There are many different definitions for the term employee engagement, every one explains it as what he understands. The CIPD defined employee engagement as “a combination of commitment to the organisation and its values plus a willingness to help out colleagues (organisational citizenship). It goes beyond job satisfaction and is not simply motivation. Engagement is something the employee has to offer: it cannot be ‘required’ as part of the employment contract.” www.cipd.co.uk (2009)
Employee engagement in my own understanding, is to do what do you think is expected from you in the best way, something that cant be written in the contract but the employer wants you to do. Which is as they say,” go the extra mile”.
Possible explanations for engagement gap:
■ EE resistance
■ Lack of management commitment
■ Unconvincing concept
Workers on flexible contracts
• Those on flexible contracts tend to be more emotionally engaged, more satisfied with their work, more likely to speak positively about their organisation and less likely to quit than those not employed on flexible contracts. However, there are no differences in terms of reported performance.
• Flexible workers tend to feel that they get help from their employer in managing their work–life balance. However, they also have much more positive views about their immediate manager than those not on flexible contracts, and are more loyal to their organisation as well as more likely to act as organisational advocates.
• Employees on flexible contracts are more likely to report that their work is important and meaningful to them than those not on flexible contracts. They feel they are treated more fairly and listened to more than other workers and they are also more likely to take part in discussions about their training and development needs.
• Flexible workers are more likely to stay with their employer and to rate their...