Employee Engagement and its Components

Running head: EMPLOYEE ENGAGEMENT
Employee engagement
Name of the university
Name of the student
Authors note

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EMPLOYEE ENGAGEMENT
Table of Contents
Answer to question 1:......................................................................................................................3
Employee engagement, its components and dimensions:................................................................3
Difference between employee engagement, organizational commitment, job satisfaction and
employer involvement:....................................................................................................................4
Need for alignment between engagement practices and some corporate components:...................5
Answer to question 2:......................................................................................................................6
Employee engagement principal drivers:........................................................................................6
Benefits of engaged workforce:.......................................................................................................7
Steps taken by organization for creating employee engagement culture:.......................................9
Evaluation of diagnostic tools for measuring employee engagement and attitude:......................10
Strategies for raising level of engagement:...................................................................................11
References list:...............................................................................................................................15

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EMPLOYEE ENGAGEMENT
Answer to question 1:
Employee engagement, its components and dimensions:
Employee engagement is about creating opportunities for employees where they are
motivated to engage with organization on wider platform. It is dynamic and complex process that
reflects each personal relationship and uniqueness of individual with their work. Factors that
influence engagement of employees in organizations are considered common. Employee
engagement can be defined as the combination of organization values and its commitment and
their willingness to help out their employees (Allen et al. 2013). It is not simply about motivating
employees and providing them with job satisfaction, it is something that goes beyond all these.
Employee engagement does nor form a part of employee contract as it is something that is
offered by employer or organization. Over the recent years, importance of engagement of
employees have been recognized by employers. There has been improvement in enablers of
engagement of employees that has driven employee engagement in organizations. Engaging
managers, strategic narrative, integrity and employee voice are the four enablers of organization
that has been highly influential in engaging employees (Armstrong and Taylor 2014).
Researchers have been able to ascertain that organizational success is related to engagement of
employees.
There are three dimensions of employee engagement and it comprise of emotional
engagement, physical engagement and cognitive engagement. Emotional engagement is about
workers being emotionally involved in their work. Physical engagement is about willingness of
workers to go to extra miles for the benefit and prosperity of their employers. Cognitive

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EMPLOYEE ENGAGEMENT
engagement is about workers focusing very hard on their work. Identifying the dimension of
employee engagement has led to arriving of another definition (Singh 2013). In this regard,
employee engagement is defined as a unique and emotional construct and a fulfilling, positive
state of mind at workplace.
Components of employee engagement involves involvement in decision making, freedom
enables to perform well, freedom of voicing ideas that can be listened by managers, feeling that
organization is concerned about well-being and health of employees. Another component of
employee engagement is clarification in what teams and individual are trying to achieve at work.
It is considered crucial in respect of management intellectual aspects. Engagement of employees
is comprise of two groups as per Hay group that is discretionary efforts and commitment.
Discretionary effort is employee’s willingness to go above formal requirements of jobs.
Commitment is about intention and effective attachment of employees to remain in job. All the
components of employee engagement is associated with role performance of individual
employees.
Difference between employee engagement, organizational commitment, job satisfaction and
employer involvement:
Organizational commitment is the degree to which employees recognize and identify
themselves within organization. There are different type of commitments in organization that is
continuance commitment and affective commitment. Affective commitment is about emotional
attachment of employees to organization. Continuance commitment is about attachment of
employees toward organization because they will have to bear the cost of they leave.
Commitment is about loyalty of employees towards the organization whereas engagement of