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10-02-2015, 11:08 PM

Hi this is Rohan and I wanted the synopsis related to employee engagement regarding IT companies in Bangalore

jaseela123d · 24-03-2017, 04:22 PM

Employee engagement is a measurable degree of an employee's positive or negative emotional attachment to their work, colleagues, and organization, which profoundly influences their Will to learn and act at work. "So commitment is distinctively different from employee satisfaction, motivation, and organizational culture.

A hired employee is aware of the business context and works with colleagues to improve the context and works with colleagues to improve on-the-job performance for the benefit of the organization. It is a positive attitude of the employees of the organization. It is a positive attitude of employees toward the organization and its values. The commitment in the work was conceptualized by Kahn (1990) as the "use of the members of the organization" to their work roles. In engagement, people employ and express themselves physically, cognitively and emotionally during role-playing. The second construct related to the commitment in organizational behavior is the notion of flow proposed by Csikszentmihalyi (1975, 1990). Csikzentmihalyi (1975) defines flow as the "holistic feeling" that people feel when they act with full participation. Flow is the state in which there is little distinction between the self and the environment. When individuals are in the Flow State little conscious control is necessary for their actions. Employee engagement is, therefore, the level of commitment and participation an employee has toward his or her organization and its values. A committed employee is aware of the business context and works with colleagues to improve performance within the work for the benefit of the organization. The organization must work to develop and encourage participation, which requires a two-way relationship between the employer and the employee. Thus, employee engagement is a barometer that determines a person's association with the organization. Engagement is most closely associated with the existing construction of labour participation (Brown 1996) and flow (Csikszentmihalyi, 1990). Participation in work is defined as "the degree to which the employment situation is fundamental to the person and his identity" (Lawler & Hall, 1970). Kanungo (1982) argued that participation in work is a "cognitive state or belief in psychological identification. Participation in work is believed to depend on both the importance of the need and the potential of a job to meet these needs.

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