Dissertation Essay Example | Topics and Well Written Essays - 1000 words

Dissertation - Essay ExampleIn addition, each of the troika major articles is assigned three minor literature sources that compare and contrast the main ideas presented in the major articles. These articles are analysed below centre on their value for achieving the objectives of the proposed bring. The first article is that of Siddhanta and Roy (2010). The specific article focuses on the relationship between employee appointee and productivity. The examination and the evaluation of this relationship is unrivalled of the studys objectives. The article has been considered as important for the proposed study because of the following reasons a) it helps to explore one of the studys objectives, meaning especially the involvement of employee involvement in enhancing productivity in institutions b) it presents a thorough analysis of the role of action within modern organizations. Also, engagement, as a concept, is explained in the context of its relationship with different aspects of the organization, such(prenominal) as productivity, profitability and customer happiness (Siddhanta and Roy, 2010, p. 172). In all institutional settings, performance treasure is specifically important because it is the direct reflection of what the overturn, produce or productivity levels of the institution would be. Again, human resource managers and other leaders of institutions and organisations find it prudent to measure performance because it is the only means by which they can assess whether or not they are having the call for returns made in the investments they commit in enhancing human capital. Again as reflected in the topic, employee engagement is a very important means of achieving performance. It is therefore a step in the right direction that an baron such as the employee engagement index be used in measuring performance. Once this ease is done, the implication is that there will be the avenue to assess each employee as a gay stakeholder for growth and devel opment for the organisation. The index could thus be considered effective because it offers individualised assessment on employee performance. Barret (2012) puts onwards an argument that sharply disagrees with the notion elucidated by Siddahanta and Roy (2010), which puts much emphasis on short term turnover profitability and productivity as the best way to judge the effectiveness of the employee engagement model. In his opinion, employee engagement should be seen as a medium term or a long term strategic change plan rather than a short term one. To this end, the author strongly hold the encounter that there are many companies who have failed to realize the essence and individual talents of their employees because they dismiss them after one or two years of engagement with no massive returns on the financial books. Contrary to such an attitude, the writer posits that the whole system of organizational change the leads to fatter turnovers grinds slower and so Siddahanta and Roy (20 10) cannot be right in their judgment of the output of employee engagement as short term turnover profitability. On their parts, Stringer (2007) and Ulrich (2004) refuse to experience the debates of the first two writers whether the debate is taken from a short term basis or from a long term basis. Together, the two new writers hold the idea that as much as employee engagement index could be an excellent way to measure performance it is totally out of place to make financial turnover the major focus of the resulting index. In the