The Employee Engagement Model by David Zinger Essay

The Employee Engagement Model by David Zinger
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The Importance of Employee Engagement
The employees’ engagement in the organization is significant in maintaining a systematic process within it via increasing their investment in their assigned tasks. Consequently, this allows for a more significant number of products or services delivered, leading to improved overall efficiency. Investing in it results in a positive impact, improving the quality and retaining talented employees (Nasution & Absah, 2019).
Zinger’s Employee Engagement Model
David Zinger
This author writes about leadership and management based on his experiences working in an organization for fifteen years. He was employed at Seagram, Ltd as a career development coach and a counselor for employees. His understanding of organizational elements helped him formulate a model that focuses on work engagement (Davidzigner.com, n.d.)
Key Term: Employee Engagement
Kalaiyarasan & Gayatri (2013) defined employee engagement as the force driving the employees to give effort and fulfill their duties further than what is asked by their organization. Zinger (2012) added that it is the process by which the employees draw connections between their role in the organization and the community and leverage their capacity to provide sustainable results.
Application to Organizations
The company leaders are primarily accountable to help the employees build on their engagement, and they can use the model as a guide. It utilizes a pyramid design, which is flexible and applicable to all the members of the organization. Concepts related to relationships are found at the topmost to the middle part, while the rest are concepts associated with the results. The arrangement was made to benefit depending on the head start that they choose (Zinger, 2015).
Principal Concepts and How These Help the Employees
It helps the employees by building on their strengths and addressing their weaknesses. This is done with the support of the organizational leaders, who will prioritize their employees to improve their welfare. Consequently, this shall result in a positive environment that fosters productivity. Here, the employees are treated as the topmost priority or greatest assets. Therefore, the organization must encourage the employees by providing them live recognitions, a dynamic environment, and rewards for good deeds. Additionally, they are kept in a secure environment, equity is emphasized, and prejudice is eradicated. In this way, the employees can foster their maximum potential, and this can create a culture that positively affects the consumers who receive the goods and services. By doing all of these, the employees can attain happiness (ALimam, 2017; Choudhury & Mohanty, 2018; Hussainy, 2020).
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