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Employee Engagement

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Although there is no single and generally accepted definition for the term employee engagement, several individuals and professionals have come up with certain understanding of the term. According to Kevin Kruse a contributor on Forbes Magazine he defines employee’s engagement as an “emotional commitment the employee has to the organization and its goals.” (Kruse, 2012) This commitment enables employee’s perform above expectation. According to Kevin Kruse, because employees care about their organizations, they are more productive. In addition, they give better service and stay longer in their jobs. As a result of increased productivity, goods and services are carried out in an efficient and effective manner thereby creating customer loyalty, increasing customer’s happiness, which drives sales and increases profit overtime (Kruse 2012). Additionally, employee engagement is also seen as “a positive attitude held by the employee towards the organization and its value (Robinson et al, 2004) On the other hand employee engagement can be seen as a desire and duty - the willingness to invest time and increase one’s discretionary effort to help the organization succeed, which is beyond simple satisfaction with the employment arrangement or basic loyalty to the employer (Blessing White, 2008; Erickson, 2005; Macey and Schnieder ,2008).

On the other hand, organizational viability means that an organization as the potential and ability to remain in business over a long period of time. In relation to “The why of work” Dave and Wendy mentioned that government help rescue sinking organizations during recession (Dave & Wendy 2010). One of the reasons why organizations experience “organizational leaks” is as a result of time investment but not heart investment. (Dave & Wendy 2010) According to Dave and Wendy bailing out an organization is not a bad idea but helping them realize

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