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Impact of Strategic Leadership on Influencing Employee Engagement in Health and Social Care

6146 words (25 pages) Business Assignment

3rd Jun 2020 Business Assignment Reference this

Tags: Business AssignmentsLeadershipWorkforceHealth


Leadership is a study of deliberated area of the human behavior and the ability of arrangement and to retain a team that would overtake the race of the human being. Humans are finding out at a stage of a group of human’s planet. Belonging to a group has helped us live on and adapt to our environment for the duration of history, and a vital aspect of organizations notifies and regulates communications between different group members. Different group member contributors will have various capabilities and these capabilities help contribute to the overall performance of the group. Some will be skilled at creating, sustaining relationships with others, while some would be more suitable at coordinating activities among team members, and others will be knowledgeable at obtaining status. These skills are essential in determining which group contributors subsequently end up as team leaders (Grint, Owain, & Clare, 2010).

Group members look to its leaders for support, direction, motivation, as well making crucial decisions throughout crises. When leadership is in effect, it can motivate the team to gain the desires if in any other case may no longer achieve (Bass, 1985). Leadership is understandably a focus of lookup within the discipline of organizational psychology. Undeniably, no other topic in organizational Leadership psychology has received as much attention, and leadership is one of the most essential is their fame hierarchy (Hogan & Kaiser, 2005).This hierarchy studied is important in all of social science (Antonakis, Cianciolo, & Sternberg, 2004).

Leaders can therefore play an essential role in increasing or decreasing stress stages among its workforce, the level of an organization stress can impact upon organizational outcomes, especially in situations where care and concern are vital.

The basis for this research is on the UK National Health Service (NHS). This has the largest workforce based in the world, the NHS gives a publicly funded machine of healthcare to each of the constituent international locations of the United Kingdom. The biggest of these by far is the NHS England which hires about 1.38 million employees, it cares for about 53. 9 million individuals (confederation, 2016), and has a budget of £113.3 billion. Leadership of NHS organizations plays a key purpose in influencing healthcare effects. As healthcare is a service-oriented industry, the work trip of healthcare employees ensuing from leader behaviors is likely to play a key role in influencing patient consequences such as affected person satisfaction. Indeed, some see affected person experience as one of the most vital components of healthcare, linked with a variety of scientific outcomes (Groene, et al., 7th July 2015).

This thesis concentrates on leadership in the NHS health care enterprises in England. The NHS examines critical outcomes for both the employees, especially the workers who have employee job satisfaction, absenteeism, and turnover. Leaders, doctors, and hospital patients are finding out changes the health care reimbursement practices that can also lead to a financial change from a the attention in the cost of health care in NHS( Deloitte & Bernnett, 2012). Another essential predictor of healthcare outcomes, associated to leadership, is staff engagement  ( West & Dawson, 2012). Engagement is additionally linked to the health of staff. Most staff with a high level of engagement had been less probably to report struggling from work-related stress, and were much less probably to sense strain to come to work when they were not wholly fit to do so.

Employees who conversate about higher engagement in all three dimensions including motivation, involvement and advocacy,all have been more likely to emolument their own health and well being more highly.Patient satisfaction is appreciably higher in trusts with higher ranges of worker engagement. The fundamental driver for this is the advocacy dimension of engagement, which has by way of a long way the perfect connection with patient satisfaction. This might also partly replicate the symbiotic nature of staff and affected person experience: if personnel are aware the workers are generally satisfied with the care provided, they may additionally be extra probable to view the fine of care more positively themselves.

SRTATEGY                                                                                                                       VOICE

Factual                                                                                             Active engagement

Solution                                                                         Articulated

Repetition                                                                                Antagonistic




Resign    Displaced                                             Whistle blowing



Passive                                                                                                                             Active

Fig 1: The hill of upward Dissent

Background Research

The background research of this study is on the effect of strategic leadership and the changes in employee’s engagement using Lewisham hospital that has been having some financial difficulties since 2011-2019 (Hugh Pym, 2019)

The Health care is facing financial pressure to a limited cost while improving first-class of healthcare in NHS.  In 2011, healthcare costs went up by 12% of the gross overall product with no sign that there will be reduction. Improving financial performance for health care organisations depends on the cost of expression, prolonged market share dissemination, and improving the customers experience (Roehrig, 2011).The Patient Protection and Affordable Care Act, otherwise known as ACA is using the federal government to create an unplanned cases for the health care reform and to improvement the health care involvements of customers (Devore & Champion, 2011)

Study for Rationale

Aims: Thestudy is to show the rational ofstrategic leadership on influencing employee engagement in health and social care (Lewisham hospital)

Objectives for Research

      To critically address the effect of strategic leadership in persuading employees engagement in Lewisham hospital performance

      To critically evaluate how Lewisham hospital is involve in its employees

      To evaluate if Lewisham hospital has tactically use its leadership to encouragement employee’s engagement

Research Questions

      What is the impact of employee’s engagement in Lewisham hospital?

      How does the Lewisham hospital engage its employees?

      Has Lewisham hospital strategically use leadership in impacting employee’s engagement?



Leadership is definition as the artwork of inspiring a crew of humans in performance towards reaching a frequent goal of care. In an enterprise setting, this can imply directing employees and colleagues with a method to meet what the company needs. This management definition captures the requirements of being in a position to encourage others and being organized to do so. Genuine leadership is mostly based upon thoughts (whether authentic or borrowed), but may not show up until those ideas can be linked to others in a way that engages them sufficient to act as the leader wishes them to act. Leadership requires characteristics that prolong past administration duties. To be effective, a leader truly has to control the sources at her disposal. However, management additionally involves communicating, inspiring and supervising – just to identify three extra of the fundamental competencies a leader has to have to be successful. Leaders involve process through which purposeful effects is extended throughout followers ( Kovjanic, Schuh, Jonas, Quaquebeke& Van Dick, 2012).

The study evalutes leaders in the perspective of supervision ,the organisation tends to put more emphasis on the individual. Thoughtful understanding of the dynanamics of a leaders role in supervision.This also involves the impact of gender,relogion,culture ,personalities. The age of the gender taking the leadership role is equally important.It will be so beneficial to the scope ,influence ,power of informal leader to explore the possibilities of either control or collaboration.Leadership are also motivated on the relationship between employee engagement, employee job gratification, and employee managerial commitment within the practised. This research identifies the extent to which leadership styles has on employee’s engagement at work. For any business to prosper, the engagement of employee’s is very important.

Implication of the Study of research

Appreciative of the effect of meeting worker anticipations is essential which is good for the success of social effect of health care industry. Several health care organizations has failed to encounter the requirements of most customers in health and social care that can hampers carrier greatness in the health care industry (Biljana & Zekiri, 2011). The results of this research made an additionally contribution to an excellent social change by means of enhancing study workers commitment to work. On the other hand this might also mend logical consequences.

Engagement of Workers

Health care workers is a caring and experienced responsibility for staff to build and withstand a strong business. In health and social care, engagement in such environment which has a wide-range and profound reach. How to communicate is one of the tasks facing both the workers and leaders of NHS. Engagement of workers is a time of engagement matters which was an appreciation when the employee is connected to work. They argued that this has to be essential due to the fact it would enable better understanding and management of engagement. They also concluded that employees ought to be engaged at all times at work. There have been quite a few numerous studies of worker engagement in the NHS, most notably, (West & Dawson, 2012) that can assist in figuring out the key touch points. Amongst the evidence for employee engagement and its team in the NHS.Effective communication has a part to play in among the workers (Welch, 2011). The principal point on worker engagement developed over time through many workers survey. The movement at first took place in 1980 where groups saw the need to engage employees in their work place. The probability of management to communicate efficiently creates a foundation for worker and more effectively ( Ghafoor Khan, Ahmed Khan, & Dr. Muhammad , 2011). This describes engagement as a positive psychological attitude. NHS leaders should use transformational leadership to strategically change and to improve engagement. Psychological engagement starts at the board of director in management stages within the organizations ( Guerrero & Seguin , 2012).The board of administrators in the NHS ought to provide motivation for all the workers of the organization to engage properly. Also the board level of the organization motivates its employees, leadership, and shareholders need to keep a widely wide-spread activity in the stability. According Adelman, 2012 success of the organisation is very vital. The relationship between stakeholders and stockholders should be created in a   business-friendly environments promoted to increase relationships. According to (Faleye & Trahan, 2011) examined leaders who created a psychologically protected workplace. Employee engagement is when they are involve in their work and willing to put in more effort to their job. Engage employee will perform better with less input from leadership and performance management system (Jeve, Oppenheimer , & Konje, 2015).

Understanding Engagement of Employee

Employee’s engagement is a organisational idea that has received importance across employment and members of the family, human aid management amongst different studies in health and social care (Schuler and Jackson, 2014, Robinson, 2006) Bailey et al. (2015), said that when employees are successfully engaged, they will experience appreciation, valued and satisfied, which in turn will give them more motivation to work more even at a more stressful situation. The previous emphasise on why stakeholders are increasingly more embracing and making use of the idea of worker engagement. In order to stress more on the engagement of workers which will influence committed staff to perform better. Many theories have been taught by scientist to provide a deep in-sight into the dynamics of employee engagement.

The theory of uderpinning employee engagement

Many theories have been provided by researchers that is used to explain the activity of the relationship between workers and employers. They consist of the social trade theory, social characteristics theory and conservation of sources among others (Bakker, Van , & Van , 2008). This is expatiated, however, (Ray French, 2016) opposed the idea that has remained mostly contentious amongst many critics. Many researchers use this theories explore the concept, which has also influenced the practitioners and employers practice the theory of employee’s engagement at work.

Employee Engagement and its Outcome

Engagement of employees can drive organisational performance into additionally direct consequence for which can include meeting their needs at the expected times. To protect the interest of the employee and bettering their wellbeing employers should put the engagement of staff on board. This will give them the fantastic freedom of feeling of belonging and drive of commitment and organisational success. Making them feel fulfilled, happier and healthier, which drives their commitment to a more successful workplace. This will also motivate the organisation and increasing their morale, which will make more gain at the end. It will also give the staff a sense of purpose of belonging and commitment (Rotter, 1990). Self-motivated worker will do its best to put the interest of the job at heart.

Channel of workers engagement at work

There are some channels through which workers can be engaged which can be workers trade union and non-unionised which represent employee or hybrid of both (Thomas, 2013). The trade union are very co-operative and argumentative method to safeguard contributors who are dedicated to them by paying their dues against the employers. This is why they can favour employees and especially resisted through the organisations who prove to be difficult to them. They equally involves management-oriented channels that are moderate and cooperative, subsequently favoured by the organisations. As (Burris, Detert, & Romney, 2013) channels of engagement and strategies remains less important issue in recent time, and this is by using employees engagement.

The strategies for workers engagement

Some leaders use strategies to improve employees’ engagement. These may be included the no longer constrained to “affinity” “affiliation” which are viewed mainly on the psychological  of human and “autonomy” which intensifies motivation (Bakker, Van , & Van , 2008). When it comes to affinity which offers personnel something to consider, it is a cause to constrain to duty and they may additionally properly show up at their current place of work. However their thought and hearts may additionally be some distance away from work. Just like affinity, which offers personnel each functions to do and a sense of belonging. This pressure adds to their dedication without which may additionally disengage and pressure them to appear to be somewhere else. On the same way employees’ independence which does not necessarily imply in doing what they like but empowering and assuming a managerial job role. This gives them experience of contribution and power of dedication.

Employee Voice at work

The voice of employee is very important at work. There is a cordial relationship between the employees and the organisation. Giving the workers voice is very important to the employee which gives them the feelings of been wanted Workers engagement is the duty of giving employees ‘voice.’  (Timming & Whittall , 2015).This is to make sure that any dialog in the company is now, and it should fall down and not from the top to bottom. The benefits of giving employees voice is that it allows the input and thoughts of the employee be valued. There is information and conversation of ideas for improvement elevating difficult problems and questions and contributing to the development of common understanding. It can be a treasured source of upward problem solving. There is a research done by the Chartered Institute of Personnel and Development on employee voice within the team is absolutely related with higher employee engagement. This relationship between the employees and employers clarified by way of the fact that employee voice leads to greater believe in senior leaders. Better relationships with line managers, both of which are important the organisation.




Well-designed work

Conflict management

Skilled managers







Rights and responsibilities



Employee voice






Fig 2: Employee’s voice

Leadership and culture at work

Culture on the other hand can be described as the behavioural expectations of its workers and the way things are been done in the organization. Culture characterize the way work is finished in a business enterprise or work unit (Glisson, Dukes, & Green, 2006).The tradition created by way of the preliminary founder of the association. Sometimes it emerges over time as a business enterprise encounters and overcomes challenges and obstacles in its environment. Transformational leaders exhibits higher styles of intelligence, suggesting that leaders with transformational style of leadership style are able to function more effectively.

Culture, engagement and performance

Obstacles influencing employee’s engagement

The overall performance of the organisation is dependent on employees’ engagement dynamic forces. This will determine the stage of motivation and where the company gaols lies. However, there has been a wide variety of interior and external environmental elements in regards to the extensive boundaries. Cultural dynamic, authorities and legislative aspect of the role of managers and interests of staff, all of which are two essentially, the exterior boundaries to employee engagement. This can be either through the internal shape and values of the organisations, which varieties in this research



The research methodology adopt the impact of strategic leadership which can influence employee engagement in health and social in NHS overall. NHS is going through some strategic challenges in current years, which is the key part of this study. As said in the literature (Saunders, Lewis, & Thornhill, 2016) methodology can be described at all the research variables that are comprehensibly takeninto considerations. To enhance the validity and credibility of such study, and this may also include some constrained to research method, philosophy approach, design, strategy, technique, instrument and analytical amongst others (Creswell & Poth, Fourth edition 2012).This study will discover theories that can be utilised about beginning from some methods, which can follow the part way.

Methodology Research

According to Robson 2011 who explained some technique to be actually learned from the dynamic about being accepted, however, this study will discussed  frequently  by the author (Saunders, Lewis, & Thornhill.The Research method use for business students, 2016 will be “Research Onion Model” (ROM) The research is on qualitative and quantitative approaches, strategies, techniques and procedures.

Research onion framework

Source: Mark Saunders & Philip Lewis 2016

Research method

According to (Creswell & Poth, Qualitative inquiry and Research Design, 2012) research is carried out using qualitative or quantitative approach method. It can additionally be accomplished the usage of both methods. A qualitative research method of gathering records its main sources including survey from patients in Lewisham hospital, which is a fact analysis on qualitatively. The use of the survey analytical tools such as content analysis, gives evaluation and indispensable evaluation (Robinson, 2006). This all about qualitative methodology, due to the fact it approves a researcher to collect rich records from the primary source. The survey qualitatively analysed to deepen perception into the difficult situations. On the different hand, a study is quantitative when a large information are gathered via secondary sources (including survey, records from lectures in class, books from the library and academic literatures), which are analysed using quantitative approach. The design and philophical of this project is alignment to qualitative and quantitative analysis.


Source: Mark Saunders & Philip Lewis 2016

Research  Design

According to Robert Max Jackson 2017, research plan requires that all the areas of methodological adopted that is learned about must all align with one another. To make sure that the research is coherency, credibility and validity of findings. This research relates to the alignment or appropriateness of the philosophy chosen by the researcher, which is both positivism and intepretivism. The interpretivism chosen in this study is that of qualitative research method. An interpretivist researcher assumes that human beings are socially built with the aid of social thinking which is called social constructionism. This makes it that workers are engaged in a natural setting following a rigorous interpretive analysis (Silverman, 2013). Positivism on the other hand adopts a positivist research as a mechanism of following scientific processes that are goals, which are can be sure in conducting studies. Pro-positivism argues that it reduces a researcher’s unnecessary influence on information gathering and analysis, then again it minimises researcher’s possibility of discovering something new by means of evaluation of wealthy records (Poth, 2017).


According to research methods for business students 2016, ontology is about the nature of reality, it sharpens the way in which you seen and studied for research objectives. In business management these objects include organisation, managing individuals working lives. It is therefore how to see the world in business management and the choice of research (Saunders, Lewis, & Thornhill, Reasearch methods for business students, 2016)


Epistemology is all about assumption and knowledge and what is acceptable and how to communicate this knowledge to others and understanding (Gibson Burrell, 1979).How knowledge is related to beliefs,truth ,scope ,validity and justification

Research Approach

Research approach can be either inductive or deductive or each can be applied complementarily (Denzin, Lincoln, & Smith, 2017) however, this find out about adopts the former inductive approach, being a qualitative research method. Inductive strategy entails the place a researcher proceeds from making observation, through to pattern, hypothesis and trying out of theory, to interrogate the troubles being inquired in the study. In contrast, deductive strategy proceeds with idea testing through to hypothesis, commentary and affirmation of the phenomenon and by using the evaluation of quantitative information (Saunders, Lewis, & Thornhill, Reseach method for business students, 2016). The graphical description below gives clarity descriptive approaches of the research

Inductive and deductive Research Approaches

Source: Aliyu Ahmad Aliyu

Reasearch tool

According to Creswell (2013), the instrument used to lift out this learn about is a semi-structured interview, which is a major research method.  Interviews can be performed by structured or semi-structured approach. While the former is actually structured, the later semi-structured interview is a technique of acquiring rich records from respondents – whose opinions are essential for accomplishing rich records that can be qualitatively analysed to locate credible answers to the lookup intention and objectives. Thus, by using one-to-one discussions, an interviewee presents reasonably trustworthy response to questions asked by an interviewer who should avoiding being leading (Silverman, A Very Short, Fairly Interesting and Reasonably Cheap Book about Qualitative Research , 2013).

Data collection and analysis

Critical discourse analysis is a methodology (CDA), which is a multi-modal that means making and problem-oriented analytical tools, for grasp the characteristic of language and the underpinning of their building (Woodak, 2000; Fairclough, 2013; Djonov and Zhao, 2014). CDA which utilises thematic and linguistic homes explores issues of discourse, techniques of discourse and linguistic ability of realising discourse issues (Woodak, 2000, 2001 Waugh et al., 2015), which will be instrumental in establishing the nature of employee engagement pattern in M & S. This is because language (text, words, vocabulary) represents human and organisational practices; hence they can be beneficial in gauging organisational behaviours, practices and employees’ truth (Woodak, 2000, 2001). Although some writers have criticised CDA – specially for its reliance upon man or woman ideological function – which regularly contravene traditional analytical methodology as well as undermines sure contexts (Breeze, 2011). Nonetheless, CDA has been considered as a veritable device for analysing social-corporate phenomenon such as worker engagement and organisational performance. The following section explains research ethics – as implicated in this study.

Hypothesis development

Hypothesis development is very important because acceptance and the rejection of hypothesis shows the significance of the study. On the basis of literature review and above theoretical body work came to enhance following hypothesis. In the education & improvement organizational performance is additionally effected via the training design. Therefore our first hypothesis is:

H1: Training format has large effect on the organizational performance. To expand the expertise and competencies in the job training is given to the personnel therefore our second speculation is:

H2: On the job training has important effect on the organizational performance. During training & improvement in the delivery style of the person who is giving the training also effects the organizational performance so our third hypothesis is:

H3: Delivery style has substantial effect on the organizational performance.

By combining the above mentioned hypothesis our fourth hypothesis is:

H4:  Training & development has an important effect on the organizational performance


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