Activating Employee Engagement: A Case of UK Based Organization

This piece of paper has undertaken the concept of employee engagement from a critical and strategic perspective by selecting a UK based organization. This paper has helped in understanding on how employee engagement can be activated and promoted in organizations. I kept in mind the report of MacLeod and the result of their studies that leadership, line management, employee voice and integrity are key drivers of engagement. We have stressed these points in our proposal which will benefit both the organization and employees in raising their performance. The line manager has a clear role of communicating openly and effectively for EVP to work in the right direction. The only limitation that we felt is the lack of information about the economic condition of the company so that we could have analysed our situation clearly and employees would have persuaded easily. It has been found that a fresh & happier employee will engage highly in his/her work. Job autonomy will make a pleasant impact on employees and it will raise the satisfaction level of employees i.e. giving them autonomy in innovation and style of delivering the job will unleash their potential fully and employees will engage more in their jobs. Researcher has acted as HR Manager of the case organization and suggest them concrete recommendations based on analysis and discussion.