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 regarding their own work by themselves according to Naqvi et al (2013) .

Variety is expected with providing multi tasks ,different activities to the employees ,which is achieved with job rotation in the branch/department or organization  .Feedback is the review of the performances of the employees ,where most of the Private Organizations ,including private banks are used establish  periodic performance appraisal systems to provide feedback to their employees .Job  Fit can be  identified as the rapport of the employee with the organization and among its co-workers. Person-job fit can be a reasonable predictor of job performance because individuals with high person-job fit had found to have positive work outcome ( Edwards , 1991 , cited in June and Mahmood , 2011) . Accordingly Job  Fit is achieved by day to team work activities , get together functions and annual branch trips . Opportunities for development are provided in the view of growth and development of the employees in their career. Employees of fees all  03 leading commercial banks in the country ,Commercial Bank ,HNB and Sampath Bank are given higher educational benefits such as providing concessionary loan schemes for MBAs,Phds and  reimbursement of course fees, exam  fees to their employees .Rewards and Recognition is also done in organizational level ,where the achievements of the employees  are recognized and rewarded , which may cause directly or indirectly to the success of the organization in the long run . 





Reference List

Crawford, E R. , Rich, B. L . , Buckman, B. and Bergeron , J. (2013) The antecendents and drivers of employee engagement in (eds) Truss, C. , Deldridge,R. , Afles,K. , Shantz , A. and Soane, E. Employee Engagement in Theory and Practice, London, Routledge .

June , S. and Mahmood , R.(2011) The Relationship between Person-job Fit and Job Performance: A Study among the Employees of the Service Sector SMEs in Malaysia  . International Journal of Business, Humanities and Technology , 1(2) 95-97 .


Naqvi , S.M.M.R. ,   Ishtiaq , M . , Kanwal , N. and  Ali , M.(2013) Impact of Job Autonomy on Organizational Commitment and Job Satisfaction: The Moderating Role of Organizational Culture in Fast Food Sector of Pakistan . International Journal of Business and Management , 8(17) 92-93 . Source-http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.901.2320&rep=rep1&type=pdf[Accessed 09 October 2018] .


Comments

  1. ajaykrJanuary 5, 2022 at 3:45 AM

    Wonderful blog! Employees, always find a plan to connect, because they need colleagues to celebrate their successful moments. Engagement activities at the office make employees happy. We bring the Engagement activities online for employees to make office employee engagement events exciting and memorable.

    ReplyDelete

Post a Comment

Popular posts from this blog

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...
Read more
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...
Read more