EXECUTIVE SUMMARY

EXECUTIVE SUMMARY

This project report “A STUDY ON IMPACT OF EMPLOYEE ENGAGEMENT ON

PRODUCTIVITY AT ENGINEERING PLASTICS,MYSURU” is submit in
partial fulfilment of the criteria for the Master of Business Administration degree. This
project includes information on the industry, the company, theoretical background research
on the subject, a literature review, the study's goals, the research methodology, a
hypothesis, data analysis and interpretation, findings, conclusions, and recommendations,
as well as the use of a statistical tool.

Employee engagement is a concept of employee’s involvement in relation to their jobsto

achieve the organization’s objectives and goals. Employee engagement is a wide concept
which helps to every organization to increase their production activities and maintain a
good connection between the management and the employees. Every organization is need
to motivate the employees perform their effectively and efficiently.

The study is to focuses on the company’s performance by using this employees

engagement and their impact. Majority of the employees are hesitating to involve into
their jobs. The study is used descriptive research methodology to analyses the
involvement of the existing employees in the descriptive nature. The study collects the
data from the 50 samples by using both primary and secondary data.

The statistics collected from the samples of 50 respondents are analyzed and interpreted.
These data shows there is a optimistic response for the Employee Engagement in the
association and the connection between the Employee Engagement and Employee
Motivation is also positive.

From the overall study, this study says that greater part of the representatives in the
association is satisfied to the maximum extent with the activities which are related to the
employee engagement. It shows that the employees are actively involved in their jobs or
works that offered by the company
 CHAPTER-01

INTRODUCTION
 CHAPTER -1

INTRODUCTION

Introduction about a topic chosen:-

Employee engagement is that the rapport between the organization and its staff of the
organization. associate employee agency is engaged wholeheartedly, in their work
and shows a positive perspective towards their organization.

Due to the enhanced chances of growing, the workers in today’s world, need to
become a great deal of excellent in their place of labor by taken acceptable
responsibilities with a lot of job satisfaction and worker motivation.

The involvement and commitment of the workers show for his or her organization and
its values. As a result of they apprehend alright their business setting and work with
their subordinates to boost the performance of the organization.

Manufacturing Industry:-

Process of making or fabricating production materials production elements or service

assemblies or heat treating fastening, painting, plating, or different finishing services.

Manufacturing feasibility:-

Analysis and analysis of a planned project to work out if it is technically possible to

manufacture the merchandise to satisfy client necessities. This includes however isn’t
restricted to the subsequent at intervals the calculable prices and required resources
facilities tooling capacity code and personnel with required skills, together with
support functions area unit or area unit planned to be on the market.

Manufacturing services:-

Companies that test manufacture distribute give repair services for parts and
assemblies.

Engineering plastics manufacturing:-

1. Product design
2. Prototyping

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 3. Testing
4. Process design
5. Tooling
6. Secondary operations
7. Assembly
8. Packaging
9. Shipping

Manufacturing and investments:-

Engineering plastic is one such potential product that may be made domestically to
satisfy Indian and world demand. It’s calculable that of the $67bn trade, India
contributes a little to superior plastic. Promotion of this trade can produce a double
edge and push native producing initiatives abundant quicker hold instance new
investments in plastic injection and accessories; one in all the main materials of use is
engineering plastics

Investments in native production scale back our dependency on imports and facilitate
produce opportunities for exports of raw materials. Increasing demand from domestic
shoppers can facilitate build value competence which might modify Indian
entrepreneurs to challenge China and Asian countries within the export market

Company profile:-

Established in 1986, M/s engineering plastics are an activity engaged in the

manufacturing of injection-molded plastic components.

The manufacturing facilities are located at No; B-34, C-35 & C-36 Hebbal industries
estate Metagalli post-Mysore 570016.

The technology identified & selected is plastic injection molding the major &
important customers are BOSCH LTD (SEG AUTOMOTIVES PVT LTD) ROBERT
BOSCH
LTD. Brazil CSEG AUTOMATIVE, Shashwati plastics Savio India Pvt ltd Macurex
sensors PVT ltd, etc. The company for automotive industries. The company has
injection molding machines with capacities from 6 tons to 80 tons.
A quality management system has been created and applied by the business to show
that it can consistently deliver goods that satisfy consumer needs.
The business has created a manual to handle customer satisfaction through the

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successful use of the system, which includes continuous improvement & non-
conformity avoidance.
The quality system meets with the 2016 IATF 16949 international standards. The
manual's objectives are to identify and describe the quality system authorizations and
duties of the management professionals involved in the system's operation and to give
general procedures for all important quality system activities.

Nature of the business:-

 toward associate an array of machinery and instrumentality to support

additive reductive and assembly
 Simplify assemblies into integrated components
 Improve half reliableness by enhancing vibration resistance and eliminating
reducing post-molding assembly
 Manufacturing project of all scales, what sets engineering plastics apart is our
ability to feature capabilities to support special comes, tailored to your needs

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 Table – 1.1 Shows the Company Details

Company Name Engineering plastics

Date of Establishment 1986

Type of Company Partnership

Type of Business Manufacturing

Nature of business Production of plastic injection molded

parts

Address Door No C36 ,Metagalli post , Hebbal

Industrial Estate ,Mysuru 570016

State Karnataka

Phone 08212414845

Email enquiry@engineeringplastics.in

Total area 5acres

Bankers HDFC, SBI

Competitive Advantages Use excellence experienced raw

materials Use state of the molded

machine capable superiority

organization collection

Certified & Governed By IATF 16949 2016

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 Vision, Mission, and Quality policy:-

 Vision

“To be a world-class supplier for injection molded components “.

 Giving customers the right product at the right time, with the right quality,
and at the right price.
 Ensuring that staff advance with the business.

 Mission

Timely supply of best quality cost-effective plastic injection molded

components to every customer

 Quality policy:-
 Engineering plastics manufacturing companies are committed to
customer satisfaction in terms of quality cost, delivery schedules, and
service through technological excellence
 Engineering plastics will continually improve the technology process and
competence of our employees

Products and services profile:-

These are the products that are manufactured in Engineering plastic

1. Automotive components
2. Molded components
3. Plastic components
4. Industrial plastic
5. Plastic molded parts
6. Plastic injection
7. Automotive plastic
8. Engineering plastics parts
9. Plastic molded articles
10. Injection-molded

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 Service includes:-

1. Prototyping
2. Mold in color
3. Tooling
4. Stack molds
5. Over molding

Plastic injection molding components :-

Producing parts by injecting fluid into the mold, or mold. Injecting molding will be
done with a number of materials especially with metals, glasses, elastomers,
confection, and usually thermoplastic

Injection molding has been used to provide small plastic items with a large application
style, one for all standard plastic housing. Plastic houses can have a small wall that
usually requires ribs and several handles inside. These homes are used for a wide
range of household products and equipment, electronics buyers, electrical appliances,
and separate car dashboards typical wall-mounted products containing various types
of open containers, such as buckets. Injection injections are also not uncommon to do
many everyday things like toothbrushes or small plastic toys.

Area of operation:-

 Global: Globally the shoppers of engineering plastics are Brazil, Switzerland,

France.

 National: The corporate has provided its products to many places. A number
of them are provinces, Kerala, Andhra Pradesh, and Tamil nadu.

 Regional: This company provided its product to many places like Bangalore,
Bidar, Tumkur, Mandya, Hassan, Mysore, etc.

Facilities:-

1. Transportation facility :- They provide services like travel, dining, salon, gym,
discounted tickets, and private concierge. They frequently have locations outside of
the workplace, and they provide parental leave for their workers..

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2. Medical assistance:- They comprise health check care and a doctor on site, they
get a vacation leave every year one time they get being plaster face.

3. Healthy Workplace: - They also foster a strong work ethic through a programme
called the Wall of Happiness, which provides a forum for staff members to applaud
one another on their vital contributions to the business.

4. Child Care Center: -They offer programs that involve work with their families
such as Pay for Child Care during business trips. Medical facilities such as the flu
camp, free medical check-ups, solid membership.

5. Maternity Area: - Employees who are females are granted 80 days of maternity
leave. They provide outstanding training programmes and offer discounts on
purchases so that staff members can grow professionally.

6. Family Safety: -Care for their staff family through a mental health and support
program. Through their operation, they allow for paid leaves.

7. Healthy food donations: - They have a tiny kitchen for those who prefer cooking
and spend their break playing video games.
8.Flexible working hours: - They offer a lot of flexible scheduling options.
Additionally, mothers may apply for the same benefits as women who have had
children under the age of 12.

9.Women Empowerment: -The organization promotes women's empowerment,

submitting approximately 80% of women to its organization

Quality control:-

A customer’s biggest concern is to own a manufacturer produce their product by the

thousands and then there happens to be a colossal recall from a defect that would are
avoided. At Midstate, we tend to hav0016e internal control procedures in situ from the
start to the top of the producing method which will meet or exceed our customer’s
necessities. Quality assurance optimizes production and helps ensure that the final
product meets company standards — ensures processes need to style, test, improve
and

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make the product area unit more efficient. The certificate helps to manage and
improve our several processes such as:

 Purchasing third-party elements and sub-assemblies

 Acquiring raw materials (i.e. plastics)

 Designing/implementing review procedures
 Fulfilling production processes
 Troubleshooting defects

Ownership pattern:-

Engineering plastics Company Anil kumar and chetan kumar was founder of the
company in 1986. Manufacturer of insert moulded plastic parts.

Anil kumar Managing partner

Yogish .K General manager

Prathima Account lead

Growth and prospects :-

The market for plastic injection molding is only on the rise as technological advances
and massive growth in the plastic injection molding market are expected to reach a
total of $ 162 billion by 2020 in the fourth annual growth rate (CAGR). %. This
growth shows a significant impact on the formation of plastic injections in the
lifestyle. Visit our journal daily items made within the Plastic Injection Molding
method to find out about all the integrated markets those areas covered by our
services. The continuity of style, product, machinery, and occasional plastic materials
by injection keeps the market competitive, that increases productivity and creates new
jobs they are derived from oil, and are converted into a number of perishable
biopolymers. With innovation, strong economic processes, and practical
environmental practices, the plastic injection mold market can only have a lot of no-
hit.

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 SWOT analysis :-

Strength:

 Well established for a protracted time.

 Adoption of recent technology and kinds of machinery.
 Technically stable
 economic help throughout stock
 physically powerful system from all aspects- location, transport, &
communications
 It contains a broad sharing system.
Weakness:
 Weak in monetary strategy also because of the monetary department.
 The potency and also the commitment of the employees don’t seem to be
checked effectively as a result of that the employees will take undue
advantage.
 Since the plastics area unit the first staple, fluctuation in value affects product
value.

Opportunities:

 The ascension of the manufacturing sector.

 Awareness among the shoppers regarding the standard of injection-molded
 Increased marketplace for the selling trade.
 Increase the merchandise line. Implement technology modification.

Threats:

 Substitute product.
 The crisis between management and staff.
 High competition from non-public firms
 Decrease in product cost

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 FINANCIAL STATEMENT:-

Table 1.2 Statement of profit and loss account for the year ended

31st March 2020 , 2019 and 2018

Particulars ...................in Rs. Cr. ………………

Mar 20 Mar 19 Mar 18

12mnths 12mnths 12mnths

INCOME

Revenue from operations (gross) 321.34 320.54 309.03

less: Excise/service tax/other levies 0.00 0.00 1.43

Revenue from operations (net) 321.34 320.54 307.60

Other operating revenues 14.71 17.80 10.64

Total operating revenues 336.04 338.34 318.24

Other income 0.99 1.78 2.29

Total revenue 337.03 340.12 320.53

EXPENSES

Cost of materials consumed 199.06 214.60 199.93

changes in inventories of FG,WIP and -1.16 -4.94 -1.15

stock-in trade

Employee benefit expenses 25.97 24.67 30.75

Finance costs 10.50 9.53 6.73

Depreciation and amortization expenses 17.89 14.92 14.49

Other expenses 54.07 51.40 35.56

Total expenses 306.34 310.17 286.30

P/L before exceptional, extraordinary 30.70 29.95 34.23

items and tax

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P/L Before tax 30.70 29.95 34.23

Tax expenses-continued operations

Current tax 8.11 7.31 10.70

Less : MAT Credit Entitlement 0.00 0.00 0.00

Deferred tax -0.55 3.82 -0.37

Tax For Earlier Years -0.45 -0.46 0.00

Total tax Expenses 7.11 10.67 10.34

P&L After-tax and Before 23.59 19.28 23.89

extraordinary items

P/L From continuing Operation 23.59 19.28 23.89

P&L for the period 23.59 19.28 23.89

Table 1.3 BALANCE SHEET A/C: -

Particulars ...................in Rs. Cr. ………………

Mar 20 Mar 19 Mar 18

12mnths 12mnths 12mnths

Equities And Liabilities

Shareholder’s Funds

Equity share capital 8.32 8.32 8.32

Total share capital 8.32 8.32 8.32

Reserves and surplus 151.06 127.82 115.99

Total reserves and surplus 151.06 127.82 115.99

Total Shareholders Funds 159.38 136.14 124.31

NON-CURRENT LIABILITIES

Long term Borrowing 72.12 47.16 20.96

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Deferred tax liabilities (net) 7.34 8.04 4.21

Other long term liabilities 0.36 0.79 0.81

Long term provisions 1.46 1.22 0.98

Total non-current liabilities 81.28 57.21 26.97

CURRENT LIABILITIES

Short term Borrowings 50.55 51.07 63.93

Trade payables 51.17 32.50 40.47

Other current liabilities 38.41 34.05 28.59

Short term provisions 0.68 0.61 0.54

Total current liabilities 140.81 118.23 133.54

Total capital and liabilities 381.47 311.57 284.82

ASSETS

NON-CURRENT ASSETS

Tangible assets 154.93 143.98 106.37

Intangible assets 2.15 1.04 1.16

Capital work-in-progress 37.19 2.70 5.76

Intangible assets Under Development 8.76 2.24 0.00

Fixed assets 203.03 149.96 113.29

Non-current investments 0.20 0.20 0.20

Long term loans and advances 0.45 0.21 0.00

Other non-current assets 17.19 24.92 12.44

Total non-current assets 220.87 175.29 125.93

CURRENT ASSETS

Inventories 49.69 43.09 40.71

Trade receivable 61.03 59.61 68.17

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Cash and cash equivalents 9.84 1.81 3.69

Short term loans and advances 0.19 0.12 0.07

Other current assets 39.85 31.65 46.25

Total current assets 160.60 136.28 158.88

Total assets 381.47 311.57 284.82

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 CHAPTER-02
Conceptual Background and Literature Review
 CHAPTER -2

Conceptual Background and Literature Review

Theoretical Background Of The Study: -

Meaning And Definition Of Employee Engagement

The commitment of workers is that the level of commitment and participation of staff
towards their business and their principles.

A dedicated worker is responsive of the company's position & works with others to
extend employee presentation to the benefit of the association and its benefits.

The employee's commitment will define; its happiness to the association between the
association and its employees. A committed employee is somebody who is completely
engaged and fervent around their job and, therefore, gets an optimistic act to market
the character and securities of the organization.

Worker engagement is that the communicative engagement of staff with the institute
and its areas. This communication assurance implies that committed staff has an
interest in their work and their company.

Definition of employee engagement:-

The personal commitment, according to William Kahan, is "the harnessing of
establishing people selves to their work individuals in engagement humans worker
and categorising themselves bodily intellectually and exhibiting emotion during
operational performance.

According to “Michael Shuck and Karenic Wallard” an Associate in aborning

condition may be a positive psychological feature cognitive emotional and activity
state directed towards structure outcomes.

According to “Andy Jankowski” As social tools and processes materially contribute to

worker engagement by addressing and sanctioning the core parts of intrinsic
motivation.

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According to “Abhijit Pradhan” As obtaining the worker to examine the actual
alignment between personal vision and therefore the company expressed within the
day to day can produce engagement.

Advantages of worker engagement:-

 worker satisfaction:-

The analysis indicated that if the employees square measure engaged within
the organization, they increase their phases of enjoyment of the work. The
committed and committed employees square measure are inquisitive about
the success of the business and have a high degree of dedication and loyalty.

 Productivity:-

Busy employees get the high performance of those who build the additional
mile to realize business successes as an employee becomes additional
engaged, their absence decreases, and motivation will increases, resulting in
their multiple psychological feature productivities.

 Retention recruitment:-

The protective wonderful staff is vital to the accomplishment of each

business as an associate in worker square measure additional loyal in addition
to retention business that has a developed capability to draw new certified
worker.

 Innovation: -

There’s a close relationship between innovation and employee engagement

concerned employee succeed at a much bigger degree and square measure
ardors and curiosity to their work that normally ends up in improvement
within the work state of affairs.

 Profitability:-

companies with the additional concerned worker square measure possible to

own bigger profitableness charges once employee square measure concerned
became additional productive and effective with confidence business bottom
line the additional concerned your employee that is the extra effectual and

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 productive they became let fall working expenses and growing the revenue
boundary.

Types of employee engagement:-

1. Engaged: -
Employees drive innovation and advance the company by wanting and
considering a reflective approach to their job.

2. Not engaged:-

Workers be virtually tested out they are sleep on foot utilizing their working
striking time but no longer power is order into their work. Expert who is
usually not secure are likely to suppose their responsibilities are being insulted
on their expertise shouldn’t be being topped.

3. Actively disengaged:-

The employee doesn’t seem to be simply hopeless at work they are busy
performing out their disappointment every staff demoralizes what their
involved co-employee realizes and enterprise they are ignores their challenge
completion and the focal point which damages the organization's performance.

Strategies of an employee engaged:-

I. Use the right employee engagement survey: -

Organizations frequently wrongly use the representative overview to gather

insignificant and difficult to take after information. All review information
must be significant and usable for any group at any level of association; the
information should likewise demonstrate that they impact the key execution
framework.

II. Focus on engagement at the local and organizational levels: -

The participation of employees in the expectation of the performance of the

manager and allows them to get excited about those expectations. Managers
and employees feel more capable of making a significant difference in their
instant environment.

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 III. Select the right managers:-
Managers comprehend that their prosperity relies upon worker
achievement. In any case, not every person can be an extraordinary
supervisor. Incredible proprietors the event that you are occupied with
individuals' prosperity. The endeavor to comprehend the quality of parrot
compel
IV. Coach managers and hold them accountable for their employee's
engagement:-
Companies must train the manager to take a dynamic role in creating
participation plans with their employees, keeping superiors responsible for
monitoring their progress, and ensuring they are continually concentrating
on the emotional involvement of their workers.
V. Define engagement goals in realistic everyday term:-

To convey a commitment to life, pioneers need to make huge commitment

objectives for workers' ordinary encounters, depicting how achievement
shows up utilizing a capable portrayal and a propelling dialect to help
comprehend objectives.

Importance of employee engagement:-

Work is very important for managers because diversity or distance is

fundamental to the issue of non-responsibility and motivation of employees.
The organisation's ability to oversee the commitment of representatives is
strongly respected and its ability to achieve an extraordinary amount of work to
do and the business that has evolved. Part of the benefits of a busy worker are:
• The devoted personnel will stick with the business, support the business, its goods
and services, and help the business succeed.
• They'll often do better and be more motivated.
• There is a strong correlation between worker devotion and success.
• The client has an emotional connection to the company. This affects their
assertiveness toward the businesses' clients, which raises customer satisfaction and
service levels.
• It shapes desire commitment and placement with the satisfaction and service levels of
the companies.
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  Increases worker trust in the company.
 Boost business growth.
 Provides a high-energy working environment.

8 Reasons why employee engagement is fundamental for the organization :-

A. Employee commitment can help clause advertising.

B. Enhanced engagement implies improved productivity.

Engaged workers are less possible to quit.

Involved employees are positive.

Workers feel fulfilled when they are involved.

 Engaged employees are further philanthropically intent.

 Engaged employees are improved communicators.
 Engaged employees are more innovative, inspired.

10c’s of employee engagement:-

1. Control:-

To generate a altitude of Employee commitment that allows workers to control their

work and priorities, it can generate wisdom of hope and value. Involving the
employee in a decision that involves him in various activities helps workers feel
valued.

2. Clarity: -

It's a dependable fact that clearness in correspondence is the key, nonetheless, lucidity
of targets is likewise essential. A representative must be clear about the organization's
objectives.

3. Connect:-

Employees are feeling valued by all corporate areas, leaders, managers, and
employees of a greater position. Having a strong relationship with the leaders creates
a sense of mentoring and a strong involvement of the employees.

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4. Credibility:-

A company that has high moral values and that is seen as a reliable company that
therefore represents its workers as reliable and can generate a strong sense of
integration.

5. Convey: -

Much of the employees' commitment is to understand the impact on the company. The
leaders of the organization must transmit the functions of the employees, but also
return with results and direct impacts. The employee has had several successes

6. Contribute:-

Employee commitment when now that his role is a success of the company's direct
impact.

7. Career:-

Knowing that there are growth opportunities and no stagnant positions creates
employee inspiration and worker commitment. Inspiration is extra likely when there is
an aim to be achieved.

8. Congratulate:-

Offer affirmation to the individuals who do it well and have gone over and behind to
get the outcomes that organizations attempt to accomplish.

9. Collaborate:-

Make terms in which sound rivalry exists to help confide in collaboration. Great
group pioneers urge cooperation to expand the plausible of an office.

10. Confidence:-

I will make a feeling of trust with workers to help advance their future in the business.
Showing others how it's done makes a domain in which I endeavor to be as well as
can be expected to be. The negative viewpoints don't guarantee anything great with
the dedication of the workers.

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Factors contributing to employee engagement :-

 Career development opportunities: -

Career developments Possibility is of the aspects contributing to employee

engagement in the office. When employees continuously invest each money
and time in their employee progress on the work location worker comprehend
that the manufacturer is in the growth in their career.

 Flexible: -
Another factor contributing to employee involvement is the flexibility of
working hours. Employees are offered flexibility for both jobs around normal
office hours or work away from the workplace.
 Fair pay structure:-
At the same time gain is a critical issue and it is a problem to talk about so
anything that no one can avoid. Explain to your employee how your company
pays for the property and what they want when a particular job deserves
promotion.
 Cultural diversity:-

We are presently within the new release stuffed with multicultural folks and
very with specific ethnicity accordingly cultural diversity is as a substitute
foremost in a company.

 Transparency and Honesty:-

No one likes to gossip and speculate about jungle one of the most important
reasons for employee involvement is having a clear and honest workplace a
place where an employee is ready to come to you and have a critical
conversation that has always bothered them as.
 Autonomy: -
No one likes to interact with the breath of their managers by continuing to
check on their bosses to be allowed with every option in difficulty especially if
they are small things.

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  Inspiration: -

Regards of the industry that you are in persons will at all times want the
thought at work. The notion does no longer imperative imply having
creativity it quick means being inspired in the workplace.

 Communication:-

Communication is yet another component that contributes to worker

engagement when there is miscommunication among you or your staff there’ll
constantly be trouble both in the assignment or within the manufacturer.

 Employee Recognition: -

Great businesses recognize that the worker is the guts of the industry delight
and engaged employees would deliver in no longer simplest optimistic energy
to the workplace but additionally develop the enterprise's profit scales.

How to measure employee engagement?

Steps 1: Listen

The business has to tune into its laborers and re-examine it is a balanced process the
understanding agents supply direction. This is essentially the most ultimate approach
to perceive their unique issues. Precisely when pioneers tune in delegates responds by
way of winding up recognizably more secured. Related to agents are well nigh more
required to fulfilled of their position remain with the association be advanced are
trying more raised measures of implementation.

Steps 2: Measure the current level of worker engagement

Employee engagement should be viewed at standard interim retaining in intellect the

top goal to track it is obligation regarding the fulfillment of the connection. However,
measures the engagement without coordinating to deal with the outcome can direct an
employee to tug again.

Steps 3: identify the issue ranges

See the predicament zones to see which the correct districts incite indifferent staff areas.

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Steps 4: Taking activity to enhance representative engagement

By following up on the predicament territories no longer something is extra

distressing to masters than to request their criticism and sees no alternate toward
affirmation of their disorders. Even the humblest strikes made to discourse hindrance
will tell the supervise how their information is appreciated.

LITERATURE REVIEW:-

1. S. AVELINE AND R.MOHAN KUMAR (2017):-Employees are having pressure

on their work-life with their family life. In recent days, employees’ engagement has
been considered as a most important factor in human resources in all the
organizations. A strong organizational culture will help to increase the intention of the
employees towards the work premises. It objects to examine the different age groups
and their perceived level towards their work. This study is evidence that employee
engagement plays a vital role in the organization. Hence, some organizations have
chosen work from home options especially for women.

2. SALONI DEVI (2017):- Presently, we are living in the era of globalization where
more changes are acceptable. As the organizations, they have faced more competitors.
So that the involvement of the employees is more required to get a good response
from the market. The reason for this study is to analyze the association between the
employees and the employer. The problem of this study is to very difficult to study the
cross-sectional employees where all the three levels of employees. Finally, worker
commitment is an optimistic approach said by the workers towards the administration
and its principles. It helps the organization to achieve the mission and vision and
implement its strategies easily.

3. MUNISH RACHAN AGARWAL(2017):- Employee engagement proposals and

practises are well-taught, and they lead management and dimension with a
comprehensive approach to employee engagement. They also include effective
training and development composition structure and the best work existence job
coverage. Worker engagement to establish a unique phenomenon and summarise it.
Combining critical employee involvement with psychological health may facilitate an
increase in group achievement.

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the prevailing reports exhibited the unique facet of employee engagement employee
come out that on have nitration employee one who’s promoted dedicated formidable
and attempt to additional organization goal.

4. ALAN M SAKS (2016):- As stated by Alan M. Saks The last year has seen a rise
in interest in employee engagement from consulting companies and the general
business press. The origins and effects of job and organisational engagements based
on social exchange are very poorly understood. The findings of this study imply a
connection between individual outcomes and job and organisational involvement.

5. ABDULWAHAB. S. BIN SHMAILAN ( 2016):- Employee commitment is an

emerging working situation and an optimistic attitude and an affecting and behavior
state of the employees towards the organization. To get worker commitment there
must be worker performance and their commitment and involvement. The problem of
this is, employer or the organization must be more awards and reward to the
employees to satisfy them. The objective of the study is to examine what contributes
made in satisfied employees and to study the factors influence to determine the
correlation between the satisfaction, performance, and their involvement. Performing
employees help the leaders to create an excellent organization. Finally, the author
state that satisfied employees does a better performance to the organization.

6. Dr. PRATIMA SARANGI, Dr. BHAGIRATHI NAYAK (2016):- It helps to

maintain a higher level of communication and the employees contribute more to
organisational productivity. The output of the workforce is essential to the success of
every organisation. Clarity, confidence, convey, connect, creditability, and career are
the 6 Cs that will be used to examine the impact of worker commitment on the
performance of the organisation and to explore the various aspects of worker
commitment. They discovered thanks to their confidence and differing perspectives.
Finally, they decided to use these criteria to enhance the goal of successful employee
engagement.

7. PROFESSOR KATIE TRUSS (2016) :- In the past year, employee rendezvous

has emerged as a popular theme. Despite this, there is still a dearth of comprehensive
academic research on the topic, and little is understood about the influence
management can have on employee involvement. Commitment has a great deal of

23
attention, but there is also a lot of confusion. There is currently no standard definition
because there are numerous ways to operate and measure the assurance. According to
the data, there are more non-tangled or non-involved employees than there are
devoted personnel. Despite this, many organisations believe that dedication is the
primary driver of low-cost advantage.

8. Ms. POONAM ZINDAL AND Dr. MOHSIN SHAIKH (2016):- Employee

engagement is the state of mind where it measures the performance of the employees
and which supported the organizational development. The reason for this study is to
examine the perception of the employees and what is available at the workplace. The
study shows that, a significant difference between job engagement and the
organization. As the result, the engagement is available at the workplace based on the
purpose of HR.

9. PALUKU KAZIMOTO (2016):- Employee engagement has emerged as a

possibility for every organizational presentation. The involvement of every employee
is a key factor to every organization. The problem of their study as difficult to make
balance their lifecycle with their professional. The study objects that despite the
relationship between their satisfaction & their engagement of employees depends on
the allotment of work. The result from this study is a commitment to performance is
depends on fair rewards for work.

10. SAFIAH RASHID, MOHD AMY AZHAR BIN MOHD HARIF (2015):- It is
the touching obligation of the employees to the company & its objects. It is more
difficult to maintain a high level of employees. This paper focuses on how employee
engagement is extracting the best talents & how to retain them. Employers are realized
that focusing on employees and creates more efficiency and productivity. Finally, he
concludes with,it better, faster more safety, & more importantly, it is focused on
customer experience.

11. MAHA AHMED ZAKI DAJANI (2015):- During the past two decades, employee
engagement is playing an emerging role. Organizations have used different engagement-
building tools to improve competitive performance. It objects is to identify the key factors and
to build a positive relationship between the employees and the organization. He found that
leadership is the significant antecedent of engagement. In the 0end, the study emphasizes the
importance of engagement and it will positively affect the organization.

24
12. BRAD SHUCK (2014):- The literature provides examples of the relationship
between an employee's perception of support for HRD initiatives, involvement, and
financial motivation. This study sought to gain a better understanding of the potential
relationship between HRD practises and employee involvement in profit goals using
social exchange theory as a guiding framework. According to the findings, engaging
in mental, emotional, and behavioural exchanges as well as HRD activities were
associated negatively with the goal of profit.

13. DHARMENDRA METHA (2013):- Employee engagement, in Dharmendra

Metha's opinion, is the process of inspiring and involving workers so that they are
more likely to contribute to organizational productivity and aid in upholding a greater
degree of dedication, ultimately resulting in higher customer satisfaction. Outcomes
are cooperating to attain the organization's common objectives.

14. SWATHI S (2013):-Engagement may be one of the most effective ways to improve
the production and result of the business. The paper focuses on the factors like rewards,
feedback, and leadership, etc., at the level to which worker assurance together affecting
and intelligence which exists to accomplish the vision, operation, and work of the
organization. It objects to focus on tasks rather than the goals and outcome. The study
shows the critical factors like recruitment, job satisfaction, job designing, friendliness,
health, and safety, etc. It initiates that no single or definite factor will be suited for the
individual or industry.

15. MS. J JOSEPHINE VIRGINIA SHARMILA (2013):- Employee commitment

is the glassy of obligation and involvement of an employee in footings of the
performance of their business within the work for the advantage of the organization.
Consequently, it is a weatherglass that determines the connotation of a person with the
organization. Workforces can help the organization complete its mission, execute its
stratagem and generate significant business results.

16. NUSRAT KHAN (2013):- Employee engagement is a vital component for the
success of any organization & it is a complex concept. It is influenced by various
components like leadership styles, HR strategies, culture, etc. The objective of this
paper is to get an understanding of the concept & to define the success of the

25
business. He concludes that the organization is needed to take care of the workers
from day one & it helps build the association & it should be a continuous process.

17. COLIN WHITSON (2011) The commitment of employees is established since

1990 is creating a new facet in human resources. It is the employer's accountability to
keep the prised employee in an organization engaged in certain commitments that
exhibit the employee's ability and capacity for organizational attainment. When
employee engagement is superior, employees go further and achieve tremendous
performance results. One of the best organizations in the ecosphere says that a
committed employee is more industrious, focused on the customer, more lucrative,
and more possible to stay with the association.

18. BHAVANA MV (2011) According to Bhavana mv, employee participation is

what we get when an employee is motivated by a job and is successful at work. You
must see that it is properly managed by a superior and that fair compensation must be
paid by the management. Good employees who are successful, managed, and well
paid, as the bad employees who fail, even if well managed and well paid, will not
compromise even if they are completely satisfied. Because the organization's success
has been well understood and well anticipated, employee participation plays a key
role. According to research, employee engagement a high score to be more satisfied, it
is less prospective to leave the association and increase productivity.

19. M SANDHYASRIDEVI:-(2010) Worker commitment is an immense assemble

that drops practically all ingredients of human useful resource administration sides we
know hitherto the assemble worker engagement is constructed based on previous
ideas like job satisfaction worker commitment and group citizenship habits worker
engagement is a border in a scope worker engagement is a border in scope worker
engagement more suitable predictor of the constrictive organization that two-method
association among company & employee in comparison with the three previous job
delight and promise & organization habit.

26
CHAPTER-03

Research Design
 CHAPTER-03

RESEARCH DESIGN

3.1 STATEMENT OF PROBLEM: -

An essential component of the plastics industry is employee engagement. Every

plastics company must involve staff in a variety of activities to ensure that tasks
are completed. Without these activities, there will be less production, less profit,
less customer satisfaction, staff attrition, a lack of communication, less effort put
into building connections amongst employees, and a decline in employee morale.
Therefore, the project work at Engineering Plastic, Mysore, focuses on different
employee engagement activities to boost organizational performance.

3.2 OBJECTIVES OF THE STUDY:-

 To understand the employee engagement practices in Engineering plastics

 To examine the factors influencing the involvement of employees
 To analyze the impact of the employee’s engagement on productivity.
 To suggest the measures to improve the involvement of the employees.

3.3 NEED FOR THE STUDY:-

 Employee engagement acts as a significant task in every plastic industry.

Employee engagement can be measured as cognitive, expressive, and
behavioural engagement.
 It is one of the main factors which helps to motive the employees, increase
commitment, innovation, to increase organizational effective-in terms of high
productivity, profit, employee retention, and customer satisfaction.
 At the present competition is more among every plastic industry to attract
qualified, skilled and experience young talents. therefore, in every plastic
industry, the HR department must focus on a better understanding of employee
engagement and the factors influencing it.

3.4 SCOPE OF THE STUDY: -

The scope of this project gave us a wide dimension on the engagement of 50

employees in a company from various departments. This project gives us an
overview of personal

28
details, Skills improvement, Organisational Behavior, and Employee satisfaction,
Growth of an employee, and Performance of an employee.

3.5 RESEARCH METHODOLOGY:-

Research is a kind of survey or an examination of data collected for understanding

the realities. The methodology adopted for the study contains the following:

Research design:- The study is conducted by descriptive research propose to analyze

the involvement of existing employees in the descriptive nature. They are facing some
problems like lack of knowledge, hesitation to communicate, cost to the company, etc.

3.6 SAMPLING DESIGN: -It is a part of the target population, which can be an
individual element or group from within a statistical resident to estimate the
characteristics of the entire population.

 Sampling technique:- This project report is conducted by convenience

sampling technique. It covers only the employees in Engineering plastics
according to the convenience of the organization.
 Sampling unit:- Operational level employees are taken as sampling units for
the study.
 Sampling size:- The study was selected 50 employees were considered as a
sample size at Engineering plastics Mysuru
 Sampling methods:- In this investigation, easy sampling and simple random
sample will be used. Simple random is defined as a sample that is chosen at
random from a large sample of the population, with each individual being
treated equally.

3.7 HYPOTHESIS:- For the study, the hypothesis is taken based on the purposes of
the study to prove or disprove the below statement:

H0: There is no significant impact of employee engagement on productivity.

3.8 SOURCES OF DATA COLLECTION:- Followings are the sources of

data collection as shown in the below table and are explained below:

1. PRIMARY DATA:- This data will be collected from the customer and the
employees of Engineering Plastic Mysore through interviews, used likert’s five point

Scale and structure questionnaires, are closed ended questions, survey and
observation method
29
2. SECONDARY DATA:- Secondary data are data that are already collected and published
by others, and they are journals, articles, company records, books, websites, etc.

3.9 STATISTICAL TOOL:-

 Percentage analyses (%):

Percentage analyses were used demographic information and to represent the
collected data into percentages.

Number of Respondents
𝐏𝐀(%) = × 100
Total respondents

 Chi-square Test (X2) :-

It is one of the statistical tests represented by X2 and used when the sample
size is 50. In the present study Chi-Square test is adopted to prove or
disprove hypothesis 0.
(𝑂𝑖)−(𝐸𝑖)2
CST(X2)= 𝐸𝑖

3.10 TECHNIQUES FOR DATA ANALYSIS:-

The data analysis represents the various reactions to all the questions asked to the
employees, prepared in the questionnaire. The identification of the information and
accumulation were finished and given think the utilization of Microsoft exceed
exception and MS word. The various instruments utilized for the introduction.

30
Sampling Design Table 3.1

Type of research Descriptive research

Universe Employees of Engineering plastics Mysore

Population Engineering plastics Mysore

Sample unit Operational Level employees

Sample size 50 employees

Sample technique Convince sampling technique

Type of questionnaire Closed-ended questions

Statistical tool Percentage analysis (%),Chi-square Test (X2)

3.11 LIMITATIONS OF THE STUDY: -

1. My study is restricted only to an employee of Engineering plastic

Mysore 2.Inadequate time is a major limiting factor of this study

3. My study duration is only 6 weeks

4. Respondents are restricted to only 50 respondents

3.12 CHAPTER SCHEME :-

Chapter – 1: In this chapter deals with the Introduction about manufacturing

industry and investment are India yearly its developing with the analysis by the
percentage. After that we are going to explain about the company profile nature
of the business, vision mission and quality policy products and services profile
of the company Engineering plastics and what facilities provided in the
company, ownership pattern table growth prospects company Swot analysis and
financial statement of two year comparison.

31
 Chapter – 2:Conceptual background And Literature Review:

Definition of Employee engagement what are advantges and Types of that

Employee Engagement with the Strategies and Reasons Why Employee
Engagement Is Fundamental For Organization. There are 10c’s Of Employee
Engagement which are Factors contributing Measure Employee Engagement
and last in this chapter is Review of Literature

Chapter – 3 :Research Design:

Here we going to explain about the Statement of the Problem and Need for the
Study The employee engagement what are the Objective of the Study with
analysis Hypothesis for that we want to study the Research Methodology
,Sources of Data Statistical Tool and Limitations.

Chapter – 4: Data Analysis The data analysis:

which give the information about questionnaires it’s about two factors that are
demographical factor and Specific information factor it considering on
questionnaires

Chapter – 5 :Findings, Suggestions and Conclusion:

In findings – Employees work relationship, experience, finding the company and

the employees.

In suggestions – Employees to improve their loopholes’ and the company have to

improve their relationships with employees.

In conclusions – The overall employee engagement and the overview of the project

32
 CHAPTER-04
Analysis and Interpretation
 Chapter - 04

Data Analysis & Interpretation

INTRODUCTION:-

Employee engagement is the participation of the workforce at the operational level,

which enhances the performance of the business as well as its reputation and core
values.

The amount of engagement and dedication that workers have to their employer and its
objectives is known as employee commitment. A committed worker understands the
nature of the company and collaborates with others to optimize the workload of workers
at work for the organizations and its advantages.

The essential component for finishing my project report and research on my specific
subject is data analysis and interpretation.

Each research project concludes with a conclusion or an interpretation of the facts that
need to be gathered. The study's conclusion is very vital.

This research employed the rating approach to get the data from the relevant personnel.

Analyzing the data acquired is essential to successfully completing this study in order to
test the hypothesis and respond to the research questions. Demographic data from Part-A
and Part-B were utilized in this investigation (Conceptual information)

33
 PART-A (Demographic information’s)

Q.NO.1. Gender:-

Table 4.1: gender

Q1 Gender No. of respondents percentage

1 Male 45 90

2 Female 5 10

Total 50 100%

Chart 4.1: Gender

Interpretation: The above 4.1 chart shows that out of 50 respondents 90% of
respondents are male and 10% of respondents are female, which indicates that at the
operational level majority of the respondents are male employees.

34
Q.NO.2. Age of Respondents

Table 4.2 Age (in years)

age groups No.0f Respondents Percentage

18-25 19 38

25-30 28 56

30-35 2 4

35& Above 1 2

Total 50 100

Chart 4.2: Age(in years)

AGE(IN GROUPS)
4% 2%

38%

56%

18-2525-3030-3535&above

Interpretation: The above chart 4.2 shows that out of 50 respondents majority age of
the Respondents is 25-30, i.e. 58%. Then, 18-25 is 38%, 30-35 is 4% and lastly above
35 years is 2%.

35
Q.NO. 3: Marital status of the Respondents :

Table 4.3: marital status

Marital status No. of Respondents Percentage(%)

married 12 24

unmarried 38 76

Total 50 100

Chart 4.3: Marital status

80 76
70

60

50

40

30 24
20

10

0
Married Umarried

Interpretation: The above and chart 4.3 shows that the marital status of the
respondents. Most of the respondents are unmarried, which are 38 respondents out of
the 50 samples are unmarried. The remaining 12 respondents are only married people.

36
Q.NO. 4: Income:-

Table 4.4: Income

Income No. of Respondents Percentage (%)

5000-10000 20 40

10000-15000 12 24

15000-20000 15 30

20000 & above 3 6

Total 50 100

Chart 4.4: income

Income
45 40
40
35
30 30
25 24
20
15
10
5 6
0

5000-1000010000-1500015000-2000020000&above

Interpretation: The above chart 4.4 shows that out of 50 respondents the income
levels of the respondents are 5000 to 10000 is 40%, 10000 to 15000 is 24%, 15000 to
20000 is 30% and above 20000 is 6% respondents. & it shows that bulk of the
Respondents are in the level of 5000-10000.

37
Q.NO. 5: Education

Table 4.5: Education

Option No. of Respondents Percentage (%)

SSLC 15 30

PUC 17 34

Diploma 11 22

Degree 3 6

Master Degree 4 8

Total 50 100

Chart 4:5 Education Level

EDUCATION
SSLCPUCDiplomaDegreeMaster Degree

8%
6%
30%
22%

34%

Interpretation: From the above chart 4.5 that shows out of 50 respondents 30% of
respondents are SSLC, 34% of respondents are PUC, 22% of respondents are
diploma, 6% of respondents are degree, 8% are a master degree in the organization. It
indicates the maximum number of respondents who are PUC holders in an
organization.

38
Q.NO.6: Is this your 1st organization

Table 4.6: 1st organization

Option No. of Respondents Percentage(%)

Yes 32 64

No 18 36

Total 50 100

Chart 4.6

1st organization

QA1
47%
53% QA2

Interpretation: From the above chart 4.6 that shows out of 50 respondents 64% of
respondents are first organization and 36% of respondents are exciting workers. It
clearly shows that above 50% are new for the organization.

39
Q.NO.7: Experience :

Table 4.7: Experience

Years of Experience No. of Respondents Percentage (%)

0-5 years 12 24

5-10 years 23 46

10-15 years 12 24

15& above 3 6

Total 50 100

Chart 4.7 years of Experience

6%
24% 0-5 years
24% 5-10 years
10-15 years 15&above years

46%

Interpretation: The above chart 4.7 that shows out of 50 respondents 24% were 0-
5 years experience, 46% were 5-10 years experience, 24% were 10-15 years
experience, and 6% were 15and above years of experience

40
 PART -B ( Conceptual information )

Q NO.8.Employee Engagement Index :

Table 4.8: Employee Engagement Index

Strongly Strongly
Agree Neutral Disagree
Opinion Agree
Disagree
A1)Do you feel proud to be 33 14 2 1 0
part of the company?

Percentage (%) 66% 28% 4% 2% 0%

A2 How likely is it that you 37 11 1 1 0

recommend our company to
your friends?

Percentage (%) 74% 22% 2% 2% 0%

A3) How likely is it that 29 18 1 1 1

you have chosen the
company as the best
working environment?

Percentage(%) 58% 36% 2% 2% 2%

Total 50 50 50 50 50

Percentage(%) 100% 100% 100% 100% 100%

41
A1). Do you feel proud to be part of the Company?

Chart 4.8(a) Feel proud to be a part of Company

66%

70%
60%
50%
40%

28%
30%
20%
4% 2%
10% 0%
0%

StronglyAgreeNeutralDisagreeStrongly agree disagree

Interpretation: From the above table and chart 4.8 shows out of 50 respondents 66%
of respondents are strongly agreed they feel proud to be a part of the company 28% of
respondents are agreed, 4% of respondents are neutral, 2% of respondents have
disagreed, and strongly disagree none of them choose.

A2) How likely is it that you recommend our company to your friends?

chart 4.8(b)) recommend company to friends

74%
80
70
60
50
40
30
20 22%
10
0
2% 2% 0%

Strongly agreeAgree NeutralDisagreeStrongly

disagree

Interpretation: From the above table and chart 4.8 shows out of 50 respondents 74%
of respondents are strongly agreeing to recommend the company to their friends,22%
of respondents are agreed, 2% of respondents are neutral and 2% of respondents are
disagreed and strongly disagree none of them choose.
42
A3). How likely is it that you have chosen the company as the best working
environment?

Chart 4.8(c)Best working environment

58%

60%
50%
36%
40%
30%

20%
2% 2% 2%
10%

0%
StronglyAgreeNeutral Disagree Strongly agreedisagree

Interpretation: From the above table and chart 4.8 shows out of 50 respondents; 58%
of respondents are strongly agreeing that best working environment ,36% are agreed,
2% are neutral and disagree, and strongly disagree as the working environment.

Q.NO.9. Communication:

Table 4.9 Communication

Opinion Strongly Agree Neutral Disagree Strongly

Agree Disagree

B1) Do you have a good 32 13 3 1 0

working relationship with
your partner?

Percentage(%) 64% 26% 6% 2% 0%

B2) Do you feel like the 29 11 6 3 1

people you work with
respect each other here?

Percentage(%) 58% 22% 12% 6% 2%

43
 B3) Do you feel your boss 37 8 4 1 0
appreciates your ideas?

Percentage(%) 74% 16% 8% 2% 0%

Total 50 50 50 50 50

Percentage(%) 100% 100% 100% 100% 100%

B1) Do you have a good working relationship with your partner?

Chart 4.9(a) Good working relationship with your partner

64%
70%
60%
50%
40%

26%
30%
20%
6%
2% 0%
10%

0%
Strongly agreeAgree Neutral DisagreeStrongly
disagree

Interpretation: From the above table and chart 4.9 that shows; out of 50 respondents
64% of respondents strongly agree that they have Good working relationship with
your partner in the organization,26% of respondents are agreed, 6 %of respondents
are neutral and 2% are disagreed and strongly disagree none of them choose.

44
B2) Do you feel like the people you work with respect each other here?

Chart 4.9(b) work with respect each other

58%
60%
50%
40%
30%
22%
12%
20%
6%
2%
10%

0%
StronglyAgreeNeutralDisagree Strongly agreedisagree

Interpretation: From the above table and chart 4.9 that shows out of 50 respondents
58% of respondents strongly agree that the people work with respect each other in
organization,22% are agreed,12% are neutral and 6% of them disagree and 2%
strongly disagree.

B3) ) Do you feel your boss appreciates your ideas?

Chart 4.9(c) )feel your boss appreciates your ideas

74%
80%
70%
60%
50%
40%
30%
20%
10% 16%
0% 8%
2%
0%

StronglyAgreeNeutralDisagree Strongly agreedisagree

Interpretation: From the above table and chart 4.9 shows that out of 50 respondents
74% of respondents strongly agree that feel that boss appreciates thier ideas,16%
agree, 8% are neutral and 2% disagree and strongly disagree none of them choose

45
Q.NO.10. Relationship Between Employees and Managers

Table 4.10 Relationship b/w employees and managers :

Opinion Strongly Agree Neutral Disagree Strongly

Agree Disagree

C1) Do you believe in the

process of leadership taking 26 14 6 3 1
over the company's goals?

Percentage(%) 52% 28% 12% 6% 2%

C2) Do you understand the

strategic objectives of the 31 17 2 0 0
organization?

Percentage(%) 62% 34% 4% 0% 0%

C3)Do people at work

contribute to a good work 34 12 3 1 0
culture?

Percentage(%) 68% 24% 6% 2% 0%

Total 50 50 50 50 50

Percentage(%) 100% 100% 100% 100% 100%

46
C1) ) Do you believe in the process of leadership taking over the company's goals?

Chart 4.10(a) company goals

52%
60%
50%
40% 28%
30%
12%
20% 6%
10% 2%
0%
StronglyAgreeNeutralDisagree Strongly agreedisagree

Interpretation: From the above table and chart 4.10 that shows out of 50 respondents
52% of respondents are strongly agreeing to taking over the company's goals,28% of
respondents are agreed, 12 % are neutral and 6% have disagreed and 2% strongly
disagree.

C2) Do you understand the strategic objectives of the organization?

Chart 4.10(b) understand the strategic objectives of the organization

62%

70%
60%
50% 34%
40%
30%
20%
10% 4%
0% 0% 0%

StronglyAgreeNeutralDisagreeStrongly agreedisagree

Interpretation: From the above table and chart 4.10 shows out of 50 respondents
62% of respondents strongly agree that they understand the strategic objectives of the

47
organization,34% agree organization, 4%of are neutral and disagree and strongly
disagree none of them choose.

C3) Do people at work contribute to a good work culture?

Chart 4.10(c)contribute to a good work

culture
68%

70%
60%
50%
40%
24%
30%
20%
10% 6%
2% 0%
0%

Strongly agreeAgreeNeutralDisagreeStrongly
disagree

Interpretation: From the above table and chart 4.10 that shows; 68% of respondents
strongly agree that thier contribute to a good work culture ,24% of respondents are
agree, 6 % are neutral and 2% are disagreed and strongly disagree none of them
choose.

48
Q.NO.11. Work Environment:
Table 4.11 Work Environment

Opinion Strongly Agree Neutral Disagree Strongly

Agree Disagree

D1) Do you feel that the vibe 34 15 1 0 0

at work is good and
inspiring?

Percentage(%) 68% 30% 2% 0% 0%

D2) Do you have the basic 30 15 2 3 0

resources to feel comfortable
and relaxed at work?

Percentage(%) 60% 30% 4% 6% 0%

D3)Does the company 36 11 3 0 0

provide you with all the tools
and resources you need to do
your job?

Percentage(%) 72% 22% 6% 0% 0%

Total 50 50 50 50 50

Percentage(%) 100% 100% 100% 100% 100%

49
D1) Do you feel that the vibe at work is good and inspiring?

Chart 4.11(a) vibe at work is good and inspiring

68%
70%
60%
50%
40%

30%
30%
20%
2% 0% 0%
10%
0%
StronglyAgree agree NeutralDisagreeStrongly
Disagree

Interpretation: From the above table and chart 4.11 that shows out of 50 respondents
68% of respondents strongly agree thier feel that the vibe at work is good and
inspiring,30% agree that 2%of are neutral and disagree and strongly disagree none of
them choose.

D2) Do you have the basic resources to feel comfortable and relaxed at work?

Chart 4.11(b) feel comfortable and relaxed work 60%

60%
50%
30%
40%
30%
20%

4% 6%
0%
10%
0%

Strongly agreeAgree NeutralDisagreeStrongly

Disagree

Interpretation: From the above table and chart 4.11 shows out of 50 respondents
60% of respondents strongly agree that they feel comfortable and relaxed at
work,30% of respondents are agreed, 4% are neutral and 6% are disagreed and

50
strongly disagree none of them choose

51
D3) Does the company provide you with all the tools and resources you need to
do your job?

Chart 4.11(c) tools and resources

72%
80%
70%
60%
50%
40%
30%
22%
20%
10%
6%
0% 0%
0%

StronglyAgreeNeutralDisagreeStrongly agreeDisagree

Interpretation: From the above table and chart 4.11 that shows out of 50 respondents
72% of respondents strongly agree that the company provide them all the tools and
resources they need to do work, 22% of respondents are agreed 6% of are neutral and
disagree and strongly disagree none of them choose

Q.NO.12. Workplace wellness:

Table 4.12: Workplace wellness

Opinion Strongly Agree Neutral Disagree Strongly

Agree Disagree

1E) Do you think the 37 11 2 0 0

company cares about your
physical and mental health?

Percentage(%) 74% 22% 4% 0% 0%

52
 2E). Do you imagine it is 33 12 3 2 0
appropriate to have a well-
defined Corporate Wellness
program in the organization?

Percentage(%) 66% 24% 6% 4% 0%

3E) Would you like to have a 31 16 2 1 0

healthy cake station in the
workplace?

Percentage(%) 62% 32% 4% 2% 0%

Total 50 50 50 50 50

Percentage(%) 100% 100% 100% 100% 100%

E1) Do you think the company cares about your physical and mental health?

Chart 4.12(a) Physical and mental health

74%
80%
70%
60%
50%
40%
30%
22%

20% 4%
10% 0% 0%
0%

Strongly agreeAgreeNeutralDisagreeStrongly
Disagree

Interpretation: From the above table and chart 4.12 that shows out of 50 respondents
74% of respondents strongly agree that the company cares about their physical &
mental health ,22% of respondents agree, 4% are neutral & disagree, and strongly
disagree none of them choose.

53
E2).Do you think it is appropriate to have a well-defined Corporate Wellness
program in the organization?

Chart 4.12(b) wellness program in the organization

66%

70%
60%
50%
40%
30%
20% 24%
10%
0%
6% 4%
0%

StronglyAgreeNeutralDisagree Strongly agreeDisagree

Interpretation: From the above table and chart 4.12 that shows; 66% of respondents
are strongly agreeing that wellness program is important in an organization, 24% of
respondents are agreed, 6% are neutral & 4% are disagreed and strongly disagree
none of them choose.

E3) Would you like to have a healthy cake station in the workplace?

Chart 4.12(c) healthy cake station in the workplace

62%

70%
60%
50%
40%
32%
30%
20%
10%
0% 4% 2%
0%

StronglyAgreeNeutralDisagreeStrongly agreeDisagree

54
Interpretation: From the above table and chart 4.12 that shows out of respondents
62% of respondents strongly agree that there should have a healthy cake station in the

workplace ,32%are agree, 4% are neutral & 2% have disagreed, and strongly disagree
none of them choose.

Q.NO.13. Recognition :

Table 4.13: Recognition

Opinion Strongly Agree Neutral Disagree Strongly

Agree Disagree

1F) Are you getting enough 36 10 4 0 0

recognition?

Percentage(%) 72% 20% 8% 0% 0%

2F) Do you feel honored for 38 11 1 0 0

your hard work and success
at work?

Percentage(%) 76% 22% 2% 0% 0%

3F) Do you get reasonable 40 10 0 0 0

rewards for special days?

Percentage(%) 80% 20% 0% 0% 0%

Total 50 50 50 50 50

Percentage(%) 100% 100% 100% 100% 100%

55
F1). ) Are you getting enough recognition?

Chart 4.13(a) enough recognition

72%
80%
70%
60%
50%
40% 20%
30%
20%
10% 8%
0%
0% 0%

StronglyAgreeNeutralDisagreeStrongly agreeDisagree

Interpretation: From the above table and chart 4.13 that shows out of 50 respondents
72% strongly agree that they getting enough recognition,20% agree enough,8% are
neutral and disagree and strongly disagree none of them choose.

F2) Do you feel honored for your hard work and success at work?

Chart 4.13(b) feel honored for your hard work and success at work

76%
80%
70%
60%
50% 22%
40%
30%
20% 0%
2% 0%
10%
0%
Strongly Agree Neutral Disagree Strongly
agree Disagree

Interpretation: From the above table and chart 4.13 shows out of 50 respondents
76% of respondents strongly agree that they feel honored for your hard work and
success at work,22% are agreed, 2% are neutral and disagree, and strongly disagree
none of them choose

56
F3) Do you get reasonable rewards for special days?

Chart 4.13(c) rewards for special days

80%
80%
70%
60%
50%
40%
30% 20%
20%
10%
0%
0% 0% 0%

Strongly Agree Neutral Disagree Strongly

agree Disagree

Interpretation: From the above table and chart 4.13 that shows out of 50 respondents
80% of respondents strongly agree that they get reasonable rewards for special
days,20% agree that their, 0%of employees are neutral and disagree and strongly
disagree none of them choose.

57
Q.NO.14. Benefits and compensation:

Table 4.14 Benefits and compensation

Opinion Strongly Agree Neutral Disagree Strongly

Agree Disagree

1G) Are you satisfied with 34 14 2 0 0

the current benefits the
company offers without your
salary?

Percentage(%) 68% 28% 4% 0% 0%

2G)Do you think you will 29 19 1 1 0

benefit from an employee
discount program where you
will be able to get special
discounts and prices on
various products?

Percentage(%) 58% 38% 2% 2% 0%

TOTAL 50 50 50 50 50

Percentage(%) 100% 100% 100% 100% 100%

58
1G) Are you satisfied with the current benefits the company offers without your
salary?

Chart 4.14(a) benefits and offers 68%

70%
60%
50%
40%

28%
30%
20% 4%
10% 0% 0%
0%
StronglyAgreeNeutralDisagree strongly agreedisagree

Interpretation: From the above table and chart 4.14 that shows; 68% of respondents
strongly agree that they are satisfied with the current benefits the company offers
without they salary,28% of respondents are agree neutral and disagree, and strongly
disagree none of them choose.

2G) Do you think you will benefit from an employee discount program where
you will be able to get special discounts and prices on various products?

Chart 4.14(b) discount program and special prices 58%

60%

50%
38%
40%
30%

20% 2%
10%2%0%
0%
StronglyAgreeNeutralDisagree strongly agreedisagree

59
Interpretation: from the above table and chart 4.14 that shows; 58% of respondents
strongly agree that benefit discount program will be able to get special discounts and
prices on various products,38% of 2%of are neutral and disagree and strongly
disagree none of them choose.

Q.NO.15. Work-life balance:

Table 4.15 Work-life balance:

Opinion strongly agree neutral disagree strongly

agree disagree

1H) Do you get enough time 35 14 1 0 0

to do your job well?

Percentage(%) 70% 28% 2% 0% 0%

2H) ) Do you have fun at 39 11 0 0 0

work?

Percentage(%) 78% 22% 0% 0% 0%

3H) Do you often find 40 10 0 0 0

yourself working on
weekends and holidays?

Percentage(%) 80% 20% 0% 0% 0%

Total 50 50 50 50 50

Percentage(%) 100% 100% 100%1 100% 100%

60
1H). Do you get enough time to do your job well?

Chart4.15(a) enough time to do job

70%

70%
60%
50%
40%
28%
30%
20% 2%
10%
0% 0%
0%

Strongly agreeAgree Neutral Disagreestrongly

disagree

Interpretation: From the above table and chart 4.15 shows out of 50 respondents
70% of respondents strongly agree that they get time to do their work well,28% are
agreed their work 2% are neutral and disagree, and strongly disagree with none of
them choose.

2H) Do you have fun at work?

Chart 4.15(b) fun at work

78%
80%
70%
60%
50%
40%
30% 22%
20%
10%
0% 0%
0% 0%

Strongly Agree Neutral Disagree strongly

agree disagree

61
Interpretation: From the above table and chart 4.15 that shows; 78% of respondents
strongly agree that they have fun at work,22% are agreed 0% are neutral and disagree,
and strongly disagree none of them choose.

3H) Do you often find yourself working on weekends and holidays?

Chart 4.15(c)working on weekends and

80% holidays

80%
70%
60%
50%
40% 20%
30%
20%
0%
10%
0% 0%
0%

Strongly Agree Neutral Disagree strongly

agree disagree

Interpretation: From the above table and chart 4.15 that shows; 80% of respondents
strongly agree that they feel working on weekends and holidays,20% agree, 0% are
neutral and disagree and strongly disagree none of them choose.

62
Statistical tool

Table 4.16: Hypothesis statement

strongly strongly
opinion agree neutral disagree total
agree
disagree
A3 29 18 1 1 1 50

B3 37 8 4 1 0 50

D1 34 15 1 0 0 50

D2 30 15 2 3 0 50

D3 36 11 3 0 0 50

2F 38 11 1 0 0 50

Total 204 78 12 5 1 300

H0: There is no significant impact of employee engagement on productivity.

Calculation of Chi-Square test

Oi E Oi-Ei (Oi-Ei)2 (O-E)2/E

29 34 -5 25 0.74

18 13 5 25 1.92

1 2 -1 1 0.05

1 0.83 0.17 0.0289 0.039

1 0.17 0.83 0.689 4.05

37 34 3 9 0.26

8 13 -5 25 1.92

4 2 2 4 2

63
1 0.83 0.17 0.0289 0.035

64
 0 0.17 0.83 0.689 4.05

34 34 0 0 0

15 13 2 4 0.31

1 2 -1 1 0.5

0 0.83 -0.83 0.689 0.83

0 0.17 -0.17 0.0289 0.17

30 34 -4 16 0.47

15 13 2 4 0.31

2 2 0 0 0

3 0.83 -2.17 4.71 5.02

0 0.17 -0.17 0.0289 0.17

36 34 2 4 0.18

11 13 -2 4 0.31

3 2 -1 1 0.5

0 0.83 -0.83 0.689 0.83

0 0.17 -0.17 0.0289 0.17

38 34 -4 16 0.47

11 13 -2 4 0.31

1 2 -1 1 0.5

0 0.83 -0.83 0.689 0.83

0 0.17 -0.17 0.0289 0.17

Total 27.44

65
Total value = Degree of Freedom

= (R-1) × ( C-1)

=(6-1) × ( 5-1)

=5×4

= 20

Interpretation: 20 degree of freedom(df) at 0.05% critical value is 31.14 and

calculated value is 27.44 .Since calculated value is more than table value (H0) is
rejected . There is no significant impact of employee engagement on productivity.

66
 CHAPTER-05

Finding, Suggestions and Conclusion

 CHAPTER – 5

FINDING , SUGGESTIONS, AND CONCLUSION

FINDING:

1. At the operational level, male workers make up 90% of the workforce.

2. The age group of 25 to 30 years represented 56 percent of the workforce.
3. Seventy-six percent of workers were single.
4. A group of 40% of employees earns between $5,000 and $100,000 per month.
5. Sixty-six percent of workers strongly agree that they are proud to work for the
organization.
6. 62 percent of workers think they comprehend the goals and strategies of the company.
7. 68 percent of employees think their pay is commensurate with the contribution they
provide.
8. 58 percent of the workforce strongly agrees, with the remaining workers also agreeing
that their workplace is the greatest.
9. The majority of employees—64 percent—strongly felt that the company had solid
relationships with its partners.
10. 58 percent of workers in the firm treat one another with respect.
11. The majority of employees—74 percent—strongly support the organization's health
care system.
12. 68 percent of workers gave the organizational culture its highest endorsement.
13. The majority of employees—72%—strongly agreed that the company should
provide its workers access to all tools and resources.
14. Eighty percent of workers firmly believed that they must work on weekends.

65
 SUGGESTIONS:

According to the majority of results, the majority of workers gave favorable feedback,
but there were still some replies that weren't quite as nice. The organization has to
focus on those kinds of comments.

1. The company may encourage more female workers to seek employment.

2. Make the workplace comfortable for employees to work in.

3. To encourage work in the company, each employee has to get along with the
others. The employees are alone able to resolve themselves any issues that may
emerge.

4. Employees should also be given greater latitude to provide the best using their own
methods and approaches.

5. If a business provides high-quality production resources, employees are more

engaged at work and produce higher-quality work.

6. Reward and honor staff members depending on their performance. It will thus keep
them motivated to work.

7. Provide the employee with some amusement and certain occasions; this will keep
them interested in their task.

8. The senior management is questioned about suggestions, ideas, complaints, and

views; they will study them and put them to use in their job.

9. They provide the personnel health checkups/health camps monthly once or

quarterly twice, which helps maintains them interested in their jobs.

10. The firms may also help with the education of the children of their employees

66
CONCLUSION:

The overwhelming majority of workers in the company highly concur, demonstrating

the positive interaction between the staff and management. It stands in for the worker
doing the task. It denotes the employee's enthusiastic reaction.

The connection between workers and the company was examined, as was how they
participated in their job. the main information gathered inside the company on the
degree of involvement in specific behaviors. The staff has been supportive in helping
everyone work together to get a positive outcome.

Injection molded products have been produced by this sector and exported to the states
of Andhra Pradesh, Tamil Nadu, and Kerala.

The fact that this company has placed greater emphasis on its staff members and given
them a sense of responsibility suggests that doing so might help it become more
successful in the long run.

In conclusion, the link between the company and employee engagement is positive in
the research. If the business supports and motivates its workers while also satisfying
their desires and needs, it will achieve positive results and boost its performance.

67
68
BIBLIOGRAPHY
 BIBLIOGRAPHY

BOOKS:

 The truth about employee engagement book by Patrick Lencioni.

 Employee engagement: A Practical introduction book by Emma Bridger.

WEBSITES:

 1. https://www.engineeringplastics.in/
 2.https://www.collierbroderick.ie/info-centre/hr/employee-
engagement/factors-affecting-employee-engagement/

ARTICLES:

1) S. Aveline and R. Mohan Kumar (2017) – Employee Engagement and Effects

of Work Life Balance in Software Industries in Chennai – International Journal
of Pure and Applied Mathematics – Vol. 116 – No. 22 – ISSN 1314- 3395 – pp.
459-466

2) Saloni Devi (2017) – Impact of Employee Engagement on Organizational

Performance: A Study of select Private sector banks – IMS Business School
Presents Doctoral Colloquium-2017

3) Manish, Rachna Agarwal (2017): Employee Engagement and Retention:

literature review, International Journal of BRIC Business Research. Pp 1-19.

4) Alan M. Saks (2016): Antecedents and Consequences of Employee

Engagement, Journal of Managerial Psychology. Pp 600-619.

5) Abdulwahab S. Bin Shmailan (January,2016) - The relationship between job

satisfaction, job performance and employee engagement: An explorative study
–Issues in Business Management and Economics – Vol. 4(1) – pp. 1-8 – ISSN
2350-157X

6) Dr. PratimaSarangi and Dr. Bhagirathi Nayak (April,2016) – Employee

Engagement and its impact on Organizational success – A Study in
Manufacturing Company, India – IOSR Journal of Business and Management –
Vol. 18 – Issue 4 – e-ISSN 2278-487X - Ver. I – pp. 52-57
7) Professor Katie truss (2016) effectiveness of impact on employee
commitment AGSP , VOLUME 26

8) Ms. Poonam Jindal and Dr. Mohsin Shaikh (December,2016) – Talent

Management through Employee Engagement in Hospitality Companies –
International Journal of Multidisciplinary and Current Research - Vol. 4 – ISSN
2321-3124 – (Issue Nov/Dec 2016)

9) Safiah Rashid and Mohd Amy Azhar bin Mohd Harif (2015) – Employee
Engagement: A Qualitative Research on Critical factors within Malaysia’s
SME Businesses – First Asia Pacific conference on Contemporary Research

10) B. Sarath Simha and B. Vishnu Vardhan (August,2015) – Enhancing

“Performance and Retention” through Employee Engagement – International
Journal of Scientific and Research Publications – Vol. 5 – Issue 8 – ISSN 2250-
3153

11) Maha Ahmed ZakiDajani (2015) – The impact of Employee Engagement

on Job Performance and Organizational Commitment in the Egyptian Banking
Sector – Journal of Business and Management Sciences – Vol. 3 – No. 5, 138-
147

12) Paluku Kazimoto (April,2016) – Employee Engagement and

Organizational Performance of Retail Enterprises – American Journal of
Industrial and Business Management – Vol. 6 –pp. 516-525

13) Brad Shuck and Karen Wallard (2010): Employee engagement and HRD:
A Seminal Review of the Foundations. Pp 89-110.

14) Dharmendra Mehta and Naveen K, Mehta (2013): Employee Engagement

service management, pp-209215.

15) Swathi. S (August,2013) – Effective Employee Engagement Factors –

International Journal of Scientific and Research Publications – Vol. 3 – Issue 8
– ISSN 2250-3153
16) Ms. J.Josephine Virginia Sharmila (May,2013) – Employee Engagement-
An approach to Organizational Excellence – International Journal of Social
Science and Interdisciplinary Research – Vol. 2(5) – ISSN 2277-3630

17) Nusrat Khan (2013) – Employee Engagement Drives for Organizational

Success – Global Journal of Management and Business studies – Vol. 3 – ISSN
2248-9878 – No. 6 – pp. 675-680

18) Colin Whiston (2011) employee engagement.

19) Bhavan mv (2016) employee engagement.

20). Sandya Sridevi (2010): Employee Engagement: The Key to Improving

Performance, International Journal of Business and Management. Pp 89-96.
ANNEXTURE
 Questionnaires

Part – A Demographic Information:

1) Name

2) Gender a) Male ( ) b) Female( )

3) Education a) SSLC ( ) b) PUC ( ) c) Diploma ( ) d) Degree ( ) e) Master Degree

4) Experience a)0-5years ( ) b) 5 – 10 years ( ) c) 10– 15years ( ) d) above 15 year

5) Income : 5000-10000 ( ) b) 10000-15000 ( ) c) 15000-20000( ) d) 20000&

above( ) 6) Age in years 18-25( ) b) 25-30( ) c) 30-35( ) d) 35& above ( )

7) Is this your 1st organization a) Yes ( ) b) No( )

Part – B

Employee Engagement

Conceptual information

Direction: please tick the below rating which supports your answer.
1.Strongly agree
2. Agree
3. Neutral
4.Disagree
5. Strongly disagree
1.Employee Engagement Index

Opinion 5 4 3 2 1

A1). Do you feel proud to be part of the Company?

A2 How likely is it that you recommend our company to your

friends?

A3) How likely is it that you have chosen the company as the best
working environment?
2.communication 5 4 3 2 1
B1) Do you have a good working relationship with your partner?
B2) Do you feel like the people you work with respect each other
here?
B3) Do you feel your boss appreciates your ideas?
3 Relationship between employees and managers 5 4 3 2 1
C1) Do you believe in the process of leadership taking over the
company's goals?
C2) Do you understand the strategic objectives of the
organization?
C3) Do people at work contribute to a good work culture?

4. Work Environment 5 4 3 2 1
D1) Do you feel that the vibe at work is good and inspiring?

D2) Do you have the basic resources to feel comfortable and

relaxed at work?
D3) Does the company provide you with all the tools and
resources you need to do your job?
5. Workplace wellness 5 4 3 2 1
1E) Do you think the company cares about your physical and
mental health?
2E) Do you think it is appropriate to have a well-defined
Corporate Wellness program in the organization?
3E) Would you like to have a healthy cake station in the
workplace?
6. Recognition 5 4 3 2 1
1F) Are you getting enough recognition?
2F) Do you feel honoured for your hard work and success at
work?
3F) Do you get reasonable rewards for special days?
7. Benefits and compensation 5 4 3 2 1

1G) Are you satisfied with the current benefits the company offers
without your salary?
2G) Do you think you will benefit from an employee discount
program where you will be able to get special discounts and
prices
on various products?
8. Work-life balance: 5 4 3 2 1
1H) Do you get enough time to do your job well?
2H) Do you have fun at work?
3H) ) Do you often find yourself working on weekends and
holidays?

YOURS ANY SUGGESTION: