Employee Engagement

Employee Engagement An organization is always in the need to successfully understand and use the employees’ talents, knowledge, skills, and vigour. Employee engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively, the nature of the relationship between an organization and its employees. It is a workplace approach resulting in the right conditions for all members of an organization to give their best each day, committed to their organization’s goals and values, and motivated to contribute to organizational success with an enhanced sense of their own well-being. There are four main sub-concepts within the term employee engagement. These are (i) ‘needs satisfying’ approach, in which engagement is the expression of one’s preferred self in task behaviours, (ii) ‘burnout antithesis’ approach, in which energy, involvement, efficacy are presented as the opposites of established ‘burnout’ concepts consisting of exhaustion, pessimism, and lack of accomplishment, (iii) satisfaction-engagement approach, in which engagement is a more technical version of job satisfaction, and (iv) the multi-dimensional approach, in which a clear distinction is maintained between job and organizational engagement, normally with the primary focus on antecedents and consequents to the role performance rather than the organizational identification. Employee engagement is defined by William Kahn as ‘the harnessing of organization members’ selves to their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performances’. It is translating employee potential into employee performance and organizational success. It can also be defined as a set of positive attitudes and behaviours of the employees enabling their high job performance of a kind which is in tune with the organization’s mission. An engaged employee is defined as one who is fully absorbed by and enthusiastic about his work and so takes positive action to further the organization’s reputation...