Abstract
The employer-employee relationship has always been governed by the understanding that the employee is simply a hired hand to complement the business owner in the process of achieving a firm’s set objectives. The rest of the other activities and phenomena are taken for granted – ‘I employ you, you do your work I pay you’, so the circle continues. The employer drives the employee to perform to enable the firm reach its objectives and give a good return on the investments. The rest of the other activities are merely a means to an end, understood to be merely a symbiotic relation, one hand washing the other. The concept of employee-engagement as a management tool does not seem to hold much strength and appreciation amongst managers whose sole purpose is to produce results. This paper brings into light empirical research indicating that industry captains do not focus on human capital as critical for effective productivity. The managers resort to hiring and firing as a means of boosting productivity, slave driving to increase labour performance. The industry captains are quick to point a finger to the labour as inhibiting free will hiring and firing as a solution to poor productivity. Consequently, the industry may be breeding a generation of non-devoted, convenience employees resulting in mediocre performance. The question asked always is; why does South Africa have low productivity? The paper points the problem to the failure of management to capitalize on the benefits of employee-engagement as an accessory to effective management by impression. Key words: Commitment to the firm, conducive work-environment, employee-engagement, manager-employee-relationship, peer-relationship and productivity.
Highlights
Meihami and Meihami (2014: 80-91) assert that organizations constantly seek for means to enhance profitability by developing competitive advantage with the focus on the people that do the work
This paper brings into light empirical research indicating that industry captains do not focus on human capital as critical for effective productivity
The industry captains are quick to point a finger to the labour as inhibiting free will hiring and firing as a solution to poor productivity
Summary
Meihami and Meihami (2014: 80-91) assert that organizations constantly seek for means to enhance profitability by developing competitive advantage with the focus on the people that do the work. Defining the mission and the vision is not enough in this dynamic business terrain, a new culture of trust and employee buy-in may be the way to go. It should be an imperative for business to strengthen employer-employee relations. From the research, brings a new sense of devotion and ownership from the employee towards their tasks, thereby increasing productivity. It is this opportunity that management continues to miss, which could enhance productivity at the same level of employment. This research seeks to identify the impact of a deliberate employeeengagement oriented management practice towards the attainment and maximization of employee productivity
Sign-in/Register to view highlights & summary Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
