The Role of Employee Engagement in Driving Business Performance: ASDA

This literature review explores the critical relationship between employee engagement and business performance, focusing on strategies to enhance productivity and organizational success. The review examines the concept of employee engagement, highlighting its emotional investment and the various levels of engagement, such as engaged, committed, and disengaged. It analyzes the impact of employee engagement on business performance, emphasizing its role in reducing staff turnover, improving productivity, and increasing profit margins. The review also discusses various methods for maintaining employee engagement, including effective communication, monetary and non-monetary benefits, open sessions, and career growth opportunities. The findings conclude that employee engagement directly influences employee performance, brand image and financial performance, and recommends strategies to boost employee engagement, and ultimately, business success.

Literature review

Table of Contents
INTRODUCTION...........................................................................................................................1
Literature review .............................................................................................................................1
Theme 1: Concept of employee engagement..............................................................................1
Theme 2: Impact of employee engagement to enhance the business performance....................2
Theme 3: Ways through which the employee engagement is maintain within a firm................3
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

Title: “To evaluate the role of employee engagement in relation to drive business performance :
A study on ASDA.”
INTRODUCTION
Employees are consider a pillar for the company and that is why, it is quite essential for
the company to keep engaged the employees so that they will leads to produce a higher quality
of work. Similarly, study creates awareness related to importance of employee engagement in
order to increase business performance. So, with the help of relevant books, articles and
Journals, researcher is able to meet the define aim and analyze the role of employee engagement
within a business.
Literature review
Theme 1: Concept of employee engagement
According to Deetz and et.al., (2020) employee engagement is the relationship between
the a firm and their employees. Such that an engaged employees is the one who is completely
absorbed by and have enough enthusiasm in regards to their own work and so that company take
a positive action for further interest. On the other side, Chandni and Rahman (2020) present their
views that it is an emotional investment which is make within a firm. Or else, employee
engagement is the passion, involvement and motivation which they bring to a work so that
employees may use to proceed towards a work. Also, it is reflected that it is a dedication level
which actually employees feels towards their own job and if company cares for their employees,
workers do the same and this engagement or relationship help the firm to meet their define target
within a specified time frame.
It is also stated by Albrecht and Marty (2020) that there are four different level of
employee engagement such that under first level, employees are engaged and committed where
they understand the goals of a business as their own. Next is engaged but not committed in
which employees are not enough motivated and this in turn affect the actual performance. Third
is, Neither engaged no committed, which means employees are not emotionally attached towards
a company. Fourth is, actively disengaged which means that employees are working actively to
weaken the prosperity of a company and this in turn affect the productivity. So, from these four
level, it is clearly examine that through this company determine at what level, company is
engaging the employees in order to keep motivating and drive the business performance as well.
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For example, ASDA keep trying to keep engaging employees in order to enhance the employee
performance which in turn leads to increase performance of a company as well.
Theme 2: Impact of employee engagement to enhance the business performance
In accordance with Chandni and Rahman (2020) employee engagement is consider an
important key element for the high performance of a company because target are achieved when
company have skilled employees who use their mind and skills to accomplish the define aim as
well. In the same way, this is the strategy that is used to reduce staff turnover rate as well as
improve productivity which in turn leads to increase the profit margin within a firm (Importance
of employee engagement, 2019). Through developing many effective employee engagement
strategies, company is engaging employees and sustain long term relationship with workers as
well.
As per the Zinger Model of Employee Engagement, which is actually designed to foster
the relationship in order to increase the employee engagement within a business so that they help
the company to meet the define aim. The model is also based upon the 12 key aspect such that
achieve results, craft strategies, delegate roles, expert at their work, keep connected, be
authentic, recognition, completely engaged, known within a firm, serve customers, develop
personally and attain happiness (Turner, 2020). So it is analyzed that with an extensive and
thorough work on an employee engagement, the model is introduced which in turn assist to keep
attracting employees and maintain with a firm for long term. With the help of these 12 key
aspects, company may take a feedback form the employees in order to determine whether they
are comfortable within a firm or not.
As per the view of Diaz‐Carrion, López‐Fernández and Romero‐Fernandez (2020)
through effective strategies of employee engagement, company's productivity is increases on a
consistent level and this in turn leads to increase the revenue. That is why, employee
engagement is important to the success of a business and also help to retain employees at higher
rate. In addition to this, with an engagement, employees are motivated and this leads to raise
satisfaction level and cause less absenteeism and increase employee loyalty. This is clearly
reflected that there is a direct impact of employee engagement within a business performance.
….presented their views that employee communication remains the most essential tool for
developing a strong working relationship among employees and accomplish high productivity as
well. Through this, employee generate a trust towards a firm and with an effective transparency,
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company sustain a brand image at international level and this in turn leads to leave a positive
impression upon customers as well.
Overall, it can be stated that employees feel good at work because when they have a
strong ability to perform the work, they produce more quality of work and this leads to stay their
customers happy. This is directly link with a company's overall performance because it leads to
increase the sales of a company. Farrukh and et.al., (2020) also supported that with the help of
employee engagement, company increase the employee loyalty which is consider the biggest
benefit for a firm. For example, in ASDA if leader and manager start implementing employee
engagement strategies, then it results shows that there is a less absenteeism and even employees
will also feel that they are an important key element of a business and this in turn help to leads a
business towards higher productivity level. Hence, this shows the direct impact of employee
engagement within a business and help to increase the business performance as well.
Theme 3: Ways through which the employee engagement is maintain within a firm
Phand and Swami (2020) stated that with the help of effective communication strategies
companies are developing employee engagement and this in turn leads to promote better
organization transparency. It is so because through communication, company got to know the
employees and this in turn, employees also understand themselves an important part of a firm.
On the other side, Sandhya and Sulphey (2020) through monetary and non- monetary benefits,
company is also engage employees. In this strategy, top organization provide an opportunities to
the workers to meet the timescale and in return they get a chance to earn monetary (bonus,
incentives) and non- monetary (gifts, vouchers, trip, extra leaves) which keep attracting
employees. In addition to this, this strategy is consider the top way through which an employee
is engaging within a firm for a long term and help team to meet the define aim as well.
As companies working under the retail sector, also invest good amount for developing
employee engagement and in return they want that their employees perform well and this in turn
assist to keep engaging employees and maintaining a strong level of commitment with
employees. Further, Cooper-Thomas, Xu and Saks (2018) stated that company may organize the
open session in which they understand the problem of an employees, so that employees may take
an action accordingly. Further, it is also analyzed that with an open session, manager or leader of
an organization may let employees understand about company's core value so that employees
also think that they are an important element of a firm.
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Beside this, Mone London and Mone (2018) stated that provide career growth option to
the employees is another strategy of an employee engagement because it keep holding employee
and as a result, company will easily accomplish the goals and objectives within a specified
tenure. Along with this, internal job board and support promotion from a company is also
consider the best way through which employee are ready to invest long time within a firm. Such
that ASDA is also developing career growth as an employee engagement strategy in which
company is keep analyzing the performance level of an employee and then take an action in
order to keep holding a worker with a firm. Like, managers of a quoted firm are accountable by
establishing “coaching and employee development: which is an official goal for their
performance evaluations. Deetz and et.al., (2020) supported that with the help of an effective
strategies company is able to maintain long term relationship with employees and enhance the
performance level of a firm in better manner as well. Overall, through effective employee
engagement approaches, all the company motivating employees and improve the level of
performance of company as well as employees.
CONCLUSION
As per the above literature review, it has been concluded that role of employee
engagement is creates a direct impact upon the employee performance because it lead to
improve production level and retain employees which in turn assist to increase financial
performance of a company as well. Study concluded that there are many ways through which
employee are engage and this in turn also leads to cause positive impact upon the employee
performance and sustain a brand image at international level.
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REFERENCES
Books and Journals
Albrecht, S. L. and Marty, A., 2020. Personality, self-efficacy and job resources and their
associations with employee engagement, affective commitment and turnover
intentions. The International Journal of Human Resource Management.31(5). pp.657-
681.
Chandni, S. and Rahman, Z., 2020. Customer engagement and employee engagement:
systematic review and future directions. The Service Industries Journal, pp.1-28.
Cooper-Thomas, H. D., Xu, J. and Saks, A. M., 2018. The differential value of resources in
predicting employee engagement. Journal of Managerial Psychology.
Deetz, J. M. and et.al., 2020. Exploring correlation of nurse manager meaning and joy in work
with employee engagement. Applied Nursing Research, p.151297.
Diaz‐Carrion, R., López‐Fernández, M. and Romero‐Fernandez, P.M., 2020. Sustainable human
resource management and employee engagement: A holistic assessment
instrument. Corporate Social Responsibility and Environmental Management.
Farrukh, M. and et.al., 2020. The perception of corporate social responsibility and employee
engagement: Examining the underlying mechanism. Corporate Social Responsibility and
Environmental Management.27(2). pp.760-768.
Mone, E. M., London, M. and Mone, E. M., 2018. Employee engagement through effective
performance management: A practical guide for managers. Routledge.
Phand, V. S. and Swami, V. I., 2020. Employee Engagement In The Hospitality Industry–A
Literature Review. Studies in Indian Place Names.40(26). pp.277-287.
Sandhya, S. and Sulphey, M. M., 2020. Influence of empowerment, psychological contract and
employee engagement on voluntary turnover intentions. International Journal of
Productivity and Performance Management.
Turner, P., 2020. Measuring Employee Engagement. In Employee Engagement in Contemporary
Organizations(pp. 193-222). Palgrave Macmillan, Cham.
Online
Importance of employee engagement. 2019. [Online]. Available through:
<https://builtin.com/employee-engagement/employee-engagement-strategies>.
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