A study on Employee Engagement in pvt engineering colleges

E.E is a critical factor in the success N sustainability of any organisation. Higher education institutions are no different from any other business in that employee involvement is essential to its success and long-term viability. Beyond the conventional business setting, employee engagement in academia influences the institution's core missions of education and research in addition to productivity and efficiency.

1.   “ A STUDY ON EMPLOYEE ENGAGEMENT IN PRIVATE ENGINEERING COLLEGES”: WITH REFERENCE TO JNTU AFFILIATED COLEEGES IN PRAKASAM DISTRICT, AP.,  Ph.D. Viva-Voce For the Award of Degree of DOCTOR OF PHILOSOPHY In the faculty of Commerce and Management Studies Andhra University By Ms. Sk. Rubeena M.B.A Research Scholar (Full-Time) Andhra University, Visakhapatnam   Under the Esteemed Guidance of   Prof. M. Uma Devi MBA, Ph. D Professor Department of Commerce and Management Studies Andhra University, Visakhapatnam

2. Topics To Be Discussed Introduction Literature Review Objectives of the study Statement of the problem Hypothesis of the study Research Methodology Results and discussion Findings of the study Future Scope of Research Conclusion References

3. INTRODUCTION Employee Engagement is a critical issues across many industries none more critical than in Higher Education. Engagement of teachers assumes a lot of importance in the era of knowledge society who are expected to produce students of high quality. In order to be successful an institution should know what makes it faculties happy, what they want and how to retain them. The present study moves with a major objective of analyzing the levels of employee engagement in private engineering colleges which are affiliated by JNTU in prakasam district, Andhra Pradesh. In addition to that, developing a model for examine the satisfaction level of employee engagement among the faculty members. The study has used an exploratory research in order to frame its objectives. Further, a cross sectional study of descriptive research is used for conducting an empirical study in 20 private engineering colleges at prakasam district, A.P with a sample of 326 respondents chosen using simple random sampling technique. By which it is easy to understand the employee satisfaction, employee identification, commitment, loyalty, employee performance and lot more. These factors will gives a platform for the teachers for exploring the innovative ideas with each other and for exploring new ways of learning and teaching which in turn has a great impact on the student’s life that shape tomorrows India and also helpful in improving the quality of Higher Education. Hence there is a need to study engagement of faculties in Higher education sector. An appropriate statistical techniques and tests will also be used according to the need and usage of scales in the data collection instrument so as to arrive at authentic conclusions.

4. Literature Review According to the Gallup study, engaged employees are those that work hard, go above and beyond their fundamental job responsibilities, and desire to assist their organisations accomplish their objectives. Disengaged individuals are those that do not work hard, are uninterested in their occupations, and like complaining about how horrible things are (Blizzard, 2004). Srivalli and Kota Neela Mani Kanta (2016) investigated the relationship between the organizational support and the employee engagement among the private engineering college faculty members working in Rayalaseema region of Andhra Pradesh, South India. The study could not able to establish a relationship between organizational support and the employee engagement because they found that the faculty members are engaged even without adequate organizational support and hence they have insisted for organizational support for increasing the level of engagement of teachers. Dr. T. Thiruvenkadam , Dr. V. Vijay Anand Assistant Professor, School of Management SASTRA (Deemed to be University) (2018) This study has been carried out to understand the level of employee engagement among the faculty members working in private self-financing colleges in India and the driving forces of engagement. The data have been collected across Tamilnadu Four engagement factors constructs were identified such as, My Job, My Team, My Boss and My Organization to measure the employee engagement with 46 statements. From the analysis, it was found that majority of the faculty members only (10 %) are highly engaged and 90 % of the faculty members are not engaged. It is, in fact, a bad sign, and the engagement level of remaining 90 % can be improved by motivating them . The main reasons for dissatisfaction are that most of the bosses are not treating faculty members with fairness, respect and they do not recognize the faculty members efforts and performance without any bias. In addition to that the faculty members should be given enough freedom to share their ideas and opinion, team building should be done to create as environment where the faculty members can openly share innovative ideas with each other and the organization should value the employees inputs, feedback and suggestions for improving the quality of higher education. Cont..

5. 3. In 2019 Teacher Engagement and Commitment towards the Organization, Teaching and Work group in Engineering Colleges in Hyderabad Anuradha Chavali , Vijayalaxmi Biradar This research paper aims at investigating into the relationship of engagement of employee with commitment as is measured from three dimensions namely-commitment towards the organization, commitment towards teaching and commitment towards the workgroup they are associated with. The current research focuses on the teachers of 10 engineering colleges in Hyderabad, Telangana The research findings indicate notable association between gender, marital status and present experience on employee engagement. However, it is found that there is no association between the level of functioning and engagement and commitment of teachers. The output of MANOVA indicate a negative connection between engagement and commitment of teachers in the educational institutions. that there should be gender discrimination in the educational organizations and the workplaces need to be made more women friendly, equitable and at the same time conducive leading to better work-life balance so as to elevate the engagement and commitment levels of the women faculty members of the organizations. There is a need for empowering the employees by giving them autonomy in decision making to use their potential to the best possible extent and contribute towards individual fulfilment and organizational productivity. Similarly this study reveals that experience is a determinant that can be ignored by the academic institutions at their own risk . 4. In 2017 Joseph Regy * Dr. D.H.Malini ** *Research Scholar, Department of Management studies, Pondicherry University Karaikal center,India . to find out current engagement levels among existing staff of selecthigher educational institutes in select colleges of south india . They were evaluated on seven sub scales viz : measuring hygiene factors, policy factors, motivational factors, people factors, self related factors, manager related factors, organization related factors and to understand the major challenges in retaining the faculties in higher education. Many of the faculties were not happy with the work environment in their colleges. With many colleges becoming research oriented , the management has taken steps to send faculties to latest training workshop related to research like SEM,SPSS, doctoral conferences. In some cases the colleges have started their own research programmes with financial concessions for their own faculties to improve the level of enrolment in doctoral programmes . The cost of attending conferences national and international is also being funded by the colleges to improve the research output among faculties along with reduction in teaching workload. Such kind of faculty friendly policies have to be continued to get good output. The environmental design of an organization plays a very important role in job satisfaction at the same time it also plays an important role in employee’s high job involvement.

6. 5. A STUDY ON OUTCOMES OF EMPLOYEE ENGAGEMENT IN TEACHING SECTOR M. Deepanchakravarthi Ph.D. Research Scholar Department of Commerce VISTAS, Pallavaram , Chennai Dr. G. S. Maheswari PG Professor & Research Supervisor M.Com , M.Phil,B.Ed ., Ph.D , Department of Commerce, VISTAS, Pallavaram , Chennai. This study focused the drivers of employee engagement and the outcomes of employee engagement in teaching sector of chennai city, The researcher used simple t-test and one way anova to find the result. The results show that employee engagement is the main factor to attain the organisational goal effectively and get the positive outcomes from the teachers. 6. In 2020 Drivers of Engagement among Full-time Faculty from Private University (Gladys T. Tumbalia , Marie Jean Mendezabalb , Karen Joy Catacutanc a,b,cUniversity of Saint Louis, Philippines) results showed that Compensation and Benefits was found to be the most significant driver of faculty engagement, followed by Achievement and Recognition then Administration and Management. Meanwhile, Workplace and Resources as drivers of faculty engagement was found to be less important. Furthermore, results showed that the drivers of engagement among faculty vary by department and by the highest educational attainment . Understanding the drivers of faculty engagement is very important in nurturing faculty engagement. In this study, the five drivers of faculty engagement which are Administration and Management Policies, Workplace and Resources, Compensation and Benefits, Interpersonal Relationship, and Achievement and Recognition are all important factors that drive faculty engagement. Compensation and Benefits is the strongest driver of faculty engagement followed by Achievement and Recognition, and Administration and Management Policies. The Workplace and Resources was found to be least important driver among faculty members. Based on the findings of the study, it can be recommended that employee engagement should be a continuous process to be integrated in the culture of the University in fulfilling organizational goals as well as personal goals of employees. Top management may revisit the Performance Management System (PMS) for its possible implementation to strengthen the salary structure of employees as this is the primary driver of engagement. Also, to revisit the policies on giving monetary rewards for achievements obtained by faculty members. Lastly, for the Administration to strengthen the implementation of policies in maintaining high ethical standards in the University.

7. OBJECTIVES OF THE STUDY To analyze the level of employee’s engagement among the faculty members towards participation in the development of organization. To examine the effect of factors on employee engagement of private engineering colleges in prakasam district. To evaluate the effect of demographics on employees engagement level. To analyze the effect of stress levels towards the performance levels of the faculty. To analyze the opportunities and challenges for growth of employees in the organization . To suggests ways and means to improve the performance levels of the faculty members in the organization.

8. CHALLENGES TO FACULTY ENGAGEMENT Different Culture among colleges & Universities Little Knowledge of Educational Research among Master Science Teachers, Faculty Fellows, and Project Staff. Systemic Barriers to Change Instructional Practices. “Publish or Perish” – Strong pressure to do Research. Marketing Feedback Mechanism Workload Stress

9. STATEMENT OF THE PROBLEM Few faculty have said that they are happy with their jobs from talking to them personally. Some other schools have said that they aren't happy with how their employers treat them. As a result, many theories and models have been written about how to improve employee engagement in Human Resource Management. This is because a lot of research has been done on employee engagement. In addition, researchers are wondering if theories and models they have come up with and changed can be used in other fields. Most of the theories and models about employee engagement that have been developed and changed have been used in the corporate world. Almost no one has used these theories or models in the field of education. To start with, this led to this study. The goal is to look at the level of employee engagement among faculty members at private engineering colleges, as well as how satisfied they are with the level of employee engagement. There is a need to look into how colleges and universities work together. These new ideas and new ways of learning and teaching will give teachers a chance to talk about them with each other, which will have a big impact on the students' lives and help improve the quality of higher education in the country.

10. HYPOTHESIS OF THE STUDY 1. Null Hypothesis(Ho) – There is no statistically significant Employee Engagement in the Institution. Alternative Hypothesis (Ha) - There is a high statistically significant level of Employee Engagement in the institution. 2. Null Hypothesis (Ho) – There is no statistically significant impact of factor on Employee Engagement in the Institution. Alternative Hypothesis (Ha) - There is a statistically significant impact of factors on Employee Engagement in the institution. 3. Null Hypothesis (Ho) – There is no statistically significant impact of Demographics on the Employee Engagement in the Institution. Alternative Hypothesis (Ha) - There is a statistically significant impact of Demographics on the Employee Engagement in the Institution. 4. Null Hypothesis (Ho) – There is no significant effect of stress levels towards the performance levels of the faculty. Alternative Hypothesis (Ha) - There is a significant effect of stress levels towards the performance levels of the faculty. 5.Null Hypothesis (Ho) – There is no significant effect on growth of employees in the organization towards opportunities and challenges of faculty engagement. Alternative Hypothesis (Ha) - There is a significant effect on growth of employees in the organization towards opportunities and challenges of faculty engagement.

11. LIMITATIONS OF THE STUDY   As the present study is restricted to the private Engineering Colleges of prakasam area in Andhra pradesh , it can be further to be reached out to different colleges and universities as well. Further, the comparable sort of study can be led in different parts of states in Andhra Pradesh for better comprehend the unmistakable picture. Indeed, even Future looks into ought to consider factors excluded in this investigation, which may likewise significantly influence the affect of faculty Engagement. By this, it can be expressed that there is a wide extent of research on this viewpoint.

12. RESEARCH METHODOLOGY Sampling Technique & Sample Size: A population of 1302 is identified under randomly chosen 20 Private Engineering colleges of Prakasam District in, Andhra Pradesh. Where the research is conducted on a sample of 326 respondents are identified through simple random sampling technique. Both primary and secondary sources of data have been used for this study: When the researcher looked at how this study was going to be done, she chose a survey-based descriptive research method. In Prakasam , in the state of Andhra Pradesh, the study only looks at 20 private engineering JNTU-affiliated colleges in Prakasam . This study looked at 209 faculty members and 117 non-teaching staff from the 837 faculty members and 465 non-teaching staff who worked at these colleges. So the teaching staff makes up 25% of the total faculty, and the non-teaching staff makes up 25% of the total non-teaching staff at these colleges. The total sample, which includes both teachers and non-teachers, is 25% of the total number of people who work at these 20 colleges. The questionnaires were given to each person individually by a person who came to see them.

13. Sampling Unit Cont…

14. Sampling Unit In general, universities in India are recognized by the University Grants Commission (UGC), which draws its power from the University Grants Commission Act, 1956. The following table shows the number of above universities in India as well as in Andhra Pradesh. No.Of Universities in India No.Of Universities in Andhra Pradesh However, given limited accessibility to the population, as well as limited financial resources and time, the sample for this study included Private College teachers of 20 Private Engineering Colleges in Prakasam District, Andhra Pradesh Types Of Universities Number Of Universities Central Universities 54 State Universities 429 Deemed Universities 125 Private Universities 380 Total 988 Types Of Universities Number Of Universities Central Universities 8 State Universities 34 Deemed Universities 6 Private Universities 20 Total 68

15. DATA ANALYSIS & INTERPRETATION Employee happiness, employee identity, commitment, loyalty, and performance were all covered by a 37-variable scale instrument utilised in the project to measure employee engagement and performance. In order to accomplish the goals, the researcher has gathered data from the entire population of College teachers and staff, with a sample of 326 selected by stratified random selection. Initially, the data is tested for normality and Homogeneity of variances by the above mentioned one. As the result is normal for data, the paper has used one sample t-test for meeting the first objective, Discriminant Analysis for second objective and Independent sample t-test and ANOVA are also used for fulfilling the third objective of the study and Correlation & Regression tests were used for fourth objective.

16. Factors Affecting on Employee Engagement Employee Satisfaction Employee Identification Employee Commitment Employee loyalty Employee Performance

17. Objective-1 To examine the level of Employee Engagement Statistical Tool: One sample T-test Results: One sample T-test is used for to examine the levels of Employee’s Engagement in the organization. Null Hypothesis: µ<=60 Alternative Hypothesis: µ>60 Mean x bar=81.5490 Interpretation : There is a High Level of Employee Engagement

18. Objective-2 To examine the effect of factors of Employee Engagement on their opinion to continue with the company Statistical Tool: Discriminant Analysis Results : Discriminant analysis, as the individual variables are blend of continuous and dependent with categorical variables Employee Engagement=-6.208+0.010(Employee satisfaction)+0.049(Employee identification)+(-0.066)(Employee commitment)+0.022(Employee loyalty)+0.643(Employee performance) Employee performance is significant to continue in this organization Employee satisfaction, Employee identification, Employee commitment, Employee loyalty are not significant to continue in this organization Interpretation:

19. Structure Matrix DiscriminantFunction =-6.208+0.010( Employeesatisfaction )+0.049(Employee identification)+(0.066)( Employeecommitment )+0.022( Employeeloyalty )+0.643(Employee performance) There is a negative level of Employee Engagement

20. Cut score=[0.034+(-1.569)]/2=-0.7675 If an individual person’s score on the discriminant function is above -0.7675, then they were probably ‘Yes’. If their discriminant function is below -0.7675, then they were probably ‘No’.

21. Objective3 To analyse the effect of demographics on Employee Engagement Statistical Tool: Independent sample T-test, ANOVA Results: Independent sample T-test is used for the individual effect of independent variables for Status of staff, Gender, ANOVA for the other variables namely Age, Education qualification, and Income level. Interpretation: Independent sample T-test for Gender

22. Independent Sample Test Accept Null Hypothesis It states that, both the male and female are that they have high level of Employee Engagement According to Dale Carnegie Institution Gender donot change as critical variable effectively on Employee Engagement

23. Independent sample T-test for Status of staff

24. Independent Samples Test

25. ANOVA test for Age

26. Post hoc Test Homogeneous Subsets By using Turkey HSD and Scheffe tests on different age groups  Above 45 age group opinion is more significant effect on the level of Employee Engagement than other age groups Below 30, 31-35, 36-40, and 41-45 According to Dale Carnegie Institution minor influence of age 30 and over 50 age groups opinions are more significant effect on the level of Employee Engagement

27. ANOVA test for Income level P=0.008<0.05  There is a significant effect of different income levels on the level of Employee Engagement Post Hoc test is needed to examine the identified significance of the income levels.

28. Post Hoc Tests Homogeneous Subsets By using Turkey HSD and Scheffe tests on different income levels 40,000-50,000 income level is significant effect on the level of Employee Engagement than other income levels Below 10,000, 10,000-20,000, 20,000-30,000, 30,000-40,000, Above 50,000. According to Dale Carnegie Institution minor influence of 50,000 income level is significant effect on the level of Employee Engagement.

29. Anova for Educational Qualification There is no significant effect on the different Education qualification on the level of Employee Engagement Post Hoc test is not needed to examine the identified significance of the different education qualifications Graduation, Post Graduation, M.Phil , Ph.D.

30. Objective 4 To analyse the effect of stress levels towards the performance levels on Employee Engagement  Statistical Tool: Correlation and regression

31. In the above table Correlation & Regression tests are used for knowing the Effect of stress towards the performance levels of a faculty. The correlation value r = -0.27< 0.05 which indicates a negatively moderate correlation between stress and performance of a faculty and the regression value is 0.019<0.05 Interpretation: The correlation values of all interested variables after performing a two tailed Pearson correlation analysis. To highlight particular correlation, faculty stress had significant negative correlation with admission targets. The above table shows the values R and R square are statistically significant. Which indicates admission targets has significantly impact on the stress levels which leads to effect the performance levels of the faculty members which indicates acceptance of the hypothesis installed. And the regression analysis showed that the higher the stress level, the poorer is the academic performance. However the admission target appears to have statistically significant effect on the relationship between stress and faculty performance.

32. Overall satisfaction towards the employee engagement in the organization The most interesting findings of the study are,the accompanying table shows that the by and large out of 167 respondents around 78% of respondents are concurred that there are not satisfied with the faculty engagement in the organisation and whatever is left of themi.e ., just 22% of respondents are expressed that they are satisfied. Cont…

33. As the results indicating that there is a lot of dissatisfaction of faculty members towards their job. However it has becoming one of the most stressful occupation which leads to be high rates of turnover. If it continues it will be impact on student’s educational outcomes. So there is a need to address our nation as teachers are playing an important role in student’s lives. It should be taken to the higher concern of management as well as to the government officials to strengthen the effective job origination by providing sufficient funds to the institutions, following effective HR policies, providing good working conditions, enhancing technological capabilities etc., which leads to reduce the challenges towards the faculty members.

34. PRESENTATION OF THE STUDY For any research or thesis a well-defined and structured presentation of thesis contents often play decisive role for optimal knowledge transfer. With this motive, in this thesis, the overall discussion is classified into five distinct chapters with respective significances. Chapter 1: Introduction This chapter provides a foundational overview of the research, showing the need and purpose of the research, outline of the theoretical and conceptual frameworks, and poses the research questions guiding this investigation. Chapter 2: Review of Literature This chapter reviews relevant employee engagement literature. Chapter 3: Research Methodology This chapter presents the relevant details regarding the empirical research methods and variables used in this study. Chapter 4: Data Analysis This chapter using the relevant statistical tools which are both concise and inferential. Chapter 5 : Summary, Findings, Suggestions and Conclusion.

35. FINDINGS The Employee Engagement is high in the Surveyed Institution . Employee contentment, employee identification, employee loyalty, and employee commitment are less important predictors of employee engagement than is the quality of an employee's performance. - The status that, the male and female are equally engaged by the institution indicates the employee engagement level of both the male and female is same. The institution's equal participation of teaching and non-teaching personnel shows that both groups' levels of employee involvement are the same. The employees with age above 45 are more engaged than the other employees with other age groups including 41-45, 31-35, below 30 and 36-40. The Employees with income level i.e., 40k-50k is highly effecting with income level of Employee Engagement in this institution than the other income levels including below 10k, 10k-20k, 20k-30k, 30k-40k, above50k. Out of total population employees believes that colleges are not providing satisfactory salary according to their work. Stress levels are much effecting the performance levels of an employee towards the development of an organisation. Below are some of the opportunities and challenges are identified throughout the survey. Cont…..

36. Colleges and universities have their own distinct cultures. It was shown that Master Science Teachers had a limited understanding of educational research. Changes in educational practises are hampered by structural obstacles. There is a lot of pressure to "publish or perish" in the fields of research, marketing, and feedback mechanisms. Because of this lack of quality in their work, higher education, and new learning methods. The most interesting findings of the study are, the overall satisfaction of accompanying table shows that the by and large out of 167 respondents around 78% of respondents are concurred that there are not satisfied with the faculty engagement in the organisation and whatever is left of them i.e., just 22% of respondents are expressed that they are satisfied. Many teachers quit their positions due to a lack of chances, a lack of pay, and a lack of structure in their organisations . When it comes to younger workers, they're reluctant to join this employment because of financial concerns.

37. CONCLUSION Employee performance has a significant impact on an employee's level of engagement, while demographic characteristics such as age and income level have a greater impact on engagement than status and education. For the sake of enhancing the quality of higher education and shaping the lives of the students of tomorrow, it is important to understand and improve employee satisfaction, identification, commitment, loyalty, employee performance, and many other factors. This gives teachers a platform for exploring innovative ideas with each other and for experimenting with new methods of teaching. A faculty member's definition of "engagement" may vary from a staff member's. It's not all about the money when it comes to boosting employee engagement. Opportunities for advancement and public exposure are critical. On the actions and interests of an employee, a company's culture may be sustained and reinforced through time. There's a lot of room for further investigation here. Comparing the levels of participation among faculty in government and private colleges, as well as among faculty in universities, will provide many fresh insights that will help raise the level of engagement among teachers in Andhra Pradesh's higher education institutions. institutions. Consequently, new methods for evaluating the level of teacher involvement need to be created and evaluated in additional study. The study in issue aims to examine the relationship between involvement and various characteristics of commitment without assessing student satisfaction and instructional effectiveness. That's why we need do more study on the effect of teacher involvement levels on student and teacher performance as well. Later studies may seek to decipher the wavy lines between stress and degrees of involvement. Higher education institutions and the communities they serve stand to gain much from increased levels of employee participation and commitment. It is vital for institutions to get the most out of their employees, especially in light of the large sums of money they receive to support academics and staff. A well-executed personnel strategy may have long-term benefits for the economy if it drives an engaged workforce inside the institutions. Engagement of workers is a major problem in many industries. Organizations have seen huge results from employee engagement. It's becoming more difficult to find qualified workers, and the pool of potential applicants is becoming smaller. Talent management methods will develop as a result of the need to keep a workforce competitive. The demand for talent management in higher education is particularly acute . Cont…..

38. Today's organisations must actively seek to meet the expectations of instructors, which in turn has a direct influence on employee performance, which in turn impacts the overall success of the firm. The institutions must shift from employee motivation tactics to staff engagement in order to achieve their objectives. Teachers that are actively involved have become more important at a time when universities are looking to their staff for initiative, originality, and proactive solutions for existing teaching methods. Moreover, the study results portrayed the current picture of Employee engagement in the select JNTU affiliated colleges in Prakasam district of Andhra Pradesh State. Secondly, the study has depicted the role of demographic features of the study respondents in shaping their Employee engagement perceptions. It is already discussed that the employee engagement in the respondents are only moderate. In various aspects of the dimensions considered for the study, the respondents provided mixed responses and no consistency is found in their perceptions, except higher level of perceived employee engagement in Professors and those who are in the highest pay bracket. Some shortcomings in policy initiatives by the institutions might have caused these sharp gaps in employee engagement indifferent sub-groups of respondents. Specifically, the study results convey to the managements of the study engineering colleges that they need to improve the Employee engagement in their employees, since employee engagement is linked with various positive outcomesatworkplacelikeemployeejobsatisfaction,organizationalcommitment,andimprovedemployeeperformanceetc.Inthisregard,somepolicy decisions and strict adherence in their implementation by the management will serve the purpose. In view of the advantages connected with employee engagement, the researcher attempts to present some recommendations for improvement of employee engagement in the studied engineering colleges. Cont…..

39. High quality job environment in an organization or in a company shows the good behavior and attitude of the employs towards work and each other. It will be useful to promote a good work environment. Employees at private engineering colleges may be more productive if they have higher levels of employee engagement, especially among the teaching and non-teaching personnel. Teachers and non-teaching personnel make up the majority of the college's workforce. Teaching and non-teaching employees may provide fresh ideas and better planning to policy projects. Even in higher education, this approach is more competitive. Policy initiatives can be improved by considering to teaching and non-teaching staff contribution with new ideas and better plans. Especially in higher education departments this method is more competitive.

40. RECOMMENDATIONS   This sector has to be reformed, and the quality of the faculty is one of the most important considerations. Colleges must take appropriate measures to maintain good employee relations. Proper Compensation Policy must be formulated. Colleges must appreciate employees for their job. Good Career prospects must be provided to the employees. Skill enrichment programmes must be conducted in the organization. Employees must get a feeling of secure future. Employee’s grievances related to jobs & duties must be clearly solved. Provide career counseling and development to the employees who are not satisfied . Support from supervisors and all faculty treating equally which is strongly associated with teachers well being which helps to engage them and managing stress.

41. FUTURE SCOPE OF RESEARCH As the present study is restricted to the private Engineering Colleges of prakasam area in Andhra pradesh , it can be further to be reached out to different colleges and universities as well. Further, the comparable sort of study can be led in different parts of states in Andhra Pradesh for better comprehend the unmistakable picture. Indeed, even Future looks into ought to consider factors excluded in this investigation, which may likewise significantly influence the affect of faculty Engagement. By this, it can be expressed that there is a wide extent of research on this viewpoint.

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