Analysis and Recommendation of Employee Engagement

This research paper analyzes the employee engagement of CANADAWIDE and provides recommendations for improvement. The analysis is based on primary data collected from a cohort of around twenty-five people working within the organization. The paper covers cognitive, behavioral, and emotional aspects of employee engagement and includes graphs to measure the extent to which the sample of people chosen agree or not agree to the various questions underlying employee engagement and motivation.

Running head: ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
Analysis and Recommendation of Employee Engagement
Name of the Student:
Name of the University:
Author Note:

1ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
ANALYSIS
As mentioned earlier, the employee engagement of any firm can be subdivided into three
broad aspects of cognitive, behavioral and emotional. The analysis encompasses all the three
aspects and consists of questions that help in answering the various concepts involved within
these aspects. The analysis is based on primary data collected from a cohort of around twenty
five people working within the organization. Further, the analysis is carried out and presented
with the help of graphs that help measure the extent to which the sample of people chosen agree
or not agree to the various questions underlying employee engagement and motivation. The type
of questions asked for the analysis of this research is close ended questions wherein the
employees are asked to rate their level of affirmation with the different facts or research
questions. This helps in addressing the challenges faced by the employees of CANADAWIDE
with respect to employee engagement and motivation.
COGNITIVE
The questions involved and the areas of employee engagement addressed in this section
consists of the performance interest choices of the individuals.
I experience personal growth by receiving opportunity to grow through skill development
and other work-roles within CANADAWIDE

2ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
Strongly
Agree Somewhat
Agree neither Agree
nor Disagree Somewhat
Disagree Strongly
Disagree
0
1
2
3
4
5
6
7
8
9
10
Number of Responses
Number of Responses
The above graph portrays the degree to which the employees employed at
CANADAWIDE feel that their personal growth of experience at this firm happens by receiving
opportunities or scope of skill development and taking up of new work roles or positions or even
projects. As is seen in the above graph majority of the participants belonging to the firm and
included in the sample strongly agree with this fact. They claim that the learning and growing
opportunities provided by the firm adds to their overall experience and help in their personal
career growth and development. It is also noticeable that quiet a number of participants strongly
disagree with this fact that is they do not think that the experiences they gain out of working for
the firm help in their personal career growth and about eight respondents think that it somewhat
adds to their experience. This reveals that in some way or the other majority of employees
employed at that firm is growing and are satisfied with the amounts of growth that they have
achieved in their personal career with the help of the firm’s opportunities and learning

3ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
experiences. Thus this represents that maximum employees at CANADAWIDE are at least
moderately satisfied if not overtly satisfied by the opportunities and learning experiences
provided by the firm. This shows that the performance interest choices are satisfied by the firm
for the employees for the most part.
My job makes a difference in the lives of others
Strongly
Agree Somewhat
Agree Neither Agree
Nor Disagree Somewat
Disagree Strongly
Disagree
0
5
10
15
20
25
30
Number of responses
Number of responses
The above graph represents the responses of the employees to the question of their work
being important in the lives of others and making or brining out a difference in their lives. As is
portrayed in the above bar graph almost all the respondents and participants involved in the
sample have strongly agreed that their work helps in bringing about a change in the lives of other
employees or the community in which they operate and tend to serve. This shows the
performance interest of the employees in the context of accountability and responsibility. As all
the employees believe that they help in making the lives of others better through their work, they
are well aware that the more efficiently they perform the more the positive impact on the lives of

4ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
people that are affected and impacted by their work. This indicates that the employees are well
engaged in the work that they do and also motivated to perform better so that their productivities
also improve and this in turn helps in potential and capacity development of the employees. All
of these factors together contribute towards achieving of long term objectives of the firm with
the help of greater amounts of employee collaboration and unified efforts on behalf of them. It
also helps the firm to reach the goals of corporate social responsibility and ethical codes of
compliance.
I have the tools and available resources to perform my job well.
Strongly
Agree Somewhat
Agree Neither Agree
not Disagree Somewhat
Disagree Strongly
Disagree
0
1
2
3
4
5
6
7
8
Number of Responses
Number of Responses
This graph shows whether or not the participants of the study are satisfied with the
amount of infrastructure and equipments they are provided with at work on a daily basis in order
to complete their responsibilities accurately and efficiently. As is seen from the graph, majority
of the employees involved in the sample have strongly agreed and at least somewhat agreed to
the fact that they are well equipped for the job they are involved in. Although a good proportion

5ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
of the employees have remained neutral on this front and in some cases disagreed to a certain
extent, none of the employees have strongly disagreed. This helps in throwing light on the
efficiency of the infrastructural needs of the employees being satisfied which enable them to
finish large amounts of work in lesser time as compared to manually and with greater precision
and accuracy. This helps in understanding the role of the availability and presence of tools and
techniques in increasing the motivation and employee engagement at CANADAWIDE. It shows
that the firm has ample resources and tools that allow in better distribution and allocation of
work and helps the employees to work together towards reaching of the firm’s long term
objectives. This in turn helps the firm to keep the employees engaged and motivation by
instilling better productivity and performance capability.
I am given the opportunity to interact with other employees at a formal level.
Strongly
Agree Somewhat
Agree Neither Agree
not Disagree Somewhat
Disagree Strongly
Disagree
0
2
4
6
8
10
12
14
16
18
20
Number of Responses
Number of Responses
The above graph represents one of the most important cognitive parameters that help in
indicating and estimating the level of employee engagement in particular along with motivation

6ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
based on performance interests. As is seen from the above graph, majority of the employees who
have participated in the sample have strongly agreed to the fact that they are allowed to interact
and converse with other employees at a formal level. The other employees have at least
somewhat agreed if not strongly agreed. This helps in portraying the level of interaction that is
allowed at the firm which in turn help in increasing employee engagement and motivation.
Through formal conversations and interactions the employees increasingly feel they belong to
the firm and are able to align their personalities with the managers or other employees who are at
a hierarchy higher than theirs. It also shows that the employees increasingly want to interact with
other employees so that they can identify themselves as a significant part of the firm and become
more accountable for their roles which in turn help in ensuring that the long term goals and
objectives of the firm are reached through greater cooperation. Since the level of interaction is
high, the teams will be able to reach targets and increase their productivities and the level of
stress is also reduced. This in turn helps in increasing the potential capacities of the employees.
I am at the same level as my Superiors on the vision towards commitment and quality
production.

7ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
Strongly
Agree Somewhat
Agree Neither Agree
not Disagree Somewhat
Disagree Strongly
Disagree
0
2
4
6
8
10
12
14
16
18
Number of Responses
Number of Responses
The above question and graph is another most important and crucial aspect of the
cognitive analysis as it represents the responsibility and accountability of the employees and the
seriousness associated with the roles that they are employed for. As is seen from the above graph
majority of the employees questioned only agree somewhat to this fact, with most of the
employees remaining neutral or disagreeing to different extents. Only a very small proportion of
the employees involved in the sample strongly agree. This portrays that in the cognitive sense of
the term, the employees are focusing more on their personal goals and objectives rather than on
the objectives of the seniors or teams as a whole. Also it represents that even though the
employees are allowed to interact with the other employees in a formal way, they lack the
information or insight about the objectives or the quality needs which the seniors have. However,
it also might be the case that the views of the employees at a junior level differ from that of the
employees who are employed at a senior level. This might cause some deviation or fiction in the
context of employee engagement and employee motivation. However, since most of the

8ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
employees agree to a good extent that their vision in terms of commitment and quality
production matches that of their seniors, so this indicates that even though there some level of
cooperation issues most of the employees have the vision about the overall commitment and
quality performance for the firm.
EMOTIONAL
The values of the organization that instill and instigate motivation in the employees of
CANADAWIDE are discussed and analyzed with the help of questions underlying this aspect in
this part of the research paper.
My skills and abilities are being put to good use within the workplace
Strongly
Agree Somewhat
Agree Neither Agree
not Disagree Somewhat
Disagree Strongly
Disagree
0
2
4
6
8
10
12
14
16
Number of Responses
Number of Responses
This graph represents to what extent are the skills and capabilities of the employees put to
use on a daily basis at work with the firm. This graph represents that most of the employees
agree to some extent that the skills and capabilities that have acquired or already possess are

9ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
being put to use efficiently and in the right way and to a good extent. There are also a few
employees who strongly agree to the fact that their skills are used effectively while working for
the firm. However at the same time it is observed that there also few employees who disagree to
some extent that the skills are put to use on an everyday basis at work. If the total number of
people who strongly agree or agree somewhat to this fact are added and compared against the
number of people who disagree, it is found that the proportion of people who are able to utilize
the skills is greater than the proportion of people who disagree. This in turn helps in portraying
the extent to which the employees feel engaged in terms of being able to fit them in the required
fields. This shows how efficiently the human resources management was able to hire the correct
fit or section of employees according to the needs of the firm. As most of the employees are able
to utilize their skills it represents that they are satisfied with their job profiles and feel engaged as
they are able to identify themselves while contributing to the needs of the firm.
My job gives me the feeling of attaining personal accomplishment
Strongly
Agree Somewhat
Agree Neither Agree
not Disagree Somewhat
Disagree Strongly
Disagree
0
2
4
6
8
10
12
14
16
Number of Responses
Number of Responses

10ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
Personal accomplishment is perceived to be a very important measure of emotional
stance of employee engagement. It helps in portraying the amount of motivation that each
employee has received or is dealing with. This graph thus helps portray the amount of self
satisfaction and personal accomplishment that the employees included in the survey perceive to
have received out of the services that they provide to the firm. However, while analyzing this
question it is important to mention that the concept of self accomplishment and satisfaction is not
completely measurable and varies from person to person depending upon the perception and
views of tat employee. As is seen in the graph presented above, majority of the employees
involved in the sample either strongly agree or agree somewhat to the fact that they receive self
accomplishment through this job. However, there are still some employees who feel that they are
not able to accomplish their personal goals through this job. Hence even though majority of the
employees are engaged through the feeling of self satisfaction, the firm needs to work on the
other section of employees who feel otherwise and the management should thus take up steps
necessary for increasing the feeling of self satisfaction of these employees through motivational
workshops or sessions and instill in them a feeling of being productive.
Management is great towards keeping us informed on matters that may affect us

11ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
Strongly
Agree Somewhat
Agree Neither Agree
not Disagree Somewhat
Disagree Strongly
Disagree
0
2
4
6
8
10
12
Number of Responses
Number of Responses
The next aspect which is analyzed with the help of graphs in the emotional context of
analysis is whether the management keeps the employees of the firm, CANADAWIDE informed
about the decisions or other matters related to the functioning or working of the firm that may
affect them. If the graph represented herein is carefully analyzed it will be noticed that even
though there are a good number of employees who agree and again an almost equal number of
employees who disagree, the number of people who agree are still greater than the number of
employees who disagree. This in turn shows that majority of the employees have insight into the
matters of concern about the firm. This helps in portraying the amount of transparency in the
firm. In order to keep the employees engaged the firm should increase the amount of
transparency existing in the firm currently and thus help out the employees who disagree to feel
more motivated and instill in them a feeling of belonging.
I am motivated to see CANADAWIDE succeed

12ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
Strongly
Agree Somewhat
Agree Neither Agree
not Disagree Somewhat
Disagree Strongly
Disagree
0
2
4
6
8
10
12
14
Number of Responses
Number of Responses
This question or fact is the most direct and obvious way of finding out the amount of
employee engagement and motivation level. As is seen in the graph most of the employees agree
(strongly and somewhat) to the fact that they are motivated in seeing the firm succeed and reach
higher levels of growth. There are no employees involved in the sample who strongly disagree to
this fact. However, there are a few people in the cohort who disagree up to some extent that they
feel motivated in seeing CNADAWIDE succeed as a firm. Though majority of the employees are
engaged and motivated towards bringing in success for themselves along with the firm as a
whole, there are still a very small proportion of employees who do not feel enough engagement
with the firm and are not affected by the success of the same. Therefore, it is very important in
this respect to find out the cause for these employees being de-motivated and not feeling engaged
enough with the firm. It is then important and crucial for the firm to come up with options like
workshops, counseling or other sessions or even enough transparency and compensation for the

13ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
employees so that they feel motivated or engaged enough in order to contribute in a bigger way
towards the success and growth of the firm as a whole.
I feel encouraged by My Superiors to come up with innovative ways on how to conduct
my job in an efficient manner
Strongly
Agree Somewhat
Agree Neither Agree
not Disagree Somewhat
Disagree Strongly
Disagree
0
2
4
6
8
10
12
14
16
Number of Responses
Number of Responses
This question of encouragement helps in analyzing the extent of support that the
employees receive from the seniors which directly help in propelling their growth through
motivational techniques and strategies used by the superiors and seniors. As is evident from the
graphs provided, most of the employees who were involved in the sample have agreed up to
some extent that the superiors were able to come up with techniques and strategies that have
provided a better and innovated way to increase the productivity of the different employees.
However, there still exists a good number of employees in the sample who have remained neutral
with respect to this context or have disagreed to different extents about the availability of new
and innovated methods and processes which will help them to carry out their job and the roles in

14ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
a better and more productive manner. This calls for the implementation of certain changes in the
techniques and strategies involving sustainability management and change management that will
help the employees to increase their productivities and become more efficient in performing the
required jobs or roles assigned to them. In this context the use of latest modes of technological
innovation and automation is important as this is the only way in which the employees will be
efficiently able to work in a small amount of time and thus reach greater productivities.
BEHAVIORAL
The behavioral attributes that contribute to the employee engagement and motivation in
this aspect which are covered by the questions below include the concepts of dedication and
rewards.
I am rewarded for the quality of work in which I place forward in the workplace.
Strongly
Agree Somewhat
Agree Neither Agree
nor Disagree Somehwat
Disagree Strongly
Disagree
0
2
4
6
8
10
12
14
16
Number of Responses
Number of Responses

15ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
The behavioral aspect brought about by the analysis of data gathered on the basis of this question
portrays the amount of dedication with which the employees who have been questioned and were
involved in the sample work at CANADAWIDE. As is portrayed by the graph presented above,
the majority of the individuals within the sample have somewhat agreed to the fact that they are
rewarded for the quality of work that they provide on a daily basis at this firm. This helps in
understanding that the behavior of the employees and the managers is governed by a two way
process wherein, the recognition and rewards play a very important role in shaping the behavior
of the employees. However, as there is still a proportion of employees who somewhat disagree or
strongly disagree with this fact, so it is important to understand that the firm needs to take up
initiatives or activities and also allocate resources so that this part of the employees can also feel
engaged or provide quality work so that there is both a feeling of competition and also higher
recognition and thus motivation and dedication on their part increases. In this respect it is
important to mention that the firm should not only allocate more resources through the means of
recognition and compensation but also allocate resources for bettering of training and
development and technological innovation so that the performance quality and productivity
increases and the employees feel recognized and also feel like they form an important part of the
firm as a whole.
My Superiors gives me encouragement when I go the “extra mile” towards tasks.

16ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
Strongly
Agree Somewhat
Agree Neither Agree
nor Disagree Somehwat
Disagree Strongly
Disagree
0
2
4
6
8
10
12
14
16
Number of Responses
Number of Responses
The data collected and analyzed in the above graph is also very important in the context
of behavioral factors that determine engagement of employees and motivation. Encouragement
from the seniors and superiors is always perceived to be a very important part of the whole
aspect of providing motivation and engagement in the employees of any organization big or
small. As is seen in the graph presented above, there are a good number of employees who agree
somewhat to the fact that they receive ample support and encouragement from the seniors in
taking additional efforts and performing more than the amount they are ideally required to.
However, at the very same time there are also a good number of employees who disagree up to
different extents that they receive support and encouragement from the seniors to take up
additional efforts or responsibilities and increase their average amounts of productivities. If the
graph presented above is studied carefully, it will be noticed that the number of people who
agree exceeds the number of people who disagree only by a very small and minimal amount,
hence the firm should check for ways in which the managers or other employees at senior levels

17ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
are able to help out other employees and enable them to increase their capacity and productivity
by taking up additional responsibilities. This can be done with the help of workshops or one on
one session with the employees on a weekly or daily basis.
I give quick responses in a professional manner towards the customer’s needs.
Strongly
Agree Somewhat
Agree Neither Agree
nor Disagree Somehwat
Disagree Strongly
Disagree
0
5
10
15
20
25
Number of Responses
Number of Responses
The fact that the employees are able to answer quickly and accurately to the customers
according to their questions and needs in a professional manner portrays that the employees will
have greater motivation in terms of deriving satisfaction out of the work that they do for the firm.
The graph helps measure the extent to which the employees feel satisfied by providing services
to the customers and helping them out with their problems. It also portrays and brings to light the
problem solving capacities of the employees which in turn signifies the extent to which they feel
engaged and holds themselves accountable for the decisions that they make. As is represented in

18ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
the graph, all the employees involved in the sample, either strongly agree or agree to some extent
that they are positively able to answer the questions of the customers and solve their problems in
a professional manner. There are no employees who have disagreed or have remained neutral in
this context, which means that they feel engaged and are able to solve problems with
accountability either because they genuinely are concerned about the problems of the customers
or they genuinely want to improve their own performance. Either way, this is a good indicator
that the employees are motivated on their own even if they don’t receive enough support from
their managers or seniors on a regular basis.
I am being recognized as an individual by My Superiors
Strongly
Agree Somewhat
Agree Neither Agree
nor Disagree Somehwat
Disagree Strongly
Disagree
0
2
4
6
8
10
12
14
16
18
Number of Responses
Number of Responses
Individuality forms a very important in shaping the behavior of a person which in turn
helps determining if an employee is a good fit for the firm or not. This means that employees are
given recognition individually and not as a whole or as a team. Each employee is thus driven
towards better performance through his or her own capabilities and capacity development. This

19ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
also represents how the individuals are themselves encouraged for their own hard work and
contribution towards reaching the objectives of the firm along with that person’s personal goals
or objectives together. As is represented in the above graph, the individuals involved in the
survey, have mostly agreed to different extents that they are recognized as individuals by their
seniors in the firm. However, there are also a group of employees who are a part of the sample
and who have remained neutral about this fact and there is also a very small proportion of the
employees in the sample who have disagreed to this fact. This represents that even though the
managers are able to instill the feeling of importance and significance in most of the employees
of the firm, there is still a section of employees who do not feel acknowledged for their
individual efforts in this firm and so the managers and the employees employed at the senior
levels need to work on this aspect of instilling engagement and motivation in the employees by
appreciating their own and individual efforts towards the firm.

20ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
Considering my work role at CANADAWIDE the amount of tasks that is required of me is
too demanding.
Strongly
Agree Somewhat
Agree Neither Agree
nor Disagree Somehwat
Disagree Strongly
Disagree
0
2
4
6
8
10
12
14
16
Number of Responses
Number of Responses
The aspect of job roles or job designing is very important and crucial for the efficient
functioning and operations of any firm. The aspect involved in this sample question helps to
determine if the employees are satisfied with the job roles that they are placed in and if the
responsibilities and activities that are expected out of them are more than what they were ideally
hired for. As is presented in the graph above, out of all the employees involved in the sample, the
proportion of the employees that agree to the fact that they have to perform more efficiently and
in larger amount than what should ideally be expected out of the job roles prescribed to them.
There is also quite a good proportion of employees who disagree to the fact that they are
expected to work outside their job roles. However, the people who agree is way greater than the
number of people who disagree to this fact and so it can be inferred that the management and the
human resources department need to distribute work among the employees more efficiently such

21ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
that the work that is expected out of any employee is relevant ot the role that he was initially
hired for or the position he holds.
Conclusion and Recommendations
Introduction
Employee engagement is a very important aspect for the smooth and efficient functioning
and operations for any firm. It helps portray how an employee feels about working for r being
associated with the organization. Monitoring the same is very important as it will help them to
strike a balance between the efforts taken by the HR department and the employees of any firm.
This paper makes an attempt to analyze the various parts of employee engagement and
motivation by considering the behavioral, cognitive and emotional aspects of the same. To
conclude it can be said that the employee engagement and their performances varies from firm to
firm and in this case needs more effort on the part of the managers than the employees.
5.2 Objective1
To increase employee engagement at CANADAWIDE by increasing the amount of
transparency and information sharing among the employees.
5.2.1 Conclusion
The level of transparency in this organization is not high and so the employees at the
managerial or senior levels should provide the employees working under them with greater
amounts of information and keep them informed about the long run goals that the firm is aiming
at.
5.2.2 Recommendation

22ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
The firm should increasingly take up steps for providing greater amounts and levels of
information with the help of the hierarchical structure present in the firm. The amount of
transparency should be increased by promoting greater number of collaborative activities and
informed decision making.
5.3 Objective 2
To increase the amount and intensity of recognition and reward providing in the firm
through greater cooperation from managers and efficient job design and allocation of work
5.3.1 Conclusion
It has been noticed through the analysis of many questions with the use of graphs that the
managers have in some way or the other failed to cater to the emotional and motivational needs
of a group of employees in the firm. It has also been noticed that the structure of job design is not
appropriate for the employees working in the firm and they are often required to work outside
their roles and expertise.
5.3.2 Recommendation
The firm should take up steps so that the managers are able to take up initiatives which
instill a feeling of importance and belonging in the employees so that they feel more connected
to the firm and the job that they perform. Further, the employees should also take up steps so that
their performance is recognized and the mangers and higher authorities feel the need of sharing
information with them. Further, the human resources department should take up initiatives so
that there is better allocation of work and the employees do not have to take up additional
responsibilities that are not relevant to their job roles or experiences. Again in this context too, if

23ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
the employees do take up additional responsibilities or try performing outside their scope, the
managers should encourage, acknowledge and appreciate those efforts and reward them with due
recognition.
5.4 Limitations of the study
As the research is carried out with the help of primary data and in a very short span of
time, it is exposed to some limitations like most other researches. The limitations that this
research is exposed to and the areas which need to be addressed in this respect are described in
details in the following section.
5.4.1 Sample Population
The sample chosen for this study is very small compared to the entire population of
employees associated with this organization. The sample chosen for this case study consists of a
cohort of only twenty five people and the responses recorded are also close ended and so the
extent and intensity of the answers recorded and used for analysis are also very limited.
5.4.2 Measurement issues
The variables or the questions under consideration in this particular case are also very
ambiguous and intangible and so the results are not completely rigid and accurate or reliable. The
method of analysis used in this case is also not vary reliable as only graphs are used. The
research could yield more robust and rigid results if better analytical models are used.
5.4.3 Time Factors
The other factor that forms a limitation on the procedure and results found out of the
essay is the factor of time. The report has been completed in a very short span of time and thus is

24ANALYSIS AND RECOMMENDATION OF EMPLOYEE ENGAGEMENT
not as rigorous and robust as it would be if there was availability of a larger span of time. Thus,
this also contributes to the ambiguity of the results.
5.6 Future Research
The scope of future research based on this research paper lies in the aspects of
consideration of more aspects outside of the aspects of cognitive, emotional and behavioral
aspects which are considered and given importance in this particular research. Further, the
research conducted further on from here also can consider more rigorous models of analysis that
can predict the results in a more accurate manner by taking into consideration the necessary
deviating factors and components. Further research can also be undertaken by considering more
open ended questions while adhering to the ethical codes of compliance. This will bring to light
the broader picture and help in better reasoning and recommendation.