The Impact of Employee Engagement and Wages Rates on Workforce Performance

This study analyzes the impact of employee engagement and wage rates on workforce performance in organizations. Qualitative research method is used to review relevant literature and data sources.

Running head: EMPLOYEE ENGAGEMENT AND WORKFORCE PERFOMANCE 1
THE IMPACT OF EMPLOYEE ENGAGEMENT AND WAGES RATES ON
WORKFORCE PERFORMANCE
Name
Institution
Course
Date

EMPLOYEE ENGAGEMENT AND WORKFORCE PERFOMANCE 2
THE IMPACT OF EMPLOYEE ENGAGEMENT AND WAGES RATES ON
WORKFORCE PERFORMANCE
Introduction
The performance of any organization is mainly dependent on the coordination of the internal
structures, among which include the leadership and management structure, employee engagement, wage
rates, fringe benefits to the employees, and the organizational structure as a whole.
Substantial research has been conducted to evaluate the impact of employee engagement and
wage rates on the workforce performance in an organization and varying results have been reported. This
therefore makes it archetypally imperative to conduct a thorough research so as to establish the basic facts
of how wage rates and employee engagement affect workforce performance as well as organizational
performance of a company or an organization. The study will therefore make use of relevant literatures to
conduct a critical analysis and make comparisons of the results (Anitha, 2014, p.308)
Problem statement
Effectively managing an organization while ensuring worthwhile performance is a substantial
issue to understand. The performance of employees in an organization is one of the main drives towards
the success of an organization. On the other hand, wage rates and workforce engagements have direct
influence on employee performance. It therefore makes understanding the relationship a vital topic for
research
Research aims
The research study is intended to ascertain the relationship that exist in employee engagement,
wage rates, and labor force performance in organizations. As of various research reports, there is
divergence in the findings and the research is therefore intended to ascertain the most reliable variable in
determining the organizational performance in relation to employee engagement and wage rates in an
organization (Lu et al., 2016, p.750).

Running head: EMPLOYEE ENGAGEMENT AND WORKFORCE PERFOMANCE 3
The research will also help organizations in identifying strategic opportunities for maximization
of production. With ability to predict the relationship between the employee performance and wage rates,
organizations can be able to provide an enumerating atmosphere to ensure the maximum output is
attained from the employees. Furthermore, the research aims at improving retention rate of employees by
understanding the facts of how the engagement and wage rates motivate the worker performance and
expectations (Shields, 2015). This is because, according to research, having high retention rate in an
organization implies high level of efficiency due to the fact that the workers are comfortably working in a
particular field, doing the something over and again and subsequently, the employees gain more
experience (Barrick et al., 2015, p.112).
Research methodology
The study will make use of qualitative research method. Review of many relevant literatures will
be conducted to ascertain the required information. Furthermore, the research will also make use
information collected from advocacy groups, the government reports, and reputable organizational reports
(Mone, & London, 2018). . With the aim of having the most reliable and dependable reports, the review
will make use of latest literature. Findings will be tallied to establish the correlation.
The secondary data sources
To find the most reliable and dependable data, the study will make use of literature in Google
scholar. In selecting the literature, key words will be used related to the research topic and only literature
not later than eight year will be used. This is intended to bring out a report that satisfies the current
organizational needs.

Running head: EMPLOYEE ENGAGEMENT AND WORKFORCE PERFOMANCE 4
REFERENCES
Anitha, J. (2014). Determinants of employee engagement and their impact on employee
performance. International journal of productivity and performance management, 63(3), 308.
Barrick, M. R., Thurgood, G. R., Smith, T. A., & Courtright, S. H. (2015). Collective organizational
engagement: Linking motivational antecedents, strategic implementation, and firm
performance. Academy of Management journal, 58(1), 111-135.
Lu, L., Lu, A. C. C., Gursoy, D., & Neale, N. R. (2016). Work engagement, job satisfaction, and turnover
intentions: A comparison between supervisors and line-level employees. International Journal of
Contemporary Hospitality Management, 28(4), 737-761.
Mone, E. M., & London, M. (2018). Employee engagement through effective performance management:
A practical guide for managers. Routledge.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... & Plimmer, G.
(2015). Managing Employee Performance & Reward: Concepts, Practices, Strategies.
Cambridge University Press.