Real-life examples from the organization which I work for…
The employer needs to ensure to create a self-motivated culture in the organization while defusing workplace disagreements. Apart from that, it is important to elevate workplace excellence. At this juncture, it is not required to fully concentrate the bonuses and other compensation benefits since the positive culture already impacted on the ground (Friedman, 2014). Moreover, Joshi (2013) demonstrated that there are different ways of strategies which can apply for all organization to have high employee engagement. Accordingly, few of such steps can be decorated as follows,
The employer needs to ensure to create a self-motivated culture in the organization while defusing workplace disagreements. Apart from that, it is important to elevate workplace excellence. At this juncture, it is not required to fully concentrate the bonuses and other compensation benefits since the positive culture already impacted on the ground (Friedman, 2014). Moreover, Joshi (2013) demonstrated that there are different ways of strategies which can apply for all organization to have high employee engagement. Accordingly, few of such steps can be decorated as follows,
Empowering employees
Empowerment takes place when employees
are allocated with authority, faith, and encouragement to complete a specific
task. This makes the individual more responsible for the duties.
Providing an effective rewarding system
In order to motivate the behavior of
employees it is essential to have a proper rewarding system in the organization
and it persuades the employees to be consistent with what they do. Further, to get
the best from the organization needs to evaluate its contribution by offering
bonus, time off, and promotions.
Redesigning jobs
Many employees get bored with their job
due to the absence of a new face for the same over a period. Hence,
restructuring and redesigning of the job profile also a valid fact to enhance
the performance of them.
Job enlargement
This will create an additional task for
the individual. However, such an employee presumes that he/she has been
recognizing as a responsible person in the organization. That presumption
assists to create a positive mindset.
Job rotation
Through effective job rotation, high
enthusiasm can be created among all the staff as they are being allocated in
different job roles from time to time. Further, employees are compelled to
learn and study co department duties as well. As such, they have a better
understanding of how co-workers are engaged to achieve the goals of the firm.
Creating flexibility
“Flexitime” permits employees to set
and control their own work hours. Due to family needs to staff are not prefer
to perform in the time frame of 9-5. Therefore, based on the job profile some
prefer to work under flexi-time. E.g. Marketing staff.
Harter and Wagner (2006) confronted a
few facts which will assist to build and engaging an employee such as, to do
the best in every day, material and equipment to do the work right, recognition
and praise for the good job they do and the employee opinion seems to be
considered. Similarly, superior need to care of the subordinates. Encouraging
the development of the staff, evaluate the progress in regular intervals are
vital aspects in the move to make a platform to learn and grow.
Thus, according to Paxton (2015), there
are two factors that mainly impact the engagement of the employees. Those are
hygiene and motivation factors. Hygiene factors are also announcing as
maintenance factors. These factors are not direct courses to the job profile
but such conditions assist to execute the job properly. When these facts are
not in order it persuades employees to get dissatisfied. The motivator factors
pertain to the job and intrinsic to the job itself. The same does not result
from carrot and stick incentives. It includes the physiological need for growth
and recognition and it creates sentimental value for the employee. The absence
of these factors does not cause highly dissatisfaction. However, when it
presents a strong bond will create with an employer which will ultimately
furnish good job performance.
References
References
Friedman, R. (2014) The best place to
work: The art and science of creating and extraordinary workplace. New
York, Penguin Random House LLC.
Harter, J. K., Wagner, R.
(2006) 12 The
elements of great managing: Based on Gallup’s ten million workspace
interviews – the largest worldwide study of employee engagement. New York,
Gallup Press.
Joshi, M.M. (2013) Human
Resource Management. 1st ed. India, Bookboon [Online].
Available at https://premium.bookboon.com.>.
[Accessed on 6th November 2018].
Paxton, B. (2015) Herzberg’s
Motivation Theory [online]. Available at: <https://www.youtube.com.>.
[Accessed on 6 November 2018].
Hi Dishan, The involvement of engagement at work can differ between individuals overtime and is likely to vary daily within one employee (Sonnentag, 2003; Kahn, 1990). Graen (2008) proposes that engagement may protect an organization’s bottom‐line profit when the local or global economy is in the midst of a collapse.
ReplyDeleteAccepted.
DeleteTo be more proven the authors have demonstrated that the level of engagement can not be calculated from the time which a staff spend in the organisation.
Employee engagement also depends on the manager or the supervisor. As when the managers have servant leadership behavior the responsibility is to support and serve those who are around and then the environment is highly engaging. (Cufaude,2004).Further, to create a highly engaged working environment, the engagement of the managers is important. Employees will not take any interest to engage themselves if the managers are not engaged (Soltis,2004).
ReplyDeleteEmployee motivation is the effect an organisation could make for an employee in a way to operate in an organisation, it determines the success or failure of the organisation. Influencing the behaviours of their employees to behave in certain ways is also important (Dongho, 2006).
Delete
ReplyDeleteEmployee Engagement is the commitment, passion of employees and successful leadership skills with help from the best administration to the employees. Human resource pioneers set the drive and belief of their organization and spread that positive confidence to the representatives in the organization
(Sarangi & Nayak 2016)
Accurate leadership decision always show the right direction to the subordinates. The same will assist to create the positive factor in the mindset of employees (Ulrich 2005)
Deleteleaders should form a working environment where there is increased employee engagement and participation; communicate goals, gain employee understanding, and apply communication styles that fit the need of each employee at all levels; recognize and plan opportunities for development for employees through training and development; recognize the importance of personally engaging with their employees; and, understand the importance of having consistent meetings to update employees about new products and services ( Thompson 2016).
ReplyDeleteTraining and development take an important part in employee engagement. Lack of knowledge in products of the organisation creates negative thoughts in the mindset of the employee since the job can not be executed as expected. Hence, it is required to train them in regular basis (Harrison 2004).
DeleteAdding more points enhancing engagement is a non-stopping process which creates meaningful and emotional bonding with work. Moreover, it does not make only happy employees with full incentives/salaries as well as creating employees who enjoyed working in the organisation with a higher retention level (Towers Perrin (2003). According to Stairs and Galpin (2010) low absence, high productivity, quality products, increased sales, higher profitability, customer satisfaction, faster business growth and higher chance of business success mentioned as the outcomes of employee engagement.
ReplyDeleteOn that note, Alternatively, employees expect value and recognition from employer for the job which they complete. In the event of such, they work and confident. Nevertheless, employees reach an extra mile and deliver excellent on the job performance (Vans, 2006).
ReplyDelete