Mobile Telecommunication Company - Impact of Enterprise Social Networks on Employee Engagement - Research Paper Example

The paper “Mobile Telecommunication Company - Impact of Enterprise Social Networks on Employee Engagement” is a forceful example of the research paper on human resources. Considering the fact, that many studies show that employee engagement has a direct relationship with employee performance and business results, the question of enhancing employee engagement becomes more important for organizations. Kearsley and Schneiderman (1999) note under the Engagement theory that more engaged employees will perform better in their jobs. Empirical evidence supports this could be found in many studies (Halbesleben and Wheeler 2008; Schaufeli and Bakker 2004; Schaufeli, Salanova, et al. 2002).  A specific study by Hay Group found that offices with engaged employees 43 percent more productive. Similarly, Gallup (2012) which examined 1.4 million employees working in 49,928 work or business units in 192 organizations in 34 countries spread across 49 industries, found that in any economic climate, employee engagement strongly relates to key organizational outcomes

Effective communication is a fundamental characteristic of increasing employee engagement (Zets, 2013). Companies fail to build fruitful relationships because employees cannot communicate. As observed by Hinchcliffe (2013), the 20th century characterized increased use of e-mail and office telephone while in the 21st century,   enterprise social networks and unified communication are dominant. In the hopes of improving productivity and efficiency, businesses have long applied the latest technology. As investments attempt to justify costs, collaboration, and interaction amongst employees are also justified. Good collaboration yields dramatic business results, creates new game-changing advances, and enables the delivery of quality and affordable products to market (Ibid). A long-term strategy is needed to continually engage employees through disruptions, innovations, and inevitable changes in the marketplace (Gardus, 2013). Kataria, Garg, and Rastogi (2013) observe that there is a growing realization that technology can fundamentally improve the human workplace conditions and by itself does have real limits.