Analyzing Employee Engagement & Recommendations at CANADAWIDE

This report presents an analysis of employee engagement at CANADAWIDE, focusing on cognitive, emotional, and behavioral aspects. Data was collected from a sample of employees through a questionnaire, with responses analyzed to gauge their level of agreement with various statements related to their work environment. The cognitive analysis explores performance interests, opportunities for personal growth, and resource availability. The emotional analysis examines how employees' skills are utilized and whether their jobs provide a sense of accomplishment. The behavioral analysis investigates rewards for quality work and the encouragement of innovative practices. The findings reveal areas where CANADAWIDE excels in fostering employee engagement and areas where improvements can be made to enhance motivation and commitment among its workforce. This report is useful for students; Desklib offers a variety of solved assignments and past papers to assist students in their academic endeavors.

Running head: ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
Analysis and Recommendation of Employee Engagement
Name of the Student:
Name of the University:
Author Note:

1ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
ANALYSIS
As mentioned earlier, the employee engagement of any firm can be subdivided into three
broad aspects of cognitive, behavioral and emotional. The analysis encompasses all the three
aspects and consists of questions that help in answering the various concepts involved within
these aspects. The analysis is based on primary data collected from a cohort of around twenty
five people working within the organization. Further, the analysis is carried out and presented
with the help of graphs that help measure the extent to which the sample of people chosen agree
or not agree to the various questions underlying employee engagement and motivation. The type
of questions asked for the analysis of this research is close ended questions wherein the
employees are asked to rate their level of affirmation with the different facts or research
questions. This helps in addressing the challenges faced by the employees of CANADAWIDE
with respect to employee engagement and motivation.
COGNITIVE
The questions involved and the areas of employee engagement addressed in this section
consists of the performance interest choices of the individuals.
I experience personal growth by receiving opportunity to grow through skill development
and other work-roles within CANADAWIDE

2ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
Strongly
Agree Somewhat
Agree neither Agree
nor Disagree Somewhat
Disagree Strongly
Disagree
0
1
2
3
4
5
6
7
8
9
10
Number of Responses
Number of Responses
The above graph portrays the degree to which the employees employed at
CANADAWIDE feel that their personal growth of experience at this firm happens by receiving
opportunities or scope of skill development and taking up of new work roles or positions or even
projects. As is seen in the above graph majority of the participants belonging to the firm and
included in the sample strongly agree with this fact. They claim that the learning and growing
opportunities provided by the firm adds to their overall experience and help in their personal
career growth and development. It is also noticeable that quiet a number of participants strongly
disagree with this fact that is they do not think that the experiences they gain out of working for
the firm help in their personal career growth and about eight respondents think that it somewhat
adds to their experience. This reveals that in some way or the other majority of employees
employed at that firm is growing and are satisfied with the amounts of growth that they have
achieved in their personal career with the help of the firm’s opportunities and learning

3ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
experiences. Thus this represents that maximum employees at CANADAWIDE are at least
moderately satisfied if not overtly satisfied by the opportunities and learning experiences
provided by the firm. This shows that the performance interest choices are satisfied by the firm
for the employees for the most part.
My job makes a difference in the lives of others
Strongly
Agree Somewhat
Agree Neither Agree
Nor Disagree Somewat
Disagree Strongly
Disagree
0
5
10
15
20
25
30
Number of responses
Number of responses
The above graph represents the responses of the employees to the question of their work
being important in the lives of others and making or brining out a difference in their lives. As is
portrayed in the above bar graph almost all the respondents and participants involved in the
sample have strongly agreed that their work helps in bringing about a change in the lives of other
employees or the community in which they operate and tend to serve. This shows the
performance interest of the employees in the context of accountability and responsibility. As all
the employees believe that they help in making the lives of others better through their work, they
are well aware that the more efficiently they perform the more the positive impact on the lives of

4ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
people that are affected and impacted by their work. This indicates that the employees are well
engaged in the work that they do and also motivated to perform better so that their productivities
also improve and this in turn helps in potential and capacity development of the employees. All
of these factors together contribute towards achieving of long term objectives of the firm with
the help of greater amounts of employee collaboration and unified efforts on behalf of them. It
also helps the firm to reach the goals of corporate social responsibility and ethical codes of
compliance.
I have the tools and available resources to perform my job well.
Strongly
Agree Somewhat
Agree Neither Agree
not Disagree Somewhat
Disagree Strongly
Disagree
0
1
2
3
4
5
6
7
8
Number of Responses
Number of Responses
This graph shows whether or not the participants of the study are satisfied with the
amount of infrastructure and equipments they are provided with at work on a daily basis in order
to complete their responsibilities accurately and efficiently. As is seen from the graph, majority
of the employees involved in the sample have strongly agreed and at least somewhat agreed to
the fact that they are well equipped for the job they are involved in. Although a good proportion

5ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
of the employees have remained neutral on this front and in some cases disagreed to a certain
extent, none of the employees have strongly disagreed. This helps in throwing light on the
efficiency of the infrastructural needs of the employees being satisfied which enable them to
finish large amounts of work in lesser time as compared to manually and with greater precision
and accuracy. This helps in understanding the role of the availability and presence of tools and
techniques in increasing the motivation and employee engagement at CANADAWIDE. It shows
that the firm has ample resources and tools that allow in better distribution and allocation of
work and helps the employees to work together towards reaching of the firm’s long term
objectives. This in turn helps the firm to keep the employees engaged and motivation by
instilling better productivity and performance capability.
I am given the opportunity to interact with other employees at a formal level.
Strongly
Agree Somewhat
Agree Neither Agree
not Disagree Somewhat
Disagree Strongly
Disagree
0
2
4
6
8
10
12
14
16
18
20
Number of Responses
Number of Responses
The above graph represents one of the most important cognitive parameters that help in
indicating and estimating the level of employee engagement in particular along with motivation

6ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
based on performance interests. As is seen from the above graph, majority of the employees who
have participated in the sample have strongly agreed to the fact that they are allowed to interact
and converse with other employees at a formal level. The other employees have at least
somewhat agreed if not strongly agreed. This helps in portraying the level of interaction that is
allowed at the firm which in turn help in increasing employee engagement and motivation.
Through formal conversations and interactions the employees increasingly feel they belong to
the firm and are able to align their personalities with the managers or other employees who are at
a hierarchy higher than theirs. It also shows that the employees increasingly want to interact with
other employees so that they can identify themselves as a significant part of the firm and become
more accountable for their roles which in turn help in ensuring that the long term goals and
objectives of the firm are reached through greater cooperation. Since the level of interaction is
high, the teams will be able to reach targets and increase their productivities and the level of
stress is also reduced. This in turn helps in increasing the potential capacities of the employees.
I am at the same level as my Superiors on the vision towards commitment and quality
production.

7ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
Strongly
Agree Somewhat
Agree Neither Agree
not Disagree Somewhat
Disagree Strongly
Disagree
0
2
4
6
8
10
12
14
16
18
Number of Responses
Number of Responses
The above question and graph is another most important and crucial aspect of the
cognitive analysis as it represents the responsibility and accountability of the employees and the
seriousness associated with the roles that they are employed for. As is seen from the above graph
majority of the employees questioned only agree somewhat to this fact, with most of the
employees remaining neutral or disagreeing to different extents. Only a very small proportion of
the employees involved in the sample strongly agree. This portrays that in the cognitive sense of
the term, the employees are focusing more on their personal goals and objectives rather than on
the objectives of the seniors or teams as a whole. Also it represents that even though the
employees are allowed to interact with the other employees in a formal way, they lack the
information or insight about the objectives or the quality needs which the seniors have. However,
it also might be the case that the views of the employees at a junior level differ from that of the
employees who are employed at a senior level. This might cause some deviation or fiction in the
context of employee engagement and employee motivation. However, since most of the

8ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
employees agree to a good extent that their vision in terms of commitment and quality
production matches that of their seniors, so this indicates that even though there some level of
cooperation issues most of the employees have the vision about the overall commitment and
quality performance for the firm.
EMOTIONAL
The values of the organization that instill and instigate motivation in the employees of
CANADAWIDE are discussed and analyzed with the help of questions underlying this aspect in
this part of the research paper.
My skills and abilities are being put to good use within the workplace
Strongly
Agree Somewhat
Agree Neither Agree
not Disagree Somewhat
Disagree Strongly
Disagree
0
2
4
6
8
10
12
14
16
Number of Responses
Number of Responses
This graph represents to what extent are the skills and capabilities of the employees put to
use on a daily basis at work with the firm. This graph represents that most of the employees
agree to some extent that the skills and capabilities that have acquired or already possess are

9ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
being put to use efficiently and in the right way and to a good extent. There are also a few
employees who strongly agree to the fact that their skills are used effectively while working for
the firm. However at the same time it is observed that there also few employees who disagree to
some extent that the skills are put to use on an everyday basis at work. If the total number of
people who strongly agree or agree somewhat to this fact are added and compared against the
number of people who disagree, it is found that the proportion of people who are able to utilize
the skills is greater than the proportion of people who disagree. This in turn helps in portraying
the extent to which the employees feel engaged in terms of being able to fit them in the required
fields. This shows how efficiently the human resources management was able to hire the correct
fit or section of employees according to the needs of the firm. As most of the employees are able
to utilize their skills it represents that they are satisfied with their job profiles and feel engaged as
they are able to identify themselves while contributing to the needs of the firm.
My job gives me the feeling of attaining personal accomplishment
Strongly
Agree Somewhat
Agree Neither Agree
not Disagree Somewhat
Disagree Strongly
Disagree
0
2
4
6
8
10
12
14
16
Number of Responses
Number of Responses

10ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
Personal accomplishment is perceived to be a very important measure of emotional
stance of employee engagement. It helps in portraying the amount of motivation that each
employee has received or is dealing with. This graph thus helps portray the amount of self
satisfaction and personal accomplishment that the employees included in the survey perceive to
have received out of the services that they provide to the firm. However, while analyzing this
question it is important to mention that the concept of self accomplishment and satisfaction is not
completely measurable and varies from person to person depending upon the perception and
views of tat employee. As is seen in the graph presented above, majority of the employees
involved in the sample either strongly agree or agree somewhat to the fact that they receive self
accomplishment through this job. However, there are still some employees who feel that they are
not able to accomplish their personal goals through this job. Hence even though majority of the
employees are engaged through the feeling of self satisfaction, the firm needs to work on the
other section of employees who feel otherwise and the management should thus take up steps
necessary for increasing the feeling of self satisfaction of these employees through motivational
workshops or sessions and instill in them a feeling of being productive.
Management is great towards keeping us informed on matters that may affect us

11ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
Strongly
Agree Somewhat
Agree Neither Agree
not Disagree Somewhat
Disagree Strongly
Disagree
0
2
4
6
8
10
12
Number of Responses
Number of Responses
The next aspect which is analyzed with the help of graphs in the emotional context of
analysis is whether the management keeps the employees of the firm, CANADAWIDE informed
about the decisions or other matters related to the functioning or working of the firm that may
affect them. If the graph represented herein is carefully analyzed it will be noticed that even
though there are a good number of employees who agree and again an almost equal number of
employees who disagree, the number of people who agree are still greater than the number of
employees who disagree. This in turn shows that majority of the employees have insight into the
matters of concern about the firm. This helps in portraying the amount of transparency in the
firm. In order to keep the employees engaged the firm should increase the amount of
transparency existing in the firm currently and thus help out the employees who disagree to feel
more motivated and instill in them a feeling of belonging.
I am motivated to see CANADAWIDE succeed