Importance of Management Level Employee Engagement in Organizations

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DOI: 10.21522/TIJMG.2015.02.02.Art013

Authors : Goodluck Chimezie Uncle Elei


Management level employee engagement has become increasingly popular in the last two decades. The advocated constructive results of Management level employee engagement make firms to prioritize development of the culture of engagement within the workplace. Despite so much literature on the subject, very little has been acknowledged on engagement of management level workers. It is vital to engage management level workers, given that they have considerable influence on the way and style the enterprise is managed, and their daily performance adds on to the relational quality between the organization and its clientele (Fairlie, 2011). A direct link between worker attitudes and organizational performance has been noted, in that when an organization’s have a higher performance index, constructive attitude will be arouse amongst the employees (MacLeod & Clarke, 2009).

Divergent management positions have individual specifics, and this have to be tackled in the course of engagement development process. For instance, for marketing and production managers, client satisfaction is a key issue as they deal with clients with diverse needs, even as for the HR managers, employee performance is an issue of high priority. It may, therefore, be argued that management level employee engagement tools are useable for all kinds of managers regardless of their position in the organization. Based on the above observation, this paper has been written with the objective of analyzing the importance of management level employees’ engagement; analyze the level of engagement of management level workers, and what should be done to promote it (Truss, Alfes, Delbridge, Shantz, & Soane, 2013). The objective is to evaluate the findings with regards to the extant literature on management level employee engagement. Knowledge got from the literature review part of this study, and the outcomes of the study may be utilized by the top level management of organizations and HR experts, to tackle matters on engagement of management level workers.

Keywords: Employee engagement, management level employees, disengaged, extremely disengaged, engaged, highly engaged, and not engaged.


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