Employee engagement is the investment of physical, cognitive and emotional energy and their full deployment of themselves into work roles or tasks (Kahn, 1990). Employee engagement is key to ensure employees are inspired and enthusiastic about their work. Wi...
Job involvement is the extent to which an employee recognizes his or her work, participates in it actively and regards his or her performance to be significant to self-value. A job-involved individual is the one who does not have any thoughts of quitting the work in his or her entire life. An employee’s job involvement in an industry is fully enhanced when related to job clarity, supervisory support and co-worker support.
Tulgan, B., Meister, J., & Matos, K. (2013). 2012 Employee Job Satisfaction and Engagement (ISBN 978-1-586-44329-0). Retrieved from Society for Human Resource Management (SHRM) website: http://www.shrm.org/LegalIssues/StateandLocalResources/StateandLocalStatutesandRegulations/Documents/12-0537%202012_JobSatisfaction_FNL_online.pdf
Burnout has become a major social, cultural and health issue. It has also become globally significant. It affects all kinds of people regardless of their age, race, gender, etc. It can occur at any stage in one’s life and affect them on a physical, emotional, social or cultural level. There is a lot of stigma associated with burnout in the society. Education is key to break the stigma. The risk for burnout has risen significantly in certain occupations, notably in the field of human services. Self-awareness as well as awareness of others is important to identify the problem and treat it in the most suitable manner. This paper considers understanding burnout by examining a few
A toxic coworker is someone who demonstrates a pattern of behaviors at work that can negatively affect others. A toxic employee is someone that is motivated by personal gain, uses unethical and mean-spirited actions to manipulate and annoy those around them. Toxic employees do not recognize respect towards others in the organization they work for or their co-workers, as far as ethics or professional conduct go. A bully is someone that repeatedly mistreats a coworker by verbal abuse, threats, intimidation, humiliation, sabotage or a combination of these. The bully is trying to place the target in a powerless position so that the bully can have control and manipulate the victim; this in turn creates a negative work environment.
It has been accepted that the term employee engagement was introduced by the Gallup Research group (Beverly Little 2006). Gallup Organization introduced the term after conducting interviews and surveys of employees for more than 25 years. The group was hoping to create a measurement of a workplace that can be used to compare other work places. The research that was conducted was published in their book ‘break all the rules’ . The findings of the Gallup group was named as Gallup Workplace Audit (GWA) and it is used to measure the relationship between employee engagement on retention, profitability and productivity. Those who score high in GWA is considered as highly engaged
In an employment era characterised by people-centric organisations, it is understandable that the concept of employee engagement has gained increased prominence. In theory, employees are motivated when given autonomy, self-confidence through feedback, respect from management, and freedom to take action without reprisal, which increases productivity and service levels (Macy, 2009:12-13). Unfortunately, despite this conceptual ideal, contemporary research and practitioner studies continue to demonstrate that there is a lacuna between the theory of employee engagement and the reality of it in day-to-day businesses. According to a recent report, The State of Employee Engagement, published by Smith and Henderson, only one third of businesses focus
This theory implicates a logical illustration that if the nature of a job sufficed and met the five core characteristics, the employee would feel a sense of fulfillment that would result in excellent work performance (Armstrong, 2017). The job design prefigures the significant relationship of the five core dimensions as to how a worker perceives the three vital psychological states – meaningfulness of work, responsibility and knowledge of outcomes – that would eventually contribute to a sense of general job satisfaction, personal growth, increased motivation and effectiveness of work (DeVaro, Li, Brookshire, 2007). There is a dynamic suggestion in JCM that acclaims the correlation of positive feelings with an excellent performance, and negative feelings with poor performance (Mukul, Rayhan, Hoque, & Islam,
Based off of the gratification an individual contains towards their work is job satisfaction. The productivity could either be positive or negative while the relationship between the productivity and satisfaction may not be consistent. There are multiple internal and external factors of job satisfaction that can impact the behavior of an employee and engagement over time. The way the worker’s attitude concerning their field effects the performance they perform on a daily basis. One who is satisfied with the job they maintain, succeed at what they do. “It is therefore imperative for a company to understand the attitude of its workers and measure the job satisfaction of its employees, as job satisfaction is essential for productivity” (L. Bradshaw
to the environment and social life. There are different types of stress and its stressors we face in our daily lives. A huge source of stress comes from the workplace. It is caused by work and workload. Many employees become victim of the stress in the workplace both physically and mentally. This is underlying the workplace stress. This essay will discuss internal and external stress.
The effectiveness and efficiency of each and every action in the organization, is dependent on every employee’s performance. It is clear that fostering employee engagement is a critical competitive advantage. So, how do we apply this? The key lies in recognizing and addressing both the commonality and the diversity of employees' needs and motivational factors. It is advisable to focus on addressing important needs common to the majority of employees; however without overlooking the minority needs, which may be important to smaller numbers of individuals, as they could also be likely to have significant impact on engagement and commitment levels. Individualized approaches are also needed to address employees' varied career goals, work interests, and motivational factors, the most desirable, rewarding and meaningful to them about their work to make effective decisions about how to help each employee identify and achieve career goals and how to match work assignments to employees' individual interests and motivational factors. Managers must get to know their employees well. This requires a considerable amount of time, as well as strong competencies in coaching and communication in order for interactions to be most effective in producing desired
In every work place you will find employees who are happy with what they do and employees who are just there to complain and collect a paycheck. My topic for this discussion will cover job dissatisfaction.
Everyday, there are workers who come home from their jobs with a high amount of health issues. Headaches, aching muscles, exhaustion, and many more health issues have workers wondering why this is happening. All of these symptoms can be linked to stress in the workplace. Job stress has become more of a problem than ever before. Numerous studies show that job stress is the major source of stress for American adults and that it has escalated progressively over the past few decades (“Workplace Stress,” 2004). Stress has become more common and costly in the workplace not only for the workers, but also the companies. What is considered stress in the workplace? Many companies everyday are dealing with issues related to stress in the workplace. For example, the Blackpool Fylde and Wyre NSH Trust Foundation Hospital noticed there were issues with stress when people began calling out sick. Their consultant for occupational health began to see a pattern of worker stress that might be the case. With stress being such a big issue in the workplace, are there ways a company can decrease the amount of stress?
Here are some figures that display how Employee engagement practices have bolstered up the efficiency and productivity of the employees and in return have augmented the profits of the companies. According to a new meta-analysis that was conducted by the Gallup organisation amongst 1.4 million employees, the organisations that focus on employee engagement practices to a large extent have reported 22% increase in productivity. These practices even impr...