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1.1 Introduction

The process of communication is one of the fundamental parts of a business organisation that contribute to the overall success of the company in considerable manner. Top-down communication process of a business organisation emphasises upon the managerial hierarchy and transfer of the information within the business organisation from the higher level of management to the staff in systematic manner (Haken, 2013, p.35). Employee engagement on the other hand can be explained as a property or element of a business organisation that determines the relationship of the company with its employees. Engagement of the employee with company is measured through their level of enthusiasm and involvement that an employee exhibits with organisational processes (Shuck et al. 2013, p.12). Thus, business organisations apply several different kinds of measures for ensuring the engagement of employees with the organisational processes. Determination of information flow is a part of such measures.

In this particular study, the researcher has attempted to evaluate the influence of top-down communication and information flow upon employee engagement of a business organisation. Two different variables of this study are top-down communication and employee engagement. The researcher would evaluate both secondary as well as primary data relevant to the topic for evaluating relationship between these two variables of the research. For primary data, the researcher has approached sources from Tesco Plc. Through completion of this chapter, the researcher intends to generate complete awareness of the knowledge that the researcher needs to acquire for completing this study in appropriate manner.

1.2.1 Background of the topic

Top down communication is the method of communication in which the information or instructions within an organisation are issue from the higher level of organisational hierarchy and the nature as well as amount of information varies based on the level of organisational hierarchy (Daft, 2012). Each tier of the organisational structure receives information from the exactly upper level of the hierarchy. The information filters down to the employees as per the managerial structure of the company, which proves to be effective in ensuring a systematic flow of information, power and authority within the company. Then again, employee engagement refers to the involvement and enthusiasm among employees of a business organisation that enable them to feel associated with the business organisational in deeper level which enables them to work hard for contributing to the organisational development (Cole et al. 2012, p.1552).

Higher level of employee engagement enables the employees to associate the development and growth of the company with own wellbeing and growth which often leads to increased contribution in part of employee towards achievement of the organisational goals. Truss et al. (2013, p.2657) argued that a organisation with higher level of o employee engagement stands higher chance of improvement in business performance compared to the ones that possess lower level of employee engagement. In addition, communication is one of the key factors that influence the employee engagement within the company (Shuck et al. 2013, p.12). Several different studies have emphasised on the influence of communication style of business organisational on the employee performance. Yet, very little discussions have been found concerning the role of communication style upon the engagement of employees with the company. Through completion of this study, the researcher attempts to hade light upon this aspect of the employee and company relation.

1.2.2 Background of the company

Tesco is the leading grocery and merchandise retailer of the United Kingdom that operates in 12 different countries across Asia and Europe. The organisation is headquartered is Welwyn Garden City, Hertfordshire of England, United Kingdom. Currently the organisation possesses leading position in the UK, Ireland, Malaysia, Hungary and Thailand’s grocery market. Within UK, the organisation possesses 28.3% market share (Thisismoney.co.uk, 2016). As per the record of 2015, the organisation employs around 500,000 people in its 6,814 stores that are spread in 12 different countries across the world (Tescoplc.com, 2016). For the conduction of the study, Tesco has been chosen as recently the organisation has gone through downfall in business due to lack of authority and scope for communication in part of the staffs during the decision-making process. The study serves as providing effectual remedies in order to enhance appropriate communication measures to ensure employee engagement and improve overall performance in the marketplace. 

1.3 Rationale of the study

What is the research issue?

Business organisations often apply several different kinds of communication procedure for establishing effective communication between the work force and management, which is essential for the success of organisational procedures. As the level of involvement of employees in the organisational procedures and decision-making process depends on the communication process of the business organisation, thus determination of an appropriate communication method for the company is essential for acquiring intended level of employee engagement. Andrew and Sofian (2012, p.502) argued that top-down flow of communication and information within the business organisation avails the organisational leaders, opportunity to evaluate the effectiveness of employees in using the information availed by the company for improving the quality of their work. While Beer (2014, p.142) stated that such communication procedures avails very little scope for employee feedback and both way communication which is essential for involving the employee’s opinion in organisation’s decision making process. Thus, it is essential to identify if top-down communication process can develop employee engagement before applying it as communication process of the company. 

Reference list


Armstrong, M. and Taylor, S., (2014). Armstrong's handbook of human resource management practice. London: Kogan Page Publishers.

Clutterbuck, D. and Hirst, S., (2012). Talking business: Making communication work. London: Routledge

Crowther, D. and Lancaster, G. (2012) Research Methods, 2nd ed. London: Routledge.

Daft, R., (2012). Organization theory and design. Boston: Cengage learning.

Haken, H., (2013). Synergetic computers and cognition: A top-down approach to neural nets (Vol. 50). Berlin: Springer Science & Business Media.

Hatch, M.J. and Cunliffe, A.L., (2013). Organization theory: modern, symbolic and postmodern perspectives. Oxford: Oxford university press.

Hurn, B.J. and Tomalin, B., (2013). Cross-cultural communication: Theory and practice. Basingstoke: Palgrave Macmillan

Leedy, P. D. and Ormrod, J. (2012) Practical Research: Planning and Design, 2nd ed. New Delhi: Person Education



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