Revolutionizing Education: Youth Participatory Action Research in Motion

The assignment content appears to be a collection of research papers, articles, and online resources related to employee engagement. The papers explore the concept of employee engagement, its antecedents and outcomes, as well as methods for improving it. The researchers involved in these studies examine various factors that influence employee engagement, including job demands and resources, performance management, and power dynamics. The findings from these studies suggest that employee engagement is crucial for organizational success and that managers can use different strategies to improve it. Overall, the assignment content provides a comprehensive overview of the current state of research on employee engagement.

Research Proposal
1

Table of Contents
SECTION 1: RESEARCH TOPIC.......................................................................................................3
Background of study........................................................................................................................3
Rational for choosing the topic........................................................................................................3
SECTION 2: RESEARCH AIM...........................................................................................................4
Aim..................................................................................................................................................4
Research Objectives.........................................................................................................................4
Research questions...........................................................................................................................4
SECTION 3: LITERATURE REVIEW...............................................................................................4
Meaning of employee engagement..................................................................................................4
Factors that promote employee engagement in a company.............................................................5
Effect of employee engagement on workforce retention in a company..........................................6
Strategies that can improve the employee engagement concept in Virgin Company......................6
SECTION 4: RESEARCH METHODS...............................................................................................7
REFERENCES.....................................................................................................................................9
2

SECTION 1: RESEARCH TOPIC
Background of study
The major challenge for the organizations in the present time is retaining talented people by
fully engaging them. In today’s competitive marketplace, employee engagement is emerging as a
most crucial driver for the success of every type of business (Brown, Bersin, Gosling and Sloan,
2016). It is not always necessary that company reputation or current market share of an organization
makes potential significant impact on their retention. Thus, to gain a competitive edge in the
marketplace, firms should need to set the agendas for employee engagement. For large
multinational employers who are running their businesses in multiple regions, it becomes essential
to prepare more than one strategy for engagement of the workers because a single a tactic cannot
work all the time at global level (Crawford, LePine and Rich, 2010).
In the present era, the top priority of companies is employee engagement because of beat the
increase level of competition. It can be considered as an efficient and productive method towards
the human resource management at the workplace (Albrech, 2011). Employee engagement is a
workplace concept resulting in the right conditions for all members of a company to give their best
efforts every day and show the high commitment level to contribute in organizational success. It
enhances performance level of the employees, bring the positivity in attitude and reduce workforce
turnover. By considering the following aspect with the respect of the employees then it helps in
understand the role of each and every personnel in an organization. On the basis of this, a team
member can know where he fits in the venture’s objectives and purposes. But from the point of
view of an employer, employee engagement is providing a clear understanding of how a business is
fulfilling its purpose and attains objectives (Von Ins, 2016). So, it is important to reduce employees’
turnover by increasing their engagement otherwise it will create hamper in the success of the
organizations.
Rational for choosing the topic
The present research proposal is based on employee engagement in relation to retention at
Virgin Company. This will define the relationship between the workforce turnover and their
engagement at the workplace of the cited organization (Markos and Sridevi, 2010). The major
research problem of the current proposal is to determine whether employee engagement concept is
important for reducing the staff retention issues. It is an issue because in the large companies are
focusing over to take competitive advantages in the market place. Due to this, they become start to
increase the commitment of the workforce to attain business objectives. A large number of
researchers have conducted studies on employee engagement in relation to retention but no one has
3

focused on this problem with the context of Virgin Company. Along with this, the past researches
have not successfully derived to get the right outcomes on the following topic (Shuck and Wollard,
2010). It is an issue now because the cited company is investing huge amount of money on
improving commitment of employees in order to minimize their retention. So, the scholar wants to
find out chief significance of employee engagement in getting success in future.
The researcher has chosen a current research proposal topic because of personal interest. The
investigator has theoretical knowledge about employee engagement and its impact on workforce
retention in an organization.
SECTION 2: RESEARCH AIM
Aim
To critically determine the role of employee engagement in relation to retention of
employees in a company: A study in Virgin Company.
Research Objectives
 To study in detail about the employee engagement in Virgin Company.
 To determine the factors that promotes employee engagement in Virgin Company.
 To understand the effects of employee engagement on workforce retention in Virgin Company.
 To suggest appropriate strategies for improving employee engagement in relation to retention
in Virgin Company.
Research questions
1. What is the meaning of employee engagement for Virgin Company?
2. What are the major factors that promote employee engagement in Virgin Company?
3. What is the effect of employee engagement on workforce retention in Virgin Company?
4. What strategies can improve the employee engagement concept in Virgin Company?
SECTION 3: LITERATURE REVIEW
Meaning of employee engagement
According to, Gruman and Saks, 2011 “employee engagement can be defined as the positive
attitude that carry by the employees at the workplace towards the organization and its value”
(Gruman and Saks, 2011). It is very well know that an engage worker is aware of business context
and work with other team members to improve performance within the job and attain the objectives
of business. In this context, Macey, Schneider, Barber and Young, 2011 has stated that “employee
engagement is a kind of force that motivates employees to perform the job roles at higher level”
(Macey, Schneider, Barber and Young, 2011). It can be considered as a desirable situation for a
4

company which involve commitment, passion, efforts etc of the workers. The following aspect is
going up and down in the businesses with the time. At the time of promoting the employee
engagement within the workplace, it is important for the organizations to align HR and management
policies with each other so that existing staff can motivate during the work.
Shuck, Reio Jr and Rocco, 2011 has defined that “employee engagement has consisted three
areas: think, feel and act” (Shuck, Reio Jr and Rocco, 2011). Think is cognitive commitment which
defines an employee intellectual connection with the firm and gives supports in attaining the
business aim and objectives. On the other hand, feel is affective commitment explaining a strong
emotional connection of staff with the organization. In this, a team member can feel loyal, devoted
and sense of belongingness towards the enterprise. Acts relates to behavioural commitment of the
employee in which he acts a support in the success of the company.
Factors that promote employee engagement in a company
As per the point of view of Shuck, 2011, “it is important for the company to design and
communicate engagement strategy because it is the essence to the key of success” (Shuck, 2011). At
the time of development of commitment tactic, an organization should consider workplace culture,
leadership style, management methods and other facts because it increases the success rate of the
business as compare to its rivals. In the context of above statement, Welch, 2011 has stated that
“satisfaction of personal motivators at the workplace is the biggest factor that promote employee
engagement in a venture” (Welch, 2011). If the organization has not able to meet the needs of the
workforce then it would be impossible to engage them into organizational activities. So, it is
important to fulfil the personal motives of the employees to increase their engagement at the
workplace.
But Robertson and Cooper, 2010 has asserted that “clarity of job expectations in front of the
employees have promoted employee engagement in a company” (Robertson and Cooper, 2010). If
this expectation is not clear to the staff members and company has not provided any kind of
equipments to complete the assign work then it will affect the commitment level of them. But if the
management has able to provide opportunity of advancement in career for the workforce and start to
involve them into the decision making process, then it will promote employee engagement at the
workplace. From the research study of Wollard and Shuck, 2011, it has determined that “quality of
working relationships with peers, superiors and subordinates reflect the employee engagement level
at working area” (Wollard and Shuck, 2011). The good relationship between the workers and
employer helps in endorsing the cited concept at the workplace.
5

Effect of employee engagement on workforce retention in a company
Crawford, LePine and Rich, 2010 has asserted that “a well engaged employee is less likely
to leave the job” (Crawford, LePine and Rich, 2010). In case, the workers have no emotional
commitment to their jobs then the chances of leaving the job becomes higher. Various research
studies show that when employee engagement low, the intention to leave the organization by
workers become increase. This is the most important reason in the present time of high employee
turnover in every kind of companies in the world. In this context, Albrech, 2011 has stated that “the
best engagement strategies of a venture has attracted huge amount of the personnel” (Albrech,
2011). Organizations have started to prepare different commitment tactics to increase the
engagement of the employees in the right manner. This has made significant impact on bottom line
of company and gain more loyalty of the staff members with the time. By supporting the above
statement, Markos and Sridevi, 2010 has explained that “employee engagement has made positive
impact on workforce retention in a company” (Markos and Sridevi, 2010). It has minimized the
turnover of the workers and has increased their commitment level with the business. Along with
this, it has raised the footfall of talented employees within the workplace that help in achieve the
organizational objectives in appropriate way.
Strategies that can improve the employee engagement concept in Virgin Company
According to Shuck and Wollard, 2010, “to make employee engagement initiatives
successful, it is important for the company to tailored to the unique needs and motivations of staff
members” (Shuck and Wollard, 2010). Virgin Company needs to develop some new strategies that
can improve employee engagement concept in relation to retention of staff members. With the
selection of right leadership style, it becomes easy to modify employee commitment level in greater
amount. On the other hand, Gruman and Saks, 2011 has stated that “by proving the growth and
career development opportunities, the cited firm should increase the employee engagement”
(Gruman and Saks, 2011). This strategy will enhance the skills and capabilities of the workforce in
the right manner. Along with this, by providing proper training and development opportunities to
the staff, management can enhance the commitment level of them in the right direction.
Apart from this, Macey, Schneider, Barber and Young, 2011 has suggested that “by giving
recognition and rewards to the employees, Virgin Company can improve employee engagement”
(Macey, Schneider, Barber and Young, 2011). Company should recognize the efforts of the staff all
the time because it encourage for them to boost their performance at greater extent. By giving good
pay and other financial benefits may increase the commitment level of the entire workforce and
assist them to give more efforts to attain the business objectives of cited organization. On the other
6

side, Shuck, Reio Jr and Rocco, 2011 has stated that “by focusing over the human capital energy,
Virgin Company can improve the employee engagement in the right direction” (Shuck, Reio Jr and
Rocco, 2011). It makes the staff more productive and more capable to perform the work with high
concentration. So with the help of the above stated strategies, the cited firm can improve the
employee engagement at the workplace.
SECTION 4: RESEARCH METHODS
To carry out the research proposal in the right manner, the researcher will select some
research methodologies. These will help in get the answers of the research questions and attain
research objectives. Explanation of research methods with their justification is as follows:
Data collection: For an investigation, the researcher can collect data from two methods:
primary and secondary. Both techniques have reliable and valid in itself (Bauer, 2014). In the
context of the present proposal, the scholar will use primary and secondary data collection systems.
Under primary data collection, a structured questionnaire will be developed that will be filled by
employees of Virgin Company. It will include both open and close ended question which will
provide greater insights on investigation topic. On the other hand, in secondary data collection, the
scholar will use different sources in order to gather information (Billig and Waterman, 2014). For
this, previous researches, journals and articles on similar research topic will be taken into the
consideration. Along with this, books related to the employee engagement will also take into
account by the investigator at the time of collecting the secondary data collection. Beside this,
human resource audit of previous years of Virgin Company will consider as a secondary source of
data by the scholar. So, with the help of primary and secondary data collection methods, the
researcher will able to gather the important information on the cited proposal topic (Cammarota and
Fine, 2010).
Data analysis: It is an important part of every kind of investigation that allows the
researcher to analyze the data in most effective manner and draw a valid conclusion on the basis of
the outcomes. In the context of the present research proposal, the scholar will use thematic analysis
methods to assess the collected data from primary sources. Under this, the results will be shown in
the form of charts, tables, graphs etc because it will increase the understanding of the audience
regarding the subjective information on research topic (Flick, 2015).
Research approach: There are two types of research approach inductive and deductive
approach. In inductive research approach, the entire study conduct on research question while
deductive based on hypothesis testing. For the current research proposal, the researcher will decide
to use deductive research approach. The reason of selection this is because the investigation will
7

begin with general discussion and ends on a particular topic. By using the following approach, the
investigator will able to determine the impact of employee engagement concept on retention of
workforce of Virgin Company (Gast and Ledford, 2014).
Research design: There are three types of research purpose: explanatory, descriptive and
exploratory. In the context of the present investigation proposal, the researcher will select
descriptive research design. The reason of choosing this method is to determine the factors that
promote employee engagement in Virgin Company. Along with this, it will help in get the answer of
all research questions in appropriate manner (Hunleth, 2011).
8

REFERENCES
Books and Journals
Albrech, S.L., 2011. Handbook of employee engagement: Perspectives, issues, research and
practice. Human Resource Management International Digest. 19(7).
Bauer, G.R., 2014. Incorporating intersectionality theory into population health research
methodology: Challenges and the potential to advance health equity. Social Science &
Medicine. 110. pp.10-17.
Billig, S.H. and Waterman, A.S. eds., 2014. Studying service-learning: Innovations in education
research methodology. Routledge.
Cammarota, J. and Fine, M., 2010. Revolutionizing education: Youth participatory action research
in motion. Routledge.
Crawford, E.R., LePine, J.A. and Rich, B.L., 2010. Linking job demands and resources to employee
engagement and burnout: a theoretical extension and meta-analytic test. Journal of Applied
Psychology. 95(5). p.834.
Flick, U., 2015. Introducing research methodology: A beginner's guide to doing a research project.
Sage.
Gast, D.L. and Ledford, J.R., 2014. Single case research methodology: Applications in special
education and behavioral sciences. Routledge.
Gruman, J.A. and Saks, A.M., 2011. Performance management and employee engagement. Human
Resource Management Review. 21(2). pp.123-136.
Hunleth, J., 2011. Beyond on or with: Questioning power dynamics and knowledge production in
‘child-oriented’research methodology. Childhood,18(1), pp.81-93.
Macey, W.H., Schneider, B., Barbera, K.M. and Young, S.A., 2011.Employee engagement: Tools for
analysis, practice, and competitive advantage (Vol. 31). John Wiley & Sons.
Markos, S. and Sridevi, M.S., 2010. Employee engagement: The key to improving
performance. International Journal of Business and Management. 5(12). p.89.
Robertson, I.T. and Cooper, C.L., 2010. Full engagement: the integration of employee engagement
and psychological well-being. Leadership & Organization Development Journal. 31(4).
pp.324-336.
Shuck, B. and Wollard, K., 2010. Employee engagement and HRD: A seminal review of the
foundations. Human Resource Development Review. 9(1). pp.89-110.
Shuck, B., 2011. Four emerging perspectives of employee engagement: An integrative literature
review. Human Resource Development Review. p.1534484311410840.
9

Shuck, B., Reio Jr, T.G. and Rocco, T.S., 2011. Employee engagement: An examination of
antecedent and outcome variables. Human resource development international. 14(4).
pp.427-445.
Welch, M., 2011. The evolution of the employee engagement concept: communication
implications. Corporate Communications: An International Journal. 16(4). pp.328-346.
Wollard, K.K. and Shuck, B., 2011. Antecedents to employee engagement a structured review of the
literature. Advances in Developing Human Resources. 13(4). pp.429-446.
Online
Brown, D., Bersin, J., Gosling, W. and Sloan, N., 2016. Engagement. [Online]. Available through:
<http://dupress.deloitte.com/dup-us-en/focus/human-capital-trends/2016/employee-
engagement-and-retention.html>. [Accessed on 13th October 2016].
Von Ins, C., 2016. 5 Ways to Improve Employee Engagement Now. [Online]. Available through:
<https://www.td.org/Publications/Blogs/Human-Capital-Blog/2016/08/5-Ways-to-Improve-
Employee-Engagement-Now >. [Accessed on 13th October 2016].
10