Introduction
Employee engagement can be one of the most important business strategies today as it is used by many experts in business organizations in order to enhance the company's performance and retain the employees by making them master their skills and feel home in their organizations. Employee engagement can help the company gain more profits and avoid much loss through the better relationship between the organization and customers who are well treated by effective well engaged employees. The current research is a discussion and a critical analysis for both literature and experience of the Majis Industry Service Company. Literature is investigated in order to find some theories, views and models to be applied for employee engagement and the discussion will be about how the company apply different theories and frameworks to engage employees, it also aims at improving the company's employee engagement through presentation of some recommendation in this concern. (Jha et al, 2014)
Literature Review
Markos and Sridevi, (2010) discussed the meaning and definition of employee engagement and how far it is needed for business organizations, they explained that it can be both feelings and emotional state of employee and the way they react in the business tasks they have to finish.. They explained also that this way of reaction can help the organization develop and improve its reputation and market situation or on the contrary can reduce its performance and effectiveness, this is based on the levels of employee engagement and how far employees are really engaged and satisfied. This was also mentioned by other views as those of Adjovu and Kaliannan, (2015) who confirmed that any business entity that needs to develop its performance and apply change should focus on the employee engagement and should seek new techniques and strategies for applying it in the way that makes employees better perform and more able to express the organizational values and achieve its goals.
AlMehrzi and Singh, (2016) discussed how many business organizations use employee engagement as tool for employee retention and confirmed its importance in this issue as when employees are properly engaged, they can feel more satisfied and then feel better about their situation in the organization, this is right but there should be more elements for employee retention as according to the views of Dajani, (2015) employees are in need for other business strategies and retention elements, he referred to communication, team work, motivation and empowerment as other relevant factors that can influence the employee engagement and improve it if used effectively. Another view was presented through the work of Smith and Markwick, (2009) who said that engagement is able to present many advantages to the organization such as raising its profits, maintaining customers' trust and improving the brand and its reputation in the market through a very strong force that deal directly and indirectly with clients which is the human resource that when properly engaged can lead the organization to higher levels of success and achievement.
Al Mehrzi and Singh, (2016) discussed employee engagement through an experience applied on the UAE public sector as they explained that the public sector in the UAE is applying employee engagement but without the right usage of different strategies and techniques for it and then it is not successful or achieving better results, they confirmed through their views that application is not enough as there should be specific frameworks and systems for it in order to improve productivity and profitability of the business organization. Another research conducted by Roy and Siddhanta, (2010) confirmed these views adding that engagement can improve the performance of employees as well as the organization when other factors and conditions are regarded and evaluated by the organization such as employees' financial state, their satisfaction, empowerment needs, physical comfort in the workplace and the levels of cooperation and communication with managers or even within each other. They discussed that there should be plans for employee engagement, frameworks and satisfaction or the results will not be those desired by the business organization and there will not be the needed levels of competitive advantage.
Taran et al, (2017) discussed a very important and interesting theory related to employees engagement which is the social exchange theory that depends on social behaviors of employees and how to guide them towards the organizational behaviors and the values of the organizational society, the theory should be studied by managers and applied according to the needs of each organization. Arpitha and Sa, (2015) also presented a framework for being applied by business organizations that want to apply effective employee engagement as the framework makes a dependent variable that is embodied in the employee engagement and a mediator embodied in the motivation therefore leadership and teamwork representing the independent variables. These variables can work together to maintain employee engagement and encourage them to participate in the different activities of the organization. Managers have to study the framework and apply it according to what is needed from employees and the organization.
Discussion
In Majis Industry Service Company, the employees are engaged and are encouraged to be engaged by the effective strong leadership system that gives employees many chances for working in groups as teams and empowering them to be leaders within teams and taking other different leading roles, this helps employees feel more satisfied and self –confident in the workplace and then their performance is improved and their work outcomes are better. They are encouraged to receive several training programs in many areas related to the business and this motivates them and encourages them reach higher promoted levels of jobs so they feel belonging to the company and work as part of it. The leadership policy is to be honest and flexible with employees as they are encouraged to express all their needs, complaints and suffering s with their managers and bosses in order to help them engage together and solve each other problems. The company regards financial matters and raises employee reward levels in order to motivate them, this can be done with money or without it. The organizational goals and values are basic components of the engagement process because employees behaviors are based on the organizational behaviors and values. The company uses many frameworks and models to apply changes and engage employees within them. The Sohar Aluminum applies many strategies for engaging employees into the work such as cooperative team works that work together to fulfill certain number of tasks and then the work is rewarded for the whole team. Leaders here are able to communicate directly with employees and realize how they feel and what they need in fact. They can express complaints, stress and sometimes they ask for more comfortable things and the leadership is very effective and these acts make the company management for people is effective and great. Talent management is another strategy that is used for engaging employees as leadership tries to focus on the very specific talented people in the company and send them for training as when they finish training, they are able to train their colleagues in office and raise their awareness regarding engagement. There is a plan for current and future needs of employee engagement as the leadership of the company plans for future employee empowerment based on the percentage of success they achieve in the current development program and on the needs of employee and the company. The leadership styles used in the company can be effective as the company uses transformational leadership style that is effective in applying change and is helpful in maintain employees and encouraging them to communicate with the manager. This makes the company effective and gain different competitive advantage on the local and international levels, the company also encourages leaders to change the leadership styles to suit the different business situations, needs of employees and needs of the organization.
Conclusion and Recommendations
In conclusion, the employee engagement is a concept that is widely used today in business organizations that try to improve its competitive advantage an reach higher levels of success. Employee engagement is important in making employees satisfied and retained in the business organization. It can help them feel more belonging to the company and try to achieve better levels of success and achievement. There is a number of effecting factors on employee engagement such as communication, empowerment, satisfaction and communication. Employees can be encouraged by leadership to present their best of performance in order to improve the peorfrmance of the company and they should be motivated to do this. There are many levels of engagement in Soahr Aluminum Company applied by its transformational leadership that wishes to reach competitiveness and succeed in the Omani and international market. The comp any uses different models and theories for engagement of employees in order to help them understand the need for employee engagement. The company is recommended to do the following pieces of advice:
1-training managers on a variety of strategies for employee engagement.
2-Looking for methods to make employees more close to each other and stop any conflicts or misunderstanding based on cultural diversity.
3. Setting a general strategy for the organization based on engaging employees in all activities, values and behaviors of the organization.
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