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Literature on employee engagement
Maslow's hierarchy of needs in the workplace
Maslows hierarchy of needs in workplace
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Recommended: Literature on employee engagement
Shifting Your Digital Gifting to Increase Employee Engagement
Today, employee engagement involves empowering your team with meaningful work. It also includes attracting and retaining top talent to achieve your business goals.
Research show that higher engagement leads to better job performance. Employees committed to the organization’s growth give their employers competitive advantages-lower employee turnover and higher productivity. That’s why your human resources team should be equipped with the necessary tools to implement strategies to increase employee engagement.
Former General Electric CEO Jack Welch cites “employee engagement as the most crucial measure of a company’s health—more important than customer satisfaction or cash flow.”
However, researchers are finding a connection between engagement and performance outcomes, making it a credible theory.
Examine the image below to see how Maslow’s hierarchy of needs influences employee engagement.
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Engagement levels are not the only produce better job satisfaction and task performance but also more customer satisfaction. A study with over 500 salespeople in a Taiwan IT company and more than 1,000 of their customers found that “higher engagement levels predict better service performance, leading to long-term customer relationships.”
Praise from supervisors and coworkers is an effective motivator. Yet, employee-of-the-month programs and insincere birthday cards are just not making the grade anymore. In today’s economic climate, recognition needs to be timely and visible. All levels of management need to be embroiled in the nuances of employee engagement.
Digital employee recognition is sparking fires and becoming an important spoke in businesses’ strategic wheel. It’s the ultimate competitive advantage: a thriving company with engaged workers.
Key Takeaway: Employee recognition translates into job satisfaction and a productive team
Digital recognition spreads easily through intranets, social media, and email. This improved communication results in projects, teammates, and ideas becoming noticed at all levels of the company.
According the AON Hewitt study, “2013 Trends in Global Employee Engagement,” 60% of employees globally are considered engaged, while 40% are passively or actively disengaged. See table below.
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Web and mobile solutions can assist employers with rewarding and engaging workers. With digital rewards, recipients can receive their gifts online quickly. For example, companies can send rewards instantly without stockpiling merchandise. Digital rewards service providers offer several popular online brands, value denominations, and local currencies. Brands can manage and optimize the distribution of rewards with ease.
Democratize their employee recognition systems by implementing digital systems. In a workplace recognition program, “taking a digital approach allows for personalization, faster turnaround, and streamlined administration” for your HR team.
Key Takeaway: Experiment with digital gifts.
Employee Rewards
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
Boston, MA: Pearson Sivarethinamohan, R. R., & Aranganathan, P. P. (2011). Determinants of employee engagement
Barton, G. M. (2006). Recognition at Work: Crafting a Value-Added Rewards Program. Scottsdale: WorldatWork Press.
Furthermore, technology, art, visible and audible behavior pattern constructed physical and social environment, and spoken language is visible but often not decipherable; what they do mean, how do they interpret or can be interpreted by analyzing central values for day-to-day operating (N.A). For example, cars emblems, Facebook logo, and inspirational talisman to internal stakeholder are all identifying the symbol of something, which is what we can see. For the companies whose brand is well known to the public or the companies with excellent services and products, the observable artifacts had played an important role for the company succession as the employees could feel sense of pride just by working with the company, which enhance the performance of the employees and create an inspiring work
A study conducted by BlessingWhite (2013) highlights five levels of employee engagement. The first level is the “engaged”. The engaged employee exhibits high contribution and high satisfaction, these employees find great satisfaction in their work, they are strongly committed to the organizations mission and goals, and have a positive impact on employee morale. The second level of employee engagement is the “almost engaged” having a medium level of job satisfaction and contribution. These employees are genuinely satisfied with their job and are considered top performers within the organization. The third level are considered “honeymooners and hamsters” these employees exhibit a high job satisfaction but low contribution levels. Honeymooners are considered newer employees and are seeking their role with the organization, while also seeking ways to contribute to the mission. Hamsters, on the other hand, are sincerely hard workers, however they routinely work non-value added task, therefore contributing little to the organization. Level four consist “crash and burners”. The “crash and burners” have a high contribution level but also exhibit a low level of job satisfaction. The “crash and burners” often complain about decisions made by upper level management as well as complain about
Effective engagement is effective when active listening takes place as well because sometimes people (myself included) can listen to a person talk for hours but not really hear them. That’s why it’s important to build up a positive rapport when dealing with clients. The clients in my agency are going through a range of emotions
Thus employee engagement is the level of commitment and involvement, which an employee has towards ...
Organizations who receive the reward get national recognition, as well as the benefits which are associated with it. Such as: Improved reputation with stakeholders, bolsters consumer loyalty, Improved market share vs competitors and setting the standard for performance excellence in
Definition. Schaufeli’s (as cited in Truss, Delbridge, Alfes, Shantz, & Soane, 2014, p. 26) ideas on employee engagement can be explained by using the Job Demands-Resources (JD-R) model. Job demands and availability or lack of resources, both job and personal, either contribute to or deter employee engagement, this is illustrated by the JD-R (Truss et al., 2014). On the positive side, according to Truss et al. (2014) job and personal resources “foster engagement in terms of vigor (energy), dedication (persistence) and absorption (focus)” (p. 26). An employee who has the resources needed to do their job is better equipped to do the job and thereby better able to perform their job (Truss et al., 2014). Employees who are better able to meet job
However, a study by Gallup shows that there only 13% employees worldwide are being engaged and the worrying concern is that companies are clueless why the majority are not engaged (Gallup, 2017). Employee engagement is not about employee satisfaction and should regarded as a continuous effort an organization must understand and undertake (Kelleher,
Employee compensation and reward systems have undergone a couple of paradigm shifts since inception. Reward systems were traditionally compensation based and focused on the individual or the position (Beam 1995). After a recession in the early 1980's, employers turned to performance based models in an attempt to save money while still rewarding top performers (Applebaum & Shapiro, 1992). Today, the most successful organizations are using a total reward model, a hybrid of the performance based model combined with strategic human resource management planning to create reward systems that both benefit the employee and help organizations realize their operational goals (Chen & Hsieh, 2006).
Performance and recognition are also an important part of the total rewards program, to ensure that employees are recognized for their
Improving employee productivity through the usage of technology can be a double-edged sword. When considering making an investment into a new technology, it’s important to find the right balance between functions and features that best benefits your business and increases employee
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...
Be it to nominate a teammate in recognition of their hard work or achievements or to nominate your business towards all the strings they pull to make your work environment more enjoyable. These sorts of recognition programmes are easy to set up and run online, and once established it requires very little management input to keep them running. It can be designed to fit your company’s exact requirements and branding, and enable you to easily be visible among the industry's