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Employee Engagement

Abstract
An employee can be defined as an individual who provides a service to an organization or a company for the sole purpose of deriving a financial or a non financial incentive in terms of compensation. An employee can also be defined as individual hired by an organization to provide a service with a promise of deriving compensation from the service offered. Employee engagement can be defined as the extent of involvement an employee is towards his or her work and the attachment each got towards each other and how organizations are able to achieve their goals and objectives. The employees in any organization play a big role in ensuring that an organization attains its set objectives and goals in a certain period. Employee engagement also involves the interaction and the relations that exist in any business organization that help bring up the work ethics and culture. Engagement among colleagues in an organization is helpful in trying to solve conflicts that may arise in the different levels of management. Different motivation factors influence the level of satisfaction among employees and the organization management should be aware of the motivating factors in any level of management. Not only financial incentives motivate employees but also non financial incentives are important to them. Proper and effective understanding of employee behavior in and out of the work place is important as the employees need to be motivated to work as they help the organization achieve its goals and objectives. Managers and leaders of different organization should have good management and leadership skills in order to help utilize the skills of fellow employees and tap down their potential by helping them work on their weakness and then maximize on their strength and thus the organization goals and objectives will be achieved.
Chapter one: Breadth component
An organization is a unit of people who work together in a structured manner with a limited managed resource in their quest to pursue collective goals and objectives. Each person in the organization is assigned a role to lay in the organization where authority originates from a figure head person in the organization. A behavior can be defined as a range of actions that is exhibited by humans in reaction to the environment they are living in. A human behavior can be a particular reaction to life experience he or she faces in life. The analysis of the organizational behavior focuses on how members behave around their workplace, the culture of the organization and how managers ensure that every member agrees with the implemented culture. Organizational behavior generally shows how people conduct themselves within the organization set up. Employees in any organization form the best asset and resource that an organization may have and thus proper management of this precious resource should be undertaken. Manpower is one of the most important resources in any organization whether it is profit or Non-profit. So the administrations have to give interest to this recourse in addition to develop & motivate it because it is beneficial to the establishment& society in general. The administration of human resources can be considered the most important jobs because it is concentrating on persons who considered the most precious resource & effectiveness in production in the management. Administration of human resources means shortly optimal use of the humans to achieve the goals of the institution so that basics have been applied to help for getting the most benefit from every person in the structure of human resources. These basics begin with planning, tests, training, incentives, evaluating & all relating to humans (Biuso, 2008).
The scientists of economy & administration gives the priority to study need, desires of persons & rage of functional satisfaction which direct his or her behavior to word achieving the aims of the organization effectively. It became clear that, the treatment of the employee as a machine without giving importance to psychological side , work environment , incentives & different systems , raising complicated issues & problems &reflect negatively on the performance of the worker in implementing his tasks & weakens his desire to developing this performance. Motivation increases the efficiency of employees. Hertzberg provided five motivators in the workplace: recognition, achievement, advancement, responsibility and the work itself. He differentiated motivators and hygiene factors by suggesting that motivators aim achieving job satisfaction in the long run but hygiene factors are focused on short term satisfaction of the employees. Consequently the importance of incentives is appearing in motivating employees & loyalty, so that the establishment has to put legal regulation of salaries & advantages to motivate them & raising proficiency of performance to achieve aims of the Organization (Booth, 2007).
Many organizations engage in planning and implementing of reward schemes with the belief that the rewards will bring the desired change in employee motivation. Organizations assume that offering these kinds of incentives will encourage employees and result to improved work performance. However, drawing the link between incentives and motivation of employees is a very complex thing to study. The underlying question is: can any substantial gain be achieved by pursuing incentives and rewards as the only way of motivating employees? Though incentives stimulate employees to greater job action, it cannot lead to the overall satisfaction of an individual on its own. Apart from the incentives and monetary rewards, there are other stimuli of motivation and performance. Employees may as well be motivated by recognition or rather praise for the management, job satisfaction and security, job promotion or other accomplishments. In addition to increasing productivity, job satisfaction reduces employee turnover and eliminates counterproductive behavior. There is a positive correlation between job satisfaction and employee performance (Dickson, 2011).
Improving the welfare of employees boosts their morale and increases their output. Dissatisfaction among the employees affects the performance of public companies and has an impact on the financial position of such organizations. The incentive plays main role in affecting positively or negatively on the performance of employees. It means when it is not provided or distributed fairly it will affect directly on the performance of employees. Many organizations engage in planning and implementing of reward schemes with the belief that the rewards will bring the desired change in employee motivation. Organizations assume that offering these kinds of incentives will encourage employees and result to improved work performance. However, drawing the link between incentives and motivation of employees is a very complex thing to study. The underlying question is: can any substantial gain be achieved by pursuing incentives and rewards as the only way of motivating employees? Though incentives stimulate employees to greater job action, it cannot lead to the overall satisfaction of an individual on its own. Many organizations’ head are faced with rising employee turnover at their department and a solution has to be found to try to reduce this high turnover rate at the work place (Drayton, Brown and Hillhouse, 2006).
Organizational behavior involves understanding that people are different in values and in diversity. This is because understanding OB tendencies enables an individual to understand other group members. It also creates self-awareness in terms of preferences, personality and talents and awareness of others in terms of their style and attitude. The components of self include self-esteem, self-concept and self-efficacy. The individual differences include those caused by hereditary and environmental factors. The combination of the two makes up a personality. Hereditary factors include gender, physical and personal characteristics while environmental factors include cultural, social and situational factors. The study of human behavior tries to understand the impact played by material and moral incentive on the motivation of employees in an organization and how manager may try to find the best incentive to offer the employee as motivation packages. There has been an increase in the demand for qualified and skills employees in the international labor market (Heading, 2009).
Organizations today are challenged by the issue of motivating their employees to enhance work performance. Even though there is an increase in the number of people seeking jobs, the number of skilled and qualified workers is still low. Therefore, organizations should develop appropriate strategies for attracting and retaining the skilled and qualified employees. This can be achieved by establishing material and moral incentives to improve employee motivation. There are two ways through which an organization can motivate its employees. Positive reinforcement is a situation whereby organizations motivate employees through both intrinsic and extrinsic rewards. Companies give these incentives as a positive response to individual performance and behavior. Managers are faced with a dilemma of what translation the material and moral incentive will have on the productivity of each employee and the production of the organization at large (Murphy & Cleveland, 1995).
Material and moral incentive should translate to better performance of each employee and thus increase in the productivity of the organization. With proper performance based incentive the organization through its leaders will be reap the fruits of well motivated employees. Incentive should be well discussed by the firm to make sure that the incentive will translate well with the current employees and lower the rate of employee turnover in the organization (Daft, 2010).
Organizational behavior involves a field of study that shows how individuals perform their activities around the working environment. Managers should be in a position of reviewing these activities and checking misconducts in order to improve effectiveness. An organization being a social unit comprising various groups of people needs to have set goals in which every individual aim at achieving. It is therefore important to study the organizational behavior in order to realize the various challenges that face individuals at workplace. Some of these challenges are in levels such as the organizational level, the group level and the individual level. The challenges facing the organizational level include productivity where low productivity affects every individual in the entire organization. The other challenge at the organizational level includes lack of effective employees. Global competition is also included at the organizational level and finally is the management strategies (Albrecht, 2010).
The challenges facing the group level include individuals who have problems while working with their colleagues. Minimizing this challenge is through encouraging interpersonal relationships within the organization. Workforce diversity also affects individuals as employees have various cultures and values thus would be difficult to adjust to the organizational culture and beliefs. The final level includes the individual level that includes those factors that would hinder an individual from effectively performing their duties. Some of these factors are lack of job satisfaction, lack of individual empowerment and finally the individual ethical behaviors. The other way people understand personalities include dividing various traits such as social, emotional adjustments and personal conception traits. Employees in an organization must work as a team so as to achieve the objectives of the organization. Team work helps to create better working relations between different employees and thus they are able to achieve the organization goal collective. Good relations in the organization create a working environment where each employee is appreciated for what he or she does. Recognition in the organization helps improve the employee engagement at the work place where each employee feels comfortable to work in and develop his or her skills and expertise (Heading, 2009).
Bad attitude among employees is another challenge that organization faces. Bad attitude towards work causes the employee to have a bad perception about the work and task he is being given. He or she generally hates the work and will do anything to dis-associate him or her self from the work and the organization. If the attitude continues he or she will finally quit the job. In some instances the level of commitment towards a job worsens when the employee does not have a clear understanding of what is required in that particular job. Bad attitude among employees also affect the organization goal to achieve the required objective in a given time frame. If the organization is not able to achieve the given objective it may result to changing its tactics towards a given job. Attitudes of employees should be improved through better understanding of the different steps required in the job so as to give a better requirement need to workers. Training can be used to improve the attitude of different employees so as to improve on how they handle their work. Better trained employees are able to work harder and in an effective manner and this helps to eliminate delays on the job and thus the organization is able to meet its goals and objectives faster (Rainey, 2009).
Other factors in an organization affecting performance include individual traits or the ability of an individual to perform a certain duty. The effort that one puts also matters and determines performance. This varies according to the motivation and incentive for example an organization may improve employees motivation through increase of salaries or other incentives. Less motivated workers tend to perform low average thus reducing organizational performance thus it is important for managers to consider motivational factors. The other factor includes inequality within the organization. This is where some workers may tend to be favored than others thus leading to unequal distribution of firms resources. Such factors affect performance as it leads to inferiority complex thus reduces the amount of effort put at work. Employee engagement in such an organization is lowered If the employee is not recognized and thus his or her work output is low due to poor motivation. Employees should be recognized for the role they play in the organization as it adds up to some non financial incentive kind of motivation (Holman, Devance and cady, 2007).
Environmental factors also affect the performance of an organization, for instance, in situations where an individual has no control. This would include the use of obsolete facilities or where the resources used are not of high quality especially in the automobile manufacturing, it is importance to ensure that all the accessories are well assembled o avoid poor performances. Cooperation is necessary in all departments of an organization to ensure better performances. The other factor is the policies set up within the organization. The quality of leadership offered to individuals also affects their performance, for instance, the use of coercive style of leadership where workers are subjected to work under several pressures. Good leadership in an organization is helpful in managing the employees as they are able to associate the work of the leader and understand their responsibility in the organization. A good leader should act as a liaison officer to all the other employees and always be ready to listen to them when they encounter any difficulties in the job. A good leader should lead by example and his or her follower’s progress is determined by how a leader carries him or herself. A good leader should empower team members by setting attainable objectives for each individual and the whole team at large. A leader must make sure that team members have access to facilities and resources that will help them attain their set goals and objectives. A leader doesn’t have to do everything in the team; he or she must involve team members through job delegation and sharing of duties through training and job development (Koźmiński & Cushman, 1993).
 
Chapter Two: Depth component
For a business organization to reap the ultimate price of making profit and being successive in its operation the managers must draw up a good business plan that will see the business grow and expand to greater levels in business. Its operations must be efficient so as to make profit that will cater for its expenses and expansion expenses. The human power forms part of the resource that organization develops and train so as to remain competitive in business. Managers need to understand different employee behavior and attitudes and this help in managing this important resource at the work place. Human behavior can be defined as any response from an individual as a reaction to his or her surrounding. It can also mean the manner in which an individual conducts himself or herself when faced with a situation in life. These behaviors and reaction are influence of emotions, culture or even genetics, and they may be termed common and other unusual or even unacceptable. When employees are well developed they are able to deliver efficiently and this improves the organization operations.
In the process of analyzing the organization behavior, it is also necessary to study the organizational culture and leadership. The employees attitudes brought about by the motivation they get within the organization build up the organizational culture. Leadership involves the impact of the organizational social structure showing how employees relate with one another around the working environment. Fredrick Taylor introduced four ways in which workers perform their roles effectively and efficiently. These ways are in terms of experiments. One of the experiments includes the illumination experiment that described the relationship between quality and quantity of work that would bring about effective productivity. The importance of this experiment is that it showed how employees output could be controlled by the quality of their work. The other experiment included interviewing programs whose aim was to reveal the employees attitudes towards their work. The experiment also enabled leaders to have determined where to supervise or change the working condition in order to improve the situation. This method involves carrying out interviews by choosing workers at random where every worker is to state the various working conditions that are unsatisfactory (La, 1961).
Other strategies improved through employee engagement include the development of training programs especially to the leaders and supervisors for them to be aware of their behaviors and those of other workers. The third experiment that is necessary in analyzing the organizational behavior includes the bank wiring observation room. This is necessary to give more information about various social groups within the organization. This involves making an intensive study under several conditions. The result if this is that is enables managers to determine the informal groups around the working environment. The last experiment used is the relay test-room experiment. This shows how production output increases by giving employees more time to rest. This shows the relationship between the length of working hours and the productivity of the organization. The experiment however showed that the length of working did not affect the productivity by the morale of the individuals affected. The mental attitude of individuals has a continuous relationship with the output produced in an organization. The Hawthorne scientific experiments showed that individual are programmable creatures and that organizations should not focus much in improving the physical environment but use the scientific management principles that focus more on their employees’ attitudes towards work (Macey et al, 2011).
The relevancy of organizational theory improvement is through focusing on the impact it causes once implemented in a working environment. The effectiveness of changes in values and beliefs in an organization should be investigated as it lapses has been reported due to changes in culture. It is therefore necessary for managers to consider their workers before changing values, beliefs and the culture of the organization. For organizations to be successive in their operations the human aspect in the organization should be well observed so as to make sure the employees are working according to plan. Job satisfaction always keeps the employee motivated and work according to plan. Thus organizations should observe the behavior of its employees who form a large part of its treasured human resource. Employee’s development is enhanced through coaching and proper training at the job and outside the job through seminars. Employees also need to grow and develop professionally and this helps them improve on the service they offer to the organization. Employee development helps them to associate themselves more with the organization culture and its attainment of goals and objectives. Development can also be attributed to improving the work ethics of the different employees and help them gain new skills and knowledge through training and coaching. Employee loyalty is enhanced when the employee can relate well with the organization mission and vision. Implementing the organization vision and mission require consistent communication among different levels of management. Effective leaders are able to use communication skills to help pass a message across the organization and this forms part of their interaction with other employees at the various departments. Employees because of spending most of their work at their work stations they need to be recognized as part of the organization they offer their services to (Total quality management. 2011).
An engaged employee is always enthusiastic about the work that he or she does. Employees get attached to the work that they perform and they derive inspiration from it and this shows the level of dedication for the work. Organizations need proper management and leadership in order to achieve their goals and make the organization a place of growth and development of the employees. Properly motivated employees are more enthusiastic of their work than those with low motivation. The job itself can provide the motivation required by employees if it’s challenging and the workers are able to learn new strategies each day. Professionalism is the process of achieving the goals of an organization according to the standards of the organization. It involves adhering to the standards of a certain work. Managers should be encouraged or trained to learn the emotions of their subordinates and the senior managers. Therefore, managers should have emotional intelligence in the workplace. They should apply this strategy when interacting with various people in the organization. Passing information in an organization is crucial because it helps to increase the productivity of the firm. When decisions are made in the firm, the managers should know how such changes affect the work ethics of the employees (Albrecht, 2010).
Due to the ever changing technology in the world today use of machinery and other equipment at work has made it possible for organization to increase their production through improved efficiency. In spite of this advancement in technology man power is still needed to run and operate the machinery and thus the employees should undergo proper training that will help them operate and run these machines in the proper way. These machineries need maintenance and when the people using them fail to have the required skills and knowledge of how to operate them they may breakdown and these may lead to halt of the operation of an organization and this may lead to losses. Thus managers should perform routine checks and assess their employee skills to help determine which skills and knowledge need to be instilled to improve their productivity. Competence in the work place may be gained through education, life experiences, on the job training, apprentice and finally self help programs in store at the work place. Various employees will be able to learn life skills that are geared towards to benefit their skills which will be applied in their various work stations. Proper training of employees help to reduce the risk of them injuring themselves when operating the machinery as they are able to know how to manage and operate them on a safe mood. Supervisors and fellow employees help to orient new employees to various ethics that are followed in the organization and this forms part of the training. Better trained employed are able to operate machinery well following the required guideline and safety precaution and thus they cannot endanger the life of other employees and the organization at large through accidents (DelPo, 2007).
Motivation increases the efficiency of employees. Hertzberg provided five motivators in the workplace: recognition, achievement, advancement, responsibility and the work itself. He differentiated motivators and hygiene factors by suggesting that motivators aim achieving job satisfaction in the long run but hygiene factors are focused on short term satisfaction of the employees. Work incentives is a financial procedures presented by work administration which exemplified financially & morally aspect whether in one aspect or both of them. This motivation aims to raising productivity to satisfy his needs & achieve aims of the organization. In this point we have reviewed on the work system in governmental, private sectors & actual situation of the employee in what relating to incentives, bonuses, compensations & guarantees. For effective communication to be achieved in an organization, the management should create good relationships with the employees and the clients. Good relationships create a good environment to make appropriate decisions. An organization deserves a excellent leader so that the decisions made are accurate. Therefore, the qualities of a good leader are important in encouraging the employees to perform their tasks. Good leadership also helps to execute a good plan to make decisions and pass them to employees. Effective communication plays a major role in improving the performance and morale of employees in any given organization. A good and an effective leader should possess effective communication skills that he or she uses to pass a message to the followers (Hoerl and Gardner, 2010).
 
Chapter three: Application component
There are factors that improve organizational behavior and contribute to employee engagement. One is maintain espoused values that support investments in working facilities and values that facilitate creativity and innovation thus resulting to time based manufacturing. The second factor includes being supportive to employees and considering their decisions as this improves their morale and attitude towards work. The third factor shows that organizational behavior can be improved through coming up with global decisions that will secure a competitive advantage for the company globally. It is also important to work on the leadership skills where workers should be approached with dignity and not necessarily through a command and control approach (DelPo, 2007).
The most predominant styles of leadership include emotional intelligence, which comprises of the ability to work as a team and being effective. It also involves leading a change in the organization, for example, instilling a new culture in the firm ensures that every individual in the working environment is familiar with the new culture. Leaders should also give people time to adapt to the system. The authoritative style of leadership is common in organizations where leaders mobilize people towards achieving a common goal. The leader sets a good example to the rest by showing them the right direction to follow. Employee engagement is improved through proper leadership which is geared towards safeguarding the interest of the employees and their welfare. Employees are able to relate themselves with the organization mission being implemented by the leaders. When employees are positively involved in the running of the organization and decision making process they feel part of the larger organization. This brings about recognition in the work place and it translates to better performance by the employees and attainment of organization goals (Eugene et al 2006).
To increase the organizational performance and effectiveness, the board of directors should aim at changing various aspects in the organization. Employees need respect to enable them improve their efforts and feel as part of the firm and involved in the decision making process. Corporate culture also needs maintenance to improve flexibility and to avoid communication barriers, efforts should focus on the flow of the information and not the quantity of the information. Free flow of information is necessary in every firm as it improves effectiveness thus improved performance. Other factors that managers should consider is to improve customer satisfaction as this improves market share thus enabling the firm to have a competitive advantage. A leader should possess business skills in the execution of duties because they set how each decision plan is applied in the organization. Good business skills help in the management of finances and how to draw viable plans that are of great help to the whole team. Harnessing good business skills help the leader to assign and delegate duties and responsibilities to the subordinates. An excellent manager should create a good working relationship with people within and outside the organization. They should create friendship with all stakeholders so that people can approach the leaders for consultation (DelPo, 2007).
There are some way that organizations can help improve the level of engagement among employees and these are derived to help create a good culture and working environment. The management needs to install better management policies through improved communication. These policies may include among many others strong vision and consistent communication. Proper leadership and management will help improve the culture of employee engagement and thus the organization is able to utilize and implement the goals and objectives. Employees when are better motivated they tend to associate more with the organization vision and mission. Employee loyalty is enhanced when the employee can relate well with the organization mission and vision. Implementing the organization vision and mission require consistent communication among different levels of management. Effective leaders are able to use communication skills to help pass a message across the organization and this forms part of their interaction with other employees at the various departments. Employees because of spending most of their work at their work stations they need to be recognized as part of the organization they offer their services to. An organization environment forms part of their daily lives and thus proper recognition should be awarded to them and this creates a better environment for them to interact and relate well with each other. Leaders should involve the employees in the daily running of the organization and let them contribute in decision making process in trying to achieve the organization goals (Heading, 2009).
Supervisor interaction at the work station is useful in improving employee engagement in the organization. Supervisors act as liaison officers in the organization and form a link between the top level management and thus their role in the organization is of paramount importance in linking the employees and the organization management. Supervisor help to share organization information together with the employees and they are able to pass the concerns of the employees to the management and this helps improve individual and group communication. Supervisors also help to train the newly hired employees and help them integrate well in the organization. Employee’s development is enhanced through coaching and proper training at the job and outside the job through seminars. Employees also need to grow and develop professionally and this helps them improve on the service they offer to the organization. Employee development helps them to associate themselves more with the organization culture and its attainment of goals and objectives. Development can also be attributed to improving the work ethics of the different employees and help them gain new skills and knowledge through training and coaching. Communication is used to facilitate the delivery of guidelines and policies that necessitate the proper management of any given organization. Thus, communication is a crucial process in any organization operation because it determines how guidelines are followed and developing with new ways to manage the resources and the human power in the organization (Nelson & Quick, 2008).
A competent person is a qualified person who can perform a task without being supervised as he or she articulates best behavior and performance. Training can be defined as the act of acquiring knowledge and skills that are required to undertake a given task or job. Training in any given organization is very crucial as it helps to improve performance and in employee development and empowerment. Empowering employees through training helps to increase their efficiency and this will be translated to better work performance with reduced conflicts as a result of poor work. Managers have the obligation to train the employees about the aspects of cultural competence. Employees should understand the organizational culture as well as the national culture of other people. This creates good co-existence among employees. The managers construct meaning about the processes of the organization by using cultural aspects existing within the institution. People are guided by the culture of the organization when performing duties. Cultural competence affects the achievement of goals. A good culture promotes the organization and motivates the workers (Booth, 2007).
The culture of an organization can promote the success or failure of the strategies adopted. Culture determines the ethics to be followed by the people in the organization. Organizational ethics are developed by the various professionals who provide the rules and regulations to be followed. Culture brings change in the perception of the stakeholders upon the activities of the organization. Organizational culture is categorized as weak or strong. In an organization the employees have different personalities, attitudes, responsibilities and views. People are guided by the culture of the organization when performing duties. Cultural competence affects the achievement of goals. A good culture promotes the organization and motivates the workers. The culture of an organization can promote the success or failure of the strategies adopted. Culture determines the ethics to be followed by the people in the organization. Organizational ethics are developed by the various professionals who provide the rules and regulations to be followed. Culture brings change in the perception of the stakeholders upon the activities of the organization (Federman, 2009).
To change the culture of the organization involves changing the values, norms, beliefs and other aspects of culture. A change in the culture of the organization determines the ability of the internal systems to achieve the desired goals of an organization. Cultural change requires the managers to have the necessary skills to shape the culture of the people towards a certain direction. Skills in cultural competence are required to change the culture because conflicts may be experienced when the change is not managed appropriately. Culture is an important aspect that determines the success of many strategies established within the organizations. Therefore, cultural competence is important, and employees should be trained to achieve the skills of living in different cultures as well as managing cultural change. . A leader should share a vision and actions to the subordinates so that the whole group can benefit from the ideas. This strategy motivates because they are engaged in the activities of the organization. Great leaders engage members in the decision making process through the contribution of ideas that help to tackle challenges and recognize the efforts that the team members play. Great leaders are compassionate because they care about the welfare of the team members. They are listening to people and find solutions to the economic difficulties that they might face. A good manager monitors the growth of the team through close evaluation of each person’s task and objectives. The leaders should be involved in training the team members on different tasks and be involved in the well being of each team member (Albrecht, 2010).
Positive relationships and interaction between workers help them to work and perform accordingly with less conflict and thus the environment at the work place is greatly improved. Organization cannot function and operate well without the involvement of human labor in the system. Thus teamwork is a crucial factor of consideration between management and employees and this will dictate the success of the organization. Competence among employees is of paramount importance and it helps to relate work and personal goals to come up with quality service. The organization in turn should reward the employees accordingly depending on the level of responsibility each have. The rewards should be competitive and thus the employee’s motivation and the need to achieve personal goals are improved. Team environment at the work place helps the organization to achieve its goals and objectives while at the same time satisfy the employees’ needs. Humans are social being and thus they are able to work and relate well when they work in a group. Not only are group goals achieved but also individual groups when employees work as a team. Management should encourage the formation of groups and teams that share the same group’s norms and culture. Opportunities arise and are utilized by both the management and the employees and thus bring about growth in the organization (Eugene et al 2006).
Chapter four: Initiative component
It’s through Hodges university that I have been able to understand this course and has helped me to prepare and complete this research paper in due time using the guidelines from my tutor. The university offers the best interactive courses where competent leaders are derived through advanced training. During my course I have been able to learn new skills that are vital in understanding the behavior of employees in the organization. Leadership skills acquired have been helpful in executing my daily activities through effective decision making process. I have been able to acquire and learn different skills that pertain to an effective leader. A leader must influence people to achieve a common goal under his or her guidance through power and vision and direction. A leader must possess leadership skills that are vital to enhance that he or she is able to influence people to follow him or her. Its true leadership skills can be learned and improved by practicing good leadership qualities whenever called upon. A leader must be someone who can form a ream and inspire them through motivating them to be better team players. A good leader must always meet and train his or her team mates and maintain a good working relationship with them at all times. Setting objectives for and every member of the team is a crucial characteristic of a leader. A leader should evaluate the strength and weakness of each and every member of the team and try to harness the best team combination to tackle a given task. Thus the concept of leadership skill is a clear understanding of how a leader can effectively influence people with his or her through ethics, beliefs, values and character
A skill is a technical knowledge that a person possesses that helps him undertake a certain task or responsibility. A leader should be differentiated from a boss as a leader is more interactive and open to his or her team members while a boss holds just an authoritative figure over the team. A boss does not involve his team in decision making while a leader involves each team member to make contributions regarding a given task. A good leader should be trustworthy and instill confidence among team members whom they view him as their liaison figure in the team. Good communication skills are a vital tool for a good leader as they help him to share information, views and ideas among team members. Through put the course I have been able to apply different skills that pertain to running an organization in a proper way through engaging employees and integrating their useful skills in the work and operations of the organization. Leaders should find the lack of engagement among employees and how they can help improve the situation so as to gain a competitive advantage over other organization. Employees who are able to interact and express their skills in the different operations of the organization are better committed to their work and are proud of the contribution they make towards the organization.
Through this management course I have been able to come across different management terms and the role played by employees in the organization. The employees in any organization play a big role in ensuring that an organization attains its set objectives and goals in a certain period. Employee engagement also involves the interaction and the relations that exist in any business organization that help bring up the work ethics and culture. Engagement among colleagues in an organization is helpful in trying to solve conflicts that may arise in the different levels of management. I have been able to understand the concept of motivation and how it influences the level of performance in employees. Motivated employees are able to work according to the guidelines set in the organization and in turn the organization is able to achieve its goals and objectives. Motivating factors do not only have to be financial incentives, but non-monetary incentives may be offered to the employees to improve their performance. A good manager should improve the working conditions of employees in the workplace. Good communication in the organization facilitates how leaders know the complaints from the subordinates. In addition, good communication facilitates effective decision making because the employees contribute towards making appropriate decisions. When employees are trained in effective communication, they improve their communication in the workplace
Conclusion
Managing employees in any organization is a vital task where resources are utilized to help the organization achieve its goals and objectives through the help of the employees. Employees form an important resource for the company through which the organization must utilizes to achieve its aim and stay in business. Managing employees requires a clear and proper understanding of employee behavior. Understanding individual employee behavior will help them to interact well as work mates and as a group. Interaction between employees is vital as instances of conflicts are reduced as many delays work and create a bad environment to work. The management of any organization should account for the economic importance of its work force and the role the employees play in attaining organizational goals and objectives. This ensures that the performance of employees is improved. Motivation of employees may take the form of non-monetary incentives through recognition and offering training facilities. When communication is improved in an organization, the employees interact well and this helps to motivate them and the performance is improved. Therefore, managers should embrace good communication strategies to improve the performance. Employee engagement on the other hand is an important concept used by managers to understand employees and level of motivation required to keep the work going on. It is important to value the organizational culture as it links the past with the current thus enabling workers to work towards achieving certain goals that had not been achieved for a long time. The various kinds of beliefs in an organizational set up include belief on working with others, making global decisions, controlling management and belief on integrating with suppliers in order to ensure quality products are delivered. Employee engagement involves the interaction of employees with different factors at their work station and how to improve the work ethics in a give organization.

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