How to Boost Employee Engagement via Morale

By

ACKNOWLEDGEMENT

This research study would not have been possible without the support of friends and family, and supervisors, so I would like to thank them.

DECLARATION

I adjudge that this dissertation's entire content is my work; in this dissertation, the content used has not been submitted before in any educational institution and represents my own opinion.

Signed __________________ Date _________________

ABSTRACT

The aim of the study is to find out the impact extrinsic and intrinsic factors on organizations for boosting employee engagement. For this purpose two leading UK organizations have been selected i.e. Marks and Spencer and GlaxoSmithKline. The study also finds out the relationship between employee morale with employee engagement. For identifying and investigating the relationship between employee morale with employee engagement and impact of extrinsic and intrinsic factors on organizations for boosting employee engagement, the authenticated results based on statistical findings must be acquired. Mixed research methods assist this study for attaining logical and authenticated results. The findings proved that majority of the employees of M&S, GlaxoSmithKline are engaged and motivated in their works, and this is because organizations are on the right track. The statistical findings depicted that due to intrinsic and extrinsic factors offer by organization to its employees. The findings proved that the work is balanced and employees can hour on their flexible working hours. For motivating employees, working environment plays a significant role. From majority of the employees of these organizations, the statistical findings depicted a satisfactory response towards working environment. Attitude of co-workers and managers are positive, supportive and friendly. All the benefits and privileges are useless for the long run if the organizations do not place right candidate on right job. Employees if do not find their jobs as career oriented then they would not work hard or do not engage in their work. The results showed that employees are satisfied with the job description and they find their jobs career oriented. Appropriate autonomy and independence are provided in these organizations the findings proved that. The imminent factor for retaining and attracting employees is the financial position of organization. Credible leadership is practiced in these organizations and according to employees' performances, rewards are given to them. The mean and standard deviation values proved that Marks and Spencer and GlaxoSmithKline are implementing effectively the intrinsic and extrinsic motivators. For short-term and long-term basis, these factors are helpful for engaging and motivating employees and less variation exists among responses.

ACKNOWLEDGEMENTii

DECLARATIONiii

ABSTRACTiv

CHAPTER 1: INTRODUCTION1

Background of the study1

GlaxoSmithKline UK2

Marks and Spencer2

Research Questions2

Research Aims and Objectives2

Aims2

Objectives3

Significance of the study3

Dissertation layout3

CHAPTER 2: LITERATURE REVIEW5

Employee Morale5

Job Satisfaction7

Employee Engagement8

Theoretical Basis9

Transformational Leadership Theory9

Herzberg's two-factor Theory10

Social Learning Theory11

Affective Commitment11

Continuance Commitment11

Normative Commitment12

CHAPTER 3: METHODOLOGY13

Introduction13

Research design13

Appropriateness of Design14

Sampling method, Participants and Sample Size16

Data Collection17

Instruments18

Data Analysis18

Validity and Reliability19

CHAPTER 4: ANALYSIS AND DISCUSSION21

Presentation and Analysis of Data21

Descriptive Statistics21

Frequency Table23

Discussion of Findings28

Statistical findings28

Increasing Employee Engagement29

Extrinsic motivators of Marks and Spencer's for employee engagement31

Benefits31

Employee discount31

Pension32

Bonus32

Sharesave32

Extras32

Benefits and rewards of GlaxoSmithKline33

Intrinsic motivational factors33

Organizational Culture and Commitment34

Employee Engagement and Innovation35

Leadership and employee engagement36

CHAPTER 5: CONCLUSION AND RECOMMENDATIONS37

Conclusions37

Recommendations38

REFERENCES40

APPENDIX45

Questionnaire45

CHAPTER 1: INTRODUCTION

Background of the study ...