Theories related Employee Engagement : Assignment

Added on - 21 Jul 2020

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DIVERSITY
Proposal title:"Is managing diversity a challenge for 21st century UK HRpractitioners as diversity is the key factor of employee engagement"
ABSTRACTThe diversity is the main issue in present environment. It is end to be cope ion order tofacilitate the effective working. The present report has covered the various activities as Literaturereview, aims and objectives, data analysis and interpretation and recommendation in order toget overcome with the conflict of diversity. In this data and analysis is conducted with the help ofprimary research. The effective survey has taken in order to gather the information boutdiversity.
CONTENTSPROJECT BACKGROUND.........................................................................................................................4Rationale for the topic......................................................................................................................5LITERATURE REVIEW..............................................................................................................................6Employee engagement.....................................................................................................................6Benefits of employee engagement...................................................................................................7Theories related Employee Engagement:.........................................................................................7Diversity in workplace.......................................................................................................................8Theories of Diversity..........................................................................................................................9Diversity a challenge for employee engagement............................................................................10........................................................................................................................................................10AIM AND OBJECTIVES..........................................................................................................................12Aim of the research.........................................................................................................................12Objectives........................................................................................................................................12Result.................................................................................................................................................1CONCLUSION.......................................................................................................................................18REFERENCE..........................................................................................................................................25
PROJECT BACKGROUNDIntroduction: The current business world is highly competitive as thecompetition has crossed the national boarder in the highly globalized business world.By the grace of technology, the unified global business platform has made thecompetition more cutthroat and the current market has been the customer orientedmarket (PWC, 2014).In this customer oriented highly competitive market, to besuccessful there are a limited option for a firm to generate the competitive advantageas more or less all the resources of an organization can be copied now (Crim andGerard H. 2006). There is only place which can provide an organization a sustainablecompetitive advantage and it is the efficient and effective workforce. This is why; theorganization in current market is increasingly emphasizing on the employeeengagement as the major concern of the human resource department (Keenoy,2013). Employee engagement is the task which makes the employees within anorganization committed to their organizations’ goals and values motivate to contributeto organizational success and to enhance their own sense of well-being. But to makethe employees within an organization committed to their organizations’ goals andvalues motivate to contribute to organizational success and to enhance their ownsense of well-being, the HR practitioners of the organizations must have to ensureproper employee employer relationship, high level of communication, integration,positive work perception, clarity of job expectation, career opportunities and mostimportantly the best reward (Keenoy, 2013). But the more the workplace of anorganization will be with diverse employees, the more the human resourcedepartment have to face problem to manage the employee engagement in case oftheir diverse nature, stimuli, custom ,culture and characteristics (PWC, 2014). In 21stcentury, the diversity rate in UK has been excelled. Additionally, for the globalizationof business, for all the UK firms outsourcing has been an essential business model(DiversityInc, 2014). This is why; the workforce of the organizations in UK isbecoming more and more divers in terms of language, culture, nature stimuli andcharacteristics. In this way, diversity has become a challenge for 21st century UK HRpractitioners as diversity is the one of the key factor of bottom line profit. Theproposed research will focus on this crucial issue (BBC, 2014).6|P a g e
Rationale for the topicFor achieving high level of success within an organization, the employeeengagement is must for it as it derives the maximum potentiality and performance ofthe workforce. It brings the superior success of the organization (Crim and Gerard H.2006). In the recent reports, it has been shown that the engaged employees canbring 43% more productivity within a workplace. For engaging all the employeeswithin the workplace to achieve organizational goals and success, it is necessary foran organization to ensure equal right, proper communication, efficient employeerelationship and opportunities to be bloom and career development (Keenoy, 2013).When the employees within an organization will be with no or less diverseemployees, it can set a unified strategy. If the workforce is highly divers, it is veryhard for an organizational HR practitioners to engage all the employees by samestrategies and approaches (Shuck and Wollard, 2011). For the globalization andnational migration, the diversity is increasing highly in organizations in 21stcenturywhich is creating great challenge for the HR practitioners to engage employees(PWC, 2014). This is why achieving employee engagement within a diverseenvironment has become a burning issue to be researched. In the 21stcentury, UKhas become one of the top listed countries with highly diverse population. On theother hand, the communication technology has sparked the diversity in UK businessenvironment (BBC, 2014). So, it is burning challenge for the UK organizational HRpractitioners to manage the highly diverse workforce to engage them to bringorganization success (DiversityInc, 2014). Further lots of academic study has beenconducted on in relationship diversity management and employee engagement inU.S.A and research showed diversity which is ethnicity, age, sex, etc has a direct linkto company performance and employee engagement. Diversity has a direct andindirect affect of appraisal, talent management, team work, co-worker satisfactuionand over all job satisfaction and engagement (Sabrina.D, Darek, patric Mackfay,State university of new jersey university of Rotterdam). The proposed research ishighly important for them as the research will measure the effect of diversity in 21stcentury having on employee engagement in UK and the way they can manage it.7|P a g e
LITERATURE REVIEWIn the current highly competitive business world only human resources can providethe sustainable competitive advantage for a firm to be successful in the market asexcept human resources an all the resources available in an organization can becopy able by others. This is why; it has become the major source for an organizationto bring success. To get the best from employees to be successful in the cutthroatglobal market, the organization must ensure the proper engagement of theemployees which is one of the major concerns for the global human resourcepractitioners. For making all the employees engaged to achieve the organizationalobjective cooperatively, it is the necessary to ensure their best management wherediversity is a recent factor which creates both challenges and opportunities in theworkforce and it must be balanced through proper strategies.Employee engagementThe earlier employee engagement definition was given by khan where he mentionedabout three type of engagement which is emotional, physical and cognitive (khan1990). However there are more than 200 definitions of engagement available whichmaking defining employee engagement bit harder. It is quite u8nlikely to have onestandard definition of employee engagement. The property of relationships betweenthe organization and employees will be recognized as the employee engagement(Brief & Weiss, 2002). Employee engagement is the process by which all the humanresources within an organization are fully switched to their jobs to generate anddeliver their best efforts for the achieving the best interest of the organization (Saks,2006). It can be defined as the two way relationship of trust and respect among theemployees and the employers to make them to achieve the organizational objectivesby encouraging their best efforts. The employee who is fully absorbed by andenthusiastic about his/her work and so takes the positive action to further8|P a g e
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