Mgmt1001 Eassy

There is no definitive agreement about the definition of Employee Engagement (EE) and how to measure it. However, as Shuck & Wollard (cited by Shuck, 2011, p.305) said, EE can be seen as a set of aspects (cognitive, emotional and behavioral) of an employee that allows him to perform his tasks in a desired way by the organisation. Despite of different views of EE meaning, there is consensus that engaged employees provide desired outcomes for the company and for themselves. In order to support this point of view about the benefits of EE and to find ways to improve it, many studies have been made. The studies used as references have shown the financial impacts and the changes of work conditions when EE programs were implanted. They also have shown that the organisation design and the level of support and communication offered to the employee are factors that could be used in order to improve the EE. Due to the positive effects of EE, it has become one of the most important topics in management and human resources.

Cole, Saks, Shuck, Ghosh , Zigarmi and Nimon (cited by Saks and Gruman, 2014, p.157) argued that a conceptual overlap between engagement and the concepts of job satisfaction, job involvement and organisation commitment can be one of the sources of some differences between scholars and practitioners about the meaning of EE. In order to avoid confusion between these concepts is important to discuss and explain them. An organisation always aims good levels of employee productivity, and this behavior depends on many attitudes such as job satisfaction, job involvement and organisational commitment. A satisfied, involved and committed employee is more likely to have higher levels of productivity. Although these concepts are related to the concept of engagement, they have some differences, in order words: an employee can be satisfied, involved and committed without performs in a way that surpass the organisation expectations, i.e. he can be not...