A Study on different aspects of employee engagement Assignment Sample

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Introduction of a Study on different aspects of employee engagement Assignment

Most organisations are nowadays changing their traditional approach to business. Rather they are mixing up the traditional with the modern approaches in their forms and utilising the benefits of the contemporary organisations. By this change in approach, contemporary organisations are changing their business projects and operations depending on the market status and also as per the market trends of their country. Proper designing of the business environment along with the positive culture is highly significant for the efficient management and production of the company. Though all the staff of a company are of great importance, the employees play the most significant role in its growth.

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Uber is a leading mobility service providing contemporary organisation that originated in America’s San Francisco and has successfully expanded over 10,500 cities globally (Craft, 2022). Similarly, Facebook is also a popular contemporary organisation that deals with social media network services in the whole world. The success of both these two contemporary firms has efficiently been achieved by the hard work and strong employee engagements of these brands. So, this report aims to illustrate the different facts related to employee engagement in these two companies along with the implication of the businesses’ cultures on the companies’ stakeholders.

Main Discussion

Different aspects of employee engagement in Uber and Facebook

The term employee engagement can be defined as a human asset notion which illustrates the degree of eagerness as well as devotion an employee feels in the direction of their work. Considering the meaning of employee engagement it can be said that there are various aspects of employee engagement but the four key aspects are obligation, dedication, honesty and faith.

Four aspects of employee engagement

Source: Google

Now let us first describe the above mentioned aspects of employee engagement in general.





Responsibility implies the level within which people connects themselves with their work, the obligations and the hierarchical targets. Engaged workers are the individuals who are captivated by their work and resolved to confront each test to achieve their objectives

The term workers motivation is the degree of energy, responsibility, and innovation that an organization's labourers bring to their positions.

Maximum degree of representative commitment might be cultivated just when trust wins in the association from vice versa. Since they share compelling enthusiastic connection with the association, the last option ought to likewise show trust in their capacities.

Representatives who are effectively occupied with their work represent more reliability for the association. Best of all, they require very small amount of concentration and consideration of chiefs to carry out their assignment as they personally feel responsible for their work liabilities and results accomplished.

Now in order to deal with the main topic of discussion two contemporary firms will be used as example to demonstrate various aspects of employee engagement within their functioning. The two firms which have been selected are Uber and Facebook (Lumen, 2022).

Uber is identified as a vehicle company having software that permits the travellers to book a ride as well as chauffer’s to charge rates as well as earn for the same. Additionally, Uber is a ridesharing firm which recruits sole servicers as chauffeurs. On the other hand Facebook is a site that permits clients, who pursue free profiles, to get connected with companions, work associates or individuals they do not recognize personally, on the web. It permits clients to share images, songs, recordings, and articles. It can be understood that both the company gives special kind of privileges to their clients and also they look into various aspects of employee engagement in order that they can serve their employee in better manner in return they will work for the betterment of the company. Below mentioned are some of the common aspects of employee engagement which both Uber and Facebook looks into. To comprehend what Uber and Facebook are doing, firstly it will be important to comprehend the entire environment of these companies. These are staggeringly savvy organizations drawing in top ability from all across the globe. As such, conviction falls and ropes courses simply don not cut it around in these companies. As a result when these organizations take an interest in their group, the see that the experience must be stunningly engaging, yet profoundly significant.

As a result when the team produces group development encounters for these organizations, they utilize their Karaoke Rickshaw, they plan undercover work themed experience games, and they make huge music video competition. Firms like Uber abd Facebook utilize their solid corporal culture as an important aspect of employee engagement to enrol the best and most splendid employees across the world. In addition to this some other aspects of employee engagement which is used by both the companies are giving clarity in the job role. Each worker should be given clear job depictions and KRAs. The employees are ought to identify where they best fit within the organization's main goal. A distinct set of working responsibilities adds to a representative's mode of work by means of recruiting/on boarding/acceptance/KRA's/coaching and rewards. In addition to this both the firms also provide special attention on personal development skills by providing various coaching’s and mentoring session to the employees. At Uber and Facebook the management attempts to take in on-going learning all through the year. So, from the overall discussion it can be said that both the companies is using fun aspects as well as developmental aspects altogether as tool for employee engagement(Wong, 2020).

Implications of employee engagement on the organisation and its stakeholders

The approach of employee engagement is a fundamental step for contemporary organisations that offers the employees all the required resources and makes them feel satisfied and committed to their work. According to Harter (2021), nearly 36% of US employees are highly engaged in their work, while the total rate of global employees’ engagement is only 20%. Businesses with positive organisations cultures tend to have the chance of a more business growth rate with about a 1.5times increase in their revenues (Wong, 2020). This positive work culture allows the employees to safely and willingly work in organisations leading to increased employee engagement. The implications of the employees' engagement on the organisation's stakeholders and on the management of the operations are discussed in detail below.

Increases work efficiency among employees: Positive work culture offers a healthy and safer environment to the employees that increase the chances of the employees' satisfaction. The proper pay scale and the taking care of the employees' needs by the managers or team leaders allow the employees to efficiently work for the company. This eventually increases the commitment and engagement of the employees to their working companies.

Increases productivity: The employees' engagement ensures their satisfaction with the company resulting in showing up for work daily and willingly. It also ensures a strong sense of loyalty for their firm and spending more time for their actions at work. This continuous engagement provided by the employees eventually increases their productivity level, eventually increasing the rate of productivity of their working firms (Lumen, 2022).

Decrease the employees' turnover rates: The high rate of employee satisfaction and employee engagement allows the company to decrease its employee turnover rates. Employees find it convenient to work in their known positive culture prevailing in their already working environment. Thus, organisational engagement of the employees helps the business to efficiently retain its employees.

Lowers the recruitment effort of the HR department: The increase in the retention rate of the employees due to their high engagement has reduced the work of the HR management to keep on hiring new employees for the vacant places. It also reduces their effort of providing training programmes to the newly recruited employees. Rather they can devote their time to enhance the skills and abilities of their existing employees and increase their work efficiency.

Increases manufactured products or services sales rates: As per the report of First Up, (2021), companies with higher employee engagement tend to have a 38% increased rate in their average productivity. The employees' commitment to the company offers consistency in their work thus leading the organisations to have consistent or increased productivity.

Offers brand recognition: As the rates of high employee engagement in the organisations help businesses to increase their productivity and sales, this allows the companies to make a good, high-ranking place in their industry. Therefore, this results in making the companies popular in the marketplace and offers high brand recognition among the existing customers as well as among the potential customers.

Provides brand image: The high retention of the skilful employees in the company enables them to efficiently utilise their creative ideas for developing their products and services according to the current market trends and demands. Getting the desired and needed products by the customers, makes the customers satisfied and offers the company a high brand image in its operational countries. The good brand image of contemporary firms, like Uber, makes the mobility service users efficiently use the service of this company willingly.

Helps to retain customers: Organisations with a large workforce due to high employee engagement tend to offer mostly high-quality products or services like in the contemporary firm, Uber. This offers customers satisfaction and trust grows between the customer and the company regarding its loyalty. This helps the company to retain its large number of existing customers and attract new customers from the positive feedback of the existing customers. Moreover, employee engagement allows the companies to have beer customer service. According to Gamble (2018), the companies offering good customer services tend to retain 10% to 30% of more loyal customers as their long-term buyers of goods or services. Thus, the hard work of the employees of the firms like Facebook, makes it a loyal brand to its users to utilise their service without any hesitation.

Application of OB theories

Organisational behaviour (OB) indicates the approach of understanding the behaviours and attitudes of the staff working in and with the organisation. This can be said to be a part of the whole management process of the business that allows the managers to understand their employees' behaviour. There are three major theories of organisational behaviours, adaptations of which will help the high-ranking staff to understand the need for changes in the organisation. These changes will allow the company to increase its profit margins along with providing employees satisfaction and a high engagement rate of the employees through motivation. The three different organisational behaviour theories depending on the management, along with their applications are discussed below.

Scientific Management Theory: This is the oldest management theory utilised for organisational behaviour. This theory was developed by Frederick Winslow Taylor and so it is also known as Taylorism, after the name of the theorist. As per the theory, the process of encouragement is not sufficient to boost the confidence and efficiency level of the employees of the business. Rather, by applying this theory in the management, the employees need to be provided training and proper guidance to increase their rates of productivity effectively. Their tasks need to be simplified to see enhanced productivity levels in them (Hill and Van Buren, 2018). As per the theorist, Taylor, economic efficiency is also important in a business and so employees need to be awarded for their achievements or good performances which increase their engagement and commitments towards the organisation. The leading organisations like FedEx, Amazon and thousands of others apply this theory in their businesses.

Human Relations Management Theory: Elton Mayo, a psychologist, introduced the theory of human relations in business management. He stated that human beings possess complex behaviours because of their unique expectations and needs. as the employees may get distracted or influenced by workplace behaviour. Organisations, while applying this theory in their management, need to look after the psychological and social needs of the employees like recognitions, pension schemes, insurances, incentives and more. This will motivate them to work efficiently, eventually increasing their engagement. According to Ward (2021), the renowned firms of Facebook and Google have adopted this management theory for proper organisational behaviour.

X &Y Management Theory: The X & Y theory of management has been introduced by a management professor, Douglas McGregor. he stated that there are two aspects of behaviour in a human. Theory X implies increasing supervision as the managers think the employees to be less ambitious and responsible. On the other hand, Theory Y implies lowering supervision for the keen employees who work efficiently for the company. The utilisation of this theory in organisational management will help the managers to identify the behaviours of the employees and supervise them accordingly (Lussier, 2019, pp.319-341). This will ensure a smooth and continuous work process in the company.

Apart from these management theories of organisational behaviours, there are a few leadership theories that were introduced depending on the organisational behaviours.

Trait theory: The trait theory in organisational behaviour indicates that every leader possesses some traits or innate qualities that allow them to perfectly play their roles and responsibilities for the organisations. They have these qualities like intelligence, creativity, responsibility and accountability, right from their birth (Harrison, 2018). These qualities will allow the leaders to monitor and guide the employees responsibly and with accountability.

Behavioural theory: This theory illustrates the actions, behaviours and attitudes of the leaders that determine the business's progress. These actions and behaviours are not inborn qualities but rather they are acquired after several training and practices in the workplace. Application of this theory in contemporary firms will help the leaders to efficiently carry out their roles for their companies, thus, ensuring its increased productivity and sales.

Contingency theory: The contingency theory in organisational behaviour indicates that there is no single way of leading a business by the leader. Rather, changes are needed to be made by the leaders according to the requirements and prevailing situations of the organisations. As per the opinions of Popp and Hadwich (2018, pp.44-62), by the application of this theory in businesses, the leaders can change their roles according to the needs of the employees to increase their work efficiency and employee engagement.


The overall discussion of this report shows how much the employee's engagement is important for a company. Being renowned companies, both Facebook and Uber have a strong workforce that allows them to efficiently work for the management and operations of contemporary organisations. As these companies stay updated with the transitional trends of the marketplace, the HR department provides appropriate training to their employees for an efficient work process. This offers strong employees’ engagement to the company along with job satisfaction to the employees that increase their work efficiency for the company. The influence of the employees' engagement on the companies' stakeholders is also discussed here. Besides this, the report also discussed the organisational behaviour theories that imply how the business environment influences the working individuals of the organisations. Based on the behaviour of the employees, the leaders and management can also change their strategies and actions to increase the employees’ commitment to the company. The discussion regarding the application of the various OB theories provided clarity for better understanding the relationship between the employees and the organisational management teams. Thus, it shows the employees and the organisational culture to be the important parts of any contemporary organisation for the effective growth of their business.


Hill, V. and Van Buren, H. (2018) Taylor won: the triumph of scientific management and its meaning for business and society. In Corporate Social Responsibility. Emerald Publishing Limited.

Lussier, K. (2019) Of Maslow, motives, and managers: The hierarchy of needs in American business, 1960–1985. Journal of the History of the Behavioral Sciences, 55(4), pp.319-341.

Popp, M. and Hadwich, K. (2018) Examining the effects of employees' behaviour by transferring a leadership contingency theory to the service context. SMR-Journal of Service Management Research, 2(3), pp.44-62.

Harrison, C. (2018) Leadership research and theory. In Leadership Theory and Research (pp. 15-32). Palgrave Macmillan, Cham.

Craft (2022) Uber. Available at: https://craft.co/uber [Accessed: 12 March 2022]

Wong, K. (2020) Organizational Culture: Definition, Importance, and Development. Available at: https://www.achievers.com/blog/organizational-culture-definition/ [Accessed: 12 March 2022]

Ward, P. (2021) Human Relations Management Theory: Summary, Examples. Available at: https://nanoglobals.com/glossary/human-relations-management-theory/ [Accessed: 12 March 2022]

Lumen (2022) Results and Employee Engagement. Available at: https://courses.lumenlearning.com/wmopen-humanresourcesmgmt/chapter/results-and-employee-engagement/ [Accessed: 12 March 2022]

First Up (2021) Why employee engagement is key to company success. Available at: https://firstup.io/blog/employee-engagement-key-to-company-success/ [Accessed: 12 March 2022]

Harter, J. (2021) U.S. Employee Engagement Holds Steady in First Half of 2021. Available at: https://www.gallup.com/workplace/352949/employee-engagement-holds-steady-first-half-2021.aspx [Accessed: 12 March 2022]

Gamble, S. (2018) How Employee Engagement Leads to Customer Loyalty. Available at: https://blog.smile.io/employee-engagement-leads-customer-loyalty/ [Accessed: 12 March 2022]

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