Employee Engagement and Motivation Theories in XYZ Consultants

The project includes the case study of Fiona’s dilemma of XYZ Consultants in which the issues and challenges that are faced by employees while working in Organisation are determined. It also highlights the application of employee engagement theory and motivation theory in XYZ Consultants.

Business Management

Executive Summary
The project includes the case study of Fiona’s dilemma of XYZ Consultants in which the
issues and challenges that are faced by employees while working in Organisation are determined.
It also highlights the application of employee engagement theory and motivation theory in XYZ
Consultants.

Table of Contents
Executive Summary.........................................................................................................................2
INTRODUCTION...........................................................................................................................4
MAINBODY....................................................................................................................................4
Apply employee engagement theory to identify and discuss the motivational elements that
exist in the old organisational environment and which elements were removed in the new
environment under Fiona’s leadership...................................................................................4
Using the organisational justice and quality theory of motivation explain and analyse the
training consultant’s behaviour..............................................................................................6
Immediate changes should Fiona make to improve staff engagement and motivation at XYZ
................................................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Employee engagement is considered as one of the most important indicators for satisfying
work. It is an activity when employees are fully engaged in their work and give best contribution.
For an Organisation it is necessary to increase the employee engagement so that staff can invest
in their work and produce higher quality of work 1. The project is based on business management
in which the case study of XYZ Consultants is discussed that highlights the Fiona’s dilemma.
MAINBODY
Apply employee engagement theory to identify and discuss the motivational elements that exist
in the old organisational environment and which elements were removed in the new
environment under Fiona’s leadership
Employee engagement is integral part of Organisation which must be focused by manager
as they help in increasing the growth and productivity of business. Employees can contribute
their best if they are highly satisfied with their work in XYZ Consultants. When company is run
by Tim, the culture and atmosphere were positive and staff also participate in decision making
process. But due to diagnose with serious heart condition of Tim, he decided to handover its
managing director position to Fiona 2. In order to run the business in competitive environment,
Fiona has decided to change the way of working and restructure the functioning and process of
XYZ. The theories of employee engagement which must be implemented in XYZ Consultants in
order to find out the elements that must be removed under Fiona’s Leadership is Kahn’s three
dimension of employee engagement. According to Kahn there are there principle dimension of
employee engagement such as physical, emotion and cognitive.
Physical engagement is one of the principles of employee engagement in which staff give
their efforts both mentally and physically and contribute their best efforts in accomplishing the
task. When the business activities are run by Tim, employees give their productive outcomes and
1 Akingbola, Kunle, and Herman A. van den Berg. "Antecedents, consequences, and
context of employee engagement in nonprofit organizations." Review of Public
Personnel Administration 39, no. 1 (2019): 46-74.
2 Alagarsamy, Subburaj, Sangeeta Mehrolia, and Rekha Hitha Aranha. "The mediating
effect of employee engagement: how employee psychological empowerment impacts
the employee satisfaction? A study of Maldivian tourism sector." Global Business
Review (2020): 0972150920915315.

also they were happy with their work. He encourages employees to walk into his office if they
face any problem or want to give any suggestion. Tim has adopted open management style due
to which workers can share their opinion and complaints. Fiona has adopted restrictive style
where employee’s opinion and suggestions were not required. She has implemented many
changes due to which XYZ Consultants is facing customer complaints, negative feedbacks and
high employee turnover. Fiona must remove the restrictive culture so that employees can share
their feedbacks and feel valuable in Organisation 3. It is important for Fiona to increase the
participation level of Staff by involving them in decision making process and giving some
authority so that they can put their best efforts in improving the performance of business.
Cognitive engagement is another principle of employee engagement in which employees
must know about the strategies and vision of XYZ Consultants and also the level of Performance
Company must deliver in Market. This element is related to Tim perspective of running the
venture; he focuses on maintaining and developing the relationship with its staff so that they can
feel valuable and stay in Organisation for long run. When Fiona runs the firm, she doesn’t
conduct open communication and never attend the meetings. The employees were also facing
heavy work and training loads which create a huge impact on their performance and efficiency of
working. The element which must be eliminated under new working environment is to reduce
the pressure or burden from the staff so that they can work freely without stress and share their
thoughts and viewpoints regarding the functioning of business.
Emotional Engagement is also a principle of employee engagement that reflects the
emotional connection between the employer and employee. It is important for XYZ Consultants
to develop positive relationship with staff so that they can achieve the goals and objective of
business by going beyond. Tim doesn’t believe in structural procedures and policies that help in
maintaining personal relationship with employees. He also appraises its staff according to their
performance and efficiency 4. The elements which must be restricted for new environment is
3 Chin, Tay Lee, Stanley Yap Peng Lok, and Patrick Kee Peng Kong. "Does
Transformational Leadership Influence Employee Engagement." Global Business &
Management Research 11, no. 2 (2019).
4 Kwon, Kibum, and Jiwon Park. "The life cycle of employee engagement theory in
HRD research." Advances in Developing Human Resources 21, no. 3 (2019): 352-370.

refurbishing and refurnishing the office premise as staff has connection with old environment
and they also face problem in adapting new atmosphere and working style of business.
Using the organisational justice and quality theory of motivation explain and analyse the training
consultant’s behaviour
Organisational justice defines the perception of employees regarding the fairness in
business. It is divided into four categories such as distributive, informational, interactional and
procedural. The main purpose of Organisational justice is that they focus on how staff judges the
behaviour of Workplace. Distributive justice is based on the fairness of outcomes that must be
equitable. According to the perception of employees, distributive justice occurs when they get
fair pay and treated equally in XYZ Consultants. Procedural Justice is another form
Organisational justice which reflects the perception of processes and focuses on outcomes. In
procedural justice, employees feel that they can raise their voice and share their opinion
regarding the process 5. Interactional justice is another form of Organisational culture in which
the Company shows fairness of decision making and communication. By implementing
interactional justice, XYZ Consultants treat their employees with dignity, pride and respect so
that they can they can work with dedication and give their productive outcomes. It is divided into
two categories such as Interpersonal justice and informational justice. So, XYZ Consultants must
implement organisational justice in its business activities that helps in perceiving the fairness of
outcomes, process and the degree of treating employees with dignity and respect.
The quality theory of motivation focuses on the productive and counter-productive
behaviour of employees in Company. It is essential for the company to motivate their staff so
that they can work with effective and efficient manner. XYZ Consultant must take imitative to
boost the motivation and morale of staff that helps in increasing the performance and efficiency
level. There are various motivational theories which must be implemented by XYZ Consultants
such as Maslow Hierarchy Theory, McClelland theory of needs, Vroom’s theory of expectancy
and McGregor’s theory of X and Y. These theories help in increasing the motivation level of
staff and also identify the need and demand of employees which must be fulfilled in order to
increase their performance. The training which is provided in XYZ Consultants has huge load for
5 Motyka, Błażej. "Employee engagement and performance: a systematic literature
review." International Journal of Management and Economics 54, no. 3 (2018): 227-
244.

some employees and other people has low training schedules and high level of work life balance.
Fiona focuses on the staffs that are in her good books, it is necessary to treat their workers
equally and pay them fairly. They realised that performance appraisal is not so important they
have to be in good books of Fiona in order to get better work schedules and promotion. The
overworked employees feel angry or sick while working in Company.
Immediate changes should Fiona make to improve staff engagement and motivation at XYZ
In order to improve the staff engagement, it is necessary to take some actions through which
company can increase employee involvement. Fiona must encourage their team members to
participate in decision making activities due to which she get creative and productive ideas to run
the business. Employee involvement is important in Organization as they produce their
innovative and creative ideas which can help in making business successful. Fiona must
communicate deliberately and regularly in meeting that helps in solving the issues and problems
of staff which they face while working in XYZ Consultants. To improve the employee
engagement, it is necessary to invest in their well being and invite the feedback of staff in order
to increase the efficiency and performance of business. Fiona must provide performance bonus
and merit pay incentives as employees also need motivation to work so it is essential to give
reward on the basis of performance 6. Staff take stress while working in Company, by organizing
extracurricular activities and yoga session in morning can prioritize their mental and physical
health due to which they feel relax while working. Fiona should also conduct employee
engagement surveys on regular basis in order to identify the participation and involvement level
of workers in Organization. The training and development program must be organized that helps
in increasing the knowledge, skills, efficiency and abilities of employees. It is important for the
managing director to treat their staff in equal and fair manner without setting any priority and
focusing on the staff that are in good books 7. Moreover, employees may not feel that being in
good books earned better opportunities and work schedules for promotion.
Fiona must also ensure that their workers may not feel overworked as it makes them angry
and sick due to which they are not able to give their best efforts in accomplishing the vision and
6 Shrotryia, Vijay Kumar, and Upasana Dhanda. "Exploring Employee Engagement
Using Grounded Theory: Experiences from the Best Firms in India." Vision 24, no. 2
(2020): 171-183.
7 Shrotryia, Vijay Kumar, and Upasana Dhanda. "Content validity of assessment
instrument for employee engagement." Sage Open 9, no. 1 (2019): 2158244018821751.

mission of company 8. Employees are demanding recognition in workplace as they work hard for
completing the task, Fiona must appreciate and organize recognition program for its staff as it
shows the importance and value in XYZ Consultants 9. It also helps in developing sense of
security in their value and motivates them to give better results. The main purpose of organizing
recognition program is to engage the employees, reward for hard work, inspire them and provide
positive feedback. Motivation level of workers can be improved by creating positive working
environment and communicate with them in effective manner 10. Fiona must develop trust among
staff by handling their issues and providing them benefits when they face any contingencies.
CONCLUSION
From the above information it is being concluded that company mist focus on increasing the
performance and efficiency of employees so that they can give their best output in accomplishing
the goals and objectives of business. Organisation must develop positive and healthy
environment in workplace so that workers can work with dedication and concentration without
facing any conflicts.
8 Sivapragasam, P., and R. P. Raya. "HRM and employee engagement link: Mediating
role of employee well-being." Global Business Review 19, no. 1 (2018): 147-161.
9 Sun, Li, and Chanchai Bunchapattanasakda. "Employee engagement: A literature
review." International Journal of Human Resource Studies 9, no. 1 (2019): 63-80.
10 Tauetsile, Joy. "Employee engagement in non-Western contexts: The link between
social resources Ubuntu and employee engagement." International Journal of Cross
Cultural Management (2021): 14705958211007874.

REFERENCES
Books and Journals
Akingbola, Kunle, and Herman A. van den Berg. "Antecedents, consequences, and context of
employee engagement in nonprofit organizations." Review of Public Personnel
Administration 39, no. 1 (2019): 46-74.
Alagarsamy, Subburaj, Sangeeta Mehrolia, and Rekha Hitha Aranha. "The mediating effect of
employee engagement: how employee psychological empowerment impacts the
employee satisfaction? A study of Maldivian tourism sector." Global Business
Review (2020): 0972150920915315.
Chin, Tay Lee, Stanley Yap Peng Lok, and Patrick Kee Peng Kong. "Does Transformational
Leadership Influence Employee Engagement." Global Business & Management
Research 11, no. 2 (2019).
Kwon, Kibum, and Jiwon Park. "The life cycle of employee engagement theory in HRD
research." Advances in Developing Human Resources 21, no. 3 (2019): 352-370.
Motyka, Błażej. "Employee engagement and performance: a systematic literature
review." International Journal of Management and Economics 54, no. 3 (2018): 227-
244.
Shrotryia, Vijay Kumar, and Upasana Dhanda. "Content validity of assessment instrument for
employee engagement." Sage Open 9, no. 1 (2019): 2158244018821751.
Shrotryia, Vijay Kumar, and Upasana Dhanda. "Exploring Employee Engagement Using
Grounded Theory: Experiences from the Best Firms in India." Vision 24, no. 2 (2020):
171-183.
Sivapragasam, P., and R. P. Raya. "HRM and employee engagement link: Mediating role of
employee well-being." Global Business Review 19, no. 1 (2018): 147-161.
Sun, Li, and Chanchai Bunchapattanasakda. "Employee engagement: A literature
review." International Journal of Human Resource Studies 9, no. 1 (2019): 63-80.
Tauetsile, Joy. "Employee engagement in non-Western contexts: The link between social
resources Ubuntu and employee engagement." International Journal of Cross Cultural
Management (2021): 14705958211007874.