Issues and Analysis of Employee Engagement

Abstract

This research study intends to explain and describe issues, red flags and analysis about employee engagement. It is a part of business management concept. It is also known as worker engagement. An employee who is completely engaged in his or her organization's interest fully enjoy and enthusiastic about his or her work. It is a degree to measure an employee's negative or positive emotional connection with his or her job, associates and organization that intensely power their eagerness to learn and execute at work (Scarlett Surveys). Employee engagement is helpful to measure the contribution and talent of human resource. It is not similar to employee satisfaction.

Table of Content

ABSTRACTII

INTRODUCTION1

DISCUSSION2

Analysis of Employee Engagement2

1.Engagement with the Organization3

2.Engagement with “My Manager”3

Aspects closely associated with employee engagement3

1.Strategic Alignment3

2.Competency4

Employee Engagement Dynamics4

Issues and Problems with Employee Engagement5

Problems associated to Proving its business impact5

?Engagement is not productivity5

?An unambiguous definition5

?The ROI may be low6

Red Flags of Employee Engagement6

CONCLUSION6

REFERENCES8

Issues and Analysis of Employee Engagement

Introduction

The most conspicuous issue related to employee engagement is that there is no unambiguous concept. One of the recognized organizations “The Gallup Organization” defined engaged employees, “ those employees who perform enthusiastically and feel an insightful relationship with their company and compel improvement and drive the organization ahead (Dicke, et.al 2007).” It was discovered in the survey of U.S. workers that, when business leaders need to bring an innovation or start with a unique project, they do not look for traditional sources and extensive research at the initial level. However, they ask for opinions and ideas from their employees. Those employees, who are engaged, contribute to their fullest (GMJ Survey). The outcomes of GMJ survey were based on 1,000 employees (adults), who were 18 and above. They categorize employee into three types i.e. engaged employees, less engaged employees and disengaged employees. The figure shows brief definitions about all three types of employees. This research illustrated that engaged employees are more creative, industrious, and secure, provide the best customer service and continue for a long time period with their organizations than less engaged employees. This survey also indicated “workplace engagement” is a strong factor in improving “outside the box” thinking in management, policies & procedures and customer services (GMJ Survey). The research discovered level of employee engagement shown in figure 2. It also showed that engaged employees respond optimistically to views and ideas of other team members.

Figure 2: Employee Engagement Level (Gallup Study: Engaged Employees Inspire Company Innovation)

Discussion

Analysis of Employee Engagement

There are two principle factors that compel employee engagement. These components are founded on statistical examination and broadly based on market research.

Engagement with the Organization

This factor determines that how employees view their organization on an overall basis, what they think about senior management. It also brings confidence, trust, faithfulness, esteem and belief in organizational leadership. This signifies that how people want to be handled by others at employment and outside of work (www.custominsight.com).

Engagement with “My Manager”

This factor illustrates a specific view of employee's perception about their reporting authority, line manager or ...