Employee engagement and its importance in organizations
Question:
Discuss about the Making A Decision Without Making A Decision.
Organization leaders face the challenge of directing the business to succeed in the stiff competition. Nature Landscape Company is striving to have an increase in its performance through efficiency, growth and productivity efficiency. Driving the employees to work in the teamwork with other employees and be responsible for their action has been one of the leader’s priority task for the various organization. Employee engagement has been defined as the confident and persistent motivational state of the employee fulfilment that comprises of features such as dedication, vigor, and absorption.
Effective leaders do initiate the actions proactively and actively as they participate in the sound decision making. Nevertheless, some leaders are indecisive and confused, what are some of their impacts on the employee engagement and the human resource process delivery. Not all leaders are undecided, but some are in the nature landscape company. Great leaders are often defined based on their ability to make a significant decision while indecisive leaders are identified with the ability to continuously fail and try to avoid all the responsibilities to provide clear guidance to the team with a focus that is unidirectional. Employees are mostly frustrated by working with the leaders who can change their mind at any time. It’s tough for such leaders to provide clear guidance and roadmap. Indecisive leadership leads to ineffective decision making and poor employee engagement level in result impacts on the quality of the strategic human resource delivery process with the nature landscape.
Employee engagement has been a favorite concept in the organisations.Leaders are trying to find out the various ways their employees can be engaged to help the organization improve its performance and stay ahead in the competition.
The traditional style of guidance is based on the belief that the power is given to the leader. A traditional leader who is involved In the corporate does believe that their forces drive their position of authority. This form of leadership causes a significant challenge to the employees since they are not sure of what next might be changed by the leaders, this lead to high employee turnover rate and dissatisfaction in the job (Johnson, 2010).
Leaders who are conscious, they learn to drive with intent, they are easily manipulated into being led by the best practices and strategies which have been formulated on the outside. While they are on the path of intent they are innovative of the next methods and procedures that go into the intent fulfilling. Employees are more engaged and yield good performance under search leadership style.
Transactional human resource management is concerned with the daily activities of keeping the organization running. Transactional human resource management involves the various repetitive tasks done by the employee. Human resource management can improve the employee engagement motivation and morale through performing transactional functions that are related to the employee.
The human resource strategy to complement the organization strategy through its long-term objectives set which are supported through human resource steps implementation. Through understanding the organization strategy, human resource engages the employee in the right manner to ensure that the goals set are achieved.
Traditional leadership vs Conscious leadership
Employee engagement has been defined as the confident and persistent motivational state of the employee fulfilment that comprises of features such as dedication, vigor, and absorption.
Employee engagement significant to nature landscaping company cannot be overstated. The strategies employed on the employee engagement have proof of reducing the employee turnover rate, improve the employee productivity and performance and finally retain the customers ta higher rate (Weinger, 2008). Employees who are engaged are happy.
The human resource management plays the role of safeguarding organization culture through engaging the employee. Secondly they ensure there is adequate communication to the employee in a matter relating to the organization values, and what the benefits stand for. Through ensuring there is effective communication, human resource manager engage the employee fully(Heathfield, 2012).
1.5 Impact of poor leadership on employee engagement (EE
Poor leadership leads to uncertainty in the employee job and make them face a lot of challenges. This will result in poor productivity on employee performance and inefficient performance. The rate of employee turnover will be high, and this will in result cause expenses to the company on hiring process of new employee. Poor leadership can also lead to loss of most significant skills in the organization due to lack of employee engagement.
This research proposal aims at attaining the following goals
- Analyze the importance of employee engagement in effective human resource support.
- Evaluate the indecisive leadership effects on employee engagement
- Review critically the theoretical aspect of leadership that is ineffective and its impact on decision making
- Evaluate the possible option for the active support of the administration and employee engagement level and efficient human resource processes.
Indecisive leaders are those leaders who allow the marketplace to pass them by due to being afraid of making wrong decisions. In the process, these leaders start creating doubt in the minds of the employee, stakeholders and external board members, whose success is dependent on the leader’s ability to make a decision that is difficult (Boulton, 2012).Being afraid of making the wrong decision is most apparent when the leaders are faced with emerging platforms which are redefining the business models and the best practices in the industry (Cunningham, 2014).
Majority of leaders are so scared of letting go and trust the employee surrounding them to help them in making a decision that is tough. In many companies, the initiative of a leader being decisive is usually met with a lot of resistance. This is because the employees are afraid of change.
Too much change management
The organization is faced with the challenge of handling a lot of management change. Leaders are required to be strategic to establish these priorities. With initiation of every change in management, set of new opportunities gaps to solve are presented. Leaders should not be afraid to make decisions to bridge that gap.
As an organization leader, one has responsibilities of guiding the employee in performing their jobs and dealing and identifying of issues that act a barrier to effective production. Indecisive leadership has a lot of impacts on the employee engagement.
In an organization, faced with indecisive leadership; there is high employee turnover rate (Deeb, 2012).Due to lack of employee engagement, through offering little opportunity for the employee to contribute to the organization decision making, will make the employee have a feeling of disconnect with the organization long term welfare. This will demotivate the employee as it does not provide an opportunity for one to advance.
Impact of poor leadership on employee engagement
Poor performance and productivity. Indecisive leaders are always a source of misunderstanding in the organization; this is because the employee is not guided clearly by specific goals. The employee should be full informed on management’s reasons of any change in the work environment. Leaders should have an understanding of the various employees so as to develop working environment that is neutral, will drive towards achieving organization goals and achieving higher performance and productivity and engagement. Poor leadership lead to poor employee performance and poor productivity this is because the level of employee engagement is inferior (York, 2013).
Poor leadership on Human resource process delivery often come with a price; the cost used on the unproductive performance, talents wasted, the cost associated with the hiring process. Indecisive leadership affects the firm competencies sin employee retainment, motivation and productivity. Hiring of employees based on self-interest usually leads to poor performance as some of the employees may not have the required skills to perform the job (Kokemuller, 2018).
Poor synergy
Indecisive and poor leadership do inhibit the synergy development of the various department. Effective leaders do the coordinate task within their department and promote an atmosphere that will encourage sharing of ideas, and discussion. Poor leadership does result in a department that is more fragmented. This will mean that the employee neglects the significance of their jobs in attaining the organizational goals.
Qualitative research and quantitative research methodology will be used in data collection. The qualitative study is used in gaining the understanding and motivation underlying. On the other hand, quantitative research methodology will be used in quantifying the problem through digital data generation which can be transformed into statistics (McLeod, 2012).
An interview is a form of qualitative research method which comprises of intensive individual interviews with a certain number of the respondent to explore their opinion on a particular idea or situation.
Process
The interview will contain 15 questions under three categories, five questionnaires, five intensive question and five close-ended questions. The sample size selected is ranging from 8-10.the interview will be conducted by the senior management. The sampling technique used will be non –probability sampling
Strengths
The process of data collection gives detailed information about the question under research. It provides the researcher with direct control over the flow of the process, and the interview can clarify on some issues during the process (DeFranzo, 2010).
Disadvantages
The language barrier is the most significant challenge for this form of data collection process. Secondly, the time required for this process is a little bit longer, and this will be a costly experience. Lastly, some people can be hostile and give information that is misleading (DeFranzo, 2010).
The survey is the list of questions aimed at extracting precise data from people in a group. Survey can be conducted through various medium such as phone,mail,or via internet. Process
Survey questions will be drafted roughly 10-20 question. The sample size selected for the Survey is 50-100.the class of the sample population for the Survey are the middle management, executives, and supervisor. Simple random sampling technique will be used for the sampling purposes.
Human resource management and its role in engaging employees
Advantages
High representative
Surveys do provide the top level of general competence that does represent a large number of people. Because of the usual large number of people who give feedback to survey, the data that is being described possess a better description of the features of the general sample size that is involved in the study. Survey can get data near to the similar elements of the more significant population.
Precise result
The question under the research has to be carefully scrutinized and made standard. Since they provide definitions that are uniform to all the subjects who will take part in the questionnaire. Therefore there is a higher precision when it comes to measuring of the data gathered.
A convenient method of gathering data. Survey can be done on various platform /mediums. This can allow a lot of people take part in their comfort (Sincero, 2009).
Lower cost. During survey conduction the researcher only requires paying for the survey questionnaire production fee.
Disadvantages
It is not ideal for the issue that causes controversy. The questions that create controversies cannot be answered precisely because the participant can be facing the difficulty of recalling the information that relates to them.
Indecisive leaders cause a lot of negative impact on the organization on the employee engagement. Indecisive leaders are often poor listeners. Employees would like to be heard .Effective leaders do listen to their employees and make a decision after considering various viewpoints.
References
Boulton, S. (2012). The Indecisive Leader: Making a decision without making a decision. The Armchair HR Manager – Advice from an “HR Fan”. Retrieved 7 March 2018, from https://scottboulton.wordpress.com/2014/04/22/the-indecisive-leader-making-a-decision-without-making-a-decision/
Cunningham, L. (2014). Decision making for the indecisive. Washington Post. Retrieved 7 March 2018, from https://www.washingtonpost.com/national/on-leadership/decision-making-for-the-indecisive/2013/03/28/9d8290f6-9692-11e2-9e23-09dce87f75a1_story.html?utm_term=.e64a84f2e3ef
Deeb, C. (2012). What Happens to an Organization With Bad Management?. Smallbusiness.chron.com. Retrieved 7 March 2018, from https://smallbusiness.chron.com/happens-organization-bad-management-34749.html
DeFranzo, S. (2010). Advantages and Disadvantages of Face-to-Face Data Collection. Snap Surveys Blog. Retrieved 7 March 2018, from https://www.snapsurveys.com/blog/advantages-disadvantages-facetoface-data-collection/
Heathfield, S. (2012). Beyond Hiring and Firing: What is HR Management?. The Balance. Retrieved 7 March 2018, from https://www.thebalance.com/what-is-human-resource-management-1918143
Johnson, R. (2010). 5 Different Types of Leadership Styles. Smallbusiness.chron.com. Retrieved 7 March 2018, from https://smallbusiness.chron.com/5-different-types-leadership-styles-17584.html
Kokemuller, N. (2018). Poor Leadership & Its Effects on the Staff and Company. Yourbusiness.azcentral.com. Retrieved 7 March 2018, from https://yourbusiness.azcentral.com/poor-leadership-its-effects-staff-company-21754.html
McLeod, S. (2012). Qualitative vs Quantitative Data | Simply Psychology. Simplypsychology.org. Retrieved 7 March 2018, from https://www.simplypsychology.org/qualitative-quantitative.html
Sincero, S. (2009). Advantages and Disadvantages of Surveys. Explorable.com. Retrieved 7 March 2018, from https://explorable.com/advantages-and-disadvantages-of-surveys
Weinger, A. (2008). 8 Results-Driven Reasons You Need Employee Engagement. Double the Donation. Retrieved 7 March 2018, from https://doublethedonation.com/blog/2015/09/why-employee-engagement-is-important/
York, A. (2013). The Importance of Employee Engagement in 2017: A Complete Guide. Bambu by Sprout Social. Retrieved 7 March 2018, from https://getbambu.com/blog/importance-of-employee-engagement/
Bass, B. M., & Avolio, B. J. (2009). Developing transformational leadership: 2001 and beyond. Journal of European industrial training, 14(5).
Hogan, R., & Hogan, J. (2009). Assessing leadership: A view from the dark side. International Journal of Selection and assessment, 9(1?2), 40-51.
Mayhew, R. (2014). What Are the Functions of Human Resource Managers?. Smallbusiness.chron.com.Retrieved7March2018,from https://smallbusiness.chron.com/functions-human-resource-managers-1326.html
Why is Employee Engagement So Important? – Engagement Multiplier. (2014). Engagement Multiplier.Retrieved7March2018,from https://www.engagementmultiplier.com/blog/why-is-employee-engagement-so-important/
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