EMPLOYEE & ORGANIZATION

Employee & Organization



BUS323 Final Exam

1. Employee engagement is an important concept for organizational success since it describes how committed employees are to their work. Identify and define the four drivers for employee engagement and discuss how engagement is related to business ethics.

Employee Engagement

Nowadays, the business landscape presented a new and complex demands on the organization of production. Customer demands for lower prices, better quality and value are unprecedented and unwavering. Many companies look for quick fixes in the form of plant consolidations, redesigns high-value transactions, or the relocation of their activities abroad. As most manufacturers continue to search for fractional reduction of costs, one of the most important driving force to improve business efficiency and profits, but it all seemed - the continuous development of skills and performance for all employees (Hoboken, 2006).

"Participation" is defined as a state of mind in which employees feel an interest in the company's success and well-trained and motivated to perform to levels that exceed the stated requirements. As a result, employees feel about the experiences - the organization, its leaders, and working conditions (Bernthal, Erker, 2004).

While organizations have done a good job of creating the structures, including the technology and achievements in the implementation that best support the activities of organizations, breaking the code for the employee - to learn how this organization can win the hearts and minds of their staff - This is really One of the problems, but also useful for creating high-performance organization.

Drivers

The organization is to attract the active participation of the three sources of influence to change: employees, managers, and organizational systems and strategies. These three drivers working in concert to build engaging work environment. Taking part in several drivers, the ultimate responsibility for the interaction lies within the individual employee. Organizations hoping to drive the participation of workers want to use the passion, commitment, and also to identify the organization. This is achieved by having the right of employees to work, which is our first participation of the driver (Bernthal, Erker, 2004). Organizations can ensure high work suitable for the effective deployment of skills in the selection, placement and promotion decisions. Studies have repeatedly shown that when the work meets the high, the worker performs better and is more likely to remain in the organization. In addition to the motivation, some employees are more likely than others to be primarily involved in their work. This has implications for driving the level of interaction, because the organization can not use the hiring of workers with greater tendency to participate before they even started. It has been found in research that some people have a number of personal characteristics, regardless of their work, and then correlated with higher levels of interaction(Hoboken, 2006).

The study took six organizations and clients and seven working families linking the number of their own tests with the contribution of a employee survey scores. It was found that significantly correlated with the interaction of these six factors (Grow, Hamm, Lee, 2005):

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