Organisational Strategy to Boost Employee Engagement: M&S Study

This report proposes an organizational strategy to enhance employee engagement within a UK retail sector company, specifically Marks & Spencer. It reviews literature on employee engagement concepts, strategies, and implementation, highlighting the importance of enthusiasm and dedication among workers. The research aims to determine effective strategies for employee retention and improved performance at M&S. Objectives include understanding employee engagement concepts, identifying relevant strategies, implementing these strategies to increase productivity, and recommending ways to enhance productivity through employee engagement. The research employs a quantitative approach and interpretivism philosophy, utilizing primary data from questionnaires and secondary data from existing literature. The proposal outlines research questions, methodology, limitations, ethical considerations, chapter outlines, and a timeline for completion.

PROPOSAL FORM -
ORGANISATIONAL
STRATEGY TO INCREASE
EMPLOYEE
ENGAGEMENT

TABLE OF CONTENTS
TOPIC..............................................................................................................................................3
INTRODUCTION...........................................................................................................................3
Background of the study..............................................................................................................3
LITERATURE REVIEW................................................................................................................3
Theme 1.......................................................................................................................................3
Theme 2.......................................................................................................................................4
Theme 3.......................................................................................................................................4
AIMS AND OBJECTIVES.............................................................................................................5
Aim..............................................................................................................................................5
Objectives....................................................................................................................................5
Research Questions......................................................................................................................5
RESEARCH METHODOLOGY.....................................................................................................5
Research Approach......................................................................................................................5
Research Philosophy....................................................................................................................5
Data collection.............................................................................................................................6
Sampling......................................................................................................................................6
Research Limitations...................................................................................................................6
Ethical consideration....................................................................................................................6
CHAPETER OUTLINE...................................................................................................................6
TIME LINE..................................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

TOPIC
To evaluate analyse the strategy for enhancing employee engagement strategies and its
impact on organizational productivity in an organization within UK retail sector: A study on
Marks & Spencer
INTRODUCTION
Background of the study
Employee engagement is a human resource concept which describes the level of
enthusiasm and dedication which a worker feels towards the job. It is considered to be the ways
in which the employees care about their work and about their performance of the company. It is
also the way in which the company is able to feel about their efforts for making the difference in
the business count. This is considered to be helpful for engaging the employee for better
performance in the organization. It is considered to be the leader which is considered to be the
key role which is played by the company for the development of organizational culture.
LITERATURE REVIEW
Theme 1- Concept of employee engagement
According to Sun and Bunchapattanasakda, (2019) the concept of employee engagement
is considered to be a concept of HR which describes the level of enthusiasm and dedication
which helps the workers to feel the way in which they do their job. It can be said that the
engagement of the employees depend on the ways in which they care about the performance of
the organization. As per the view of Chanana, (2021) the engagement of employee which is
considered to be the pay-check that considers their way of being linked for their performance.
This is a method used by the organization for considering the ways of gaining success of their
company.
Sendawula and et.al., (2018) describes employee engagement as the description of the
level of enthusiasm and dedication which is present in the worker that helps them feel towards
the job. It is way in which the organization is able to develop a critical success. This is given as
the links to the job satisfaction which impacts the employee morale. Men, O’Neil and Ewing,
(2020) added to that by saying that the productivity of the organization is directly connected with
the level of employee engagement. The ways in which the employers foster the employee
engagement through the effective communication. This is considered to be very effective in
offering the rewards for career advancement.

Theme 2- Strategies in employee engagement
From the analysation of Shrotryia and Dhanda, (2019) it can be understood that there are
different strategies to the employee engagement in the organization. Conduction of the employee
survey is a way which has been proved by many to be the most effective for studying the
employee engagement. This survey can be of rating statements, open-ended questions or multiple
choice questions which would help the organization understand the employees perspectives.
Riyanto, Endri and Herlisha, (2021) added that development of an employee engagement
committee is considered to be the way in which the fostering of employee engagement is helpful
for providing a great opportunity to those which can trench the everyday work of the
organization.
The study of Barreiro and Treglown, (2020) explained that keeping the remote employees
and distributed employees which are mobile for the operations of the organization engaged is
very important for improving employee engagement. Utilization of such a technology is
considered to be the way in which the workplace can ensure all the employee having similar
amenities. Jena, Pradhan and Panigrahy, (2018) explained that making the employee engagement
activities more fun can also result in the organization being more effective in the forging a sense
of community in fun activities can help them to be more relaxed during work and be more
engaged as a result.
Theme 3- Implementation of strategies in employee engagement
Sandhya and Sulphey, (2020) said that the employee engagement can be improved by
implementing employment survey. In this survey the employee can be asked questions which
will be related to the ways they engage themselves in the organization. For this survey the rating
question can be preferred which can be on the scale of 0-5 for providing their views. Kang and
Busser, (2018) also said that open-ended questions can also be effective as it is able to get direct
information which the organization is looking for. Other than that the multiple choice question is
one of the most effective ways in which the organization can be effective.
Al-dalahmeh, Khalaf and Obeidat, (2018) said that for making the employee engagement
fun in the organization they can introduce office games, or some activities in which the
employees can talk provide their views. This is also a great way of exploring the talent of the
organization as it also helps the organization. This is the theme which is considered to be ways in
which the organization is able to celebrate birthdays of the employees. Nikolova, Schaufeli and

Notelaers, (2019) explained that the diversity of the business is considered to be the best activity
for the employee engagement. Having diversity helps the organization with better gender, race
and ethnicity. It can be said that the 12 % of the boost in the performance of the employees
which have diversity in the culture.
AIMS AND OBJECTIVES
Aim
The aim for this research is to ascertain the extent which strategies are considered to be
effective for employee retention for making employee more effective in Marks & Spencer.
Objectives
 To understand the concept and strategies of employee engagement for improving
productivity.
 To identify the strategies in employee engagement and its significance to productivity in
UK retail sector.
 To implement the strategies of employee engagement to increase the productivity in
Mark & Spencer.
 To recommend way of enhancing the ways of improving productivity through employee
engagement in M&S.
Research Questions
Q1 What are the ways of increasing productivity through employee engagement?
Q2 How is employee engagement effective organizational performance and productivity?
Q3 Which are the best strategies for effective employee engagement that leads to development of
productivity?
RESEARCH METHODOLOGY
Research Approach
There are two different types of research approach such as qualitative and Quantitative.
For the analysation of strategies to improve employee engagement in the organization. The
Quantitative research approach is chosen. It is considered to be very helpful for the organization
in the making theoretical representation of the areas it needs to address with the application of
qualitative investigation.

Research Philosophy
Two different types of research philosophy consists of the interpretivism and positivism
(Zangirolami-Raimundo, Echeimberg and Leone, 2018). For the conducting the present study in
a more effective manner the interpretivism philosophy is considered to be the application of
evaluating the qualitative data which persists the employee engagement strategies which can lead
to efficient leadership and abilities that are over the employee retention level for the workplace.
Data collection
In order to address the most verifiable data for the research about the employee
engagement. Data will be required for the medium sources that are primary and also secondary.
It can be said that the examination of the randomly selected employees in M&S through the
questionnaire. These questionnaires will contain different and diversified questions that are
related to topic which can be chosen. Other than this source secondary data will also be used for
referring the existing data which can help in development of a brief thesis.
Sampling
The survey which will be conducted with the help of survey can be considered to be the
area which helps in selecting the appropriate sample size which is considered to be suitable
outcome that can derive most effectual manner. It can also help in the competition of the purpose
of survey. These employees will be selected randomly for the purpose of sampling technique.
Research Limitations
It is the time period and also the inaccessibility of the resources which are considered to
be the major limitation to this research. The limited amount of time and money is also a factor
due to which boundaries where set for this type of study. Due to this reason the research was not
able to utilize the SPSS which is considered to be an effective way of utilizing the quantitative
approach of study.
Ethical consideration
The moral aspects of this consideration has been met with the help of randomly selected
respondents which are selected for the given survey. This shows the inclined engagement of the
employees and their interest towards the survey methods which is considered to be the
conduction of the fulfilling the purpose of the study. It is also said as the attached at the end of
the document which is considered to be the ways of being traced somewhere.

CHAPETER OUTLINE
Mark & Spencer can use the strategies for improving the employee's engagement. These
strategies are,
 Conduction of employee surveys with different questions and statements.
 Development of an employee engagement committee is also a very effective way of
growing organizational performance.
 Engaging the most with the remote and distributed employees.
 Making the employee engagement practices fun for the employees.
TIME LINE
IMELINE
Activities 1 2 3 4 5 6 7 8 9 10 11 12
Selecting
topic
Develop
ment of
aims and
objectives
Drafting a
proposal
Analysati
on of
secondary
sources
for
developin
g thesis
Assessing
different
research

methods
Developi
ng
questionn
aire
Collectin
g primary
data
source
Gathering
collected
data sets
Conclusio
ns
Recomme
ndations
for
growth
Structurin
g the file
Consultin
g with
tutor
about the
research
Modificat
ion of
existing

study
Final
submissio
n
CONCLUSION
From this research proposal it can be concluded that the growth of the M&S depends on
its ways of implementing employee engagement. In this research the qualitative form of research
was chosen for analysing the different strategies which can be used for employee engagement in
the organization.

REFERENCES
Books and journals
Al-dalahmeh, M., Khalaf, R. and Obeidat, B., 2018. The effect of employee engagement on
organizational performance via the mediating role of job satisfaction: The case of IT
employees in Jordanian banking sector. Modern Applied Science. 12(6). pp.17-43.
Barreiro, C.A. and Treglown, L., 2020. What makes an engaged employee? A facet-level
approach to trait emotional intelligence as a predictor of employee
engagement. Personality and Individual Differences. 159. p.109892.
Chanana, N., 2021. Employee engagement practices during COVID‐19 lockdown. Journal of
public affairs. 21(4). p.e2508.
Jena, L.K., Pradhan, S. and Panigrahy, N.P., 2018. Pursuit of organisational trust: Role of
employee engagement, psychological well-being and transformational leadership. Asia
Pacific Management Review. 23(3). pp.227-234.
Kang, H.J.A. and Busser, J.A., 2018. Impact of service climate and psychological capital on
employee engagement: The role of organizational hierarchy. International Journal of
Hospitality Management. 75. pp.1-9.
Men, L.R., O’Neil, J. and Ewing, M., 2020. Examining the effects of internal social media usage
on employee engagement. Public Relations Review. 46(2). p.101880.
Nikolova, I., Schaufeli, W. and Notelaers, G., 2019. Engaging leader–Engaged employees? A
cross-lagged study on employee engagement. European Management Journal. 37(6).
pp.772-783.
Riyanto, S., Endri, E. and Herlisha, N., 2021. Effect of work motivation and job satisfaction on
employee performance: Mediating role of employee engagement. Problems and
Perspectives in Management. 19(3). pp.162-174.
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.
Sendawula, K., and et.al., 2018. Training, employee engagement and employee performance:
Evidence from Uganda’s health sector. Cogent Business & Management. 5(1).
p.1470891.
Shrotryia, V.K. and Dhanda, U., 2019. Content validity of assessment instrument for employee
engagement. Sage Open. 9(1). p.2158244018821751.
Sun, L. and Bunchapattanasakda, C., 2019. Employee engagement: A literature
review. International Journal of Human Resource Studies. 9(1). pp.63-80.
Zangirolami-Raimundo, J., Echeimberg, J.D.O. and Leone, C., 2018. Research methodology
topics: Cross-sectional studies. Journal of Human Growth and Development. 28(3).
pp.356-360.