Employee Engagement Strategies With Special Focus on Indian Firms

Employee Engagement Strategies With Special Focus on Indian Firms

Mohuwa Bhowal (NTPC Ltd, India) and Damini Saini (University of Lucknow, India)
DOI: 10.4018/978-1-5225-7799-7.ch010
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In today's business environment, it is highly important that organizations develop and adhere to the standing orders as well as formulate appropriate policies and reward systems for employees to sustain them in the organization. The purpose of this chapter was to highlight the Indian scenario of employee engagement. Authors described the employee engagement and its major concepts and approaches along with its background, especially in India. Further, the major challenges and encounters in employee engagement field are also discussed. In the end, the authors proposed a list of solutions comprising workplace, leadership, and culture and other ways to handle these challenges.
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Theoretical Background

The term, engagement it is defined as the emotional, physical and cognitive attachment of employees to their work, Due to its orientation towards practice, researchers have explored and tested the theories of employee engagement(Gupta, Ganguli &Ponnam,2015). Employee engagement is the cornerstone upon which rests a number of positive business outcomes such as productivity, improved bottom lines, growth, customer satisfaction, employee retention and safety. Employee engagement not only ensures full commitment from the employees but also creates passionate and enthused workers who strive hard to work towards the organisation’s vision and their personal goals (White, 2008). Increasing employee engagement has traditionally been high on the agenda of Human Resource departments and research also indicates that having an engaged and committed workforce lead to numerous beneficial outcomes, such as lower turnover intentions and higher organizational performance (Bal, Kooij & De Jong, 2013).

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