The research proposal is done for investigating about the impact of engagement of employees, wages and workforce performance. The research is conducted to demonstrate the research background, rationale of the research demonstrating the problem, a brief literature of the concerned topic and the research methods followed. The research method will include the philosophy, approach, design of the research along with the collection and analysis of data and information required to conduct the research efficiently (Anitha, 2014).
Research background
The background of research demonstrates the impacts created due to the engagement of employees, wages provided to them and how it has affected the performance of the workforce. All these aspects constitute the management of human resources and are associated with the performance of workforce and creating an impact on the production and revenue generation as well. It is found that the wages provided to employees can keep them engaged and form a workforce where communication is fostered along with greater productivity and improved business performance too (Kehoe & Wright, 2013).
The paying of wages at the right time and it shows that compensation is a major factor in employee satisfaction. The organizations can directly relate the increase in wages with the rate of retention, while it can also keep them motivated and encouraged to perform to their potential, furthermore enhance the workforce performance and engage employees all together to work as an unit too (Bakker & Demerouti, 2014).
1.1 Problem statement
The rationale of the research illustrates the problem of the research that defines that with decreased wages and compensation, the employees of organizations will likely feel de-motivated and discouraged, thereby affecting their performance and deteriorating the workforce efficiency too. If the compensation pr wages provided to the employees of the organizations in Australia are not enough, then they will likely leave and the rate of turnover will also be high. The statement of problem also illustrates the drawbacks and issues that may emerge due to the lower wages paid to employees, which can not only reduce the level of engagement of employees but also deteriorate the workforce effectiveness (Karatepe, 2013). This will automatically lead to the poor performances of employees along with lesser productivity and lower revenue generated as well.
Based on the research studies conducted earlier, it was found that the one of the major causes of employee turnover had been the lower wages provided to the employees, which resulted in affecting the performance of workforce and kept them disengaged. The business organizations have been suffering a lot, not only in terms of revenue generation, but also have resulted in inappropriate management of human resources, furthermore affecting the workforce negatively too (Forth et al., 2013). It is important to overcome this human resource management problem as soon as possible for engaging the employees and this will be possible through benefits and rewards provided to the employees of the organizations and ensuring that they are kept motivated and encouraged to work together, as an unit and improve the level of engagement too (Mone & London, 2018).
1.2 Research aim
The research aims at determining the impact of engaging the employees, providing wages to them and how these aspects are related to the performance of the workforce of organizations in Australia.
1.3 Research objectives
1.4 Research Questions
What is the probable impact that may be created on the employee engagement level through proper wages and compensation structure?
How can the various approaches undertaken be helpful for influencing the workers and improve the workforce efficiency?
Does the wages and compensation structure assist in resolving the issues related to high employee turnover and absenteeism?
What suitable measures are recommended for enhancing the effectiveness of workforce along with higher employee engagement and coordination in work?
Chapter 2: Justification and potential outcomes of the research
Through assessment of various journals and articles, it has been found that the researchers have prioritized on the concepts of employee engagement and it has been influenced by wages provided along with the enhancement of workforce performance. It is true to the fact that providing the right amount of wages and at the right time can not only keeps the workers motivated and encouraged, but will also result in improving the morale of employees along with their potential to enhance the workforce efficiency (Demerouti, Bakker & Leiter, 2014).
When the employees’ needs are taken care of, they will feel more passionate about their job roles and remain committed to the organization by putting their potential efforts into their work, which improves the performance of workforce and results in the satisfaction of employees too. Most of the studies conducted have shown that the compensation and wages structure are important components that are responsible for employee satisfaction along with higher level of engagement of employees to bring out their best, thereby ensuring that the best potential of workers is achieved (Jensen, Patel & Messersmith, 2013). This will not only decrease the rate of turnover, but can even result in making the employees work as an unit and in coordination to achieve the desired positive outcomes through increased workforce performance and higher production level too.
The objectives and questions are presented to showcase how the research methods can assist the researcher to achieve the desired outcomes, furthermore ensure proper collection and analysis of data and information all throughout. The outcomes of the research shall be considered as effective for conducting academic researchers and furthermore define the actual purpose of the research proposal too (Boxall & Macky, 2014). The research will also benefit the end users and allow the students to progress in the future by gaining success in their professional career.
Chapter 3: Conceptual framework and research hypothesis Employee engagement
The engagement of employees is an important organizational or business concept that creates enhanced workforce performance and also enables the employees to work in coordination and as an unit. According to Menguc et al. (2013), the employee engagement means the involvement and commitment of employees towards the accomplishment of business goals and objectives keeping in mind the shared vision, mission, organizational values and beliefs. The engaged employees could be aware of the business context as well as share individual views and opinions for improving the performance within job as well as benefit the organization as a whole through improved workforce efficiency and higher productivity too (Menguc et al., 2013).
Nowadays, each and every organization wants to engage employees together to improve the level of customer satisfaction and at the same time, keep linkage with the financial success of the organization. The employee engagement has been possible with the providing of right wages and compensation along with other benefits to them and making them gain a positive mindset while carrying out their job roles and responsibilities towards the achievement of business objectives (Shields et al., 2015).
The positive behaviors and attitudes are experienced by the employees when they get satisfied with their job roles and this has been made possible by the organization by providing the right amounts of wages along with other monetary benefits for motivating them to perform to their potential, furthermore ensure that the organization do support them and probable help is obtained from the HR manager.
The literature review has evaluated the corporate practices and research procedures that have been employed within the organization to keep the employees engaged and create a positive impact on the business production level and increased customer satisfaction too (Alfes et al., 2013). The employee engagement has been an important aspect from the business context that enables working in coordination with the employees and improves the performance within the job for benefiting the organization as a whole too.
Bhuvanaiah & Raya (2014) argued that it is also the responsibility of the organization to develop and nurture engagement of employees, which requires the management of good relationship between the employer and employees of the organization. There are various other factors too that have impacted the level of engagement of employees such as the organizational culture, reinforcement of people focused policies and organizational performance and profitability too (Bhuvanaiah & Raya, 2014).
Wages and pay impacting the employee engagement
The wages, pay and benefits are of equal importance to all the employees and the pay is comparable to the market average. The pay and benefits have been brought to different market levels for making the company move in the right direction; furthermore result in higher level of engagement of employees along with responding to the resources allocated. The increased amounts of wages provided have made the employees commit themselves fully into their job roles and responsibilities and devote higher level of cognitive, physical and mental resources required to take necessary actions for benefiting both the organization and its employees (Truss et al., 2013).
Providing better wages, incentives and enhanced pay has also resulted in higher employee engagement, where the employees have felt more motivated, encouraged, committed and passionate to demonstrate their positive feelings towards the job roles assigned t them. With the additional pay and good compensation structure, the business organizations have also developed a sense of interest and willingness to work for the organization considering the shared vision and objectives to be achieved.
As stated by Boxall & Macky (2014), by providing the employees with the right wages, the organizations have managed to keep the employees motivated and encouraged through the development of knowledge, physical, mental and cognitive resources and perform the job roles and responsibilities at the optimum level too (Boxall & Macky, 2014). The high level of employee engagement has also lead to better financial performance along with enhanced productivity, lower turnover of manpower and higher satisfaction level among the clients.
Impact of employee engagement of organizational performance
The higher the level of employee engagement, the higher is the workforce performance along with better production level and enhanced level of profit achieved by the companies. The engagement of more employees ensures better communication process along with sharing and exchange of information that has facilitated the promotion of individual views and opinions along with working collaboratively towards a shared vision and objectives. There are multiple factors that are responsible for influencing the level of employee engagement such as the processes of recruitment and selection, designing of job, management of career growth scopes and opportunities, leadership aspects, providing equal and fair opportunities along with wages structure and compensation (Menguc et al., 2013).
There are also training and development sessions that are arranged for the employees to empower them and make them move in the right direction for accomplishing the business goals and objectives with much ease and effectiveness. With the higher employee engagement, the employees have felt like working as an unit and this has, in turn, improved the workforce effectiveness as well as encouraged the manager and employees to focus on individual roles and responsibilities during the process of goal setting.
Compensation and wages provided timely and the right amount paid are important factors as well that have contributed to the influencing of employees; conceptions regarding the employment relationship and this has raised their morale too. Shields et al. (2015) stated that the compensation and wages included the financial and non-financial components like perks in salary, onsite day care, travel discounts, employee assistance programs and an effective compensation management system, which had motivated and encouraged the employees to work at the company (Shields et al., 2015).
Research Hypothesis
H0: The wages and compensation structure cannot create any positive impact on the employee engagement and workforce performance
H1: The proper amount of wages provided can engage employees together and improve the workforce efficiency
Chapter 4: Research methodology
4.0 Research philosophy
The philosophies of research can provide a proper dimension and for gaining knowledge about the research subject. The philosophies include positivism, post positivism and interpretivism research philosophies that can also help the researcher to obtain relevant skills and knowledge while conducting the research, furthermore combine the reality and philosophical elements together to achieve the research goals and objectives. The research, being primary, considers both qualitative and quantitative data. The real circumstances are identified and are based on natural phenomenon, which can further help in interpreting the results with the help of logical reasoning for obtaining relevant information and data (Hasan, 2016). Due to this, the positivism research philosophy will be considered as effective for conducting the research fruitfully.
4.1 Research design
The designing of research is done for providing a right direction following which the research will be conducted and the research designs include exploratory, explanatory descriptive research designs. The initial research components are evaluated and presented with the use of theoretical data and information, which can be helpful for understanding more about the research subject through various observations made. The previous works done can assist the researcher in creating a framework for conducting the research while the explanatory research design will focus on the identification of cause and effect of the research.
This allows for connecting various ideas together, though both of these designs cannot help in understanding about what may come in the next stages of the research (Rosenberg, 2017). On the other hand, the descriptive research design will gain in-depth analysis of the research subject and explore the various concepts n a detailed manner, furthermore fill the missing gaps to expand the research scope too.
4.3 Sampling technique
There are different types of sampling methods and techniques including the probability and non-probability sampling techniques. The probability sampling technique could help the researcher to select the samples on a random manner while the non-probability sampling technique includes the convenient and purposive sampling. The non-probability convenient sampling would be useful for arranging the most convenient time for the managers to take part in the interview session where they could provide their responses regarding the questions asked to them related to the research subject (Walliman, 2015).
The major organizations within the retail industry including the Woolworths, JB Hi Fi, Wesfarmers and few others have been checked and then among the heterogeneous group of people working people, a homogenous group of people will be selected as samples. The sample size will be selected as 20 respondents and 4 managers of the organizations, considered as samples for obtaining quantitative data and qualitative data respectively (Alfes et al., 2013).
4.4 Data collection
The collection of data includes both primary and secondary data and the primary data has been categorized into qualitative and quantitative data. The qualitative data are the responses and opinions provided by the managers who will be interviewed while the quantitative data will be selected for collecting the responses of individuals regarding the research topic who will take part in the survey process (Creswell & Creswell, 2017).
The respondents will be provided with a survey questionnaire where they need to provide their responses and these will be considered as quantitative data. The secondary data collection will be done by assessing various secondary sources like journals, articles, documents and websites that contain information relevant to the research. This will not only assist the research to conduct the research effectively, but will also facilitate idea generation and further analyze and interpret the data and information to accomplish the research goals and objectives efficiently (Burns, Bush & Sinha, 2014).
4.5 Analysis of data
The analysis of data will be done with the use of appropriate analytical tools such as here the Survey Monkey tool will be utilized for analyzing the data and information obtained on the basis of responses provided by the respondents on the survey questionnaires. The descriptive analysis of data will also assist in analyzing the quantitative data, furthermore detect the basic time taken by them to provide their responses, which also will help the researcher to explore the various aspects of the research and derive positive outcomes (De Vaus, 2013). The predictive data analysis technique, on the other hand, will be helpful for analyzing the qualitative data along with the variance analysis and Pearson’s correlation for understanding the degree of relationship between the variables used for conducting the research (Brace, 2018).
4.6 Ethics
The research is done for academic purpose only and not for gaining any commercial benefits. The values and ethics will be maintained by maintaining the confidentiality of information and using authenticated information to fulfill the research objectives.
4.7 Limitations
The limitations of the research include time and cost constraints, which can hinder the successful accomplishment of research while in some cases, the secondary sources of data may not be authenticated and reliable, which could also affect the research outcomes (Nassaji, 2015).
Chapter 5: Organization of the study
Chapter 1: Introductory chapters illustrates about the research aim, background and even the objectives to be achieved along with the questions that shall be answered after conducting the research successfully
Chapter 2: The second chapter justifies the research and shows how the wages and compensation are responsible for affecting the engagement of employees and leading to better workforce efficiency
Chapter 3: Conceptual framework and hypothesis illsutarets the
Chapter 3: The research methodology chapter illustrates about the methods, designs and ways of collecting and analyzing data and information along with the selection of right sampling method and sample size too.
Chapter 4: The last chapter provides presentation of the GANTT chart illustrating the various activities and time taken along with the project budget as well.
Project budget
|
Activities |
Cost incurred |
|
Introduction |
$1000 |
|
Literature review |
$1500 |
|
Collection of data |
$3000 |
|
Data analysis |
$3500 |
|
Total budget estimated |
$9000 |
GANTT chart
|
Main activities/ stages |
Month February |
Month March |
Month April |
Month May |
Month June |
Month July |
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Selection of topic |
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Collecting data from secondary sources |
ü |
ü |
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Constructing the research layout |
ü |
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Literature review |
ü |
ü |
ü |
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Development of research Plan |
ü |
ü |
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Selection of Appropriate Research Techniques |
ü |
ü |
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Primary data collection |
ü |
ü |
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Analysis & Interpretation of Data which are collected |
ü |
ü |
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Conclusion |
ü |
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Development of Draft |
ü |
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Final Work submission |
ü |
References
Alfes, K., Truss, C., Soane, E. C., Rees, C., & Gatenby, M. (2013). The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement. Human resource management, 52(6), 839-859.
Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance. International journal of productivity and performance management, 63(3), 308.
Bakker, A. B., & Demerouti, E. (2014). Job demands–resources theory. Wellbeing: A complete reference guide, 1-28.
Bhuvanaiah, T., & Raya, R. P. (2014). Employee engagement: Key to organizational success. SCMS journal of Indian management, 11(4), 61.
Boxall, P., & Macky, K. (2014). High-involvement work processes, work intensification and employee well-being. Work, employment and society, 28(6), 963-984.
Brace, I. (2018). Questionnaire design: How to plan, structure and write survey material for effective market research. Kogan Page Publishers.
Burns, A. C., Bush, R. F., & Sinha, N. (2014). Marketing research (Vol. 7). Harlow: Pearson.
Creswell, J. W., & Creswell, J. D. (2017). Research design: Qualitative, quantitative, and mixed methods approaches. Sage publications.
De Vaus, D. (2013). Surveys in social research. Routledge.
Demerouti, E., Bakker, A. B., & Leiter, M. (2014). Burnout and job performance: The moderating role of selection, optimization, and compensation strategies. Journal of occupational health psychology, 19(1), 96.
Forth, J., Kersley, B. E., Lardies, C. A., Bryson, A., Bewley, H., Dix, G., & Oxenbridge, S. (2013). Inside the workplace: findings from the 2004 Workplace Employment Relations Survey. Routledge.
Hasan, M. N. (2016). Positivism: to what extent does it aid our understanding of the contemporary social world?. Quality & Quantity, 50(1), 317-325.
Ho, J. K. K. (2014). A Research Note on Facebook-based questionnaire survey for academic research in business studies. European Academic Research, 2(7), 9243-9257.
Jensen, J. M., Patel, P. C., & Messersmith, J. G. (2013). High-performance work systems and job control: Consequences for anxiety, role overload, and turnover intentions. Journal of Management, 39(6), 1699-1724.
Karatepe, O. M. (2013). High-performance work practices and hotel employee performance: The mediation of work engagement. International Journal of Hospitality Management, 32, 132-140.
Kehoe, R. R., & Wright, P. M. (2013). The impact of high-performance human resource practices on employees’ attitudes and behaviors. Journal of management, 39(2), 366-391.
Menguc, B., Auh, S., Fisher, M., & Haddad, A. (2013). To be engaged or not to be engaged: The antecedents and consequences of service employee engagement. Journal of business research, 66(11), 2163-2170.
Mone, E. M., & London, M. (2018). Employee engagement through effective performance management: A practical guide for managers. Routledge.
Nassaji, H. (2015). Qualitative and descriptive research: Data type versus data analysis.
Rosenberg, G. N. (2017). Positivism, interpretivism, and the study of law. In Law and Social Movements (pp. 33-53). Routledge.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., & Plimmer, G. (2015). Managing employee performance & reward: Concepts, practices, strategies. Cambridge University Press.
Truss, C., Shantz, A., Soane, E., Alfes, K., & Delbridge, R. (2013). Employee engagement, organisational performance and individual well-being: exploring the evidence, developing the theory.
Walliman, N. (2015). Social research methods: The essentials. Sage.
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