Final Project Mix-2

PUNYASHLOK AHILYADEVI HOLKAR SOLAPUR.UNIVERSITY SOLAPUR.
MBA PROGRAM 2018-20
CHAPTER - 1
INTRODUCTION OF THE STUDY
1.1 Abstract
Employee engagement is the level of commitment and involvement an employee has towards
their organization and its values. An engaged employee is aware of business context, and
works with colleagues to improve performance within the job for the benefit of the
organization. It is a positive attitude held by the employees towards the organization and its
values. The paper focuses on how employee engagement is an antecedent of job involvement
and what should company do to make the employees engaged. The paper also looks at the
Gallup 12 point questionnaire, twelve-question survey that identifies strong feelings of
employee engagement and the steps which shows how to drive an engaged employee.
Introduction
Engagement at work was conceptualized by Kahn, (1990) as the ‘Harnessing of
Organizational Members selves to their work roles’, In engagement, people employ and
express themselves physically, cognitively, and emotionally during role performances. The
second related construct to engagement in organizational behavior is the notion of flow
advanced by Csikszentmihalyi (1975, 1990). Csikzentmihalyi (1975) defines flow as
the ‘Holistic Sensation’ that, people feel when they act with total involvement. Flow is the
state in which there is little distinction between the self and environment. When R individuals
are in Flow State little conscious control is necessary for their actions. has towards their
organization and its values. An engage context, and works with colleagues to improve
performance of the organization. The organization must work to de which requires a two-way
relationship between employer engagement is a barometer that determines the organization
Engagement is most closely associated with the existing (Brown 1996) and flow
(Csikszentmihalyi, 1990). Job degree to which the job situation is central to the person a Hall,
1970). Kanungo (1982) maintained that job state of Psychological identification. Job
involvement is saliency and the potential of a job to satisfy these need form a cognitive
judgment about the needs satisfying are tied to one’s self image. Engagement differs from job
how the individual employees his/her self during the Furthermore engagement entails the
active use of emotion thought of as an antecedent to job involvement in that in engagement in
their roles should come to identify with When Kahn talked about employee engagement he
aspects physically, cognitively and emotionally. Where a has been given more to cognitive
side.HR practitioners believe that the engagement challenge Employee feels about the about
work experience and organization. It has a lot to do with emotions which are bottom line
success in a company. There will always be efforts no matter how hard HR and line managers
try to part employees want to commit to companies because do basic need in connect with
Prin. K.P. Mangalvedhekar Institute of Management. Solapur (MBA Dept.) Page 1

PUNYASHLOK AHILYADEVI HOLKAR SOLAPUR.UNIVERSITY SOLAPUR. MBA PROGRAM 2018-20
and contribute to something and services, the problems and tensions that are fostered by
actively disengaged worker scan cause great damage to an organization's functioning.
Emotional connection an employee feels toward his or her employment organization, which
tends to influence his or her behavior and level of effort in work related activities. The more
engagement an employee has with his or her company, the more effort they put forth.
Employee engagement also involves the nature of the job itself - if the employee feels
mentally stimulated; the trust and communication between employees and management;
ability of an employee to see how their own work contributes to the overall company
performance; the opportunity of growth within the organization; and the level of pride an
employee has about working or being associated with the company.
“A positive attitude held by the employee towards the organization and it’s values. An
engaged employee is aware of the business context, and works with colleagues to improve
performance within the job for the benefit of the organization. The organization must work to
develop and nurture engagement, which requires a two way relationship between employee
and employer.”
Employee engagement is vital for any organization. If employees don’t connect with the
values of an organization, appreciation the contribution they can make, or do not feel that
their employer cares or values them; they will not feel committed to the organization or
motivated to perform well.
Employee Engagement is a fundamental concept in the effort to understand and describe,

both qualitatively and quantitatively, the nature of the relationship between an organization
and its employees. An "engaged employee" is defined as one who is fully absorbed by and
enthusiastic about their work and so takes positive action to further the organization's
reputation and interests. An engaged employee has a positive attitude towards the
organization and its values.
Employee engagement first appeared as a concept in management theory in the 1990s,

becoming widespread in management practice in the 2000s, but it remains contested. It stands
in an unspecified relationship to earlier construct such as morale and job satisfaction. Despite
academic critiques, employee-engagement practices are well established in the management
of human resources and of internal communications.
Employee engagement today has become synonymous with terms like 'employee experience'
and 'employee satisfaction'. The relevance is much more due to the vast majority of new
generation professionals in the workforce who have a higher propensity to be 'distracted' and
'disengaged' at work. A recent statistic by Inspire One suggests that employees today are
more likely (83%) to be involved in an employee listening program than ever before.

Aspect of Employees Engagement
 Three basic aspects of employees according to the global studies are
 The employees and their own unique psychological makeup and experience.
 The employees and their ability to create the conditions that promote employees
engagement.
 Interaction between employees at all levels.
 Thus it largely the organizations respondents to create an environment and culture

conducive to this partnership and a win-win equation
1.2 Objectives of the study
 To study employee engagement at Dream Autoriders private limited, Solapur.
 To identify factors contributing towards employee engagement.
 To determine effectiveness of employees engagement in an organization.
 Find out the role of employee’s engagement i.e. how it helps to fill the gap between
the management and the worker.
 To find the actual relationship between the management and the workers.

1.3 Scope of Study
 The study was concentrated on employee engagement conducted in Dream Autoriders

private limited. Solapur.
 To understand & identify the problematic areas and make a plan and take action
towards improvements.
 This study helps not only to retain valued employees, but also to increase its level of
performance.
 Study helps to improve the overall effectiveness of the organization.
 The study helps to estimate the organizations capacity to manage employee’s

engagement that is closed related to its ability to achieve high performance level and
superior business results.
 Focusing activity is also resulting in the development formal policies and procedures
which are important elements in employee’s engagement programs.
1.4 Limitations
 This study is being limited to Dream Autoriders private limited.
 The study is limited for the period of 30 days only.
 Information given by employees is assumed to be true.
 Respondents may not give their exact opinions or hide some information.

1.5 RESEARCH METHODOLOGY
Meaning of research Methodology:

Research Methodology is a way to find out the result of a given problem on a specific matter
or problem that is also referred as research problem. In Methodology, researcher uses
different criteria for solving/searching the given research problem. Different sources use
different type of methods for solving the problem. If we think about the word
“Methodology”, it is the way of searching or solving the research problem.
In Research Methodology, researcher always tries to search the given question systematically
in our own way and find out all the answers till conclusion. If research does not work
systematically on problem, there would be less possibility to find out the final result. For
finding or exploring research questions, a researcher faces lot of problems that can be
effectively resolved with using correct research methodology.
Types of Data Collection

Data is prerequisite for any research work, which is of two types.
∙Primary Data
∙Secondary Data
1. Primary data:
The data which is collected fresh, for the first time and which is original in character is called
as primary data.
There are various sources to obtain the primary data like:
i. Personal Interview
ii. Questionnaires
The source of primary data used for the project are questionnaires are structured and
disguised questions were prepared in order to know towards Quality of Work Life and data
were collected by survey method. and personal interview with managers and the respondents
of the Company.

i) Open ended question:
An open question is likely to receive a long answer. Although any question can receive a long
answer, open questions deliberately seek longer answers, and are the opposite of closed
questions.
ii) Close ended question:
A closed question can be answered with either a single word or a short phrase. A closed
question can be answered with either 'yes' or 'no'.
2. Secondary data:
The data which has already been collected by someone else used for research purpose
is called as secondary data.
There are various sources of secondary data like-
i. Company website
ii. Broachers
In this study, the secondary sources of information has been collected from internet,
Company website, broachers’.
Research techniques:
Census Sampling Method:

The Census Method is also called as a Complete Enumeration Survey Method where in each
and every item in the universe is selected for the data collection. The universe might
constitute a particular place, a group of people or any specific locality which is the complete
set of items and which are of interest in any particular situation.
Population Size
The population size of the study is 70 employees of the Dream Autoriders India Pvt Ltd.

Research Frame
Research Area Dream Autoriders India Pvt Ltd. Solapur.
Data Source Primary Data & Secondary Data.
Population All Employees Of Dream Autoriders India

Pvt Ltd. Solapur.
Research Unit Employees Of Dream Autoriders India Pvt
Ltd. Solapur.
Research Tool Questionnaire
Sample Size 70
Sample Method Census Method
1.6. Significance of the study:
 The study is helpful to analyses the views of the works of the Dream Autoridres India
Pvt.Ltd.in terms of how much they are happy working there in the organization.
 The study is useful to analyses the views of the management.
 It helps to determine effectiveness of employee engagement.
 It helps to find out the actual relationship between the management and the workers.

CHAPTER-2
COMPANY PROFILE
2.1 Introduction to Organization
Honda has been the world's largest motorcycle manufacturer since 1959 as well as the
world's largest manufacturer of internal combustion engines measured by volume, producing
more than 14 million internal combustion engines each year. Honda became the second-
largest Japanese automobile manufacturer in 2001. Honda was the eighth largest automobile
manufacturer in the world in 2015.
Honda was the first Japanese automobile manufacturer to release a dedicated luxury brand,
Acura, in 1986. Aside from their core automobile and motorcycle businesses, Honda also
manufactures garden equipment, marine engines, personal watercraft and power generators,
and other products. Since 1986, Honda has been involved with artificial intelligence/robotics
research and released their ASIMO robot in 2000. They have also ventured into aerospace
with the establishment of GE Honda Aero Engines in 2004 and the Honda HA-420 Honda
Jet, which began production in 2012. Honda has three joint-ventures in China (Honda China,
Dongfeng Honda, and Guangqi Honda).
In 2013, Honda invested about 5.7% (US$6.8 billion) of its revenues in research and
development. Also in 2013, Honda became the first Japanese automaker to be a net exporter
from the United States, exporting 108,705 Honda and Acura models, while importing only
88,357.
2.1.1 Background of Dream Autoriders Private Limited. Solapur

Dream Autoriders India Private limited. Company is private company this company is
Registered under registrar of companies (Pune) the Indian Non –Government company.
Company capital is 5000,000. Establishment 14/06/2013 in Solapur. Company

annual general meeting (AGM) was held on 30/09/18 and balance sheet date 31/03/18 Dream
Autoriders India private limited company involved Motor vehicle parts, accessories and
components , retail sale, wholesale, motor vehicle parts.

2.1.3 Nature of the Business

The Company carries Both Sales and Service business type of nature. In which they sale
Honda models targeted to high class as well as middle class people.
After sales Services is the main point to be in touch with customer and to gain good
reputation, reference and a very good support for sales. Services provided by Dream
Autoriders India Pvt Ltd. are as follows -
Free Check-up camps
Customer Care services
Bike Accessories
Spare facility
Bike Painting
Get-together to get to know the services provided by Dealership
2.1.4 Vision:
The company vision is ‘‘To be a leading company providing superior quality product and
services competitive price total customer satisfaction by providing quality product &
services.”
Mission:
The company mission is “To make an sustain Renault as the most profitable and competitive
volume car company.”
2.1.5 Types of Products/service profile:
Great companies are built on great products and so as Dream Autoriders Private Limited
provide various product categories as:
A) Scooter Model :
1. Active 5G
2. Active 4G
3. Dio - Dx

4. Active 125
5. Grazia 125
6. Cliq
B) Motorcycle Model :
1. X-Blade 160
2. Shine – SP 125
3. Shine – CB
4. Dream Yuga 110
5. Dream Dx 110
6. Unicorne
2.2Market scenario:
The marketing scenario is practical tool designed to help you make sure that you have a
winning market strategy to support your brand.
2.2.1 Area of operation: Global/ National/ Regional

1. India
2. China
3. Japan
4. North America
5. Europe
6. South America
7. Asia and Oceania
2.2.2 Competitor’s information:

The company has various competitors such as-
1. Hero
2. Tvs
3. Bajaj
4. Yamaha
5. Suzuki
6. KTM
2.2.3 Achievement / Awards:

1. Active – Buyers choice scooter of the year.
2. Active - Dealers choice scooter of the year.
3. Active - Most sold scooter of the year.
2.3 Various departments in the organization:
Department at Dream Autoriders Private Limited :
 Account department :
It is a Part of a company's administration that is responsible for preparing the financial

statements, maintaining the general ledger, paying bills, billing customers, payroll, cost
accounting, financial analysis, and more.
In this department accounting records all the transaction of business and in a week it signifies
by auditor.
 Sales department :
A sales department is the direct link between a company's product or service and its
customers. However, a well-trained sales department does more than making sales.
In this department the represented person gives the information about product to customer
and sales the products.

 Service department:
A service department is a cost center that provides services to the rest of a company. The
manager of a service department is responsible for keeping costs down, or meeting the costs
stated in a budget.
In this department gives the after service to the customer.
 Spare department :
In this department they sale the spare parts of the bike.
 Back office department:
The back office is the portion of a company made up of administration and support personnel
who are not client-facing. Back-office functions include settlements, clearances, record
maintenance, regulatory compliance, accounting, and IT services.

2.4 Organization chart:
Managing Director
General Manager
___________________________________________________________
Sales
SalesManager
Manager Branch
BranchManager
Manager Network
NetworkManager
Manager Workshop
WorkshopManager
Manager
_________________________________________________________________
Sales Executive CRM Reception Hirise Operator Bank office Head

Workshop
Manager
Insurance
Insurance
Cashier
RTO
 Under the head back office there are three different stages :- 1. Insurance
2. Cashier 3. RTO

CHAPTER 3
Theoretical Background
3.1 Conceptual Framework
Employee Engagement
Employment engagement as a concept has became increasingly mainstream in management
thinking over that last decade. It proposes a „mutual gains‟ employment relationship, creating
a win-win for employees and their employers. Its usually seen as an internal state of being,
physical, mental and emotional, but many also view it as encompassing writing include
discretionary effort, going the extra mile, feeling valued and passion for work.
One of the most enduring definitions is that form the Utrecht University group of
occupational psychologists. This measures work engagement, which has three elements:
 Vigor (energy, resilience and effort)

 Dedication (for example, enthusiasm, inspiration and pride)
 Absorption (concentration and being engrossed in one’s work)
Employee engagement is the emotional commitment the employee has to the organization
and its goals. This emotional commitment means engaged employees actually care about
their work and their company.
Employee engagement is about having a clear understanding of how an organization is

fulfilling its purpose and objectives, how it is changing to fulfill those better, and being given
a voice in its journey to offer ideas and express views that are taken account of as decision
are made.
Employment engagement is about being included fully as a member of the team, focused on
clear goals, trusted and empowered, receiving regular and constructive feedback, supported in
developing new skills, thanked and recognized for achievements. Engaged organizations have
strong and authentic values, with clear evidence of trust and fairness based on mutual respect,
where two-way promises and commitments between employers and employees- are
understood and fulfilled. An organization is a collection of individuals who come together
and work towards the realization of a common objective. Larger the number of people
working together, larger is the size of the organization and vice-versa. However, for an
organization to flourish it is important for the employees to operate at their full potential,
which unfortunately is not the case in most of the organizations. Not all employees in the

organization work utilizing their full potential. There may be many reasons responsible for
the same. They may not associate with the goal of the company, they may have problem with
their team, the boss or the subordinate or it may be a general problem of attitude. This fact
necessitated the classification of the people into three categories - engaged, not engaged and
actively disengaged
Types of Employee Engagement
Employment Engagement is of three types;
1. Actively Disengaged Employees.
2. Engaged Employees.
3. Not Engaged Employees.
1. Actively Disengaged Employees:
This is the first category of people who are unhappy and they spread unhappiness in the
organization. They are the disease centers in the company and spread the negative word,
provoking and convincing people to leave their jobs. However they are the ones who stay the
longest and removing the perceived people competition is their thought of getting to the top
or next level in the job.
2. Engaged Employees:
The second category of people are those who are can be identified with words like passion,
alignment and innovation; which means that they are passionate, connected to the company
and are innovative. They contribute new ideas and turn ideas into reality. These employees
are positive in their outlook and they spread positivity. They are proactive; can anticipate the
future market conditions are prepare well in advance.
3. Not Engaged Employees:
The third type of employees is the large majority present in organizations almost 50% in
number. These do what is told only and they like only one instruction at a time. They put in
time but not energy and passion. They may be either positive or negative in their outlook and

opinion about the organization. They are not proactive and fail to anticipate what might be
required next or what the next step is? They wait for instruction from their superiors.
Importance of Engagement
Engagement is important for managers to cultivate given that disengagement or alienation is

central to the problem of workers’ lack of commitment and motivation(Aktouf). Meaningless
work is often associated with apathy and detachment from onesworks (Thomas and
Velthouse). In such conditions, individuals are thought to be estranged from their selves
(Seaman, 1972) .Other Research using a different resource of engagement (involvement and
enthusiasm) has linked it to such variables as employee turnover, customer satisfaction –
loyalty, safety and to a lesser degree, productivity and profitability criteria (Harter, Schmidt
& Hayes, 2002).An organization’s capacity to manage employee engagement is closely
related to its ability to achieve high performance levels and superior business results. Some of
the advantages of Engaged employees are
 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.
 They will normally perform better and are more motivated.
 There is a significant link between employee engagement and profitability.
 They form an emotional connection with the company. This impacts their attitude
towards the company’s clients, and thereby improves customer satisfaction and
service levels.
 It builds passion, commitment and alignment with the organization’s strategies and
goals
 Increases employees’ trust in the organization
 Creates a sense of loyalty in a competitive environment.
 Provides a high-energy working environment.
 Boosts business growth.
Makes the employees effective brand ambassadors for the company A highly engaged
employee will consistently deliver beyond expectations. In the workplace research on
employee engagement (Harter, Schmidt & Hayes, 2002) have repeatedly asked employees
‘whether they have the opportunity to do what they do best everyday’. While one in five
employees strongly agree with this statement. Those work units scoring higher on this
perception have substantially higher performance. Thus employee engagement is critical to
any organization that seeks to retain valued employees. The Watson Wyatt consulting
companies has been proved that there is an intrinsic link between employee engagement,
customer loyalty, and profitability. As organizations globalize and become more dependent
on technology in a virtual working environment, there is a greater need to connect and engage
with employees to provide them with an organization identity

Elements of Employee Engagement:
The term employee engagement has been defined by various researchers. A commonly
agreed upon definition would be physical, psychological or emotional involvement of the
employee while at work.
Four things are important when we talk about employee engagement; commitment,
motivation, loyalty and trust. Their level determines the quality of engagement of an
employee. Each one is briefly discussed in the coming paragraphs.
1. Commitment: Commitment means the degree to which individuals associate themselves

with the job, the responsibilities and the organizational objectives. Engaged employees are
those who are fascinated by their work and committed to face every challenge to attain their
goals. They are dependable and highly productive and therefore, are accountable for what
they do.
2. Motivation: Up till recently it was believed that the biggest motivation is achievement.
The reverse is also true, which means achievement results in more motivation. If employees
put in their 100 percent efforts to take their organization to the next level, this attained status
motivates them more than anything. Proper rewards and recognitions can further motivate
them to achieve more and more for their organization. Motivation and achievement go hand
in hand and act as the burning fuels for the success of any organization.
3. Loyalty: Employees who are actively engaged in their work show more loyalty towards
the organization. The best part is that they need less focus and attention of managers to
perform their task as they themselves feel accountable for their job responsibilities and results
attained. However, it doesn’t take much time for actively engaged employees to turn into
disengaged employees if the organization doesn’t have a well established reward system.
Recognition is a basic necessity of individuals to remain steered up towards their job.
4. Trust: High levels of employee engagement can be fostered only when trust prevails in the
organization from both the sides. As they share strong emotional bond with the organization,
the latter should also show trust in their abilities. Employees must be given autonomy to
perform their tasks their way. They should not be restricted to a specific rules and regulations
and therefore, should be motivated to experiment to perform their task in a different and
innovative manner.

Drivers of Employment Engagement
1. Work/Job Role - Employees must see a link between their role and the larger organization
goal. Understanding this linkage provides an intrinsic motivation and increased engagement.
Most employees will come to work on time without
possessing a sense of belonging and will try and complete assigned tasks even without
possessing that sense achievement on completion of task. However, an employee that sees a
clear linkage on how his/her role contributes to the organization will go the extra mile and
help create organization wealth.
2. Work Environment/Organization Culture - The bond between an employee and the

organization is cemented when the employee identifies with the culture of the organization.
An employee is engaged and motivated to stretch beyond the call of duty if he/she finds the
work environment enabling and supportive.
3. Rewards and Recognition - The bottom line is that people work to earn which helps fulfil
ambitions. Equitable pay coupled with rewards and recognition programs enhances
motivation and leads to commitment and engagement.
4. Learning and Training Opportunities - As Lawyer (2006) put it - “People Enjoy

Learning.” This is especially true in the case of today’s millennial workforce that constantly
looks at enhancing knowledge and skill. Skill and Knowledge enhancement is not just
important for the employees but providing a learning culture is essential for organizations to
remain relevant in the constantly changing business landscape.
5. Performance Management - An effective performance management system contributes

positively to employee engagement. Goal setting lies at the root of any performance
management system. Clearly articulated goals, a fair and just means to judge performance
and timely, rational feedback are critical elements in creating a bond between the employee
and his/her organization.
6. Leadership - It is a well recorded fact that most resignations happen because the employee
is not satisfied with his/her „boss.‟ An organization that spends time and effort in grooming
leaders who are aligned to its goals, culture and people invests well. New age industries have
a young and dynamic workforce that looks for autonomy in decision making, increased
responsibility and accountabilities.
7. Other Factors - Clear and open communication, quality of interaction with peers,
collaboration, organization policy, organization performance are all contributing factors to
employee engagement.

Job Role And Employee Engagement
1. Clear Role Definition - Engagement begins even before the employee joins work. Carving
out a clear job description will actively engage a potential hire and help convert him/her into
an enthusiastic joiner and then engaged employee.
2. Paint the Larger Picture - During the peak of hiring activity, employees were given a
tough time about new joiner renege and attrition of existing employees. Most of the time, we
oscillated between bearing the brunt and/or retaliating by throwing our hands up, buying time
or throwing industry data points as reference but never did understand the true impact till one
of the business leads sat us down and connected the dots for us and articulated the $(dollar)
impact of each of our activity. That day, we graduated to truly becoming business partners.
3. Job Rotation - The grass on the other side is always greener. While the revenue
generating/client facing entities believe that the support staff (like admin, human resources,
finance) has a cushy job, the support staff often complains of a vendor like treatment at the
hands of the former. An employee can contribute his best if he/she can see how his/her role
ties in with the larger organization goals or explore linkages of his/her role with other teams
in the organization. For this purpose, tools such as job-rotation, multi team projects, best
practice sharing by teams can be leveraged effectively by organizations. Such interactions
help create an informal and seamless source of information across teams which helps
employees to perform effectively and efficiently.
4. Goal Setting - A realistic and time bound goal that clearly mentions linkage to the
organization goal is an important aspect in building an engaged workforce. This will be dealt
with in greater depth in the following chapter which deals with Performance Management as
a driver of engagement.
5. Job Loading - Organizations can effectively use both „vertical-loading‟ i.e. job
enrichment and „horizontal-loading‟ i.e. job enlargement to motivate employees.
Both these approaches allow an employee to explore and use their strengths and also beat
work monotony. These also help skill development and enhancement which in turn helps
employee output, team output and eventually organization output.

CHAPTER - 4
DATA ANALYSIS AND INTRPRETATION
Table 4.1 Table showing age group of Respondents.
Particular No. of Respondents Percentage

18-25 19 27
26-30 33 47
31-35 11 16
36-40 05 7
Above 40 02 3
Total 70 100
Age
47
50
45
40
35
27
30
25
16
20
15 7
10 3
5
0
18-25 26-30 31-35 36-40 Above 40
Interpretation:-
From the above Graph it is observed that maximum 47% of the employees
belongs to the age group of 26-30 years, 27% of the employees belongs to the
age group of 18-25 years, 16% of the employees belongs to the age group of 31-
35 years, 7% of the employees belongs to the age group of 36-40 years and
only 3% of the employees are above 40 years of age.

Table 4.2 Table showing Gender of The Respondents.
Particular No of Respondents Percentage

Male 66 94
Female 04 06
Total 70 100
Gender
94
100
90
80
70
60
50
40
30 6
20
10
0
Male Female
Interpretation :-
From the above Graph it is observed that maximum no of employees are
Male 94% and Minimum Number of employees are Female i.e 06% only.
It means male employees are more in this organization.

Table 4.3 Table showing that employees Education Qualification.

SSC 12 17
HSC 23 33
Diploma 10 14
Degree 18 26
PG 07 10
Total 70 100
Qualification of Employees
33
35
30 26
25
20 17
14
15
10
10
0
SSC HSC Diploma Degree PG
Interpretation:-
From the above Graph it is observed that 33% of the employees are HSC ,
26% of the employees are Degree holders , 17% employees have just passed
SSC, 14% of the employees have completed their Diploma and only 10% of
employees are Post Graduate.

Table 4.4 Table showing that Employees Experience in the Organisation.

0-2 12 17
3-4 43 61
5-7 15 21
7-9 00 00
Total 70 100
Employees Experience in the Organisation
70 61
60
50
40
21
30
17
20
0
10
0
0--2 3--4 5--7 7--9
Interpretation :-
From the above Graph it is observed that Maximum 61% Employees are having
experience of 3-4 years, 21% employees are having experience of 5-7 years,
17% employees are having minimum experience of 0-2 years, and None of the
Employees are having experience of 7-9 years.

Table 4.5 Table showing employees get Fun at work happen regularly.

Yes 70 100
No 00 00
Total 70 100
Employees get Fun at work happen regularly

70
70
60
50
40
30
20 0
10
0
Yes No
Interpretation :-
From the above graph it is observed that 100 % employees are saying that fun at
work happens regularly. All employees in the organisation are satisfied with fun
at work which happens regularly in the company.

Table 4.6 Table showing Employees feel like coming to office Regularly.

Yes 70 100
No 00 00
Total 70 100
Employees feel like coming to office Regularly

100
100
80
60
40
20 0
Yes
No
Interpretation :-
From the above graph it is observed that mostly 100% employees are saying
that they like coming to office regularly. It is observed that all employees in the
organization love their job so they like coming to office regularly.

Table 4.7 Table Showing Employees received any recognition for the
contribution in last 3 months

Yes 33 47
No 37 53
Total 70 100
Employees received any recognition for the

contribution in last 3 months
53
53
52
51
50
47
49
48
47
46
45
44
Yes No
Interpretation :-
From the above graph it is observed that Maximum 53% of Employees are
saying that had not received any recognition for employees contribution in last 3
months and minimum 47% are employees saying that had received recognition
for employees contribution in last 3 months.

Table 4.8 Table showing employees get sufficient opportunities to improve

employee skills.

Strongly Agree 40 57
Agree 28 40
Strongly Disagree 00 00
Disagree 00 00
Neutral 02 03
Total 70 100
Employees get sufficient opportunities to improve

employees skills
57
60
50
40
40
30
20
10 0
0
0 3
Strongly
Agree
Agree Strongly
Disagree
Disagree Neutral
Interpretation :-
From the above graph it is observed that 57% Employees are Strongly Agree
with that they get opportunities to improve their skills, 40% Employees are just
Agree, 3% employees are Neutral about their suggestion and None of the
employee is Disagree.

Table 4.9 Table showing Employees get suggestion about infrastructure to

do their work.

Highly Satisfied 35 50
Satisfied 33 47
Neutral 02 03
Dissatisfied 00 00
Highly Dissatisfied 00 00
Total 70 100
Employees suggestion about infrastructure to do their

work
50
47
50
45
40
35
30
25
20
15
10 3 0 0
5
0
Highly Satisfied Satisfied Neutral Dissatisfied Highly
Dissatisfied
Interpretation :-
From the above Graph it is observed that 50% Employees are Highly Satisfied
about their Infrastructure to their work, 47 % of employees are just satisfied, 3%

of
the employees are neutral about their opinion and none of them are dissatisfied.

Table 4.10 Table showing feedback from supervisor for improving their
performance.

Yes 70 100
No 00 00
Total 70 100
Supervisor feedback about employees performance

100
100
90
80
70
60
50
40
0
30
20
10
0
Yes No
Interpretation :-
From the above Graph it is observed that 100 % employees says that they get
feedback regularly from supervisor for improving their performance.
so we can say that supervisor has very good communication between
departments which keeps friendly environment in the company.

Table 4.11 Table showing Employees encouraged to Learn from their

Mistakes.

Agree 37 53
Disagree 00 00
Neutral 00 00
Total 70 100
Employees get encouraged to learn from their mistakes
60 53
47
50
40
30
20
10 0 0 0
0
Strongly Agree Agree Strongly Disagree Neutral
Disagree
Interpretation :-
From the above Graph it is observed that Maximum 53% Employees are Agree
that they get encouraged to learn from their mistakes, 47 % Employees are
Strongly Agree and None of the employees are Disagree.

Table 4.12 Table showing Employees Respect at work place for their
thoughts and feelings

Agree 23 33
Disagree 00 00
Neutral 00 00
Total 70 100
Employees get Respect at work place for their thoughts

and feelings
67
70
60
50
33
40
30
20
0 0 0
10
0
Disagree
Interpretation :-
From the above Graph it is observed that 67% employees are
Strongly Agree about that they get Respect at work place for their thoughts and
feelings, 33 % employees are just Agree and of None the employees Disagree.

Table 4.13 Table showing Employees aware of the career opportunity

available to them in their company.

Yes 67 96
No 03 04
Total 70 100
Employees aware about the career opportunity

available to them in their company
96
100
80
60
40 4
20
0
Yes No
Interpretation :-
From the above Graph it is observed that 96% employees
are aware of the career opportunities available to them in their company and
only 04% employees are not aware about the career opportunity.

Table 4.14 Table showing work Distribution of employees is done as per

their Qualification.

Agree 34 49
Disagree 00 00
Neutral 06 09
Total 70 100
Work Distribution of employees is done as

per their Qualification
49
50 43
45
40
35
30
25
20
9
15
10 0 0
5
0
Disagree
Interpretation :-
From the above Graph it is observed 49% of the employees are
Agree about the work distribution of the employees is done as per their
qualification and 43% are strongly agree and None the employees Disagree.

Table 4.15 Table showing Employees have Material and Equipment to do

their work efficiently.

Satisfied 23 33
Neutral 04 06
Dissatisfied 00 00
Total 70 100
Employees have Material and Equipment to do their

work efficiently
70 61
60
50
33
40
30
20
6 0 0
10
0
Dissatisfied
Interpretation :-
From the above Graph it is observed that Maximum 61% of the employees are
Highly Satisfied with the Material and Equipment that they get to do their
work efficiently, 33% employees are just Satisfied, Only 6 % employees are
Neutral and None of the employees are Disagree.

Table 4.16 Table showing employees are utilizing their potential as a whole
to in this organization.

Highly Agree 26 37
Agree 38 54
Neutral 06 09
Highly Disagree 00 00
Disagree 00 00
Total 70 100
Employees agree that are utilizing and potential as a

whole to in the organisation
57
60
50
37
40
30
20 9
10 0 0
0
Highly Agree Agree Neutral Highly Disagree
Disagree
Interpretation :-
From the above Graph it is observed that 54% of employees are
Agree that they are utilizing their potential as a whole in the organization, 37%
employees are Highly Agree , Only 09% employees are Neutral about their
opinion and None of the employees are Disagree.

Table 4.17 Table showing Employees getting overtime benefit in the

company.

Yes 40 57
No 30 43
Total 70 100
Employees getting overtime benefit in the company

57
60 43
50
40
30
20
10
0
Yes No
Interpretation :-
From the above Graph it is observed that 57 % employees are
Agree about getting overtime benefit in the company and 47%
employees are saying that they don’t get overtime benefits.

Table 4.18 Table Showing Employees are provided with the safety
equipment for work.

Yes 69 99
No 01 01
Total 70 100
Employees are provide with the safety equipment for

work
99
100
80
60
40 1
20
0
Yes No
Interpretation :-
From the above the Graph it is observed that Maximum 99% of the employees
are saying yes that they are provided with the safety equipment for work.
and Only 01% employees are saying no. So it can inferred that company is
very keen about provision of safety such as fire extinguisher, ambulance, first
aid etc.

Table 4.19 Table showing Organization provide training to the employees

as they Needed.

Yes 70 100
No 00 00
Total 70 100
Employees Organization provide the employees as

training they Needed
100
100
80
60
40 0
20
0
Yes No
Interpretation :-
From the above the Graph it is observed that mostly 100% employees are
saying yes that organization provides them training as they needed. which helps
them to grow their skills and knowledge in the organization.

Table 4.20 Table showing employees are willing to give extra efforts to help
their company for getting succeeded.

Yes 64 91
No 06 09
Total 70 100
Employees are willing to give extra efforts to help this

company for getting succeeded
91
100
80
60
40 9
20
0
Yes No
Interpretation :-
From the above Graph it is observed that 91% Employees are
saying yes that they are willing to give extra efforts to help their company for
getting succeeded and Only 09% employees are saying no.

Table 4.21 Table showing Employees know what is expected of you at

work.

Yes 56 80
No 14 20
Total 70 100
Employees know what is expected of you at work.
80
80
70
60
50
20
40
30
20
10
0
Yes No
Interpretation :-
From the above Graph it is observed that 80% employees know what
is expected of them at work, only 20% employees say that they don’t know.

Table 4.22 Table showing Employees get opportunity to learn new skills in
the organization.

Yes 70 100
No 00 00
Total 70 100
Employees get opportunity to learn new skills in the

organization
100
100
80
60
40 0
20
0
Yes No
Interpretation :-
From the above Graph it is observed that 100% of employees are say yes
that they get opportunity to learn new skills in the organization.

Table 4.23 Table showing Employees suggestion will be considered

during job.

Frequently 36 51
Rarely 34 49
Occasionally 00 00
Total 70 100
Employees will be cosidered during this job
51
60 49
50
40
30
20
0
10
0
Frequently Rarely Occaasionally
Interpretation :-
From the above it is observed that 51% of employees are positively saying that
Frequently their suggestion is considered during their job,49% employees
saying that it is considered rarely and none say that it is considered
occasionally.

Table 4.24 Table showing suggestion about the development on their work.

Satisfied 33 47
Neutral 03 04
Dissatisfied 00 00
Total 70 100
Suggestion about the Development on their work

49
47
50
45
40
35
30
25
20
15
10 4
0 0
5
0
Dissatisfied
Interpretation:-
From the above Graph it is observed that 49% of the Employees are Highly
Satisfied with development on their work, 47% are just Satisfied, only 04%
of the employees are Neutral about their opinion and None of them
Dissatisfied.

Table 4.25 Table showing employee’s opinion about overall satisfaction on

this job.

Satisfied 35 50
Neutral 14 20
Dissatisfied 00 00
Total 70 100
Employee’s opinion about overall satisfaction on this

job
50
50
45
40
30
35
30
20
25
20
15
10 0 0
5
0
Dissatisfied
Interpretation:-
From the above Graph it is observed that Maximum 50 % of employees are
just Satisfied in their job, 30 % employees are Highly Satisfied, Only 20 % of
the employees are Neutral about their opinion and none of them employees are
Dissatisfied.

CHAPTER - 5
FINDINGS
The major findings of the study are presented in this chapter. This presentation is made
reference to the tables on the primary data and its analysis..
1.It is observed that maximum 47% of the employees belongs to the age group of 26-30 years
2. It is observed that maximum no of employees are Male 94%.
3. Graph it is observed that 33% of the employees are HSC.
4. It is observed that Maximum 61% Employees are having experience of 3-4 years.
5. It is observed that 100 % employees are saying that fun at work happens regularly.
6. It is observed that mostly 100% employees are saying that they like coming to office
regularly.
7. It is observed that Maximum 53% of Employees are saying that had not received any
recognition for employees contribution in last 3 months.
8. It is observed that 57% Employees are Strongly Agree with that they get opportunities to
improve their skills.
9. It is observed that 50% Employees are Highly Satisfied about their Infrastructure to work.

10 . It is observed that 100 % employees say that they get feedback regularly from supervisor
for improving their performance.
11. It is observed that Maximum 53% Employees are Agree that they get encouraged to learn
from their mistakes.
12. It is observed that Maximum 67% employees are Strongly Agree that they get Respect at
work place for their thoughts and feelings.
13. It is observed that maximum 96% employees are aware of the career opportunities
available to them in their company.
14. It is observed that maximum 49% of the employees are Agree about the work distribution
of the employees is done as per their qualification.
15. It is observed that Maximum 61% of the employees are Highly Satisfied with the
Material and Equipment that they get to do their work efficiently.
16. It is observed that maximum 54% of employees are Agree that they are utilizing their
potential as a whole in the organization.
17. It is observed that maximum 57 % employees are Agree about getting overtime benefit in
the company.
18. It is observed that Maximum 99% of the employees are saying yes that they are provided
with the safety equipment for work.
19. It is observed that mostly 100% employees are saying yes that organization provides them
training as they needed.

20. It is observed that maximum 91% Employees are saying yes that they are willing to give
extra efforts to help their company for getting succeeded.
21. It is observed that Maximum 80% employees know what is expected of them at work.
22. It is observed that 100% of employees are say yes that they get opportunity to learn new
skills in the organization.
23. It is observed that Maximum 51% of employees are positively saying that Frequently
their suggestion is considered during their job.
24. It is observed that 49% of the Employees are Highly Satisfied with development on their
work.
25. It is observed that Maximum 50 % of employees are just Satisfied in their job.

CHAPTER- 6
SUGGESTIONS
1.Company have to bring some new strategies which can boast employees because of that
employee can get knowledge, skill and they can grew up potentially new technology tools,
new bike launch information .
2. Company should provide and should create some healthy environment regarding
supportiveness from colleagues. Example :- Empower team members, promote Wellness.
3. Company can give the employees their freedom to work in the workplace as this will help
to stay employees more by their own and also employees will enjoy their work.
4. Company should involve employee’s family member in each event which will create a
familiar environment in the organization.
5. Company should provide insurance facilities to employees and their families as well.
6. Company should provide canteen facility to their employees.
7. Company should provide information about the new technology used in the company.
8. Company should use promotion techniques facilities so that employees will use their skills
more effectively and will get motivation to work.

Annexure
A Project Study on Employee Engagement at

Dream Auto riders India Pvt Ltd. Company Solapur.
Name:-
1) Age :-
a) 18-25 b) 26-30 c) 31-35
d) 36-40 e) above 40
Gender:-
Male Female
2) Education Qualification:-
a) SSC b) HSC c) Diploma
d) Degree e) PG
3) Since how long you are working with this company ?

a)0-2 b) 3-4 c) 5-7 d) 7-9
4) Does fun at work happen regularly?

Yes No
5) Do you feel like coming to office regularly?

Yes No
6) Have your received any recognition for your contribution in last 3 months?
Yes No
7) Do you get sufficient opportunities to improve your skills?

a) Strongly agree b) Agree c) Strongly Disagree
d) Disagree e) Neutral
8) What is your suggestion about infrastructure to do your work ?

a)Highly satisfied b) satisfied c) Neutral

d)Dissatisfied e)Highly dissatisfied
9) Do you get feedback regularly from your supervisor for improving your
performance?
Yes No
10) Do you get encouraged to learn from your mistakes?

11) Do you get respect at work place for your thoughts and feelings?
12) Are you aware of the career opportunity that are available to you in your
company.
Yes No
13) Does the work distribution of employees is done as per their qualification?
14) Do you have the material and equipment to do your work efficiently?
a)Highly satisfied b) Satisfied c) Neutral
d) Dissatisfied e)Highly dissatisfied
15) Do you agree that are utilizing yourself and your potential as a whole to this
organization.
a)Highly agree b) Agree c) Neutral
d)Disagree e)Highly disagree
16) Are you getting overtime benefit in your company?

Yes No
17) Are you provided with the safety equipment for work.
Yes No
18) Does the organization provided you much training as you needed?
Yes No
19) Are you willing to give extra effort to help your company succeeded?
Yes No

20) Do you know what is expected of you at work?

Yes No
21) Do you get opportunity to learn new skills in your organization?

Yes No
22 ) Whether your suggestion will be considered during your job.

a) Frequently b) Rarely c) Occasionally
23) What is your suggestion about the development on your work.

a) Highly satisfied b) Satisfied c) Neutral
d) Dissatisfied e) Highly dissatisfied
24) In overall what is your opinion about satisfaction on this job.

a) Highly satisfied b) Satisfied c) Neutral
d) Dissatisfied e) Highly dissatisfied
25) Kindly mention your suggestion to develop the employee relationship with the
job and the organization.
___________________________________________________________________________________________
___________________________________________________________________________________________
___________________________________________________________________________________________

Bibliography
Books:
 Human Resource management :- K. Aswathappa
 Essentials of human resource management :- P. Subbarav
 Strategic human resource management :- RajeshVishwanathan
Web sites:
www.honda.com
https://www.topper.com/guides/economics/collection-ofdata/census-and-sample-surveys/
https://www.thebalancecarrers.com/human-resources-4161680
https://www.hr.guide.com/


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PUNYASHLOK AHILYADEVI HOLKAR SOLAPUR.UNIVERSITY SOLAPUR.

MBA PROGRAM 2018-20

INTRODUCTION OF THE STUDY

Prin. K.P. Mangalvedhekar Institute of Management. Solapur (MBA Dept.) Page 1

Employee Engagement is a fundamental concept in the effort to understand and describe,

Employee engagement first appeared as a concept in management theory in the 1990s,

Prin. K.P. Mangalvedhekar Institute of Management. Solapur (MBA Dept.) Page 2

Aspect of Employees Engagement

 Three basic aspects of employees according to the global studies are

 Interaction between employees at all levels.

 Thus it largely the organizations respondents to create an environment and culture

1.2 Objectives of the study

 To study employee engagement at Dream Autoriders private limited, Solapur.

 To identify factors contributing towards employee engagement.

 To determine effectiveness of employees engagement in an organization.

Prin. K.P. Mangalvedhekar Institute of Management. Solapur (MBA Dept.) Page 3

1.3 Scope of Study

 The study was concentrated on employee engagement conducted in Dream Autoriders

 Study helps to improve the overall effectiveness of the organization.

 The study helps to estimate the organizations capacity to manage employee’s

 This study is being limited to Dream Autoriders private limited.

 The study is limited for the period of 30 days only.

 Information given by employees is assumed to be true.

Prin. K.P. Mangalvedhekar Institute of Management. Solapur (MBA Dept.) Page 4

1.5 RESEARCH METHODOLOGY

Meaning of research Methodology:

Types of Data Collection

There are various sources to obtain the primary data like:

Prin. K.P. Mangalvedhekar Institute of Management. Solapur (MBA Dept.) Page 5

i) Open ended question:

ii) Close ended question:

is called as secondary data.

There are various sources of secondary data like-

Census Sampling Method:

Prin. K.P. Mangalvedhekar Institute of Management. Solapur (MBA Dept.) Page 6

Data Source Primary Data & Secondary Data.

Population All Employees Of Dream Autoriders India

Research Tool Questionnaire

Sample Method Census Method

1.6. Significance of the study:

 The study is useful to analyses the views of the management.

 It helps to determine effectiveness of employee engagement.

Prin. K.P. Mangalvedhekar Institute of Management. Solapur (MBA Dept.) Page 7

2.1 Introduction to Organization

2.1.1 Background of Dream Autoriders Private Limited. Solapur

Company capital is 5000,000. Establishment 14/06/2013 in Solapur. Company

Prin. K.P. Mangalvedhekar Institute of Management. Solapur (MBA Dept.) Page 8

2.1.3 Nature of the Business

Free Check-up camps

Customer Care services

Get-together to get to know the services provided by Dealership

2.1.5 Types of Products/service profile:

Prin. K.P. Mangalvedhekar Institute of Management. Solapur (MBA Dept.) Page 9

4. Dream Yuga 110

2.2.1 Area of operation: Global/ National/ Regional

7. Asia and Oceania

2.2.2 Competitor’s information:

Prin. K.P. Mangalvedhekar Institute of Management. Solapur (MBA Dept.) Page 10