4) Employee Engagement And Commitment
According to (Porter et al, 2001) promises to have the relative intensity of personal identification and participation, no matter the size, the company can win energetic employees for a long time and believe in the mission of the company and understand how to achieve it. As Guest (1987) said, human resource management policies aim to maximize organizational integration, employee engagement, flexibility, and work quality.
Employee engagement means that people are full of interest and enthusiasm for work at work, even excited about work, and are ready to redouble their efforts to do their best to complete the work (Bevan et al., 1997). For example: The World Health Organization continues to develop and innovate to respond to the ever-changing world (who.net, 2020).
(Beer et al, 1984) identified commitment as a key dimension in their HRM concept, because it not only can bring higher loyalty and better performance to the organization. However, in terms of self-worth and dignity, commitment refers to determination and loyalty, and is related to how individuals feel about the organization (Mowday, 1998).
According to (Mowday et al, 1998) The three characteristics of recognized commitments are..
1. Strong desire to stay in the organization. For example: Current workplace experience sharing: Most employees have more than 15 years of work experience.
2. Firmly believe in and accept the values and goals of the organization, such as seeking a world full of hope, tolerance, and social justice, where poverty is eliminated, and all people live a dignified and safe life (care-international.org).
3. Willing to make considerable efforts for the organization.
The Importance Of Commitment
The transformation of an organization from a traditional control-oriented approach to a labor management approach that relies on establishing orders, implementing controls, and achieving efficiency can improve performance and employee commitment (Walton, 2009). For example: NGO employees never expect favor, affection, gifts, attention, goods, money and property. Employees are committed to humanitarian work.
Main problem area: Evaluation of the concept of commitment
1) The imprecision of the term: Check professional commitments and work commitments. Once the general concept of commitment is applied, union commitments, workgroup commitments, and family commitments should be considered (Guest, 2001)
2) Its single frame of reference: When a combined frame of reference is adopted (this assumption assumes that the organization is composed of people with common interests), it may be criticized for being too simple or even misleading (Walton, 2009)
3) Commitment as an inhibitor of flexibility: This method not only fails to reflect the actual situation of the organization, but also reduces the limitations of the organization. They believe that if employees are expected and encouraged to strictly commit themselves to a set of values and goals (Coopey and Hartley, 2011).
Video 6: Dedicated and dedicated employees
Video 6 showcases a video about dedicated and dedicated employees the Participation and commitment. As an organization, when employees are passionate and willing to execute, they will achieve more. Dedicated and dedicated employees are driven to make the most of their work and organizational goals.
Source : ( Effectory, 17.04, 2012)
References
Bevan S, Barber, L and Robinson, D (1997) Keeping the Best: A practical guide to retaining key employees, Institute for Employment Studies, Brighton
Coopey, J and Hartley, J (1991) Reconsidering the case for organizational commitment, Human Resource Management Journal
Guest, D E (1987) Human resource management and industrial relations, Journal of Management Studied
Guest, D E (1987) Human resource management and industrial relations, Journal of Management Studies,
Mowday R (1998) Reflections on the study and relevance of organizational commitment. Human Resource Management Review
Mowday, R, Porter, L and Steers, R (1982) Employee organization Linkages: The psychology of commitment, absenteeism and turnover, London, Academic Press
Porter, L W, Steers, R, Mowday, R and Boulian, P (1974) Organizational commitment: job satisfaction and turnover amongst psychiatric technicians, Journal of Applied Psychology,
Walton, R E (1985a) From control to commitment in the workplace, Harvard Business Review
Welch, J., & Welch, S. (2006, May 8). Ideas the Welch way: How healthy is your company? BusinessWeek,
also, according to Gundry(2015) there are some survey outcomes which can be align to followings .
ReplyDeleteObtaining professional development opportunities
Better communication
Arrangement of social event regular manner
People centric leadership
More staff/career development and Training opportunities
Updated/Simplified regulation
Agreed Thushari, The organizations have to manage a proper balance between both the intrinsic and extrinsic motivation as the extrinsic motivation impacts on the performance for a short period while intrinsic motivation influence on a long run (Andries, Nalinh & Patrick, 2016).
DeleteAs per, Bronwyn Wainwright (2019), some employees have connected to a job, they probably have psychological bound with job. They are regardless of what they are getting or not.
ReplyDeleteAgreed Menaka, Also it is a sensible art of management to have a perceptual understanding on the application of the above, as discussed in Herzberg’s two factor theory. Employees might fall in to either category of intrinsic or extrinsic motivation. But for example, it is highly evident that though the employee seems to be motivated by intrinsic factor, and if that individual is seriously in a need for an external element where he is pushed to seek for an extrinsic motivator, the intrinsic motivation provided to him alone does not work anymore (Mohammed et al, 2014).
DeleteAccording to recent study, the design of people's occupations is one of the most important elements impacting their levels of engagement, and professions that provide experiences like variety, challenge, and end-to-end accountability are more likely to facilitate high levels of engagement (Shantz et al., 2013). As a result, businesses should take great care in defining each employee's job responsibilities. Workplace design has been acknowledged as a critical component in employee engagement and innovative work behaviour (Spiegelaere et al., 2015).
ReplyDeleteAgreed, So it is understandable, according to the content theories like Maslow’s hierarchy of need and Herzberg’s two factor theory, it is primary that an individual should be satisfied extrinsic to be pleased with intrinsic factors which will not work the other way (Daniel, 2018).
DeleteAgreed with you. Accordingly to Opeyemi et al. (2019), financial rewards systems, employees bond with each other and a healthy good work environment enhance employee satisfaction and improve employee commitment and motivation.
ReplyDeleteAgreed Amila, Employee engagement on the other hand can be defined as the extent of psychological, emotional commitment towards the organization and its goals, which constructs the employee behavior by completely understanding his job role and its contribution to the organization, enabling him to perform beyond his job description with enthusiasm, loyalty and extraordinary effort, to be felt valued (Hotner, 2016).
DeleteAgreed with you & the variable rewards and recognition is found to be significantly correlated to both employee engagement and normative commitment. Results of regression have been analyzed in line with the four conditions of mediation laid down by (Baron and Kenny,1986). Further, SPSS macro developed by Preacher and (Hayes, 2004) is used to test the proposed mediation model
ReplyDeleteAgreed Chandana, It is a condition comprised full of positivity and happiness. Employees, who are engaged, enhance a friendly working environment by encouraging and supporting the other employees with influence of positive energy and enthusiasm to achieve the organization goals (Chandra, 2013).
DeleteAgreed and let me further add some indicators that will determine the level employee engagement as stated by Stoyanova and Iliev (2017) ;
ReplyDelete• Availability of inspiring working environment and development
• Opportunity to participate in decision-making and responsibility
• Provision of internal and external training for employees of all ages
• Flexible working hours and teleworking
• Remuneration and well developed bonus system
• Additional benefits
Agreed Jayashi, Though the engagement is an emotional connection over the job satisfaction, the engagement levels of the employees depends on the satisfaction levels (Chandra, 2013).
DeleteI agree with the explanation provided for ‘The Importance of commitment.’ As evidenced by Agrawal (2017) the word ‘commitment’ does not stand out alone without a nexus to the employee engagement as employee engagement is considered as the extension of commitment, therefore a more thorough detailed explanation is needed on the importance of employee engagement along with the importance of commitment. Further, the study define engagement as the extension of commitment and elaborates employee engagement more extensively and divide engagement in to two areas as engagement with job and engagement with the organization.
ReplyDeleteAgreed, We can classify employees on above context, in a broader concept as engaged, disengaged and actively disengaged employees (Melanie, 2014).
DeleteResearch indicates that having an engaged and committed workforce can lead to numerous beneficial outcomes, such as lower turnover intentions (Allen et al., 2003) and higher organizational performance (e.g. Harrison et al., 2006; Harter et al., 2002; Whitman et al., 2010). In addition, there is still a debate regarding how HRM relates to employee outcomes (Guest, 2011).
ReplyDeleteAgreed Khalid, Also an engaged employee can transform into disengaged employee if his satisfaction is questioned by the lacking motivation. Therefor building and retaining engaged employees are in the hands of management by formulating customized motivation strategies to improve employees’ satisfaction levels to reinforce and stimulate the employee performance towards organization vision (Hotner, 2016).
DeleteFurthermore involvement in decision-making , the extent to which employees feel able to voice their ideas, and managers listen to these views, and value employees contributions, the opportunities employees have to develop their jobs, the extent to which the organization is concerned for employees health and well-being are also drive the engagement practices in an organization (Robinson, 2004)
ReplyDeleteAgreed with your views and According to Maduka and Okafor (2014), motivation refers to the willingness of an individual to put greater efforts to attain particular goals. Therefore, the concept of motivation stresses on an individual’s feeling of enthusiasm and attentiveness to be able to achieve his or her goals in an effective manner.
DeleteYes Agree lakshan and also, Key characteristics showed by engaged employees are not limited to but most of the time: positive attitude towards work, interested and excited about the job, put full effort to do the task and not limited to a frame (Armstrong, 2008).
ReplyDeleteWonderful blog! Employee engagement activities at the workplace can lead employees to be stress-free and energetic. The simple approach to engaging employees in fun activities and games. An employee engagement company in India, help various corporate and organizations to organize team-building, employee engagement and reward & recognition events.
ReplyDelete