Employee Engagement: Factors, Theories, and Impact on Organizations

This report provides a comprehensive overview of employee engagement and its significance in organizational learning. It begins by defining employee engagement and highlighting its importance in improving productivity, reducing employee turnover, and fostering a positive work environment. The report then delves into various factors that determine employee engagement, such as management systems, technology, organizational culture, job design, and career development opportunities. A key focus is on Kahn's (1990) theory, which emphasizes psychological safety, meaningfulness, and availability as crucial elements for employee engagement. The report concludes by summarizing the key findings, emphasizing the positive impact of employee engagement on organizational success and financial performance.

ENGAGEMENT OF EMPLOYEES AND ORGANISATIONAL
LEARNING
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Table of Contents
Introduction......................................................................................................................................3
Overview of employee engagement................................................................................................3
Importance of employee engagement..............................................................................................5
Factors determining employee engagement....................................................................................6
Kahn theory (1990)..........................................................................................................................7
Conclusion.......................................................................................................................................8
Reference list...................................................................................................................................9
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Introduction
In the organisational sector the employee engagement is an important element along with that
there is a constant learning process is done within the organisation. In order to be in the top
positions, there is a requirement for each of the organisational to make a good engagement with
the employees to have a good flow of productivity. Organisational learning is mainly where the
organisation not only influence the members but they also transmitted some knowledge as well
to all the members. In this study, it focuses on a brief discussion regarding the employee
engagement as well as shows the importance of employee engagement. In addition to that, there
are some of the factors those are essential in terms of determining the essentialities for employee
engagement. Moreover, there is the implementation of Kahn (1990) model for showing the
employee engagement and the organisational learning.
The thesis statement of the study is it to find out the employee engagement in the organisational
learning.
Overview of employee engagement
Engagement can directly affect the attitudes of employees as well as it is directly linked with the
productivity for increasing the correlation with the level of performance. On the other hand, the
organisation those are having a high level of engagement are mostly tended towards a lower
employee turnover as well as there is a high chance of productivity. In the opinion of Albrecht et
al. (2015, p.30), there are mainly three types of employees found within the organisation. Those
are engaged, not engaged and actively disengaged. The engagements of employees mainly work
with utter passion and they are immensely connected with the company. The not-engaged
employee is mainly the employees those are sleepwalking in their entire working days. In
addition to that, actively disengaged employees are mainly the employees those are not happy
with their work within the organisation. In the organisation there is a requirement for employees
those are able to give their best for achieving the goals and meeting those objectives.
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Figure 1: Types of employee engagement
(Source: Albrecht et al. 2015, p.30)
The employee engagement does not only mean the satisfaction of employees because there are
various organisations those has the level of employee satisfaction but the bar which is set is not
up to the mark. As per the view of Anderson (2016, p.22), employee engagement also does not
imply the happiness of employees but sometimes it is seen that they are happy in their working
environment but it does not show that they are working hard. The employee engagement is
mainly denoted as the emotional commitments of the employees which are required with the
organisation as well as to their goals also. The employees sometimes do not only work for the
pay check or with the intention of having any promotion but the employees are working to
achieve the goals of an organisation. As stated by Armstrong and Taylor (2014, p.55), the
employees those are highly needed with the companies provide a better success for the
organisation. In addition to that, the employee engagement has mainly denoted the relationship
between the organisation and their employees.
An engaged employee makes sure that they are totally enthusiastic regarding their work and
takes further actions for the reputation of the organisation. The employee engagement provides a
full commitment to the organisation for increasing the level of performance for the achieving the
goals of an organisation. In the view of Biswas and Bhatnagar (2013, p.30), employee
engagement in the workplace environment mainly shows the correct situation for each and every
member of the organisation for giving their best. The employee engagement is mainly based on
the integrity, trust and a proper communication between the organisations.
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Importance of employee engagement
In an organisation, the employee engagement is helpful because it increases the level of
productivity within the organisations. Moreover, the employee engagement is beneficial for both
the organisation and for an individual as well. The employee those are highly engaged with the
organisation then it automatically provides a success and increases the rate of income for a long
turn and there is less employee turnover as well. In the opinion of Ferreira and Real de Oliveira
(2014, p.240), if there is a change of engagement then it takes upon the commitments not only
just on the compliance. The proper employee engagement in terms of an individual provides a
better wellbeing as well as they are happy in the working environment also. On the other hand, in
terms of organisation, the employee engagement increases the level of productivity and it is seen
a high level of performance on the overall organisation.
The employee engagement is immensely helpful in terms of making more profit than the other
organisations those are not having a good engagement with their employees. In addition to that,
if there is a high level of employee engagement then it is clearly seen that there is a high level of
productivity for the organisation. When employees are connected with the organisation they
know that there is a good connection with the company and they automatically intended to give
their best for the betterment of the organisation. As per the view of Park et al. (2014, p.90), if the
employees are highly needed then there is less chance of employee turnover. The employees
those are engaged are likely to see positive for the organisation and spread positivity in the
organisation. In addition to that, if the employees are satisfied then it is automatically seen that
they are highly satisfied with the organisation.
There is another importance of employee engagement is that they are in high level of
philanthropic minds as well as they are better communicators in the organisation. In order of
having better communicators, the employees are likely to take participate in the discussion
process and it automatically increases the level of productivity in the session of brainstorming.
As asserted by Popli and Rizvi (2015, p.60), engaged employees have the potentiality in terms of
making the other employees for being creative. Creativity is an essential factor for all the
employees those are highly engaged within the organisation. The employee engagement is highly
important for the benefit of an individual as well as for the organisation. The engaged employees
provided a better environment for the organisation for a long term.
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Factors determining employee engagement
In the organisation sector, the employee engagement is mainly the most leading priority for the
human resource practitioners as well as for the senior manager within the organisation. As stated
by Reynolds (2017, p.100), the engagement is mainly denoted as the muscle which is needed to
develop as well as grow for the organisation benefit. The employees those are properly engaged
helps to make them motivated along with that skill in their work. Moreover, when the
organisation does not use those skills then it automatically it will be diminished. In addition to
that, if the engagement is the need for development then it creates a positive relationship between
the employees and shows a clear communication in the organisation. The employee engagement
is the highest priority for any organisation. The higher authority of the organisation provides
more focus on the engagement of employees for having a great success in the organisation.
There are various factors those help for the engagement of employees and this factor are used by
various companies. The factors help for a proper involvement of employees and create a great
value as well. One of the essential factors for employee engagement is the proper management
system if the management is properly done then the employees are highly needed with the
organisation to give their best for the benefit of the organisation. In the opinion of Sheehan et al.
(2014, p.12), the employees are healthy then it automatically create a high employee engagement
in the organisation. If the technology is not right then it creates the loss in the engagement of
employees. The employee gets more engaged when they are totally connected with the culture of
an organisation. Thus, the culture is an essential factor for making the engagement of employees.
If there is not a proper culture present within the organisation, then there is a less chance of
engagement of employees.
The design of job is also an essential factor for the engagement of employee within the
organisation. If the job is design in a proper way then the employees are properly connected with
the organisation. As per Shuck et al. (2013, p.30), the career development opportunities is an
essential factor for the engagement of employees and it is to make sure that the employees are
provided with the job those matches with their goals. If the employees are asked to give their
ideas for the development of organisation then they will be motivated and feel engaged. Thus,
the empowerment is the leading factor in the employee engagement.
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Kahn theory (1990)
Kahn (1990) is the main head behind the use of employee engagement for the benefit of the
organisation. It is found by Kahn that the employees are more engaged in the work situation that
mainly offers some of the psychological safety as well as psychological meaningfulness along
with that there is much involvement of psychological availability. In the opinion of Slack et al.
(2015, p.540), all the three factors such as safety, meaningfulness and availability have a great
influence on the employee engagement. In the opinion of Kahn that meaningfulness in the
positive aspects which shows the returns in terms of the investments of the role of a performance
of an employee. On the other hand, the safety is showing towards the ability of without fear or
any kind of negative effect upon the self-image whereas, the availability shows the necessity of
resources which consist mainly the emotional and psychological.
Figure 2: Kahn theory of employee engagement
(Source: Truss et al. 2013, p.66)
In the category of meaningfulness, it mainly includes the job enrichment, relation between the
co-workers and the work role fit. These things are highly important because if the relation in the
working environment is not effective then it can create harm the engagement of employees and if
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the job is not up to the mark then it automatically creates problem to give the best in the
organisation. As per the view of Truss et al. (2013, p.66), the safety factor includes the
rewarding system and enhancement in terms of self-conscious. If the employees do not feel safe
within the organisation then it stops them to be engaged with the organisation. In the last section,
the availability it mainly denoted the resources which help for the engagement of employees for
their own benefit as well for the benefit of the organisation.
In the employee engagement, Kahn was the first to introduce this factor for the benefit of the
organisation. The employee engagement is an essential element for the benefit of the
organisation because it helps for gaining the success. As commented by Shuck et al. (2013,
p.35), the rewarding is basically the involvement of employees in the organisation through the
medium of both psychologically as well as physically. In addition to that, most of the employees
are intended to have an emotional and intellectual commitment to the organisation.
Conclusion
From the above study, it is found that employee engagement is an important element for the
organisation. The employee engagement is based on various factors and Kahn was the first who
introduced that factor for the development of an organisation. The proper employee engagement
has the huge impact on the organisation success as well as a great employee engagement help to
lower the employee turnover. The employee engagement also helps for the improving the
financial status of the organisation. In addition to that, there are mainly three types of employees
found in the organisation and from them, the engaged employees play a huge role in the
organisation. If the working environment is not appropriate then it can create trouble in terms of
managing the employees and encouraging them for giving their best for the organisation. The
proper management is also helpful in terms of employee engagement. The proper employee
engagement helps for creating a positive environment as well as motivating.
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Reference list
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Anderson, D.L., (2016). Organization development: The process of leading organizational
change. London: Sage Publications.
Armstrong, M. and Taylor, S., (2014). Armstrong's handbook of human resource management
practice. London: Kogan Page Publishers..
Biswas, S. and Bhatnagar, J., (2013). Mediator analysis of employee engagement: role of
perceived organizational support, PO fit, organizational commitment and job
satisfaction. Vikalpa, 38(1), pp.27-40.
Ferreira, P. and Real de Oliveira, E., (2014). Does corporate social responsibility impact on
employee engagement?. Journal of Workplace Learning, 26(3/4), pp.232-247.
Park, Y.K., Song, J.H., Yoon, S.W. and Kim, J., (2014). Learning organization and innovative
behavior: The mediating effect of work engagement. European Journal of Training and
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Popli, S. and Rizvi, I.A., (2015). Exploring the relationship between service orientation,
employee engagement and perceived leadership style: a study of managers in the private service
sector organizations in India. Journal of Services Marketing, 29(1), pp.59-70.
Reynolds, M., (2017). Organizing reflection. Abingdon: Routledge.
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engagement: Further exploration of the emerging construct and implications for workplace
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social responsibility: A social exchange perspective on organisational participation. Journal of
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