Employees play a critical role in ensuring the success of an organization. Evaluation of the organization's employees’ state is critical to ensure that they can deliver quality and excellent performance. Moreover, the employees need to be updated on the company's mission and plan to charge their focus towards a common direction. This paper summarizes and analyses a research project done regarding the impact of employee engagement in an organization, the case of Kia motors.
The study aimed to understand the entire situation which faced the Kia motors during in the year 2007. Indeed, several challenges were facing the company's labor force, which in return deteriorated the entire operation. The researchers surveyed the employers to ascertain the experiences of the employees in the company. Consequently, apart from the financial losses, the employers experienced little employee engagement, which was both a cause and effect of the low firm-employee engagement.
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Additionally, the research was guided by several objectives meant to curb the organization's challenges. Firstly, the study sought to develop ideas on how to better the communication methods throughout the organization. Besides, the feedback on reports from employees was of low quality. Therefore the stakeholders needed to strengthen the essence of quality feedback. Also, the organization was spending much on the recruitment of employees. Hence there was needed to regulate the expenditures. Furthermore, the turnover per employee was too high hence the desire to control the activities.
The strategies laid by the research to contain the low employee engagement sought to ensure the company would become every employees’ choice. One of the critical strategies was to create a concrete employee engagement. There is a dire need to create a strong bond between the employees and the organization. The employees need to emotionally feel attached to the organization, performing every duty passionately with a common goal to ensure the firm’s success. The strategies also included ensuring employee satisfaction in their particular work areas in the firm. Again, regular surveys to check on the employees’ status in the duties was essential.
The tactics suggested by the survey to achieve better performance on the employee engagement were several. For instance, ensuring employee recognition was quite critical. Previously, employees were not recognized when they did a marvelous job. This move would be critical in engaging the workers. Besides, the company would adopt regular surveys on the employees' progress to ensure a comfortable working environment. Again, internal communications would serve better in creating ample working conditions. Furthermore, employee development like training would be crucial in promoting employees.
From the article, internal communications are crucial in every organization when determining the productivity of the workers. Many organizations start failing from the core factor of production that is labor (Antony, 2018). However, the employees also need to be motivated and oriented to the company's central vision and stipulated goals. Communication in the organization should be free and frequent from the senior management to the most junior workers. Additionally, the communication should operate both horizontally and vertically.
Communication, especially from the management, is mostly feedback on reports and questions. Such information is critical to give way forward for the employees and motivate them on the progress. Through thorough and regular communications, employees and their employers can create a strong bond and better rapport for the employees to express their grievances. Additionally, it is through communications in the organization that workers are incorporated in critical decision-making processes (Kang & Sung, 2017). Involving employees when making fundamental decisions on the organization's future accords them the value they deserve, and individual workers can feel their presence in the organization is appreciated. Furthermore, joint decisions, which include employees' inputs, ensure that the whole team pushes the company's focus. Therefore the commitment to the organization’s success is guaranteed to succeed.
Additionally, there are essential factors solved by communication in the organizations, which could be costly to the firm. For instance, the leaders' move to negotiate with the employees to cut off the bonuses spent on workers played a critical role in increasing their salaries and reducing the overall production cost, yet the workers were comfortable. The decision on cushioning the bonuses was made through peaceful meetings and was indeed supported by the employees. Precisely, communication is critical in solving possible critical activities that otherwise could end up disputing the entire organization.
The article has enriched me more on understanding the essence of employee engagement in an organization’s performance. Notably, the labor force plays a critical role in determining the performance of the organization. Again, the company's financial decisions critically impact the firm's financial sustainability in the future. Also, the company's spending on production costs does not necessarily imply that the cumulative output would be much (Nazir & Islam, 2017). For instance, the many bonuses allocated to Kia employees did not add up to an increased output or profits.
On the other hand, the company can spend a little cash on labor but end up with a significant profit in return. Communication is paramount in making decisions in the company, more so when the decisions affect the employees. The discussion on removing the unnecessary allowances on employees, but increasing the basic salaries and more rewards depending on individual work performance was unanimously accepted, based on considerable communication.
Furthermore, the article has created a perspective in my mind that communication and engaging the employees in the company's decisions and critical milestones is critical. How much money is spent on paying the employees who do not equally promise an equivalent return on investment (Sun & Bunchapattanasakda, 2019). Again, making the workers' worth recognized in the organization is essential in creating a close relationship between the employees and the leaders. Many companies are successful because they work as a team, with no strict differences and classification of ranks, which sometimes hinder the communication among employees.
In conclusion, the article was quite relevant in correcting organizational failures associated with employee engagement. The labor force is among the most celebrated factors of production in every firm. Additionally, communication in the organization is paramount in determining the performance of the organization. Additionally, it is through communication that essential information is shared in the firm. Employee engagement does not necessarily mean paying lump sums of money to the workers. Workers need sufficient knowledge of the vision and mission of the firm. Every individual worker needs to know their specific roles and the total goals of the firm. Besides, Motivation is a vital aspect in promoting determination and hard work in the organization. Therefore, the article's points are relevant and necessary in promoting employee engagement and consequently the performance of the organization in the long run. Additionally, value and appreciation of the worker's efforts motivate the employees to do more than their requirements.
References
Kang, M., & Sung, M. (2017). How symmetrical employee communication leads to employee engagement and positive employee communication behaviors: The mediation of employee-organization relationships. Journal of Communication Management .
Sun, L., & Bunchapattanasakda, C. (2019). Employee engagement: A literature review. International Journal of Human Resource Studies , 9 (1), 63-80.
Nazir, O., & Islam, J. U. (2017). Enhancing organizational commitment and employee performance through employee engagement. South Asian Journal of Business Studies .
Antony, M. R. (2018). Paradigm shift in employee engagement–A critical analysis on the drivers of employee engagement. International Journal of Information, Business and Management , 10 (2), 32-46.
