Motivation, perceived job satisfaction and engagement at Roche diabetes care South Africa pty (ltd).

Abstract

Employee management is becoming a daily challenge for leaders and managers in the workplace. The workplace dynamics have drawn a lot of focus on the need to effectively manage employees, while maintaining their motivation, job satisfaction and keeping their engagement levels high. This study assessed the factors affecting the motivation, perceived job satisfaction and employee engagement among the employees at Roche Diabetes Care (RDC) South Africa. The main objective of this study was to assess the motivational, engagement and job satisfaction levels at RDC, as well as to evaluate whether the employees believe in the leadership and future of RDC SA. The quantitative research method was utilised, while the simple random sampling method using online survey forms, was employed. Basic descriptive statistics was used to analyze the data. The survey form assessed the respondents on various categories ranging from reputation, management effectiveness, leadership, collaboration, career growth opportunities and work process/decision making. From a sample of 56 employees, all the participants were involved in the study resulting in a 100% response and completion rate. The study revealed that RDC has strong reputation in the face of its employees, and it is considered one of the best places to work. The study also showed that the management of RDC acts with integrity and the leaders are exemplary, which strengthens the motivation and engagement levels at RDC. However, the study also showed that there was gap, whereby the employees at RDC were not free to speak up and express their views during collaborative sessions. It was also discovered that employees were not confident in expressing their views and opinions to senior leadership. The study also showed that RDC departments were not collaborating enough and that the management need to be more engaging with the employees, with regards to career growth and opportunities. A review of the feedback from the RDC showed that the company might be doing well in terms of motivation, satisfaction and employee engagement from the survey responses. In view of the findings of the study, it was recommended that RDC leadership and management need to look into the aspects of career opportunities. Efforts should be made by the leadership and management, in creating an environment where employees are free to speak up and express their views.