...Problem Statement An empirical study on the impact of Employee Engagement on Organizational Performance: Case study on Habib Bank Limited (HBL) Sri Lanka. Introduction / Rationale Habib Bank Limited (HBL) established its operations in Pakistan in 1947 and Head quartered in Karachi Pakistan. HBL made its first international presence in Sri Lanka in 1951. HBL spearheads the commercial banking and it is the largest private sector bank with over 1500 branches across Pakistan. The bank has made its foot prints more than 25 across the globe. HBL drives to make their customer prosper, staff to excel and create value to shareholders (HBL, 2013). The author is employed at HBL Sri Lanka. Author observes that the profitability and productivity has drastically dropped for last two decades and the bank has not achieved the stipulated targets due to employees are not engaged in their work. Some inspection made includes lack of interest in job, not attaining the fixed deadlines, not ready to take challenges and ownership , spending time on personal works & social media and numerous. Employee engagement is one of the key areas which contribute to organizations success. This portrays the involvement of the employee for his/her works. Engaged employees will know the organizations goals, their job role, and they have the passion to achieve and they want to contribute positively for organizations success. These employees are able to volunteer themselves to any tasks and challenges that come...
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...[pic] Work-life balance, employee engagement and discretionary effort A review of the evidence March 2007 Literature review by Dr Mervyl McPherson of the EEO Trust. Extracts from this publication may be copied and quoted with acknowledgement. ISBN No: 0-9582233-4-3 Equal Employment Opportunities Trust PO Box 12929 Penrose Auckland New Zealand Phone: 64 9 525 3023 Fax: 64 9 525 7076 Table of Contents Preface 3 Executive summary 4 1.0 Introduction 6 2.0 Definitions and evidence of relationships 6 2.1 Work-life balance 6 2.1.1 Productivity 7 2.1.2 Relationship between work-life balance and productivity 8 2.2 Workplace/work-life culture 11 2.2.1 Relationship between work-life balance and workplace culture 12 2.3 Discretionary effort and employee engagement: going the extra mile 16 2.3.1 Relationship between discretionary effort/employee engagement and productivity/profitability 20 2.3.2 Relationship between work-life balance and discretionary effort 21 2.3.3 Relationship between workplace culture and discretionary effort 23 2.4 Summary of inter-relationships of key factors 24 3.0 Changing a workplace culture 26 3.1 Case studies of culture change 27 4.0 Conclusion 29 5.0 References 30 Preface Employee engagement has been identified as critical to competitive advantage in a labour market where skilled, committed...
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...ASSIGNMENT 2 (EMPLOYEE ENGAGEMENT) 1. What is employee engagement and how does it differ, if at all, from related concepts like employee involvement, employee participation and employee consultation? How far is employee engagement something which is genuinely new and distinctive, or is it merely a repackaging of old and well-established ideas? (C) Dilbert.com Employee Engagement – A sanity check Before we look at employee engagement, two things to take into account: A quote attributed to Benjamin Disraeli (despite never appearing in any of his memoirs) “There are lies, damned lies and statistics.” (Wikipedia) There are an increasing number of publications, surveys and studies on employee engagement, with the number steadily increasing for at least a decade. Google Scholar currently lists some 99,100 articles related to employee engagement, with 6460 already in 2012. (Google) Employee Engagement - Origin Employee engagement is neither a new concept nor repackaged old-hat – it is an evolution of how employees have been treated within a company, and how they respond to that treatment. “Before the Industrial Revolution, most, if not all, business was local – the corner shop (store), the family farm. Then the industrial revolution changed what we did, where we lived and what businesses focussed on.” (Achievers) In the post war era, main industry was formed around the mass production model where an employee would perform a set task and have no need to know about how other...
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...Impact case study (REF3b) Institution: University of Bath Unit of Assessment: 19: Business and Management Studies Title of case study: Redesigning strategic change to enhance employee engagement during intense organisational transformation 1. Summary of the impact The Change Management Consortium (CMC) is a collaborative network of academics and organizations seeking to improve knowledge and practice on staff engagement in the strategic implementation of change. Research done at the University of Bath has helped organizational members of the CMC internally to improve employee trust and to build commitment to change. The CMC provides member organizations (including: Aviva, Ernst & Young, GKN, GlaxoSmithKline, Kraft Foods, the Ministry of Defence and T-Mobile) with opportunities to utilise highly relevant research findings in order to create cross-organizational dialogues on improving practice. The broad aim of the research is to move from strategies for change based on alignment with management requirements, to strategies for change informed by employee engagement. One of the CMC members, Her Majesty’s Revenue and Custom’s (HMRC) provides a specific case example of the benefits of this research, which led to acknowledged improvements in trust and employee engagement. 2. Underpinning research Longitudinal research has underpinned the development of an approach to the strategic implementation of change that: (1) emphasises the significance of understanding each organisation’s context...
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...Employee Engagement Definition of Employee engagement Emotional Employee engagement is a concept whereby an employee feels an emotional attachment to their employers and the goals and values the employer holds. There doesn’t appear to be a definitive description of employee engagement, but most agree that the emotional attachment is a key element to being an engaged employee. “The term employee engagement has gained considerable popularity in the past 20 years yet it remains inconsistently defined and conceptualized”, Shuck B & Wollard K (2010) - Human Resource Development Review. This emotional attachment could be described as a passion for the organisation and their part in it and a feeling that they can make a difference. “Engagement is about passion and commitment-the willingness to invest oneself and expand one’s discretionary effort to help the employer succeed, which is beyond simple satisfaction with the employment arrangement or basic loyalty to the employer”, BlessingWhite, 2008; Erickson, 2005; Macey and Schnieder ,2008. Definitions of Employee Engagement often contain references to other related concepts, such as Job Satisfaction and Organisational Commitment and indeed, an engaged employee will often exhibit these traits, but they in themselves do not define employee engagement. Employee Engagement is a two way bilateral relationship, whereas Job Satisfaction and Employee Commitment tend to concentrate on what the employee is providing to the employer...
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...Employee engagement means the commitment and involvement of an individual towards their organisation. Every employee of the organisation should be aware of business context and also work with colleagues to improve their performance within the organisation. The organization must work to develop and nurture engagement, which requires a two-way relationship between employer and employee. According to HR practitioners the engagement mainly deals with how the employee feels about the working environment and how the employee is treated within the organisation. It focuses on the employee emotion to achieve success in a company. But some employees never give their level best even after working hard. HR and line managers try to engage them. But most...
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...Issue 6 Employee engagement August 2011 Issue 6 Employee engagement August 2011 APS Human Capital Matters: Employee engagement August 2011, Issue 6 Editor’s note to readers Welcome to the sixth edition of Human Capital Matters—the digest for time poor leaders and practitioners with an interest in human capital and organisational capability. This edition focuses on the concept of employee engagement and its application to the public service workforce. The contribution of employee engagement to organisational performance is central to many of the human capital reform initiatives advocated in Ahead of the Game: Blueprint for the Reform of Australian Government Administration. Importantly, there is an open question on whether the features of employee engagement in the public service differ from that of other organisations. The Australian Public Service Commission is working with other agencies on clarifying not only the key features of APS employee engagement but also what contribution engaged employees make to enhancing organisational capability. The concept of staff engagement has an enormous amount of currency in the business world today; for many the pursuit of ‘engaged’ staff is seen as an end in itself. But there are a broad range of definitions and interpretations of employee engagement in the literature: some are heavy with psychological theory while others link employee views and organisational strategy. However, there are common themes: for example, engagement...
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...this study is to identify most common strategies in managing employee engagement in startup companies in Seattle, Washington, US. Although many research and studies has been conducted to identify strategies to manage the employee engagement, many companies are still unsuccessful to improve their engagement level and their turnover rate. Therefore, this research will narrow the study of employee engagement to a specific type of company, so the result of this study will be most possible to be adopted and referred by other companies in the same category. Engagement level in thirty sample startups will be determined using ISA Engagement Scale and common HR strategies will be evaluated among companies with higher employee engagement score. In the future, the findings of this study can be use as a reference for practitioners at startup companies to develop a better human resource strategy, improving their employee engagement level. Keywords: engagement, startups, human resources, strategy Introduction According to State of the Global Workplace Study by Gallup, there are only 13% of employees are engaged at work in the world. In other word, only one in eight employees that are emotionally committed to their work, contributing to the company’s growth by working effectively and efficiently. Studies have proved that engaged employees contribute to the company’s performance (Arrowsmith & Parker, 2013; Reilly, 2014; Pollitt, 2008) and strategies to improve employee engagement has...
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...Employee engagement From Wikipedia, the free encyclopedia Jump to: navigation, search Employee engagement, also called worker engagement, is a business management concept. An "engaged employee" is one who is fully involved in, and enthusiastic about their work, and thus will act in a way that furthers their organization's interests. According to Scarlett Surveys, "Employee Engagement is a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues and organization that profoundly influences their willingness to learn and perform at work". Thus engagement is distinctively different from employee satisfaction, motivation and organisational culture. Origins Employee Engagement is the extent to which employee commitment, both emotional and intellectual, exists relative to accomplishing the work, mission, and vision of the organisation. Engagement can be seen as a heightened level of ownership where each employee wants to do whatever they can for the benefit of their internal and external customers, and for the success of the organization as a whole. Employee engagement was described in the academic literature by Schmidt et al. (1993). A modernised version of job satisfaction, Schmidt et al.'s influential definition of engagement was "an employee's involvement with, commitment to, and satisfaction with work. Employee engagement is a part of employee retention." This integrates the classic constructs of job satisfaction (Smith et al., 1969)...
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...BEHAVIOR TERM PAPER EMPLOYEE ENGAGEMENT Submitted by - Anjali Krishnan Pgdm-a Roll –p14110 INTRODUCTION Employee engagement is basically defined as a participative process that uses the input of employees to increase their commitment to the organization’s success. The basic logic is that by involving workers in decision making that affect them and by increasing their autonomy and control over work lives, employees will become more motivated, more committed, more productive and more satisfied towards to their job. MAJOR FORMS OF EMPLOYEE ENGAGEMENT • PARTICIPATIVE MANAGEMENT: Participative management basically deals with the decision making process as the subordinates share a significant power of decision...
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...EMPOWERING LEADERSHIP AND EMPLOYEE CREATIVITY Abstract: This paper is organized as follows. First we explain the theory on psychological empowerment and various leadership theories to develop a relationship between empowering leadership and employee creativity. Secondly it provides case studies to support the empowerment theories. We argue that the use positive psychology, specifically empowering leadership, contributes to employee success within an organization. The paper cites research by various highly esteemed professors and the primary sources were various internet articles, journals and websites. Introduction The use of positive psychology, originally proposed by Martin Seligman in his 1998 Presidential Address to the American Psychological Association, has been garnering support in recent studies. It focuses not on why people fail, but rather why they flourish and excel. Recent studies have shown that Empowering Leadership can affect employee creativity. By use of the word “creativity” we refer to the “out of the box’ ideas used in production and problem solving. Professor Alex Linley of the University of Leicester maintained that part of the empowering process calls for the leader to delegate authority which empowers the employee to make decisions and implement actions without direct supervision. This expression of confidence in the employee results in developing the employees feeling of self-efficacy which manifest “in four cognitions: meaning, competence...
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...The Case for Change at Modern Appliances | Employee Engagement at Modern Appliances Inc. | The Case for Change | | In order to build an increased spectrum of customer service, an internal strategy to modify Modern Appliances’ employee engagement was needed. Within an employee centered culture, employees are utilized for their overall value input for increased exposure and profit. This case study will focus on the methods and strategy to redesign a business culture for change and improvement. | Introduction | | As a business that has been operating for almost 75 years, Modern Appliances has proven to be competitive within its market field. Totaling over $ 2 billion in sales, the company has been a leading manufacturer in home and large appliances (Gantz, 2007). Many domestic and foreign appliance manufactures have created innovative ways to increase profit in recent years. As a result, the company has suffered with much pressure to sustain a competitive advantage. In this case study, you will gain knowledge on the strategies Modern Appliances has implicated for change as well as its effectiveness to change the overall culture of the organization. Case for Change at Modern Appliances Inc. Modern Appliances had managed to stay competitive within its market due to its strict control systems. However, the control systems alone were not enough to keep a competitive advantage to sustain within its specific market field. As North American companies implemented...
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...The Miller High Life One Second Ad is one of many PR case studies profiled in the textbook, Public Relations Cases. In collaboration with Dig Communications, Miller High Life developed a newsworthy, attention-getting, beer-selling campaign where a series of one-second ads were televised during the Super Bowl game in 2009. This was not only a great commercial, but it was a smart commercial; one that continues to be studied today. The Case of Miller High Life One Second Ad is a Public Relations case that falls under the category of social media cases. According to Hayes, Hendrix and Kumar, social media involves three distinct components. First, there is a new level of two-way engagement with key target audiences. Today, people expect a voice and expect to be heard using social media venues as their speaker’s dais. Second, the communication process is powered by ever changing and evolving digital technologies. Twitter, Facebook, and You Tube have a very short life compared to legacy communication systems like newspapers, but they will shortly be supplemented, or even supplanted, by a host of new capabilities. Smart phones will eventually give way to a new generation of mobile devices that enhance communication and connectivity. Third, the technologies offer an ease and simplicity of publishing and producing information that allows digital savvy citizens to easily contribute to the public discourse. For example, viral emails circulated among friends become published commentary...
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...The Miller High Life One Second Ad is one of many PR case studies profiled in the textbook, Public Relations Cases. In collaboration with Dig Communications, Miller High Life developed a newsworthy, attention-getting, beer-selling campaign where a series of one-second ads were televised during the Super Bowl game in 2009. This was not only a great commercial, but it was a smart commercial; one that continues to be studied today. The Case of Miller High Life One Second Ad is a Public Relations case that falls under the category of social media cases. According to Hayes, Hendrix and Kumar, social media involves three distinct components. First, there is a new level of two-way engagement with key target audiences. Today, people expect a voice and expect to be heard using social media venues as their speaker’s dais. Second, the communication process is powered by ever changing and evolving digital technologies. Twitter, Facebook, and You Tube have a very short life compared to legacy communication systems like newspapers, but they will shortly be supplemented, or even supplanted, by a host of new capabilities. Smart phones will eventually give way to a new generation of mobile devices that enhance communication and connectivity. Third, the technologies offer an ease and simplicity of publishing and producing information that allows digital savvy citizens to easily contribute to the public discourse. For example, viral emails circulated among friends become published commentary...
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...A PROJECT REPORT ON “TALENT RETENTION AND EMPLOYEE ENGAGEMENT” FOR RING + AQUA A SUBSIDARY OF RAYMOND LTD. SUBMITTED TO UNIVERSITY OF PUNE IN PARTIAL FULFILLMENT OF THE REQUIREMENT OF MASTER OF BUSINESS ADMINISTRATION (MBA) SUBMITTED BY KAVITA M. PAWAR UNDER THE GUIDANCE OF PROF. AMOL KARE SIR VISVESVARAYA INSTITUTE OF TECHNOLOGY, CHINCHOLI, NASHIK- 422 101. 2012-2013 STUDENT’S DECLARATION I undersigned myself declare that, the project entitled, “ TALENT RETENTION AND EMPLOYEE ENGAGEMENT” is executed as per the course requirement of two year full time MBA program of University of Pune. This report has not been submitted by me or any other person to any other University or Institution for a degree or diploma course. This is my own and original work. Place: NASHIK Sign of student Date: Kavita M. Pawar ACKNOWLEDGEMENT A project can’t be said to be the work of an Individual. A project is a combination of views, ideas, suggestions & contribution of many people. I am extremely thankful to my project guide Prof. Amol Kare who gave me the opportunity to do this project on subject “A Study of Employee Engagement with Special Reference to Ring Plus Aqua Ltd; Sinnar” as a major part of curriculum. I wish to express my sincere gratitude to my Ring Plus Aqua Human Resources & engineering...
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