According to the survey, the three main drivers to analyse the concept of employment are communication, conciliation and leadership (Bedarkar and Pandita, 2013). These are the driving force that inspires employees for their positive attitudes towards work and the Organization. Inspired employees always believe on motivation, commitment and loyalty. According to the research done by Ala'aldin et al., (2018) Drivers of Motivational Employee engagement leads to good working attitude and high profitability to an Organization.
According to Crawford et al,. (2013), there are some factors that affect employee engagement which is necessary to understand. Mainly there are antecedents and drivers which are given below.
* Job challenge - Challenging job provides
an opportunity to strengthen, develop, and learn skills applicable to the work
world and personal growth for an employee.
* Opportunities
for development – Development opportunities make work meaningful to the
employee because they provide pathways for growth and for fulfilling personal
objectives (Penna, 2007).
* Autonomy – This provides the right or
condition of self-government. Allow employees to schedule their work at their
own procedures.
* Variety – Being able to perform different
activities which required different skill levels makes the job interesting.
* Feedback – Providing regular feedback to
the employees about the effectiveness of their performance.
* Fit - The existence of compatibility
between an employee and a work environment allows individuals to work in a
confidant.
* Rewards and recognition - Incentives,
rewards, and recognition are the major factors that impact employee motivation
(Danish and Usman, 2010). Often, rewards and recognition take the form of extra
compensation for employees who carry out the activities.
Figure 1:
The Drivers of Employee Engagement
(Source: IES 2003 Institute for Employment Studies)
Equal Opportunities and fair treatments
A good leader accepts the ideas of all
employees and treats everyone equally. Encourage staff to express their
options, make recommendations for changes, and maximize interaction. All
interactions need to be treated fairly by the team leaders and managers, the
bottom idea is to show the staff their significance and will greatly improve
their morale, efficiency and commitment. Improved workplace engagement is a buy
product of members that have regular connections with workers (Osborne et
al,2017).
Family and Friendliness
Reliable and respectable employees are
happier and more productive in the work environment. When employees realized
that the managers and supervisors trust themselves as well as their families,
they strive to exceed their expectations. It’s important to show respect for
employees and as a leader it’s mandatory to reserve some time to speak to
employees individually or as a team. If possible, please do it in person. In
many Organizations employees would have scatted in many locations and as a
leader to build engagement we can use virtual check-in via video calls. The
leader has been shown to be able Influence and motivate employees by showing
clear values and fostering a positive attitude Teamwork (Osborne & Hammoud,
2017).
Job Satisfaction
Employee Satisfaction and retention are
always important issues to physician (Fam Pract Manag 1999 Oct). After all,
high levels of absenteeism and staff turnover can affect your bottom line, as
temps, recruitment and retraining take their toll. But few practices (in fact,
few organizations) have made job satisfaction a top priority, perhaps because
they have failed to understand the significant opportunity that lies in front
of them. Satisfied employees tend to be more productive, creative and committed
to their employers, and recent studies have shown a direct correlation between
staff satisfaction and patient satisfaction (Fam Pract Manag 1999 Oct).
According to the research done by Bhuvanaiah and Raya (2015) found that the theoretical literature Reveals the importance of motivation in driving. Engaged and mentioned empirical evidence Motivation potential for organizational factors Increase engagement.
Figure 2: Drivers of Employee
Engagement- Motivational Process
(Source: Bhuvanaiah and Raya, 2015)
Reference to the figure 2: “The Drivers
of Employee Engagement” and also the definitions given by several authors it’s
that clear that employee engagement is the important element to the
Organization.
Video 2: Gaming can make a better world
| Jane McGonigal
(Source
: TED, 2010)
According the research done by the
Gaming guru Jane McGonigal (2010) presented in TED event that games have the
potential of engaging people in the real world because they can help achieve
the following goals.
a) Increase hope by keeping out the
prospect of an 'epic victory.'
b) Helping to create a social network
(multiple players games are collaborative; so promote socialization so when we
play with them, we like others better).
c) Enable efficiency (people want to be busy and better to play a relaxing game than to actually "relax").
d)
Build sense-a basic element in every engagement programs.
List
of References:
Crawford, E. R., Rich, B. L., Buckman,
B. and Bergeron, J.(2013) Employee Engagement in Theory and Practice. 1st ed.
London: Routledge.
Alrowwad, Ala'aldin and Obeidat, Dr.
Bader Yousef and Al-Khateeb, Areej and Masa'deh, Ra'ed, The Role of Work/Life
Balance and Motivational Drivers of Employee Engagement on the Relationship
Between Talent Management and Organization Performance: A Developing Country
Perspective (December 12, 2018). Modern Applied Science; Vol. 12, No. 11; 2018
. Available at SSRN: https://ssrn.com/abstract=3300267
Bedarkar, M. and Pandita, D., 2014.
Engagement Impacting Employee Performance. Procedia - Social and Behavioral
Sciences, [online] 133, p.1. Available at:
<https://www.sciencedirect.com/science/article/pii/S1877042814030845>
[Accessed 14 April 2020].
Bhuvanaiah, T. and Raya, R., 2015.
Mechanism of Improved Performance: Intrinsic Motivation and Employee
Engagement. SCMS Journal of Indian Management, [online] p.95. [Accessed 16 April 2020].
Danish, R. Q. and Usman, A. (2010) Impact
of Reward and Recognition on Job Satisfaction and Motivation: An Empirical
Study from Pakistan. International Journal of Business and Management, 5(2),
pp. 159-167
Hammoud, M. and Osborne W, S., 2017.
Effective Employee Engagement in the Workplace. International Journal of
Applied Management and Technology, [online] 50(67). Available at:
<https://scholarworks.waldenu.edu/cgi/viewcontent.cgi?article=1239&context=ijamt>
[Accessed 16 April 2020].
McGonigal, J. (2010), “Gaming can make a
better world”, TED, available at:
www.ted.com/talks/lang/en/jane_mcgonigal_gaming_can_make_a_better_world.html
Penna (2007). Meaning at Work Research
Report. [Online] Available: http:// www. e-penna.com/ newsopinion
/research.aspx (November10, 2008) proposalʹ, Industrial and Organisational
Psychology, 1, 74–75.
Schrita Osborne, Mohamad S. Hammoud. (2017) Effective Employee Engagement in the Workplace.International Journal of Applied Management and Technology, 16(1), pp.50-67.
TED (2010) Gaming can make a better
world | Jane McGonigal [online]. Available at:
<https://www.youtube.com/watch?v=dE1DuBesGYM.>. [Accessed on 16 April
2020].
Institute for Employment Studies (2018) Report Summary: The drivers of employee engagement. [online]. Available at < https://www.employment-studies.co.uk/report-summaries/report-summary-drivers-employee-engagement.>.[Accessed on the 16th April 2020].
According to many authors, there are many key drivers of employee engagement and some are; Mani (2011) stated four drivers, namely employee welfare, empowerment, employee growth and interpersonal relationships as key drivers of employee engagement. Seijit (2006) point out the 10 Cs of Employee Engagement, namely Connect, Career, Clarity, Convey, Congratulate, Contribute, Control, Collaborate, Credibility & Confidence. The three elements of employee engagement as per Wallace et al (2006), were contributions, connections, growth and advancement.
ReplyDeleteThanks for the valuable feedback Chamila, in addition there are many drivers of employee engagement within organizations and many authors and organizations focus on drivers of engagement they have heard of and try to incorporate them into their own organizations(Orla,2015).
DeleteAccording to Patro (2013)Factors Influencing Employee Engagement:
ReplyDeleteThere are some critical factors which lead to employee engagement, which are common to all types of organizations. These factors create a feeling of valued and involved among the employees. e:
1.Recruitment & Selection
2.Job Designing
3.Career Development Opportunities
4.Leadership
5.Empowerment
6.Equal and Fair Opportunities
7.Training and Development
8..Performance Management:
9.Incentives and Compensation
10..Health and Safety
11.Job Satisfaction
12.Communication
Hi Janaka, thanks for adding more points to my blog. Yes there are plenty of engagement factors, but the challenge is find the best drivers for the organisation. Because the organisation culture, size of the organisation, Structure /system of the organisation is differ to from one to another. Therefore management should carefully handle this area.
DeleteIt identified professional development, empowerment, performance effective feedback, communication, fair treatment and equivalent opportunities, co-operation, pay and benefits, image, health and safety, and overall employee well-being as key drivers in employee engagement (Sahoo & Misra, 2012).
ReplyDeleteHi Ranga, definitely yes, organisation should carefully attend on those task since it directly impact on organisation performance based on level of employee engagement. As an example if the organisation make mistakes on recruiting employees, the expected outcome will not be achieved
DeleteFrom a practitioner’s perspective; based on multiple research conducted, many conclusions are drawn on what drives’ employee engagement. Conference Board (2006), identified 26 different drivers of engagement. Commonly reported drivers are; trust, integrity, nature of the job, line of sight between individual and company performance, career growth opportunities, pride in the company, relationships with co‐workers/team members, employee development and the personal relationship with one’s manager (Smith & Markwick, 2009).
ReplyDeleteHI Thilini, Appreciated on adding information to my Blog. Yes there is a famous saying that employees leave their managers but not the organisation. Leader is main part of an organisation as make employees engaged is a responsibility of leaders. Therefore it is essential to spend more on developing leaders in order to create best leaders for the organisation. Good leaders improve productivity of the workforce
DeleteThe driving force which inspires employees is communication, conciliation and leadership. Inspired workers believe in inspiration, devotion and commitment at all times. Employee participation contributes to an organization's positive working attitude and high profitability (Bedarkar and Pandita, 2013).
ReplyDeleteHi Malinga, Thanks for adding more points. Organisations want people to put in extra effort and generate innovative ideas to improve services and save money (Skapinker, 2005).
DeleteMany have attempted in recognizing the factors leading to employee engagement and developed models to draw implications for managers to determine the drivers that will boost employee engagement levels (Kompaso and Sridevi, 2010). Job challenge, rewards and recognition, variety, autonomy, feedback, and developmental opportunities are some major drivers (Crawford, et al., (2013). Engagement does links substantially to leadership and once the ideal is applied, the results touch the skies. Correct leadership matters a lot since the trust factor increases engagement. Cognitive trust between team members and between team leader is a major player in enhancing performance and commitment (Chou, H et al. 2013).
ReplyDeleteHi Asitha, Thanks for adding more points to my blog. In 2004, a study by the Corporate Leadership Council of 50,000 employees worldwide showed that 22 of the top 25 drivers of employee engagement are related to the manager (Robertson-Smith and Markwick,2009).
DeleteAccording to Hewitt,(2012) employee engagement is a psychological state and behavioral outcomes which lead organization to better performance. And he describes the outcomes as Say, Stay, and Strive.
ReplyDeleteHi Rumesh, thank you for adding more valuable information to my blog. I do agree with your point as employees who are not engaged are likely to be spinning (wasting their effort and talent on tasks that may not matter much), settling (certainly do not show full commitment, not dissatisfied enough to make a break) and splitting (they are not sticking around for things to change in their organization), have far more misgivings about their organization in terms of performance measures such as customer satisfaction (Blessing White, 2006; Perrin Report, 2003).
DeleteEngaging managers is another key driver to engage employees at work as they always tend to provide constructive feedback to the individual members of staff, appreciate their job and offer transparency for what is anticipated from them (MacLeod & Clarke, 2009).
ReplyDeleteHi Eranga, Appreciated on adding information to my Blog. Yes there is a famous saying that employees leave their managers but not the organisation. Leader is main part of an organisation as make employees engaged is a responsibility of leaders. Therefore it is essential to spend more on developing leaders in order to create best leaders for the organisation. Good leaders improve productivity of the workforce.
DeleteWhile agreeing with your statement further to mention that, Incentives, rewards, and recognition are the major factors that impact employee motivation which will leads to more engagement (Danish and Usman, 2010). Often, rewards and recognition take the form of extra compensation for employees who carry out the activities.
ReplyDeleteAgreed and I would like to add more benefits which employers get from employee engagement. Satisfied & happy employees create loyal customers to the business (Robertson-Smith and Markwick 2009). As well as higher Employee Satisfaction, Higher Retention and Lower Turnover, Higher Productivity, Increased Profitability, Less Absenteeism can be identified as benefits from employee engagement. Agreed and I would like to add more benefits which employers get from employee engagement. Satisfied & happy employees create loyal customers to the business (Robertson-Smith and Markwick 2009). As well as higher Employee Satisfaction, Higher Retention and Lower Turnover, Higher Productivity, Increased Profitability, Less Absenteeism can be identified as benefits from employee engagement.
DeleteNoteworthy to state that, drivers of engagement is predicted as main four drivers, namely employee welfare, empowerment, employee growth and interpersonal relationships (Mani, 2011)
ReplyDeleteHi Kelum, Thanks for adding more points to my blog. Yes there are plenty of engagement drivers, but the challenge is find the best drivers for the organisation. Because the organisation culture, size of the organisation, Structure /system of the organisation is differ to from one to another. Therefore management should carefully handle this area.
DeleteThe principle of equal opportunities among employees is a basic gateway to access to social justice in the community. So an equal opportunity is not a call or a fight to be invited. But it is a political and national strategy. Generally, equitable treatment proved as useful method to reduced disharmony among employees in the workplace (Management, 2019).
ReplyDeleteHi Madhura, thank you for concern and definitely agree with you. As professional individuals we should be able to identify the drivers of employee engagement and attend to enhance the areas of driving employee engagement in organization. At the same time the fact of career growth of employees should be considered. The importance of development opportunities in enabling engagement is a view upheld by many organizations (Robertson-Smith and Markwick,2009)
DeleteThis comment has been removed by the author.
ReplyDeletePenna (2007), says researchers have also come up with a new model they called “Hierarchy of engagement” which resembles Maslow’s need hierarchy model. In the bottom line there are basic needs of pay and benefits. Once an employee satisfied these needs, then the employee looks to development opportunities, the possibility for promotion and then leadership style will be introduced to the mix in the model.
ReplyDeleteHi Kanishka, True fact. This is very important topic which all organisations should focus. Awareness of these drivers suggests several implications for organisations in their endeavour to increase levels of engagement (Robertson-Smith and Markwick,2009)
DeleteA study on drivers of engagement by Mani (2011) predicted four drivers, namely employee welfare, empowerment, employee growth and interpersonal relationships (Mani, 2011)
ReplyDeleteHi Surendra, Thanks for adding more points to my blog. Yes there are plenty of engagement drivers, but the challenge is find the best drivers for the organisation. Because the organisation culture, size of the organisation, Structure /system of the organisation is differ to from one to another. Therefore management should carefully handle this area.
DeleteAchievements and actions that are recognized more frequently show employees what is valued by managers, leaders, and the organization as a whole. When we receive positive recognition for an action, we tend to associate that action with a reward and try to achieve that feeling again in future actions. So recognizing certain actions can reinforce the values an organization wants in its culture. (Penna 2007)
ReplyDeleteHI Melissa, thank you for your comment. Managing diversity is about more than equal employment opportunity and affirmative action (Losyk 1996). Managers should expect change to be slow, while at the same time encouraging change (Koonce 2001). Another vital requirement when dealing with diversity is promoting a safe place for associates to communicate (Koonce 2001).
DeleteWell-motivated individuals are more likely to be engaged in the job and performing better and that is the major reason why leaders should understand different ways of driving that morale. Apart from pay, employee engagement can be influenced by leadership, coworkers, work itself and potential career growth (Dessler, 2013).
ReplyDeleteHi Shenali, Thanks for adding more points to my blog. Yes there are plenty of engagement drivers, but the challenge is find the best drivers for the organisation. Because the organisation culture, size of the organisation, Structure /system of the organisation is differ to from one to another. Therefore management should carefully handle this area.
DeleteAccording to Penna research report (2007) meaning at work has the potential to be valuable way of bringing employers and employees closer together to the benefit of both where employees experience a sense of community, the space to be themselves and the opportunity to make a contribution, they find meaning. Employees want to work in the organizations in which they find meaning at work.
ReplyDeleteHey thanks for sharing a good article post in this blog. thanks for sharing it. you can visit here for Employee engagement manufacturing consultants, zero accident consulting services and zero defects solution provider
ReplyDelete