Despite the rhetoric of employee engagement, organisations still want to exert tighter control - Essay Example

Despite the positive results of employee engagement, the organisations exert tighter control on the employees so as to make them more disciplined and increase the productivity (Brief & Weiss 2002). Taylorism or scientific management aims at simplifying and optimizing the jobs so as to increase the productivity of the employees. The theory depicts that the employees and managers should cooperate so as to maintain a good relation (Parker 2005). According to Frederick Taylor, the workers are motivated by the money so they should be offered fair day’s pay and he also mentioned that if the workers failed to achieve the goal for the day he/she does not deserve to be paid as high as a productive worker.

Taylorism highlighted efficiency and does not concentrate on the employee welfare. The theory detailed that few workers are efficient compared to other hence they should be motivated with higher incentives. The main purpose of the essay is to highlight the reason why organisations exert tighter control on the employees despite positive result of employee engagement in light of Taylorism. In the past few decades, employee engagement has gained prominence due to its successful results in organizations.

A number of researchers are executed on this topic in order to understand whether it has helped in developing good relationship between employees and managers. According to Holbeche & Springett (2003), employee engagement is defined as the combination of different commitments, which are made by the employees to the organization; it also aims at adding value for assisting the colleagues. However, Schmidt (2004) has defined employee engagement as the relationship between satisfaction and commitment in job.

Here, satisfaction refers to the emotional or attitudinal elements wherein, commitment indicates motivational and physical elements of the individuals. He