To develop a critical awareness of current factors required for leading and managing people effectively for sustained organisational economic performance, competitiveness and prosperity

Question:

Context

Your Chief Executive Officer (CEO) has just returned from a conference where h/she attended a presentation on engagement. The speakers, from a variety of organisations in the public and private sector, presented case studied detailing the organisation benefits that they have received from the engagement strategies that they had introduced. Although each speaker seemed credible, it appeared that what was meant by the term engagement differed from speaker to speaker. Furthermore, each organisation seemed to measure engagement in a different way and report different outcomes.

Although still very interested in how engagement can benefit your organisation, your CEO has asked you to undertake some research in order to understand that engagement is and whether it really does have the reported benefits of improving performance. H/she would like to know more about what the organisation can do to change levels of engagement.

Your Task:

Within your organisation (or one which you are familiar), draw on relevant research evidence and organisational practice to produce a short report of approximately 1600 words addressed to your organisation managing director/chief executive offer that;

  • Critically analyses the concept of employee engagement
  • Critically analyses the relationship between levels of engagement and organisational performance in your organisation
  • Makes recommendations to achieve changes to levels of engagement in your organisation

Solution:

1.0 Introduction

Currently, all organizations desire to have fully engaged employees working in their entities. According to Kompaso and Sridevi (2010), it is a common desire for employers to have employees who work extensively and effectively and to some extent move an extra mile.  In this case, different entities are sourcing to gain a win-win situation strategically oriented on meeting their needs and that of their employees. Employee engagement represents a combination of commitment to an entity with its values and willingness to assist all stakeholders (organizational citizenship). This report focuses on developing a critical awareness of current factors critical for leading and managing people. The company of focus is Petroleum Development Oman. It operates through recruitment, training, and development of Omani employees and respecting their rights in lien with the Omani Labor laws. It consists of a dedicated and an extensive team of employees working towards the establishment of health work environment which is free from discrimination and harassment.

2.0 Literature Review

Adopting the definition of Brunetto et al. (2012), employee engagement is an emotional and intellectual commitment to an entity or a number of discretionary efforts exhibited by employees in their occupations.  Gallup Organization (2004) report revealed the existence of a critical link between an employee engagement, customer loyalty, growth of business and profitability (Rose et al., 2004). Schaufeli and Salanova (2007) described three levels of employee engagement. The first group is engaged-employee working with passion and adopting a profound connection to their entity. As such, they drive innovation and move an organization forward. The second group is the non-engaged-employees attending and participating at work with time serving…………………………………………………………………………………………………….Please contact our team to receive a personalized assessment based on your company of choice and organisation background

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