Employee Engagement: Theories, Dimensions, Factors, Challenges and Significance for Organizational Mission and Vision

This briefing paper discusses the meaning of employee engagement, theories of motivation to improve engagement, principles of dimensions and components of employee engagement, factors affecting employee engagement, challenges faced in employee engagement, and the significance of aligning employee engagement practices with organizational mission and vision. It also provides recommendations for improving employee engagement practices.

Briefing paper

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
Theories of motivation in order to improve the engagement of the employees...................3
Principles of dimensions and components of employee engagement: -......................................4
Discuss the factors which affect employee engagement.........................................................6
Challenges of employees engagement which might be face within the workplace:-............6
How employees engagement it differs from employee commitment and involvement.............7
A brief explanation of significance of aligning employee engagement practices with
organisational mission and vision statement...........................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Employee engagement may be defined as level of enthusiasm which are feel by the employees of
the company in regarding their job. Employee’s engagement plays a very important role in the
success of the organisations because this is directly link to the job satisfaction and the moral of
the employees. If the employees feel more engaged then they carry out the work with full
productivity and perform in a very high manner (Kwon and Kim, 2020). Different types of
theories can be applied by the management of the company in motivating the employees within
the organisations. The following report is going to cover the principal dimensions and the
components of employee engagement which assist in attaining the engaged workforce. This
report also covers the different types of factors and challenges which affect the engagement of
the employees and how these are different from commitment and involvement of employees.
Afterword this report discussed about the importance of employer engagement in order to
achieve the mission and vision of the company.
TASK
Meaning of employee engagement: -
Employee engagement is basically the mental strength and the emotional connection
which are feel by the employees of the organisations towards the task which they do, towards
their team and also their organisation (Albrecht, Breidahl and Marty, 2018). Based on the
perception of the employees within the workplace the employees are categorized into four parts
i.e., highly engaged, moderately engaged, barely engaged and disengaged. This plays a very
important role within the organisation like this improves the productivity of the employees,
increase the retention rate of the employees, lower absenteeism and many more.
Theories of motivation in order to improve the engagement of the employees.
According to the Gallup (2017) studied it has been analyse that only the 11 % employees of
the UK feel engaged in their work and 21 % are disengage in their work . This is done because thy are
not motivated within the organisation. The management of the different organisation use the
motivational theory to in order feel them more engaged in their work. The Maslow hierarchy need of
motivational theory has been discussed below:-
Maslow's Hierarchy of Needs: - this is the theory of motivation which states that the
need of human is divided in five categorized and these stages dictate the behaviour of the

individual (Hale and et. al., 2019). The needs of this theory play a very important role in
improving the engagement of the employees which have been discussed below: -
 Physiological Needs: - these needs are fairly apparent and comprises if all the needs
which are required to survive i.e., food, water, air, shelter and many more.
 Security and safety needs: - this need is related to the need of a person to feel safe and
secure in their life. They want control as well as order in their life and for this safety and
security is needed. Financial security, health and wellness and many more include in this.
 Social needs: - this need is related to the love and belonging. So after the satisfaction of
security needs the need of emotional relation drive the behaviour of employees like
friendship, family member, relationships and many more.
 Esteem needs: -these needs are related to the needs of a person to gain recognition,
status, and feel respected. It is very important that people have to be praised for their
efforts. People thought that they are valued by others (Abbas, 2020).
 Self-actualization needs: - these needs are totally related to the realization of an
individual with full potential. At this stage they want to become by gaining knowledge
and skills.
Achievement Motivation Theory of McClelland:
This theory of motivation assists in explaining as well as predicting the behaviour and
performance of the employees based on the need for achievement, power, and affiliation of a
person. This theory has been discussed below: -
 Need of achievement: - this need is totally related to what an individual want to achieve
in their life. This is the need which drive the person to do the hard work and struggle to
achieve the objectives.
 Need for power: - this is the desire of a person to control the another and influence their
decision according to their needs and desire. These peoples become an effective leaders
and best motivators (Werdhiastutie, Suhariadi and Partiwi, 2020).
 Need for affiliation: - this is basically the desire of person to develop social relationships
with others or form a specific person. They have an urge to like by each and every
people. If the individual is motivated by need of individual then they love to be a part of
group.

According to the global workplace report it has been analysed that only 10 % Western
European employees are engaged in the work as compared with 33 % in the United States. In order to
improve the engagement of the employee the organisation in the Western Europe can use the above
discussed theory in order to motivates the employees and improves their engagement with in the
organisation.
Principles of dimensions and components of employee engagement: -
The first and the foremost things which make the organisation more productivity is the quality
of the employees which are possess by the organisation and their commitment towards the company.
An organisation can not only achieve the objective by defined, high performance work culture as well
as engagement of the employees is required. There are different types of dimensions of the employee’s
engagement which make the organisation productive and assist in achieving the destiny. The
dimension of employee engagement has been discussed below: -
What Do they Get: the engagement of the employees is totally depends on the things which
they are getting in exchange for performing the task (Zitnik and et. al., 2019). Compensation,
benefits, working environment are comprises in this which motivates the employees in engaging
the work more and complete the task with utmost productivity.
 What Do they Give: this is basically a tow way process. This dimension assists the
employees in understanding that what exactly they have to give to the organisation. It is
very important that managers and supervisor of the company clearly communicate the
roles, responsibilities and goals to the employees so that they effective understand that
what exactly they have to give to the organisation.

 Do they Belong to the Organisation: the most basic requirement of the employees is
social association. The workers of the organisation always wanted to stay within the
organisation and management treats them as an integral part. This gives the motivation to
feel more engaged within the organisation and put their best efforts to achieve the
organisation goals.
How Can they Grow: the promotion of the employees, hikes in the salary, continuous reward
for their performance are some of the tools and techniques which assist in improving the
engagement of the employees towards the organisation and assist in retaining the employees
within the organisation (Sabri and Shehu, 2021). New opportunities always motivate the
employees towards the productive working.
Discuss the factors which affect employee engagement
 Job satisfaction: - this factor is being considered as one of the most important factor which
affect the engagement of the employees towards the organisational goals. If the employees of
the company are not satisfied with the job, then they are not be able to complete the work with
full productivity, which result in decrease in the productivity of the organisation.
 Meaning and purpose: - this is another factor which affect the engagement of the employees
of towards the company's goals. If the employees of the organisation find their work less
meaningful then this directly affect their interest, engagement and satisfaction. So, it is very
important for the organisation to develop some opportunities for their employees so that they
work hard to achieve the objectives of the company (Milhem, Muda and Ahmed, 2019).
 Culture of the organisation: - if the culture of the organisation is energetic, positive, and
welcoming then this increases the engagement of the employees towards the organisation.
Different types of traits like, rewards and recognition of the performance of the
employees can also affect the productivity as well as engagement of the employees.
 The working environment :- the environment of the organisation plays a very important
role in affect the engagement of the employees with in the organisation. One of the most
important things which need to be keep in mind of the management of the company is
that healthy and happy working environment not only be restricted to the surroundings of
the organisation it should be outside the boundaries of the company. If management fail
to provide effective and healthy working environment to their employees then this

directly affect their productivity and and they feel engaged towards the goals and
objective of the organisation.
 Career development opportunities:- this factor also paid a huge impact on the
engagement of the employees towards the organisation. Now a days, career development
is becoming more and more important for the today's employees. Employees of the
company feel that the future of the work is more competitive and for this they hope form
the organisation that they provide them better career development opportunities.
Challenges of employees engagement which might be face within the workplace:-
 Lack of clarity:- this is being considered as the first challenge which might be faced
within the working environment. If there is lack of clarity among the managers and
employees of the organisation then they not feel satisfied and directly effect their moral
and happiness. If an employee is engaged towards the work then they are satisfied with
the job and work with full productivity as well as full loyalty for the organisation. So it is
very important for the organisation to educate the management as well as the employees
of the company about the concept of employee engagement with the help of training
sessions and seminars.
 Lack of work life balance: - a lot of organisations not focus on the personal as well as
working life of the employees (Kim, Park and Headrick, 2018). This also being
considered as the most important challenge which are faced by the management of the
company in relation to the employee engagement. A healthy work life balance improves
the productivity of the employees.
The employee engagement score in UK is recorded 45 % and this is very lower as
compared to the Australia i.e. 56 %, France i.e. 54 % and in USA i.e. 60 %. Along with this there
are few nation which have low engagement score as compared to the UK i.e. Hong Kong and
Singapore and because of this, challenges like lack of clarity, lack of work life balance and many
more are face with in the workplace.
How employees engagement it differs from employee commitment and involvement.
 Employee engagement may be defined as the contribution level of employees towards attaining
the set goals and objectives of the organisation. On the other hand, the employee commitment
may be defined as the dedication level of the employees towards completing the task or activity
inn proper manner.

 Employee’s commitment is built within the organisation with the help of achieving the high
level of job satisfaction towards the work of the organisation. On the other hand, engaged
employees are those employees who are emotionally attached towards the organisation always
thinking to contribute more for the betterment of the firm.
A brief explanation of significance of aligning employee engagement practices with
organisational mission and vision statement
The great things about improving the engagement of the employees as this also provide
the benefits to the other members of the organisation. Below are the few benefits of the
employee’s engagement in order to achieve the mission and vision of the company: -
 Improves the loyalty: - if the management of the company more focused on employee
engagement practices, then employees stick around the company for a long period of
time. Good engagement practices not only improve the retention rate of the employees
within the organisation but also help in achieving the mission and vision of the company
in proper manner.
 Increase the productivity: - if the employees of the company are more engaged towards
the organisation, then they tend to work harder and get the things done properly (Khalid,
Butt and Satti). The interest of the worker towards the work helps in achieving all the set
goals and objectives of the company.
 Higher employee satisfaction: -it is very important that employees need to be satisfied
in their work, if they are not satisfied then their interest will slip away. The effective
engagement practices develop a good connection between their performance and for the
organisation they work. The highly satisfied employee work with full productivity in
order to achieve all the mission and vision of the organisation in effective manner.
It has been recommended to company that the management of the company can use the
inspire committed and aligned leader’s employee’s engagement practices. As it is being
identified that this is basically a two-way street. If the leaders of the company are not fully
engaged with the top then employees not able to understand the vision and goals of the firm. So
that why employee engagement practices or strategies plays a very important role for the success
of the organisation

CONCLUSION
From the above report it has been concluded that it is very important for the management of
the company to engage their employees in the different management practices. This not
assist in increasing the productivity of the employees but also help in achieving all the
objectives of the company in proper manner. This report also concluded the motivational
theories which motivate the employees within the organisation

REFERENCES
Books and Journals
Kwon, K. and Kim, T., 2020. An integrative literature review of employee engagement and
innovative behavior: Revisiting the JD-R model. Human Resource Management
Review, 30(2), p.100704.
Albrecht, S., Breidahl, E. and Marty, A., 2018. Organizational resources, organizational
engagement climate, and employee engagement. Career Development International.
Hale, A.J and et. al., 2019. Adapting Maslow's hierarchy of needs as a framework for resident
wellness. Teaching and learning in medicine, 31(1), pp.109-118.
Abbas, J., 2020. Service quality in higher education institutions: qualitative evidence from the
students’ perspectives using Maslow hierarchy of needs. International Journal of
Quality and Service Sciences.
Werdhiastutie, A., Suhariadi, F. and Partiwi, S.G., 2020. Achievement Motivation as
Antecedents of Quality Improvement of Organizational Human Resources. Budapest
International Research and Critics Institute-Journal (BIRCI-Journal) Volume, 3,
pp.747-752.
Zitnik, M and et. al., 2019. Machine learning for integrating data in biology and medicine:
Principles, practice, and opportunities. Information Fusion, 50, pp.71-91.
Sabri, H.A. and Shehu, F., 2021. Exploring the Ethical Dimensions and Principles of Raḥmatan
Lil-ʿĀlamīn in Contemporary Context. AL-ITQAN: JOURNAL OF ISLAMIC
SCIENCES AND COMPARATIVE STUDIES, 5(1), pp.101-119.
Milhem, M., Muda, H. and Ahmed, K., 2019. The effect of perceived transformational leadership
style on employee engagement: The mediating effect of leader's emotional
intelligence. Foundations of Management, 11(1), pp.33-42.
Kim, S., Park, Y. and Headrick, L., 2018. Daily micro-breaks and job performance: General
work engagement as a cross-level moderator. Journal of Applied Psychology, 103(7),
p.772.
Khalid, B., Butt, F.S. and Satti, M.Q., Importance of Employee Engagement at Workplace:
Literature Review and Future Directions.