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Effect of Employee Engagement on Organizational Performance PDF

Added on - 17 Aug 2021

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Research proposal
1..Project (research topic) Title
The Effect of Employee Engagement on Organizational Performance in Advance Cure Diagnostic
Center, Abu Dhabi, United Arab Emirates
2.Introduction
Background and overview
The Healthcare sector is one of the largest and most important sectors in the economy and employees
in this industry are frequently overworked, underappreciated, and exhausted[ CITATION Tim21 \l 1033 ].
All these conditions can have a negative impact on patient treatment and disengaged employees could
put a patient’s life at risk[ CITATION Kev15 \l 1033 ]. Excessive or unexpected overtime, a demanding
workload, and a lack of workplace flexibility can all contribute to low engagement among healthcare
[ CITATION Vic19 \l 1033 ]. Employees' needs in today's corporate world go beyond a basic income,
which has shifted employers' focus to understanding the underlying essence of employee engagement
practices. Employees demand to be engaged in the organizational working in the current environment,
which means that their role should contribute to and affect the company in a more significant way
(Marciano, 2010).
In this regard, this paper will analyze the effect of employee engagement on organizational performance
in Advanced Cure Diagnostic Center which is a healthcare facility based in Abu Dhabi, United Arab
Emirates. The company was founded in 2007 as a comprehensive ambulatory care unit, it is a private
healthcare facility and it is located in the heart of Abu Dhabi[CITATION Cur17 \l 1033 ]. Private sector
employees are more likely to quit when they're unsatisfied, this is partly because they are less likely to
receive pension and health care benefits that most government employees do (Barrett & Greene, 2016).
Employees that are devoted to their organization on the whole, have a sense of belonging, a sense of
understanding of the organization's aims, and a feeling of connection. Such employees add value
because they are more determined in their work, produce at a higher rate, and are more proactive in
offering their assistance[ CITATION Bro19 \l 1033 ]
This study will look at how employees influence success of an organization and how performance results
are critical to a certain company's achievement of its vision and mission. Given the critical nature of the
work in healthcare, employee engagement should not only be a focus but a business requirement for
healthcare leaders[ CITATION Kat191 \l 1033 ]. A lack of engagement can lead to high employee
turnover, decreased patient satisfaction and quality of care[ CITATION Cra18 \l 1033 ].

Problem Statement
Disengaged employees have a negative impact on healthcare organizations and their bottom line, they
have a negative impact on managers' ability to achieve organizational performance (White, 2019).
Disengagement is a major issue, with estimates indicating that nearly 70% of the workforce is
disengaged in certain areas[ CITATION Ash18 \l 1033 ]. This situation is complicated due tothe lack of
identification and adequate addressing of the root causes and symptoms associated with
disengagement at the workplace[ CITATION Wol19 \l 1033 ].Employees that are disengaged have a bad
attitude about their employment and their company. It has been proven that negative attitudes have a
negative impact on organizational productivity and success[ CITATION Dan20 \l 1033 ].
This study will bring light on the effect employee engagement can bring on organization’s overall
performance.
b) Give out the aim of the research project, objectives and the research questions of your project
work.
The aim of the study proposed is to investigate the effect of employee engagement on organizational
performance. This case study will be conducted at Advanced Cure Diagnostic center in Abu Dhabi,
United Arab Emirates.
Research Question
1) What are the factors affecting of employee engagement to Advanced Cure Diagnostic?
2) What are the indicators of performance at Advanced Cure Diagnostic?
3) Is there a relationship between employee engagement and organization’s performance?
Research Objective
The objective of the study is:
1) To find out the factors affecting employee engagement in Advanced Cure Diagnostic Center
2) To find out the indicators of performance at Advanced Cure Diagnostic Center
3) To find out the relationship between employee engagement and organizational performance to
Advanced Cure Diagnostic Center
Significance of the study
This paper will be helpful in attaining the knowledge regarding the importance of engagement of
Advanced Cure employees for the potential success of the organization. Furthermore, this work will be
useful to other researchers performing future research on the same or similar topics.
3. Literature Review
Background to the concept employee engagement and organization performance
Employee engagement is a human resources (HR) concept that defines the level of excitement and
dedication a person feels toward their job. Engaged employees care about their work and about the
performance of the organization, and feel that their efforts make a difference[ CITATION Tim201 \l 1033
].Employees who are more engaged at work are more likely to be high performers, put up more
discretionary effort, go above and beyond to help coworkers, and are less likely to quit. As a result, firms
with engaged employees are more likely to be successful[ CITATION Ben21 \l 1033 ].
According to research, companies with strong employee engagement excel in customer satisfaction,
achieve high productivity, and operational efficiency, as well as profitability, with the added benefit of
safer, healthier employees with lower absenteeism and reduced turnover[ CITATION Pet18 \l 1033 ].
Clinicians who are disengaged and burned out have a significant impact on healthcare organization’s
bottom line. Burnout not only compromises the quality of patient care but also increases healthcare
costs[ CITATION Jes19 \l 1033 ]. In addition, engaged employees are more likely to have trustworthy and
high-quality relationships with their bosses[ CITATION Rob061 \l 1033 ]. Employees that are engaged
have a very positive feeling about their workplace. When employees feel connected to their teams, love
their job, and have a positive feeling about the company, they’re going to want to stay and put in extra
effort to help the company succeed[ CITATION Ryb21 \l 1033 ]
Organizational success is directly proportional to the amount of effort each employee puts into the
system. Employees that are engaged contribute to a positive work environment, which leads to
organizations long term success. An engaged employee will in all likelihood perform at a superior level
all of the time[ CITATION Rob061 \l 1033 ].To ensure that this assumption succeeds, organizational
systems have to be integrated, management practices must be aligned, and the work environment must
be supportive to maximize employee engagement[ CITATION Pet18 \l 1033 ].[ CITATION Mas16 \l
1033 ], suggest six work life areas that need much consideration in this perspective; workload, control,
community, reward, values, and fairness.
A highly engaged workforce drives passion and energy into every aspect of the company, resulting in
increased revenues[ CITATION Kat19 \l 1033 ]. Research findings reveal that when employees are
engaged in the workplace they vigorously participate in activities that contribute to higher performance
and innovation. Non engaged employees on the other hand are unaware of the organization’s effort and
constantly resist change. In simple terms, when organization involve employees during the
developmental stages, they are more likely to create a sense of ownership which increases their
commitment to the project and contribution to organizational performance[ CITATION Jet18 \l 1033 ].
Meaning and measurement of employee engagement
The term “engagement” has been defined in a variety of ways. Workplace engagement is defined as a
positive, fulfilling, affective-motivational state of work–related well-being[CITATION Woo12 \l 1033 ].
Since the seminal work of Kahn (1990, 1992) Human resource practitioners, consulting firms, and
scholars have paid close attention to the concept of “employee engagement”[ CITATION Oma15 \l
1033 ]. Employee engagement according to Kahn (1990:694), is defined as the harnessing of
organization members’ selves to their work roles through engagement, people employ, and express
themselves physically, cognitively and emotionally during role performances”. Employee engagement’s
cognitive aspect is concerned with employees’ views of the organization, its leaders, and their working
conditions. Employees’ feelings regarding each of those criteria, as well as whether they have favorable
or negative views about the organization and its leaders, are addressed in the emotional aspect. The
physical aspect of employee engagement concerns the physical efforts made by individuals to carry out
their responsibilities[ CITATION Mar20 \l 1033 ]
[ CITATION Nan07 \l 1033 ]Defined employee engagement as the extent to which employees commit to
something or someone in their organization, how hard they work, and how long they stay as a result of
that commitment. Employee engagement according to the author is the level of an employee’s
dedication to his/her organization. The more dedicated a person is to his company, the more
enthusiastically he will engage in his assigned tasks. On the other hand[ CITATION Joh08 \l 1033 ]
describes employee engagement as, a set of positive attitudes and behavior’s enabling high job
performance that is in line with the mission of the company. Hewitt associates define engagement as
the psychological state and behavioral outcomes that lead to better performance. In practical, this
means engagement involves a mix of rational thoughts, emotions, behaviors, and intentions that are
required for optimal performance and productivity. It can be measured by three behavioral exhibitions
of employees namely"speak, stay, and strive."[ CITATION Aon15 \l 1033 ].Saks describes employee
engagement as the degree to which an individual is concerned and absorbed in his or her employment
function, according to his definition. He distinguishes between two types of employee engagement:
work and organizational engagement. The degree to which a person is engrossed in their work is
referred to as job engagement. Organizational engagement, on the other hand, is the degree to which
an employee is psychologically attentive as a member of a company[ CITATION Ala06 \l 1033 ].
In contrast with burnout[ CITATION Chr04 \l 1033 ]dimensions of exhaustion, ineffectiveness, and
cynicism, “engagement is defined by energy, involvement, and efficacy. A view shared by[CITATION
Wil02 \l 1033 ]considers it as a positive, fulfilling, work-related state of mind that is characterized by
vigor, absorption, and dedication.
However, because major institutions played such an important role in the establishment of this concept,
it is worthwhile to provide a perspective on how it is understood by some of them. The Towers Perrin
Talents definition of engagement involves both emotional and rational factors relating to work as well as
overall work experience. Emotional factors tie to people’s satisfaction as well as the sense of affirmation
and inspiration they get from their work and from being part of their organization. They believe in
employees' unwavering commitment to ensure the success of the organization.[ CITATION Tow03 \l
1033 ]. On the other hand,[ CITATION Aon15 \l 1033 ]considers Engaged employees to exhibit three
facets of saying- constantlypromote the company to co-workers, prospective employees, and
consumers. Staying- Have a strong sense of belonging and a strong desire to be a member of
theorganization, and Striving- motivated by the desire to succeed in their jobs and for the organization.
[ CITATION DRo04 \l 1033 ]Defines employee engagement as an employee's positiveattitude toward
the organization and its ideals. An engaged employee understands the business environment and
collaborates with coworkers to improve job performance for the benefit of the company. The company
must work to foster and promote employee engagement, which necessitates a two-way interaction
between the employer and the employee.'
[ CITATION Nee11 \l 1033 ]Conducted extensive research which explored the needfor engaged
employees and their role in promoting organizational advancement and efficiency. According to the
findings, the current organizational culture, as well as balanced work policies and practices for employee
engagement boost productivity and keep employees on the job for a long time.[ CITATION Bij11 \l
1033 ]Looked into a variety of elements that influence employee engagement and what companies can
doto increase employee engagement, he defined employee engagement as a level of commitment and
involvement of an employee towards the organization and its values.[ CITATION Bij111 \l 1033 ]
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