Employee Engagement and Employee Voice Paper - Essay Example

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Name Institution Course Instructor Date Employee Engagement and Employee Voice Introduction Employee voice is simply employee participation and/or involvement in influencing organizational activities particularly corporate decision making. Organizations give employees a voice by involving them in formal and informal methods based on minimizing conflicts and improving communication on one hand and encouraging staff retention on the other…
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Employee Engagement and Employee Voice Paper
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Download file to see previous pages It is however, not that very much different from employee voice (Kinnie, 2005:40). They both talk about employee involvement and influence towards increasing an organization’s productivity and retention. Employee engagement incorporates attitude and commitment (Edwards, 2009:91). This paper will seek to explore and discuss the various debates surrounding the concepts of employee engagement and employee voice basing its arguments on their definitions and nature in relation to managing employee relationship. The nature of ‘employee engagement’ and ‘employee voice’ in relation to managing the employee relationship As stated, employee engagement is all about behavior and attitude. In this case, attitude refers to employee commitment towards his job while behavior is merely the action to corporate. In other words, behavior in employee engagement can be what people commonly refer to as the extra mile taken by employees to ensure that the organization’s decision-making process involves them (Buchanan, Fitzgerald, and Ketley, 2007:27). Analytical response to management consultants who happen to partake ‘employee engagement surveys’ it is true to say that engagement is mainly involves engagement with the organization an employee works for and engagement with the employer (Golan, 2007:29). Usually, those who measure employee engagement consider things like the time an employee wishes to stay with an employer, pride that he or she has for the firm that he works for, and their preparedness to exert extra pressure or effort on behalf of the firm (Redman and Snape, 2005:301). With reference to employee engagement and its definition, it is seeable that an employee’s commitment to a supervisor or a manager is more productive and a stronger link to recital compared to commitment towards an organization. This shows that it is not surprising to establish that some employees have multiple loyalties towards different things. In a number of situations some employees, in most cases professional workers such as lawyers or nurses, may appear ambivalent towards their boss but prove to be very passionate about their profession, team leader, customer, or co-workers (Kaufman, Beaumont, and Helfgott, 2003:48). One of the reliable cases that captures well this multi-faceted nature and behavior of employees in employee engagement practices is the Employee Engagement Consortium at Kingston University. The researchers stated that; the idea that every employee can make a substantial contribution towards the continuous improvement and successful functioning of all firm’s processes is the fundamental or rather primary concept of employee engagement (Purcell, 2009:44). Engagement is ideally about the creation of opportunities for workers in order to connect with their managers, co-workers, and the overall organization. It is also about creating an environment that motivates employees in view of wanting to build a relationship with what they do and care for doing a great job (Kinnie, 2005:61). This study notes the way in which it is evident that employee engagement enables workers to perform better compared to others, become less likely to leave their employer, ...Download file to see next pagesRead More
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