VGU RESEARCH REPOSITORY
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Title: | Non-financial factors that impact on employee engagement | Authors: | Nguyen Thi Hong Nhung | Keywords: | Non-fiancial factors;Employee engagement;Diversity workforce | Issue Date: | 2017 | Publisher: | Vietnamese-German University | Abstract: | Today, companies brand and value are all about its products, process and people. Recruiting, retaining, and developing the best talent is critical to organizational vitality and strength. On the other hand, recruiting, retaining, and developing the wrong talent can be detrimental and costly to organizations. In Vietnam, to success in today’s knowledge based, no matter what kinds of organizations (Foreign Owned Companies, State-owned Companies or Local Companies), entrepreneur leaders know that creative, adaptable and engaged employees are valuable assets not just to compete with the global market but also to ensure organization’s future. Many researches has been done so far to identify the financial and non financial factors that impact on employee engagement in order to create a best practice model for engagement. This master thesis is aimed to explore non financial factors that impact on employee engagement. Those factors will be consisted of: 1) Demographics factor (such as gender, age, and job tenure) which means the difference on mental processing, the difference on worldview and mindview, that may affect attitudes and behaviors of employees and employer. The demographic statistic and the theory of Classification of Character Strengths (by VIA Institution on Character) are used to see different groups of employees the company has and to compare the desired employees characteristic the company wants with the current employees the company has; 2) Leadership behaviors which means the desired behaviors of leaders and colleagues from employer and employee’s perspective that may affect the feeling of values and respect from both employer and employees. The RESPECT model of Dr. Paul Marciano is used to evaluate that differences; 3) Cultural Differences which will focus on the perception of employer based on the theory of six cultural dimensions of Hofstede, Adler and Hall. Accordingly, this thesis is empirical study based on single-case study. The methodology is conducted is through qualitative approach, using direct interview, handout printed survey and web page survey as the basis for primary data; and findings from 205 and 301 essays for secondary data. The direct interviews were conducted with the CEO and MD of a Danish SME located in Saigon, VIetnam. The handout printed survey are conducted with those who are in junior level and web page survey are conducted with those are in leaders and senior level. In the study, the findings of the collected data are evaluated against theories, model within leadership and culture. Finally, Denmark and Vietnam established diplomatic relations since year 1971 and the number of Danish subsidiaries in Vietnam has almost doubled (Danmarks Statistik, 2014). This make this research is particularly useful for Danish firms who have already been in Vietnam or are expected to do business in Vietnam in near future. |
URI(1): | http://epub.vgu.edu.vn/handle/dlibvgu/849 |
Appears in Collections: | MBA |
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