Management Strategies to Improve Employee Engagement in the Credit Union Industry

Management Strategies to Improve Employee Engagement in the Credit Union Industry by Joy K Smith MBA, University of New Orleans, 2005 BGS, University of New Orleans, 2003 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University October 2017 Abstract Employee engagement is the main topic of discussion among researchers and managers for over 24 years. Managing employee engagement is critical to the success of an organization, but 85% of manager’s struggle with engaging employees. The purpose of this single case study was to explore employee engagement strategies that credit unionEmployee engagement is the main topic of discussion among researchers and managers for over 24 years. Managing employee engagement is critical to the success of an organization, but 85% of manager’s struggle with engaging employees. The purpose of this single case study was to explore employee engagement strategies that credit union managers use to increase productivity and organizational effectiveness. Expectancy theory was used to explore employee engagement, performance, and motivation of people in the workplace. Data were collected using semistructured interviews and observations with 6 credit union managers and company documents using thematic coding. Analysis of the data revealed that, among these credit union managers, effective communication, training and coaching, and rewards and recognition are management strategies required to improve employee engagement, productivity and organizational effectiveness. These findings may provide credit union managers with guidelines to measure and evaluate the effectiveness of engagement strategies to fit the culture of the credit union. The results of this study may provide credit union managers with guidelines on the causes of disengagement and how employee engagement could be improved within the organization. Researchers may consider conducting a multiple case study that include other credit unions within Louisiana to understand the similarities and differences between strategies used to engage employees. The results of this study may impact positive social change by improving the competitive environment of the credit union industry through engagement within community and society. Management Strategies to Improve Employee Engagement in the Credit Union Industry by Joy K Smith MBA, University of New Orleans, 2005 BGS, University of New Orleans, 2003 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University October 2017 Dedication To my Lord and Savior, Jesus Christ, for giving me the strength to make it to the finish line. I dedicate this study to my family: my mother, Audrey Chavis; stepfather, Norman Chavis; father, Willie Smith, Sr.; stepmother, Terry Smith; sister, Keyokke’ Smith-Burns; brother-in-law, Taghi Burns, Sr., brother, Willie Smith, Jr.; sister-in-law, Cherlyn Robinson-Smith, my nieces and nephews, and last but not least, Carlos Durant. Thank you for the love, support, understanding, and reassurance throughout this journey. Acknowledgments Completion of this doctoral study would not be possible without the support of many people. First, I give praises and thanks to God for making this accomplishment possible. I would like to thank my family for all the encouragement throughout this process. Special thank you to Carlos Durant for sticking by my side and encouraging me to stay focused when I wanted to give up. I would like to acknowledge my committee chair, Dr. Gwendolyn Dooley, who encouraged me to push through those tough times. The road was not easy, but with your support, I made it through. Sincere gratitude to my other committee members, Dr. Ronald Black and Dr. Judith Blando for guiding me through each stage of the doctoral study process. To my colleagues, Dr. Gabriel Warren, Dr. Sherman Arthur, Dr. Seon Levius, Patricia Manning, Nydea Morgan, and Tracy Jones for helping me to stay focused and encouraged throughout this journey. To my colleagues in my 9000 class, thank you for feedback and support. Finally, I want to thank my research partner and study participants. Your willingness to help has allowed me to complete this chapter in my life. I am forever grateful. My hope is that the time you sacrificed will help other managers be as successful as you are.