EE Survey Report - Group Assignment

Report on
Employee Engagement Survey
Submitted To
Dr. Vidya M. Iyer
Submitted by
Preksha Jain - 99
Pritanshi Anand - 100
Megha Singh - 83
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TABLE OF CONTENTS
OBJECTIVES ................................................................................................................................. 3
EXECUTIVE SUMMARY ............................................................................................................ 4
INTRODUCTION .......................................................................................................................... 5
About the organization ................................................................................................................ 5
About Employee Engagement and Job Satisfaction ................................................................... 5
EMPLOYEE ENGAGEMENT SURVEY ..................................................................................... 6
Objective of the Survey .............................................................................................................. 6
Analysis....................................................................................................................................... 6
HYPOTHESIS TESTING .......................................................................................................... 6
Regression Analysis: ................................................................................................................... 6
CONCLUSION ............................................................................................................................. 23
RECOMMENDATION ................................................................................................................ 29
APPENDIX ................................................................................................................................... 30
Questionnaire ............................................................................................................................ 30
REFERENCES ............................................................................................................................. 32
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OBJECTIVES
 To analyze the level of job satisfaction on Employee Engagement
 To measure the level of employee engagement at Kalinga University.
 To conduct an employee engagement survey of a sample size of minimum 45 employees

working at a organization.
 To analyze the result of the above survey.
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EXECUTIVE SUMMARY
This project is about employee engagement. We are asked to do this project in groups of three. For
this project we have prepared a questionnaire of 27 question to find out the engagement level of
the employees of an organization. To conduct this survey, we have chosen Ameriprise India
Private Limited as our organization. Ameriprise India Private Limited is a subsidiary of Ameriprise
Financial, Inc. that is broadly a financial services company. It provides services like financial
planning, wealth management, insurance, annuities, asset management and estate planning to its
clients. In India it deals only with retail financial planning and distribution services at the moment
and is working towards expanding further.
After conducting the survey for 35 employees working at Ameriprise we have analyzed how
engaged the employees are with the organization, how valued they feel, whether they are
encouraged and motivated to work by their superiors or seniors, and if they are happy working
there. Only 34.3% of the employees surveyed see themselves working at Ameriprise, two years
from now. This clearly shows that not all employees are fully engaged with the organization and
the organization needs to work towards making the less engaged employees to highly engaged
ones.
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INTRODUCTION
About the organization

Kalinga University, Raipur has emerged as a center of excellence of higher education in Central
India. Strategically located in the Smart City of New Raipur, this University has started carving a
niche for itself in the education domain and is rising as a shining star on the horizon of quality
education. The Library has a collection of over 65,000 books and offers Digital content through
membership of DELNET, National Digital Library and NPTEL. Various magazines and journals
are available for the use of the faculty and student.
A Centre for Doctoral research programmed in various fields. Currently the University is serving
the student community through 13 schools offering UG and PG programs namely Engineering,
Law, Pharmacy, Arts & Humanities, Science, Commerce & Management, Biotechnology,
Information Technology, Library Science, Fashion Design, Interior Design and Journalism &
Mass Communication.
Industry interaction is an integral part of the curriculum and Industrial visits, internships on live
projects and mentoring by near the Industry leaders are regular features. The University has
developed excellent connections with the top Industries of the region by taking memberships of
leading industrial associations like Confederation of Indian Industries, PHD Chamber of
Commerce and Industry, Federation of Indian Chamber of Commerce and Industry, Indian
Importers Chamber of Commerce and Industry. The University has an active chapter of Young
Indians in which students get an opportunity to interact extensively with the Industry leaders and
attend various corporate seminars and events.
About Employee Engagement and Job Satisfaction

Employee engagement refers to how one feel associated with the task and building interest among
the among the other. The goal of employee engagement starts from tools to motivation which leads
to productivity and that productivity leads to internal and external factors of happiness and
satisfaction. The major elements of employee engagement are it helps in HR planning as it has
cost associated with it, makes a conducive environment for the employees to work and leads to
productivity does creating satisfaction and happiness. Employee engagement is not a one person
concept the whole person concept. It induces commitment and a psychological contract thus
building trust among the employees. If an employee is engaged with the work as well as with the
organization, it will engage its customers and shareholders thus leading to profitability and growth
to the organization. It not only helps the customers but also creates employer brand that attracts
the worldwide employer to work in an organization. Employee engagement is a cost and is
converted into investment when done with strategic intention and has operational activities
attached to it. No company, little or giant, will persuade the long-standing time while
not energized staff World Health Organization believe the [firm's] mission and perceive the
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way to accomplish it. Employees World Health Organization square measure engaged in their
work and committed to their organizations provide companies crucial competitive advantages—
including higher productivity and lower employee turnover. Thus, it's not shocking that
organizations of all sizes and kinds have invested with well in policies and practices that foster
engagement and commitment in their workforces. Employee satisfaction
and worker engagement square measure similar ideas on the surface, and plenty of folks use these
terms interchangeably. The importance of knowing the distinction between satisfaction and
engagement is important for a corporation to form strategic selections to form a culture of
engagement and covers the essential issues and desires of a staff.it not only makes a better place
to work but also reduced turnover rate. Withdrawal and turnover rate often reflect the level of
engagement of the employee. If there is high level of engagement there is 83% chance that an
employee can work more than what is expected. engagement and
commitment will doubtless translate into valuable business
results for a company. to assist you reap the advantages of an engaged, committed workforce at
your organization, this report provides pointers for understanding and
measuring worker engagement, and for coming up with and implementing effective engagement
initiatives.
EMPLOYEE ENGAGEMENT SURVEY
Objective of the Survey

To analyze the level of Job Satisfaction on the level of Employee Engagement in Education
Industry.
Analysis
HYPOTHESIS TESTING
H01: There is no relationship between job satisfaction and employee engagement
Regression Analysis:
Independent Dependent F Sig Beta T Sig Adjusted
variable (X) variable (Y) R sq.
Employee Job 32.000 0.001a 0.408 6.100 0.001a .182
engagement satisfaction
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H01: There is no relationship between job satisfaction and employee engagement
Y= a+bx
Y=12.796+0.176x+0.025
This model having employee engagement as independent variable and job
satisfaction as dependent variable has value of F as 32.000 from ANOVA table at
level of significance of 0.001 (p=<0.001) and is having variance of 18.2% in
dependent variable since the value of adjusted R square is .0182 from the analysis
table.
Therefore, the null hypothesis is rejected and shows that there is significant
relationship between job satisfaction and employee engagement.
ANALYSIS OF THE QUESTIONNAIRE RESPONSES
Gender of Respondents
GENDER OF RESPONDENTS
Male, 25
Female, 29
The data is collected for 54 respondents. Out of which 29 are females and 25 are males. 53% of
the respondents are male and 47% of the respondents are female.
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Age of Respondents
Age of Respondents
17
11
Age
8
6
4 4
3 1
21-25 25-30 31-35 35-40 41-45 45-50 50-55 55-60

Number of Respondents
The data is collected for 54 respondents. The age of respondents are in between 21 to 60 years.
Majority of the employees are in the age bracket of 35 to 40 years whereas among the
respondents only 1 employee is in the age bracket of 50-55 years. This clearly depicts that
organization has most of middle age employees.
Type of Institute of Respondents
Type of Institute of Respondents
2%
37%
61%
Engineering Management Medical
The data is collected for 54 respondents. Out of which 61% of the respondents are from
Engineering domain. 37% of the respondents are from management domain and only 2% are
from medical domain.
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Designation of Respondents
Designation of Respondents
Program Director 1
Designation
Professor 3
Assistant Professor 31
Associate Professor 19
0 5 10 15 20 25 30 35
The data is collected for 54 respondents. 31 respondents are at the designation of Assistant
Professor and 19 respondents are at the designation of Associate Professor. 3 of the respondents
are at the designation of Professor whereas only 1 respondent is at the designation of Program
Director.
Connection with Work
Connection with work
10 6 Strongly disagree
3
Disagree
7 Neutral
Agree
28 Strongly agree
The data is collected for 54 respondents. Out of which 6 respondents strongly disagree for
connection with work and 3 respondents also disagree. 28 respondents agree that they have
strong connection with work and 10 respondents strongly agree whereas 7 respondents are
neutral about their connection with work.
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Feeling of Accomplishment
Feeling of accomplishment
Strongly agree 14
Feeling of accomplishment
Agree 24
Neutral 7
Disagree 3
Strongly disagree 6
0 5 10 15 20 25 30
feeling of accomplishment and 3 respondents also disagree. 24 respondents agree that they have
strong feeling of accomplishment and 14 respondents strongly agree whereas 7 respondents are
neutral about their feeling of accomplishment.
Job Satisfaction
Job Satisfaction
Strongly agree 8
Agree 20
Job Satisfaction
Neutral 16
Disagree 4
Strongly disagree 6
0 5 10 15 20 25
The data is collected for 54 respondents. Out of which 6 respondents strongly disagree for job
satisfaction and 4 respondents also disagree. 20 respondents agree that they have strong job
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satisfaction and 8 respondents strongly agree whereas 16 respondents are neutral about their job
satisfaction.
Interest in Duties
Interest in duties
25
20
20
15
12
10
10 8
4
5
0
Strongly Disagree Neutral Agree Strongly agree
disagree
Interest in duties
Interest in duties and 4 respondents also disagree. 20 respondents agree that they have strong
Interest in duties and 12 respondents strongly agree whereas 10 respondents are neutral about
their Interest in duties.
Motivation to contribute for extra work

30 26
25
20
15 11
10 7 6
4
5
0
disagree
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Motivation to contribute for extra work and 4 respondents also disagree. 26 respondents agree
that they have strong Motivation to contribute for extra work and 6 respondents strongly agree
whereas 11 respondents are neutral about their Motivation to contribute for extra work.
Commitment to organization
Commitment to orgnisation
5
9
4
18 18
Strongly disagree Disagree Neutral Agree Strongly agree
Commitment to organisation and 4 respondents also disagree. 18 respondents agree that they
have strong Commitment to organisation and 9 respondents strongly agree whereas 18
respondents are neutral about their Commitment to organisation.
Reference to others
REFERENCE TO OTHERS
27
30
25
20 15
15
10 5 6
5 1
0
Strongly Disagree Ne u t r a l Agree St r o n g l y
disagree agree
Refrence to others
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Reference to others and 1 respondent also disagree. 27 respondents agree that they have strong
Reference to others and 6 respondents strongly agree whereas 15 respondents are neutral about
their Reference to others.
Frequent Communication
Frequent communication
6% 5%
11% Strongly disagree

Disagree
Neutral
48% 30% Agree
Strongly agree
The data is collected for 54 respondents. Out of which 6% respondents strongly disagree for
Frequent communication and 11% respondents also disagree. 48% respondents agree that they
have strong Frequent communication and 6% respondents strongly agree whereas 11%
respondents are neutral about their Frequent communication.
Detailed Communication
Detailed communication
25 22
NUMBER OF RESPONDENTS
20 17
15
10 7
4 4
5
0
disagree
DETAILED COMMUNICATION
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Detailed communication and 4 respondents also disagree. 22 respondents agree that they have
strong Detailed communication and 4 respondents strongly agree whereas 17 respondents are
neutral about their Detailed communication.
Trust on Organisation
TRUST ON ORGANISATION
25
19 20
20
15
10
6 6
5 3
0
disagree
Trust on organisation
The data is collected for 54 respondents. Out of which 6 respondents strongly disagree for Trust
on organisation and 3 respondents also disagree. 20 respondents agree that they have strong
Trust on organisation and 6 respondents strongly agree whereas 19 respondents are neutral about
their Trust on organisation
Expression of Opinion
Expression of opinion
Expresstion of opinion
Strongly agree 8
Agree 23
Neutral 12
Disagree 1
Strongly disagree 10
0 5 10 15 20 25
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Expression of opinion and 1 respondent also disagree. 23 respondents agree that they have strong
Expression of opinion and 8 respondents strongly agree whereas 12 respondents are neutral
about their Expression of opinion
Diverse Culture
Diverse Culture
6 2
Strongly disagree
18
Disagree
9
Neutral
Agree
Strongly agree
19
Diverse culture and 2 respondents also disagree. 19 respondents agree that they have strong
Diverse culture and 18 respondents strongly agree whereas 9 respondents are neutral about their
Diverse culture.
Approach to senior management without any barrier
Approach to senior manager without

barrier
APPROACH TO SENIOR MANAGER WITHOUT
0
12
21
10
BARRIER
6
5
0 5 10 15 20 25
Series6 Strongly agree Agree Neutral Disagree Strongly disagree
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Approach to senior manager without barrier and 6 respondents also disagree. 21 respondents
agree that they have strong Approach to senior manager without barrier and 12 respondents
strongly agree whereas 10 respondents are neutral about their Approach to senior manager
without barrier.
Effective communication of changes
Effective communication of changes .

35
30
30
25
20
14
15
10
5
5 3 2
0
disagree
Effective communication of changes
Effective communication of changes and 3 respondents also disagree. 30 respondents agree that
they have strong Effective communication of changes and 2 respondents strongly agree whereas
14 respondents are neutral about their Effective communication of changes.
Stress-free Environment
Stressfree Enviornment
17 17
8
6 6
STRONGLY DISAGREE NEUTRAL AGREE STRONGLY AGREE

DISAGREE
Stressfree
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The data is collected for 54 respondents. Out of which 6 respondents strongly disagree for Stress-
free environment and 8 respondents also disagree. 17 respondents agree that they have strong
Stress-free environment and 6 respondents strongly agree whereas 17 respondents are neutral
about their Stress-free environment.
Working Environment of Respondents
working environment of Respondents
Yes
No
May Be
45
The data is collected for 54 respondents. Out of which 45 respondents responded with Yes for
good working environment whereas 3 respondents responded with No for the same whereas 6
respondents responded with maybe for working environment.
Adequate Noise Control
Adequate noise control

45 42
40
35
30
25
20
15
10 8
4
5
0
Adequate noise control
Yes No May Be
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good adequate noise control whereas 4 respondents responded with No for the same whereas 8
respondents responded with maybe for adequate noise control.
Privacy to do work
Privacy to do work
Privacy to do work
19
31
0 5 10 15 20 25 30 35
May Be No Yes
good privacy to do work whereas 4 respondents responded with No for the same whereas 19
respondents responded with maybe for privacy to do work.
Requirements during work
Requirements during works
May Be
30%
No Yes
5% 65%
Yes No May Be
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The data is collected for 54 respondents. Out of which 65% respondents responded with Yes for
good requirements during work whereas 5% respondents responded with No for the same
whereas 30% respondents responded with maybe for requirements during work.
Working Environment
Working environment
45 42
40
35
30
25
20
15 11
10
5 1
0
Yes No May Be
WORKING ENVIRONMENT
good working environment whereas 1 respondent responded with No for the same whereas 11
respondents responded with maybe for working environment.
Relationship with team member
Relationship with team member

0 0 0
14 Once in a week
21 Twice in a week
Once in a month
Once in six months
Once in a year
Never
19
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The data is collected for 54 respondents. Out of which 21 respondents responded that they connect
with team members once a week. 18 respondents responded that they connect with team members
twice a week and 14 respondents connect with team members once in a month.
Relationship with supervisor

Never 0
Once in a year 0
Once in six months 1
Once in a month 23
Twice in a week 12
Once in a week 18
0 5 10 15 20 25
The data is collected for 54 respondents. Out of which 18 respondents responded that they connect
with supervisor once a week. 12 respondents responded that they connect with supervisor twice a
week and 23 respondents connect with supervisor once in a month. 1 respondent responded that
they connect with supervisor once in six months.
Outing
Outing
16
15
14
12
10 10 10
8 8
7
6
4 4
2
0
ONCE IN A TWICE IN A ONCE IN A ONCE IN SIX ONCE IN A NEVER
WEEK WEEK MONTH MONTHS YEAR
Outing
The data is collected for 54 respondents. Out of which 8 respondents responded that they go to
outing once a week. 4 respondents responded that they go to outing twice a week and 10
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respondents that they go to outing once in a month. 10 respondents responded that they go to outing
once in six months.15 respondents responded that they go to outing once in year whereas 7
respondents responded that they never go to outing.
Feedback Consideration
FEEDBACK CONSIDERATION
Once in a week Twice in a week Once in a month
Once in six months Once in a year Never
11
13
15 8
The data is collected for 54 respondents. Out of which 8 respondents responded that their feedback
is considered once a week. 4 respondents responded that their feedback is considered twice a week
and 10 respondents that their feedback is considered once in a month. 10 respondents responded
that their feedback is considered once in six months.15 respondents responded that their feedback
is considered once in year whereas 7 respondents responded that their feedback is never
considered.
Provide Feedback
Provide feedback
30 25
25
20
13 13
15
10
5 1 2
0
0 1 2 3 4 5 6
Provide FEEDBACK
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The data is collected for 54 respondents. Out of which 1 respondent responded “1” for providing
feedback and 2 respondents responded “2” for providing feedback. 13 respondents responded
“3” for providing feedback and 25 respondents responded “4” for providing feedback and 13
respondents responded “5” for providing feedback.
Opportunity for participation
Opportunity for participation

0
4
10
1
2
18 3
4
5
22
The data is collected for 54 respondents. Out of which 4 respondents responded “1” for
opportunity for participation and 0 respondents responded “2” for opportunity for participation.
18 respondents responded “3” for opportunity for participation and 22 respondents responded
“4” for opportunity for participation and 10 respondents responded “5” for opportunity for
participation.
Training
Training
30
24
25
20 17
15
10 7
5
5 1
0
1 2 3 4 5
Training
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The data is collected for 54 respondents. Out of which 1 respondent responded “1” for training
and 5 respondents responded “2” for training. 24 respondents responded “3” for training and 17
respondents responded “4” for training and 7 respondents responded “5” for training.
Development
Development
5 6
4 16
DEVELOPMENT
3 28
2 3
1 1
0 5 10 15 20 25 30
The data is collected for 54 respondents. Out of which 1 respondent responded “1” for
development and 3 respondents responded “2” for development. 28 respondents responded “3”
for development and 16 respondents responded “4” for development and 6 respondents
responded “5” for development.
Responsible for growth
RESPONSIBLE FOR GROWTH

30
25 27
20
15
10 14
12
5
0 1
0
1 2 3 4 5
Responsible for growth
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The data is collected for 54 respondents. Out of which 0 respondent responded “1” for
responsible for growth and 1 respondent responded “2” for responsible for growth. 14
respondents responded “3” for responsible for growth and 27 respondents responded “4” for
responsible for growth and 12 respondents responded “5” for responsible for growth.
Profit Share
Profit share
18 17
16
13
14
12 11
10
8 7
6
6
4
2
0
0 1 2 3 4 5 6
Profit share
The data is collected for 54 respondents. Out of which 7 respondents responded “1” for profit
share and 13 respondents responded “2” for profit share. 17 respondents responded “3” for profit
share and 11 respondents responded “4” for profit share and 6 respondents responded “5” for
profit share.
Recognition
Recognition
9%
Yes
No
91%
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The data is collected for 54 respondents. Out of which 91% respondents responded with yes
whereas 9% of respondents responded with no for recognition.
Reward
Reward
No 5
Reward
Yes 49
0 10 20 30 40 50 60
The data is collected for 54 respondents. Out of which 49 respondents responded with yes
whereas 5 of respondents responded with no for reward.
Perks and Benefit
Perks and benefit
18
36
Yes No
The data is collected for 54 respondents. Out of which 36 respondents responded with yes
whereas 18 of respondents responded with no for perks and benefit.
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Tableau Representation
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RECOMMENDATION
 Since the survey was conducted for only a small sample, the results are effective. The HR
department of Ameriprise should conduct a similar survey to accurately find out the
engagement level of the employees.
 Using the Blessing White Model helps in a specific way to articulate what the employee
engagement is and what it means to the individual and to the organization. The results can help
the HR manager to accurately take measures to encourage the employees to contribute more
to the organization and at the same time feel a part of the organization.
 Growth opportunities play a major factor in engaging the employees. As we have observed a
trend that employees are leaving the organization after 2 years of their job, they should provide
more growth opportunities to the employees so that they don’t leave the organization for this
reason. Also only 27% feel that career growth is a motivating factor for them. It is possible
that better opportunities will make them feel otherwise.
 Extrinsic motivation in the form of monetary incentives and other benefits can be provided to
the employees that would act as an incentive as well as motivation for the employees to work
happily.
 Full engagement can be achieved only when there are efforts from the organization, leaders
and the employees. The Zinger Model of Employee Engagement can help in balancing these
aspects.
 Transparency can be maintained in the organization. The employees need to feel valued and
their problems need to be addressed with proper solutions to help the employees feel
recognized and appreciated. This will also help in engaging the employees more closely to the
company.
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APPENDIX
Questionnaire
Employee Engagement Survey: Measure What Matters!
Section1
1. Name*________________
2. Gender*___________
3. Age*___
4. Name of the organization you are currently working for________________
5. Type of Organization*_____________
6. Designation*___________
ANNOTATION:
1.Strongly Disagree
2.Disagree
3.Neutral
4.Agree
5.Strongly Agree
Section 2: ENGAGEMENT DRIVERS

Please indicate the level of agreement for each case from 1 to 5
1.My physical working condition are up to mark
2.There is adequate noise control that allow me to focus on my work
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3.My workplace has adequate privacy to do my job
4.I am provided with required tools and equipment’s to accomplish my task
5.I am having a safe working environment6.
SECTION 3: CULTURE AND COMMUNICATION

Please indicate the level of agreement for each case from 1 to 5
1.The communications in the organization are frequent enough
2.The communication in the organization are detailed enough
3.I can trust what organization tells me
4.I can express my opinion without any fear of consequences
5.My employer ensures diverse culture in the organization
6.Is it easy for you to approach senior management without any barriers?
7.Changes that affects me in the organization are communicated well in time
8.I do not feel stressed and overwhelmed
SECTION 4: WORK ENVIRONMENT

Choose the appropriate from 1 to 5
1.My physical working condition are up to mark
2.There is adequate noise control that allow me to focus on my work
3.My workplace has adequate privacy to My organization provides me with a constructive

feedback do my job
4.I am provided with required tools and equipment’s to accomplish my task
5.I am having a safe working environment
SECTION 4: RELATIONSHIP IN THE ORGANIZATION

1.I connect with my team members
2.I connect with my supervisor
3.I go outing with my team members
4. My feedback is considered in the organization
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SECTION 5: RELATIONSHIP IN THE ORGANIZATION
Choose the appropriate from Once in a week, Twice in a week, Once in a month, Once in
six months, Once in a year, Never
1. I connect with my team members
2. I connect with my supervisor
3. I go outing with my team members
4. My feedback is considered in the organization
SECTION 6: GROWTH AND DEVELOPMENT

1. My organization provides me with a constructive feedback
2. I have been given an opportunity to participate in different activities
3. I have been provided with required training in my job
4. I have been provided with the development program apart from my domain
5. I think I am responsible for the growth of organization
6. I get the share of profit
SECTION 7: REWARDS AND RECOGNITION

1. I am been recognized for my efforts in the organization
2. I have been rewarded for any achievement
3. I usually get perks and benefits during my job
REFERENCES
 A.Kahn, W. (2017). Psychological Conditions of Personal Engagement and
Disengagement at Work. Academy of Management Journa
 A.Locke, E. (September 1970). Job satisfaction and job performance: A theoretical
analysis. Procedia - Social and Behavioral Sciences, 484-500
32 | P a g e
 Inamdar, M. (2018, January). EMPLOYEE ENGAGEMENT, ANEMPIRICAL STUDY ON TEACHING
STAFFIN EDUCATIONAL INSTITUTIONS INRANGA REDDY DISTRICT. EPRA International Journal
ofEconomic and Business Review, 3. doi:1 january 2018
 J., A. (2014). Determinants of employee engagement and their impact on employee

performance. International Journal of Productivity and Performance management , 308-323.
33 | P a g e

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Report on

Employee Engagement Survey

 To analyze the level of job satisfaction on Employee Engagement

 To measure the level of employee engagement at Kalinga University.

 To conduct an employee engagement survey of a sample size of minimum 45 employees

 To analyze the result of the above survey.

About the organization

About Employee Engagement and Job Satisfaction

EMPLOYEE ENGAGEMENT SURVEY

Objective of the Survey

ANALYSIS OF THE QUESTIONNAIRE RESPONSES

21-25 25-30 31-35 35-40 41-45 45-50 50-55 55-60

Type of Institute of Respondents

Type of Institute of Respondents

Engineering Management Medical

Connection with work

Motivation to contribute for extra work

Strongly disagree Disagree Neutral Agree Strongly agree

11% Strongly disagree

Approach to senior manager without

Series6 Strongly agree Agree Neutral Disagree Strongly disagree

Effective communication of changes

Effective communication of changes .

STRONGLY DISAGREE NEUTRAL AGREE STRONGLY AGREE

Working Environment of Respondents

working environment of Respondents

Adequate noise control

Requirements during works

Relationship with team member

Relationship with team member

Relationship with supervisor

Once in six months 1

Opportunity for participation

Responsible for growth

RESPONSIBLE FOR GROWTH

Perks and benefit

Section 2: ENGAGEMENT DRIVERS

SECTION 3: CULTURE AND COMMUNICATION

SECTION 4: WORK ENVIRONMENT

3.My workplace has adequate privacy to My organization provides me with a constructive

SECTION 4: RELATIONSHIP IN THE ORGANIZATION

SECTION 6: GROWTH AND DEVELOPMENT

SECTION 7: REWARDS AND RECOGNITION

 J., A. (2014). Determinants of employee engagement and their impact on employee

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