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MASTER OF BUSINESS ADMINISTRATION- MBA
HUMAN RESOURCE MANAGEMENT MODULE
DEVELOPING EMPLOYEE ENGAGEMENT AND EMPLOYEE INVOLVEMENT
IN
RASPBERRY PI FOUNDATION
Lecturer – Jackie kenedy
GROUP ASSIGNMENT
Antonio Meza – Student ID 2139243
Bilal Ahmed – Student ID 2159403
Carolina Figueroa – Student ID 2137985

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Introduction
One of the most important aspects for the success or failure of any organization is its labour
force. The power that rests on them will determine the achievement of the company
objectives, this power should focus on the management and solving of aspects such as
communication, performance, and development. On the other hand, maintaining this
workforce and promote the fulfilment of our mission, vision, objectives and values is a hard
work that must involve all staff in the company.
For that reason, the following proposal from Human Resources Management is presented to
strengthen the development of concepts such as employee engagement and employee
involvement, which are based on the moral and performance of the workforce of any
organization. It is included in this report theoretical concepts, areas in which the organization
should focus for the development and evolution of both points, benefits and challenges that
the company may face from the commitment to the continuous improvement of employee
engagement and involvement. At the same time there are some recommendations to continue
and maintain these strategies. All this based on established theories and real examples for
creating the best place to work.

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Employee Engagement and Employee Involvement.
Employee engagement and Employee Involvement are highly important factors in a non-
profit organization but also mean an arduous task for employers and managers who must
make an effort to keep their employees satisfied despite the fact that usually wages in these
organizations are relatively low.
Before delving how Raspberry Pi Foundation can achieve this goal, it is necessary to have
clear concepts of both elements, Engagement and Involvement, which are highly related to
the concepts of satisfaction, commitment, development and performance. Understanding
these concepts will help the organization to develop strategies to increase engagement, avoid
burnout and turnover in order to reduce operating costs in the Human Resources Management
and create a better and effective organization.
“Employee engagement is the level of commitment and involvement an employee has toward
their organization and its values” (Vazirani, 2007). “Engagement is the willingness and
ability to contribute to company success, the extent to which employees put discretionary
effort into their work, in the form of extra time, brainpower and energy” (Towers Perrin,
2007).“Engagement is the employee’s decision to apply his/her discretionary effort to the
goals of the enterprise, to accept those goals as his/her own and to wholeheartedly commit to
achieving them.” (Fineman & Carter 2007) (Schweyer, 2009, p.4)
Job involvement is “the degree to which a person identifies with his or her job, actively
participates in it, and considers his or her performance important to a sense of worth, self-
esteem, or image” (Robbins, 2003, p.72).
As we can see Engagement is attached to loyalty and membership for which the worker
wishes to remain in the organization, because of its underlying motivation. Commitment and
identification process and belief in the importance of their work and the need and usefulness

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of the tasks performed in the workplace. Meanwhile, involvement is linked to the employee
as a unique human in the organization which should be involved in helping the achievement
of goals and as a result the employer and its management should value and recognize how
important the employee is for the development of mission and goals of the company.
What the company needs to
Having described what these important factors mean we must focus on how to apply them in
our organization. Taking into account our limits and guided by our mission, vision and values
of Raspberry Pi Foundation and involving all staff in activities that lead to the evolution and
growth of the company.
The organization should focus on the most important aspects for the effective development of
management strategies, some of which directly affects the budget of the organization and
constitute a great challenge for both management and employees in general.
1.- Involving and raising awareness of the employee about the mission, vision, values
and objectives of Raspberry Pi Foundation
The constant induction, discussion and strengthening of the organization's philosophy is a key
for the commitment of its employees. For that reason, all new and old staff must have
constant communication to sensitize the importance of organizational culture, thus constant
interaction, help both to know and to execute in order to identify the employee with the
mission, vision, objectives and empathizing with the strategic intentions of the company
values and encourage the staff in the affective engagement.
In a report of Opportunity Knocks, conducted in June 2011, "Engaging the Non-profit
Workforce" shows that employees in non-profit organization that are more attached to the
mission of the organization tend to be more committed to this; 84% of employees involved in

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the study believe that the mission is important, 89% believe in supporting their work through
the mission.
“Non-profit employees who were aware of the mission, believed in the mission and values,
and felt that the program they worked in supported the mission, were more engaged than
those who felt differently.”
2.- Continuous improvement of the relationship between employees, supervisors and
managers.
Management should focus on relationships with employees, spend a significant amount of
their time to measure and ensure job satisfaction. Use tools such as focus groups, surveys,
conferences to identify what underlies employee satisfaction and solve the problems that
cause job dissatisfaction. The best practices involve the development of action plans and
setting goals to fix problems at work; always in one direction from the top to the bottom, with
the support and assistance of leadership. Employee satisfaction with their supervisors can
determine how this is interested and committed to continue execution of their work, that is
why the improvement in the quality of leadership provided by line managers is important for
the result of this proposal.
Previous research has shown that dissatisfaction with supervision can increase the likelihood
that individuals will leave their jobs (Kim & Lee, 2007; Larson & Hewitt, 2005).
"An effective non-profit manager must try to get more out of the people he or she has," wrote
Peter F. Drucker in Managing the Non-Profit Organization. "The yield from the human
resource really determines the organization's performance. And that's decided by the basic
people decisions: whom we hire and whom we fire; where we place people, and whom we
promote. The quality of these human decisions largely determines whether the organization is

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being run seriously, whether its mission, its values, and its objectives are real and meaningful
to people rather than just public relations and rhetoric."
3.- Implementing strategies for employee career development (working on that if you have
some material about it please share it, we found some quotes in your work)
4.- Continued developments in compensation and employee benefit (working on that if you
have some material about it please share it, we found some quotes in your work)
Advantages of improved employee engagement/involvement
Numerous researches have shown that employee commitment and involvement are directly
linked with efficiency, productivity, safety, quality of service, loyalty and profitability.
Furthermore, developing employee commitment and involvement can inculcate values in
each worker such as:
Dedication, in which the employee is willing to work for the organization and can go beyond
their immediate possibilities.
Flexibility, is evident in the facility of taking on new duties or working conditions, providing
greater easiness and positivism in dealing with changes.
Cooperation, the employee tends to be more generous with their co-workers and with the
organization even without compensation.

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Creativity, the employee shows greater intellectual work capacity and seeking ways to
effectively improve their work for the benefit of the organization.
We are researching more advantages, if you have other information please share…..
We are working on the challenges and problems that may arise…(we have a real report that
can help us on that but if you have some ideas please send to us)
The recommendations and conclusions will be a summarise that we can built at the end. The
idea is doing the first submission tomorrow to check the similarity and correct it before the
final submission.