“A STUDY ON EFFECTIVENESS OF EMPLOYEE ENGAGMENT AT

BIG BAZAAR LTD”

Synopsis submitted in partial fulfillment of the requirements for the award of the degree

MASTER OF BUSINESS ADMINISTRATION

OF
BANGALORE UNIVERSITY

Submitted By
Mr. KISHOR.M
19UHCMD047
Under The Guidance of
Ms. Mahalakshmi.H.P
Asst Professor
Department of Management

EAST WEST COLLEGE OF MANAGEMENT

Campus: #63, off Magadi Road, Vishwaneedam Post, Bharath Nagar, Bangalore-560091
Bangalore University
2020-2021
 INTRODUCTION
The main aim of this project is to understand the effectiveness of employee engagement at Big
Bazaar in relation to job engagement, job commitment, organisation engagement, job
satisfaction, communication, retention strategy, talent recognition, reward management,
promotion factor, emotional factor, learning and development, performance
management.Employee engagement had gained importance from the last few years when
company started feeling that employees are the major asset which company have. As world has
become a global village people now days to switch for their occupation from time to time in the
hunt of better learning experience as well as to receive good financial benefits. Higher rate of
employee turnover have become one of the major challenge for HR manager to face. Employee
engagement have many benefits both for the company and employee but one major benefit
which makes employee engagement important for company is reducing employee turnover and
making employees as organizations brand to represent outside. Good level of commitment and
happy employees work very productively and that is why this study stressed more on impact of
employee engagement activities on employee productivity.

 LITERATURE REVIEW

1) Chandra Sekhar patro (2020) the authors main objective is to the analyse the impact of
engagement on organization’s productivity, the commitment and involvement level. the employee
has towards organizational goals, beliefs & values is considered. The employee engagement is
dependent on 4 major condition in the workplace. i.e, company’s culture, performance,
continuous reinforcement of people focused policies, meaningful metrics. The elements
influencing employee engagement is found through study. The literature review in the
examination was gathered through descriptive study. Through the study the authors suggest that
the organisation should provide freedom to make work exciting, lessen monotonous work, focus
on retention as an outcome of employee motivation, career growth & remuneration.
2) Mr. Abhijit Khurape, Mr. Amit Mardhekar and Dr. Satish Punse (2019) the main
objective of the author is to assess the engagement elements in IT industry, Pune. In this study
descriptive research design was used. It was found that the engagement aligned with company
strategy will empower the staff as there is a relationship between elements, drivers and
engagement. The authors suggested that the more care and caution should be taken for engaged
staff tend to lose interest and tend to get interest towards opportunities available in the market.

3) Abdul Kadir Othman, Muhammad Iskandar Hamzah (2019) the main objective of the
study is to find the impact of styles of leadership on engagement while taking into consideration
the moderate effect styles of leadership communication. In the study Utrecht work engagement
scale & management communication scale was used to measure engagement & communication
style. The tools used were multiple regression analysis. it was found that employee centric
leadership style is the forecaster of engagement & organizational support and leader member
exchange has positive relationship with engagement, the authors suggested that the employee
involvement in managerial meetings and creating suggestion box, with all staff creating round
table dialogues. The leader who wants to increase the production should join the style of
communication so that engagement level can be increased.

4) DR. S. Gokula Krishnan, Dr Reeves Wesley J (2018) the authors main objective was to
know the relationship of engagement level and variables of demography with drivers for
engagement in fertilizer industry. The questionnaire was designed based on 5-point Likert
scale1992). The reliability of the questionnaire was tested using the Cronbach's alpha test and
KMO & Barlett's test were performed on questionnaire. Elements analysis was employed on 26
different variables. It was found out that the organisation has to take measures to build good
relationship of staff with the supervisor and team members. It was suggested in the study that the
organisation needs to have 10 best practices for employee engagement amongst which the main
practices needs to be motivational and recognition.

5) Tabitha Durai, Rachel king (2018) the objective of the study was to identify the
drivers/elements to engage staff of private sector, there was a well-structured questionnaire used.
The tools used to analyse the study are Cronbach’s alpha, KMO and Barlett’s test. 4 employee
engagement drivers from the component matrix were chosen and it was found out that the
company needs to give staff a sense of work purpose, practice communication, set a leadership
role models and also have good employee engagement.

6) Ng Kim-Soon (2017) The main objective is to find out the employee engagement and job
satisfaction components and also to find their relationship with each other and how to improve
satisfaction level. The study was conducted in chemical elements of Malaysia. The survey
method was used. The questionnaire was divided into 3 dimensions. i.e, part a - background, Part
B - respondent perception and part C - job satisfaction questions. The analysis was done using
elements, reliability, correlation and regression. Through the study it was found that leadership
has a key role in engagement of staff and intrinsic and extrinsic job satisfaction, and also helps in
formal goal setting. He analysed that the employee’s satisfaction comes from proper leadership
process along with this there are 4 environmental elements also influence engagement. He also
found that the managers need to have strategies to resolve the issue related to engagement of
staff.

7) S Niranjan & Prof. Mary (2017) The authors main objective is to study the impact of
employee engagement with loyalty of staff, in which the attrition is outstanding in south Indian
hotel groups. The loyalty and engagement approaches are taken as determinant. The utilization
of convenience sampling was made. The study was analysed using correlation, regression;
ANOVA and turnkey table were used. In the study various items of Hewitt’s, Q12 Gallup’s and
Pati’s engagement scale was used. It was found out through the study that the hotel industry
doesn’t use annual appraisal scale for all staff and there can also be increase in loyalty while
taking proactive measures for issues related employee loyalty and how attrition level can be
reduced by concentrating on employee engagement activities.

8) Lianto, Rizky Fausan and Anis Eliyana (2016) the authors main objective is analysing the
model which is linked to 3 predictors of engagement. i.e, spiritually, self-efficacy & organisation
person fit. The multistage sampling was used to conduct the research. The data was collected
through quantitative means and data analyses was done using WARPPLS5.0. it was measured
using the Ashmos, Duchon & 5 items scale with 5- point Likert scale, the analysis tool used for
hypothesis is partial least square. Through the study it was seen that the self-efficacy and the
organisation person fit were related to ideology that relate to engagement of staff. It was
suggested by the authors that the organisation should create a environment for work spirituality.
The study also emphasis that the organisation should build coherence between organisation value
andemployee value through training and socialization of staff.
9) Arti Chandani, Mita Mehta, Akanksha Mall and Vashwee Khokhar (2016) the authors
main purpose to understand engagement of staff and its importance with effects of retention &
performance of staff as well as identify the elements that are essential for its implementation in
effective manner. The researcher has used review method, the review of existing research paper
was conducted to find the different elements of employee engagement. For findings, the authors
have used the micro and macro level elements found in review method. i.e., micro and macro
level. Through findings it was seen that employee working in political environment display
negativity. The authors suggested that diff. Employee engagement approaches like good
induction programs, training and certification program etc should be used by organisations to
increase engagement in new joinees and employee engagement approaches for old staff like
reward plans, communication activities, group building etc. the authors also emphasized on using
psychological inventions for disengaged staff as well as implementing elements of engagement
to increase productivity and reduce turnover.

10) Maha Ahmed Zaki Dajani (2015) the author’s main objective is to identify key drivers of
engagement. It also means to study the performance & company’s commitment on basis of
theory on social exchange. The 8 part questionnaire was used to study the variables of
engagement. The variables used were leadership, training & development, compensation &
benefits, organizational justice, policies and procedure. The author used pearson correlation
coefficient & regression tools. It was found that job performance is linked with engagement
rather than company commitment. The author suggests using HR policies & working practices to
improve engagement as well as to have proper blend of work and fun at workplace, and like
culture to the business values.

11) Arshad Ahmad and Abdullah M Aldakhil (2015) the main objective to find the
relationship of engagement & employee perception on communication. The data was collected
using questionnaire; the data analysis was done through descriptive.i.e, mean, standard deviations.
It was found that communication with shared purpose, leadership attention have a strong
relationship with engagement. The author in the study have highlighted the importance of 2 way
communications in organization and its impacts on staff’ attitudes, behavior and level of
satisfaction in their jobs which ultimately influence their engagement & also top management
should recognize the importance of their attention towards sub-ordinates (staff) in establishing
the context and conditions of high level of trust that influencing staff’ motivation towards their
engagement.

 STATEMENT OF THE PROBLEM

Organisation tends to face issues as how to keep the staff engaged to carry out the tasks
efficiently and effectiveness which is assigned to them as the disengaged staff are unproductive
and have negative attitude. It is important to understand how employee engagement can affect
the organization and what management interventions and alternative strategies to be taken to
make the employee engagement effective.

 SCOPE FOR THE STUDY

 To analyse the view of management in terms of employee engagement.

 To determine the effectiveness of employee engagement in the organization.

 To analyse the role of employee engagement in filling the gap between the management
and staff.

 To analyse the view of staff in terms of job satisfaction.

 To focus on the problems and prospects of engaging the talented staff.

 To understand the problems in effectiveness of employee engagement.

 To understand how employee engagement improves overall effectiveness of the

organization.

 OBJECTIVES OF THE STUDY

 To know the elements those affect and influence the effectiveness of employee
engagement.
 To know the key drivers for employee engagement.
 To suggest measures to improve the employee engagement.
 To evaluate the effectiveness of employee engagement activities.
 To analyse the relationship between employee engagement and job engagement,
communication, job satisfaction, performance management, learning and development, retention
strategy.

 LIMITATIONS OF THE STUDY

 Absenteeism and time constraints are the limitations.

 There is lack of accuracy or truthfulness in the answers given by respondents.

 The attitude or perception bias acts as hurdles of the study.

 Accurate responses from all the respondents could not be collected.

 RESEARCH METHODOLOGY
Research work mainly includes data collection, data processing and data analysis. This study
simulates the same process.

 RESEARCH DESIGN
Research design is a plan comprising the researcher decision about the procedure of sampling
collection and analysis of data for a given study. Research design is nothing but systematic
methodology in collecting accurate information for interpretation with economy in procedure.
Descriptive type of research is used for the collection and analysis of data. The study
describes organizational culture and its impact on employee job satisfaction at BIG
BAZAAR ,Rajajinagar , Bangalore.
Sampling size and methodology adopted:
 Sampling population: Employees and Management.
 Sampling Frame: BIG BAZAAR , Rajajinagar , Bangalore.
 Sample Size: 100 employees of the organization.
 Tool of analysis : Percentage method and using Pie chart and graphs
 Research Instrument:
Questionnaire
  Data analysis:
MS-Excel
Statistical analysis: Graphs, charts, tables.

 TOOLS OF DATA COLLECTION

Data will be collected by using

 Well-structured questionnaire
Well-structured questionnaire is a record that comprises of a situated of institutionalized
enquiries for an altered scheme, which specifies that correct wording whatever's extra
request of the questions, to gathering data from respondents.
 Interaction with employees.
Questionnaire: A questionnaire is a method ready and disseminated to the respondent’s
secure reactions to certain queries. It is a systematic collecting of questions that are
submitted to an example drawn the populace from which data is anticipated. It is an
significant tool in normative study investigation, being used to fold data from broadly
dispersed sources. The questionnaire technique usually originates into use where one
cannot willingly see personally all of the persons from whom he needs answers or where
here is no specific aim to see them personally.

 SOURCES OF DATA COLLECTION

 Primary data: Primary sources are collected by questionnaire and through personal
interaction with employees in organization.
 Secondary data: Secondary data gathered from various sources like internet, company
website, articles, magazines, journals, books etc.

 PLAN OF ANALYSIS
The research is conducted through questionnaire, with sample of 100 respondents. Here we
are using descriptive research and tools like questionnaire, graphs, charts, tables using
statistical tools.
 CHAPTER SCHEME

Chapter 1: Introduction
This chapter briefly describes about the Introduction and theoretical background of the topic,
Industry scenario, macro and micro scenario.

Chapter 2: Company profile

This chapter defines the complete details about profile of the company, Back ground, nature of
the business, Area of operations, Vision and mission statements, Product profile, Competitors
profile, Market share, Awards received, CSR activities, SWOC assessment

Chapter 3: Research design

This chapter defines the design of the study which includes the statement of problem, objectives,
data source methodologies, scope and limitation of the study ,review of literature, plan of
analysis and operational definitions of the concepts

Chapter 4: Data analysis and Interpretation

This chapter is about systematic analysis of primary or secondary data collected with proper
headings, data tables and graphs,

Chapter 5: Findings, Suggestions, and Conclusion

In these chapter findings, suggestion and conclusion on the basis of data analysis and
interpretation.
 BIBLIOGRAPHY
 https://www.grandviewresearch.com/industry-analysis/ceramic-tiles-market

 https://en.wikipedia.org/wiki/Employee_engagement

 https://engageforsuccess.org/employee-engagement-in-theory-practice

 https://www.awaragroup.com/blog/the-theory-of-employee-engagement/

 https://www.efrontlearning.com/blog/2016/10/6-effective-employee-engagement-
strategies.html

 https://inside.6q.io/10-factors-contributing-employee-engagement/

 https://www.frontlineleadershipprogram.com/Blog/ArticleID/18/FrontLine-Leadership-The-
Three-Types-of-Employee-Engagement
 https://www.researchgate.net/publication/295812195_A_STUDY_ON_IMPACT_OF_EMPL
OYEE_COMMUNICATION_ON_EMPLOYEE_ENGAGEMENT_LEVEL
 https://www.theinternationaljournal.org/ojs/index.php?journal=tij&page=article&o
p=view&path%5B%5D=2049
 http://pubs.sciepub.com/jbms/3/5/1/index.html

 https://www.hni.com/blog/bid/45572/the-10-c-s-of-employee-engagement