Strategies for Enhancing Employee Engagement and Reducing Absenteeism

This essay discusses the critical role of employee engagement in reducing absenteeism within organizations. It highlights how absenteeism, stemming from issues like loss of paid leaves, illness, unsafe environments, or workplace harassment, negatively impacts organizational function and employee morale. The essay explores the implementation of employee engagement programs as a proactive measure to keep employees motivated, dedicated, and enthusiastic about their work. It acknowledges the importance of both intrinsic and extrinsic motivation in fostering a positive work environment and increasing productivity. While emphasizing the benefits of employee engagement, the essay also presents counterarguments, noting that employee engagement programs can be time-consuming and may not guarantee long-term motivation. The essay concludes by reinforcing the significance of employee engagement in creating a dedicated workforce and suggests that organizations should prioritize employee well-being and involvement in decision-making processes to achieve overall success.

Employee Engagement

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK...............................................................................................................................................1
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
It is important to engage all the employees in an organisation as they are the person who
transform direction into actions so it is important for every organisation to engage them in
decision making so they remain dedicated towards organisation and their goals as we all know
that satisfied employee work at their best level unlike unsatisfied ones. In this particular essay we
are going to talk about ways to reduce absenteeism, employees development programmes which
is an important factor to keep the employee dedicated and enthusiast in an organisation
(Kwon,and Kim, 2020).
TASK
In today's business world employee are considered as a valuable resources in every
company and keeping them dedicated and motivated towards the work is an important task as
they are the person who contributes to success of any organisation but its not the case every time
many organisation face the problem of absenteeism which is the condition where employees are
habitually and frequently remain absent from their work which excludes paid leaves, occasional
holidays and any time off, which causes problem to organisation (Saks, 2019). To manage this
problem many organisation have started to develop employee engagement programmes which is
concept to keep the employees directed and enthusiast towards their work as engaged employee
can perform more effectively and efficiently based on that organisation look for the ways to keep
the employees contributed towards their work which can comes through the motivation which
can be an intrinsic motivation that is the internal desire of an individual or an extrinsic
motivation means external desire of an individual as every human have some needs which
pushes them to work harder and efficiently and attain their needs which is nothing but the
motivation and this element in an individual can help an organisation to achieve their goals.
So, the problem on which we are focusing is Absenteeism, it is the most common
problem which we can see in most of the organisation now a days which is due to the loss of
their paid leaves of employees , illness, unsafe environment, bullying or harassment at the work
place due to which they become less reluctant to do their work and remain demotivated which
will ultimately have a significant impact on the overall functioning of any organisation as well as
on other employees due to lack of proper working environment but not only employee employers
are also effected by the absent proportion of employees at the workplace as there productivity
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will reduce for that particular time as they have to engage a new employee provide training and
assign them the required work which needs to be done and ultimately there is loss of lot of time
and productivity , lack of team work and belongingness in employees which directly have an
impact on the overall profitability of any organisation, this issues needs to look forward by the
leaders as to some corrective measures and significant programmes in order to maintain the
working environment which helps to achieve goals (Saks,2022.).
As a measure many organisations have come up with employee engagement programmes
as in 21st century as now a days employees are not considered as simply an employee in an
organisation they are been considered as a important resources and due to this employee
engagement concept has come up which is an HR concept to keep employees motivated and
dedicated towards their work as the worker should feel that their efforts make a difference in the
organisation this will boost their morale and satisfaction which ultimately results in increase in
productivity. It is a critical factor to be considered by any organisation as the success is equals to
dedicated workforce and to remain them dedicated towards their work they must be motived as
they should have the interest in the work , feeling of pleasure and challenging jobs which keeps
them motivated for learning new things or competition between employees for rewards,
monetary benefits,, travel vouchers and many more these motivational factors will keep them
attached and build a positive environment in the workforce. The idea of developing employment
engagement programmes is of great initiative to any organisation as this approach will build a
positive attitude and mindset of the employees and will help in ultimately wellness of the
organisation (Sun,and Bunchapattanasakda,2019).
We have talked about the importance of employees engagement in an organisation but
there are many factors which implies that it is not useful and appropriate to organisation as there
are many other person who hold high authority and priority when it comes to an organisation as
the main purpose of every organisation is to retain its customers, stakeholders and satisfy them
and make profits, the employee engagement is a time consuming and a non economical process
in every organisation with that it does not give the certainty that it will keep the employee
motivated and dedicated as of human nature we cannot predict we may like something or maybe
not so it does not imply that employee engagement will result in success of any organisation in
the long run. Another reason is the self motivation inside an employee which empower them to
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work more efficiently and use their potential so the motivation is self embedded so there is no
need of employee engagement programmes to motivate any employees as it is appropriate in a
theory but not in practical world so the organisation should not engage much of its resources in it
(Young, Glerum, Wang,and Joseph, 2018).
CONCLUSION
From the above essay we can conclude that employment engagement is an important
factor in any organisation as it keeps the workforce dedicated and determined which results in
the success of an organisation as human beings are the most significant resources and taking a
good care of them is the responsibility of every organisation and to engage them organisation
must provide with the employment engagement programmes which empowers employees to
remain motivated and enthusiast towards their work by engaging them in organisational
decisions and giving them a significant role to perform which can make a difference and them
feel worthy.
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REFERENCES
Books and Journals
Kwon, K. and Kim, T., 2020. An integrative literature review of employee engagement and
innovative behavior: Revisiting the JD-R model. Human Resource Management
Review, 30(2), p.100704.
Saks, A.M., 2019. Antecedents and consequences of employee engagement revisited. Journal of
Organizational Effectiveness: People and Performance.
Saks, A.M., 2022. Caring human resources management and employee engagement. Human
Resource Management Review, 32(3), p.100835.
Sun, L. and Bunchapattanasakda, C., 2019. Employee engagement: A literature
review. International Journal of Human Resource Studies, 9(1), pp.63-80.
Young, H.R., Glerum, D.R., Wang, W. and Joseph, D.L., 2018. Who are the most engaged at
work? A meta‐analysis of personality and employee engagement. Journal of
Organizational Behavior, 39(10), pp.1330-1346.
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