WORKER ENGAGEMENT

Worker Engagement



Worker Engagement

Worker/Employee engagement

In order to improve employee relations, employee participation, involvement, and engagement are encouraged. Employee participation is sharing some degree of power in relation to organizational decision making. Employee involvement through making of suggestions offers employees limited influence over decision making. Employee engagement is an employee's involvement with, commitment to, and satisfaction with work. This integrates the classic constructs of job satisfaction and organizational commitment. Employees are one of the important stakeholders of an organization because, for example, more employee commitment will lead to improved performance. Employees are regularly better informed about their work tasks and processes than their managers. Employee participation, involvement, and engagement provide employees with greater intrinsic rewards from work. The rewards will in turn increase job satisfaction and enhance employee motivation to achieve different goals (Salanova, 2006, pp. 701).

Participative decision making is likely to lead to better-quality management decisions, so that empowerment represents a win-win situation with gains available to both employers, as increased working efficiency, and to employees, as job satisfaction.

Employee engagements refer to employer-employee engagement ships that contribute to satisfactory productivity, motivation, and morale. Employee engagements are concerned with preventing and resolving problems involving individuals that arise out of or affect work situations. Supervisors are given advice on how to correct poor performance and employee misconduct (May, 2004, pp. 11).

On the other hand, employees are given information on how to promote a better understanding of the company's goals and policies. Advice is given to employees about applicable regulations, legislation, and bargaining agreements. The unitary theory proposes that the employment engagement ship is a harmonious engagement ship between the employer and employee in order to achieve performance. The theory emphasizes employers and employees working together. In contrast, pluralism recognizes there are conflicts between employers and employees. Thus, it is necessary to develop procedures to resolve those conflicts. System theory suggests the world of employment is a system, which suits the requirements of the society at that time (Holbeche, 2003, pp. 121).

Conflict of Interest

If in an organization, there are no worker engagement then the chances of conflict between employees or workers are at its highest. The IRS defines conflict of interest as a situation where “a person in a position of authority over an organization, such as a director, officer, or manager, may benefit personally from a decision he or she could make” (IRS, 2006, p. 9). However, a conflict of ...