The High Turnover of Consultants

Running head: THE HIGH TURNOVER OF CONSULTANTS
The High Turnover of Consultants
Name of the Student:
Name of the University:
Author’s Note:

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THE HIGH TURNOVER OF CONSULTANTS
Executive Summary
This report will discuss the importance and characteristics of employee engagement or
the worker engagement in the workplace. An engaged employee is an individual who is
completely involved in the task assigned to him or her, and is enthusiastic about it.
Thus, these individuals will act and perform in such a way that enables the growth and
progress of the organisation. More often than not, it is seen that the organisations that
do not focus on employee engagement tend to have and demotivated employees which
eventually leads to lower productivity and unsatisfied clients. In order for the XYZ
Training Consultancy to succeed under Fiona’s leadership just like it did under her
father’s, the employee engagement strategies have been discussed in details.
Moreover, the Employee Motivation Theory, Organisational Justice and Equity Theory
of Motivation have been analysed and explained in accordance with the motivation
elements.

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THE HIGH TURNOVER OF CONSULTANTS
Table of Contents
Executive Summary......................................................................................................................1
Introduction:...................................................................................................................................3
Discussion:.....................................................................................................................................3
1. Employee Engagement Theory to identify as well as discuss the motivational
elements.....................................................................................................................................3
Employee Engagement Theory:.........................................................................................3
Identification and discussion of the motivational elements:...........................................3
2. Analysis of the behaviour of the consultants using the organisational justice and
equity theory of motivation.......................................................................................................4
3. Few unsuitable leadership instances of Fiona by having a look at the cultural,
ethical and / or social concerns that limits the effectiveness of the leadership style.....5
4. The immediate changes to improve staff engagement as well as motivation......6
Conclusion:....................................................................................................................................8
Reference List:..............................................................................................................................9

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THE HIGH TURNOVER OF CONSULTANTS
Introduction:
It can be said that employee engagement must be incorporated into the
operations of every organisation regardless of nature of operations or an industry that
an organisation belongs to (Bal, Kooij and De Jong 2013). Employee engagement has
been identified as an aspect that contributes to the success of the organisation in terms
of development of the effectiveness in operations of the company as a whole (Alfes et
al. 2013). The latter is necessary in terms of development of high performance
outcomes form the part of the employees of the organisation and the latter will be
responsible for the favourable nature outcomes that the company will be subject to
(Albrecht et al. 2015). The aim of the paper is to relate and link the concepts associated
with factors such as leadership, motivation, employee engagement by carrying out
research that helps in terms of development of resolutions for the case. Furthermore,
the paper will discuss immediate changes that must be made to sustain the operations.
Discussion:
1. Employee Engagement Theory to identify as well as discuss the
motivational elements
Employee Engagement Theory:
The theory talks about how to accomplish the goals and objectives of the company
by motivating each individual of the company to strive towards their individual goal and
put in their best foot forward considering the interests of the business (Carter and
Baghurst 2014). According to the theory, the leaders of the organisation should ensure
that their employees are engaged and dedicated towards their job (Breevaart et al.
2014). In simpler sense, Employee Engagement Theory is a two – way street: a mutual
relationship of trust as well as respect between the employees and the employers of the
organisation (Mishra, Boynton and Mishra 2014).
Identification and discussion of the motivational elements:
It must be noted that employee engagement is something beyond the elements that
go into it (Singh et al. 2016). There have been quite a few changes in the company
since Fiona took over the leadership from her father, Tim. Since then, she has made