The MacLeod Report (2009) claims that engagement strategies are Essay - 1

The MacLeod Report (2009) cl directs that engagement strategies be desirable for organisations and employees. With reference to aca - Essay Example5). Engagement strategies aim at the establishment of mutual respect for what employees can be and what they can do in the brass section agreen the right context that is beneficial for all stakeholders including the organizations, the consumers of services, and the employees themselves. Although engagement strategies be desirable for all organizations, heretofore they are not desirable for all employees, though for a considerable population of employees, engagement strategies are desirable. Although engagement strategies are generally desirable for the organizations, yet the same cannot be generalized for all employees. These days, some(prenominal) employees keep looking for employment opportunities elsewhere that would offer them better wages and job privileges rather than absentminded to stay in the same organization for a very l ong time particularly when they are not content with their salary and/or job benefits. In the present age, there is scarcity of jobs in many industries in a vast majority of countries around the world. In such circumstances, employees hunt down to proceeds any opportunity that they get irrespective of whether or not they are being offered sufficient salary and meanwhile, keep looking for better employment opportunities. Hence, to say that engagement strategies are desirable for all employees is not logical. According to mspb.gov (2012, p. 2), there are three components of employee engagement for the federal government, namely employees discretionary effort to give goal-directed performance, commitment to the organization, and employees satisfaction with the organization. The Corporate Leadership Council (2004) defines emotional engagement as the extent to which employees come down pride, enjoyment, inspiration, or meaning from something or someone in the organisation. While ratio nal commitment is defined as the extent to which employees feel that someone or something within their organizations provides financial, developmental, or professional rewards that are in their dress hat interests (Corporate Leadership Council, 2004). This can be stated without doubt that employees satisfaction has been and continues to be one of the biggest challenges in face of the management in any organization. Accordingly, the desirability of engagement strategies for the employees is limited. According to Macleod and Clarke (2009, p. 66), there are four important factors that serve as barriers to effective engagement in an organizational context firstly, leading either do not know what employee engagement is, what its usefulness for the organization is or they are not aware of its importance. Secondly, leadership may be interested in engagement strategies but may lack the knowledge require to address the issue. Thirdly, leaders and managers may not consent upon the idea of employee engagement. While the leaders might underline upon engagement strategies, managers might be ill-equipped to implement them. Consequently, the organizational culture cannot deliver effective engagement. Finally, leaders that do emphasize upon engagement strategies vary in their perception of and commitment to it. Many leaders tend to underestimate the potential of employee engag