Compare the core components of TWO approaches to employee engagement and recommend which approach should be adopted by your chosen organisation.

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Compare the core components of TWO approaches to employee engagement and recommend which approach should be adopted by your chosen organisation.
Use examples to support your answer.
Points to note:
Command word is compare – suggest to discuss similarities. However, in this case, also consider differences.
Topic – approaches to employee engagement
Word count – 800 words
Read Chapter 5
Paragraph 1 (2 citations, 140 words)
Introduce the two broad approaches to employee engagement – Mc Leod (2009) – transactional engagement and transformational engagement – use a citation. In transactional engagement , employees meet the minimum standards of the job and the employer. In transformational engagement, employees go beyond what they are duty bound to do. They demonstrate, physical, cognitive and emotional engagement – citation. Page 10.
Outline how they are different – use a citation.
Discuss the effects of transactional engagement on a business eg. achieve business goals in an unsustainable manner in the short term rather than the long term.
Discuss the effects of transformational engagement on a business eg. consistently achieve business goals as a normal part of working.
Suggest that both types of engagement will be compared using the following core components:
Similarities between each type of engagement
Reactive versus proactive
Examples of engagement activities
Frequency of activities
Alignment to business strategy
Ownership of the process
State the purpose of the report which is to compare both types of engagement and make an informed decision on the most preferrable approach for the selected company.
Paragraph 2 (2 citations, 225 words, discuss the differences in the core components between the two)
Introduce that there are differences in the core components between transactional and transformational engagement.
Explain some of these differences which include:
Transactional E is reactive where transformational E is proactive. Use an example to support eg. employee feedback is only captured for major business challenges versus capturing employee feedback regularly in a shared decision making model with management
Transactional E occurs in response to a staff survey whereas transformational E is habitually, occurring regularly. Use an example to support. Eg. In transformational, leaders regularly seek employee feedback on company actions.
Transactional E not aligned to a company business strategy whereas transformational E seeks to engaged staff towards business outcome. Use an example to support eg. In transformational E, the HR strategy of the firm is based on engaging staff at all levels using strategies which appeal to their motivational drivers(pay, autonomy, empowerment, training) to demonstrate behaviours toward business goals.
Discuss the impact of these two types of engagement on business outcomes eg. Transactional E of staff to business goals is short lived and temporary whereas transformation E is permanent and geared towards meeting business outcomes through employee engagement as a cultural way of working. In these firms, management and staff learn together, are highly engaged by the company vision which results in the company reacting to market changes quickly.
Paragraph 2 (2 citations, 175 words, discuss the similarities between the two types of engagement)
Introduce that despite the differences in each type of engagement, there are some subtle similarities between both
Explain these similarities which may include:
both types of engagement involve management and staff working toward a shared purpose where each party benefits
both types involves using strategies to appeal to the motivational drivers which stimulate employee behaviours toward business performance eg. pay, promotion, training, job security etc.
Use examples to support each similarity in your company.
Paragraph 3 (2 citations, recommended which type of engagement you will use and justify)
Clearly state the type of engagement which should be used by your company eg. consider transformational engagement over transactional engagement.
Some possible reasons for transformational over transactional engagement include:
Transformational engagement creates a vision and inspires subordinates to strive beyond required expectations, whereas transactional leadership focuses more on extrinsic motivation for the performance of job tasks
Transformational engagement is permanent whereas transactional engagement is temporary.
Results in a positive work culture between management and staff in responding to change whereas with transactional engagement the engagement culture is determined by the type and volume of rewards. If the employer is unable to provide, staff will not be engaged.
The business effects of engagement are not short lived as with transactional engagement
The collaboration, shared learning between management and staff and the leader inspired employee efficacy helps the business to respond to market changes faster than transactional engagement. With transactional, staff will need incentives or even punishment for engagement compliance which is not sustainable for the company.
With transformational engagement staff are more proactive in business problem solving whereas with transactional engagement staff is reactive to business problems solving
For example, for reason 1.1, explain how it works and use an example of how it could be deployed in your company. Then discuss the impact on business performance. For example, leaders engaging staff to create a shared company vision which can generate their commitment. In the process, leaders can support staff in the achievement of their own goals eg Career development, training opportunities. On the other hand, if transactional engagement is used, employees can revert to their old ways of working once the reward or incentive is no longer provided. In this regard, such engagement is temporary and would contribute meaningfully toward business performance.
For example, for reason 1.5, managers willingness to learn, grow and experiment with staff, take risks in the learning process and influence staff to extend their talent potential can help the business be more agile to market changes unlike transactional engagement where staff input is only in response to rewards or punishment used by management. In transactional engagement, staff seeks their own interests rather than the employer’s interest and as such does not form part of the business strategy to achieve business goals.
Paragraph 4 (2 citations, 150 words, discuss 2 more reasons)
Discuss two more reasons from above why transformational engagement is preferred to transactional engagement
For each reason, explain how it will work, using a likely example of how it will work in your company.
Discuss the impact of the example used on business performance.
Paragraph 5 (130 words)
Summarise the two approaches to employee engagement and their benefits
Introduce that whilst transformational engagement is beneficial, transactional engagement should not be replaced by transformational engagement as there are situations where transaction engagement is advantageous. Give one example of such a situation eg. employee indiscipline or low performance. Threat of suspension or dismissal can lead to corrective actions.
As a result, make a recommendation that both approaches to engagement should be practiced based on particular factors such as company’ culture , leadership style and talent and motivation of the workplace.
General Introduction guidance (1 paragraph, 180 words, 2 citations)
Define employee engagement – citation from the guide
Outline the benefits of employee engagement to the employee- citation from the guide
Outline the benefits of employee engagement to the selected company – citation from the guide
Identify the broad purposes of the report and the intended audience of the report.
Outline the main theme in each question.
Make a judgment on why the company should seek to engage staff in the above mentioned areas.
Outline a structure of the report to follow- the structure follows the task requirements in examining the extent of staff engagement at the company with recommendations advanced to the Board of Directors in improving employee engagement towards business outcomes such as sales, profits, customer service and competitive advantage in the workplace.
General conclusion guidance (180 words):
Summarise the extent to which current management strategies are influencing levels of employee engagement in the business.
Suggest whilst staff are engaged, more can be done to drive staff engagement towards business goals
Make 3-4 recommendations in your role as board consultant to improve employee engagement at the company and their possible effects. Recommendations can be in bullet format.
Resources:
READ: https://www.floridatechonline.com/blog/psychology/the-difference-between-transactional-and-transformational-leadership/#:~:text=Transactional%20leadership%20is%20primarily%20based,coordination%2C%20communication%2C%20and%20cooperation.
See attached file
WATCH: https://youtu.be/3rmttW99KDY

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