GIST.docx - HUMAN CAPITAL MANAGEMENT ASSIGNMENT EMPLOYEE...

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RABIYA HASSAN ROLL NUMBER: 26 | HUMAN CAPITAL MANAGEMENT ASSIGNMENT EMPLOYEE ENGAGEMENT
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Employee engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively, the nature of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests. An engaged employee has a positive attitude towards the organization and its values. An organization with "high" employee engagement might therefore be expected to outperform those with "low" employee engagement David Macleod : This is about how we create the conditions in which employees offer more of their capability and potential ”. Employee engagement is based on trust, integrity, two way commitment and communication between an organization and its members. It is an approach that increases the chances of business success, contributing to organizational and individual performance, productivity and well-being. It can be measured. It varies from poor to great. It can be nurtured and dramatically increased; it can be lost and thrown away. In their review of the literature in 2011, Wollard and Shuck identify four main sub-concepts within the term: 1. "Needs satisfying" approach, in which engagement is the expression of one's preferred self in task behaviours. 2. "Burnout antithesis" approach, in which energy, involvement, efficacy are presented as the opposites of established "burnout" constructs: exhaustion, cynicism and lack of accomplishment. HUMAN CAPITAL MANAGEMENT ASSIGNMENT 1
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3. Satisfaction-engagement approach, in which engagement is a more technical version of job satisfaction, evidenced by The Gallup Company's own Q12 engagement survey which gives an r=.91 correlation with one (job satisfaction) measure. 4. The multidimensional approach, in which a clear distinction is maintained between job and organisational engagement, usually with the primary focus on antecedents and consequents to role performance rather than organisational identification. What’s employee engagement - as employees? Employee engagement is about understanding one’s role in an organisation, and being sighted and energised on where it fits in the organisation’s purpose and objectives. Employee engagement is about having a clear understanding of how an organisation is fulfilling its purpose and objectives, how it is changing to fulfil those better, and being given a voice in its journey to offer ideas and express views that are taken account of as decisions are made. Employee engagement is about being included fully as a member of the team, focussed on clear goals, trusted and empowered, receiving regular and constructive feedback, supported in developing new skills, thanked and recognised for achievement.
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