MQ-HRM201

Explain the characteristics of a workplace culture with high levels of 'employee engagement' and critically discuss the extent to which such an approach to people management is motivated by a genuine desire on the part of leaders to put employees first.

Introduction

Nowadays, the relationship between the employees and employers is not only simple employment which is physically defined by a legal employment contract. Only ensuring employees physically working 8 hours a day or even more extra hours is not an effectively method to improve employees’ working performance or organizations’ profitability. Leaders and owners of organizations have been trying and seeking ways to maximize employees’ potential and their contributions to the organizations. A high level of employee engagement then is put forward with the objective of making employees have strong willingness and ability to get themselves involved and immersed into their work not only physically, but also emotionally and cognitively so as to maximize profits and organizational efficiency.

Then, how to ensure and motivate a high level of employee engagement is a problem that needs deep consideration and analysis. From the writer’s perspective, leaders’ perception and behaviors of putting employees first is very genuine and effective because it effectively motivates people. The essay is divided into two parts: one is to analyze and explain the characteristics of a workplace culture with a high level of 'employee engagement, and the other is to explain why it is believed that employee engagement can be greatly motivated by leaders’ genuine perception of putting employees first.

Concept and Significance of Employee Engagement

Employment engagement is referred to utilizing staff themselves to let them get totally involved and immersed into their work responsibilities and roles in the process of human capital management (Robinson et al 2004, p.18). When employees get engaged into their own roles in the workplace, they work and express for themselves, rather than for organizational profits, from physical, emotional and cognitive perspectives (Gruman & Saks 2011, p.125). Employees engaged think hard on their responsibilities and duties, feel positive and passionate, and part of and belonged to the organizations they are working for, and work for the organizations with great commitment and dedication (Kompaso & Sridevi 2010, p.7).

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