Employee
Engagement: Employee
engagement theories encompass various frameworks and models aimed at
understanding and improving employee motivation, commitment, and performance
within organizations. Employee engagement means that people are full of
interest and enthusiasm for work at work, even excited about work, and are
ready to redouble their efforts to do their best to complete the work (Bevan et
al., 1997)
These are some
theories related to employee engagement
- William Kahn’s theory of employee
engagement
- Goal setting theory
- Motivation theories
2.
William Kahn’s theory of employee engagement
William kahn
published his work in 1990’s, he defines the term as “the harnessing of
organisation members’ selves to their work roles; in engagement, people employ
and express themselves physically, cognitively, and emotionally during role
performances.”
Meaningfulness: meaningfulness means the purpose
behind the work. The employee makes significant effort to understand the
way in which a company’s product or
service benefits the society and identified as an important contributor towards
the that goal.
Safety: when employee fells that he is psychologically
safe in the work environment, he is not fear to facing judgment or consequences
from teammates or higher management and also likely to contribute and feel
positive about those contributes.
Availability:
Every employee have
their own limits, Availability refers to an employee’s capacity to perform a
role both physically and mentally. a worker should feel that the demands of the position are
reasonable and achievable. Work life balance is one element that falls under
the umbrella of availability.
Goal setting Theory
Goal setting
is a major component of employee engagement. Human nature strives for continues
improvement, to perform at the highest level and archive success all them
member should share your goals and understanding of the individual’s
responsibilities needed to archive that goal. This goal setting theory outlines
five requirements for goals.
Clarity:
Goals should be clear ,specific, and easy to understand
Challenge: A
goals should push employee, too easy or too hard of a goal can demotivate the
employee
Commitment: Employees
should rally behind the goal and pursue the objective wholeheartedly from its
inception.
Feedback:
Throughout the process leader should provide the feedback to maintain the
momentum
Task
complexity: Leader should give reasonable expectations and divide the project
to smaller & easier to tackle with steps.
The
goal-setting process is not the sole responsibility of the leader or the staff,
but rather a collaborative effort that involves all parties imagining and
working towards a common aim in tandem.(Robinson, 2022)
Motivational Theories - 1. Maslow’s hierarchy of needs
Ibrahim Maslow create the
famous pyramid version to ranked the human necessities in order of importance.
According to
the above diagram to meet the needs at the top of the pyramid one must first
need the most basic needs, that means without support & safety employee
cannot reach the his full potential.
Motivational
Theories – 2. Hertzberg’s
two factor theory
This theory called as
motivation – Hygiene theory as well, means breakdown the workplace condition in
two separate categories. They are elements that cause workplace satisfaction
and elements that cause workplace dissatisfaction.
Hertzberg further explain that emotional
factors such as autonomy, potential to growth, challenging the work and
recognition, influence the employee satisfaction. Hygiene factors like work
place atmosphere, management style, salary and benefits contribute to workers
dissatisfaction. an
employer must consciously tend to both motivators and hygiene and not assume
that improving one area will automatically impact the other.
Most of the
organizations have implemented these practices regularly in large scale. Still
revisiting the basic and understanding the principals is important, because its
provide framework for an educated and
smarter approach to employee engagement.
References
Bevan S, B. L. (1997). Institute for Employment
Studies, Brighton. Keeping the Best: A practical guide to retaining key
employees.
Robinson, A. (2022, September 22). teambuilding.
Retrieved from Employee Engagement Theory:
https://teambuilding.com/blog/employee-engagement-theory
Agree with Hertzberg’s two factor theory explanation. Furthermore, ensuring fair compensation and comfortable working conditions (hygiene factors) while also providing opportunities for skill development and recognition (motivators) can foster a more engaged workforce (Robbins & Judge, 2019).
ReplyDeleteYou are correct samudra. It is important to note that fair compensation is not implementing the same pay rate across a company — rather, it is ensuring that all workers are paid fairly based on their experience, performance and job responsibilities. (DITTO, 2022)
DeleteAccording to the my point of view, Organizations benefit from using employee engagement theories in a little bit of different ways. Employees with a higher level of engagement focus more on their tasks, uplifting productivity throughout the organization and boosting income and profits for the organization. Higher engagement levels also lead to lower levels of staff turnover, as members of staff invest themselves in an organization to a higher level. Another model of engagement emerges from the ‘burnout’ literature, describing job engagement as the opposite of burnout, while burnout is noted by the erosion of engagement with one’s job (Maslach et al 2001)
ReplyDeleteBurnout...is a reaction to chronic job stress and is characterized by exhaustion, disengagement, and a reduced sense of personal accomplishment.(Maslash & Leither, 1997).
DeleteAgreed.Rothwell (2002, p.32) stated “As different sectors of the economy confront shortfalls of experienced talent, the leaders in those organizations will most likely be compelled to take more aggressive steps to attract and retain talent” which explains the importance of leadership in maintaining employee engagement.
ReplyDeleteI agree with your views and Armstrong (2012) states that motivation is concerned with the strength and direction of behavior and the factors that influence people to behave in certain ways.
DeleteAgreed with the theories .another model which same as Maslow's model The Zinger model follows a pyramid of ten important engagement actions for managers. Each action is a building block in the pyramid that supports positive employee engagement. (Protopapas, 2022).can be use for better employee engagement.
ReplyDeleteYes Dinuka, (Kaur, 2015) said that Employee retention is the art and science of engaging people in authentic and recognized connections to strategy, roles, performance, organization, community, relationship, customers, development, energy, and well-being as companies leverage, sustain, and transform their work connections into results
DeleteAgreed, Furthermore, engagement and leadership are closely related. It is leaders’ duty to nurture employees into their duties, encourage and motivate teams into great performance. But often the control and power that comes with leadership can turn the role sour. This often happens, when leaders start to treat employees disrespectfully (Bounti, 2019)
ReplyDeleteEvita (2011) emphasizes that a truly motivated employee workforce reflects a competitive organization with higher productivity, efficiency and quality with creativity along with happy workable environment, filled with positive energy. For this reason Mohsen et al (2017) considers such motivated employees as the engine of the organization.
DeleteYes, agree with your point of view."Effective leadership provides vision and direction for employee development"(Souba, 2011)
ReplyDeleteAgree with you, According to Dobre, (2013) almost all organizations is in a competitive environment, all organizations want to be successful. In order to that, the organization should create a strong and positive relationship with their employees and direct them towards goal achievement. In order to achieve their goals and objectives, organizations develop strategies to compete in highly competitive markets and to increase their performance.
Delete