Internal Communication and Employee Engagement in Organizations

Abstract

In contemporary times when there are increasingly competitive markets, high demands for constant change and the struggle for competent workforce among others, organizations are challenged to pursue organizational success and investment in human capital has been identified as a key medium of creating a competitive edge and sustaining business entities. Majority of organizations have bought into the idea of investing in their employees to enable them to deliver their discretionary effort to ensure organizational success in highly competitive environments. It is highly possible for an organization to acquire most assets like those of its competitor but it is impossible to replicate the expertise and knowledge of its competitor’s workforce. This is because employees, unlike other assets of organizations such as equipment, are living beings and so the thinking, reaction and response of one organization’s human resources will definitely differ from another’s. Since employees are living beings, organizations have the responsibility to motivate them to engage with their work to help provide favorable outcomes to the organizations like increased profits, effectiveness and productivity (Saks, 2006). It is crucial for organizations to always get their workforce engaged by ensuring good relationship between the organizations and them as well as by providing them with the best possible initiatives to make them more enthused, valued and feel involved in the organization (Robinson, Perryman, & Hayday, 2004).