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].
