The 'What' and 'Why' of Employee Engagement Research Paper

The What and Why of Employee Engagement - Research Paper ExampleAn engaged utiliseee is aware of the business and works closely with the peers to improve the organizational performance (Buchanan and Huczynski, 2010). oscilloscope of the study The present study has been confined in order to analyze the key issues related to the topic of employee interlocking as well as to research the importance of the employee engagement. The study also looks to identify the key factors influencing the level of employee engagement (Sekaran and Bougie, 2009). Over the course, the research study conducted by Dale Carnegie and MSW research has been referred in order to bump out the importance of the employee engagement in the context of the organizational performance as well as to find out the key factors influencing the employee engagement programs in an organization ((Mullins, 2010). Add to this, in order to get a more holistic view, various employee engagement programs undertaken by various majo r organizations round the globe has also been referred to (Buelens, Sinding, Waldstrom, Krietner and Kinicki, 2011). Research Question What is Employee Engagement and what is the importance of employee engagement in the context of the organizational performance? Literature Review Employee engagement overview Engagement at work place has been conceptualized by Kahn as the harnessing of the organizational member or employees with respects the roles and responsibilities towards the organization (Boselie, 2010). In case of engagement, the people may real employ and express the feelings towards the workplace cognitively, physically and also emotionally (Boxall and Purcell, 2007). Another related construct to employee engagement happens to be the notion of the arise mentioned by Csikszentmihalyi (Csikszentmihalyi, 1990). According to Csikszentmihalyia flow is the state in which there are very little distinction between the individual and the overall organizational environment (Simons, 2011). In this way employee engagement can be defined as the level of intricacy and commitment that an employee exhibits towards the organization and the values of the organization (Bowditch and Buono, 2001). An engaged employee is always aware of the business status of the organization and work closely with the colleagues to improve individual, team as well as organizational performance (Redman and Wilkinson, 2006). Therefore the organization must look to training and develop engagement which needs a two way relationship between the employee and the employers. In this way it can be said that employee engagement is actually a barometer that shows the level of association of a person with the organization (Bhattacharya, 2009). Employee engagement is quite closely related to the existing structure of the job affair. Job involvement can be described as the degree to which the job situation is matching the individual and his or her personal identity. Some researchers actually believ ed that the job involvement is a cognitive state of the psychological recognition. Job involvement depends upon both job satisfaction and saliency (Senscombe, 1998). The HR practitioners feel that engagement has a group do with what the employees feel about the work. The engagement is also related to the way the employees are being treated in an organization (Alderfer, 1972). There would always be the presence of people who would not give the best effort