Employee Engagement and Leadership

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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 the goals of an organization (Ariussanto, Tarigan, Sitepu, & Singh, 2020). Although many factors affect the development of Employee Engagement, researchers suggest that leadership behavior has the potential to a great extent (Shuck & Herd, 2012). It can be seen in the world that some countries have become failed due to lack of leadership qualities and that scenario can be used to describe the situation of an unsuccessful organization too (Korejan & Shahbazi, 2016).

Leadership and Employee Engagement in the Workplace

Many leadership models are available in the world which can be used in an organization to develop Employee Engagement (Aseidu & Darko, 2017). The most important thing for myself is “becoming a role model” for my team members. Employees will take me as an example and will do the best to the company. That is what I need in order to achieve the goals of the organization. In Transformational leadership mostly it is called as “Idealized influence” (Korejan & Shahbazi, 2016). Employees in an organization resign for so many reasons like career progression, issues with their co-staff as well as leaders and managers (Oliver, 2012). This could be due to lack of proper feedback and appreciation to the employees which will have a major impact on them engaging with the team and organization (Gozukara & Simsek, 2016). A proper Employee Assessment Methods should be implemented inside the organization as I have already implemented it inside my organization. Employee Reward Systems will add more value to this process as well.

Video 2


Source : (Clayton, 2017)

 The video 2 explains that the “situation” is called as the combination of context and the person. When the situational leadership is selected, there are two factors to be considered which are “ability” and “feelings about the task”. The ideal situational leadership will be balancing those factors with behaviors and match the situation accordingly.

As a good leader, I always try to train my followers to build up good leadership traits inside themselves also. If I can do some training and development programs to each level of employees to teach about good leadership traits, then employee engagement will be made as a chain or cycle within the layers of the organization.

References

Ariussanto, K. A., Tarigan, Z. J., Sitepu, R. B., & Singh, S. K. (2020). Leadership style,Employee Engagement an work enviornment to Employee Performance in Manufacturing Companies. SHS Web of conferences, 1-9.

Aseidu, E. A., & Darko, T. O. (2017). Leadership,Employee Engagement and Employee Performance in the Public Sector of Ghana. Journal of Business and Management Sciences, 27-34.

Clayton, M. (2017). What is Situational Leadership?Getting the best from People,Day-to-Day. Retrieved April 22, 2022, from Online PM Courses-Mike Clayton: https://www.youtube.com/watch?v=wJO5IADnlxw

Clemmer, J. (2016, April 21). The Impact of Leadership on Employee Engagement. Retrieved April 16, 2022, from Jim Clemmer: https://www.youtube.com/watch?v=nuhQ4ZR7WNM&t=15s

Korejan, M. M., & Shahbazi, H. (2016). An Analysis of the Transformational Leadership Theory. Journal of Fundamental and Applied Sciences, 452-461.

Shuck, B., & Herd, A. M. (2012). Employee Engagement and Leadership:Exploring the Convergence of Two Frameworks and Implications for Leadership Development in HRD. Human Resource Development Review, 156-181.

Comments

  1. Nilushi FernandoApril 25, 2022 at 10:42 PM

    Hi Lakshan, agree with what you have said in your post Leadership capabilities have a relationship with the success of organizational change and a capable leader is effective in managing changes successfully (Gruban 2003).

    ReplyDelete
  2. Polwattage Dinith Tharushika PereraApril 29, 2022 at 8:10 PM

    Hi Lakshan, the points you have mentioned here is very valid and clear. Further to support the topic I would like to add one more thing to it. The leadership module used by the leaders of the organization is a factor to influencing the employee engagement and the organization structure and management system can also have a direct impact on the employee engagement of the organization (Funminiyi, 2018).

    ReplyDelete
  3. Chamara GunarathneMay 1, 2022 at 10:17 AM

    Lakshan, Thank you for sharing your thoughts on how leadership and teamwork influence employee engagement! Armstrong (2009) also has addressed that the managers play a critical role in increasing employee engagement. Employee engagement encourages employees to perform better by instilling intrinsic motivation in them (Batista-Taran, Shuck, Gutierrez and Baralt, 2013). Employees who are aligned and connected to their work, team, and organization are more likely to have an internal drive that results in business results.

    ReplyDelete
  4. Thanuja SajaniMay 14, 2022 at 9:59 AM

    Hi Lakshan,
    agree with your blog.
    Kahn is regarded as the pioneer of employee engagement. Employee engagement is critical in an organisation, as it attaches the employees to their respective work roles (Kahn, 1990). If the work roles of the employees are not attached, it becomes easy for the employees to lose commitment and hence become demotivated, eventually leading them to leave the organisation in search of greener pastures. Deriba, Sinke, Ereso and Badacho (2017) note that three major conditions have to be in place if employee engagement has to be successful and these are: psychological meaningfulness, safety and availability.

    ReplyDelete

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