A Report On

Employee Engagement: Current Organizational Practices

Shad Rahmani & Roshni Haider

HUMAN RESOURCE MANAGEMENT 2nd Semester, Dept of Social Work

JAMIA MILLIA ISLAMIA

Employee Engagement: Current Organizational Practices

Employee Engagement : Current organisational Practices Shad Rahmani & Roshni Haider

A Report In Employee Engagement : Current Organisational Practices

Prepared By: Shad Rahmani & Roshni Haider For Paper: Employee Engagement Submitted in Department of Social Work Jamia Millia Islamia

Employee Engagement: Current Organizational Practices

Employee Engagement : Current organisational Practices Shad Rahmani & Roshni Haider

ACKNOWLEDGEMENT

We are indebted to many people for the successful completion of this paper and would like to take this opportunity to acknowledge the effort put forth by them and thank them in assisting me in the completion of this project. We would like to express our sincere gratitude towards our Subject teacher Dr. Intezaar Khan who provided us with her precious guidance and suggestions for completing this paper. We are also extremely grateful and indebted to Mrs. Upasana Pandey for her help and for taking out time from her busy schedule and giving us insight on employee engagemnt from the perspective of Industry. We offer our sincere thanks to our classmates and friends who provided us valuable facts and insight

Employee Engagement: Current Organizational Practices

Employee Engagement : Current organisational Practices Shad Rahmani & Roshni Haider

Introduction: The topic Employee Engagement is almost self explanatory. It is a one of the trendiest topic in the HR faternity nowdays.If we will try to understand employee engagement in a layman term, we could describe it as any activity that tries to hold the attention of workers to their organization and their work and in return provides them with Incentives for their commitment and their work. However this defination only give a basic idea about the term and not all the aspects of the employee engagemnt.Employee engagement is not just about holding attention or rewarding,it comprises of a whole lot of strategys to make an employee align his/her work ethics and culture toward organisation vision and mission.Employee engagemnt is directly linked to employee retention strategies,infact employee engagemnt strategies are put into effect to counter high retention rates and nowadays most of the employee engagemnt startegies are directed to counter high turnover rate in the organisation. The wind of employee engagement caught up with India with advent of New economic Policys of 1990s when economy was thrown open to foreign organisation and norms for starting a new venture were relaxed.With new organisation a new work culture satrted and race started for getting talented workforce and then retaining them,As India was in shortage of skilled Labour force It became Imperative for organisation to put their hands on talented workforce. Also with the advent of IT era and Dotcom frenzy there was major change in demographics of Indian workforce.People started to rush toward IT sector and average age of workforce started to go down.People started to hop jobs in IT industry which forced Employees to think about how to retain their Workforce.Ther answer lied in Engaging Employees and making them stay with the organization. Employee engagemnt has become main focus of HR department in recent years and we could trace origin of Training and Development, welfare activities, and CSRs in employee engagemnt activities.Also it helps Brand image of an organisation if they boast of good EE practices and if turnover rate is low.It speaks of Environment and culture of the organisation and biggest advantage of having engaged workforce is high productivity and profits reaped by organisation. In this assignment we would try to understand employee engagemnt as a whole,different aspects,process of engagement and current trends going on in industry.

Employee Engagement: Current Organizational Practices

Employee Engagement : Current organisational Practices Shad Rahmani & Roshni Haider

2.Defination(s): Term Employee engagemnt was first used by William.A.Kahn in 1990s.From the time various definations has been propounded for Employee engagemnt.We would first look into Differnt definations given by Experts. 1) William A. Kahn (1990) defined employee engagemnt as the harnessing of organizational members selves to their work roles. 2) Schmidt et al (1993) defined Employee engagemnt as "an employee's involvement with, commitment to, and satisfaction with work." 3) Robinson et al. (2004) define employee engagement as a positive attitude held by the employee towards the organization and its value. 4) Perrins Global Workforce Study (2003) uses the definition employees willingness and ability to help their company succeed, largely by providing discretionary effort on a sustainable basis. 5) Employee engagement have also been defined as a measure of job involvement (Harter, Schmidt & Hayes, 2002) 6) Purcell et al (2003) suggest that employee engagement is only meaningful if there is a more genuine sharing of responsibility between management and employees over issues of substance 7) Gallup as cited by Dernovsek (2008) likens employee engagement to a positive employees emotional attachment and employees commitment. Employee engagement can be defined as the level of commitment and involvement an employee has towards their organisation and its values. Hence, from above definitions we can conclude that component of employee engagement are:

Commitment

Rewards And Appraisal

Job Satisfaction

Involvement

Employee Engagement: Current Organizational Practices

Employee Engagement : Current organisational Practices Shad Rahmani & Roshni Haider

3. Concept: Until now we have understood the definitions of Employee engagement, now we would try to understand the concept as a whole and what are different aspects of employee engagement, now we would try to understand the whole concept and its different aspects. Organisations are needed to make their employee feel as a part of the organisation rather than just as any other worker who would come, work and go. If an employee will feel attached, with the organisation, it will help organisation in long term and there would be less chance of them for leaving the organisation. We would now try to understand type of employee in context with engagement: According to the Gallup the Consulting organization there are there are different types of People:a) Engaged--"Engaged" employees are builders. They want to know the desired expectations for their role so they can meet and exceed them. They are naturally curious about their company and their place in it. They perform at consistently high levels. They want to use their talents and strengths at work every day. They work with passion and they drive innovation and move their organization forward b) Not Engaged---Not-engaged employees tend to concentrate on tasks rather than the goals and outcomes they are expected to accomplish. They want to be told what to do just so they can do it and say they have finished. They focus on accomplishing tasks vs. achieving an outcome. Employees who are not engaged tend to feel their contributions are being overlooked, and their potential is not being tapped. They often feel this way because they do not have productive relationships with their managers or with their co-workers. c) Actively Disengaged-The "actively disengaged" employees are the "cave dwellers." They are "Consistently against Virtually Everything." They are not just unhappy at work; They are busy acting out their unhappiness .They sow seeds of negativity at every opportunity. Every day, actively disengaged workers undermine what their engaged Co-workers accomplish. As workers, increasingly rely on each other to generate products And services, the problems and tensions that are fostered by actively disengaged workers Therefore, engagement is directly linked to employee retention. If an employee feels secure and safe with organisation, s/he would not try to leave the organisation and would like to continue with the organisation. Hence, engaged employee remain with organisation and turnover rate can be reduced easily by making them engaged with organisation.

Engaged employee

Sound policy's

Low turnover rate

Employee Engagement: Current Organizational Practices

Employee Engagement : Current organisational Practices Shad Rahmani & Roshni Haider

4. Factors for Employee Engagement: a) Motivation: Managers are needed to motivate their employees for work and make them feel proud about the organisation, a motivated employee always works harder than other has and is highly engaged. If a person is motivated about the work s/he do/does, they are certainly engaged in will put their maximum effort. b) Job Satisfaction: An employee will work for the maximum only when there is right matching between their job and skill they posses. If a person is put on a job, which s/he does not know how to do /he will certainly get bore of that work very easily and it will harm organisation. Managers should keep a tab on the employees regarding this and keep taking feedback whether their employees are satisfied with the kind of job they are doing or not. c) Commitment: Creating a workforce of committed employee is one thing, which is always on the mind of employee, and it is not easy. However, a committed employee would always work for the betterment of organisation. They would always stand with organisation and will always put on a good image of the organisation. d) Loyalty: Every organisation needs loyal employees who would stand with the organisation in time of crisis. e) Trust: Trust is very important between employer and employees. Employers should have trust on their employee to take them as party in important decisions and employees should trust their employer in matters regarding administrative and functional decisions of organisation. f) Leadership: A good and fair leader is always required to take organisation to pinnacle of success. If there is a democratic and hard working leader, s/he would easily motivate and lead employees by his/her work standards. However if there is undemocratic and Impassionate leader s/he would not b able to take employees as a unit toward the common goal. g) Values: Right and just values of the organisation motivate employees to give their best. If employees would feel cheated and organisation did not have right values, employees would also not respect their organization and their work.

Employee Engagement: Current Organizational Practices

Employee Engagement : Current organisational Practices Shad Rahmani & Roshni Haider

5. Organisation Role In Employee Engagement: a) Career Development- Opportunities for Personal Development Organizations with high levels of engagement provide employees with opportunities to develop their abilities, learn new skills, acquire new knowledge and realise their potential. When companies plan for the career paths of their employees and invest in them in this way their people invest in them. b) Career Development Effective Management of Talent Career development influences engagement for employees and retaining the most talented employees and providing opportunities for personal development c) Clarity of Company Values Employees need to feel that the core values for which their companies stand are unambiguous and clear. d) Respectful Treatment of Employees Successful organizations show respect for each employees qualities and contribution regardless of their job level. e) Companys Standards of Ethical Behaviour A companys ethical standards also lead to engagement of an individual f) Empowerment Employees want to be involved in decisions that affect their work. The leaders of high engagement workplaces create a trustful and challenging environment, in which employees are encouraged to dissent from the prevailing orthodoxy and to input and innovate to move the organization forward. g) Image How much employees are prepared to endorse the products and services which their company provides its customers depends largely on their perceptions of the quality of those goods and services. High levels of employee engagement are inextricably linked with high levels of customer engagement.

Employee Engagement: Current Organizational Practices

Employee Engagement : Current organisational Practices Shad Rahmani & Roshni Haider

6. Advantage of Engaged employees: Engaged employees will stay with the company, be an advocate of the company and its products and services, and contribute to bottom line business success. They will normally perform better and are more motivated. There is a significant link between employee engagement and profitability. They form an emotional connection with the company. This impacts their attitude towards the companys clients, and thereby improves customer satisfaction an service levels It builds passion, commitment and alignment with the organizations strategies and goals Increases employees trust in the organization Creates a sense of loyalty in a competitive environment Provides a high-energy working environment Boosts business growth Makes the employees effective brand ambassadors for the company A highly engaged employee will consistently deliver beyond expectations Turnover rate goes down and people would like to come back to organisation Friendly and easy-to approach environment of working Set a platform for new employees to get aligned with companys goal easily More problem solving and newer ideas due to participative environment

Employee Engagement: Current Organizational Practices

Employee Engagement : Current organisational Practices Shad Rahmani & Roshni Haider

7. Engaging Employees-Methods: So now, we know what employee engagement is and why it is necessary. Now we would look into methods, which are being used to engage the employees in the industry. If we look from the perspective of an employee, that what could be the aspects, which can make them engaged with the organization, are: 1) Performance Appraisal: When employee works in an organisation s/he would like to get proper due of the work s/he is doing in the organization. They would like to be appreciated and get benefits for the work they are doing. Therefore, this can be divided into following parts: a) Appraisal system: A proper appraisal system, which could be annually, or six monthly are being followed in almost everywhere KRAs are prepared and job responsibility is given. Then the work of employee is marked through feedback system and proper increment is provided. b) Promotion/Increment: A sound increment and promotion policy keep employees engaged. Regular and just promotion policy is required to keep employees motivated about the quality of work they do. It depends on KPAs and KRAs and it is on timely basis. c) Training and Development: This has become trendiest factor in employee engagement. To train and develop workforce according to their job profile and also to make workforce multiskilled. It also gives employees an opportunity to learn new things and aspects of their work. It provide them a chance to upgrade their skill and go for different job profile or upgrade their job profile/designation if they became good. d) Participation: Everyone like to give his her idea and every person like to participate and get appreciated. These days every organisation encourages active participation from their employees to get new and better Ideas for the organisation development. In return, they are praised and also given monetary benefits. e) Appreciation: If a person does some good work, part from monetary benefit people also love to get appreciation from colleagues and their seniors. It boosts their morale and makes them feel important. f) Rewards and Recognitions: Proper reward and timely recognitions by the managers and employers make an employee proud and keep him/her attached with the organizations. g) Monetary Benefits: If some employees do some good work, and get benefitted in term of monetary benefits, it keep employees on toes and they work harder to get it again and again. It helps employees and employer both.

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Employee Engagement: Current Organizational Practices

Employee Engagement : Current organisational Practices Shad Rahmani & Roshni Haider

2) Social Security Measures: Second aspect of employee engagement is providing Social security benefits as being provided by Government as statutory measures. This motivates employees, as they know that their present and future is secure and their family is secure from any unwanted mishap. Some of the social security measures being provided as statutory measures are: 1) Workman Compensation act: Through this employee is covered for Accidents and Injury, which could happen while working. Provisions are made in this law to provide for compensation if some injury takes place and in case of death, grieving g family is provided with compensation amount. 2) Pension Schemes: Pensions schemes are given to employees under employee pension schemes in which some amount is deducted from employee salary and employer contributes. This is saved and given as pension after retirement. 3) Provident Fund: Provident fund scheme is put in place in which both employee and employer give some contribution toward provident fund that is released to employee in case of need or after retirement. 4) Maternity Benefits: Working women are given leave with pay when they are pregnant and to take care of baby. 5) Gratuity: a lump sum amount is paid to the employee for unblemished and loyal career. Apart from these statutory benefits, some non-statuary benefits are also provided by organisation. a) Crches: For working women to feed their babies. b) Subsidized Canteens: Subsidized food is provided in canteens c) Recreational activities: Gym and Yoga class are provided for employees d) Outdoor Activities: Trips, Outing, Management games are organized for employees. Concessions and coupons are given for travelling with family and for holidays.

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Employee Engagement: Current Organizational Practices

Employee Engagement : Current organisational Practices Shad Rahmani & Roshni Haider

8. Employee Engagement: Current organisational Practices: Now we would have a look on what is going on in Industry for employee engagement. With overflow of MNCs and Modern culture, the face is changing and more recreational activities, Participation activities are being advocated for employee engagement. We would have a look at them and we will look at some organisation for their practices. A) Current Recreational/Participatory Practices: 1. Family Day: Outing with the family memebrs of all employees or allowing family members of employee in office/work area. 2. Outdoor Sports Gully cricket, football, basketball, volleyball etc are being organized as recreational and stress buster activitys. 3. Coffee with Mannagers Communication forum: These are forums in which emploiyee talk directly with senior managers and heads.give suggestions,and take advices. 4. Diwali celebrations: celebrating diwali in the office premise or with family of colleagues etc. 5. Festival Celebrations: Different festival are celebrated together for making idea of companionship and togetherness 6. Birthday/anniversary celebrations.Employees celebrate birthdays and anniversary in the office.Gifts are given and happy birthday message displayed. 7. Gurukool an informal training session for sharing skills. 8. Workshops for women like make up, cookery show, weight loss/gain. 9. Quiz competitions: Interactive and healthy session for boosting knowledge etc 10. New year party 11. Indoor games - carroms, chess, badminton, Table tennis. 12. Food festival 13. Essay competition - where the topic may be chosen from the Industry. 14. Outbound training programs 15. Power Yoga classes. 16. Health Check up. 17. Blood donation camps. 18. Introduce fun board in your floor shop, so your employees can pin up their Colleagues candid pics, posters, their paintings, hot news, fun news. 19. Celebrate "One Thing Change day" wherein we have asked employees to do one noticable change in them, it be their dress, style, voice tone, greeting style etc. 20. Organizations birthday celebrations. (date of commencement) 21. Bulk Mailers - Thought for the day, Did you Know, Birthday & anniversary mailers. These are some of the interactive recreational and particpative activities that are organized these days mostly in corporates for employee engagement.

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Employee Engagement: Current Organizational Practices

Employee Engagement : Current organisational Practices Shad Rahmani & Roshni Haider

B) Organisations: Now we would look at some organisations and see what are the activitys which they carries out for employee engagement.These also are mainly recreational and participative in nature as we have already covered performance appraisal and statuatory measures. 1:Wipro: Association with Employee engagement companies on contractual basis like with Guitargaurav for taking initiatives for different engaging activities like employee guitar,yoga,drumming learning classes etc. Providing Platform for employee engagement in social issues Monetary contribution by employees is matched by Wipro Encourage employee initiatives with financial capability and volunteer support Personal participation and volunteerism Wipro, as an organization, has various internal social media platforms to engage employees: Communities like Xperience Wipro and Earthian on facebook These communities leverages various initiatives like:A. Spirit of Wipro Run B. Online Diversity Festival 2: Infosys Poject party: Conducted Every quarter of year or end of a project's quarter, infosys spend Rs300 per head. Team mates can have a dinner or lunch together as a team Rookee Award: Freshers who joined within a year are selected for this for his outstanding performance and brilliance, helping for other project etc. His team leader should propose his name for award, its a prestigious award for freshers in infosys. Pat on the back: Team leader proposes the best performer in his team and panel analyses all best performers to select the best candidate. he is awarded with certificate of appreciation and memento. Petite infoscion day: On this particular day employee can bring his/her children to co. and children can visit work area except those few restricted high sensitive project work area.special arrangement like videogames, etc are made Long term project party: For projects that are running for years, the members 0rganise special catering service, food courts etc. to rejuvenate and relax.

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Employee Engagement: Current Organizational Practices

Employee Engagement : Current organisational Practices Shad Rahmani & Roshni Haider

3. Britannia: Organizing fates for workers family . Britannia has also started lunch and learn sessions every month to expose employees to a range of topics that are interesting and pertinent to them and this includes outside speakers from a wide variety of areas and topics. Top performers and high achievers of the Company are felicitated with rewards and appreciation for their exemplary achievements and leadership behaviors at the Annual Conference. Organizing forums for workers to discuss safety and hygiene conditions with the sole purpose of understanding workers mindset. Organizing events like talent acquisition for employee kids for scholarships and awards. Providing rewards in employees referral programs and recognition like outstation trips to performers. 4. Ranbaxy: Employees are provided with an online internal job posting system Vector to facilitate internal employees movement across geographies. Initiatives like Global appreciate awards in recognition of special efforts. Introducing Global engagement surveys for employees to voice their issues and share feedbacks. Risk tolerance is also a very critical engagement tool for Ranbaxy as it allows it employees to explore different aspect of business and genuine mistakes are considered as part of learning and development. 5. Dr.Reddys: Employee feedback are taken in two Ways without having immediate bosses:1. Interview with function heads Senior management 2. Focus groups consisting of 6-8 employees across different locations (While following above process suggestions were invited on areas that needed attention, and concluding remarks were captured) Providing employees with open communication channels through in-house circular (Elixir) and intranet(drreddys). Initiatives like corporate volunteering for developing a connect between employee and drreddys. This involved employee volunteering to help in initiatives taken by company to be part of that. Employees are provided with medicines on low cost or on affordable pricing. Introducing initiative like friend forever with Alumni so that all Ex employees can be in touch with the Dr reddys network.

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Employee Engagement: Current Organizational Practices

Employee Engagement : Current organisational Practices Shad Rahmani & Roshni Haider

6. Kohinoor hospitals: a) Baat Aapke Saath Employees are the face of an organisation. They have their concerns and suggestions to share. To facilitate such interaction Kohinoor Hospital has come up with an open forum called Baat Aapke Saath. Every Saturday employees are welcome to discuss issues or give suggestions with the company HR b) Open Forum for the employees close to our Heart- Nurses Nightingales Meet Nurses are the lifeline of a hospital. They continuously monitor the patients health, paying attention to every detail. Through this forum, nurses can directly talk with the Vice President of the organisation Dr. Rajeev Boudhankar, and discuss problems that affect them at work. c) DHAMAAL - The Enthusiastic Work Place Enthusiastic people brighten up the hospital and are passionate and dedicated to what they do. To keep the enthusiasm levels high Kohinoor Hospital organises different activities such as New employee introduction Birthday Bash Employee of the Month Informal Presentation by different departments Games Snacks d) Kohinoor Happy Hour During Happy Hour employees from different departments get to know each other better and participate in activities like teambuilding games, stress relieving exercises, meditation etc. e) Celebration of Festivals and Days Festivals spread happiness and bring people together. Grand celebrations complete with music, dance and other activities are organised during these days and events. Recreational activities are planned for special days like Nurses Day, Doctors Day and Womens Day. Kohinoor Hospital also organises a month long Annual Day carnival which includes sporting events, dance, drama, singing and various competitions. f) Employee of the Month Recognition is an important factor that drives employees to perform better. At the end of every year Kohinoor Hospital recognises and rewards employees whose exemplary contribution has enabled it to create new benchmarks in healthcare. g) Hobby Lobby Creativity brings us alive and lets us explore our talents. HOBBY LOBBY is a part of DHAMAAL The Enthusiastic Work Place and is an opportunity for employees to express their creativity through dance, drama, singing, mimicry, theatre, comedy, magic shows etc.

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Employee Engagement: Current Organizational Practices

Employee Engagement : Current organisational Practices Shad Rahmani & Roshni Haider

7.Samsung: SAMSUNG LIVE which is an online open communication platform for employees of all ranks. Reply consultation room- active discussion on new products take place. Refresh system-To motivate people to work better, Samsung SDI encourages employees to take leaves available for them. Employees must prepare their leave plan yearly. Then the system tracks if an individual actually takes planed leaves or not. open counselling system- these are the companys representative communication channel for building a sound organization and promoting communication among employees. In 2011, a new specialized program was introduced for employees who may be marginalized. The Muhan Soh-tong (Limitless Communication) Workshop has been held twice so far for foreign employees working at Giheung headquarters. The workshops provide emotional support related to hardships these employees may be facing in their lives outside their home countries, as well as art therapy to help enhance their sense of belonging. At Cheonan Plant, a training program called Working Moms Mind Plus has been provided for pregnant employees, in which they can discuss emotional difficulties and ways to overcome them, in terms of finding balance between parenting and work. Meanwhile, an external speaker was invited to give a lecture program called Healing Cinema, about solving emotional conflict.

8. TCS: Two initiatives in TCS :PEEP- Proactive employee engagement program these are individual employee meetings across functions and grades. In this programme, associates get to talk directly one on one with senior , no specific agenda for the meeting. PROPEL also a global associate engagement program initiated by TAO consultants. TCS attrition rate 12.8% as compared to 15.4% of INFOSYS because of PEEP. SPEED(system for performance evaluation and employee development) TCSs performance management system helps individuals exhibit goal directed behavior . TCS, which has diverse teams working in different geographic locations in different cultures, created the Ultimax platform an Online forum, where employees across levels and geographies can come together. TCS popular MAITREE forum organizes festive celebrations, family day,kaledoscope- a fair for children to bring the TCS family closer together. SEVENTY SEVEN bagged the mandate to handle the on ground employee engagement activity for TCS in Mumbai. The activity, held in June 2010 at various locations ,engaged TCS employees and their family members with an entertainment led evening.

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Employee Engagement: Current Organizational Practices

Employee Engagement : Current organisational Practices Shad Rahmani & Roshni Haider

TCS actively supports athletic and sporting activities at the national, regional and local level and encourages employees to participate. Myriad of activities yoga to aerobics, from tennis and coaching to cricket and football tournaments. Sponsorship of the Mumbai marathon

9: Challenges in Engagement: 1) Controlling Attrition: Despite providing with extra benefits and soaps Attrition rate is high in Corporate and IT sector.People are restless and changes job very suddenly.Sensing attrition in starting is very crucial and organisation are working toward that. 2) Driving High Performance: Aligning mindset toward high performance is not easy and organizations are still finding it difficult to drive high performance from employees. 3) Creating future leadership: Finding leaders and grooming them for future is another aspect where organisations are working so as to create new leaders that would drive them in future. 4) Attracting Womens toward high Powered Job: corporate and board rooms are still marked by absence of female in them.It is high time management satrt worrking toward having ambitious and high enery women in corporate nad boardrooms. 10.Conclusion: From the above discussion we can conclude that employee engagement activities are very necessary and currently most of the organizations are trying to provide good engagement measures so as to retain their employees and also develop the career of their employees. Apart from statutary measures which are compulsory, organizations are also providing recreational and participative measures. This culture is more prevalent in corporate these days and they are trying more innovative methods to engage their employee. Plant level initatives are also commendable and they are also trying to retain their employees through engagement programms however they rely more on statuatory laws rather than providing innovative ideas. henceforth due to these activities both employee and employer are in win-win situation. Employee get Extra benefits and perks and employer tend to get a commited and loyal workforce.

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Employee Engagement: Current Organizational Practices

Employee Engagement : Current organisational Practices Shad Rahmani & Roshni Haider

11. References: a) Websites: 1.http://www.lhf.org.uk/publications/NeedsStatementFull.pdf 2. http://www.guitargaurav.com/corporate-workshop.html 3.http://www.wipro.org/pdf/Wipro-view-Good-Citizenship.pdf (Page 9) 4.http://peoplematters.in/articles/learning-curve/the-social-shift 5.http://www.drreddys.com/sustainability2009/ec-employeeengagement.html 6.http://www.britannia.co.in/Annual_Report_2012.pdf 7.http://www.scribd.com/doc/38291014/Ranbaxy-09 8. http://www.kohinoorhospitals.in/employee-engagement-program.html b) Journals:
a)Ferguson, Amanda.(2001) Employee engagement: does it exist, and if so, how does it relation to performance, other constructs and individual differences?

b) Vazirani.Nitin,(2007) Employee Engagement working paper 05/07, Website: www.siescoms.edu

c) Attridge.Mark,(2009) Employee Work Engagement:Best Practices for Employers , Vol 1,Issue

3,June 2009. d) Kula.Sandeepr,Gatenby.Gatnby,Rees.Chris,Soane.Emma,Truss.Katie,(2008), Employee Engagement: A Literature Review Vol.19, October 2008. e) Markos.Solmon, Sridevi.Sridevi(2010) Employee Engagement: The Key to Improving Performance Vol. 5, No. 12 December 2010. Website: www.ccsenet.org/ijbm

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