Leadership: a Key to Employee Engagement
Leadership: A Key to Employee Engagement
*Mr. CH. Srikanthverma
Introduction
Employee engagement is a concept that is generally viewed as managing discretionary effort, that is, when employees have choices, they will act in a way that furthers their organization 's interests. An engaged employee is a person who is fully involved in, and enthusiastic about, his or her work. This concept has gained widespread recognition and credibility management practice in the last few years. The Institute of Employment Studies (IES) defines employee engagement as "a positive attitude by employees towards an organisation and its values". The engaged employee clearly understands the business context of a company and works well with colleagues to improve general performance of his organisation. Employee engagement is, therefore, a measurement of emotional and intellectual commitment to an organisation and this has a direct link to productivity. It is a step-up from commitment and overlaps with both commitment and a positive psychological contract between employer and employee. This article emphasizes the need of employee engagement and examines the role of leadership in involving as a key to employee engagement for corporate success. This paper also evaluates the different ways how a leader can improve employee engagement.
* Assistant Professor, Department of Business Management, Post Graduate Centre, Lal Bahadur College, S.P Road, Warangal – 506007. India. E – Mail: - vermasricherala@gmail.com
Need of Employee Engagement Most organisations today realise that a ‘satisfied’ employee is not necessarily the ‘best’ employee in terms of loyalty and productivity. It is only an ‘engaged employee’ who is intellectually and emotionally bound with the organisation, feels passionately about its goals and is committed towards its values who can be termed thus. He goes the extra mile beyond the
*Mr. CH. Srikanthverma
Introduction
Employee engagement is a concept that is generally viewed as managing discretionary effort, that is, when employees have choices, they will act in a way that furthers their organization 's interests. An engaged employee is a person who is fully involved in, and enthusiastic about, his or her work. This concept has gained widespread recognition and credibility management practice in the last few years. The Institute of Employment Studies (IES) defines employee engagement as "a positive attitude by employees towards an organisation and its values". The engaged employee clearly understands the business context of a company and works well with colleagues to improve general performance of his organisation. Employee engagement is, therefore, a measurement of emotional and intellectual commitment to an organisation and this has a direct link to productivity. It is a step-up from commitment and overlaps with both commitment and a positive psychological contract between employer and employee. This article emphasizes the need of employee engagement and examines the role of leadership in involving as a key to employee engagement for corporate success. This paper also evaluates the different ways how a leader can improve employee engagement.
* Assistant Professor, Department of Business Management, Post Graduate Centre, Lal Bahadur College, S.P Road, Warangal – 506007. India. E – Mail: - vermasricherala@gmail.com
Need of Employee Engagement Most organisations today realise that a ‘satisfied’ employee is not necessarily the ‘best’ employee in terms of loyalty and productivity. It is only an ‘engaged employee’ who is intellectually and emotionally bound with the organisation, feels passionately about its goals and is committed towards its values who can be termed thus. He goes the extra mile beyond the
References: Archie Thomas, CMA, and Ann MacDi anmid (2004) – Encouraging Employee Engagement – CMA Management, Jun/Jul 2004. Bernthal, P.R., & Wellins, R.S. (2005). Leadership forecast 2005-2006: Best practices for tomorrow’s global leaders. Pittsburgh, PA: Development Dimensions International. Corporate Executive Board (2004). Driving performance and retention through employee engagement. Washington, DC. Employee Engagement ABC www.employeeengagement.ning.com Gretcher Hoover (2005), Maintaining employee engagement when communicating difficult issues – Communication World, Nov / Dec 2005. Lockwood, Nancy R. Leveraging Employee Engagement for Competitive Advantage: HR 's Strategic Role; HRMagazine Mar. 2007 Nitin Vazirani ( 2007), Employee Engagement, SIES College of Management Studies, Nerul, Working Paper Series 05/07, www.siescoms.edu. Richard S.Wellins,(2007) Employee Engagement: The Key To Realizing Competitive Advantage Development Dimensions International Inc., MMV, P.p 1-31. www.ddiworld.com Ryan, Richard M