How High Salary Increases the Employee Engagement

This research paper analyzes the impact of high salary on employee engagement and involvement towards their work. The study focuses on the strategies and techniques that may increase employee confidence and boost their performance. The paper includes literature review, methodology, data analysis, and organization of the study. The research questions are related to the direct link between high salary and employee engagement, the impact of increased salary on employee performance, and the relationship between salary and employee efforts. The study uses a quantitative approach and data is collected from various publicly available secondary sources.

Research Paper 0
RESEARCH PAPER
HOW HIGH SALARY INCREASES THE EMPLOYEE ENAGEMENT
UNIVERSITY NAME:
STUDENT NAME:
DATE:

Research Paper 1
Contents
INTRODUCTION...........................................................................................................................................2
LITERATURE REVIEW....................................................................................................................................3
METHODOLOGY...........................................................................................................................................5
PROPOSED DATA COLLECTED AND ANALYSIS TECHNIQUES........................................................................6
Population...................................................................................................................................................6
Sampling......................................................................................................................................................6
VARIABLE ANALYSIS.....................................................................................................................................6
ORGANISATION OF THE STUDY...................................................................................................................7
PROJECT ACTIVITIES, BUDGET AND GANTT CHART.....................................................................................7
PROJECT ACTIVITIES AND PROJECT SCHEDULED.........................................................................................8
GANTT CHART:...........................................................................................................................................10
CONCLUSION:............................................................................................................................................11
REFERENCES:.............................................................................................................................................13

Research Paper 2
INTRODUCTION
Today, with the increasing competition it is very crucial to motivate and boost the confidence of
the employees to make their performance in their particular job position creative and productive.
It is to be believed that only motivated and happy employees could make their customers happy
endlessly and satisfy them accordingly. Nowadays, organizations are very curious to identify
new motivational strategies and techniques to enhance the employee involvement and
engagement towards their work. Employers must provide the remuneration according to the
performance-based remuneration so that they would be able to increase the performance of the
employee along with their efficiency level. It has been identified that Position based
remuneration led to the irresponsible behavior of the employees and became over-confident for
their job position (Francis, S. and Burns, L. 2016).
There are many companies those are using performance based remuneration method to
enhance their employee performance and Apple, a well-known tech companies one such
example which is using this strategy and its success is not hidden with some anyone. In a
given proposal Apple Company will be chosen to analyze how company identifies the pay
to increase employee engagement towards their work commitments.
The introduction part will explain the importance of high salary and how it helps in increasing
the employee performance. The next part will include the field of research, sustainability of
research, search terms and research questions. The last part will discuss the literature review,
methodology, data analysis and organization of the study. The Conclusion will be summarizing
the findings of the research proposal proposed.

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AIM/OBJECTIVES OF THE RESEARCH
The objective with which the research in the paper is proposed is to identify the impact of high
salary on the engagement and interest of the employees towards there work. The main purpose
that the report will be focusing on the strategies and techniques those may increase the
employee’s confidence and make them give their complete efforts towards the organizational
goals
RESEARCH QUESTIONS
RQ1: Does the high salary enhance the employee engagement towards their job role and
responsibilities?
RQ2: Is the increased salary impact the performance of the employees?
RQ3: Is there is any direct link between the high salary with the high efforts and lower salary
with the low efforts of the employees?
LITERATURE REVIEW
According to the Jenkins (2017), Remuneration is one of the best motivational tools to motivate
the employees to bring productive and creative work out of them. The high salary directly in
relation with the encouraging attitude of the workforces in performing their job role and
responsibility. It provides job satisfaction, employee commitment, and trust in the management
to the employees that will help them in accomplishing desirable organisational goals. Apple
Company is highly good at taking care of its employees to put their efforts in best possible
manner. Company generally pays the employees on two consideration, i.e. performance based
and job-role based. But the writer Laulajainen (2016), writes in an article that frequent
increment changes in the employee salary may result in irresponsible behavior of the employee

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due to over-confidence. There are many types of ways to provide remuneration to the employees
like performance-based remuneration, position-based remuneration, and profit based
remuneration. It is to be believed that performance-based remuneration is the must appropriate
type of remuneration method to increase the employee engagement and employee motivation at
all levels (Lindiya, 2016). An employer uses the new plan and policies related to remuneration to
advertise and appreciate the employee performance which they find very crucial for the
organisation. The increment in the salary of the employees helps in enhancing the employee
morale along with maintaining their level of confidence and trust in the organization.
According to Hennes (2016), Performance-based pay helps in increasing the productive
performance of the employees as the employees that they would be better paid off if they work
hard to achieve a common goal of the organisation. The higher employer commitments
encourage the most extreme employee loyalty and enhancement in new benefits and deals
through which an organisation may apply different benefit system for the employees. An
organisation can propose execution-based compensation in which the remuneration may be
defined using the targets achieved by the employees for the organization. It is one of the best
methodologies to boost the workforces of the organisation so that they would encourage to give
their hundred per cent in performing their job role.
According to Oh (2017), Execution-based remuneration must be custom made by analysing the
point of interest of the organisation which should be exceptionally normal. The Manager must
prepare the remuneration in a very organised way. Salary is likely to have a high level of
potential to influence the overall performance of the employees, and high salary is the best
strategy to improve employee performance. An employee with the high salary is more likely to
work to his optimum and maximum level of potential to maintain and retain his position. A

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happy and satisfied employee’s works to make his customer happy in all possible ways and the
unsatisfied employee cannot make his customer happy or may reduce the customers with his low
energetic behaviour. An employee who is receiving a good amount of money would try enough
to impress the manager with his quality of work so that he could be able to remain in that such a
position for a long time. According to Zennkins (2016), the high salary brings a sense of security
and satisfaction as well as enjoys the high appreciation and recognition in terms of increased pay.
A high salaried employee feels recognised in the organization, and he will no longer look for a
new job which will help in reducing the employee turnover rate. If the organisation does not pay
employees as per their hard work, this discourages the employee to put their best into their work
and may become the biggest reason for searching a new job that would provide his salary as per
their hard work.
The Writer Godart, (2014), the high salary positively impacts the employee confidence and
performance which makes them happy and satisfied with the pay he has been provided. A high
salary does not mean that employers have high appreciation in the organisation as this increases
the employee responded to put their best efforts in their job performance and do justice with the
provided salary and appreciation. The adequate and fair pay helps in growing the satisfaction
level of the concerned worker. Employees work to earn enough to circulate their life and related
activities well along with living a quality lifestyle. According to Jindal (2013), Higher salary
enables the employees to meet their all-important need which is crucial for their survival along
with providing them with a sense of satisfaction and happiness which helps in reducing stress,
overworked, relentless, and overthinking and stay balanced with both professional and personal
life.

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METHODOLOGY
Quantitative approach has been chosen for conducting this research. It is basically that type of
research which depend less on interviews, observation, subject groups, a small number of the
questionnaire, or related case studies but largely depends upon the collection and analysis of the
data collected on a large scale (Saran, 2014). To conduct this research the information will be
collected from various publicly available secondary sources like journal articles,
newspaper, research paper, website of the Apple Company and various other peer-
reviewed data. This method uses the numeric data to bring expected outcomes of the
conducted research. The information could be taken from various sources like journal
articles, websites of the Apple Company.
PROPOSED DATA COLLECTED AND ANALYSIS TECHNIQUES
Population
For conducting this research, the target population will be the employees and other senior
members of the Apple Company. In this research, both the job roles based and the
performance-based remuneration would be selected. As these are the strategies on which
the compensation is being been provided to the employees (Leśniak-Moczuk, 2016).
Sampling
For the quality assurance and correct survey methodology, the sampling method will be
used which represented as a selection of a group of people within the concerned statistical
population. The same will be used to find the impact of the high salary on the professional

Research Paper 7
and personal lifestyle of the employees of the Apple Company. Every employee will be
measured on the particular scale of measurement as for how high salary impacts his lifestyle
along with the performance of the organisation. The collected sample will help on coming to
the conclusion which will be related to the solution for which the research question has
been identified. Apple Company would be chosen to analyze the increased salary of the
employees to bring creative and productive work out of it (Dhulla, 2012).
VARIABLE ANALYSIS
The objective of this research is to identify the impact of the high salary on the employee
engagement in work. The main focus is to analyze the direct relationship between the higher
salary and employee engagement. A positive result is expected from the study of this research. In
this research, the dependent variable will be profit maximization, and less employee turnover, as
well as the high salary will be the independent variable. The data analysis is crucial to recognize
the concern in the specific area (Arslan, 2017). After the data has been collected properly, a
correlation test will be conducted that will identify how high salary has impacted all the
employees who get salary hikes in recent time (Vuruskan, 2016).
ORGANISATION OF THE STUDY
 The first section consists of the research proposal as mentioned in the research paper.
 The second section will describe the raise given by the Apple Company to its
employees.
 The third section comprises of methodology, data analysis, survey, and literature review
to find out the link between the high salary and productive performance of the employee.

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 The fourth section will be data analysis of the research.
 The fifth section will be a summarization of the findings of the research and valuable
recommendation for the conducted study.
PROJECT ACTIVITIES, BUDGET AND GANTT CHART
The approximate budget for conducting the proposed study is $4000 in order to complete the
project or research in the provided timeframe.
The details of the budget are as follows:
 The literature review has been conducted which requires journals articles, various
textbooks, and online resources which are available for free of cost. The cost for
conducting the literature review is $1500.
 The data from the secondary sources costs $1500.
 Data structuring and analysis costs $1000.
To summarise the proposed budget for conducting the study will be:
Purpose Estimated amount (spent)
Literature review $1500
Data analysis $1500
Data collection $1000
Total estimated cost of the proposed
budget
$4000

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PROJECT ACTIVITIES AND PROJECT SCHEDULED
Task name Duration start Finish Predecessor
To conduct the
research about
the high salary
determines the
employee
engagement
toward the work.
2days 10/6/18 14/6/18
Identify the
research and
Literature
review
3 days 15/6/18 17/6/18 1,2
Identifying the
dependent and
independent
value, secondary
data collection
3 days 18/6/18 20/6/18 2
Contacting
various
organisation
through email
and personal
2 days 21/6/18 22/6/18 5,3,4

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meeting
Creating a
methodology
and conceptual
framework
4 days 23/6/18 26/6/18 6
Conducting the
report of the
research
1 days 27/6/18 27/6/18 6
submission of
the research
study proposal
0 days 7
Analyzers the
collected data
8 days 28/6/18 4/6/18 8
Quantitative
analysis of the
collected data
4 days 5/6/18 8/6/18 8
Final report 4 days 9/6/18 12/6/18 9
Final submission 0 days 12/6/18 12/6/18 10
GANTT CHART:

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CONCLUSION:
The given proposed project discusses that how high salary or high remuneration directly impacts
the employee engagement and employee involvement in their work. The Apple Company is
selected and their remuneration procedure will be analyzed along with its impact on the
employee’s performance. The higher employer commitments encourages and enhances new
employee loyalty and enhancement in new benefits and deals by which the organization
may think to give a different kind of benefits to the employees. The adequate and fair pay
promotes the level of satisfaction of the concerned employee. Employees are working to earn
enough to circulate their life and related activities well along with living a quality lifestyle. Every

Research Paper 12
person will be measured on the particular scale of measurement as for how high salary impacts
his lifestyle along with the performance of the organisation. It is to be believed that performance-
based remuneration is the most appropriate type of remuneration method to increase the
employee engagement and employee motivation at all levels.

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REFERENCES:
Arslan, M. (2017). Organizational Cynicism and Employee Performance: Moderating Role of
Employee Engagement. SSRN Electronic Journal. doi: 10.2139/ssrn.3080254
Dhulla, T. (2012). Case Study on Employee Engagement Vs High Turnover at
TVD. International Journal Of Scientific Research, 3(6), 35-35. doi:
10.15373/22778179/june2014/176
Francis, S. and Burns, L. (2016). Performance-based remuneration helps in improving the
employee performance. Management Research Journal, 10(4), 45-67.
Godart, F. (2014). The power structure of the High salary and high performance: productivity an
and creativity. International Journal of Management, 87(12), 567-789.
Grechker, W. (2016). High remuneration - the ‘key factor’ to success. Research Journal, 65(9),
45-89.
Hennes, S. (2016). Employee motivation helps in enhancing their performance. Business
Journal, 9(23), 89-97.
Heaney, R. (2010). Remuneration System. Economic Papers: A journal of applied economics
and policy, 29(2), 109-127.
Jenkins, G.D. (2017). Skill‐Based Pay: Practices, Payoffs, Pitfalls, and Prospects. Scottsdale,
AZ: American Compensation Association (WorldatWork), 23(45), 345-354.

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Jindal, A. (2013). Position-based remuneration or performance-based remuneration. SSRN
Electronic Journal, 6(13), 67-90.
Laulajainen, R. (2016). Performance-based remuneration, Journal of management, 35(14), 567-
678.
Leśniak-Moczuk, A. (2016). Pay scale and Innovation in Apple Company. Zeszyty
Naukowe Uniwersytetu Szczecińskiego Finanse Rynki Finansowe
Ubezpieczenia, 5(7), 33-40. doi: 10.18276/frfu.2016.5.83/2-03
Lindiya, A., Palani, S. and Vijayarekha, K. (2016). Compensator Based Performance
Enhancement Strategy for a SIQO Buck Converter. International Journal of Power
Electronics and Drive Systems (IJPEDS), 7(3), 790-800.
Omololu, E. (2013). Potential of the performing according to their pay. Journal of employee
engagement in management, 54(4). 23-45 Omololu, E. (2013).
Oh, K. (2017). The organisation of the pay scale according to the performance of the employee.
Journal of SSRN, 34(67). 260-354.
Saran, S. (2014). Employee Engagement: Leveraging Strengths and Underpinning Weaknesses
(Identifying the Factors Underlying Employee Engagement Levels in an
Organization). Journal Of Human Resource Management, 2(3), 47. doi:
10.11648/j.jhrm.20140203.11
Tomlinson, G. (2010). Building a culture of high employee engagement. Strategic HR
Review, 9(3), 25-31. doi: 10.1108/14754391011040046

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Vuruskan, A. (2016). Encouraging innovation and productivity through high remuneration and
various initiatives. Journal of research management, 78(34), 566-790.