project mm.doc
TRANSCRIPT
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
% of respondents9493480
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
% of respondents36033310
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
% of respondents25432570
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
% of respondents37342800
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
% of respondents152028370
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
% of respondents292322250
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
% of respondents01331478
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
% of respondents03134340
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
% of respondents16443180
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
% of respondents38332063
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
% of respondents1928231217
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
% of respondents123423921
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
% of respondents373212180
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
% of respondents452220120
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
% of respondents261829260
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
% of respondents49262400
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
% of respondents101432368
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
% of respondents421421148
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
% of respondents40201525
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
ValuedfAsymp. Sig. (2-sided)
Pearson Chi-Square2.496a6.869
Likelihood Ratio2.5756.860
Linear-by-Linear Association.4631.496
N of Valid Cases100
Work culture * Overall satisfaction
Chi-Square Tests
ValuedfAsymp. Sig. (2-sided)
Pearson Chi-Square1.938a6.025
Likelihood Ratio1.9436.015
Linear-by-Linear Association.5281.468
N of Valid Cases100
Ambience * Overall satisfaction
Chi-Square Tests
ValuedfAsymp. Sig. (2-sided)
Pearson Chi-Square4.490a6.611
Likelihood Ratio4.2976.637
Linear-by-Linear Association1.3031.254
N of Valid Cases100
Working Hours/ shifts * Overall satisfaction
Chi-Square Tests
ValuedfAsymp. Sig. (2-sided)
Pearson Chi-Square2.115a6.909
Likelihood Ratio2.1326.907
Linear-by-Linear Association.1951.659
N of Valid Cases100
Monitoring system * Overall satisfaction
Chi-Square Tests
ValuedfAsymp. Sig. (2-sided)
Pearson Chi-Square5.278a6.040
Likelihood Ratio5.6136.048
Linear-by-Linear Association1.1991.274
N of Valid Cases100
Training & Development * Overall satisfaction
Chi-Square Tests
ValuedfAsymp. Sig. (2-sided)
Pearson Chi-Square4.698a4.032
Likelihood Ratio5.1164.027
Linear-by-Linear Association.0961.757
N of Valid Cases100
Job rotation * Overall satisfaction
Chi-Square Tests
ValuedfAsymp. Sig. (2-sided)
Pearson Chi-Square2.749a8.049
Likelihood Ratio2.8448.044
Linear-by-Linear Association.5771.447
N of Valid Cases100
Support towards innovation * Overall satisfaction
Chi-Square Tests
ValuedfAsymp. Sig. (2-sided)
Pearson Chi-Square3.341a8.011
Likelihood Ratio3.4528.003
Linear-by-Linear Association.2681.604
N of Valid Cases100
Job profile * Overall satisfaction
Chi-Square Tests
ValuedfAsymp. Sig. (2-sided)
Pearson Chi-Square.413a4.001
Likelihood Ratio.4064.002
Linear-by-Linear Association.0011.982
N of Valid Cases100
Code of conduct * Overall satisfaction
Chi-Square Tests
ValuedfAsymp. Sig. (2-sided)
Pearson Chi-Square8.907a6.019
Likelihood Ratio12.0326.061
Linear-by-Linear Association3.1381.076
N of Valid Cases100
Information sharing * Overall satisfaction
chi-Square Tests
ValuedfAsymp. Sig. (2-sided)
Pearson Chi-Square8.279a6.218
Likelihood Ratio8.3936.211
Linear-by-Linear Association2.4761.116
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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