Employee Engagement - Coursework Example

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Employee Engagement 1. Introduction Employee engagement may be defined in several ways. One of the earliest definitions was formulated in 1990 by William Kahn, professor and researcher in the Boston University School of Management. At that time, what he referred to as work engagement was described as “the harnessing of organizational members’ selves to their work roles.” Subsequent development expanded the concept to include how the employees feel towards their work, the degree to which they find their workload manageable and the job itself personally meaningful, and the hopes they nurture about the future of their work (APA, 2009)…
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Employee Engagement Coursework
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Download file to see previous pages 6). It refers to the amount of “discretionary effort” exhibited by the employees at work, in the form of extra time, brainpower or energy (Towers-Perrin, 2003 as cited in Carter, 2010). What it is not employee engagement is “staff satisfaction surveys” published by staff survey companies, because employees can give a high rating to surveys but do no meaningful work at al (Gable, et al., 2010). It is more about productivity and performance by a staff inspired to go the extra mile, willingly (Elsworth, 2011, p. 6). The T&D editorial staff concurs in their article “Employee Engagement Correlates to Career Advancement and Training” (T&D, 2011), where it affirms that “employee engagement needs to be part of the everyday culture of an organization, not addressed only through annual surveys” (p. 21). ...
On the other hand, the Partnership for Workplace Mental Health, a project of the American Psychiatric Association (APA), reported in 2009 that only one in every five workers is engaged in their work. Viewed in tandem with the T&D article, then, it appears there has been an improvement in the number of engaged workers, from 20 per cent to 30 per cent of the work force, indicating the effectiveness of government and private sector efforts to encourage employee engagement. On the other hand, the Partnership for Workplace Mental Health, a project of the American Psychiatric Association (APA), reported in 2009 that only one in every five workers is engaged in their work. Certain organization responses were undertaken with the corresponding engagement ratios: Engagement Levels by Organization Responses Action Taken % Engaged Layoffs/downsizing 25% Salary reductions 26% Hiring freeze 27% Salary freeze 28% Reorganization/ restructure 28% Postponement of projects 30% New business venture 37% “Employee Engagement Report, 2011” by BlessingWhite, cited in T&D, 2011 From the foregoing table, it is apparent that the most radical and severe actions were taken in those companies for which the ration of engaged personnel were lowest; as the ratio increased, the action taken was seen to be more tempered and less drastic, creating less displacement for the business. 2. Terms of reference This body seeks to address the following course requirement: “Employee Engagement was described by one presenter as having a positive impact on their own Company performance. Your Chief Executive is keen for you to critically review the concept and to find evidence as to whether and how such an impact could be achieved.” (1st question). From the statement, it is ...Download file to see next pagesRead More
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