BU51024-Managing People & Organisations Assignment Sample

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Introduction of BU51024-Managing People & Organisations Assignment

The study will provide a deep insight into the different aspects of employee engagement and its distinct outcome. Moreover, it will also generate exploration about the employee engagement programs that are being launched by organizations globally. It would also enhance knowledge of whether the employee engagement programs are adding real value to the companies. It would define the causes behind the failure of programs of employee engagement to add value to the firms if they are failing. It will also reflect analysis about the way they are adding value to the firms. Finally, it will enhance a suitable conclusion about overall lessons that had been learned from this discussion.

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Main body

Importance of employee engagement programs

The biggest importance of employee engagement programs is that it helps the workers and staff of an organization to increase their own productivity and learn advanced skills. Moreover, programs of employee engagement support the employees in gaining knowledge about the way the new machines, software, and technologies can be used for manufacturing purposes. On the other hand, it has also been recognized that the programs make the employees more passionate about their work thereby, increasing their interest to communicate directly with customers. This further helps the workers in understanding the different desires of the customers and changes that have taken place in their tastes and preferences (Potoski and Callery, 2018). Thus, now these employees made the production manager aware of the type and quality of goods that must be manufactured, thereby satisfying the customers. Another biggest importance of employee engagement is that it makes the workers aware of the best things or type of job that suits them as per their working experience and educational qualifications. On the other hand, programs of employee engagement help the organizations in developing the environment of working culture, thereby making the employees get fascinated about going to the office on a regular basis. Hence, it can be said that it can be said that programs related engagement of employees are not at all tokenistic as they are able to deliver the promised results within the predetermined period.

The overall programs that are being undertaken by the big companies have an all-out impact on all departments that are involved in the manufacture of the goods that are being sold in the global markets for earning profits. The employee engagement programs also help the workers generate a sense of feeling that they are also equally part of the organization as they get the opportunities to express their innovative ideas and views about a particular decision to the managers and board members. Moreover, their viewpoints are given equal importance and respect by the administrative authorities thereby taking into consideration the logical advice that is being provided by them. It has been identified that many big organizations like Infosys develop infrastructure that will help them in conducting the training and learning sessions so that their fresh and experienced old employees could be able to upgrade their skills and quality of performance (Chanana, 2021). This will further help them in increasing the scope of hiking their salaries and getting promotions in the future. Hence, it can be said that the employee engagement program helps the organizations in increasing the prospects of manufacturing more units of finished goods so that the regular supply in the market can be sustained throughout the year.

On the other hand, it has been identified that companies like Tesla Motors conduct team-building works such as go-cart racing, laser tag, and bowling. These activities are supported in facilitating strong relationships outside of the space of work and provide staff with basic common ground. It can be said that engaged employees are suitable for managers as they help in making difficult and lengthy tasks easier (Mani and Mishra, 2020). The resources and budget allocated for employee engagement would assist them in increasing their motivation, confidence, and dedication, and create a place of work more productive and efficient. The programs of employee engagement additionally help the workers in rectifying the mistakes that they were previously doing while performing their jobs, thereby becoming more professional in their work.

The way employee engagement programs add value to the firm

Employee engagement and wellbeing are in the end taking a main degree within the enterprise world. For too lengthy, they had been considered because the duty of the HR branch was no longer an imperative section of the enterprise approach. but, it's far an increasing number of clean that bad and unengaged personnel are a drag on productivity, innovation, and the lowest line. Government consulting exercise turned into based at the precept that engagement and wellbeing are not separable at all. Healthful personnel are happier and display better charges of task pride. Engaged personnel display as much as work with a jump in their step and are much less liable to pressure, a sizable motive force of negative fitness. Healthful and engaged personnel, in live performance with a robust place of job tradition, are the confidential source for enterprise achievement. worker engagement includes concrete conduct, no longer a summery feeling (Sergio and Rylova, 2018). Businesses that consider engagement as a sense of behavior work surveys and provide perks to enhance the outcomes. The document unearths that the maximum hit businesses create is worker engagement, primary to their commercial enterprise approach. They deliver personnel clean desires and offer them the gear and aid to do their quality work.

The one's groups who score within the highest 20% in engagement comprehend a 41% downfall in absenteeism, and 59% less outcome. Engaged personnel display up each day with ardor, motive, existence, and power. On the other hand, it has been recognized that employees who think and sense that their viewpoints are listened to are 4.6 times more possible to have feelings of empowerment for performing excellent work. It has been identified that almost 96% of employees have a viewpoint that displaying empathy is the vital process of advancing the retention and sustenance of talented employees. The disengaged workers and staff cost the organizations of America up to $550 billion each business period (Shrotryia and Dhanda, 2019). Moreover, as per different reports, 61% of workers are facing huge amounts of physical and mental stress. The latest record at the significance of employee recognition unearths clean and ordinary comments to be vital. The file additionally stresses the significance of what it refers to as outcome-based total reputation. Comments and popularity need to be constantly tied again to a corporation's central credibility and undertaking. Personnel needs to be aware of the fact that his or her jobs have reason and rationality. That is every other reminder that worker engagement needs to no longer be delegated to the human resource branch, however as an alternative, be represented as a valuable segment of the usual commercial enterprise approach. Reputation and remarks are vital however they are no longer sufficient (Sergio and Rylova, 2018). Nowadays, a collaboratively-minded worker expects conversation to be a -manner avenue. As this Salesforce record additionally reveals, ensuring that personnel’ viewpoints and innovative ideas are listened to is a segment of a bigger drive for inclusiveness and equity within the place of work.

Businesses with extra ethnic, racial, and gender variety continuously outperform the opposition. They are greater as it should be, depicting the range of society and attain extra capacity clients, and that they contain a wider variety of views into their choice-creating and approach. Inviting greater human beings to the desk, and making sure their advice is listened to, is a win-win for all people. Empathy is an important section of emotional intelligence, the potential to become aware of and control one’s personal feelings and take into account the feelings of other individuals (Silva-Palacios, 2021). Empathy and engagement are deeply connected, as personnel is not likely to sense in reality reputability and empowerment in an enterprise which does no longer displays empathy.

A current document on a place of work empathy exhibits combined outcomes in this region. Personnel is almost unanimous in concluding at the significance of empathy, but 92% experience empathy and it remains underrated. Furthermore, at the same time as 92% of chief executive officers since their agency is empathetic, most effective 50% of their personnel stated that their chief executive officer is empathetic. It has also been recognized that 70% of the employees had been successful in developing their physical atmosphere for encouraging healthy attitudes and conduct in the future (Antony, 2018). However, as per different reports, nearly 89% of staff at organizations that assist initiatives of worker's betterment are much more likely to suggest his or her own business firm as the best place to do the job. On the other hand, in companies where workers or staff do not consider leadership as dedicated to their skills and career development, merely 17% will suggest that firm is a good site to do the job. It has also been observed that 87% of personnel have expectations from their employer in matters of assisting them in enhancing the balance between personal and professional life and commitments.

Benefits of employee engagement programs

Programs of employee engagement enable the companies in growing the surroundings of the operating way of life, thereby making the personnel generate interest in going to the workplace on an everyday foundation. for this reason, it could be stated that it is able to be stated that programs associated with engagement of personnel are not in any respect tokenistic as they may be capable of supplying the promised consequences under the predetermined duration. The general programs which are being considered with the aid of the big agencies have a complete effect on every department which might be concerned within the production of the products which can be offered within the international markets for gaining revenue (Duthler and Dhanesh, 2018). The worker engagement applications additionally assist the employees to generate an experience of feeling that they may be added similarly a section of the business enterprise as they get the scope to specify their progressive thoughts and views regarding a selected choice to the managers and board participants.

Furthermore, their perspective and ideology are provided the same significance and appreciation with the aid of the executive members thereby taking into account the rationale recommendation which is being furnished through them (Siddiqui and Sahar, 2019). On the other hand, it has been recognized that employee engagement programs make the employees more focused and committed towards their job along with encouraging them to take additional steps for increasing the quality of the products. This is due to the fact that these programs make the employees feel that they are also given equal value by the senior managers and board members. Moreover, they start thinking that they could be able to achieve huge growth both in terms of promotion and salary in future. It has also been recognized that employee engagement helps the workers in removing their mental and physical stress that they had to face due to overload of work (Chandni and Rahman, 2020). Thus, it supports them in reducing those frustrations that lead to development of depression and lack of happiness towards their own life in the future. Another biggest benefit of the personnel engagement program is that it tends to create an appropriate balance between the professional and personal life of staff thereby, providing them scope to spend some quality time with their families and children.

The reason behind the failure of programs of employee engagement to add value to a company

The programs of employee engagement fail to add value to the firm because of the lack of effective communication between the managers and employees. This makes the employees unable to understand the way new machines are to be used and the skills that are required to be developed by them. It has been identified that there are many employees in big IT companies such as Google, IBM, Microsoft, and Capgemini where the employees do not endure good listening skills. This led to a generation of misunderstandings by those employees and started to unnecessarily quarrel with the senior managers and team leaders (Nisha Chanana, 2020). There is also another reason behind the failure of workers engagement programs which is the loss of essence and value of the incentive programs among the organizations. On the other hand, it has also been observed that many organizations have not shown so much interest in looking after the welfare of the employees for retaining talented and experienced workers.

Moreover, the big organizations also start avoiding the basic and major values of the way the employee should be respected, treated, and dealt with which leads to mismanagement of the entire operations in the workplace (NGUYEN and PHAM, 2020). The managers of the organizations also lack proper and deep emotional intelligence regarding the necessity of advancing the skills of employees to make them more suitable for the tough jobs that might be assigned to them in future. There is also no presence of transparency regarding the usages of new technologies and production techniques from the manager's side which is further creating an additional rift between the employees and team leaders in the long run (Shenoy and Uchil, 2018). However, it has been noticed that there are still many big IT companies who do not give proper recognition to the hard work of the personnel which further creates less attraction among the employees to work more passionately for making the company achieve their objectives in a particular financial year. The assets and budget allotted for worker engagement might help them in growing their confidence, self-assurance, and determination, and create the place of business extra effective and fruitful.

Conclusion

From the above study, it has been analyzed that programs of employee engagement support the employees in gaining knowledge about the way the new machines, software, and technologies can be used for manufacturing purposes. On the other hand, it has also been recognized that the programs make the employees more passionate about their work thereby, increasing their interest to communicate directly with customers. It has been observed that employee engagement programs also help the workers generate a sense of feeling that they are also equally part of the organization as they get the opportunities to express their innovative ideas and views about a particular decision to the managers and board members.

The above study also assisted in knowing that employee engagement programs help the organizations in increasing the prospects of manufacturing more units of finished goods so that the regular supply in the market can be sustained throughout the year. It has also been recognized that healthful personnel are happier and display better charges of task pride. Engaged personnel display as much as work with a jump in their step and are much less liable to pressure, a sizable motive force of negative fitness. It has been observed that empathy is an important section of emotional intelligence, the potential to become aware of and control one’s personal feelings and take into account the feelings of other individuals. 

References:

Antony, M.R., 2018. Paradigm shift in employee engagement–A critical analysis on the drivers of employee engagement. International Journal of Information, Business and Management10(2), pp.32-46.

Chanana, N., 2021. Employee engagement practices during COVID?19 lockdown. Journal of public affairs21(4), p.e2508.

Chandni, S. and Rahman, Z., 2020. Customer engagement and employee engagement: systematic review and future directions. The Service Industries Journal40(13-14), pp.932-959.

Duthler, G. and Dhanesh, G.S., 2018. The role of corporate social responsibility (CSR) and internal CSR communication in predicting employee engagement: Perspectives from the United Arab Emirates (UAE). Public relations review44(4), pp.453-462.

Mani, S. and Mishra, M., 2020. Non-monetary levers to enhance employee engagement in organizations–“GREAT” model of motivation during the Covid-19 crisis. Strategic HR Review.

NGUYEN, L.G.T. and PHAM, H.T., 2020. Factors affecting employee engagement at not-for-profit organizations: A case in Vietnam. The Journal of Asian Finance, Economics and Business7(8), pp.495-507.

Nisha Chanana, S., 2020. Employee engagement practices during COVID?19 lockdown. Journal of Public Affairs.

Potoski, M. and Callery, P.J., 2018. Peer communication improves environmental employee engagement programs: Evidence from a quasi-experimental field study. Journal of Cleaner production172, pp.1486-1500.

Sergio, R.P. and Rylova, M., 2018. Employee engagement and empowerment as gateway towards retention: The case of Volkswagen group. Journal of Eastern European and Central Asian Research5(2).

Shenoy, V. and Uchil, R., 2018. Influence of Cultural Environment Factors in Creating Employee Experience and Its Impact on Employee Engagement: An Employee Perspective. International Journal of Business Insights & Transformation11(2).

Shrotryia, V.K. and Dhanda, U., 2019. Content validity of assessment instrument for employee engagement. Sage Open9(1), p.2158244018821751.

Siddiqui, D.A. and Sahar, N., 2019. The impact of training & development and communication on employee engagement–A study of banking sector. Sahar, N. and Siddiqui, DA (2019). The Impact of Training & Development and Communication on Employee Engagement–A Study of Banking Sector. Business Management and Strategy10(1), pp.23-40.

Silva-Palacios, M., 2021. Influencing and Motivating Employee Engagement: An Exploratory Study on Employee Engagement in Organizational Injury-Prevention Programs (Doctoral dissertation, University of Southern California).

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