Browsing by Subject "Employee Engagement"
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Item Restricted An Exploration of Ethnic Diversity in a Logistics Company from an Employee and Manager Perspective(2023) Yamiko Hyson Phiri; Hynes, Jennifer; Villegas, Erick Behar; Faculty of Business Administration; Berlin International University of Applied SciencesAI-GENERATED ABSTRACT: Abstract: This study investigates the significance of ethnic diversity in a logistics organization from the perspectives of both employees and management. The study's goal is to learn how organizations perceive and manage ethnic diversity in the workplace, as well as how it affects workplace culture and performance. The study looks into the perspectives and experiences of employees and managers in a logistics company, with an emphasis on the impact of diversity on collaboration, innovation, and job happiness. Data was acquired from a single firm office location using a case study approach. The findings highlight the significance of diverse leadership representation as well as the necessity for increased awareness and training activities. The study emphasizes the need of accepting diversity for better decision-making, problem-solving, and financial performance. The study concludes with recommendations for how the organization might build an inclusive work environment that maximizes the potential of a diverse staff. The study's value lies in providing organizations wanting to exploit ethnic diversity for improved performance and an inclusive workplace culture with practical insights and assistance. Keywords: Ethnic diversity, racial diversity, Collaboration, Cross-cultural communication, Inclusion, Diversity training, Leadership commitment, Innovation, Talent attraction, Employee engagement, Inclusive practicesItem Restricted Exploring How Relationship With Managers and Perceived Utility of Human Resource Development (HRD) Affects Employee Engagement : a Case Study in a Berlin-based Company in the Sustainability Sector(2023) Nuradillah Binte Mohd Zin; Hynes, Jennifer; Wood, Daniel; Faculty of Business Administration; Berlin International University of Applied SciencesAI-GENERATED ABSTRACT: Abstract This thesis approaches managerial skills, career development and learning opportunities as factors influencing employee engagement using a mixed method approach on a case study company based in Berlin and operating within the sustainability sector. Three underlying frameworks, Job Characteristic Model, Job Demands-Resources model and Kahn's definition of Employee Engagement, were used to inform on ways to evoke higher levels of employee engagement. Quantitative scales used were based on Utrecht Work Engagement Scale (UWES) and Questionnaire on the Experience and Evaluation of Work (QEEW) with two open-ended questions for the qualitative analysis that drives understanding of the numerical results computed. Quantitative findings have found strong and significant correlations between the variable factors and employee engagement. Qualitative analysis has largely supported the findings and shed light on contradictions found. With better understanding of the interactions, this thesis seeks to offer suggestions on boosting employee engagement levels through the factor variables explored. Keywords: employee engagement, managerial skills, career development, learning opportunities, sustainability, Job Characteristic Model, Job Demands-Resources model, Utrecht Work Engagement Scale, qualitative analysis, quantitative findingsItem Restricted Green Is the New Gold : Does Environmental Sustainability Boots Employee Retention(2023) Fábio André Coelho De Almeida; Glarou, Despoina; Hynes, Jennifer; Faculty of Business Administration; Berlin International University of Applied SciencesAI-GENERATED ABSTRACT: Abstract: This thesis examines the relationships between Glassdoor ratings, employee recommendations, and measures of environmental responsibility and sustainability practices within companies. The study utilizes data from various companies to analyze these connections and provide valuable insights into the complex nature of company performance evaluation. The findings reveal a strong positive correlation between Glassdoor ratings and employee recommendations, indicating that higher Glassdoor ratings are associated with a greater likelihood of employees recommending their employer to others. This highlights the significance of fostering a positive work environment that promotes employee satisfaction and advocacy. However, the analysis also reveals that Glassdoor ratings do not significantly correlate with measures of environmental responsibility as assessed by the CDP (Carbon Disclosure Project) or sustainability practices evaluated by Sustainalytics. This suggests that employee perceptions and satisfaction may not directly reflect or strongly influence a company's environmental efforts. Other factors such as compensation, work-life balance, and opportunities for professional growth might impact employee evaluations. The research underscores the multidimensional nature of evaluating company performance and sustainability practices. While employee satisfaction is essential, decision-makers and stakeholders must consider a comprehensive approach incorporating multiple metrics and perspectives beyond employee feedback alone. This is crucial for accurately evaluating a company's alignment with environmental and social aims. The small sample size, potential biases in the data sources, the correlational character of the analysis, and the omission of other factors affecting employee satisfaction are some of the study's drawbacks. Future research should overcome these constraints to increase our understanding of the intricate connections between employee satisfaction, business success, and sustainable practices. Keywords: Glassdoor, employee retention, employee engagement, environmental responsibility, company performance evaluation, CDP, Sustainalytics