1. A
PROJECT REPORT
ON
EMPLOYEE ENGAGEMENT PRACTICES IN HINDUSTAN TIMES
SUBMITTED IN THE PARTIAL FULFILLMENT OF THE REQUIREMENTS
FOR THE DEGREE OF
MASTERS OF BUSINESS ADMINISTRATION
(2011-13)
SUBMITTED TO:
DEPARTMENT OF MANAGEMENT STUDIES
SUBMITTED BY:
SHANKY SHARMA
ROLL NO. - 1109170043
JSS ACADEMY OF TECHNICAL EDUCATION
NOIDA (U.P.) – 201301
MAHAMAYA TECHNICAL UNIVERSITY, NOIDA
(2011-2013)
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2. JSS MAHAVIDYAPEETHA
JSS ACADEMY OF TECHNICAL EDUCATION, NOIDA
DEPARTMENT OF MANAGEMENT STUDIES
CERTIFICATE
This is to certify that “SHANKY SHARMA” has successfully completed the Research Project
Report titled “Employee Engagement Activities in Hindustan Times” as the partial
fulfillment of the requirement for the award of degree of Masters of Business Administration
(M.B.A.) by Mahamaya Technical University during batch (2011-2013).
Dr. M.K.Sharma
Head, Department of Management Studies,
JSSATE, Noida
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3. PLAGIARISM DECLARATION CERTIFICATE
To the best of my knowledge and belief, this Research Project Report is my own work, all
sources have been properly acknowledged, and the report contains no plagiarism.
I have not previously submitted this work or any version in full or part of it, for assessment in
any other University or institution for any degree or diploma program.
I acknowledge that this Research Project Report may be transferred and stored in a database for
the purposes of data-matching to help detect plagiarism.
SHANKY SHARMA
Date:-
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4. ACKNOWLEDGEMENT
“With the name of Almighty God, The omnipresent and omnipotent”
Previously I thought that acknowledgement is just a formality that a person does, but during my
project I came to know that it is great pleasure to acknowledge and thank all of those who have
contributed their time to make this project a success.
In this regard I owe my deep sense of acknowledgement to all those who share their remarkable
time on this report to make it rich. Their guidance needful and timely help is memorable;
otherwise completion of this project would not be possible
I would like to thank the employees working in HR cell for their help and co-operation during
the project research.
I would also like to thank my mentor Prof. Anju Tripathi, Department of Management
Studies, JSSATE, Noida for her help and guidance in the best possible way during the project
period. I pay my heartiest thanks to them for their immense and untiring efforts.
SHANKY SHARMA
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5. TABLE OF CONTENTS
S.NO.
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
Topic
Executive Summary
Introduction
Company Profile
Literature Review
Objectives of the Study
Research Methodology
Graphical Data Interpretation
Recommendations & Suggestions
Conclusion
References & Bibliography
Annexure - Questionnaire
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Page No.

6. EXECUTIVE SUMMARY
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. This report
focuses on how employees can be kept engaged at the workplace and what should the company
do to keep the employees engaged. The report also includes a survey (questionnaire) that
identifies strong feelings of employee engagement and the steps which shows how to drive an
engaged employee.
The project is all about creating cohesiveness/bonding within teams and help towards team
building efforts in the organization. It focuses on employee engagement by keeping employees
engaged in different fun activities like quiz and creative work. Through such activities
employees can achieve recognition in the organization. It also included work for in house
magazine (‘Between us’), Coffee Sessions with leaders and other small projects includes giving
e-cards to employees on their birthday in a month. It also focuses on analyzing how these
initiatives help and make employees feel as an important part of the organization. These are a
few of the initiatives taken by Human Resource department of Hindustan Times to accomplish
their long term goal of employee engagement and I was a part of the same during my two
months at HT.
The main objective of the report is to bring the employees of the organization together and
bridges the gap between different departments by creating an alignment through fun
activities(creative activities and quiz competition).The objective focuses on implementing
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7. various activities at Delhi NCR that would help in motivating employees and lead to increase in
their morale.
The research is followed by a designed questionnaire comprising of multiple choice and close
ended question divided into 4 main section and open suggestions in each was filled by 50
employees in the organization, covering all the offices located in National Capital Region using
convenient sampling method. In this study pictorial representation in the form of bar graph and
pie charts and comparative means have been used to analyze and interpret the data collected.
The feedback of the activities from employees (creative and quiz competition ) has also been
analyzed using the same software.
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8. CHAPTER 1
INTRODUCTION
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9. CHAPTER 1 : INTRODUCTION
Employee engagement, also called work engagement or worker engagement, is a business
management concept. "Employee Engagement is a measureable degree of an employee's
positive or negative emotional attachment to their job, colleagues and organization which
profoundly influences their willingness to learn & perform at work.
Employee engagement is itself an essential tool in the management toolbox. Engaged
employees are highly motivated employees who are committed to the success of the
organization. Without employee engagement, the organization will fail to reach its greatest
potential.
Employee engagement is the most important factor that influence the growth of organization to
a great extent as this term is directly related with managing the essential assets of organization
i.e. employees. Employee engagement is not only confined with keeping employees engaged in
their work but also to make them feel as the important part of the organization by involving
them in different types of activities rather than work. Such activities help employees to find
themselves comfortable with the working environment.
Employee engagement is a key business driver for organizational success. High levels of
engagement in domestic and global firms promote retention of talent, foster customer loyalty
and improve organizational performance and stakeholder value. A complex concept,
engagement is influenced by many factors—from workplace culture, organizational
communication and managerial styles to trust and respect, leadership and company reputation.
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10. For today's different generations, access to training and career opportunities, work/life balance
and empowerment to make decisions are important. Thus, to foster a culture of engagement, HR
leads the way to design, measure and evaluate proactive workplace policies and practices that
help attract and retain talent with skills and competencies necessary for growth and
sustainability.
Employee engagement is the thus 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.
The organization must work to develop and nurture engagement, which requires a two-way
relationship between employer and employee.’ Thus Employee engagement is a barometer that
determines the association of a person with the organization.
How much employee engagement activities important in an organisation?
It is very important for an organization to keep their employees engaged and therefore
only engaged employees feel a strong emotional bond to the organization that employs them. An
organization’s productivity is measured not in terms of employee satisfaction but by employee
engagement. Employees are said to be engaged when they show a positive attitude toward the
organization and express a commitment to remain with the organization.
Each organization focuses on how to keep their employees engaged not only with work but also
by conducting various activities from time to time. Even in a tight economy, good companies
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11. want to retain good employees. Increasing employee engagement is an important method that
companies use to ensure loyalty and tenure. There are a number of things that organizations
have found to be effective in terms of employee engagement.
Employees who feel they are doing something interesting and meaningful also feel personally
inspired and accomplished, which naturally leads to pride in their work and the organization.
Every company has its own unique culture, and different style of engaging their employee, some
of them conducts fun activities, quiz competitions, etc. Conducting different activities not only
helps to assure the interest of the employees but also reduces their boredom in work. These
activities should be conducted to keep employees fresh and sustain ongoing commitment to
work with fun on the job.
Organizations that encourage employees to participate in different organized activities on work
time see an increase in productivity and job satisfaction. Many companies give employees a
certain number of hours they can use for themselves by taking part in various activities,
Allowing employees to give back does as much for the employee's self-esteem as it does for the
organization
Volunteering improves employee performance, promotes teamwork, increases job satisfaction
as well as attitude and morale, and it open up communication between all levels of employees
within the organization.
The benefits to a pleasant and happy workplace are that happy employees are more loyal and
productive employees. The absenteeism and tardiness rate may decrease as people look forward
to going to work. The turnover rate may decrease, as employees feel content and loyal to an
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12. organization. And the cost associated with illness may decrease as people experience the
positive physiological and psychological effects of laughter.
Company activities can teach employees how working together as a team can be fun and
productive.
Six Reasons how fun can improve work quality and mental health:
1. Fun breaks up boredom and fatigue
2. Fun fulfills human social needs
3. Fun increases creativity and willingness to help
4. Fun fulfills the need for mastery and control
5. Fun improves communication
6. Fun at work can even lead to alleviation of the inevitable boredom that arises out of dull,
routine, and non-challenging tasks.
In this way organizing different activities does not only mean reducing boredom or stress of
employees but also engaging them at the work place indirectly as they find it more interesting
rather than work.
Hence measuring employee engagement is a smart business strategy to improve productivity
and attain business objectives. It allows the organization to track progress, or slippage, and
determine what gaps exist in terms of organizational engagement, attendance and retention,
motivation and aspirations. Across the globe in a competitive and rapidly changing
environment, thus retaining and valuing employees is a very crucial and important factor that
organizations need to take care of in the times to come.
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13. Therefore a successful employee engagement strategy helps create a community at the
workplace and not just a workforce. When employees are effectively and positively engaged
with their organization, they form an emotional connection with the company. This affects their
attitude towards both their colleagues and the company’s clients and improves customer
satisfaction and service levels.
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14. CHAPTER 2
COMPANY PROFILE
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15. CHAPTER 2: COMPANY PROFILE
Indian print media is one of the largest print media in the world. Printing technology came to
India in 1556. The invention of printing has revolutionized mass communication. Books are
printed in large numbers and circulated in many countries. No other invention has had such an
influence in the history of mankind. Print media is one of the oldest and basic forms of mass
communication. It includes newspapers, weeklies, magazines, monthlies and other forms of
printed journals.
Printing Industry encompasses numerous fields of every economy. Printing Industry generates a
wide range of products which require in every step of our everyday life. Starting from
Newspapers, Magazines, Books, and Post Cards to Memo Pads and Business Order Forms each
are the products of Printing Industry.
A basic understanding of the print media is essential in the study of mass communication. The
contribution of print media in providing information and transfer of knowledge is remarkable.
Even after the advent of electronic media, the print media has not lost its charm or relevance.
Print media has the advantage of making a longer impact on the minds of the reader, with more
in-depth reporting and analysis.
Print media generally refers to newspapers. Newspapers collect, edit and print news reports and
articles. Printing industry is an important element to our human history and the foundation to the
civilization. The importance of printing industries cannot be avoided for a number of reasons.
15

16. This business became popular during the time of invention of paper. Development of printing
industry has made it possible for us to use our ability to read books or magazines and spread
knowledge among people. Therefore, the level of education has increased.
Printing industry has increased its importance for other industries i.e. in writing, printing,
publishing of books, magazines, newspapers etc. Some printing industries such as print media
are very helpful for other businesses. Print media advertising is the most effective and cheap
marketing tactic which is beneficial for promoting products and services effectively.
Newspapers, magazines, books those are based on different topics prove their popularity
because these products are extremely helpful to store their valuable content for a long time.
With the development of information technology and introducing latest gadgets, printing has
lost its value because now maximum people are using these electronic gadgets for reading and
depend on Internet for all type of news or information. These high-tech alternatives have
replaced conventional information sources. But, still there are some people enjoying printing
products instead of using latest devices. We are so much dependent to the printing industry for
the printing products to educate ourselves. It is not possible for everyone to use latest
technology, so these industries are the hope of all people.
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17. Newspaper Industry In India
India is one of the few countries in the world to have many business newspapers, which not only
reflects the vitality and vibrancy of the media, but also the new vitality of our economy. The
large readership for these business newspapers transcends from the rapidly growing corporate
sector, it also illustrates the growing interest that the general public now evinces in economic
matters which reflect the growing importance of business and economy in our national
discourse.
Newspapers shape the nation and it holds true for India as well. Even before India got
independence, newspapers played a major role in spreading the issue of independence. Today,
India has over 300 big newspapers, besides hundreds of medium and small-sized ones. And the
number is increasing almost every day.
There was a time when selected group of newspapers were ruling a particular region and they all
were self-contained and did not wish to foray into other regions. For example, Hindustan Times
was confined to Delhi region, The Hindu in Chennai region, while Tribune was dedicated to
Ambala (later Chandigarh), Anandabazar Patrika was confined in West Bengal and Bhaskar in
Gujarat and so on.
But lately, the scenario has completely changed, probably marked with Times group spreading
its wings across other territories; for example, the Times of India added a number of new
editions and the recent one being their Nagpur edition,HT Media Ltd launched a new edition in
Kolkata and lately in Mumbai.
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18. Business newspapers have also branched into new editions in newer territories. Financial
Express, the business daily, launched its Pune edition while Business Standard launched its
Bhubaneswar edition. Another business newspaper (20 pages color and 4 pages black-and
white) launched was ‘Mint’ from the Hindustan Times group in Delhi and Mumbai. After these
two cities, HT Media plans to launch Mint in Kolkata and Chandigarh, giving competition to
Economic Times from Times of India group. DNA Money launched its Ahmadabad edition for
the Gujarati businessmen and also a stand-alone Mumbai edition, even though it continues to be
available as a supplement along with the main paper ‘DNA’ in Mumbai. DNA Money is
planning to bring out its Jaipur edition as well. The Times Group has launched a Gujarati
language edition of The Economic Times. The Indian Newspaper industry can be primarily
segmented across two categories viz English Newspapers and Regional / Vernacular
Newspapers. The English medium dominates the industry in terms of advertisement revenues,
though vernacular newspapers outperform the English newspapers in circulation.
English newspaper industry in India has been fragmented with the players having a regional
focus such as the Deccan Chronicle in Hyderabad, Hindustan Times in Delhi, Times of India in
Mumbai, Hindu in Chennai, Telegraph and Statesman in Kolkata, Deccan Herald in Bangalore,
Gujarat Samachar in Ahmedabad. However, the industry is witnessing a trend whereby players
are looking beyond their home territories viz. Times of India’s and Business Standard’s entry
into certain newer territories and Deccan Chronicle and Hindustan Times also doing the same.
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19. 19

20. 1.3)B)COMPANY PROFILE
Hindustan Times was founded in 1924 by Master Sunder Singh Lyallpuri, founder-father of the
Akali Movement and the Shiromani Akali Dal in Punjab. Hindustan Times (HT) is an Indian
English-language daily newspaper founded in 1924 with roots in the Indian independence
movement of the period .
Hindustan Times was inaugurated by Mahatma Gandhi. HT Media (BSE, NSE) has today
grown to become one of India's largest media companies. Produced by an editorial team known
for its quality, innovation and integrity, Hindustan Times (English) and Hindustan (Hindi), have
a combined daily circulation of 2.25 million copies and a readership base of 12.4 million readers
to their credit. HT Media operates 19 printing facilities across India with an installed capacity of
1.5 million copies per hour.
In addition to Hindustan Times and Hindustan, HT Media also publishes a national business
newspaper, Mint. Mint is a one-of-its-kind newspaper in the sense that the company has an
exclusive agreement with the Wall Street Journal to publish Journal-branded news and
information in India. Mint is today the second-largest business newspaper in India with presence
in the key markets of Delhi, Mumbai, Bengaluru, Chandigarh, Pune and now Kolkata too.
HT Media has also made its foray into electronic media. Diversifying its ambit of operations,
the company in a consulting partnership with Virgin Radio, has launched the FM radio channel 20

21. Fever 104. Currently available in Delhi, Mumbai, Bengaluru and Kolkata, Fever 104 has
established a strong presence as being one of the most vibrant channels on air. In a short span,
the channel's rise has been meteoric considering its position in Mumbai and Bengaluru at No. 1
and in Delhi as the No. 2 station on the popularity charts.
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22. Internet businesses of HT Media incorporated under Firefly e-ventures, operate leading web
portals Hindustantimes.com and livemint.com in the general and business news categories
respectively. The company's year old job portal Shine.com which has received high appreciation
from consumers and industry for its innovative design and usability. Desimartini.com - a social
networking site was also launched recently.
Specialties
Media - News Paper, Radio, Online Properties
Hindustan Times has been pioneering trends in journalism, setting standards and breaking new
ground for the last 80 years. Spurred by the leading faces of Indian journalism, Hindustan
Times has evolved with the times, reflecting the changing India and is today the newspaper of
choice of over 3.3 million Indians. Hindustan Times, the market leader of the National Capital
Region has in the last decade rapidly expanded its footprint and today reaches readers across the
length and breadth of the country. Unflinching commitment to highest journalistic standards,
technological innovations and strong focus on consumer needs has put Hindustan Times in the
ranks of the most revered English newspapers in the country.
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23. EMPLOYEE ENGAGEMENT IN HINDUSTAN TIMES
Hindustan Times, one of the leading media organizations across the country with unflinching
commitment to highest journalistic standards, conducts engagement activities time to time to
keep the employees connected with the company. With so many events, online contests, on
ground activities, celebrations on a regular basis help keeping the employees motivated and
energized towards work. Employees who are highly involved in their work processes—such as
conceiving, designing and implementing workplace and process changes are made to engage in
various kinds of activities. Hence engaged employees work with passion and feel a profound
connection to their company as they drive innovation and move the organization forward.
At Hindustan Times, to encourage a work environment of open communication and to
effectively solicit and leverage innovative ideas, it engages in frequent exchange of valuable
information to increase awareness and promote business strategies, share successes and
opportunities, and solicit employee opinions. Therefore to engage employees, two main on
ground activities were conducted during the course, which was a fun activity (Kabad Se Jugad)
and an inter departmental quiz (Battle of the Brains), covering all the locations of Hindustan
Times across Delhi/ NCR.
KABAD SE JUGAD- FUN ACTIVITY:.
Initially a fun activity was conducted with the support of HR department of the company for the
employees working in the organization to make them aware about the reuse and recycling of
newspapers in a healthy fun based environment. The activity was named as Kabad se Jugad
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24. which meant creating a useful masterpiece out of waste which was conducted at different
locations of HINDUSTAN TIMES and winners were selected from each location.
The activity was about how one can make the best use of newspapers and show their skills for
the same. Everything was well organized from sending communications to the employees,
making the packets with all the material to be provided to the employees, formulating the score
sheet and also deciding gifts for the winning team. Most of the employees participated with
great enthusiasm and showed their incredible talent. The employees made many creative,
innovative and useful items out of the waste material provided that showed their interest. The
feedback received proved that everybody enjoyed the activity in all the houses and were
interested in it in future also. It was a live experience all together by watching how such
activities in an organization if conducted can keep the employees engaged and help greatly as a
stress buster.
The main purpose of activity was not only to keep the employees engaged but also to bring
some fun in the working environment. In this way the activity was organized and the employees
of Hindustan Times really appreciated the same and asked for conducting such kinds of
activities in future also. This activity brought up employees with a feeling of working together
as it was a team effort event for which a positive feedback as received by all. It was very clear
that majority of the employees learnt new ways of reuse of paper, found the activity very
engaging and interesting and above all had fun during the activity.
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25. BATTLE OF THE BRAINS- HT INTERDEPARTMENTAL QUIZ
For engaging the employees, another on ground event conducted at Hindustan Times was an
interdepartmental quiz named, Battle of the Brains, which also covered all the locations of the
organization across Delhi/ NCR on a large scale. It was divided on the basis of the criteria of
selecting a semifinal winner at each location and finally making all of them compete at the mega
final level. The event thus involved lots of preparations that included the entire framework, from
setting the cost for the entire event, designing the posters, communications and teasers for the
quiz, formulating a database of questions, deciding on the number of teams at each location and
the rounds to be put and scoring evaluation of the teams to deciding the gifts at each location for
the semifinal winners and then for the grand final winners.
The quiz took place on a grand level in the organization where loads of enthusiasm was shown
by the employees on the basis of intelligence, knowledge and also the team effort they put into
it. The event was highly appreciated by the employees and the head department of the
organization which could be seen by the feedback received. Most of the participants found it
interesting and knowledgeable as it made them exercise their minds to a great level. it also
helped the employees identify their strengths and weakness on the same grounds and proved as
a stress buster to them. it was also seen that they would prefer having such kinds of engagement
activity in future also and would also recommend their colleagues to attend such on ground
events in future.
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26. BETWEEN US –IN HOUSE MAGAZINE
HT-Media also runs a magazine named as BETWEEN US for the employees working in the
organization. This magazine is published on monthly basis. It contains three main sections like
family time, travel and beyond work .Employees are asked to share their experiences and share
their precious moments for the magazine and communication is send on MY-ht for the same
which is a common intranet site for the employees working in the organization. The other
sections of the magazine are puzzle,sudokos,quiz,cartoons for the kids,news,leader interviews
and all other things happening in HT across india.During the course I collected pictures and
made communications for the falling month publications,also made posters for the same.
Simultaneously i also contributed in making puzzles and Sudoku’s to be included in the next
publication.
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27. CHAPTER 3
LITERATURE REVIEW
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28. CHAPTER -3: LITERATURE REVIEW
Employee engagement is one of the most important area on which most of the organizations are
focusing on and a lot of research has been done so far on it by many authors. The literatures
indicate that employee engagement is closely linked with organizational performance outcomes.
Some of them are discussed as follows.
(Piersol, 2007) This article speaks about Employee engagement as the responsibility of
management. Management must select (and deselect if necessary) and develop their employees
for success; create a robust, open communication system; and provide the tools necessary to
complete the job. Employee empowerment gives an organization the agility and competitive
advantage to succeed. Power to the edge means empowering individuals who operate where the
organization interacts with the operating environment—the front lines (Albert’s and Hayes,
2003). The empowered individual on the edge must be engaged or there will be failure. That
means organizations need to select the right people, develop them, and give them access to the
right tools and information so that they and the organization can succeed at the edge. Employee
engagement is a powerful concept that can be used to improve many business measures,
including safety performance. The level of employee engagement is a direct result of the level of
involvement that employees have in their work processes and activities. Employee
empowerment gives an organization the agility and competitive advantage to succeed. Engaged
employees are those who go beyond knowing what the mission is: they believe in the mission
and understand what is needed to achieve it.
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29. (Rains, 2011) this article discusses the significance of involving and engaging employees in
improving safety performance and corporate culture in the U.S. It states that employee
engagement and involvement can positively affect the safety performance of an organization
and safety professionals can use various methods to effectively engage employees in safety
program. (Tomlinson, 2010)It mentions that lean manufacturing strategies offer an opportunity
to improve safety and increase employee engagement and involvement. Employees must feel
that their ideas and opinions are valued and will be taken seriously. They should be encouraged
to generate ideas and express opinions regarding workplace safety. When they do so, they must
feel that the organization values this input and will evaluate and act on it as feasible. When
employee ideas are implemented, give the originator(s) proper credit and recognition. When an
employee presents a safety concern or suggestion, should receive follow-up communication on
the status of that concern or suggestion, even if the organization decides not to implement it.
(Tomlinson, 2010)
In this article aims to examine the key drivers for employee engagement
within an organization. It seeks to answer the question: what are the keys to improving the level
of employee engagement? Design/methodology/approach - A case study illustrates a strategy for
employee engagement that was based on research on the key drivers of engagement. The paper
presents practical case study material from Kia Motors - the South Korean automotive
manufacturer. It shows how Human Resources (HR) worked to develop a strategy to address
very poor levels of employee engagement. A clear set of engagement measures was developed
to assess the impact of the engagement strategy. Originality/value - This paper ascertains some
of the key drivers of employee engagement as illustrated by the case study. It demonstrates a
29

30. number of practical tools HR professionals can utilize to build employee engagement within
their organizations.
(Pugh, 2008) in this article discusses the importance of conceptualizing engagement at the
organizational level of analysis. It also offers suggestions on the steps researchers can practice
during the process. Three explanations on the relevance of the conceptualization were provided
wle for which includes theoretical usefulness, the homological network and practical utility. The
implications of composition theory for organizational-level engagement are highlighted.
(Thomas, 2007)Thomas in this article presents a study of the concept of employee engagement
in management theory. The main focus of the article is to introduce scale development as a
means to measure engagement as a unit dimensional state. Two phases of research are
conducted and presented, one consisting of the scale development, and a second phase
consisting of a pilot-test of the newly developed scale, with data collection and analysis from a
replication sample. The author concludes that the newly developed scale supports the notion that
engagement is a situation-specific motivation relating with outcomes both attitudinal and
behavioral.
(Upasana aggrawal, 2007) Upasana Aggarwal, , Sumita Datta, Shivganesh Bhargava in this
article focuses on a study that aims to determine factors that moderate the relationship between
effective human resource (HR) practices and organizational outcomes. It details the impact of
HR practices on employee psychological contract (PC). It provides a comparison between PC
and employee engagement (EE). The study contributes towards the better understanding of the
30

31. more relevant measures of effective HR practices. There are many definitions of employee
engagement and in this paper EE is defined as physical, cognitive and psychological absorption
in one’s work-roles. Towers Perrin25 defines engagement as ‘bringing discretionary effort to
work, in the form of extra time, brain power and energy’. Kahn26, who can be credited with
conceptualizing as well as theoretically deriving the dimensions of employee engagement in
organizational studies, held that an employee can be physically, emotionally or cognitively
engaged. Employees are cognitively engaged when they are aware of their mission and role in
their work environment.
(Wiley, 2010) Wiley Jack The article explores how to measure and identify employee
engagement within the organizations. It discusses the importance of employee engagement
towards developing performance excellence. Furthermore, it examines the factors that motivate
an engaged workforce and highlights the role of the human resources (HR) departments in
helping the managers strengthened the workforce.
(Attridge, Oct-Dec 2009) This study focuses on the concept that high levels of work
engagement are when employees are involved with, committed to, enthusiastic, and passionate
about their work. This article provides a review of the literature on employee engagement, based
on studies from academic and business sources. Areas of focus include defining the concept of
employee work engagement, how it is measured, how often it occurs, the costs of
disengagement, the business benefits linked to positive engagement, and how workplaces can be
changed to encourage engagement. The findings indicate that work engagement can be
improved through adopting certain workplace behavioral health practices that address
supervisory communication, job design, resource support, working conditions, corporate
31

32. culture, and leadership style. Also featured are several case studies from employers who
measure and use employee engagement data to improve their work culture, retain employees,
and increase business financial success. Implications for improving the service of employee
assistance and behavioral health providers are discussed.
(Mone, 2011) Based on a study conducted in a large corporation (XINC, a pseudonym) and
other research, it appears that performance management can be used to increase levels of
employee engagement. The article begins with a discussion of employee engagement, define
engaged employees as those who feel involved, committed, passionate, and empowered, and
demonstrate those feelings in work behavior. It then discuss an expanded view of performance
management, conceptualizing it as five major activities that serve to organize relevant behaviors
shown to be either direct or indirect predictors of employee engagement in the study at XINC.
These major activities include setting performance and development goals, providing ongoing
feedback and recognition, managing employee development, conducting mid-year and year-end
appraisals, and building a climate of trust and empowerment. A brief discussion on how each of
these major activities contributes to employee engagement has been done and suggestions on
which activities benefit from further research, and recommendations on possible studies is also
there. Although there is evidence for performance management as a driver of employee
engagement, it can be concluded that there is a need for additional research that clarifies for
managers which of these activities have the strongest impact on employee engagement.
(Markos, 2010) The construct employee engagement is built on the foundation of earlier
concepts like job satisfaction, employee commitment and Organizational citizenship behavior.
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33. Though it is related to and encompasses these concepts, employee engagement is broader in
scope. Employee engagement is stronger predictor of positive organizational performance
clearly showing the two-way relationship between employer and employee compared to the
three earlier constructs: job satisfaction, employee commitment and organizational citizenship
behavior. Engaged employees are emotionally attached to their organization and highly involved
in their job with a great enthusiasm for the success of their employer, going extra mile beyond
the employment contractual agreement. According to the study, engagement is affected by many
factors which involve both emotional and rational factors relating to work and the overall work
experience. Gallup organization defines employee engagement as the involvement with and
enthusiasm for work. Gallup as cited by Demovsek (2008) likens employee engagement to a
positive employees' emotional attachment and employees' commitment. It is very important for
companies to invest in employee engagement as it is interwoven significantly with important
business outcomes through employee retention, productivity, profitability, customer loyalty and
safety. Researches also indicate that the more engaged employees are, the more likely their
employer is to exceed the industry average in its revenue growth. Employee engagement is
found to be higher in double digit growth companies. Hence various employee engagement
strategies include two way communications, starting it from day one and from the top, providing
satisfactory for development and advancement, appropriate training, strong feedback system,
incentives, building a corporate culture and focusing on top performing employees
33

34. CHAPTER 4 OBJECTIVES OF THE STUDY &
RESEARCH METHODOLOGY
34

35. 35

36. OBJECTIVES OF THE STUDY
•
To analyze the employee engagement practices in Hindustan Times.
•
To analyze employee engagement and their functions and its implementation in Print Media
as like as Hindustan Times.
•
To determine the problems and solutions provided by Hindustan Times during the gap
between different departments by creating an alignment through fun activities (creative
activities and quiz competition).
36

37. RESEACH METHODOLOGY
PURPOSE OF THE STUDY
The research focuses on conducting on ground activities in the organization. Since, the study
consists of practical work; the project was executed in such a way that it would cover all the
aspects of employee engagement and thus arriving at a suitable conclusion to meet the
objective of the project.
1. Data collection- to collect data, both secondary and primary research was conducted for
carrying out various on ground activities.
Primary data-
To collect primary data, survey method was followed in which a
structured questionnaire was designed including both open and close ended questions to
know the opinions of the employees.
Secondary Research- A review of literature was studied online and several research
papers were also consulted. To formulate designs of the posters and collect pictures
internet was the main source.
2. Research Design Formulation- Descriptive research design was followed, in which the
employees of the organization were surveyed covering all the locations in Delhi/ NCR.
3. Sampling Plan:
•
Sampling Units: Employees of HT.
•
Sample Technique: Convenient Sampling.
37

38. •
Research Instrument: Structured Questionnaire
•
Sample Size:150
•
Data analysis plan- The data collected through questionnaires has been analyzed and
interpreted with the help of SPSS software in order to obtain the desired information.
38

39. CHAPTER 5
DATA ANALYSIS AND
INTERPRETATIONS
39

40. CHAPTER 5: GRAPHICAL DATA INTERPRETATION
Part1.Engagement activities
Q1.1Organization conducts engagement activities timely to keep me
engaged.
Cumulative
Frequency
Valid
Percent
Valid Percent
Percent
Disagree
6
12.0
12.0
12.0
Neutral
6
12.0
12.0
24.0
Agree
32
64.0
64.0
88.0
6
12.0
12.0
100.0
50
100.0
100.0
strongly agree
Total
Table 4.1
40

41. Fig 4.1
Interpretation- the above graph very clearly shows that the employees do agree to the fact that
the organization they are working with conducts engagement activities from time to time to
keep them engaged.
.
Q1.2Stress relief activities in the organization are satisfactory
Frequency
Valid
Disagree
Percent
Valid Percent Cumulative Percent
6
12.0
12.0
12.0
Neutral
19
38.0
38.0
50.0
Agree
22
44.0
44.0
94.0
3
6.0
6.0
100.0
50
100.0
100.0
strongly agree
Total
41

42. Table 4.2
Fig 4.2
Interpretation- According to the survey conducted it was seen that more than 50% of the
employees accept the fact that the stress relief activities in the organisation are satisfactory,
while hardly 12% disagree to the same.
42

43. Q1.3 Engagement activities (contest, events, picnics etc.) makes me look
forward to work.
Cumulative
Frequency
Valid
Percent
Valid Percent
Percent
strongly disagree
1
2.0
2.0
2.0
Disagree
6
12.0
12.0
14.0
Neutral
21
42.0
42.0
56.0
Agree
22
44.0
44.0
100.0
Total
50
100.0
100.0
Table4.3
43

44. Fig 4.3
Interpretation- According to the analysis more than 40%of the employees thinks that the
engagement activities like contests, events, picnics etc makes them look forward to work and
keeps them energized,whereas 42% of the employees share a neutral response on the same.
44

45. Q1.4.Recreational facilities provided by the company are better than other
media organization.
Cumulative
Frequency
Percent
Valid Percent
Percent
strongly disagree
1
2.0
2.0
2.0
disagree
3
6.0
6.0
8.0
neutral
19
38.0
38.0
46.0
Agree
22
44.0
44.0
90.0
5
10.0
10.0
100.0
50
100.0
100.0
strongly agree
Total
Table 4.4
45

46. Fig 4.4
Interpretation- The above graph very clearly shows that the majority of the employees strongly
and somewhat agree that the recreational facilities provided by the company are better than
other media organisations.
46

47. Coffee session with leaders
2.1.Coffee sessions work form good platform for interactions between
employees and leaders
Cumulative
Frequency
Valid
Disagree
Percent
Valid Percent
Percent
4
8.0
8.0
8.0
Neutral
18
36.0
36.0
44.0
Agree
21
42.0
42.0
86.0
7
14.0
14.0
100.0
50
100.0
100.0
strongly agree
Total
PartII.
Table 4.5
47

48. Fig 4.5
Interpretation- the survey conducted shows that more than 50% of the employees agree that the
coffee sessions form a good platform for interactions between employees and leaders, while
36% have neutral opinion on the same and very few disagree on the same context.
2.2.Coffee sessions are informative ,interactive, and knowledgeable about
company's progress
Cumulative
Frequency
Valid
Percent
Valid Percent
Percent
strongly disagree
1
2.0
2.0
2.0
Disagree
1
2.0
2.0
4.0
Neutral
14
28.0
28.0
32.0
Agree
27
54.0
54.0
86.0
7
14.0
14.0
100.0
50
100.0
100.0
strongly agree
Total
48

49. Table 4.6
Fig 4.6
Interpretation-The majority(60%) agree that the coffee sessions are informative, interactive and
knowledgable about the companys progress and provide them an oppurtunity to know more
about the organisation.
49

50. 2.3 There should be more similar sessions with functional or business heads.
Cumulative
Frequency
Valid
strongly disagree
Percent
Valid Percent
Percent
1
2.0
2.0
2.0
neutral
12
24.0
24.0
26.0
agree
24
48.0
48.0
74.0
strongly agree
13
26.0
26.0
100.0
Total
50
100.0
100.0
Table 4.7
50

51. Fig 4.7
Interpretation- The graph shows that the employees on a large scale agree that there should be
more similar coffee sessions with functional or business heads from time to time.
2.4 I will recommend such sessions to my colleagues
Cumulative
Frequency
Valid
strongly disagree
Percent
Valid Percent
Percent
1
2.0
2.0
2.0
neutral
15
30.0
30.0
32.0
agree
20
40.0
40.0
72.0
strongly agree
14
28.0
28.0
100.0
Total
50
100.0
100.0
Table 4.8
51

52. Fig 4.8
Interpretation- The above graph shows that more than 60% of the employees will recommend
such sessions to their colleagues as well as they find them very interesting and knowledgeable.
52

53. Company’s intranet
Q3.1There should be a blog at company's intranet for the employees to share
their experiences
Cumulative
Frequency
Valid
Percent
Valid Percent
Percent
strongly disagree
1
2.0
2.0
2.0
disagree
3
6.0
6.0
8.0
neutral
10
20.0
20.0
28.0
agree
25
50.0
50.0
78.0
strongly agree
11
22.0
22.0
100.0
Total
50
100.0
100.0
PartII
Table 4.9
53

54. Fig4.9
Interpretation- According to majority of the employees says that there should be a blog at
company’s intranet for the employees to share their experiences.
3.2.Tick mark your choice of blogs in company's intranet
Cumulative
Frequency
Valid
twitter
Percent
Valid Percent
Percent
8
16.0
16.7
16.7
face book
31
62.0
64.6
81.3
LinkedIn
9
18.0
18.8
100.0
48
96.0
100.0
2
4.0
50
100.0
Total
Missing
Total
System
54

55. Table 4.10
Fig 4.10
Interpretation- When asked about what kind of blog the employees would prefer to be on the
company’s intranet, more than 60% of them said that they would prefer the blog to be like
facebook, while for Twitter and LinkedIn, there was almost equal response ranging from 16% to
20%.
3.3 Which feature of MyHT is the most engaging & useful.
Rate on the parameters of 1(poor) to 5 (excellent).
55

56. Rate Photo
Rate HT Bazaar Rate What’s new gallery (My-HTas
(My-HT )as most (My-HT )as most
Rate Online
most engaging
contest (My-HT
engaging and
Valid
Missing
Mean
and useful
as most engaging
useful feature
N
engaging and
useful feature
feature
and useful feature
47
47
48
47
3
3
2
3
3.13
3.09
2.94
3.57
Table 4.11
Fig 4.11
Interpretation- According to the above graph, it is quite clear that majority of the employees
rate online contests as most engaging and useful, followed by ht bazaar of My- ht. However the
Photo gallery feature is considered the least interesting by the employees.
56

57. Part.IV Between Us
Q4.1The contribution sent by employees between us magazine
sections makes me and my family connected with organization
Valid
Percen
Frequency
Valid
strongly
Percent
t
Cumulative Percent
2
4.0
4.0
4.0
2
4.0
4.0
8.0
neutral
11
22.0
22.0
30.0
agree
29
58.0
58.0
88.0
6
12.0
12.0
100.0
50
100.0
100.0
disagree
disagree
strongly
agree
Total
Table 4.12
57

58. Fig 4.12
Interpretation- According to the employees, 58% agree that the contributions sent by them in the
family time, beyond work and travel section of the magazine makes them and their connected
with the organization, while 22% of them have a neutral response towards the same
Q 4.2.Puzzles and quiz sections of the magazine gives good reading and
interactive value.
Cumulative
Frequency
Valid
disagree
Percent
Valid Percent
Percent
4
8.0
8.0
8.0
neutral
14
28.0
28.0
36.0
agree
24
48.0
48.0
84.0
8
16.0
16.0
100.0
50
100.0
100.0
strongly agree
Total
58

59. Table 4.13
Fig 4.13
Interpretation- The above graph shows that 48% of the employees agree that the puzzles and
quiz sections of the magazine gives a good reading and interactive value to them in the
organization and 16% strongly agree to the same.
59

60. Q4.3 The news and LT interviews present good insight on the humane
aspects of the leaders.
Cumulative
Frequency
Valid
Disagree
Percent
Valid Percent
Percent
1
2.0
2.0
2.0
Neutral
22
44.0
44.0
46.0
Agree
21
42.0
42.0
88.0
6
12.0
12.0
100.0
50
100.0
100.0
strongly agree
Total
Table 4.14
60

61. Fig 4.14
Interpretation- According to the survey, 42% of the employees agree that the news and
leadership team interviews keeps them connected with the organization by providing good
insights on the humane aspects of the leaders
Q 4.4. Which feature engages you the most in Between us magazine.
Rate on the parameters of 1 (poor) to 5 (excellent).
61

62. Descriptive Statistics
N
Rate Beyond Work -as
Minimum
Maximum
Mean
Std. Deviation
50
1
5
3.46
1.164
50
1
5
3.40
1.143
50
1
5
3.42
1.279
50
2
5
3.44
.993
50
1
5
3.54
1.164
50
1
5
3.20
1.178
50
1
5
3.18
1.224
50
1
5
2.94
1.391
most engaging feature in
Between Us magazine
Rate Family Time-as most
engaging feature in
Between Us magazine
Rate Travel -as most
engaging feature in
Between Us magazine
Rate Puzzles -as most
engaging feature in
Between Us magazine
Rate News from HT world
-as most engaging feature
in Between Us magazine
Rate Quiz -as most
engaging feature in
Between Us magazine
Rate Cartoons -as most
engaging feature in
Between Us magazine
Rate Leadership Team
Interviews -as most
engaging feature in
Between Us magazine
Valid N (listwise)
50
62

63. Table 4.15
63

64. Fig 4.15
Interpretation- The above graph shows that when asked to the employees to rate various sections
of the between us magazine of Hindustan Times covering Beyond Work, Family Time, Travel,
Puzzles, News, Quiz, Cartoons, LT Interviews, the majority rated news from HT as the most
engaging and useful feature, with Beyond Work and puzzles section giving a close call,
followed by Travel, Family time and quiz sections of the magazine. However, very few find
leadership team sections of the magazine as an interesting and useful feature.
64

65. FEEDBACK ANALYSIS OF KABAD SE JUGAD- FUN ACTIVITY
1.The activity was new to me. the fun activity kept me engaged and interested.
Cumulative
Frequency
Valid
Percent
Valid Percent
Percent
disagree
3
7.5
7.5
7.5
neutral
4
10.0
10.0
17.5
somewhat agree
5
12.5
12.5
30.0
agree
8
20.0
20.0
50.0
strongly agree
20
50.0
50.0
100.0
Total
40
100.0
100.0
Table 4.16
Fig 4.16
Interpretation- 70% of the employees agreed that the fun activity was new to them and kept
them engaged and interested.
65

66. Q2. I will recommend my office colleague/ worker to participate in such engagement
activities
Cumulative
Frequency
Valid
Percent
Valid Percent
Percent
disagree
2
5.0
5.0
5.0
somewhat disagree
1
2.5
2.5
7.5
neutral
4
10.0
10.0
17.5
somewhat agree
7
17.5
17.5
35.0
agree
9
22.5
22.5
57.5
strongly agree
17
42.5
42.5
100.0
Total
40
100.0
100.0
Table 4.17
Fig 4.17
Interpretation- Majority of the employees (42.50%) strongly agreed to the point that they would
recommend their office colleague/ worker to participate in such kind of engagement activities.
66

67. Q3. The activity was well organized/prepared and gave insights on new ways of working in a
team
Cumulative
Frequency
Valid
Percent
Valid Percent
Percent
strongly disagree
2
5.0
5.0
5.0
disagree
1
2.5
2.5
7.5
neutral
2
5.0
5.0
12.5
somewhat agree
10
25.0
25.0
37.5
agree
12
30.0
30.0
67.5
strongly agree
13
32.5
32.5
100.0
Total
40
100.0
100.0
Table 4.18
Fig 4.18
Interpretation- From the above graph its quiet clear that more than 85% of the employees agree
to the statement that the activity was well organized or prepared and even provided them with
insights on new ways of working in a team.
67

68. Q4. The activity was a stress buster. i feel energized to go back to wok
Cumulative
Frequency
Valid
Percent
Valid Percent
Percent
somewhat disagree
1
2.5
2.5
2.5
neutral
4
10.0
10.0
12.5
somewhat agree
4
10.0
10.0
22.5
agree
10
25.0
25.0
47.5
strongly agree
21
52.5
52.5
100.0
Total
40
100.0
100.0
Table 4.19
Fig 4.19
Interpretation- The graph shows that majority of the employees strongly agree that they feel
energized to go back to work after attending such kind of activities, which act as a stress buster
for them.
68

69. Q5. I learned new ways of recycling and reuse of paper
Cumulative
Frequency
Valid
Percent
Valid Percent
Percent
disagree
1
2.5
2.5
2.5
neutral
5
12.5
12.5
15.0
somewhat agree
4
10.0
10.0
25.0
agree
13
32.5
32.5
57.5
strongly agree
17
42.5
42.5
100.0
Total
40
100.0
100.0
Table 4.20
Fig 4.20
Interpretation- The graph shows that more than 70% of the employees learned new ways of
recycling and reuse of paper through the activity, “Kabad Se Jugad”.
69

70. Q6. Such kind of activities should happen in future as it keeps us engaged and interested
Cumulative
Frequency
Valid
Percent
Valid Percent
Percent
somewhat disagree
1
2.5
2.5
2.5
neutral
1
2.5
2.5
5.0
somewhat agree
4
10.0
10.0
15.0
agree
9
22.5
22.5
37.5
strongly agree
25
62.5
62.5
100.0
Total
40
100.0
100.0
Table 4.21
Fig 4.21
Interpretation- It is very clear that the majority feels that such activities should happen in future
also as it keeps them engage and interested.
70

71. FEEDBACK OF THE QUIZ- BATTLE OF THE BRAINS
Q1. The event was well organized/prepared and gave us the opportunity to know
colleagues better
Cumulative
Frequency
Valid
neutral
Percent
Valid Percent
Percent
7
15.6
15.6
15.6
somewhat agree
16
35.6
35.6
51.1
agree
15
33.3
33.3
84.4
7
15.6
15.6
100.0
45
100.0
100.0
strongly agree
Total
Table 4.22
Fig 4.22
Interpretation - The above graph shows that more than 80% of the employee agreed strongly
and somewhat that the event was well organized or prepared and gave them the opportunity to
know their colleagues better as it was a team effort put together.
71

72. Q2. The quiz was knowledgeable and interesting. it made me aware of my strengths &
weakness
Cumulative
Frequency
Valid Percent
Percent
neutral
7
15.6
15.6
15.6
somewhat agree
10
22.2
22.2
37.8
agree
19
42.2
42.2
80.0
strongly agree
9
20.0
20.0
100.0
Total
Valid
Percent
45
100.0
100.0
Table 4.23
Fig 4.23
Interpretation – The graph shows that 42.22% of the employees agree that the quiz was
knowledgeable & interesting and that it helped them identify their strengths & weakness, while
15% of them had a neutral response toward the same.
72

73. Q3. The quiz made me push your limits and exercise your mind to various levels
Cumulative
Frequency
Valid
Percent
Valid Percent
Percent
somewhat disagree
3
6.7
6.7
6.7
neutral
9
20.0
20.0
26.7
somewhat agree
9
20.0
20.0
46.7
agree
13
28.9
28.9
75.6
strongly agree
11
24.4
24.4
100.0
Total
45
100.0
100.0
Table 4.24
Fig 4.24
Interpretation - According to the feedback, the majority of the employees agreed that the quiz
made them exercise their mind to various levels, while very few disagreed on the same context.
73

74. Q4. It was a stress buster. i feel energized to go back to work.
Cumulative
Frequency
Valid
Percent
Valid Percent
Percent
somewhat disagree
4
8.9
8.9
8.9
neutral
9
20.0
20.0
28.9
somewhat agree
8
17.8
17.8
46.7
agree
13
28.9
28.9
75.6
strongly agree
11
24.4
24.4
100.0
Total
45
100.0
100.0
Table 4.25
Fig 4.25
Interpretation- The graph shows that 28.89% of the employees agree that the quiz was a stress
buster and it helped them feel energized to go back to work whereas on the same grounds,
24.4% strongly agreed that the quiz helped as a stress buster to them followed by 20% who gave
a neutral response to the same.
74

75. Q5. I will recommend my office colleague/co worker to participate in such engagement
activities.
Cumulative
Frequency
Valid
neutral
Percent
Valid Percent
Percent
4
8.9
8.9
8.9
somewhat agree
11
24.4
24.4
33.3
agree
12
26.7
26.7
60.0
strongly agree
18
40.0
40.0
100.0
Total
45
100.0
100.0
Table 4.26
Fig 4.26
Interpretation – The feedback given shows that 40% of the employees strongly agree that they
will recommend their colleagues to participate in such engagement activities in future.
75

76. Q6. Such kind of activities/events should happen in future also as it keeps us engaged and
interested
Cumulative
Frequency
Valid
Percent
Valid Percent
Percent
disagree
1
2.2
2.2
2.2
somewhat disagree
2
4.4
4.4
6.7
neutral
1
2.2
2.2
8.9
somewhat agree
9
20.0
20.0
28.9
agree
11
24.4
24.4
53.3
strongly agree
21
46.7
46.7
100.0
Total
45
100.0
100.0
Table 4.27
Fig 4.27
Interpretation – 46.67% respondents strongly agree that such events should happen in future as
it keeps them engaged and interested.
76

77. CHAPTER 6
CONCLUSION
77

78. CHAPTER 6: CONCLUSION
•
According to the analysis of data on employee engagement activities, it is concluded that
most of the employee working in Hindustan times agree to the fact that employee
engagement activities should be done from time to time.
•
By participating in various engagement activities they are able to form a connection with
the organization that makes them feel an important part of it.
•
Employees in the organization not only actively show participation in the on ground
activities but also participate in the online contests that happen through company’s
intranet.
•
Though the coffee sessions with the leaders in the organization are very knowledgeable
and interactive and helps them knowing their organization better, however most of the
employees feel that they should happen on a large scale so that each and every employee
gets a chance to attend them.
•
When talked about the company’s intranet, it was observed that the majority wanted to
have an open blog like face book where they could connect with the employees in the
organization and simultaneously form groups and share their personal experiences.
•
The in house magazine of the organization is also one of the most interesting features
that keep the employees working in the organization connected with it as it revolves
around them and their family. The various sections in the magazine are quite engaging
and interesting for the employees.
78

79. •
Moreover,it was also seen It was also seen that to the majority of the employees the
activities were a stress buster and made them feel energized to go back to work.
CHAPTER 7
RECOMMENDATIONS &
SUGGESTIONS
79

80. 80

81. CHAPTER 7: RECOMMENDATIONS & SUGGESTIONS
•
It is seen that though the majority of the employees find the engagement activities
interesting, the participation level is not upto a certain level it should be according to the
number of employees working in the organization. Hence in order to motivate the
employees for active participation, activities of their interest should be organized on a
regular basis.
•
To bridge in the gaps between various departments, communications and interactions
should happen in the form of various informal gatherings on weekends.
•
According to the employees, few other activities like picnics, art and craft, outdoor
games, sports events, get together, birthday parties, music and dance competitions
should also be organized from time to time.
•
The coffee sessions that take place in the organization with the leaders should happen on
a large scale where all the employees can form a part of it and get knowledge about the
company’s progress and serve more interactive and informative value.
•
Employees should be encouraged more so that they willingly and with enthusiasm send their
contributions for the in house magazine of the company.
•
Employees should contribute more for BETWEEN US magazine.
•
Co-ordination in terms of work management between various departments should be
worked upon and maintained.
81

82. BIBLIOGRAPHY
82

83. BIBLIOGRAPHY
•
Attridge, M. (Oct-Dec 2009). Measuring and Managing Employee Work Engagement: A
Review of the Research and Business Literature . Journal of workplace behavioral heath
http://web.ebscohost.com/ehost/detail?vid=4&hid=119&sid=1ed36390-15a9-41eb-917b5fb75bfa80ca%40sessionmgr114&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d
%3d#db=bth&AN=45542631
•
Markos, S. s. (2010). Employee Engagement: The Key to improving Performance.
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http://www.hindustantimes.com/
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http://en.wikipedia.org/wiki/Hindustan_Times
ANNEXURE 1
QUESTIONNAIRE
ON
EMPLOYEE ENGAGEMENT
85

86. 86

87. 87

88. ANNEXURE 2
FEEDBACK ANALYSIS
OF
KABAD SE JUGAD (FUN ACTIVITY)
88

89. •
HT Media Employee Engagement
•
The activity was new to me. It kept me engaged and interested
Strongly Disagree…..1…..…2……..3………4…….5………6……..7 Strongly Agree
•
I will recommend my colleagues to participate in such activities.
Strongly Disagree…..1…..…2……..3………4…….5………6……..7 Strongly Agree
•
The activity was well organized/prepared and gave insights on new ways of working in a team
Strongly Disagree…..1…..…2……..3………4…….5………6……..7 Strongly Agree
•
The activity was a stress buster. I feel energized to go back to work.
Strongly Disagree…..1…..…2……..3………4…….5………6……..7 Strongly Agree
•
I learned new ways of recycling and reuse of papers
Strongly Disagree…..1…..…2……..3………4…….5………6……..7 Strongly Agree
•
Such kind of activities should happen in future as it keeps us engaged and interested.
89

90. Strongly Disagree…..1…..…2……..3………4…….5………6……..7 Strongly Agree
ANNEXURE 3
FEEDBACK ANALYSIS
OF
BATTLE OF THE BRAINS (Interdepartmental Quiz)
90

91. 91

92. HT Media Employee Engagement
FEEDBACK FORM
Circle your choice
•
The event was well organized/ prepared and gave insights on ways of working in a team.
Strongly Disagree…..1…..…2……..3………4…….5………6……..7 Strongly Agree
•
The quiz was knowledgeable and interesting.
Strongly Disagree…..1…..…2……..3………4…….5………6……..7 Strongly Agree
•
The quiz made me push your limits and exercise your mind to various levels.
Strongly Disagree…..1…..…2……..3………4…….5………6……..7 Strongly Agree
•
It was a stress buster. I feel energized to go back to work.
Strongly Disagree…..1…..…2……..3………4…….5………6……..7 Strongly Agree
•
I will recommend my office colleague/co worker to participate in such engagement activities.
Strongly Disagree…..1…..…2……..3………4…….5………6……..7 Strongly Agree
•
Such kind of activities/events should happen in future also as it keeps us engaged and interested.
Strongly Disagree…..1…..…2……..3………4…….5………6……..7 Strongly Agree
92