Recommendations to the organization
on how to enhance the employee engagement
Accordingly
Erickson, cited in Macey and Schneider, (2008,
p. 26) “Engagement is above and beyond simple satisfaction with the employment
an arrangement or basic loyalty to the employer—characteristics that most
companies have measured for many years. Engagement, in contrast, is about
passion and commitment, the willingness to invest oneself and expend one’s
discretionary effort to help the employer succeed”. Therefore it is important
to know the factors which enhance the engagement of the employee.
1. Creating a workplace culture where
the employee feels they been valued and respect
In
Insurance business it is important to have good internal communication among
the departments, and it is also important to feel that the employees been
valued and respect within the culture. Accordingly, Glen cited in Smith and
Markwick, (2009) it is important
to have a good Organizational process, role challenges, values, work-life
balance inside the organization. Having a broad direction in the assigned Job and
the responsibility of it also enhance the engagement of the employees by
creating personal growth (Crawford et al, 2013, cited in Armstrong, 2014)
2. Leadership style
Obsoleted
management practices such as autocratic and Laissez-Faire leadership styles all
so have a great negative influence over the employee engagement. Leaders who
inspire their subordinates by giving respect and appreciations over their
employment and having a genuine responsibility for the subordinates can make a
huge difference in employee engagement (Smith & Markwick, 2009).
3.
Opportunities
Armstrong,
(2008) By creating opportunities
as well as having the training to develop the talents of the employees also have a
positive impact on employee engagement. This will make sure that the
employee is the focus on his job functions and develop their skills to fiend new
opportunities within the cooperate culture and the market competition. It will
give stimulation to the employee on his work as well as build confidence to
perform in an exceptional way.
4.
Rewords and recognitions
In the insurance business recognizing
the exceptional workers and rewording them in front of their follow workers can be made a huge impact. According to Watson Wyatt cited in Smith and Markwick,
(2009, p. 33) by having “clear expectations and delivering promised rewards is
key to engaging the workforce”. This is not only by giving financial rewards
but this can be extended by analyzing the needs of the employees and showing them
that these needs will be full filed at each time they contribute more towards
the organization. By implementing Maslow
hierarchy theory to the modern-day needs and make sure to guide and motivate
employees can have a huge impact on employee engagement.
Conclusions
With the modern-day market
capitalization and competition it is important to have engaged employees to and
insurance company. The concept of employee engagement been introduced by Kahn
(1990) by stating that “The notion that individuals can be “personally” engaged
in their work, investing positive emotional and cognitive energy into their
role performance” (Armstrong, 2014). By stimulating
the factors of engagement organizations can easily extend their growth and
perform in rapid growth patterns.
References
Armstrong,
M. (2008) STRATEGIC HUMAN RESOURCE
MANAGEMENT: A GUIDE TO ACTION. 4th edition. United Kingdom:
Kogan Page Limited.
Armstrong,
M. (2014) HANDBOOK OF HUMAN
RESOURCE MANAGEMENT PRACTICE. 13 edition. United Kingdom: Kogan Page
Limited.
Macey,
W.H. & Schneider, B. (2008) The Meaning of Employee Engagement. Industrial and Organizational Psychology,
(1), 3–30. Available at https://s3.amazonaws.com/academia.edu.documents/34268026/31129539.pdf?AWSAccessKeyId=AKIAIWOWYYGZ2Y53UL3A&Expires=1537757423&Signature=DgYK9%2BmJjg2%2FO%2FGz8ryWLDUypvg%3D&response-content-isposition=inline%3B%20filename%3DThe_Meaning_of_Employee_Engagement.pdf
[accessed 23 September 2018]
Smith,
G. R. and Markwick, C. (2009) Employee
Engagement A review of current thinking. UK: INSTITUTE FOR EMPLOYMENT
STUDIES.
Well presented and covered vast area of the subject concern .As a further addition i wish to state ,Employee commitment is a comparatively wide concept, directly related to enthusiasm, which gives a useful focus for people supervision strategy. However, dimensions of employee engagement can be challenging, as they often try to condense too much. Rather than a single score metric, it’s better to use a range of specific relevant metrics as these will be more enlightening and actionable.
ReplyDeleteSuccessfully fostering employee engagement and motivation requires working with all areas of the organization. HR can lead initiatives, but employee engagement needs action from leaders at all levels. Employers should pay attention to:
• empowering employees to make decisions and shape their jobs
• effective channels for employee voice
• fair treatment of employees and support for well-being
• communications to keep employees informed, and reinforce purpose and vision.
Hi ,Charith , Well descriptive & Interesting Blog on EMPLOYEE ENGAGEMENT .All most all the parts of the EMPLOYEE ENGAGEMENT has been covered in the blog .I totally agree with your comments on Drawbacks of engagement ,where as the Burnout is caused as a result of high workloads ,high pressure on the employee to perform to achieve unrealistic targets of the organization . Burnout or Employee Disengagement can be seen in Commercial Banks mainly due to unrealistic targets with the high competition in the banking sector in Sri Lanka .And also Quality of the Lending portfolios has been deteriorating through out last year . Credit Growth of the industry was only 16.1% during the year 2017 ,where the Credit Growth of the One of the leading Commercial Bank in Sri Lanka was 22.5% during the year 2017 (Sampath Bank Annual Report , 2017) .
ReplyDeleteFrom Udeni:
ReplyDeleteHi, Charith, it is an interesting article on enhancing insurance business strategies through employees engagement. Fully absorbed and dedicated employees behave in ways that are more virtuous and courteous and disengaged employees tend to exhibit less organizational citizenship behaviors (Kataria, Garg and Rastogi, 2012).
I totally agreed with your comments on employee engagement as with the modern-day market capitalization and competition it is important to have engage employees to and insurance company and by stimulating the factors of engagement organizations can easily extend their growth and perform in a rapid growth patterns.
Honouring and rewarding outstanding work is an important part of the performance culture. Organizing annual awards ceremony, certificates awarded to the best performing employees will be value added activities of the organizations.
Hi Charith, you have taken a sector where the employee engagement is highly needed. Insurance companies are mainly dependent with the customers. Therefore unlike the other sectors, the employees in these types of organizations should positively engage with the organizational goals. When it comes to employee engagement it is really need to have a proper environment within the organization to get the maximum output from an employee. According to Hanaysha (2016) also state that the work environment is a key factor for the employee’s satisfaction and the commitment towards the organization. I recommend that there should be a safe working environment to get the maximum employee engagement positively.
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