Factors That Affect Employee Engagement In The Hospitality Industry

 

Attitude

Satisfied employees are more effectively engaged at their jobs. It is popularly believed that hard work or success leads to satisfaction. But Harvard psychology study reveals that happiness breeds success. Also, employees are mainly accountable for owning their happiness. If it is not happy with what the company is doing, it can need to look inward and take control of the company's business position and attitude (Masum, et l, 2016).

The statistic shows that only 25 percent of job success is primarily based on IQ, and the other 75 percent is based on beliefs, relationship with others, and the capability to manage stress. Furthermore, positivity significantly affects the brain. Shawn Achor (2011), the author of The Happiness Advantage, recognized that optimism, or positivity, is the main predictor of progress or success for business leaders and entrepreneurs because they see more opportunities amid challenges.

Leaders are in a perfect position in many situations to lead by example. It can demonstrate the attitude that the company's employees should have. It can affect the attitudes of individuals around the organization (Kular et al,2008).  Firstly, it is vital to realize why employee attitudes matter. After all, employees' mindsets and attitudes ripple out and affect other areas of the company.  However, attitudes are not static and may be significantly affected through a corporate change project. Employees are human and there can be changes in attitude. It is not only the employee but those in the grade of supervisor as well (Sahoo, and Mishra, 2012).

 Changes in attitudes, on the other hand, can have further effects:

Employee behavior: Attitudes in an employee directly affect their behavior. Also, a positive attitude, for example, correlates with more outstanding employee performance and productivity. Moreover, negative attitudes may fuel workplace conflict and reduce productivity.

 Engagement and performance: Mainly, employee engagement goes hand in hand with the attitude of the employees toward their job, team, managers, and tasks or duties in general (Guan, and Frenkel, 2018).  How HR practice, work engagement and job crafting influence employee performance. Chinese Management Studies. In addition, when corporate changes negatively influence employee attitudes and mindsets, their productivity may quickly reduce, and they will dedicate less to the project (Masum, et l, 2016).

 Outcomes of the change program: The change project is impacted when attitudes impact performance and behavior. Negative reactions to projects may lead to distrust, resistance, resentment, and finally poor project outcomes (Saks, and Gruman, 2014).   It is essential to keep these potential impacts in mind when planning a change project, managing communication techniques, and planning the project roadmap. Further, this information may be useful in making a business circumstance for efforts created to address and manage employee attitudes (Dalal et al, 2012).

 With in a work environment the employees must motivate and engage with a corporate change project. In addition, they must enthusiastically support it. As noted above, positive attitudes will positively affect the results of a change program. Therefore, change managers must find ways to enhance attitudes while minimizing the negative aspects associated with the transformation initiative. (Dalal et al, 2012). Thus, the common methods used are: 

Business operations and processes management: This management approach defines a discipline dedicated to enhancing and streamlining business operations and processes. During corporate changes, optimizing and standardizing business processes is essential (Ababneh, 2021).  Simpler and more efficient approaches make it easier for workers to keep up, stay involved, as well as be productive. One positive outcome is that employees are happier and have good attitudes (Sahoo, and Mishra, 2012).

 Clear and better two-way communication: Thus, effective communication reduces friction, decreases inefficiency in the workplace, maintains favorable workplace conditions, and more. During corporate change, effective engagement and communication are even more important. Many negative attitudes and reactions need to be minimized and avoided (Masum, et l, 2016).

 Employee training: Employee training is an essential tool in the toolbox of the change manager. Giving employees the skills, they require to navigate change successfully—and showing them why those new abilities and skills are personally beneficial—can enhance performance and attitudes (Dalal et al, 2012).

 

Reference

•    Ababneh, O.M.A., (2021). How do green HRM practices affect employees’ green behaviors? The role of employee engagement and personality attributes. Journal of Environmental Planning and Management, 64(7), pp.1204-1226.
•  Achor, S., (2011). The happiness advantage: The seven principles of positive psychology that fuel success and performance at work. Random House.
• Dalal, R.S., Baysinger, M., Brummel, B.J. and LeBreton, J.M., (2012). The relative importance of employee engagement, other job attitudes, and trait affect as predictors of job performance. Journal of Applied Social Psychology, 42, pp.E295-E325.
• Guan, X. and Frenkel, S., (2018). How HR practice, work engagement and job crafting influence employee performance. Chinese Management Studies.
•  Kular, S., Gatenby, M., Rees, C., Soane, E. and Truss, K., (2008). Employee engagement: A literature review.
• Masum, A.K.M., Azad, M.A.K. and Beh, L.S., (2016). The role of human resource management practices in bank performance. Total Quality Management & Business Excellence, 27(3-4), pp.382-397.
•   Sahoo, C.K. and Mishra, S., (2012). A framework towards employee engagement: The PSU experience.
• Saks, A.M. and Gruman, J.A., (2014). What do we really know about employee engagement?. Human resource development quarterly, 25(2), pp.155-182.