Employee Engagement

David Zinger has introduced a workable model which throws lights on various aspects of employee retention and engagement with twelve keys that should be followed by managers in order to achieve significant success in the organization  (Shailashri, Shenoy, & Kumar, 2018) . Figure 1                                                        Source : (Hussainy, 2020) The figure 1 shows how the results can be obtained in the organization by using Zinger model with the concept “CARE” which indicates “connect, authentic, recognition and engage”. Employee retention is an activity of keeping employees with the organization and reducing turnover by nurturing a positive working environment to promote engagement, appreciation to the employees, providing competitive pay and benefits with healthy work-life balance  (Hussainy, 2020) . According ...

There are different employee engagement levels and some researches show those levels can be categorized into three major sections  (Govindarajo, Dileep, & Ramulu, 2014) . Engaged Workers   Disengaged Workers Keenly Disengaged Workers Engaged Employees Engaged workers are asset to the company and they are who involve their work with desire and eagerness and highly associated with the organization   (Govindarajo, Dileep, & Ramulu, 2014) . Engaged employees are doing a huge service to the profitability of the company and mostly it can be obtained by a proper reward system   (Kahn & Altaf, 2015) . As an employee of a reputed company in the country, I know that I do my contribution to the company in the best way if I am rewarded in a good way. The same thing can be applied to every employee in all the organizations in the country as well as in the world. According to (Bharath & Sreedevi, 2020) employee engagement can also be mentioned as psych...

Employee Engagement is gaining momentum and popularity every day, acquiring international attention as it has been accepted that engaged employees feel a connection to their work which impacts positively on the performance  (Imandin, Bisschoff, & Botha, 2014) . Figure 1   Source :  (Imandin, Bisschoff, & Botha, 2014) Several things can be seen in figure 1. It explains that the nature of employee engagement in modern era is very much different and complicated because many factors should be considered. For an example in earlier days employees used to do any kind of work in the workplace and did not worry much about the stress, nature of the job and not even about the career growth opportunities  (Govindarajo, Kumar, & Ramulu, 2014) . In modern era, employees are very much concerned about the jobs and responsibilities and they do not hesitate to give up the job if any mismatch or unsuitability comes up. Modern Techniques to be applied The most imp...

Video 1 Source : (Clemmer, 2016) Several surveys conducted recently, show that “immediate boss” or “immediate leadership” is the key factor for “Employee Engagement” which describes in video 1. An experiment has been done in same organization to check the employee engagement and commitment with same pay system, benefits, culture with different leaders as explained in video 1. After analyzing all the results, a conclusion has been made that “great leaders can make a huge difference in an organization”. When I am working at my workplace, I personally wish to work under a good leader because it automatically motivates me to do my best to the company. I take my leader as a role model and try to implement those good qualities inside the organization and automatically it will develop the engagement of my team. Link between Leadership and Employee Engagement Leadership is a process of social influence on how a leader seeks and arranges the participation of subordinates to achieve t...

  Overview Employee Engagement, Job satisfaction and motivation are very much important to the productivity, efficiency and success of an organization  (Owler & Morrison, 2015) . The success of an organization is the final outcome and all the precautions, tasks, activities and decisions are made to achieve the organizational goal. Frederick Herzberg introduced two factor theory of worker motivation to examine about the factors contributing to dissatisfaction and motivation of employees  (Owler & Morrison, 2015) . T hese factors can be broken into two main categories in the form of Hygiene Factors and Motivation factors  (Baah & Amoako, 2011) . Video 1 Source:  (Abdulkadir, 2016) The video 1 describes how these two factors should be controlled in an organizational environment. First of all factors of satisfaction which are simply called as “motivators” should be increased in the organization. Motivational factors are mostly based on an indi...

  Introduction Man is a “wanting being” and all his needs are growing continuously and it needs to make a background where those needs can be satisfied  (Trivedi, 2019) . Researcher Abraham Maslow had introduced a theory which speaks about five levels of needs that are very much important to human beings that decide the motivation and satisfaction of themselves. He was a famous psychologist who contributed all his dedications for human psychology as well as human needs and motivation in the contemporary society  (Aruma & Hanachor, 2017) . Earlier Maslow’s theory illustrates five levels of needs in human environment which are physiological needs, safety needs or security needs, love and belonging needs or social needs, esteem and prestige needs or ego needs, self-actualization needs or self-realization needs  (Aruma & Hanachor, 2017) . Figure 1.1 Source : (Aruma & Hanachor, 2017) Later on two other levels were added to the hierarchy which is also ...