Employee Engagement and Retention of Staff

Running head: EMPLOYEE ENGAGEMENT AND RETENTION OF STAFF
Employee Engagement and Retention of Staff in Alliance Group Limited
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EMPLOYEE ENGAGEMENT AND RETENTION OF STAFF
Table of Contents
1. Introduction..................................................................................................................................2
2. Research Question.......................................................................................................................2
3. Literature Review........................................................................................................................2
3.1 Brief Description of the New Zealand Meat Industry...........................................................3
3.2 Employee Engagement in New Zealand Meat Industry........................................................3
3.3 Employee Retention in New Zealand Meat Industry............................................................8
4. Conclusion.................................................................................................................................11
References......................................................................................................................................13

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EMPLOYEE ENGAGEMENT AND RETENTION OF STAFF
1. Introduction
Employee engagement can be referred to as the extent, until which the staff eventually
feel zealous about their works and are highly committed to the company for putting discretionary
determination into the respective work. It is the fundamental concept within the effort of
understanding as well as describing the relation between employees and their organizations
(Albrecht et al., 2015). An engaged staff can be referred to as the individual, who is completely
absorbed by and is highly enthusiastic about their works, to ensure that positive action is being
taken eventually. The organizational work output as well as reputation is kept on top priority for
such purposes. The company with higher employee engagement is expected for outperforming
the companies with low employee engagement (Mone, London & Mone, 2018).
This type of engagement goes beyond different events, games and activities for driving
performances. Innovation and growth is enhanced majorly with effective employee engagement
in the business (Bakker & Schaufeli, 2015). The meat industry in New Zealand has always been
one of the most significant and noteworthy industries that provides high profit to the overall
economy of the country. The following literature review outlines a brief description on employee
engagement as well as employee retention for the meat industry within New Zealand with
relevant details.
2. Research Question
 How does the meat industry of New Zealand manage their employee engagement and
retention?
3. Literature Review

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EMPLOYEE ENGAGEMENT AND RETENTION OF STAFF
3.1 Brief Description of the New Zealand Meat Industry
The Meat Industry Association of NZ or MIA is the voluntary trade association, which
denotes red meat processor, exporters and marketers of NZ. It is the 2nd largest goods exporter
that generates 9.1 billion dollars in the export revenues within the year of 2019, within which
only 85% was being exported. More than 25000 people are working in this industry at over 60
different locations in the entire country. Several popular organizations are under this particular
industry, which include Alliance Group, Silver Fern, Progressive Meats, Prime Range Meats,
South Pacific Meats, Auckland Meat Processors, Beef and Lamb NZ, AFFCO New Zealand Ltd
and many more and amongst them, Alliance is the most significant one.
3.2 Employee Engagement in New Zealand Meat Industry
Hanif, Naqvi and Hussain 2015 in their conference paper has stated that employee
engagement is considered as a vital requirement in any organization to ensure that a strong
relation is maintained between the employee and manager on the basis of mutual respect.
According to them, it is required to ensure that employee engagement is included in the work
related outcomes. An engaged employee has the zeal and enthusiasm for taking positive action to
extend the organizational interest and reputation. It is the emotional commitment of different
employees for remaining connected with the business and its goals. It is the eagerness of the job
that makes them highly passionate about their work and hence it eventually reflects in the
individual outcomes. The engaged employee subsequently concerns about the work and even the
performance of the organization, so that they become successful in making a difference. Singh et
al., 2016 in their journal has stated that the engaged employees are responsible for competing in
a competitive environment with other competitors and hence ensure that maximum effectiveness
is gained. Karanges et al., 2015 have discussed in their review article that decision making