Please check the file before you start on it and do all the tasks required in the file and use CIPD sources only please and plagiarism should be less then 15% please.
Background to Unit – Employee Engagement
This unit is intended to provide learners with a broad understanding of what is meant by employee engagement, including how it can be linked to and yet be distinguished from other related concepts. It covers the components of employee engagement and the processes through which high levels of engagement can be secured and sustained within an organisation, with special reference to the comprehensive application of human resources (HR) policies, strategies and practices. The unit also introduces the learner to the principles of and applications for high-performance working (HPW).
Your task (3,900 words)
"CIPD state that, employee engagement as a concept has become increasingly mainstream in management thinking over the last decade. It proposes a ‘mutual gains’ employment relationship, creating a win-win for employees and their employers. It’s usually seen as an internal state of being, both physical, mental and emotional, but many also view it as encompassing behaviour and in particular work effort. Typical phrases used in employee engagement writing include discretionary effort, going the extra mile, feeling valued and passion for work."
Your CEO has been reading a variety of articles on employee engagement and wants to gain a deeper understanding of the subject area. She has asked you to carry out research and present a business case so the executive team can gain a better understanding of the principles, benefits and costs.
Unformatted Attachment Preview
Purchase answer to see full attachment
Explanation & Answer
Running head: EMPLOYEE ENGAGEMENT
The engaged workers are cognitively focused, affectively connected, and physically
active in their duties. According to McManus & Mosca (2015), “employee engagement
involves the extent of the employees’ passion about their jobs, showing commitment to their
organization, and exerting the appropriate effort on their everyday duties.” The engaged
employees have the right motivation to continue serving their current employers for a long
time. Its importance is unmeasurable as various companies depend on it to gauge employees'
satisfaction at their workplaces. Today, employees are looking for the employers that will
involve them in their duties as they expect, the organizations that promote enthusiasm, and a
working environment that encourage inter-personal relationship and commitment (McManus
& Mosca, 2015). Employee engagement needs various steps and tools to achieve. Among the
ingredients, communication is one of the most vital tools to achieve it. Every organization has
the responsibility to develop clear and precise communication to ensure that it can manage its
employees effectively. This paper seeks to explore the critical elements of employee
engagement that organizations should understand to ensure that they can retain employees for
Principal Dimensions and Components of Employee Engagement
Today, every organization desires to efficiently improve the level of motivation and enthusiasm
in their employees to work towards their goals and objectives. Khan (1990) identifies that the
appropriate employee engagement impacts the employees’ performance significantly and, in
turn, improves the company’s bottom line. Cognitive focus implies attention at work, while
affective connection implies directing emotions towards work.
a. Physical Engagement
Khan (1990), Khan & Fellows (2013), & MacLeod & Clarke (2011) identify physical
engagement is crucial for an organization to achieve its goals. Physical engagement defines
employee engagement in terms of the physical and emotional effort in their line of duty.
Physically, every employee appreciates their work because it is their source of energy. On the
other hand, emotionally, the employees draw a positive job outlook to remain passionate. Khan
(1990) viewed employees as elements of an organization that ‘fly around’ during the working
hours. The interaction among the employees leads to high engagement levels that employees
may draw from their working environment. Also, as the employees focus their mental and
physical energy on their roles and duties, they develop a sense of confidence with their work
b. Cognitive Engagement
The factor that informs this engagement is being aware of the visions and strategies that an
employer has to make sure that the organization is successful (Khan, 1990). This knowledge
guides the employees to work towards the attainment of such a vision with the right
performance. Also, this engagement involves the attention and the understanding that
individuals have in their work. In particular, the cognitive aspect makes the employees realize
that confident decisions and creativity are both encouraging knowledge and come from the
enthusiasm at work.
c. Emotional Engagement
Emotional engagement is another critical element. Every employee should have a good
emotional relationship with their employers. Khan (1990) identifies the need for an
organization to create an environment where every employee feels they belong. That sense
encourages employees to support the goals, objections and missions of the organization.
Emotionally engaged employees easily trust their employers and organizations. An
organization that manages this aspect well promotes a sense of safety and trust among the
employees. In particular, the employer encourages and promotes good interpersonal relations,
making the employees know how to relate and handle one another. The emotional aspect males
every employee comfortable to fit among their colleagues without struggling. Consequently,
group dynamics improve. The organization's ability to handle every employee effectively
supports dynamics and diversity in all the aspects, inside and outside work. However, when an
organization cannot achieve the right emotional engagement it desires, it can reorganize its
management style to fit in its desired place.
Difference between Organizational Commitment, Employee Engagement, Employer
Involvement, and Job Satisfaction
Employee Engagement versus Organizational Commitment
Employee engagement defines the degree and extent to which the employees show
passion about their roles within the organization, commitment to their fellow employees, and
the organization (Kahn et al., 2013). It deals with the entire working environment of the
employees. On the other hand, employee commitment defines the emotional aspect of
involvement. The commitment is more of an attachment that an employee has to their
organization after staying there for a time long enough to have gained the appropriate
experience (Kahn et al., 2013). Despite the difference, employees may be categorized based
on commitment and engagement (Macsinga et al., 2015). The first category is made up of
employees that are both committed and engaged. These employees show significant
engagement in their work and commitment to their organizations. As a result, the employees
show greater love and affection in both work and organization (Macsinga et al., 2015). The
second category comprises of engaged employees. While these employees show significant
engagement levels in their work, they do not show commitment to their organizations
(Macsinga et al., 2015). The third cat...