This report discusses the role of psychology in employee engagement and provides strategies for improving recruitment, leadership, and motivation in the workplace.
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Psychology and Employee Engagement
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Table of Contents Psychology and Employee Engagement..........................................................................................1 INTRODUCTION...........................................................................................................................3 MAIN BODY..................................................................................................................................3 CONCLUSION................................................................................................................................9 REFERENCES..............................................................................................................................10
INTRODUCTION Employees are vital part of organisation and success of all the resources depends on the factor that how well human resource is able to utilize the resources. Skills and knowledge of the human resource gets capitalized by training which organisation provides them and motivation of the employees which encourage them to work to the best of their potential and capacity. The Ealing Building Society is facing some issues which are related with employees and their performanceotherthanhighretentionisanotherproblemwhichisbeingfacedbythe organisation. This has resulted in increased work pressure of the existing employees and employees with good past performance have started taking leave more often. These problems are major and require to be addressed by the HR department of the organisation. MAIN BODY This report as includes strategic contribution of the HR to improve the existing employee condition of employees and problems which are being caused by the HR in the organisation. The main problems and their solution are; Ineffective Recruitment The first role of HR in their duties is to recruit best available talent in the organisation. There are various instances in case of Ealing Building Society which communicate that recruitment at the organisation is not effective (Wood and et.al., 2016). Effective recruitment are important because of various reasons like retention of the employees in future is determined when they are recruited employees who are cultural fit and adaptable to the organisation can stay longer comparing to those who are not able to cope with the changing needs and situations. First step that HR needs to take to improve the overall condition of the company is to improve the quality of the recruitment. Under-skilled employees and those who are inadequate for their job affect the organisation in two ways first is that they cost the organisation and other is that organisationdonotgetanybenefitfromsuchemployeesintermsofprofitabilityand productivity. Contribution of HR in improving this situation
HR has most important contribution in improving this situation as recruitment is responsibility of the HR. HR needs to ensure that the person being recruited has adequate skills that match with the requirement of the job in the organisation (James, 2017). The skills include academic skills for the job and along with that, behavioural skills which are required to improve the performance at the job. Checking previous records, previous records of the employee can help in predicting future behaviour and performance of the candidate. HR will have to collect information regarding the candidate about their behaviour in their previous organisation. In case employee is being recruited after completing education than education institute can also give information regarding the candidate. This will improve quality of recruitment in the organisation so along with performance of the candidate and employee overall performance of the organisation can be improved. This will also ensure that employee is capable of adapting the culture of the organisation and retain in organisation for longer. Best Fit Theory HR at Ealing Building Society can also apply best fit theory of the recruitment to ensure quality recruitment in the organisation (Eva, 2018). The best fit approach emphasize on the importance of ensuring that HR strategies are in accordance with the circumstances of the organisation. Organisational circumstances refer to its culture, operational processes and external environment which collectively create different and unique circumstances for the organisation. Best fit approach takes into consideration both organisation and its people. This will ensure that organisation and people both are according to each other’s requirements and both should be a fit for the organisation so that both can complement each other rather than become a liability for each other. Application of this theory will require that HR identify and analyse what kind of employees are required in the organisation and this is also a challenge for the HR for HR while applying this
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theory for recruitment (Afroze, 2016). Later, identifying and recruiting same people in the organisation is also a challenge for the HR. This theory in this way will help and contribute HR and organisation to find the best employees which are perfect fit for the organisation. Best fit theory can be applied and ensured wherein while recruiting employees company can take employment test regarding the key skills required for their job and along with this company can also take test to ensure and analyse their past work performance to ensure that they can be a best fit for the culture of The Ealing Building Society. They can add value in existing practicesandaredifferentfromthosewhohavenotperformedwellandhaveleftthe organisation. Leadership Incapability Incapability of leader is another problem at Ealing Building Society. Leadership is one of the most significant elements behind success of the organisation. This makes it important that Ealing Building Society has the leaders which are able to manage and lead the organisation. Leadershipcapabilitiesincludemanythingsandcapableleaderscanalsoensurethat performance of the team members and employees are as good as expected (ŠIKÝŘ, Sekerin and Gorokhova, 2018). Motivating and guiding employees in order to ensure achievement of organisational as well as their individual objectives. Ensuring that employees are engaged in the organisation which ensures high quality performance of the employees is also a responsibility of the leader. Regarding incapability of leader what HR can do is the question. Related to this what HR can do is that HR firstly employs those candidate in the organisation which are capable of managing and leading the organisation and teams in future. Later HR can contribute in this by giving employees training so that they can develop their leadership skills and potential to lead the organisation and its people. Regarding Leadership there are various theories and HR in Ealing Building Society can employ them according to their situation and the leaders can be hired which are able to adopt and work according to that kind of leadership. Though leadership is individual capability of the leader but when they are being trained then in such case they can train leaders to adapt particular leadership style.One type of leadership style does not fit in all situations because leadership
effectiveness depends on the influencing and effectively managing employees to complete their task. This also gets affected by the organisational situation.For example delegating leadership style is not suitable where employees lack skills and competency and are not willing to take responsibility. Situational Leadership Theory This is one of the theories that Ealing Building Society can adapt in their organisation and this is also suitable for current circumstances of the organisation (du Plessis, 2017). Leadership requirement in the Ealing Building Society is for those who are not motivated and for those who not skilled for their job. Through this leadership style Ealing Building Society will be able to deal with all the problems regarding the employees. This leadership theory consists of four type of leadership style which leader can adopt as per the situation. Situation includes maturity level of the employees which is based on their motivation and willingness and their capabilities to perform the task given to them. Leadership styles are as follows- Telling This style of leadership requires that leader take all the decision on the behalf of the employees (Hooper and Potter, 2019). This is the responsibility of the leader to decide what the team members and employees are required to do and along with that how they can do that. In current situation of Ealing Building Society requires its leaders to follow this style as many of the employees are incompetent and under skilled and in such case their leader is required to take decision for them. Selling This style of leadership is applied where skills and capabilities of the employees are improved but their willingness is less to complete the task. This style of leadership includes that leader give options to the members and they can select one of them in relation with what to do and how to do. They are motivated and supported by the leader in order to complete the task. Participating
In this style of leadership what employees do is that they support the members as they are competent and capable of completing the task but they are not willing to take responsibility (Lynch and et.al., 2018). In such case they are supported by leader and leader motivates and encourages members to take responsibility and complete the task. Delegating This style of leadership includes that members have highest responsibility. The members are competent to complete the task and along with that they are also willing to take responsibility to complete the task. This leadership style needs to be trained to the leaders and aspiring leaders and this is the responsibility of the HR. This will improve current situation of the Ealing Building Society regarding employees and their performance. Such leadership style will also contribute in enhancing employee engagement in the organisation as leader will be exert strong influence on the members. The Ealing Building Society can adopt telling and selling style of leadership employees who are new and incompetent they can be managed and leaded with telling style of leadership and those who are competent but not willing to take responsibility can be leaded with selling style which motivate them and also encourage them to take responsibility. Motivation of the employees Low motivation of the employees is also a key problem at Ealing Building Society. This is because retention of the employees is low and the employees who leave the organisation their replacements are not recruited timely and this is why their covering up their work increases work pressure of the existing employees (Kuvaas, Buch, and Dysvik, 2018). Improper working condition and stress of work is significant reason behind the reduced motivation of the employees. Motivation of the employees to work and perform is also a key contributor for the employee engagement and this is why it is important element for all the employees. HR at the Ealing Building Society requires developing strategies so that the motivation of the employees can be increased and for that HR need to; Recruit competent candidates at the place of those who have left the organisation.
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Train employees properly so that they can perform and their inabilities do not affect their motivation at their workplace as inability to perform also affect the motivation of the employees. Leaders at various level of the organisation are also competent and capable to motivate their members so that their motivation and morale does not reduce. Herzberg two factor theory of motivation can be applied here. Figure1Two factor theory of Herzberg This theory of Herzberg provides two factors which are hygiene factors and motivating factors. Hygiene factors are those factors whose absence in job can reduce the job satisfaction of the employee.Thisincludessupervision,salary,workcondition,remunerationetc.inEaling Building Society all these factors are lacking and this affect job satisfaction of the employee and consequently they leave the organisation. Basically these are those factors which are very important for the employee to have at their work. Motivating factors on the other hand are important to motivate the employees (Alshmemri, Shahwan-Akl and Maude, 2017). Absence of these will not affect job satisfaction of the employee. But these are important to contribute motivation of the employee. The Ealing Building Society facing several problems and through this theory company can ensure that all the factors which contribute to managing and keeping employees satisfied like working condition and salaries are given due importance and also timely motivational activities and factors should also be applied this will increase motivation of employees and satisfaction and motivation will collectively contribute in employee engagement.
These three problems consequently resulting that employee engagement at the Ealing Building Society is very low. Employee engagement refers to the extent to which employees feel passionate about their work and this is possible only if the employees are motivated to perform their work. There are various activities through which HR can ensure employee engagement in the organisation. This is important to derive effective performance of the employee. This is the factor because of which employee willingly perform their best at their job because they feel connected to their job. Employee engagement is very important for the organisation and its success and main component of the employee engagement are culture of the organisation, motivationandrelationsintheorganisation.Leadershipisalsoimportantcontributorto employee engagement. Ealing Building Society, is having inadequate leadership and relations in the organisation are also unfavourable for the employee engagement and this is why working for the employeeengagement requiresworking on motivation,leadership and culture of the organisation (Mone, London and Mone, 2018). HR of the organisation can also organise some of the activities and events which contribute to employee engagement and develop positive feelings in the mind of employee regarding their organisation. This is more important for those who are under skilled they will get involved in their job and also will work on their skills so that they can contribute in success of the organisation. CONCLUSION It can be concluded from the discussion that employees are significant contributor of organisationalsuccessandthisispossiblewhentheymakewilfulcontributioninthe organisational operations. This report discussed some of the problems which are being faced by EalingBuildingSocietyandhowtheyaffecttheperformanceoftheemployeesatthe organisation like motivation, leadership etc. Problems being faced are related to employees and this is why HR of the organisation has to play the most important role in solving the problem. Role of HR and theoretical application regarding theories was discussed in this report.
REFERENCES Books and Journals Afroze, R., 2016. Does Recruitment Develop a Corporate Image to Attract Talented Candidates for Hiring in Bangladesh?.Asian Business Review.6(1). pp.5-38. Alshmemri, M., Shahwan-Akl, L. and Maude, P., 2017. Herzberg’s two-factor theory.Life Science Journal.14(5). pp.12-16. du Plessis, D., 2017. Weak leadership, inadequate planning hamper land reform: bottom line.Farmer’s Weekly,2017(17005), pp.32-33. Eva, T.P., 2018. Recruitment and Selection Strategies and Practices in the Private Sector CommercialBanksofBangladesh:EvidencefromHumanResource Practitioners.European Business & Management.4(1). pp.28-38. Hooper, A. and Potter, J., 2019.The business of leadership: Adding lasting value to your organization. Routledge. James, P.S., 2017.Organisational Behaviour, 1e. Pearson Education India. Kuvaas, B., Buch, R. and Dysvik, A., 2018, August. Individual variable pay for performance, incentive effects, and employee motivation. Inannual meeting of the Academy of Management, Chicago, USA. Lynch, B.M and et.al., 2018. The development of the Person‐Centred Situational Leadership Framework: Revealing the being of person‐centredness in nursing homes.Journal of clinical nursing.27(1-2). pp.427-440. Mone, E.M., London, M. and Mone, E.M., 2018.Employee engagement through effective performance management: A practical guide for managers. Routledge. ŠIKÝŘ, M., Sekerin, V. and Gorokhova, A., 2018. Managing Human Resources Using the Best Practice. Best Fit Approach.Journal of Applied Economic Sciences.13(1). Wood, J.M and et.al., 2016.Organisational behaviour: core concepts and applications. John Wiley & Sons Australia, Ltd.. Online Herzberg’s Motivation Theory – Two Factor Theory.2018. [Online]. Available Through: < https://expertprogrammanagement.com/2018/04/herzbergs-two-factor-theory/ > .
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