A Business Report on Frishco Employee Engagement and its Influence

Questions: 1. Analyse the different ways or methods in which Frishcos HR department engages its employees.2. Critically discuss the potential consequences of an organisations inability in addressing employee engagement issues including how it would affect their motivation.3. Evaluate which methods you feel would create the most impact in achieving the highest level of employee engagement within Frishco. Answers: Introduction: Employee engagement is all about a workplace approach that designed to ensure that employees are committed towards the accomplishment of the goals and values of the organization (Crawford et al. 2014). This influences employees to contribute effectively to the success of the organization. However, an engaged organization has authentic values and it is important to be fulfilled the strong promises and commitments between employee and employers to perform effectively (Menguc et al. 2013). Indirectly, workforce culture influences the capabilities and potentialities of employees. The above mentioned theme of employee engagement and its importance at the workplace is the main topic of this business report. Based on the case study of the Frishco, the researcher will discuss the application of HR skills and functions to address its employee engagement. The objective of this report is to evaluate how organizational culture, commitment, and an effective co-operation do influence on employee development. In the first, section, the researcher will critically analyze the different ways or methods in which the HR department of Frishco engages its employees. In the second part, the potential consequences of the organizational inabilities relating to the employee engagement will be discussed. Lastly, the researcher will recommend methods which will help to achieve the highest level of employee engagement within Frishco. 1. This case study demonstrates that employees are an integral part of the growth of the organization and helps in upholding its brand values. The HR department of Frishco engages its employees as an internal resource of the organization. The organization is very clear about the desired outcomes regarding the employee engagement. Though the organization is associated in the retail business, brand harmony can fulfill customers expectations and thus, Frishro realized that a detailed employee engagement process needs to be maintained. Being the face of the company, employees of Frishco are interacting with variety of stakeholders for ensuring the seamless business operation. Thus, the HR department of the company practices an effective communication skill for establishing an environment where satisfaction of employees and customers are being tested. This is the effort of striving to increase their performance. Anitha (2014), however, contradicts that internal communication cannot affect all the major rivers of improving employee engagement. They further suggest that career opportunities, financial rewards are also core drivers of the employee engagement of Frishco. Truss (2013), on the other hand, again emphasized that effective communication encourages employers to manage employee relationships for the long lasting period and thus, improved the level of commitment as well. The main purpose of creating healthy terms by an effective communication is to make employees feel valued and striving to build genuine relationship can help retailers to reduce staff turnover and boosting performance and maintaining positive attitudes (Breevaart et al. 2014). To improve the employee engagement, Frishco creates a transparent working environment by changing their leadership style. The HR department of Frishco has been realized that leadership in an important in shaping the culture of the organization (Truss et al. 2013). By the application of the democratic approach, employees of the organization are being allowed to participate in companys decision making and thus increase level of motivation and commitment. This approach excels the performance of operations in the retail business. By recognizing the value of the employees, the human resource department has initiated its first comprehensive employee survey for investigating what employees believed about working at Frishco. By measuring the employee satisfaction and sense of responsiveness, the organization made plans strategically for changing focused on improving employee engagement and trust (Shantz, et al. 2013). Using this survey process as a integral aspects of the human resource mana gement program, the organization has established a positive culture within a workplace. By the application of an effective communication and culture-driven workforce, the human resource department of Frishco influences to establish shared values, attitudes, norms and beliefs. The culture of the organization allows employees a voice for change which directly influences them to give feedback on every aspects of how the company operates. Furthermore, the human resource department has encouraged towards the development of its employees by implementing several learning and development skills. Such kind of efforts is provided for improving employee engagement and reducing the rate of employee turnover within the workplace. During the process of monitoring and coaching, a structured feedback session has been established by sharing the informal conversations. Therefore, the approach of learning and development of employees are the responsible for establishing the long-term association with employees. By the above analysis this can be understood that the HR department of Frishco has implemented different methods to ensure improve employee engagement: Enhancing employee engagement through two-way communication: Clear and consistent communication of what is expected of them paves the way for engaged workforce. By involving people in all decision making and showing respect to their input helps to promote two- way communication Provides satisfactory opportunities for development and advancement: Freedom of giving the best way of doing their job excels the employee performances and long term association of employees. Provides appropriate trainings: By increasing relevant knowledge and skills through giving appropriate trainings improves employee engagement Have strong feedback system: Conducting survey of employee engagement level helps make out factors that make employees engaged. 2. There are several number of disciplinary consequences can be evaluated by addressing an ineffective employees engagement within the workplace (Truss et al.2013). Building leaders are often struggling to build compelling work environment and thus increases the rate of employee turnover. Frishco has faced the same problem and the figures indicates that Frishco needed to take action to improve their employee engagement and reduce its employee turnover. As the organization believes that the employees are the face of their business and an integral part of the business growth, the human resource department does not focus on providing lucrative incentives for their existing employees. By giving efforts towards both financial and non-financial benefits for employees, the employee satisfaction level may be increased (Mone and London 2014). However, there are potential sociological and physiological perspectives are involved during the process of employee engagement. There are the dependenc y on physiological constructs such as job involvement and commitment at work. Due to personal dissatisfaction of an individual, the organization often face employee turnover. On the other hand, employee disengagement has been costly because Frishco has invested a lot of money towards the skill development of employees. Due to inability in addressing employee engagement, the level of motivation of employees has been decreased. The following are the potential consequences are as follows: Lack of the presence of enough compensation: In the given case study, the organization has recognized that employees play in upholding the brand value of the company but they might not satisfied financially and thus decreases the work efficiency in the long run. People often get motivated by getting recognition, praise and being valued by others. Here the organization has shown respect and trust towards their employees without focusing on the financial compensation. This negative consequences often down the moral of employees. Lack of commitments: Employees should commit towards the organizational mission and vision. However, the reason for high turnover due to inability to deal with disengaged employees, the organization often face causes like absenteeism, the lateness of employees (Anitha 2014). People are generally motivated by intrinsic and extrinsic factors. Intrinsic factors include achievement, recognition, advancement, growth and responsibility whereas extrinsic motivators include salary, working conditions, benefits, policy, supervision, safety, and security. According to the Maslows hierarchy of needs provide substantial evidence that workers cannot be satisfied by having only the hygiene factors such as security, salary, and working conditions. Rather most of the times employees look for the gratification of higher-level psychological needs having to do with achievement, responsibility, advancement and nature of the work itself. For all these physiological reasons, Frishco faced the disengagement of employees and la ck of long-term commitments from the employees front. Decreased brand values and negative working environment The staff is seeking to find meaning at work (Mone and London 2014). Here meaning describes as fulfillment from the job. Such fulfillment comes from the employee being valued and appreciated. Having a sense of belonging to Frishco, and the feeling as though they are making a contribution tend to accelerate the level of productivity of employees and results improved delivery of the organization. Thus the company may face a reduction of brand values in the market. The reason behind the operational ineffectiveness is the motivational downfall of the employees. Due to lack of concentration and lack of individual growth or progression, employees finds difficult to accomplish the task within the deadlines or scheduled timeframe. Thus all these reasons affect on customer/buyer relationship and decrease the job performance of the existing employees. 3. In order to have the engaged employee or the reduction of the rate of the employee turnover, Frishco needs to look at the following methods for the achievement of the higher level of employee engagement within their workplace. Though the organization has the new talent acquisition strategies, they lack in the case of retaining them within the organization. Effective recruitment and orientation programs need to be implemented from the first day of the new employees. In that case, the recruitment managers need to be careful in pooling out the impending talent of the new employee through the effective recruitment process. Dissent of Employee: It is significant to permit employees a voice in the direction the company takes. Authentically, the managers should learn different views of employees and consider their ideas in the progression of the organization. To get the enough exposure while working on the front lines of the business, the sense of employees responsiveness would be increased. People assimilate acquaintance and learn to accept direction by arguing, questioning and offering alternatives and the process, therefore, is being considered as responsible for gaining emotional connection with the goals. Share the benefits, share the pain: The level of employee commitment and sense of values shall be improved at the workplace of the organization if the employer provides an incentive that is tired to revenue and earning goals. This approach will help teams understand that their efforts, profits, compensation directly linked to the success of the corporation. People associated with the organization, then, must feel responsible not just for the individual benefits but also for the organizational effectiveness. Provide a strong feedback system: Conducting survey of employee engagement levels on a regular basis help construct factors that make employees engaged. After the completion of the survey process, it is recommendable to identify all factors that are driving engagement in the organization. However, it is important for Frishco to put energy around improving theses areas that will make the most difference to employees. Conclusion: Based on the above discussion this can be concluded that measuring employee engagement is important. Measuring the right things- those matters which are responsible for providing a framework for positive change is vital. By the application of the transformational work environment and Democratic leadership, Frishco can develop employee engagement and decrease its employee turnover. However, the employer must conduct the regular survey of employee engagement levels for evaluating what they thought about working at the organization. Later the organization needs to focus on those motivating factors to accelerate the level of performances. In this way, the organization can recover several identified issues such as absenteeism, lateness and Frishco can reduce its employee turnover as well. References: Anitha, J., 2014. Determinants of employee engagement and their impact on employee performance.International Journal of Productivity and Performance Management. Anitha, J., 2014. Determinants of employee engagement and their impact on employee performance.International Journal of Productivity and Performance Management. Breevaart, K., Bakker, A., Hetland, J., Demerouti, E., Olsen, O.K. and Espevik, R., 2014. Daily transactional and transformational leadership and daily employee engagement.Journal of occupational and organizational psychology,87(1), pp.138-157. Crawford, E.R., Rich, B.L., Buckman, B. and Bergeron, J., 2014. 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