Assignment – Employee Engagement
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Added on 2021-03-01
Assignment – Employee Engagement
Added on 2021-03-01
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QualificationGRADUATE DIPLOMA MANAGEMENT Module NameManaging peopleModule NumberGDM 402Assignment TitleIndividual Assignment – Employee EngagementName of CandidateShamila de silvaCandidate No.446071826Submission Date2019/7/19Word Count25001 | P a g e
Table of Contents1.Introduction.............................................................................................................................32.Definition of Employee Engagement......................................................................................32.1Factors Effect to Employee Engagement.........................................................................42.2Model of Employee engagement....................................................................................52.3Benefits and Challenges in Employee engagement.........................................................63.Employee engagement importance in H-Connect...................................................................83.1Company Background.....................................................................................................83.2Employee Engagement Application in H-Connect...........................................................84.Recommendation...................................................................................................................105.Conclusion............................................................................................................................11List of References..........................................................................................................................122 | P a g e
1.IntroductionEmployee Engagement is the devotion, passion of employees and effective leadershipskills with support from the highest management to the staff. Human resource leaders setthe drive and creed of their company and unfold that positive morale to the staff withinthe company. According to Robinson (2006), employee engagement is achieved throughthe creation of an academic degree structure setting where positive emotions likeinvolvement and pride are galvanized, resulting in improved structure performance, lowerturnover and better health.The objective of this report is providing expressive information about Employeeengagement and how it can be used in the corporate world organization. In the initial partof this assignment, the author will explain the definition and importance of employeeengagement. Furthermore, the author will discuss factors that affect employeeengagement and their benefits and challenges and select the organization to identify theimportance of talent retention and sustainability through employee engagement. Finally,the author will discuss the recommendation and conclusion to identify strategies ofemployee engagement in the practical world.2.Definition of Employee EngagementEmployee engagement is one in every of the vital construct in structure behavior and it isreceived significant attention in educational analysis. Saks (2006) referred to workerengagement to the extent that an individual is attentive and absorbed within theperformance of his or her roles. Moreover, worker engagement is thought to be a kind ofpositive and satisfying work connected angle that's characterized by three dimensions,namely vigor, absorption, and dedication (Schaufeli and Bakker, 2004). Involved workersare predictable to feel these characteristics showing emotion, physically, and cognitively(Khan, 1990). Men (2015) outlined worker engagement as the level of involvement,interaction, intimacy, and influence a person has with a complete over time a person’sparticipation, notwithstanding channel, wherever they decision the shots. Further, Catletteand Hadden (2001) considered worker engagement because the positive, affectional3 | P a g e
psychological work-related behavior that inspires workers to sky-high specific andprepares themselves to show emotion, cognitively, and physically to try and do their worktasks.According to Harter et al. (2002), worker engagement is extremely vital to realize helpfulbusiness performance outcomes for various organizations. The authors were incontestablethat it's necessary that organizations have interaction their employees as a result of it hasbeen found that organizations with Associate in Nursing engaged staff have higher levelsof client satisfaction and loyalty, a great deal of productive, a great deal of profitable thanthose of less engaged staff (Harter et al., 2002). Ortiz, Lau, and Qin (2013) additionallyurged to nurture the thought of worker engagement as disengagement decreases thekeenness and commitment of staff to their organizations. Consequently, low levels ofengagement levels harm worker commitment and retention. Siddhanta et al. (2010)indicate that a well-performing organization comes from its ability to make sure ahealthy, intended and committed force through engagement.2.1Factors Effect to Employee EngagementStudies have shown that there are crucial factors that result in worker engagement. Theyembrace coaching and Career development, management performance, remuneration,managing expectations, family-work balance, trust, worker psychological feature match,and exceptional leadership. (Torrington et al., 2005).The work environment was found to be one in each of the numerous factors that verifythe engagement level of associate degree worker. Studies by Miles (2001) and Harter etal. (2002), Holbeche and Springett (2003), May et al. (2004) and wealthy et al. (2010)show that employee engagement is that the results of numerous aspects of the geographicpoint. Deci and Ryan (1987) stipulate that management that fosters a substantiateoperating atmosphere typically displays concern for employees’ wants and feelings,provides positive feedback and encourages them to speak their issues, to develop newskills and to solve work-related issues. thus, an expectant geographic point atmospherethat aids workers for targeted work and social harmony is a key determinant of workerengagement. Leadership was the second main criteria known as an elementary issue toinform worker engagement. Effective leadership may be a higher-order, multi-dimensional construct comprising cognizance, the balanced process of data, personalslide, and adopted ethical standards (Walumbwa et al., 2008). Research studies (Wallace4 | P a g e
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