"As the fraternity and employer would have us believe, employee engagement, as a positive affective state, is so as a result of the employee’s meaningful interaction with only working conditions – but what about the employee’s private life? His/her non-working conditions?
Employees are not one-sided individuals in the sense that there is only one facet to their lives; they participate in the employment relationship for reasons that have nothing to do with the employer, they have their own aspirations relevant to them being competitive in other markets e.g., the dating market, the family credibility environment/market etc., the overall ‘personal relationship’ market.
So, being competitive is a task common to both sides of the employment relationship and employers must begin treating employees as having more to them than simply work. Employee engagement’s acknowledgement of the employee’s character traits (on which his/her interaction with working conditions is so dependent) is, itself, one also of the importance of the employee’s competitiveness in his/her private life as that is central to shaping those traits.
Despite the human resources fraternity acknowledging, in most of its employment relationship models, that the employee is self-aware, the actual practice of human resources within many an organization, i.e., the employer, refuses to share more fairly the resources accrued by the employment relationship so the employee can also develop his/her private life as per his/her aspirations."
From my latest textual piece, written to inspire others to begin solving the sustainability problem as it pertains to the capitalist economy due to a lack of leadership and initiative.
Read a chapter of the article here: https://www.academia.edu/resource/work/104322839
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Thank you for being part of this journey towards a more comprehensive understanding of employee engagement.
Warm regards,
rik
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