Employee Engagement and its Benefits

Employee engagement is an important factor of organizations in the twenty first centenary. The aforementioned subject is confabulating among the academic researches and organizations. To begin with, Employee engagement is defined as “the level of an employee’s psychological investment in their organization.” (Aon, 2017,p. 2). Accordingly, t he Anon Hewitt Employee Module detail about engagement, business impact of engagement and work related involvement & its element would lead to greater engagement (Aon, 2017,p. 2). According to the model, engagement drives are company practices, basics, work, performance, leadership and the brand. These drives would give outcomes such as say, stay and strive. In fact, business outcomes would be  talent ; retention, absenteeism, wellness,  operational;  productivity and safety,  customer ; satisfaction, NPS, retention and  financial ; revenue/sales growth, operational income/margin and total shareholder return (Aon, 2017,p...

In terms of engagement there are three types of employees in an organization. Gallup (2016) explains them as; Engaged employees:  In an organization employees that work with passion and feel a profound connection to their work are engaged employees.    These employees are driven with innovation and consistently move the organisation forward. Disengaged employees:  Employees that ‘sleep-walk’ through their work day and who does not have any energy or passion towards their work are ‘checked-out’ employees. Actively disengaged employees:  Employees that can undermine what their engaged colleagues have accomplished are unhappy employees at work: they’re busy acting out their unhappiness. Employees that ‘go the extra mile’ and deliver above and beyond on their job performance are likely to have a grater employee engagement (Robert, 2006).Currently employers are aware of the significance of having an engaged work-force, innovation, productivity, and bottom...

Theories such as Reinforcement theory; B. F. Skinner’s theory of reinforcement indicates the application of reward and punishment (Austin & Taiwoo, 2014).   It is the course of action taken to control the consequences of the behaviour. This theory is a combination of rewards/ punishments used to reinforce desired behaviour or extinguish unwanted behavior. EGR theory; is generally known as the theory of existence, resistance, and growth. It is a study which motivational factors enable to understand the individual human behaviour (Jane, 2012). Two factor theory: This theory argues two factors which are motivators and hygiene factors   influence motivation in the workplace. Motivators are which encourage employees to work hard and hygiene factors are employees unmotivated if they are not present (EPM, 2018). Vroom’s Expectancy theory; this theory is based on assumptions and has three main elements: expectancy, instrumentality, and valence. A person’s estimate of ...

An elevated engagement is beneficial for both organization and employee.   V arious  researches have highlighted that directive and positive performance of employees is influenced by the rewards lead to job satisfaction. In order to improve an organization’s effectiveness, rewards are one of the most efficient tools of management when trying to influence individual or group behaviour. (Ovidiu-Iliuta, 2013).  Kahn (1990) stated that employee motivators such as advancement opportunities provide employees’ psychological safety that makes them more motivated towards their work. Likewise, for an organization engagement is a powerful   influence towards the performance,  driving bottom‐line profit and enabling organisational agility and improved efficiency in driving change initiatives (IES, 2009).  Gallup (2018) claims that “High employee engagement directly impacts a business's economic health. Gallup findings indicate that when compared to less engaged busin...