BUSM3249: Understanding Employee Engagement, Impact on Productivity

This report delves into the multifaceted concept of employee engagement, examining the factors that influence it, its impact on the workplace, and its various dimensions. Key factors such as career development opportunities, flexibility, fair pay, cultural diversity, learning culture, transparency, autonomy, inspiration, communication, employee recognition, and effective manager-employee relationships are discussed in detail. The report highlights the positive impacts of employee engagement, including increased profitability, improved employee retention, higher productivity, enhanced innovation, better communication, greater commitment, and improved recruitment rates. Furthermore, it identifies five dimensions of employee engagement: employee satisfaction, identification, loyalties, performance, and commitment. The report also touches upon the relationship between employee engagement and productivity and profitability, providing a comprehensive overview of the subject. Desklib offers more resources, including solved assignments and past papers, for students seeking a deeper understanding of this topic.

Employee management

Employee engagement:
• level of enthusiasm as well as dedication that every employee
feels towards their jobs
• eagerness that the employees show towards their task
• passionate in their work (Karanges et al. 2015)
• reflect in their individual outcomes
• how they behave in the organization
• how they perceive other employees

positive aspects:
• employees care about their work as well as about the
performance of company
• want to feel that their efforts are making difference to the
organizations
• try to dedicate themselves completely for the benefit of the
organization

Aspects which influence employee engagement
• Ten important factors are seen to influence
employee enjoyment

Career development opportunities
• employers continuously invest both money as well as time for
the development of the employee in the workplace (Karanges
et al. 2015)
• employees realize and feel that the organization is also
interested in the progression of career of the employees

Flexibility:
• flexibility of the working hours like half day leaves, flexible
hours of work, work from home and many other benefits
• they feel satisfied
• feel that organizations care about their concerns and issues

Fair pay structure:
• provide proper remuneration to the employees as per their
skills and knowledge
• employees feel happy and engaged in their work (Binyamin
and Carmeli 2017)
• employers ensure transparency and educate their employees
properly through Fair pay structure
• employees work harder

Cultural diversity;
• multicultural working environment
• number of employees coming from different background having their own
cultural traditions
• number of employees coming from different background having their own
cultural traditions
• employers who are culturally sensitive and are culturally aware of their
needs and requirements of the employees can ensure employee
satisfaction (Saks and Gurham 2014)

Adopting a learning culture;
• when organizations are able to develop a learning culture
• influence employee engagement largely
• motivate the employees to keep in learning and acquiring
new knowledge
• satisfied and develop a liking towards the organization

Transparency as well as honesty;
• development of the transparent as well as honest work
environment (Breevert et al. 2014)
• Employees really like environments where they can walk up to
their higher officials and conduct a serious discussion
• higher officials to reveal all-important information to them
that are linked with their work, targets, career and others

Autonomy;
• employers and managers to provide the employees
freedom
• complete their target properly
• employees feel trusted
• engage more with the job

Inspiration;
• Motivating and inspiring them cannot always rely on extrinsic
motivators like money, rewards, prizes
• include intrinsic motivations where employees need to be
self-motivated and love their work
• good leaders should always inspire employees (Mishra et al.
2014)
• Proper encouragement would help them to inspire them