A study on Employee Engagement in pvt engineering colleges

“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

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

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.

Literature Review
1. 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).
2. 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.
3. 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..

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.

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.

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.

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

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.

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.

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.

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.

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

A study on Employee Engagement in pvt engineering colleges

DATAANALYSIS & 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.

Factors Affecting on Employee Engagement
• Employee Satisfaction
• Employee Identification
• Employee Commitment
• Employee loyalty
• Employee Performance

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

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:

• 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

• 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’.

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

• 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

• Independent sample T-test for Status of staff

• 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

• 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.

• 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.

• 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.

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

• 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.

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…

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.

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.

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…..

• 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.

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…..

• 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,andimprovedem
ployeeperformanceetc.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…..

• 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.

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.

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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