Well-established research methods will undoubtedly be beneficial in further exploration of the subject and, consequently, in the development of existing knowledge. Future research should use more objective data sources as opposed to questionnaires. Analyzing data based on the financial results of an organization will be beneficial. Researchers should conduct more longitudinal natured studies on this topic. There are doubts about using UWES scales as a measure for employee engagement. The study questioned the validity of the UWES scale based on its ambiguity and discriminatory properties. It is therefore recommended for more subsequent research on the measurement of employee engagement due to the limitations of the scales in use. The increase in information on the positive effects of best leadership employee engagement on performance necessitates more intense research on the topic. More research on this topic should be conducted to understand better factors that support employee engagement. Employers should implement best leadership employee engagement practices and programs to guarantee the growth of their organizations.
Further research needs to focus on generational diversity found in organizations. Studies show that there are inequalities in employee engagement levels in different generations. Individual work engagement and morale differ based on the age of an employee (Akhavan Sarraf et al. 2017). Work engagement of today's generation is different from the previous generations. In this effect, managers need to understand better and manage employee engagement. Best leadership employee engagement practices will not only lead to the growth of an organization but also bring a better understanding of the current generation of employees. Employers and leaders need flexibility to change with trends to be able to understand the work approach of the new generation of employees and meet their needs. Employee engagement creates a working environment that fosters commitment and participation. Employee motivation plays a vital role in the growth of the company. An effective employee engagement process can turn around the performance of an organization. Limitation of the Study This research is limited to the data reviewed in the literature. The study only analyzed data from the studies reviewed. This limitation is focused on the criterion for choosing the studies for analysis. From the studies, the researchers differentiate between performance, productivity, and effectiveness. The study was only limited to theoretical aspects of work engagement. Finally, there was a limited online database to support the search process for the study. This topic has not been explored thoroughly. More important is that most research focused on an individual level of engagement. Studies on teams or organizational levels of employee engagement are minimal.
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- Summer '18
- Brett Gordon
- Management, Malcolm Baldrige National Quality Award, Engagement ring