Introduction
Today's business environment has made it very necessary to focus on
different business strategies that can improve the business performance such as
employee engagement as employee engagement has been investigated and supported
by many studies that prove its effectiveness in providing better business
outcomes. When business organization apply new changes, they have to encourage
employees to provide new and innovated ideas that help the organization apply
these new changes and then engagement becomes very important and necessary so
it is needed to apply certain engagement strategies and framework to make it
effe3ctive and profitable. The current report is providing a discussion for how
business organizations can apply the engagement strategies on different levels
and how they can measure employees engagement and improve it. This is based on
a study of Dalem Petroface Company and how the organization leadership deals
with engagement to improve its performance as well as that of employees. This
is done through a critical analysis for the relevant literature, theories and
frameworks in addition to a discussion for the used strategies in the
organization. The report also presents some recommendations for the
organization to improve employee engagement. (Walker, 2016)
Literature Review
Many authors have discussed employee engagement, Markos and Sridevi,
(2010) discussed it deeply and explained that employee engagement can be a
mixture of both feelings and actions of employees who have emotional state
towards the tasks they have to do and a business application for such tasks.
Employee engagement is explained by them as a way to make employees more
motivated towards the work they do through focusing on their behavioral actions
and help them apply the tasks for maintaining better work outcomes. Employees
engagement as discussed by Adjovu and Kaliannan, (2015) can involve different
concepts and strategies that enhance it such as motivation, training, job
satisfaction and communication, they mentioned that there should be a
relationship between employees emotional attachment and their positive
commitment in the workplace in order to get better performance and better
results then. They also referred to the organizational goals set by leaders who
apply employee engagement as those leaders look forward to having better
profits and better relationships with customers when they have well engaged
employees who are able to work effectively and be flexible with different local
and international changes related to the business.
According to AlMehrzi and Singh, (2016) employees who are better engaged
in the work are easier to be retained by the business leadership and they are
more effective in presenting the required tasks needed by them, they are also
more enthusiastic regarding training and finding new business techniques to
achieve their tasks. They say that employees are in need for engagement to be
better. Yet other authors such as Smith and Markwick, (2009) referred that
motivation should be aligned with engagement in order to maintain and retain
employees as even if the employees are engaged and they are not motivated, engagement
can't retain them and make them part of the organization. This means that there
should be some basic strategies that accompany engagement in order to make it
more effective and applicable. Dajani, (2015) confirmed on that adding that the
organization's bottom-line profit can be improved through enhancing engagement
that can ensure employees' satisfaction when it is accompanied with motivation
and other different important factors.
Roy and Siddhanta, (2010) referred to the relationship between organizational
leadership and employee engagement as they asserted that the organization's
productivity can be either improved or reduced based on the nature of this
relationship, they explained that when this relationship is positive,
production improves and vice versa. This was also confirmed by Mehrzi and
Singh, (2016) who added that leadership should put this into consideration when
applying change and choosing a new leadership style. Their study was based on a
case in the UAE that shows that the public sector lacks the effective
strategies for employee engagement and then there is no real engagement in the
organization but low percentages that don't present the expected better
results. They confirmed that there should be basic lines for being followed when
engaging employees in addition to models and frameworks that are evidence based
for improving the employee performance and hence the organizational
performance. They discussed how far communication between employees and
managers can enhance the engagement and encourage employee be more motivated to
share in the variety of engagement activities and tasks such as team work tasks
and group work or workshops.
Regarding the frameworks and models that should be used when engagement
is applied, literature has mentioned many of them, example is the social
exchange theory discussed by Taran et
al, (2017) as they presented it to focus on employees' behavior when engaging
them as many of them is not following the organizational goals and behaviors so
they have to be engaged at first with the organizational values, behaviors and
goals and work hard to apply them, they discussed how leaders should focus on
employees' social behaviors and using it to reduce the expenses exerted for
engaging employees. This was also discussed by Arpitha and Sa, (2015) whose
study discussed and presented a framework for employee engagement that is based
on considering the employee engagement the dependent variable and motivating
employees is the mediator whereas organizational culture and teamwork is the
independent variable and then applying this on the organizational change and
the engagement activities associating it. They referred to the need for
measurement tools to measure the levels of engagement and how far they are
applied within the organization and its work environment with the purposes of
achieving better organizational performance.
Discussion
In Daelim Petroface Company, the organization applies different business
strategies to ensure effective employee engagement, they also choose effective
leaders who are able to maintain change with the help of employees through a
general engagement based organizational culture. Communication and open
discussions are well applied with employees and cooperation is considered basic
tool for engaging employees. The organization seeks for improving its
individual and organizational performance in order to have better business
outcomes and improve relationship with customers in addition to providing
better services. This is applied through raising employees morale and
self-confidence by a system of rewards that encourage them to compete and
present the best of each employee and group of employees or team works.
Training employees and empowering them are helpful factors that help leadership
apply engagement in its best way and form because motivated employees are
encouraged to be engaged and they are having better ambitions and dreams for
better career opportunities. The company focuses on raised values for
communication and team work in order to help employees regard engagement as
useful for themselves at first and then to the organization that they are part
of it. The company considers employee engagement as investment strategy that
focuses on human resources to improve their performance and then the
organizational performance. There are different leadership styles that are
applicable for change according to the market and organizational needs and
demands of employees as well. The organization is keen on developing its human
resources so it prepares a wide range of training programs that develop
employees' skills and experiences in addition for special programs for talented
employees and those who have educational ambitions. The training programs are
based on training employees both locally and globally in order to satisfy their
business needs and make them have better citizenship behavior in the
organization. The reward system aims at raising employees' morale and helping
them engage better and participate in the different activities related to
engagement. There are different tasks and missions that are done within teams
and groups and the organization has its own framework that applies engagement
in a very advanced method that is based on both practice and research in
addition to the studying of others experiences locally and internationally.
(Swell et al, 2015)
Conclusion and Recommendations
In conclusion, employee engagement is highly required for improving the
organizational performance and it is necessary for maintaining better business
outcomes in any business organization that is aware of its importance. Employee
engagement is both feeling and action to specific tasks within the work
environment. Employees have to be encouraged to be engaged through specific
engagement strategies such as team work and communication with managers in
order to feel and perform better. Daelim Petrofac Company uses different
frameworks and models for applying engagement and helping employees be better
performing. There should be some recommendations and advice for the company to
reach higher levels of success in the future related to engagement of its
employees:
-Applying certain models and frameworks for engaging employees that are
really tried and showed effectiveness.
-Replacing its reward system with a better empowering and compensation
system.
-Empowering employees and making the business and career future clear
for them.
-Making open discussion sessions with employees from different cultural
backgrounds in order to reduce any cultural diversity problems that may hinder
engagement.
-Setting higher training programs for managers and leaders as well as
employees as managers are in need for realizing new techniques and strategies
for employee engagement.
References
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