Employee Engagement Case

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Employee Engagement

Bachelor of Science in Business Administration

Table of Contents

Task 1        

Definition of Employee Engagement        

Dimensions of Employee Engagement        

Relationship between Employee Engagement and Employee Motivation        

Definition of Motivation        

Motivational Theories        

Extrinsic Motivation        

Intrinsic Motivation        

Impact of Employee Motivation on Employee Engagement        

Increasing Employee Motivation and Employee Engagement        

Advantages of Employee Engagement        

Profitability        

Customer Satisfaction        

Growth of the Organisation        

Employee Retention        

Other Advantages        

Disadvantage of Disengaged and Demotivated Employees        

Task 2        

Introduction of the Company (Coca-Cola)        

Motivational Techniques        

Employee Engagement in the Company        

Task 3        

Recommendations        

Conclusion        

Bibliography        

Task 1

Definition of Employee Engagement

Employee Engagement is the attribute of the employees where they give their effort the best of their abilities. Driven by passion, employee engagement is not just about meeting the job demands but to surpass its standards by giving their whole energy to the work itself so they can willingly help the company to succeed and prosper (Cook, 2008).

Engaged employees are doing their work above and beyond on what is expected for them to perform. These employees are working not just to meet and satisfy their own needs, but to make sure that they meet the standards of the company by embodying the company’s mission, vision, and philosophy. These engaged employees believe that their success should be attributed to a mutual commitment between them and the company and not just their personal commitment.

To sum it up, engaged employees don’t just think about themselves. Instead, they think of the future of the organization and the company. As a result, they draw inspiration from the company itself, and they use this inspiration to do their work more.

There are three categories of employees according to how they are engaged at work. These are: (1) Engaged; (2) Not engaged; and (3) Actively Disengaged. Engaged employees are those who are inspired by their company to push further and utilize their creativity and their resources beyond their limits. Not engaged employees lack passion and as a results, they are slacking off during working hours and does not put their 100% on the job at hand. Actively disengaged employees are those who are not happy with their work and their working environment. They are actively expressing their dissatisfaction and complaints about their work and their company and thus, they emit negativity in the workplace (Garman & Sorenson, 2013).

Dimensions of Employee Engagement

The dimensions of employee engagement depend on how they are connected within the organization (Smythe, 2013). These are: (1) Rational or Cognitive engagement; (2) Motivational or Physical engagement; and (3) Emotional engagement. Cognitive engagement is the degree to which the employee fully grasp the roles and responsibilities that were assigned to him. These employees shows full focus at work and cannot be bothered easily by either external or internal factors. Physical engagement is the degree of willingness of the employee to do the job and invest his energy to go for extra mile. This is where they execute their creativity and let the creative juices flow in their brains to perform the job better than the usual. Emotional engagement is the degree of passion of the employees towards their job. The passion that they are engaging makes them feel that every minute counts as they will perform every ounce of their energy with passion.