Research studies have evaluated the importance and impact of employee engagement on organizational performance. Scholars have discussed that employee engagement is the most significant factor for building and maintaining business value in the market (Engagement is considered as a powerful factor for an organization because it creates a prospect for workers to form a bond with the other co-workers, executive level managers, employers, and organization. Employees are motivated to increase their potential for engaging and participating in organizational matters.
The notion of engagement in relation to the organizational performance based on the fact that employees’ active participation can bring constant, and really improved changes and flexibility at a considerable level Studies conducted by several researchers have confirmed that there are some factors which determine the nature of relationships between employee engagement and organizational performance. Most prominent variables of employee engagement include managers’ role and coordination, appraisal, feedback, and motivation. For motivation, it is to be considered that there are different types of motivational factors that work to get employees engaged in all organizational processes with efficiency.
Furthermore, it has also been argued that dedicated performance of engaged employees leads an organization towards customer satisfaction and it is one of the most significant contributors of organizational profitability and productive outcomes. Studies suggest that intrinsic motivation helps develop self-esteem and self-actualization among working individuals, which lead them to understand their own responsibility for developing expertise in the assigned tasks. Engaged employees are supposed to be given outstanding performance appraisal standards. Feedback and appraisal for their performances further encourage them to make remarkable contributions to increasing profitability and growing scale of the company. Here, it is noticeable that variables of employee engagement are independent while organizational performance level’s variables such as growth scale mainly depend upon employee engagement.
The research evaluated that organizations are required to have those individuals in working team who can work with complete dedication and passion. Apart from this, keeping in view the suggestion of it can be argued that intrinsic motivation may only be helpful for engaging individuals who have already been satisfied with extrinsic motivational factors. Those individuals who perceive their work related motivation as stemming out of extrinsic factors can be expected to less concerned with intrinsic motivation. In this regard, Rose promulgates that managers can also play a vital role to provide extrinsic motivation to the employees so that they can get pleasure from the work that has been assigned to them.
