Abstract
Employee engagement refers to an employee's highest degree of loyalty, commitment, and participation towards organizational goals, objectives, vision, and mission. It is a technique for instilling an intrinsic desire and passion for excellence in employees by winning their head, heart, and soul. In other words, it can be said it is an art and science of engaging people in authentic and recognized connections to strategy, roles, performance, organization, community, relationship, customers, development, energy, and well-being as we leverage, sustain, and transform our work linkages into results. An engaged employee understands the market context and collaborates with co-workers to enhance job performance for the betterment of the company. Engaged employees want their organization to be successful and excel because they are physically, professionally, emotionally, and even spiritually associated with its goals, objectives, purpose, vision, and mission. Employee engagement has grown into a vital component of business performance today.
TopBackground
As per Macey & Schneider (2008), employee engagement is an attachment, dedication, motivation, loyalty, zeal, keenness, focused endeavour, vigour, and liveliness towards achievement of organizational goals and obligations. Maslach et al. (2001) visualized employee engagement as contrary to the three burnout attributes: fatigue, scepticism, and feeling of inefficacy. Schaufeli et al., (2003) defined engagement as an optimistic, gratifying work environment that is endowed by dynamism, perseverance, and assimilation. As per Kahn (1990), employee engagement is harnessing of workforce to their work roles, workforce expresses themselves physically, cognitively, and emotionally during role performance and psychological differences of individual impact their ability to engage or disengage in their role performance. As per Seijts & Crim (2006) there are ten ‘C’, connect, carrier, clarity, convey, congratulate, contribute, collaborate, control, credibility and confidence provide a blueprint to employee engagement to leaders.
Key Terms in this Chapter
Economic Meltdown: Is an economic collapse which may be due to bad financial conditions, like recession, bankruptcy, and high joblessness.
Retrenchment: Permanent expulsion/discharge of a worker.
Downsizing: Reducing number of workforce.
Resource: Productive power of natural things.
Layoff: Temporary expulsion/discharge of a worker.
Employee Engagement: Is a term that defines level of commitment of an employee i.e to what extent an employee is emotionally attached to organisation.
Global Recession: Economic slowdown across the world.
Psychological Crisis: Facing mental or emotional trauma.
Morale: Sense of belongingness to a team or group.