What happen on getachew reda

 Increasing evidence suggests employee engagement can make a difference to the performance of employees and teams within organizations. The employee engagement theory reflects change in the organizational environment, and the mutual expectations of employees and employers in the “physiological contract” mirror changing patterns of motivation: many individuals are seeking greater personal fulfilment in their working lives and are not solely motivated by financial rewards. In addition, changes in the business landscape will require more flexibility, collaboration, project-based activities and talent-led teams (McBain, 2006:21).

Sufficient evidence exists to indicate that employee engagement has significant potential to assist managers in improving team and organizational performance by improving the daily experience of employees within the organization. There are however, more issues remaining, like the precise definition of “employee engagement” and the distinguishing between engagement, satisfaction and commitment. The truth is, there is no quick fix, no more than there is a quick fix for cancer. Butif diagnosed early, both can be cured (Ayers, 2007:16).

The conclusion is that employee engagement is the key to successful use of an organization’s human capital. However, employee satisfaction has not become an irrelevant measure. If it is used appropriately within the larger framework of engagement, employee satisfaction measures can provide useful insight for the organization (Blizzard, 2003:2).