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Employee Engagement And Satisfaction Management Essay

Employee engagement, also called worker engagement, is a business management theory. An "engaged staff" is person who is fully involved with, and enthusiastic about, his or her work, and so will act in a way that furthers their organization's hobbies. (Wikipedia)

Engagement at work was conceptualized by Kahn, (1990) as the 'harnessing of

organisational customers' themselves to their work tasks'. Bakker and Leiter (2010p1) described engagement at the job as "an optimistic, fulfilling affective-motivational point out of work-related well-being that may be viewed as the antipode of job burnout". In engagement, people make use of and express themselves literally, cognitively and psychologically during role performance.

Employee Proposal is a concept that has evolved over time from Human Reference Management encompassing the totality of the employer's ability to get continuously an employee's devotion, significant and significant contribution to the organisation's goals and objectives, motivation to put at the disposal of the company his key skills and knowledge and most significantly allegiance to the organisation.

An engaged employee is someone who is enthusiastic about their work and feels compelled to strive towards a challenging goal. Strengthening employee engagement directly influences measurable business effects. An engaged employee is 'determined to the success of the company, emotionally fastened and socially associated with the company' (Dr Charles Woodruffe, 2006).

While the word "Employee proposal" is a relatively new strategy in Human Resource Management, many organisations internationally have been quick to imbibe this as a key component in their management of employees as it seems "one of the biggest business expansion opportunities today is focused on work proposal. Companies that produce employee engagement important to their business cannot be touched by their competition. "Employee proposal is a way of measuring employees' emotional and rational attachment to the lender. It is critical to the long-term success of the Group and, so; an employee engagement target was included in the 2008 objectives for Group Professionals" First Loan provider Business Review (2008). Macey ET (2009 p1) argues that 'no company, small or large, can win over the long term without energized employees who believe in the objective and understand how to achieve it'.

A loyalty expert Kyle LaMalfa said in his article (11 Methods to increase your staff devotion) that "organisations that promote employee proposal enjoy more income and expand faster because engaged employees permit a "skill-liquidity, " - an capability to adjust skills to changing business needs - that boosts a company's flexibility to evolve and capitalize on home based business environments".

Employers are little by little realizing that the most important part of their organisations key tool is the RECRUITING. According to the research carried out by ISR Global Research in 2006, they found 52 per cent improvement in a time performance of companies with highly engaged employee's than companies with low employees' engagement.

Bill Werst, author of "GOOD SENSE Controlling (2000)"Identified 5 important elements in achieving employee retention, an integral indicator of worker proposal as; "Competitive Compensation & Benefits, Sound organisational Structure, Authority and motivating WORK PLACE, Recognition and Incentive, Worker dreams and Empowerment".

Recently, there's been a growing emphasis in human being resource texts that praise should be utilised as a proper tool to control company performance and worker engagement (Marchington and Wilkinson, 2005p321). Reward management requires the examination and effective control of employee remuneration, salary and everything benefits. It really is an important feature of real human resource management. Additionally, it is the main reason people work. It is a sensitive and controversial aspect of Human Resource Management that has been greatly and highly debated on. Additionally many authors concur that reward comes with an influence on organisation commitment, engagement, job satisfaction and job desire.

Organisations need to develop an effectively pay back strategy that will help to attract suitable employee as you can, to wthhold the satisfactory ones among the employees, and as an incentive for your time and effort, time, skill, devotion and higher proposal. To ensure high employee engagement in an company is not a function of combining the best operation tools but part of individual source management which can be involved with staffing, motivating and fulfilling the need of men and women at work.

Most organisations put more emphases on the monetary aspect of praise management as the major motivating factor that increase staff engagement, dedication and commitment to the company. Regarding to (Kyle LaMalfa, 2007) "Employee desire should be associated with traditional rewards, such as pay and payment, but also with psychological rewards such as personal expansion, working for the cause, being part of an high-performance team, and being acknowledged for accomplishments. The Institute of Work Studies (IES) also support this in the 2010 survey that the main driver of proposal is a sense of feeling respected and included, involvement in decision-making, liberty to voice ideas, to which professionals listen, feeling empowered to execute well, having opportunities to build up the job, sense the organisation is concerned for employees' health insurance and well-being. Which point out that other benefits besides from pay facet of reward strategy are important motivating factors which organisations have to look at to activate their employees'.

Armstrong and Dark brown (2006 p8) suggested that the incentive strategy followed should be best fit, motivate people, support in attaining higher level of engagement, positive discretionary behavior and commitment to the organisation.

The motivation to carry out this review arouse from the need to actually examine the effect of praise strategy on employees engagement in First Standard bank Nigeria Plc. This study will focus on achieving employee engagement through total praise that involves pay, staff benefits and identification methods (non- economic incentive).

Rationale for Research

Employee engagement levels have dropped in the past years anticipated to tough global economical climates experienced by organisations internationally, and talented employees has jumped ship easily for greener pastures. There can be an debate that dearth of expertise in many particular areas e. g. funding, law, engineering and such employees are often wooed by rival companies who can pay more. This example has also multiply to emerging economies where multinationals attract top ability by offering tempting reward packages. This is also more appropriate to the banking sector in Nigeria where some banking institutions track record high labour turnover while First loan company record little labour turnover and high engagement of their workers. Although reward appear to play a huge role in staff engagement as more often, many employees cite this as one of the reasons they leave their organisations for "greener pastures".

Employee Sustainability engagement Study, which ran from 10 -30 November 2009 and gathered 1055 replies from 44 says and Washington DC in the United States, by brighter Entire world inc. , showed that most engagement efforts may need improvement. Overall conclusions proved that "while most employers have begun interacting with their staff around sustainability, their attempts are nascent and pretty basic e. g. providing recycling bins alternatively than linking bonus items to environment metrics".

Gallup incorporation, a renowned Consulting organization in america of America showed "engagement ratio to be a macro-level indicator of an organisation's health". CIPD 2010 survey on employee proposal confirms that "there's a significant gap between the degrees of engagement found among UK employees and those that would produce maximum performance".

According to First Bank Business Review "Employee Engagement Index rating for 2009 was 2. 9 as resistant to the targeted 3. 3 and this is considered adequate as the Group achieved 87. 9% of its target".

This research will donate to the value of praise Strategy in First bank or investment company of Nigeria Plc, and exactly how best this bank can attract, sustain and keep maintaining their workforce, to find out employees' perception of the reward strategy utilized by their organisation, to stress the value of financial and non-financial incentive strategy on employees' engagement.

Research Questions

This Study looks for to answer the answer the following questions:

What is the incentive strategy framework in First loan provider Nigeria Plc ?

Does reward strategy have a primary influence on worker proposal in First Standard bank Nigeria Plc?

How do staff perceive the compensation plans in First Bank Nigeria Plc?

Is 'pay' enough and how a lot of pay is needed to ensure employee's dedication?

What are the other incentive strategies that can be use to encourage employees to ensure their proposal at work?

1. 4 Research Target and Objective

The overall goal and objective of the study is to investigate the effectiveness and impact of prize strategy on employee proposal in First Standard bank Nigeria Plc.

The Specific Goals are

To examine the concept of reward management and its own consequences for controlling employees and company as a whole

To examine today's reward strategy used in first bank

To determine the effect of the praise strategy on employee's engagement

To identify the factors that can affect employee's proposal and donate to the accomplishment of organization goals.

1. 5 Section Outline

Chapter Two - offers a critical review of the literature on incentive strategy and worker proposal within First Bank Nigeria to be able to generate the framework for the research.

Chapter Three - The analysis will examine the study methodology that will be use within gathering information also provides home elevators the case study organisation.

Chapter Four - The analysis will give an overview of the framework of compensation strategy in First Loan company Nigeria and its influence on worker proposal, and present the results from the interviews.

Chapter Five- The studies from the research completed will be re-evaluated with the aim of the analysis. It then provides a summary of the research including suggestions and also includes an evaluation of the study and advises areas for even more research.

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