Employee Engagement and Motivation Survey

This assignment provides a set of questionnaire-related questions on employee engagement and motivation, covering topics such as the importance of engaging employees in business operations, major elements that encourage employee performance, benefits of employee engagement, factors affecting employee performance, challenges faced by organizations, and strategies to motivate workers. The questions are designed to help firms understand their employees' needs and improve workplace relationships.

Management of Engagement and
Motivation and Capability
Development

Table of Contents
EXECUTIVE SUMMARY ............................................................................................................1
Report Title: ....................................................................................................................................2
INTRODUCTION...........................................................................................................................2
Problem Space ................................................................................................................................2
Literature Review ............................................................................................................................4
Research Design ............................................................................................................................10
Findings..........................................................................................................................................12
Discussion......................................................................................................................................22
Recommendation...........................................................................................................................24
Limitations.....................................................................................................................................26
CONCLUSION..............................................................................................................................26
REFERENCES..............................................................................................................................28

EXECUTIVE SUMMARY
ITO is stands for Information Technology Outsourcing which is based on a company's
outsourcing of computer or internet related work like programming to other organisations. It
consist to be a vast concept which is significantly used as a references to business process
outsourcing that refers the outsourcing of the work which does not requires much of technical
skills. Management is consist to be an essential aspect which plays vast role in managing the
operations of the firm in effective manner (Ageron, Gunasekaran and Spalanzani, 2012). The
engagement of management is essential for each small as well as large business enterprises as to
assisting the all business operations in appropriate manner. Proper management of resources
helps the firm or management in motivating people within the work place as to contributing their
vast efforts in the growth and development of the firm. In an business organisation management
plays vast role in encouraging employees at work place in respect to developing their business
operations through the effective coordination of employees. In the modern business era
competition is so high at market place and organisations are widely concern on expanding their
business operations at large scale through using various innovative tools and technologies.
Human resource is consist to be the most essential element which has a huge influence on the
operations of the firm. It is required for each small as well as large business organisations to hire
well educated and skilled people within the work place as to increasing the operations of the firm
through implementing their unique skills and knowledge base (Alderman, 2013). Organisations
are also concern on providing training session to their new and well as existing employees as to
assisting them towards right direction in order to attaining growth and success. This kind of
activities and workshops provides managers and supervisors with an essential skills to generate
greater employee and team alignment for the attainment of the organisational desired goals and
objectives. An involved employee is one who is motivated beyond the normal duties and
responsibilities of their job, is driven by the organization's vision, understands their value in the
organization, and consistently demonstrates the behaviour of employees that supports the
organization's interests. With the help of appropriate training employer are able to analysing the
importance of investing time in coaching and development to retain the employees who are
having significant knowledge and skills to perform multiple tasks and responsibilities within the
work place. This is also effective for employees to making understand that how to create an
1

environment of trust and collaboration which allows employees to be engaged and optimizes
business performance.
Report Title:
ITO (Hong Kong SAR) Management of Engagement and Motivation and Capability
Development.
INTRODUCTION
The developing trend of globalization has direct influence on the business as we as the
lives of people, business owners and workers. Labour arbitrate is consist to be the major element
of globalization, which defines the movement of workers or jobs as to developing or changing
the economic condition. Thus few labour arbitrage is a natural element of a complex economy,
too much can arises unintended social, political and economic issues. The term labour arbitrage
is to refer any movement of labour markets or workers which is due to a reduction in factors
which bound globalization (Andrews, Pritchett and Woolcock, 2013). Globalization is consist to
be a vast element which defines as the way by which countries, populations and economies come
to share the practices and policies, which may include a physical coming together or interaction
with the help of telecommunications services. Labour arbitrage is considered as one of the major
effects of globalization, but it is important for the individual workers who are able to find their
positions in the economy changing the factor that are beyond to their control. Labour arbitrage is
mainly associated with outsourcing and offshoring. The major focused area of each small as well
as large business organisation is to reducing extra work force in respect to developing their
profitability and growth. This report contents the study about an American based international
bank with outsourcing sites in India, the Philippines and HKSAR. The report will also discuss
about the transforms of ITO HKSAR from labour arbitrage to more value added strategic partner
to principle company by management of Engagement and motivation capability development
(Ansari, Munir and Gregg, 2012 ).
Problem Space
Research Problem: How does ITO HKSAR transform itself from Labour arbitrage to a
more value-added strategic partner to principal company through Management of Engagement
and Motivation and Capability Development.
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Information technology outsourcing is consist as a company's outsourcing of computer or
internet related work like programming to other business firms. It is applied in references to
business process outsourcing or BPO, that is the outsourcing of the work which does not need
much of technical skills. IT outsourcing defines yo the outsourcing all or parts of IT functions to
an external element. Information technology outsourcing is a subset of organisational process
outsourcing. The reason for IT outsourcing involve lack of resources and cost reduction
(Armstrong and Taylor, 2014 ).
The significant terminus of overseas IT outsourcing are India and Philippine for the
American and European companies and China and Vietnam for the Japanese organisation. Am
effective combination of high overhead in the United States and strong culture ties among the
domestic and Asian information technology firms have led many organisations to outsource
labour intensive software programming to Asia and Eastern Europe. Thus Eastern Europe has
generated a lot of competition for India in present years, India has always been an essential
player in the sector of information technology. In the modern business era competition is so high
at market place and organisations are widely concern on attaining high growth and success at
market place through developing their operations and functions at market place. Outsourcing is
effective for each business organisations as to enhancing their business activities and attain high
growth and profitability. Outsourcing consist to be an effective tool which is significantly
applied by organisations as to reducing or controlling costs, improving companied focus, gaining
access to world class capabilities, freeing internal resources for other purposes, streamlining or
increasing efficiency for time consuming functions and maximising the use of external resources
(Bailey, Mankin and Garavan, 2018).
Labour arbitrage is often associated with outsourcing or offshoring. The idea in which a
certain set of skills like a mathematician with five years of experience could be recruited in a
different market, such as another city, region, or country for less. The cost of labour is different
in each country and it is essential for each organisation to follow the policies which are
implemented by the government as to conducting the business operations in more effective and
efficient manner. The deviation in labour costs is an incentive to re-evaluate the position's
geographic location, whether in the same country or to a global market. Employee turnover is
strongly influence by recruitment practices. Engagement comes by combination of motivation
and commitment. Loyal manpower is always right for company as they thinks that firm has their
3

best interest. They want to contribute in enhancing performance of company. Work force
motivation is the key to generate high performance company that creates a large or huge pool of
rewards which in turn enables organisation and employees to attain high returns. A well designed
or properly formulated reward system can help in improving motivation of manpower.
Motivation is seen as the inner urge of an individual to do something. At workplace, it is related
with basic requirements of human (Bakker, Albrecht and Leiter, 2011).
The term labour arbitrage comes from a financial concept which defines to evaluating the
cost differential among two similar or identical products or services in two or more markets and
capitalizing on the difference in cost. For example, financial traders will buy the rights to a
million tons of wheat in one state where the price is slightly low and sell it in another state where
the price is slightly high. This create value for the country to developing their economic position
and it is effective for attaining growth and success for the country. Likewise, if an employer has
$10,000 to expend on labour cost, the decision to outsource the labour for $5,000 is far more
appealing than keeping up with the developing cost of wages which may require the employer to
pay $12,000 for an employee with identical or similar capabilities and capacity.
Literature Review
This piece of research is considered as the most basic part of research work which helps
the examiner in directing a top to bottom assessment on the part of the examination issue. This
piece of research work depends on hypothetical casing fill in as in this information must be
assembled through auxiliary wellspring of information accumulation (Barrick, Thurgood, and
Courtright, 2015). This portion gives a short talk on the predetermined territory of concentrate
through dissecting the supposition of different writers and journalists who are having suitable
information and aptitudes in the specific zone. In this area of the exploration data and
information is being collected through different sources, for example, books, diaries, past
records, past research work, news paper etc. This segment is successful in building a solid
hypothetical base as which make an incentive in drawing a substantial and dependable result.
The research into consideration is based on the the ITO HKSAR transform itself from
labour arbitrage to a more value added strategic partner to principal company by management of
Engagement and Motivation and Capability Development. Labour arbitrage is consist to be the
practice of searching for and them applying the lowest cost workforce to produce products and
services. The use of the term labour arbitrage is limited in its regular use, it is significantly to be
4

applied in academic papers and business consulting reports than in every day business decision
and discussion thus the practices itself is common and widespread ( Bolden, 2016).
Labour cost differentials additionally may impacted a business' choice to procure a
worker with less or much more ability for the part in that specific region and culture. The cost to
utilize a New York-based mathematician with 10 years of experience of understanding for a
section level or mid-run position is likely more than the cost to enlist an ongoing college
graduated in Oklahoma City, who has the significant abilities and attitude important to play out
the assigned roles and responsibilities.
Be that as it may, in reality, the labour arbitrage of work isn't the same as the arbitrage of
agriculture and manufacturing goods and services. For instance, every one of a clump of
1,000,000 metal rollers may be basically indistinguishable. thus, every individual from a group
of monetary experts in Paris will have their own strength and weaknesses.
In the event that their work were given to a group in Berlin, regardless of whether that
group had comparative capabilities, the outcomes would likely be fairly extraordinary. In the
event that the work were rather given to a group in India with great capabilities, the outcomes
would contrast considerably more (Bratton and Gold, 2017).
Labour arbitrage can take a few unique structures which are relying upon the particular
conditions and the work markets included. One regular type of labour arbitrage is immigration,
with labourers moving to nations where there is more accessible work or where compensation
are higher. It is a practice of exploration for & then utilizing the low cost manpower to
manufacture goods and services. The utilization of labour arbitrage term is less in its daily use. It
is likely to be more used in business consulting reports and academic papers rather than day to
day business discussions. The practice itself is widespread and common. This term is implies to
labour particularly has become very common in workforce discussions and staffing during the
last few decades.
Labour arbitrage practice has become more prevailing because of shifting in societal
expectations and new technologies as well as government policies that have permitted the
practice to be implemented more broadly (Bratton and Gold, 2017). The definition of labour
arbitrage is limit by some experts, saying it employ stringently to taking working from 1 place to
another where similar skill sets are available but in lower costs. However, some utilize broader
definition & said that arbitrage comprehend multiple corporate policies and practices that
5

outcomes in the lowest cost labour. Today, that labour can come in various forms. Off shore
workers are the one form, where firm can hire manpower in foreign nation & pay less for payroll
taxes, wages, overtime or benefits.
Another form of labour can come in form of utilizing cheaper subcontractors in home
country of company rather than staff employees. Other form is employing work visa programmes
in order to import foreign nation workers who are willing to work at lower salaries ( Castiaux,
2012 ). Firms that pressure its existing or available work force to take low wages for securing
their jobs are participating in labour arbitrage. Utilization of undocumented immigrants are also
considered by some professionals who usually work for less & are unable to struggle for their
legal rights in the kind of labour arbitrage. Firms capitalize more on lower cost of labour. Today,
companies opt more easily to engage or participate in labour arbitrage for engaging diverse set of
workers, pieces of their production for various components of their goods and services.
There are various factors by the utilization of which ITO HKSAR transform itself from
labour arbitrage to value added strategic partner to American based international bank by
management of engagement & motivation and capability management. For improving employee
engagement, it is necessary for management to engage employees in process of decision making.
This will help in making effective decisions and provides a sense of satisfaction and
belongingness to employees which in turn helps company in improving their motivation level
and increase their participation in activities of business (Chaudhary, Rangnekar and Barua,
2012). Managers are require to encourage development of their workforce. According to Clifton,
development is more important instead of anything: it is much more powerful as compared to
money. It was observed that, businesses which orient performance management systems or
method around basic needs of human for psychological engagement like positive workplace
relationship, opportunities for personal as well as professional development, ongoing
performance conversations and frequent recognition helps principle company in getting the most
out of its employees.
Firm is require to provide more flexibility to their manpower in order to manage and
retain them for long term. This will help company in transforming itself from labour arbitrage. If
employees get the flexibility to work according to them, they get motivate and participate
actively in activities of business (Chaudhary, Rangnekar and Barua, 2012 ). Those strategies
which enable individuals to recognize, develop and utilize their natural talent have the potential
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to enhance work force productivity dramatically. The another most crucial factor for improving
engagement of employees is work with executive team on culture which is the consistent driver
of workforce engagement. A healthy and safe culture also helps in increasing motivation of
manpower and improving their productivity. Employers who emphasizing on replacing obsolete
processes of management with the ones which support engagement and enhance workplace
culture can drive high percentage of engaged workers than average (Chen and Miller, 2015).
For increasing employee engagement, building trust is an essential factor. Mentoring is
also one of the essential variable that depicts the relationship between manager and employee.
Manpower requires feedback as they want to know their level of performance so, management
requires to have skill to give and get feedback, to counsel and coach manpower in a manner that
maximize commitment and engagement of employees. Level of engagement is also influenced
by their inclusion within firm or how they feel like an insider or outsider. Management needs to
know the strengths and weaknesses of each individual and assign them tasks or duties
accordingly. This will enable them to perform their best and attain objectives and targets of
company. Alignment of employees with a with vision, values and purpose of organisation is also
necessary to motivate and engage employees more within activities of company. Their work is
meaningful because their managers assists them in seeing the connection among what they do &
success of company.
For managing engagement, motivation and capability improvement, development of team
is essential. Management understand the potential for increase in performance by high
performing teams. Team development brings coordination in work and among members of group
(Gagné, 2014). Shared skills and knowledge assists in improving productivity of Workforce as
well as company. Incentives, rewards and recognition are also the factors that highly contributes
in improving motivation level of manpower. Management of firm requires to provide some kind
of reward or recognition to their workforce so that they feel satisfied and encourage to perform
their work in more better manner. It helps company in improving their motivation and retaining
within company for long term. Their are some ways that helps in keep retaining employees
within firm for longer time period. If management keep their work force entertained whether by
exciting social events or creative products. Assigning monotonous work or task lacking creative
aspects is an appropriate way to have top performer that is looking for an exit. Provide them
7

visibility when objectives are met. It is required to praise them appropriately in entire firm &
ensure that administration takes note.
Interlink between retention and compensation is not straightforward. Increased
compensation can only enhance retention capability in short time period. For companies to be
more efficient and effective in their attempt to retain more employees within firm for longer
period of time, enhanced compensation must be coupled with work life quality (Handley, 2012).
Compensation is not a single reason for work force turnover. It is connected with other main
factor like work life balance. All these are the factors that influence motivation and engagement
of employees. For managing these, firm requires to consider all such factors that helps in
increasing motivation among staff members and retain them within firm for longer term.
Capability development is the major factor which assists company in attaining labour
arbitrage. Skills, knowledge and capabilities of manpower can be developed by providing
appropriate training to them. This helps in developing their competencies as well as expertise
and enables them to perform their duties in more better and effective manner. Proper training
assist in increasing productivity as well as performance of both the manpower and company. In
order to administer appropriate training to workforce, it is very essential for management of
company to determine skill needs of personnel and design learning session accordingly that
appropriately caters their needs and provides the opportunity to develop and enhance their skills
and knowledge in an effective and efficient manner. This will enhance productivity of company
and at the same time, reduce their cost in terms of hiring new employees as it will ensure their
retention for longer term (Hirschi, Porfeli and Vondracek, 2013). By all this, ITO HKSAR
transmute itself from labour arbitrage to value added strategic partner
Employee turnover is strongly influence by recruitment practices. Engagement comes by
combination of motivation and commitment. Loyal manpower is always right for company as
they thinks that firm has their best interest. They want to contribute in enhancing performance of
company. Work force motivation is the key to generate high performance company that creates a
large or huge pool of rewards which in turn enables organisation and employees to attain high
returns. A well designed or properly formulated reward system can help in improving motivation
of manpower. Motivation is seen as the inner urge of an individual to do something. At
workplace, it is related with basic requirements of human.
8

Motivated capability refers to the quality that firm most need from its workforce. It
means that company should offer their workforce proper incentives in order t encourage them to
do their work or perform their duties in more better manner. Like an employer, manpower is
motivated to come in relationship when the advantages of doing so out weight costs. If firms are
going to treat their manpower in proper manner than it requires to know that which factors
motivates them and determines that how effectively they can perform. All the essential aspects
related with organisational performance is influenced by employees in any way. Strategies are
conceived and implemented by manpower. It is fact that, capabilities of an organisation are
contained in the combination of its system and people ( Hollebeek, Srivastava and Chen, 2016).
Competencies are mainly a function of knowledge and skills of human capital of company. A
main characteristic of business surroundings is its capability to supply skilled and qualified high
performer individuals who are able to employ strategy. In simple words, it can be said that
companies can attain little without competent people. In order to get success or to be successful,
firms are require to commit themselves to attract, retain, maintain and motivate the brightest and
best.
The most valuable asset for excellence of organisation are its employees. So, it is crucial
for companies to engage employees more in decision making process. It assists in providing
them sense of satisfaction and belongingness within firm. Their motivation will be increase and
they are willing to participate more in activities of business. Engagement of workforce increase
their efficiencies and capabilities which in turn results in improving performance and
productivity of company. Ability and motivation of staff members are the 2 major factors on
which success of firm relies (Hollebeek, Srivastava and Chen, 2016). Employee engagement,
motivation and capability development are the factors that highly influence cost as well as
profitability of company. If employees gets motivated, they become more loyal and committed
towards organisation. They are not even think about switching and keep working with the same
organisation. It ultimately helps firm in retaining workforce for long time period and reduces
their employee turnover rate. If their workforce turnover decrease, it will ultimately saves the
cost of company which is incurred in hiring new employees. Training costs of company are also
reduced as if they hire new employees again and again, they are require to provide them training
in order to ensure that they are enable to work in more better manner. In this way, all those
9

factors helps ITO HKSAR to transforming itself from labour arbitrary to strategic value added
partner.
Research Design
Research is an essential tool and is considered to be the crucial or most essential prospect
in conducting systematic or structured study regarding specific issue by employing scientific
technique. Vital part is played by Research design in carrying out activities related to research
an effective & efficient manner (Inam, Adamowski and Prasher, 2015 ). Research design refers
to the set procedures and methods that are used in gathering and analysing measures of factors
which are specified in research problem. It is defined as the overall strategy that researcher select
to integrate various components of study in logical and coherent manner. The design depicts
about study type and is a framework that has is being developed to find out the answers to
research questions. Qualitative Research is principally exploratory research. It is mainly used by
companies in order to get an understanding regarding underlying opinions, reasons and
motivations. Qualitative Research is principally exploratory research. It is mainly used by
companies in order to get an understanding regarding underlying opinions, reasons and
motivations. With the help of this research, company gets an idea regarding the prevailing
problems. Moreover its also helps in developing hypothesis or idea for potential quantitative
research. It is scientific technique of observation to collect information regarding numerical data.
This type of research refers to the concept definitions, characteristics, symbols, description of
things, metaphors. Under this approach, research methods and concepts are used from multiple
established academic fields of study. Different kinds of research design are there depend on the
study objectives and nature of problem (Isik, Jones and Sidorova, 2013).
In Explanatory research design, own ideas and imaginations are used by researcher. This
design is based on personal judgement of investigator and acquiring information about
something. Researcher is looking for unexplored situation & brings it to eyes of people.
Hypothesis formulation is not required in this kind of research. In case of descriptive research
design, investigator is interested in describing specific phenomenon or situation under study.
This research design is theoretical type which is based on designing of collection and
presentation of gathered data. This design covers characteristics of materials, people, socio
economic features like income, education, marital status and age. Qualitative data is usually
collected such as beliefs, attitudes, opinion and knowledge of people. In experimental research
10

design, natural science is often use but it is distinct in social science. Behaviour of human can
not be measured by microscopes and test tubes. Experiment method is used by social researcher
in this research design ( Jamali, El Dirani and Harwood, 2015).
For this project, descriptive research design is selected. The main purpose of choosing
this design is that it is the mixture of correlational statistics, characteristics and summary along
with its emphasize on particular types of questions, techniques and results that distinguish this
research from other types. The main reason behind using descriptive research design is because
of its some advantages which are defined below:
 Effective in analysing non quantified issues or topics.
 Possibility to detect the phenomenon in unchanged natural and completely natural
environment.
 Opportunity to integrate quantitative and qualitative data collection method.
 It consumes less time than quantitative experiments ( Lee and Kim, 2011).
Under this, data collection is done which considers to be the most essential part and
overall activities of the work done in research is based on that gathered data or information that
investigator collects. The source of collecting data in this research work is both primary as well
as secondary that are utilized for the completion of research work in proper and appropriate
manner. For conducting literature review part, secondary source is very effective by opinion and
perception of authors and writers are determined. Along with this, primary data is collected by
taking semi structured face to face interview as this method is considered to be the most
appropriate technique to gather relevant data or information that can be utilized for carrying out
this research in proper manner. By conducting face to face interview, it becomes easy to collect
appropriate information regarding the issue (Littlejohn, Beetham and McGill, 2012).
Semi structured face to face interview is a process in which only some predetermined
questions are ask by interviewer while the other ones are not planned in advance. In free flowing
conversation with candidates, other questions arise spontaneously. It is also called personal
interview survey that is a method which is use when particular target population is include. The
main purpose of conducting face to face interview is to collect more deeper information by
exploring the responses of people. The main benefit of using semi structured method for
interview is that it combines both unstructured and structured styles of interview. Objective
comparison of respondent can be secured, but simultaneously give spontaneous and personalized
11

approach that permits exploration of interesting subject. In comparison to structured interview,
semi structured face to face interviews are legally hard to defend and are less objective. The data
or information gathered by this interview helps company in determining the solutions to issues
(Neeli, 2012).
Findings
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Questionnaire
Name:
Gender:
Occupation:
Age:
Contact no.:
Email id:
Q1) Does it is essential for organisation to engage employees its business operations?
 Yes
 No
Q2) What are the major elements that encourage an employee to perform well at workplace?
 Incentives
 Appreciation
 Recognition
Q3) What is the major benefit of engage employees in business activities?
 Help in motivate them
 Help in create good relation with them
 Decrease employee’s turnover
Q4) Why it is essential for enterprise to encourage employees to work well?
 Help in achieve set goal
 Provide competitive benefit
 Help in satisfy needs of customers
Q5) What is the most effective way through which capability of employees can be developed?
 Professional trainingCoaching & Mentoring
 Personal development
 Develop “Soft Skills”
Q6) What is the major factor that affect employee’s performance at workplace?

 Leadership
 Empowerment
 Motivation
 Training
Q7) What are the major challenges face by firm while motivate employees to work well?
 Lack of challenging work
 Workplace conflict
 Lack of confidence in firm
Q8) What are the major ways to engage employee’s in business activities?
 Provide opportunities for growth
 Find ways to reward workers
Q9) What is the most effective strategy to motivate workers?
 Empower them
 Provide incentives
Q10) Does it is essential for firm to implement labour arbitrage in order to maintain business
cost?
 Yes
 No
Q11) Any recommendation for company related with employee’s motivation and engagement at
workplace.
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
Q1) Does it is essential for organisation to
engage employees its business operations?
Frequency
Yes 35
No 15
14

Yes No
0
5
10
15
20
25
30
35
40
Q2) What are the major elements that
encourage an employee to perform well at
workplace?
Frequency
Incentives 20
Appreciation 20
Recognition 10
15

Incentives Appreciation Recognition
0
5
10
15
20
25
Q3) What is the major benefit of engage
employees in business activities?
Frequency
Help in motivate them 10
Help in create good relation with them 15
Decrease employee’s turnover 25
16

Help in motivate them
Help in create good relation with them
Decrease employee’s turnover
0
5
10
15
20
25
30
Q4) Why it is essential for enterprise to
encourage employees to work well?
Frequency
Help in achieve set goal 15
Provide competitive benefit 15
Help in satisfy needs of customers 20
Help in achieve set goal
Provide competitive benefit
Help in satisfy needs of customers
0
5
10
15
20
25
17

Q5) What is the most effective way through
which capability of employees can be
developed?
Frequency
Professional training 10
Coaching & Mentoring 10
Personal development 15
Develop “Soft Skills” 15
Professional training
Coaching & Mentoring
Personal development
Develop “Soft Skills”
0
2
4
6
8
10
12
14
16
Q6) What is the major factor that affect
employee’s performance at workplace?
Frequency
Leadership 15
Empowerment 10
Motivation 15
Training 10
18

Leadership Empowerment Motivation Training
0
2
4
6
8
10
12
14
16
Q7) What are the major challenges face by
firm while motivate employees to work well?
Frequency
Lack of challenging work 25
Workplace conflict 15
Lack of confidence in firm 10
19

Lack of challenging work
Workplace conflict
Lack of confidence in firm
0
5
10
15
20
25
30
Q8) What are the major ways to engage
employee’s in business activities?
Frequency
Provide opportunities for growth 25
Find ways to reward workers 25
Provide opportunities for growth Find ways to reward workers
0
5
10
15
20
25
30
20

Q9) What is the most effective strategy to
motivate workers?
Frequency
Empower them 30
Provide incentives 20
Empower them Provide incentives
0
5
10
15
20
25
30
35
Q10) Does it is essential for firm to implement
labour arbitrage in order to maintain business
cost?
Frequency
Yes 45
No 5
21

Yes No
0
5
10
15
20
25
30
35
40
45
50
Discussion
Theme 1: Essential to engage employees
Interpretation: From the above given project graph, it can be summarise that 35 out of 50
respondents given their views in the favour that it is very essential for enterprise to engage
employees in business activities as this offer various benefits to company. On the other hand 15
said that it is nit essential to enhance employee's participation in business activities.
Theme 2: Elements that encourage an employee
Interpretation: From the above graph, it can be observe that 20 out of 50 respondents
thinks that incentives are the major element that encourage employees to perform well at
workplace and 20 thinks that appreciation is the major factor while rest of the respondents are in
the favour of recognition.
Theme 3: Major benefit of engage employees
Interpretation: From the above project graph, it can be said that 50% of employees, i.e.,
25 respondents thinks that major benefit to firm of more employee engagement is that it decrease
its employee turnover rate while 15 of them thinks that it helps in creating good employee
relation and 10 respondents thinks that it motivates them.
22

Theme 4: Essential for enterprise to encourage employees to work well
Interpretation: From the above graph, it is observed that 20 out of 50 respondents thinks
that encouragement and motivation of employees helps in satisfying customer needs while others
thinks that it provide competitive benefit to company and help in attaining goal.
Theme 5: Effective way to develop employees capability
Interpretation: From the above graph, it can be interpreted that personal development
and soft skill development are the effective way to develop capabilities of work force while
others thinks that professional training and coaching and mentoring are the way to develop
capabilities.
Theme 6: Major factor that affect employee’s performance
Interpretation: From the above project graph, it can be said that 15 out of 50 respondents
thinks that motivation is the major factor that influence performance of company while other 15
are in favour of leadership. On the other hand, rest of the respondents thinks that empowerment
and training are the major factors.
Theme 7: Major challenges face by firm while motivating employees
Interpretation: From the other graph, it is observed that 50% of respondents thinks that
lack of challenging work is the major challenge at the time of motivating employees while others
thinks that lack of confidence and workplace conflict are major factors.
Theme 8: Major ways to engage employee’s in business activities
Interpretation: From the above project graph, it is interpreted that 50% of employees
thinks that providing growth opportunity is the major way to increase engagement of employees
in business activities while according to rest 50% respondents, providing rewards to them is the
main way.
Theme 9: Most effective strategy to motivate workers
23

Interpretation: From the above graph, it can be said that 30 out of 50 respondents thinks
that empowering employees is the effective strategy to motivate workers while rest of
respondents thinks that provides them incentives is the main way.
Theme 10: Essential to implement labour arbitrage
Interpretation: From the above graph, it can be said that 90% of respondents thinks that
it is essential for company to implement labour arbitrage to maintain business cost while 10% are
not in its favour.
Theme 1: Essential to engage employees
Out of 50 respondents, 35 thinks that employee engagement in business activities is
necessary as it helps in making effective decisions and provides a sense of satisfaction and
belongingness to employees which in turn helps company in improving their motivation level
and increase their participation in activities of business. On the other hand, rest of respondents
do not think that it is essential for company.
Theme 2: Elements that encourage an employee
20 out of 50 respondents thinks that incentives are the major factor that encourage
employees to perform well as it helps in increasing their motivation level. It will satisfy them and
encourage to do work in better manner.
Theme 3: Major benefit of engage employees
50% of employees thinks that major benefit to firm of more employee engagement is
that it decrease its employee turnover rate. It will also reduce cost of company that incurred in
recruiting new employees.
Theme 4: Essential for enterprise to encourage employees to work well
Many respondents thinks that it is essential for business to encourage to work in better
way as it assists in improving productivity of both organisation as well as employees.
Theme 5: Effective way to develop employees capability
Most of the respondents are in the favour of personal development as they think that is is
the main factor of developing capability of employees. The main reason behind it is it also
increase motivation level of workforce.
Theme 6: Major factor that affect employee’s performance
24

Motivation is considered as the major factor that affect performance of employees as if
they get motivated, they encourage to perform their duties in more better manner. They will
enable to perform their duties in much better manner.
Theme 7: Major challenges face by firm while motivating employees
Lack of challenging work is the major challenge for company as per the views of
respondent. The main reason behind this is that they think that if work is not challenging,
employees are not get motivating.
Recommendation
From the above discussion, it has been recommended that it will be very essential for
company to manage engagement and motivation and capability development within ITO
HKSAR. In order to transform itself from labour arbitrage to value added strategic partner, firm
requires to consider various factors so that employees get motivated and encourage to work in
more better way. They should provide flexible working hours to workforce so that they are able
to work according to themselves. This will help in decreasing their job stress and enables work
force to perform their roles and duties in more better manner. It is also required by ITO HKSAR
to give full autonomy to employees so that they allowed to set their schedule and they have the
power to decide that in which way work must be done. It depicts about the level of discretion and
independent judgement required to do work. If employees get flexibility, they get motivated and
encourage to contribute in improving productivity of business. For capability development of
work force, company should also provides appropriate session to them for developing their soft
skills which helps them in their personal as well as professional life.
For increasing motivation of workforce and their participation in business activities, it is
required by company to provide recognition to their manpower. This will also help firm in
extracting best out of them. Firm should involve their employees in decision making process and
in other essential activities of business so that they feel valuable and a sense of belongingness
and satisfaction is created among them. Apart from this, team working should be incorporated
within organisation which helps in developing capabilities of workers and ensures to increase
efficiency of operations which in turn results in decreasing cost of company. Appropriate
training or learning session should be provided to human resource that helps in personal as well
as professional development of individuals. Development and future career growth of an
individual motivates them to keep working with the same organisation. It will also help
25

enterprise in decreasing its employee turnover as well as assists in retaining them for longer
period of time.
Management of firm should also require to maintain good relations with their manpower
so that their engagement within firm can be increased. They feel satisfied and do work in an
effective manner. It is very essential for managers of firm to implement different motivational
theories by which they are able to motivate their workforce by fulfilling their needs and
requirements. Company should get valuable feedback from their employees on regular basis
which helps in improving work processes. It also helps in understanding needs of manpower and
the issues that they face at workplace. By this, management can easily resolve their problems by
offering appropriate solutions for that. This will help company in increasing satisfaction level of
their workforce. Employee turnover of firm also gets reduced which in turn saves cost of
company to hire new employees within firm. All this helps ITO HKSAR to transform itself from
labour arbitrage to value added strategic partner.
Limitations
At the time of conducting research, various limitations are face by researcher. The major
problem which is identified is time and cost. It consumes a lot of time to take face to face
interview from each individual respondent who is a part of research. High cost is also incur in
conducting research (Sluyts, Matthyssens and Streukens, 2011). There are some another
limitations of research which are defined below:
Lack of Training: Research methodology is not systematic. Without proper
understanding of research methods, research work can not be carried out in proper way. Proper
understanding and thorough knowledge related to different methodologies is necessary. So, lack
of training is one of the major constraint of research.
Cost: In conducting proper research, high cost is incurred. Lack of proper financial
resources becomes a major constraint of research.
`Time: A lot of time is consumed in taking face to face interview from respondents due to
which many difficulties are face by researcher. So, one of the major constraint of research is
unavailability of much time (Vaiman, Scullion and Collings, 2012).
26

CONCLUSION
From the above mentioned report, it has been concluded that employees motivation,
engagement and capability development are very essential factors that helps company in
reducing its employee turnover rate and along with that saves cost of company. Labour arbitrage
practice should be adopted by company in order to search lowest cost workforce and use them to
produce goods. There are various factors such as provide incentives to employees, give them
rewards for their work etc. which helps in increasing motivation of workforce. It is very essential
for firm to constantly adopts such practices that helps in engaging employees more within
activities of company. Some factors such as employee development, team working etc. also helps
in engaging employees more. Training is the best practice that helps in increasing capabilities of
manpower. It will help in developing skills and enhancing knowledge of manpower so that they
able to perform their task in more better manner.
Capability of manpower is increased when they are working in team. Team working
brings coordination among them and shared knowledge helps in developing their knowledge in
an effective and efficient way. Descriptive research design is used as it provides several
advantages to investigator. The major issue that is identified in this report is management of
engagement, motivation and capability development that is resolved by applying various
practices and considering some factors. Employee engagement helps in maintaining good
relation among management and staff members. By this, they feel happy and satisfied and
perform their work in more better manner. In order to resolve issue, data is collected by
conducting face to face interview with respondents. By this, fresh data is prepared by interacting
with individuals personally. Both primary and secondary data collection method is used in it in
order to gather all the essential data that helps in carry forward the research. Data is analysed and
interpreted and after that appropriate solutions are recommended for the identified problem.
27

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31

Questionnaire
Name:
Gender:
Occupation:
Age:
Contact no.:
Email id:
Q1) Does it is essential for organisation to engage employees its business operations?
 Yes
 No
Q2) What are the major elements that encourage an employee to perform well at workplace?
 Incentives
 Appreciation
 Recognition
Q3) What is the major benefit of engage employees in business activities?
 Help in motivate them
 Help in create good relation with them
 Decrease employee’s turnover
Q4) Why it is essential for enterprise to encourage employees to work well?
 Help in achieve set goal
 Provide competitive benefit
 Help in satisfy needs of customers
Q5) What is the most effective way through which capability of employees can be developed?
 Professional trainingCoaching & Mentoring
 Personal development
 Develop “Soft Skills”
Q6) What is the major factor that affect employee’s performance at workplace?
 Leadership
 Empowerment
 Motivation
 Training

Q7) What are the major challenges face by firm while motivate employees to work well?
 Lack of challenging work
 Workplace conflict
 Lack of confidence in firm
Q8) What are the major ways to engage employee’s in business activities?
 Provide opportunities for growth
 Find ways to reward workers
Q9) What is the most effective strategy to motivate workers?
 Empower them
 Provide incentives
Q10) Does it is essential for firm to implement labour arbitrage in order to maintain business
cost?
 Yes
 No
Q11) Any recommendation for company related with employee’s motivation and engagement at
workplace.
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
33