The Role of Employee Engagement - Assignment Example

Employees are considered one of the vital organs of an organization as carrying out functions without the support of the employees is almost impossible. This has increased the role of employee of within the organization and also increased their level of engagement with the business. Employee engagement thereby tends to be associated with providing greater autonomy to the employees and entrusting greater roles and responsibilities so that employees are able to work in a manner through which their involvement and contribution towards the organization increases. This paper thereby explores the role of employee engagement and looks towards presenting the manner in which an organization looks towards achieving higher degree of employee engagement so that the goals can be better achieved. This looks towards making all people associated with the organization to come together and look towards a common purpose with additional responsibilities and powers so that the assigned task can be carried out in the most effective manner. This will thereby help to understand the manner in which employee engagement benefits organization and the manner organizations look towards achieving those. Before moving on it is important to understand what employee engagement means? Different scholars in various fields like psychology, industrial sociology, human resources and others have tried to explain what employee engagement means. It is basically looking towards exploring the employees potential at work by providing them more authority and responsibility so that they are able to be better committed towards the goal (Beardwell & Holden, 1994). This will further require that they look towards working for long period of time and are retained by providing the required incentives and training. This has further been substantiated by some of the scholars who look towards looking employee engagement from a macro level and looks towards ensuring that the employees are better committed and a relationship is developed which is based on trust and fairness (Gennard & Judge, 2002). This requires that collaborative interactions are developed between the employer and the employee so that employees are entrusted with additional responsibilities and will provide the required flexibility through which no conflicts takes place (Teicher, Holland & Gough, 2002). This will ensure that employees are provided with the additional authority through which they are able to act in a positive manner and transform the entire process of working. This will lead towards personal commitment of the employees and will look towards long term employee involvement. This will have a positive impact on the organization as it will help to carry out the difficult task easily and will thereby ensure that the organization is able to achieve bigger goals. The prime reason which makes organization ensure increased employee engagement is that it provides an opportunity through which the organization can ensure that there larger goals can be achieved. This helps to give a sense of purpose and directions to the concerned employees and creates a platform through which better delivery of the different objectives becomes possible. This helps to identify different factors and the role they have in determining employee engagement towards the organization. The foremost important thing to ensure employee engagement is to ensure the willingness on the part of both the employer and the employee to work together and be committed towards the larger picture (Teicher, Holland & Gough, 2002). This will require that the employer is willing to pass on additional responsibility and authority to the employees and the employees are willing to take the extra burden and ensure that the additional authority is not misused. This will help to improve the level of commitment towards the organization goals and will make the entire working fraternity to work together. This will also transform into better job satisfaction and the employees will be willing to work for the organization for a longer period of time. It is also true that with increased employee engagement conflicts are bound to increase between the employer and the employees as additional authority might lead towards a situation where employees start to misuse the additional powers (Fidler, 2001). This will require that both the parties understand the importance of working together and the role they have to play towards the common goal which will help to resolve the differences which crops up. This will also help to ensure that a long lasting positive relationship is fostered which is aimed at developing the overall situation in such a manner those employees are able to carry out the additional roles and duties in the most beneficial manner. The reasons which has attributed towards the differences can be due to disorders in personality, poor communication, lack of proper recruitment and promotional strategy. This will require that the employees are made to understand their role within the organization and the manner they have to work to accomplish the task that has been entrusted on them (Provis, 2009). This will make the entire workforce come together and work as a single unit which will thereby ensure that the commitment level of the employees towards the organization increases. This will help the organization to be able to accomplish their goals through the best use of resources and look towards sustaining tougher competition. The process of employee engagement requires that the managers take additional roles and look towards making the workforce understand their task and role within the organization. This is primarily due to the fact that employees have limited aspirations and are rigid and inflexible in the workplace which requires that the manager take the additional role of empowering them and providing the required inputs and strengths through which the organization is able to use them in the most productive manner (Adams, 2006). This will help to remove the internal tension that prevails within the organization and will make the workforce perform as a single entity where care and precaution is taken to ensure that the efforts of the people are directed in a manner through which the organization will be able to achieve bigger objectives. This will develop a positive relationship between the employer and the employee and help the organization in developing a positive outlook through which the organization will be able to look towards entrusting bigger responsibilities and will be able to achieve those easily. It has been observed that organization look towards treating employees as one of the resources which is used in the production process and doesn’t look towards providing the required autonomy which thereby reduces the role of employees and binds them from performing the activities as desired. This will thereby require that the management looks towards increased role and active participation of the employees. This will help to formulate better strategies and goals as the employees work close to the field and will provide the required inputs based on which development can be made and strategies developed through which the business is able to achieve efficiency in carrying out its operations. This will help the differences which exist between the employer and the employee will be removed and the entire organization will look towards working as a single unit where better understanding will help to produce better ideas and ensure that the organization is able to perform and deliver better results (Clegg, 2005). Organization to ensure that the employees remain committed towards the organization looks towards using different strategies and activities like recruitment, holidays, and wages so that employees feel contented. This works as a method through which employee feels socially satisfied as it helps to deal with the social factor. This helps the employee gain social engagement which thereby ensures that the employee finds it easy to be associated with the society. The fact that employees find it easy to be recognized and people in the society understands the manner in which they are able to contribute towards the organizational goal will thereby ensure that they look towards building the required momentum through which the goals are better achieved. This helps to provide the required fundamentals through which the organization is able to gain social recognition and acts as a cushion through which the employee engagement with the business improves (Ackers, 2002). This will thereby have to create a positive impression and will make the required changes through which the organization is able to work in a manner which will ensure better use of the resources so that the goals are achieved in the most productive manner. The importance of employee engagement within the organization can be witnessed by the manner in which greater emphasis has been laid on providing training to the employees. This has been done with the intention to ensure that employees become better equipped with the different techniques and skills so that the employee is able to use the different empowerment which has been entrusted to them. This will thereby lead towards transforming the manner in which the employees work so that they are able to use the different skills and techniques through which better use of resources can be achieved. This will also have a positive impact on the organization as it will lead towards ensuring that the business is able to provide the required authority and responsibility to people who are capable of handling those. This will thereby shape the performance of the organization as it will help to ensure that the employees’ remain commited and work in a manner which will help to improvelong term efficiency. This lead towards one of the most important determinant through which requires that the organization while looking towards hiring employees ensures that the employees selected are such that they will be able to carry forward the goals of the organization. This will require that the organization ensures that employees’ engagement is developed from the grass root level which will look towards selecting the correct employees and will require that effective interaction takes place between the line manager and the human resource manager (Cable & Judge, 2006). This will help the organization to be able to increase the degree of employee engagement and will provide the required fundamentals and basics through which better empowerment becomes possible. This will thereby transform towards a situation where the organization is able to achieve the goals and will be able to achieve their goals. Organizations in this direction will also have to look towards strengthening the manner in which communication takes place i.e. both backward and forward communication. This will help the necessary messages to be passed on from the higher level authorities to the lower level authorities and will also ensure that the required feedback obtained from the market is passed upwards. This will thereby ensure that the organization especially the top level managers will understand the different direction where they have to work. This will thereby provide the required direction and help the manager understand the different type of empowerment that the employee has to be provided (Gennard & Judge, 2010). This will thereby ensure that the entire process of passing messages improves and will thereby help to create a positive impact on the overall goal of the organization. This will also help to ensure that the organization is able to use the resources and develop them for future. The support that the employee receives from the manager will increase the level of commitment as the employee will understand and realize that the management is looking after them. This will increase the degree of commitment and will ensure that the level of work improves. On the other hand this will also help the manager understand the different skills which the employees have. Based on it the required training and session can be developed which will help the organization to plan for the future as it will lead towards succession planning. This will also allow the organization to move employees from one job to another and use the process of job rotation which will finally ensure that the organization is able to find out the prospective employee fit for the job (Armstrong, 2007). This will help to preserve the vital resources and will help the management to use the different resources in the most effective manner. This will thereby ensure that the overall goals of the business can be achieved in the most effective manner and will thereby help to ensure that the organization is able to achieve the goals in the most effective manner. Employee engagement has a positive impact both on the employee and the organization as it leads towards ensuring that the employees are able to perform better. This is primarily due to the fact that increased employee empowerment ensures that the employee is able to use the authority in such a manner that the goals can be achieved in the most productive manner (Armstrong, 2010). This will also lead towards innovation as the employees will be able to develop new ways and strategies to carry out the work. This will thereby transform into higher degree of satisfaction among the employees and they will become satisfied with the job. This will thereby make the employee to remain with the organization and will help to use the resources in the most effective manner as the organization will be able to reduce the wastage. This will also make the organization ensure that the workload is better managed as increased engagement will ensure that the employees will have greater power which will thereby ensure that the organization is able to perform and carry out the functions in the most productive manner. This might also have a negative impact on the employee as it might lead towards increase burn out and ill health towards the employees (Armstrong, 2009). The fact that employee engagement will increase the level of burden on the employees will thereby make it difficult for the employees to have the same amount of free time and leverage which the employee used to enjoy earlier. This might thereby lead towards increased stress on the employees and will also have a long term impact on the performance of the organization. Thus, employee engagement is an important aspect of business and is being widely used by organization. Employee engagement thereby tends to be associated with providing greater autonomy to the employees and entrusting greater roles and responsibilities so that employees are able to work in a manner through which their involvement and contribution towards the organization increases. This has an added advantage for both the employer and the employees as it leads towards better coordination and the use of resources. Further, it ensures that the employee becomes more committed towards the organization and also lead towards bringing a change in which the business is carried out. Employee engagement has a positive impact both on the employee and the organization as it leads towards ensuring that the employees are able to perform better. This is one of the major directives which the business has being using and will thereby be able to transform the manner in which the organization works and will be able to develop strategies through which overall effectiveness is gained and the organization s able to us its resources in a better way. This will thereby ensure that the goals are easily achieved and the organization is able to look towards both the individual and group goals. References Ackers, P 2002. Reframing Employment Relations: the Case for Neo-Pluralism. Industrial Relations Journal, 33 (1), 2-19 Adams, R. 2006. Motive Utilitarianism. Journal of Philosophy, 73 (12), 467-81 Armstrong, M. 2009. Armstrong’s Handbook of Human Resource Management Practice. (11th Ed) London, Kogan Page Armstrong, M. 2010. Armstrong’s Essential Human Resource Management Practice. London, Kogan Page Armstrong, M. 2007. Employee Reward Management and Practice (2nd Ed) London Kogan Page Beardwell, I. & Holden, L. 1994. Human Resource Management: A Contemporary Perspective, Pitman, London. Clegg, H. 2005. Pluralism and Industrial Relations. British Journal of Industrial Relations, 13 (3), 309-16 Cable, D. & Judge, T. 2006. Person-organization fit, job choice decisions, and organizational entry. Organizational Behavior and Human Decision Processes, 67(3), 294–311 Gennard, J. & Judge, G. 2002. Employee Relations (third edition), Chartered Institute of Personnel and Development, Wimbledon Gennard, J. & Judge, G. 2010. Managing Employment Relations (5thEd) London. CIPD. Provis, C. 2009. Ethics and Industrial Relations' in C. Leggett and G. Treuren (eds.), Proceedings of 13th AIRAANZ Conference (Adelaide), 1 (7), pp. 193-206 Teicher, K., Holland, I. & Gough, P. 2002. The True Society: The Philosophy of Labour, Jonathan Cape, London Read More