HRM and the 'Employee Engagement' Essay Example | Topics and Well Written Essays - 2250 words

HRM and the 'Employee Engagement' - Essay Example Employee engagement is a modern concept in scientific management theories. According to Scarlett Surveys International (2011), â€Å"employee Engagement is a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues and organization which profoundly influences their willingness to learn and perform at work† (Scarlett Surveys International, 2011). An organization may have thousands of employees; however, it is not necessary that all the employees may show same commitment to the organization. At least some of the employees may show some kind of negative attitude towards the organization and they may not deliver 100% of their productivity. â€Å"According to the Gallup Management Journal's Employee Engagement Index, 29% of employees are actively engaged in their jobs, 54% are not-engaged, and 17% are actively disengaged† (Employee Engagement - Excerpts from the Gallup Survey, 2011).The success and failure of an organization lies in its ability to increase the employee engagement statistics and reduce the instances of serious employee disengagement statistics. In other words, ‘Employee Engagement' is Central to an organization's success and HR professionals have a pivotal role in reducing employee disengagement or increasing employee engagement. ... There are many instances in which employees forced to accept certain jobs which are not their cup of tea. Since unemployment is a big problem all over the world, people accept jobs even if they are not comfortable with it. In other words, many people accept jobs because of circumstantial pressures. Such people will show disengagement in their profession which is not good for the organization. A right person at the right place is always a blessing to the organization whereas a wrong person at a critical position may always create problems to the organization. However, it is difficult for an organization to allot jobs always based on the interests of the employees. Modern organizational world may not be comfortable enough to specialists since the demand for all-rounders are growing day by day. Modern organizations ask their employees to work in various departments in order to utilize them effectively based on market fluctuations. For example, the demand for certain goods may vary time to time. It is nonproductive for an organization to keep a huge production workforce idle for longer periods when the demand for their goods becomes low. At the same time, it is unwise to appoint more sales staffs to increase sales when many of the production people remains idle. In such cases, the company may ask some of its production staffs to work in sales department. Production people may find difficulties while they work in sales department because of their lack of skills in canvassing sales. So they will try to show disengagement in their new assignment which is not good for the organization. In such cases, the organization should adopt