Sweatshop Exploitation And Responsibility Of Sweatshops

Gabrielle Chan Bass Humanities 3rd Blue 12 November 2014 Sweatshop Exploitation and Responsibility Sweatshops were first well known to the public eye when several major corporations’ exploitation of workers were revealed during the late twentieth century. Sweatshops generally are factories that provide workers with socially unacceptable working conditions, especially dealing with clothing items. With the expanding apparel industries around the world, more and more corporations are using sweatshop factories to their advantage. Numerous companies claim that they are not responsible for actions of those factories from which they purchase from because it is not part of their corporation. However, action needs to be taken by the government and individual corporations to improve the working conditions in sweatshop factories. Due to the harsh working environment, insufficient pay, and other factors that cause inhumane treatment of workers in sweatshops, the US government should improve working conditions for workers, have stricter regulations on sweatshops, and strive to improve t he treatment of sweatshop workers across the globe. Sweatshop proponents argue that even though sweatshops may not provide the best working conditions for workers, it at least provides a job for those who are in desperate need of one. In a way, a sweatshop may even benefit the workers. The money the workers earn from working in the sweatshop factory may be the deciding factor in whether they have foodShow MoreRelated NIKEs Labour Troubles Essay1414 Words   |  6 Pagesindustries in corporate responsibility. However, they do not comply with several human rights obligations overseas in countries like Thailand, Pakistan, China, Vietnam and Indonesia. In these countries, production facilities called sweatshops have been running for almost 35 years employing workers as young as 13 years of age. The conditions of these factories are adverse to say the least and deprive workers of the moral human rights they should be entitled to. Sweatshops are unethical, immoral andRead More Child Labo r and Sweatshops are a Current Problem in the Fashion Industry1571 Words   |  7 PagesLabor and Sweatshops are a Current Problem in the Fashion Industry   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Many societies face the much overlooked problem of child labor and sweatshops in the fashion industry. Recently, Americans were stunned to learn that their apple pie sweetheart, Kathie Lee Gifford was associated with the exploitation of underage workers in Honduras. Giffords story began the resurgence of knowledge of the growing problem of sweatshops in todays society. Contrary to popular belief, sweatshops still existRead MoreDisadvantages Of Sweatshops1475 Words   |  6 Pagesmajor component includes the use of sweatshops in countries with struggling economies. Businesses take advantage of struggling economies in order to generate the most profit possible. Poor nations have no other choice to accept the unreasonably low offers made by businesses since few alternatives are available. Additionally, weak economies allow sweatshops because they pay workers well in relation to the average income of the nation. However, the use of sweatshops hurts the s truggling nations by leavingRead MoreSweatshops : The United States Of America1651 Words   |  7 PagesSweatshops can be defined in many different ways. Sweatshops are factories that don’t follow U.S. fundamental labor laws. This includes; if the workers are getting paid enough; or if they are getting taken advantage of because of age. Sweatshops are factories that mostly make clothing, and have workers that work long hours at low costs in terrible conditions. In fact, this happens mostly in underdeveloped or developing countries. According to the website, â€Å"dosomething.org† in the article â€Å"11Read MoreThe Epidemic Of Consumerism Within The United Sates And It1052 Words   |  5 Pageswith retailers and producers of products is their use of sweatshops, which are located in and out of the U.S. Sweatshops are a huge problem because they are known for having very low safety standards for their employees and mistreat their employees consistently. The reas on they are used is because they can give the company better profits off of their goods. Origins Sweatshops are a workplace where workers are subject to extreme exploitation, including the absence of a living wage, poor benefits,Read MoreThe Workplace Of A Sweatshop1409 Words   |  6 PagesA sweatshop is a workplace that violates the law and where workers are subject to extreme exploitation (including the absence of a living wage or long work hours), poor working conditions such as health and safety hazards, arbitrary discipline such as verbal or physical discipline or fear and intimidation when they attempt to stand up for their rights or attempt to form a union.1 This paper explores the working conditions in sweatshops mainly located near the US-Mexican border and the results theRead MoreEssay on Nike: The Sweatshop Debate1370 Words   |  6 PagesNike: The Sweatshop Debate SYNOPSIS Nike is a worldwide global corporation that has its shoes manufactured on a contract basis in places like Asia, China, and Vietnam. Although it does not actually own any of the manufacturing locations, it has long been accused of having its products manufactured in facilities that exploit workers. Although Nike admits some wrongdoing in the manufacturing facilities of its contractors, it claims to have started a commitment to improve working conditions inRead MoreThird World Sweatshops1397 Words   |  6 PagesThird World Sweatshops Large corporations such as Nike, Gap, and Reebok and many others from the United States have moved their factories to undeveloped nations; barely pay their employees enough to live on. Countries such as China, Indonesia, and Haiti have readily abundant cheap labor. There should be labor laws or an obligation of respecting workers to provide decent working conditions, fair wages, and safety standards. To begin with, improve their working conditions. Promulgated mental andRead MoreSocial Responsibility: Why Do We Support Sweatshops? Essay747 Words   |  3 Pagesproviding labor to third world countries may at first seem acceptable, the circumstances under which these sweatshops run are not. There are lists of rules by the United Nations, that outline the requirements a corporation must meet to be a socially responsible company. There are many companies that are popular today, however, that don’t meet the criteria stipulated by the UN, and fall in the â€Å"sweatshop† category. nbsp;nbsp;nbsp;nbsp;nbsp;Hoards of people, distracted by catchy advertising and creativeRead MoreCase Study - Nike Sweatshops Inc. Essay1486 Words   |  6 Pages| Corporate Sustainability Management | Case Study Analysis: Nike, Inc. and Sweatshops | | | | | Ethics refer to what is defined as right or wrong in the morality of human beings and social issues are matters which could directly or indirectly affect a person or many members of a society. In this case study, Nike has been accused of subjecting employees in their subcontracted factories overseas to work in inhumane conditions for low wages. The CEO and cofounder of Nike lamented

Satyam Scandal - 1623 Words

SATYAM SCANDAL I. Analyze the case and respond to the following questions: (a) Discuss the earnings management techniques employed by the management of Satyam. In this case of Satyam, I can conclude that the obvious technique employed by the said management are: 1. â€Å"Big Bet on The Future†. When an acquisition occurs, the company acquiring the other is said to have made a big bet on the future. As refer to this case, Ramalingam Raju the Chairman of Satyam Computer Services Ltd. believes the acquisition of Maytas Infra and Maytas Properties will benefit Satyam and boost its earnings in the future. The first instance is when he knows both Maytas companies are highly growth company in developmental infrastructure. So,†¦show more content†¦The manager of the company needs to understand the effects of the accounting reporting that they reported so they can make the best decision on behalf of the company. In addition, earnings management is a strategy used by the management of a company to appropriately manipulate the company’s earnings so that the figures match a pre-determined target. This practice is carried out for the purpose of income smoothing. Thus, rather than having years of good or bad earnings, companies will try to keep the figures relatively stable by adding and removing cash from reserve accounts. So, the financial statements of the company will be seen smoothly over the years with the smooth earnings or net profits. The reasons for many companies using earnings management within the company are whether to maintain steady earnings growth or to avoid reporting in losses. So, people use earnings management in different ways to cover their activities, whether the activities are acceptable or not acceptable. The earnings management is not be called as not acceptable activities if the activities not manipulate financial statements and report results that is not really incurred in reality. In other word, the earnings management will be not acceptable if it misrepresenting financial results. Some earnings management can be classified as acceptable and some can be classified as not acceptable. The instance of acceptable earnings management is advertisingShow MoreRelatedSatyam : India s Biggest Corporate Scandal1959 Words   |  8 PagesExecutive Summary Incorporated in 1987, Satyam Computer Services Limited (a foreign private issuer) was India’s fourth largest IT company that operated in 65 countries around the world, including 9 offices in the United States. It had American Depository Shares traded on the New York Stock Exchange during the fraud period (2003-2008) and changed its name to Sify Technologies Limited in October 2007. Now, Satyam has a new senior management team consisting of members formerly associated with Tech MahindraRead MoreSatyam : India s Growing Success Essay1041 Words   |  5 PagesSATYAM COMPUTER SCAM Satyam Computer Services Limited was formed in 1987 in Hyderabad (India) by Mr. Ramalinga Raju. The firm began with 20 employees and grew rapidly as a ‘global’ business. It offered IT and business process outsourcing (BPO) services spanning various sectors. Satyam was as an example of â€Å"India’s growing success.† Satyam won numerous awards for innovation, governance, and corporate accountability. From 2003-2008, the company grew measurably. Satyam generated Rs. 25,415.4 millionRead MoreEthics in Accounting1196 Words   |  5 PagesUniversity – New York Accounting for Decision Making, MBA 640 Fall 2011 Required Research Paper Page 1 of 11 Table of Contents Number Content Page Number 1 Introduction 3 2 Ethics in Accounting 4 3 Enron Scandal 6 4 Satyam Scandal 8 5 Conclusion 10 6 References 11 Page 2 of 11 Introduction †¢ What is â€Å"Ethics†? Ethics, also known as moral philosophy, is a branch of philosophy that addresses questions about morality—that is, conceptsRead MoreEssay about External Auditors Must be Independent1154 Words   |  5 Pagesauditor, Arthur Andersen became one the most popular accounting scandal where it is still being talked about even after a decade has passed. Following this scandal, other massive organizations like WorldCom (2002), AIG (2004), and Satyam Computer Services (2009) shared the same fate. Since then, there have been questions being asked on the issue of the independence of auditors being one of the major contributors to these accounting scandals. Firstly, it’ll be good to know the definition of auditingRead MoreThe nature, incidence and ethical issues of creative accounting4406 Words   |  18 Pagesmanipulate the figures reported in the accounts of a business (Naser, 1993, p.59). Creative accounting, at root, is the origin of numerous accounting frauds. Many accounting scandal cases (like the scandals in Enron, WorldCom, and other firms) in the past few years had happened with the result of collapse. Most of these scandals were conducted by the senior management of organisations and many victims include the employees, shareholders as well as the society had been suffered from these fraudulentRead MoreFraud As White Collar Crimes1581 Words   |  7 Pageswhether to believe to business, corporate companies and even our neighbours. These days corporate scandals are increased in frequency and severity, we are even believe them and guess the effects of them, we can call corporate scam as white-collar crimes . The scams like Enron, WorldCom, Satyam and Augusta helicopter scams are few examples of biggest frauds in the last two decades. If we go in depth with Satyam computers scam that occurred in 2009, we will know what the fraud is, they manipulated theirRead More‘Satyam – the Enron of India’999 Words   |  4 PagesINTRODUCTION The case study ‘Satyam – the Enron of India’ looks at Satyam Computer Services Limited and its involvement in corporate fraud leading to one of India’s largest white-collar crimes. The Satyam scandal marks as one of India’s biggest corporate scandals where its stakeholders were continually fed misleading financial information from its late chairman Ramalinga Raju. This once promising, global IT company provided its services for some of the largest companies in Australia and the UnitedRead MoreTata Computer Services Ltd.1927 Words   |  8 Pagesemerging tech market, Rama Raju and Ramalinga Raju, incorporated a private limited company titled Satyam Computer Services Ltd., on June 24th 1987. Embarking off on a business venture, with just 20 employees, the Raju brothers begin selling software development and consultancy services to large corporations. Located in Hyderabad, India, which is the state capital of Telangana and a beehive for technology, Sat yam begin offering strategy consulting right through to implementing IT solutions, for industriesRead MoreComputer Services Scandal And The Media Scandal Essay1244 Words   |  5 PagesOne day while enjoying Sunday morning, I have been reading a newspaper mean while my focus goes on a major news about Mr.Ramalinga Raju sent to jail and fine imposed 7 Crore on him then I was curious to know about the famous Satyam scam also known as Computer Services  scandal, and   quot;India#39;s Enronquot;(Enron was a US based company which was inflicted with a similar accounting fraud)the news grab by attraction I was eagerly starts reading that news and I was completely shocked after readingRead MoreEthics in International Business842 Words   |  3 Pages2013) A more recent, and similar, scandal is the Satyam scandal of 2009. Satyam Computer Services revealed that it had engaged in fraudulent accounting practices. Satyam was an Indian company that provided outsourcing services to over a third of the Fortune 500 companies. They were engaged in business at the global level, their actions affected many companies and many people. The irony is that Satyam was viewed as a firm with excellent corporate governance. Satyam was given an award in 2008 by the

Employee Engagement Sainsbury

Question: Explain the term employee engagement? Answer: Definition Of Employee Engagement: The employees having the feelings of emotion regarding their work place or employment organization are known as employee engagement (Walker, 2012). These feelings of emotion towards their organization usually affect the behaviors of the colleagues, and therefore, it also affects the work level of the colleagues. Therefore, it is simple to understand the relation between the employee engagement and the effort given by the works men more the employees would be engaged with the organization, more the effort they would provide for the work done. These would help in the growth of the organization. The job types of the employees are related with the employment engagement, if the colleagues feel stimulated mentally, the communication between management and the colleagues, trust between them, the ability of the colleagues to feel the importance of their work for the organization, probability of promotion of the employees, the pride of the work men for working in the particular organization (McGee, 2011). Sainsburys aim is to be the trusted retailer in its home country, such that people love to join their organization. Sainsburys implements unique strategy to gain and retain its customers, which is possible due to the cooperation of its employees. Thus the company keeps its employees well satisfied and happy. Advantages Of Employee Engagement: Sales growth the well satisfied and happy employees of the organization can make the customers happy and satisfied, and can thus bring in more business by gaining more customers and the loyalty towards the company (Dickson, 2011). Employee engagement make the employees more targetful towards their job and make them more interested towards their job which increases the numbers of customers in each and every shop of Sainsburys and thus ultimately the sales of the company increases. Employee engagement has lead to about 26 % more growth of the annual income of the company. profitability plays a vital role in employee engagement. As the jobs are secured for the employees of Sainsburys, they are loyal to the organization and works hard for achieving the objectives of the firm. Thus profit maximization of the company takes place. There is a system of regular feedback in the company from both the employees and the customers, which help the management of the company to understand its customers and employees better regarding their feelings about the services they expect, their views about the quality of the products and many more. Even the senior most manager of the company visits all the stores once in a week to analyze the position of the company in the competitive market better (Garber, 2011). Sainsburys by performing a market research and a market survey found it that by increasing the level of engagement, the sales in all the stores generally increases and thus ultimately the profit of the company too. About 16 % growth of the company takes place yearly, due to major emphasis on the employee engagement of the company. Employee engagement customer satisfaction relationship the main aim of any organization is to make its customers fully satisfied. Now a day, there are many companies and brands for each and every product, thus consumers easily change their loyalty from one company to other. Thus company puts more emphasis on customer satisfaction. Product innovation according to the needs of the customers is one of the way of customer satisfaction. Feedback from the consumers helps the company to provide customer service and in return customer satisfaction (Dhar, Kaila and Nair, 2009). There is a system of regular feedback in the company Sainsburys from both the employees and the customers, which help the management of the company to understand its customers and employees better regarding their feelings about the services they expect, their views about the quality of the products and many more. These provides a better scope to the company for product modification and thus ultimately, customer satisfaction. Employee engagement customer retention relationship customer retention and gain of new customers are the most important part of any organization, as customers bring in the business. Likings of the products and the services of the company by the customers, results into more sales revenue and also the image of the company increases in the mind of the customers. Customers will be treated well by the employees of a particular organization, when the employees of the company are well satisfied and happy. The happiness and well satisfaction of the employees can only make the customers happy by providing them superb services (Ryde and Sofianos, 2014). Thus employee engagement and customer relationship is inter related to each other. Innovation and efficiency employee engagement is the method of engaging the employees within an organization. Thus employee engagement is related with the performance of the organization like productivity, profit, efficiency and customer service. Each of these factors is the advantages of employee engagement on one hand and also innovation on these factors can be done by the employees for betterment of the process incorporated within the organization. Innovation is the process of advancement of new technologies. If the organization helps to implement employee engagement properly, then the employees would get motivated automatically, and would start to think for growth and development of the organization, and therefore new innovative ideas would be provided by the employees and these might bring efficiency to the organization. Effect Of Demotivated And Disengaged Employees: Lack of self-respect of an employee, disregard of individual performance, lack of trust factor among the employees and scarcity of work culture among the employees cause a demonization and disengaged among the employees. Unwillingness to work perfectly makes an employee mostly underperformer ultimately it turns an employee most inefficient and lazy. Business of an organization may be affected i.e. profit of the company will fall with the callousness of the demotivated employees (Armstrong, 2013). Uninterested workers decrease retention of employee which inculcate new recruitment process as a result with the performance of new employee the output of the company becomes lesser which would affect the business of the organization. The human resource department of Sainsburys has recruited a team specialist in shrinkage for reduction of level of loss, wastage and boost of the works men to retain engaged employee engagement. Market researchers studied the relationship between retail loss and employee engagement, which indicates that about 26 % shrinkage reduced with the increase in the employee engagement. 9.7 % reduction of waste and 9.6 % cash loss could also be saved by this (Garber, 2011). The two companies that is, Sainsburys and ECR jointly made the company understand about the important relation between enhancement of the business and the employee engagement. Because of this study, the company Sainsburys has came to know about the negative effects of demotivated and disengaged employees of the organization. Extrinsic And Intrinsic Techniques Of Employee Engagement Used In Sainsburys: Now a day, times have been changed a lot; thus, people are thought to be working in a leaner team rather than people working for job guarantee or security. With the evolution of the work forces, various factors came into role and various concepts of work have been changed. Like today people get bonus in the form of balance of the work life, or for job security but few years back it was a driver of work, such that for maximization of their earning by working all hours. There is a huge difference between the motivation of an individual and the engagement of an individual. Thus, a successful business can be established by offering initiatives with the aim of motivating the employees of the organization. There are usually two methods, extrinsic and intrinsic techniques of employee engagement. The method which will result into high performance for a specified time period, especially the short term is called extrinsic technique (Rivera, A. and Flinck, J. 2011). This technique can be made better understand by the explanation of an idiom which indicates that, the employee will work until there is a dangling carrot in front of them, as the dangling carrot is the motivation of work done by the employee. The technique used to get higher performance for a long term period, is called intrinsic technique of employee engagement. This is assumed that, intrinsic technique is present within an employee and not in the external forces like desire of achieving reward. Therefore, intrinsic technique raises the commitment of long term, satisfaction of employee and loyalty. Sainsbury incorporates both the intrinsic and extrinsic technique for employee engagement and motivation: Sainsbury incorporated the intrinsic technique by introducing the system of rewarding the employees with stars depending on individual work, performance and achievement. The more stars an employee can get, the more reward the employee will get at the end of the month. By incorporating the idea of stars, the employees got the motivation to perform well. It is not the reward in form of incentive or benefits but the number of stars the employee is getting mattered more. The stars urged the employees to perform better as it became a matter of prestige and gave the employees a feeling of achievement and motivated the employees to work for betterment. Sainsbury incorporated the extrinsic technique by implementing the provision of gifting the employees with bonus/scheme cards. These cards are initially deactivated. The cards will help the employees to avail a discount of 1000 on any product bought by the employees. It can be any commodity ranging from clothes, food items, health products and so on. Moreover there are in-store discounts available to the employees. With the idea of getting the discounts on products that they can avail if perform better, the employees got motivated and worked harder to achieve the goals for both personal benefit and benefit of the company. Findings: To enhance employee engagement, Sainsbury incorporates various intrinsic and extrinsic techniques, the key findings are: Sainsbury provides the employers with scheme cards, which are initially deactivated but once they buy any commodity, the employees can avail a discount of 1000 on the products. The employees can buy goods starting from clothes, food items, beauty products and so on. Sainsbury has incorporated the idea of awarding stars to the employees. The employee with highest number of starts will be rewarded. Hence, the employees develop a personal urge to work better in order to achieve the stars after the name rather than just the reward. Recommendations: Ways To Improve Employee Engagement: The employee engagement is largely contributed by the organization. As the growth of the company occurs, the numbers of people will also increases that will get interested and attracted to the company, and thus some of them would like to join the organization as an employee or want to be a part of the organization by becoming a loyal customer to it (J-sainsbury.co.uk, 2015). Any person before entering the job of a specified company, he would like to get a clear idea about the past, present and future position of the company and also about its reputation in the competitive market. Thus, the aim of an organization should be enhancement of the organization by increasing employee engagement. As employee engagement leads to the growth of a particular individual as an employee of that firm. There are other factors also which generally improves the engagement of employment within an organization. These are providing good amount of incentives to the works men, as it is the most common way t o motivate the employees, again, the healthy atmosphere of the organization is employee friendly, which also motivates the employee regarding the employment engagement, for example, maintain good and friendly relationship between the seniors and the juniors, maintaining trustworthy relationship between all the employees, maintaining healthy competition within the organization and many more helps to improve employee engagement within an organization . Sainsburys currently has employed around 11500 individuals of 60 years of age, according to some motivational theories, which would help the employees to motivate. Timely incentives and schemes of staff reward are provided by the company for more encouragement and interest of work within the employees. These rewards and incentives have increased the productivity of the company; sales revenue has also increased, and has inspired the work men for better performance . Condition free bonus cards are provided by the company for raising employee engagement. On these cards employees generally get a discount of up to amount 1100 on purchasing anything, starting from beauty products to clothes. All these are the various types of measures of improvement of the employee engagement within the company. But the company may include also other motivating theories for enhancement of the employee motivation and also for the employee engagement. Ways To Overcome Barriers To Implementing Employee Engagement: To increase the employee engagement within the organization is not very easy or simple thing, as all the employees might not like the particular way of employee engagement. Thus, it can be challenging for the authority of the organization to implement the employee engagement within the organization, especially if it is voluntary and informal. Thus the question may arise about the implementation of the employee engagement within the organization, as it is very important and necessary for growth and expansion of any organization in one hand and on the other hand it has various barriers and obstacles to implement it within the firm. Motivating people is not an easy matter as each and every people might get motivated by different factors. So for an organization to implement an average motivating factor is mandatory to make its employees more enthusiastic. Generally the influential factors vary from each individual to other . But some of the influential factors are organization culture, local relevance, meaningful involvement of employees, socializing and personal interest. Usually the organization motivators are working with other employees, recognition and achievement. An organization is an ideal place to start integrating sustainable thinking into operational aspects. By creating more sustainable organization culture, the management department of the firm can build the space and attitudes for more appropriate decisions, and also new innovative ideas. If the employees are encouraged throughout the organization, then employees behave in a sustainable way, rather than asking only some particular employees for cha nging their behavior regarding the organization. There are some strategic approaches to develop enthusiasm and motivation within the employees. Strategic planning is the best way to highlight the potentiality of the employees, or the actual weaknesses of the employees, or even the challenges which the management of a particular organization faces in implementing the employee engagement . Some of the ways to overcome the barriers of implementing the employee engagement are as follows: Local relevance the employees of an organization should identify the clear connection between the job activities and themselves. This connection will help them to understand their work importance for the betterment of the organization. A system should be build up which would create space for the employees of the local offices for the contribution regarding the common organizational objectives. But this would also allow making plan for office level and local autonomy. Official level engagement here focus is mainly on the construction and involvement of the meaningful employees. By involving all the employees a system should develop which would encourage the plan of sustainability by involving the whole office. This new system would increase the participation of the employees, by sharing various new ideas, by discussing with each other, solutions and collaboration. Celebration of success and recognition employees work hard for the fulfillment of the objective of the organization, thus in their success the company or the organization should celebrate it and make the employees recognized that they are the important part of the organization as without the employees the organization is not able to bring its business and also will not able to run in the competitive market . Feedback when a strategy is developed and implemented within the organization, then it is mandatory to monitor the working capability and in need, improvements can be done. Both formal and informal feedbacks should be applied alternatively for understanding the working strategy better. Fun factor sometimes through funny games and sports, the management of the company can bring in all the employees more closer to each other which would help them to know each other better. The major barrier of employee engagement is the management of the company. As the mangers think themselves to be most important part of an organization and their executive leadership seems to create an unfriendly working environment for the employees. Due to the designation the management department or the managers are in the top position of any organization, but the employees are the most important part of an organization as they only bring in the business .. Thus, this management hindrance should be cleared out by understanding themselves that the objectives of the organization can only be fulfilled by the employees only. Conclusion: Employee engagement has become a vital part of any organization. Now a day, every organization has a human resource department, thus, they better understand the employees of the organization and new measures in need could take place. But for any new implementation, the management of the company has to face various obstacles, similarly for implementation of employee engagement; the managers also have to face various barriers, but there aim should be to overcome these for betterment of both the employees and the organization as employee engagement brings in business. References Brajer-Marczak, R. (2014). Employee engagement in continuous improvement of processes. Management, 18(2). Bridger, E. (2014). Employee engagement. London: Kogan Page. CONNOR, J. (2011). Sainsbury's Talks Talent and Joins the Employee Engagement Taskforce. [online] Available at: https://www.humanresourcesiq.com [Accessed 19 Jul. 2015]. Garber, P. (2011). Coaching employee engagement training. Alexandria, Va.: ASTD Press. J-sainsbury.co.uk, (2015). J Sainsbury plc / Home. [online] Available at: https://www.j-sainsbury.co.uk [Accessed 19 Jul. 2015]. RAYTON, B. (2012). EMPLOYEE ENGAGEMENT TASK FORCE. [online] Available at: https://www.slideshare.net [Accessed 19 Jul. 2015]. Rivera, A. and Flinck, J. (2011). Employee-Led, Employee Engagement in the Federal Government: SAMHSA PeopleFirst. Advances in Developing Human Resources. WALKER, P. (2013). Real-world facts about Employee Engagement. [online] Available at: https://www.marketingcompass.co.uk [Accessed 19 Jul. 2015]. Armstrong, M. (2013). How to manage people. London: Kogan Page. Dhar, U., Kaila, H. and Nair, J. (2009). 40 Management Lessons from Corporate World. Himalaya Pub. House. Garber, P. (2011). Coaching employee engagement training. Alexandria, Va.: ASTD Press. halliwell, j. (2014). Sainsbury's tackles employee engagement to reduce shrinkage. [online] TheGrocer.co.uk. Available at: https://www.thegrocer.co.uk/people/people-news/sainsburys-tackles-employee-engagement-to-reduce-shrinkage/373782.article [Accessed 19 Jul. 2015]. Harb, S. (2011). Employee engagement. Davenport, Ia.: St. Ambrose University. Karsan, R. and Kruse, K. (2011). We. Hoboken, NJ: Wiley. Ryde, R. and Sofianos, L. (2014). Creating Authentic Organizations. London: Kogan Page. Smith, K. (2011). Deep engagement and disengaged reason. The Australian Journal of Anthropology, 22(1), pp.40-55. Dickson, D. (2011).Fostering employee engagement. Amherst, Mass.: HRD Press. Garber, P. (2011).Coaching employee engagement training. Alexandria, Va.: ASTD Press. McGee, R. (2011).Employee engagement. Chartered Institute of Personnel and Development. Walker, S. (2012).Employee engagement and communication research. London: Kogan Page.