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Employee Engagement of McDonald

   

Added on  2020-10-05

14 Pages4343 Words228 Views
EMPLOYEEENGAGEMENT

ContentsINTRODUCTION...........................................................................................................................1MAIN BODY..................................................................................................................................11. Analysing the meaning, principle dimension and component of employee engagement andcomparing it with other related concept......................................................................................12. Identification of the principal drivers and evaluation of business benefit by employeeengagement..................................................................................................................................33. Explanation of the need for aligning engagement practices with other corporate components.....................................................................................................................................................44. Evaluation of suitable diagnostic tools for measuring employee attitudes and level ofemployee engagement.................................................................................................................55. Employee value proposition to promote levels of employee engagement..............................76. HR Strategies to raise employee engagement.........................................................................8CONCLUSION..............................................................................................................................10REFERENCES..............................................................................................................................11

INTRODUCTIONBusinesses are being competitive, industries are looking new ways to encourage andmotivate employees to get engaged with the company. Employee engagement is one of the mosteffective approaches that adopts by an organisation in order to ensure that employees within thecompany have high dedication towards their work. Employee engagement can be defined as theprocess of engaging employees and the level to which they feel committed towards their work.The present study aims to analyse all the necessary elements related to the employee engagementin the chosen company McDonald and will evaluate that how it differs from the job satisfactionand employer involvement.The key driver of employee engagement and evaluation of the befits from the employeeengagement to various stakeholder in the company will analyse. Furthermore, the study willidentify and evaluate use of analytical tool to measuring attitude of employees and the level ofengagement. Lastly, the study will help in understanding that how HR strategies and practicescan implement to raise a level of employee engagement in the organisation.MAIN BODY1. Analysing the meaning, principle dimension and component of employee engagement andcomparing it with other related conceptDefinition of Employee engagementEmployee engagement defined as, “Employee engagement is about how we created the conditions in which employees offermore of their capabilities and potential (Sengupta, Bamel and Singh, 2015).”“Employee engagement is a measurable degree of positive and emotional attachment ofan employee to their job, co-workers and the company that deeply influences theirwillingness to learn and perform at the workplace.”Employee engagement can be defined as the level to the worker are passionate anddedicated towards their work. This is an approach of workplace design to ensure thatemployees are motivated towards the goal and objective of the company. It can be refer to the strength of emotional and mental connection that employees feeltowards their workplace. Engagement is about creating opportunities for the employees to1

connect with their managers, colleagues and wider organisation. It is neither the happiness northe satisfaction and well-being (Cascio and Boudreau, 2016).Organisational commitment and employee engagement The difference between organisational commitment and employee engagement are the bondand the passion. Organisational commitment defines the emotional bond of the workertowards the company while employee engagement defines the extent to which employeesare passionate about their work. It has been seen that there is positive significant relationshipbetween the organisational commitment and employee engagement (Malik, 2016).Job satisfaction and Employee engagementJob satisfaction refers to the pleasurable and positive emotional state that results from manyfactors such as; appraisal, promotion, own work experience. It can also be defined ashappiness feel by the employee about his/her job and engagement of employees defines theextent of connection and commitment to work. It is possible that engaged employees arealso satisfied employees. An individual in the workplace can be satisfied without beingphysically, cognitively or emotionally committed to the company (Sharma, Sharma andAgarwal, 2016).The Three dimension of employee engagement are;Emotional engagementCognitive engagement Physical engagementComponent of employee engagementEmployer engagement and the psychological contract- The concept of psychologicalcontract used to describe an inherent agreement between the employees and theirsupervisor. This contract is a set of obligations and expectations that individualemployees have as work experience. This contract is different from concept of legalcontract of employment (Mone and London, 2018). The main aim of the psychologicalcontract is to address employee's perception regarding the engagement at the workplace.Career advancement/ improvement opportunities- Career improvement opportunityplays an essential role in employee engagement and help in retaining them in theorganisation. It is essential for the company to ensure that the job assigning to the2

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