Employee Engagement | Assignment

Running Head: EMPLOYEE ENGAGEMENT
0
Employee
Engagement
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EMPLOYEE ENGAGEMENT 1
1. Employee Engagement
In organisations, employee engagement is about employees to feel passionate about their
work they do and maintain the commitment by achieving the desired goals. It requires them
to put discretionary effort but engagement does not define satisfaction because it is not about
employees being happy or content (Kruse, 2012). Employee engagement is important for the
success of an organisation by involving employees in the organisational objectives and
missions, decision making, and their satisfaction towards work. The social impacts on the
society are based on employee engagement within the attaining organisational objectives. It is
essential to think about the relationship between employees as well for the creation of
productive working environment (Shoaib, 2019).
The principal dimensions of employee engagement consists of what employees will get from
an organisation, what they will give in return, to know where they belong within the
company, and to measure their continuous growth. Thus, it consists of working engagement,
engaging with everyone, and engaging with customers (Roden, 2012). Moreover, employee
engagement can be analysed through its components as well where employees are involved
psychologically, physically or emotionally in their jobs. While working, employees consider
the components when engaging that are commitment, loyalty, motivation, and trust (Insights,
2014). Hence, in today’s time, it is essential to have a competitive workforce where engaged
employees are an invaluable asset. They are passionate, committed, and inspired while also
inspiring others where it is essential to foster the employee engagement within organisations.
It requires companies to support employees for making a team along with improving and
excelling (Turley, 2019).
2. Justification
There is a relation between clear mission, inspiring vision, and strong values which leads to
organizational success which is not possible without a great workforce. Employee
Engagement is an essential function of human resource (HR) practices as at the time of
aligning it with organisation objectives and aims impacts productivity and other major
benefits in business positively. The necessity of aligning HR strategies and the business is
supreme as along with business strategy, employees engaged behaviours also impact the HR

EMPLOYEE ENGAGEMENT 2
strategy (Casserley, 2011). HR strategy integrates both vertically and horizontally for
becoming a driver to achieve success within the organisation.
If initiatives taken vertically, consider the business strategy and HR strategy alignment while
if integrated horizontally, consider different HR strategies for contributing in business
strategy overall. Horizontal integration consists of employee engagement and relations,
resourcing, reward and performance strategies, and development and learning (Johnson,
2014). In organisations, benefits include the increased discretionary effort application and
increased employee commitment. It is essential for employees to have access to increasing
opportunities for development while promoting meaningful work as well. This defines the
benefits by having greater levels of satisfaction in employees’ lives along with better physical
and mental health. In case of customers, employee engagement at high level refers leading to
increase in customer satisfaction which results in organisational productivity and continuous
business (Rogers, 2014). Here, communication is a building pillar of organizational
alignment for employee engagement where it is essential for employees to understand their
roles in business for achieving success.
3. Identification and Evaluation
Employee Engagement has principal drivers which are essential to identify due to
diminishing customer complaints and maintain the staff performance. It is also important to
balance customer service increased levels, engaged employees and higher profits altogether
for the company’s success which requires awareness about employee engagement to prevent
continuous struggle in businesses (Clapon, 2016). Though, there are many drivers in
employee engagement but the major ones are leadership termed as strategic narrative,
employee voice, engaging leaders and integrity while focusing on success. The redefining of
such drivers can be seen as leadership, values, opinion and environment where employees are
satisfied with their jobs (Ward, 2018). The principal driver leadership of employee
engagement is to benefit key stakeholders such as employees, customers and managers.
Thus, drivers in employee engagement are to make sure employees feeling connected, free,
having fun, contributing, and growing (Gifford, 2019). In business, evaluating these drivers
provides benefits for key stakeholders as well such as employees, customers and managers.
Employee engagement keeps customers happy without any complaint, employees working
together feel satisfied in their jobs, and managers can easily team up the workforce to achieve