May 06, · TITLE OF DISSERTATION: Employee Engagement and Burnout: A Quantitative Study of Their Correlations with Job/Organizational SatisfactionAuthor: Sarah Burnett EMPLOYEE ENGAGEMENT AND PERFORMANCE OF RESEARCH AND TRAINING STATE CORPORATIONS IN KENYA CHECHE STEPHEN GIKONYO D86/CTY// A Thesis Submitted to the School of Business for the Award of the This dissertation, written by Michael Bradley Shuck, and entitled Employee Engagement: An Examination of Antecedent and Outcome Variables, having been approved in respect to style and intellectual content, is referred to you for judgment
Dissertation effectiveness of employee engagement and employee motiv…
The problem of employee engagement has been studied actively throughout the past decades. The expert community is mainly focused on determining the key triggers of employee engagement such as managerial attitudes. A particular emphasis is likewise put on the potential outcomes that a consistent engagement implies. Also, it should be pointed out that there is currently no consensus regarding the proper interpretation of the term itself. First and foremost, it is essential to review the way that the term engagement is defined in different scientific sources.
As has been already noted above, the notion is interpreted differently within the expert community. The lack of consensus might seem surprising, taking into account the fact that the term has been used for more than a decade. From this perspective, it seems to be most rational to refer to Robertson-Smith and Markwick that performed a thorough analysis of a large scope of the relevant literature to work out the most complete definition.
Moreover, the researchers note that the engagement phenomenon likewise comprises a sense of commitment. Upon a detailed analysis of the literature, Robertson-Smith and Markwick composed a shortlist of common traits that most specialists assign to employee engagement. First and foremost, dissertation employee engagement, the majority of experts describe an engaged employee as the one that is satisfied with the work performed and ready to contribute to the possible improvements.
The contribution aspect is particularly critical as many consultants, that target to increase the engagement, focus specifically on those psychological factors that the employees need to realize their contributing value.
Second, the researchers note that the security factor is also a common characteristic assigned to the engagement structure. Hence, it is assumed that employees might show complete involvement in the working process on the condition dissertation employee engagement they feel safe. Otherwise, their intellectual and emotional potential cannot be fully elicited. Finally, Robertson-Smith and Markwick point out the reciprocal character of employee engagement that is commonly emphasized by different academics.
Hence, the definition of the engagement term suggested by Robertson-Smith and Markwick seems to be most detailed and complex as it relies on the general summarization of a wide range of studies and research. Meanwhile, it is likewise essential to elucidate another interpretation offered by Harter and the co-authors that put a particular focus on the factor of enthusiasm. Otherwise stated, the authors mainly expect engaged employees to be fully absorbed into the working process and united by the common feeling of involvement Harter et al.
The next question that needs to be elucidated in dissertation employee engagement framework of this literature review is the outcomes of employee dissertation employee engagement and different engagement-related levels. Summarizing the relevant literature, it might be concluded that the outcomes of employee engagement are evaluated positively in general. As a result, many researchers believe that engaged employees are less likely to experience stress-related disorders.
Also, engaged employees are generally more successful. For example, Dicke and the co-authors state that engaged employees have better chances to be well-paid and rewarded. Lewis and the co-authors explain this phenomenon by the fact that engaged workers try harder than their colleagues and, dissertation employee engagement, thus, they are more likely to achieve better results and get dissertation employee engagement. This point of view is likewise expressed in the work of Alfes and the co-authors that point out that engaged employees are more concentrated on the dissertation employee engagement of their performance.
Moreover, the researchers note that the successful performance of engaged employees can be partially explained by the fact they tend to be highly creative due to the emotional involvement that allows them to come up with new ideas and alternative solutions. It should be pointed out that the positive character dissertation employee engagement the engagement outcomes has been empirically proved by different researchers.
Meanwhile, dissertation employee engagement, it is also necessary to summarize the negative outcomes associated with engagement that some researchers describe.
Hence, dissertation employee engagement, for instance, Truss and the co-authors align high engagement with additional work intensification that employers tend to take advantage of, dissertation employee engagement, without offering the relevant reward. Lewis and the co-authors likewise note that engaged employees are more exposed to work-related burnouts and stresses as they are excessively concentrated on achieving the best results, dissertation employee engagement.
Another question that needs to be essentially discussed is the key engagement triggers. Hence, the major part of the experts agrees upon the point that the main determinant of a consistent engagement is managerial attitudes. Kahnin his turn, insists that engagement is mainly dependent on the inner psychological triggers such as meaningfulness, dissertation employee engagement, availability, and safety.
Thus, for dissertation employee engagement, Hodson mentions those employees that enjoy their meaningfulness while mastering a particular skill. The availability factor, according to Sonnentagis associated with an appropriate work-life balance that allows an employee to restore the lost energy quickly, dissertation employee engagement.
The safety element is necessary to ensure the sense of stability that allows an employee to engage in the work process without experiencing tension from the outside Hodsen, One of the most important triggers, that is commonly pointed out, is leadership.
Hence, Purcell and Hutchinson assume that line managers are naturally responsible for promoting effective practices to get their employees more motivated and, thus, engaged in the working process.
Thus, managers are in charge of creating a favorable team atmosphere, within which productive communication and collaboration can be established. For example, Tamkin and Robinson note that the manager must avoid potential conflicts and reduce the tension dissertation employee engagement distracts the employees and prevent them from being fully engaged in the process.
Apart from the positive engagement triggers some experts likewise point out the negative determinants. Hence, for instance, Tamkin and Robinson note that poor managerial practices that imply inconsistent communication and lack of motivation are likely to prevent employees from showing engagement.
Also, it is assumed that employee disengagement might be often explained by the lack of the relevant skills and knowledge that does not allow an employee to fulfill the relevant responsibilities in an expected manner Gallup, These factors need to be considered while generating a relevant management strategy.
Finally, it is essential to mention the challenges that researchers are likely to face while examining this field. Hence, the main problem that the majority of authors point out is the lack of relevant studies.
For example, Truss and the co-authors note that the field is poorly examined — there are little practical and experimental studies described. As a result, the expert community is incapable of suggesting any practical recommendations for raising employee engagement Alfes et al. Also, the literature review shows that there is a lack of relevant evaluation practices.
Thus, Bersin points out that the major part of organizations realizes the need to elevate employee engagement though it is ignorant of the ways to evaluate its current state properly. Therefore, it might be concluded that the problem needs further investigation. Alfes, Dissertation employee engagement. and Gatenby, M, dissertation employee engagement.
London: CIPD. Human Resource Management, Deloitte Review16, Dicke, C, dissertation employee engagement. and Kontakos A. What Do We Need to Know to Take Action? Dromey, J. London: Acas. Gruman, J. and Saks, A, dissertation employee engagement. Human Resource Management Review21, Harter, J. and Hayes, T. Journal of Applied Psychology2, — Hodson, R. British Journal of Industrial Relations, Kahn, W.
Academy of Management Journaldissertation employee engagement, 33, Lewis, R. and Tharani, T. Purcell, J. and Hutchinson, S. Human Resource Management Journal, Robertson-Smith, G. and Markwick, C. Brighton: Institute of Employment Studies. Sonnentag, S. Journal of Applied Psychologydissertation employee engagement, 88 3 Tamkin, P.
and Robinson, D. Dissertation employee engagement, C, dissertation employee engagement. and Delbridge, R. The International Journal dissertation employee engagement Human Resource Management, Need a custom Dissertation sample written from scratch by professional specifically for you? certified writers online. Employee Engagement and Its Aspects. We use cookies to give you the best experience possible.
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