Project Proposal
Project Title: Employee Engagement and Job satisfaction
Company: Accident & Casualty Insurance Company (ACICO)
Scope of the Project
The Accident & Casualty Insurance Company (ACICO), was integrated into the Liberian Business Registry in 1988 in accordance with the Insurance Act of Liberia and commenced underwriting in July 1989. Acceptably coined as ACICO, unlike the Company is 100% owned by Liberians. The company structures or design insurance policy (underwrites) for both life and non-life businesses (motor insurance, burglary, property, life insurance….) with quality and commitment. ACICO hold membership in the Association of Insurers in Liberia (AIL), member of the West Africa Insurance Companies Association (WAICA), and member of Africa Insurance Organization (AIO). Also important is their membership in the Liberia Chamber of Commerce (LCC) and Liberia Business Association (LIBA). ACICO has employed around 60 employees it their organization. The breakup of the company is given below:
Staff’s Functions Numbers
Finance Department 6
Underwriting Department 5
Marketing Department 13
Claims Departments 7
Administrations 15
CEO’s Office 6
Managers 8
Total Employees 60
Following analysis of the reports, we recognized that the company can perform better in general however noticed a drop in performance by the employees in all departments of ACICO.
This research will investigate the poor performances of 60 staff members with ACICO and implement methods of which these problem could be solved. Through regular communication and face to face meeting with staff, I recognised that employees from all departments faced problem with enthusiasm in managing workloads which effects meeting deadlines etc. In addition to this, despite the company providing appropriate uniforms for staff, I also recognised that staff members were failing to meet the standards of uniform policy and appearing poor in personal presentation. Through measures have been put in place to support staff, these issues are yet to be improved.
Any organization whose goals are to continue and succeed in this present day diverse and regress economy has found it commanding to finance in ongoing training and development to improve skills in creation as well as to obtain the highest return in asset of human capital (Knoke at el, 1994).
Irrespective of the departments, employees are faced with carrying out familiar work on a daily basis which is likely to contribute to reduction in enthusiasm. As a result, this has caused poor engagement level among managers and employee.
Organization often face human resource related problem on an everyday basis. Employee turnover is one very significant problem which every organization faces in today’s time (Cooke, 2009).
Deliverable
Develop an action plan to encourage employees’ engagement with management teams which is likely to change work behaviour in the departments.
Develop a feedback system where employees in all departments can provide information and suggestions to management which will aid in improving the scope of work and directly influence the motivation level of the employees.
Impact Statements and Benefits
Employees engagement goes beyond simple job satisfaction and motivation. This can be seen as a mixture of commitment to the organization and its worth and preparedness to help colleagues. Once employees are overall satisfied with the working environment provided, level of loyalty and commitment will likely increase. Satisfied employees play a key role in an organization and they support and promote the organization’s brand, mission and strategy (Albrecht, S. L. (2012).
Research Questions
How does employee’s involvement relate to engagement?
Methodology
Data Sources
Primary data
10 Interviews with ACICO Staffs (Skype)
A questionnaire of the 60 of the employees
Aspect of MBA Syllabus Used
The project will involve aspects of core courses in managing people and the elective in managerial leadership also some aspects of employee engagement.
Literature Review
According to Merriam (1998), documentation is generally a good source of information as a complement to observations and interviews. Usually the information comes from written work such as, books, the internet, papers, scientific articles etc. The benefit of using these documents is that such documents are often collected for other reason than the study, which means that it has not decorated the purposes of the specific research. This research will be based on specific articles and literature for the theoretical model and framework development.
This report will focus on staff engagement at work, a required condition for employees as well as the organization they are employed under. According to (Jeung, 2011), Engagement is critically analysed as no more than old wine in new bottle. Engagement can be relabelled and combine by existing notions, such as satisfaction, motivation, commitment, extra role performance and involvement. This report will also analyse employee engagement challenges at ACICO and will try to resolve by using Gallup Q12 and May et al (2004), models of engagement level.
Gallup, (2012) states that leaders and managers should know their people, who they are and not just what they do. For every interaction with an employee has a positive potential to influence his or her engagement and inspire good effort. They also recognised that management approach towards their employees can substantially affect engagement levels in the workplace., in turn influencing the organization’s bottom line. Engagement starts with each person and it is subjective. Employees don’t check their personalities at the door when they come to work. Knowing that they are respected as individuals at work can have a significant impact on how employees view their overall lives.
Gallup, (2012) elaborates on the three types of employees, which are engaged, not-engaged and actively disengaged. Engaged employees are connected to their organization and they work with passion. They move their organization forward and they drive innovation. These employees are willing to go the extra mile for their organization to achieve their objectives. Not-engaged employees do not feel a part of the organization, they put time in their work but they do not work with passion or energy. Actively disengaged employees are not just unhappy at work but they show their unhappiness through their behaviour at work. Each and every day, these unhappy workers undermine what their engaged co-workers achieve.
How to increase engagement
According to Gallup, (2012), measuring engagement is very significant. Measuring the right things, providing framework for positive change is crucial and those that matter most to performance. Gallup Q12 employee engagement measurement is designed to initiate companywide transformation to create sustainable growth.
The nine important performance outcomes (Gallup Q12)
Profitability Safety incidents
Customer ratings Patient safety incidents
Productivity Shrinkage (Theft)
Turnover Quality (defects)
Absenteeism
Attachment:- Lusinee-Project Proposal (LAK) (Recovered).rar
Attachment:- Untitled_Message.zip