testengagement

Importance of Employee Engagement According to Armstrong et al (2010) higher level of Employee engagement produces organizational benefits such as Higher productivity / performance , Low staffs turn over ,Better attendance . Employee engagement improves Safety level of the organization ( Vance , 2006 cited in Armstrong and Taylor , 2014 ). Further high levels of engagement   results   in   lower absenteeism and higher employee retention ,   increases in employee effort and productivity , improvement of quality and reduction of error rates , increase of sales, higher profitability, earnings per share and shareholder returns, enhancement of   customer satisfaction and loyalty , faster business growth   and higher likelihood of business success (Stairs and Galpin , 2010 , cited in Armstrong and Taylor , 2014 ) . Reference List Armstrong, M.(2010) Armstrong's Essential :Human Resource Managewment Practice,Guide to People Management. London : Ko...

Drivers of Employee Engagement According to Crawford et al (2013 ) main Drivers of Employee engagement are Job challenge , Autonomy , Variety , Feedback ,Fit , Opportunities for development , Rewards and recognition . Job Challenge is created with responsibility and work load ,where most of the bank employees are dealt with Job Challenge with current volatile market conditions . Autonomy is freedom allowed to employees to work ,which the Employees in organizations like financial institutions are delegated the authority to work freely with in the applicable limits . Job autonomy is considered as a chief characteristic of work and possibly the most extensively studied job characteristic. There is growing evidence to suggest that although employees are working harder and they take their work much seriously but still they seem to be less passionate and less satisfied and less committed to their organization because they are restricted from working freely and making decisions re...

How to enhance Employee engagement a. Through line managers-Line Managers play key role in Employee engagement ,where the   Line Managers should make employees aware of their individual strengths , provide continuous feedback on how those strengths are being used , ‘clear the path’ so that employees can do what they do best without unnecessary distractions ,build trust by showing commitment to the employee’s success, challenge people within areas of their distinctive strengths, focus upon particular skills and knowledge in order to build talent into strength, give employees ownership and creation of their outcomes (Coffman and Gonzalez-Molina , 2002 , cited in Armstrong and Taylor , 2014 ) . However ineffective line managers may lead to develop distress among the employees and to increase labor turn over of an organization . b.Job design-Job design assist the employees to identify their job roles and related desk instructions of the assigned job . c. Learning and Deve...

Draw backs of Employee Engagement There is a negative side to engagement – burnout or disengagement   Burnout   is described as   ‘a syndrome of emotional exhaustion and cynicism’ (Maslach and Jackson , 1981 cited in Armstrong and Taylor , 2014 ) . Burnout is caused as a result of high workloads ,high pressure on the employee to perform to achieve unrealistic targets of the organization . Burnout will lead to failure, low productivity, demotivation increase absenteeism or leaving the organization and   lead to deteriorate of quality of the production level . Burnout or Employee Disengagement can be seen in Commercial Banks mainly due to unrealistic targets with the high competition in the banking sector in Sri Lanka .And also Quality of the Lending portfolios has been deteriorating through out last year .Credit Growth of the industry was only 16.1% during the year 2017 ,where the Credit Growth of the One of the leading Commercial Bank in Sri Lanka was 2...