Report: Effects of Employee Engagement in UK Organizations (Tesco)

This report critically evaluates the effects of employee engagement within Tesco, a UK-based retail organization. The study investigates the relationship between employee engagement and various organizational outcomes, including job performance, employee satisfaction, and employee retention. The research employs both secondary and primary data collection methods, including a survey conducted within Tesco, to analyze the strategies used by the company to enhance employee engagement. The report explores various techniques such as entertainment programs, benefits, feedback mechanisms, wellness policies, and mentoring programs. The findings highlight the importance of employee engagement in reducing turnover, improving productivity, and fostering a positive work environment. The report also reviews the literature on employee engagement, its importance, and its impact on job performance, providing recommendations for further improvements in employee engagement strategies within Tesco and similar organizations. The report concludes by emphasizing the significance of employee engagement as a key strategy for organizational success in the competitive retail sector.

RUNNING HEAD: MANAGEMENT 0
“EMPLOYEE ENGAGEMENT”

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Abstract
Employee engagement is considered the ratio through which the employees of company remain
engaged and perform better according to the needs and requirement (Chaudhry et al., 2017). The
objective of the research is to evaluate critically about the influence of employee engagement on
Tesco, UK. The information is collected from both secondary and primary method. The
secondary method revealed that employee engagement results in reducing turnover and
contribute positively towards the productivity of the organization. The survey method from
Tesco, UK describes that company use various strategies such as organize entertainment
programs, provide other benefits etc. so that employees become more motivated to remain in the
organization. Furthermore, to engage inefficient employees company can use feedback strategy,
develop wellness policies and organize mentoring program.

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Table of Contents
Introduction......................................................................................................................................3
Research objectives.....................................................................................................................3
Literature review..............................................................................................................................4
Employee Engagement................................................................................................................4
Importance of Employee Engagement.........................................................................................5
Techniques of Employee Engagement........................................................................................6
Impact of Employee Employment on Job Performance..............................................................7
Methodology....................................................................................................................................8
Research philosophy....................................................................................................................8
Research Design..........................................................................................................................8
Data collection.............................................................................................................................8
Data analysis................................................................................................................................9
Findings.........................................................................................................................................10
GENDER:..................................................................................................................................10
AGE:..........................................................................................................................................11
Question-1..................................................................................................................................12
Question-2..................................................................................................................................13
Question-3..................................................................................................................................14
Question-4..................................................................................................................................15
Question-5..................................................................................................................................16
Question-6..................................................................................................................................17
Question-7..................................................................................................................................18
Question-8..................................................................................................................................19
Question-9..................................................................................................................................20
Question-10................................................................................................................................21
Discussion......................................................................................................................................22
Conclusion.....................................................................................................................................22
Recommendation...........................................................................................................................23
References......................................................................................................................................24
Appendix........................................................................................................................................26

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Introduction
Employee engagement refers to the level of extent in which the employees feel passionate about
their jobs; this is adopted by the company to raise the employee’s commitment level. This
supports in increasing satisfaction level of the workforce and engage the employees to work with
efficiency in the organization. This provides various satisfactions to the organization because this
leads in increasing satisfaction level, reduce turnover and retain competent employees in the
organization. There are various strategies which are adopted by the organization for increasing
the employee engagement in the organization such as asking feedback, clarify the goals and
objectives as well as encourage flexibility in the organization.
The estimation revealed that in present era employee engagement is become important strategy
to retain the skilled employees to gain competitive advantage. This also supports in managing the
objective of the employees with the overall objectives of the organization by motivating and
increasing satisfaction of the employees so that commitment level of the employees increases.
The different authors provide different perspective regarding the significance of employee
engagement in the organization, from this it is revealed that it is considered the important way to
investigate the development of the employees by focusing on accomplishing the overall goals
and objectives of the organization.
In this report, the discussion is made on “Critical Evaluation on Effects of Employee
Engagement in UK Organizations: A Case Study of Tesco”. This is because the estimate
revealed that there are various strategies which Tesco adopt to engage employees and it gives
several advantages to company.
Research objectives
The main objective of the study is to investigate the influence of employee engagement on the
retail sector of UK. Therefore, for this Tesco company is selected because estimation revealed
that employee engagement is become the major strategy and policy for raising the profitability of
the organization. Therefore, to achieve the aim various set of objectives is developed which
includes:-
 To describe “the overall framework of employee engagement”

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 To investigate “the relationship between employee engagement and efficiency as well as
performance of Job”
 To evaluate “employee engagement and their impact on the performance of employees”
 To describe “the techniques of employee engagement which is used by Tesco to improve
the performance of the employee”.
Literature review
Employee Engagement
Employee Engagement describes the overall approach which revealed that level of commitment
and how happy are the employees towards working in the particular job position (Chaudhry et
al., 2017). In the organization,, the study also revealed that it only increase motivation,
commitment and involvement of the employees but supports the individual to increase the
efficiency in the organization. The study also focuses on describing the overall framework of
employee engagement in the organization, from the analysis this is described that employee
engagement increase employee performance and also raise company’s reputation (Mohanty,
2018).
Employee engagement is become the strategy to involve more employees in the decision making
to maintain trust and productivity in the organization. The study is performed to investigate the
overall theoretical framework of employee engagement (Morton et al., 2018). The data collection
was done through collecting the information from secondary sources. From the analysis it is
revealed that employee engagement improves the employee’s performance by providing various
benefits, in this less efficient employees also shows their maximum efficiency to earn more
outcomes in the organization. This supports the organization to maintain the coordination, team
work and allow the employees to work according to the expectation.
The study reveals that employee engagement allow being passionate regarding the job that the
employee are performing, this supports the workforce to achieve the objectives of the
organization (Ariani, 2013). This supports the organization to focuses on highly challenging area
it is because employees are the most important part of the company. There are various
researchers which connect the employee engagement concept with the psychological and various

MANAGEMENT 5
other theories of employee engagement. This supports in developing the behavior of the
employees so that they act positively towards the job and other responsibilities they are
performing in the particular period of time (Carolan et al., 2017).
Importance of Employee Engagement
The study was conducted to understand the importance and significance of employee
engagement on the employees. The investigation describes that it leads in increasing the
satisfaction of the employees (Srai et al., 2015). It is because employees increase the connection
towards the organization and provides quality outcomes to the customers. The analysis of the
results describes that it also helps the company to reduce the turnover rates and retaining the
competent employees in the organization. This is because of the reasons that through strategies
of employee engagement more of the skilled employees increase commitment towards the
organization; this also leads in recruiting the more productive employees in the company (Weber
et al., 2017).
There are various importance of the employee engagement through which the competitive ability
and efficiency of the organization is increase team work in the organization (Candan & Yazgan,
2016). The objective of the study is to examine the outcomes of the organization which is
increased through employee engagement. The information gathering is done by taking the
perception from the employees about the employee engagement in the organization. From the
investigation, it is revealed that employee engagement results in raising productivity and increase
revenue of the organization by performing efficient work in the particular work.
The study revealed that profitability of the organization is raised by employee engagement
because through this employee produces quality work. It leads in raising the performance of the
employees in the organization (Zou & Dahling, 2017). It also engages more workforces in the
particular area. This results in improving the inefficient employees by providing the motivation
to work efficiently. Furthermore, it also provide various other benefits which includes that
through this company can expand their operations in the international market and support in
reducing the absenteeism among the employees of the organization. This supports in increasing
the status and reputation of the employees in the company (Slutsky et al., 2019).

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The study also describes that employee engagement also provide various supports to the
company which includes it leads in increasing the loyalty and commitment of the employees
towards the company and towards the leaders in performing the particular task in the
organization (Sparrow & Cooper, 2014). The employee engagement strategy increases the
feeling of the employees to understand that they are the part of the company. The results of the
study revealed that employee engagement supports in dealing with more investors and increase
sales of the organization, the estimation revealed that in UK, retail sector raise more sales by
providing them quality outcomes and by meeting their expectations (Vaioleti, 2006).
Techniques of Employee Engagement
The study was conducted to investigate the techniques and strategies which companies adopt to
engage the workforce in the organization (Nasomboon, 2014). The analysis revealed that
organization adopts communication techniques and maintain open communication in the
company, the company use technology to transmit the message to the staff members of the
organization (Popli & Rizvi, 2016). The investigation describes that employee also become
engaged by maintaining better workplace environment by providing flexible time to the
employees and through providing various other benefits to the employees. The investigation
revealed through by engaging the employees, the workforce problems is taken into consideration
from time to time in the particular period of time.
The strategies of employee engagement leads in increasing quality outcomes and raise the
expectation of the leaders towards their team members because of performing efficient in the
particular task. The objective of the study is to investigate the roles and objectives of the
employee’s engagement and their impact on the employee’s performance. The analysis revealed
that company develops various rewards and recognition policies so that employees improve the
performance and their quality also increased. Researchers also revealed that it also contributes
positively towards the environment and maintain supportive work environment in the
organization.
The study also revealed that organization develop various training programs to develop the
workforce of the company, this results in increasing the skills and knowledge of the employees
by learning new skills and develop knowledge so that employees gets more interested in the
particular job (Bedarkar & Pandita, 2014). Therefore, training and learning supporting in driving

MANAGEMENT 7
the engagement of the employees and supports the employees to act positively. Researchers
revealed that styles and aspect of leadership leads in increasing the engagement of the
employees. It is because leaders provide guidance and develops the intrinsic motivation of the
workforce; furthermore increase the role of employee engagement in the organizational
outcomes.
Impact of Employee Employment on Job Performance
The study was conducted to understand the relationship of the employee engagement on the
performance of the organization (Ballaro & Polk, 2017). From the analysis, it is revealed that
there is direct association of the employee with the performance of the job which includes it
results in raising the autonomy among the employees and they become more satisfied with the
organization and the activities they performed to do particular job. The investigation also
revealed that employee engagement also focus level of the employees to understand the
organization and employees feel valued towards the job activities which they are performing to
provide better outcomes (Candan & Yazgan, 2016).
There is direct association of the employee engagement on the outcomes of the job, it leads in
increasing efficiency in the organization and supports the company to perform better according
to the expectation (Cheema et al., 2015). The purpose of research is to understand the effects of
employee employment on the job outcomes. The data collection was done gathering the
information from the respondents which all gets involved in the study. The analysis describes
that it provide positive results it is because of raising loyalty and results in providing suggestions
to the organization to perform various tasks in the particular job area. Furthermore, it is also
describes that it generates more quality results and maintain better reputation among the other
members of the organization.
The study was conducted to understand the impact of employee engagement on the job
outcomes, from the analysis it is describes that employee engagement provide the opportunity to
the organization to invest more on the time so that employees will be develop in both personal
and professional manner (Hassan, 2016). The objective of the study is also to provide better
results in the long run, through the investigation it is described that it supports in increasing the
satisfaction of the employees and increase the opportunity for the organization to generate more
profits and revenue so that expansion of the organization is increased.

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Methodology
Research philosophy
It is considered the structure and framework through which the overall strategy of conducting the
research is described. It also supports the researchers to connect the value and belie with the
overall structure of the employees so that objective of the study will be achieved in efficient
manner. In the present research, positivism research philosophy is used it is because through this
study is conducted in critical manner by describing the in-depth aspects so that validity and truth
is maintained in the research.
Research Design
The research design supports the researchers to understand the method of collecting the
information and also describes the technique through which the evaluation of the data so that
objectivity, openness and other principles will be followed in conducting the research. In the
present research descriptive research design is used to describe the information in descriptive
form that is through developing tables, charts. This supports in better understanding of the
subject through receiving the information and provide data about each question is different
manner. This helps in getting accurate results about the subject manner and leads in getting more
information.
Data collection
It is the gathering of information about the statement for which the researcher conduct the
research, this is the significant step because the overall results in based on the information which
are collected by getting the opinions from the respondents. In this research both secondary and
primary research is used that is in the secondary research the information is gathered from the
existing literatures. These all literatures are selected from Google Scholar, for current
information the articles from 2017 year are selected. Furthermore, survey method is used that is
questionnaire is given to “50 employees of Tesco, UK, in this 3 of them are human resource
manager”. In the present research “non-probability sampling” technique is used to collect the
information from the group which are selected in the study that is the representative of the
company. It is because through is important information is revealed from the particular group
without focusing on the entire employees of the company.

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Data analysis
The collected data is converted into the percentage and present study used quantitative approach
in which descriptive statistics is used by including the responses of the respondents through
tabulation format. Furthermore, study used SPSS and Ms-Excel software to increase the
understanding of the answer which respondents provide to each question. This supports in
providing accurate findings about the effects of employee engagement in Tesco UK.

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Findings
GENDER:
Gender
Male 30
Female 20
60%
40%
Male Female
Interpretation
The above chart describes that 60% of the respondents were male and 40% were female while
providing the information regarding the employee engagement in Tesco, UK.

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AGE:
Age
18-25 2
26-32 20
33-40 20
41-60 8
4%
40%
40%
16%
Age 18-25 26-32 33-40 41-60
Interpretation:
The above chart describes that 40% of the respondents are between the age of 33-40 and 26-32.
Furthermore, 16% were between the age of 41-60 as well as 4% were between 18-25.

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Question-1
OPTIONS
0-2 years 10
2-4 years 20
4-6 years 15
6-10 years 5
20%
40%
30%
10%
OPTIONS 0-2 years 2-4 years 4-6 years 6-10 years
Interpretation
The above chart describes that 40% of the respondents were working between 2-4 years, 30%
were between 4-6 years and 20% and 10% were between 0-2 years and 6-10 years.

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Question-2
OPTIONS
Completely 40
Partially 10
Not at all 0
80%
20%
OPTIONS Completely Partially Not at all
Interpretation:
The above chart describes that 80% of the respondents were know the policies of employee
engagement and 20% of them were partially aware.

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Question-3
OPTIONS
Entertainment 25
Educational 10
Sports 5
Motivational 10
50%
20%
10%
20%
OPTIONS Entertainment Educational
Sports Motivational
Interpretation:
From the above chart, it is revealed that 50% of the respondents says that entertainment activity
were organized more by Tesco, UK and 20% says that Tesco organize educational as well as
motivational activity. The other 10% respond sports activity was highly organized by Tesco, UK.

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Question-4
OPTIONS
Every time 35
Sometimes 10
Rarely 5
Never 0
70%
20%
10%
OPTIONS Every time Sometimes Rarely Never
Interpretation:
From the above it is described that 70% of the respondents were regular participating in the
employee engagement activities and other 20% participate sometimes. Furthermore, 10% of the
respondents were rarely participate in activities.

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Question-5
OPTIONS
Work environment 15
Compensation & other benefits 25
Company reputation 5
Organizational policies 5
30%
50%
10% 10%
Work environment Compensation & other benefits
Company reputation Organizational policies
Interpretation:
From the above chart it is revealed that 50% says that compensation and other benefits engage
them more to work, 30% of the respondents says work environment. Furthermore, other 10%
says company reputation and organizational policies.

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Question-6
OPTIONS
Financial rewards 20
Opportunities of advancement 15
Work load & Stress level 10
Flexibility 5
40%
30%
20%
10%
OPTIONS Financial rewards
Opportunities of advancement Work load & Stress level
Flexibility
Interpretation:
The above chart describe that 40% respondents reveal that financial rewards increase
performance, 30% believe that opportunities which develop rise their efficiency. Others 20%
reveal work load as well as 10% says flexibility.

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Question-7
OPTIONS
Reduce Turnover 5
High Productivity 25
Increase profitability 10
Enhance employee loyalty 10
10%
50%
20%
20%
OPTIONS Reduce Turnover High Productivity
Increase profitability Enhance employee loyalty
Interpretation:
The chart revealed that 50% of the respondents says that employee engagement increase
productivity, 20% reveal that it raise profitability. Furthermore, respondents describe that 20% of
the respondents reveal that it improve employee loyalty and 10% says that it decrease turnover.

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Question-8
OPTIONS
Yes 45
No 5
90%
10%
OPTIONS Yes No
Interpretation:
The chart reveal that 90% of the respondents describe that there is direct association among
employee engagement as well as job productivity and other 10% marked that there is no
relation.

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Question-9
OPTIONS
Yes 47
No 3
94%
6%
OPTIONS Yes No
Interpretation:
The chart reveals that 94% of the respondents marked that there efficiency increase due to
employee engagement strategies of Tesco, UK. Furthermore, 6% of the respondents says that no
efficiency is increased by strategies.

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Question-10
OPTIONS
Yes 49
No 1
98%
2%
OPTIONS Yes No
Interpretation:
The chart describes that 98% of the respondents believe that employee engagement affects the
performance of Tesco, UK and 6% reveal that there is no effects from employee engagement on
outcomes.

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Discussion
Employee engagement leads in increasing the profits and also leads in motivating the employees
so that they can perform efficiently in the activities of the organization. This leads in
accomplishing the objectives of the organization. The above findings revealed that Tesco, UK
organizes various activities such as educational, motivational and entertainment activities so that
employee remains engaged towards the organization. The response of respondents also describes
that there is direct association among the employee engagement and performance of the
organization. Therefore, the employees of Tesco, UK perform efficiently due the activities which
motivate them to work effectively in the organization.
The present research focuses on providing information about the effect of employee engagement
on performance of Tesco, UK. However, it does not provide information regarding the degree of
effect it has on the organization performance. Furthermore, researchers also conduct the study by
investigating the ration of effect employee engagement has on productivity and outcomes of
Tesco, UK.
Conclusion
From the above, it is concluded that employee engagement increase the motivation of the
employees and develop the commitment level of the employees towards the job and
organization. Therefore, the above results describes that 50% of the employees believe that it
leads in increasing the productivity of Tesco, UK. There are various strategies which are adopted
by the company such as rewards and recognition, work environment, flexibility etc. The
company also develops various activities such as educational, motivational, entertainment
activities so that more employees remain engaged towards the organization. Furthermore, the
above results also revealed that effectiveness and positive outcomes of the employees in Tesco,
UK increased due to employee engagement policies and strategies. The results also revealed that
there is direct association among employee engagement and performance of the organization.

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Recommendation
The above results also describes that some of the employees does not take part in the activities
and some become partially involved in the employee engagement activities which are organized
by Tesco, UK. Therefore, for this company can organize mentorship program this is highly
beneficial strategy when the financial rewards does not work with the employees and company
can contribute the funds towards encouraging wellness. In this strategy Tesco can invest in
providing the employees gym memberships and provide other benefits so that employees remain
fit physically and mentally. This can increase the efficiency of the employees towards the
organization and can contribute more to the organization.
Tesco, UK can also become clear regarding the responsibilities which it gives to the employees;
it is because this can reduce misunderstanding and supports the workforce to meet the objectives
of the organization. The company can also celebrate the accomplishments of the employees by
providing them rewards and recognition so that other employees also become motivated and
contributes towards the achievement of the organization. The company can also adopt feedback
policy so that it can take ideas and feedback of the employee regarding the policy and for other
decision making so that they become motivate and engaged towards the organization to perform
efficiently in the particular point of time.

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References
Ariani, D.W., 2013. The relationship between employee engagement, organizational citizenship
behavior, and counterproductive work behavior. International Journal of Business
Administration, 4(2), p.46.
Ballaro, J.M. & Polk, L., 2017. Developing an organization for future growth using succession
planning. Organization Development Journal, 35(4), pp.41-59.
Bedarkar, M. & Pandita, D., 2014. A study on the drivers of employee engagement impacting
employee performance. Procedia-Social and Behavioral Sciences, 133, pp.106-15.
Candan, G. & Yazgan, H.R., 2016. A novel approach for inventory problem in the
pharmaceutical supply chain. Journal of Pharmaceutical sciences , 24(1), p.4.
Carolan, S., Harris, P.R. & Cavanagh, K., 2017. Improving employee well-being and
effectiveness: systematic review and meta-analysis of web-based psychological interventions
delivered in the workplace. Journal of medical Internet research, 19(7), p.271.
Chaudhry, N.I. et al., 2017. "Impact of working environment and training & development on
organization performance through mediating role of employee engagement and job satisfaction.
European Journal of Training and Development Studies, 4(2), pp.33-48.
Cheema, S., Akram, A. & Javed, F., 2015. Employee engagement and visionary leadership:
Impact on customer and employee satisfaction. Journal of Business Studies Quarterly, 7(2),
p.139.
Hassan, S., 2016. Impact of HRM practices on employee’s performance. International Journal of
Academic Research in Accounting, Finance and Management Sciences , 6(1), pp.15-22.
Mohanty, S., 2018. Individualized employee engagement or collaborative employee relations:
insights on leadership strategies to manage employees in the UK market. Problems and
Perspectives in Management, 16(3), pp.366-76.
Morton, S., Michaelides, R., Roca, T. & Wagner, H., 2018. Increasing employee engagement in
organizational citizenship behaviors within continuous improvement programs in manufacturing:
The HR link. IEEE Transactions on Engineering Management , 66(4), pp.650-62.

MANAGEMENT 25
Nasomboon, B., 2014. The relationship among leadership commitment, organizational
performance, and employee engagement. International Business Research, 7(9), p.77.
Popli, S. & Rizvi, I.A., 2016. Drivers of employee engagement: The role of leadership style.
Global Business Review, 17(4), pp.965-79.
Slutsky, J., Chin, B., Raye, J. & Creswell, J.D., 2019. Mindfulness training improves employee
well-being: A randomized controlled trial. Journal of occupational health psychology, 24(1),
p.139.
Sparrow, P. & Cooper, C., 2014. Organizational effectiveness, people and performance: new
challenges, new research agendas. Journal of Organizational Effectiveness: People and
Performance.
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and challenges. Journal of pharmaceutical sciences, 104(3), pp.840-49.
Vaioleti, T.M., 2006. Talanoa research methodology: A developing position on Pacific research.
Waikato Journal of Education, 12.
Weber, P., Konneh, M., Jeffrey, P. & Overington, J., 2017. Gene Therapy: Right Here, Right
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Zou, W.-C. & Dahling, J., 2017. Workplace spirituality buffers the effects of emotional labour
on employee well-being. Journal of Work and Organizational Psychology , 26(5), pp.768-77.

MANAGEMENT 26
Appendix
GENDER:
 Male
 Female
AGE:
 18-25
 26-32
 33-40
 41-50
Q1-How long you’ve been working in the organization?
 0-2 years
 2-4 years
 4-6 years
 6-10 years
 More than 10
Q.2- Do you know all the employee engagement activities which are organized by Tesco, UK?
 Completely
 Partially
 Not at all
Q.3- Which of the activity is organized most at your department?
 Entertainment
 Educational
 Sports
 Motivational
Q.4- How any time you get involve in participating the activities?
 Every time

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 Sometimes
 Rarely
 Never
Q.5- Which factor engages you more to work in Tesco?
 Work Environment
 Compensation & other benefits
 Company reputation
 Organization policies
Q.6- Which of the factor increase your performance in the organization?
 Financial rewards
 Opportunity of advancement
 Work load & Stress level
 Flexibility
Q.7- What are the benefits employee engagement provided to Tesco?
 Reduce turnover
 High productivity
 Increase profitability
 Enhance employee loyalty
Q.8- Does there is relationship between employee engagement and job performance?
 Yes
 No
Q.9- Do your efficiency increases through employee engagement strategies adopted by Tesco,
UK?
 Yes
 No
Q.10- Does employee engagement affects the performance of Tesco, UK?

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 Yes
 No