Perceived Relationship Between Employee Engagement and Employee Performance at East African Portland Cement Company Limited
Abstract
High performing organizations have remained focused on employee feedback and as a
result, have achieved significant business results through enhanced levels of employee
engagement. Attractive and competitive organizations constantly work towards increasing
the value of their human resource (Guillory, 2000). The study sought to establish the
perceived relationship between employees engagement and employees performance. The
study aimed to achieve the following objectives; To determine the level of employees
engagement, to identify the factors that contribute to employee engagement and to
determine the perceived relationship between employee engagement and employees
performance at East African Portland Cement Company Limited. The population of the
study were the employees of the East African Portland Cement Company Limited, where
a sample size of 260 respondents were targeted. The data was sorted, coded and analysed
using SPSS. The study findings revealed that employees’ coworkers are committed to
doing quality work, that they were proud of the work that they performed and that they
continue working for very long period at a time. Further, employees know what is
expected of them and have the materials and equipment that they need in order to do their
work right. The mission or purpose of their company makes them feel that their job is
important. The retention rate at EAPCC seems to be very high, an indication of an
engaged workforce. The study concludes that employees need the right materials and
equipment in order to do their work right and they also need to have the opportunity to do
what they do best every day. The study further concludes that the mission and purpose of
an organization determines how employees perceive the importance of their jobs. Though
the level of employee engagement at EAPCC is above average, managers have a scope to
engage in positive management actions to raise engagement levels. The study
recommends that organizations should device ways to identify all categories of their
employees; engaged, non-engaged and actively disengaged and appropriate efforts be
devised to bring to task the disengaged employees. It further recommends that
organizations should ensure employees engagement through emotional commitment to
the organization is enhanced. This can be achieved through job involvement and
enhancement of job satisfaction.
Citation
Degree for Master of Business Administration,2014Publisher
University Of Nairobi