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Contemporary Business Issue, Research Aim, Research Objectives, and Research Questions

Research Background and Business Problem

It is noteworthy that the Luxury Goods Industry, as part of the worldwide economy’s sector, focuses vigorously on the product quality and performance. To improve workforce performance, the luxury goods businesses thrive to surge their human capital via refining the level of engagement (Shashi et al. 2021). Employee engagement is a crucial aspect of modern business management that plays a significant role in determining the success of organisations. It is specified as empowering workers to their job roles and enabling workers to completely express them physically, rationally, and emotionally during role performance (Chanana and Sangeeta 2021). With respect to CARTIER Company from the luxury goods market, it is found that employee disengagement has become a serious problem (Andrade 2022). Despite the growing recognition of the relevance of employee engagement, there exists restricted research on the impact of employee engagement on the corporate performance of Cartier Company.

Importance of Research

Employee engagement has been shown to have an important impression on an organisation's productivity, profitability, and overall success. Every business needs to certify that their workers are completely engaged to attain their intended level of performance. It is said that the influence of worker disengagement is seen with reduced productivity and decline in workforce gratification. Moreover, the disengaged workers are more likely to be absent, less fruitful, and might lead to an unfavourable workplace environment. Therefore, companies must prioritise worker engagement practices to refine overall performance and success (Shrestha 2019).

Research Aims and Objectives

The primary aim of this study is to determine the influence of employee engagement on the organisational performance with regards to CARTIER Company. The fulfilment of this aim will be achieved by the following research objectives:

  1. To recognize the impacts which add to the employee engagement in Cartier Company in the Luxury Goods Industry of the UK.
  2. To assess the association amongst employee engagement and numerous factors of corporate performance like workforce turnover, productivity, and customer satisfaction.
  3. To determine the ideal practices and approaches which Cartier Company can adopt to refine employee engagement and stimulate superior corporate performance.

Research Questions

The research questions are as follows:

  1. What are the impacts which add to the employee engagement in Cartier Company in the Luxury Goods Industry of the UK?
  2. What is the association amongst employee engagement and numerous factors of corporate performance like workforce turnover, productivity, and customer satisfaction?
  3. Which ideal practices and approaches Cartier Company can adopt to refine employee engagement and stimulate superior corporate performance?

Literature Review

Overview of Employee Engagement

According to a study by Sun and Bunchapattanasakda (2019) employee engagement is defined as the constructive outlook held by the worker to the company and its value. It is found by this study that an engaged worker is aware of the corporate setting, and works with peers to refine efficiency within the work for the advantage of the company. It is said that the company should work to establish and nurture engagement that needs a two-way relation between worker and employer. Another scholar Saks (2019) stated that in the modern corporate setting, employee engagement is at the front of various companies since it provides adequate benefits to them and facilitates them to survive in such a competitive market. Furthermore, scholar Rasool et al. (2021) opines that employee engagement means a situation of a worker who feels engaged, dedicated, passionate and empowered and reflects such feelings in workplace behaviours. It is henceforth the degree of dedication and engagement a worker has to their company and its values. It is stated that the worker engagement is deemed as standard which figures out the relation of an individual with the company. Employees who are actively engaged are willing to devote themselves to their work to deliver outcomes for their company. In contrast, disengaged workers are perpetually alienated from their work responsibilities and the firm, which results in a sort of corporate regression. 

Organisational Performance

As per study by Kurdi and Alshurideh (2020), organisational performance is deemed as multi-dimensional theory and is deemed a vital area of corporate leadership. It is so since constant improvement depends on the capability to assess the company’s performance continually. It has been stated that companies risk threatening forthcoming corporate performance, by overfocusing financial performance at the expense of entire strategic performance. Corporate performance is found to be associated with employee performance. It is stated that employee performance is defined as the efficiency and efficacy with which the worker does his job roles and attains definite goals.

Employee Engagement Influence on Organisational Performance

As per the findings by Riyanto et al. (2021), it is said that worker’s know-how of how suitably a business’s resources are being managed possess a favourable influence on engagement. It is found that there exists a robust relation between efficiency and engagement. Workers’ know-how of a company’s productivity levels further possess a constructive influence on engagement. Another scholar Djoemadi et al. (2019) asserted that worker engagement relies on four major situations at the workplace including company’s culture, purposeful measures, corporate performance, and constant increase of people-oriented policies. It is also found that workers must possess the feeling that they have the correct type of physical, rational, and sentimental assets to do their roles at optimal level. A company is needed to know how to project and converse the victory stories of the company to the workers. Therefore, it is found that workers are capable to associate their individual performances with the victory and comprehend how their efficiency has a direct influence on the company’s performance entirely. It leads to improved worker engagement. It is found by Braganza et al. (2021) that higher engagement level can contribute to greater financial efficiency, greater productivity, greater client gratification, and reduced employee turnover.

Corporate Outcomes of Employee Engagement

It has been explored by Alshaabani et al. (2021) that employee engagement is deemed a crucial part of the company’s success. Engagement is found to lead to corporate citizenship by nurturing a social and psychological setting that engaged workers are more probable to engage in actions associated with corporate citizenship behaviours. The influence of engagement or disengagement might exhibit it through performance, and corporate productivity, consequences for business’s clients, worker retention rates, and corporate culture. According to study by Labrague et al. (2020), motivated workers typically experience higher levels of job satisfaction, reduced absenteeism and turnover, and increased productivity. Additionally, enhanced customer satisfaction, more innovation, and improved financial performance have all been related to higher levels of employee engagement. It is stated by Uddin et al. (2019) that appropriate worker engagement might assist in curing greater profitability and productivity. It possesses the capability for the chances that companies with development and profit increases bring about an extremely involved worker. With the profits surge, the strength for pay also surges that is probable to elicit a favourable feeling in workers and might hence surge their feeling of attachment to the company. The workers who are contended in their work are more probable to develop trustworthy clients. It is said that engaged workers incline to possess a superior understanding of how to fulfil client desires and it further inclines to be superior in companies wherein the workers are involved.

Research Design and Methodology

Research Philosophy and Approach

In this study, the scholar will choose the positivism research philosophy and inferences will be drawn via logical reasoning that entail development of hypothesis from the current literature associating to the variables in the model. It is said that the current knowledge will then be subjected to empirical scanning by gathering quantitative data by method of survey questionnaire provided to participants. The deductive approach will be employed for this study. This approach will test the validity of the assumptions which the research gives. Moreover, this approach will enable for objectivity, predictability and might facilitate the outcomes to be generalised back to the Cartier Company population (Park et al. 2020).

Research Strategy

There are two major strategies namely qualitative and quantitative. The scholar, for this study, will choose quantitative research strategy since this approach is best for research where the study questions revolve around variable relations and when there is a wider population of interest. The findings by quantitative research can be of higher quality as such as study is statistically assessed for validity and reliability. However, this strategy cannot be able to find novel information as can be found by qualitative research. (Ahmad et al. 2019).

Data Collection Method

The data for the purpose of this study will be gathered using both primary and secondary sources. The primary data will be collected using an online survey questionnaire method. The survey is chosen since it is a time-effective and cost-effective technique to get responses for a study. The survey data might offer a wider understanding of the levels of worker engagement and performance in the Cartier Company being studied. Nevertheless, this technique might not offer perception into the causes behind the findings. The secondary data will be collected using the sources such as peer-reviewed journal articles; books; magazines; industry reports; government reports; and more (Creswell and Hirose 2019).

Sample and Sampling Technique

Sampling means a procedure to choose a sample of a population of interest for motives for making observations and conclusions about that population. The population of this research will consist of entire workforces of Cartier Company in the UK. The sample size chosen for this study will be 50 workforces of the Cartier Company. There exist two types of sampling namely probability and nonprobability sampling methods. In this study, the convenience sampling technique of non-probability sampling will be employed. It is chosen since there is no means to figure out the sample attributes which might be needed to provide a representative sample (Stratton 2021).

3.5. Data Analysis Method

The initial step of evaluating the collected data will involve determination of validity and reliability of the survey questionnaire. In this study, the proposed data analysis method will be the use of descriptive statistics and the use of MS Excel software and SPSS software. The findings will be presented using the frequency distribution tables and charts. Frequency distribution tables will be used to investigate the categorical items employed to gather data on demographics, and other information. Therefore, data analysis in this study will be performed by the SPSS analysis method to recognize the degree of prediction made by numerous forces that will be recognized on employee engagement and organisational performance (Abu-Bader 2021).

Expected Outcomes

This study will provide information that management and other workforces in the Cartier Company can use to refine workforce engagement and possibly improve worker and organisational performance. Moreover, this research will assist the company to change its corporate policies and managerial practices to surge workforce engagement and refine individual workforce performance. Moreover, the study might be utilised to refine the workforce experience and lessen turnover intentions, making it simpler for Cartier business to retain strategic workers. The expected outcome is that this research will notify Cartier management and other companies that to refine corporate productivity, one of the vital emphasis aspects must be certifying that workers are engaged. Moreover, it will help the management of the chosen business and others to handle a varied competitive edge and to lead an involved workforce which might be sustainable to be capable of better dealing with corporate change and challenges in the forthcoming. The findings of this research will offer valued opinions for the company on how to surge employee engagement and refine performance. The findings also notify policymakers on how to advocate the company to endorse employee engagement that can hence contribute to a more fruitful and successful corporate environment.

Project Plan

 

Week 1

Week 2

Week 3

Week 4-5

Week 6

Introduction

 

 

 

 

 

Literature Review

 

 

 

 

 

Research Methodology

 

 

 

 

 

Data Analysis

 

 

 

 

 

Conclusion

 

 

 

 

 

References

Abu-Bader, S.H., 2021. Using statistical methods in social science research: With a complete SPSS guide . Oxford University Press, USA.

Ahmad, S., Wasim, S., Irfan, S., Gogoi, S., Srivastava, A. and Farheen, Z., 2019. Qualitative v/s. quantitative research-A summarised review. population , 1 (2).

Al Shaibani, A., Naz, F., Magda, R. and Rudnák, I., 2021. Impact of perceived organisational support on OCB in the time of COVID-19 pandemic in Hungary: employee engagement and affective commitment as mediators. Sustainability , 13 (14), p.7800.

Andrade, L.A.D.C.F.D., 2022. Developing the sales potential of cartier in Portugal: which communication strategy should be implemented by cartier to attract Millennials & Gen Z (Doctoral dissertation).

Braganza, A., Chen, W., Canhoto, A. and Sap, S., 2021. Productive employment and decent work: The impact of AI adoption on psychological contracts, job engagement and employee trust. Journal of business research , 131 , pp.485-494.

Chanana, N. and Sangeeta, 2021. Employee engagement practices during COVID‐19 lockdown. Journal of public affairs , 21 (4), p.e2508.

Creswell, J.W. and Hirose, M., 2019. Mixed methods and survey research in family medicine and community health. Family medicine and community health , 7 (2).

Djoemadi, F.R., Setiawan, M., Noermijati, N. and Irawanto, D.W., 2019. The effect of work satisfaction on employee engagement. Polish Journal of Management Studies , 19 .

Kurdi, B. and Alshurideh, M., 2020. Employee retention and organisational performance: Evidence from banking industry. Management Science Letters , 10 (16), pp.3981-3990.

Labrague, L.J., Nwafor, C.E. and Tsaras, K., 2020. Influence of toxic and transformational leadership practices on nurses' job satisfaction, job stress, absenteeism and turnover intention: A cross‐sectional study. Journal of Nursing Management , 28 (5), pp.1104-1113.

Park, Y.S., Konge, L. and Artino Jr, A.R., 2020. The positivism paradigm of research. Academic medicine , 95 (5), pp.690-694.

Rasool, S.F., Wang, M., Tang, M., Saeed, A. and Iqbal, J., 2021. How a toxic workplace environment affects employee engagement: The mediating role of organisational support and employee wellbeing. International journal of environmental research and public health , 18 (5), p.2294.

Riyanto, S., Endri, E. and Herlisha, N., 2021. Effect of work motivation and job satisfaction on employee performance: Mediating role of employee engagement. Problems and Perspectives in Management , 19 (3), p.162.

Saks, A.M., 2019. Antecedents and consequences of employee engagement revisited. Journal of Organisational Effectiveness: People and Performance , 6 (1), pp.19-38.

Shashi, Centobelli, P., Cerchione, R. and Mittal, A., 2021. Managing sustainability in the luxury industry to pursue circular economy strategies. Business Strategy and the Environment , 30 (1), pp.432-462.

Shrestha, R., 2019. Employee engagement and organisational performance of public enterprises in Nepal. International Research Journal of Management Science , 4 (1), pp.118-138.

Stratton, S.J., 2021. Population research: convenience sampling strategies. Prehospital and disaster Medicine , 36 (4), pp.373-374.

Sun, L. and Bunchapattanasakda, C., 2019. Employee engagement: A literature review. International Journal of Human Resource Studies , 9 (1), pp.63-80.

Uddin, M.A., Mahmood, M. and Fan, L., 2019. Why does individual employee engagement matter for team performance? Mediating effects of employee commitment and organisational citizenship behaviour. Team Performance Management: An International Journal , 25 (1/2), pp.47-68.

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