Employee Engagement: Policies Adopted and its Benefits - Lab Report Example

Comments (0) Cite this document
Summary
Table of Contents 1.0 Introduction 1 2.0 Policies Adopted by Organisations 1 3.0 Who Gains Most? 3 4.0 Conclusion 5 References 6 Employee Engagement: Policies Adopted and its Benefits 1.0 Introduction It is a common knowledge in today’s environment that companies have perceived human workforce as the most valuable asset than information technology because of their labor service that allows an organisation to achieve its goals…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER96.6% of users find it useful
Employee Engagement: Policies Adopted and its Benefits
Read TextPreview

Extract of sample "Employee Engagement: Policies Adopted and its Benefits"

Download file to see previous pages This strategy is referred to as employee engagement. CIPD (2009, p.1) defines employee engagement (EE) as giving an environment to employees where they could establish a relationship with their co-workers, job, and employers. Employees have a clear understanding on the corporate’s mission, vision, and culture that allow them to create commitment. The main thrust of this paper is to explain the policies adopted by most companies in creating employee engagement. Moreover, it aims to analyse the most advantageous between the employee and employer in adopting these policies. 2.0 Policies Adopted by Organisations Organisations often focus on the area of employee satisfaction, but the identified cases that drive the engagement of employees are the leadership system of the company, engaging managers, employee voice, and integrity. Leadership enables the employer to explain the mission statement of the company, and the employee’s contribution in achieving it. Moreover, managers are encouraging employees to perform their job efficiently and effectively without unfair treatment and biased judgment. Communication is the central point of employee’s voice wherein staff have a chance to voice out their concerns without fear. As part of empowering employees, employers listen to their opinions. Lastly, integrity is the values shaping the organisation that manifests the trustworthiness of employers, which is followed by employees (Acas, 2010). In creating an engaging environment, most companies concentrate on the recruitment, selection, and induction area. This strategy aims to decrease “employee’s turnover” (Ongori, 2007, p.049). Companies desire to prevent employees from leaving the organisation. They are motivated to retain productive, efficient, and effective employees because of the central point: profit. Thus, when the employee’s satisfaction is high, there is a small probability of employee turnover. Moreover, companies invest in pay and reward system. Reward system through recognition increases the “sense of the organisation’s appreciation and support” to employees. However, monetary rewards employed by other companies have not increased employee’s commitment (Carpenter & Wyman, 2007, p.7). Currently, companies are investing on nonfinancial method of motivating employees. According to the survey conducted by Dewhurst, et al. (2009), nonfinancial motivators produce long term engagement than financial incentives due to the cost cutting of companies that decreases the employee’s morale. This is applicable to employees who are satisfied with their salary. Furthermore, equality and equity are promoted by employers to display corporate values. Equity involves the fair treatment of management to all employees while equity is synonymous to equity, but it focuses on rewards that are based on their contributions (Hewitt, 2011, p.12). In addition, internal communication is used to inform employees of the procedures involved in discipline and grievance. The fairness of employers and managers relies on how they treat and apply disciplinary actions. 3.0 Who Gains Most? Employers and employees have a tacit agreement that entails their obligations in exchange of service and money (Shore & Barksdale, 1998). The employment relationship has different goals and objectives set that ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Employee Engagement: Policies Adopted and its Benefits Lab Report”, n.d.)
Employee Engagement: Policies Adopted and its Benefits Lab Report. Retrieved from https://studentshare.org/business/1442240-write-a-report-explaining-what-practices-an
(Employee Engagement: Policies Adopted and Its Benefits Lab Report)
Employee Engagement: Policies Adopted and Its Benefits Lab Report. https://studentshare.org/business/1442240-write-a-report-explaining-what-practices-an.
“Employee Engagement: Policies Adopted and Its Benefits Lab Report”, n.d. https://studentshare.org/business/1442240-write-a-report-explaining-what-practices-an.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Employee Engagement: Policies Adopted and its Benefits

Employee Engagement

...of attachment or emotional bondage a person has with his organization and work. This bond makes the employee work at his best for benefitting the organization. It is all about to “own” an organization and work for it and to share the good and bad moments. According to Investopedia (2011), employee engagement is a management concept which is of great importance. It is the level of interest and devotion an employee has towards his job. For example, a person who works in a company and puts in efforts for the organization’s growth and profits and does not only works for money or salary and has devotion towards his job and company is an...
14 Pages(3500 words)Research Paper

Employee Engagement

...to the strategic framework of the chosen organization. In fact, it is in the context of this framework/ policies that the quarterly employee engagement survey is developed. From this point of view, the review and the evaluation of the performance of the above survey could help to identify any potential gaps in the implementation of the firm’s strategies. 4. Research Objectives The research objectives implied from the study’s research question could be described as follows: a. Which is the role of employee engagement in modern organizations. b. Which are the most common factors/ elements that can influence employee...
7 Pages(1750 words)Dissertation

Employee Engagement Coursework

...to the company in its implementing employee engagement. (1) Communication is a leading indicator of the organization’s financial performance; not coincidentally, communication between superiors and subordinates are likely to have four times higher levels of employee engagement. For organizations with healthy corporate communication practices, not only are fewer employees dissatisfied with the organization, but also fewer indicate that they do not feel strongly committed to their organization (APA, 2009). This has implications on corporate communication practices as a matter of policy or SOP. Unfortunately, too many firms...
6 Pages(1500 words)Coursework

Employee Engagement

...?Running head: Employee Engagement Employee Engagement Executive Summary This paper aims to look at ways in which employee engagement is beneficial to the employer, the employee and the organization in general. The findings in this paper show that if proper managerial techniques are applied, combined with trust and creating an environment that encourages the employee to engage positively in their daily work activities, then the outcome will be positive. Some of the benefits that the organization tends to gain are the financial outcome and the performance outcome of the...
6 Pages(1500 words)Essay

Human Resources-Employee Engagement

...employee assessment. Employer need to set clear instructions and policies to employees through engagement to carry out these tasks so that they can achieve the requirements which are set forth to them (De Hoogh & Ded Hartog, 2008). Conclusion By examining employee engagement attributes and its implication on productivity, we can conclude that the concept of engaging employees in the workplace gives better performances as it brings together all states of a person- physical, rational and emotional self together towards organizational commitment and having feelings of self-worth and job...
4 Pages(1000 words)Essay

Employee Benefits

...Employees received monetary compensation for the work they perform for enterprises. This is what most people considered the pay employees received for work, but in reality there is a different type of pay which at times has a great impact in the standard of living of employees. This type of indirect pay is called fringe benefits, which is defined as non-salary employee compensation (investorwords, 2007). There are different types of employee benefits, some are mandatory by law while others are offered by the employer to increase the overall compensation package of the employees. Companies also offer these...
3 Pages(750 words)Essay

Employee relations and engagement

...Employee Relations and Engagement In the current study, I will be developing an individual reflection on the negotiation exercise and group presentation on behalf of Cowells amusement park. Mainly, I learned about the collective bargaining exercises in order to maintain higher industrial relation with the employees. Negotiation will be increasing the employee relationship and operational (Cervai, Kekale and Claxton, 2014). I have been involved in the negotiation process with the help of the systematic and synchronised process. The collective bargaining process stated chronologically. Firstly, the LOU/IS (Leisure Operatives Union for the Industrial Services) demanded...
7 Pages(1750 words)Assignment

Employee relations and engagement

...Employee relations and engagement Contents Introduction 3 Discussion 3 Objectives and supporting points 3 Intended strategy 4 Assessment of other team may seek 5 Roles 6 Learning Outcomes 7 Conclusion 8 Introduction At the start of the industrial revolution the demands of the employees were normally not given much consideration. The conditions of the work environment in which employees have traditionally worked in an industry have been very bad and derogatory and the employees did not have the power to negotiate. However with the changing times unions developed and these unions were given the responsibility to negotiate on behalf of the employees. The company in question over here is a provider of amusement. The company has been... a...
7 Pages(1750 words)Assignment

Employee relations and engagement

...interactions between employees are also suitable for giving effect to the referent factor. Employees are able to learn and get inspired by the successful performance of colleagues and try adopting similar work policies. Hence a healthy completion can be developed within the organization. If employees remain aloof and unaware regarding how others are performing, they might be able to gauge their own efficiency (M. L. Lengnick-Hall and C. A. Lengnick-Hall, 2003). Evaluation of EE EE is generally difficult to measure as employees are seen to engage themselves differently in various organizational activities or through...
13 Pages(3250 words)Coursework

Employee relations and engagement

...as a company has deployed to successfully engage its employees and ensure there is a free flowing interaction between its management and the staff. Employees as Partners One of the outstanding practices at Waitrose is tendency to engage the employees as partners and not just mere workers. Being an affiliate of John Lewis Partnership, this culture has been absorbed and practiced for quite some time now. All the employees in the company are designated as partners and every worker feels part and parcel of the enterprise they are working for. In fact, they are co-owners entitled to specific bonuses and...
13 Pages(3250 words)Coursework
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Lab Report on topic Employee Engagement: Policies Adopted and its Benefits for FREE!

Contact Us