It is a well-known and established fact that employees’ engagement augments the performance of organizations. Top executives recognize that employee engagement can increase the productivity and performance of organizations while minimizing the costs of recruitment (Markos & Sridevi, 2010). The world market has become very competitive in terms of business and employees. As a result, the organizations tend to offer better perks to lure competent candidates. Under these circumstances, it becomes crucial for organizations to ensure that there is a culture of employee engagement between the workforces so that the turnover is not negligible. It is understood that employees change jobs if they are not satisfied with their prevailing job profile, salary, facilities, working environment, and responsibilities among others (Haid & Sims, 2009). Different employees have distinct perspectives about their jobs, especially in regard to the strategies applied to manage the organization. The management can be authoritative basing respect and fear as the major factors determining motivation. On the other hand, it can initiate some motivating drivers to improve competition between employees and facilitate commitments. These strategies involve such drivers as promotions, increment in salaries, awards, tour, and holidays among others. These perspectives decide the level of commitment of employees towards their organizations. Employee engagement is a result of commitment, which in turn is influenced by various engagement levers/drivers (Soni, 2013). The aim of this research is to evaluate several engagement levers/drivers that help organizations in retaining their workforce and increasing employee commitment.
Effective Working
Management development training in an organization helps in making effective work in the management. The rapport created between the managers under training ensures that they engage each other in decision making and sharing of ideas. This will make their duties be done the right way and effectively.
Support
Management development training brings together many intelligent brains with different ideas that when put in one room may come up with great ideas. Some of the ideas are improved while others are invented. The training helps a lot in the management of the business. The support created between the managers is important to the company.
Organization Improvement and Change
The focus on management development is important for the organization improvement and change. The training for the managers improves their management skills as they exchange a lot of ideas and structures that enhance better and more qualified ways of management.
Technical Knowledge and Skills and Interpersonal Knowledge and Skills
Technical Knowledge and Skills
Technical knowledge is the full understanding of anything that can be used or applied in various forms for any duties at work or home. On the other hand, a technical skill is when someone can do a duty skillfully whilst applying their knowledge. The growth for the need of technical skills is at a high rate, as the world technological advancement is rising faster. The networking system of many organizations relies on the technical knowledge and skills of these individuals.
Interpersonal Knowledge and Skills
Interpersonal knowledge is a good communication skill that an individual has attained and the ability to use it. On the other hand, the interpersonal skill is the daily use of life proficiencies to engage in a useful and important communication between people. In the market, most employees seek to employ or hire staff members with high interpersonal skills. Examples of interpersonal skills include verbal and non-verbal communication, listening skills, negotiation skills, problem solving, decision-making skills, and assertiveness.
Reference
Oosterhof, A. (2011). How Different Types of Knowledge Are Assessed. Effectively assessing different types of knowledge , 5(4), 3-9.