Impact of Employee Engagement on Employee Motivation

Topic Name:

Impact of Employee Engagement on Employee Motivation

Student Name and ID:

Mahrukh moiz - 10343

Sidra khan - 10301
Syeda Anum Fatima Chishti - 10066
Moin Uddin Ahmed – 11925

Subject: Qualitative Research Method

Supervisor: Sir. Muhammad Iftikhar Mubashir

IQRA UNIVERSITY AIRPORT CAMPUS

 Impact of Employee Engagement on Employee Motivation

Table of Contents

1.1. Introduction …………………………………….…………………………………………………………… 2

1.2. Research problem ……………………………………………….………………………………………… 3
1.3. Objectives of the study ……………………….……………..…………………………………………. 3
1.4. Justification of the study ……………………………………………………………………………….. 4
1.5. Limitations …………………………………………………………………………………………………….. 4
1.6. Scope ………………………………………………………...………………………………………………….. 5
1.7. Assumptions ………………………………………………………………………………………………….. 5
1.8. Definitions of keywords ………………………………….……………………………………………… 6
 Impact of Employee Engagement on Employee Motivation

1.1. Introduction:
Work environment determines social, psychological, and physical life in the company work
environment is very influential on the level of comfort of worker then in carrying out the
tasks in an organization the influence of the environment determines the value of the job.
As human life goes along, it is inseparable from various problems in the environment.
Around, human beings are environmentally, there is a very close relationship.
The work environment is a condition that exists around workers. Then the environment
greatly influences a person in carrying out tasks that are charge. Furthermore, the work
environment is a whole ranging from human resources to tools and materials faced, the
surrounding environment where a person works, methods of work, and work
arrangements both as individuals and as groups.
Defining employee work involvement about internalizing the values of work goodness or
the importance of work for one’s worth. Furthermore, work involvement as the extent to
which work performance greatly influences his self-esteem and the degree to which a
person participates in the psychological work or the importance of work in his total self-
image, that individuals who have high involvement more identify themselves in their work
and consider work as a very important thing in their lives that they do in life.

1.2. Research Problem:

Due to economic crisis employers are very much concerned to keep their employees motivated,
committed and engaged. This study aimed to assess the commitment, motivation, involvement
of the employees. Company has several specialized individuals with competitive skills. But
company has been experiencing employee turnover currently and facing a lot of challenges to
prevent loss of employees. This study focused on employee’s commitment towards work, what
things motivate them most, through which sort of task employees can be more involved in their
work and what tasks they find more challenging to be highly engaged in their work. Individuals
work for money but they can switch off from one work to another for more money. At the same
time people want recognition and also want to be proud of their company, they want very good
relationships with co-workers. There are several factors which affect employees in the
organizations. In case of commitment involvement and engagement of employees in work are
mostly linked with the prevailing culture and environment in the organization.

1.3. Objectives of the Study:

● To find out the relationship among employee motivation and employee commitment.
● To find the relationship among employee motivation and job involvement.
 Impact of Employee Engagement on Employee Motivation
● To examine the relationship among employee motivation and employee engagement
● Find out what factors motivating employees the most
● Provide suggestions for companies and managers in order to increase employees’ motivation.
1.4. Research Questions:
● What are the lived experiences of industry system employees regarding employee engagement?
● What factors do staff employees identify as the greatest influence on employee engagement?
● Which of the factors that influence employee engagement have the greatest impact on job
satisfaction
● What is the best way to encourage the employee engagement factors in the workplace?
Program? Policy? Procedure? Training
1.5. Limitation:
● The respondents did not respond accurately due to some issues or work load in the company.
● Some respondents gave biased responses. They do not give true information.
● Convenience sampling will be used to collect the data.
● Time limitation was major constraint

1.6. Scope:
The survey was conducted on employees of different levels and on employees with different experience.
The research was conducted in different region mainly. We have used closed ended descriptive
questionnaire for data collection from the responders. There are numerous more similar different
sectors where such studies can easily be conducted and the result could be used for their benefits. It
would also improve employee relationship with top management

1.7. Assumptions:
The basic assumption of goal-setting is that goals are immediate regulators of human actions. This
theory refers to effects of setting goals on subsequent performance. Individuals who set specific, difficult
goals performed better than those who set easy and simple goals. Some of the important features of
this theory are: The willingness to work for attainment of goals, Specific and clear goals, Specific and
challenging goals, Better and appropriate feedback of the results etc.

1.8. Definition of keywords:

Work Environment: The term work environment is used to describe the surrounding conditions
in which an employee operates.  The work environment can be composed of physical
conditions, such as office temperature, or equipment, such as personal computers.  It can also
be related to factors such as work processes or procedures.
Employ Engagement: Employee engagement is a property of the relationship between an
organization and its employees. An “engaged employee” is one who is fully absorbed by and
enthusiastic about their work and so takes positive action to further the organization’s
reputation and interests.
 Impact of Employee Engagement on Employee Motivation
Employ Motivation: Employee motivation describes how committed an employee is to his job,
how engaged he feels with the company's goals and how he feels in his daily work empowered.
Job motivation can be extrinsic or intrinsic, meaning an employee's motivating factors can come
from internal or external sources. An extrinsically motivated employee wants to work well to
gain praise, recognition or some financial reward from the company. For example, a manager
may give out an employee of the month award or offer a bonus to the highest performing
worker in a department. In contrast, an intrinsically motivated employee is inspired to do well
from a desire for acceptance, meaningful work, power, independence or some other internal
factor. Managers can provide interesting and challenging work to motivate these employees.