Employee Engagement in the Hospitality Industry
The level of dedication and enthusiasm that a worker feels towards his job is defined as employee engagement, which is a Human Resources concept. Employees who are engaged feel that their hard work makes a difference to the organization's performance, and are concerned about their work (Ncube, and Jerie, 2012). An engaged employee considers his well being to be linked to his performance, and is hence instrumental to the success of their organization. He is in it for more than a paycheck (George, et al, 2020).
One of the most crucial management issues in the hospitality industry is retaining talented employees, where turnover rates range from 60 to 300% while the average cost that is connected to turnover is about 1.5 times the salary of the employee. This high turnover rate has an impact on employee productivity and morale and also causes indirect reductions of profitability and revenue, and as such is an incommodious problem for the hospitality sector. Even if the worker retains with the company, poor productivity and morale could cause a reduction in profitability since only 50% of the employees are engaged at a necessary level in their company to complete their work satisfactorily (Onyango et al, 2022).
Employee engagement could be crucial to the success of a firm, taking into consideration its clear associations with employee morale and job satisfaction (Ncube, and Jerie, 2012). A crucial part of generating and preserving employee engagement is communication. Employees who are engaged are more liable to perform better and be more productive, also displaying a greater commitment to the goals and values of an organization (George, et al, 2020).
Employee engagement could be encouraged in several different methods by employers, including offering promotions and rewards for good work, communicating their expectations clearly, providing regular feedback and keeping the staff informed regarding the performance of the organization (Onyango et al, 2022). Making employees feel respected, valued, and that their ideas are being heard and comprehended are other strategies that could be used. Employees who are engaged believe that they are appreciated, and backed by their supervisors, that their ideas are being understood, their voices heard, and that their work is meaningful. Hence, they believe that they have the backing of their supervisors and that they have been entrusted with their company’s success (Onyango et al, 2022).
Since the 1990s employee engagement has
been deemed part of the management theory and was widely adopted during the
year 2000. Employee engagement has been discovered to maintain direct links to
the financial health and profitability of an organisation, although it has its detractors
(Arwab,
et al, 2022).
One strategy would be to enhance the productivity of employees, by reducing their intention to leave the company and increasing their level of engagement. Disengaged employees who are not fully engaged could create a performance gap that would cost businesses in the USA US$ 300 per year in lost productivity. Employers attached to the hospitality industry could better address and understand their employees’ psychological work-related states as well as behavior so as to reduce unnecessary turnover or turnover intention (Onyango et al, 2022).
Employees have work engagement of diverse degrees. Employees who are more engaged add strength to the competitive advantage of the company while generating positive business results. It has been found that employee engagement positively impacts their behavioral outcomes and performance including guest satisfaction, adoptively, in-role and extra-role performance, proactivity, customer loyalty and creativity (Arwab, et al, 2022).
Workers who are specifically engaged are more likely to translate to present positive attitudes such as behavior, job satisfaction, and organizational citizenship and possess positive perceptions of their work experience. Their positive resources like psychological capital assist employees to combat job search behavior and the dysfunctional effects of turnover and stress. (Onyango et al, 2022).
It is crucial to the hospitality industry to choose the correct employee, and create and maintain a work environment that encourages workers to be more engaged in their work. The theoretical model that was framed under social exchange theory for this study has the probability of contributing to the literature by uncovering and examining new associations that are related to employee engagement. The discoveries will additionally provide positive contributions to hospitality companies and employees as well as the training and education of present and future managers (Maxwell, et al, 2010).
The majority of empirical research and organizational theories are focused on the importance of negative phenomena like overcoming resistance to change, managing uncertainty and problem solving (Ncube, and Jerie, 2012). A negative approach does not address comprehension of optimal functioning and human strengths but focuses on minimizing what is wrong with organizational and human development. However, individuals excel by maximizing their strengths as opposed to mending their weaknesses (Sadiqe, 2014).
The unexploited potential of a positively oriented, science-based approach has been recognized by organizational theory and behavior scholars, which results in the emergence of two key parallel and complementary movements-POS (Positive Organizational Scholarship) and POB (Positive Organization Behavior). Modern organizations are aggressively challenging employee engagement (Saks, and Gruman, 2011). According to consistent Gallup surveys, most employees in all types of global companies are not fully engaged in their work. For example, 17% of US employees are actively disengaged in their work while 54% are not actively engaged meaning that workers waste approximately 2 hours per day beyond their scheduled breaks and lunch. It is not easy to retain only talented employees with high levels of human capital and encourage workers to become fully engaged in their work (Book, et al, 2019).
Companies possess experience, economic
capital, knowledge, the material assets of the company, social capital, human capital,
expertise of employees, experience, the network of relationships among
employees, social capital, as well as psychological capital (Rabiul,
et al, 2021). A person's positive
psychological state of development, which is psychological capital, could be a
crucial predictor to meet the challenges of employee engagement in present day
organizations and comprehend the differing degrees of employee engagement at
work. Displaying a positive association
between the psychological states of an employee including psychological
capital, levels of engagement and their behavioral outcomes of satisfaction,
an employee’s insight into service climate, turnover intention and citizenship
behavior will add to the study of POB (Positive Organizational Behavior).
Reference
·
Arwab,
M., Adil, M., Nasir, M. and Ali, M.A., 2022. Task performance and training of
employees: the mediating role of employee engagement in the tourism and
hospitality industry. European Journal of Training and Development,
(ahead-of-print).
·
Book, L.,
Gatling, A. and Kim, J., 2019. The effects of leadership satisfaction on
employee engagement, loyalty, and retention in the hospitality industry. Journal
of Human Resources in Hospitality & Tourism, 18(3),
pp.368-393.
·
George,
C., Omuudu, O.S. and Francis, K., 2020. Employee engagement: a mediator between
organizational inducements and industry loyalty among workers in the
hospitality industry in Uganda. Journal of Human Resources in
Hospitality & Tourism, 19(2), pp.220-251.
·
Maxwell,
G.A., Ogden, S.M. and Broadbridge, A., 2010. Generation Y's career expectations
and aspirations: Engagement in the hospitality industry. Journal of
Hospitality and Tourism Management, 17(1), pp.53-61.
·
Ncube, F.
and Jerie, S., 2012. Leveraging employee engagement for competitive advantage
in the hospitality industry. A comparative study of hotels A and B in
Zimbabwe. Journal of Emerging Trends in Economics and Management
Sciences, 3(4), pp.380-388.
·
Onyango,
R.O., Egessa, R. and Ojera, P., 2022. Effect of Organizational Justice on
Employee Engagement in the Hospitality Industry. European Journal of
Business and Management Research, 7(4), pp.6-13.
·
Rabiul,
M.K., Mohamed, A.E., Patwary, A.K., Yean, T.F. and Osman, S.Z., 2021. Linking
human resources practices to employee engagement in the hospitality industry:
the mediating influences of psychological safety, availability and
meaningfulness. European Journal of Management and Business Economics.
·
Sadiqe,
M., 2014. Employee engagement in hospitality industry in India: an
overview. Global Journal of Finance and Management, 6(4),
pp.375-378.
·
Saks, A.M. and Gruman, J.A., 2011.
Manage employee engagement to manage performance. Industrial and organizational
psychology, 4(2), pp.204-207.
Agreed on the above content. Further, when employees are engaging they stand up for the Organization due to the employees are proud to be a part of the Organization and it finds solutions to problems and create ideas to improve the productivity of the organization (Allen, 2014). Osborne & Hammoud (2017) stated that "the importance of employee engagement in driving organizational profitability, and enabling customer service skills amongst its employees". The Job and task design, recruitment, selection, training, compensation, performance management and career development will affect employees’ level of engagement (Vance, 2006). As per the Psychological needs in Maslow's Hierarchy, the Employee who experiencing high degree of stress may lead low commitment and satisfaction of the job performed (Saleem & Gopinath, 2015 & Kuzey, 2018).
ReplyDeleteThanks for sharing the information. And also, A successful employee engagement program encourages employees to achieve their best job while also having fun. But it also ties them to your company's greater purpose, which we call your mission. Perhaps it is making outsiders feel welcome, cared for, and at ease when they are away from home. Whatever it is, every staff, from launderers to concierges, should understand it and be equipped to support it (Saks, and Gruman, 2011).
DeleteAgreed on the above content. Prabuddha. Further companies also need to contribute towards achieving 100% of employee engagement. The company culture plays a major role in the level of employee engagement. Kompaso & Sridevi (2010) states that employers should make sure that they maintain psychologically safe workplace for their employees to improve employee engagement. Granatino, Verkamp, & Parker, (2013) states that carrying out training programs will increase engagement.
ReplyDeleteThe leadership style of the company also makes a huge impact on the level of employee engagement. Lowe (2012) in his article “How Employee Engagement Matters for Hospital Performance” states that Employee engagement is improved when the leader has a strong relationship with his or her subordinates.
A companies rewarding & recognition system also affect employee engagement level. Haines and St-Onge’s (2012) found that rewards and recognition directly affect employee engagement and performance.
Thanks for sharing the information. And also, People-leaders who have been taught and equipped with the skills and expertise to engage and connect with workers play an important role in increasing employee engagement. Unfortunately, only a tiny fraction of managers have gotten this training, with the vast majority lacking these competencies. A bigger salary. A larger office space. Parking spaces have been reserved. Memberships at a gym. These perks are important when it comes to happy employees. A "satisfied" employee, on the other hand, isn't always "involved" with the organization's activities. That can only happen when people care about what they're doing and how it affects their teams, the business, and society as a whole (Book, et al, 2019).
DeleteAgreed With you Prabudhdha, Employee engagement is a physical and psychological condition related to work cognitively, emotionally, and behavior to achieve the goals of the organization.
ReplyDeleteThe findings of Sekhar, Patwardhan & Vyas (2017) that individuals who feel engaged with their work and have a higher sense and involvement in activities in their organization will produce good job performance (Ngwenya, & Pelser, 2020). In the findings of Kim, Han & Park (2019), employee engagement is also able to mediate in the relationship between variables and can reduce the occurrence of turnover intention in individuals in addition to work performance results. Further, Employee engagement refers to things that are positively effective related to carrying out work that has aspects of vigor, dedication, and absorption (Schaufeli, Bakker, & Salanova, 2006). This sense of engagement is a cognitive, emotional, and behavioral condition of the individual directed towards organizational goals (Farndale & Murrer, 2015; Shuck & Wollard, 2010).
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DeleteThanks for sharing the information. And also, Setting goals increases employee engagement by making massive workloads less scary. This is especially important if you're utilizing the SMART Goals approach, as your objective must be both attainable and time-bound. Even while OKRs are a fundamentally different strategy from SMART Goals, they may nonetheless make work more manageable by attaching large, nebulous-seeming qualitative activities to tasks with measurable outcomes (Chris, 2021).
DeleteAgreed with you Prabudhdha, Employee engagement is a physical and psychological condition related to work cognitively, emotionally, and behavior to achieve the goals of the organization (Satata, 2021)
ReplyDeleteThanks for sharing the information. And also, Employee engagement is a human resources (HR) term that emphasizes a worker's excitement and attention to their job. Employees that are engaged care about their job and the company's performance, and they believe that their efforts make a difference. An engaged employee is motivated by more than a salary and may view their well-being to be tied to their performance and hence important to the success of their firm (Smith, 2022).
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DeleteAgreed with you Prabudhdha, For the hotel business, employee engagement is essential. It is the most recent human resources technique that every firm has adopted to boost productivity and profitability while also lowering employee attrition (Harter, Schmidt, and Hayes, 2002). Employee engagement is the level of dedication and involvement that an employee has in his or her firm and its principles. It has been defined more fully as when employees have favorable sentiments about their work, find their employment personally important, believe their workload is manageable, and have hope for the future of their work (Saks, 2006).
ReplyDeleteThanks for sharing the information. And also, Furthermore, while the majority of employees desire more feedback and career dialogues with their managers, many are unsure how or where to begin. According to the study, improving communication and alignment between employees and managers, as well as encouraging both to have frequent, organized, and meaningful interactions, may have a major impact on companywide engagement (Ncube, and Jerie, 2012).
DeleteAgeeed Prabudhdha, the sense of employee engagement is a cognitive, emotional, and behavioral condition of the individual directed towards organizational goals (Farndale & Murrer, 2015; Shuck & Wollard, 2010). Employee engagement is a positive individual attachment, commitment, loyalty to one or one line of work (Xiao & Duan, 2014), or the individual's positive psychological state regarding their work (Saks & Gruman, 2014).
ReplyDeleteThanks for sharing the information. And also, Setting goals increases employee engagement by making massive workloads less scary. This is especially important if you're utilizing the SMART Goals approach, as your objective must be both attainable and time-bound. Even while OKRs are a fundamentally different strategy from SMART Goals, they may nonetheless make work more manageable by attaching large, nebulous-seeming qualitative activities to tasks with measurable outcomes (Chris, 2021).
DeleteInteresting topic Prabudhaha. Externally, employee engagement can be influenced by several factors, including the provision of appropriate and satisfying wages according to job level (Pang & Lu, 2018). Consistent communication within the organization can increase employee engagement to provide the best performance at work (García-Carbonell et al, 2018). A conducive work environment can provide good performance results for individuals (Lazauskaite-Zabielske, Urbanaviciute & Balsiene, 2018) as well as supportive colleagues in the workplace can increase job satisfaction and work performance (Yousef, 2017).
ReplyDeleteThanks for sharing the information. And also, A successful employee engagement program encourages employees to achieve their best job while also having fun. But it also ties them to your company's greater purpose, which we call your mission. Perhaps it is making outsiders feel welcome, cared for, and at ease when they are away from home. Whatever it is, every staff, from launderers to concierges, should understand it and be equipped to support it (Sadiqe, 2014).
DeleteThis comment has been removed by the author.
ReplyDeleteThis comment has been removed by the author.
ReplyDeleteAgreed with you Prabudhdha, For the hotel business, employee engagement is essential. It is the most recent human resources technique that every firm has adopted to boost productivity and profitability while also lowering employee attrition (Harter, Schmidt, and Hayes, 2002). Employee engagement is the level of dedication and involvement that an employee has in his or her firm and its principles. It has been defined more fully as when employees have favorable sentiments about their work, find their employment personally important, believe their workload is manageable, and have hope for the future of their work (Saks, 2006).
ReplyDeleteThanks for sharing the information. And also, given the evident ties between work happiness and employee morale, employee engagement may be important to a company's success. Communication is essential for establishing and maintaining employee engagement. Employees who are engaged are more likely to be productive and perform well. They also frequently demonstrate a stronger dedication to a company's principles and aims (Bekele, 2014).
DeleteAgreed Prabuddha.Future More, It is stated that the notions of employee engagement and work engagement are similar because they are interrelated with job demands and work resources (Bakker & Demerouti, 2007).
ReplyDeleteAgreed on the points Prabuddha. Moreover Employee engagement is seen as positive attitudes and behaviors those improve organizational performance, in a manner that they interact together and support one another (Nabil M. Eljaaidi, 2016)
ReplyDeleteGood and well written post Prabuddha. Engaged employees can be seen as individuals whow ork with passion and have a strong connection to their organization, with a drive to the move the organization forward as stated by (Gallup, 2006)
ReplyDeleteThanks for sharing the information. And also, Managers are responsible for ensuring that workers understand their responsibilities, supporting and advocating for them when appropriate, and explaining how their work contributes to company success. Managers must be prepared to conduct continual coaching sessions with staff in order to thrive in this role (Saks, and Gruman, 2011).
Delete(Sadiqe, 2014) explained about the employee engagement in the Hospitality Industry, If the employee who works in the field of hospitality is good at the job, he will surely provide the best hospitality for the guest. Some of the effects of employee participation on the guest are that the integrated employees will stay in the organization and care about its products and services, and have a good attitude towards the guests and services, and the connected employees will create an emotional connection with the guest, and the guest will also be connected to the organization and come back again and again, the integrated employees will improve customer satisfaction and service levels and it provides a high-energy working environment.
ReplyDeleteThanks for sharing the information. And also, when employees are pleased, they are more dependable, and they are more likely to exceed expectations and succeed in their jobs, raising their production level. They are also more likely to provide high-quality results. Businesses invest in employee engagement techniques in order to retain staff and upgrade their products or services while implicitly boosting their brand and reputation (Ncube, and Jerie, 2012).
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ReplyDeletea good article. I concur with Prabuddha; staff involvement and communication is crucial for the hospitality industry. Team members are able to communicate with one another thanks to communication. A manager should be the first to forge connections between the team members of the organization through extensive and effective communication. The organization's activities are displayed accurately in communications (Bucata & Rizecsu, 2017).
ReplyDeleteThanks for sharing the information. And also, employees that are engaged are typically the best performers and will always go above and above. They impress both their supervisors and their clients by being proactive and taking the initiative. Employees that share these values are in high demand in the hospitality sector. As we all know, individuals from all walks of life rely on the aforementioned business to give an experience worth remembering and services that are worth their money (Onyango et al, 2022).
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