Employee Engagement and Employee Performance
Employee Engagement and Employee Performance
Employee engagement is not the psychological state
employees experience in their job performance, but the steps an organization
takes to manage its employees. Employee engagement is a very powerful factor
used to measure the vitality of a company and its direction toward good
performance
Employee engagement plays a vital role in the
organization and can improve individual performance and increase job
satisfaction
Job design, leadership, coaching, supervisor support,
and training to empower employees and foster engagement development. Each of
the aforementioned components contributes to employee engagement, leading to
improved performance
Employee Engagement to the Theory X and Theory Y of Douglas McGregor
The ‘Theory X’ management believes that employees are
inherently lazy, avoid work if possible, and inherently dislike work.
Management believes that it is necessary to develop a comprehensive management
system
According to Theory X and Theory Y, In Early 2020 one leading commercial bank group, there were two types of employees. One group highly engages with their duties and function and another party is inherently lazy and avoids their work. At the same, this company not achieving its goals. After many training and development programs, goal setting, and performance evaluations, senior management decided to establish a performance evaluation system and at the end of the year and in the following year, more than 90% of employees were able to engage more with duties and scored high on the assessment, with financial records demonstrating an increase in the company's revenue compared to 2020. Companies use performance evaluation systems to give feedback to employees on their performance and justify pay increases and annual bonuses.
Companies
are investing in employee engagement because employee engagement is significant
with important business outcomes
References
ARMSTRONG, M. (2014). Armstrong’s Handbook of
Human Resource Management Practice-Thirteenth edition.
Hattangadi, D. V. (2015). International Journal of
Recent Research Aspects ISSN: 2349-7688, Vol. 2, Issue 4,, pp.20-21 . Theory
X & Theory Y.
Jamie A. Gruman, A. M. (2011). Human Resource
Management Review 21,123-136. Performance management and employee engagement.
Manish Gupta, A. A. (2015). Review of European
Studies; Vol. 7, No. 3; 2015. Impact of Work Engagement on Performance in
Indian Higher Education System.
Markos, S. (2010). International Journal of Business
and Management,Vol. 5, No. 12. Employee Engagement: The Key to Improving
Performance.
Satata, D. B. (2021). Ilomata International Journal
of Social Science,Volume 2, Issue,Page No. 41-49. Employee Engagement as
An Effort to Improve Work Performance.
Agreed. One of the factors that can indicate a worker's involvement in achieving peak performance is employee engagement. Employee involvement can influence performance improvement and help a business financially (Aziez, 2022).
ReplyDeleteIn addition, An engaged employee understands the work context and works with colleagues to improve performance within the job for the benefit of the organization. Employee engagement initiative has a direct impact on the productivity of the organization. Employee engagement is related to customer satisfaction, which is linked to the financial success of the organization (Patro, 2013).
DeleteHi Upul.. Furthermore, Work quality is very important in achieving organizational goals so that it can generate employee engagement for each individual (Alqarni, 2016). In the industrial sector, employee engagement has a major effect on the sustainability of the company and leads to better performance changes (Mokaya & Kipyegon, 2014). A person can be professional when they have engaged in their work. The higher the employee engagement, the better the quality of work obtained. Besides, cognitive, emotional, and physical conditions while working also needs to be considered (Khan, 1990)
ReplyDeleteHi Upul, Sun, Li & Bunchapattanasakda, Chanchai. (2019's study reveals that employee engagement can be gauged by a combination of positive attitudes such as commitment and desire to contribute with behaviour's such as proactive execution of work.
ReplyDeleteThanks Naushad for cementing.Also,Engagement is a positive attitude in which an individual goes beyond the call of duty to increase ownership and advance the business interests of the organization as a whole (Dajan, 2015).To achieve or maintain the profitability of their companies, corporate leaders must work hard to engage employees. Organizational productivity is determined by employees' efforts and participation (Schirta Osborne, 2017).
ReplyDeleteGood content Upul. Further on motivation, communication makes possible the interaction between members of the working team. A manager should be the first to establish bridges between the members of the organization, through careful and effective communication. Through communication, organization activities scroll correctly (Bucata & Rizecsu, 2017).
ReplyDelete