The fit between the employee engagement level and corporate culture in company
Student: Shevchenko Angelina
Supervisor: Tatyana Lobanova
Faculty: Faculty of Management
Educational Programme: Bachelor
Year of Graduation: 2014
<p style="margin-left:14.2pt;">The thesis is dedicated to employee engagement as a crucial characteristic of personnel, and also to an important organizational component as corporate culture, and fit between them.</p><p style="margin-left:14.2pt;">The phenomenon of the employee engagement as the key factor of the personnel effectiveness becomes more and more sufficient in companies in the current period. If employees are engaged in their activity, they have high productivity, which influences positively their results and the quality of work. Therefore, managers should make efforts in order to achieve and maintain the high employee engagement level. Corporate culture - is the style of running business, and at the same time the mix of behaviors of company’s staff. To bring the real corporate culture closer to the desired one, and to get efficient staff, it is a must to increase the employee engagement level o and change organizational factors.</p><p style="margin-left:14.2pt;"><em>The purpose</em> of the thesis was to determine the dependence between the employee engagement level and the discrepancy between real and desired types of corporate culture in the company X and to give practical recommendations to managers in order to increase the level of employee engagement and accomplishment the desired corporate culture.</p><p style="margin-left:14.2pt;">According to the purpose of the research, the author had the following <em>objectives</em>:</p><p style="margin-left:14.2pt;">- A theoretical review of the scientific literature on the topic of engagement and corporate culture</p><p style="margin-left:14.2pt;">-Measurement of employee engagement level in the company X</p><p style="margin-left:14.2pt;"> -Identification of the real and the desired type of corporate culture based on the vision of top-manager and functional managers</p><p style="margin-left:14.2pt;">- Collection of the results of the survey, their systematization and analysis</p><p style="margin-left:14.2pt;">- Identification of factors, which have the strongest impact on the employee engagement level</p><p style="margin-left:14.2pt;">- Identification of the discrepancy between the real and the desired type of corporate culture</p><p style="margin-left:14.2pt;">-Identification of the correlation the employee engagement level and the discrepancy between real and desired types of corporate culture</p><p style="margin-left:14.2pt;">-Development of a system of measures to increase the employee engagement level and achieve the desired type of corporate culture in the company X</p><p style="margin-left:14.2pt;">Several instruments have been used to conduct a survey. It was used anonymous questionnaire in order to identify the employee engagement level. The questionnaire was composed from statements, which reflect factors influencing the employee engagement.</p><p style="margin-left:14.2pt;"> OCAI – instrument of Cameron and Quinn was used to identify the real and desired types of corporate culture. OCAI questionnaires were filled by top manager and by functional managers. This instrument was chosen because it clearly reflects the discrepancy between the real and desired corporate culture according to vision of managers.</p><p style="margin-left:14.2pt;">To identify the dependence between engagement and the inconsistency of the corporate culture the correlation of two variables was made: the employee engagement level in each of the departments, and the discrepancy between the desired and the real type of culture of managers.</p><p style="margin-left:14.2pt;">It was found out, that the employee engagement level and inconsistency of the real and desired corporate culture has inverse relation, in other words, the higher the employee engagement level is, the more managers are satisfied with the real corporate culture of company. Also it was proved, that the as employee engagement level is high, than real corporate culture fits the strategic goals of company.</p><p style="margin-left:14.2pt;">Knowing these dependencies, managers of the company may increase the employee engagement level by influencing factors, affecting it and in this case influencing corporate culture, shifting it towards the most appropriate type for organization.</p>
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