Employee Engagement and Organizational Productivity: A Case Study

This report examines the impact of employee engagement on organizational productivity, using Tata Motors Limited in India as a case study. It details the role of an industry representative, summarizing their perspective on the company's employee engagement strategies and their effectiveness in boosting productivity. The report includes a summary of questions presented to the industry representative, highlighting the importance of employee engagement for Tata Motors and the justification for the research. It also discusses the research methodology, feasibility, and potential applications of the findings. Feedback received from the industry representative and management is analyzed, including insights into Tata Motors' initiatives, challenges, and the impact of employee engagement on growth. The report reflects on the feedback, suggesting additional questions to enhance the research and provide a more holistic view, incorporating the employees' perspectives to improve the research and benefit the industry. It references several academic sources to support the findings and analysis.

Running head : EMPLOYEE ENGAGEMENT
Employee Engagement
Name of the student :
Name of the university :
Authors note :

1EMPLOYEE ENGAGEMENT
1. Project Title (from Research Project Brief)
The impact of employee engagement on organizational productivity: A case study of Tata
Motors Limited, India".
2. Describe the role of the Industry Representative / Consultant and their years working
in the industry (do not identify the person by name)
The role of the industry representative is to act as a link between the organization and the
employees. The industry representative will see to the extent of the employee
engagement in the company and see whether the strategies which are used by the Tata
Motors in India are effective and are actually increasing the productivity of the company.
3. Summary of the questions presented to the Industry Representative
This topic is important for the industry because Tata Motors is a group that, to a greater
extent, rely on employee engagement in order to improve organizational activity. The
employee engagement strategies need to be accessed in order to find whether the current
strategies used by the organization is effective or not (Anitha 2014).
The research is very much justified. According to scholars, employee engagement has
proven to reduce the turnover of the staff and have inturn improved productivity as well
the efficiency. The engaged employees are also happier, and therefore they can contribute
to the company (Albrecht et al. 2014). Therefore it can be said that the justification of the
research is completely appropriate.
The research methodology that is taken into is feasible as all the relevant factors, which
include the economic, legal, technical has been considered; therefore, in all likelihood,
the project will be completed successfully. The additional task that needs to be done is
that the scheduling of the study needs to be done properly.

2EMPLOYEE ENGAGEMENT
The finding will have an application because it will help in change or stick to the
employee strategy.
4. Summary of Feedback
The feedback that has been received has said that the for the employee's engagement can
be said as the engagement one feels passionate about, and they are committed to the
organization; however, it is not the same as employee satisfaction. Tata Motors is one of
the leading automobile company and have introduced several initiatives in order to
engage the employees in the organization and increases their productivity (Anith and
Aruna 2016). One such strategy which is highlighted is the several facilities which have
been extended to the company which mainly include free accommodation, recreation
clubs, several facilities for their families and so on. In the 2017-2018 reports published by
the organization, it was published that the company has stated employee engagement is
one of the characteristics of the organization (Gupta 2015). There are several multitudes
of programs that have been used by the company for the improvement in the work
efficiency of the company. One of the challenges faced by Tata Motor is firstly accessing
all the employees as India is a diversified country. Therefore, different people come from
a different cultures; therefore, it becomes problematic for the organization to create a
common plan for employee engagement. Employee engagement has helped the company
to a greater extent as it is very impactful in the growth and productivity of the
organization (Srivastava, Ramachandran and Suresh, 2014). There are various innovation
activities that are happening in the industry, and the quality and the collaborative work
happening in the motors are worth noticing. The survey has proved that there is an
increase in workplace productivity.

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5. Your reflection on the Feedback
The feedback that has been received from the employee and the management of the
organization is very useful in conducting the research and coming to a conclusion. I think
some added questions can be added for elucidating the research more and coming to an
accurate solution. The feedback received is very much real as it not only illustrates the
strategies which have been used by the company but also highlight the challenges as well.
I think the research in a way is aligned to the company view, and the question is little to
do whether the employees are engaged in the organization or not. Therefore the question
'do employees feel engaged in Tata Motors' can be incorporated in the proposition in
order to incorporate the view of the employee in the topic. Therefore through the
incorporation of this particular question in the research proposal, the research can present
a holistic view. This is very important to the industry because the industry might be
employing employee engagement tactics, and there may be productivity, but taking into
account the view of the employees how far this is effective and how more changes can be
incorporated will surely benefit the industry as the industry will take into consideration
the view and will improvise the plan or may stick to the same plan which will give them a
notion whether their approach towards the employee engagement is correct or not. The
question can be incorporated in the questionnaire and analyzed using the adoptive
quantitative method like the rest of the research question has been analyzed.

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References
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee
engagement, human resource management practices and competitive advantage. Journal of
Organizational Effectiveness: People and Performance.
Anitha, J. and Aruna, M., 2016. Enablers of employee engagement of gen Y at the workplace
with reference to automobile sector. Amity Journal of Training and Development, 1(1), pp.93-
108.
Anitha, J., 2014. Determinants of employee engagement and their impact on employee
performance. International journal of productivity and performance management.
Gupta, M., 2015. A study on employees perception towards employee engagement. Globsyn
Management Journal, 9(1/2), p.45.
Srivastava, A., Ramachandran, K. and Suresh, A., 2014. Status of employee engagement in
India: A time for reflection. International Journal of Education and Management Studies, 4(4),
p.316.