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Edited Book
1. Dr. Madhu Arora

2. Ms. Upasana Diwan
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Table of Chapters
Chapter Title Page No.
No.
1. Student Happiness: An Antecedent to 3-21
,QVWLWXWLRQ¶V*URZWK
2. Positive Work Place: A Dwelling Place for 22-30
Better Employee Performance
3. Assessment of Emotional Intelligence at 31-42
Work Place
4. Happiness level at Work Place: A Study of 43-47

Haryana
5. A study on performance during flight 48-55

services: A gender perception
6. A study on relation of ICT in live projects 56-61

with job prospective
7. 6WXG\RI&XVWRPHUV¶SHUFHSWLRQIRURQOLQH 62-69
purchase of footwear in Jammu
8. A Study On Customer Expectation And 70-81

Satisfaction With Reference To Tourism
9. Challenges in Employee Retention Post 82-91

Merger & Acquisition in India
10. Forecasting Stock Prices of Axis Bank using 92-105

ARIMA Model

11. Employee Engagement and Happiness: A 106-116
Case Study of IKEA
Happiness and Performance Management in Modern Globalized Business Scenario ͳ

12. Happiness at Workplace: A Key to Business 117-122
Success
Happiness and Performance Management in Modern Globalized Business Scenario ʹ

Chapter 1
6WXGHQW+DSSLQHVV$Q$QWHFHGHQWWR,QVWLWXWLRQ¶V*URZWK
Lambert academic publishing (2020) Ed. Book

Author:Shlok Aggarwal, Nishtha Malhotra, Shivangi Taneja and Rishika Arora 1
Divya Jindger, Khyati Kathuria 2
1 Student$VVLVWDQW3URIHVVRUV¶
School of Economics, Vivekananda Institute of Professional Studies, Delhi
Abstract
The Happiness Index is an extensive survey that assesses the state of global happiness which
determines how happy the citizens of a country perceive themselves to be. As students are the
major stakeholders in the upliftment of an institution, the following research is an empirical
analysis of the primary data collected through structured questionnaire, designed on 5.0 Likert
Scale and taking various academic and non-academic parameters into account. Responses of 300
respondents were taken through random sampling and analyzed by using Principal Component
Analysis. Thus, the paper aims to find out the impact of various provisions at Vivekananda
Institute of Professional StXGLHVRQVWXGHQW¶VKDSSLQHVV
Keywords: Happiness, Well-being, Quality of life, Mental health, Overall satisfaction,

Spirituality, Likert scale
Introduction
The Happiness Index is an extensive survey that assesses the state of global happiness which
determines how happy the citizens of a country perceive themselves to be. It mainly focuses on
happiness and the society: how much happy the citizens of a country are from the social norms,
government policies, how happiness has evolved over the years. The measurement of the
happiness index is exasperating; the main obstacle to the happiness theory that is congenitally
accepted and prolong. In recent years, not only there has been a considerable development in the
brain science but also experimental psychology which has led to great advancement in the field
of this index. Kahneman and Tversky applied mathematics into human behavior. They proved
measurability of not only happiness but also pain, which pushed the research on happiness into a
Happiness and Performance Management in Modern Globalized Business Scenario ͵

new epoch. There has been positive progression towards the happiness measurement theory of
psychology, economics and sociology. 6RFLRORJLVWVGHILQHKDSSLQHVVDVµWKHGHJUHHWRZKLFK an
individual judge the overall quality of his life-as-a-whole positively, or how well one likes the
life one lives.¶
Of the 156 countries, India has been ranked 140 in 2019 a steady decline from 111 in 2013
(Sangeeta Bhattacharyya, R. Roy Burman and Sudipta Paul). Nearly 5% of Indians suffer from
mental illness and require mental health counseling (Sangeeta Bhattacharyya, R. Roy Burman
and Sudipta Paul). Mental peace and happiness are the basic requisites of people in modern life
because of the increased stress. People need to find a source of happiness and understand
importance of it in our lives. Happiness brings not only change in our lives but also change in the
people around us. They are various surveys conducted to track life satisfaction of citizens all
around the world. It has been said that, µ%\PLOOLRQ\HDUVRIKHDOWK\OLIHZLOOEHORVWWR
mental illness in India (Sangeeta Bhattacharyya, R. Roy Burman and Sudipta Paul).
The rankings are based on answers to the main life evaluation question asked in the survey. This
is called the Cantril ladder. This ladder is a way of depicting your life. The top of the ladder
represents best possible life for you and the bottom one represents worst possible life for you. It
indicates where on the ladder you personally stand at the present moment: it asks respondents to
think of a ladder, with the best possible life for them being a 10, and the worst possible life being
a 0. They are then asked to rate their own current lives on that 0 to 10 scale.
As students are the major stakeholders in the upliftment of an institution, the following study is
the empirical analysis of the primary data collected using a questionnaire including questions
based on contentment of the individuals for various facilities provided by the institute.
A sample size of 300 is examined to derive the results. Students from multiple departments are
the contributors to the data. Here we consider the happiness of the students in the college with
respect to parameters like hygiene, sanitation, placements, interpersonal skills etc. which have
been used to design the questionnaire answered by the students to derive the desired results of
the so conduct analysis.
Thus, this research explores the theory and aims to calculate the impact of various facilities at
9LYHNDQDQGD ,QVWLWXWH RI 3URIHVVLRQDO 6WXGLHV RQ VWXGHQW¶V KDSSLQHVV E\ FDOFXODWLQJ +DSSLQHVV
Happiness and Performance Management in Modern Globalized Business Scenario Ͷ

Index of the college. The results can thus be used to figure out the general expectations of a
student from his/her college life in the institute.
Literature Survey
The Happiness Alliance developed Happiness Index which is a comprehensive survey instrument
that assesses happiness, well-being and aspects of sustainability and resilience. This instrument
can be used to measure satisfaction with life and the conditions of life.
The literature review in this study primarily focused on concept of happiness, importance of
happiness and factors reOHYDQWWRKDSSLQHVVWKDWLPSDFWVVWXGHQWV¶OLYHV6LQFHHYHU\LQGLYLGXDO
on this planet has a definition of their own on what happiness means to them. However,
KDSSLQHVVPD\EHGHILQHGDV³DPHQWDORUHPRWLRQDOVWDWHRIZHOO- being defined by positive or
pOHDVDQWHPRWLRQVUDQJLQJIURPFRQWHQWPHQWWRLQWHQVHMR\´
'LHQGHU¶VUHYLHZSDSHURQVXEMHFWLYHZHOO- being (SWB), he describes three meanings of

well-being:
1) Happiness is based on external criteria of virtue and holiness. Aristotle described such
external measures as pride, friendliness, honesty, wittiness, intellectual virtue, rationality
in judgement, and scientific knowledge
2) +DSSLQHVV LV GHILQHG E\ D FRJQLWLYH DVVHVVPHQW RI RQH¶V OLIH-how does one feel when
UHIOHFWLQJEDFNRQRQH¶VOLIH"
3) Happiness defined by the sum total of affective feelings- did I have more happy moments
today in my daily routine college life, or more frustrated moments?
Study investigated whether very high levels of happiness were associated with academic success
at the college level. Three- hundred students reported on their happiness and various indicators
of educational functioning. Participants with very high happiness level (top 10%) were compared
to those with average and low levels of happiness to explore how different domains of happiness
effect their well-being. Results indicated that although both groups were satisfied with life, the
students with very high happiness were at a significant advantage over those with average
happiness in terms of academic performance, including greater student engagement, academic
self-efficacy, and approach-oriented achievement goals and lower academic stress. Students were
Happiness and Performance Management in Modern Globalized Business Scenario ͷ

asked to rate their life on a scale from 0 to 10, with 0 representing the worst possible life, and 10
the best possible.
College students from a large portion of the active population were taken. In all countries, issues
and problems of university students have taken on a wide range and it seems that several factors
endanger their psychological health. This combination of factors may be internal stimuli like
personality, which leads a student to the defeat and surrender to the underlying problems or
environmental factors such as stress. Extreme stress among students cause educational failure,
unemployment, addiction and drug abuse, health problems, poor performance, dropout, and in
some cases even lead to suicide and murder. Faced with various stress and reactions from them,
students usually try to use coping mechanisms such as avoiding stress, seeking social support or
turning on a specific religion and religious rituals or negative coping mechanisms such as alcohol
and drug use.
Assessing college student's satisfaction with their academic environment students were required
to identify components of satisfaction or dissatisfaction (Bird, 1933; Gamelin, 1953 (cited in
Taha, 1984); Wrenn & Bell, 1942). Large undergraduate samples were examined and satisfaction
was found related to quality of instruction (Bird, 1933); personal inner qualities verses types of
activities (Gamelin, 1953); and overcoming learning difficulties (Wrenn & Bell, 1942). Pervin
(1967) found that student satisfaction was related to self-esteem and if rated on an "actual versus
ideal" continuum, students with high levels of self-esteem reported increased satisfaction with
their environments. Ernest (1966) also found that satisfaction was related to positive self-esteem
in employed students which indicated high levels of job satisfaction. Self-congruence has been
related to student's goal directedness and life purpose (Jenks, Kahane, Boblnskl, & Piermarlnl,
1979) and other factors such as happiness, trust, and identity development (Constantinople,
1970). Related to social contact, Schmidt and Sedlacek (1972) studied social patterns among
students and found that satisfied students had fewer emotional concerns, more contacts with
faculty, and fewer difficulties choosing a major. Aitken (1982) found peer relationships to be an
Important factor in student's successful residential adjustment, although over socializing was
identified with problems. It showed that life satisfaction and academic performance seem to have
a reciprocal influence on each other. Specifically, students with high life satisfaction are more
likely to get higher grades in the future and students who get higher grades are more likely to see
Happiness and Performance Management in Modern Globalized Business Scenario ͸

their life satisfaction go up. In other words, life satisfaction and college outcomes can reinforce
each other to create a vicious or a virtuous cycle. Happiness is of course subjective and heavily
influenced by culture and environment of the college life.
Happiness is a broad concept and has both cognitive and emotional components. Emotional
component means balance between pleasant and unpleasant emotions. The cognitive component
is life satisfaction and evaluating the meaning of life according to standards.
Although Happiness is too much neglected. In our modern society, we are too occupied with
prosperity in the monetary sense, that we neglect the importance of the human well-being. So, by
EXLOGLQJ RQ RQH¶V VRFLDO OLIH DQG PDQDJHPHQW RI WLPH WRJHWKHU ZLWh a fortunate health, true
happiness can be consciously reached amongst the youth.
As happiness is a subjective matter, it does not carry fixed definitions and explanations. The
results of researchers into well-being do not set out fixed numbers nor fixed conclusions.
Furthermore, happiness remains a political and moral case, which will always carry the doubt of
the usefulness of the objective measure. Therefore, happiness is a matter of strong discussion.
Objectives of the Study

Given the literature on the VXEMHFWDQGWDONLQJDERXWZRUNSODFHMREVDWLVIDFWLRQDV³+DSSLQHVV´
the present study aims to fill this gap by taking into account student happiness as a measure of
growth of an institute. Thus, the aim of the present study is
1. To evaluate happiness among undergraduate college students in terms of academic and non-
academic variables like sanitation, hygiene, interpersonal skills, placement etc.
2. To investigate the behavioral patterns of the student community in terms of their expectations
from the institute they choose to study from.
3. To identify the lagging parameters in the provision of facilities.
4. To suggest areas of policy formulation at institutional level.
Happiness and Performance Management in Modern Globalized Business Scenario ͹

Methodology
Primary survey was done through exhaustive and structured questionnaire, designed on 5.0
Likert Scale (0 indicating Least Satisfactory and 5 indicating Most Satisfactory), which is
a psychometric scale commonly involved in research and is most widely used method taking
various academic and non-academic parameters. Responses of 300 respondents were taken
through random sampling and analyzed by using Principal Component Analysis. R software was
used for data analysis.
Results and Findings

The results indicate that a principal component analysis can be applied to the set of given
data as the values of the correlations between the variables shown in the correlation matrix
(Table 1) are moderately high. There are four factors having Eigenvalue greater than 1
resulting from the analysis i.e. the component matrix shown in Table 2 explaining 58
percent of the variations in the entire dataset. The first four factors explain the maximum
variation of the entire dataset can also be seen from the screen plot and the line plot as
shown In Fig 1and Fig.2. On the basis of the communalities (Table 4) derived from the
extracted factor loadings (Table3) the factors explain the respective percentage of the
variation or the information content of the respective variable. The percentage of the
variation explained by the 4 factors is 45.5 percent after varimax rotation is performed
(Table 5). Using cutoff point of 0.5 for factor loading we find that factor 1 comprising
variables curriculum, environment, crowd, freedom, overall satisfaction, factor 2 comprising
awards and industrial visit, factor 3 comprising food quality and factor 4 comprising
infrastructure and sanitation are the key variables which needs to be pondered upon more
carefully so as to enhance happiness of the students of the institute.
Infrastructure Placement Sanitation
Infrastructure 1.0000000 0.3179185 0.3950702
Placement 0.3179185 1.0000000 0.1858894
Sanitation 0.3950702 0.1858894 1.0000000
Happiness and Performance Management in Modern Globalized Business Scenario ͺ

Curriculum 0.3032305 0.3083801 0.2159822
Canteen 0.2930983 0.2565678 0.2251541
Food Quality 0.2954042 0.2933156 0.1946575
Environment 0.2749260 0.2678234 0.2459212
Crowd 0.4317934 0.3827936 0.2618660
Co-curricular 0.3163913 0.2187302 0.2416793
Awards 0.1831782 0.1873062 0.2170332
Industrial Visit 0.1440518 0.1373273 0.1244570
Spirituality 0.1428654 0.1658612 0.1235171
Freedom 0.3137436 0.3812133 0.1454423
Friends 0.1738033 0.2219164 0.2323182
Overall Satisfaction 0.4140534 0.3697914 0.1845617
Curriculum Canteen Food Quality
Infrastructure 0.3032305 0.2930983 0.2954042
Placement 0.3083801 0.2565678 0.2933156
Sanitation 0.2159822 0.2251541 0.1946575
Curriculum 1.0000000 0.3314278 0.3189831
Canteen 0.3314278 1.0000000 0.6549290
Food Quality 0.3189831 0.6549290 1.0000000
Environment 0.4178892 0.3647756 0.3169469
Crowd 0.5932608 0.3457543 0.3289114
Co-curricular 0.3045369 0.1719664 0.2258519
Awards 0.2342680 0.1270564 0.1091340
Happiness and Performance Management in Modern Globalized Business Scenario ͻ

Spirituality 0.1478916 0.1225036 0.2186959
Freedom 0.4424498 0.3112407 0.3205799
Friends 0.2448716 0.2081183 0.1368764
Environment Crowd Co-curricular
Infrastructure 0.2749260 0.4317934 0.3163913
Placement 0.2678234 0.3827936 0.2187302
Sanitation 0.2459212 0.2618660 0.2416793
Curriculum 0.4178892 0.5932608 0.3045369
Canteen 0.3647756 0.3457543 0.1719664
Food Quality 0.3169469 0.3289114 0.2258519
Environment 1.0000000 0.5536935 0.3128247
Crowd 0.5536935 1.0000000 0.3689277
Co-curricular 0.3128247 0.3689277 1.0000000
Awards 0.1921362 0.2765855 0.4038210
Spirituality 0.2256561 0.2181164 0.2798540
Freedom 0.3177206 0.5189757 0.2140865
Friends 0.1536457 0.1845832 0.2030268
Awards Industrial Visit Spirituality
Infrastructure 0.1831782 0.1440518 0.1428654
Placement 0.1873062 0.1373273 0.1658612
Happiness and Performance Management in Modern Globalized Business Scenario ͳͲ

Sanitation 0.2170332 0.1244570 0.1235171
Curriculum 0.2342680 0.1126511 0.1478916
Canteen 0.1270564 0.1626301 0.1225036
Food Quality 0.1091340 0.1384223 0.2181164
Environment 0.1921362 0.2071578 0.2256561
Crowd 0.2765855 0.1536635 0.2181164
Co-curricular 0.4038210 0.3597764 0.2798540
Awards 1.0000000 0.4367867 0.4522738
Spirituality 0.4522738 0.4702364 1.0000000
Freedom 0.2441414 0.1519820 0.2632936
Friends 0.2157860 0.2070911 0.1219768
Freedom Friends Overall Satisfaction
Infrastructure 0.3137436 0.1738033 0.4140524
Placement 0.3812133 0.2219164 0.3697914
Sanitation 0.1454423 0.2323182 0.1845617
Curriculum 0.4424498 0.2448716 0.4736986
Canteen 0.3112407 0.2081183 0.2793016
Food Quality 0.3205799 0.1368764 0.3270917
Environment 0.3177206 0.1536457 0.3041114
Crowd 0.5189757 0.1845832 0.4898504
Co-curricular 0.2140865 0.2030268 0.2369010
Awards 0.2441414 0.2157860 0.1863797
Happiness and Performance Management in Modern Globalized Business Scenario ͳͳ

Spirituality 0.2632936 0.1219768 0.1225618
Freedom 1.0000000 0.1302355 0.4051103
Friends 0.1302355 1.0000000 0.2466665
Table 1 Correlation matrix
Component 1 Component 2 Component 3 Component 4
SS Loadings 2.2093 1.2917 1.05527 1.0349
Proportionate 0.3254 0.1112 0.0738 0.7141

Variation
Cumulative 0.3254 0.4366 0.5105 0.5819

Variation
Table 2 Component Matrix (Eigen values)
Component 1 Component 2 Component 3 Component 4
Infrastructure 0.272 0.113 0.198 0.293
Placement 0.254 0.113 0.113 -
Sanitation 0.203 - 0.166 0.618
Curriculum 0.306 0.176 0.190 -0.191
Canteen 0.264 0.222 -0.570 0.176
Food Quality 0.265 0.203 -0.589 -
Environment 0.285 - - -0.117
Crowd 0.344 0.147 0.203 -0.220
Co-curricular 0.254 -0.273 0.124 -
Awards 0.222 -0.471 - -
Happiness and Performance Management in Modern Globalized Business Scenario ͳʹ

Industrial Visit 0.190 -0.510 -0.174 -
Spirituality 0.200 -0.462 -0.220 -
Freedom 0.287 0.115 - -0.210
Friends 0.179 - 0.141 -0.378
Overall Satisfaction 0.289 0.182 0.216 0.431
Table 3 Extracted factor loadings Component Matrix
Communalities
Infrastructure 0.211806
Placement 0.090054
Sanitation 0.450689
Curriculum 0.197193
Canteen 0.474856
Food Quality 0.458355
Environment 0.094914
Crowd 0.229554
Co-curricular 0.485966
Awards 0.271125
Industrial Visit 0.092386
Spirituality 0.1097444
Freedom 0.139694
Friends 0.194806
Overall Satisfaction 0.33387
Table 4 Communalities
Happiness and Performance Management in Modern Globalized Business Scenario ͳ͵

Factor 1 Factor 2 Factor 3 Factor 4
Infrastructure 0.353 0.150 0.535
Placement 0.399 0.125 0.166 0.228
Sanitation 0.141 0.111 -- 0.557
Curriculum 0.664 - 0.134 0.174
Canteen 0.302 - 0.577 0.202
Food Quality 0.245 - 0.956 0.109
Environment 0.534 0.183 0.157 0.166
Crowd 0.808 0.141 - 0.208
Co-curricular 0.273 0.419 - 0.297
Awards 0.184 0.633 - 0.186
Industrial Visit - 0.672 - 0.134
Spirituality 0.136 0.669 0.124 -
Freedom 0.582 0.183 0.159 -
Friends 0.151 0.188 - 0.310
Overall Satisfaction 0.530 - 0.167 0.271
Table 5 Loadings
Factor 1 Factor 2 Factor 3 Factor 4
SS Loadings 2.604 1.661 1.439 1.119
Proportion Variable 0.174 0.111 0.096 0.075
Cumulative Variable 0.174 0.284 0.380 0.455
Table 6 Loading Matrix (Eigen Values)
Happiness and Performance Management in Modern Globalized Business Scenario ͳͶ

Fig 1 Line Plot of the component Matrix
Fig 2 Scree plot of the Component Matrix
Happiness and Performance Management in Modern Globalized Business Scenario ͳͷ

Fig 3 Biplot of the Component Matrix
Conclusion
The Happiness Index is one piece of the puzzle that completes a picture conveying the
importance of happiness, and the happiness movement as a new environmental, social, and
economic paradigm to enhance quality of life and sustainability for all beings. The survey was
conducted on the basis of parameters like hygiene, sanitation, placement, interpersonal skills etc.
which were answered by the students to derive the desired results of the above conducted
analysis. We applied principal component analysis (PCA) on our data set wherein we concluded
that only 4 factors were having Eigenvalue greater than 1. Using cutoff point of 0.5 for factor
loading we find that factor 1 comprising variables curriculum, environment, crowd, freedom,
overall satisfaction, factor 2 comprising awards and industrial visit, factor 3 comprising food
quality and factor 4 comprising infrastructure and sanitation are the key variables which needs to
be pondered upon more carefully so as to enhance happiness of the students of the institute. The
regular collection of happiness data on a large scale can help us improve our policy making and
LGHQWLI\ ZKDW ³GHOLYHUDEOHV´ VKRXOG EH FUHDWHG WR IRVWHU ZHOO-being. Thus, the study can be
generalized to study the behavioral patterns of the student community in terms of their
expectations from the institute they choose for higher studies. The identified factors must be
worked upon more and more by the institute to achieve overall growth in leaps and bounds.
Happiness and Performance Management in Modern Globalized Business Scenario ͳ͸

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Dissertation Abstracts, 26 (6), 3169.
Happiness and Performance Management in Modern Globalized Business Scenario ʹͲ

Braun, P. M. W. (1977). Psychological well-being and location in the social structure (Doctoral
dissertation. University of Southern California, 1976).
Brickman, P., Coates, D., &Janoff-Bulman, R. (1978). Lottery winners and accident victims: Is happiness
relative? Journal of Personality and Social Psychology, 36, 917-927.
Brochman, G. (1950). Humanity and happiness (F. G. Nelson, Trans.). New York: Viking Press.
Brown, F. G. (1976). Principles of educational and psychological testing (2nd ed.). New York; Holt,
Rlnehart& Winston.
Sangeeta Bhattacharyya, R. Roy Burman and Sudipta Paul. The concept of measuring happiness and how
India can go the Nordic Way
Happiness and Performance Management in Modern Globalized Business Scenario ʹͳ

Chapter 2
Positive Work Place: A Dwelling Place for Better Employee Performance

Author:Ms Balminder Kaur Ms Avni Verma
Student, VIPS, Affiliated to GGSIP University, Delhi
Abstract
The purpose of this paper is to examine the impact of positive workplace on the work efficiency
and work efficacy of the employees of an organization. The present research is focused to study
the outcomes of positive workplace through various psychological factors (i.e. emotions;
behavior; motivation; perception) and other factors (i.e. employee relationship; healthy
competition). As we all know that positive environment is a necessary factor to keep the
employees in an organization happy and motivated towards their work without having any
negative breakthrough and hence, making the organization successful as employees are an
important part of an organization. Therefore an attempt has been made to explore about how
positive environment plays a crucial role for effective and efficient working of an organization.
Keywords: Positive workplace, efficiency, efficacy, psychological factors
Introduction
Positive workplace is a significant area of interest among management scholars and practitioners.
This resulted in rational and logical investigation into positive workplace and performance and
its impact on employees and organization. Positive workplace leads to positive environment in
the organization and enhances work efficiency and job satisfaction among the employees. To
penetrate in this competitive market it is essential for the organization to provide positive
environment for its employees. The employee well-being is equally beneficial for employees,
organizations and communities (Naval Garg 2017). Harter, Schmidt and Hayes (2002) stated that
employee spent a significant portion of their life at workplace and thus employer should
encourage employee well-being at workplace (to ensure positive work performance). The
introduction of employee well-being at work endorses happy workforce for an organization
(Cooper& Robertson 2001). Most employees leave their organization because of negative
Happiness and Performance Management in Modern Globalized Business Scenario ʹʹ

environment and bad relations among the supervisors or co-workers and hence positive
workplace plays a vital role in ensuring positive performance of the organization.
Literature Review
According to Abraham, S. (2012), one way to retain people is to have fully engaged employees
so that organizational goals and employees satisfaction can be achieved. They conducted a study
which highlighted the factors such as job nature, team spirits, cooperation, etc. A research by
Alimo-Metcalfe, B., Alban-Metcalfe, J., Bradley, M., Mariathasan, J., & Samele, C. (2008) was
published (October, 2008) which examined the sense of well-being at work and organizational
performance. Organizational performance is evident towards work. In a study conducted by
Anitha, J. (2014) stated the impact of employee engagement on work performance. It stated that
organizations shall be focusing more on providing great work environment for employees that
would in turn enhance the organizational performance. Avey, J. B., Nimnicht, J. L., & Pigeon, N.
G. (2010) in their research paper explained that employee performance is impacted because of
the psychological capital of the organization. It also stated that psychological capital is directly
linked with the employee performance in an organization. Chandrasekar, K. (2011) in his paper
demonstrated how organizational environment impacts the productivity and engagement of the
employee into the firm. He states that employees working in a negative environment might also
get affected by occupational disease. Clark, A., Georgellis, Y., & Sanfey, P. (1998) in his
research extrapolates about the quit behavior among employees due to negative work
environment as the job satisfaction is not achieved among the employees. Habib, S., Aslam, S.,
Hussain, A., Yasmeen, S., & Ibrahim, M. (2014) in their paper stated that workplace culture
impacts majorly on job satisfaction and employees commitment towards the organization.
Positive workplace environment results to the retention of the employees in the organization.
Jain, R., & Kaur, S. (2014) in their research highlight that working environment has a significant
impact on job satisfaction. It states that effective results and productivity can be achieved with
the help of happy and satisfied workforce. According to Jarden, A., & Jarden, R. (2016) the
organization needs to maximize the potential of positive psychological assessment for well-being
of workforce to ensure positive environment in the organization. Peterson, S. J., & Luthans, F.
(2003) in their paper extrapolate about impact of leadership, personality and psychology on the
individual behavior which further impacts the organizational behavior and workplace
Happiness and Performance Management in Modern Globalized Business Scenario ʹ͵

environment. Raziq, A., &Maulabakhsh, R. (2015) in their paper suggested that the organization
must satisfythe requirements of the employees to increase efficiency, productivity, effectiveness
and job commitment which can be achieved through positive workplace. According to Stairs, M.,
&Galpin, M. (2010), it is significant to have positive engagement of the employees in the
organization as most of the adults spend a lot of time in working, which makes it necessary to
have a positive environment.Tischler, L., Biberman, J., &McKeage, R. (2002) have extrapolated
the positive relationship between emotional intelligence and workplace success. The paper
focuses on positive emotions which impacts majorly on the organizational performance. Wall,
T., Russell, J., & Moore, N. (2017) in their paper stated that positive emotions results to the
generation of positive workplace. Also, it provides the list of measures that an organization can
take to generate positive emotions amongst employees. According to Wright, T. A. (2006), there
is a significant relationship between employee efficiency and attitudes, which if positive can
benefit an organization in many positive ways. The study by Yousef, D. A. (1998) extrapolates
about the enhancement of job satisfaction and performance with job security among employees.
Also, job security majorly impacts the job satisfaction.
Research Methodology
Objectives
¾ To study the concept of Positive Workplace.
¾ To study the link between Positive Workplace and Performance.
¾ To evaluate the steps taken by organizations for creating a Positive Workplace.
Type of Study
¾ Conceptual
What is a positive workplace?

An organization is formed to achieve certain desired goals which will result in the favor of the
RUJDQL]DWLRQOHDGLQJWRLWVGHYHORSPHQW$QRUJDQL]DWLRQ¶VZRUNLQJVWDNHVSODFHEHFDXVHRIWKH
HPSOR\HHVZRUNLQJLQLWDQGHPSOR\HH¶VZRUNHIILFLHQF\GHSHQGVXpon the environment they are
getting in their organization. It is the responsibility of the organization to provide a positive
workplace to its employees. A workplace tells the attitudes, belief system and shared values that
people in a workplace share. The features of a positive workplace are shaped by social and
Happiness and Performance Management in Modern Globalized Business Scenario ʹͶ

cultural context as well as by individual upbringing. Various factors such as leadership,
management and strategic organizational directions influence the workplace to a great extent.
The positive workplace tends to raise the morale of the people, improves teamwork, increases
efficiency of people and productivity of the organization, also it enhances the retention of the
workforce. If the positive workplace would not be there then the most important thing that will
EH DIIHFWHG LV WKH ³6WDELOLW\ RI 3HUVRQQHO´ 7KH HQWU\ DQG H[LW UDWH LQ WKH RUJDQL]DWLRQ ZLOO
increase which will result in the hampering of the working of the organization especially if the
stability is not there in managerial personnel. So, the positive workplace will enhance stability of
personnel. Along with it work performance, collaboration, job satisfaction are all enhanced.
$OVRSRVLWLYHZRUNSODFHHQYLURQPHQWOHDGVWRUHGXFWLRQRIVWUHVVLQHPSOR\HHV$QHPSOR\HH¶V
motivation to work gets heavily influenced because of stress. When it comes to managing the
employees, the thing that should be kept in mind is that how a positive workplace can be created
to make it a stress buster for people. Changing the workplace scenario takes a lot of time and
effort, but the payoff can be enormous (Bridget Miller, Contributing Editor, 13 July 2018). In
other words it can be said that providing a positive workplace to the people is a real win-win
situation. Research by Deloitte has shown that 94% of executives and 88% of employees believe
DGLVWLQFWFRUSRUDWHFXOWXUHLVLPSRUWDQWWRDEXVLQHVV¶VVXFFHVV'HORLWWH¶VVXUYH\DOVRIRXQGWKDW
RI WKHVH HPSOR\HHV EHOLHYHG WKDW D ³FOHDUO\ GHILQHG EXVLQHVV VWUDWHJ\´ KHOSHG FUHDWH D
positive workplace environment.
Link between positive workplace and performance

As we have already discussed that what is a positive workplace the questions arises like why a
positive workplace is important, how does it impact the productivity of the organization and
what is the link between positive workplace and performance. Employees in an organization may
work closely together for long hours. For a manager striving to create a positive workplace can
make these long hours a great pleasure. The organization benefits from improved and good
relationships among employees because of the positive environment. The organization works in
the direction of the goal they want to achieve with the help of the employees. The positive
workplace plays a very crucial role in this and in a way is directly or indirectly linked with the
performance of the organization and employees. The positive workplace and performance goes
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Happiness and Performance Management in Modern Globalized Business Scenario ʹͷ

be brought up by good relations among superiors and subordinates. This increased morale will
make employees actively engaging in projects and assignments and focusing less on escapist
behaviors of the employees. This behavior of employees will lead to faster completion of
projects and assignments. Thereby, resulting in better performance of the organization.
What are organizations doing to create a positive workplace?

Positive Workplace is a very significant factor for an organization in order to create job
satisfaction for their employees. But a culture that is efficient for a firm might not be efficient for
another firm.
x ZAPPOS
Zappos is a well-known online shopping website and it is also known for its remarkable culture.
The company offers $2000 to the new workforce if they want to quit after the first week of
WUDLQLQJLIWKH\GRQ¶WIHHOVDWLVILHGZLWKWKHMRE(YHU\WHDPPHPEHULQFXOFDWHVWHQFRUHYDOXHV
Raises in job are offered to those workers which pass the skills set and exhibit capacity. It hires
workforce according to the FRPSDQ\¶V FXOWXUH ZKLFK LQ WXUQ SURPRWHV WKH FXOWXUH DQG KDSS\
employees which at last leads to delighted customers.
x WEB PARKER
:HE3DUNHULQFXOFDWHV³FXOWXUHFUXVKHV´ one of the reason of their success is a dedicated team

towards the culture. The teams focus on positive culture by setting up fun lunches and other
events. They make sure to arrange events in order to have something to look forward to. Also,
the company makes sure that everyone works together by sending out random employees to
lunch together.
x SOUTHWEST AIRLINES
Southwest Airlines have happy and friendly employees who try hard to help. It has been in the
industry for the past 43 years. The company somehow has always managed to communicate the
vision and goals to employees and to create unified teams. Also, Southwest let the employees put
additional efforts by themselves in order to make the customers happy.
x TWITTER
Happiness and Performance Management in Modern Globalized Business Scenario ʹ͸

Twitter has rooftop meetings, friendly coworkers and also, a team oriented environment which
PRWLYDWHV HDFK SHUVRQ DW DFKLHYLQJ FRPSDQ\¶V JRDOV 0RUHRYHU DW WKH 6DQ )UDQFLVFR
headquarters of Twitter, employees can expect free meals, yoga classes and unlimited vacations
for some of the staff. The employees at Twitter love the positive work culture of the company
and also, rave about being a part of the company.
x CHEVRON
&KHYURQHPSOR\HHVDSSUHFLDWH³WKHFKHYURQZD\´GXHWRWKHLUGHGLFDWLRQWRVDIHW\VXSSRUWLQJ
employees and team members looking out for each other. It also provides the employees with
health and fitness centers on site or through health club membership and thus show care towards
their employees. Also the company insists the employees to take breaks and takes care of the
employees by ensuring their well-being.
x SQUARESPACE
6TXDUH6SDFHLV RQHRIWKHEHVW SODFHV WR ZRUNLQWKH1HZ<RUN&LW\ ,WVFRPSDQ\¶VFXOWXUHLV

³IODWRSHQDQGFUHDWLYH´%\IODWLWPHDQVWKDWWKHUHLVQROHYHOVRIPDQDJHPHQWLQEHWZHHQVWDII
and executives. It is easier for startups to have such approach but as the company grows larger it
requires formation of groups.
It offers benefits such as 100 percent coverage of health insurance premiums, flexible vacations,
attractive office space, catered meals, monthly celebration, relaxation spaces, etc. It has down to
earth leaders very positive work culture.
x GOOGLE
Google has a great work culture and also is well known for the same. The company offers for
meals, employee trips, financial bonus, gyms, dog friendly environment and many other things.
Employees in Google are known for their talent and are considered among the best of best.
x FACEBOOK
Facebook has a unique company culture. It offers lots of food, stock options, open office space,
open communication, competitive atmosphere, etc. which helps in growth, learning and other
benefits.
Happiness and Performance Management in Modern Globalized Business Scenario ʹ͹

It has attempted to have a flat organizational culture, the management works alongside the
employees in the open office space and hence it tries to promote equality among competition.
Conclusion
To sum up, it is very essential for the companies to have a positive work culture to ensure the
well-being of the employees and hence ensuring the success of the company. As employees are a
significant part of a company it is necessary for a company to take care of them in order to
ensure the survival of the company in long-run. Hence, it is necessary for the companies to create
positive work place in order to enhance the performance of the employees. Many companies
such as Google, Twitter, Chevron, etc. are to trying to create positive work place with their
unique ideas such as providing meals, vacations, open office space, friendly coworkers, flat
organizational culture, etc. to enhance the productivity of the company.
Happiness and Performance Management in Modern Globalized Business Scenario ʹͺ

REFRENCES
Abraham, S. (2012). Job Satisfaction as an Antecedent to Employee Engagement. SIES Journal
of Management, 8(2).
Alimo-Metcalfe, B., Alban-Metcalfe, J., Bradley, M., Mariathasan, J., & Samele, C. (2008). The
impact of engaging leadership on performance, attitudes to work and wellbeing at work: A
longitudinal study. Journal of health organization and management, 22(6), 586-598.
Anitha, J. (2014). Determinants of employee engagement and their impact on employee

performance. International journal of productivity and performance management, 63(3), 308.
Avey, J. B., Nimnicht, J. L., & Pigeon, N. G. (2010). Two field studies examining the association
between positive psychological capital and employee performance. Leadership & Organization
development journal.
Chandrasekar, K. (2011). Workplace environment and its impact on organisational performance

in public sector organisations. International journal of enterprise computing and business
systems, 1(1), 1-19.
Clark, A., Georgellis, Y., & Sanfey, P. (1998). Job satisfaction, wage changes and quits:
Evidence from Germany. Research in Labor Economics, 17.
Habib, S., Aslam, S., Hussain, A., Yasmeen, S., & Ibrahim, M. (2014). The impact of
organizational culture on job satisfaction, employess commitment and turn over
Intention. Advances in Economics and Business, 2(6), 215-222.
Jain, R., & Kaur, S. (2014). Impact of work environment on job satisfaction. International
Journal of Scientific and Research Publications, 4(1), 1-8.
Jarden, A., & Jarden, R. (2016). Positive psychological assessment for the workplace. The Wiley
Blackwell Handbook of the Psychology of Positivity and StrengthsǦBased Approaches at Work,
415-437..
Peterson, S. J., & Luthans, F. (2003). The positive impact and development of hopeful
leaders. Leadership & Organization Development Journal, 24(1), 26-31.
Raziq, A., & Maulabakhsh, R. (2015). Impact of working environment on job

satisfaction. Procedia Economics and Finance, 23, 717-725.
Stairs, M., & Galpin, M. (2010). Positive engagement: From employee engagement to workplace
happiness.
Happiness and Performance Management in Modern Globalized Business Scenario ʹͻ

Tischler, L., Biberman, J., & McKeage, R. (2002). Linking emotional intelligence, spirituality
and workplace performance: Definitions, models and ideas for research. Journal of managerial
psychology, 17(3), 203-218.
Wall, T., Russell, J., & Moore, N. (2017). Positive emotion in workplace impact: the case of a
work-based learning project utilising appreciative inquiry. Journal of Work-Applied
Management, 9(2), 129-146.
Wright, T. A. (2006). The emergence of job satisfaction in organizational behavior: A historical

overview of the dawn of job attitude research. Journal of Management History, 12(3), 262-277.
Yousef, D. A. (1998). Satisfaction with job security as a predictor of organizational commitment

and job performance in a multicultural environment. International Journal of Manpower, 19(3),
184-194.
https://www.forbes.com/sites/pragyaagarwaleurope/2018/08/29/how-to-create-a-positive-work-
place-culture/#5dc7b0334272
https://hrdailyadvisor.blr.com/2018/07/13/characteristics-positive-workplace-culture/
https://www.monster.com/career-advice/article/10-signs-positive-workplace
Happiness and Performance Management in Modern Globalized Business Scenario ͵Ͳ

Chapter 3
Assessment of Emotional Intelligence at Work Place

Author: DƐDĞĞŶĂŬƐŚŝŚƵŬĂů͕/D^Z͕DhZŽŚƚĂŬ
DƐZŝĐŚĂ͕ƐƐŝƐƚĂŶƚWƌŽĨĞƐƐŽƌ͕'Žǀƚ͘ŽůůĞŐĞĨŽƌtŽŵĞŶ͕ZŽŚƚĂŬ
Abstract
Emotional intelligence has become the necessity of the life in this changing scenario. Emotional
intelligence is an ability to identify, analyse and control the emotions. To channelize the
emotions in right direction is called emotional intelligence. Now now a days it is getting more
attention than Intelligence Quotient (IQ) because EQ (Emotional Quotient) deals with the
emotional state of a person. Some scholars take it an inborn ability whereas some say that it can
be acquired through learning and training. It is an interpersonal trait which directs the behavour
of person. Emotional intelligence also determines the social orientation and behavour of people
WKDW¶V ZK\ LW LV JDLQLQJ LPSRUWDQFH DW ZRUN SODFH WRR 1R GRXEW HPRWLRQDO LQWHOOLJHQFH DOVR
affects the efficiency and productivity of the workforce.
Keywords: Emotional Intelligence, Intelligence Quotient

The objective of this study has been divided into two:
Main objective is to ascertain the significance of emotional intelligence at workplace in

government sector, private sector & educational institutes, which need emotional intelligence
skills. Other objectives are:
x To determine various models of emotional intelligence

x To assessing and measuring emotional intelligence
Methodology
For achieving the objective of the study, survey was conducted. For survey personal interviews
were undertaken. Sample constitutes 100 respondents were selected from the various government
Happiness and Performance Management in Modern Globalized Business Scenario ͵ͳ

sector, private sector & education institute. Sample included people from all areas namely ± 30%
from BSNL, 35% from NH INDIA LTD., 35% from IBS students. Questionnaires have been
used to collect data from 100 personnel from the different cadre. It included open-ended
questions and many other questions having multiple options, as answers. The data collected was
classified and tabulated for the purpose of analysis. Simple statistical tools were used for
analysis. Percentages were calculated for the purpose of generalization. charts, graphs and
diagrams have also been drawn, based on the tabulation. Inferences were drawn and conclusions
made.
Data Description and Overview
1. Emotional Competence Summary

In this section there is a single-page overview of the competency gaps for a group of employees,
including an index of the need for organization wide attention and a recommended strategy for
closing the competency gaps.
Happiness and Performance Management in Modern Globalized Business Scenario ͵ʹ

2. In-Depth Review of Competency Clusters
This section of the report takes a closer look at workforce performance for each competency
cluster (one page per cluster), color-coded to indicate the effort required to reach the target level
for that competency. It also provides a short synopsis of the urgency with which organization
wide attention is needed for the competency and a recommendation as to whether development
or selection would be a more effective approach to closing the gaps.
Findings
On the basis of data analysis following results have been found regarding various paramerts or
statements:
Happiness and Performance Management in Modern Globalized Business Scenario ͵͵

feel comfortable for longer period (such as inability to adjust with others & organization).
Students are very much emotionally attached with their friends and families. Students are mostly
dependent on the guidance of other and trust others a lot. They look for emotional security with
each other (such as working together in the same company). They are less concerned about their
action rather their priorities become their family and friends. Govt. employees are more
concerned about each other and share their problems. Many times they try to help each other
(financial assistance, personal assistance). They are not really attach with their work (reason can
be job security) but they are attach with other employees.
References:
x 'DQLHO *ROHPDQ ³(PRWLRQDO ,QWHOOLJHQFH´ Publisher: Bantam Doubleday Dell

Publishing Group (31 Dec 1996)
x 6H\PRXU (SVWHLQ ³&RQVWUXFWLYH 7KLQNLQJ 7KH NH\ WR HPRWLRQDO LQWHOOLJHQFH´

Publisher: Praeger (August 27, 1998)
x *HUDOG0DWWKHZV0RVKH=HLGQHU5LFKDUG'5REHUWV³(PRWLRQDOLQWHOOLJHQFHVFLHQFH
DQGP\WK´Publisher: A Bradford Book; New Ed edition (January 30, 2004)
x 3HWHU 6DORYH\ 0DUF ³(PRWLRQDO ,QWHOOLJHQFH .H\ 5HDGLQJV RQ WKH 0D\HU DQG
SaloYH\0RGHO´ Publisher: National Professional Resources, Inc. / Dude Publishing
(January 30, 2004)
x ǁǁǁ͘ĞƋŝ͘ŽƌŐͬ
x www.danielgoleman.info/
x www.eiconsortium.org/
x www.selfgrowth.com/emotional_intelligence.html
x www.unh.edu/emotional_intelligence/
Happiness and Performance Management in Modern Globalized Business Scenario Ͷʹ

Chapter 4
Happiness Level at Work Place: A Study of Haryana
AUTHORS: Lambert academic publishing (2020) Ed. Book

Author: Ms Jyoti and Ms Manju
-Assistant Professor - Management
Govt. College Meham, Rohtak
Abstract
Everyone strives for happiness but no one seems to be successful there, especially at work place
where one spends probably one third of his/ her day time. Now days a mass worker are found
unsatisfied with their job that leads to high turnover of the workforce which is neither in favor of
employer nor employees. No doubt, happiness of workers also affects their efficiency as well as
productivity. Therefore to keep the employees happy, has become the need of hour. Moving on
the same line, now job providers are focusing on reducing the stress level of job and enhancing
the level of happiness at work place. Various personality development programmes are being
conducted by the employers to create the positive and favorable environment to the employees.
Present study aims at assessing the level of happiness of workers and examining whether there is
a significant difference between Govt. Job workers and private job workers, at the state of
Haryana. In previous studies it has been proven that besides the monetary emoluments, there are
several factors which impact the level of happiness of workforce like recognition, advancement
of job, work life balance, growth potential, inclusiveness, work autonomy etc.
Keywords: Happiness, Workplace, Personality Development Programmes.
Literature Review
Dibyojyoti Bhattacharjee & Maumita Bhattcharjee (2010) measured the happiness at

workplace on the basis of happiness index which is composite of various variables. Study stated
that there is no single parameter of measuring the happiness of workers but its is a blend of
several constituents.
Happiness and Performance Management in Modern Globalized Business Scenario Ͷ͵

Kemakorn Chaiprasit & Orapin Santidhiraku (2011) VWDWHG LQ WKHLU VWXG\ ³5HODWLRQVKLS
quality of work life and leadership were three factors that led to happiness at work and able to
SUHGLFWKDSSLQHVVDWZRUN7KHSUHGLFWLRQDELOLW\ZDVDW56TXDUH ´
Abdul Ghani Kanesan & Ying-Leh Ling (2016) VWDWHG LQ WKLV UHVHDUFK ³D WRWDO RI SXEOLF
school teachers involved throughout the first phase. Meanwhile, 180 trained teachers randomly
selected to take part in this study for the second phase. As a result, it is revealed that all five
components, namely the teachers' contribution, teachers trust, school climate, teacher
involvement, and teacher confidence, to achieve individual potential with the support of the trust,
UHFRJQLWLRQDQGSULGH´
John F. Helliwell & Lara B. Aknin (2018) H[SORUHG³$ larger and stronger social science of
happiness emerges, it both requires and is supported by a corresponding shift in policy from
identifying and fixing problems to finding positive ways to promote well-EHLQJ´
Only a limited literature is available on measuring the level of happiness at work place in India
that initiates the researcher to make the study on this topic.
Research Objectives
x To assess the level of happiness at work place at the state og Haryana.
x To find the significance of difference between level of happiness in Govt. sector and
private sector.
Research methodology
Being the study descriptive in nature, it went through primary data collection via getting filled
the structured questionnaire from 100 respondents of Govt and private sector and analyzing the
data demographically with the help of mean indices. In demographic analysis, four parameters
i.e. sex, age, sector and type of job have been taken into consideration.
Results & Discussions
Questionnaire was segregated in two parts- first demographic information and second status
regarding happiness level of respondents and the reasons behind them. Demographic analysis has
been made as below in table 1:
Table 1: Demographic Analysis
S.No. Variable N Level of happiness
Happy Unhappy
Happiness and Performance Management in Modern Globalized Business Scenario ͶͶ

1. Sex N % N %
Male 58 26 44.82 32 55.17
Female 42 19 45.24 23 54.76
Total 100 45 45 55 55
2. Age
20-35 30 16 53.33 14 46.66
35-50 52 20 38.46 32 61.54
Above 50 18 09 50 09 50
3. Sector
Govt. 44 28 63.64 16 36.36
Private 56 17 30.36 39 69.6
4. Type of Employee
White Collar 72 40 55.55 32 44.44
Blue Collar 28 05 17.86 23 82.14
Table 2: Overall Results

Variables N %
Happy 45 45
Unhappy 55 55
Total 100 100
Happiness and Performance Management in Modern Globalized Business Scenario Ͷͷ

As per analysis 45% of respondents have been found happy and rest of the 55% unhappy that
shows that majority of workforce is unhappy. However difference of happy and unhappy is mere
10%. In sex wise analysis, there is no significant difference in level of happiness between male
and female. Male respondents stated the major reasons of unhappiness as salary, recognition,
lack of promotion etc., whereas for females the major reasons behind their unhappiness relates to
organizational justice, glass ceilings, harassment and dual burden of work. Age-wise analysis
shows that young people of the age group 20-35 have been found 53.33% happy and rest of the
unhappy people stated the reason of their unhappiness as unmet position, work culture,
participation, colleague support etc. The level of unhappiness among the middle age group (35-
50) is slightly higher than others i.e. 61.54% and the reasons behind are salary, organizational
support, stagnation etc. People above the age of 50 years have satured and are indifferent to
happiness and unhappiness. Furthermore, difference between the level of happiness of Govt. and
private sector employees is significant. More than two-third i.e. 69.6% of private sector
employees have been found unhappy at their job which needs the attention where economy is
turning to capitalist where public sector is discouraged. There are certain reasons which make the
private job stressful, as work pressures, job insecurity, timings, quality of life etc. In white collar
jobs, proportion of happy employees is greater than unhappy but difference is not much, it is
only around 10%.On the other hand, the level of unhappiness in blue collar jobs is significant
due to poor working conditions ,low wages and salary and job insecurity.
Conclusion
Present study extends the outcomes of the previous studies by analyzing the responses of
employees. Study reveals that majority of workforce is unhappy but difference in ratio of happy
and unhappy is not much. In sex wise analysis, there is no significant difference in level of
happiness between male and female. There is a little variation in level of happiness of young and
middle aged people whereas veteran people are found satured. Private sector has been found very
sensitive to happiness where substantial number of people is unsatisfied to their job. In
comparison of happiness in white collar job with blue collar job, white collar job is preferred by
the employees. Major factors which cause the unhappiness at work place are salary, working
conditions, job insecurity, unmet positions, work culture, quality of life, support system,
advancement of job and growth opportunities.
Happiness and Performance Management in Modern Globalized Business Scenario Ͷ͸

References
x Bhattacharjee, Dibyojyoti & Bhattcharjee, Maumita. Measuring Happiness at Work
Place. ASBM Journal of Management; Bhubaneswar Vol. 3, Iss. 1/2, (2010): 112-125.
x Kemakorn Chaiprasit & Orapin Santidhiraku . Procedia - Social and Behavioral Sciences,
Volume 25, 2011, Pages 189-200
x Abdul Ghani Kanesan & Ying-Leh Ling. AN EXPLORATORY ANALYSIS OF
HAPPINESS AT WORKPLACE FROM MALAYSIAN TEACHERS PERSPECTIVE
USING PERFORMANCE-WELFARE MODEL. International Journal of Asian Social
Science, ISSN(e): 2224-4441/ISSN(p): 2226-5139, DOI:
10.18488/journal.1/2016.6.6/1.6.340.346
x 5XL]ဨ$UDQGD' ([WUHPHUD1(PRWLRQDOLQWHOOLJHQFHOLIHVDWLVIDFWLRQDQGVXEMHFWLYH
happiness in female student health professionals: the mediating effect of perceived stress.
Journal of Psychiatric and Mental Health Nursing, https://doi.org/10.1111/jpm.12052
x John F. Helliwell & Lara B. Aknin. Expanding the social science of happiness. Nature
Human Behaviour, volume 2, 2018, pages 248±252.
x Seven Factors That Determine Workplace Happiness Levels
https://gethppy.com/workplace-happiness/7-factors-determine-workplace-happiness-
levels
Happiness and Performance Management in Modern Globalized Business Scenario Ͷ͹

Chapter 5
A Study on Performance During Flight Services: A Gender

Perception

Author: Shruti
Assistant Professor - Management
Chanderprabhu Jain College of Higher Studies & School of Law, Delhi
Abstract
India is moving through a growth phase in last 20 years. There are tremendous changes and
aviation sector is not an exception to it. Situation of a woman is also changed due to women
empowerment programmes. Woman is also decision makers of purchasing products and services
so extant work is and attempt to understand perception of gender in aviation services. Primary
data is collected from passengers with structured questionnaire of five point likert scale and 212
responses were found suitable for further analyses due to completeness of every answer. Three
variables tangibility, baggage facility and food were considered for the study. SPSS is used to
compute desired results and checking the validation through t-test.Results of t-test suggest that
substantial difference is not observed in the average agreement on cleanliness of washrooms in
airplane between the males and females. Male respondents feel more cleanness of washroom
during flight service than female respondents. Recommendations include there should be more
check on inflight services specially enough options to choose for meals, compensation for lost or
damaged, Cabin Appearance and less waiting time required for males and females as significant
difference was found on these grounds.
Keywords: Gender, Aviation, Service
Introduction and Literature review
In India gender perception is new concept in India being man dominated society since long time.
In rural area woman are even not recognised by their name. They are recognised by sister of their
brother or wife of their husband name. In decision making about product or service their opinion
does not matter as they are dependent finally on man. But now situation is changing gradually.
Woman has their say in some matters. Choosing airlines service should not be an exception to it.
Happiness and Performance Management in Modern Globalized Business Scenario Ͷͺ

Boetsch Tetal(2011)found in survey using Choice-based conjoint analysis that brand gets the
maximum importancein comparison to other factors. Cost and comfort isis secondaryfactors.In a
study by Mazumder S and A B M Hasan Rin (2014)examined quality Bangladesh for
hospitality sector by using quality dimensions on thesectionof twenty hotels using sample size
200 that assurance and tangibility factor had received lowest mean scores. Gi Tae YEO
etal(2015) in using a survey of 313 members examined their relationship with customer
satisfaction which was found to be significant positive effect. George(2016) analysed using
RATER with 22 items for Tangibles with 127 sample size And 9 companies Reliability of
SERVQUAL checked, Bander Abbas Aria Container terminal was ranked first amongst nine
companies. Samuel (2017) in Nigeria studied 8 airlines and found the expectation of service has
significant effect on customer satisfaction.
ShouvikSanyal, Mohammed Wamique Hisam2 (2017) observed the relationship between

traveller and inclination toward a preciseairline was less clear. Juliet Namukasa, (2013) used
technique for random sampling in a sample of 303 users on transnational flights quality of pre-
flight, in-flight and post-flight services had a statistically significant effect on passenger
satisfaction. In addition to that, passenger satisfaction as a mediating variable also had a
significant effect on passenger loyalty.David Bejou, Adrian Palmer, (1998)based on 214
responsesobserved thatservice failure was dependent on the length of time that they had been
dealing with that airline.Arora M and Sharma M (2018) in a primary research of Gender
Perception towards Campus Bazaar- A Paying Guest Accommodation, findings included female
were more satisfied than male for Acoustics (noise level) from outside for current
accommodation. Statistical results t test showed that there was a significant difference in the
opinion of male and female. In a study by Arora M (2018) observed Significant difference is
found choosing airlines services on the basis of basic facilities for the time of booking and check
in were significant for customer satisfaction.
Currentworkbring into being research gaps from domestic and global studies on the topic that
this study needs to be done in India.
Rationale of the Study
Aviation sector has witnessed many changes in present scenario. Many airlines are working in
this area. Due to changing economic and social conditions women passengers are more active in
customer response as never before. No concerted efforts have been made to study the relation of
demographic variables of gender with the tangibility as aviation service, , baggagefacility as
aviation service and food as aviation service. Therefore, the present study titled Insight of gender
passengers in flying services is undertaken.
Research Scope
Happiness and Performance Management in Modern Globalized Business Scenario Ͷͻ

The existing study is confined for the Insight of gender passengers in flying services
This study aims at examining the gender perceptions towards aviation services. In the
widercontext, the specific objectives of the study are as under:
(i) To know the association between gender demographic variables and the tangibility as
aviation service performance
(ii) To examine the impact of demographic gender variables and the language skills as
aviation serviceperformance
(iii) To identify the demographic gender variables and the baggage as aviation
serviceperformance
(iv) To analyses the relationship between demographic gender variables and the food as
Hypotheses of the Research
To confirm the results of the study, the following hypotheses have been formulated:
a. H01:No statistically associationobtainable between demographic factors gender and

tangibility as aviation serviceperformance
b. H02:No statistically association obtainable between demographic factors gender and
language skills as aviation serviceperformance
c. H03:No statistically association obtainable between demographic factors gender and
baggage facility as aviation serviceperformance
d. H04:No statistically association obtainable demographic factors gender and food as
Sample Outline
The target study population can bedemarcatedas the passengers using airline service during.
Deliberate sampling was used to collect the data from the passengers. As the population was not
defined, therefore standard proportion formula was adopted for sample selection.
Data Collection
Happiness and Performance Management in Modern Globalized Business Scenario ͷͲ

The present study was based on both primary and secondary data. Primary data were collected
through well-structured questionnaire on 5-point Likert scale and 212questionnaires were found
complete in all respect and considered for further analysis. Secondary data were extracted from
articles published in various journals, magazines, newspapers and websites
Data Analysis
The collected data were analyzed through descriptive statistical techniques like frequency
distribution, percentage, mean, standard deviation, etc. For coding and analyzing the data,
weights were assigned in order of importance i.e. 1 coded as Strongly Disagree (SD), 2 coded as
Disagree (A), 3 coded as Indifferent, 4 coded as Agree (A), and 5 coded as Strongly Agree (SA).
T-testsfound suitable as there is categorical independent variable: Males and females and
dependent variable was continuous data. The analysis is in conformity with the objectives of the
study and the hypotheses formulated. The collected data were analyzed through SPSS.
Limitations of the Study
The study was confined to the study of gender perception only but did not consider the other
demography viewpoint. As still there is a lack of customers using inflight services, therefore the
sample size was limited to 212 respondents only. The results derived based on sample may not
be generalized on population. The perceptual analysis of customers was considered for the period
of 2018, but the perception may change from time to time. Moreover, the study was confined to
in the area of Delhi and NCR only; therefore the results may not be applied customers in other
parts of the country.
Table 1:Gender-wise perception about flight services in aviation sector

Codes Tangibles Results
Std.
Gender N Mean Deviation t p
Tang1 Cabin Male 78 3.385 .7933

Appearance 1.903 .05
Female 134 3.164 .8244
Tang2 Seat & Male 78 3.192 .8537
personal Female .903 .36
134 3.082 .8588
space
Tang3 Cabin Crew Male 78 3.500 .7687
Dressing .064 .94
Female 134 3.493 .8473
Tang4 entertainment Male 78 3.179 1.1252
equipment .671 .50
Female 134 3.067 1.2027
Happiness and Performance Management in Modern Globalized Business Scenario ͷͳ

Tang5 availability Male 78 3.628 .8076
of Books, Female .960 .33
134 3.746 .8901
newspapers
Tang6 Clean Male 78 3.577 1.0632
washroom .293 .79
Female 134 3.530 1.1613
Male respondents (Mean=3.179, SD=1.1252) find more availability of entertainment

equipmentduring flight service than female respondents (Mean=3.067, SD=1.2027). results of t-
test suggest that there is no significant difference in the average agreement on availability of
entertainment equipment in airplanebetween the males (N=78) and females (N=134), at 5% level
of significance f (1, 210)=.537, p=0.464. Therefore null hypothesis is accepted.
Female respondents (Mean=3.746, SD=.8901) find more availability of books and newspapers
during flight service than male respondents (Mean=3.628, SD=.8076). results of t-test suggest
that there is no significant difference in the average agreement on availability of Books,
newspapers in airplanebetween the males (N=78) and females (N=134), at 5% level of
significance f (1, 210)=.10, p=0.921. Therefore null hypothesis is accepted.
Male respondents (Mean=3.577, SD=1.0632) feel more cleanness of washroom during flight
service than female respondents (Mean=3.530, SD=1.1613). Results of t-test suggest that there is
no significant difference in the average agreement on cleanliness of washrooms in
airplanebetween the males (N=78) and females (N=134), at 5% level of significance f (1, 210)
=1.346, p=0.24. Therefore null hypothesis is accepted.
Table 2: Gender-wise perception about baggage services in aviation sector
Results
Std.
Baggage13 luggage carts Male 78 3.628 .8076

1.13 .25
Female 134 3.493 .8562
Baggage14 Baggage Male 78 3.064 1.1989
Handling Female .75 .45
134 2.933 1.2457
Services
Baggage15 surety of Male 78 3.654 .9234
safety .26 .79
Female 134 3.687 .8533
Baggage16 compensation Male 78 3.500 .7516
for lost or Female 2.10 .03
134 3.754 .8964
damaged
Baggage17 Availability Male 78 3.321 .9044
and quality of .05 .95
Female 134 3.313 .9453
Happiness and Performance Management in Modern Globalized Business Scenario ͷʹ

stores
Baggage18 less waiting Male 78 3.231 .7716
2.73 .00
Female 134 2.925 .7912
Male respondents (Mean=3.628, SD=.8076) observed availability of luggage carts during flight
service more than female respondents (Mean=3.493, SD=.8562). Results of t-test suggest that
there is no significant difference in the average agreement on availability of luggage carts in
=1.13, p=0.25. Therefore null hypothesis is accepted.
Female respondents (Mean=3.754, SD=.8964) observed facility of compensation for lost or
damaged during flight service more than male respondents (Mean=3.50, SD=.75). Results of t-
test suggest that there is a significant difference in the average agreement on availability of
luggage carts in airplanebetween the males (N=78) and females (N=134), at 5% level of
significance f (1, 210) =210, p=0.03. Therefore null hypothesis is rejected.
Table 3 : Gender-wise perception about food services in aviation sector
Code Statement Results
Std.
Food19 Enough Male 78 3.423 .8299

options to Female
2.76 .00
choose for 134 3.104 .7973
meals
Food20 Veg/non Male 78 3.244 .8855
veg food Female 1.00 .31
was served 134 3.127 .7699
separately
Food21 Cooked Male 78 3.513 .8177
properly 1.64 .10
Female 134 3.306 .9195
Food22 Hot and Male 78 3.077 1.1255
fresh .28 .70
Female 134 3.119 .9737
Male respondents (Mean=3.423, SD=.8299) observed enough options to choose for meals during
flight service more than female respondents (Mean=3.104, SD=.7973). Results of t-test suggest
that there is a significant difference in the average agreement on enough options to choose for
meals in airplanebetween the males (N=78) and females (N=134), at 5% level of significance f
(1, 210) =2.76, p=0.00. Therefore null hypothesis is rejected.
Happiness and Performance Management in Modern Globalized Business Scenario ͷ͵

Female respondents (Mean=3.119, SD=.9737) perceived Hot and fresh meals during flight
service more than male respondents (Mean=3.077, SD=1.1255). Results of t-test suggest that
there is no significant difference in the average agreement on Hot and fresh meals in
=.28, p=0.70. Therefore null hypothesis is accepted.
Findings and Recommendations
Male respondents find more availability of entertainment equipment during flight service than
female respondents. There is no significant difference in the average agreement on availability of
entertainment equipmentin airplanebetween the males and females. Therefore null hypothesis is
accepted. Female respondents find more availability of books and newspapers during flight
service than male respondents Results of t-test suggest that there is no significant difference in
the average agreement on availability of Books, newspapers in airplanebetween the males and
female. Therefore null hypothesis is accepted.
Male respondents feel more cleanness of washroom during flight service than female
respondents. Results of t-test suggest that there is no significant difference in the average
agreement on cleanliness of washrooms in airplanebetween the males and females. Therefore
null hypothesis is accepted. Results are similar with the Service expectation has significant effect
on customer satisfaction Eleboda (2017).
Recommendations include there should be more check on inflight services specially enough
options to choose for meals, compensation for lost or damaged, Cabin Appearance and less
waiting time required for males and females as significant difference was found on these grounds
of performance.
Conclusion
Present study is to know the gender perception towards airline services. Primary data using
structured questionnaire was used for the study. as significant difference between perception of
male and female found was found on these grounds. Recommendations include there should be
more check on inflight services specially enough options to choose for meals, compensation for
lost or damaged, Cabin Appearance and less waiting time required for males and female
Happiness and Performance Management in Modern Globalized Business Scenario ͷͶ

References
Arora M (2018), An empirical study about preflight involvement on customer perception in air
travel services, AAYAM-AKGIM journal of management, Volume 8, Issue 2, July- Dec 2018, 1-
9
Arora M and Sharma M (2018), A Study of Gender Perception towards Campus Bazaar- A
Paying Guest Accommodation, Novel ways of learning, An applied approach, LAMBERT
Academic Publishing, vol1, pp 2-13
David Bejou, Adrian Palmer, (1998) "Service failure and loyalty: an exploratory empirical study
of airline customers", Emerald insight, Journal of Services Marketing, Vol. 12 Issue: 1, pp.7-22
George Christian LinharesBezerraa (2016), *, Carlos F. Gomes b, Measuring airport service

quality: A multidimensional approach, Journal of Air Transport Management 53 (2016) 85e93
Gi Tae YEOa , Vinh V. THAIb, Sae YeonROHc (2015) in An Analysis of Port Service Quality
and Customer Satisfaction: The Case of Korean, The Asian Journal of Shipping and Logistics
31(4) (2015) 437-447
Juliet Namukasa, (2013) "The influence of airline service quality on passenger satisfaction and
loyalty: The case of Uganda airline industry", The TQM Journal, Vol. 25 Issue: 5, pp.520-532,
https://doi.org/10.1108/
Samuel Sunday Eleboda* (2017), Appraisal of Passenger Satisfaction with Air Transportation
Servicesat the Domestic Terminals of MurtalaMuhammed Airport, Lagos, American Journal of
Social Science Research Vol. 3, No. 5, 2017, pp. 25-34 http://www.aiscience.org/journal/ajssr
ISSN: 2381-7712 (Print); ISSN: 2381-7720 (Online)
Shouvik Sanyal1*, Mohammed Wamique Hisam2 (2017), An Analysis of the Impact of Service
Quality and Passenger Satisfaction on Passenger Preferences for Airlines: A Study of the Indian
Aviation Sector, International Review of Management and Marketing, 2016, 6(2), 354-357.
Suman Mazumder1 and A B M Rashedul Hasan2 (2014) The first section was to measure the
UHVSRQGHQWV¶ H[SHFWDWLRQV UHJDUGLQJ ³0HDVXULQJ 6HUYLFH 4XDOLW\ DQG &XVWRPHU 6DWLVIDFWion of
WKH +RWHOV LQ %DQJODGHVK $ 6WXG\ RQ 1DWLRQDO DQG ,QWHUQDWLRQDO +RWHO *XHVW´ -RXUQDO RI
Tourism and Hospitality Management, June 2014, Vol. 2, No. 1, pp. 95-111
Tina Boetsch, Thomas Bieger and Andreas Wittmer (2011), Customer-Value Framework for
Analyzing Airline Services , Transportation Journal, Vol. 50, No. 3 (Summer 2011), pp. 251-270
Happiness and Performance Management in Modern Globalized Business Scenario ͷͷ

Chapter 6
A study on relation of ICT in live projects with job prospective

Author: Dr. Geetanjali Gupta
Assistant Professor - Management
Maharaja Agrasen Institute of management studies, Delhi
Abstract
Present study is an attempt to know the relation of ICT learned by students in live projects and
performance of students on getting jobs. Primary data is collected from students in India who
have done live projects in graduate and post graduate classes for improving their skill sets for job
perspectives. Jamovi software is used for data analysis. Results include that significant relation is
noticed between ICT learnt in live projects and job prospective. Recommendation include ICT
should be used by academies using in live projects for increasing skill sets of expectation of
industry. Study is significant for policy makers for education
Keywords: ICT, Live, projects, Job, Perspective
Introduction
Learning ICT is an essential part for students to learn in digital era. In live projects students have
to work online. Job is an essential part of professional education. Whether it is employment or
entrepreneurship, students learn a lot using live projects but whether this learning of ICT skills
may be useful for job or not is the crux of the issue.
Students learn many skills doing live projects. Practice hands on ICT in live projects is one of
them. Learning ICT skills is the essential benefit of live projects, students work on software like
Googlesheets, which is helpful to improve their operational skills, deal with the customers on
calls and chat Arora M (2019). Live projects help them to enhance communication skills which
DUHHVVHQWLDOUHTXLUHPHQWIRUJHWWLQJDQGUHWDLQLQJJRRGMRERIIHUV1RZGD\¶VEXVLQHVVHVVHQWLDOV
are to persuade others students got to learn a lot about how to influence people. using ICT it
becomes faster and easier. ICT also helps to achieve a target within the given time period which
are essential for meeting customer expectations, students also learn time management. Also ICT
is also helpful to students in enhancing their networking skills. All these skills are needed for job
skills.
Happiness and Performance Management in Modern Globalized Business Scenario ͷ͸

Performance for getting Job: live projects are helpful in Job but if ICT is learned there are better
FKDQFHVRISURPRWLRQLQMREV%DVHGRQVWXGHQWV¶SHUFHSWLRQLWZDVIRXQGUHODWLRQVKLSEHWZHHQ
skills learnt and employability. Arora M (2019)
Statement or Research question: whether there is relationship between learning ICT in live
projects and getting job or not?
Literature Review
In a review study Arora M and Kumari S (2010) found in application of KM practices in
professional institutes is growing gradually as a management tool to take the competitive
advantage in changing environment and markets.
In a study Sara (2011) found that using live projects may be useful in edification. This can turn a
very important skill for learning
In novel ways of learning an applied approach Arora M and Sharma N (2019) found that there
was enough space for erudition for students using live projects. There were many skills which
were new for students to knowledgeable and smear in live projects.
Based on primary data of 444 respondents Arora M (2019), found that live project are useful to
improve language skill of students. Findings also suggested that students gained more confidence
and their communication was better for industry.
There stays correlation amid additional skills and employability of students using live projects, it
was found in a study by Arora M and Mittal M (2019). In addition, significant correlation was
initiated on factors like personality development, inclusion of live projects in syllabus of higher
education, additional skills and employability.
A research gap exists on the study of relation of ICT in live projects on performance of students
for job. Existent study is to plug the research gap.
Research Methodology:
Statement or Research question: whether there is relationship between learning ICT in live
projects and getting job or not?
Research Hypothesis:
Alternate hypothesis is used in this research
Ha : There is a significant relationship between ICT used in live projects and performance in
getting jobs.
Sample design
Happiness and Performance Management in Modern Globalized Business Scenario ͷ͹

Data collection sample design is taken from the students who have done live projects all over
India. 453 students filled the data.
Tool and software used:
As relation of ICT in live projects on performance of students for job, correlation is used to
check the relationship between these two variables. Free and open software jamovi is used for
data analysis.
Table 1 : Scale Used for study

Scale Variables Code Statements
used
Author
deatils
Arora M ICT1 Learning ICT skills was the benefit of live projects,
and as I had to work on software like Googlesheets, this
Mittal M helped me to improve my operational skills
(2019)
ICT2 Learning ICT skills was the benefit of live projects,
as I had to deal with the customers on calls and chat;
it helped me to enhance my communication skills
Learning ICT
ICT3 Learning ICT was the benefit of live projects, as I
skills in live
had to persuade others so I got to learn a lot about
projects
how to influence people
ICT4 Learning ICT was the benefit of live projects, as I

had to achieve a target within the given time period,
this helped me in time management
ICT5 Learning ICT was the benefit of live projects, as it

helped me to enhance my networking skills
Arora M Job1 In my opinion live projects are helpful in Job

(2019)
Performance Job2 In my opinion if I do live projects there are better
for getting chances of getting good job
Job
Job3 in my opinion live projects may provide pre
placement job offers
Source: Compilation from Literature
Happiness and Performance Management in Modern Globalized Business Scenario ͷͺ

Table 2 : Descriptive for ICT used in live projects
Cronbach's
ICT1 ICT2 ICT3 ICT4 ICT5 ICT
Į
N 453 453 453 453 453 453

Missing 0 0 0 0 0 0
Mean 4.18 4.20 4.04 4.24 4.13 4.16
0.866
Median 4 4 4 4 4 4.20
Minimum 1 1 1 1 1 1.00
Maximum 5 5 5 5 5 5.00
6RXUFH$XWKRUV¶DQDO\VLVXVLQJMDPRYL
First reliability of data collected from 453 students using live projects is reliable or not.
Following table 2 shows N=453 is consistent for each statement. There is no missing frequency;
it shows data is complete for further analysis. Minimum value is 1 and maximum is 5 which
shows there is no outlier as code 1 was used for strongly disagree and 5 for strongly agree.
Mean is above 4 in all statements, which shows maximum responses in agree and strongly agree
category about ICT learned in live projects was useful for them. Median is around 4 in each
statement. Being it similar to mean also shows that there are no outliers.
&URQEDFK¶VDOSKDVKRZVYDOXHRILWLVKLJKHUWKDQminimum standard limit wghich is .70, so
data is reliable for ICT used in live projects.
Table 3 : Job performance using live projects
&URQEDFK
VĮ
Job1 Job2 Job3
N 453 453 453

Missing 0 0 0
Mean 4.18 4.28 4.18 0.877
Median 4 5 4
Standard deviation 0.984 0.944 1.000
Happiness and Performance Management in Modern Globalized Business Scenario ͷͻ

table 3 shows N=453 is consistent for each statement. There is no missing frequency; it
shows data is complete for further analysis. Minimum value is 1 and maximum is 5
which shows there is no outlier as code 1 was used for strongly disagree and 5 for
strongly agree. Mean is above 4 in all statements, which shows maximum responses in
agree and strongly agree category about job prospects using live projects was useful for
them. Median is around 4 in each statement. Being it similar to mean also shows that
there are no outliers.
&URQEDFK¶VDOSKDVKRZVYDOXHRILWLVKLJKHUWKDQPLQLPXPVWDQGDUGOLPLWZJKLFK
is .70, so data is reliable for job prospects in live projects.
Table 4 : Correlation between ICT in live projects and jobs

ICT Job
Job Pearson's r 0.691 *** ²

p-value 1.293e-65 ²
95% CI
0.736 ²
Upper
95% CI
0.640 ²
Lower
Note. * p < .05, ** p < .01, *** p < .001 significant
Table 4 shows Correlation between ICT in live projects and jobs using jamovi software. Karl
Pearson coefficient of correlation is used. R=.691 so correlation exists which is significant on 5
percent and 1 percent level of significance. At 95 percent confidence interval (CI) upper as well
as lower signs are same positive which also indicates that correlation is statistically significant.
Findings and Recommendations
Mean shows maximum responses in agree and strongly agree category about ICT learned in live
SURMHFWV ZDV XVHIXO IRU WKHP &URQEDFK¶V DOSKD KLJKHU WKDQ PLQLPXP VWDQGDUG OLPLW VKRZV
UHOLDELOLW\RIGDWD0HDQVVWDWHPHQWDUH&URQEDFK¶VDOSKDVKRZVGDWDLVUHOLDEOHIRUMRESURVSHFWV
in live projects.
Correlation between ICT in live projects and jobs using jamovi software. Karl Pearson
coefficient of correlation between live projects and job prospects exist which is significant on 5
percent and 1 percent level of significance. Also results are supported by confidence interval (CI)
Happiness and Performance Management in Modern Globalized Business Scenario ͸Ͳ

upper as well as lower signs are same positive which also indicates that correlation is statistically
significant. Finding support the alternate hypothesis.
Recommendations include live projects should be used for improving skills of students which
may increase job prospects of students as they improve ICT skills of students, which is need of
the hour.
References
Arora M and Kumari S (2010), Knowledge management practices at professional institutes,

Macmillan Publishers India Ltd, pp 84-90
Arora M (2019), Live Projects: Indispensable tool for competitive employment and
entrepreneurship: Survey, Business Magazine, SME World, March Issue, 2019, pp 26-29
Arora M and Mittal M (2019), ³5HODWLRQRI/LYH3URMHFWVZLWK(PSOR\DELOLW\XVLQJ3DWK$QDO\sis,

Procedia Computer Science, Elsevier, In Press
Arora M and Sharma N (2019), A Conceptual Study on Learning of Students Using Live Projects,
Novel ways of learning: an applied approach, lambert Academic publishing, pp 82-8
5DFKHO6DUD³/HDUQLQJ from Life ² Exploring the Potential of Live Projects in Higher Education,
Journal of education in the built environment, 6(2): 8-25 | Published online: 15 Dec 2015
Happiness and Performance Management in Modern Globalized Business Scenario ͸ͳ

Chapter 7
6WXG\RI&XVWRPHUV¶SHUFHSWLRQIRURQOLQHSXUFKDVHRIIRRWZHDULQ-DPPX
Diksha Choudhary
Student, Masters of Business Administration
School of Business, Faculty of Management,
SMVDU, Katra
Dr. Deepaak Kumaar Jain
Research Guide, Katra
Abstract
The growing use of net in Republic of India provides a developing prospect for on-line looking.
This project could be a part of study, and focuses on factors that on-line Indian consumers
confine mind whereas looking footwear online. This analysis found that info, perceived quality,
simple use; perceived enjoyment and security/privacy are the 5 dominant factors that influence
shopper perceptions of on-line getting. Shopper behaviour is alleged to be associate applied
discipline as some selections are considerably littered with their behaviour or expected actions.
The 2 views that get application of its data are small and social perspectives. Net is ever-
changing the method shoppers look and purchase product and services, and has speedily evolved
into a world development. Several corporations have started victimisation the net with the aim of
cutting selling prices, thereby reducing the worth of their product and services so as to remain
ahead in extremely competitive markets. Corporations additionally use the net to convey,
communicate and diffuse info, to sell the merchandise, to require feedback and additionally to
conduct satisfaction surveys with customers. Customers use the net not solely to shop for the
merchandise on-line, however additionally to match costs, product options and find the reviews.
The increasing shopper base, in the main of youths, is taking part in a major role within the on-
line looking of footwear.
Keywords: Online purchasing, Consumer behaviour, footwear, satisfaction, perceived

usefulness
Happiness and Performance Management in Modern Globalized Business Scenario ͸ʹ

Introduction
The study on VKRSSHU EHKDYLRXU RQ WKH QHW IRRWZHDU ORRNLQJ DOORZV 86 WR DQDO\VH RQH¶V
shopping for call. Footwear could be a necessity and is so bought by the customers of each
financial gain cluster whether or not at the highest of the pyramid or at all-time low of the
pyramid. This project is a shot to know the variations in shopping for patterns of footwear of
LQGLYLGXDO¶VKDSSLQHVVWRWRWDOO\GLIIHUHQWILQDQFLDOJDLQJURXSVWKHGLVWLQFWLRQLQEX\LQJSDWWHUQV
of men and girls. Class motivators known are worth, looks, purpose, brand name, style, selection
DQGVWXUGLQHVV&XVWRPHUV¶SHUFHSWLRQLVJLJDQWLFDQGKLJKOLJKWVWKHLPSRUWDQFHRIWKHFOLHQWDW
the centre of the marketer's universe. Every client is exclusive with totally different needs and
desires and shopping for selections and habits are influenced by habit, and selection that are
successively tempered by psychological and social drivers that have an effect on purchase call
SURFHVVHV &XVWRPHUV¶ SHUFHSWLRQ LV YLWDO IRU LQIOXHQFLQJ QRW VROHO\ SURGXFW SXUFKDVe choices
however conjointly important selling decisions for industrial companies, non-profit
organizations, and restrictive agencies. Client shopping for behaviour is that the accumulation of
a consumer's attitudes, intentions and choices relating to the consumer's perception within the
marketplace once getting a product or service. The introduction and implementation of web
technologies has created new marketplace for makers and repair suppliers and conjointly has
provided new arena for innovative selling methods by the professionals. The increasing shopper
base, chiefly of youths, is enjoying a major role within the on-line looking of footwear. The
VWXG\RQVKRSSHUEHKDYLRXURQWKHQHWIRRWZHDUORRNLQJDOORZV86WRDQDO\VHRQH¶VVKRSSLQJ
for call. Footwear could be a necessity and is so bought by the customers of each financial gain
cluster whether or not at the highest of the pyramid or at all-time low of the pyramid. This
project is a shot to know the variations in shopping for patterns of footwear of LQGLYLGXDO¶V
happiness to totally different financial gain groups; the distinction in buying patterns of men and
girls. Class motivators known are worth, looks, purpose, brand name, style, selection and
sturdiness. Variables of study: variable quantity is on-line looking behaviour/experience;
freelance variables are feminine and male respondents.
Happiness and Performance Management in Modern Globalized Business Scenario ͸͵

Review of Literature
3HWHUDQG2OVRQPHQWLRQWKDWLQWHUDFWLRQVEHWZHHQWKHSHRSOH¶VHPRWLRQVPRRGVIHHOLQJ

and specific feelings is termed client behaviour, in different words in environmental events that
they exchange ideas and advantages every is termed client behaviour. Cyert (1956) might are the
primary to watch that variety of managers additionally to the buying agents are concerned in
shopping foUPHWKRGDQGDOVRWKHFRQFHSWLRQZDVODEHOOHG³EX\LQJEHKDYLRXUெDQGSRSXODUL]HG
by Robinson (Faris and Win 1967) U.S. President Franklin D. Roosevelt in his April seven, 1932
UDGLRDGGUHVVXVHGWKHSKUDVH³%RWWRPRIWKHS\UDPLG´%23UHIHUVWRWKHELOOLRns of individuals
living on but $2 per day, as initial outlined in 1998 by Professors C. K. Prahalad and Stuart L.
Hart. Afterwards, they distended it. Prahalad (2004) and laissez-faire economy at the Crossroads
by Hart (2003). On-line looking play a good importance within the trendy business atmosphere.
On-line looking has opened the door of chance and advantage to the corporations. This paper
analysed the various issue of on-line looking. The analysis aims to supply theoretical
contribution in understanding the current standing of on-line looking. The Study Discuss the
FRQVXPHUV¶RQ-line looking behaviours. On-line looking has become a growing trend within the
retail world these days, significantly in developed nations. Statistics show that the number of
shoppers buying on-line are rising and also the quantity of their purchases is additionally
increasing quickly (Monsuwé et al., 2004). On-line looking is taken into account to be a awfully
useful approach of shopping for merchandise through the web particularly throughout the
vacations and clearance seasons. It permits customers to get pleasure from a good sort of
merchandise and things not solely from a particular store, however from a various storage that
has every kind of things. On-line looking conjointly provides clients with an honest customer
service that also happens online. Many folks round the world value more highly to search on-line
and purchase merchandise from many brands and corporations that they can't notice or don't
seem to be obtainable for purchase in their home countries. Nowadays, and with the assistance of
the new technology and also the support of the web, folks from all round the world began to
purchase things on-line by merely sitting in their homes. Buying things and merchandise through
WKHQHWFRXOGEHDWHUULEO\VLPSOHWDVNWRWU\DQGGR,W¶VFXUUHQWO\HQMR\LQJDQDZIXOO\QHFHVVDU\
Happiness and Performance Management in Modern Globalized Business Scenario ͸Ͷ

UROH LQ HYHU\ERG\¶V OLIH SDUWLFXODUO\ ROGHU IRONV VLPLODUO\ DV IRONV ZLWK DQ DZIXOO\ EXV\ OLIH
schedule. It provides an awfully snug service for its customers, by having the ability to avoid
wasting the item within the personal carrier bag, and go presently. Female parent (2001) explains
numerous attributes that facilitate goal-oriented on-line looking, together with
accessibility/convenience, selection, data convenience, and lack of unwanted nature from retail
sales facilitate or looking partners like spouses. Shoppers expressed that in on-line looking sense
of freedom is far higher as compare to offline shopping.
I. To check thHFXVWRPHU¶VSHUFHSWLRQWRZDUGVRQ-line footwear looking
II. To check the perception of the customers; a comparison of male and feminine for footwear on-line
looking
Hypotheses:
+R³7KHUHLVQRWDQ\LPSRUWDQWGLVWLQFWLRQEHWZHHQPDOHDQGIHPLQLQHFXVWRPHUs with relation to on-line

ORRNLQJRIIRRWZHDU´
Methodology
The Study
The present analysis can facilitate to portray an in depth image of shopper preferences towards buying
footwear on-line. The analysis can facilitate in segmenting customers supported varied parameters like
gender preferences, disbursement patterns, form of footwear purchased, fashion consciousness;
understanding the ideas of bottom and high of the pyramid. Specialize in the new path to buy footwear
via; on-line looking.
The Sample
The total sample size of 250 respondents are going to be drawn from a range of shopper teams having
various demographic backgrounds and social group lifestyles. Primary knowledge collection: during this
VWXG\ZHDUHJRLQJWREHJHWWLQJUHDG\Dµ4XHVWLRQQDLUH¶WRILOOZLWKLQWKHUHVSRQVHVRIWKHVKRppers to
grasp their shopping for behaviour for footwear purchases. Secondary knowledge assortment contains of
articles, journals, analysis papers, news clippings and books to support our study. For this study, the
information tool which can be used is 'T-7HVW¶ 7KH W-test assesses whether or not the means that of 2
teams are statistically completely different from one another. This analysis is acceptable whenever you
Happiness and Performance Management in Modern Globalized Business Scenario ͸ͷ

would like to match the means that of 2 teams. During this study, the 2 variables are: feminine and male
respondents.
Results and Analysis
To study the perception of the customers; a comparison of male and feminine looking behaviour.
Happiness and Performance Management in Modern Globalized Business Scenario ͸͸

7KH&URQEDFK¶V$OSKDZRUWKIRUFXUUHQWNQRZOHGJHLV]HURRIDOOHLJKWTXHULHVWKDWGLVFORVHG
that our scale is reliable and this knowledge will be any used for elaborate analysis. It conjointly
analysed that the matrix and located that just about all the things are extremely correlative to
every different.
To study the perception of the customers; a comparison of male and feminine searching
behaviours.
³7KHUHLVQRWDQ\LPSRUWDQWGLVWLQFWLRQEHWZHHQPDOHDQGIHPLQLQHFXVWRPHUVZLWKUHIHUHQFHWR
on-OLQHVHDUFKLQJRIIRRWZHDU´
Interpretation
Happiness and Performance Management in Modern Globalized Business Scenario ͸͹

The higher than table is highlight t-value zero. 318 with the degree of freedom at 2/52 isn't
important at five-KLWWHU OHYHO ZKLFK PHDQV WKH QXOO K\SRWKHVHV QDPHO\ ³7KHUH LV QRW DQ\
important distinction between male and feminine customers with reference to on-line searching
RIIRRWZHDU´LVQ
WUHMHFWHG
Since, P-value 0.413 is

larger than zero. 05, thus
hypotheses isn't rejected.
Further we will say that

Male and feminine each
have same perception level
with reference to on-line
searching of footwear. The mean score of male and feminine are thirty two .92 and 32.42
severally indicating that each the classes are in agreement that the client perception for on-line
footwear searching supported gender.
Conclusions
As online getting need robust security measures within the e-commerce websites at the side of
this discounts is that the prime motivation for the web purchasing. The study may be helpful for
the associates within the manner that might cause positive amendPHQW LQ WKH FXVWRPHU¶V
perception whereas searching on-line for footwear. Though this analysis was rigorously ready,
there are still limitations and shortcomings. Time was a constraint whereas this study was done.
The time wasn't enough for observation. It might be higher if it absolutely was wiped out an
Happiness and Performance Management in Modern Globalized Business Scenario ͸ͺ

extended time. Second, the sample size was terribly little, solely cardinal customers won't
represent the bulk of the shoppers for analysis. Third, since the form designed to live the
FXVWRPHUV¶SHUFHSWLRQ towards on-line searching of footwear; it appears to not give enough proof
RIWKHFXVWRPHUV¶DFWXDOSHUFHSWLRQ7KHVFRSHRIWKHVWXG\LVWRVHDUFKRXWWKHFOLHQWSHUFHSWLRQ
concerning on-line searching of footwear. The scope of the study is proscribed to the finding of
client perception; a male and feminine comparative study. The study has been conducted in
Jammu, Jammu & Kashmir.
References
(2017, April Monday). Retrieved from Wisdom Jobs: https://www.wisdomjobs.com/e-
university/research-methodology-tutorial-355/scaling-11482.html
Alexander, R., Khonglah, O., & Subramani, A. (2015). Customer Buying Behaviour towards Branded
Casual shoes. Zenith Interantional Journal of Business Economics & Management Research.
Kothari, C. R. (2004). Research Methodology. New Age International.
Riaz, A., & Raman, S. (April, 2015). The Emerging Trend of Online Shopping: A Literature Review.
International Journal of Accounting, Business and Management.
Happiness and Performance Management in Modern Globalized Business Scenario ͸ͻ

Chapter 8
A STUDY ON CUSTOMER EXPECTATION AND SATISFACTION WITH

REFERENCE TO TOURISM
Authors: Princy Rajput
Student, Masters of Business Administration
School of Business, Faculty of Management,
SMVDU, Katra
Dr. Deepaak Kumaar Jain
Research Guide, Katra
Abstract
Tourism had become crucial part of in human life. It has been an industry of vast dimensions and
eventually supports economic and social growth. Tourism worldwide has experienced
phenomenal growth. With the increase return from the tourism sector there is need for the
improvement in the tourism as well. As an individual it is our duty to maintain every place which
ZH OLYH DV WUDYHOOHU¶V GHVWLQDWLRQ 7KH PDLQ SXUSRVH RI WKLV SDSHU WR NQRZ satisfaction,
expectation and view point of customer regarding tourism. This paper is based on both primary
and secondary data, primary data is collected through structured questionnaire.
Keywords: Tourism, satisfaction and expectation
Introduction
Customer satisfaction has always been considered an essential objective in all market sectors,
because it is assumed that satisfied customers would repurchase the product/service and are more
likely to develop product loyalty. This paper enhances the customer expectation and problems
faced by them. Service quality and customer satisfaction have attracted considerable attention
from many researchers and industry practitioners in a variety of fields. The ultimate goal of
maintaining a high service-quality and customer-VDWLVIDFWLRQOHYHOLVWRVXUYLYHLQWRGD\¶VKLJKO\
competitive market. From the tourism perspective, a destination remains competitive only if it
provides products and services that offer complete satisfaction to visitors.
Happiness and Performance Management in Modern Globalized Business Scenario ͹Ͳ

Tourism means people traveling for fun.
7KH FRQFHSW RI WRXULVP UHIHUV WR WKH EURDG IUDPHZRUN WKDW LGHQWLILHV WRXULVP¶V HVVHQWLDO
characteristics and distinguishes tourism from similar, often related but different phenomena The
WZRWHUPVµWUDYHO¶DQGµWRXULVP¶FDQEHXVHGLQLVRlation or together to describe three concepts:
x The movement of the people

x A sector of the economy or an industry
x A brad system of interacting relationships of people, their needs to travel outside their
communities and services that attempt to respond to these needs by supplying products.
Objectives of Study
x To know the factors that motivate the people to go tour.

x To understand satisfaction level of customers
x To determine customer expectation
x To know the problems faced by tourist
x To frame strategies to bring satisfaction in the minds of customer.
Methodology
Research is based on two sources. They are

¾ Primary data:
Primary data is the data collected specifically for the study currently undertaken. It
is firs hand information which is directly collected from the respondents. The primary data is
collected through questionnaire from 50 respondents.
¾ Secondary data:
Secondary data is second hand information which is already collected. It includes
various information collected from websites.
Happiness and Performance Management in Modern Globalized Business Scenario ͹ͳ

Limitations of Study
1 Limited time for study.
2) The data collected by questionnaire are believed to be factual.
3) No particular area is taken as base for study. Questionnaire is given to 50 people on
on general basis.
Tourism and Customer Satisfaction
$FFRUGLQJWRWKH:72WRXULVWVDUHSHRSOHZKR³WUDYHOWRDQGVWD\LQSODFHVRXWVLGHWKHLUXVXDO
environment for not more than one consecutive year for leisure, business and other purposes not
UHODWHGWRWKHH[HUFLVHRIDQDFWLYLW\UHPXQHUDWHGIURPZLWKLQWKHSODFHYLVLWHG´
Devised by WTO was endorsed by the UN Statistical Commission in 1993 following an

International Government Conference held in Ottawa, Canada in 1991.
Before people can experience tourism they usually need at least:
1. Disposable income, ie. money to spend on non-essentials

2. leisure time
3. Tourism infrastructure, such as transport and accommodation.
4. Other factors such as health and motivation to travel are also important.
As a service industry, tourism has numerous tangible and intangible elements. Major tangible
elements include transportation, accommodation, and other components of the hospitality
industry. Major intangible elements relate to the purpose or motivation for becoming a tourist,
such as rest, relaxation, the opportunity to meet new people and experience other cultures, or
simply to do something different and have an adventure.
For tourists expectations form a very important part of their holiday. Expectations exist from the
first moment a tourist starts thinking of his holiday and those first expectations are based
on images and information he has already stored in his memory. Internal sources can be drawn
from parts of the memory.
Expectations are then being fed nearly continuously with new information and images and this
process continues until the holiday starts. Even then the brain keeps on storing material which
serves to adjust expectations for the rest of the trip. Finally at the end of the holiday expectations
Happiness and Performance Management in Modern Globalized Business Scenario ͹ʹ

still play a part, although a slightly different one: weighing expectations against the final result of
the holiday. We may wonder therefore, if a tourist without expectations really is a tourist.
Data Analysis and Interpretation

It is identified that 14% of the respondents related to the age group of up to 18 years, and 54% of
the respondents are relating to the age group of 18-25 and 10% are related to the age group of
26-50 years.
Male respondents represent 50% of the sample taken and Female represent 50%
Table 1: How many times you travel in a Year?
Interpretation: From the above table it is confirmed that most of the people prefer to tour more
than twice in a year.
Table 2: What encourages for you to go for travelling
Happiness and Performance Management in Modern Globalized Business Scenario ͹͵

Interpretation: From the above observations it is clear that most of the respondents prefer to
travel for the purpose of getting rest and relaxation along with the objective of getting
knowledge. However another large set of people opined that, travelling makes them to spend a
good time with their family.
Table-3: If you are an outstation tourist then where you prefer to stay?
The data collected out of the respondents makes it clear that most of the people prefer to stay in
hostel or resort while they are in the tour.
Happiness and Performance Management in Modern Globalized Business Scenario ͹Ͷ

84% of the respondents want to travel with their friends or family while in case of touring rather
then moving alone or with colleagues.
Table 4: Which means of transport you like to use while travelling?
Interpretation: From the above table it is clear that most of the people prefer car as a means of
transport while they are travelling to far destinations.
Table 5: Do you prefer online booking and rating of the place while travelling?
Interpretation: Most of the Respondents prefer online booking and rating of the place while
travelling
Table 6: Have you experienced that the cost of the products being costly in the tourist places?
Happiness and Performance Management in Modern Globalized Business Scenario ͹ͷ

Interpretation: Majority of the respondents opined that they had experienced the products being
costly in the tourist places
Table 7: Which place would you like to visit while touring?
Interpretation: From the above table it is clear that most of the people prefer visiting
adventurous places as a place of destination while they tour.
Table 8: While you come back to your home will you feel satisfied?
Interpretation: From the above data table it is clear that majority of the respondents feel satisfied
while they come back to home after the tour.
Table 9: What is the most important thing that you expect from the tourist places?
Happiness and Performance Management in Modern Globalized Business Scenario ͹͸

Interpretation: The observation from the above table makes us clear that most of the people
look for restaurants in the tourist places. However it cannot be denied that the facility of Public
sanitation is also one of the expectations of the tourists while they are in the tourist place
It is further inferred that 74% of respondents are satisfied from the facilities availed from the
places where they stayed.
Table 10: What are the problems that you have faced while travelling?
Interpretation: The opinions of the respondents made us clear that depending of the individual
and place of visit 24% of the respondents faced the problem of high cost during the travel, 30%
of the respondents faced the problem of ill health, 28% of the people were having the problem of
insecurity during the travel whereas rest of the 18% of the people opined that language is
considered as a barrier while visiting far places.
Table 11: What are the actions taken to overcome problems faced during the travelling?
Happiness and Performance Management in Modern Globalized Business Scenario ͹͹

Interpretation: Majority of the respondents opined that it is better to know the places before
visiting in order to avoid the problems during the tour.
Table 12: Which factors are important while choosing your destination to travel?
Interpretation: Above table shows that 24% of the people look for aspects of entertainment in
the destination they travel, other 24% look for comfort, and Majority of the respondents look for
natural locations for their visit.
Table 13: What kind of Recreational activity do you expect in tourist place?
Happiness and Performance Management in Modern Globalized Business Scenario ͹ͺ

Interpretation: From the above table it is clear that majority that is 32% of the people prefer
music and 30% of the people prefer boating as a recreational activity during the visit to the
tourism places
Table 14: How long you spend in your destination?
Interpretation: Most of the respondents prefer to spend at least three days in the destination they
have travelled
Table 15: Do you prefer to use Tourist guide service?
Interpretation: Above table shows that Majority of the respondents are not in need of Tourist
guides in order to make them knowledgeable about the tourist places.
Happiness and Performance Management in Modern Globalized Business Scenario ͹ͻ

Table 16: How can you describe service provided by the guide if you preferred the services of
tourist guide?
Interpretation: From the above data table it is clear that most of the respondents who opted the
services of the guides found it satisfactory during the times of their travel
VI. Findings, Suggestions and Conclusion
Findings
¾ It is founded that most of the people will go for travelling to get knowledge.
¾ Most the people are wish to go for tour along friends.
¾ It is founded that car is comfortable to go for tour.
¾ Technology becomes very useful nowadays and people use online booking facility.
¾ Product which is available in the tourist place is costly
¾ Adventurous places and natural locations are more attracted to visit as per the opinion of
our respondents.
¾ Availability of hotels and restaurant is most important thing in tourist place.
¾ It is founded that main problem that people may face during travelling is related to health.
¾ People expect recreational activity in tourist place.
¾ Being careful regarding our personal stuff is very important while travelling.
¾ Tourist guide service is expected by people to get knowledge about the places.
Suggestions
¾ Tourism sector should have even more access to online services

¾ They have to give value for customer suggestions.
¾ Tourism sector have to provide more recreational activities for customer.
Happiness and Performance Management in Modern Globalized Business Scenario ͺͲ

¾ They have to give protection for the personal things which is carried by them.
¾ Hotels and restaurants have to establish personal care service centers for customers for
the purpose of health related problems.
¾ They have to provide proper parking facility, sanitarian facility, maps and information
board and ATM facility.
¾ Good connectivity to the important places with network of transport.
¾ No differential rates for foreigners and should not put up high rates.
¾ As a citizen we should help and guide them voluntarily.
¾ Protection for women.
¾ Promotion through TV advertisement.
¾ Peaceful environment and every one of us treat them as our own guest and make them
feel that they are at home.
Conclusion
Tourism industry had experienced worldwide growth. With the increase return from the tourism
sector there is need for the improvement in the tourism as well. Customer satisfaction has always
been considered an essential objective in all market sectors, because it is assumed that satisfied
customers would repurchase the product/service and are more likely to develop product loyalty.
Customer will face lot many problems during travelling. So it is duty of travelling agency that
they have to provide proper facilities with regard to those problems. Tourism industry have
concentrate retention of customer and also creation of customer.
Reference
x https://www.researchgate.net/publication/273757514_Customer_satisfaction_in_tou
rist_destination_The_case_of_tourism_offer_in_the_city_of_Naples
x https://en.wikiversity.org/wiki/Tourism/Introduction
x https://en.wikiversity.org/wiki/Tourism/Introduction
Happiness and Performance Management in Modern Globalized Business Scenario ͺͳ

Chapter 9
Challenges in Employee Retention Post Merger & Acquisition in India
AuthorLaxmi Rani
Asst. Professor, Delhi Metropolitan Education, Noida
Abstract
India is a developing country where organizations are diversifying their portfolio and expanding
businesses either by acquiring or merging with other entities. Organizations are doing merger
and acquisition as a growth strategy but employees do not accept this strategy easily, most the
employees view such strategy as a threat for their career. The purpose of this research is to
highlight the challenges in employee retention post-Merger & Acquisition in India. During the
M&A, the main challenge is to retain talent of an organization. One of the most challenging tasks
for the organizations today is how to retain the talents they want to keep. Considering the
criticality of M&A as a strategic tool, the methodology used for this research will be the
researches conducted by researchers in this field. The literature review method will aimed at
examine the perspective of HRs in terms of retaining talent of their organization post M&A.
Keywords: Employee retention, Merger & Acquisition, Challenges.
Introduction
Merger and acquisition is an attractive option for the management and investors but employees
views it as a threat. So after merger & acquisition organization face the problem of retention of
employees. Employees have negative attitude towards merger & acquisitions due to following
reasons:
x Uncertainty about the future organizational vision, mission & objectives

x Feelings of loss of previous organizational culture
x Uncertainty regarding job security
x Perceptions of lack of leadership credibility
x Feelings of uncertainty due to a lack of communication
x Survivor guilt due to downsizing of other employees
x feeling of increased job stress and workload
Happiness and Performance Management in Modern Globalized Business Scenario ͺʹ

In actual, due to merger & acquisition, employees start search for new job and quit the job
because of uncertainty and lose of trust over the organization but high rate of employees turnover
is not good for the organization. Employees turnover rate should be low due to following
reasons:
1. Business continuity is key to realizing the benefits of a merger or acquisition

2. Large cost of hiring new employees, as well as the loss of human capital, and the loss of client
relationships.
Therefore, organizations must proactively work to build up employee trust to keep them.
Employees are the assets of the organization and managers should make effective plans to reduce
turnover during a merger or acquisition.
Objective
1. To highlight the challenges in retaining talent post-merger & acquisition.

2. To provide recommendations on how to deal with organizational human resources and
retaining talent during merger & acquisition.
Literature Review
Avinash and Dr. Jaya (2016) found that the major factors that should be considered in retaining
talent post-merger and acquisition are lack of employee motivation ,lack of shared vision,
misaligned structures, management leadership clash, cultural mismatch ,poor communication
and poor change management.
Mani Arora, 2012 observe that when companies do merger & acquisition they consider growth &
expansion only. People factor is totally ignored by them but for the success of merger &
acquisition this factor should be considered.
Nishith, 2010 have tried to investigate various aspects of M&A in India . Gubbi, 2010 have tried
to predicting the targets of M&A and identifying the motives. Few papers have been studied to
predict the targets and determine the characteristics of acquiring firms like on manufacturing
industries, financial sectors etc.
Happiness and Performance Management in Modern Globalized Business Scenario ͺ͵

Harpreet, 2010 have tried to find out the efficiency of merger & acquisition but no significact
researches has been find that can conclude whether merger & acquisition increases the
productivity or reduces. It is an ongoing debate.
Siddharth and Gopi (2009) examine the effect of centralization of on firm performance and
productivity. It has two views. From one viewpoint, merger & acquisition dilute control over
organization and connected with distributed ownership. While on the other side, it might prompt
entrenchment of senior management which might be conflicting with the goal of profit
maximization. Their paper is concerned with the effect of M&A on profitability of organizations
in India, where the corporate scene is overwhelmed by family-claimed and aggregate associated
organizations.
Eilen and John (2004) in his research paper studied about the characteristics of both the acquirer
and the target organizations in India between the years 1993-2004. Utilizing logic regression
model, they reasoned that the acquirer firms have higher income, higher book value, higher fluid
resources, and lower debt to total resources proportion which are measurably critical when
compared with the target organizations. The acquired firms were smaller in revenue, had lower
PE proportions, lower profits payout, and lower development in deals and resources. The
acquirers had higher cash flows and lower influence which, on a basic level, run with the
organization philosophy.
Mohibullah (2009) in his paper, "Effect of culture on mergers and acquisitions: A hypothetical
structure" has talked about four principle issues identified with cultural conflicts are highlighted:
ambivalent and cultural issues inside the consolidated element, legitimate management of social
incorporation, securing and hierarchical society and improper cultural integration process among
the merged firms. The result of his paper was that associations need to build up a framework
before mix, which must support appropriate correspondence among representatives from top to
downwards. This methodology will prompt reducing the gravity of ambiguities found among the
staffs amid the merger procedure.
Daniel (2010) in her paper discussing about corporate's duty to staffs during a merger:
organizational value and staff loyalty. She has talked about that how staff perspectives of the
merged firm vary by their pre-merger foundation and to describe the effect of the inadequately
Happiness and Performance Management in Modern Globalized Business Scenario ͺͶ

perceived organizational goodness on staff's value, emotional reaction to the merged firm
including fulfilment, psychological contract, job stability and integrity. She has observed that
view of organizational empathy; warmth and uprightness were emphatically related with worker
loyalty, job stability, satisfaction and emotional attachment.
Sammer and Miller, 2005 Most of the article has added to distinguishing what successful
organizations with M&A experience are doing in their top management of individuals. Likewise
to distinguish key HR Practices that separate top performing from non-top performing
organizations with full combination three years after acquisition. The study has affirmed that
fundamentally different strategic HRM practices are embraced by effective organizations.
Taking care of HR issues during the integration procedure is a hard and critical task that can
improve HR Practices and contribute decidedly to the organization's outcomes . Linda , 2000
Human resource experts can play a critical role during the due diligence process required in an
M&A process. Apart from their transactional role as a contributor in the survey, assessment and
integration of staff benefit policies; they can likewise help with the planning of workforce needs
as far as talent pool and their role, in the evaluation and administration of legal liabilities.
Strategic planning and early inclusion of HR teams during the M&A procedure can move toward
boosting the potential for achievement .
Challenges in employee retention post merger & acquisition
Post merger & acquisition following challenges are faced in retaining employees:
A. Lack of shared vision:
In Merger & acquisition two organizations merge together for synergy. A merger & acquisition
with well defined vision, mission & objective lead to successful integration for organization as
well as employees. Every organization has its own vision, mission & objectives so it is very
important that new vision, mission & objectives should comprise of strategic growth for both the
organization as well as employees so that they may be future leader for the firm. New vision,
mission & objectives should be shared with employees as so that they may understand the benefit
of it for the organization as well as them self.
B. Management leadership clash:
Happiness and Performance Management in Modern Globalized Business Scenario ͺͷ

Executives play a very significant role during merger & acquisition. They have to play like a
leader when the merger & acquisition has been announced by their organization. This phase also
influences both executives and employees. Officials of the acquired firm are dealt with as though
they had been overwhelmed, making them feel humble and experience lost social positioning.
C. Cultural mismatch:
&XOWXUHV DUH PRVW LPSRUWDQW SDUW RI D FRPSDQ\¶V HQYLURQPHQW )HZ UHVHDUFK VFKRODUV SURSRVH
that culture is associated with individual personality. So culture serves as a bond between
organizational members and they feel like a union. Culture development is not a planned activity.
It does only depend on the thought, vision and ideas of the managers, yet it is, to a remarkable
degree, an inward response to outside goals. Organizations involved in the merger process may
have different culture and it is crucial for the both entities to manage their culture which leads to
either success of the merger or the failure of the merger.
D. Misaligned structures:
It refers to the process that how restructuring process was accepted by both the organization after
merger and acquisition. The future of talent is highly dependent on the restructuring model
adopted by the firm. Most of the organization has not been able to realign themselves according
to the pre decided strategies which result in attrition of talent from their team as well as
organization. Restructuring process not only limited to change in the policies but it also involve
change in reporting managers, change in clients and many more. As we all know that, a change is
never desired and always feared to accept. It is the last things that an HR wants to anticipate in
their organization.
E. Employee emotional change:
Various psychological changes has been observed during merger & post merger in the employee
behaviour. The emotional changes begin from confusion, bargaining, focus, enthusiasm,
exhaustion, letting Go, crystallization and integration. The initial information about M&A leads
to confusion and later on disengages the staffs which results, top performers are the first who
Happiness and Performance Management in Modern Globalized Business Scenario ͺ͸

leave the organization. When talent quit the organization, it takes less time for consumers and
shareholders to lose the brand value and switch to other product.
F. Poor communication:
During the process of mergers, staffs are usually kept unaware about the buy or sale of the
enterprise. They often get the information about merger and acquisition after the merger and
acquisition or through the corporate grapevine or through the media communication. This can
lead to a misrepresented or distorted picture of the merger's repercussions and to
counterproductive exercises by staffs, which might be on edge about possible employment
losses. So companies should inform all the staff timely and also discuss their concern to
minimize the anxiety.
G. Poor change management:
Change management is the main responsibility after merger & acquisition, so executives should
design a roadmap that how will they implement the changes. While designing the strategy for
implementation of change, executives should consider the following questions: What kind of
specific change and organization is trying to bring and reason behind that? Who is affected by
the change? How should the change be implemented to realize the desired business benefits?
Timely communications, training, and leadership engagement are the instruments required for
managing a successful change.
Ways to Retain Employees
1. Financial remuneration
Financial payment in the form of retention incentives has been considered a important factor
after merger or acquisition and this cost is also considered as a part of cost of M & A. Companies
believe that providing financial benefits are sufficient to retain the employees. However, the
retention incentives can only make a bridge to build the trust of the employees on organization
during M & A.
Happiness and Performance Management in Modern Globalized Business Scenario ͺ͹

Monetary benefits alone will not rebuild employee trust for long term. The company should
consider other factors also to regain employee trust. Otherwise, once the retention incentives are
paid, employees may start to look for other job opportunities.
2. Organizational support
Organizational support is considered most important factor for retention of employees. It has
been observed that if employees feel that their organization respects and support them ,
organization value their contribution and care about their welfare then they never quit the
organization.
Sufficient access to information
Organizations should provide information about merger & acquisition proactively to the
employees, management should share the reason and benefits of M&A. Communication should
be face to face and it should be make sure that message been communicated in the intended
sense, not communicating anything to employees have negative effect on them.
Ongoing learning & professional development
Sometimes during the merger & acquisitions management do not provide training &
development facilities to employees to cut off the cost. Management should rethink this practice
since the costs of attrition can far outweigh continuing to give employees some level of
discretionary resources. In addition, training that is clearly linked to job performance can be
another example that reinforces the message that the organization values their employees and
wants to help them improve their job-related skills.
3. MANAGERIAL SUPPORT
Managers play very important role in employee retention post merger & acquisition because it
has been observed that employees perception about how manager value their contribution and
cares about their well being affect the employees decision whether to stay or quit the job.
According to a survey conducted in 2004 it has been found that managers can retain employees
in the following manner:
x Checking employee workload regularly
Happiness and Performance Management in Modern Globalized Business Scenario ͺͺ

x Communicating regularly with employees to communicate both organizational and
managerial support
x Providing employee feedback on a regular basis.
Checking workload regularly
During the merger & acquisitions employees are required to take extra workload. So managers
should check their workload regularly and communicate about their extra workload to employees
so that they may also understand that manager and organization is considering their contribution.
Also managers should help the employees in acquiring new skills to perform the new task.
Meeting with employees
Regular meeting with employees should be held regularly with employees to communicate their
contribution, their extra roles, workload and also the well-being of the employees.
Providing employee feedback regularly
Organizations should prompt performance management process to evaluate behavioural and

professional competency development and the feedback should be provided by managers to
employees one on one basis. Monitoring performance and providing feedback to employees
should be encouraged.
Conclusion
Employee retention is a major task post merger & acquisition. Some incentives are required to
retain the employees and employers should retain their human capital to foster their business and
to operate the organization effectively. The retention incentives are provided to employees to
convince them that a new job is not a better option and in current organization you will get
chances to show your value.
Financial incentives can be most important factor to retain the employees but financial incentives
has its own limitations. Additional money will work to retain the employees for a short period of
time, after a certain period their expectations will increase more. That means financial incentives
will not buy long term loyalty of employees. Management should retain the employees other
than financial incentives also. Organization should try to build trust of employees on
organization, Organization should demonstrate to its employees that we are doing right thing for
Happiness and Performance Management in Modern Globalized Business Scenario ͺͻ

our employees. Organizations should provide managerial support and direction, clear
communication about vision, mission and objectives, clear communication about business
learning opportunities and strong leadership. Organizations should also communicate the
benefits of merger & acquisition for the employees.
In order to decrease post-M&A employee turnover in long term, organizations and managers
must take steps to improve employee commitment and employee retention by providing
organizational support and managerial support. These types of effort can to retain the human
capital.
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FRPSHWLWLRQODZ´ZZZQLVKLWKGHVDLFRP)HEUXDU\
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15. Jarrod 0F'RQDOG 0D[ &RXOWKDUG DQG 3DXO GH /DQJH ³3ODQQLQJ )RU $ 6XFFHVVIXO
0HUJHU2U$FTXLVLWLRQ/HVVRQV)URP$Q$XVWUDOLDQ6WXG\´-RXUQDORI*OREDO%XVLQHVV
DQG 7HFKQRORJ\ 9ROXPH 1XPEHU >@ 0RUDQ 3DEOR 3DQDVLDQ &KULVWLQH ³7KH
KXPDQVLGHRIPHUJHUVDQGDFTXLVLWLRQV$ORRNDWWKHHYLGHQFH´1R$xR(QHUR
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ISSN:2251-1555, 2012
Happiness and Performance Management in Modern Globalized Business Scenario ͻʹ

Chapter 10
Forecasting Stock Prices of Axis Bank using ARIMA Model
AuthorMs. Anusha Bardia
Research Scholar, Department of Accountancy and Business Statistics,
University of Rajasthan, Jaipur
Abstract
Stock price forecasting is one of the most important for the financial investors. There are
SOHQWLIXOZD\VRIHIIHFWLYHO\IRUHFDVWLQJDFRPSDQ\¶VVKDUHSULFHPRVWRIZKLFKUHO\RQYDULRXV
factors that have a bearing on the market price of shares. This paper has employed a method of
forecasting which is based on the previous values of the variable itself. This method used is
known as the ARIMA methodology, which was developed by Box and Jenkins in 1970. The
paper employed this method on stock prices of one of the largest private sector bank in India i.e.
Axis bank. Daily adjusted closing stock prices of the company were taken from 2008 to 2018
covering 10 years with 2742 observations. Results showed that ARIMA used in the study has a
strong potential for prediction of prices in the short run. It was, therefore, concluded that ARIMA
modeling works efficiently for short-term prediction. Investors in stocks may use the findings of
the study to supplement their forecasting aptitude.
Keywords: ARIMA, Box-Jenkins Method, Stock Prices, Stationarity
Introduction
Stock price prediction is one of the most talked-about phenomena in contemporary financial
literature. Individual and institutional investors put all their effort to better envisage the future
probable price RIDJLYHQFRPSDQ\¶VFRPPRQVWRFN7KHTXHVWLRQLVKRZWRDQWLFLSDWHDVFORVHO\
as possible the future market price of a given stock. Most of the researchers have traditionally
attempted to forecast stock prices through factors that have an effect, positive or negative, on
JLYHQILUPV¶YDOXHDQGSURILWDELOLW\,QRWKHUZRUGVWKHSULFHVDUHWREHSUHGLFWHGE\UHJUHVVLQJLW
on multiple explanatory variables. In this paper, an attempt has been made to speculate lagged
values of the stock Prices itself, based on a popular notion of letting the data speak for
themselves (Gould, 1981). Therefore, Autoregressive Integrated Moving Average(ARIMA),
Happiness and Performance Management in Modern Globalized Business Scenario ͻ͵

modeling has been employed to allow the previous values of the dependent variable and the error
term to guess the most probable value of our variable of interest. The prime rationale behind this
work is to check whether or not the model employed in this study, i.e., the ARIMA works
reasonably well in predicting future stock prices. Further, it is also intended to know if the model
is more efficient in short-term forecasting or has it got more capability to anticipate stock prices
in the longer run. Hence, the objectives of the study is to check that whether ARIMA model
helps in predicting the Stock Prices, and to investigate which type of prediction, short-term or
long-term, is best provided by the model. It is expected that work will significantly help
LQYHVWRUVGHFLGHZKHQWRLQYHVWLQDJLYHQFRPSDQ\¶VVWRFN,QRWKHUZRUGVLPSOLFDWLRQVRIWKH
study are that it is expected to be useful for potential stock investors by helping them determine
the correct time to invest or disinvest in a given stock. There have been many studies in the
developed part of the world that have used ARIMA technique for forecasting various time series
variables, some of which have used the model for estimating stock prices as well. The current
work is being done by taking daily stock prices data of Banking Company in India named as the
Axis Bank. Axis Bank is the third biggest private division bank in India. The Bank works in four
portions: treasury, retail banking, discount banking and other financial business. The treasury
activities incorporate interests in sovereign and corporate obligation, value and shared assets,
exchanging tasks, subsidiary exchanging and remote trade tasks on the record, and for clients and
focal subsidizing.
Retail banking incorporates loaning to people/private companies subject to the direction, item
and granularity model. It additionally incorporates obligation items, card administrations,
Internet banking, robotized teller machines (ATM) administrations, safe, monetary warning
administrations, and non-occupant Indian (NRI) administrations.
The Bank's enlisted office is situated at Ahmedabad and their Central Office is situated at
Mumbai. With 3,485 residential branches (counting augmentation counters) and 14,332 ATMs
the nation over as on 31st March 2018, the system of Axis Bank spreads crosswise over 2,033
urban communities and towns, empowering the bank to contact a huge cross-segment of clients
with assortment of items and administrations.
Happiness and Performance Management in Modern Globalized Business Scenario ͻͶ

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Figure 1: Shareholding pattern of AXIS Bank (As at 31st March 2018)
Review of Literature
A plentiful amount of research has been undertaken in numerous disciplines or subjects that
involve ARIMA methodology for the purpose of forecasting the future value(s) of a given
variable. To discuss a few, Gay (2016) made an effort to investigate the relationship of
macroeconomic variables on stock returns of BRIC countries that include Brazil, Russia, India
and China. He made use of the Box-Jenkins method to serve the purpose. The factors taken into
account were the exchange rates and the oil prices. No statistically significant association was
found to be there between the given macroeconomic factors and stock returns for any of the
BRIC economies. Moreover, no significant link was identified of stock return with its lagged
values for any of the four countries. Similarly, Manoj and Madhu (2014) used the Box-Jenkins
approach to predict the production of sugarcane in India. They found that the model was able to
predict future production of sugarcane for almost five years. The most suitable ARIMA
configuration for sugarcane was found to be ARIMA (2, 1, 0). Hamjah (2014) also employed
ARIMA for anticipating rice production in Bangladesh. He made a comparison between the
actual data of rice production and the predicted series and found that the model had a very good
forecasting ability in the short run. Guha (2016) anticipated gold prices in India using ARIMA
model in order to give insinuations to the investors about when, and when not, to buy gold.
Happiness and Performance Management in Modern Globalized Business Scenario ͻͷ

Jadhav, Reddy and Gaddi (2017) used ARIMA for predicting the prices of farms and then
further used the same for major crops in the Karnataka state of India, namely the Paddi, Ragi and
Maize. They took the data from 2002 to 2016 and found that the model had a very strong power
to estimate values for the future. On the basis of this, they also forecasted the 2020 prices of the
crops. Mondal, Shit and Goswami (2014) employed a sector-specific analysis of Indian stocks
using ARIMA model. They conducted a study on the capability of the model using fifty six
Indian stocks from various sectors. They found that the model correctly predicted stock prices to
the extent of 85% for all sectors. Banerjee (2014) also used ARIMA to predict future Indian
stock market index and found the model very accurate in short-term forecasting. Some Pakistani
researchers also made use of ARIMA technique to forecast different time series variables. For
instance, Zakria and Muhammad (2009) used the model predict the future population of the
FRXQWU\ RI 3DNLVWDQ 7KH\ IRXQG RXW WKDW LI WKH FRXQWU\¶V Sopulation continues to grow at the
same rate, there are expected to be 230.68 million people in the country by 2027. The different
VWDWLVWLFDO EXUHDXV RI 3DNLVWDQ RQ WKH RWKHU KDQG KDYH HVWLPDWHG WKH FRXQWU\¶V SRSXODWLRQ WR
reach 229 million by 2025. Hence, they concluded that the model worked well for predicting
their variable of interest. In another study, Farooqi (2014) used ARIMA for predicting the
imports and exports of Pakistan. They took the data from 1947 to 2013 and found that ARIMA
(2, 2, 2) and ARIMA (1, 2, 2) worked better for predicting both imports and exports. Similarly,
Saeed, Saeed, Zakria and Bajwa (2000) attempted to anticipate the production of wheat in
Pakistan using the ARIMA model. They found in the diagnostic checking stage of their study
that ARIMA (2, 2, 1) was most appropriate for the estimation of wheat production. They
believed that the findings of the study would prove helpful for the concerned persons to foretell
in advance the requirements of imports and exports of grain storage. In the same manner, Khan,
Khan, Shaikh, Lodhi and Jilani (2015) also employed ARIMA model for predicting rice
production in Pakistan. The data related to rice production was taken from 1993 to 2015. The
diagnostic checking showed ARIMA (2, 1, 1) to be the most suitable ARIMA configuration for
estimating rice production in Pakistan.
The ARIMA Model

ARIMA model was introduced by statisticians George Box and Gwilym Jenkins in their book
µ7LPH6HULHV$QDO\VLV)RUHFDVWLQJDQG&RQWURO¶%R[ -HQNLQV). This method is suitable
for time series of medium to longer length. According to Chatfield (1996), there should be at
Happiness and Performance Management in Modern Globalized Business Scenario ͻ͸

least 50 observations for ARIMA model to work. Many of the other researchers argue that the
number of observations should be larger than 100 for the model to give better results. The model
predicts future values of a time series on the basis of its past values and on the basis of the past
values of error term. The foremost difficulty in ARIMA modeling is to identify how many
lagged values of a variable as well as the error term effectively forecast the current, and future,
value of the variable. The developers of the model, Box and Jenkins, have emphasized on
keeping the model simple and condensed. A lengthy model which includes a larger number of
regressors would be a better forecast but at the cost of decreasing degrees of freedom. The two
scientists proposed a three-stage model for predicting a given time series. Therefore, the model is
also popularly known as the Box-Jenkins methodology; although the econometric term for this
type of model prediction is called the ARIMA modeling.
The four stages of the Box-Jenkins model are
(a) Identification of the model,
(b) Model estimation,
(c) Diagnostic checking, and
(d) Forecasting.
Firstly we inspects plots of the autocorrelation function (ACF) and the partial autocorrelation
function (PACF) simultaneously to check for patterns such as spikes, exponential decay or
damped sinewave etc. Through this process, the most suitable ARIMA configuration, including
the number of autoregressive processes (i.e., the AR) influencing a given time series variable, the
number of moving average processes (i.e., the MA) and the number of times the series should be
differenced in order to render it stationary (i.e., the d), for the time series is identified (Asteriou,
7KLVFRXOGDOVREHGRQHXVLQJIXQFWLRQ³DXWRDULPD´$QGWKHQ$')$XJPHQWHG-Dickey
Fuller Test) is conducted to know whether the data is Stationary or not. if data is non-stationary
then In RStudio the series is made stationarity by taking the difference of the logged value of
prices Then after selecting the best model from the ARIMA model the residuals testing is being
conducted through Box.test to know whether the errors are Independently Identically
distributed or not. At the end the forecasting, the next or the future value of the time series is
mathematically computed to see how close the forecasted value is with the actual value. This
also gives calculation of the error term.
Happiness and Performance Management in Modern Globalized Business Scenario ͻ͹

Research Methodology
The study deals with analysis of a univariate time series. In case of time series analysis it is
better the variables selected for study extracts the information from the variable itself. Therefore,
the autoregressive integrated moving average (ARIMA) model, also popularly known as the
Box-Jenkins methodology has been employed in the study. The general configuration for an
ARIMA process as taken up from Asteriou and Hall (2007) is:
Yt ĳ1Yt-1 ĳ2Yt-2 + - - - ĳpYt-p İt ș1İt-1 + ș2İt-2 + - - - șqİt-q
Where, Yt is the predicted value of the variable,
Yt-1, Yt-2, - - - , Yt-p are the lagged values of the dependent variable or the autoregressive terms,
İt is the error term,
İt-1İt-2, - - - İt-q are the lagged values of the error or the moving average terms, and
ĳDQGșDUHWKHFRHIILFLHQWVRUVORSHVRIWKHUHJUHVVRUV
But this process assumes that the time series variable under consideration is weakly stationary.
The term stationarity here indicates that the mean and the variance of the series are roughly
constant overtime and that the covariance of the series is one that is time-invariant (Gujarati &
Porter, 2004). However the time series are integrated and therefore clearly non-stationary. Using
ARIMA process over a non-stationary data will not give results. Hence, the more appropriate and
customized ARIMA procedure was employed so that the series, is differenced enough to render
it sufficiently stationary. The data used for the study were Axis EDQN¶VGDLO\VWRFNUHWXUQVIRUWHQ
years computed through the closing prices of the company. To recall, the current study uses a
univariate time series analysis. This is the reason why only a single company was taken up for
the study. Of course the analysis can be extended to any other single company as well. However,
taking multiple companies at the same time will require multivariate time series analysis, a
procedure not addressed in the current study. In order to discover the most fitting ARIMA
configuration for the stock prices of the company studied as prescribed by Box and Jenkins
(1970) was followed for model selection.
Happiness and Performance Management in Modern Globalized Business Scenario ͻͺ

Augmented Dickey-Fuller Test Equation
Dependent Variable: D(AXIS)
Method: Least Squares
Sample (adjusted): 4/03/2008 3/28/2018
Included observations: 2471 after adjustments
Variable Coefficient Std. Error t-Statistic Prob.
AXIS(-1) -0.001192 0.000961 -1.240752 0.2148

D(AXIS(-1)) 0.066573 0.020084 3.314714 0.0009
C 0.522859 0.343119 1.523843 0.1277
R-squared 0.004972 Mean dependent var 0.146014

Adjusted R-squared 0.004166 S.D. dependent var 7.152002
S.E. of regression 7.137088 Akaike info criterion 6.769700
Sum squared resid 125715.1 Schwarz criterion 6.776757
Log likelihood -8360.965 Hannan-Quinn criter. 6.772264
F-statistic 6.166677 Durbin-Watson stat 1.994552
Prob(F-statistic) 0.002131
When the stationarity of the data was checked through ADF Test in Table1 it was concluded that
data is Non-Stationary at level as the p value of the result obtained is greater than 0.05 and the
value of Durbin-Watson comes out to be 1.99.
In order to induce stationarity, therefore, natural logarithms have been employed for stock prices
and then the change in the log of stock prices, i.e., the first difference, has been taken into
account and again the stationarity of the data was tested.
Table 2: Augmented Dickey-Fuller Test for Logged Differenced Stock Prices
Null Hypothesis: D(AXIS) has a unit root

Exogenous: Constant
Lag Length: 0 (Automatic - based on SIC, maxlag=26)
t-Statistic Prob.*
Augmented Dickey-Fuller test statistic -46.51520 0.0001

Test critical values: 1% level -3.432802
5% level -2.862509
10% level -2.567331
*MacKinnon (1996) one-sided p-values.
Augmented Dickey-Fuller Test Equation
Happiness and Performance Management in Modern Globalized Business Scenario ͳͲͲ

In the aforementioned section, it was found that the most suitable ARIMA configuration for
IRUHFDVWLQJ$[LV%DQN¶VSULFHVLV$5,0$7KLVLPSOLHVWKDWGDLO\VWRFNSULFHVRI$[LV
Bank can be predicted by taking into account two-day previous stock prices and two-day
previous error term. The value of AIC comes out to be 11116.12. Hence, mathematically, the
following ARIMA model is to be employed:
Yt ĳ1Yt-1 + ĳ1Yt-2 İWș1İt-1ș2İt-2
As per the results obtained the Equation comes out to be:
Yt = -1.2082 Yt-1 -0.5868 Yt-2 İt-1 İt-2
Residuals are an important part of the study and therefore the auto-correlation among the
residuals was checked through Box-Ljung Test and normality was checked through Jarque-Bera
Test.
Autocorrelation is used to measure the dependence of a variable on its past values. With this test
we aim to determine whether the serial correlation coefficients are statistical significant
(different from zero). The hypothesis of weak efficiency should be rejected if stock returns are
serially correlated. The Box-Ljung Test is used, based on autocorrelation coefficients.
Autocorrelation coefficients define the linear correlation between two observations of the returns
time series. The Q-statistic is asympWRWLFDOO\GLVWULEXWHGDVDȤYDULDEOHZLWKGHJUHHVRIIUHHGRP
equal to the number of autocorrelations. Under this test, the null and alternative hypotheses are:
H0: No autocorrelation exist in the data.
H1: Autocorrelation exist in the data.
Table 4: Results of Box-Ljung Test
X-Squared Df p-value
0.18495 2 0.9117
From the Table 4 it can be seen that data does not contain unit root as p value is greater than 0.05
which means that Null hypothesis is accepted which means that there is no auto correlation
between residuals. Hence it was concluded that residuals are stationary. Therefore after selection
Happiness and Performance Management in Modern Globalized Business Scenario ͳͲʹ

05.04.2018 503.15 537.43 34.28 6.813078
06.04.2018 500.70 540.75 40.05 7.998802
09.04.2018 517.90 543.74 25.84 4.98938
10.04.2018 546.00 546.48 0.48 0.087912
11.04.2018 539.50 549.05 9.55 1.770158
12.04.2018 548.30 551.45 3.15 0.574503
13.04.2018 541.90 553.73 11.83 2.18306
Conclusion
Prediction has always been a challenge for scientists in most of the disciplines. When it comes to
financial theory, the process of speculation becomes even more susceptible as there are normally
too many aspects or factors that need to be considered for actual forecasting. Some theorists,
therefore, prefer to forecast the current (and/or future) price of a time series on the basis of its
past values as well as the past values of the disturbance term. This concept, popularly known as
the Box-Jenkins method and technically as the ARIMA method, was also employed in the
current study. From the findings of the study, it has been construed that ARIMA has a very good
capacity to forecast future values in the short run. The long-term prediction using lagged values
of a variable makes only a little sense. As a policy implication, the autoregressive integrated
moving average model can be helpful to stock market investors as a clue to anticipate whether
the stocks that they have invested in are likely to move in upward direction, or vice versa, in the
near future. When the actual values were compared with the predicted value it was observed that
on all the days the values have been over forecasted for all the 10 days. The variation of
forecasted error for all 10 days is from 0.57% to 8.88% approximately.
References
Box, G. E., & Pierce, D. A. (1970). Distribution of residual autocorrelations in autoregressive-

integrated moving average time series models. Journal of the American statistical Association,
65(332), 1509-1526.
Khan, K., Khan, Gulawar., Shaikh, S. A., Lodhi, A. S., & Jilani, G. (2015). ARIMA Modeling
for Forecasting of Rice Production: A Case Study of Pakistan. Lasbela University Journal of
Sciences and Technology, 4(1), 117-120.
Happiness and Performance Management in Modern Globalized Business Scenario ͳͲͶ

Manoj, K., & Madhu, A. (2014). An Application of Time Series ARIMA Forecasting Model for
Predicting Sugarcane Production in India. Studies in Business and Economics, 9(1), 81-90
Emang, D. et al., (2010). Forecasting with Univariate Time Series Models: A Case of Export
'HPDQG IRU 3HQLQVXODU 0DOD\VLD¶V 0RXOGLQJ DQG &KLSERDUG -RXUQDO RI 6XVWDLQDEOH
Development, 3(3), pp: 157-161
Bhunia, A. (2013). Cointegration and Causal Relationship among Crude Price, Domestic Gold
Price and Financial Variables: An Evidence of BSE and NSE. Journal of Contemporary Issues in
Business Research , 2 (1), 01-10.
Husin, M. M. (2013). Efficiency of Monetary Policy Transmission Mechanism via Profit Rate
Channel for Islamic Banks in Malaysia. Journal of Contemporary Issues in Business Research , 2
(2), 44-55.
Kennedy, P. (2000). Macroeconomic Essentials:Understanding economics in the news.

Massachusetts Institute of Technology.
Li, M., Liu, G., & Zhao, Y. (2007, August). Forecasting GDP growth using genetic
programming. In Natural Computation, 2007. ICNC 2007. Third International Conference on
(Vol. 4, pp. 393-397). IEEE.
Happiness and Performance Management in Modern Globalized Business Scenario ͳͲͷ

Chapter 11
Employee Engagement and Happiness: A Case Study of IKEA

Author:Ms. Gargi Bose and Mr. Aman Gupta
Student
Vivekananda Institute of Professional Studies, Delhi
Abstract
This study is to examine the happiness of employees working at IKEA. A Positive attitude in the
workplace helps in increasing the productivity and efficiency of the workforce. Long term results
of a happy workforce have always helped the organizations to prosper and sustain in the market.
Therefore, any factor that can emotionally affect any employee should be duly considered and
taken care of. In the following study, we have also examined employee engagement, how
employee engagement to the fullest and loyalty toward their enterprise can result in brilliance in
management.
Keywords- Happiness at workplace, Employee's happiness, Employee Engagement, Work
Satisfaction.
,ntroduction
Happiness is a term that is used in the context of a mental or emotional state which is linked with
the delight of a person's life and satisfaction. Happiness is equally proportionate to positivity. It
is a state when a person is joyful. Infrequent experience of negativity around a person's life
results in as anxieties and anger issues.
Employee's happiness at the workplace is an essential element in any company's working. A

company is created by the combined efforts of all the employees. An employee working in the
company will be considered happy at his or her workplace when he or she will derive total
satisfaction on which he or she is working. Employee happiness is always linked with good
health conditions, a positive work environment, commitment towards work and high work
performance. An employee will always be happy to work when he or she has a feeling of
belonging there. When an employee's personal life is also considered to be as equal to his or her
Happiness and Performance Management in Modern Globalized Business Scenario ͳͲ͸

professional life, he or she is positive and happy. In this workaholic society, employees work
with their whole hearts to receive some recognition on the topics on which they are working on.
When they receive such results, it encourages them to work more happily and enthusiastically.
Employee Engagement
Employee engagement is a key idea in the push to comprehend and depict, both subjectively and
quantitatively, the nature of the connection between an association and its employees.
A "connected with employee" is characterized as one who is completely consumed by and eager
about their work thus makes a positive move to promote the association's notoriety and interests.
A connected with employee has an uplifting frame of mind towards the association and its
qualities.
Employee engagement is a pertinent factor to satisfy an employee working at a firm. Employee
bliss is the support required for them to work with top spirits and at the most elevated levels.
It causes the employees to consider them they have a place with the spot and will assist them
with working with their maximum capacity and not just attempting to take care of business.
"The concurrent business and articulation of an individual's 'favored self' in task practices that
elevate associations with work and to other people, individual nearness, and dynamic full job
exhibitions". (Goffman, 1961)
List companies with happiest employees in 2018-
HubSpot
2) Netflix
3) Google
4) Delta airlines
5) Salesforce
6) UIpath
7) Logmeln
8) Intuit
9) LinkedIn
10) Starbucks
Happiness and Performance Management in Modern Globalized Business Scenario ͳͲ͹

11) Nevro
12) Insight Global
13) T- Mobile
14) Pegasystems
15) Fanatics
16) Facebook
17) Blizzard Entertainment
18) eBay
19) Global Hippo Media
20) International Flavours and Fragrances
21) Workfront
22) Red Bull
23) Adobe
24) Axon
IKEA
Through the following case study, we are going to find out what IKEA is doing to make this all
happen at their workplace. IKEA is known for its values and happy employees. These happy
employees are ready to shed blood for their company as they are treated equally in the company
their opinions matter and they are allowed to become the best.
Literature Review
Employee engagement will be closely associated with organizational performance results.
Companies with involved employees have larger employee retention due to lowered turnover and
decreased intention to keep the company, production, profitability, development and client
satisfaction. (Markos, S., &Sridevi, M. S., 2010).
Undoubtedly, among the reasons that cheerful, satisfied workers will be excessive performers
face to face is they are less inclined to display "job withdrawal"--particularly, absenteeism,
turnover, employment burnout, and retaliatory habits. (Donovan, 2000; Locke, 1975; Porter &
Steers, 1973; Thoresen, Kaplan, Barsky, Warren, & de Chermont, 2003).
Happiness and Performance Management in Modern Globalized Business Scenario ͳͲͺ

Well-being at the job also provides vigor and strength to the instructor in enhancing affective
organizational dedication. (Pryce-Jones, 2010)
At work, happiness is inspired by both short-lived occasions and chronic ailments in the duty,
job, and firm. Additionally, it is influenced by the steady attributes of people such as persona,
along with the fit between the particular work/organization provides along with the individual's
expectations, requirements, and tastes. (Fisher, C. D., 2010).
In a global that is altering both with regards to the global characteristics of work as well as the
aging in the labor force (Erickson, 2005), possessing engaged employees might be a key to
affordable advantage.
Management should extremely consider these variables in making certain employees are cheerful
and are in a position to execute their functions and responsibilities properly in providing superb
services with their prime clients, which will be the students. (Othman, A new. K., Mahmud, Z.,
Noranee, S., &Noordin, F. 2018, March).
It had been analyzed the three-factor engagement style comprising of (Administrative procedure,
Leadership style, Employment satisfaction) may be used to gauge the degrees of employee
engagement so that their degrees of happiness could be enhanced. Further, the outcomes of the
regression examination show that three factors considerably influence employee delight.
(Othman, A good. K., Mahmud, Z., Noranee, S., &Noordin, F. 2018, March).
This study features the negative effect of psychological deal breach on flourishing at work.
Furthermore, we discover that thriving at the job comes with an intervening influence within the
psychological agreement breach and contentment at work relationships. Therefore providing
staff with opportunities to understand and be dynamic at the job can increase worker happiness
and determination towards their do the job. Also, colleague help is an essential antecedent of
delight at the job and thriving. ( SaadiaQaisera, Ghulam Abida, BinduAryab and SairaFarooqic,
2018)
Happiness and Performance Management in Modern Globalized Business Scenario ͳͲͻ

The consequences of POS and PsyCap on joy in staff' do the job (i.e. do the job engagement),
profession (i.e. profession pleasure), and existence (i.e. SWB). Function engagement mediated
the partnership between PsyCap and profession satisfaction. Next, profession satisfaction also
totally mediated the partnership between POS and SWB. ( Baek-KyooJoo, Insuk Lee, 2017)
It was detected that Singaporean educators graded their self-perceived ingenuity moderately
high. Ingenuity self-efficacy subscales correlated favorably with pleasure scales, i.e., pleasure
with daily life, subjective pleasure, well-being, a portion of joy and average thoughts.
Experienced teachers scored the significance of ingenuity in life greater than the less
knowledgeable professors. ( Ai-Girl Tan a, Dianaros Majid, 2011)
The specific figure strengths of appreciation and forgiveness alongside the three orientations to
delight (pleasure, indicating, and wedding) jointly added to the considerable prediction of every
three the different parts of subjective well-being (lifestyle satisfaction, positive impact, and
negative have an impact on). (David W. Chan, 2012)
In the working environment, happiness is affected by both fleeting occasions and constant
conditions in the undertaking, employment, and association. It is additionally affected by stable
traits of people, for example, character, just as the fit between what the activity/association gives
and the person's desires, needs, and inclinations. Understanding these supporters of happiness,
together with late research on volitional activities to improve happiness, offer some potential
switches for improving happiness at work. (Fisher C D, 2010)
Work engagement is a forerunner of hierarchical responsibility since individuals who connect

profoundly with their work are increasingly dedicated to their associations. The scientists could
locate no applicable research in the writing about the connection between happiness and full of
feeling authoritative duty. (Jackson, L. T., Rothmann, S., and Van de Vijver, F. J. 2006)
Work engagement was the most prescient of full of feeling hierarchical duty when they kept the
various factors consistent. Prosperity was the second most prescient when they kept various
Happiness and Performance Management in Modern Globalized Business Scenario ͳͳͲ

factors consistent. They found no prescient incentive for fulfillment with life. ( Field, L. K., and
Buitendach, J. H. 2011).
According to the above literature surveyed, it can be concluded that happiness at the workplace
and employee engagement are two of the most important factors. To keep the workforce in the
long run job satisfaction is key for any organization. A healthy and happy employee will indulge
more in his work because of good mental health. Happiness in the workplace is a crucial factor
for good mental health. A healthy employee will receive more job satisfaction and will engage
more with his work if he is mentally and physically fit.

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Happiness and Engagement at IKEA

Through the following case study, we are going to find out what IKEA is doing to make all this
happen at their workplace. IKEA is known for its values and happy employees. These are ready
to shed blood for their company as they are treated equally in the company their opinions matter
and they are allowed to become the best.
Established in Sweden in 1943 by a 17-year-old "Ingvar Kamprad", IKEA is a European global

gathering surely understood for its effectively open furniture extend. It plans and offers prepared
to-collect furnishings, kitchenware, and home extras among other valuable products and
occasionally benefits." To create a better everyday life for the many people" is the vision of
IKEA.
Scandinavian working culture

IKEA's working culture is based on the Scandinavian way of working which is based on a mix of
teamwork and individual responsibility. Scandinavian companies are commonly known for
prioritizing employees' private life, which is driven by the philosophy that happy, healthy
Happiness and Performance Management in Modern Globalized Business Scenario ͳͳͳ

employees are the most productive and efficient ones. Absent of strict hierarchy is present here.
Everyone is equally important and everyone's point of view matters. In IKEA every employee is
equally important than the other. There is no discrimination based on authority, everyone's
knowledge and point of view matters. IKEA believes "Everyone is a leader"
Business Integrity
Here, all employees are equal and receive as much as a priority in their private agendas as the
professional ones. Learning is an ongoing, never-ending process at IKEA. Good introduction and
induction is vital before a start in IKEA, as it results in producing positive results for the whole
company. Good business with common sense is the likewise moto of the company.
IKEA values for the employees and everyone

Employees working at IKEA are guided to follow some values which are known as "IKEA
values". The IKEA group's way of doing business is based on values and culture, here employee
values are always considered first. Trust, honesty, and integrity are essential to the IKEA group.
Values are as following-
1) Togetherness and enthusiasm
2) Cost- consciousness
3) Leadership by model
4) Simplicity
5) Willingness to acknowledge and designate duty
6) Humbleness and willpower
7) Striving to meet reality
8) Daring to be different
9) Constant want for reestablishment
10) Constantly being headed
Happiness and Performance Management in Modern Globalized Business Scenario ͳͳʹ

Equal opportunity
IKEA does not call employees, they are co-workers, irrespective of positions they are working
co-dependently and together for the betterment of the company and the society.
Sense of belongingness for the work, as one pushes for an assignment so, it happens smoothly
and feels effortless of which is more efficient.
Happiness among the IKEA employees is found to be at a high rate because if their equal
opportunity formula. "An individual is responsible for their growth", equal opportunities are
provided to everyone.
Perks to the employees

Perk is something that everyone is happy about when they are provided to them, IKEA provides
various kinds of on as well as off duty perks to its employees. It is a human tendency to work
more happily when they are provided with some extra incentives. IKEA provides a lot of these
kinds of incentives to its employees to increase their happiness and involvement in the work
more efficiently and effectively. When provided with all these perks, one work more
enthusiastically and indulge themselves completely to complete the task they are working on.
Human rights
The fundamental human rights are respected here at every step. Hiring of employees and treating
co-workers are done in a fashion that will not discriminate against gender, race, faith, age,
disability, nationality, sexual orientation, political opinion, exclusive affiliation, public or ethnic
origins.
Good working environment

A good working environment is a must for any employee's happiness. IKEA provides the most
homely and comforting workplace for its employees. An individual should have a sense of
responsibility and ownership for their work. If needed to push for their work it means he or she is
not happy or does not belong in that area of work. The flexibility which is provided at IKEA
results in an open-minded and relative pressure-less working environment.
Happiness and Performance Management in Modern Globalized Business Scenario ͳͳ͵

Conclusion
IKEA is an employee-oriented company that always keeps its employees first, this technique of
their working always leads to an increase in employee's happiness and engagement. Happy
employees will work more enthusiastically as they will be doing the work joyfully and with a
clear mind. The mind in the better place will lead to better performance which will encourage
employees to work more with their full heart.
Happiness of the employees is an essential element and must be always present in a working
environment. Positive and engaging workplace not only results in the better employees of the
company but it also results in being a good human being.
IKEA has done the embodiment of this phenomenon perfectly since the very beginning. They
have adopted every way which will encourage the employee's happiness in the organization and
also increase their engagement toward the work willingly without any external pressure.
A happy employee is a hardworking employee and this is a fact that IKEA has accepted and is
working on to polish it to more perfection.

Happiness and Performance Management in Modern Globalized Business Scenario ͳͳͶ

References
x Abdullah, A. G. K., Ling, Y. L., & Ping, C. S. (2017). Workplace Happiness,

Transformational Leadership, and Affective Commitment. Advanced Science Letters, 23(4),
2872-2875.
x Boehm, J. K., &Lyubomirsky, S. (2008). Does happiness promote career success?. Journal of
career assessment, 16(1), 101-116.
x Chan, D. W. (2013). Subjective well-being of Hong Kong Chinese teachers: The contribution
of gratitude, forgiveness, and the orientations to happiness. Teaching and Teacher
Education, 32, 22-30.
x Diener, E., & Suh, E. (1997). Measuring quality of life: Economic, social, and subjective
indicators. Social indicators research, 40(1-2), 189-216
x Donovan, M. A. (2000). Cognitive, affective, and satisfaction variables as predictors of
organizational behaviors: A structural equation modeling examination of alternative
models (Doctoral dissertation, ProQuest Information & Learning).
x Erickson, T. J. (2005). Testimony submitted before the US Senate Committee on
Health. Education, Labor, and Pensions, May, 26.
x Field, L. K., &Buitendach, J. H. (2011). Happiness, work engagement and organisational
commitment of support staff at a tertiary education institution in South Africa. SA Journal of
Industrial Psychology, 37(1), 01-10.
x Fisher, C. D. (2010). Happiness at work. International journal of management
reviews, 12(4), 384-412.
x Frey, B. S., &Stutzer, A. (2010). Happiness and economics: How the economy and
institutions affect human well-being. Princeton University Press.
x Gavin, J. H., & Mason, R. O. (2004). The Virtuous Organization:: The Value of Happiness in
the Workplace. Organizational Dynamics, 33(4), 379-392.
x Goffman, E. (1961). The presentation of self in everyday life. New York: Anchor-
Doubleday.
x Joo, B. K., & Lee, I. (2017, August). Workplace happiness: work engagement, career
satisfaction, and subjective well-being. In Evidence-based HRM: A Global Forum for
Empirical Scholarship (Vol. 5, No. 2, pp. 206-221). Emerald Publishing Limited.
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x -DFNVRQ/75RWKPDQQ6 9DQGH9LMYHU)-$PRGHORIZRUNဨUHODWHGZHOOဨ
being for educators in South Africa. Stress and Health: Journal of the International Society
for the Investigation of Stress, 22(4), 263-274.
x Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at
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x Markos, S., &Sridevi, M. S. (2010). Employee engagement: The key to improving
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x https://www.emptrust.com/blog/employee-engagement-a-key-hr-strateg
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employees-in-2018/articleshow/66075292.cms

Happiness and Performance Management in Modern Globalized Business Scenario ͳͳ͸

Chapter 12
Happiness at Workplace: A Key to Business Success

Author:D^^DZE/
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Abstract
Happiness of employees at workplace means how employees are satisfied with their jobs and
environment at workplace. Happiness at workplace is important and considered as key to success
to an organization. Employees who are satisfied or happy with their workplace have positive
attitude and perform better role in their jobs. On the other hand unhappy employees pay less
attention to their jobs and have negative thoughts towards the organization. So, it is necessary to
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SDSHULGHQWLILHVWKHIDFWRUVZKLFKDUHUHVSRQVLEOHIRUOHYHORIHPSOR\HH¶VKDSSLQHVVDWZRUNSODFH
Keywords: Happiness, workplace, employment, Positive Attitude.

Introduction
Our way of life is bring into being the idea of the dream of American. Whole life, we work hard
to materialize these dreams like ideal partner, ideal children, an appropriate profession and a
wonderful house and work is the only way via which one can get the required resources to
accomplish these dreams. However, the people who has desire to these ideals or even the people
who are about to accomplish them never experience the feeling of success and happiness for
which they long. They are stilOVHDUFKIRU³:KDWQH[W´"
Happiness of employees at workplace means how employees are satisfied with their jobs and
environment at workplace or Happiness is a particular mental state which assists employees to
work with their full efforts and potential. Happiness at workplace is important and considered as
key to success to an organization. Employees who are satisfied or happy with their workplace
have positive attitude and perform better role in their jobs. On the other hand unhappy employees
pay less attention to their jobs and have negative thoughts towards the organization.
Happiness and Performance Management in Modern Globalized Business Scenario ͳͳ͹

Individual Characteristics
Employment status
Employment status means that state in which an employee works in a particular organization
such as part time, full time, employed and unemployed. Every employee wants job security.
People with part-time employment have less satisfaction than then those who have full time.
Employees with insecure job have fear of unemployment hence reduction in happiness.
Income
Income refers to money (wages/salary) earned by an employee. Income and happiness are
strongly associated with each other. Employees with higher income seem to be happier as good
earners have more chances to fulfill their desires then fewer earners. Happiness is positively
related with income equality and less working hours where as it is inversely related with income
inequality and long working hours. Although luxuries are not in fact necessary to survive, but
they might insert ease to life, that will surely encourage happiness.
Nature of Job
Type of employment which includes risk of safety and health seem to be less happy to the
employees whereas jobs which involve lower risk seem to be happier.
Attitude
Attitude of person is the internal trait which only can be experienced all the way through
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always look towards the brighter phase of events and plan for future accordingly. These types of
employees are happier in their workplace or life than those having negative attitude and
regardless of age group. And on the other hand a happy employee has positive attitude. Thus,
happiness and positive attitude have bidirectional relationship.
Type of organization
Type of organization in which a person employed also considered as a determinant of happiness.

There are some organizations which provide all the facilities to work but they do not provide job
Happiness and Performance Management in Modern Globalized Business Scenario ͳͳͻ

security but there are some which offer job security but do not provide proper amenities to work.
Here, the level of happiness depends on the priorities of employees.
There may be many more variable that can determine the level of happiness but in this paper
some important are considered.
CONSEQUENCES OF HAPPY WORK ENVIRONMENT
More attention to happiness at workplace generates several advantages for both employees, as
well as business itself.
x More Productivity
x Promotes innovation and creativity
x Positive attitude
x Stress free Environment
x Less workplace accidents
x Increase in loyalty
x more pleasure,
x happy clients and
x Higher quality of service.
If an organization provides happy environment then employees enjoy to work there and do not
even think about changing their jobs and stay there for long and become loyal to the
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satisfied from his/ her work, release positive energy and that energy will be constructive for both
work and organization and as a result the quality of relationship with both peers and employers
improves.
Methods to improve happiness at workplace
Positive attitude and income are two most important variables that determine the happiness of
employees at both workplaces as well as in family. So, in order to enhance the level of
happiness, the employer should designed those type of polices which helpful in increasing their
income level and develop positivity in attitude.
Happiness and Performance Management in Modern Globalized Business Scenario ͳʹͲ

x ,Q RUGHU WR LQFUHDVH HPSOR\HHV¶ LQFRPH D SROLF\ VKRXOG EH PDGH WR LQFUHDVH WKH
HPSOR\HHV¶ HDUQLQg potential by giving them time to time training on skills or areas
where they are lacking behind.
x In order to develop positivity in attitude, some relevant behavioral, psychological and
human skills training should be provided.
x Some human values development program should be conducted for employees in their
young are as young individual have more adaptation to new leanings.
x Proper working conditions and healthy work environment should be provided to the
employees to increase their satisfaction at the workplace.
Conclusion
There are many ways by which we can attain happiness at workplace but there is not an exact
procedure to get success. Every organization has its own strength and weaknesses to implement
policies to develop happiness at workplace. So, human resource manager require developing
policies accordingly. Happiness at workplace is important and considered as key to success to an
organization. Employees who are satisfied or happy with their workplace have positive attitude
and perform better role in their jobs.
References
$KXYLD $ ,I PRQH\ GRHVQ¶W PDNH XV KDSS\ ZK\ GR ZH DFW DV LI LW GRHV" -RXUQDO RI
Economic Psychology, 29, 491±507.
Easterlin, R.A., (2001). Income and happiness: towards a unified theory. Economic Journal 111
(July), 465±484.
Mohanty, M. S. (2000). An alternative explanation for positive black-white wage unemployment

rate differentials in the United States. Journal of Quantitative Economics, 16, 71±91.
Mohanty, M.S., (2009a). Effects of positive attitude on happiness and wage: evidence from the
US data. Journal of Economic Psychology 30, 884±897.
Mohanty, M.S., (2009b). Effects of positive attitude on earnings: evidence from the US
longitudinal data. Journal of Socio-Economics 38 (February), 357±371.
Mohanty, M. S. (2010). Effects of positive attitude and optimism on employment: Evidence from
the US data. The Journal of Socio-Economics, 39, 258 ±270.
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Mohanty, M. S. (2012). Effects of positive attitude and optimism on wage and employment: A
double selection approach. The Journal of Socio-Economics, 41, 304 ±316.
Mohanty, M.S., Ullah, A., (2012). Why does growing up in an intactfamily during childhood
lead to higher earnings during adulthood in the United States? American Journal of Economics
and Sociology, forthcoming.
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International Journal of Business and Social Science, 4, 37± 64.
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Happiness and Performance Management in Modern Globalized Business Scenario ͳʹʹ

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1. Dr. Madhu Arora

4. Happiness level at Work Place: A Study of 43-47

5. A study on performance during flight 48-55

6. A study on relation of ICT in live projects 56-61

8. A Study On Customer Expectation And 70-81

9. Challenges in Employee Retention Post 82-91

10. Forecasting Stock Prices of Axis Bank using 92-105

Happiness and Performance Management in Modern Globalized Business Scenario ͳ

Happiness and Performance Management in Modern Globalized Business Scenario ʹ

Lambert academic publishing (2020) Ed. Book

School of Economics, Vivekananda Institute of Professional Studies, Delhi

Keywords: Happiness, Well-being, Quality of life, Mental health, Overall satisfaction,

Happiness and Performance Management in Modern Globalized Business Scenario ͵

Happiness and Performance Management in Modern Globalized Business Scenario Ͷ

'LHQGHU¶VUHYLHZSDSHURQVXEMHFWLYHZHOO- being (SWB), he describes three meanings of

Happiness and Performance Management in Modern Globalized Business Scenario ͷ

Happiness and Performance Management in Modern Globalized Business Scenario ͸

Objectives of the Study

3. To identify the lagging parameters in the provision of facilities.

4. To suggest areas of policy formulation at institutional level.

Happiness and Performance Management in Modern Globalized Business Scenario ͹

Results and Findings

Infrastructure Placement Sanitation

Infrastructure 1.0000000 0.3179185 0.3950702

Placement 0.3179185 1.0000000 0.1858894

Sanitation 0.3950702 0.1858894 1.0000000

Happiness and Performance Management in Modern Globalized Business Scenario ͺ

Canteen 0.2930983 0.2565678 0.2251541

Food Quality 0.2954042 0.2933156 0.1946575

Environment 0.2749260 0.2678234 0.2459212

Crowd 0.4317934 0.3827936 0.2618660

Co-curricular 0.3163913 0.2187302 0.2416793

Awards 0.1831782 0.1873062 0.2170332

Industrial Visit 0.1440518 0.1373273 0.1244570

Spirituality 0.1428654 0.1658612 0.1235171

Freedom 0.3137436 0.3812133 0.1454423

Friends 0.1738033 0.2219164 0.2323182

Overall Satisfaction 0.4140534 0.3697914 0.1845617

Curriculum Canteen Food Quality

Infrastructure 0.3032305 0.2930983 0.2954042

Placement 0.3083801 0.2565678 0.2933156

Sanitation 0.2159822 0.2251541 0.1946575

Curriculum 1.0000000 0.3314278 0.3189831

Canteen 0.3314278 1.0000000 0.6549290

Food Quality 0.3189831 0.6549290 1.0000000

Environment 0.4178892 0.3647756 0.3169469

Crowd 0.5932608 0.3457543 0.3289114

Co-curricular 0.3045369 0.1719664 0.2258519

Awards 0.2342680 0.1270564 0.1091340

Industrial Visit 0.1126511 0.1626301 0.1384223

Happiness and Performance Management in Modern Globalized Business Scenario ͻ

Freedom 0.4424498 0.3112407 0.3205799

Friends 0.2448716 0.2081183 0.1368764

Overall Satisfaction 0.4736986 0.2793016 0.3270917

Environment Crowd Co-curricular

Infrastructure 0.2749260 0.4317934 0.3163913

Placement 0.2678234 0.3827936 0.2187302

Sanitation 0.2459212 0.2618660 0.2416793

Curriculum 0.4178892 0.5932608 0.3045369

Canteen 0.3647756 0.3457543 0.1719664

.! /0

Happiness and Performance Management in Modern Globalized Business Scenario ͳ

Happiness and Performance Management in Modern Globalized Business Scenario ʹ

Happiness and Performance Management in Modern Globalized Business Scenario ͵

Happiness and Performance Management in Modern Globalized Business Scenario Ͷ

'LHQGHU¶VUHYLHZSDSHURQVXEMHFWLYHZHOO- being (SWB), he describes three meanings of

Happiness and Performance Management in Modern Globalized Business Scenario ͷ

Happiness and Performance Management in Modern Globalized Business Scenario ͸

Happiness and Performance Management in Modern Globalized Business Scenario ͹

Happiness and Performance Management in Modern Globalized Business Scenario ͺ

Happiness and Performance Management in Modern Globalized Business Scenario ͻ

Happiness and Performance Management in Modern Globalized Business Scenario ͳͲ

Happiness and Performance Management in Modern Globalized Business Scenario ͳͳ

Happiness and Performance Management in Modern Globalized Business Scenario ͳʹ

Happiness and Performance Management in Modern Globalized Business Scenario ͳ͵