Factors Contributing to Effective Employee Engagement: A Case Study of Mobile Telecommunications Network (MTN) Ghana
Adjovu, Samuel Narh (2014) Factors Contributing to Effective Employee Engagement: A Case Study of Mobile Telecommunications Network (MTN) Ghana. [Dissertation (University of Nottingham only)] (Unpublished)
One of the top emerging information brokers in the world is telecommunication industry. The appearances of green technologies as well as the state-of-the- art services as a result have drastically infused alterations into the era. In order to fly at pal with the increasing demands of information, the giants of telecommunication have magnified the dimensions of infrastructure investment in repeated succession. The quest to maintain competitive advantage and increase profitability which remains the lifeline of every successful business has called the shot for massive human resource capital. Managing multitudes of workers; MTN Ghana requires pragmatic tools to navigate the hurdle of employee attrition which is the current challenge confronting business organizations even in the global sphere. Employee engagement is a term coined to explain the emotional commitment between employees and the organizations they work for. This commitment level is influenced by several factors but the more potent among them include: Work Environment, HRM Practices, Employee-Supervisor Relationship, Job Satisfaction, and Organizational Culture. Though all these factors have their unique contributions towards effective employee engagement, they are largely interrelated and must be examined concurrently in order to gain the expected results. The vision and mission statement of the company must acculturate the principle that creates room for monitoring and evaluation that projects a holistic comprehension of each variable as correlated to the state of engagement in the company. The relevant literature review however, revealed that employee engagement practices are location sensitive and transfer of strategies must be done void of rigidity. The concept of ‘mutuality’ is essential in the implementation of employee engagement techniques, hence the need for active involvement of employees in each step, phase and stage of the entire process. When the workforce is left in the dark, without sufficient update in order to be soaked in the team-spirit of the organization, it might inevitably result in worker apathy which retards the zeal of engagement. In view of these, the objective of this research is to examine the factors contributing to effective employee engagement at MTN Ghana. The findings of the research revealed that the engagement strategies in current execution by the company are in good shape and very responsive. However, an ascending rating of the engagement factors in terms of their influence on engagement effectiveness as indicated by the responses of the research participants unveiled the ‘Work Environment’ as having the least relationship with the dependent variable. The interview analysis spontaneously touched on a causal link rooted in the electric power inconsistency which is a confronting challenge not only to MTN Ghana but as national hurdle. It is however, suggested that the company takes pragmatic steps to find both short and long-term interventions to address this eminent need. When this challenge is tackled is a more proactive manner coupled with the sustainability of current frequency of operation, it is more that obvious that they will continue to be the standard for their competitors and remain the ‘African Pride’ in telecommunication industry.
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