Critical Review: Employee Engagement and Management Behavior Report

This report delves into the critical area of employee engagement, analyzing its significance and the factors that influence it. The research utilizes secondary sources, including articles from 'People Management' and 'Personnel Today,' along with a CIPD report, to explore the impact of management behavior and HR practices on employee performance and satisfaction. The report examines various stages of the research process, from defining the research problem to formulating research questions and drawing conclusions. It highlights the importance of favorable working conditions, flexible hours, and employee involvement in decision-making. The analysis underscores the crucial link between managerial behavior, HR strategies, and the overall level of employee engagement, offering recommendations for improving HR practices to foster a more productive and positive work environment. The report also contrasts primary and secondary research sources, providing insights into their respective advantages and disadvantages. Overall, the report emphasizes the importance of employee engagement as a key driver of organizational success, offering valuable insights for HR professionals and managers seeking to enhance their practices.

Use of secondary sources of research:
Employee engagement and HR practices

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USE OF SECONDARY SOURCES IN RESEARCH: EMPLOYEE ENGAGEMENT
Executive Summary
An analysis has been done over the employee engagement on the bases of articles taken from
different sources. The different methods of measurement of the performance of the
employees will be analysed. The positive impact of employee engagement has been analysed
in this report. Articles from people management, personnel today and a report over CIPD has
been analysed in order to find the effect of the various methods used for employee
engagement in the organisations.

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USE OF SECONDARY SOURCES IN RESEARCH: EMPLOYEE ENGAGEMENT
Table of Contents
Executive Summary...................................................................................................................1
(1.1)Introduction........................................................................................................................4
(2.1) Different stages of research problem.................................................................................4
Stage (1): Defining the research problem..............................................................................4
Stage (2): Literature review...................................................................................................4
(2.2) Reviews of the three articles are as follows..............................................................4
(a) One article is taken from the website of ‘People Management’..................................4
(b) Article from ‘personnel today’................................................................................5
(c) A report of CIPD......................................................................................................5
Stage (3): Designing the research approach...........................................................................6
Stage (4): Analysis of the literature.......................................................................................6
(a) Analysis of the article of ‘People management’......................................................6
(b) Analysis of the article from ‘Personnel Today’.......................................................7
(c) Analysis of the report of CIPD................................................................................7
Diagrammatic representation of methods of employee engagement.................................8
Stage (5): Formulation of research question..........................................................................8
Stage (6): Evaluation of literature review..............................................................................8
Step (7): Interpret the results and conclusions.......................................................................9

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USE OF SECONDARY SOURCES IN RESEARCH: EMPLOYEE ENGAGEMENT
Stage (8): Summary of findings for the audience..................................................................9
Evaluation of two different primary resources.........................................................................10
Advantages of use of primary sources.................................................................................10
Disadvantages of use of primary sources.............................................................................10
(3.1) Conclusion.......................................................................................................................11
Recommendations for improving HR practices.......................................................................11
References................................................................................................................................13

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USE OF SECONDARY SOURCES IN RESEARCH: EMPLOYEE ENGAGEMENT
(1.1)Introduction
In this report, an analysis is done over the topic ‘Employee engagement’. Secondary research
methods are used to evaluate the research questions. A critical evaluation is done on the data
gathered with the help of secondary resources. A little description is given on the use of
primary resources. The research topic is based upon the concept of employee engagement.
The term employee engagement defined as a positive mental state of a person in which the
employee gives his best efforts in growth and development of the organisation.
The selection of this topic is related to the performance of employee. The good performance
of the employees played a crucial role in the success of the Company by increasing the
productivity. Employee engagement helps the organisation by establishing a favourable and
positive environment of work. Employee’s engagement is also related to the productivity of
the Company which plays a crucial role in the success of the organisation.
(2.1) Different stages of research problem
Stage (1): Defining the research problem
The research question is ‘To what extent management behaviour affects the employee
engagement?’ This question stated that how much management behaviour affect the
engagement and motivation of employees. The performance of the employees is related to the
behaviour and policies adopted by the management (N Ruggiano, 2019). Discussion and
analysis of the various stages of research is related to the engagement level and enthusiasm of
the employees which are directly related to the methods and style of managerial people. The
positive or negative effect of the behaviour of the managers over the performance of the
employees will be explained in this report (K Mishra, 2014).
Stage (2): Literature review
(2.2) Reviews of the three articles are as follows
(a) One article is taken from the website of ‘People Management’
Topic of the article is ‘Why ranking staff needs to destructive competition among
colleagues’. The author of this article explained about the pros and cons of providing ranking

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USE OF SECONDARY SOURCES IN RESEARCH: EMPLOYEE ENGAGEMENT
to the employees. It has been stated by the author that ranking is used in each and every field
to assess the performance of the candidates. It is believed that healthy competition always
boosts the productivity of the organisation. But sometimes ranking system proves fatal
towards the performance of those employees who could not receive a better ranking. It hurts
the employees and negatively affects their performance (Sebastian Hafenbrädl, 2020).
This article is focused over the behaviour and communication skills used by the managers to
convey their instructions to the employees. If the employees develop the negative mind-set by
ranking system, it will negatively affect their performance. It is very clear that even if the
healthy competition increase the productivity for the firm but ranking system creates
problems in making a favourable working environment inside the organisation (Sebastian
Hafenbrädl, 2020).
(b) Article from ‘personnel today’
This article stated that employee engagement has become one of the challenging tasks for the
management. Effective business communication and proper feedback can be used for
enhancing the engagement level of the employees. It can be said after reading the article that
HR department need to manage the time and provide focus on the strategies by which the
level of employee’s engagement can be improved. Manager should empower the employees
in order to improve their performance and achieve the growth by achieving targets to the
Company (management, 2015).
This article also focuses over crucial relationships of managers and employees. It stated that
favourable relationship between employees and managers boost the morale of the employees
and prove highly beneficial for the Company. Team work and networking is also very
essential for the development of the Company. Employees need to be more engaged with
their daily job duties for improving their performance. This article is focused on the methods
to drive the engagement factors in the employees (management, 2015).
(c) A report of CIPD
This report describe about the working conditions of the employees of UK. The job quality
index of CIPD measures the satisfaction level and the employee engagement level of the
workers on the following criteria:

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USE OF SECONDARY SOURCES IN RESEARCH: EMPLOYEE ENGAGEMENT
 Hard and good work should be appreciated and rewarded.
 A supportive and constructive environment should be provided by the managers of the
Company in order to make the employees comfortable and safe.
 Better working conditions with wellbeing of the health of the employees.
 Payments and salary structure.
 Managerial behaviour and involvement in decision making.
 Job design and the nature of the work.
 Work-life balance (CIPD, 2019).
 Safety and security of the employees in each and every aspects of their life.
 Conflicts and unfair treatments should be removed from the organisation to create a
constructive environment for the employees.
 Pensions and other monetary benefits should be provided to the employees for their
financial security and safe future.
 The technical skills of the employees should be improved by providing them on the
job training and coaching for their professional development (CIPD, 2019).
This report stated that the level of employee engagement is highly depends upon the above
mentioned factors. If the above factors are good for the employee, then it may leads towards a
high level of employee satisfaction and engagement with the organisation (CIPD, 2019).
Stage (3): Designing the research approach
The qualitative and quantitative both the approaches are adopted in this research to analyse
the data, statistics and articles which are used for research. The different types of features for
the literatures is analysed so that the decisions could have been made and the research
problem can be solved (Irwin, 2013).
In qualitative research technique, the data will be analysed over its unique features and
qualities. The analysis has been done after reading the articles in order to understand about
the basic concept of the article (Irwin, 2013).
In quantitative research techniques, the numerical data is analysed by making different types
of charts and graphs so that the conclusions can be driven on the bases of pictorial
representation of the data (Irwin, 2013).
Stage (4): Analysis of the literature

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USE OF SECONDARY SOURCES IN RESEARCH: EMPLOYEE ENGAGEMENT
(a) Analysis of the article of ‘People management’
This article is focused upon the HR strategies to measure the performance of the employee.
The author explained the usefulness and disadvantages of ranking system of the employees
inside the organisation. The author stated that at the one side, ranking system is beneficial for
measuring the performance of the clients but on the other side, the ranking system created
frustrations in the employee and at last the employee’s engagement level go down (Sebastian
Hafenbrädl, 2020).
The performance measurement methods should be more reliable so that employee can
develop a positive environment of work. Fair and transparent HR policies related to
promotions and appreciations should exist in order to make the employees more satisfied and
happy. Impartial and equal behaviour of management improve the confidence level of the
employees and ultimately it returns in terms of improved performance (Sebastian Hafenbrädl,
2020).
(b) Analysis of the article from ‘Personnel Today’
This article focus over making the workforce empower by providing them necessary facilities
like flexible working conditions and attractive salaries. The HR department need to manage
the time and focus on improving their strategies by receiving the feedback from the
employees. The improvement in the HR strategies will definitely increase the level of
employee’s engagement (management, 2015).
The article is also given focus on developing favourable HR practices in order to increase the
level of employee’s engagement. An engaged employee is very fruitful for the Company
because he put his maximum efforts for the development of the Company (management,
2015).
(c) Analysis of the report of CIPD
This report provides focus over the various factors of the working environment which may
directly or indirectly impact over the degree of employee engagement inside the organisation.
This report is also analyse the level of job satisfaction with respect to the facilities provide to
the employees (CIPD, 2019).

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USE OF SECONDARY SOURCES IN RESEARCH: EMPLOYEE ENGAGEMENT
The following graph represents the impact of flexible working conditions over the
wellbeing of the employees involving their satisfaction in terms of career and quality of
their lives:
Diagrammatic representation of methods of employee engagement
Men Women
0%
10%
20%
30%
40%
50%
60%
70%
Positive
Very positive
Negative
On the bases of the graph, it is very clear that if the management provides flexible working
hours to their employees, the employees started to feel more positive and the level of
employee engagement is enhanced up-to a high level. Men and women both are feeling
positive while adopting the flexible working conditions whereas a very little feedback is
obtained for the negative feeling of flexible working hours facility (CIPD, 2019).
Stage (5): Formulation of research question
On the bases of the above analysis of the data and statistics the major research question is as
follows:
How much the behaviour, HR policies, strategies and working environment affect the
behaviour of the employees?
This research question will be answered on the bases of the analysis of the literature by taking
the help of qualitative and quantitative research techniques (Irwin, 2013).
Stage (6): Evaluation of literature review

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USE OF SECONDARY SOURCES IN RESEARCH: EMPLOYEE ENGAGEMENT
On the bases of the analysis of the literature review, it can be said that employee engagement
process is very much depends upon the behaviour of the managerial people towards their
workforce. If the employees are treated well and encouraged for achieving their targets, no
doubt the organisation receives a better productivity. By providing the favourable and
flexible working hours to the employees, the organisation can make its workforce more
engaged towards the organisation (Tiwari, 2011).
It is also found that by providing attractive salaries and by taking the opinion of employees in
decision making, the Company can make the employees active, engaged and more fruitful
towards the organisation (Fairlie, 2011).
Step (7): Interpret the results and conclusions
It can be concluded that the degree of employee engagement is very much linked with the
behaviour and strategies of HR department and managers of the organisation. The employees
feel more encouraged and motivated if the management understands their needs. The physical
and financial safety and security of the employees are very much related to the job
satisfaction obtained by the employees (B Shuck, 2012).
It is also concluded that taking care of employee is always beneficial for the Company.
Adopting rude behaviour, authoritative style of leadership and one way communication
always low the moral of the employees and results in low productivity and high attrition rate.
Now days, employees engagement is very important not only in getting the competitive
advantage over the rivals but also for achieving the growth in terms of revenue generation
(MS Cole, 2012).
Stage (8): Summary of findings for the audience
The analysis of the articles from ‘Personnel today’ and ‘People management’, it can be said
that employee engagement is a challenging task for the human resource department of the
Company. It can be said that the organisation has to focus on managing the level of
employee’s engagement in their workforce. The major challenge which is faced by the
organisation is to reduce the attrition rate by enhancing the level of employee’s engagement.
Employees have to be taken care by the management about their health and safety conditions
(C Truss, 2013).

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USE OF SECONDARY SOURCES IN RESEARCH: EMPLOYEE ENGAGEMENT
The analysis of the CIPD report, it can be said that so many factors like healthy environment
for work, flexible working hours, employees safety related to health, pays, benefits, career
growth and relationship with managers have a very strong impact over the engagement of the
employee with the organisation. The report of CIPD focuses over the strategies which an
organisation should use in order to increase the level of employees engagement (CIPD,
2019).
Sometimes, it is very difficult and challenging for the managers to assess the engagement
level of the employees with respect to the Company. In this case, secondary resources are
highly beneficial in understanding the employee satisfaction (S Biswas, 2013).
Evaluation of two different primary resources
(1) Online survey: By taking the help of online survey, the engagement level of
employees is assessed. The question for the survey can be designed on the bases of
testing the positive mind-set of the employees. Online survey is very useful in
understanding the impact on the performance of employee with respect to their
involvement in decision making (Puljak, 2019).
(2) Telephonic interview: It is one of the most effective methods in judging the mind-set
of the employees. The answers and feedbacks of the employees are scrutinised and the
real position of the employees can be assessed with the help of this technique. The
level of employee engagement can be understood by taking the help of telephonic
interviews (Puljak, 2019).
Advantages of use of primary sources
Primary sources are reliable because these are received directly from the employees. This
source of collecting data is very authentic and reliable. Direct collection of data helps in
qualitative and quantitative research methods and the actual position of the employee’s
engagement can be judged (Puljak, 2019).
Disadvantages of use of primary sources
The methods used for primary research are very time consuming. A long procedure has to be
followed by the managers in order to assess the actual level of employee’s engagement.

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USE OF SECONDARY SOURCES IN RESEARCH: EMPLOYEE ENGAGEMENT
Whereas using the secondary research provide a wide platform for making the judgement
related to the level of employee’s engagement (Puljak, 2019).
Primary sources can-not be used to assess the level of employee engagement on a wider level
because the data is collected from a limited number of persons.
(3.1) Conclusion
On the bases of the evaluation of three sources of secondary research, it can be concluded
that the employee’s engagement is an integral part of the organisation. It not only affects the
performance of the employee but also it helps in removing the attrition rate. Primary sources
could also be used for research but a lot of hard work, efforts and time are needed to assess
the level of employee engagement (R Kaur, 2019). However, it is quite clear that employee
engagement proves highly beneficial for the growth of employees and organisation. By
resolving the research problem with the help of using secondary sources of investigation, it
can be said that employee engagement is very much affected by management behaviour and
policies (Pandita, 2019).
Recommendations for improving HR practices
(a) The HR manager has to focus on the overall well-being of the employees by providing
them flexible working conditions and work from home facilities. The basic medical facilities
should be provided by the managers of the Company in order to make the employees safe and
secure (B Obeidat, 2019).
(b) The Company has to adopt transparent promotional policies and proper career
development plan for making the employees financially sound and safe in the future. The
engaged employees will always beneficial for the development of the Company (N
Khodakarami, 2020).
(c) Employee engagement is essential for the development of the organisation by improving
the services of the employees. The organisation should adopt effective communication in
order to convey their messages to their workforce (M Baran, 2020).
(d) The organisation should involve the employees in the decision making process of the
Company. Feedback should be taken from the employees after a regular time period so that

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USE OF SECONDARY SOURCES IN RESEARCH: EMPLOYEE ENGAGEMENT
the organisation can improve its strategies after evaluating the feedback of the employees (K
Alfes, 2020).
(e) The organisation should promote the employees and appreciate them for their hard work.
If the employees feel recognised and valued by the organisation, he will be more engaged
with the Company (L Eldor, 2020).

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References
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