project mm.doc

CHAPTER I

DATA INTERPRETATION:

TABULAR REPRESENTATION OF DATA

1. What was the reason for your earlier change of organization?

a. Salary hike

b. Personal problems

c. Health Problems

d. Required a changee. Improper performance appraisal

f. Pressure and stress g. Others please specify.

REASONS FOR CHANGING THE ORGANISATIONChange of OrganisationSalary hikePersonal problemsHealth problemsRequired a changeImproper performance appraisalPressure and Stress

% of respondents25331291110

Interpretation:

Most of the employees in the organization changed their parent organization because of their personal problems. Salary hike is the next influential factor in increasing attrition rate in the organizations. Out of 100 employees 33% of them vote for personal problems and 25% of them choose Salary hike. Health problems, Improper Performance appraisal, need to change the organizational environment and stress are the other important reasons for changing the organization. 2. How comfortable you are in working in your working hours?

a. Very comfortable

b. Comfortable

c. Neutral

d. uncomfortable

e. Very uncomfortableLEVEL OF COMFORTVery comfortableComfortableNeutralUncomfortableVery uncomfortable


Interpretation:

Within the work hours employees are very comfortable in doing the work. That means they are getting adequate amenities to accomplish the job as early as possible. Table clearly showing that 58% of the employees are comfortable with their working and insignificant percentages of the people are uncomfortable with their working.

3. What would be your favorite relaxation time while completely involved into the work?

a. Once in an hourb. Once in two hours c. Only in official breaks

d. Couldnt relax until the work is completely done

e. Others please specify

RELAXATION TIME

Once in an hourOnce in two hoursOnly in official breaksAfter completion of workOther reasons


Interpretation:

Employees in the organization require relaxation to their mind to recuperate the interest towards working. Because Organization work always packed with pressure and stress. To beat this tension most of the employees want once in an hour relaxation (36%), 33% of the employees want to take relaxation in official break hours and 31% of them never take relaxation until their work completed.

4. How frequently have you been engaged in CSR/ Co curricular assignments in your organization?

a. Once in a year

b. Half yearly

c. Quarterly

d. Monthly

e. Never till date

CSR / CO-CURRICULAR ASSIGNMENTSOnce in yearHalf yearlyQuarterlyMonthlyNever


Interpretation:

Apart from their work stress, work pressure, reaching goals in a stipulated time 93% of the employees are engaged in corporate social responsibility activities to help the society. Where as 7% of them overwhelms to participate in CSR activities monthly.

5. Please express your satisfaction levels for the following practices in your organization?

Mark 5 if you are Highly satisfied

Mark 4 if you are Satisfied

Mark 3 if you are Neutral

Mark 2 if you are Dissatisfied

Mark 1 if you are Highly dissatisfied

i) Performance Appraisal

Highly satisfiedSatisfiedNeutralDissatisfiedHighly dissatisfied


Interpretation:

Employees are more satisfied with their performance appraisal method that their organizations are following. Nearly 37% of the employees feel that their organizations are following crystal clear performance appraisal techniques and 28% of them neutral in their behavior.ii) Compensation & Benefits

Highly satisfied

Satisfied

Neutral

Dissatisfied

Highly dissatisfied


Interpretation:

In the organization employees are not satisfied with their compensation & Benefits what organizations are giving to them. 37% of the employees feels that they are not getting enough benefits from the organization and 15% of them are highly satisfied with the compensation methodology.iii) Work culture

Highly satisfied

Satisfied

Neutral

Dissatisfied

Highly dissatisfied


Interpretation:

Work culture is the most influential factor in improving the performance of the employee. It is possible when the organization work culture is beyond their expectations and when the employees are dwelled very easily in the organization. Nearly 52% of the employees are satisfied with the work culture of the organization whereas very negligible percentages of people are dissatisfied with the work culture of the organization.iv) Ambience

Highly satisfied

Satisfied

Neutral

Dissatisfied

Highly dissatisfied


Interpretation:

Internal and External environment (Ambience) of the organization help to employees to understand the work culture of the organization. Even though employees are satisfied with the work culture most of them really dissatisfied with the ambience of the organization. 47% of the employees are dissatisfied with the ambience of the organization. This means organizations are not creating enough exposure to excel employee abilities as well as skills. Out of 100 only 13% of them are satisfied with the ambience of the organization.

v) Working Hours/ shifts

Highly satisfied

Satisfied

Neutral

Dissatisfied

Highly dissatisfied


Interpretation:

Employees are improperly balancing their work- life balance. This is statement supported by the above table. Nearly 83% of the people agreed that their working hours made them unhappy. Whereas 3% of employees are satisfied with the organization working hours.vi) Monitoring system

Highly satisfied

Satisfied

Neutral

Dissatisfied

Highly dissatisfied


Interpretation:

44% of the employees are satisfied with monitoring system that the organization is using to measure the performance of the individual. This monitoring system will help the organization in the process of performance appraisal. This satisfaction percentage also proved in Performance appraisal table. That means employees are getting right appraisal based on their performance.

vii) Training & Development

Highly satisfied

Satisfied

Neutral

Dissatisfied

Highly dissatisfied


Interpretation:

Training & Development is widely used by organization in different ways at different levels dealing with different people. 38% of the people highly satisfied with the method that organizations are following for Training and developing their skills, capability, and confidentiality. Only 9% of the people are dissatisfied with T&D. viii) Job rotation(Change across rolls)

Highly satisfied

Satisfied

Neutral

Dissatisfied

Highly dissatisfied


Interpretation:

Most of the organizations do job rotation to reduce the feeling of monotony. Generally employees invite job rotation to give up the boredom of doing the same work. This is also proved from the table. 47% people are very delighted in doing job with rotation and 29% of employees are wanted to carry out the same work to get perfection.ix) Support towards innovation Highly satisfied

Satisfied

Neutral

Dissatisfied

Highly dissatisfied


Interpretation:

46% of the employees are feels that their organizations are very supportive towards innovation and 31% of the employees are contradicting notion of Support of organization towards innovation.x) Job profile

Highly satisfied

Satisfied

Neutral

Dissatisfied

Highly dissatisfied


Interpretation:

Employees are highly satisfied with the job what they are doing. 69% of the employees are satisfied with their job profile and only 18% of the employees are dissatisfied with their job profile.

xi) Code of conduct Highly satisfied

Satisfied

Neutral

Dissatisfied

Highly dissatisfied


Interpretation:

From the above table it is evident that employees are satisfied with the code of conduct of the organization. Nearly 67% of the employees are satisfied with the firms code of conduct and 12% of them are dissatisfied with it.xii) Information sharing across employers Highly satisfiedSatisfiedNeutralDissatisfiedHighly dissatisfied


Interpretation:

Information sharing helps to employees to know internal issues in the organization. It helps to reduce the barriers of effective corporate internal communication. 44% of the employees are satisfied with their information sharing across employees, 26% of employees are dissatisfied and remaining people are neutral in their behaviour.

xiii) Overall satisfaction towards HR PracticesHighly satisfiedSatisfied

Neutral

Dissatisfied

Highly dissatisfied


Interpretation:

Considering all the above factors employees were asked to tick the overall satisfaction towards HR practices. From the table it is obviously understood that 49% of the employees are highly satisfied with the practices, 26% of the employees are satisfied and remaining 24% employees are neither satisfied nor dissatisfied with the HR practices in their own organizations. Interestingly none of the employees are dissatisfied with the HR practices.6. How satisfied are you while working in teams at your organization?

a. Highly satisfied

b. satisfied

c. Neutral

d. Dissatisfied

e. Highly DissatisfiedHighly satisfiedSatisfiedNeutralDissatisfiedHighly dissatisfied


Interpretation:

Graph showing the employees preferences towards satisfaction in working as teams in their organizations. Most of them feel unhappy in working as teams. 44% of the employees are dissatisfied with the Team work and only 23% of the employees are taste the synergy effect. 32% of the people are neither vex with the teams nor getting synergy effect from the team work. 7. What are you expecting for your work from your organization?

a) Recognition b) Reward c) Award d) Responsibility e) PromotionRecognitionRewardAwardResponsibilityPromotion


Interpretation:

Promotion was expected by 42% of the employees and Recognition was expected by 8% of the employees. That indicates employees are very happy when organizations encourage them through promotion. From the graph we can understand that the gap of promotion does not fill by other source of encouragement. Reward and Responsibility both are occupy 14% of employee expectation and 21% of expectation occupied by Award. 9. What makes you to continue in the organization?

a) Salary b) team c) organization benefits d) organization Environment

SalaryTeamOrganizational BenefitsOrganizational environment


Interpretation:

Employees feel salary is the basic need to develop reputation and enjoy the luxuries of life which satisfies his self esteem and motivates to enhance ones skills. Employees believe that organizational environment adds value to their possession and builds confidence to colour their career in that organization. Other Factors like Team work and organizational benefits are given priority in continuation respectively.

STATISTICAL ANALYSISFactor AnalysisTotal Variance ExplainedComponent

Initial Eigen values

Extraction Sums of Squared Loadings

Rotation Sums of Squared Loadings

Total

% of Variance

Cumulative %

Total

% of Variance

Cumulative %

Total

% of Variance

Cumulative %

1

2.276

18.963

18.963

2.276

18.963

18.963

2.195

18.290

18.290

2

1.567

13.060

32.023

1.567

13.060

32.023

1.475

12.291

30.582

3

1.313

10.940

42.963

1.313

10.940

42.963

1.407

11.722

42.304

4

1.206

10.049

53.012

1.206

10.049

53.012

1.211

10.093

52.397

5

1.135

9.456

62.469

1.135

9.456

62.469

1.209

10.072

62.469

6

.946

7.887

70.356

7

.823

6.861

77.217

8

.800

6.666

83.882

9

.728

6.066

89.948

10

.600

5.001

94.949

11

.515

4.293

99.242

12

.091

.758

100.000

Extraction Method: Principal Component

ParticularsComponent

12345

Performance Appraisal-.001.806-.098-.002-.028

Compensation & Benefits-.173.574.354-.144-.043

Work culture-.057-.048-.041.221.754

Ambience.480-.113-.390-.354.042

Working Hours/ shifts.003-.412.592.031-.082

Monitoring system.413.236.277-.008.490

Training & Development-.040-.024-.057.883.041

Job rotation-.064-.084-.172-.368.620

Support towards innovation-.021.036.765-.058-.017

Job profile.038.488-.267.310.006

Code of conduct.939-.093-.040.022-.053

Information sharing.933.007.002-.007-.011

Table Name: Rotated component matrixObservations: Factor analysis is used to reduce the number of factors which influence the satisfaction of employee regarding employee engagement practices. The 5 key factors influencing the employee satisfaction are:

Factor-1: the most influencing factor is the combination of code of conduct and information sharing between the employees. It can be named as formal and friendly environment.

Factor 2: performance appraisal

Factor 3: support towards innovation

Factor 4: training and development

Factor 5: work culture

These are the five factors which the company needs to concentrate to improve employee engagement practices in order to improve employee satisfaction.

Performance appraisalCompensation

&benefitsWork

CultureAmbienceShiftsMonitoring systemT&DJob

RotationSupport innovationJob profileCode of conductInfo sharing

Overall satisfactionPearson correlation.991-.499.470.256-.661.576.759.450.607.982.076.116

Sig.001.068.073.115.044.010.031.046.052.002.178.158

N100100100100100100100100100100100100

Correlations

Interpretation:

Correlation analysis will reveal the strength of association between dependent (employee satisfaction) and independent variables (Factors considered for the study). From the above analysis, performance appraisal, working hours, monitoring system, T&D, job rotation and job profile have a significance value less than 0.05. Except working hours or shifts, other variables or factors show positive correlation with the employee satisfaction.TEST OF HYPOTHESES - CHI-SQUARE

Performance Appraisal * Overall satisfactionChi-Square Tests

ValuedfAsymp. Sig. (2-sided)

Pearson Chi-Square.982a4.013

Likelihood Ratio1.0034.009

Linear-by-Linear Association2.431.291

N of Valid Cases100

Compensation & Benefits * Overall satisfaction

Chi-Square Tests


Pearson Chi-Square2.496a6.869


Linear-by-Linear Association.4631.496

N of Valid Cases100

Work culture * Overall satisfaction

Chi-Square Tests





N of Valid Cases100

Ambience * Overall satisfaction

Chi-Square Tests





N of Valid Cases100

Working Hours/ shifts * Overall satisfaction

Chi-Square Tests





N of Valid Cases100

Monitoring system * Overall satisfaction

Chi-Square Tests





N of Valid Cases100

Training & Development * Overall satisfaction

Chi-Square Tests





N of Valid Cases100

Job rotation * Overall satisfaction

Chi-Square Tests





N of Valid Cases100

Support towards innovation * Overall satisfaction

Chi-Square Tests





N of Valid Cases100

Job profile * Overall satisfaction

Chi-Square Tests


Pearson Chi-Square.413a4.001

Likelihood Ratio.4064.002


N of Valid Cases100

Code of conduct * Overall satisfaction

Chi-Square Tests





N of Valid Cases100

Information sharing * Overall satisfaction

chi-Square Tests





N of Valid Cases100

Inference: From the chi square analysis, it is understood that Performance appraisal, Work culture, Monitoring system, Training and Development, Job rotation, Support towards innovation, Job profile and Code of conduct show a significant impact on the employee satisfaction. The other factors like Compensation & benefits, Ambience of the organization, Working hours/shifts and information sharing between the employees do not show much impact on the employee satisfaction.

Proof for the Hypotheses

Hypothesis 1:Null hypothesis: There is no significant relationship of the work environment and cultural factors as a part of engagement to the satisfaction of an employee.

Alternative Hypothesis: There is a significant relationship of the work environment and cultural factors as a part of engagement to the satisfaction of an employee.

Observation: According to the inference from Chi-Square the parameters like Work Environment does not have significant impact and Cultural factors has impact on employee satisfaction but on considering the entire hypothesis to be unified, this indicates that Null Hypothesis is proved to be true.

Hypothesis 2:

Null hypothesis: There is no significant relationship of the motivational factors and the learning opportunities as a part of engagement to the satisfaction of an employee.

Alternative hypothesis: There is a significant relationship of the motivational factors and the learning opportunities as a part of engagement to the satisfaction of an employee.

Observation: According to the inference from Chi-Square the parameters as Training and Development, Performance appraisal, Job rotation and other motivation factors and learning opportunities have significant impact on employee satisfaction. Hence the Alternative hypothesis is proved to be true.

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