Employee engagemenat is the commitment and willingness of employees to offer their best to their customers. To their best of ability, the employees serve the organization they work for and help the company experience success. For an employee to deliver outstandingly the employee must be willing to engage psychologically and physically in order to see that the organization succeeds (Kompaso, 2010). Employee management has become very vital for the high kind of organizations as it creates a bond within the organization. Employee engagement builds up on issues like employee commitment, job satisfaction, and organizational citizenship behavior.
When the employee engagement is strong then the organizational performance definitely becomes stronger. When managers engage their employees in every aspect of the organization, subsequently, the employees passionately will work in the organization. Regardless of what task an employee will go an extra mile to satisfy the need of the customer and also the work towards the goal of an organization enthusiastically. Also, employees are happy when engaged in the organization’s activities which make them want to commit themselves fully to the organization and they would want to be tied down with long term contracts since they are happy working for an organization which involves and engages them in every way (Gruman, 2011). The happiness brings about employee satisfaction that makes the employees want to be associated with the organization which means that the employees will spread the good news of the company leading to the company performance index going up making the company a world class organization.
For line managers to create high levels of organizational performance and employee engagement they should possess key competencies. The line managers should be consistent, fair and open. Managing with consistency and integrity should be the manager’s approach to activities if the organization is to experience prosperity (Çali?kan, 2010). The managers should also have the know how to handle problems and conflicts. How employee problems are solved determine heavily how the coordination is going to be in the organization. Additionally, to see how the resources in the company are correctly used and not misused should be the responsibility falling under conflict management and problems. The manager should possess clarity, knowledge, and guidance. Clear correspondence stream lines the understanding of every employee responsibility making it easier for employees to perform their roles and duties. Managers also should be able to build and sustain relationships (Armstrong, 1999). Good managers interact personally with the employees thus the involvement of consideration and apathy is inevitable.
As a potential manager, one would have certain outstanding qualities that should enable him to fulfill the ‘people management’ aspect of their role. An outstanding strength is the ability to delegate work to different people. How one properly divides duties and roles proves how work would be efficiently done. Time management; how well one schedules the activities in an organization certainly determines how far the goals of an organization are in the long term. Making deadlines as a manager is very important so as to keep the employees aware of the time. A manager wouldn’t work without challenges and the most challenge would be how to employ people. People with the same academic qualifications would prove a task, especially where both potential employees do not have experience of any kind at all. The procedure tends to be confusing (Kazlauskait?, 2008).
Our way of life impacts the route in which we see the world. An assortment of perspectives alongside the colossal individual and professional understanding of a global group can present fresh points of perception that motivate associates to perceive the working environment—and the globe—in an unexpected way.
Benefits
Different cultural perspectives encourage inventiveness and oblige modernization: The assorted variety of contemplation has over the years been perceived to raise mind and drive advancement, issues being taken care of and address customer issues in new and energizing conduct. Numerous voices and viewpoints ricocheting off each other can offer ascent to out-of-the-container considering. This is done by presenting a platform for the organizations, thoughts of open trade that obtain rewards which are great and of decent variety in the work area (Grosse, 2002).
Home market familiarity and approaching makes an industry more aggressive and lucrative: multicultural labor force gives an association a vital edge while venturing into fresh markets. Regularly, service or an item should be adjusted to succeed abroad. Considering nearby laws, controls, and traditions, and in addition, the aggressive scene can help a business to flourish. In addition, nearby associations, local dialect abilities, and social comprehension can help worldwide business improvement exponentially and be more focused at last means being more productive (TONVONGVAL, 2013). Diversity Inc every year perceives the best 30 most assorted organizations and measures their prosperity against the more extensive market. Late research from researchers likewise underscores the way that decent variety is useful for a business’ main concern. Actually, ethnically differing organizations were appeared to be 36% more prone to have money related returns over the national business middle.
Cultural understanding, approaching, and confined awareness means advanced eminence, targeted promotion: The understanding of cross cultures, together with home market understanding brings about the production of an elevated strategy in marketing and materials. For instance, elevated quality and cultural understanding translations of brochures, websites and additional assets are important. Brand lines with poor translations result to a low quality of marketing strategy meaning the targeted market will not be satisfied.
Working with an ethnically assorted talent team allows an association to draw and hold on to the finest workers: More than 60% percent job seekers said that they better work in a multi cultural company after a research was done. In a job market that is competitive, a business demonstrating that it has invested a lot when it comes to fostering an inclusive and multicultural environment makes the organization stand out especially to the right candidates. To broaden the company’s talent pool then a company must make diversity a vital part of its own. When an organization hires employees from diverse cultures the employee’s loyalty lies with the organization since they feel appreciated and respected. Diversity makes an organization viewed as ambitious and globally set. Diversity also brings about maturity in the business as it makes an organization mend bridges no matter what diversity. Finest workers arise from the long term experience. In a company where diversity has fostered the respect which the employees are shown is because each employee feels valued from the different talent they bring on board and with the employee perceive themselves as talent and irreplaceable for the uniqueness in each one of them.
Challenges
Not every colleague will let their voice or ideas be heard: Having employees from diverse cultures doesn’t necessarily mean that there is increased cognitive power. It is very crucial for a workplace to have an open environment where by it accommodates all employees empowering them to ensure the contribution of every individual is at its best. People from some cultures may find it hard to speak up because of the language barrier i.e. they cannot communicate articulately in comparison to the other employees or may to religion in differences. Another reason why they are not ready to share their ideas is that of the work mates teasing every time and not appreciating their contribution which results to them shying away and this makes them feel uncomfortable any time they are told to speak (Sprangel, 2013). The employees might be in a junior role compared to the other and even though they might be from a diverse culture the employee might feel inadequate for lack of power.
Requirements for Visa, Laws of employment and the accommodation costs necessities can be hard to come across and difficult: In spite of all the benefits that come with diversified employees, it tends to be quite a challenge to get workers from overseas. The rules and regulations from different countries prove to be a stumbling block for recruitment. The process of visa application is tedious in the embassies and the protocol to get them gets to be even harder. Sometimes getting employees from outside the business locality also can be cost incurred in case the employee tends to have holidays such as religious holidays which means the organization will have to compensate.
Appreciative inquiry technique is a theory that asserts that an organization’s affirmative aspect rather than its troubles are a superior and effective method to formulate improvements in an organization. The global software company has been structured in a way that it generates high levels of employee engagement and also operational performance. The following are some of the factors that boost both the operational performance and employee engagement.
An imperative strategy: Notrika as a leader made sure that employee engagement is crucial. He made sure that the sales team in Boston would communicate with the Mumbai team. This meant that each time they would communicate with the other, increased engagement happened (Fulmer, 2004). The sales would rely on the software development which was from a different location. Sales would not be made without knowing if the software were designed and developed. The constant inquiry from both parties made sure the employee engaged and operational performance was at its best.
Definition of goals of the company: On realizing the group was talented he designed in that the global software team was to specifically work on the technical aspects of projects. By doing so it meant that operational performance was going to be at its best since one would do what one found to be interesting and had knowledge of. This meant that the whole team would be divided into smaller groups which meant employees would fall under the familiar field one is good at thus promotion engagement of employees.
Leadership: Notrika used his powers to delegate work to his employees. It takes a good leader to delegate work to the juniors. A good leader understands that the success of a company relies on the employees and so giving the best of roles to the best of talents in the company which takes courage. To enhance operational performance and employee engagement a good leader knows how to handle the situations that come with employee hitches and how to solve them (McDonald, 1997). However, some factors also undermine operational performance and employee engagement.
Poor communication: The team was facing some communication problem and that was the reason why the team did not get along. There was no good communication between the leader and the junior as the same happened between the juniors themselves. A good example is where Notrika walks into Boston hallway and hears a junior complaining. Another one is where an employee drops a letter in the suggestion box complaining of how the Boston people referred to the people using their real names instead of addressing senior business titles using titles such as Sir. That shows there is some miscommunication problem between employees themselves. The miscommunication undermined the understanding of each other leading to decreased operational performance and employee engagement.
Conviction in higher-ranking leadership: In the suggestion box an employee who had stated that Notrika needed to take charge of the team. This means that the employee had put much trust in the senior leader who would undermine any other person in charge of him (Kreitz, 2008). The conviction in higher leads to reduced employee engagement and operational performance. It also shows that the employee would not really work without supervision which makes the organizational goals would not be met.
Bad management: Bad or poor management is associated with the employees leaving their job. Good management engages their employees and retains them for the longest time. Excellent managers are knowledgeable when it comes to informing their employees of what is expected and required of them; giving them a performance feedback, laying a platform for their development and putting into place the priorities. Proficient managers have a good ear, fair, approachable and can establish and sustain good working relationships with the employees.
Unachieved goals: In the case study, the Mumbai group was running behind schedule and it affected their performance greatly. This meant they would not meet their target on time. This leads to a breakdown of communication of employees reducing the employee engagement. One member in Boston complaints of the delayed feedback which is associated with unattended to work and it means the relationship will disconnect (Moodian, 2008). Such barrier makes employees disengage with the other resulting in operational performance and employee engagement.
Nortika having experienced problems in the team performance he should think of a solution as a leader. To make sure that the team performance and employee performance is maintained he should be ready to take up the recommendations that should be in place for the team to be successful. Teams should be sizeable in a way that they are manageable. Small teams are always manageable compared with the larger teams since they are easy to manage and cohesiveness is high. Work delegation should be also applied in order to bring about accountability and thus increased efficiency in performance (Banks, 2015). Credibility also falls where due where work division falls. For the team to succeed communication should be open. To get the feedback, sharing of ideas or brainstorming of the team communication is vital. Some of the important styles of communication consist of Transparency, openness and active participation. The contributions should be maintaining brevity so as not to lose the attention of the listener. In communication, eye contact should be prime, in order to show interest which promotes employee engagement.
For a team to be considered effective, the deliverability of the team should be top notch. The delivery ability enhances team’s performance in a great way proving that some goals are getting worked and that the effectiveness is maintained. In a case of any conflict or uproar, the reaction is important. Resolution in any conflict should be prompt as it helps the teams not be stagnant. Disputes in any group are bound to happen and can never stop. The ability and to move on past the conflicts in a healthy way is what matters most. Conflict is not all negative. Positive conflict helps a team improve on some of its decisions and trends which bring the team together steadily. In conclusion for a team to succeed strong leadership is required (Ensley, 2002). A leader is someone who can take decisions even when they seem impossible to make and will stand by his decisions and actions. Without this then the team is bound to go anywhere since it will not have a sense of direction as it lacks someone to show them the right direction. The leadership is supposed to be balanced hence the usage of force will be minimal and no misuse of power will be experienced.
References:
Anitha, J., 2014: Determinants of employee engagement and their impact on employee performance. International journal of productivity and performance management
Armstrong, M., 1999: Human resource management practice. London: Kogan page.
Banks, J.A., 2015: Cultural diversity and education. Routledge.
Çali?kan, E.N., 2010: The impact of strategic human resource management on organizational performance: Deniz Bilimleri ve Mühendisli?i Dergisi 6(2)
Conger, J.A. and Fulmer, R.M., 2003: Developing your leadership pipeline. Harvard business review, 81(12), pp.76-85
Ensley, M.D., Pearson, A.W. and Amason, A.C., 2002: Understanding the dynamics of new venture top management teams: cohesion, conflict, and new venture performance. Journal of business venturing, 17(4), pp.365-386
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Kreitz, P.A., 2008: Best practices for managing organizational diversity. The Journal of Academic Librarianship, 34(2), pp.101-120
Matveev, A.V., and Nelson, P.E., 2004: Cross cultural communication competence and multicultural team performance: Perceptions of American and Russian managers. International Journal of Cross Cultural Management, 4(2), pp.253-270
McDonald, M., Millman, T., and Rogers, B., 1997: Key account management: theory, practice, and challenges. Journal of Marketing Management, 13(8), pp.737-757
Moodian, M.A., 2008: Contemporary leadership and intercultural competence: Exploring the cross-cultural dynamics within organizations. Sage
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TONVONGVAL, S., 2013: Impact of transformational leadership development through organization development intervention on employee engagement and firm performance: A case study. Social Research Reports, 25, p.34.
Watkins, J.M., Mohr, B.J., and Kelly, R., 2011: Appreciative Inquiry: Change at the speed of imagination (Vol. 35). John Wiley & Sons
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