5EEG Online Task
What is meant by employee engagement?
The CIPD (2014) factsheet states that Employee Engagement is a concept that ‘is generally seen as an internal state of being – physical, mental and emotional – that brings together earlier concepts of work effort, organisational commitment, job satisfaction and ‘flow’ (or optimal experience)’. An engaged workforce willingly demonstrates discretionary effort within their roles; their goals and values reflect that of their employers/organisation; they express a passion for work, feel valued and that their work has meaning. To what extent is there employee engagement in your organisation, or an organisation of your choice? Within my organisation, a specialist recruitment company, I perceive that engagement levels are generally high. As a high pressure, sales driven and ‘cut throat’ setting, without a formal HR department, there are many aspects to this work environment that could lead to disengagement. However, careful strategies are continually implemented and regularly reviewed by the management team to develop the existing workforce and reduce staff turnover. Great care is taken into ensuring that employees are selected at interview for personal attributes that thrive within a competitive, sales driven setting. Every employee receives a 1:1 session with their line manager each week; this provides an opportunity to ask for support, receive feedback on performance, discuss strategy and set own personal SMART (Specific, Measurable, Achievable, Realistic and Timely) objectives that promote high levels of role autonomy. Furthermore, all employees, at all levels are included within the Managing Directors weekly update email, which reinforces business goals/objectives and promotes inclusion. Analyse, with examples, the principal dimensions of employee engagement (the emotional, the cognitive and the physical). The three principle dimensions of engagement:
Physical: refers to those that are physically present within their job role and willing to ‘go the extra mile’ to achieve organisational goals and values. E.g. those who are physically engaged will stay at work until the job is done. Cognitive: refers to those that focus very hard on their work and posses a clear sense of direction to achieve targets and goals. E.g. those who are cognitively engaged may feel that time passes quickly whilst at work, because they are intellectually involved/stimulated with their work. Emotional: occurs when an employee’s emotional needs, goals, ethics and values are reflected positively within the organisation. These employees put their heart and soul into their job and become excited when they do well within their role.
Provide a table of comparisons and contrasts employee engagement with other related concepts: ‘flow’, organisational commitment, job involvement and job satisfaction. Concept
Flow: ‘holistic sensation that people feel when they act with total involvement’ (Csikszentmihalyi, 1990). Engaged employees with experience flow
It is possible to experience flow without emotional attachment to an organisation Job Satisfaction: ‘a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences’ (Locke 1976). Engaged employees with have high job satisfaction
Engagement incorporates the notion of discretionary effort
Discretionary effort is not always demonstrated by those who have job satisfaction. Organisational Commitment: The level of an employee’s emotional commitment to an organisation and their desire to continue to be a part of it Affective organisation commitment matches keys aspects of engagement definitions 3 types of commitment- not all are associated positively- some have negative impacts Job involvement: Kanougo (1984) defined job involvement as ‘a cognitive or belief state of psychological identification’ Those with high engagement will experience high involvement. Cognitive based...
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