scholarly journals EMPLOYEE ENGAGEMENT: THE KEY SUCCESS FACTOR

2015 ◽  
Vol 3 (5) ◽  
pp. 77-87
Author(s):  
Upasana Dhanda
Keyword(s):  
Organizational Performance ◽  
Employee Engagement ◽  
Well Being ◽  
Business Leaders ◽  
Success Factor ◽  
High Performing ◽  
Business Goals ◽  
Hr Managers ◽  
Mental Well Being ◽  
Key Success Factor

An organization’s success and profitability depends upon the performance of its employees. Business leaders know that a high-performing workforce is essential for the achievement of strategic business goals. Therefore, it is important that the employees are fully committed towards the organization’s goals and are motivated to give their best efforts for achievement of these goals.  Today, the companies have to survive the cut-throat competition and beat their competitors. Therefore, the physical and mental well-being of the employees becomes an important aspect which the HR managers need to focus on. The concept of employee engagement in the organizations is gaining importance. Employee engagement can be a deciding factor for an organization’s success in today’s competitive world. . High levels of employee engagement promote retention of talent, foster a sense of belongingness, improve organizational performance and increase the stakeholder value. Engaged employees are attached to the organization, enthusiastic about their work and take efforts beyond the employment contract. Thus, engaged employees can be seen as powerful source of competitive advantage. This paper provides a conceptual framework on employee engagement. Various drivers of employee engagement are discussed. The difficulties in measuring employee engagement are also analyzed. The paper also throws light on various strategies to be adopted for effective engagement.

Positive emotions boost employee engagement

2014 ◽  
Vol 22 (1) ◽  
pp. 34-37 ◽  
Author(s):  
Suzanne Hazelton
Keyword(s):  
Organizational Performance ◽  
Employee Engagement ◽  
Positive Emotions ◽  
Negative Emotion ◽  
Well Being ◽  
Organizational Level ◽  
Content Type ◽  
The Individual ◽  
Positive Memories ◽  
Mental Well Being

Purpose – Highlights the power of positive emotions in helping to build individual and organizational success. Design/methodology/approach – Explores the meaning of positive emotions, how they can be promoted at individual and organizational level and the benefits they can bring to the individual and organization. Findings – Advances the view that positive emotions can benefit physical health, mental well-being and the ability to flourish, creativity, resilience, the mood of others, positive memories and relationships. Practical implications – Argues that the positive emotions of the workforce can improve the organizational culture and improve organizational performance. Social implications – Demonstrates that around three positive emotions are needed to balance out each negative emotion and shows that positive emotions can be stimulated through having new experiences and through acts of kindness and gratitude. Originality/value – Extends psychological thinking on positive emotions to the workforce and workplace.

The impact of employees’ well-being on performance in the workplace

2018 ◽  
Vol 17 (2) ◽  
pp. 72-75 ◽  
Author(s):  
Janice Haddon
Keyword(s):  
Mental Health ◽  
Personal Experience ◽  
Well Being ◽  
Content Type ◽  
Different Types ◽  
The Individual ◽  
Hr Managers ◽  
The Impact ◽  
Mental Well Being ◽  
Made In

Purpose The purpose of this paper is to look at the link between employee well-being in the workplace and its effect on productivity. Specifically, it looks at the different types of well-being (physical, nutritional and mental) and how organisations should be putting the welfare of staff at the heart of their workplace culture, to ensure their well-being and productivity. Design/methodology/approach Written as a viewpoint, the paper outlines the ways in which organisations traditionally offer employees incentives to look after their physical and nutritional well-being, such as gym memberships and healthy food options. It goes on to look at the impact of mental health on productivity and the symptoms employees may display if they are suffering with mental illness. Findings Mental health is one of the key contributors to productivity, and employers should do more to ensure the mental well-being of their staff. In addition, it outlines the impact a person’s mental well-being can have not only on themselves, but also on those around them, affecting, therefore, the productivity of a team/organisation as a whole, not just the individual. Originality/value The findings in the paper are based on personal experience, as well as recent statistics which are used to highlight the importance of the arguments made in the paper about the effect of mental health on and individual’s well-being and productivity. It is designed to advise HR managers and employers of the steps they can take to ensure the well-being of their employees and the benefits to themselves in doing so.

scholarly journals Impact of Employee Engagement and Organizational Culture in High Performing Accredited University of Saudi Arabia

2018 ◽  
Vol 8 (4) ◽  
pp. 180
Author(s):  
Afroze Nazneen ◽  
Mohammad S. Miralam ◽  
Sayeeduzzafar Qazi
Keyword(s):  
Saudi Arabia ◽  
Organizational Culture ◽  
Organizational Performance ◽  
Employee Engagement ◽  
Core Competency ◽  
Faculty Members ◽  
Survey Method ◽  
High Performing ◽  
Business Context ◽  
High Level

It has been observed and believed that that employee engagement and organizational culture are directly or indirectly linked with organizational performance. Engagement of employees is well aware of the business context, and works with colleagues to improve the performance within the job for the benefit of the organization. Organizational culture is the core competency for an organization. It will impact effectiveness or performance of the individuals, the groups and the whole organization. The purpose of the present study is to find out the level of faculty engagement and perception about the prevailing organizational culture and its relationship with each other. For this purpose 221 faculty members working in various NCAAA accredited University of Saudi Arabia with more than 2 years of working experience were taken as subject using survey method and purposive random sampling techniques were used to collect the data. It has been found that faculty members were revealing high level of employee engagement and moderate level of organizational culture which leads the University to achieve world class NCAAA accreditation. The results were also discussed on the basis of certain demographic variables like gender, level of education etc. and the results were discussed and suggestions were made accordingly.

Employee engagement: a sceptical analysis

2014 ◽  
Vol 1 (2) ◽  
pp. 141-156 ◽  
Author(s):  
David Guest
Keyword(s):  
Organizational Performance ◽  
Employee Engagement ◽  
Work Engagement ◽  
Well Being ◽  
Evidence Base ◽  
Academic Community ◽  
Policy Implications ◽  
Management Activity ◽  
Content Type ◽  
Organizational Engagement

Purpose – The purpose of this paper is to review the debates and evidence about employee engagement to assess its prospects of becoming a mainstream part of management activity in the long term. It sets out an agenda for policy and practice designed to increase its chances of sustainability. Design/methodology/approach – The paper is based on a review of the research and analytic literature. It outlines the origins, reasons for growth of popularity, main forms and evidence about the antecedents and impact of employee engagement. It draws a distinction between work engagement and organizational engagement. For the former it outlines a research agenda; for the latter, it presents an extensive critique and an agenda to address the issues raised. Findings – A distinction is highlighted between work engagement with its concern to improve employee well-being and organizational engagement with its focus on organizational performance. It is shown that these two approaches operate in “different worlds” and that this reflects a neglect of an evidence-based approach to management of employees since work engagement has much the stronger evidence base. Research limitations/implications – As a review and analysis, the paper is inevitably selective and limited by space restrictions. However, it argues that while work engagement is now well-established among the academic community as a valid and useful construct, the same cannot be said for organizational engagement which lacks clear definition, measurement, high-quality evidence and clear policy implications. The paper therefore sets out a policy agenda and outlines how some of the shortcomings might be addressed. Practical implications – The paper highlights the need for a viable and integrated “engagement strategy” if organizational engagement is to thrive in the future and sets out the core elements of such an approach. Originality/value – The paper highlights the distinction between the two separate “engagement worlds” of work and organizational engagement and also highlights their different core aims. The problems with organizational engagement are analysed and a new agenda to improve its prospects of impact is outlined.

scholarly journals Impact of employees engagement and knowledge sharing on organizational performance: Study of HR challenges in COVID-19 pandemic

2020 ◽  
Vol 39 (4) ◽  
pp. 589-601
Author(s):  
Tanveer Ahmed ◽  
Muhammad Shahid Khan ◽  
Duangkamol Thitivesa ◽  
Yananda Siraphatthada ◽  
Tawat Phumdara
Keyword(s):  
Knowledge Sharing ◽  
Organizational Performance ◽  
Employee Engagement ◽  
Human Resource ◽  
Positive Impact ◽  
Selection Process ◽  
Mediating Effect ◽  
Equation Modeling ◽  
The World ◽  
Hr Managers

PURPOSE: When the economy’s in terrible shape, any of us is lucky to have a job, human resources managers worrying about whether or not employees are contributing to the organizational goals and objectives, and how to pursue the recruitment and selection process, employee’s engagement, and, training and development activities, these are the current human resource management challenges which are created due to COVID-19 pandemic. Organizations around the world are facing a tough situation, first time in history, the worth of one-barrel oil fell to less than nothing on 20th April 2020, the only reason is behind this is the current lockdown around the world. The physical workplace is converted into a virtual workplace, now the HR managers are planning how to engage the employees efficiently. This study pursued to examine the effect of employee’s engagement on organizational performance through the mediating effect of knowledge sharing for employees of higher educational institutions. METHOD: A quantitative research method is used in this study, non-probability sampling design with a focus on convenient sampling frame is deployed in this study. The questionnaire is adapted from the past studies, Initially Google forms were used to collect the data, due to lower response rate questionnaire were distributed in hard copies and sent to the targeted respondents. Structured Equation Modeling (SEM) is used to test the conceptual framework. RESULTS: The results showed that employee engagement has a significant and positive impact on organizational performance. Further, it was found that knowledge sharing has a significant and positive impact on organizational performance. Moreover, knowledge sharing only partially mediated the association between employee engagement and organizational performance. Covid-19 pandemic is destroying global economies, but at the same time its bringing different opportunities for organizations also. Now organizations have to think about how to avail this opportunity, organizations are going virtually, and in this situation, it is the biggest challenge for the Human Resource (HR) managers to manage the employee effectively.

scholarly journals Impact of Employee Engagement on Performance at A Pump Supplier

2021 ◽  
Vol 4 (1) ◽  
pp. 1
Author(s):  
Stephen Bale ◽  
Alan Pillay
Keyword(s):  
Decision Making ◽  
Organizational Performance ◽  
Employee Engagement ◽  
Employee Performance ◽  
Sampling Technique ◽  
Well Being ◽  
Recognition System ◽  
Internal Communication ◽  
Bottom Line ◽  
The Impact

<em>The study aimed to investigate the impact of employee engagement on performance at a South African pump supplier. The research adopted a qualitative study and a non-probability purposeful sampling technique with a target population of ten employees at the company. It examined the factors that contributed to the development of employees’ engagement and the effect of engagement on employee performance. The research instrument used interview and was analyzed qualitatively. Key findings revealed that the employees at the company are disengaged due to ineffective leadership, poor communication between management and employees, lack of a recognition system, inadequate employee participation in decision-making, and an absence of a strategic and coordinated approach to the employees’ well-being. Recommendations were that the organization should allow its workforce to provide input in the decision-making of the organization, improve effective and transparent internal communication, employee development and empowerment, and an effective recognition system. Leaders should support the effective utilization of employee skills and capabilities. The study showed that there is a relationship between employee engagement and performance due to the lack of employee engagement that lowered employee capability and affected the organization's bottom line. Designing and implementing an effective employee engagement strategy is, therefore, desirable to the employee and organizational performance.</em>

scholarly journals Impact Of Employee Engagement On Organisational Performance: Systematic Review of 2014-2019

2020 ◽  
Vol 1 (1) ◽  
pp. 1-6
Author(s):  
Saba Anwar ◽  
Rabiya Tawab ◽  
KInza ◽  
Abdul Sami
Keyword(s):  
Systematic Review ◽  
Organizational Performance ◽  
Employee Engagement ◽  
Academic Research ◽  
Well Being ◽  
Organizational Outcomes ◽  
Google Scholar ◽  
Performance Review ◽  
Productive Area ◽  
The Impact

Firm’s performance has been well affected by engagement of the employees with their work. An employee who is engaged with his work is one who is taking interest in the work of the organization and showing some sort of initiatives in the benefits of the organization. There are total 17 articles were published from 2014 to 2019 and all of these are presented in this paper for systematic review on “impact of employee engagement on Organizational performance”. These articles revealed the existence of positive linkage between employee engagement with work and Organizational performance. As the total organizational outcomes while individual well-being is, doing the welfare of individual employee can be defined as Organizational Performance. Review of 17 articles from Google scholar interpret that interest in the topic of employee engagement with their work and the impact of it has increased potentially during the last few years and remains a productive area for the academic research in the coming years. We have found 17 articles purely related to our variables from Google Scholar. Systematic review of articles shows methodology of the articles, journals name in which the articles are published also survey type of the articles. Study of the articles could help in providing a proper guideline to implement the practical application in regard to increase employee engagement.

Are your employees getting their daily dose of DOSE? – A neuroscience perspective to enhance employee engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Swaminathan Mani ◽  
Mridula Mishra
Keyword(s):  
Employee Engagement ◽  
Cost Effective ◽  
Well Being ◽  
Employee Motivation ◽  
The Body ◽  
Extensive Literature ◽  
Business World ◽  
Content Type ◽  
Engagement Interventions ◽  
Hr Managers

Purpose To provide an alternative, neuroscience perspective to enhance employee engagement in companies. Design/methodology/approach The authors have undertaken extensive literature review to identify the key neurotransmitters that enhances employee motivation. The paper list four neurochemicals - DOSE (Dopamine, Oxytocin, Serotonin and Endorphins) are called “angel chemicals” that enhance the overall well-being of people. The characteristics of these neurochemicals and their impact on employee engagement are discussed briefly in the paper. Care has been taken to ensure the language used in the paper is not medical terminologies but what is widely used in the business world - to make it relevant for HR managers and leaders in the Industry. Findings Dopamine (Mood elevator that enhances happiness and is associated with memory, learning, planning and productivity), Oxytocin (that enhances bonding, trust and empathy), Serotonin (that helps maintain emotional balance and enhances well-being) and Endorphins (boosts self-esteem and reduces anxiety) are all known to enhance productivity, improve collaboration, increase prosocial behavior, reduce stress and boost the overall well-being of the employees. These concepts are both the necessary goldilocks conditions and celebrated output of having highly engaged workforce. Many of the triggers for synthesizing DOSE in the body needs small modifications in the office environment and cost-effective interventions as shared in the paper. Companies have spent several hundred billion dollars on employee engagement initiatives with limited success. HR leaders now have an alternative, neuroscience perspective to consider as part of their overall employee engagement strategy. Originality/value This paper provides insights into this important concept of employee engagement from a neuroscience perspective. Leveraging DOSE to enhance employee engagement is a new concept that HR managers now can use to augment their employee engagement interventions to enhance the teams’ morale.

Perceived Overprotection and Its Association With Quality of Life in Dementia

GeroPsych ◽  
2019 ◽  
Vol 32 (3) ◽  
pp. 125-134
Author(s):  
Mechthild Niemann-Mirmehdi ◽  
Andreas Häusler ◽  
Paul Gellert ◽  
Johanna Nordheim
Keyword(s):  
Quality Of Life ◽  
Patient Autonomy ◽  
Positive Association ◽  
Well Being ◽  
Negative Association ◽  
Significant Positive Association ◽  
Cross Sectional ◽  
People With Dementia ◽  
Mental Well Being

Abstract. To date, few studies have focused on perceived overprotection from the perspective of people with dementia (PwD). In the present examination, the association of perceived overprotection in PwD is examined as an autonomy-restricting factor and thus negative for their mental well-being. Cross-sectional data from the prospective DYADEM study of 82 patient/partner dyads (mean age = 74.26) were used to investigate the association between overprotection, perceived stress, depression, and quality of life (QoL). The analyses show that an overprotective contact style with PwD has a significant positive association with stress and depression, and has a negative association with QoL. The results emphasize the importance of avoiding an overprotective care style and supporting patient autonomy.

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