Employee Engagement: Motivation/Training/Environment

Abstract

Employee engagement is the emotional attachment to the individual's organization and its goals. Building employee engagement is one of the biggest challenges faced by companies and executives in 21st century. The pace of change in the organizations is dependent on the level of employee engagement. My paper addresses the issue of employee engagement with special attention to employees at their workplace. Specifically, in my project, I will be looking at motivational, training and environmental factors, in order to show impact over the employee engagement. I will discuss the factors, and elaborate the organizational benefits with effective employee engagement, in order to reveal what might happen if we neglected one of them (Tim Parker, 2010). I argue that more engaged the employee, the more loyal the employee become to work, the better performance the employee gives to the work. In conclusion, this project, by closely examining employee engagement, sheds new light on the neglected/little recognized/rarely acknowledged issue of the better training/motivation/environment for the employee to get the more effective organizational benefits.

Employee Engagement: Motivation/Training/Environment

Introduction

The engaged employees have an entirely different nature. They are more than what their roles and responsibilities require, they are focused on success and are committed to the goals of their business or their division. Companies are striving more than ever to engage their employees and maintain this engagement. A survey of the commitment of employees is done in this regard. After analyzing the responses, a number of initiatives are developed to create and maintain a level of participation through which both parties win (Ellen Lanser, 2004).

These are the motivational, training and environmental factors that play the role of initiatives. It can be noticed that employee engagement works in both directions. For a company and its employees, the motivation, training and environment are the common elements that make that commitment works for both parties (employee and organization).

Since the employees' commitment to the company in general is useful, managers want to know how they can encourage their employees. It's not about the general attitude towards the company, or for a career of their own work. Work engagement has to do instead with much more motivation. Engaged employees bring a lot of intrinsic motivation for what they do (Douglas R. May, Richard L Gilson, 2004).

Statement of the problem

The employee engagement is a significant problem and a subject of great interest for the researchers these days, as organizational performance is highly dependent on the performance of engaged employee.

Significance of the Problem

The significance of the problem identifies that employee engagement is a unitary construct. Employee engagement is not itself a problem, but the different factors like motivation, environment and training do not have the consequences and causes. It is considerably possible that employee is committed to job but not to the organization.

Purpose

The purpose of this paper is to identify the factors that can help achieve the employee engagement for a productive workplace. This requires motivating the employee for a better performance at the ...