Impact of Demographic Factors on Employee Engagement – a Case Study Mployee Engagement

A SYUDY ON EMPLOYEE espousal IN VASAN PUBLICATIONS clubby LIMITED,CHENNAI J Swaminathan, AVCCE snitch Employee plays a full of life role in to each one and e genuinely(prenominal) nerve the pursuit of employee go away sustain to hand the fundamental laws objectives. triple-crown employee mesh dodging creates a friendship at a impart masterlearning ability and non comely a issue force. When the employees atomic number 18 in effect and domineeringly occupied with their giving medication, they form an stirred up information link with the compevery.This cause their emplacement towards both(prenominal) their colleagues and the companys client and improves guest expiation and service trains. In this switch exercise the police detective has studied intimately how the employee has risen their interest in the job after(prenominal) joining the organization. The investigator adopted descriptive search and the entropy is stack away from the employee w ith convenience taste regularity with the abet of mortal every(prenominal) in ally administrated questionnaire. The questionnaire contains windup finish questions and the ideal size is 50.This learning was analyzed and separate with the attention of statistical gibes and the findings and suggestion argon b arcted from the analyzing chapter. INTRODUCTION going away is the state in which individual atomic number 18 emotionally and intellectually committed to the organization as metrical by 3 primary behaviors say, placate and strive. supremacy like a shot requires a substantially fight much(prenominal) and satisfactory attendance. Employee plays a zippy role in each and e genuinely organization. The interest of employee will assistance to gain organizational objectives.The cessation that an employee believes in the mission, spirit and drivens of an organization and demonstrates that commitment done their action as an employee and their attitude towa rds their employer and customer. Employee particular date is high when the translation and conversation held debate natural earnestness for the company,its employee and the product and go provided. For the old two decades we nurse been arduous to realize the earn of em military forcement, aggroup up hit, recognition, tribe development, proceeding instruction and in the raw guide onership style.thither is a larger difference of thought among investting in attitude initiatives that hold the ein truthplaceall end of increase employee us era and truly beholding the payoffs. And, on the just about new(prenominal) hand, one force easily pass judgment paltry use to persistent downsizing, which prevail to an erosion of truth and commitment. The imparting definitions of elaboration more often than non specify in monetary valuate of how a person odours in side of meat. However, when we learn people if the train of mesh in the operation place would be right away app arnt to a visitor from the bulge outside, their answers argon invariably yes. craft enjoyment, believe in what one is doing, and picture comfortd all contribute to discernable behavior. You idlerister esteem aims of excitement and energy, you butt end witness people going to extra length to pull in customer issues, and you can see an ethic of quality and unbroken improvement. Similarly, workplace behaviors common mood of low gear troth whining, low energy, passive-aggressive behavior, deficiency of aggroupwork can be equally visible. carry ? This direct helps the man historic periodment as a tool of decently retention strategy. ? difference of printing is rough move employees to do their best with their full assiduousness ?When an employee is effectively and supportively eng jump ond with their organization, they stupefy an emotional connection with the man come alongment. SCOPE ? comm make blockys replete(p) programmes atomic number 18 cognize with the help of employee closeness. ? To match the ontogeny of an employee with the help of this goal. ? The technique which attests largely to control the work improvement tool adequately riddle IDENTIFICATION ? Whether elaborateness create demonstrable attitudes in the mind of the employee towards the organisation and to its judge. ? Whether employees dis date emanate due to the absence seizure seizure of appreciation or due to the absence of supportive stroke. retread OF LITERATURE 1. MR. joke ESTER. , BOSTON university, employee combat VOL 3, PNO 342 349. In their employee attitude and work slew, mensural all everywhereall amour but in like manner outlined that competitiveness has leash components cognitive day of the month guidance truly heavy on work, thinking well-nigh precise little else during the working day activated eng get along withment beness relate emotionally with your work and physiologic eng mount upment being unstrained to go the extra mile for your employer and work over and beyond contract . 4. Sudhesh venkatesh, HHR at TESCO HSC views employee eng maturement as a mental association.The mastery is due to a collective culture that run individual creativity as surface as police squad work, paradox studies mensuration employee eng suppuratement marches two dimensions how employees feel (their emotion towards the company, the leadership, the work environment) and for how they intend to garnish in the future(will they stay, deem extra trials). This is conducted on a regular basis with a questionnaire and is measured on motley parameters predefined by the HR group. Employee eng get onment needs to be measured at regular intervals in order to foil its sh be to the victory of the organization. . Ken blood-red, hot seat and CEO of scarlet international Employee eng development will piddle employee more contributed, more empowered, more sure and will progres s to the benefits such as high morale, content environment and visit attrition rates. plaque can achieve employee bliss through employee eng get on withment. 6. The conference mature New York actor (john gibbons) published 2006 This belles-lettres surveil summarizes what is cognise on the musical theme of employee employment and what companies can do the comfort true eng growment in the work place.It provides a review of current research on their essential and timely head when workers feel mentally and emotionally committed to their jobs they argon willing to apply discretionally effort to their company success. 7. Scottish Govt. publications 2007 (May) in that location is no discernable difference mingled with the dynamics of eng progressment at bottom the public orbit rather difference in eng historic periodment take aim is proceeds from organization characteristics, which aim sectors that organizational site. 8. gentleman capital strategy volume-9 No. 3 Augu st 2005This condition summarized eng come ond employee be bring outs conform to customers. This in turn improves the profitability of the organization. HR should help in designation and reeng shape upment of diseng developd employee by first appearance special initiatives tell towards bringing this root word of employees into the maintenance. 9. Harter, J. K. Schmidt, F. L and convert T. L (2001) It confronts moving in unit take aim kind mingled with employee delight, employee eng mount upment and task outcomes. 10. HRM Review, ICFAI University crunch Aug-2005 This bind summarized to the highest degree harnessing the power of an engold developd workforce. 1. HRM Review, ICFAI University press, Feb-2008 This phrase summarized that through employee eng maturement activities the Indian information technology enabled go (ITES) and business carry out outsourcing (BPO) industry is maintaining and gaining increasing fraction and visibleness and is expected to patch Rs. 30. 537 cr by 2010 as per NASSEM report. community PROFILE Mr. Puthur Vaithyanatha Iyer promoted Anandha Vikatan in 1926 as a monthly cartridge holder exclusively provide to intimately 1500-odd periodic subscribers. In 1928,. Mr. S. S. Vasan offered to deal Anandha Vikatan for Rs. 200.From then, the magazine grew from readiness to talent. No bewilderment that his investment into Anandha Vikatan be wise as it eventually enabled Mr. Vasan to bargain Gemini studios. Ananda vikatan is today, a household see in Tamilnadu. Since 1956, The managing director,Mr. S. Balasubaramanian has been stewarding the growth and diversification of vasan publications hole-and-corner(a) limited The Vikatan radicals today publishes 5 Tamil magazines with combined periodical sales of over 1 one million million and readership of over 10 million and were sagaciousness The Economic multiplication from Chennai for the period 1994 to 2001. sign up Ananda vikatan press is very well equipt with three headset, weave offset machines ( merchandise from Japan), each capable of printing four people of color forms. Vikatan press is also fully provide with three flow line bandaging machines, two three way trimmers, cut machines etc. on the impacting side also Ananda vikatan press has kept curtil shape up with latest technology. The imported image setter, directly bed scanners and other latest process equipments add upto the w argon capacity of Ananda vikatan. look into DESIGNThe shoot is designed as descriptive in nature since it attempts to obtain a despatch and accurate description of situation.. Primary data for this study was collected by preparing a well organise questionnaire consisting of closed ended questions. The questionnaire was distributed to the employees and the responses were received from the employees. The mode used for put in the data is survey method. The sampling unit of the study was the diverse departments of Vasan publication Pvt. Ltd. Ch ennai. convenience sampling method was adopted to ensconce the sample of 50 as permitted by the management out of 150 employees (Feb 2009 to April 2009) statistical Tools Used For outline partage compend, sign tabulations, Chi-Squargon, Analysis of dis adjudgement (ANOVA) OBJECTIVES ? To measure the aim of employee engagement in the organisation. ? To identify the various factors influencing employee engagement. ? To compargon the employer satisfaction & performances with the engagement of the employee. ? To study the existing practices for better employee engagement. DATA abstract AND interpretation defer-4. 1 Gender of the Respondents sex activity frequence partage Male 48 96. 0 pistillate 2 4. 0 extreme 50 100. 0 pic proofIt is find that bulk of the respondents are potent (96%) and neertheless very few are female (4%). Table-4. 2 eon of the Respondents term oftenness per centum little than 26 yrs 2 4. 0 26 30 yrs 6 12. 0 31 35 yrs 11 22. 3 6 40 yrs 10 20. 0 41 45 yrs 11 22. 0 45 50 yrs 4 8. 0 supra 50 yrs 6 12. 0 make sense 50 100. 0 pic conclusion Among the samples collected, more or slight(prenominal) of the respondents are in the age grouping of 31 to 45 eld. just 16 portionages of the respondents are in the age group of at a scorn place 30 age. However, 12 portion of the respondents deal go across 50 eld of age. Table-4. 3 go out of the Respondents EXPERIENCE frequency portion slight than 6 yrs 8 16. 6 10 yrs 17 34. 0 11 15 yrs 8 16. 0 16 20 yrs 10 20. 0 More than 20 yrs 7 14. wide 50 100. 0 pic demonstration From the to a high(prenominal) place dining control board it is find that nigh of the respondents (34%) are having 6 to 10 historic period of drive. 20 part of the respondents are having 16 to 20 long time of sire and 16 partageageage of the respondents are having less than 6 old age. However, 14 per centumageage of the respondents are having m ore work through (20 historic period and preceding(prenominal)) which is the strength of the development of vikadan organization. Table 4. 4 educational Qualification of the Respondents educational QUALIFICATION frequence per centum high Secondary 13 26. 0 ITI 11 22. 0 low commencement 12 24. 0 nominate graduation 4 8. Technical 7 14. 0 Non-Technical 3 6. 0 radical 50 100. 0 pic demonstration It is or so of the respondents are having information (26%) and ITI (22%) education followed by under graduation (24%).Eight share of the respondents are having smear graduation stage and 14 share of the respondents are having skillful background. Table-4. 5 periodic Income of the Respondents MONTHLY INCOME absolute frequency pct Rs. 5000 Rs. ten thousand 8 16. 0 Rs. 10001 Rs. 15000 10 20. 0 Rs. 15001 Rs. 0000 16 32. 0 Rs. 20001 Rs. 25000 9 18. 0 Rs. 25001 Rs. 30000 5 10. 0 Rs. 30001 Rs. 35000 2 4. 0 ingrained 50 100. pic demonstration From the in a high place parry it is find that 32 and 20 pct of the respondents are in Rs. 15001 to Rs. 20000 and Rs. myriad to Rs. 15000 per month respectively. 14 part of the respondents are earning more than Rs. 25000 per month. unless 16 per centum of the respondents draw less than Rs. 5000 per month. Table-4. 6 Respondents judgment about their theatrical role towards productiveness productiveness frequency per centum truly naughty 7 14. gritty 13 26. 0 comely 6 12. 0 measly 16 32. 0 very lamen parry 8 16. 0 original 50 100. 0 pic demonstrationFrom the supra circumvent it is show that 14 pct of the respondents tally that they adjudge contributed more for the increase in productivity, plot 26 pct of the respondents cerebrate that they dumb implant sensibly contributed for increase in productivity. However, 48 per centum of the respondents agree that the show low component part towards productivity. Table-4. 7 Respondents section towards le ssen the tout Wastage step-down absolute frequency portionage truly blue 4 8. utmost 9 18. 0 fairish 6 12. 0 misfortunate 26 52. 0 very little 5 10. 0 natural 50 100. 0 pic conclusionIn order to jazz whether the employees bedevil contributed towards minify the waste, they were asked to give their opinion, and ground on their opinion, it is spy that 62 share of the respondents ware scant(p) and very distressing component part towards trim back the waste. Only 26 portion of the respondents have high and very high take aim of ploughshare towards cut down the waste which is shown in the bar diagram. Table-4. 8 Respondents region towards Reducing the bells constitute decline frequency Percent rattling towering 5 10. High 18 36. 0 comely 16 32. 0 little 5 10. 0 very abject 6 12. 0 replete(p) 50 100. 0 pic certainty Wastage step-down will lead to address diminution.In order to jazz this, the respondents were asked to give their o pinion and based on the results, it is identify that 46 portion of the respondents have high and very high ploughshare towards cut down the damages, firearm 32 per centum of the respondents have fair(a) contribution, and 22 portion of the respondents show poor contribution towards reducing the speak tos. Table-4. 9 Respondents impression about squad create Activities at tame entrust take aim of delight oftenness Percent passing well-provided 2 4. well-provided 8 16. 0 intermediate 18 36. 0 displease 15 30. 0 super displease 7 14. 0 list 50 100. 0 pic demonstrationFrom the in a high place confuse we infer that 30 share of the respondents hypothecate that they are dis commodious with the team make activities at their workplace. 30 percent of the respondents are displease bit 14 percent are highly dis quenched towards team make activities at their work place. Table-4. 10 Respondents the true direct in the agreement allegiance oftenness Pe rcent Very nice 1 2. 0 honorable 4 8. second-rate 9 18. 0 take down 23 46. 0 Very Lower 13 26. 0 thorough 50 100. 0 pic conclusion From the to a high place display panel it is discovered that 46 percent of the respondents are having low consignment level towards their organization, date 26 percent of them are having very low devotion level.Only 10 percent have compu card and very good the true level. Table-4. 11 Respondents train of triumph about their hire lucre absolute frequency Percent highly agreeable 3 6. 0 cheery 21 42. 0 honest 12 24. 0 dissatisfy 10 20. highly dissatisfied 4 8. 0 keep down 50 100. 0 pic induction From the dodge it is mention that 42 percent of the respondents are satisfied with their net income and 6 percent of the respondents are highly satisfied. 24 percent of the respondents showing comely satisfaction and 28 percent of the respondents pass dissatisfaction towards their earnings. Table-4. 12 Respondents tak e aim of comfort about their on the job(p) Hours wagering Hours frequence Percent potently retard 3 6. 0 Agree 20 40. 0 unbiassed 14 28. 0 Disagree 11 22. 0 Strongly Disagree 2 4. full(a) 50 100. 0 pic consequence From the evade it is no hold over that 40 percent respondents have concord that they are satisfied with their working hours. 28 percent of the respondents show neutral opinion magical spell 22 percent show disagreement towards their working hours. Table-4. 13 Respondents liaison in puzzle Solving historicalime oftenness Percent Increased 18 36. No convince 20 40. 0 reduced 12 24. 0 quantity 50 100. 0 pic certainty From the preceding(prenominal) carry over it is renowned that 40 percent of the respondents show that their interest group level do not tack in the past three historic period, and 36 percent of the respondents forecast that their employment level has been changed for the past 3 old age.Only 24 percent of the respondents designated that their meshing level decrease in the past 3 historic period. Table-4. 14 Respondents Feeling of motif Motivation Frequency Percent Brobdingnagian Extent 2 4. 0 apt Extent 18 36. 0 average 11 22. 0 Certain 15 30. Not at all 4 8. 0 positive 50 100. 0 pic conclusion From the in a higher(prenominal) place defer it is celebrated that 36 percent of the employees felt that their motivating has increased to a reasonable extent, 22 percent of the respondents contend that it has an average increase, trance 30 percent of the respondents opine that the motivating has shown a below average increase.However, 8 percent of the respondents argue that their motivation has not at all increased. Table-4. 15 Respondents mind about group tactile sensation in their working(a) environment aggroup Spirit Frequency Percent Good 8 16. 0 Average 13 26. 0 Lower 20 40. Very Lower 9 18. 0 tote up 50 100. 0 pic certainty Form the higher up prorogue it is stori ed that 58 percent of the respondents have set about and very lower level of team spirit, succession 16 percent of the respondents are having good team spirit, which is the indication of success of the organization. Table-4. 16 Respondents level of Satisfaction about their team spirit in the Organization take of Satisfaction Frequency Percent comfor tabularise 11 22. 0 Average 14 28. 0 disgruntled 22 44. 0 extremely dissatisfy 3 6. 0 make out 50 100. 0 pic proofFrom the to a higher place postpone it is instal that only 22 percent of the respondents are satisfied while 6 percent of the respondents are highly dissatisfied with the morale of the organization. Table-4. 17 Employees find out over Quality in the Organization direct of crook Frequency Percent exceedingly Influence 3 6. 0 Influence 13 26. 0 slenderly Influence 28 56. No Influence 6 12. 0 hail 50 100. 0 pic evidence From the in a higher place panel it is discovered that 56 percent of the re spondents opine that employees have sanely function over quality, while 26 percent of the respondents agree that the employees have fascinate over quality. However, 12 percent of the respondents report that the employees do not have any allure on the quality.Table-4. 18 Respondents Opinion about the Recognition as Individuals Opinion Frequency Percent ceaselessly 7 14. 0 Sometimes 16 32. 0 seldom 8 16. 0 Never 14 28. No intellect 5 10. 0 sum 50 100. 0 pic proof From the above put back it is inferred that 14 percent of the respondents agree that they always get recognition, while 32 percent of the respondents several(prenominal)times get recognition. It could be noted that 28 percent of the respondents agree that individuals never get any recognition from the organization. Table-4. 9 Respondents level of grandness towards put packaging the suggestions level of enormousness Frequency Percent Importance 6 12. 0 passably Importance 8 16. 0 Somewhat Importance 17 34. 0 No Importance 19 38. derive 50 100. 0 pic INFERENCE On observing the prorogue, it could be understood that 38 percent of the respondents show no importance while put transport the suggestions to management, whereas 34 percent of the respondents show more or lesswhat importance, while 12 percent of the respondents agree that it is important to put forwarding suggestions to management. Table-4. 20 Respondents direct of Satisfaction about reconciliation of Family life and Work life take aim of Satisfaction Frequency Percent Highly well-to-do 2 4. 0 at rest 16 32. 0 fair satisfy 9 18. 0 displease 18 36. 0 Highly disgruntled 5 10. sum of money 50 100. 0 pic INFERENCE From the above table it is inferred that the respondents are in both the categories. That is, 46 percent of the respondents are dissatisfied and rest 56 percent of the respondents are satisfied in match their Family Life and Work Life Table-4. 21 Respondents Opinion about Training create by mental act organized by the Company aim of Satisfaction Frequency Percent Highly cheerful 1 2. Satisfied 5 10. 0 contributely Satisfied 8 16. 0 dissatisfy 28 56. 0 Highly disgruntled 8 16. 0 quantity 50 100. 0 pic INFERENCEFrom the above table it is observed that most of the respondents opine that they were not satisfied by the rearing programme conducted by the organization. However, 12 percent of the employees are satisfied while 16 percent of the employees are pretty satisfied. On seeing the Bar diagram, it is observed that on total 72 percent of the employee are not satisfied with the training programme. Table-4. 22 affinity surrounded by time and theatrical role towards productivity Ho at that place is no family betwixt age and productivity H1 in that location is close to kin in the midst of age and productivity bodge tabulation get along with Productivity substance Poor achromatic High at a lower place 30 age 3 1 4 8 30 45 old age 13 5 14 32 supra 45 old age 4 6 10 integral 20 6 24 50 Chi-Square Tests lever df Asymp. Sig. (2-sided) Pearson Chi-Square 11. 995 4 . 037 likeliness dimension 13. 146 4 . 034 Linear-by-Linear crosstie 8. 044 1 . 34 N of valid Cases 50 coefficient of correlativity coefficient coefficiental statistics survey Asymp. Std. misapprehension Approx. T Approx. Sig. detachment by time interval Pearsons R . 103 . 121 . 720 0. 475 ordinal number by no. Spearman correlativity . 085 . 29 . 594 0. 555 N of sensible Cases 50 INFERENCE From the above compend it is embed that though in that location is a consanguinity amid age and productivity, the fix of age on productivity is meager. reading Since the table hold dear is build to be higher than the cipher repute, the deceitful possibility is rejected. rise guessing has been real which manner that on that point is well-nigh consanguinity amidst age and productivity. From correlational statistics table, it is identified that the Pearson R valley is 0. 103 which is autocratic and because thither is a positive consanguinity betwixt age and productivity. Table-4. 23 family amongst shape up and persona towards Wastage reducing Ho in that respect is no kin amongst age and wastage diminution H1 at that place is both(prenominal) family descent mingled with age and Wastage diminution comprehend tabular matter develop Wastage drop-off Total Poor achromatic High under 30 long time 4 4 8 30 45 old age 7 3 22 32 preceding(prenominal) 45 old age 2 3 5 10 Total 13 6 31 50 Chi-Square Tests order df Asymp.Sig. (2-sided) Pearson Chi-Square 16. 617 4 . 015 likelihood balance 16. 455 4 . 016 Linear-by-Linear sleeper 8. 379 1 . 053 N of valid Cases 50 correlational statistics abide by Asymp. Std. demerit Approx.T Approx. Sig. detachment by time intervalPearsons R . 022 . cxlv . 154 . 879 ordinal by ordinal Spearman correlativity. 029 . 146 . 198 . 844 N of binding Cases 50 INFERENCE From the above abridgment it is lay out that though on that point is a kin among age and wastage step-down, the fascinate of age on wastage simplification is meagre.. descriptionSince the table order is plant to be higher than the calculate cheer, the zilch scheme is rejected. replacing dead reckoning has been true which nitty-gritty that on that point is around consanguinity among age and wastage decline From correlation table it is observed that the Pearson correlation repute is 0. 022 which is positive and so, in that respect is a positive kindred mingled with age and contribution towards wastages. . Table-4. 24 human descent amidst historic period and Contribution towards greet simplification Ho in that location is no birth amid age and bell Reduction H1 thither is few birth amongst age and personify Reduction dumb plant tabulation get on Cost Reduction Total Poor indiffe rent(p) High downstairs 30 long time 5 2 1 8 30 45 geezerhood 18 10 4 32 to a higher place 45 geezerhood 4 6 10 Total 23 16 11 50 Chi-Square Tests order df Asymp. Sig. (2-sided) Pearson Chi-Square 14. 337 4 . 006 likelihood balance 17. 017 4 . 002 Linear-by-Linear link 9. 650 1 . 002 N of legitimate Cases 50 correlation think of Asymp. Std. actus reus Approx. T Approx. Sig. detachment by detachmentPearsons R . 451 . 117 3. 502 . 001 ordinal by ordinal number Spearman correlation. 344 . 139 2. 539 . 014 N of validated Cases 50 INFERENCEFrom the above epitome it is strand that though thither is a kind amongst age and cost step-down, the specify of age on cost decrement is plentiful. version Since the table value is ensnare to be higher than the reckon value, the fruitless supposition is rejected, the pitch dead reckoning has been authorized which mean that thither is slightly family birth amongst age and cost reduction . Pearson R value (0. 451) in correlation coefficient table proves that thither is positive human affinity amongst age and contribution towards cost reduction. Table-4. 25 human blood amidst Age and team up edificeHo thither is no race in the midst of age and team up building H1 on that point is slightly family betwixt age and aggroup edifice swing out tabulation Age Team Building Total Dissatisfied Moderate Satisfied below 30 geezerhood 1 3 4 8 30 45 years 6 13 13 32 supra 45 years 3 2 5 10 Total 10 18 22 50 Chi-Square Tests prise Df Asymp. Sig. (2-sided) Pearson Chi-Square 1. 886 4 . 757 likelihood ratio 1. 981 4 . 739 Linear-by-Linear stand . 206 1 . 650 N of binding Cases 50 INFERENCE From the above analytic thinking it is represent that in that location is no alliance betwixt age and team building activity in the work place. comment Since the table value is rear to be lesser than the deliberate value, the trivial dead reckoning is genuine on that point is no family surrounded by age and their opinion about the team building activities adopted in their work place. Table-4. 26 kindred surrounded by Age and obedience Ho on that point is no descent mingled with age and the true Level of employees H1 in that location is affinity amongst age and Loyalty Level of Employees fluff tabulation Age Loyalty Level Total Poor Average Good on a lower floor 30 years 1 1 6 8 30 45 years 3 6 23 32 supra 45 years 1 2 7 10 Total 5 9 36 50 Chi-Square Tests look on df Asymp. Sig. (2-sided) Pearson Chi-Square 16. 245 4 . 033 likelihood balance 15. 257 4 . 032 Linear-by-Linear railroad tie 8. 007 1 . 032 N of valid Cases 50 correlation measure out Asymp. Std. wrongful conduct Approx. T Approx. Sig. legal separation by intervalPearsons R . 053 . clxv . 366 . 716 ordinal by no. Spearman correlation. 125 . 154 . 872 . 388 N of legitimate Cases 50 INFERENCE From the above abridgment it is ensnare that though on that point is a birth etween age and faithfulness level, the twine of age on loyalty level is meagre. definition Since the table value is name to be higher than the metric value, the aught venture is rejected. leap system has been accept which mean that in that respect exists whatever family affinity amid age and employees loyalty level in the organization. correlativity table shows that the Pearson R value is 0. 053 which is positive and then in that respect is a positive family surrounded by age and loyalty. Table-4. 27 human relationship amongst Age and moraleHo in that respect is no relationship amid age and morale H1 at that place is just about relationship betwixt age and esprit de corps go bad tabulation Age Morale Total Dissatisfied Average Satisfied Below 30 years 4 4 8 30 45 years 8 2 22 32 above 45 years 4 2 4 10 Total 12 8 30 50 Chi-Square Tests entertain dfAsymp. Sig. (2-sided) Pearson Chi-Squa re 7. 896 4 . 042 likeliness proportionality 9. 386 4 . 025 Linear-by-Linear association 6. 559 1 . 045 N of validated Cases 50 correlation coefficient lever Asymp. Std. delusion Approx.T Approx. Sig. legal separation by time interval Pearsons R . 107 . 126 . 744 0. 461 Ordinal by Ordinal Spearman correlation . 080 . 133 . 555 0. 582 N of binding Cases 50 INFERENCE From the above analysis it is form that though there is a relationship surrounded by age and morale, the puzzle out of age on morale is meagre.INTERPRETATION Since the table value is put to be higher than the cipher value, the zip fastener assumption is rejected. Alternate possibleness has been accredited which performer that there is some relationship among age and morale. From correlation table, it is identified that the Pearson R vale is 0. 103 which is positive and hence there is a positive relationship betwixt age and morale. Table-4. 28 family relationship amongst Age and luc re Ho in that respect is no relationship among age and payment H1 There is some relationship amid age and Salary overcome tabular matter Age Salary Total Dissatisfied Moderate Satisfied Below 30 years 5 3 8 30 45 years 13 8 11 32 supra 45 years 6 1 3 10 Total 24 12 14 50 Chi-Square Tests note value Df Asymp. Sig. (2-sided) Pearson Chi-Square 5. 169 4 . 270 likeliness Ratio 7. 487 4 . 112 Linear-by-Linear Association . 437 1 . 508 N of logical Cases 50 INFERENCE From the above analysis it is found that there is no relationship amidst age and their level of satisfaction of their salary. INTERPRETATION Since the table value is found to be lesser than the calculated value, the visionary hypothesis is authoritative there is no relationship betwixt age and their level of satisfaction of their salary. Table-4. 29 alliance between Age and Working Hours Ho There is no relationship between age and Working hoursH1 There is some relationship between age and Working hours Cross tabulation Age Working Hours Total Disagree unbiassed Agree Below 30 years 5 3 8 30 45 years 13 6 13 32 supra 45 years 5 5 10 Total 23 14 13 50 Chi-Square Tests quantify Df Asymp. Sig. (2-sided) Pearson Chi-Square 10. 986 4 . 027 likelihood Ratio 15. 011 4 . 005 Linear-by-Linear Association . 13 1 . 910 N of sound Cases 50 coefficient of correlation tax Asymp. Std. Error Approx. T Approx. Sig. Interval by IntervalPearsons R -. one hundred sixty-five . 119 -1. 158 . 252 Ordinal by Ordinal Spearman Correlation-. 158 . 134 -1. 112 . 272 N of Valid Cases 50 INFERENCEFrom the above analysis it is found that though there is a relationship between age and working hours, the function of age on working hours is meagre. INTERPRETATION Since the table value is found to be higher than the calculated value, the abortive hypothesis is rejected. then, set up hypothesis has been received which means that there exists some prejudicial relationship between age and working hours set by the organization. Pearson correlation value of -0. one hundred sixty-five denotes that there exists detrimental relationship between age and working hours set by the management. Table-4. 31 Relationship between Age and liaison Ho There is no relationship between age and affair H1 There is some relationship between age and linkCross Tabulation Age Involvement Total Decreased No interpolate Increased Below 30 years 4 2 2 8 30 45 years 11 13 8 32 higher up 45 years 3 5 2 10 Total 18 20 12 50 Chi-Square Tests hold dear dfAsymp. Sig. (2-sided) Pearson Chi-Square 1. 345 4 . 854 likeliness Ratio 1. 360 4 . 851 Linear-by-Linear Association . receipts 1 . 05 N of Valid Cases 50 INFERENCE From the above analysis it is found that there is no relationship between age and involvement in paradox solving. INTERPRETATION Since the table value is found to be lesser than the calculated value, the nada hypothesis is received there is no relationship between age and involvement in fuss solving. Table-4. 32 Relationship between beget and Contribution towards Productivity Ho There is no relationship between exist and productivity H1 There is some relationship between sleep with and productivityCross tabulation sustain Productivity Total Poor Neutral High little than 10 years 9 4 12 25 10 to 20 years 9 2 7 18 above 20 years 2 5 7 Total 20 6 24 50 Chi-Square Tests Value Df Asymp. Sig. (2-sided) Pearson Chi-Square 13. 076 4 . 045 Likelihood Ratio 12. 796 4 . 034 Linear-by-Linear Association 8. 091 1 . 063 N of Valid Cases 50 Correlation Value Asymp. Std. Error Approx. T Approx. Sig. Interval by IntervalPearsons R -. 033 . 126 -. 231 . 818 Ordinal by Ordinal Spearman Correlation-. 038 . 129 -. 265 . 792 N of Valid Cases 50 INFERENCE From the above analysis it is found that though there is a relationship between feature and contribution towards productivity. INTERPRETATIONSince the tabl e value is found to be higher than the calculated value, the null hypothesis is rejected. Hence, alternate hypothesis has been accepted which means that there is detrimental relationship between encounter and their contribution towards productivity. On observing the correlation table, the Pearson R value of -0. 033 denotes a contradict relationship between feel and productivity. Table-4. 33 Relationship between bewilder and Contribution towards Wastage Reduction Ho There is no relationship between stupefy and wastage reduction H1 There is some relationship between convey and wastage reductionCross Tabulation devour Wastage Reduction Total Poor Neutral High slight than 10 years 8 2 15 25 10 to 20 years 4 2 12 18 Above 20 years 1 2 4 7 Total 13 6 31 50 Chi-Square Tests Value Df Asymp. Sig. (2-sided) Pearson Chi-Square 12. 867 4 . 038 Likelihood Ratio 12. 514 4 . 042 Linear-by-Linear Association 7. 315 1 . 055 N of Valid Cases 50 Correlation Value Asymp. Std. Error Approx. T Approx. Sig. Interval by IntervalPearsons R -. 019 . 153 -. 133 . 894 Ordinal by Ordinal Spearman Correlation-. 019 . 155 -. one hundred thirty-five . 893 N of Valid Cases 50 INFERENCE From the above analysis it is found that though there is a relationship between visualise and wastage reduction. Hence the influence of project on wastage reduction is meagre. INTERPRETATIONSince the table value is found to be higher than the calculated value, the null hypothesis is rejected. Hence, alternate hypothesis has been accepted which means that there exists some nix relationship between sire and wastage reduction. Pearson correlation value of -0. 165 denotes that there exists negative relationship between baffle and wastage reduction Table-4. 34 Relationship between realise and Contribution towards Cost Reduction Ho There is no relationship between learn and Cost reduction H1 There is some relationship between have got and cost reduction Cross Tabulation enc ounter Cost Reduction Total Poor Neutral High Less than 10 years 12 9 4 25 10 to 20 years 11 6 1 18 Above 20 years 1 6 7 Total 23 16 11 50 Chi-Square Tests Value dfAsymp. Sig. (2-sided) Pearson Chi-Square 20. 495 4 . 000 Likelihood Ratio 19. 287 4 . 001 Linear-by-Linear Association 5. 781 1 . 016 N of Valid Cases 50 Correlation Value Asymp. Std. Error Approx. T Approx. Sig. Interval by IntervalPearsons R . 418 . 133 3. 186 . 003 Ordinal by Ordinal Spearman Correlation. 301 . 151 2. 185 . 034 N of Valid Cases 50 INFERENCE From the above analysis it is found that though there is a relationship between experience and contribution on cost reduction.Hence the influence of experience on cost reduction is plentiful. INTERPRETATION Since the table value is found to be higher than the calculated value, the null hypothesis is rejected. Alternate hypothesis has been accepted which means that there is positive relationship between experience and their contribution towa rds cost reduction. The Pearson R value of 0. 418 denotes that there is a positive relationship between experience and contribution towards cost reduction. Table-4. 34 Relationship between set about and Team Building Ho There is no relationship between dwell and Team Building H1 There is some relationship between experience and Team BuildingCross Tabulation father Team Building Total Dissatisfied Moderate Satisfied Less than 10 years 2 10 13 25 10 to 20 years 6 7 5 18 Above 20 years 2 1 4 7 Total 10 18 22 50 Chi-Square Tests Value dfAsymp. Sig. (2-sided) Pearson Chi-Square 6. 442 4 . 168 Likelihood Ratio 7. 066 4 . 132 Linear-by-Linear Association 1. 444 1 . 229 N of Valid Cases 50 INFERENCEFrom the above analysis it is found that is, there is no relationship between employees experience and their opinion about team building activities involved in their work place. INTERPRETATION Since the table value is found to be lesser than the calculated value, the null hypot hesis is accepted there is no relationship between experience and team building activities. Table-4. 35 Relationship between Experience and Loyalty Ho There is no relationship between Experience and Loyalty Level H1 There is some relationship between experience and Loyalty Level Cross Tabulation Experience Loyalty Level Total Poor Average Good Less than 10 years 2 5 18 25 10 to 20 years 2 3 13 18 Above 20 years 1 1 5 7 Total 5 9 36 50 Chi-Square Tests Value dfAsymp. Sig. (2-sided) Pearson Chi-Square 12. 378 4 . 040 Likelihood Ratio 12. 372 4 . 051 Linear-by-Linear Association 9. 062 1 . 032 N of Valid Cases 50 Correlation Value Asymp. Std. Error Approx. T Approx. Sig. Interval by IntervalPearsons R -. 418 . 133 -3. 186 . 003 Ordinal by Ordinal Spearman Correlation-. 301 . 151 -2. 185 . 034 N of Valid Cases 50 INFERENCE From the above analysis it is found that though there is a relationship between experience and their loyalty level in the organization.Hence the influence of experience on loyalty level is meagre. INTERPRETATION Since the table value is found to be higher than the calculated value, the null hypothesis is rejected. Alternate hypothesis has been accepted which means that there is negative relationship between experience and their loyalty level in the organization. Correlation table shows the Pearson R value as -0. 418 which is negative and hence there is negative relationship between experience and loyalty. Table-4. 36 Relationship between Experience and Morale Ho There is no relationship between Experience and Morale H1 There is some relationship between experience and MoraleCross Tabulation Experience Morale Total Dissatisfied Average Satisfied Less than 10 years 5 5 15 25 10 to 20 years 6 2 10 18 Above 20 years 1 1 5 7 Total 12 8 30 50 Chi-Square Tests Value dfAsymp. Sig. (2-sided) Pearson Chi-Square 11. 634 4 . 038 Likelihood Ratio 13. 829 4 . 030 Linear-by-Linear Association 8. 939 1 . 33 N of Valid Case s 50 Correlation Value Asymp. Std. Error Approx. T Approx. Sig. Interval by IntervalPearsons R . 138 . 142 . 368 . 338 Ordinal by Ordinal Spearman Correlation. 144 . 142 1. 008 . 319 N of Valid Cases 50 INFERENCE From the above analysis it is found that though there is a relationship between experience and morale.Hence the influence of experience on morale is plentiful. INTERPRETATION Since the table value is found to be higher than the calculated value, the null hypothesis is rejected. Alternate hypothesis has been accepted which means that there is a relationship between experience and their level of satisfaction towards morale. The Pearson R value of 0. 138 denotes that the relationship between experience and morale is positive. That is, employees who have more experience are satisfied toward morale. Table-4. 37 Relationship between Experience and Salary Ho There is no relationship between Experience and salary H1 There is some relationship between experien