Employee Engagement
Contents Page
1.0 Introduction
1.1 Define employee engagement
1.2 Analyse the three principle dimensions of employee engagement (the emotional, the cognitive and the physical)
1.3 Compare and contrast employee engagement with other related concepts; ‘flow’, organisational commitment, job involvement and job satisfaction
3.1 Explain why employee engagement is an increasingly vital dimension of HR polices, strategies and practices
3.2 Evaluate the business benefits likely to accrue from a culture of employee engagement – benefits for the organization, its executives/managers, its workforce and its customers
3.3 Explain the application of employee engagement through job design, discretionary behavior, role autonomy and organizational citizenship.
4.1 Analyse the findings of recent research evidence concerning the incidence of employee engagement
4.2 Assess differences in levels of employee engagement based on gender, demographic and other factors
1.0 Introduction:
This assignment has been written to;
1. Define employee engagement and explain how it differs, if at all, from related concepts like organisational commitment, employer involvement and job satisfaction.
2. Outline the findings of key recent studies on employee engagement in practice including the extent to which gender, demographic and other factors influence levels of engagement. Why is employment engagement a ‘hot topic’ for many organisations?
3. What are the benefits of having an engaged workforce and what steps can an organisation take to create a culture of employee engagement through such as job design, discretionary behaviour, role autonomy, etc.?
1.1Define employee engagement
Employee engagement is when an employee is committed to the organisation, their colleagues, the job they are doing and their willingness to go the extra mile by exerting discretionary behaviours that cannot be ‘stipulated’ in the employment contract. Where an
1.0 Introduction
1.1 Define employee engagement
1.2 Analyse the three principle dimensions of employee engagement (the emotional, the cognitive and the physical)
1.3 Compare and contrast employee engagement with other related concepts; ‘flow’, organisational commitment, job involvement and job satisfaction
3.1 Explain why employee engagement is an increasingly vital dimension of HR polices, strategies and practices
3.2 Evaluate the business benefits likely to accrue from a culture of employee engagement – benefits for the organization, its executives/managers, its workforce and its customers
3.3 Explain the application of employee engagement through job design, discretionary behavior, role autonomy and organizational citizenship.
4.1 Analyse the findings of recent research evidence concerning the incidence of employee engagement
4.2 Assess differences in levels of employee engagement based on gender, demographic and other factors
1.0 Introduction:
This assignment has been written to;
1. Define employee engagement and explain how it differs, if at all, from related concepts like organisational commitment, employer involvement and job satisfaction.
2. Outline the findings of key recent studies on employee engagement in practice including the extent to which gender, demographic and other factors influence levels of engagement. Why is employment engagement a ‘hot topic’ for many organisations?
3. What are the benefits of having an engaged workforce and what steps can an organisation take to create a culture of employee engagement through such as job design, discretionary behaviour, role autonomy, etc.?
1.1Define employee engagement
Employee engagement is when an employee is committed to the organisation, their colleagues, the job they are doing and their willingness to go the extra mile by exerting discretionary behaviours that cannot be ‘stipulated’ in the employment contract. Where an
Bibliography: 3. Bligh, Riggio (2013) Exploring distance in leader-follower relationships, Taylor & Francis Group page 110 4