Employees Engagement in the Organization - Annotated Bibliography Example

ANNOTATED BIBLIOGRAPHY {Insert university’s name} {Insert instructor’s name} {Insert student’s name} December 15, 2011. ANNOTATED BIBLIOGRAPHY This essay will discuss factors that can result into increased employees’ engagement in the organization. It is written in line with the requirements of the techno multinational mobile phone manufacturing company located in Australia. The articles outlined below will assist in getting a proper insight of what research have revealed pertaining to increasing workers engagement within the organization. The first part of the essay contains the bibliography of each of the article in addition to summary of the content. However, the last part of it contains a memo which contains the summary of the information discussed in each of the articles. Zinger, D. et al. 2008. The keys of employees’ engagement. Retrieved from http://www.darkcoding.net/research/abcs-employee-engagement-keys.pdf on Dec 14, 2011 The article was written by 12 authors from the Employment Engagement Network. According to Zinger et al (2011, p. 12) there are 26 major issues that employers should take into consideration in order to promote employees engagement within the organization. These issues include energy, flow, connection, disengagement, acceptance, benefits, values, question, engagement, today, strengths relationships and results. According to one of the authors of the keys of employees’ engagement the aspect of judgment plays an important role in ensuring effective leadership which leads to employees’ engagement within the organization. The article further explores the importance of employers having a better understanding of what is what is crucial for both the organization and the people. One of the ways of realizing this is through making judgments visible to all and ensuring that the employees are involved in decision making. Zinger, et al. (2008, p. 23) in their work further explores the importance of loyalty in the inspiring employees so that they can get engaged in the organization. This is because the aspect of loyalty will make them to feel empowered, motivated and results driven. Further according to zinger et al, employers should ensure that the established loyalty is sustained so that the employees are fully engaged in the organization. The article was produced in 2008 by David Zinger despite being written by a number of authors. It is an online E-book that can be assessed for free to have a better understanding the 12 authors’ views about employee engagement. Vazirani, N (2009). Employees’ engagement. Retrieved from http://jackson.com.np/documents/MBA5/Employee_Management/employee_engagement .pdf on Dec. 14, 2011. This particular paper on employee’s engagement focuses on disseminating the findings of studies in specific organizations with an aim of facilitating learning within the organization on the key areas that employers should concentrate on in order to ensure employees engagement within the organization. According to Vazirani, (2009, P. 67) employee engagement is the extent at which the employees are either involved or are committed towards the organization as a whole and even its values. The author explores the categories of engagement and importance of engagement. According to the article factors that are likely to result into employees’ engagement. According to Vazirani, (2009, P.37) providing opportunities for career development is one of the elements that results into employees being engaged into the organization. This can only be attained if there is effective management that can result into making the values of the organization clear, treating the employees with respect, putting in place performance appraisal, good pay, and job satisfaction among other factors. Based on the aforementioned factors highlighted by Vazirani (2009, P.37) Nokia as a multinational mobile phone manufacturing company should apply all the elements to ensure that there is continuous employees engagement within the organization (Vazirani, 2009, P.37). The article was written by Nitin Vazirani who is a dean and human resource manager at SIES College of management studies. It is an up to date article that can be used by all organizations that aims at improving employees’ engagement within their organizations. The author summarises his study by outlining the importance of employees’ engagement in the performance of an organization. This particular article is written using simple language and it is up to date. The presentation of data also makes it easy to be used as a reference. The author professor Nitin Vazirani is a teacher of human resource and organizational behaviour at Sies College. He has carried a number of researches on the behaviour of human beings in relation to organizations not only in India but also in Australia, USA and Britain making his work to be recognised and applicable in this particular research. Navisys Transformation Limited (2007).The case for increasing employee engagement. Retrieved from http://www.navisystransformation.com/pdf/Employee_Engagement.pdf on Dec. 14, 2011. This study examines how the extent at which employees get engaged in the organization can influence the performance of a business. This particular article is not only up to date but is also written in a simpler language in addition to using charts and graphs in analysing and presenting the findings. According to Navisys Transformation Limited (2007, p. 15) engagement is the degree to which employees work hard to get work done within the shortest time possible. Navisys carried out a study on the importance of engaging employers. In his study he examined a number of blue chip companies for a period of five years analysing factors that making employees to be engaged in the organization. According to Navisys Transformation Limited (2007, p. 22) there are three ways in which employees can be engaged in the organization. These include emotional, physical and cognitive engagement. In addition the research highlights elements that results into high degree of employees’ engagement. Therefore, the research points out that human resource manager need to provide employees with not only opportunities to learn but also progress and grow within the organization. Moreover, all the workers should be motivated in such a manner that they become committed to be successful in their careers by ensuring that they attain quality within the organization. ETHOS Career Management Group (2007).Tactics for engagement toolkit: strategies for increasing employees’ engagement. Retrieved from http://www.cmc.ethoscmg.com/toolkit.pdf on Dec. 4.2011. The article Tactics for engagement toolkit: strategies for increasing employees’ engagement is relevant for the current research in that it also tackles ways of improving engagement of employees in the daily operations of the organization. This scholarly article which is not only reliable but it is written in a simple language and in a presented manner. According to ETHOS Career Management Group (2007, p. 56) individuals in the organization are considered to be essential asset in the organization and thus their engagement should be put into consideration. In a research carried out in Canada by ETHOS Career Management Group, it is important that employers ensures that workers are fully engaged in running of the organization. The article tackles three types of engagement and argues that not all three are equal when it comes to performance of an organization. Nonetheless, according to ETHOS Career Management Group (2007, p. 15) employees can become engaged to the organization if they are empowered, given persona recognition in addition to being assisted to develop not only within the organization and also outside it in line with their career. Another element that encourages employees’ engagement is teamwork and collaboration. This is because through collaboration and team works, employees are likely cooperate with one another thus making the work to be done. Macleod, D & Clarke, N. (2011). Engaging for success: enhancing performance through employee engagement. Retrieved from http://www.bis.gov.uk/files/file52215.pdf on Dec. 14, 2011. This article is written with an aim of assisting both the managers and the leaders both in the public and private sector to come up with various ways of dealing with aspects of employment. This particular study was carried out in UK in which the author examined various ways in which employees are engaged in daily operations and the benefits of the same to the organization. According to Macleod, & Clarke (2011, p. 56) employees engagement in the organization results into not only profitability but also the performance of the organization as a whole is enhanced. Ennova.(2001). Employee engagement surveys. Retrived from http://www.ennovaconsulting.com/Files/Billeder/Testindhold/Forside/Ennova_- _Engagement_Surveys.pdf on Dec. 14, 2011. Ennova is a body that carriers surveys all over the world pertaining to employees’s engagement and the importance of the same. It is a recognizable survey body that makes the article to be regarded as a reliable. According to research carried out in America, Australia and United Kingdom, factors such employees empowerment, being recognized and involved in the decision making is likely to increase employees engagement. This particular article is not only written in a simple language but also illustrative graphs and charts are used to present the information. it is significant to the present study in that it discusses that are likely to lead to increased workers engagement in the company an aspect that can result into increased profitability within the organization. Summary The authors Macleod, & Clarke (2011, p. 56) used case study to examine factors that are likely to result into workers engagement and how to increase the same. But instead of the authors highlighting these factors directly, they highlight the barriers that prevent employees’ engagement. The work is not only well referenced but also up to date making the article to credible and reliable in carrying out this current study on examining the factors that are likely to increase the engagement of workers within multinational mobile phone manufacturing company in Australia. Additionally, through team work and collaboration, employees are likely to support and assist one another. The author outlines all these using charts and graph to present each factor that increases employees’ engagement within the organization. in summary, the author outlines the importance of employees engagement to the performance of an organization. The article Tactics for engagement highlights various ways in which employee engagement can be increased within the organization. it handles this from a research based perspective which ends up giving the reader with ways for getting a solution for the same. This particular article was written by ETHOS career management group’s career management in a project that lasted for a period of six months. Therefore, though the project was undertaken in Canada it still provides this particular study with various ways of improving employees’ engagement. Consequently, according to Navisys Transformation Limited (2007, p. 15) managers need to give employees acknowledgement and recognition at personal level as the same will make them to be engaged in the daily operation of the organization. Another factor that the study highlighted as a major contributor in increasing employees’ engagement is involving the workers in the decision making process. Additionally, the workers need to be informed about the daily operations of the company as the same is likely to create a sense of belonging that will make them to be more engaged in the daily operation of the company. Furthermore, the workers should be in a position to discover that the managers of the company is committed to realizing the goals of the organization as this will also make them to be more engaged by emulating the actions of the manager. The author further points out that there is a connection between flow and the level under which employees get engaged with the organization. Therefore, this particular works by Navisys Transformation Limited (2007, p. 13) is important for the multinational mobile phone manufacturing company as it will in a position to apply the aforementioned aspects that contributes to workers engagement and thus improve its performance. In conclusion, the article on the keys of employees’ engagement is essential for multinational mobile phone manufacture in Australia as it the outlined keys when put into practice is likely to increase employees’ engagement within the organization. This particular work by zinger et al is an insight of what other authors say pertaining to factors that influence employees’ engagement within the organization. MEMO To: Cc: From: Date: Re: Recommended research articles on increasing employees engagement within the organization Thank you for your request to carry for your organization a research based on the factors that increase employees’ engagement within Nokia as a multinational mobile phone manufacturing company in Australia. The six articles reviewed indicated that employees’ engagement within the organization is important for the performance of the company. According to the aforementioned research articles there are common factors that are likely to increase workers engagement within the organization and thus result into increased profitability of the organization. These factors in summary include: involving the workers in the decision making process, empowering them and recognizing their personal achievements, being made aware of all the information pertaining to the organization. All the authors conclude that increased employees’ engagement impact positively on the performance of the organization. In conclusion I am please to be of great help pertaining to decision making process. Additionally I will be pleaded to offer further assistance with the aforementioned articles and discuss the same in line with increasing employees’ engagement within your organization. In the document is a annotated bibliographic information in line with interest of the company addition to summary of the same. References Ennova.(2001). Employee engagement surveys. Retrived from http://www.ennovaconsulting.com/Files/Billeder/Testindhold/Forside/Ennova_- _Engagement_Surveys.pdf on Dec. 14, 2011. ETHOS Career Management Group (2007).Tactics for engagement toolkit: strategies for increasing employees’ engagement. Retrieved from http://www.cmc.ethoscmg.com/toolkit.pdf on Dec. 4.2011. Macleod, D & Clarke, N. (2011). Engaging for success: enhancing performance through employee engagement. Retrieved from http://www.bis.gov.uk/files/file52215.pdf on Dec. 14, 2011. Navisys Transformation Limited (2007).The case for increasing employee engagement. Retrieved from http://www.navisystransformation.com/pdf/Employee_Engagement.pdf on Dec. 14, 2011. Vazirani, N (2009). Employees’ engagement. Retrieved from http://jackson.com.np/documents/MBA5/Employee_Management/employee_engagement .pdf on Dec. 14, 2011. Zinger, D. et al. 2008. The keys of employees’ engagement. Retrieved from http://www.darkcoding.net/research/abcs-employee-engagement-keys.pdf on Dec 14, 2011. Read More