Practices And Challenges Of Employee Engagement The Case Of Multichoice Ethiopia Limited

Employee engagement is a popular term among HR management professionals and academics alike. Research after research is done to establish why engagement should be on top of every executive’s agenda. This study aims at shading some light into employee engagement practices and challenges in MultiChoice Ethiopia Limited – a company that is engaged in the service industry whereby the result of having engaged employees is of paramount importance. The study was conducted using a mix of quantitative and qualitative methods. A census of 35 employees was made through a self-administered questionnaire, followed by focus group discussions in separate groups for employees, supervisor and managers. The major findings of the study are 58.4% of MultiChoice Ethiopia’s employees are engaged with a mean of 3.54 overall engagement levels on the Gallup Q12 questionnaire (Gallup, 2014). Among the engagement drivers classified as basic needs, management support, team work and growth, only management support has been found to have a statistically significant impact on employee engagement. The main conclusions of the study are that current engagement level is slightly higher than neutral level and the proportion of employees who are engaged are significantly lower than those who indicated that they were engaged in 2013. It has also been established that management support is the dominant driver for employee engagement

Get Full Work

Report copyright infringement or plagiarism