Driving Employee Engagement: Contemporary Trends in Engagement

Employee engagement is an important concept in today\u27s workforce. Engaged employees work harder and more efficiently, while disengaged workers may in fact work against the company\u27s mission. Employee engagement can be increased with a number of different interventions and initiatives. Internal social media platforms promote communication and collaboration among employees. Employees who have had additional training and development are more engaged, as well as employees who receive feedback from managers. Promoting a balance between work and life also leads to more engaged employees, as well as recognizing employees for the work they do. Managers can also learn ways to increase engagement. When considering initiatives to increase employee engagement, leaders must asssss the company\u27s readiness to change, and the measurements they will use to evaluate engagement. They must be ready to invest in the program, ffid follow through with re-evaluation

The significance of the linkage between organizational communication and employees’ performance : a review paper

In this era, employees‟ performance has been emphasized by organizations. This is because good employees‟ performance could enhance the overall organizational performance. It is crucial to look for the factors or antecedents that could improve employees‟ performance. Organizational communication is known as one of the significant contributors to employees‟ performance. Based on social network theory, it is important to have good interaction through communication in order to improve the performance among employees in an organization. Therefore, the authors aimed to review the linkage between organizational communication and employees‟ performance. However, the findings from previous studies failed to provide consistency on the linkage between the variables. The failure of providing consistency for the linkage between the variables has created an awareness to researchers for further investigation. Future researchers are suggested to conduct more studies in future in order to provide consistency of findings on the linkage between organizational communication and employees‟ performance

EXPLORATORY STUDY OF EMPLOYEE ENGAGEMENT

Employee engagement is now recognized as an important topic in the company because it relates with turnover rate, productivity of employee and finally to the company growth. A study conducted to describe the finding of an effort to increase the effectiveness of engagement implementation by company in order to increase level of employee engagement. The study used qualitative research method through exploratory study in a multinational company in Jakarta. Data obtained through interviews with key leaders of the company to find out how the implementation of engagement conducted by the company, and a Focus Group Discussion of employee groups to determine the condition of employee engagement. The researchers analyzed the data from both of company and employees to see if there is a gap between engagement implementation by the company and the conditions of employee engagement. To obtain the validity of the data, researchers used triangulation techniques carried out by experts in the HR field. The study found that the company's efforts to implement employee engagement had not been carried out optimally and equally on all engagement indicators. Likewise, the condition of employee engagement has not yet reached optimal conditions. The conclusion described that there is a gap between companys engagement implementation program and the engagement conditions felt by employees. Thus, it is necessary to make efforts to improve the effectiveness of engagement implementation so that increasing the employee engagement bring contributes to the company's growt

A Profile of Project Manager Work Engagement: A Field Survey

Engaged employees are those who are involved in, enthusiastic about, and committed to their work and who are most likely to drive innovation, generate new ideas, have a sense of connection with their work activities, and are involved with the demands of their job (Gallup, 2013). Nowhere is the concept of employee engagement more important than with managing an organization’s projects. Ensuring a project manager is emotionally engaged with his or her work is crucial for project success to meet greater challenges in today\u27s 21st-century global marketplace. In this research study, project managers were asked to respond to an employee engagement survey to ascertain whether project manager work engagement levels are significantly different than the employee work engagement levels of the general population

A Profile of Project Manager Work Engagement: A Field Survey

Engaged employees are those who are involved in, enthusiastic about, and committed to their work. Engaged employees also are those who are most likely to drive innovation, generate new ideas, have a sense of connection with their work activities, and are involved with the demands of their job (Gallup, 2013). Nowhere is the concept of employee engagement more important than with managing an organization’s projects. Ensuring a project manager is emotionally engaged with his or her work is crucial for project success to meet greater challenges in today\u27s 21st century global marketplace. In this research study, project managers were asked to respond to an employee engagement survey to ascertain the level of agreement to the SHRM Work Engagement Survey questions. The project manager responses were compared against the Pearson Chi Square expected value to determine if the level of agreement presented a statistically significant pattern

ANALISIS PENERAPAN EMPLOYEE ENGAGEMENT DALAM UPAYA MENUNJANG KOMITMEN KERJA AIR TRAFFIC CONTROLLER (ATC) PADA PERUM LPPNPI BANDARA KERTAJATI

This study aims to determine how employee engagement is implemented, obstacles in the application of employee engagement, and solutions in resolving obstacles in implementing employee engagement in an effort to support the work commitment of Air Traffic Controller (ATC) at Kertajati Airport. This is based on the problem in which the age of Kertajati Airport is still relatively young, many employees want to move, and employees do not have strong emotional loyalty and attachment to Kertajati Airport, so that their work commitment can be said to be low. This research was conducted at Kertajati Airport from May 2020 to September 2020. This research used a qualitative approach. Data collection was carried out by means of observation, in-depth interviews, and literature study. Interviews were conducted with 7 informants. The concept used is employee engagement. Based on the data obtained, it can be seen that Air Traffic Controller (ATC) employees have implemented Employee Engagement. Internal and external obstacles, such as: a) differences of opinion; b) uneven training; c) misunderstanding between colleagues; d) overlapping tasks; e) the distance from Kertajati International Airport which is far from the employee's house. Efforts are made to overcome obstacles: Have lots of discussions between employees so that there are no misunderstandings or differences of opinion, take the time to go to work and go home on time so that they can arrive at their destination in the expected tim

RECONCILING NEGATIVITY WITH POSITIVE LEADERSHIP: A PRACTICAL APPLICATION

Purpose: The main goal of this article is to reconcile the concept of negativity with positive leadership approaches in a real-world setting.Methodology: We interviewed Mr. Paul Fayad, ex-President & Chief Executive Officer (CEO) of HHA Services, to describe his experience in implementing positive leadership and the role of negativity, and superficially negative behaviors, in creating an engaged workforce.Findings: Effective positive leadership is not unerringly optimistic in all moments and in all things. Instead, it is a responsibility to create a positive work environment for everyone working in your company. This means that managers have to not only keep their people happy, but also eliminate the negative, which can be the wrong people, the wrong process, the wrong equipment, or other processes that should be eliminated. In the elimination of this negative, sometimes critical (or focused-negative) behaviors are required of the “positive leader”.Implications: Negativity is a part of positive leadership, especially during the hiring process and critical conversation. The importance of addressing negativity is discussed

Satisfaction with HR Practices and Employee Engagement: A Social Exchange Perspective

The phenomenon of employee engagement is a major concern in the management circles across the globe. The concept is gaining increasing significance among managers and academic circles in India. In spite of its apparent importance, little research has been hitherto undertaken for identifying the antecedents of employee engagement. On the basis of existing literature, this conceptual paper attempts to define an ‘engaged employee’ as the one who is optimistic, highly focused on his work, enthusiastic and willing to go an extra mile to contribute to sustainable organizational success on a long term basis. The article proposes a relationship between employees’ satisfaction with human resource practices and their level of engagement in the organization. This relationship is explained based on social exchange theory. The article also discusses the importance of employee engagement and its declining levels across the globe. Finally, the present study also notices a dearth of research literature in this domain of human resource management, in Indian context and beyond, and hence it exhorts researchers to carry out relevant studies in this field