Employee Engagement and Commitment: Importance and Benefits

This assignment discusses the significance of employee engagement and commitment in an organizational setting. It highlights the benefits of engaging employees, including increased retention, improved work performance, higher productivity, and profitability. The document also explores team development stages, leadership styles, and major roles and responsibilities of leaders. It provides a comprehensive understanding of the importance of effective management of people in an organization.

Leadership:
Leadership plays the most crucial for in effective development of
an organisation. The actions taken by a leaders assure the attainment of
desired business requirements. A high level of attention required by leaders
on increasing the employees' performance and productivity by
implementing suitable practices. Further, it is demanded that they should
possess relevant skills and abilities to lead the business groups. Along with
this, effective leaders aim on gaining trust of workers so that work can be
managed effectively.
Different leadership styles:
Autocratic leadership
Democratic leadership
Strategic leadership
Transformational leadership
Team leadership
Laissez Faire leadership
ORGANISATIONAL BEHAVIOUR AND MANAGEMENT OF PEOPLE
Employee engagement and commitment:
Employee engagement is referred as the key factor assured by an establishment to
manage the organisational behaviour. Under this, entities aim on managing right conditions for
all the people working in the company. In this order, responsive person mainly HR takes
effective actions to involve them in the important talks of organisation. These practices develop a
sense of commitment within the workforce. This, in turn, helps in motivating employees by
satisfying their recognition needs. This is further helpful in increasing their work performance
which benefits in increasing the business value.
Benefits of engaging employees and making them committed:
 Increased level of employee retention.
 Decreased employee termination.
 Improvised work performance.
 Higher productivity and profitability of organisation.
 More motivated and satisfied employees.
REFERENCES
Albdour, A. A. and Altarawneh, I.I., 2014. Employee engagement and organizational
commitment: Evidence from Jordan. International Journal of Business. 19(2). p.192.
Goodhue, D., 2017. Team-Building Professional Development. Exploring the Impact of the
Dissertation in Practice .pp.165.
Major roles and responsibilities of leaders:
High level of communication with workforce.
Effective work management skills.
Guiding employees by making use of relevant resources.
Developing effective relations among employees.
To co-ordinate between employees and organisational requirements.
Team Development
The practices of combining employees in such a manner that their
collaborative work benefits the entity is termed as team development. This is
the most important action taken by an organisation to manage the working
environment. There are different elements which are ensured by it such as it
encourages co-operation, interdependence and trust building in the team
members.
Team Development stages
Stage 1- Forming: Formal interaction between team takes place.
Stage 2- Storming: Members keeps working by considering the
differences rather than similarities.
Stage 3- Norming: Self-identification as per the work role is done under
this.
Stage 4- Performing: Team member are trained with the needed skills
and abilities in this stage
Team building
The major aim behind building a team is to improve the
effectiveness of the groups. In order to build a group, different activities
are undertaken by the organisation. These roles help in inspiring
workforce to pursue their best.
Team Building Tactics:
Developing compatibility among team members.
Promote healthy and effective working conditions.
Pays attention on increasing the level of interaction.
INTRODUCTION
Organisational behaviour and management of people working in it is the significant
factors which is required to be consider by the administrative bodies. There are different
aspects covered under the mentioned terms such as employee motivation, effective power,
constructive politics, leadership, team development, employee engagement, etc. All these
elements require the attention of organisational demonstratives so that desired aims and
objectives can be achieved.