• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Critically examine the managerial implications of employee engagement

Extracts from this document...

Introduction

´╗┐Assignment Topic: ?Critically examine managerial implications of employee engagement.? Introduction Organizations have usually depend on upon monetary methods or statistics to assess their value, performance and health, yet recently organizations have come to realize the importance of people-centred indicators such as employee traits, perceptions and attitudes can be essential predictors of employee performance and behaviour (Luthans and Peterson 2002, 376). Employee engagement has come to be a popular and broadly used term, there have been various claims that an engaged employee can provide organizations with competitive advantages (Rich, Lepine and Crawford 2010, 617). Although much has been written on the subject, there is still very little research done on how managers, in particular, can influence engagement and how it can be used to improve satisfaction and productivity among employees and overall organizational performance. The purpose of this essay is to critically examine the managerial implications of employee engagement, with the use of empirical and theoretical data previously done to help us support this concept and better understand organizational behaviour. What is Employee Engagement? There have been various and often irregular meanings regarding employee engagement in the academic literature that has resulted in the term becoming confusing to many. Kahn (1990, 694) was the first to describe engagement as ?the coupling of an employee?s full self in terms of cognitive, emotional and physical vitalities to work role performances?. His research concluded that a personally engaged person was someone who is physically involved in tasks, cognitively vigilant and emphatically connected to others. ...read more.

Middle

Kahn (1990) proposed in his study that high rankings of engagement led to both optimistic outcomes for individuals and the organization in terms of productivity and profitability. The Gallup Organization (2004) also found critical associations between employee engagement, customer loyalty, business growth and profitability, showcasing 18% higher productivity in their top-quartile business units as compared to the bottom-quartile business units. These studies support the link between employee engagement and customer loyalty. Southwest Airlines is a prime example of the connection amid engaged employees and customer?s influences customer loyalty and satisfaction. The corporation?s success is largely due to their customer loyalty; the company did this by creating a blog for its workers and customers to freely voice their opinions and continues to encourage them to produce videos conveying their feelings of the company (Gonring 2008, 31). This validates the fact that employee engagement is important to an organizations success by improving productivity and gaining customer loyalty. This is especially true for the service sector where employees come face-to-face with customers. Organizations have come to realize that it is much more costly to hire new people and believe that by training and developing current employees, this would produce feelings of being valued at the organization and is a more influential reason for them to stay. Studies have revealed that highly engaged employees are less likely to turnover and be absent from work. Schaufeli and Bakker (2004, 307) found that there was a negative correlation between and turnover intent and simplified the connection between turnover intention and job resources. ...read more.

Conclusion

KIA Motors is also another prime example of how leadership and engagement are connected. KIA Motors HR department realized that senior and middle management played crucial roles in constructing an engaged workforce, so managers were showed on a series of training courses to develop management skills and were tested before and after training using the same 360-degree tool (Tomlinson 2010, 28). Results showed a 14% average increase in manager performance and the scores have been maintained proving the sustainability of the courses. Therefore, to improve engagement among employee?s; managers must be confident in their skills as leaders and create a supportive and inclusive environment where communication and feedback is frequently exchanged and employees can share opinions on decisions as opposed to managers being ignorant and narrow-minded. Conclusion The purpose of this essay was to critically examine the managerial implications of employee engagement. From the readings, it was determined that employee engagement is a useful tool for organizations in terms of motivation, organizational performance, focus, staff retention as well as profitability, in addition manager?s play an important and imperative role in implementing and influencing employee engagement through their behaviours and leadership capabilities and they should be aware of disengagement issues before it becomes a significant problem as can be seen in the various studies conducted. However, the studies did not confirm that the same type of engagement approaches could be applied in every department. In conclusion, employee engagement is a relevant concept for managers to use and the factors which drive employee engagement should be formalized into strategies for the organizations management team to utilize in increasing performance. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our University Degree Management Studies section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related University Degree Management Studies essays

  1. Leadership Theories - this review seeks to determine which theoretical perspectives, theories and schools ...

    Developing more inclusive conceptualizations of self might also be an important pathway to developing broader leadership and leadership capacity in teams and organizations" - Day & Harrison, 2007:362 In relation to reinforcing arguments already present in the literature, this review reiterates the view that leadership development has been hitherto more

  2. Discuss the various issues of managerial behaviour and related matters raised by this case ...

    Looking at Blake and Mouton's (1996) Managerial Grid, both the managerial style of Jane and her boss would appear to be something approaching the '9.1.' spectrum, whereby they aim to achieve management efficiency in operations by arranging conditions of work in such a way that human elements interfere to a minimum degree.

  1. Innovation For Business Success. It is possible to be innovative in both large ...

    There are further initiatives which are aimed at delivering a cost reduction to $120 per ton. This delivers business benefits which are direct profit drivers, and extends the asset life through making additional local ore sources viable. The mine life extends beyond 2020 on this basis which also is of significant benefit to the local community.

  2. General Management - organisation, leadership and theories.

    This is an added cost. Matrix organization is a departmentalization by two dimensions such as function and purpose, simultaneously. Matrix organizations are found in all types of settings. Originally developed in aerospace companies, the idea of the matrix spread rapidly to such diverse companies as General Electric, Dow Chemical, Citibank,

  1. Workplace Behaviour Reflective Journal

    inadvertently irking some of the older staff members. The new attitude of Gen Y to the workplace has lead to some uneasiness between the generations in the department. A survey by Lee Hecht Harrison in 2005 found that 60% of employers experience tension between employees from different generations.

  2. Reducing world's energy demand : Positive aftereffects and future implications. Term paper in ...

    Hydro power which can be included to renewable energies( i.e. hydro electric power plants are inexhaustible in duration), and differ to other renewables,such as solar by its stable energy supply. Together with Geothermal & Other (i.e. solar, wind) these green energies are not reaching one-tenth of the world's enery supply.

  1. Career Management and Organizational Commitment Among Graduates.

    Work experiences that have been found to be particularly important in explaining variations in organizational commitment include job scope (Mathieu & Zajac, 1990), organizational support (Eisenberger, Fasolo, & Davis-LaMastro, 1990) and fairness of treatment (Konovsky & Cropanzano, 1991). A number of studies have emphasized the importance of early experiences in the organization (e.g.

  2. Are the constructs of the psychological contract, trust and organisational commitment as relevant in ...

    Little research is done on leadership in the "African" context that is based on validated research instruments developed for the African situation. This is relative unexplored ground for further research. 2 INTRODUCTION The purpose of this paper is to determine if the organisational behaviour constructs of trust, psychological contract and

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work