Employee Engagement: Principles, Dimensions, and Benefits

This document provides an in-depth analysis of employee engagement, including its principles, dimensions, and benefits for organizations and stakeholders. It also explores the applicability of employee engagement through job design, role autonomy, organizational citizenship, and discretionary behavior.

Employee
Engagement

Table of Contents
INTRODUCTION...........................................................................................................................1
Questions 1.......................................................................................................................................1
1.1 Define employee engagement and analyse the principle dimensions and components of it.
.....................................................................................................................................................1
2.1 Justify the need for alignment among engagement practices and other corporate
components if the benefits of high engagement are to realised..................................................3
Questions 2.......................................................................................................................................5
2.1 Heena.....................................................................................................................................5
2.2 Illustrate the applicability of employee engagement through job design, role autonomy,
organizational citizenship, discretionary behaviour . .................................................................5
3.1) Discover and examine the use of diagnostic tools for determining workers attitudes and
levels of employee engagement. ................................................................................................6
3.2) Prepare employee value proposition and propose strategies to uplift employee
engagement and showcase any barriers......................................................................................7
3.3) Propose relevant resourcing, development, etc. to raise levels of employee engagement. .8
CONCLUSION...............................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Employee engagement is explained as fundamental concepts in order to understand both
qualitatively and quantitatively the nature of the relationship among a firm and its staff members.
It is very essential to understand employee engagement because aid in reducing workers turn out
ratio, uplift efficiency, generate huge revenue and improve productivity (Albrecht and Marty,
2018). Those staff members who are more likely to be engaged in the their in an organization
proves to be more satisfactory as compare to those who are not. Mark and Spencer is selected in
order to complete the project. In the year 1884 this leading organization came into existence and
was founded by Michael Marks and Thomas Spencer. It is suited in London, United Kingdom.
Firms workers are working day and night to meet the emerging needs of the customers. This
assignment covers deep explanation of employee engagement and the principle dimensions of it.
The application of employee engagement through role autonomy, job design etc. are studied to
attain better results. Numerous tools are identified to measure employee attitude. People
resourcing, communication strategies, propose relevant and so on are examined to raise levels of
employee engagement.
Questions 1
1.1 Define employee engagement and analyse the principle dimensions and components of it.
Employee engagement is described as those staff members who are more committed to
their work and the goals of the organisation. On the other, those business firm who supports and
boost employee engagement turns to be more better as compare to other. By encouraging
employee engagement in the working premises it is easy to retain skilled and capable employees,
Raises productivity level of workers, through employee engagement customer satisfaction level
is raised, uplift company culture and so on (Antony, 2018).
The distinguish principles of employee engagement are showcased below:
Treat employee as individuals: Employees of the organization are valuable assets they
should be treated fairly in the working premises. Any kind of discrimination should not be
conducted due to which the moral value of the precious human assets are decreased By this
overall workforce efficiency of the employees are decreased. The principle of employee
engagement suggest to treat the staff members of Mark and Spencer as individuals address their

issues and quarries accordingly. By this allotted work can be complete easily as well as smooth
working environment is provided to the client.
Make employees partners: In order to take best decision for the betterment of the both
employees and employer it is mandatory to make them partners in the organization. Invite them
in decision making process and value their view points regarding the topic. This particular
principle of employee engagement helps to retain skilled and capable sub-ordinates of Mark and
Spencer for longer time duration. Assure the staff members that they are partners at the
workplace the success and failure of the business is celebrated and handled together under one
roof. By making employees as their partners the set standards can be accomplished in the set
time span as well as best solution is suggested for the problem. Additionally, by making co-
workers as partners the work effectively and efficiently in order to cope up with their
competitors open challenge (Bakker and Albrecht, 2018).
Employee engagement is connection: The main principles of employees engagement is
connection. This can be build in the working premises by building positive connection among
the co-workers. Here, connection is the key element to encourage employee engagement
whereas, when we disconnect with each other we disengage. In order to grow and develop the
business of Mark and Spencer in the global market it is very mandatory to build healthy and
strong connection with teammates. By this set goals and objectives of the organization can be
attained easily.
Employee-engagement is always a human endeavor:
Employee engagement is depersonzlized when it comes to staff members as human resource.
This is another principles of employee engagement where, engagement involves emotions,
relationship and thinking (Breevaart and Bakker, 2018). However, employee engagement is
always a human endeavour because without human assets employee engagement is not possible.
Top level management of Mark and Spencer frame various policies so as to build employee
engagement at the work place.
Employee engagement make a difference: In this particular principle employee
engagement contribute more towards enhancing organizational performance. They not only
uplift individual performance instead they focus on individual performance which is a positive
mark of this employee engagement principle. In the working premises of Mark and Spencer of

the company it is understood that engagement is much more than feeling, employee satisfaction
and attitude.
The several dimensions of employee engagement are illustrated beneath:
Engaged with work: This is a part of employee engagement dimensions where sub-
ordinates completely gets involved in their work. Staff members are happy and satisfied with
their job profile and work more effectively and efficiently. The potential staff members of Mark
and Spencer turn out ratio can be reduced by making them satisfied in the working premises and
allotting the task according to their abilities and capabilities. It results in retention of co-workers
of Mark and Spencer for longer time period (Duthler and Dhanesh, 2018).
Engaged with customers: Those companies can flourish in the international market who
can build healthy relation with their customers in the dynamic environment. This dimensions of
employee engagement helps organization to raise overall productivity which leads in maximizing
profit at a large scale. Customers are the king of the market so it is very essential to build relation
with them in order to survive business of Mark and Spencer in the cut throat competitive world.
In order to raise the sales volume of the product engaging with end user is mandatory .
Engaged with each other: This is another dimensions of employee engagement.
Productive results can be attained when both employer and employees are sharing mutual respect
with each other. By engaging with co-workers smooth working environment is build that
ultimately results in gaining competitive advantages against rivalry. By consent of both the side
mangers and sub-ordinate best decision can be taken regarding increasing overall workforce
efficiency of Mark and Spencer . To render productive outcomes in the international market
engagement with each other teammates is essential.
2.1 Justify the need for alignment among engagement practices and other corporate components
if the benefits of high engagement are to realised.
Employee engagement is essential in an organization as it raises overall productivity and
profitability volume. By this tough challenges can be build for others in the international market.
Top level management need to work hard in order to support and encourage employee
engagement in the working premises. However, alignment is important to sustain high
performance of Mark and Spencer which is explained as under:
 The connection among strategy and execution is known as alignment.

 Companies who are aligned in nature adopt fast to changes (Eldor and Vigoda-Gadot,
2017).
 Outcomes are left to chance when there is no alignment.
 Aligned group members believe on their set standards as one.
Alignment and employee engagement are the core elements for high and productive
performance. In the open market place alignment and employee engagement factors are outlined
below. The in the brief explanation of the topic is stated beneath:
Long term direction: This specific alignment raises the overall performance of the employees
as well as provide long term direction. By this competitive advantages against rivalry can be
gained . In order to survive in the market Mark and Spencer need to aligned the things
effectively. Some of the long term direction measures are are follows:
 There should be transparency of communication of strategic goals by top level
management.
 To that level where staff members understand this communication
Senior leadership: Good leaders in the company motivate them to commit to the strategic plan
and boost contribution. Along with this they motivate co-workers of Mark and Spencer with their
vision so that set goals and objectives can be achieved easily. However, they take into account
viewpoints, circumstances and individual so as to attain tough challenges for others. Senior
leadership can be measured by:
 Sub-ordinates acceptance of trust and faith towards vision
 The way by which leadership team exemplifies the most suitable practices in leadership
Team leadership: This alignment is important in order to accomplish set goals and objectives in
the dynamic environment. Effective team of Mark and Spencer assist staff members to create
tough bench mark for others in order to be in the leading position. As well as exemplify firm's
tactics and value easily (Graban, 2018).
The team leadership measures are illustrated under:
 It is determined by the strength of relationship among the front line supervisor and their
co-workers.
Performance focus: To remain in the global market it is essential to monitor the performance of
staff members. Organization conduct seminars and training sessions to improve the performance
focus of the sub-ordinates. By this set aims and objectives of Mark and Spencer are

accomplished easily. Mark and Spencer regularly focus on the performance so as to full-fill
emerging needs of the customers.
The measures of performance focus are stated beneath:
 Goods turns out to be competitiveness
 Company work towards more innovation
 Standards of performance boost co-workers to perform the allotted work effectively and
efficiently.
Questions 2
2.1 Identify the principle drivers of employee engagement and evaluate the business benefits for
the organization and different stakeholders
Employee engagement refers to the relationship between employees and employer. In
order to get desired outcomes it is essential for an organisation to make proper relationship with
their employees so as to maintain their enthusiasm and motivation level higher. It is same applied
to M&S which depicts that management must give their emphasis on maintain appropriate
relationship with employees so that they can give their best efforts in achieving organisational
objectives. In this aspect, various principle drivers are as follow:
Work environment: M&S can maintain healthy relationship with their employees by regulating
an effective culture within the organisation. This will help them in engaging and motivating their
employees towards accomplishing their job role in a most appropriate manner.
Rewards and recognition: This driver is related to providing equal pay and fair rewards to
employees for their higher efforts so as to enhance their motivation and engagement.
Leadership: In order to remain stay employees connected with organisational goals then it is
essential for M&S to give their focus on grooming leaders so that they can influence and guide
their subordinates in a significant way towards attaining organisational goals and objectives.
All these employee engagement drivers will help the management of M&S in making their
employee more engage and encourage for completing their work effectively and within the
limited period of time. This has huge benefit for the both organisation as well as their
stakeholder which can be determined by following points:
For M&S:

Higher employee satisfaction: By undertaking all these employment drivers M&S can more
engage their employees as they are feel that they are highly satisfied their with their position.
This has direct positive impact on the company as they will get best outcomes form their
employee which results higher productivity and profitability.
Higher retention and lower turnover: M&S also can increase employees’ retention by
considering all above mentioned drivers as this will help them in making efforts for betterment
of employees which results higher satisfaction as well as retention of them for a longer period of
time.
For Stakeholders:
As M&S is a multinational organization and operating their activities at higher level due to
which they have a range of stakeholders like customers, employees, media, civil society
organization and many others which are also get various benefits because employees engagement
in business.
Customers: If employees will completely engage in accomplish their assign work then they will
be able to produce more quality products which will provide the huge impact on the satisfaction
of customers from the organizational services.
Employees: If M&S will adopt all the drivers in their workplace then they will be able to
enhance employees’ motivation and encouragement as employees will feel that they are
important part for the organization which will result best outcomes from each personal towards
achieving organizational goals and objectives.
2.2 Illustrate the applicability of employee engagement through job design, role autonomy,
organizational citizenship, discretionary behaviour .
Employee engagement should be supported and encouraged at the workplace in order to
be in the leading position (Holland and Sheehan, 2017). It directly or indirectly raises
productivity and profitability ratio of the organization. By scanning the dynamic environment
Mark and Spencer employee engagement need to be boosted accordingly in order to gain
competitive advantages against competitors in cut throat competitive world. Human assets
should be treated as family members and as well as management need to solve their quarrier's as
soon as possible. By this small act workers can be give their hundred percent and work more
concentrated as conspire to earlier days. The applicability of job design, role autonomy,
organizational citizenship and discretionary behaviour are explained as follows:

Job design: It is explained as integrating job content and certain qualifications which are
needed to perform the same. Mark and Spencer by introducing employee engagement in the
working premises will be able to perform the job role effectively and efficiently. Jo design aims
and objectives can be accomplished with the appropriate applicability of employee engagement.
It plays a significant role in an organisation.
Discretionary behaviour: This type of behaviour contributes positively to complete
firm's effectiveness and outcomes. Organization employee engagement is applicable to
discretionary behaviour because they create influence on operational and companies results to a
large extent. On the other hand it can be said that staff members of Mark and Spencer mostly
relies on discretionary behaviour. Employee engagement applicability in discretionary
behaviour is done in order to create smooth working environment.
Role autonomy: This is described as the level of freedom have at the workplace. On the
other hand it is said that staff members has the right to complete their task in the own way or to
decide how their project must be done (Huang and Meng, 2018.). Employee engagement proves
to be beneficial in the role of autonomy as it aid them to accomplish the project in the set
deadline. As well as productive results are achieved easily and competitive advantages is gained
against competitors. Role of autonomy strives to be effective at the work pace as by this without
any pressure from top level management task can be accomplished easily.
Organizational citizenship: It is illustrated as individual commitment within firm which
is not a part of his or her contractual tasks. In this aspect the applicability of employee
engagement plays a significant role in Mark and Spencer . Organizational citizenship Behaviour
is beneficial to the administration as it assist in accomplishing demands of unforeseen
contingencies which are important for best performance in competitive environment. Employee
engagement applicability turns to be productive for organizational citizenship as it directly or
indirectly raises overall performance of co-workers. This leads in creating tough bench mark for
others in neck to neck competitive world.
3.1) Discover and examine the use of diagnostic tools for determining workers attitudes and
levels of employee engagement.
Diagnostic tool is stated as procedure of identifying or measuring the root cause of issue
by evaluating the whole task. By effectively using this tools in the working premises of the firm
best outcomes can be attained in the open market place. As per the requirements diagnostic tools

need to be examine the current issues prevailing in the market. Also, it is widely used in the
premises of the organization to determine staff members attitudes and level of employee
engagement. The distinguish tools followed by mark and Spencer at their workplace are
highlighted below:
Performance monitor: This is a type of diagnostic tool which is adopted by Mark and
Spencer in their day to day operation activity (Johnston, 2018.). By using this tool performance
of employees can be monitored easily and productive results can be attained as compare to
competitors. By timely monitoring the overall performance of co-workers chances of error can
be reduced to a large extent and best product can be served to the end user in the global market.
To compete with rivalry it is mandatory to keep eye on performance of sub-ordinate so that
necessary improvements can be done accordingly. Mark and Spencer adopts key performance
indicator in order to monitor the daily basis performance of employees in their working
premises. By this emerging needs of the customers are fulfilled in the set deadline. However,
workers attitudes can be judged through this and policies can be framed to overcome them.
Additionally, by this the level of employee engagement is determined as they monitor attitudes
of workers in every stage.
Resource monitor: In an organization employees are trained to use the resources at it's
optimum level. In order to use resources in the up-coming years it is essential to monition them
accordingly. By this set goals and objectives of Mark and Spencer are attained in the set time
span. This diagnostic tool helps in determining co-workers attitudes . The way sub-ordinates use
the resources will help management to understand there nature and behaviour easily. Along with
this the level of employee engagement is determined through watching them how much
effectively they are using scare resources for best outcomes. There are numerous diagnostic tools
which can be implemented by firm according to their business type in the market (Kang and
Sung, 2017).
3.2) Prepare employee value proposition and propose strategies to uplift employee engagement
and showcase any barriers.
Employee value proposition is explained as creative set of benefits that an worker
receives in return for capabilities, skills and experience they bring to a firm. It helps staff
members to achieve their highest potential at work. There are various steps involved in creating
employee value proposition which are as under:

Assess what you current offer: This is the very first step of employee value proposition
where offer is assessed in order to make modifications in them. Mark and Spencer examine their
current offers given to the employees in order to understand weather they are satisfied with the
offer not. In order to uplift employee engagement in the working premises strong policies should
be framed in order to execute them smoothly in the premises. By this positive working
environment can can be created.
Interview present and past employees: The gap among the present and pat employees
is studied in order to assess the differences. If the result is negative then strategies are framed to
improve them so as to attain productive outcomes as compare to rivalry. To enhance employee
engagement in the working premises of mark and Spencer research work is conducted in order to
better understand employees attitude and behaviour.
Define the components of your EVP: In order to implement employee value proposition
effectively all the elements of it are explained in brief. By this all the teammates are aware about
it and chances of mis-understanding and conflict is reduced. By this employee engagement is
raised and harmony is build at the work place. It leads in meeting set goals and objectives easily
(Lemon and Palenchar, 2018).
Promote EVP: By using appropriate tools and techniques EVP can be commercialize in
the market for positive results. It is very essential to advertise EVP in order to make understand
employees the advantages and dis-advantages of execution of EVP in the working premises.
Review results: The review gathered from the staff members are examined properly in
order to make improvements in EVP. By this human assets will be assured that their view are
valuable for the management and are working on it for best results.
The barriers of employee engagement are:
 Lack of alignment
 Lack of insight and concentrate more on top
 External investors does not give importance to engagement efforts
 Communication channels are ineffective or saturated
3.3) Propose relevant resourcing, development, etc. to raise levels of employee engagement
In an organization people sourcing, development, communication and performance
tactics aid in uplifting level of employee engagement in both positive and negative way. The
points are described beneath:

People sourcing: By hiring effective and potential workers in the firm employee
engagement can be done easily. All the workers will be encouraged to attain set goals and
objectives unitedly.
Development: Policies and regulations are framed for the development of the employee
engagement in the premises. By this execution of employee engagement can be done smoothly
without resistance from co-workers. It lads in gaining productive results.
Communication: Effective communication channel is used by top level management in
order to raise level of employee engagement in the working environment. By this competitive
advantages can be gained in cut throat competitive world (Mazzei, 2018).
Performance: Employees performance is measured so as to implement employee
engagement effectively. By this potential and skilled staff members can be retained for longer
time span.
CONCLUSION
From the above report the conclusion can be drawn is that in order to succeed business in
the international market it is essential to support and encourage employee engagement. The
principles and dimensions related to employee engagement is studied in order to attain best
results. By effectively supporting employee engagement in the working premises it is easy to
achieve set goals and objectives. Along, with this tough bench mark is set for others in the global
market which is a positive mark for the company. Numerous drivers of employee engagement is
studied for further improvements as well as benefits for firm and stakeholders are highlighted in
order to take best decision for growth in open market place. Stakeholders are essential part in the
decision making process because they are the real investors in the bushiness. Additionally,
applications of employee engagement through discretionary behaviour, job design, autonomy
and organizational citizenship are examined in order to compete with competitors in cut throat
competitive world. By analysing all this aspects business can be operated easily in the global
market. By this enterprise is able to survive and sustain in the market for longer time duration
and can meet the demand and preferences of the consumers on priority level.

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