Employment and law
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Employment and law


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What do you consider to be the most effective approaches for securing employee engagement, in a given employment context, and why?


Engagement is good for the company and its stakeholders. However, fostering employee engagement requires not only the understanding of its benefits but also the implementation of a concrete organizational effort to motivate employee behaviours which lead to engagement. Organisations which are capable of identifying drivers for employee engagement and understanding the implication of HR and organization practices on the engagement drivers, utilize this knowledge to develop strategic initiatives to achieve higher engagement levels.


Effective communication is an important aspect of a well-structured strategy to engage employees. This is especially advantageous at times of business downturn to avoid negative communication risks. For instance, if there is a lack of communication plan about business failures and its implication on employee rewards systems like their benefits, retirement plans, training, or other components, there is an increased risk of inaccurate information flow within the organization which acts as a demotivating element. To boost employee morale, open communication and transparency of business practices is significant which in turn improve their engagement level.

Having a positive organization culture is found to motivate employees as it improves their engagement. This is achieved through the culture of encouraging employee innovativeness and maintaining integrity. Apart from financial rewards, boosting employee personality through expressing their views to the management without any interference and negative effect on their self‐image, status or career improves their engagement levels. This is achieved through offering a safe working environment created through the organizational culture which fosters openness, trust and supportive between colleagues and managers.

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