Dissertation on employee engagement

Defining employee engagement:According to sanchez (2007), employee engagement is defined as “an outcome of how employees perceive their work, leadership of their organizations, the recognition and rewards they receive, and the communication ethos of the organization”. As we can observe, it is clear that organisation and its environment always play a key role in figuring employees' attitudes and their work ee engagement not only requires call but also actions as the employees are very valuable asset to any organisation.

Employee engagement dissertation

1 employee development, rewards and recognition and employee engagement:H0 = there is no significance relationship between employee development, rewards and recognition and employee engagement in creativemine. Similar to the contradictions to organisational commitment, robinson et al (2004) stated that ocb is not a two way process although it consists some aspects of engagement and hence it is a perfect match by no means.

It is also about creating an environment where employees are motivated to want to connect with their work and really care about doing a good job. On the other hand, towers perrin (2005) found that there is a 5 percent increase in operating margin with 7 percent increase in employee engagement.

As an example, robinson et al (2004) described that employee engagement is a two way process by saying that organisations should feel responsible in engaging their employees so that employees engage in turn to offer the and little (2006) felt that it is very important to understand the similarities of other well known established constructs with employee engagement so that the real need to establish this construct can be decided. Even there are some similarities and overlaps with other constructs, employee engagement can be defined as a dissimilar concept which consists of behavioural, emotional and cognitive aspects (saks, 2006).

Finally, this chapter had provided literature review that is mainly focused on employee engagement, its importance and the drivers that promote it. In order to measure the employee engagement in an organisation, surveys are the best method to find out employees' perceptions and attitudes towards the organisation.

Bhd for better understanding of the drivers that promote employee global financial meltdown: is it a recipe for disaster to employee engagement? Found a mutual effect between customer loyalty and service va work engagement scale, 7-item global service climate scale (schneider et al.

There are several other non financial factors that affects the employee engagement like advancement, autonomy, civilized treatment, employer commitment, environment, exposure to senior people, praise, support, the feeling of being challenged and trusted, the feeling of working for a reliable organisation, the feeling of working on important assignments and the feeling of respect in work-life balance (woodruffe, 2006). Wellins and concelman (2005) also gave a definition to behavioural engagement as a “passion, extra effort, commitment, the illusive force that motivates employees to higher levels of performance”.

This increases the employees' commitment which in turn leads to enhanced work performance and reduced turnover of employees (ibid). There are many other consultancies that declare to improve employee engagement in an organisation and all the major ones provide their own measurement tools that recognize employee engagement drivers (bakker & schaufeli, 2008).

An expansion on antecedents and consequences of work engagement which include antecedents like hr practices such as realistic job previews (rjp) and selection tests. 2007) provided the ways to improve employee engagement by suggesting a role based model which particularly noticed the behavioural types that are expected from the employees to foster the organisational performance.

On the other hand, cook (2008) defined employee engagement as the term that is “personified by the passion and energy employee have to give of their best to the organisation to serve the customer. Next related build to the engagement is the concept of flow mentioned by csikszentmihalyi (1990) as the “holistic sensation” when people feel when they take action with full involvement.

Apart from these, gallup organisation provided a measure for employee engagement which is called gallup workplace audit (gwa) (little & little, 2006). Drivers of employee engagement:The engagement drivers always lead to the creation of an engaged team of employees (wellins et al.

This framework mainly focuses on the five engagement drivers that affect the employee engagement in creativemine. On the other hand, crabtree (2005) defined three types of employees: engaged employees who work with zeal and helps the organisation grow in all aspects; not-engaged employees who invest their time into the work but not passion or energy; actively disengaged employees who work without enthusiasm towards work.

A research conducted by astd on employee engagement, more than fifty percent of the employees responded that “quality of training and learning opportunities” have the strong impact on the employee engagement which is the strongest response of that survey. But, there is no such research or study that is being undertaken on the employee engagement in an animated and production company like creativemine.

Employee engagement as a construct:The definition of employee engagement made us to think that it is something which needs to be managed, fostered and enhanced by the organisation which is well explained by social exchange theory (set). Highly engaged employee always provide an output beyond expectations and during a research on employee engagement, harter et al (2002) found that one in five employees agree that they have an opportunity to do what they do best every day.

There should be some drivers for this employee engagement and hence the remaining part of the literature covers the research that has been focused on these drivers and also on the various constructs that are related to it in one way or the other. Apart from this, the well being of the employees is a major interest of several organisations as they spend much of the amounts on hiring new employees, generating new products, profits and maintaining devotion to the customers (keyes & haidt, 2003).