Engaging employees is crucial to organizational success. This requires that the workforce has the ability to see the bigger picture and use their innate abilities to achieve its goals. CapraTek’s HR team is trying to address the problem before it becomes a serious issue. There has been a disconnect between managers and their subordinates. Additionally, many of the executives in the organization are not sensitive to their employees’ professional goals.
Gallup model
Gallup’s model provides organizations with twelve principles and four components to help them achieve employee engagement. First, CapraTek must ensure that its employees have clear goals and resources. The second element of Gallup’s Model is assistance from management, which is done via supervisor and manager recognition and motivating people to perform better at work (Budrien & Diskien, 2020). Third is collaboration. This involves employees feeling connected by having friends and being involved in the organization’s decisions. Fourth is growth. This means that workers have shown professional growth over the past six months, and there are opportunities for advancement.
Motivation theories
Engagement is closely linked to employee retention, organizational growth and employee dedication. An organization could use motivational theories and other related concepts to increase employee engagement. Gagné (2018) explores the ideas of the expectation, agency, and self-determination theories to demonstrate how to promote employee engagement. According to the expectation theory, workers will be motivated when they believe they are capable of doing a task and correlate their accomplishments with a reward (Gagné, 2018). CapraTek’s goal is to provide workers with clear and meaningful goals, which take into consideration their resources and skills. The agency theory, according to Gagné (2018), is a methodology that may assist CapraTek’s management in motivating and monitoring their employees to increase organizational performance. Self-determination theory is based on the belief that people act for different reasons. The self-determination model of motivation states that motivation is intrinsic. Individuals work hard because it’s enjoyable. They are extrinsically motivated to achieve corporate goals if they feel instrumentally driven.
Methods and Means
• Performance feedback is crucial in assisting CapraTek in gathering information on employee engagement. CapriTek would benefit from providing employees with an opportunity to air concerns and obtain useful information. Lin et al. (2018) demonstrate the importance of receiving timely feedback about their current work environment. Worker development would be boosted if workers were provided with job-related information. It will also help them achieve personal growth and self-actualization.
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