This undertaking analyses employee battle within the organisation of XYZ Ltd where the writer works for. XYZ is a leader in the FMCG industry in Sri Lanka with an aim of duplicating its concern by twelvemonth 2015. Currently XYZ has to cover with hapless employee battle which has resulted in low degree of growing and public presentation. In order to accomplish this concern aim it is important to develop and keep an engaged employee base, because an engaged employee base would assist better organisational public presentation, profitableness and productiveness.
A Watson and Wyatt survey of 115 companies suggested that a company with extremely engaged employees achieve fiscal public presentation four times better than companies with hapless battle ( Kirby, 2010 ) . Therefore employee battle is a critical concern construct which needs to be carefully handled.
The undertaking will chiefly supply an in-depth reappraisal on two nucleus countries ; ab initio the study will critically analyse the current issue of employee battle within XYZ with appropriate literature and supply suited recommendations.
Then will concentrate on how to implement the proposed alterations and the adaptability of such alterations within XYZ.
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2. Definition of employee battle
Assorted academic research workers and practicians have derived legion positions on the definition of employee battle. Albrecht ( 2010, p.5 ) states that “ employee battle is a positive work related psychological province characterizes by a echt willingness to lend to organisational success ” .
Cook ( 2008, p.3 ) besides gives a much elaborate similar point of view mentioning that “ Employee battle is personified by the passion and energy, employees have to give of their best to the organisation to function the client. It is all about the willingness and ability of employees to give sustained discretional attempt to assist their organisation win ” .
Employee battle is merely about people keeping positive attitudes towards XYZ as a topographic point to work and moving in a positive manner. As discussed above although there are different constructs and definitions about employee battle XYZ defines employee battle as a mixture of pride, satisfaction, committedness and protagonism.
In XYZ ‘s point of position the employee should pull ego regard and bring forth an overall positive feeling by working for XYZ. The employee should besides be able to seldom believe about go forthing the workplace and besides have advocacy to urge XYZ as a topographic point to work.
3. Importance of Employee Engagement
The employee and the organisation may hold a different position on employee battle. There are two sides to this, it matters to XYZ ‘s concern and more significantly its employees.
3.1 Organizational Perspective
XYZ believes that higher degrees of employee battle are associated with better organisational public presentation, productiveness and invention. There is overpowering grounds for this relationship – non merely in academic research literature, but besides in XYZ ‘s ain internal research following the last Global people study in 2010.
Wyatt ( 2009, p. 4 ) confirms the above thought mentioning that “ Companies with extremely engaged employees find it easier to pull top endowment, bask higher degrees of employee productiveness and experience lower turnover. As a consequence these companies typically achieve better fiscal public presentation than others in the industry ” .
CIPD recognized the importance of employee battle in advancing the trade name and extenuating the hazards associated with hapless service degrees and quality of merchandises. Likewise a strong employer trade name will help to pull and retain employees.
XYZ was awarded 4th most well-thought-of house in Sri Lanka by LMD in the twelvemonth 2010. This accomplishment has revealed that XYZ is a good recognized trade name in Sri Lanka and that it needs to work towards keeping and bettering this place.
Therefore it is apparent that high employee battle will make a competitory advantage to the company as with a committed and motivated work force.
3.2 Employee Perspective
Employee battle besides has immense benefits for the employees itself. Employees at XYZ are able to maximise their psychological well being when they are engaged in work that provides positive emotional experiences.
This is besides confirmed by CIPD which states that “ When employers deliver on their committednesss they reinforce employees ‘ sense of equity and trust in the organisation and bring forth a positive psychological contract between employer and employee ” .
4. Reasons for Employee Disengagement
4.1 Ineffective Leadership
Effective leading is required to supply a clear way and give employees a line of sight between their occupation and vision. If the employees do non believe that the organisation does non populate up to its values and does non swear leading it will ensue in employee detachment.
Wallace and Trinka ( 2009, p.10 ) mentioned that “ Great leading engenders high degrees of battle that drive organisational public presentation ” . Molinaro & A ; Weiss identified working for an admired leader as cardinal driver for employee battle. They mentioned that “ organisation with strong web of admired leaders, create the conditions for high battle ” ( Molinari & A ; Weiss, 2004, p.2 ) .
The employees of XYZ feel that there is no transparence in communicating between line directors and subsidiaries. Most contractual employees are given promises by their line directors that they will be absorbed to the lasting cell, whereas most of them have non been made lasting and are forced to go forth the company after their contract period is over. By this act many employees feel de-motivated and lose trust and religion on the organisation and its leaders.
Cook 2008 P, 187 stated that a leader should take several critical actions to construct employee battle. “ Communicating a clear vision of the hereafter, constructing trust in the organisation, affecting employees in determination devising that will impact them, showing committedness to the company values and being seen to react to feedback ” are the actions she identified.
XYZ scored low per centum at the Global People Survey held in 2010 in the Leadership of XYZ dimension every bit good as Immediate director effectivity dimension compared to the overall planetary mark ( Refer Appendix 01 ) . Thus the study indicates that XYZ is far behind overall company criterion and needs to better these dimensions in order to heighten degrees of employee battle. This is chiefly due to line directors non taking clip to acknowledge and value subsidiaries work with their busy agenda as most of them work in the field off from the office.
Therefore it is apparent that effectual leading plays an of import function in obtaining employee battle within XYZ because without proper counsel, support, motive and inspiration from leaders employees will non recognize their full potency and a value.
4.2 Unsatisfactory degrees of employee wages and acknowledgment
Reward and acknowledgment plays a critical function in constructing an engaged employee base because employees need fiscal or non fiscal motivational factors. Cipher will set excess attempt towards accomplishing organisational aims if they are non compensated and recognized reasonably. The organisation needs to make a sense of belief in the head of the employee that they are recognized for the work they do.
Cook 2008 P, 160 mentioned that “ believing that you are reasonably rewarded and recognized for the sum of work and attempt that you put into a occupation is a cardinal driver of battle ” .
Barrow and Moseley ( 2005, p.159 ) mentioned “ Survey after study reveals that acknowledgment is one of the most critical factors in employee motive. Feeling valued is a critical factor in employee battle, and acknowledgment ” .
The GPS 2010 of XYZ illustrated that though the company values employee part, the employees feel that they have non been rewarded or recognized sufficiently ( Refer appendix 01 ) . The employees of XYZ believe that they deserve a better wages bundle for the pressurized and demanding work they have to digest. The most affected by low wages are the contractual employees. The writer observes that the contractual employees who play a critical function in XYZ s twenty-four hours to twenty-four hours operations feel that they are non been compensated reasonably. The acknowledgment for a contractual within the company is besides non at an acceptable criterion. The work burden and the compensation paid are non at acceptable degrees. Employees are being stretched beyond their capableness with high outlooks
Therefore deficient wages and acknowledgment will non assist employees prosecute because they will non experience motivated and valued. Barrow & A ; Morseley ( 2005, p. 159 ) confirms this by stating “ whether through award giving or incentive strategies, or a general direction inclination to offer congratulations for work good done, acknowledgment is one of the simplest and most direct ways of showing that people affair ” .
4.3 Lack of Proper communicating
Communication is considered to be one of the most of import elements of an organisation. The employees of XYZ need to be informed about the vision, mission and strategic aims. In order to acquire employees engaged and passionate about the work XYZ has to pass on efficaciously what they require from the employees. Turner ( 2003, p.131 ) stated that “ employee battle does non go on without effectual employee communicating ” .
It is apparent that communicating is hapless within XYZ, harmonizing to the recent GPS the communicating dimension scores an norm of 46 % which is really low compared to the planetary criterion. In order to obtain committedness from employees the XYZ is missing an effectual communicating scheme and needs to develop good communicating accomplishments to guarantee employees are informed of company objectives clearly and transparently. The ability for employees to voice their sentiment is limited every bit good. The writer has observed that communicating is merely a one manner procedure within XYZ. There was an incident that occurred late after an interview where HR had erroneously informed one of the internal campaigners that she has been selected for the several place
Turner farther mentioned “ one component in deriving this committedness is to do certain that there is an efficient, across-the-board and effectual communicating procedure, something that continues to revenue enhancement even the most advanced executive ” .
Federman ( 2009 ) stressed on the importance of deriving attending from employees through communicating because employees value earnestness and honestness in communicating in order to be attentive.
4.4 Lack of development and promotion chances
Employees of XYZ see small chance for motion and promotion in their calling within XYZ. Although the company provides effectual preparation and acquisition chances, employees complain that the best able individual is non promoted to execute the occupation in most of the state of affairss. The latter creates infinite for employee detachment. Employees feel that they are non recognized and promoted for successful public presentation. Evidence is found in the GPS 2010 ( Refer Appendix 01 )
With limited promotion chances and experiencing plateaued, employees became defeated and began to withdraw themselves from the organisation and their work in order to get by with their negative feelings.as quoted by Aurther et Al
5. How to better employee battle within XYZ
5.1 Improve leading accomplishments
Leaderships play a cardinal function in promoting employees. It is recommended that XYZ carry out plans that could better leading accomplishments of line directors and all managerial degree employees. The plans should concentrate on implanting in the heads of the directors that they need to better their people direction accomplishments which are most of import in acquiring employees engaged. Overall the attack of leading should be taken to a higher degree. Further it is besides critical for the director and the employees to hold a good relationship between each other. The employees should experience free to speak to their directors sing any jobs and besides the directors should invariably measure and acknowledge work of the subsidiary.
Presently leaders at strategic degree enjoy more chances to developing plans than the tactical and operational leaders. Therefore it is recommended in order to accomplish concern excellence and better leading in the organisation strategic, tactical and operational degree leaders should be provided with equal chances at preparation. Each leader should be allocated with a minimal hours of preparation. A record should be kept of the preparation hours completed. These preparation Sessionss could include seminars, workshops, out bound developing plans. Seminars and workshops would enable whereas through outbound preparation plans practical exercisings and squad events could be given to mensurate capableness of taking. This will enable to recognize the potency of employees through experiential acquisition.
Adair ( 2007 ) confirms the above thought stating “ The most common most expensive mistake that organisations are perpetrating at nowadays is to concentrate leading development on their more senior directors ” .
Ensure line directors provide regular public presentation feedback.
Tailoring the preparation to suite the person instead than utilizing a standard preparation plan for all.
5.2 Improve wages and acknowledgment
Personal acknowledgment and wages is a powerful tool of constructing morale and acknowledgment. Therefore it is recommended that XYZ better its wages bundles and supply a just compensation bundle for the service rendered and guarantee the employee ‘s part is valued. It is besides recommended that XYZ publicise and utilize internal calling waies to assist develop staff professionally and personally because when employees know where they are heading, they are likely to acquire their Oklahoman.
Elgebe, J ( 2010 ) identified three signifiers of employee battle drivers which are instrumental drivers, normative drivers and professional drivers. Wages and benefits autumn under instrumental driver class which provides extrinsic satisfaction to the employee. Recognition is considered a professional driver which provides calling resiliency and self realization.
5.3 Improve communicating scheme
Communication demands to be pitched at different degrees and with different schemes to accommodate assorted employees. It is recommended that the current spread between subsidiaries and line directors should be bridged with proper communicating.
This will enable everyone to acquire on board. Subordinates should be given the opportunity to voice their sentiment and show their positions which will do them experience involved in determination devising. XYZ should promote a regular and honest two manner communicating scheme.
5.4 Create just promotion and development chances
It is recommended that XYZ have a clear calling development program for each employee. Directors should often develop their employees and all right melody accomplishments and detect new accomplishments. All employees need to be treated every bit and be given just chance within the company for promotion. It is besides recommended that one-year calling conversations to be held between directors and subsidiaries.
6.0 Implementation of proposed recommendations
All of the above recommendations need to be combined and implemented as one scheme, since these recommendations chiefly focus on accomplishing one common aim which is employee battle. Recommendations could be implemented on measure base or in suited occasions at the same time. Planing and implementing the proposed recommendations require a great trade of apprehension and committedness from all degrees, top to bottom. In order to implement the proposed recommendation the writer needs to analyze whether XYZ is unfastened and flexible for such alterations.
Bing a company that has to confront tough competition with many local participants emerging XYZ continuously monitors the market and alteration consequently. Recently XYZ went through a stage of enlargement where its fabrication works was relocated off from Colombo. XYZ went through a immense passage and so far has handled it strategically. XYZ was able to decide employee jobs related to the relocating procedure through diplomatic dialogues with trade brotherhoods and besides by utilizing internal good will communications foregrounding the benefits and the chances that will emerge from the new mill location. The two manner communicating plans held with work force helped to voice their concerns and besides helped direction to convey about alteration in the mentality and provided more confidence to reinstate lost employee assurance. Therefore it is apparent that XYZ is unfastened and flexible for any alteration that would better organisational public presentation and productiveness.
Given that XYZ is unfastened and flexible for alteration the writer will now look at how to implement the above recommendations strategically and will besides suggest an execution program.
7.0 Execution of Employee battle Scheme
Introducing alteration involves more than the determination, it ‘s a challenge and needs to be managed proactively in order to heighten opportunities of success. Better the apprehension of the challenge, more proper and efficient the execution program would be.
The undermentioned stairss are suggested by the writer to implement the proposed alteration.
Identify countries to be changed
Appoint a alteration agent
Communicate the proposed scheme and obtain feedback from employees
Find possible factors which will do opposition to alter
Execute the proposed scheme
Monitor advancement of enforced scheme
Ensure alterations are cultivated within XYZ
The writer will now discourse in item the above suggested stairss.
7.1 Identify countries to be changed
Gautam and Batra ( 2007, p.172 ) mentioned “ No alteration procedure begins unless one recognize the ground for alteration ” .The writer has recognized that the current province is non effectual in deriving employee battle. Therefore countries to be changed have already been identified by the writer and a guideline is provided as to which countries need to be improved in order to derive optimum degree of employee battle. Perry ( 2006, p.272 ) mentioning Kurt Lewin ( 1975 ) , explains dissolving as the initial measure of a three phase attack of implementing alteration. Dissolving involves placing the demand for alteration and originating the alteration procedure.
7.2 Appoint a alteration agent
A alteration agent should be appointed in order to organize the proposed alteration. This will enable XYZ to give duty to a peculiar person in managing the alteration. The alteration agent could be appointed internally or externally but has to be an person who has ample proficient expertness and accomplishments. In this state of affairs it is more suited to name an agent externally as the internal directors need to take part in the plan. But it is besides arguable that if a alteration agent is appointed internally it will be easier to obtain full committedness from employees easy with self engagement. Kotter ( 1999 ) identified engagement and engagement as a method of covering with opposition to alter. But he besides argued it could be clip devouring if participators have to plan every bit good as integrated alteration.
The alteration agent could supply counsel, support and act as a incentive in state of affairss of employee opposition to alter. For an illustration when put to deathing the thought of bettering leading through workshops and apportioning a minimum figure of preparation hours to directors, directors of XYZ would defy such preparation due to miss of clip because most of the directors are off from office working in the field. They might happen this recommendation a less productive solution.
7.3 Communicate the proposed scheme and obtain feedback from employees
Kotter ( 1999 ) identified pass oning the vision as one of the cardinal phases of his 8 phase procedure of implementing alteration.
The most critical component in implementing alteration is to maintain everyone in the company informed refering it. Therefore all employees in the company demand to be informed about the demand for the alteration and convert the employees that this is done for their ain good. Communication will heighten opportunities of proper execution and avoid opportunities of opposition to alter. Kotter ( 1999, p.37 ) confirmed the above stating “ Communication of thoughts helps people see the demand for and logic of a alteration ” .
It is indispensable that all employees at XYZ be informed decently from one beginning or else if employees tend to have information from undependable beginnings with incorrect information, employees will pull decisions which will ensue in attitudinal complexnesss and opposition to alter. Therefore the vision should be communicated to the full organisation and particularly the supervisors, as the new Strategy hopes to derive employee battle through a better leading attack. Further top direction support and blessing will besides be required when bettering wages and acknowledgment every bit good as promotion and development chances. Overall committedness is required from all degrees of employees to better communicating.
Green ( 2007, p.181 ) suggests that “ The intent of communicating is to travel people from one place to another in footings of their consciousness cognition, support or committedness to the alteration ” .
7.4 Find possible factors which will do opposition to alter
Overall there might be small degrees of opposition to alter as the scheme is strictly developed to better company public presentation and supply a better working environment for employees and derive employee battle with the purpose of constructing a satisfied employee base. Overall the result of this scheme is considered positive and since XYZ has built in flexibleness for such alterations this may ensue in small or no opposition. Kotter ( 1999, p.36 ) stressed on the importance of measuring possibilities of opposition stating “ Without an accurate diagnosing of possibilities of opposition, a director can easy acquire bogged down during the alteration procedure with dearly-won jobs ” .
The writer will look at possible grounds for opposition on each recommendation discussed in the 1st portion.
When bettering leading skills the recommendation to hold a clip period allocated for directors who are invariably in the field will ensue in some opposition as they would non be able allocate clip for developing with their busy agenda ( Kotter,1999 ) .
There is besides a certain degree of cost involved in implementing the employee battle scheme. Therefore with limited budgets being allocated direction may happen it hard to better wages degrees. But it is arguable that the investing is worthwhile ; because the return will over weigh the result. An engaged work force will better public presentation and productiveness.
Another ground identified by the writer is deficiency of proper communicating. The direction is found guilty for non being good communicators. Therefore the directors will experience offended by the consequences of the GPS 2010 consequences and in bend will defy the proposed alterations.
Making just development and promotion chances will non ensue in opposition by none of the employees as this is simply a measure taken to better advancement chances for employees.
7.5 Implement the proposed scheme
The executing program involves the following 4 countries to be covered
Bettering Leadership Skills
Improve wages and acknowledgment
Improve communicating scheme
Create just development and promotion chances
In order to better leading skills the attitudes of the leaders should be changed. The civilization of XYZ is such that leaders tend to hold the last say. Therefore the current thought form should be changed and provide chance for leaders to better their accomplishments through proper preparation plans. The current preparation system should be changed to where directors at all degrees are entitled for preparation plans. Each director will be allocated a minimal hours of preparation. The leading qualities should be embedded in their heads which is presently missing that is developing relationships with subsidiaries, gives ear to their sentiments. The preparation map of XYZ should be good informed of the above and integrate above countries in preparation constructions.
Directors at tactical, managerial and operational degrees of XYZ will take part in these preparation plans. And their function would be to actively take part in these preparation plans and derive maximal benefit and seek to integrate these advices and larning to their twenty-four hours to twenty-four hours maps in obtaining employee committedness and support.
Bettering leading accomplishments should be the 1st measure because a leader plays a critical function in directing employees of XYZ towards accomplishment of company aims. The followings will be good engaged and committed merely if the leader leads by illustration and go a true leader. Further the leader should besides be willing to larn and advance a learning civilization. Beeral ( 2009, p.222 ) stated that “ Effective leaders stimulate the acquisition procedure even when they are met with opposition. They find ways to show that acquisition is both indispensable and good ” . Therefore acquisition should be a uninterrupted procedure.
What should besides be considered are the clip and money required and other resources which will be required for such preparation and development plans. A budget should be allocated for this intent and budgets should be revised to provide the alteration in the preparation program. “ Making a budget is a planning procedure, and it is the cardinal planning instrument in many companies for many preparation deparments ” . ( Denova, 1971, p108 )
Simultaneously XYZ ‘s communicating scheme should besides be improved. The current one manner communicating method will be changed to a two manner method where employees are besides able to voice their sentiment. In developing plans held the importance of proper communicating should be stressed upon leaders. Additionally the subsidiaries besides need to be made cognizant of the importance of communicating. Frequent meetings will be held with higher-ups and subsidiaries which will be new to XYZ.
Bettering wages and acknowledgment and making just development and promotion chances could be focused upon following. Top direction support is required for this intent to O.K. budgets for bettering reward systems. The human resource division needs to be involved in transporting out public presentation ratings and guarantee good executing employees are recognized and provided with calling development and promotion chances.
7.6 Monitor the advancement of the execution scheme
After put to deathing the scheme for employee battle, it is critical to supervise and mensurate the advancement of the proposed program. This could be evaluated through public presentation assessments and interviews which gain employee feedback.Also the following Global People study could could supply whether the new employee battle scheme has resulted in maximising employee battle and better tonss of each dimension.
Monitoring the scheme will enable XYZ to place which attacks are successful and which are non. This could give an thought for countries of betterment.
7.7 Ensure Changes are cultivated within XYZ
There is no point traveling through all of these alterations to derive employee battle if it is non embedded into the civilization of XYZ. Therefore the above recommendations need to be uninterrupted and embedded in XYZ.s civilization.
Strong vision, consistent communicating, supervisor interaction, employee development, employee satisfaction will enable XYZ to develop civilization that promotes employee battle.
Overall XYZ could develop a civilization of employee battle that drives concern public presentation, promotes trust and value employee part. Culture of the organisation plays an of import function in employee battle because when the background and environment is set for the employees they are much more motivated to accomplish the coveted aims, and merely so the coveted consequences of the employee battle scheme could be accomplished.
Lack of employee battle has been a common issue in most of the organisations today. And XYZ is no different, it is besides sing employee detachment and this has become a modern-day issue. Therefore the jobs identified above within XYZ could be solved through the recommendations provided supra.
Further the execution program for employee battle has besides has been provided in item placing what will be changed, who will be involved, clip period
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