The factors affect that the employee engagement in state financial institute.
Hopefully, this paper will be beneficiary for the executive level of this organization to manage the employees and build consciousness through organized collective action and management correctly. Organization of choice is the hopeful of employees which desire to work by head, hand, hard, and happiness.
5.1 Conclusion
Engagement should link to economic, social, and cultural dimensions clearly. Linking with economic will increase the performance result of organization.
Linking with social will create the good environment and healthy workplace. Linking with cultural will build the recognition culture and working together smoothly. The most things which the executive should concern is the level of engagement of employee because it will effect to the decision making, accountability, relationship, working process and performance result of the organization. Engagement is not the benefit for the individual but it effect to the team and organization. The reason is that engagement can retain the potential employee as a long time which doesn’t waste time to recruit the new comer. Besides, the employee engagement can reduce the training cost. The executive can use the engagement as the intervention for the human resource management. As a result of engagement will help to build the good culture and environment by transforming workplace motivation definitely. The labor market has higher competed than in the past which is the key concern for the organization in the determining of human resources strategic planning. However, the engagement does not only occur from the employee, the organization culture is the one important factor which effect to the employee behavior.
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Engagement strategies need to be determined suitably, according to the culture of organization and align with the organization strategy. Everyone has not the same level of engagement which we can boost up by many methods. Organization must create employees the confidence that can respond to changing environment in the right direction and sustain in the future. Besides, in this research find out that the one important enabling factors are the leadership of direct and indirect boss which can be both good and bad attitude by reflecting to the engagement as well. Currently, aging employees can leave before retirement age which pressure young generation into leader more quickly. Therefore, organization has to effort and develops this
generation to prepare the skill, knowledge and experience for them to be performing leaders in the future which is the key factor to increase the employee engagement as well. Don’t let them become disengagement.
The organization has to understand the dynamics of employee engagement to improve the unique dynamics factor affect that employee engagement level within own organization. Employee engagement is very sophisticate because the organization may realize but it’s hard to manage perfectly. Employee engagement is the key success factors to lead to the sustained competitive advantage and high performance.
5.2 Recommendation
This organization should develop the engaging management systematically.
The first priority, the organizations should build the leader to buy-in the engaging management before. The top executives have to state the policy and cascade down the manager, supervisor and employees. The communication is the key role in this process. Moreover, they have to concern in many points. The one key concern are the employees will engaged when they meet their needs both benefits and satisfaction.
The study results reveal that the organization should start a list of initiative to create employee engagement by the top executive level to determine the clear policy such as set up individual’s KPI. Then, the key priority seems to be communication to the mangers and staffs to understand in the same direction and to realize about what’s going on in the organization. Moreover, there are the key points
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which lead to be taken emphasize that the employees desire a sense of involvement of being a partnership with the organization. The most points which would state in this part are the managers have to design the right structure and working process including put the right man into the right job as well. The key points combine with three packages as follows:
1. The remuneration package has to cover both the monetary rewards and nonmonetary rewards to offer for the employees such as salary and recognition award.
2. The security package in the future which combined with the clear empowerment, career growth and career development road map which respond to the desire of employees and that their employability is being increased in the great other ways.
3. The health package is the important elements for the engaged creating in work and organization which can drill down as the tangible environment and intangible environment.
Finally, the conference (2011) stated that employee engagement is the important for organizations. The leader could start from the reframing of VUCA which stands for the volatility, uncertainty, complexity, and ambiguity. These lens reflect to the management of leaders which have to create the environment that leads to the engagement. The environment also combined with VUCA
1. Creating the vision to push the employees into the same laser-focused perspective for the future
2. Enhancing the employees understand for the role of them to drive the vision a reality.
3. Providing the clarity necessary to push the alignment and execution for the vision properly.
4. Ensuring that the employees have the learning and experiential agility promptly for preparing to be the high level.
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5.3 Research limitation
In-depth interview have been conducted with fifty people out of four thousand people. Each interview took about 30 minutes. It would have been impossible to survey and interview all employees. Besides, most respondents have years of service more than fifteen years and working together every day. Therefore, they have developed strong core value to belief in organization in the same perspective.
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