...WPS05 Employee Engagement SIES College of Management Studies Working Paper Series The Working Paper Series would attempt to disseminate the findings of research in specific areas and also to facilitate discussions and sharing of perspectives and information about the identified areas. The papers carry the names of the authors and should be cited accordingly. The views, findings, and interpretations expressed in this paper are entirely those of the authors. They do not represent the views of SIESCOMS and its management. These working papers would be available online at www.siescoms.edu. No part of the paper can be reproduced in any form without the prior permission of the author. However, they can be quoted by citing the reference. 1 Working Paper 05/07 Employee Engagement Nitin Vazirani Dean in OB and HR SIES College of Management Studies Nerul nitin@siescoms.edu Abstract Employee engagement is the level of commitment and involvement an employee has towards their organization and its values. An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organization. It is a positive attitude held by the employees towards the organization and its values. The paper focuses on how employee engagement is an antecedent of job involvement and what should company do to make the employees engaged. The paper also looks at the Gallup 12 point questionnaire, twelve-question survey that identifies...
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...PROJECT REPORT ON ACC LIMITED (SALES UNIT) NAGPUR EMPLOYEE ENGAGEMENT A Report Submitted to Rashtrasant Tukadoji Maharaj Nagpur University In Partial Fulfilment of the requirement of Master of Business Administration (MBA) Course Specialization in Finance & Human Resources Management Academic Session 2013- 14 Prepared by PRITI ASHOK MOHITE (Student Name) SARAN MAM Guided by ____________________________ (Guide’s Name) Tirpude Institute of Management Education Note : (Font : Times new Roman 14 – Regular for all text and for Subject Name, Student Name, Guide Name and College Name used Times New Roman – Size 14, Bold) Note : (Font : Times new Roman 14 – Regular for all text and for Subject Name, Student Name, Guide Name and College Name used Times New Roman – Size 14, Bold) Civil Lines, Sadar, Nagpur – 440001 Certificate This is to certify that Miss. PRITI ASHOK MOHITE is a bonafide student of Tirpude Institute of Management Education, Nagpur pursuing Master of Business Administration (MBA) course specialization in FINANCE & HUMAN RESOURCE Management during academic Session 2012-13. The candidate has worked under the supervision of SARAN MAM (Guide name) and has satisfactorily completed his / her project work in this academic session. The project submitted by him / her is his /her own work and is complete so as to warrant its presentation for examination. His / Her project work titled EMPLOYEE ENGAGEMENT (title of project) which is in partial fulfilment...
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...With the high costs of disengagement and employee turnover, it’s a little wonder that companies are looking for ways to optimize the stages of their employee life cycle. “The cost of disengagement is staggering – it leads to more than $450 billion in lost profits in the U.S. annually!” as per Gallup’s State Of The American Workplace: Employee Engagement Insights For U.S. Business Leaders. According to experts, when it comes to the cost of employee turnover the, “estimates run as high as 150 percent of annual salary!” The stages of an employee life cycle are defined or named differently across organizations, but this is how employee life cycle looks like in most companies: While analyzing insights from our clients, at 9Lenses we do a “Tenure Segmentation,” which categorizes the employee life cycle into Less than One year, 1-2 years, 2-4 years and 4+ year. We then track employee engagement through these stages of an employee life cycle using passive engagement measures. But before we move on any further, here are two theories that you need to know. These theories have been proved time and time again by researches and most of our data-sets confirm them too: 1. Engagement is Related to Tenure. Studies have consistently revealed that larger organizations struggle with employee engagement through various stages. “The highest employee engagement occurs in companies employing less than 10 people.” This may be reflected in the growing number of people leaving large companies to...
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...Employee engagement From Wikipedia, the free encyclopedia Jump to: navigation, search Employee engagement, also called worker engagement, is a business management concept. An "engaged employee" is one who is fully involved in, and enthusiastic about their work, and thus will act in a way that furthers their organization's interests. According to Scarlett Surveys, "Employee Engagement is a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues and organization that profoundly influences their willingness to learn and perform at work". Thus engagement is distinctively different from employee satisfaction, motivation and organisational culture. Origins Employee Engagement is the extent to which employee commitment, both emotional and intellectual, exists relative to accomplishing the work, mission, and vision of the organisation. Engagement can be seen as a heightened level of ownership where each employee wants to do whatever they can for the benefit of their internal and external customers, and for the success of the organization as a whole. Employee engagement was described in the academic literature by Schmidt et al. (1993). A modernised version of job satisfaction, Schmidt et al.'s influential definition of engagement was "an employee's involvement with, commitment to, and satisfaction with work. Employee engagement is a part of employee retention." This integrates the classic constructs of job satisfaction (Smith et al., 1969)...
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...A PROJECT REPORT ON “TALENT RETENTION AND EMPLOYEE ENGAGEMENT” FOR RING + AQUA A SUBSIDARY OF RAYMOND LTD. SUBMITTED TO UNIVERSITY OF PUNE IN PARTIAL FULFILLMENT OF THE REQUIREMENT OF MASTER OF BUSINESS ADMINISTRATION (MBA) SUBMITTED BY KAVITA M. PAWAR UNDER THE GUIDANCE OF PROF. AMOL KARE SIR VISVESVARAYA INSTITUTE OF TECHNOLOGY, CHINCHOLI, NASHIK- 422 101. 2012-2013 STUDENT’S DECLARATION I undersigned myself declare that, the project entitled, “ TALENT RETENTION AND EMPLOYEE ENGAGEMENT” is executed as per the course requirement of two year full time MBA program of University of Pune. This report has not been submitted by me or any other person to any other University or Institution for a degree or diploma course. This is my own and original work. Place: NASHIK Sign of student Date: Kavita M. Pawar ACKNOWLEDGEMENT A project can’t be said to be the work of an Individual. A project is a combination of views, ideas, suggestions & contribution of many people. I am extremely thankful to my project guide Prof. Amol Kare who gave me the opportunity to do this project on subject “A Study of Employee Engagement with Special Reference to Ring Plus Aqua Ltd; Sinnar” as a major part of curriculum. I wish to express my sincere gratitude to my Ring Plus Aqua Human Resources & engineering...
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...When you think of the word empowerment, what comes to most peoples mind is power or at least that is what comes to my mind. In the American Heritage College dictionary fourth edition, it is a noun of the word “empower”, they describe it as “1.to invest with power esp. legal power or official authority, and 2. To equip or supply with an ability; enable.” (Empower, 2010, 2002, p. 460) In my research on the subject, I found that people use the word in different context in different fields of study or genres of practice but it all comes back to some person having a feeling of power therefore empowerment. In one study on ”the empowerment of youth as a strategy to reduce crime in Nigerian society” they say, “In recent years, almost all governments of countries of the world, including advanced countries have sought new approaches to harness the potential of young people and address the problems facing them. The concept of youth empowerment has gained increasing attention. Youth empowerment means involving young people in decision making processes on issues that affect them, as well as entrusting them with the knowledge and skills necessary for them to effectively and meaningfully participate.” (Olaleye, 2010, p. 104) In another article from the Journal of marketing published by American Marketing Association entitled the psychological effects of empowerment strategies on consumers’ product demand, “since the internet is here companies now utilize that as a tool to involve customers...
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...------------------------------------------------- Case study Managerial Communication Communication driven An evolution from ‘information’ to ‘improvement’ Mahindra Farm Equipment has implemented a unique method to Reach-Out to its employees resulting in high employee engagement and effective communication. Mahindra Farm Equipment, a major SBU of Mahindra & Mahindra, considers it human resource to be a vital element in the success of its business. Mahindra Farm Equipment believes that effective communication is most important and it is its key driver of employee engagement amongst others. The organization has researched widely and proven to add significant value to the organization on all metrics from productivity to customer satisfaction. In fact Mahindra Farm Equipment not only recognizes the value it brings but also institutionalizes it with a lot of vigor and commitment. Like many other organization, Mfg has been conducting an annual employee engagement survey through Gallup for the last seven years. The results of the survey done in March 2005 had revealed that areas such as information and feedback about the business; alignment of business goals and individual Mo Ps; hierarchical/bureaucratic work culture; work environment and work life balance remuneration/promotion system; and superior-subordinate relationship needed more attention. The survey results had also pointed that employees were not...
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...Organization development (OD) is a deliberately planned, organization-wide effort to increase an organization's effectiveness and/or efficiency and/or to enable the organization to achieve its strategic goals. The primary purpose of OD is to develop the organization, not to train or develop the staff. “Interventions” are principal learning processes in the “action” stage of organizational development. Interventions are structured activities used individually or in combination by the members of a client system to improve their social or task performance. They may be introduced by a change agent as part of an improvement program, or they may be used by the client following a program to check on the state of the organization's health, or to effect necessary changes in its own behavior. TATA CONSULTANCY SERVICES (TCS) * About the company Tata Consultancy Services Limited (TCS) is an IT services, business solutions and outsourcing organization that delivers real results to global businesses, with a high level of certainty. TCS offers a consulting-led, complete and integrated portfolio of IT and IT-enabled services delivered through its unique Global Network Delivery Model, recognized as the benchmark of excellence in software development. * Intervention I: PROPEL- CULTURE BUILDING AT TCS (Human Process Intervention) PROPEL was introduced as a revolutionary intervention with the dual objectives of facilitating the exchange of ideas and helping in immediate problem...
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...WHITE PAPER - How to address the key issues for measuring Internal Communication effectiveness - 2014 Summary: Many professionals working in Internal Communications struggle to document and analyse challenges they face and the results they deliver. This white paper looks at the issues for measuring internal communications effectiveness by answering five simple questions; why measure, what to measure, how to measure, how to analyse and how to drive action? The paper offers practical advice on how to approach measurement and aims to enable professionals to conduct better and more focused research in order to demonstrate how they deliver business value. A key point of the paper is that effective internal communications not only requires tracking and reporting of past efforts, but it also entails profound analysis of key issues and what actions are needed to mitigate risks and to capture opportunities. Authored by: Klavs Valskov, see more at valskov.com INTRODUCTION Since the financial crisis, leaders are more than ever running their organisations on data and numbers. That means airtime in the boardroom is given to the teams that are able to supply issues analysis, peer comparisons, SWOT analyses of markets, forecast models and future scenarios based on objective evidence. People who can talk about threats and opportunities and make suggestions from a position of analysis and insight get listened to. Yet many professionals working in Internal Communications continue to...
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...------------------------------------------------- Wiley (2012:2) identifies employee engagement as: 'The extent to which employees are motivated to contribute to organisational success, and are willing to apply discretionary effort to accomplishing tasks important to the achievement of organisational goals'. In contrast to this Swarnalatha and Prasanna (2013:52) claim that: 'Employee Engagement is a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues and organisation that profoundly influences their willingness to learn and perform is at work'. This description opposes that engagement is distinctively diverse from employee motivation, organisational culture and employee satisfaction. The reality is that there is no one agreed definition of employee engagement as there are over 50 definitions that all have variations between them. Although recent reviews by researchers show that there is a similarity in the key components of the varied definitions, these common components that are acknowledged include employee association with organisational goals and a compliance to exert discretionary effort, commitment, enthusiasm for work and organisational pride (Schneider et al, 2009). In the recent years there has become a gradual interest in employee engagement. Firstly the reasons for this is the correlation with organisational performance. By improving employee engagement it can beneficial to companies in order to improves its organisational...
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...Impact of Job Satisfaction on Business Productivity Table of Contents Chapter 1: Breadth Component 3 Conceptual Framework of Employee Engagement in Organizations 4 The Theory of Values: Employee Personal Values, and Business Values 4 Three-Dimensional Approach of Organizational Commitment 6 Summary 7 Chapter 2 - Depth Component 8 Person-Job Fit 8 Person-Organization Fit 9 Relationship between Person-Job Fit, Person-Organization Fit, and Work Engagement 10 Conclusions 12 Chapter 3- Application Component 13 Chapter 4- Initiative 16 References 20 Certification Statement 25 Chapter 1: Breadth Component Employee relations covers all types of interactions among employees such as union efforts, interpersonal, and group relationships. The purpose of employment relations it to deal with the employees that are employed by the companies and the issues arising from their employment. Acquiring, developing, maintaining, and motivating staff are all aspects that are covered by the employment relations area. Employment relations are necessary as the employee is the most important part of a business and any troubles that affect employees do affect the business as well. Since the end of 2008 the economic downturn has affected many countries and it has aggravated the crisis of confidence towards the institutions and also in the field of business. Employees have been seeking their trust and, therefore, their commitment to more solid and stable companies (Cohen...
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...Conclusion 8 References 10 Abstract Servant leadership is a type of leadership quality that focuses on the philosophy to serve first. It addresses certain concerns like customer experience, employee engagement and ethical values that brings in a culture where the leader and follower both reach a goal without using authoritative power (Baghurts & Carter, 2013). The article discusses a focus group on eleven employees from a servant leadership restaurant and how it uses different methods to examine positive results influence by customer experience, engagements and loyalty to the workplace. Introduction Servant leadership is a management way of life; it tackles the concerns of customer experience, employee engagement and ethics, thus creating an only one of its kind organizational society, where both followers and leaders come together to arrive at organizational objectives without authoritative, or positional power. It is basically leadership through service and it has gained a lot of attention over the years due to its unique approach. This is a philosophy supported by 50% of ‘top100 Best Companies to Work For’. This is because this philosophy does not support leadership based on pursuit of power and self-interest. Employee...
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...and future of Employee Engagement We live in a world where businesses are becoming increasingly complex. The epochal shift from the industrial to the information age is providing a very important challenge for humanity and the organisations that represent it. Furthermore, with the complexity of today’s business comes the complexity of efficiently managing the people that, united, represent the organisations humans depend on. In fact, successful employee management involves obtaining high performance from each employee, and therefore high engagement with the organisation. This introduces us to the notion of employee engagement. Delving into the origins of this notion, it became famous in 1990 when William Kahn provided the first formal definition of employee engagement. In his book titled “Psychological Conditions of Personal Engagement and Disengagement at Work,” he defines employee engagement 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”. As we can see in this definition, employee engagement is distinct from job satisfaction or commitment. In fact, employee engagement involves levels of effort and performance that surpass typical expectations. It is the intention of this essay to discuss the understanding of this notion as well as the strategies organisations can use in order to increase the level of employee engagement. In order to...
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...workplace: the link to performance. ABSTRACT In today's hyper-competitive marketplace, understanding what fosters and forwards employee motivation--and, thus, organizational performance--is critical. Based on theories, studies, best practices, case studies and resources about motivation, this solutions-focused research article presents valuable information for the senior HR leader seeking competitive advantage. ********** Introduction In today's marketplace, where companies seek a competitive edge, motivation is key for talent retention and performance. No matter the economic environment, the goal is to create a workplace that is engaging and motivating, where employees want to stay, grow and contribute their knowledge, experience and expertise. Motivation is generally defined as the psychological forces that determine the direction of a person's level of effort, as well as a person's persistence in the face of obstacles. The direction of a person's behavior refers to the many possible actions that a person could engage in, while persistence refers to whether, when faced with roadblocks and obstacles, an individual keeps trying or gives up. (1) The responsibility for motivation is three-fold: it falls on the senior leadership, the direct manager and the employee. Numerous factors are involved, from trust, engagement and values (individual and organizational) to job satisfaction, achievement, acknowledgement and rewards. Motivation is essential for...
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...writing about the relationship between compensation and employee engagement. 2. Why are you interested in this particular topic? Is there a connection to your field of work or are you looking to broaden your knowledge base on the subject? I am interested in this topic because I would like to broaden my knowledge base on the subject. I have always been interested in employee engagement, but since I have enrolled in this course I would like to know compensation’s role in the matter. 3. Have you done a preliminary literature search on the topic? If so, how many recent journal articles (5 years or less) did you find? Would you be able to source at least 10 to 15 journal articles? Would you be able to write a 10 to 15 page, double-spaced paper on this topic? I have done a preliminary literature search on the topic and I have found 11 recent journal articles that I would be able to source. I would be able to write a 10-15 page, double-spaced paper on this topic. 4. What title would you give your paper? I would title my paper “Unlocking Employee Potential: The Link between Compensation and Employee Engagement”. 5. ------------------------------------------------- How would you construct the paper? What would the sub-sections be composed of and what would you label them as? ------------------------------------------------- The subsections of the Theories Discussed would be Employee Engagement; Motivation; Effects...
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