Employee Engagement

1. Employee Engagement voluntary study, from Nsar,

2. 1. Understanding of what is meant by employee engagement; the components of employee engagement and the processes through which high levels of engagement can be secured and sustained within an organisation; principles of and applications for high-performance working (H.P.W.).

3. It has been said, “all the world is a stage and we are mere players..” Within employment, “the employees are all achievers, with employers concerned about performance.” Around the World and in many countries, employers & employees interact very differently. Upon India, for example, employee engagement could mean instant dismissal, while on the United Kingdom it is seen as a gesture of friendship. So what is mean’t by employee engagement, who engages the employee could be a clue at the answer to this question. Another emotional entanglement is why, why engage the employee?. Where employee engagement is being concepted, is the employee/s often looking over his or her or their shoulder/s wondering, like in a class of non English speaking students, looking up gracefully & sometimes worried or even confused or at times just “what do you know” type of attitude. Why engage the employee/s is the question, a possible solution to this agenda is profit based, it seems. Like in a class of non speaking English learners, have they learned anything ? if not, why & what went wrong in the initial delivery, heck, we’ve been here 8 weeks & we doubt their development, kind of atmosphere arises.

4. Employee engagement. Would you say, there are levels involved with this type of managerial involvement ?. There is a basic level, a middle level, a middle higher level, a higher level and a level where dismissal is the issue. The basic level which involves a friendly chat. The middle level where a concern is visible. The middle higher level where rewards, incentives are a concern. A higher level where performance is an issue & the obvious last level.

5. An argumentative theory could be to elevate exigency, where, compulsion is negatively emphasized as a management proposal to mediate with employees just for procedures, this has its downsides, where negotiation is necessary with company objectives, mission statement, human resource evaluations & inventory analysis to foster proper judgement. So, before employee engagement is a requirement & an agenda item, valid, conclusive, substantiated & equitable decisions need to be made, to avoid improvidence. Improvidence leads to fateful abjection results. Lets argue, a friendly chat can lead to dismissal. Thus, here we forward a CASE STUDY or Activity. Bill is working as a sewing machinist, employed are 500 workers in the emission. The manager walks into the building and requires a need to walk around the floor. He reaches to Bill for a friendly chat & finds, when he opens the drawer of the article of work, to show Bill how needles are kept, a small quantity of illegal drugs.

6. The same can be argued & applied, if proper employee engagement was conducted on a regular basis, Bill & the Manager would have the best of relationships. So, when is employee engagement necessary ? when it is too late ? Employee engagement. A belief is “I have been working for an organisation & after 3 years, I am unhappy with my job & with the pay.” In response to this, the organisation bears a responsibility & need to construct & use a training program with a reward scheme. Having thus, guaranteed the worker/s to establish themselves & perform better.

7. This is a situation of any organisation, the account is a true one. However, EE does not begin after three years of a employees life working for an organisation. Employee engagement begins the very first day the applicant or worker arrives at his or her or their job/s. As soon as the management or supervisors observe the arrival of the staff, EE has already begun. The constrains imposed, the gratitude exalted & the appreciation displayed, employer and employee have begun their relationships. Alienated by surroundings, the employee, especially of other diverse and equality standing, has begun to understand the work to be carried out. This alienation can either motivate or not motivate a person. If the employee has not been properly motivated from day one or week one, chances are, he she will have issues throughout the period of application & employment. So induction is one component of EE.

8. Induction. Employee engagement, who engages the employee/s?. The people whose organisation you have arrived at, are the result. Day one, induction, “am I welcome..” is queried in the minds of applicants. “hey, you looking at me ?” another evolution in the mind of applicants. It bears no fruit & neither is it available for comment, it stays in the mind of applicants, like many other suggestive, cognitive, sub conscious & preliminary thought processes. The great step which was taken in the first instance, the step was taken by you, you the applicant. The one who required employment, the one who would like to work. You chose the company, you chose your method of introduction and you chose the pleasure to work for “that” company. So can we say you engaged the company first. You decided to approach the company you have been asked to join. You sorted & collected the necessary documents you need and you subjectively, objectively, conclusively, precisely with clear demand and need in your mind and heart, gathered information relevant to you about a particular “type” of work, which most pleases you and the area in which you would like to work in, prepared your way using the media, including internet & newspapers, to engage the company, first!. (necessity to work and being forced to work or have to work because I have to work is not of consideration among my analogies). You yourself, looked, shall we say, through relevant data to find suitable work for yourself, (that what you like to do, you do best), you procured yourself an application form, from the company, after an initial phone call, email or visit about the availability, you then filled in the application form, added your personal statement (all where appropriate) enclosed necessary documents and mailed/sent the application. You engaged the company FIRST!. The day passed into night and night into day & hopefully your application was delivered and read by the relevant company personnel. After looking through many applications, the company chose you, they selected you, thus they wished to engage you and bring you to an interview, to look “you over” and understand your ways. After, the success of this detail, induction had to be applied, so you understand policies and procedures, so you understand the environment and get to know the other applicants as well as other staff of the organisation. The interview & the induction process are together, a commitment. The employee engagement first element & process are over. So....Why would another employee engagement be necessary, when and how ? Why is employee engagement necessary. Why do upper management want to resurrect you, why, can you say because they care about you, the company and the future?

9. It has been defined “Employee engagement is a workplace approach resulting in the right conditions for all members of an organisation to give of their best each day, committed to their organisation's goals and values, motivated to contribute to organisational success, with an enhanced sense of their own well-being.” Firstly, lets analyse, “conditions” when is the need for EE and why do conditions alter and a need/s arise/s ? Secondly lets analyse “workplace approach” and who is the motivator in this approach?. Thirdly lets place “commitment, goals, values, success and increased well being” collectively and define it as “performances”. Conditions have been described as “working conditions. The conditions in which an individual or staff works, including but not limited to such things as amenities, physical environment, stress and noise levels, degree of safety or danger, and the like.” Lets add to this ‘condition’, personal qualities & skills, such as Punctuality, Organised & Respect. In the first instance, you the employee must appreciate your own duties to the organisation, before any conditions can be evaluated & solutions found as to performance & profit.

10. So why do employers engage employees, the term engage has been worn enough into this text, which is being written, its binding has not been explained, so lets advertise or explain its binding, the word ‘engagement’ binds with the following other levels to ensure its production or importance, recruitment & selection, employee relations, appraisal, training & development, reward, equal opportunity & diversity, health, safety & welfare, absenteeism, grievance, discipline & dismissal!. Where all these levels are met, meeting of management is involved. Where meeting of management is involved, assessment of an organisation is declared, where this declaration has been evaluated, two factors result, gain or loss. So which transfer, refers to “we need to meet the employees?”. Dear readers, in the first fascination, what is an organisation troubled with?. Therefore, loss is like the sun shining at night, it is visible, or, a bright star shining at night, it is visible, it is visible so much so, that the eyes are directed to this shining, immediately, regardless of what ever else is happening!. The association of management to hold meetings with employees, is greater with loss than gain. When gain is appreciated, by result of accounting, the employees are approached differently, than, how they are approached when loss is a result.