The Concept of Employee Engagement Contents Definition of Employee Engagement 3 Employee Engagement and its relation with HRM 4 Works Cited 6 Definition of Employee Engagement According to a report by MacLeod, employee engagement is referred to as “a workplace approach designed to ensure that employees are committed to their organization’s goals and values, motivated to contribute to organizational success, and are able at the same time to enhance their own sense of wellbeing" (Murphy 2011)…
From the viewpoint of the employees, engagement is an emotional and attitudinal status that develops from the proficiency recognized to be managed by the organization. It further identifies the concept of employee engagement as “an individual’s degree of positive or negative emotional attachment to their organization, their job and their colleagues” (Scarlett Surveys International 2011). It is a relatively new concept in the field of human resource management. It can be defined as the extent to which the staff get fully engaged and dedicated to their job, concerned about their colleagues and organizations and are ready to be available walk the “extra mile” so that it can help their organizations achieve success. In simpler terms, EE is the integration of organizational elements like employee motivation, organizational citizenship behavior (OCB) and individual commitment. In the words of Robinson, the topic of employee engagement has become much admired in the recent days however there has been astonishingly limited empirical and academic survey on the same, till date. This resulted in the topic of employee engagement to become a bit faddish, in other words it is, “old wine in a new bottle.” Most frequently, the term employee engagement has been referred to as intellectual and emotional attachment towards an organization. As per the definition provided by Kahn, employee engagement is, “the harnessing of organization members’ selves to their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performances.” In other words Kahn wanted to define employee engagement as the whole hearted presence of the employee, both physically and mentally, when delegating or performing some organizational duty. Employee Engagement and its relation with HRM Human beings form the most important part of an organization because technology and innovation alone can’t run a company and human beings are required for operating the machines and for serving the customers. Previously the business houses used to incorporate “Personnel Management” within its domain. Historical evidences provide the essential knowledge about the need for managing people since the inception of human civilization. During wars the warriors were organized along with their weapons & uniforms to form a disciplined team ready to defeat their enemies. Then, people were treated as cost to the company & they were hired for executing the directions given by their superiors. Here lies the basic difference between personnel management & human resource management. Human resource management considers their staff as asset to the company. If people are not happy with an organization’s rules & terms, they would unite against the firm which will pave the way for conflicts. Every revolution that happened throughout the world had one common thing, “a bad leader”. Therefore in order to avoid such occurrences, the field of management introduced the much sophisticated approach of Human Resource Management to deal with the people with compassion & manage them with strategy. The modern concept of Human Resource Management is a vast area with includes the recruitment of ideal staff for the ...
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