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    Culture as an environmental factor on the impact of intrapreneurship in engineering companies: Comparison of German and American engineering companies
    (EDP Sciences, 2021) Toksöz, Seray
    The main aim of this study was to explore the extent to which intrapreneurship is taking place in engineering companies in the US and Germany. To serve this purpose, a deductive approach was followed, and a mixed methodology was employed in order to measure the perceptions about the existence of intrapreneurship in each country and to develop an understanding what factors have an effect on the concept among the engineering companies' employees. The data collection procedure included questionnaires which were carried out with the selected employees of the engineering companies. For the analysis of data obtained from the questionnaires, several statistical analyses were utilised, and SPSS software was used. To obtain the managements' views on the issue, interviews were conducted. Interviews were analysed through using narrative method. According to results, extent of the intrapreneurship perception among the US employees is higher compared to employees from Germany. Managements in both countries accepts the importance of intrapreneurship for their organisations however, it seems like there is a problem in flowing down these views to employees since employees especially in Germany believes otherwise. In this context, three main factors were determined in this study which can be counted as important factors which hinders the level of intrapreneurship in the US and Germany. These factors are lack of top management support, lack of communication and lack of adequate reward scheme within the organisations. In this study the role of culture in determining intrapreneurship behaviour within the organisations was also determined. In this context, it is believed that due to cultural differences between the US and Germany, employees do not perform intrapreneurship behaviour in Germany. © The Authors, published by EDP Sciences. This is an open access article distributed under the terms of the Creative Commons Attribution License 4.0 (http://creativecommons.org/licenses/by/4.0/)
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    Effectiveness of Internal Communication in Managing Ethnically Diverse Workforce: Case Study of Nakheel
    (2021) Toksöz, Seray
    This study is prepared to examine the effectiveness of internal communication in managing ethnicallydiverse work. To do this Nakheel development company from Dubai, UAE was chosen. To meet thispurpose, the topic was examined from both managers’ and employees’ aspects. To examine how effectiveinternal communication is in managing ethnically diverse workforce interpretivist approach is followed.Accordingly, the case study approach was followed as the study conducted within a single organization– Nakheel. In collecting primary data from the company, in-depth interview method was used sincecarrying out this study required exploring thoughts and experiences of managers in relation to managing diverse workforce and methods they use when communicating ethnically diverse employees. Thefindings suggested that managers at Nakheel are aware of the diversity in their workforce and the consequences of not acting on smoothing the differences. The company employs various channels to establisha good communication with its employees and implemented open door policy to hear their voice. However, it is found that the main concern of Nakheel is to overcome the language barriers and the companystarted to use English in an addition to Arabic which is evidently the proof of ineffective way of managing ethnically diverse workforce
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    Impact of engagement exist in organisations' internal environment on employees' motivation, satisfaction, commitment and turnover intention
    (EDP Sciences, 2021) Toksöz, Seray
    Examining the impact of engagement exist in organisations' internal environment on employees' motivation, satisfaction, commitment and turnover intention is the main aim of this research. To achieve this, Hilton Park Lane, London UK hotel was chosen as a case to conduct this research. Interview and questionnaire methods were used together to reach the main aim. The findings from the interview showed that the hotel did not have a separate employee engagement strategy but rather the management has been trying to engage its employees by social activities and providing discounted services. Statistical analyses showed that employee disengagement is positively related with employee turnover intention and employee turnover statistics at Hilton Park Lane. Although no statistically significant result was obtained regarding the correlation between employee disengagement, job satisfaction and motivation, the findings suggested that lack of motivation and dissatisfaction with job could be the underlying factors which would lead employee disengagement. © The Authors, published by EDP Sciences, 2021.
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    Relationship between employee behaviours and engagement in organisations' internal environment
    (EDP Sciences, 2021) Toksöz, Seray
    The objective of this study was to critically evaluate the relationship between employee behaviours and engagement in organisations' internal environment. This objective was achieved in the context of Adeeb Group. Combination of primary and secondary data was used in achieving the objectives. In terms of primary data, questionnaires were carried out among the employees of Adeeb Group. Findings showed that among components of engagement, participants obtained the highest level on vigour; followed by dedication, and the lowest levels were obtained for absorption. In fact, the results revealed that employees' level of engagement was low, especially for absorption. In terms of employee relations, it was found that even though the communication between employees is regarded as better than the communication with organisation, employees do not think that it is good whereas these communications should be open. Employee growth responses also revealed that even though the opportunities provided for training and development is regarded as better than the opportunities for career growth, most of the employees do not think that the organisation supports growth of its members. The findings related to commitment showed that most of the participants were not satisfied about some politics of the organisation. © The Authors, published by EDP Sciences, 2021.