Professional Documents
Culture Documents
Research Project
On
To Analyze the Affect of Role of Self-Efficacy, Organizational Support
and Supervisor Support on Employee Engagement (A Case Study of
Liberty Shoes Ltd &Bata, Karnal)
Submitted to:
Kurukshetra University, Kurukshetra
In the partial fulfillment of the Degree of Master of Business Administration
MBA 4thSemester (Session 2013-15)
Submitted by:
Ms. AviAnand
KanikaMalhotra
Assistant Professor
KanikaMalhotra
SUPERVISORS CERTIFICATE
The above research title To Analyze the Affect of Role of Self-Efficacy, Organizational
Support and Supervisor Support on Employee Engagement (A Case Study of
Liberty Shoes Ltd &Bata, Karnal) has been completed by KanikaMalhotraunder my
supervision. It is desired standard expected of MBA student and I recommend that it may
be sent to the University for Evalution.
Ms. AviAnand
Assistant Prof. MBA Deptt.
GGSITMS
ACKNOWLEDGMENT
It was indeed a unique experience and privilege for me to undergo training in my regular
course curriculum for the fulfillment of my M.B.A. from Kurushetra University, guru
gobindsingh institute of management and technology, yamunanagar.
I wish to express my gratitude to Ms. AviAnand for his spontaneous response to my
request for allotting this project as well as for guiding me during the project.
I am grateful to my family and friends for providing me moral support for the completion
of the project. Their valuable guidance at every stage inspires me to learn more and more
about the basic facts in the field of HR . I must thanks to the entire faculty member to
make me capable of handle such an important project
Last but not the least my sincere thanks and gratitude to all the respondents for sharing
their valuable time and views with me, which indeed provided me a guiding force to
reckon upon this project.
(Kanika Malhotra)
CONTENTS
Chapter No.
Title
Page No.
Declaration
Acknowledgement
Preface
1.
Introduction To Company
2.
Introduction To Topic
3.
Literature Review
4.
5.
Research Methodology
6.
7.
Finding
8.
Suggestion
10.
Conclusion
Bibliography
Annexure
segmented, yet often overlapping markets, defined by both the price and the purpose
of the shoes. For instance, there are mini-markets for shoes designed for each of many
sports and other purposes: basketball, running, walking, tennis, and casual wear. The
greatest overlap between these categories is between performance shoes and casual
wear. Therefore, there is some degree of overlap between most segments.
The industry is dominated by a few large firms, while the majority of other players
have less than 5% market share. These firms fight for market share through non-price
competition, on strategies such as strengthening brand image and increasing product
proliferation. The success of each firm is greatly dependent upon its marketing
campaigns. The brand image of the major firms is created by extensive marketing
campaigns and celebrity endorsements. Consumers associate themselves with a
particular brand and tend to stick with the brand with which they are comfortable.
Entry to the industry is difficult as brand loyalties are high. Standing on the threshold
of a retail revolution and witnessing a fast changing retail landscape, the Indian
footwear market is set to experience the phenomenal growth in coming years. In past
few years too, the market has seen robust growth, says indian footwear industry
analysis report. This report provides extensive research and in-depth analysis on the
Indian footwear market. The detailed data and analysis given in the report will help
the client to evaluate the leading-edge opportunities critical to the success of
the footwear market in India. The forecasts and estimations given in this report are not
based on a complex economic model, but are intended as a rough guide to the
direction in which the market is likely to move. This forecast is based on a correlation
between past market growth and growth of base drivers.
HISTORY
Footwear is estimated to have started its long history of human use during the ice age
some 5million years ago. Unkind weather conditions are said to have created the
necessity for footwear. Other evidences show that footwear came to use at the end of
5
the Paleolithic period, at about the same time the early humans learned the art
of leather tanning. Early pieces of footwear were made of wrappings, usually made of
leather or dried grasses. Later on pieces were developed from an oval piece of leather
which is bound by a piece of strong leather thongs. Sandals, which are the first crafted
footwear, are the successors to these wrappings. In Egyptian funeral chambers, paintings
show the different stages in the preparation of leather and footwear. The images also
show that in Egypt, footwear depicted power and class. The pharaohs sandals were
distinguished by the turned up toes, a characteristic which is missing in the commoners footwear.
Egyptian sandals were crafted using straw, papyrus, or palm fiber. Later on, Egyptian
women adorned their footwear with precious stones and jewels. Material evidences showed that
the Greeks loved and took good care of their feet by using different footwear for different
activities. Greek women began wearing sandals to signify their social class. Their footwear
signified beauty, elegance, refinement, and extravagance. It has been said that Greek
women of bad reputation attracted men by wearing elevated sandals. These sandals
create a clacking sound when the wearer moves, and this sound was considered as a
symbolic flaunting of sexual charms. in Mesopotamia, leather wrappings are tied to the feet by a strip
of the same material. Romans, on the other hand, created durable leather thongs so their
legions can travel to places on foot. It is also believed that foot fetishes began with the Romans
when Senator Lucius Vitellus frequently kissed the shoe of his mistress which was hidden in his tunic.
In Rome, footwear also exhibited social class. The consuls wore white shoes, the senators
wore brown shoes, and the uniform footwear for the rest of the region was a short pair of boots
that uncovered the toes
Bata India is the largest retailer and leading manufacturer of footwear in India and is a
part of the Bata Shoe Organization.
Incorporated as Bata Shoe Company Private Limited in 1931, the company was set up
initially as a small operation in Konnagar (near Calcutta) in 1932. In January 1934, the
foundation stone for the first building of Batas operation - now called the Bata. In the
years that followed, the overall site was doubled in area. This township is popularly
known as Batanagar. It was also the first manufacturing facility in the Indian shoe
industry to receive the ISO: 9001 certification.
The Company went public in 1973 when it changed its name to Bata India Limited.
Today, Bata India has established itself as Indias largest footwear retailer. Its retail
network of over 1200 stores gives it a reach / coverage that no other footwear company
can match. The stores are present in good locations and can be found in all the metros,
mini-metros and towns
Batas smart looking new stores supported by a range of better quality products are aimed
at offering a superior shopping experience to its customers.
The Company also operates a large non retail distribution network through its urban
wholesale division and caters to millions of customers through over 30,000 dealers.
We cater to a wide range of choices all over the country. Hush Puppies are one of the
world's most comfortable shoes designed for both men and women. Marie Claire is
for today's fashion conscious women who love shoes, which match their colorful
and vibrant wardrobe. That's not all. For those who want a tough shoe that can weather
any storm, we have Sandak to suit their needs. Weinbrenner is simply meant to take you
outdoors. With them on you can be rest assured about their rugged character
and durability. Kids can take their pick from Bubble Gummers. Power is all about
athleticism, for those who love sports and enjoy sporting activities.
SWOT ANALYSIS
BS
A
T
A
I
N
D
I
A
L
M
I
E
DW
I
T
E
STRENGTHS
o Largest retailer network of 1300 outlets, 4000 franchises and another
10000dealers.
o Brand awareness was established in the early 30s. People associated Bata
for quality and real value for money.
o Brand loyalty: Bata has got its own brand of customers who
o
WEAKNESSES
o Lagging in innovation.
o Cost structure: Cost structure is a big concern to Bata.
o Raw material cost has increased mainly due to increase in price of natural
rubber by 44%. This is something that the industry players are not being
able to control.
o Competition: with the entry of the big international brands like
NIKE, LOTTO, WOODLAND, LEE, COOPER, etc Bata found it
very difficult to hold its market share.
o Cash tied up in inventories: B a t a i n v e s t e d a l o t
of money in the
OPPORTUNITIES
o Rapid growth of consumerism in state: With the rapid growth of
middleclass in the state, the purchasing power of the average person has
increased. T h e a w a r e n e s s f o r t h e q u a l i t y f o o t w e a r h a s
c r e a t e d a r i s e i n d e m a n d f o r quality footwear affordable prices.
o E v e r c h a n g i n g t a s t e s o f c u s t o m e r : The fashion conscious
customers always look for new styles and designs in favor. The Indian
footwear market is highly dynamic nature.
o Bata expects to touch the 100 million pair mark from the present 60
million pairs mark.
o Tie-up: T h e t i e - u p s
with
Nike
may
attract
more
c u s t o m e r s t o B a t a showrooms.
o Distribution Network: Batas distribution strength ensures higher
success profitability for new product segments.
o Being an essential commodity the company can target all types of income
groups.
THREATS
o Raw-materials: Raw materials used by the company are leather hides and
chemicals: high quality raw materials are very critical to produce
international standard finished products.
o Future outlook: The Company has launched a joint venture, Mid East
Integrated Steel Ltd (MISH) with China metallurgical import and export
Corporation to its leather segments
It has entered into the domestic shoe market and is also likely to own retail in the
domestic shoe market as well as in the global market.
COMPANY PROFILE
LIBERTY
For a group, which started its operations in the pre-independence era, Liberty has truly
liberated itself from a conservative mould to face the challenges of the present
competitive scenario. Starting off as a small trading shop called Pal Boot House; the 57
10
years old group has today evolved into leading shoe manufacturers in the country and has
star men the export market, too. Though its core business is and will be, for a long timefootwear, the group has also diversified into the manufacture of cigarette lighters.
The group has invested in state of the art manufacturing facilities at Karnal,
Libertypuram, Gharaunda, Agra, Kanpur and Saharanpur. While Libertys main
manufacturing facility is located at the group headquarters in Karnal, the Delhi office
is concerned with the advertising and marketing of the various brands as well as the
diversification plans.
The company manufactures a wide range of footwear with PVC/leather soles, genuine
leather and synthetic uppers, catering to men, women Liberty Shoes Ltd. is the only
Indian company that is among the top 5 manufacturers of leather footwear in the world
with a turnover exceeding U.S. $100 million and children.
With 50 years of excellence, today Liberty produces footwear for the entire family and
is a trusted name across the world. In the domestic market it is one of the most admired
footwear brands and holds the largest market share for leather footwear.
The company has been set up to manufacture and sell leather and non-leather shoes,
leather shoes upper and leather garments. Presently, the company is engaged in
manufacturing of leather and non-leather shoes.It had also set up a joint venture in
Russia to manufacture shoes in 1991 under the name M/s Liberty & Co. with Gorky
Production (shoes unit) Gorky city. Subsequently, the name of the joint venture was
changed to Liberty & Nino vide No.1/43/89-ep (01) dated 29.04.1991 of Ministry of
commerce, Govt. of India.Entered into an agreement with one of the group firms,
Liberty Shoe Ltd. for using the established brand name LIBERTY. As per the terms of
this agreement the company can use this trademark initially for a period of 5 years on a
royalty payment of Rs.20 Lac spread over even in Europe and other advance countries
the show industry has only growth of ancillary industries.
11
To ensure that the method we use is the latest technology the world over
Always one step ahead.Enriching the lives of our customers globally by our
commitment to the industry and in making available products and services that truly
match their desires in terms of style, comfort and value.
Liberty Group of Companies
Sister Concerns or associates:
1.
2.
Liberty Enterprises.
3.
Liberty Leathers
4.
5.
LIFO International.
6.
7.
Liberty Tanners.
Liberty Footwear Co. was established in 1954 situated in Raja Karan s City Karnal.
Liberty Enterprises was set up in 1976 in Karnal and is engaged in the manufacture
of shoes.
Liberty Leathers was established in the year 1982 in GharaundaDistt. Karnal and runs
a tannery for processing leather hides.
LIFO International was set up in 1978 in Karnal and is engaged in the manufacture
of shoe uppers for 10 percent exports.
Liberty Group Marketing Division was established in 1982 in Karnal and is engaged
in the marketing of shoes.
Liberty Shoes Limited was incorporated on the 3rd Sept. 1986 as a public limited
company. It has been set upto a manufacture and sell leather and non-leather shoes,
leather shoes, leather shoe uppers and leather garments.
INTRODUCTION TO TOPIC
EMPLOYEE ENGAGEMENT
13
Employee
engagement,
also
called worker
engagement,
is
a business
management concept. An "engaged employee" is one who is fully involved in, and
enthusiastic about their work, and thus will act in a way that furthers their organization's
interests.
Engaged38
Employee
Behaviors
SAY
STAY
STRIVE
14
Drivers of Engagement
While it is possible to measure engagement itself through employee surveys, this does not
assist in identifying areas for improvement within organizations. There are a range of
factors, known as drivers that are thought to increase overall engagement. By managing
the drivers, an organization can effectively manage engagement levels of its employees.
Drivers such as communication, performance clarity and feedback, organizational culture,
rewards and recognition, relationships with managers and peers, career development
opportunities and knowledge of the organizations goals and vision are some of the
factors that facilitate employee engagement. Some points from the research are presented
below:
* Employee perceptions of job importance - "...an employee's attitude toward the job's
importance and the company had the greatest impact on loyalty and customer service than
all other employee factors combined.
* Employee clarity of job expectations - "If expectations are not clear and basic
materials and equipment are not provided, negative emotions such as boredom or
resentment may result, and the employee may then become focused on surviving more
than thinking about how he can help the organization succeed.
* Career advancement/improvement opportunities - "Plant supervisors and managers
indicated that many plant improvements were being made outside the suggestion system,
where employees initiated changes in order to reap the bonuses generated by the
subsequent cost savings."
* Regular feedback and dialogue with superiors - "Feedback is the key to giving
employees a sense of where theyre going, but many organizations are remarkably bad at
giving it."What I really wanted to hear was 'Thanks. You did a good job.' But all my boss
did was hand me a check.'"
15
16
ORGANIZATIONAL SUPPORT
Perceived Organizational Support (POS) is the degree to which employees believe that
their organization values their contributions and cares about their well-being and fulfills
employees' socio emotional needs.
POS
is
generally
thought
to
be
the
organizations
contribution
to
Being regarded highly by the organization helps to meet employees needs for
approval, esteem, and affiliation.
Employees, therefore, take an active interest in the regard with which they are
held by their employer.
Fairness: When employees perceive that they are receiving fair treatment in
17
because perceived appreciation has the power to turn a bitter employee into a
content employee.
18
SUPERVISOR SUPPORT
Supervisor support is defined as the extent to which leaders value their employees
contributions and care about their well-being. A leader with high supervisor support is
one that makes employees feel heard, valued, and cared about. Although it sounds
simple, providing this kind of support is one of the hardest transitions to make when
promoted from employee to supervisor.
motivational leader is possibly one of the largest steps one can take in his/her working
life.
If you are a supervisor or manager, take a minute to reflect on how you handled this
hurdle. Was it easy?
Why is supervisor support so important for effective leadership?
Because it is one of the key behaviors that effective leaders develop as soon as they move
from individual contributor to manager. (In fact, it leads to positive outcomes at all levels
of leadership) In specific terms, organizational research has identified a myriad of
positive outcomes associated with high supervisor support, including:
19
20
LITERATURE REVIEW
Katzenbach, 2000Engaged employees are committed, motivated, energetic and
enthusiastic about problem solving. They are absorbed in their work, put their heart into
their jobs, are excited about doing a good job, exert energy in their work and are a source
of competitive advantage for their employees.
Harter, Schmidt and Hayes, 2002Each individual employee has direct and unilateral
control over amount of discretionary effort he or she chose to make available to the
organization .An engaged employee will consistently outperform and achieve new
standards of excellence.
Schaufeli et al. (2002) define employee engagement as a positive fulfilling, work related
state of mind that is characterized by vigor, dedication and absorption. They further state
that engagement is not a momentary and specific state, but is a more persistent and
pervasive affective cognitive state that is not focused on any particular object, event,
individual, or behavior
Towers Perrin (2003) asserted that what drives employee engagement is when a
company aligns its programs and practices within its framework to drive the right
behavior from employees through to customers; it positioned itself to realize an
appropriate return on people investment. On the contrary, when an organization builds its
people programs in a strategic and operational vacuum- with no explicit or implicit links
21
Beauchesne, (2005) This report reflects on the need for organizations to focus on factors
that influence engagement like competitive pay, followed by balance between work and
personal life, advancement opportunities, competitive benefits, challenging work, merit
pay, learning and development opportunities, competitive retirement benefits, caliber of
co-workers and an employer with good reputation.
Mathieu, Gilson, & Ruddy, (2006) suggested that empowerment is the experience of
authority and responsibility. Conceptually, empowerment defined in this manner might
be considered an antecedent or a condition of engagement, and the reader can see the
conceptual slipperiness with which we are dealing. Indeed, any distinction between the
state of engagement and psychological empowerment becomes considerably less clear
when considering the four-dimensional model.
Fernandez (2007) shows the distinction between job satisfaction, the well-known
construct in management, and engagement contending that employee satisfaction is not
the same as employee engagement and since managers cannot rely on employee
22
satisfaction to help retain the best and the brightest, employee engagement becomes a
critical concept.
RESEARCH OBJECTIVES
PRIMARY OBJECTIVES
To examine the effect of organizational support, role of self-efficacy and supervisor
support on employee engagement.
SECONDARY OBJECTIVES
To analyze various factors affecting employee engagement.
To analyze various components of organizational support, self-efficacy and
supervisor support.
To analyze various determinants of employee satisfaction and their performance.
23
RESEARCH METHODOLOGY
Following steps followed in research process:
Meaning of research
Problem statement
Research design
Sample design
Data collection
Analysis and Interpretation of data
MEANING OF RESEARCH:
Research is defined as a scientific & systematic search for pertinent information on a
specific topic. Research is an art of scientific investigation. Research is a systemized
effort to gain new knowledge. It is a careful inquiry especially through search for new
facts in any branch of knowledge. The search for knowledge through objective and
systematic method of finding solution to a problem is a research
RESEARCH DESIGN:
A research is the arrangement of the conditions for the collections and analysis of the data
in a manner that aims to combine relevance to the research purpose with economy in
procedure. In fact, the research design is the conceptual structure within which research is
conducted; it constitutes the blue print of the collection, measurement and analysis of the
data. The design in such studies must be rigid and not flexible and most focus attention on
the following;
o
RESEARCH DESIGN
TYPE OF INVESTIGATION
Causal
STUDY SETTING
Non contrived
Purpose of Study:
ED
xe
ps
c o
o r
ap
o
v
ye
H
p
l
r i
s
t t
i
r
s
i
y
t
h
e
i
s
T
e
g
t
n
The present study has been Exploratory cum Descriptive in nature, as it seeks to discover
ideas and insight to bring out new relationship based on previous findings in other
organizations
TYPE OF INVESTIGATION
25
CC G
oa
ru
rar
el v
lt
ao
tn
ih
op
n
d
n I
tr
a
u
e o
a
k i
yr
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r f
l
n
c
e
e s
i
a
g
t
n
s
i
p
f
,s
s
f
e
The type of investigation in my study is Causal as my main motive is analyzing the cause
and effect of organizational support, role of self-efficacy and supervisor support on
employee engagement.
Measurement & Scaling:Five point Likert (Interval) scaling has been used for conducting the survey to analyze the
impact of non monetary reward practices on organizational effectiveness which has been
given as follows:
1-Strongly Agree, 2- Agree, 3-Neutral, 4-Disagree, 5-Strongly disagree
1-To great extent, 2- To some extent, 3- not at all, 4- dont know
1- Satisfied, 2- strongly satisfied, 3; Neutral, 4- Dissatisfied, 5-Strongly dissatisfied
26
TARGET POPULATION
SAMPLING UNIT
SAMPLING SIZE
50 employees.
SAMPLING TECHNIQUE
Non-Probability sampling
( convenience
sampling)
SAMPLING AREA
DATA COLLECTION
After the research problem has been identified and selected the next step is to gather the
requisite data. While deciding about the method of data collection to be used for the
researcher should keep in mind two types of data primary and secondary
D
P
A
R
S
I
E
T
A
M
C
C
A
O
O
R
N
Y
D
L
A
L
E
R
C
Y
T
O
N
PRIMARY DATA
27
The primary data are those, which are collected afresh and for the first time, and thus
happened to be original in character. We can obtain primary data either through
observation or through direct communication with respondent in one form or another or
through personal interview.
SECONDARY DATA
Secondary data means that data that are already available i.e. refers to data which has
already been collected and analyzed by someone else. The sources used in this case
are-
Journals
Websites
Company profile
Annual reports
However the researcher has tried her best in collecting the relevant information for
dissertation report, yet there have been some problems faced by the researcher. The prime
difficulties which researcher has faced in collection of information are discussed below:
Time constraint: The time period for carrying out the research has been limited
as a result of which many facts have been left explored. So if more time had been
provided, the sample size would have been increased. The respondent would have
been given more time to fill the questionnaire.
Limited sample size: The sample size was very small due to which the findings
could not be generalized.
Limited area for research: The area for study has been only in Mohali, which is
quite a small area to represent the whole population.
Researchers bias: While analyzing the data, some biasness on the part of
researcher may have crept into the study.
Despite of these difficulties, best efforts have been put to do the full justice with the
subject matter and in the completion of report.
DATA ANALYSIS
29
Employee Engagement
Q1.Are you satisfied with your job?
Responses
Agree
27
54
Strongly Agree
20
40
Neutral
Disagree
Strongly Disagree
Total
50
100
4% 2%
Strongly Agree
Neutral
40%
54%
Disagree
Strongly Disagree
Fig 4.1
Source: Primary Data
Interpretation:- 40% employees strongly agree while 54% agree, 4% employees show
neutral response while 2% employees disagree to the statement and 0% employees
strongly disagree that they are satisfied with my job.
30
Responses
Agree
24
48
Strongly Agree
23
46
Neutral
Disagree
Strongly Disagree
Total
50
100
Agree
4% 2%
Strongly Agree
Neutral
48%
Disagree
Strongly Disagree
46%
Fig 4.2
Source: Primary Data
Interpretation:- 46% employees strongly agree while 48% agree, 4% employees show
neutral response while 2% employees disagree to the statement and 0% employees
strongly disagree that they arehighly committed to this organization.
31
Respondents
Responses
Agree
24
48
Strongly Agree
24
48
Neutral
Disagree
Strongly Disagree
Total
50
100
(in
Percentage)
2% 2%
Strongly Agree
Neutral
48%
48%
Disagree
Strongly Disagree
Fig 4.3
Source: Primary Data
Interpretation:- 48% employees strongly agree while 48% agree, 2% employees show
neutral response while 2% employees disagree to the statement and 0% employees
strongly disagree that theyfeel driven to help this organization succeed
32
Responses
Agree
19
38
Strongly Agree
28
56
Neutral
Disagree
Strongly Disagree
Total
50
100
(in
Percentage)
2% 4%
Strongly Agree
38%
Neutral
Disagree
Strongly Disagree
56%
Fig 4.4
Source: Primary Data
Interpretation:- 56% employees strongly agree while 38% agree, 2% employees show
neutral response while 4% employees disagree to the statement and 0% employees
strongly disagree that theyfeel about coming to work.
Organizational Support
33
Q5.Upto what level you are satisfied with organizations benefits package?
Options
Satisfied
28
57
Extremely satisfied
19
39
Neutral
Dissatisfied
Extremely Dissatisfied
Total
50
100
Extremely satisfied
Neutral
Dissatisfied
39%
57%
Extremely Dissatisfied
Fig 4.5
Source: Primary Data
Interpretation:- 39% employees to some extent while 57% agree, 0% employees show
neutral response while 4% employees not at all to the statement that they aresatisfied
with this organizations benefits package.
Respondents
Responses
Number)
(In
Agree
23
46
Strongly Agree
Neutral
Disagree
24
2
1
48
4
2
Strongly Disagree
Total
50
100
4% 2%
Strongly Agree
Neutral
46%
Disagree
Strongly Disagree
48%
Fig 4.6
Source: Primary Data
Interpretation:- 48% employees strongly agree while 46% agree, 4% employees show
neutral response while 2% employees disagree to the statement and 0% employees
strongly disagree that they have confidence in the leadership of this organization.
Q7. Upto what level the leaders of this organization care about employees wellbeing.
35
Responses
To great extent
20
40
To some extent
25
50
Not at all
Dont know
Total
50
100
6% 4%
To great extent
To some extent
40%
Not at all
Dont know
50%
Fig 4.7
Source: Primary Data
Interpretation:- 40% employees say to great extent while 50% to some extent, 6%
employees show neutral response while 4% employees dont know to the statement and
that the leaders of this organization care about their employees well-being.
36
Responses
Agree
21
42
Strongly Agree
27
54
Neutral
Disagree
Strongly Disagree
Total
50
100
4%
Strongly Agree
42%
Neutral
Disagree
Strongly Disagree
54%
Fig 4.8
Source: Primary Data
Interpretation:- 54% employees strongly agree while 42% agree, 4% employees show
neutral response while 0% employees disagree to the statement and 0% employees
strongly disagree that employees like the people I work with this organization.
37
Q9. Employees are given enough authority to make decisions they need to make.
Responses
Agree
25
50
Strongly Agree
23
46
Neutral
Disagree
Strongly Disagree
Total
50
100
4%
Strongly Agree
Neutral
46%
50%
Disagree
Strongly Disagree
Fig 4.9
Source: Primary Data
Interpretation:- 46% employees strongly agree while 50% agree, 0% employees show
neutral response while 4% employees disagree to the statement and 0% employees
strongly disagree that employees are given enough authority to make decisions I need to
make.
38
Responses
Number)
(In
To great extent
19
38
To some extent
27
54
Not at all
Dont know
Total
50
100
6% 2%
To some extent
38%
Not at all
Dont know
54%
Fig 4.10
Source: Primary Data
Interpretation:- the above graph depicts that 38% employees are satisfied to great
extent while 54% to some extent, 6% employees are not in favor i.e they say not at
allwhile 2% show neutral responseand believe that their job is secure.
39
Q11. Does organization give equal values to all employees in terms of respect, team
work, authority and responsibility.
Options
Agree
17
34
Strongly Agree
30
60
Neutral
Disagree
Strongly Disagree
Total
50
100
Agree
6%
Strongly Agree
34%
Neutral
Disagree
Strongly Disagree
60%
Fig 4.11
Source: Primary Data
Interpretation:- 60% employees strongly agree while 34% agree, 6% employees show
neutral response while 0% employees disagree to the statement and 0% employees
strongly disagree that employeefeel that they are valued in the organization.
40
Q12. Upto what extent your skills and abilities are used for your job?
Respondents
Options
To great extent
20
40
To some extent
25
50
Neutral
10
Total
50
100
(in
Percentage)
10%
To some extent
To great extent
50%
Neutral
40%
Fig 4.12
Source: Primary Data
Interpretation:- 50% employees to some extent while 40%
employees show neutral response that employee that theirjob makes good use of their
skills and abilities.
41
Q13. Upto what level are you satisfied with Working conditions of your
organization.
Options
Satisfied
20
40
Extremely Satisfied
15
30
Neutral
Dissatisfied
12
24
Extremely Dissatisfied
Total
50
100
24%
Neutral
40%
Dissatisfied
6%
Extremely Dissatisfied
30%
Fig 4.13
Source: Primary Data
Interpretation:- 40% employees satisfied
while 30%
extremely satisfied, 6%
employees show neutral response while 24% employees dissatisfied to the statement
and 0% employees extermely disatisfied that their working conditions are good
42
Supervisor Support
Q14. Does your supervisor treat each employee fairly.
Options
Agree
28
56
Strongly Agree
19
38
Neutral
Agree
Disagree
Total
50
100
6%
Strongly Agree
Neutral
40%
54%
Disagree
Strongly Disagree
Fig 4.14
Source: Primary Data
Interpretation:- 38% employees strongly agree while 56% agree, 4% employees show
neutral response while 2% employees disagree to the statement and 0% employees
strongly disagree that employeefeel their supervisor treats them fairly.
43
Q15. Upto what level are you satisfied with the attitude and support of supervision
related to work issues.
Options
Satisfied
25
50
Extremely Satisfied
20
40
Neutral
Dissatisfied
Extremely dissatisfied
Total
50
100
6%
Strongly Agree
Neutral
40%
54%
Disagree
Strongly Disagree
Fig 4.15
Source: Primary Data
Interpretation:- 50% employees are satisfied while 40% extremely satisfied,6% show
neutral response while 4% employees dissatisfied to the statement & 0% employee are
extremely dissatisfied that employeesupervisor handles their work-related issues
satisfactory.
44
Options
Agree
24
48
Strongly Agree
23
46
Neutral
Disagree
Strongly Disagree
Total
50
100
6%
Strongly Agree
Neutral
40%
54%
Disagree
Strongly Disagree
Fig 4.16
Source: Primary Data
Interpretation:- 46% employees strongly agree while 48% agree, 6% employees show
neutral response while 4% employees disagree to the statement and 0% employees
strongly disagree that employeessupervisor acknowledges when do work well.
45
Options
Agree
26
52
Strongly Agree
21
42
Neutral
Disagree
Strongly Disagree
Total
50
100
(in
Percentage)
6%
Strongly Agree
Neutral
40%
54%
Disagree
Strongly Disagree
Fig 4.17
Source: Primary Data
Interpretation:- 42% employees strongly agree while 52% agree, 4% employees show
neutral response while 2% employees disagree to the statement and 0% employees
strongly disagree that employees feel they can trust what their supervisor tells them.
46
Q18. This organization provides enough information, equipment and resources need
to do job well.
Options
Agree
21
42
Strongly Agree
26
52
Neutral
Disagree
Strongly Disagree
Total
50
100
6%
Strongly Agree
Neutral
40%
54%
Disagree
Strongly Disagree
Fig 4.18
Source: Primary Data
Interpretation:- 52% employees strongly agree while 42% agree, 6% employees show
neutral response while 0% employees disagree to the statement and 0% employees
strongly disagree thatorganization provides enough information, equipment and resources
they need to do job well.
Q19.Do you agree that your quality of work affect your remuneration.
47
Respondents
Options
Agree
20
40
Strongly Agree
25
50
Neutral
10
Disagree
Strongly Disagree
Total
50
100
(in
Percentage)
6%
Strongly Agree
Neutral
40%
54%
Disagree
Strongly Disagree
Fig 4.19
Source: Primary Data
Interpretation:- From above it is concluded that40% employees
employees strongly agree that if they do good work, company will increase their pay,
10% show neutral response,0% are disagree while 0% are strongly disagree that if they
do good work ,co. will not increase pay.
48
Q20. Employees believe that if theydo well company will provide non-monetary
benefits.
Respondents
Options
Agree
27
54
Strongly Agree
20
40
Neutral
Disagree
Strongly Disagree
Total
50
100
(in
Percentage)
6%
Strongly Agree
Neutral
40%
54%
Disagree
Strongly Disagree
Fig 4.20
Source: Primary Data
Interpretation:- 40% employees strongly agree while 54% agree, 6% employees show
neutral response while 0% employees disagree to the statement and 0% employees
strongly disagree that employeetrust that if they do good work, co. may consider for
promotions.
49
50
Conclusion
Policy implications are the probable outcomes resulting from the implementation of
recommendations. To increase employee engagement, Researcher has given following
policy implications:
The company should institute rewards for the employees who show high results for
engagement in the company.
51
SUGGESTIONS
The following are the list of recommendations which are suggested by the researcher but
they are not conclusive:
Employees should be given freedom to design new and innovative ways to carry
out their job effectively.
Training should be provided to employees so that they can handle the assigned
jobs requirement.
Worker should be given more freedom in deciding about work method, sequences
and pace. They should be allowed to make decisions about accepting or rejecting
materials.
Job should be made more exciting by assigning the creative and challenging task
so that employees feel interest in their job.
52
BIBLIOGRAPHY
Books:1. Sekran
Uma(4th
Edition),Business
Research
methodology,
Himalaya
53
14. Beri G.C., (Third Edition),Marketing Research, Publishing House, New Delhi,
pp 30- 40, 72-87
15. Cooper R. Donald &Schinder S. Pamela,(Third Edition),Marketing
Researchpp. no. 197-200, 548-550
Journal:16. Surya Prakash Pati&Pankaj Kumar (July 2010) The Indian Journal of Industrial
Relations Employee Engagement: Role of Self-efficacy, Organizational Support &
Supervisor Support, Vol. 46, pp no.126-137.
17. TARA SHANKAR & JYOTSNA BHATNAGAR(JULY 2010) The Indian Journal
of Industrial Relations Work Life Balance, Employee Engagement, Emotional
Consonance/Dissonance & Turnover Intention, VOL. 46, NO. 1,PP NO.74-87
18. JyotsnaBhatnagar&Soumendu Biswas( October 2010)The Indian Journal of
Industrial Relations, Predictors & Outcomes of Employee Engagement
Implications for the Resource-based View Perspective Vol. 46, No. 2,pp no.273288
19. Dr. Shulagna Sarkar(May 2011)Global Management Review, A STUDY ON
EMPLOYEE ENGAGEMENT AT MANUFACTURING INDUSTRIES Volume 5
Issue 3, pp no.62-72
20. J. Josli& J.S. Sodhi(, July 2011)Indian Journal of Industrial Relations, Drivers of
Employee Engagement in Indian Organizations, Vol.-47. No. 1, pp no. 162-182
21. RabiyaSange&R.K. Srivasatava (January, 2012), Synergy Vol. X No. I, pp. no.3750
22. Kumar Alok& D. Israel(January 2012)Indian Journal of Industrial Relations,
Authentic Leadership & Work Engagement,Vol. 47, No. 3, pp. no. 498-510
23. Surya Prakash Pati (July 2012)The Indian Journal of Indtistrial Relations,
Development of a Measure of Employee Engagement .Vol. 48, No. 1, pp. no. 94104
24. Solomon Markos(December 2010) International Journal of Business and
Management, Employee Engagement: The Key to Improving Performance, Vol. 5,
No. 12;, pp. no.89-96
25. Dr. Padmakumar Ram &Dr. Gantasala V. Prabhakar( March 2011)
Interdisciplinary Journal of Research in Business, The role of employee
engagement in work-related outcomes, Vol. 1, Issue. 3, (pp.47-61)
54
Websites:26. www.tatadocomo.com/edisclaimer
This website give information regarding the company
27. en.wikipedia.org/wiki/Employee_engagement
This website give information regarding employee engagement
28. http://en.wikipedia.org/wiki/Perceived_organizational_support
This website give information regarding organizational support
29. http://www.scontrino-powell.com/2011/supervisor-support-a-key-ingredient-ineffective-leadership/
This website give information regarding supervisor support.
30. http://en.wikipedia.org/wiki/Self-efficacy
This website give information regarding self-efficacy
31. http://sustainabilityadvantage.com/2010/10/12/csr-efforts-correlate-with-employeeengagement/
This website give information regarding correlation between effort and employee
engagement
32. http://www.xlstat.com/demo_pca.htm39
This website gave me information about tools.
33. http://www.spss.com/corpinfo/fags.htm40
This website gave me information about spss.
34. http://en.wikipedia.org/wiki/Perceived_organizational_support
This website give information regarding organizational support
35. http://www.scontrino-powell.com/2011/supervisor-support-a-key-ingredient-ineffective-leadership/
This website give information regarding supervisor support.
36. http://en.wikipedia.org/wiki/Self-efficacy
This website give information regarding self-efficacy
37. http://sustainabilityadvantage.com/2010/10/12/csr-efforts-correlate-with-employeeengagement/
This website give information regarding correlation between effort and employee
engagement
38. en.wikipedia.org/wiki/Employee_engagement
This website give information regarding employee engagement
ANNEXURE
Annexure I Questionnaire
Section A
Demographic Information
1
____________________________________________
55
20-29
30-39
40-49
Female
4. Highest Education
______________________________________________
5. Name of the Industry
_______________________________________________
6. Name of the Organization
_______________________________________________
7.Designation
________________________________________________
8. Organizational Level(Mark at the appropriate place)
Entry Level
Middle Level
Senior Management
Executive/ Sr. Vice President
CEO/ President
56
50-59
> 60
S. No.
QUESTIONS
Upto
what
level
you
are
satisfied
with
10
11
12
13
57
14
15
16
17
18
19
20
58