Employee Engagement Activities and Servant Leadership

The assignment explores various factors that contribute to employee engagement, such as management support, effective communication, and recognition of individual contributions. It also delves into the concept of servant leadership, emphasizing its role in empowering employees and creating a culture of collaboration and shared responsibility. The document provides insights from relevant studies and research papers on employee engagement and servant leadership, highlighting their significance in achieving organizational goals.

Employee Engagement Plan
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Introduction
Staff engagement is not just an precise science; however, it is the entire idea established on
Human Resource experience, positive psychology with models of business that involve a firm's
talent towards a industrious philosophy of achievement. At the center of staff involvement, in the
same way, any organization's foundation is some values. These standards regulate the reason and
manner what the organization is. In this modern world, when one is establishing an organization
brand in external and internal efforts. Taking part in two battlefields can be a bit tricky; for this
reason, some organizations decide to aim their resources only on external branding. In the
meantime, they ignore their inner environment hence waning to deliver appealing, challenging
workplaces. This paper will be looking at the benefits of employee engagement and examining
employee engagement with the methods used.
Overview of Apollo hospital
The hospital was started in 1983 by Dr. C Reddy, who was a well-known as a designer of current
health care. The hospital is well recognized for groundbreaking the private health care revolution
in the nation. It has become one of the Asia’s preferred healthcare service provider which has a
strong presence across the healthcare system which comprises of hospitals, pharmacies with
diagnostic clinics with various retail health models.
Its cornerstones are the generous focus on ethical superiority, reasonable and with the modern
expertise with a modern research. The company has implemented the rapid advancement in
medical equipment’s globally. Since its initiation it has been acknowledged by the confidence of
above 150 million people coming from over 120 nations. At its central philosophy is the
affectionate Tender care the charmed that motivates confidence between its affected role. As an

accountable company, it takes the lifeforce of management well beyond business and has
emphasized the accountability of keeping India healthy. The organization is creating awareness
about the non-communicable diseases.
Apollos’s vision and mission
The vision of Apollo is to have an impact on billions of people. Their vision states “Touch a
billion lives.” The company is more concerned about changing the lives of masses of people. The
organisations mission is to take healthcare of global standards within the reach of each
individual. The firm is more dedicated to achieve and preserve the brilliance in schooling,
explore and healthcare for the benefits of humankind. The hospital has supported various social
initiative in citing a few which helps in disadvantaged kids. The administration of India has
issued a honouring stamp in credit of the Apollos extensive contribution. Recently the hospital
has been honoured with a postal stamp for having successfully, performed about 20 million
health checks with its ground-breaking efforts in inspiring preventive healthcare in the nation.
The hospital together with other stakeholders is trying to embrace technology so as it touches the
lives of many people.
Purpose of this plan
Engagement and its benefits.
Engagement is an extensive, value-added set of approaches, actions with corporations designed
to support and indorse healthcare success by offering treasured explanations for the healthcare
needs. In employee engagement, workers feel fervent about their occupations and are dedicated
to the firm as they put unrestricted effort into their work. This can only be practical once the

workers are satisfied and contended. Employee engagement has various benefits. To a hospital
which includes,
Employee satisfaction is paramount in any organization when the workers are contented with
their job. They will not have enthusiasm concerning their task's daily activities and the growth of
their firms at large. The process of hiring and onboarding new workers is very expensive and
time-consuming; hence, another importance of investing in employee engagement is that it helps
retain the op workers and reduce the turnover rates by making sure that the group is satisfied.
The engaged staffs work out faster, more challenging, and vigorous since they like what they are
doing. The moment the employees are interested in and connected to what they are doing, they
are likely to do it well. Every time the workers are engaged and feel that they are treated well by
their managers, they will feel more responsible for reciprocating this honor by putting in their
best effort. The main reason for employee engagement is attracting and retaining the top talents.
When the top talent is fierce with the expenses of training different employees is steep, you
cannot afford not to engage (Albrecht, 2018).
Employee communication remains the only device to enhance a strong working relationship
between the workers and attain higher production rates. Organizations that provide clear and
precise communications can swiftly establish confidence among the workers. Connection
communication is the most crucial features for the growth of an organization
Why should employee engagement be focused?
Worker engagement is rapidly becoming one of the greatest critical pointers in evaluating the
gratification of work. Workers currently are searching for more than five jobs as they need to be

involved in their work, as they wish to be involved in their workplaces concerning the
organization they work for where they end up being committed to their colleagues.
When workers are engaged, they tend to be further expected to advance in their effort, resulting
in advanced quality work formed. Involved firms have dual the rate of the organization. More
involved workers are more engaged in working harder, whereas disengaged workers are
expected to do the simple lowest to get by. This embraces for the firms across the various
industries comprising of health care organization. Engaged firms have a double rate of success
compared to the less involved organizations. Staff appointment desires to go yonder a cool-
looking foosball table in the break room or shiny incentives like flexible working hours or to
bring up the pet to work. Workers who are engaged tend to be highly inspired in doing their best
work each day and stay with the organization that is captivating the worker's engagement
extremely. Through venturing into workers, the organization will be able to increase output and
quality of work as it maintains the top talent (Young, 2018).
Expected outcome of the plan
If this program is implemented, it will lead to the improved healthcare outcome as it outperforms
the competition. In this modern-day, talent supervision must go outside usual processes to bring
talent involvement that allows firms to hire and develop and retain the greatest gift. It also
provides solution benefits to individualized, influential, and meaningful talent experiences. It
offers guidance with recommendations throughout the employees' journey to empower the
workers every step of the way. With a persistent capability for performance, reward and
recognition learning, development with talent planning as well. In the healthcare system itself,
this engagement streamlines the hiring practices with automated, centrally controlled world
processes. It also enhances the engagement and productivity within the intelligent capabilities,

which proposes the successors, professionals, training, and mentors. Finally, it can keep the
workers who are valuable by establishing clear, compelling professional paths (Kwon, 2020).
Methodology and process of attaining information
For this plan to be effective, the team has to use various research methodologies. First, it would
use extensive literature reviews by analyzing critically the already done subjects concerning the
same topic by the experts, then also conduct a survey. The survey can use the questionnaire
method to obtain the data. The data obtained then be validated using the pilot data. Again, simple
random sampling can be used for accuracy and confirmation in choosing the workers from the
middle and lower management levels from small-scale organizations. After the data has been
obtained, the regression and structural equation modeling can also be used in predicting the
worker's engagement and looking for a variable that might be having.
Measuring engagement
Since worker engagement plays a vital role in the organizations' lasting success, it is then
relevant to evaluate its employment. A highly engaged workforce has been showing an
improvement in productivity, profitability with retention rates. Besides that, the business units
comprising top worker engagement levels boast a higher client satisfaction ranking, lowering the
degree of absenteeism as the firm enjoys a sales boost. In evaluating the employee engagements,
the following can be used (Osborne, 2017).
Using an employee engagement survey
This is one of the most common techniques of gauging workforce engagement. It is a rapid and
effective method of polling the entire team about the commitment to their effort and attitude in
using a numerical mix scale with open-ended questionnaires geared toward various employee

engagement drivers. Hence it is easy to gather information in real-time as well as better assess
the condition.
Hold on to a face-to-face meeting
When the workers are given a private room for conversations, they can speak the most relevant
issues to them where some might not be accounted for in an informal evaluation. Let the
managers and the human resource department carry out the personal meetings with workers on
an interval basis concerning what can be attained by the group. Through such opportunities, one
may ask all the questions and dedicating most of the time to listening to them. Guarantee the
person that the conversation is private in this manner they will be more inclined to speak out
openly and have confidence that the other party will respect and not hamulate them.
Holding small group discussions
In large organizations, the people's meetings are not easy to coordinate; hence with smaller group
discussions, it provides semi personalized forums that need fewer resources to round up workers
from the same or similar sections in discussing their group's success and issues. It is also relevant
to make sure that each person feels comfortable as they speak out honestly while providing a
platform for follow-up conversations concerning private issues
Carry out an exit interview
One of the best techniques in figuring out how to improve the worker's engagement. The time the
worker might be leaving the organizations. Nevertheless, this could be the most reactive method
and cannot focus on one's effort. In case of engaging the current workers more effectively, one
cannot depend on the ideas of the eons lost. This method offers an excellent opportunity to get
honest feedback concerning the organizations as they are likely to be much comfortable.

Once the data has been collected, it now becomes helpful in putting it in use. As much as one
cannot assure themselves of meeting the objectives, one needs to make a serious effort. Hence, it
is recommended to analyze the outcomes, map out the plan, communicate the development with
the project, and appreciate the workers (Sun, 2019).
Timing of measurements
Many studies indicate that employee engagement in an organization's performance is a
comprehensive agreement that increased engagement drives the outcome. Some studies suggest a
fifth percentage or better boost to productivity and profitability for films with high engagement.
However, examples of such organizations may be less and far between such reports since about a
third of the workers are engaged in their careers.
When taken together, it becomes easy to see why so many firms are talking about it and making
it a priority. However, when one evaluates a manner in which engagement gets considered. This
type of approach is in a yearly engagement survey where workers are effectively asked various
types of questions in rating their level of engagement. This tactic offers a good input into the
worker's attitude side of equations but does not do the best jobs. Some firms might wish to check
their pulse weekly or every quarter with their employees. Besides all that is linked with
evaluating the employee engagement activities, I propose to use the weekly approach. This
enables the organization to be well updated on the current issues affecting the healthcare system
globally.
Employee orientation
A job orientation is a process of giving new workers relevant information concerning their
workplaces, instruments, benefits, and dressing codes. The new employee snare was also

introduced to their coworkers during the times of orientations. This enables them to set up for
success as they integrate them into an organization hence setting them into the organization's
culture. During the program of orientation, the following need to be made cleanser to the new
employees (Kang, 2017)
 Giving the workers a tour of the building.
 Introduce them to the key colleagues
 Get the new workers set up with the required tools
 Review the schedules of the new workers
 Review the initial assignments as well as expectations
 Let them be introduced to an employee handbook
 Finally, provide answers to any questions they might have.
Leadership training
There are always two sides to effective leadership from the book provided. It shows that humility
is a crucial element that defines a great leader. It also describes direction being a combination of
two things, strong will, and humility. Where the professional will is defined as an unwavering
resolve in doing what needs to be done for the best lasting outcomes, being committed to high
standards with individual responsibilities are some of the qualities which can be developed. In
employee engagement, the following can be applied for an effective plan.
Listening with a positive intent
This means that one deliberately assumes the best of the colleagues with subordinates. It simply
implies that if somebody makes a mistake, one has to hear them out with showing empathy.
Instead of drawing the knee-jerk conclusion that they are incompetent

Divide tasks
When dividing tasks, give much time for clarity on the person responsible for the results' quality.
Connecting with more than you correct
It is good to select a connection rather than a correction. With positive intent, make the
employees feel acknowledged and respected even when you address their mistakes
Welcome dissent
It is a group leader's responsibility to entertain all the positive dissent and arguments that
encourage the culture of transparency with open communications, which prevents large-scale
disasters.
Key focusses to be addressed
The organization's efficiency or any project relies on the leadership skills of a person to a
significant degree. Various people posse's innate leadership qualities as others have to develop
them. There is numerous training not conducted in developing the sentimental, practical, and
theoretical features of leadership in a person. An effective leader can increase production. The
following are steps to be used for a realistic training
 Plan for training
 Send invites for training
 Before training preparations
 Organize the training
 The introduction
 During training

 End the training stage.
 Evaluate and revise
 Obtain the feedback
Key themes of servant leadership
Employee engagement is the level of commitment, passion, and loyalty a worker towards their
occupational. The more engaged the worker is, the more work they put forth. For an effective
plan in employee engagement with culture, it is vital not to skip the onboarding and training. Set
up the firm's objectives; this enables all the employees to stay up to the task. The workers need to
be recognized and appreciated too, hence very important in acknowledging them. Every worker's
development is essential, and the organization will need to focus on their worker's growth for an
effective working plan. Finally, it is advisable not to micromanage when the workers are told
precisely what to do. Hence, they will lack time for inspiration and engaging with their
occupations. Employees cannot be engaged when they lack liberty in how they carry out their
tasks.
It is but the fact in having confidence in the relevance of the pillars that people acknowledge for
excellence in every area at every annual achiever most engaged in workplace awards. The
following are fundamental factors to consider in evaluating the employee engagement activities
 Management
 Communications
 Philosophy
 Recompenses and acknowledgements
 Specialists and individual growth

 Responsibility and presentation
 Vision and values
 Corporate social responsibility.
Servant leadership
Servant leadership is when the leader puts their team first. When the leader focuses on the need
of others, particularly team members, before considering themselves. One needs to have the
following traits to qualify to be a servant leader
 Listening
 Empathy
 Healing
 Mindfulness
 Influence
 Stewardship
 Obligation to progress
 Building community
To obtain all these qualities, it is recommended to encourage individuals in taking the
responsibilities for their occupations and reminding them how they contribute to the
organization's success and overall goals. For example, when one could organize social events
like team lunches, it is recommended to design the workspace to encourage individuals to chat

informally away from their desks. Facilitating the group members to work as a team will also
help one to attain such objectives (Hug, 2017).
Servant leadership impacts
Servant leadership has in one way or the other influenced the proposal in that it encourages
individuals to think for themselves as they try their ideas. The best way employees create a low-
risk space is for them to experiment with their ideas. Through servant leadership, it has enabled
individuals to feel valued hence valuing what they do. Each time people realize that they are
cared about, they will have confidence in them. The servant leaders mostly hire up, which a
typical leader might fall into the trap of hiring individuals below their levels since they may feel
their leadership could be threatened by somebody. The servant-leader always looks for a way of
optimizing the performance of the team. Finally, individuals who are longtime believers of
servant leadership and try to practice this theory daily. Through that people have had various
difficulties which have turned them into a better servant leader.

References
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employee engagement. Career Development International.
Arshad, A. &. (2017). Investigative Synopsis of Sony Inc.’s Strategic Management
Issues/Failures and How to Overcome Them. International Journal of Management,
Accounting & Economics,, 917-936.
Hug, S. E. (2017). The coverage of Microsoft Academic: Analyzing the publication output of a
university. . Scientometrics, 551-571.
Kang, M. &. (2017). How symmetrical employee communication leads to employee engagement
and positive employee communication behaviors: The mediation of employee-
organization relationships. Journal of Communication Management.
Kwon, K. &. (2020). An integrative literature review of employee engagement and innovative
behavior: Revisiting the JD-R model. . Human Resource Management Review, 704.
Osborne, S. &. (2017). Effective employee engagement in the workplace. . International Journal
of Applied Management and Technology, , 4.
Sony, M. &. (2019). Key ingredients for evaluating Industry 4.0 readiness for organizations: a
literature review. Benchmarking. An International Journal.
Sun, L. &. (2019). Employee engagement: A literature review. International Journal of Human
Resource Studies, 63-80.

Vovk, A. W. (2018). Simulator sickness in augmented reality training using the Microsoft
HoloLens. In Proceedings of the 2018 CHI conference on human factors in computing
systems , 1-9.
Young, H. R. (2018). Who are the most engaged at work? A meta‐analysis of personality and
employee engagemen. Journal of Organizational Behavior,, 330-346.