Employee engagement for the stressed employee

In this article we study to find out ways to manage an employees tress using employee engagement and how important employee engagement is for every organization today.
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Employee engagement for the stressed employee International Journal of Management (IJM) Volume 9, Issue 2, March–April 2018, pp. 37–42, Article ID: IJM_09_02_004 Available online at http://www.iaeme.com/ijm/issues.asp?JType=IJM&VType=9&IType=2 Journal Impact Factor (2016): 8.1920 (Calculated by GISI) www.jifactor.com ISSN Print: 0976-6502 and ISSN Online: 0976-6510 © IAEME Publication EMPLOYEE ENGAGEMENT FOR THE STRESSED EMPLOYEE Monika Bharti PhD Scholar, School of Business, Galgotias University, Greater Noida, Uttar Pradesh, India Dr. Anamika Pandey Associate Professor, School of Business, Galgotias University, Greater Noida, Uttar Pradesh, India ABSTRACT Stress is a growing concern for employees in organizations today. We can define stress as a lively circumstance where people have to face constraints or loss of something they desire and for which the consequences are both unpredictable and crucial. A stressed employee is a common sight in todays companies. Kevin Kruse from Forbes.com says the definition of employee engagement is, “Employee engagement is the emotional commitment the employee has to the organization and its goals.” It is actually the level of enthusiasm and dedication an employee feels for his organization. In this article we study to find out ways to manage an employees tress using employee engagement and how important employee engagement is for every organization today. Key words: Employee engagement, Stress management, HRM, Stress, Burnout, Organizational performance. Cite this Article: Monika Bharti and Dr. Anamika Pandey, Employee Engagement for the Stressed Employee. International Journal of Management, 9 (2), 2018, pp. 37–42. http://www.iaeme.com/IJM/issues.asp?JType=IJM&VType=9&IType=2 1. INTRODUCTION 1.1. Employee Engagement Employee engagement is a vast construct that touches almost every part of human resource management that we know and study. Engagement at work was conceptualized by Kahn (1990), as the harnessing of organizational members‘ selves to their work roles. In engagement people employ and express themselves physically, cognitively and emotionally during role performances. Employee engagement is a vast construct that touches almost all parts of human resource management facets we know hitherto. If every part of human resources is not addressed in appropriate manner, employees fail to fully engage themselves in their job in the response to such kind of mismanagement. The construct employee http://www.iaeme.com/IJM/index.asp 37 editor@iaeme.com Monika Bharti and Dr. Anamika Pandey engagement is built on the foundation of earlier concepts like job satisfaction, employee commitment and Organizational citizenship behaviour. Though it is related to and encompasses these concepts, employee engagement is broader in scope. Employee engagement is stronger predictor of positive organizational performance clearly showing the two-way relationship between employer and employee compared to the three earlier constructs: job satisfaction, employee commitment and organizational citizenship behaviour. Engaged employees are emotionally attached to their organization and highly involved in their job with a great enthusiasm for the success of their employer, going extra mile beyond the employment contractual agreement. The last two decades has seen the phase of transition from ‗satisfied‘ employees to ‗committed‘ employees (Avery et al, 2007; Buckingham and Coffman, 1999) who are not predisposed to attrition, rather immersed in the goal and success of their organization and often serve as the force behind the success of the organization. As we see that most of the employees today are suffering from stress related issues like health issues, low productivity, lack of morale, etc., it is indeed a need for organizations to manage these stressed employees and keep them happy and satisfied in order to keep up the productivity level high. Thus, employee engagement comes in handy for managing a stressed employee. The more engagement an employee has with his organization, the more effort he puts forth and the more loyal he feel towards his company and work. Employee engagement also involves the nature of the job itself - if the employee feels mentally stimulated; the trust and communication between employees and management; ability of an employee to see how their own work contributes to the overall company performance; the opportunity of growth within the organization; and the level of pride an employee has about working or being associated with the company. 1.2. Employee Stress While some workplace stress is normal, it can still interfere with the productivity and performance of the employee, not to mention affecting the employee’s relationships and personal life. Stress isn‘t always bad. A little bit of stress can help you stay focused, energetic, and able to meet new challenges in the workplace. It‘s what keeps you on your toes during a presentation or alert to prevent accidents or costly mistakes. But in today‘s hectic world, the workplace too often seems like an emotional roller coaster. Long hours, tight deadlines, and ever-increasing demands can leave you feeling worried, drained, and overwhelmed. And when stress exceeds your ability to cope, it stops being helpful and starts causing damage to your mind and body—as well as to your job satisfaction. The signs of stress for an employee at workplace can be physical, psychological or behavioral. Physical symptoms include:  Fatigue  Muscular tension  Headaches  Heart palpitations  Sleep difficulties such as insomnia ...