CHAPTER 1

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 INTRODUCTION

Employee Engagement is a workplace approach resulting in the right conditions for

all members of an organization to give their best each day. Employee Engagement is based
on trust, integrity, a two-way commitment and communication between an organization and
its members. It is an approach that increases the chances of business success, contributing to
organizational and individual performance, productivity and well-being.

From an employer's point of view, employee engagement is concerned with using

new measures and initiatives to increase the positive emotional attachment felt and therefore
productivity and overall business success. An engaged workforce produces better business
results, does not hop jobs and more importantly, is an ambassador of the organization at all
points of time.

Engaged employees are perceived to form a part of an organization’s brand and an

engaged, happy workforce can have a knock-on effect on customer retention, recruitment of
key talent and the ability to attract new customers in a world where a company's values are
crucial to the consumers.

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 IMPORTANT OF EMPLOEE ENGAGEMENT

1.Improved productivity: Engaged employees are more committed to their

employer. Their creates better communication, more positivity and pride to work for
the company. Employees who invest themselves in their roles are likely to feel happy
to contribute to the organisation.

2. Increased customer satisfaction : Engaging employees can help them feel more
involved with the company's customers. When engaged employees interact with client they
are often more passionate about their work, and this energy is likely to leave a positive
impression on the client. This can create a better customer experience and can lead to
customer retention.

3.Increased employee retention: When your employees feel that their manager
supports them, they may be less likely to change jobs. Very often, when good performers
leave a company, others may follow, which makes retention management a focus point for
many organizations. Applying measures to engage employees can help increase retention and
ensure your best employees stay happy and motivated.

4. Positive public reputation: As a leader, you have the opportunity to provide

flexibility, professional development and equality in a respectful environment. All these
efforts are part of a long-term investment that contributes to better results in the workplace,
but they can also impact how outsiders view your organization. If others know that your
company achieves positive results because it treats its employees well, this can help you
secure new clients and achieve respect in your community.

5. Contribution to innovation: Engaging employees and making them feel more

involved allows them to think more creatively to solve problems. Innovation keeps
companies competitive, so consistent engagement can help you keep your advantages in the
marketplace.

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 COMPANY PROFILE

Lapping, Polishing, Honing, Grinding Machines and Metallographic

Products and Services

In today's technologically advanced world, there are a growing number of

applications where conventional machining techniques just aren't accurate enough to meet
precision surfacing requirements. Precision surfacing with abrasive media, a technology
developed and refined by LAPMASTER WOLTERS over the past 200 years, can often be
the answer.

However, it takes more than the technology alone to produce precision surfacing and
honing specifications. It takes a company with extensive knowledge and experience with a
broad range of materials and applications. A company capable of creating customized,
turnkey precision surfacing solutions utilizing the latest conventional and superabrasive
grinding techniques...It takes LAPMASTER WOLTERS, your partner in precision surfacing
technology. We offer Lapping Machines, Polishing Machines, Spherical Lapping
Machines, Fine Grinding Machine, Brush Deburring Machine, Creep Feed Grinding, Bore
Honing Machine, Double Disc Grinding Machine, Buffing Machines, Free Form Honing
Machines, Metallographic Sample Preparation Equipment in our ever growing product line.

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 Lapping, Polishing, Honing, Grinding Machines:

Lapmaster Wolters offers a unique and comprehensive scope of high-precision

processing machines. We offer Lapping Machines, Polishing Machines, Spherical Lapping
Machines, Fine Grinding Machine, Brush Deburring Machine, Creep Feed Grinding, Bore
Honing Machine, Double Disc Grinding Machine, Buffing Machines, Free Form Honing
Machines, Metallographic Sample Preparation Equipment in our ever growing product line.

MACHINES

Single Sided Lapping machines:

What sets LAPMASTER WOLTERS lapping machines and machinery apart from
the competition is our versatility. Every machine is designed specifically for our customer's
application. LAPMASTER WOLTERS has no predisposed tendency to promote one specific
abrasive technology. The result is the development of the optimum process for the
application. Conventional abrasive, diamond superabrasive, or lapping media. No matter
what the application calls for, you can be sure that LAPMASTER WOLTERS will provide
you with the best possible equipment and process to produce flat surfaces and extremely fine
surface finishes with unfailing uniformity.

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6
 Double Sided Lapping Machines

The high productivity double sided lapping machines of the Peter Wolters AC
microline range display state-of-the-art design and concept. The modular system of main
components together with the precision of the latest control-, drive and measuring
technologies superb process reliability and make the system simple to operate. Easily
removable machine linings and fully covered process areas give the best accessibility and
industrial safety. For automatic loading and unloading, the upper wheel can be swung out.

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 Polishing Machines

Our Polishing machines are engineered to lap surfaces so flat you can measure them
in lightbands. Surfaces so smooth, it is posssible to get leak- proof mating without gasketing.
Polishing machines from LAPMASTER WOLTERS provide the proper balance between
finishing and flatness.

What sets polishing machines from LAPMASTER WOLTERS apart from the
competition is our versatility. Every machine is designed specifically for our customer's
application. LAPMASTER WOLTERS has no predisposed tendency to promote one specific
abrasive technology. The result is the development of the optimum process for the
application. Conventional abrasive, diamond superabrasive, or polishing media. No matter
what the application calls for, you can be sure that LAPMASTER WOLTERS will provide
you with the best possible equipment and process to produce extremely fine surface finishes
with unfailing uniformity.

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 Bore Honing and Finishing Machines

Since 1907, Barnes Bore Honing and Finishing Systems has been considered a world
leader in developing innovative new technology and processes to help manufacturers improve
product performance, quality and cost. The earliest Barnes honing machines were the first-
ever to make honing a practical and efficient means of finishing automotive cylinder bores
(cylinder honing). As production requirements increased, so too did Barnes' ability to meet
the need for greater speed, accuracy and efficiency. Barnes introduced a multitude of new
products and innovations including multiple spindle machines, automatic part load/unload
and transfer, automatic tool changing devices, in process part gauging, servomotor controlled
honing stone expansion systems and single pass bore finishing. This long history of
innovation has culminated in a new generation of machines, tools, fixtures and abrasives that
deliver improvements in honing and bore finishing accuracy, surface finish, productivity and
efficiency that were unimaginable just a decade ago.

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 Metallographic

Lapmaster International now offers a complete turnkey solution for Metallographic

Sample Preparation. Combining our comprehensive line of Sample Preparation Equipment
and Quality Processing Consumables, you now have a single-source for high quality and
competitively priced Metallographic Lab equipment and supplies.

Lapmaster believes that in order to achieve perfect results in the shortest amount of time,
the necessary equipment and preparation methods must be utilized. Even the most advanced
preparation equipment will produce poor results if the choice of Metallographic consumables
does not match the requirements. Both consumables and machines must be chosen carefully
to ensure that the desired goal is attained at each preparation step.

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OUR BRANDS

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 OBJECTIVES OF STUDY

Primary Objective:

 To study the effectiveness of Employee Engagement in Lapmaster Wolters

India Private Limited.

Secondary Objective:

 To find out whether the full potential of employees is utilized.

 To find whether employees are satisfied with the job in the organisation.
 To provide practical suggestion for the improvement of employee’s engagement.

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 SCOPE OF THE STUDY

 The study helps to understand the effectiveness of employee engagement. Effectively

engaged employees will stay with the company, be an advocate of the company and
its products and services, and contribute to bottom line business success.
 This study will help the management to see whether the full potential of employees
are utilized or not.

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 NEED OF THESTUDY

 The study enables the organization to know the agree to which the employee is
engaged.
 The study helps in improving employees loyalty and motivation.
 The study also helps in understanding whether the engaged employees is satisfied or
not.

1. w

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 LIMITATIONS OF THE STUDY

 The limitations of the study the following.

 The data was collected through questionnaire. The response from the respondents
may not be accurate.
 The sample size for the study was only 100 and from only one project site.
 Time-span of the project was very limited.

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CHAPTER 2

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 LITERATURE SURVEY
DEFINITION

Employee engagement is the level of commitment and involvement an employee has

toward their organisation and its values.

Employee engagement is a deep and broad connection employee have with an

organisation that results in a willingness to go beyond what expected of them to help the
succeed.

Employee engagement is a business management concept in which the workers are fully
involved in and enthusiastic about work thus will act in a way that furthers their organisation
interest. It refer to an employee involvement with commitment to and satisfaction with work.

Kahn, (1990) employee engagement “engagement as the harnessing of organisational

member selves to their work roles. In engagement, people employee and express themselves
physically, cognitively, and emotionally doing role performances.
physically
Intellectually
Emotionally… attached to their work”.

THE GALLUP ORGANISATION “Employee engagement is the involvement with and

enthusiasm for work”.

THE CONFERENCE BOARD EMPLOYEEENGAGEMENT

Is “a heightened emotional connection that an employee feels for his or her organisation,
that influence him or her to exert greater discretionary effort to his or her work”.

HARTER, SCHMIDT & HAYES described it as the individual’s involvement and

satisfaction with has will as enthusiasm for work. Later, Harter and Schmidt, together with
keys re-defined as “cognitive and emotional antecedents in the work place”.

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MARSHLAND DEFINED Employee engagement as “commitment an emotional outcome
to the employee resulting form the critical components of the work place. Miles described it
as intensively involving all employee in high -engagement cascades that understanding,
dialogue, feedback and accountability, empower people to creatively align their subunits,
team and individual jobs with the major transformation of the whole enterprise”.

TOWERS PARRIN “The extent to which employees put discretionary effort into their work,
in the form of extra time, brain power.

There is a lot number of research done on employee engagement and so many drivers
were found out that actually have a great impact on engagement. The definitions of
employee engagement very greatly according to their organisations. Here are some
definitions that our research heighlights:

Employee engagement can be definied as, “The extent to which employees commit to
something or someone in their organisation, how hard they work and how long they say as a
result of that commitment” (Nancy R. Lockwood,2007).

Robinson (2004) defines employee engagement positive attitude held by the employee
towards the organisation and its value. An engaged employee is aware of business context,
and works with colleagues to improve performance within the job for the benefit of the
organisation. The organisation must work to develop nature engagement, which requires a
two-way relationship between employer and employee.” (S.M. Kompaso & M.S. Sridevi
(2010)).

Employee engagement refers to the involvement and satisfaction of individuals in an

organisational well as their enthusiasm for their job (J.K. Harter, F.L. Schmidt & T.L. Hayes
(2002).

Employee engagement is defined (corporate Leadership Council, 2004:3) as the “positive

emotional connection to an employee” work, thus affective, normative and continuance.

Committent and “ a heightened emotional connection that an employee feels for his or her
organisation, that influences him or her to exert greater discretionary effort to his or her
work”. (Zambia, M. Rica Viljoen.)

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 Viljoen (2008) defined engagement as “Engagement, the systemic result of the interplay
between the individual potential, group potential and organisational potential in the context
of the specific industry or national culture”. (Zambia, M. Rica Viljoen).

HEWITTT ASSOIATES “Engagement is the energy, passion, or fire in the belly employees
have for their employer. It is the state of emotional and intellectual commitment to an
organisation or group producing behaviour that will help fulfil an organisation’s promises to
customers and, in so doing, improve business result”.

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CHAPTER 3

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 RESEARCH METHODOLOGY

According to Sandra Harding “a Research Method is a technique for gathering evidence &
information” or methods or techniques that are used for conduction for research.

“Methodology is a theory and analysis of how research does or should proceed” or way to
systematically solve problem.

DEFINITION OF RESEARCH
“systematized efforts to gain new knowledge”.
- Redman and Moray

RESEARCH DESIGN
Research Design is the plan, structure and strategy of investigation. Conceived, so as to
obtain answer, to research questions.

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 DESCRIPTIVE RESEARCH METHDOLOGY USE
FOR PROJECT

DESCRIPTIVE RESEARCH
More formalized and structure describing of phenomenon on characteristics associated
with subject population (who, what, where, when, and how-but not why) – estimates the
proportions of a population that have these characteristics-discovery of association among
different variables.

This study involves the descriptive research design. It include the survey and facts finding
enquires of different kings. The main purpose of the research design is to describe the state
of affairs as it exists at present. It has no control over the variables. This research design
gives only report what has happened and what is happening.

SOURCE OF DATA

Collection of information is called as data. Data is of two types

Primary Data
Secondary Data

PRIMARY DATA
Primary data are those which or collected a fresh and for the first time and thus happen to
the original in character. Under primary of data collection several methods are available. For
this project study questionnaire method is used.

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SECONDARY DATA
The secondary are those which have already been collected by someone else and which
have already been passed through statistical process. Secondary data may be published or
unpublished data. Secondary data collection method consists of

1. Various publication of central, state or local government.

2. Various publications of foreign government or of international bodies and their

subsidiary organisation.

3. Book magazines & report

4. Reports and publications of various associations connected with business and

industry, bank, stock exchanges etc.

For the project study following secondary data is used.

Company profile
Previous report

RESEARCH TOOLS
The questionnaire was found to be the suitable research instrument to collect the primary
data from the employees. The types questionnaire used are structured and undisguised or
direct questions are used in the questionnaire

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SAMPLE UNIT
Research carried out among the various units\plant of Lapmaster Wolters India Private
Limited.

SAMPLE SIZE
The data was collected from 100 employees in Lapmaster Wolters India Private Limited.
N=100

SAMPLING METHOD
Simple random sampling method was used to select the sample from the population.

STATISTICAL TOOL
These are tools, which helps to analysis the collected data. This analysis contains various
approaches like comparisons, detecting, accuracy, estimation etc.
The applied statistical method tools are:
Chi square
Correlation
Factor analysis

PERCENTAGE METHOD
Percentage refers to a special kind of ratio. It is used to may comparison between two or
more serious of data. They can be used to compare the relative item, the distribution of two
or more series of data, since the percentages reduces everything to a common base and there
by allow meaningful comparisons to be made.

No of Respondent
Percentage of the Respondent = -------------------------------------- X 100
Total of Respondent

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KARL PEARSON’S CO-EFFICINT OF CORRELATION:

 The quantity r, called the liner correlation co-efficient, measures the strength and
the direction of a liner relationship between two variables.

 The liner correlation co-efficient is sometimes referred to as the person product

moment correlation co-efficient in honour of its developer Karl Pearson.

 The mathematical formula for computing r is,

Where n is the number of pairs of data. The value of r is such that -1<=r<=+1.
The + and – signs are used for positive linear correlations and negative linear correlation,
respectively.

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CHI-SQUARE ANALYSIS
Chi-Square can be used to determine if categorical data shows dependently or the two
classifications are independent. It can be used to make comparison between theoretical
populations and actual data when categories are used.

Expected frequency formula

(Rows total) (Column total)

E = --------------------------------------
Grand total

Degree of freedom: (r-1) (c-1)

Where
R- Number of rows
C- Number of column

Rules

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  If the chi-square value is less than table values then accept the Null hypothesis.
 If the chi-square value is greater than table values then reject the Null hypothesis.

FACTOR ANALYSIS
Factor analysis is a method for investigating whether a number of variable of interest are
linerarly related to small number of unavoiodable factors. The observed variables are
modeled as linear combination of the factor, plus “error terms”. The information gained
about the interdependentices can be used later to reduce the set of variables in the data set.
Factor analysis originated in psychometrics and is used in behavioral sciences, social
sciences, marketing, product management, oerations research and other applied sciences that
deal with large quantities of data.

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CHAPTER 4

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