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1
Promotion of Positive Feelings, Job Satisfaction, Employee
Engagement and Impacts on organisational innovation, A
Case Study of Burger King

2
 Table of Contents
Introduction................................................................................................................................4
Introduction to the Research..................................................................................................4
Research Aim and Objectives................................................................................................5
Research Questions................................................................................................................5
Background of the Situation:.................................................................................................6
Research Methodology...............................................................................................................8
Research Philosophy..............................................................................................................8
Research Approaches.............................................................................................................9
Research Design.....................................................................................................................9
Research Strategy...................................................................................................................9
Data collection method........................................................................................................10
Data analysis method...........................................................................................................10
Findings and Evaluation...........................................................................................................11
Data Analysis.......................................................................................................................11
Data Evaluation....................................................................................................................14
Analysis of the Findings...........................................................................................................16
Physiological needs..............................................................................................................16
Safety needs.........................................................................................................................17
Social Needs.........................................................................................................................17
Esteem needs........................................................................................................................18
Self-actualization needs.......................................................................................................18
Conclusion and Recommendation............................................................................................21
Conclusion............................................................................................................................21
Recommendation..................................................................................................................21
Reference..................................................................................................................................23
Appendix..................................................................................................................................25
Survey Form.........................................................................................................................25
Questionnaire.......................................................................................................................25

3
 Introduction

Introduction to the Research

An employee does become a useful and vital resource for an organization to invest.
Subsequently, this research study could be whereas justified in order to build the engagement
of the employee to improve their performance at work, enhance the innovative behaviour of
employee. It does always help in improving the performance in organization, whereas
increasing the growth as well as growth in terms of revenue where they are suitable to
businesses in the fast-food industry. In order to achieve the competitive advantage in the
world of business today, including the fast-food industry, innovation has whereas became a
vital method in order to do so. It has been whereas found that such organizations where they
don’t have any innovation nowadays, they are faced with the difficulty to run the business as
well as difficulty in sustaining the growth plus the success in long run.

Innovation whereas is about the relationships, where it is believed that innovation does come
in number of different forms, where some of these have very less to do with the technology or
with the research and development. For the success of the innovation formula within an
organization, human resources are the most significant ingredients. The foundation whereas
of innovation within the ideas as well as within the employees who carry, develop and also
react to plus modify the ideas.

The organisation's sustainability is highly related to the growth of the industries where the
innovation does the magic (Chandani et al., 2016). The companies look for the options to
grow and innovate their service and products for the sake of better customer segmentation,
business profit, sale volume and market value. Hence, the employees are part of the system
and innovation of the organisations. In this way, the engaged employees and satisfied
employees are more able and effective to bring innovative approaches to the organisations.
The positive feelings and actions influence the employees' behaviour and performance in the
workplace (Wickramasinghe and Samaratunga, 2016).

Along with engagement, the employees are encouraged to put their diversity and skills in the
company's hand for bringing growth opportunities and innovation. The employees' positive
feelings, employee engagement, and support from the organisation increase job satisfaction
and labour productivity of the employees (Hameduddin and Fernandez, 2019). Hence, the

4
organisation can trust the employees while encouraging them for better performance and
innovative approaches. The research study has chosen to investigate how employee
engagement and job satisfaction in Burger King developed organisational innovation through
the primary data collection method.

Research Aim and Objectives

The research study aims to investigate the impacts of the promotion of positive feelings,
employee engagement, and job satisfaction on organisational innovation in the fast-food
industry.

The research objectives of this research study as follows:

 To identify the factors affecting/contributing to promotion and development of

positive feelings, job satisfaction and employee engagement in Burger King

 To discuss the factors contributing to organisational innovation in Burger King.

 To analyse the impacts of positive feelings, job satisfaction and employee engagement
on organisational innovation in Burger King.

 To recommend sustainable business strategies to develop organisational innovation

with the help of employee engagement in Burger King.

Research Questions

The research questions of this investigation are given below:

 What are the factors affecting/contributing to the promotion and development of

positive feelings, job satisfaction and employee engagement in Burger King?

 What are the factors contributing to organisational innovation in Burger King?

 What impacts do positive feelings, job satisfaction, and employee engagement have
on organisational innovation in Burger King?

What should be recommended sustainable business strategies to develop organisational

innovation with the help of employee engagement in Burger King?

5
Background of the Situation:

Burger King corporation is a restaurant company specializing in flame-broiled fast-food

hamburgers. Burger king is whereas the second largest hamburger chain within the United
States, where McDonalds stands at number one. Burger claims that it has more than 14000
stores in more than 100 countries, where the company is headquarters in Miami, Florida.

Working as a growing industry, Burger King started its business as an American

multinational chain of hamburger fast-food restaurants. The company was found in 1953 and
dealt with financial problems in managing a restaurant chain in the markets in the beginning.
Over the period, the company changed hands four times due to its constant financial
problems. The new owners of Burger King initiated a restructuring of the system to reverse
its fortunes. Recently, the company has been competing against McDonald’s, KFC and other
fast-food restaurants.

Figure 1 Employee engagement in Burger King

Source: (Hameduddin and Fernandez, 2019)

In Burger King, the employee engagement has been higher since the management has started
to empower the employees and to bring innovative approaches in the markets. This report has
focused on investigating the promotion of job satisfaction, positive feelings and employee
engagement and their impacts on organisational innovation in the fast-food chain in the UK
market. Primary research has been adopted to fulfil the aim of the research study.

6
Within the service sector, fast food enterprises, where they are the branches of the food as
well as beverage industry, are growing within the economy of both developed as well as
developing countries. One of the most vital problems related to the enterprises in food and
beverages industry, where it provides business opportunities to number of different people, is
that the manpower efficiency, where this is one of the building blocks of the industry, this
manpower efficiency is weak as well as the turnover rates are higher and organization lacks
innovation. Because of this reason, job satisfaction, employee engagement and organization
innovation are the most important problems to be solved by the fast-food enterprises both
with respect to cost as well as with respect to availability. The success whereas for the fast-
food enterprises depends largely on the workforce. For making the workforce both efficient
as well as sufficient, is it mandatory to create motivated and satisfied employees, those who
embrace the core objective of the enterprises as well as those who are dependent on the work
as well as enterprise. Based on the results of the research by ____, job satisfaction is found as
one of the strong factors which has a positive impact on the productivity. Low satisfaction at
job whereas decreases the loyalty of the employees to the organization. Based on this reason,
they either work towards such a job where they can provide more value and more satisfaction
or the employee work inefficiently otherwise.

Employees are the source of productivity, growth and performance of the company where
they need to be motivated and supported through elements and management (Hameduddin
and Fernandez, 2019). Positive feelings of the employee come from job satisfaction, facilities
and the environment of the organisation. Even engaged employees are more productive and
satisfied compared to disengaged employees. When it comes to developing organisational
innovation and technological services, the organisation relies on employees and their
performance (Paillé et al., 2020). Experience, job satisfaction and employee engagement are
connected to the growth of organisational innovation as well. Organisation searches for ways
of innovating new products and services for the sustainability and growth in the markets.
Hence, supports from the employees are necessary to maintain organisational innovation
(Chandani et al., 2016).

7
 Research Methodology

Research Philosophy

Based on the research onion, the research study mainly follows several stages to conduct the
research (Evans and Smith, 2019). In this research, research onion has been followed for
adhering to the system and accomplishment of the aim.

Figure 2 Research Onion

Source (Sunders et al 2009)

Under research onion, research philosophy is the first stage which represents the belief and
judgement of the researcher (Kim et al., 2015). In this study, primary data collection has been
chosen with quantitative data. Hence, positive research philosophy has been chosen. The
positivism research philosophy supports the collection of factual knowledge and data with the
study of elements of the paper (Saunders et al., 2016). Also, the collection of quantitative
data can be supported under positive research philosophy. On the other hand, interpretivism
has not been selected in this study for its lack of suitability in the investigation. In
interpretivism research philosophy, the respondents cannot be involved and the data can be
collected through the observation and examination of the variables (Sekaran and Bougie,
2016). For quantitative and statistical data, only positivism research philosophy has been
suitable and selected for this study.

8
Research Approaches

The research approach represents the systematic ways of developing a detailed framework for
using designed tools for collecting and analysing data (Kim et al., 2015). In this study, the
deductive research approach under positivism research philosophy has been chosen. The
deductive research approach contributes to the data collection from existing journals, known
theories, or assumptions (McCambridge et al., 2014). In this study, the purpose was to
accomplish the research aim without intending to develop a new theory. On the other hand,
the inductive research approach has not been chosen due to its different characteristics. An
inductive research approach contributes to the collection of data following the research
questions to work on new theory development (Mallette and Saldaña, 2018). This research
study has used known theories and journals in order to fulfil the research objectives.

Research Design

In the research paper, research design contributes to the development of the framework for
conducting the tools and techniques for collecting data and representing the paper (Evans and
Smith, 2019). For quantitative data and positivism research philosophy, quantitative research
design has been chosen. The border discussion and detailed investigation have not been
adopted in this study where quantitative research design has permitted the paper for the
collection of quantitative and numerical data.

Research Strategy

Research strategy represents the system of adopting a step-by-step plan of action in order to
collect data from the right sources (Saunders et al., 2016). Under the quantitative research
design, the course of actions for the primary data collection has been chosen. From available
research strategies, a survey was a suitable one for this paper. The survey research strategy is
applied in the collection of numerical data from the respondents through a questionnaire or
poll system (Sekaran and Bougie, 2016). In this paper, the survey research strategy with the
questionnaire method while involving the respondents. On the other hand, the qualitative
interview has not been chosen for the study. The qualitative interview can involve the
respondents for detailed investigation, but the numerical data collection cannot be effective
(Kim et al., 2015). Also, the desk research strategy has not been chosen as detailed and
qualitative data could be selected without the participation of the respondents. Hence, the
survey research strategy has been selected for this paper.

9
Data collection method

For conducting the tools and data collection, primary research has been chosen for this study.
Also, the primary data collection method has been chosen in this study. The primary data
collection method is applied in the study to collect data from reliable and authentic sources
that are not used before and can be both quantitative and qualitative (Mallette and Saldaña,
2018). The questionnaire method is applied with primary data collection through a survey
research strategy where the quantitative data has been selected.

Data analysis method

In order to perform analysis with respect to the data obtained via questionnaire, the analysis
has been performed through the framework of Maslow’s hierarchy of needs. Maslow’s
hierarchy of needs is a theory of motivation where it states that there are five different
categories of the human needs where these dictate the behaviour of an individual
(MASLOW’S, 2016). These five categories whereas include physiological needs, safety
needs, love and belonging needs, needs of esteem and self-actualization needs. Analysis has
been done with respect to all five needs of the individuals (MASLOW’S, 2016).

10
 Findings and Evaluation

Data Analysis

The data has been collected from the sample, and the data has been evaluated through MS
Excel. Around 65 were male, and 35 were female. They have been working for less than one
year to 6 years in Burger King. The primary data analysis is given below:

1. In Burger King, employees are engaged in decision-making, performance, and

activity.

In this table, 68 respondents have agreed that in Burger King, employees are engaged in
decision-making, performance and activity. 10 of them were neutral and 22 of them have
disagreed to the fact. The employees of the company would be more productive while being
engaged in decision-making, performance and activity.

2. The fair salary and opportunities are available for the employees in Burger King.

11
In this table, 73 respondents have agreed that the fair salary and opportunities are available
for the employees in Burger King. 5 of them were neutral, and 22 disagreed. The employees
look for a fair salary and payment for being motivated in the workplace. The company's
opportunities for career development and employee management can help the management
encourage the employees for more diversified performance.

3. The workplace environment is supportive of the employee’s innovative performance.

In this table, 85 respondents have agreed that the workplace environment is supportive of the
employee’s innovative performance. Seven of them were neutral, and 8 of them have
disagreed to the fact. The workplace environment is the main element that connects the
employees and management for communication, coordination and innovation.

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4. Burger King has ensured that their innovation encourages the employees to
participate more.

In this table, 84 respondents have agreed that Burger King has ensured that their innovation
encourages the employees to participate more. 4 of them were neutral, and 12 disagreed. The
innovation culture and innovative approaches need to encourage the employees for higher
involvement and participation in the workplace.

5. The culture of Burger King supports employee engagement and innovation.

In this table, 68 respondents have agreed that the culture of Burger King supports employee
engagement and innovation. Eight of them were neutral, and 24 of them have disagreed to the

13
fact. Burger King has been engaging the employees for better performance and productivity.
innovation and employee engagement are connected to the supports from the culture and
management practices.

Data Evaluation

Employee engagement and decision-making, performance and activity

In large industries, employee engagement has been given priority in performance, customer
service, and decision-making (Meijerink et al., 2015). The management tends to promote a
culture of employee engagement in order to encourage more employees for higher job
satisfaction and proper decision for customer service. According to Paillé et al. (2020), a
similar discussion, the employees are engaged in decision-making for the development of
their skills, participation, job satisfaction, performance and activity. In Burger King, the
engaged employees are more productive for making instant right decision compared to the
disengaged employee. Also, the employee engagement has been done through teamwork,
coordination and collaboration.

The fair salary and opportunities

A fair salary and opportunities need to be available for the employees to improve their
feelings, job satisfaction, security and performance (Chandani et al., 2016). In Burger King,
the employees have security in payment, responsibility with fair salary and opportunities for
the promotion, treatment and performance. Hence, the employees are satisfied with their job
responsibility and profession. The similar discussion of Cook et al (2016) was found
representing that the fair salary and opportunities of the employees for career development
can encourage the employees for being productive and being prone to change and innovation.

The workplace environment and employee’s innovative performance

The organisational work environment relates to resource planning, communication, culture,

leadership, technology and management practices. The supportive workplace environment
can bring more employee’s innovative performance and job satisfaction from the employees
(Wickramasinghe and Samaratunga, 2016). In Burger King, the supportive work environment
has been created for the sake of job satisfaction, employee engagement and positive feelings.
This has increased the participation of the employees towards innovation and growth. The

14
similar discussion of Hameduddin and Fernandez (2019) has been found representing the
right learning and supportive workplace environment can encourage the employees to learn
from updated sources. Also, the management can develop communication, coordination and
innovation through the performance of the employees.

Innovation and Participation of Employees

Innovation in the company relates to the resource planning, capabilities of the organisation,
culture and supports from the employees. Also, the innovation in the company encourages the
employees to bring their bests to the table for career development and growth of the company
(Gilbert et al., 2015). In Burger King, the innovative service and approaches have helped the
management to encourage the employees to participate more for better performance. The
similar discussion of Devi and Mahajans (2019) has been found to represent the innovation
culture in the company and the innovative approaches that bring support from the
management and require employee engagement to make changes in the workplace. In Burger
King, the management has encouraged the employees for higher involvement and
participation in innovation and decision-making.

The supportive culture and employee engagement and innovation.

The organisational culture needs to support the organisations to support the innovation,
growth strategy, positive feelings and job satisfaction of the employees and employee
engagement (Chandani et al., 2016). In Burger King, the supportive culture has been
developed with leadership, collaboration, employee engagement, communication, and
employee participation, which has influenced the innovation. The similar discussion of Paillé
et al. (2020) has been found to represent that HRM is supposed to develop a supportive work
environment and culture for the organisation to engage the employees. Also, the engaged
employees and supportive culture and management practices are more useful for innovation
and growth in the industry.

15
 Analysis of the Findings

Based on the analysis performed with respect to job satisfaction, employee engagement and
innovation in an organization, following is the analysis. The analysis has been performed
whereas using Maslow’s hierarchy of needs. The following analytical framework has been
chosen whereas because the satisfaction of employees at job as well as employee engagement
is dependent on the needs of the individuals.

Maslow’s hierarchy of needs is a theory of motivation where it states that there are five
different categories of the human needs where these dictate the behaviour of an individual
(MASLOW’S, 2016). These five categories whereas include physiological needs, safety
needs, love and belonging needs, needs of esteem and self-actualization needs. Analysis has
been done with respect to all five needs of the individuals (MASLOW’S, 2016).

Physiological needs

The first and the lowest level of needs as per Maslow’s hierarchy are the physiological needs.
Physiological needs are whereas the basic human survival needs where these needs include
food and water, sufficient rest, shelter and clothing, health overall, and also reproduction. As
per Maslow, it is stated that these basic physiological needs should be addressed before the
humans move onto the next level of the fulfilment (MASLOW’S, 2016). Findings of the
research with respect to physiological needs are as follows:

16
 - The economic needs are whereas fulfilled, whereas the rules where they make the
employees feeling comfortable to the working for the organization were required and
where they should be implemented in a constant manner so that the employees would
not feel anxious.

- With respect to the physical needs, the conditions of the employees have been found
as good, whereas the rules and policies with respect to the benefits related to health
were changing. At the moment, the employees working at Burger King don’t receive
health benefits from the organization. Further to this, the organization also doesn’t
provide annual medical check-up facility for the employees. Inconsistency within the
health insurance is seen.

Safety needs

Safety need whereas includes protection from the theft and violence, stability emotionally as
well as health security, well-being and also financial security (MASLOW’S, 2016). Findings
of the research with respect to safety needs are as follows:

- The needs with respect to safety are fulfilled for the employees working at Burger
King. Safe working environment is being provided to the employees. Where there
exists a working standard for every process and following the standard as defined
makes sure that employees remain safe performing their everyday duties.

- Furthermore, safety in terms of when the employees retire are not been taken care off.
Such that the organization does not offer any retirement plans for the employees
working in the organization. Not having safety in terms of retirement does result in
declining the commitment of the employees.

Social Needs

Social needs are the third level of the Maslow’s hierarchy, where these needs relate to the
interaction of the human beings. Social needs whereas include family bonds and friendship,
with the chosen family as well as with the biological family. Intimacy both emotional and
physical from the intimate bonds and sexual relationships, where these are significant for
achieving the feeling of elevated or increased kinship. Furthermore, the membership within
the social groups contributes toward meeting the needs from belonging to a team of the co-

17
workers for forging the identity within the union, group or club (MASLOW’S, 2016).
Research findings with respect to social needs are as follows:

- Burger King as an organization provides fair treatment and equal opportunity to its
employees. Decision making whereas is conducted bottom-up, through the
consideration of the ideas from the employees. Such ideas where they were
considered as good would be further taken into consideration and may be
implemented therefor.

- It is whereas recommended that organizations might among the sub-sections ran well
into the format of the team, where the employees work together on any task given.

Esteem needs

The primary elements of the esteem needs are self-respect and self-esteem. Maslow whereas
specifically noted that self-esteem could be broken into two different types, esteem where it
is based on the acknowledgement and respect from others, and esteem where it is based on
the self-assessment (MASLOW’S, 2016). Findings of the research with respect to esteem
needs shows as follows:

- The employees were equally treated. There exists standard behaviour of the
employees, where being applied equally to each of the employee, including the
working hours as well as other rules where they are intended to encourage the
employees to do their best for the organization. Employee involvement as well as
empowerment were carried out by the company are good.

- Fair treatment is given by Burger king to its employees. The achievement in the
career whereas determined raise in salary. The raise is whereas implemented
transparently and fairly. There are specific rewards given by the organization to the
employees. Still the employees having good performance as well as had the positive
contribution to the organization are promoted and also rewarded by the organization,
where this is usually done in the format of the raise in the salary given to the
employees.

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Self-actualization needs

The self-actualization describes whereas the fulfilment of the full potential of the individuals.
Self-actualization needs whereas occupy the highest spot in the pyramid of Maslow. The
needs of self-actualization include development of needs, education (MASLOW’S, 2016).
Findings from the research with respect to self-actualization needs are as follow:

- The opportunity is provided by Burger King to improve the capabilities of employees

for organizing as well as completing their tasks. The opportunity is whereas provided
by the organization to each of the employee without having an exception so that the
employees could improve on their expertise and their skills. The skills on the other
hand include the skills which would be useful for the employees in order to be able to
contribute toward the organization. Roles are also changed by the organization from
time to time so that employees could gain new knowledge as well as new expertise,
whereas making the employees understand the situation of employment in number of
different situations where it would result in improve innovation as well as better
skills.

- With respect to rewards, Burger King would rather give greater responsibilities to the
employees, where to those who have greater potentials. Even though not having
designed as well as conducted career path for the employees, the organization already
have an effective management with regards to balancing the potential of the
employees, as well as existing systems for the organization and the employees. Such
employee who could show a good ability as well as higher performance would be the
core concern of the organization.

With respect to the analysis of the findings performed, it is pertinent that majority of the
needs of the individuals as per Maslow’s hierarchy of needs are being catered, where the
satisfaction of the needs from all five aspects helps the individuals to be able to produce
innovation. Sine the research was to find that Promotion of Positive Feelings, Job
Satisfaction, Employee Engagement and Impacts on organisational innovation in case of
Burger king. It has been found therefor that the job satisfaction is an element which exists are
Burger King, as the satisfied employees remain integrated and engaged and because of this, it
results in innovation culture within the organization.

19
It has been found that the actions and performance of the employees have always impacted
the performance of the organisation. In organisational innovation, the positive feeling, job
satisfaction and employee engagement have higher impacts (Devi and Mahajans, 2019).
Aguinis and Lengnick-Hall (2012) stated that the positive emotions of the employee in the
workplace influence them to be more productive and to be effective for the company. Hence,
the participation of employees with happiness and positive feelings is higher in organisational
innovation. But, Brändle and Baumann (2012) responded that the employees with positive
experience and feelings could support them for the performance, not for organisational
innovation. On the other hand, Hoch and Dulebohn (2013) argued that the employees'
positive feelings and experiences encourage them to work with the team where a supportive
work environment contributes to organisational innovation. On the contrary, Gilbert et al
(2015) responded differently that organisational innovation may be related to the positive
feeling of the employees. But it takes more than that.

When it comes to organisational innovation, the employee’s job satisfaction has positive
impacts on the industries. According to Meijerink et al. (2015), satisfied employees are prone
to organisational innovation compared to the less satisfied employees. On the other hand,
cook et al. (2016) responded that job satisfaction and a supportive work environment
encourage the employees to learn for career development and organisational performance.
This can lead to organisational innovation indirectly. But, Chandani et al. (2016), on the
contrary, opined that the employee’s satisfaction level, supports and facilities from the
industries would support the employees to work for innovative approaches and organisational
innovation.

The engaged employees are more able to bring organisational innovation in the workplace,
Wickramasinghe and Samaratunga (2016) mentioned. Hameduddin and Fernandez (2019)
also stated that the workplace environment, supportive leaders and engagement system help
the employees to be competitive and to bring organisational innovation. On the other hand,
Devi and Mahajans (2019) mentioned that companies with a supportive culture and resource
planning are needed for employee engagement and organisational innovation. Paillé et al.
(2020), on the other hand, argued that engaged employees are more prioritised for
organisational innovation. They value innovation and growth strategies for the company.

20
21
 Conclusion and Recommendation

Conclusion

The research study on Burger King has been done with the accomplishment of research aim
and objectives. The 1st research objective was to identify the factors affecting/contributing to
promoting and developing positive feelings, job satisfaction, and employee engagement in
Burger King. Burger King's management promotes a culture that values positive feelings and
experience to encourage more employees for higher job satisfaction and proper decision for
customer service. Also, the employees' engagement is required for decision-making, which
helps the employees work on their skills, participation, job satisfaction, performance, and
collaboration. Burger King has provided a fair salary and opportunities to the employees for
career development and workplace support. The 2nd research objective was to discuss the
factors contributing to organisational innovation in Burger King. The organisational
workplace environment, resource planning, communication, employee engagement, culture,
leadership, technology and management practices ate required for the innovation and growth.
The 3rd research objective was to analyse the impacts of positive feelings, job satisfaction and
employee engagement on Burger King's organisational innovation. The employees' positive
experience and feelings in Burger King, their jobs satisfaction through fair salary and
motivation, and employee engagement have encouraged the employees for proper decision
regarding performance, change, and innovation. The 4th research objective was to recommend
sustainable business strategies to develop organisational innovation with the help of
employee engagement in Burger King. This has been discussed in the later part.

Recommendation

In large industries, different business strategies are applied to develop opportunities for
organisational innovation with employee engagement. Also, the companies search for
developing job satisfaction and performance of the employees while engaging them in
innovation. In Burger King, for sustainable strategies, some of the recommendations should
be identified. These are:

 The culture of employee engagement, higher job satisfaction, customer service, and
innovation needs to be developed with employee opportunities. The culture with

22
 career development, teamwork, coordination, and collaboration and supports would
help Burger King manage options for innovation in the workplace.

 Right leaders can help the employees to improve their feelings, job satisfaction and
performance. The leadership styles and preferences in Burger King should be
supportive and participative, which can encourage the employees to be more
productive. Hence, Burger King needs to allocate system leader, situational leader and
Laisezz-Faire leadership for resource planning, communication, culture, leadership,
technology and management practices, supporting employee’s innovative
performance and job satisfaction in the workplace.

 Technological service, activities and usages of technologies need to be supported in

the workplace. The resource planning, capabilities of the organisation, culture and
employee engagement can help the company develop the adoption of technologies in
the workplace. Apart from that, the workplace environment should be related to
technology which would support the employees to work hard and to learn from
updated sources. Hence, the employees can be engaged easily and can bring
innovative approaches in Burger King as well.

23
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 Appendix

Survey Form
TITLE OF THE RESEARCH: “Promotion of Positive Feelings, Job Satisfaction, Employee Engagement and
Impacts on organisational innovation; A Case Study of Burger King.”

Dear participant,

This is an academic research project which is based on the “Promotion of Positive Feelings, Job Satisfaction,
Employee Engagement and Impacts on organisational innovation; A Case Study of Burger King.” The
information of yours will be protected from the third parties.

Thank You

Socio-Demographic Profile of the survey

1. What is your gender?

 Male
 Female

2. How many years are you working for your organisation?

 1-5 Years
 6-10 Years
 More than 10 Years

Questionnaire
Close Ended Questions: Please mark the correct answer,

1. In Burger King, employees are engaged in decision-making, performance and activity.

 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly Disagree

2. The fair salary and opportunities are available for the employees in Burger King.

 Strongly Agree

26
  Agree
 Neutral
 Disagree
 Strongly Disagree

3. The workplace environment is supportive for the employee’s innovative performance.

 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly Disagree

4. Burger King has ensured that their innovation encourages the employees to participate
more.

 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly Disagree

5. The culture of Burger King supports employee engagement and innovation.

 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly Disagree

27
Responses

Questions Strongly Agree Neutral Disagre Strongly

Agree e disagree
1. In Burger King, employees are 56 12 10 15 7
engaged in decision-making,
performance and activity.
2. The fair salary and opportunities are 63 10 5 13 9
available for the employees in Burger
King.
3. The workplace environment is 70 15 7 8 0
supportive for the employee’s
innovative performance.
4. Burger King has ensured that their 65 19 4 10 2
innovation encourages the employees
to participate more.
5. The culture of Burger King supports 53 15 8 12 12
employee engagement and innovation.

28