Title : The Effect of employee stock ownership plans

on employee engagement: a case study on Mid-Size

Accounting Firms in San Diego
Literature review :
1. ESOP and ESOP acquisitions
(Sauser, 2009): Employee owners can also contribute greatly to productivity and
performance, enabling ESOPs to maintain equality and solidarity among their employees
owners
Blasi, Freeman, and Kruse (2013) report that ordinary citizens becoming stakeholders in
companies improves productivity and that democracy can be further enhanced by employee
ownership. This shared vision of ownership brings economic rewarding power to the middle
class (Blasi et al., 2013).
ESOPs and cooperatives have been examined after the economic crisis of 2008. The
conventional corporation may not always provide the best organizational structure, and the
pendulum of society may have leaned too far in that one direction. Bartram (2012) promotes
government intervention to increase employee ownership firms as a preferred model for
business structure in order to introduce a new form of caring capitalism. He states that
bonuses from giant boardrooms have created the capitalism crisis and that the global
economy requires more ESOP financial models that are creative to increase their capital
(Bartram, 2012).
Marshall (2005) writes an article about Corey Rosen’s book entitled, Equity: Why Employee
Ownership is Good for Business, which states that a company can benefit extraordinarily by
implementing employee owners as true partners and full participants in the decision-making
processes and that this participatory engagement can be the cornerstone of a powerful,
effective role for management. His research concludes that permitting employee owners to
obtain a vital stake in the company is good for all stakeholders over the long term (Marshall,
2005)
According to Dravis (2009), companies can complete corporate acquisitions in exchange
for debt or equity rather than cash and an acquirer that already has an established ESOP
may be the best candidate to implement this strategy. He further states that an acquisition
may assist with timing or demographics and if a buyer has created a focus in one area
effective enough to support a larger organization, an acquisition may be successful for
defensive growth as a mechanism to avoid becoming a target for an acquisition themselves
(Dravis, 2009).
2. Organizational Behaviors
Koster (2014) reports that when social exchanges and policies and procedures between
organizations and employees, are focused on shared goals, this leads to cooperative
behavior, which builds successful teams, and creates organizational stability. He further
states that as employees work together, reward systems that focus on their performance can
be an incentive to deter inadequate work performance and support organizational solidarity.
According to Mahon, Taylor, and Boyatzis (2014), when employees perceive that their own
personal vision for their employment position aligns with the organizational goals, and if they
feel supported and positive about the company, they will become more engaged as an active
member of the organization.
3. Strategic planning
4. Ethical values
Questions :
According to (Cromlish, 2017) “EMPOWERING THE 99%...ONE ESOP AT A TIME! A
MIXED METHODS NATIONAL STUDY OF ACQUISITIONS BY EMPLOYEE-OWNED
COMPANIES (ESOPs)”

Patton’s six types of questions offer a framework for shaping your

inquiries:

1. Behavior or Experience: Explore participants’ actions

and experiences.
2. Opinion or Belief: Probe participants’ beliefs, attitudes,
and opinions.
3. Feelings: Delve into the emotional aspects of
participants’ experiences.
4. Knowledge: Assess participants’ understanding and
awareness of a topic.
5. Sensory: Investigate how participants perceive and
interact with their environment.
6. Background or Demographic: Collect information about
participants’ personal characteristics and histories.
For example :

According to (Kaviya, 2022) “THE EFFECT OF EMPLOYEE STOCK OWNERSHIP PLANS ON

EMPLOYEE ENGAGEMENT: A CASE STUDY OF EQUITY BANK IN NAIROBI COUNTY”

1. Effect of financial incentives on employee engagement

2. The effect of training and educating employees on ESOP on employee engagement
3. Management’s Commitment on implementation of Employee Stock Ownership Plans
Use a 5 Likert Scale

Population

The study population according to (Chaudhury, 2010) can be classified in terms of location,
a particular age group, sex, or occupation.

Sampling Technique

(A.G. Mugenda, 2013) states that a sampling frame is a list of all items from which a
representative sample will be drawn for the purpose of research.

or

we can ask all of the population.

DISADVANTAGES OF ESOPS Despite the positive impacts of the ESOP management

structures and organizational behavior strategies, there are some disadvantages to
operating an ESOP as
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