Employee Engagement
CIPD Managing & Leading People
Employee Engagement
Contents Page
Introduction 2
Principles of Employee Engagement 3
Employer & Employee benefits of employee engagement which might accrue to the employees and to the employer 5
Opposing arguments which might be put forward against the implementation of employee engagement 7
Specific employee engagement practices and techniques which, in my opinion, would be most beneficial to achieving success within
Tayside Contracts 9
Conclusion 11
References
Appendices
Introduction
Employment is one of the main factors in a working person’s life. People work so they can live comfortably, benefit from a better way of life and to provide for themselves and their family. However, within their employment people also look to enhance their career and want to provide their contribution to society to feel valued. People can often feel their job is a part of their identification. Working lives and personal lives have an impact on each other. When a person is unhappy or stressed in their personal life this will have a negative impact on their working life and vice versa. There is strong correlation between job satisfaction and life satisfaction (CIPD 2011). Successful employee engagement can ensure a productive, harmonious work-life continuum.
Principles of Employee Engagement
“employee engagement is when the business values the employee and the employee values the business” (Representative, KHI, as cited in MacLeod & Clarke, 2009)
The term Employee engagement is a relatively new term and can be described as ambiguous and a bit fluffy. Some are of the opinion the principle has been around for years. (CIPD, 2011) There is debate about the actual meaning of it. Some argue Employee Engagement is old management motivational style approaches repackaged with a fancy new name, a new management fad (Businessballs 2011).
Employee Engagement
Contents Page
Introduction 2
Principles of Employee Engagement 3
Employer & Employee benefits of employee engagement which might accrue to the employees and to the employer 5
Opposing arguments which might be put forward against the implementation of employee engagement 7
Specific employee engagement practices and techniques which, in my opinion, would be most beneficial to achieving success within
Tayside Contracts 9
Conclusion 11
References
Appendices
Introduction
Employment is one of the main factors in a working person’s life. People work so they can live comfortably, benefit from a better way of life and to provide for themselves and their family. However, within their employment people also look to enhance their career and want to provide their contribution to society to feel valued. People can often feel their job is a part of their identification. Working lives and personal lives have an impact on each other. When a person is unhappy or stressed in their personal life this will have a negative impact on their working life and vice versa. There is strong correlation between job satisfaction and life satisfaction (CIPD 2011). Successful employee engagement can ensure a productive, harmonious work-life continuum.
Principles of Employee Engagement
“employee engagement is when the business values the employee and the employee values the business” (Representative, KHI, as cited in MacLeod & Clarke, 2009)
The term Employee engagement is a relatively new term and can be described as ambiguous and a bit fluffy. Some are of the opinion the principle has been around for years. (CIPD, 2011) There is debate about the actual meaning of it. Some argue Employee Engagement is old management motivational style approaches repackaged with a fancy new name, a new management fad (Businessballs 2011).
References: Armstrong, M. 2006. Human resource management practice. London: Kogan Page Chartered Institute of Personnel & Development, 2011 Chartered Institute of Personnel & Development, 2011. Reflections onEmployee Well-being and the Psychological Contract [online] Available at: Chartered Institute of Personnel & Development, 2011. Reflections on Employee Engagement [online] Available at: Chartered Institute of Personnel & Development, 27 February 11, Employee Engagement. 37 . 30 November 2009, http://www.cipd.co.uk/podcasts/_articles/_employeeengagement37.htm?view=transcript Community Business Balls, 2011 Lewis, S, 2011. How to…keep your staff engaged. [online] Available at: http://www.peoplemanagement.co.uk/pm/articles/2011/01/how-to-keep-your-staff-engaged.htm [Accessed 01 February 2011]. Smith, D, 2010.Employee engagement. [online] Available at: http://www.londonbusinessforum.com/events/employee_engagement Waldman, J, 2010. Motivating employees. [online] Available at: http://jeffwaldman.wordpress.com/2010/12/14/motivating-employees-w-tedious-jobs-part-1/