06. Employee Engagement vs Employee Satisfaction
The area of employee engagement and employee satisfaction have been thoroughly researched, especially in the present days. To reduce employee turnover and to improve productivity, organizations try to recruit and keep their best employees satisfied and engaged. Employee engagement responds to the emotional connection employees have with their work, by investing their personal physical and emotional energy during their occupation performances (Kahn, 1990). Employee engagement is a metric that measures a person's "pleasure" with their current job and workplace circumstances; it doesn't take into account that however much effort the employee is prepared to put in, and it serves as the basis for employee participation to survive and flourish.(Perera and Wijewardene, 2019).
According to Gallup (2005), when employees are showing devotion to their obligations in the place of work, they tend to present more productivity and efficiency to their stated tasks, and show a desire to stay longer and more loyal to the organization. Employee engagement is a metric of an employee's emotional attachment to a business; it considers the level of financial efforts an individual provides on behalf of the company, as well as the worker who is genuinely committed and engaged in his employment. The Chartered Institute of Personnel Development (CIPD) has regularly shown correlations between how individuals are handled, employee behaviours, and corporate performance in its findings. Employee participation is a multi-faceted concept that is widely understood and appreciated (MADAN, 2017).
Recent employee surveys show that if the organization focuses on employee satisfaction it will thrive in achieving high level of job satisfaction within its employees. Nevertheless, these are two different constructs, often related yet distinctive. Therefore, it is important to clarify different business outcomes of them. Thus, job satisfaction is defined as a pleasurable and positive emotional state, as a result of an individual’s job and job experiences appraisal. Further, it is all about the actions an organization takes in order to satisfy the employees' needs while at work (Macey et al, 2009). Employee may tend to deploy positive or negative attitudes towards their environment and their occupations. If their values, needs, or personal characteristics are fulfilled, the higher the levels of job satisfaction is attained (Abraham, 2012). It is evident that there is a close relationship between employee satisfaction and engagement, having as a significance, the obvious adoption of this relationship by many academics.
Therefore, Job satisfaction is a key component of employee engagement, whereas Garg and Kumar (2012) underline the meaning of employee satisfaction as an important driver of engagement. Employees who serve as in charge of the banking institution's overall operation play a crucial role in the industry. To increase employee satisfaction levels in the banking industry management provide the following factors like training and development, awards, bonuses and advancements, promotions and non-financial benefits to their employees. It helps to strengthen the bond between financial institution and its employees while improving employee engagement. (MADAN, 2017).
Video 01 : Employee Satisfaction Vs Employee Engagement
Source : YouTube
Reference List
- Abraham, S. (2012), Job Satisfaction as an Antecedent to Employee Engagement, SIES Journal of Management, Vol.8 Issue 2, pp. 27-36.
- Gallup (2005), Employee engagement index survey, Gallup Management Journal [Online]. Availableon:http://suite101.com/article/what-is-an-engagedemployee- a214893#1xzz20NoBcpwi. [Accessed on 28th August 2021].
- Garg, A. & Kumar, V. (2012), “A study of employee engagement in pharmaceutical sector”, International Journal of Research in IT and Management, 2(5), pp. 85-98.
- Kahn, W. (1990), Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, pp.692-724.
- Macey, W. H., Schneider, B., Barbera, K.M. & Young, S.A. (2009), Employee Engagement: Tools for Analysis, Practice and Competitive Advantage. Malden, MA: Wiley.
- Madan, s., 2017. Moving from employee satisfaction to employee engagement. Clear international journal of research in commerce & management, 8(6).
- Perera, G,D,N,. and Wijewardene, l., 2019. The impact of employee engagement on employee performance in Sri Lankan licensed commercial banks. Rajarata journal of social sciences, p.27.
- (13) What's the Difference Between Employee Satisfaction and Employee Engagement - YouTube (online), Available at https://www.youtube.com/watch?v=HRwTnFO43zw , Accessed on 30th August 2021.
Agreed, Employee engagement is also a word that relates to a worker's level of enthusiasm and devotion to their job. Employee turnover happens when employees are unhappy with their current job. Employees who are dissatisfied with their existing situation will look for work elsewhere when the global economy improves (Gupta-Sunderji, M., 2004).
ReplyDeleteYes Sampath. Employee engagement is not only ensures full commitment from the employees but also creates passionate and enthused workers who strive hard to work towards the organization’s vision and their personal goals (white,2008).
DeleteEmployee engagement is highly depend on satisfaction of individuals and Wellins and Concelman (2005) suggested that productivity, ownership and loyalty increment has to be done with employee satisfaction and motivation is also depend on that. According to APD white paper of employee satisfaction Vs employee engagement(Ahmad, 2017), employee satisfaction and engagement are different but have related measurements, satisfaction is how employee feels but engagement means commitment and connection to work, anyhow satisfaction is able to increase engagement.
ReplyDeleteYes. Employee engagement is not only ensures full commitment from the employees but also creates passionate and enthused workers who strive hard to work towards the organization’s vision and their personal goals (white,2008). Many HR expeditors, scholars and researchers found many benefits of employee engagement from organization side and employee side. I try to highlight the main benefits found by well reputed scholars and researchers from this field.
DeleteAgree with you. Employee engagement is described as an employee's level of commitment to and happiness with their employment. Employee retention could include employee engagement. Job satisfaction is defined by (Locke, 1976) as a pleasant or upbeat mood arising from a positive assessment of one's job or work experiences. With the growing diversity of the workforce and businesses entering new markets, it's more crucial than ever for businesses to keep their employees engaged in order to retain the best employees. When employees are engaged, they are more likely to be satisfied and motivated, which leads to the retention of top talent and gives the company a competitive advantage.
ReplyDeleteYes. Menupa.as you stated in your comment employee engagement reflect the relationship between organization and the employee. When organization able to maintain positive employee engagement it will able to achieve the goal and objectives effectively.
DeleteGallup Research Group defines employee engagement as the individual’s involvement and satisfaction with as well as enthusiasm for work.(Hater et el,2002).
Agree with your arguments. According to Hewitt,(2012) employee engagement is a psychological state and behavioral outcomes which lead organization to better performance. And he describes the outcomes as Say, Stay, and Strive.
ReplyDeleteYes. Employee engagement is also indicator of high productivity and employee retention (Srivastava & Bhatnagar, 2008).
Deleteyes Nimna, Employee’s personal opinions about themselves can have an effect on their engagement in the workplace. They can decide how engaged they will be in the workplace and how committed they will be to their job both physically and mentally. Employees that are not engaged won’t connect with their own work or work that is to be carried out with colleagues (Kahn, 1990)
ReplyDeleteAgree with your idea of job satisfaction. According to Phani Sree and Lakshmi (2020), by improving individual performance well-being, organizations develop employee engagement and ultimately business success. It is employers’ responsibility to motivate and empower employees even though the employee is independent and self-motivated (Harika and Bindu, 2020). To increase motivation, satisfaction and to lower turnover, employees of Sampath bank PLC in Sri Lanka are offered above average salaries and benefits (Sampath bank annual report, 2020).
ReplyDeleteYes, Lasanthi. As you mentioned employer has more responsibility on motivating staff. For that they use financial as well as non financial benefits. In banking sector we can see that employers take many actions towards this. Like, Higher salary scales, bonuses, promotions, Low cost loans , foreign trainings ,awards by recognition , medical claims, insurance etc.
DeleteInformative Post! want to engage your remote workers to get in touch with us today; we’d love to help. We bring you some effective Online employee engagement activities to engage your work from home teams.
ReplyDelete