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Exploring employee engagement from the employee perspective: implications for HRD By Brad Schuck, Tonette Rocco and Carlos Albornoz

Purpose of the Study

            The study handled by Shuck and his colleagues specifically place close attention on how employee engagement at work is affected by their perspective about their personal satisfaction both on the system of the organization they are working for and on the system of development that they are able to incur for themselves. In relation to this, they hope to understand what fully pushes employees to perform at their best hence creating an impact on the manner by which the organization functions as a team. This particular topic could be considered relevant and practical especially in connection to the current condition or trends happening in the business industries around the globe. Focusing on this topic makes this research accurately dependent on the current situations of global businesses and specifically practical which would make it easier for organizations to apply whatever is found usable for the development of their own businesses.

Methodology and Approach

            Considering that employee satisfaction creates a huge difference when it comes to the definition on how a specific sense of operation in a business pushes through, this research entails to examine the reaction of a group of employees from one of the most sought after organizations. It has been said that the organization was voted by employees as one of the best employing institutions. Knowing the reason behind such reputation is expected to help in establishing the central theme that the research is based upon. Random interviews were handled to get the reaction of the employees who were asked about the most common conditions of work that they are subjected to and the condition of satisfaction that they get from completing such assigned tasks. What makes the institution as pleasantly workable as it is today? This question is likely one of the most important cues that the researchers used to see if employee perspective on their work actually affects employee engagement with their assigned tasks. This approach is considered effective as there is no other institution that could provide better participants for the study but that of the organization with a good reputation of satisfying its employees. This made the measurement and comparison of the elements of employee perception much easier to explain.

Results and Data Analysis

            The completion of the research imposed that there are three specific elements of employee perception affecting employee engagement. The first one is relationship development and attachment to workers, the second one is workplace climate and the third one is the opportunities for learning provided for the employees. These three aspects provide an indication as to why individuals are motivated to work in full accord with the system and the policies of the organization they are enjoined with. Utilizing the qualitative approach of research best fits in the analysis of the results garnered as they are more focused on measuring human behavior and reaction depending on specific situations and experiences.

Final Remarks

            Overall, the study is considered vital, reliable and practical for the modern system of business operations. With many individuals employed in a single organization, it is essential that the business owner give attention to the three elements found in the study to be necessary in establishing employee satisfaction. Using the theories of Kahn and Maslow for satisfaction serve as a strong foundation for the discussion of the results that were garnered from this study. Through this approach, the explanation became much easier to understand as it does have a strong basis of factual definition.

Reference:

Shuck, et al. (2011). Exploring employee engagement from the employee perspective: implications for HRD. Journal of European Industrial Training Vol. 35 No. 4, 2011.