|Type of paper:||Dissertation proposal|
|Categories:||Management Human Resources Leadership style|
Robinson (2014), in his study states that little research has been conducted regarding work balance and employee engagement in a business. There are not enough studies that have tried to show the relationship between employee engagement and the performance of the business. It has also been found that employee engagement in any work environment guarantees job satisfaction which in turn encourages the employees to take leadership roles in the organization leading to work balance and commitment in the business entity (Meyer, 2012). According to Ariani(2014), he indicates that currently, employee engagement has become a topic that is frequently discussed and debated by the managements of both public and private sectors.
Even though several types of research have been conducted by scholars, no study has been carried out regarding the relationship between leadership style, work balance, learning and development, as well as employee engagement in a business, hence the need for this study to be carried out.
The purpose of this study was to establish the relationship between leadership style, work balance, learning and development, and employee engagement. The research used descriptive design method to analyze, establish, and discuss the relationship between leadership style, work balance, learning and development and employee engagement in the USA. The descriptive design was preferred because the results indicated vivid conclusions and it indicated the behavior of the respondents in regard to an objective being studied .The target population for this research was 540 employees from various organizations in the USA.The organizations' management requested to remain unidentified due to confidentiality and their public image.
The study used random sampling technique to obtaininformation from the target population. The sample consisted of groups and subgroups depending on the type of the leadership roles of the employees, their positions in the organization and their academic levels.Lewis and Thornhill (2011) posits that a researcher should be guided by a certainty level and the characteristics of the samples collected to represent the whole population. Applying the random sampling design, the researcher obtained 230 respondents to conduct his survey and used random numbers to get individual respondents to facilitate the study. The social set up also influenced the engagement of the employees in the organization.
Nature of the study
The study targeted companies located in the USA since most organizations are based in central business districts.The organizations have numerous employees who impact the performance and running of the organizations. Also, employees work in various departments in the organization, where some are in the managerial position of the organizations while others have taken up the leadership positions in the companies. Considering these factors, the USA was an ideal location to carry out the research regarding this study. The study majorly targeted the employees who were in the managerial positions in various companies, since they had relevant information concerning the performance of the company and work balance. The employees also had work experience in the company and they had relevant information on learning and developments that they have gained from the organizations.
The study used random sampling design to extract information regarding the research.The sample used in the study was justified because the number of employees in the USA is huge and the study used a random sampling technique to reduce bias that could emerge from the study and to obtain relevant information for the study. A sample is a representation of the entire population under study. The study was homogeneous in nature hence a sample of 540 employees were used as respondents from different companies based in the USA. The sample size was sufficient and responses were obtained from the employees who were the major factors in the study.The sample groups were thoroughly analyzed through a pilot study and the results obtained were relevant to the study.The methodology and research design adopted in this study is justified and they gave crucial findings for the analysis and discussion of the results.
The study will answer the following questions:
What is the impact of leadership style on employee engagement in the performance of the organization?
How does work balance affect the employee's engagement in ensuring the performance of the organization?
Has learning and development contributed to the performance of the employees through their engagement in the organization?
To what extent does leadership style influence the engagement of the employees in the organization?
Does organization balance the amount of work giving their employs and how it influences the company performance?
Is there a relationship between learning and development and the engagement of the employees in the organization?
Employee engagement in the organization is considered to be a leading priority in ensuring that the company is performing well.Employee engagement has caused attention among key players in the organizations, business enterprise and those doing research.The performance of the company depends on the employees working in it. As a result of new technologies and stiff competition in the market, it is important for the organization to engage its employees in leadership roles and other aspects of the company.
Learning and Development
Figure 1: Conceptual framework
Abu Bakar, R. (2013). Understanding factors influencing employee engagement: a study of the financial sector in Malaysia.
Albdour, A. A., &Altarawneh, I. I. (2014). Employee engagement and organizational commitment: Evidence from Jordan. International Journal of Business, 19(2), 192.
Ariani, D. W. (2014). Relationship leadership, employee engagement, and organizational citizenship behavior. International Journal of Business and Social Research, 4(8), 74-90.
Liyanage., H.M (2017). Actors were influencing the Employee Engagement of the Generation Y Employees. Colombo, Sri Lanka.
Metzler, J. M. (2006). The relationships between leadership styles and employee engagement
Meyer, J. P., Stanley, D. J., Herscovitch, L., &Topolnytsky, L. (2012). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of vocational behavior, 61(1), 20-52.
Robinson, G., &Dechant, K. (2014). Building a business case for diversity. The Academy of management executive, 11(3), 21-31.
Saunders, M., Lewis, P., Thornhill, A., & Wilson, J. (2011). Business research methods. Financial Times, Prentice Hall: London.
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