Employee Engagement and Commitment
Employee Engagement and Commitment
According to (Porter et al, 1974) commitment has the relative strength of individual identification and participation in a particular organization no matter the size, the company can win for a long time with energetic employees and believe in the enterprise 's mission and understand how to achieve. As Guest, (1987) stated the human resources management policy aims to maximize organizational integration, employee engagement, flexibility and work quality.
Employee engagement is when people at work are full of interest and enthusiasm for the work, even excited about the work, and ready to redouble the efforts to make the best to complete the work ( Bevan et al,1997). Ex: World Health Organization continuously developing and innovate to respond to a changing world (who.net, 2020).
(Beer et al,1984) identified commitment in their concept of HRM as a key dimension because can result not only in more loyalty and better performance for the organization. but, in self-worth, dignity, Commitment refers to determination and loyalty and related to how individuals feel about organization (Mowday, 1998).
The three features of commitment recognized by (Mowday et al, 1982) are
1 A strong desire to remain a member of the organization. Ex: present working place experience sharing: Most of the employees has working experience above 15 years..
2 A strong belief in and acceptance of the values and goals of the organization Ex :seek a world of hope, tolerance and social justice, where poverty has been overcome and all people live in dignity and security (care-international.org).
3 A readiness to exert considerable effort on behalf of the organization.
The Importance of Commitment
The organization shifts from a traditional control-oriented approach to a workforce management method that relies on building orders, exercising control, and achieving efficiency, can improve performance and employee commitment (Walton, 1985). Ex: INGO employees never expect, favors, affection, gifts, attention, goods, money and property. ZOA Sri Lanka employees are committed to the humanitarian work.
The main problem areas: evaluation of the concept of commitment
1) The imprecise nature of the term: To check career commitments and job commitments. Once the general concept of commitment is applied, union commitment, working group commitment and family commitment should be considered (Guest 1987)
2) Its unitary frame of reference: When adopting a incorporated frame of reference (this assumption assumes that the organization consists of people with common interests), it can be criticized as being too simple or even misleading (Walton,1985)
3) Commitment as an inhibitor of flexibility: This method not only does not reflect the actual situation of the organization, but also narrows the limitations of the organization. They believe that if employees are expected and they are encouraged to be strict Commit yourself to develop a set of values and goals (Coopey and Hartley,1991)
Video 1:1 Engaged and committed employees
Participation and commitment. As an organization, when employees are full of passion and willingness to execute, will get more achievements. The dedicated and dedicated employees are driven to make the most of their work and organizational goals.
Source - ( Effectory 2012/04/17)
List of References
Bevan S, Barber, L and Robinson, D (1997) Keeping the Best: A practical guide to retaining key employees, Institute for Employment Studies, Brighton
Coopey, J and Hartley, J (1991) Reconsidering the case for organizational commitment, Human Resource Management Journal
Guest, D E (1987) Human resource management and industrial relations, Journal of Management Studied
Guest, D E (1987) Human resource management and industrial relations, Journal of Management Studies,
Mowday R (1998) Reflections on the study and relevance of organizational commitment. Human Resource Management Review
Mowday, R, Porter, L and Steers, R (1982) Employee organization Linkages: The psychology of commitment, absenteeism and turnover, London, Academic Press
Porter, L W, Steers, R, Mowday, R and Boulian, P (1974) Organizational commitment: job satisfaction and turnover amongst psychiatric technicians, Journal of Applied Psychology,
Walton, R E (1985a) From control to commitment in the workplace, Harvard Business Review
Welch, J., & Welch, S. (2006, May 8). Ideas the Welch way: How healthy is your company? BusinessWeek,
Hi Ijazz
ReplyDeleteI believe that the best case scenario is when an employee is engaged in the job and committed to the organisation. If an employee is only engaged, there is the distinct risk that they are not committed to the organisation, and vice versa.
Good day, Ijaz. I completely agree with you. Employee commitment, according to Pellikaan (2017), refers to an employee's devotion to completing a specific task or activity, whereas employee engagement refers to an employee's contribution to the achievement of organizational goals.
ReplyDeleteEmployee commitment is based on how happy people are to work for the company. Employees who are engaged are individuals who are emotionally invested in the organization and are continually striving to improve it to the best of their abilities.
Well said lyaz. The main purpose of these motivating factors is to create an environment where people are willing to work with initiative, interest, and enthusiasm, with a high personal and group satisfaction, with the sense of responsibility, loyalty, and confidence to achieve personal as well as organizational goals (Palaniammal,2013).
ReplyDeleteWell written article Ijaz. Would like to add more points. Armstrong & Taylor (2020) mentions that the concepts of commitment and engagement are closely related. According to Storey (2007) employee engagement is defined as a term that broadly equates with the notion of high commitment.
ReplyDeleteWell explained Ijaz, yes, Managers believe that they can exert a positive influence on the engagement of their staff. According to Luthans and Peterson (2002), a manager’s commitment to the organization can increase the engagement and effectiveness of their subordinates.
ReplyDeleteAccording to (Shuck & Wollard 2010), engagement occurs on three levels; cognitive, emotional, and behavioural levels. A newer definition suggests that it is about aligning optimal employee satisfaction with the maximum contribution to the organization's success. However, engagement cannot be forced; it has to come from the employee because it depends on the commitment, motivation, loyalty and trust (Bridger 2014).
ReplyDeleteShuck, B & Wollard, K 2010, 'Employee engagement and HRD: A seminal review of the foundations', Human resource development review, vol. 9, no. 1, pp. 89-110.
Bridger, E 2014, Employee engagement, vol. 10, Kogan Page Publishers.
Wonderful blog! Employee engagement is very important for the growth of the company or organization. Corporates are always looking for the employee engagement company in India, to help them in engaging their employees in various fun team-building, employee engagement activities
ReplyDeleteAmazing Blog! Are you searching for a monthly engagement calendar? If yes, then you’re in the right place. This calendar is a way to communicate with your employees. It's a great idea to use this as a reminder of all your company events. It includes monthly ideas and activities to enjoy with your coworkers.
ReplyDeleteLooking for engaging activities to do with your employees? Check out our Employee Engagement Activities Calendar! We have a wide range of activities, from team building exercises to fun social outings, that will get your employees interacting and having a great time.
ReplyDelete