Employee Engagement in Karachi's Pharma Companies

Topics: Employee engagement, Employment, The Gallup Organization Pages: 14 (4166 words) Published: December 4, 2013
Employee Engagement in Karachi’s Pharmaceutical Industry
Abstract
Employee engagement is today’s buzz word. It is not much practiced in Pakistani organizations especially in Pharma industry. Earlier researches and literature reviewed indicates that there are three types of employee engagement: Engaged- employees who work with passion and feel happy, Not Engaged- employees who are just passing their time, Disengaged-employees who are unhappy and undermine work. This study highlights the level of employee engagement and tries to explore ‘how engaged are Pharma employees’ i.e. how they feel about their work! A survey of 300 employees of local and multinational pharmaceuticals was conducted. Gallup engagement questionnaire Q12 was used to assess the level of engagement. The study shows that only 20% employees i.e. less than one fourth of the employees are engaged, 22% not engaged and 58% i.e. more than half of the employees are disengaged.

Keywords
Employee engagement, meaningful work, organizational commitment, job satisfaction, human resource development

Introduction
Employee engagement is today’s HR buzz word. Recent study by Gallup indicated that Singaporean employers loose $30 billion dollars every year. Employee engagement is about involving of employee in the job with his/her heart and soul. It is about the ‘passion for work’. The extent to which employees commit to something or someone in the organization, and how long they stay as a result of that commitment. According to (Corporate Executive Board, 2004) engagement is the state in which individuals are emotionally and intellectually committed to the organization as measured by three primary behaviors: Say, Stay and Strive. (Richard S. Wellins, 2004) defines engagement as the extent to which people enjoy and believe in what they do and feel valued for doing it. This definition gives us three dimensions to take a closer look at; enjoyment, belief and value. In straight forward words, employees are the back-bone of an organization and thus organizations should prioritize them at the work place. Employee engagement refers to a state where the employees are fully immersed in their work and are psychologically attached to their organization and work. According to (Baldwin, 2006) change is being the one of the constants in this world. According to her it is the signal for rebirth. (Stamm, 2012)stated that several research studies across countries and industries show that the group of employees, who is passionate about their jobs and the organizations in which they working in, are a minor percentage. According to (Wellins, 2004) only 19% employees are highly engaged. If we talk in simple context employee engagement can be taken as the feeling of employees that they are related to what they believe in and are valued for it. There are multiple definitions of employee engagement in relation to several dimensions of the vast concept. (Zeal Solutions Ltd, 2012)stated that organizations have evolved from the concept of ‘personnel management’ Past decades have been the key to realizations in regard to benefits of empowerment, people development, recognition, team work and most importantly employee engagement culture in any organization.

Let us now look at a few definitions from different sources. The extent to which employees commit to something or someone in the organization, and how long they stay as a result of that commitment. (Corporate Executive Board, 2004) define engagement as the state in which individuals are emotionally and intellectually committed to the organization as measured by three primary behaviors: Say, Stay and Strive. The extent to which people enjoy and believe in what they do and feel valued for doing it. This definition gives us three dimensions to take a closer look at; enjoyment, belief and value. According to (Wellins, 2004) engagement is not a onetime thing. For the achievement of actually sustainable competitive advantage any organization...

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