Employee Engagement Research Proposal

This assignment requires a research proposal focused on the topic of employee engagement. Students must explore relevant theories of educational leadership and management, delve into quantitative and qualitative research methodologies, and propose a specific plan for investigating employee engagement within an organizational context. The proposal should demonstrate a clear understanding of research concepts, including positivism and post-qualitative approaches.

Contemporary Issues and Research
Summative
Business and Management
1056092
what is the title?
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Table of Contents Page
Number
Research proposal ........................................................................................................................4
Research Topic: ........................................................................................................................4
Problem Statement: ..................................................................................................................4
Aims and Objectives: ...............................................................................................................4
Literature Review......................................................................................................................4
Research Methodology.............................................................................................................8
Limitations..............................................................................................................................10
Ethical Considerations............................................................................................................10
Implementation plan: .............................................................................................................11
CONCLUSION............................................................................................................................11
References........................................................................................................................................
12
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RESEARCH PROPOSAL
Research Topic:
To critically identify role of employee engagement in decreasing employee retention of
Deloitte.
Problem Statement:
The problem is related to the decreasing employee retention due to the low staff
engagement (Gravells, 2010). Nowadays, the bargaining power of the workforce have been
increased due to their talent and skills (Abdallah, 2013). Along with this, job market is
becoming highly transparent which is attracting and influencing the skilled, talented and
knowledgeable candidates (Pestry, 2012). The market regarding the job has become very
competitive (MacDonald, 2012). Everyone wants better job, quality life, standard packages,
effective employment benefits, brand, etc. and due to this they are switching from one company
to another (Kular, 2008). This act of leaving organisation by the workers is affecting the
performance and work efficiency of the organisations (Williams, 2011). In context to this,
Deloitte is facing issues due to the increasing employee turnover. It is important to identify
reasons behind this problem of the organization. For identifying the reasons behind leaving
jobs, enterprises can use different analytical tools like Enterprise Resource planning, exit
interviews, etc. Higher authorities of the firm are evaluating the purpose, engagement and
culture for analysing the issues behind job leaving. The problem of retention and employee
engagement is increasing and has become the most important factor to resolve for the leaders of
different organisations (Armstrong and Taylor, 2014).
Aims and Objectives:
Aim: To critically identify the role of employee engagement in decreasing employee retention
of Deloitte
Objectives:
 To evaluate employee retention strategies that are used at Deloitte√
 To analyse the connection between the employee and staff retention at Deloitte
Research Question
 What are employee retention strategies that are used at Deloitte?
 What is the connection between the employee and staff retention at Deloitte?
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Literature Review
Employee engagement:
According to Zepeda, (2011, p101), “Employee engagement is the approach of
organisations which helps staff members in feeling passionate about their jobs and committed
with the company. This makes workers to put their best efforts for achieving the goals and
objectives of their firm. This property of human resource management (HRM) leads to maintain
good and effective relations between the enterprise and its workers”. As per this statement, an
engaged employee is one who is completely enthusiastic with respect to his/her task and who
takes appropriate and positive actions for the growth and success of his/her company. This
represents that it is essential for Deloitte to keep maintaining its relationship between workers
for resolving occurring issues of increasing conflicts and grievances.
On the other hand Pestry, (2012, p200) , has concluded, “Effective employee
engagement helps in increasing the job satisfaction, motivation, performance and working
efficiency of the workers. This leads to improving the market position and brand image of the
firms”. In contrast to it Lucio, (2013) pp. 110, has argued that, “Inappropriate engagement
between the workers result to affect the organisational culture, its values, morale and ethics. It
leads to increase disputes and grievances among the staff members which directly or indirectly
affect their performance and work efficiency”.According to these statements, for increasing
employee engagement it is essential for Deloitte to identify the reason behind conflicts and
resolve them as soon as possible. This can be possible with the help of feedbacks, face to facwe
interviews, etc. Along with this, firm can handle increasing disputes by conducting team lunch,
meetings, etc for increasing understanding among team members. Thus, workers can get
opportunities to understand and know each other and company's environment. This will also
lead to decrease employee turnover rate of the firm.
Employee retention
As per the view of Champoux, (2010, pp. 105), “Employee retention refers to the
ability of company to retain its workers. It includes use of different policies and practices which
make employees to stick with their job and organisation for long period of time”. On the other
hand Welch, (2011, pp. 340) has declared that, “Employee retention is result of the efforts
applied by the employers in retaining employees within the workplace. With respect to this
retention is related to the strategy instead of the outcome”. In context to this, employee turnover
is that problem which has not been resolved yet by the organisation (Champoux, 2010). It
includes various reasons such as low morale of workers, lack of recognition, ineffective
relations between employee and employer, lack of career growth and development
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opportunities and boredom. It is necessary for Deloitte to understand all these factors for
improving its employee retention rate. √In context to this Abdallah, (2013, pp. 120), has found
that “The main reason behind workers to withdraw their job and to look outside for better
opportunities is lack of job satisfaction and commitment with their companies” (Abdallah,
2013).
Relationship between employee engagement and employee retention
According to the Xu and Cooper Thomas, (2011 pp. 400), “The capacity of an
enterprise in managing and maintaining the factor of employee engagement is closely related to
its ability of accomplishing the high performance with effective outcome” (Xu and Cooper
Thomas, 2011). In context to this Yeo and Li, (2011, pp. 40), have stated that, “Effective
employee engagement helps in retaining the talented, skilled and valued workers within the
organisation” (Yeo and Li, 2011). As per this, organisation needs to create effective,
cooperative, open and friendly environment for handling issue of decreasing performance and
work efficiency of the staff members. Development of effective organisational culture will
make workers to enjoy their work and maintain their performance.
On the other hand Armstrong and Taylor, (2014, pp. 100), have stated that “One of the
biggest challenges facing by the companies of the UK is related to the employee engagement.
It’s time for the firms to rethink over the concept of employee engagement for improving their
performance and maintaining retention” (Armstrong and Taylor, 2014). In favour to this Lucio,
2013, has said that “Leaders are talking about the issues of retention. This problem has become
one of the biggest competitive differentiators in the organisations. They need to increase
interaction among team members for managing retention in the firm” (Lucio, 2013). As per
this, leaders of Deloitte need to conduct face to face meetings with their team members
properly for identifying problems facing by them. This will lead to understand the problems and
issues of the workers due to which they are leaving organisation. This will help in handling the
problem of increasing turnover rate with respect to the workers.
There are various factors which helps in managing employee engagement for increasing
employee retention. These are as follows:
Career Development: √
Gruman and Saks, (2011, pp. 127), have said that “Organisations need to provide
different facilities for the development of the employees and their career. With the help of
various training and development programs, companies can help workers in enhancing their
knowledge, skills and abilities as per the demand of the current scenario and new technologies”
(Gruman and Saks, 2011). In favour to this contribution to the career, development of the
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employees result to make them feel valued and involved which increases their job satisfaction
level and lead them to work with the same firm for long time of period. On the other hand
Gravells, (2010, pp. 111), has declared that “Some companies do not like to invest for the
training programmes which dissatisfy their workers and due to this they start looking outside
for better opportunities ” (Gravells, 2010). So, it is important for the company to assess the
need of its staff and then conduct appropriate training programmes for development of their
career and skills for resolving the issues which are making them to leave organisation.
Leadership:√
As per the view of Armstrong and Taylor, (2014, pp. 101), “Leadership plays important
role in influencing employees to work with the same company and to maintain effective
relations with the co-workers. It is one of the energetic process which makes team members
fully energetic and committed with the new and sustainable course of action which helps them
in meeting the objectives of the company effectively ” (Armstrong and Taylor, 2014). In
contrast to it, ineffective and improper leadership affects the participation of the staff members
along with their motivation level. This results to decrease in the interest of employee over their
work and job. On the other hand Lucio, (2013, pp. 200), has found that “Leaders treat their
employees with full respect by following the ethical behaviour which results to engage team
members with each other. This strong bonding reduces the chances of employee termination”
(Lucio, 2013). In context to this, there is big and effective relation between employee retention
and engagement. Organisations need to give emphasis on both the factors for getting quality
performance by experienced workers.
Cultural Environment: √
According to Abdallah, (2013, pp. 40), “Effective cultural environment includes
appropriate policies, practices, employment benefits, friendly and open working environment,
proper customer relationship, cooperation and coordination, etc. and all these factors help in
managing the employee retention properly. These factors reduces the chances of conflicts or
disputes which result to create efficient and effective relations among the workers” (Abdallah,
2013). As per this, company needs to use various strategies for improving its cultural
environment. It can develop a committee for handling the grievances and conflicts.
Appropriate strategies for managing employee retention√
Hiring strategies: √
According to the Alfes and et.al., (2013, pp. 330), “Some companies do not have
effective resources including time and money which results to recruitment of undesirable
employee who later affects its work and performance by leaving the job” (Alfes and et.al.,
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2013). In context to it, organisations can develop a new hire orientation program for managing
their employee retention for a long time of period. It helps in boosting the potential of the
workers along with motivating them for staying in the company and to give their best for its
growth. On the other hand Gravells, (2010, pp. 199), has argued that “New hire orientation
program is not only a single event but it is a complete process which needs to be run for few
weeks so that new candidates adjusts themselves into the working place” (Gravells, 2010). So,
mentorship programmes are more effective as compared to the new hire orientation program
where it includes learning and mentoring strategies, which increases the motivation and
confidence level of the new staff members.
Employee communication: √
As per the view of Yeo and Li, (2011, pp.40), “Communication is one of the essential
and important part for a thriving workplace. It is necessary to have clear and proper
communication among the workers, higher authorities, leaders, managers, etc. so that
information can transfer to each other effectively” (Yeo and Li, 2011). On the other hand
Gruman and Saks, (2011, pp. 125), have stated that “Feedbacks are one of the important kind of
communication which provides employees an opportunity to develop themselves and their
performance. It tends to provide higher satisfaction to the workers and due to which, they like
to stay in the company” (Gruman and Saks, 2011), In contrast to it Welch, (2011, pp. 328), has
said that “Grapevine is one of the major factor which affects the communication and interaction
among the workers. It is important for the firms to control and handle the negative effects of it,
so that staff members does not leave them” (Welch, 2011). Thus, Deloitte can use Information
and communication technology for improving and enhancing the interaction between the
employees. It will lead to augment their performance and interest in work which makes them to
stay in the company and give their best efforts for its progress.
Team Work: √
Bush, (2011), has asserted that “Companies can manage to increase their employee
retention with the help of proper team work. It is essential to promote team work among the
staff members so that they can give their best and cannot resist to it” (Bush, 2011). In favour to
it Champoux, (2010, pp. 30), has declared that, “Teamwork helps in understanding each and
every member which increase the communication, emotional attachment, interaction and
performance. All these factors help in staying experts and skilled workers within the company”
(Champoux, 2010). In favour to this, Deloitte can promote teamwork within its working
environment for influencing staff members to give their best and enjoy their work by sharing
skills, knowledge and abilities.
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Research Gap:
Many researchers have been conducted on the employee engagement and retention but
there is no investigation with respect to the Deloitte. Investigator will try to fulfil this research
gap by doing proper and effective study on the role of staff engagement in increasing workforce
retention of the Deloitte (Sanders, Cogin and Bainbridge, 2013).
Research Methodology
It refers to the selection and analysis of the appropriate methods and strategies for
achieving the objectives of the particular study. Different types of research methods and designs
will be used by the investigator for solving the problem of the investigation in an effective
manner (Fiegen, 2010). Research design of this study will include philosophy of the study,
approach, type, data collection and sampling methods. These will be positivism, random
number sampling, primary and secondary data collection, etc. All these factors will help author
in achieving the objectives of the study in appropriate manner.
Research Philosophy:
This helps author in conducting the complete research in appropriate manner and
format. This will provide broader framework of the study that consists of understanding of
different hypothesis, practices, etc. Research Philosophy is of two types’ positivism and
interpretivism. Positivism refers to the collection of data for accomplishing the aims and
objectives whereas interpretivism refers to beliefs and values for the clear justification of
conducting investigation (Positivism, 2016). For the current study, investigator will select
positivism because information is obtained from sensory experiences and information will be
collected for accomplishing the objectives with respect to the Deloitte. Along with this, it need
rigid and accurate results which is only possible with the help of positivism(Neuman and
Robson, 2012).
Research Approach:
It is a process of creating new hypothesis and knowledge. It is of two types inductive
and deductive. Inductive approach is used for that research which goes from specific to general
and applied for the qualitative data whereas deductive approach is used for the study which
goes from general to specific and applies for the quantitative data (Gabriel, 2013). As author
will go to collect quantitative information and for this deductive approach will be used by
him/her. In addition, the research is moving forward from general to the specific information
and due to this, deductive approach is best for it (Geerts, 2011).
Research Type:
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There are two types of the research approach, qualitative and quantitative. Qualitative
technique is used by the investigator for conducting in-depth investigations for determining the
solutions of the problems (lakstad, 2015). The methods used for it includes interviews,
questionnaires, observations, etc. On the other hand, quantitative technique is used for
collecting statistical data regarding the study. For the proposed research, author will select
qualitative technique for understanding the reasons, opinions, etc underlying the study. With the
help of this technique, researcher will able to get effective results and meet the objectives
properly because it gives focus to in-depth investigation (Chaawla and Sondhi, 2012).
Research Design:
It is the blueprint of the study. It is of three types correlational, descriptive and
exploratory. Correlational includes case control and observational study (Fiegen, 2010).
Descriptive is used for the analysis of valid and accurate factors which helps in connecting link
with the research questions. On the other hand exploratory is used developing a new theory at
the end. For the current investigation, author will select descriptive design for determining the
various factors which are helpful in increasing the employee retention with the help of
employee engagement. The reason behind not using exploratory design will do not need
formation of new theory in the end (MacDonald, 2012).
Data Collection:
There are two types of data collection method primary and secondary. Author will use
both the methods, primary for collecting original information and secondary for collecting
information from books, journals, articles, websites, etc (Gravells, 2010). Questionnaire will be
used by the investigator for collecting the information from the employees of the Deloitte. List
of questions will be formed by the researcher for gathering effective and proper data with
respect to the topic (Danping and Lee, 2011).
Sampling:
It is method of selecting units from the population for getting appropriate results of the
problems of study. There are different types of sampling methods but for this research, random
number sampling will be used by the investigator. The reason behind using this technique is to
select appropriate sample size from the large number of employees of the Deloitte. With the
help of this method, each and every selected worker will get equal opportunity to represent
his/her opinion towards the research topic (Williams, 2011). Investigator will select 40 samples
from the employees of Deloitte for collecting original information regarding the present
working conditions. For this, researcher will get permission from the management and higher
authorities for filling questionnaire forms from the workers. Along with this, scholar will able
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to apply different theories for evaluating the obtained data (Pierre, 2012).
Limitations
Different types of limitations will be faced by the author while conducting this study.
These limitations will be related to the lack of resources, experience, secondary information
and time. For using the time properly and getting effective experience, investigator will read
articles, magazines, journals, etc. This will help in getting proper experience in the respected
field with collection of appropriate secondary information. On the other hand, researcher will
use computer, printer, internet for using limited resources properly (Alfes and et.al., 2013).
Ethical Considerations
There are various issues which can be faced by the investigator while conducting this
study. First is related to the personal information of the participants. For handling this, author
will follow all the ethical considerations by keeping the personal information of the respondents
private and secure. Secondly, researcher can face issue related to the plagiarism in the
investigation. It is necessary to use proper ethical consideration for dealing with such problems.
Considering this proper citations will be used by the scholar for preventing investigation from
plagiarism (Xu and Cooper Thomas, 2011). Access issues has faced by the author while filling
questionnaire forms through the workers of the organisation which handled by providing all the
ethical information to the organisation.
Implementation plan:
The plan for conducting the research properly is as follows:
Activities/ Weeks 1 2 3 4 5 6 7 8 9 10 11
Writing research proposal
Formation of objectives
Review of Literature
Collection of secondary
information
Research methods and
design
Designing Questionnaire
Collecting primary
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information
Data Collection
Data Analysis
Conclusion and
recommendations
CONCLUSION
From the above proposal, it is clear that researcher will use appropriate methods for
achieving the objectives of the study with respect to the role of employee engagement in
increasing the employee retention of Deloitte. Along with this, literature review will help author
in collecting proper secondary information. At the end, all ethical considerations will be
followed by the investigator for conducting the research in legal manner.
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REFERENCES
Books and Journals
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YOUR ORGANIZATION. why is this in capitals? Niculescu Publishing House.
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engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Chaawla, D. and Sondhi, N., 2012. Research methodology concepts and cases. International
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Champoux, J. E. 2010. 4th ed. Organizational Behavior: Integrating ??Sage Publications.
Danping, L. and Lee, C.K., 2011. A review of the research methodology for the re-entrant
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p.447. what is this?
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