13-02-2015, 07:13 PM
09-10-2017, 04:49 PM
Employee engagement is a property of the relationship between an organization and its employees. A "hired employee" is defined as someone who is totally absorbed by and enthusiastic about their work and therefore takes positive steps to promote the reputation of the organization and interests. A committed employee has a positive attitude toward the organization and its values. Thus, one might expect that an organization with a "high" commitment from employees outperform those with a "low"
Employee engagement first appeared as a concept in management theory in the 1990s, becoming widespread in management practice in the 2000s, but it is still discussed. It is in an unspecified relationship with previous constructions, such as morale and job satisfaction. Despite academic criticism, employee participation practices are well established in human resource management and internal communications.
Before Kahn used the term in the mid-1990s, a number of concepts related to employee involvement in management theory had been investigated. Employee morale, work ethics, productivity, and motivation had been explored along the lines of Mary Parker Follett's work in the early 1920s. Studies based on World War II on leadership and morale of groups generated greater confidence that these properties could be investigated and measured. Later, Frederick Herzberg concluded that positive motivation is driven by managers giving their employees development opportunities, which he called "vertical enrichment."
Employee engagement first appeared as a concept in management theory in the 1990s, becoming widespread in management practice in the 2000s, but it is still discussed. It is in an unspecified relationship with previous constructions, such as morale and job satisfaction. Despite academic criticism, employee participation practices are well established in human resource management and internal communications.
Before Kahn used the term in the mid-1990s, a number of concepts related to employee involvement in management theory had been investigated. Employee morale, work ethics, productivity, and motivation had been explored along the lines of Mary Parker Follett's work in the early 1920s. Studies based on World War II on leadership and morale of groups generated greater confidence that these properties could be investigated and measured. Later, Frederick Herzberg concluded that positive motivation is driven by managers giving their employees development opportunities, which he called "vertical enrichment."