...TRENDS IN EMPLOYEE ENGAGEMENT GROUP MEMBERS Tage Anga PGP28362 Avinash K PGP29001 Kaushik Jana PGP29024 Sirisha Jayanthy PGP29032 Sachin Waghe PGP29034 Pritesh Dindor PGP29039 Subhojit Majji PGP29040 NEW TRENDS IN EMPLOYEE ENGAGEMENT Introduction Organizations are struggling to retain the best talent at work and are striving to create an emotional bond to their organization in the minds of the employees. But, for the employees, excitement might be getting diminished as there is no time and are rolling along the chain of busy life in office by attending conferences, meeting the targets, convincing the clients etc. Normal office routines during the day might slump under tremendous work pressure. Organizations who have consistent employee engagement activities keep their workforce unbelievably active. An engaged employee is a productive employee. There is a direct relationship between employee engagement and employee satisfaction, retention, motivation and above all, productivity. Employee engagement activities at office will always keep the employees refreshed and relaxed. Having fun at work will augment team building, bring togetherness, relieve stress and make the employee emotionally bonded to the organization and this will also have an effect on the attrition rates. Employee engagement activities are absolutely...
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...Why does stakeholder engagement matter? Stakeholder engagement is considered to be important for the long -term success of the business. Nowadays more businesses are concerned about collaboration since they realize that emotions play a great role in determining business outcomes. In recognizing this, they tend to use more communication strategies aimed at engaging their customers more broadly and deeply. Here’s a map showing the significant impact of that stakeholder engagement events have on customer perception. http://www.coleridgeconsulting.co.uk/our-services/stakeholder_engagement_benefits.htm This is how I think about why stakeholder engagement is important: Stakeholder engagement displays the willingness to listen. It enables two-way communication which not only provides information but also seeks new inputs to the system. By receiving more information from customers, it leads to effective decision making by addressing possible problems in advance. Stakeholder engagement help managing business risks. Stakeholder engagement shifts from individual to shared responsibility. It turns opposition into support that helps building emotional connection to the organization and create organisational loyalty. By understanding how people are motivated, it allows the company to more easily identify new solutions that get greater stakeholder buy in. Moreover, when people feel be engaged, they are willing to put extra effort towards the business that they trust or...
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...------------------------------------------------- Wiley (2012:2) identifies employee engagement as: 'The extent to which employees are motivated to contribute to organisational success, and are willing to apply discretionary effort to accomplishing tasks important to the achievement of organisational goals'. In contrast to this Swarnalatha and Prasanna (2013:52) claim that: 'Employee Engagement is a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues and organisation that profoundly influences their willingness to learn and perform is at work'. This description opposes that engagement is distinctively diverse from employee motivation, organisational culture and employee satisfaction. The reality is that there is no one agreed definition of employee engagement as there are over 50 definitions that all have variations between them. Although recent reviews by researchers show that there is a similarity in the key components of the varied definitions, these common components that are acknowledged include employee association with organisational goals and a compliance to exert discretionary effort, commitment, enthusiasm for work and organisational pride (Schneider et al, 2009). In the recent years there has become a gradual interest in employee engagement. Firstly the reasons for this is the correlation with organisational performance. By improving employee engagement it can beneficial to companies in order to improves its organisational performance...
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...Engaged Employees = More Profits What does it mean to be engaged at work? Employee engagement is not as simple as it sounds. Many believe that employee engagement simply means having happy employees. However it is a much more complex issue than just happy employees. As Kevin Kruse points out in his article about employee engagement, “Someone might be happy at work, but that doesn’t necessarily mean that they are working hard, productively on behalf of the organization.” (Kruse) Employee engagement is a hot word in the business world that has recently become very important in nearly every organization. Kruse notes that employee engagement is defined as “the emotional commitment an employee has to the organization and its goals.” (Kruse) An employee can be happy at work but if they are not fully engaged they then lack the commitment to go the extra mile to help the organization succeed. A fully engaged employee is more likely to put in extra hours and or overtime to help the organization achieve its goals. An engaged employee usually believes in the goals of the organization and will try their best to make sure that they organization achieves their goals. A disengaged employee can bring down employee morale within the entire organization, as well as negatively affect the organizations profits and reputation. There are a few examples of disengaged employees and how they affect they organization in a negative way. The first example is the employee that is happy at work but still...
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...Civic Engagement: Portfolio Part 1 Our first task was to research a person or a group that we regard as having been or is civically engaged. During my research in the internet I came across the group called CCIVS 1 – Coordinating Committee for International Voluntary Service. It is an International Non Governmental Organisation (INGO) which works in a area of International Voluntary Service (IVS). The CCIVS generates and supports projects settled on the idea that the best way of creating international friendship and understanding each other, is to work together on a objective tasks. Besides guiding the consideration of the movement on the effect, policies and approval related to International Voluntary Service, the CCIVS fellows operate on the five key topics. Those are the Intercultural Dialogue, Sustainable Development, World Heritage, Health and Conflict Transformation. Civic Engagement2 is way of citizens participation in life of the community with the aim of improving conditions for others and/or helping to form the communities future. Being civically engaged means to work with the goal of making differences in the civic life of the communities. To make that difference happen people have to develop the arrangement of knowledge, skills, principles and motivation. CCIVS is helping people to understand the cultural diversity and encourage the positive value of the cultural diversity, supports other organisation to encourage the ESD – Education for Sustainable Development...
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...significant was almost surely your boss. It seems obvious: Direct supervisors who set their teams up for success, observe them in action, ask for feedback, identify the root causes of employee concerns, and then follow through with meaningful improvements have happier, more engaged employees. Why, then, do senior executives who tout the value of employee engagement so often delegate it to the HR department? HR serves an important function, but not even the best HR staff is in a position to take the actions required to affect the attitudes of individual employees or teams. And employee engagement remains a challenge for companies worldwide. Recently, Bain & Company, in conjunction with Netsurvey, analyzed responses from 200,000 employees across 40 companies in 60 countries and found several troubling trends: Engagement scores decline with employee tenure, meaning that employees with the deepest knowledge of the company typically are the least engaged. Engagement scores decline as you go down the org chart, so highly engaged senior executives are likely to underestimate the discontent on the front lines. Engagement levels are lowest among sales and service employees, who have the most interactions with customers. Yet some companies manage to buck these trends. IT-hosting company Rackspace, for instance, has a mantra of “fanatical” customer support. Energized, motivated “Rackers” put in the discretionary effort that creates a superior experience for customers....
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...HR Best Practices: Employee Engagement When we make our checklist of the best organizations we aspire to work for, we often look at a big brand name, a challenging role or a fat salary as some of the parameters to judge the employer. With these fast changing times, employee engagement has become a powerful tool for employer branding. Organizations are focused on creating an engaged workforce not only to encourage higher employee productivity and retention but also attract better talent. So let us look at some of the best engagement practices followed today at some of the Top organizations and how they are impacting business. For a Cause Organizations believe that if employees are given the opportunity to give back to the society through volunteering, they tend to appreciate their jobs much more. The practice - Volunteerism has been part of the GE fabric since 1928. GE Volunteers is a global network that includes employees, retirees, affinity groups, friends and family sponsored by GE businesses and corporate resources. With more than 220 volunteer councils supporting projects ranging from tutoring to cleanups and ‘paint and fix’, this initiative has helped volunteer efforts to focus on health, education, environment and community building. The objective of this GE initiative is to provide ample opportunities to employees to engage in volunteerism as individuals or as groups. Inspiring trust and loyalty It has become predominant for employers to engage factory workers...
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...The Power of Employee Engagement As individuals we seek the things that make us happy in our lives. Society today seems to push our focus and desires from one thing to another, constantly giving the majority of people something to work for. Whether the incentive is promotion, raise, vacation, or even a paycheck, managers are always trying to make employee’s time in the workplace worthwhile. Well what if there was no incentive? What if employees just wanted to work for the best interest of the company? This is where the successful businesses set themselves apart from others. This human resource approach of getting to know your employees and what empowers them is an essential part in becoming an exceptional organization and employee engagement is the a major cause of their success. Employee engagement is defined as the property of the relationship between an organization and its employees. In any organization, the ones that strive the most are believed to have an extraordinary level of employee engagement. An employee who is fully vested into the company and is enthusiastic about working for it will result in a more positive contribution for the organizations credibility and success. When it comes to being a manager, coach, teacher or any figure with authority, one must identify the reason behind it. Many times we see individuals who are masters of their craft but aren’t fully engaged into the organization’s core values. According to the Gallup Business Journal, a...
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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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...Customer engagement Customer engagement (CE) is the engagement of customers with one another, with a company or a brand. The initiative for engagement can be either consumer- or company-led or the medium of engagement can be on or offline. CE aims at long-term engagement, encouraging customer loyalty and advocacy through word-of-mouth. Online customer engagement is qualitatively different from offline engagement as the nature of the customer’s interactions with a brand, company and other customers differ on the internet. Leveraging customer contributions is an important source of competitive advantage – whether through advertising, user generated product reviews, customer service FAQs, forums where consumers can socialise with one another or contribute to product development. Customer engagement is about encouraging your customers to interact and share in the experiences you create for them as a business and a brand. When executed well, a strong customer engagement strategy will foster brand growth and loyalty. NEED: CE-marketing is necessitated by a combination of social, technological and market developments: 1. Businesses are losing the power to dictate the communications agenda 2. Decreasing brand loyalty BUSINESS TO BUSINESS CONTEXT: Customer Engagement in a B2B (business to business) marketing context would typically include a collection of the following marketing programs: 1. Customer Advisory Board or Council 2. Customer Reference Program 3. Executive Sponsor...
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...Customer Engagement at The Co-operative Food Customer Engagement is going beyond exceptional service and is about delivering more personalized experiences based on authentic relationships with customers. The more the store owner knows about the customer, the more personalized the customer experience will be. This, in turn, leads to repeat sales and having potential loyal customers. Co-operative Food sees new technology as a main factor of improving customer engagement and they put emphasis on consumers to make more ethical choices. Sustaining engaging relationships with hundreds or potentially thousands of customers is an impossible task for Co-operative Food. This is why they focus on engaging marketing efforts with their top customers as defined by repeat sales and word-of-mouth referrals. They use online tools to help them manage all of this information. Co-operative Food want to cultivate stronger relationships with those top customers by providing insider deals and other perks not offered to their larger customer base. social media is an established platform for building good customer relationships. They can effectively engage with their customers both online and offline and comes down to: A passion for their business that comes through in the way they interact with customers, talk about their products and services, and freely share their expertise. Sincere interest in helping customers make the right purchasing decisions based on their particular needs. Enthusiasm...
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...PCAOB and its proposal to disclose the name of the lead audit partners in the report has facing mixed opinions from financial experts and public accounting firms. The proposal was suppose to be finalized in September of 2014 but is has been pushed back as everything else seems to be when dealing with high profitable companies (Big 4 in this case). As we further analyze this possible new rule, pros and cons arise and it is important to address we can see more pros if we looking at the investor’s point of view and cons if we put ourselves on the shoes of a public accounting firm. Let’s start by discussing the positive points of having the name of the lead partner on audit reports. First and foremost, that will be someone to be hold accountable for the reports. If a severe mistake is made, the partner in charge will have to explain the reason why this happened. Great news for investors right? Definitely. Now they will have someone to blame if they lose money. By holding partners accountable the audits can be highly improved. Not only the partner will take a closer look on what was done but will question them on how comfortable they are about putting their names on the audits. Therefore investors could rest assured of the quality and reliability of the reports. Another pro regarding this proposal is the transparency in which the accounting profession would be. In an industry where reputation is perhaps the most important asset of a company, being transparent and up front about...
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...The Four Secrets to Employee Engagement Summary The Four Secrets to Employee Engagement Summary This article discusses how to better engage employees in any company. It mentions how most supervisors set up the company for failure and disengaged employees by delegating the HR department to handle employee complaints or concerns. The best human resources staff is not set up to take the actions required to affect the attitudes of the employees or their teams. This being said direct supervisors should set up their own team for success. They should be the ones who do the leg work and face to face interactions. It is important for a supervisor to observe their employees in action and ask each employee for feedback. This allows the supervisors to get right to the root causes of employee concerns and enable them to make meaningful improvements. When supervisors invest in their employees, the employees in turn engage themselves more in their job since they are happier and more confident that if they have a problem their direct supervisor will be there to fix it. The article mentions how Bain & Company in conjunction with Netsurvey analyzed responses from 200,000 employees from 40 companies in 60 different countries found that: Engagement scores decline with employee tenure, meaning that employees with the deepest knowledge of the company typically are the least engaged. They also decline as you go down the organization chart, so highly engaged senior executives are likely...
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...PROJECT REPORT ON ACC LIMITED (SALES UNIT) NAGPUR EMPLOYEE ENGAGEMENT A Report Submitted to Rashtrasant Tukadoji Maharaj Nagpur University In Partial Fulfilment of the requirement of Master of Business Administration (MBA) Course Specialization in Finance & Human Resources Management Academic Session 2013- 14 Prepared by PRITI ASHOK MOHITE (Student Name) SARAN MAM Guided by ____________________________ (Guide’s Name) Tirpude Institute of Management Education Note : (Font : Times new Roman 14 – Regular for all text and for Subject Name, Student Name, Guide Name and College Name used Times New Roman – Size 14, Bold) Note : (Font : Times new Roman 14 – Regular for all text and for Subject Name, Student Name, Guide Name and College Name used Times New Roman – Size 14, Bold) Civil Lines, Sadar, Nagpur – 440001 Certificate This is to certify that Miss. PRITI ASHOK MOHITE is a bonafide student of Tirpude Institute of Management Education, Nagpur pursuing Master of Business Administration (MBA) course specialization in FINANCE & HUMAN RESOURCE Management during academic Session 2012-13. The candidate has worked under the supervision of SARAN MAM (Guide name) and has satisfactorily completed his / her project work in this academic session. The project submitted by him / her is his /her own work and is complete so as to warrant its presentation for examination. His / Her project work titled EMPLOYEE ENGAGEMENT (title of project) which is in partial fulfilment of...
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...In this post, we outline some of the most popular coloured gemstones to use in an engagement ring and their corresponding meanings. Different gemstones evoke different emotions and memories symbolizing the strengths or goals of a relationship. The meaning behind the engagement ring can make the jewellery that much more special, unique and most importantly: personal. By personalizing the ring to this level, the engagement ring or wedding band elevates itself from a collection of materials to something more difficult to quantify. It becomes a symbol of love and the special bond of two people. 1. Aquamarine Aquamarine is the birthstone for the month of March. They are a crisp shade of crystal blue that rivals the colour of the waters in the...
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