DECLARATION

I affirm that the project work titled THE STUDY ABOUT JOB SATISFACTION OF EMPLOYEES IN MANGALODAYAM PHARMACEUTICALS (P) LTD CHANGARAMKULAM being submitted in partial fulfillment for the award of MBA is the original work carried out by me. It has not formed the part of any other project work submitted for award of any degree or diploma, either in this or any other University

Signature of the candidate Rashid K.V 108001105043

ACKNOWLEDGEMENT
The project report is submitted by the researcher during the academic year 2011-12 for the partial fulfillment of the requirements for the MBA programme. It is a matter of

immense pleasure and privilege to acknowledge the valuable assistance, inspiration, guidance and help; I amassed from a galaxy of personalities during my in plat training at MANGALODAYAM PHARMACEUTICALS PVT LTD CHANGARAMKULAM. I most sincerely express my heartfelt gratitude to MR.MOHAMMED SAGEER P.V, The managing partner for his guidance and encouragement throughout the training. I would also like to think to thank the staff of MANGALODAYAM PHARMACEUTICALS PVT LTD

CHANGARAMKULAM for the tremendous patience in solving difficulties and answering the endless questions put up by me. The incredible help and information imparted by the organization is unforgettable.

I expressed my sincere gratitude to our director, Dr.B.Subramani and the staff of Dr.N.G.P Business School, for permitting me to take up this summer internship. I am really grateful to Assistant Proffessor Mrs.NEMAVATHI K.S, my faculty guide, for her valuable suggestions and encouragement to complete the summer internship successfully. Her subtle wisdom has been the primary factors influencing my study and has urged me to a greater precision and comprehension in my summer internship.

CONTENTS

Chapter No. List of tables 1 Introduction 1.1 About the study

Title

Page No.

1.2 About the industry 1.3 About the company 2 Main theme of the project 2.1 Objective of the study 2.2 Scope and limitations 2.3 Methodology 2.4 Review of literature 3 Analysis and Interpretation 3.1 Percentage analysis (personal data) 3.2 Weighted average analysis 3.3 Simple Percentage analysis 3.4 Chi-square analysis 4 Findings, Recommendations and Conclusions 4.1 Findings 4.2 Recommendations 4.3 Conclusions Appendix References

LIST OF TABLES

Table No. 3.1.1 3.1.2 3.1.3 3.2.1 3.2.2 3.2.3 3.2.4 3.2.5 3.3.1 3.3.2 3.3.3 3.3.4 3.3.5 3.4.1

Description Age group of the respondents Educational Qualification Experience of the respondents Facilities in the company Relationship with the employer Working Environment Satisfaction regarding job rotation system Satisfaction regarding remuneration system Opinion about the trade union Opinion about casual leaves Privilege policies Settlement of Dues Extent of satisfaction with immediate superior Table showing the relationship between Age and Job satisfaction

Page No.

CHAPTER -1 INTRODUCTION Without human efforts organization cannot accomplish their objectives. - Rennis LikertHuman resources are very important factors of an organization to perform their activities. Human resource can affect the performance of an organization. The success and failure of an organization can be determined by the performance of its human resource. Peter Ducker states that the Human Resource is of all the resources entrusted to man the most productive, the most versatile and the resourceful unlike the resource which has the ability to thinks co-ordinate, judge and take decision. Human Resource must be developed and conserved if a nation has to survive and flourish of all the prime resources, it is the human being who constitute its greatest assert. It is the quality, vigor and intentions that enhance the values of input in a production process. If the employees are not satisfied with management, it will reduce the productivity and efficiency of the organization. For efficient and effective productivity and performance by the organization, better management of human resources is required. Today, every organization gives more importance to manage human resources. They give more freedom to employees for performing their best. Management provides good incentive system to employees to increase morale of employees. Here, the study is conducted to analysis the satisfaction level of employees with management of Mangalodayam pharmaceuticals.

1.1 ABOUT THE STUDY In the modern competitive business world, industries try to increase the efficiency of their performance. The success of any industrial unit directly depends upon the job satisfaction of the employees in that industry. This study helps the company to know about the strengths and weaknesses thereby they can take suitable policies to improve the job satisfaction of the employees in the near future.

Job satisfaction is an attitude of employees about their work and is based on numerous factors, both intrinsic and extrinsic to the individual. To be successful, organizations must continuously appoint the right person to the right job in the right culture and keeping them satisfied. Higher job satisfaction will help to increase the productivity and moral of the people, and will reduce the absenteeism and labour-management strikes. Job satisfaction is a result of employees perception of how well their job provided those things which are reviewed as important. It is recognised in the organizational behavioural field that job satisfaction is the most important and frequently studied attitude. 1.2 ABOUT THE INDUSTRY Ayurveda-It is the oldest holistic system of medicines in the world that use constitutional models. It is the act of healthy living that has been helping human to create harmony in daily life by using the techniques of self knowledge and self care. So it is to know about life. Life is a combination of our essential parts; mind, body, sense and soul. Basically, there are two goals of Ayurveda. They are: To maintain the health of healthy To heal the sick

Thus, it is concerned with measures to protect Ayus Ayurveda is an effective therapy which helps to cure disease with almost no side effects.

When compared with allopathy, Ayurveda is more effective. Allopathy can be improved with the use of ayurvedic medicines along. Thus now a days, people are talking more interest in Ayurveda and also huge wave of learning and practicing Ayurveda is created. Ayurvedic massages and panchakarma techniques are famous worldwide. It is as old as the existence of species over the planet earth. It is more fascinating science basically teaches us how to lead a healthy, happy and comfortable life. 1.3 ABOUT THE COMPANY 1.3.1 COMPANY PROFILE MANGALODAYAM PHARMACEUTICALS is started in 1960 as a small unit, Mangalodayam Vaidyasala has now expanded its operations to many new frontiers. Their ancient sages and seers have always been one with nature and thus have led a very peaceful life. At Mangalodayam they believe in being one with nature. Nature has all the right ingredients that contribute for the healthy living of man. The patrons of Mangalodayam have discovered this principle long back and have now implemented scientific methods to prepare these medications. They have their own herbarium for cultivating the medicinal plants. The laborious researches that they have been conducting for years have yielded them good results, they have developed over 400 general medicines and have to their credit 40 patented medicines. Mangalodayam Pharmaceuticals is certified with GMP (Good Manufacturing Practice) as per rules and regulations of the central government of India. Their fully equipped lab ensures the quality of each product that leaves the factory. 1.3.2 BRANCHES OF THE COMPANY Mangalodayam Pharmaceuticals has to their credit a wide and strong dealer network throughout Kerala and have branches in              Changaramkulam Eramangalam Chavakkad Edappal Kuttippuram Kottakkal Tirur Kondotty Parappanangadi Ramanattukara Feroke Kozhikode Kasargode

This dealer network has made their presence felt in the general public.

1.3.3 COMPETITORS OF THE COMPANY Sitaram ayurvedic pharmaceuticals Nagarjuna Ayurveda oushadasala Kottakal Aryavaidyasala Ashtavaidyam thaikattumooss vaidyasala Oushadi Thrissur S.D Pharmacy Sri bhagavathy madam

CHAPTER -2 MAIN THEME OF THE PROJECT 2.1 OBJECTIVES OF THE STUDY The main objectives of the study are as follows;  To know about the satisfaction level of employees in the organisation  To determine the facilities available to the employees  To know the safety measures available to the employees  To understand whether the employees are satisfied in 2.2 SCOPE AND LIMITATIONS Job satisfaction is the term used to describe a situation when employees are satisfied and contented with his job and the office environment. The study about job satisfaction has a wider scope, Job Satisfaction is of utmost importance in any organization be it small or large. Thinking that job satisfaction is important only for the employee then it is not right. It is equally important for the organisation for which the employee is working as well. The following points will show the scope of job satisfaction easily. SCOPE FOR THE ORGANIZATION  It enhances employee retention and the company does not need to train employees repeatedly.  The overall productivity of the company is increased and it assists in achieving the goals of the company.  When employees are satisfied with their job they deal with customers in a better manner and thus customer satisfaction is achieved to great extent. getting facilities

 It helps the company in getting better services and products from its employees.  Money spent on training new candidates and recruitment of new candidates can be saved extensively.

SCOPE FOR THE EMPLOYEES  When the employee gets satisfactory services from the company initially, he tends to believe that same treatment would be offered in long run.  Employee would start taking interest in his work instead of worrying about other issues.  The employee starts feeling a sense of responsibility towards the organisation.  He deals with customers in a better way and builds strong relations with them.  They would try to produce better results in order to get appreciation from the company

LIMITATIONS OF THE STUDY 1. The short span of time has limited the detailed study of the project to some extent. 2. The researcher was unable to meet the worker class people due to the policies of the company. 3. Due to heavy work schedule of the employees the researcher was not able to concentrate on the fullest extent possible. 4. The report cannot be generalized as it focuses only on this particular company.

2.3 RESEARCH METHODOLOGY Research is the process of a systematic and in depth study of any particular topic, subject area of investigation based by the collection, completion, presentation and interpretation of the relevant details of data. The research that involves scientific analysis would result in the modification of old concepts or knowing of an existing theory For analyzing the data, SAMPLING METHOD is adopted. To collect the information from employees, 50 employees are randomly chosen, and conducted direct question programs. Table no.2.1 RESEARCH DATA Research design The study is a descriptive study. Descriptive research studies are concerned with describing that characteristic of a particular individual or of a group. Data sources Primary data Secondary data The data collection includes both primary and secondary data The primary data are collected by means of structured questionnaire To collect information regarding organization and subject of the study, company s brochure, files, magazines, periodicals, books and Internet were used which constituted the secondary data.

FORMATION OF QUESTIONNAIRE: The questionnaire consists of a number of questions printed in definite order on a form or set of forms. It was scientifically planned and covers questions on major aspects of organization climate. The questionnaire includes details regarding personal details, views regarding career

advancement, welfare activities, management, working conditions & salary, training & development.

TYPES OF QUESTIONS IN THE QUESTIONNAIRE: The questionnaire consists of following type questions. 1. MULTIPLE CHOICE QUESTIONS: The multiple choice questions were framed to collect the necessary details from the employees. The respondent can choose any one of the given choice as per his/her opinion. 2. YES/NO QUESTIONS: These questions help the respondent to give their valuable reply in the form of either YES or NO. 3. OPEN ENDED QUESTIONS: These questions provides a open and wide opportunity for the employees to respond against the queries. SAMPLING: Population refers to the total number of items on which the study is conducted. Total population of executives for this study is 60. Sampling in the process is to obtain information about an entire population by examining a part of it. The few items selected from the estimated population constitute a sample.

SAMPLE FRAME: It is also known as source list from which the sample has to be drawn. This contains the names of all the items in a universe. The sample frame for the study is the executive cadre group in the organization. SAMPLE UNIT: Each item in the sample frame is sample unit. The sample unit includes executives of different department. SAMPLE SIZE: Sample size refers to the number of items to be selected from the universe to constitute a sample. It should neither be excessively large nor too small. It should be optimum. The study included a sample size of 40 executives. SAMPLE DESIGN: Sample design is a definite plan for obtaining sample from a given population. It refers to the technique or procedure. It refers to the technique or the procedure the researcher would adopt in selecting items for the sample. Simple random sampling technique is used in the following study.

STATISTICAL TOOLS APPLIED: 1. PERCENTAGE ANALYSIS: The responses of Personal Data and some of the numerical data are summarized to percentage format for easy analysis and convenience. 2. WEIGHTED AVERAGE ANALYSIS: Weighted average analysis is a technique used to find out the average of the samples. This technique is used only for numerical data. This analysis is done for multiple responses in the numerical form.

4. CHI-SQUARE TEST: Chi-square test is used to determine the relation between the age group and satisfaction level of the employees.

2.4 REVIEW OF LITERATURE: A review of literature helps the researcher to have a firsthand knowledge about the parallel work done by others. This enables to fix the title, objective and methodology. Following are some of the review available for job satisfaction in different industries both in India and abroad. 1. In a study conducted by Richard J. Broisetain (1998), it is reported that the level of satisfaction can be achieved only through proper welfare measures and good working environment. 2. In general Americans report, high job satisfaction (about 87% satisfied), More satisfaction reported with the nature of work, and people (88-90%) less satisfaction with pay, benefits, promotion opportunities (60-70%) 3. In a study conducted by Richard J. Broisetain (2001), It is reported that the workers themselves identify their satisfaction level and design them the corresponding variables to yield better results. 4. According to recent study by (SHRM) Society for Human Resource Management. (2004) what makes employees happy? Does HR Know what employees value most? on 1000 Employees and HRD Professionals in the U.S it was concluded that the top three factors that workers considered for satisfaction were ; Job security, Benefits< Communication between Employees and Management. 5. Thompson. (2004) A professional trainer speaker and author in his article Employee Satisfaction is the key to Company success, says that employee satisfaction is a key to company success in order to achieve this is necessary to discover what employees want and give it to them,

6. Oakley. (2004) A Krannert School of Management professor, in his study titled It is an organizations employees who influence the behavior and attitude of customers, and it is the customer that who drive an organizations Profitability, on 5,500 employees from 100 organizations states that, the main factors of satisfaction are communication and organization culture. 7. Iverson and Currivan. (2003) In their article Union Participation, Job satisfaction, and Employee turnover: An Event-History analysis of the Exit-Voice say how union participation and job satisfaction may interact to influence employee turnover over time. Thus union participation leads to better satisfaction among employees, which inturn leads to reduced employee turnover. 8. Daulatram and Lund. (2003) In his study titled Organizational Culture and Job Satisfaction, among marketing professionals in the U.S firms showed that the organization culture in terms of flexibility, spontaneity, control, stability and order greatly influenced Job satisfaction.

CHAPTER-3 ANALYSIS AND INTERPRETATION 3.1 PERCENTAGE ANALYSIS Table 3.1.1 Age group of the respondents NO OF RESPONDENTS
6 20 19 5 50

AGE
<20 YEARS 20-30 YEARS 31-40 YEARS >40 YEARS TOTAL

PERCENTAGE
12 40 38 10 100

SOURCE

Primary data

INFERENCE : The above table shows out of 50 respondents, 52%of respondents fall under the age group of below 30 years, 48% of respondents fall under the age group of above 30 years.

Chart 3.1.1 AGE

10%

12%

<20 YERRS 20-30 YEARS

38% 40%

31-40 YEARS >40 YEARS

Table 3.1.2 Educational Qualification EDUCATIONAL QUALIFICATION SCHOOL TECHNICAL DEGREE AND ABOVE TOTAL Source: Primary Data Inference: The above table shows out of 50 respondents, 64% of respondents completed their School, 32% of respondents completed their technical studies and 4% of respondents completed their degree and above. NO OF RESPONDENTS 32 16 2 50 PERCENTAGE 64 32 4 100

Chart 3.1.2 EDUCATIONAL QUALIFICATION

4%

32%

SCHOOL TECHNICAL DEGREE AND ABOVE 64%

Table 3.1.3 Experience

NO OF EXPERIENCE RESPONDENTS PERCENTAGE <5 YEARS 28 56 5-10 YEARS 19 38 >10 YEARS 3 6 TOTAL 50 100 Source: Primary Data Inference: The above table shows out of 50 respondents, 94% of respondents fall under the experience of below 10yrs and 6% of respondents fall under the experience of above 10 yrs.

Chart 3.1.3 EXPERIENCE

6%

<5 YEARS 38% 56% 5-10 YEARS >10 YEARS

3.2 WEIGHTED AVERAGE ANALYSIS Table 3.2.1 Facilities in the company

SL.NO SATISFACTION LEVEL 1 SATISFACTORY 2 AVERAGE 3 BELOW AVERAGE FREQUENCY WEIGHT FREQUENCY*WEIGHT 23 3 69 17 2 34 10 1 10 50 113

TOTAL

Weighted average = fw f 113 50 = 2.26 Weighted average No of weights *100

2.26 3 Source: Primary Data

*100

= 75%

Inference: The above table shows out of 50 respondents, 75% of respondents are satisfied with the facilities in the company. CHART 3.2.1
SATISFACTION REGARDING TO FACILITIES

SATISFACTORY AVERAGE BELOW AVERAGE

Table 3.2.2 Relationship with the employer SATISFACTION SL.NO LEVEL 1 HIGHER LEVEL 2 BALANCED 3 BAD TOTA L FREQUENC WEIGH FREQUENCY*WEIGH Y T T 32 3 96 18 2 36 0 1 0 50 132

Weighted average = fw f 132 50 = 2.64 Weighted average No of weights *100

2.64 3 Source: Primary Data

*100

= 88%

Inference: The above table shows out of 50 respondents, 88% of respondents have higher relationship with the employer.

CHART 3.2.2

RELATIONSHIP WITH THE EMPLOYER

HIGHER LEVEL BALANCED BAD

Table 3.2.3 Working Environment SATISFACTION FREQUENCY WEIGHT FREQUENCY*WEIGHT LEVEL 1 EXCELLENT 20 3 60 C 2 GOOD 21 2 42 3 WORST 9 1 9 H TOTAL 50 111 SL.NO Weighted average = fw f 111 50 = 2.22 Weighted average No of weights *100

2.22 3 Source: Primary Data

*100

= 74%

Inference: The above table shows out of 50 respondents, 74% are satisfied in the working environment.

Chart 3.2.3

WORKING ENVIRONMENT

EXCELLENT GOOD WORST

Table 3.2.4 Satisfaction regarding job rotation system

SL.NO SATISFACTION LEVEL 1 HIGHLY SATISFIED 2 SATISFIED 3 NOT SATISFIED FREQUENCY WEIGHT FREQUENCY*WEIGHT 17 3 51 24 2 48 9 1 9 50 108

TOTAL

Weighted average = fw f 111 50 = 2.22 Weighted average No of weights 2.22 3 Source: Primary Data Inference: The above table shows out of 50 respondents, 74% are satisfied with the job rotation system. *100 = 74% *100

Chart 3.2.4
JOB ROTATION SYSTEM

HIGHLY SATISFIED SATISFIED NOT SATISFIED

Table 3.2.5 satisfaction regarding remuneration system

SL.NO 1.

SATISFACTION LEVEL ADEQUATE NOT AS PER THE WORK

FREQUENCY WEIGHT FREQUENCY*WEIGHT 37 2 74

2. TOTAL

13 50

13 87

Weighted average = fw f

87 50 = 1.74 Weighted average No of weights *100

1.74 2

*100

= 87%

Source: Primary Data Inference: The above table shows out of 50 respondents, 87% are satisfied with the remuneration.

Chart 3.2.5
REMUNERATION SYSTEM

ADEQUATE NOT AS PER THE WORK

3.3 SIMPLE PERCENTAGE ANALYSIS

Table 3.3.1 opinion about the trade union Sl no 1 2 3 Opinion It is necessary Not necessary No response Total No of respondents 17 15 8 40 Percentage 42.5 37.5 20 100

Inference: From the above table, it is clear that 42.5% of the employees say that trade unions are necessary in the organisation. The result shows the influence of trade unions among employees.

Chart 3.3.1
45 40 35 30 25 20 15 10 5 0 It is Necessary 1 Not Necessary 2 No Response 3

Table 3.3.2
Sl no 1 2 3

opinion about casual leaves

No of respondents Percentage

Casual leaves

Adequate not enough total

15 25 40

37.5 62.5 100

Inference: The result shows that the numbers of casual leaves are not enough as per the opinion of employees.

Chart 3.3.2

70 60 50 40 30 20 10 0

Adequate
1

Not enough
2

Table 3.1.3 Sl no
1 2 3 4

privilege policies No of respondents

13 17 10 40

Privilege policies Highly satisfied Satisfied Not satisfied Total

Percentage
32.5 42.5 25 100

Inference: From the result, it is clear that majority of the employees are merely satisfied with the companys privilege policies.

Chart 3.3.3

45 40 35 30 25 20 15 10 5 0 Highly Satisfied 1 Satisfied 2 Not Saisfied 3

Table 3.3.4 Settlement of Dues Sl no 1 2 3 Dues In time Not in time Total No of respondents 13 27 40 Percentage 32.5 67.5 100

Inference: It is clear from the above result that majority of the employees opinioned that the management doesnt settle the dues in time.

Chart 3.3.4

70 60 50 40 30 20 10 0 In Time 1 Not in Time 2

Table 3.3.5 Extent of satisfaction with immediate superior Sl no

1 2 3

Satisfaction level Higher level Middle level Lower level Total

no of respondents
16 17 7 40

Percentage
40 42.5 17.5 100

Inference: From the above result it is clear that majority of the workers higher level or middle level satisfaction with the immediate superior, it is a good sign for the organisation.

Chart 3.3.5

45 40 35 30 25 20 15 10 5 0 Higher Level 1 Middle Level 2 Lower Level 3

3.4 CHI- SQUARE TEST Table 3.4.1 Table showing the relationship between Age and Job satisfaction AGE BELOW AVERAGE 1 1 1 1 4 EMPLOYEE SATISFACTION AVERAGE 2 4 10 2 18 ABOVE AVERAGE 3 15 8 2 28 TOTAL 6 20 19 5 50

BELOW 20 20-30 30-40 ABOVE 40 TOTAL

STEP: 1 STATEMENT OF HYPOTHESIS H0=Age and satisfaction level of employees is independent H1= Age and satisfaction level of employees is dependent

STEP: 2 FIND EXPECTED FREQUENCY FREQUENCY = ROW TOTAL * COLUMN TOTAL GRAND TOTAL

STEP: 3 CALCULATE X2 STATISTICS X2 = 6.99 STEP: 4 CALCULATE DEGREES OF FREEDOM DEGREES OF FREEDOM = (r-1)*(c-1) = (4-1)*(3-1) = 3*2 =6

STEP: 5 IF CALCULATED VALUE IS GREATER THAN THE TABLE VALUE, THEN REJECT H0 AND IF TABLE VALUE IS GREATER THAN CALCULATED VALUE, THEN ACCEPT H0 Here, Calculated value = 6.99 and Table value = 12.592 So, in this situation we can ACCEPT THE H0

CHAPTER-4

FINDINGS, RECOMMENDATIONS AND CONCLUSIONS 4.1 FINDINGS  56% of the employees are having above average satisfaction in their job; this implies that the organisation is providing good facilities to the employees.  32 of the total 50 employees have the opinion that they are highly satisfied and highly related with the employer, this is a good situation that the organisation is going through,  The organisation is really treating the employees as their assets,  The organisation is provides good and excellent facilities to the employees,  46% of the workers satisfaction level about their salary and working conditions are average,  32% of the total employees are having technical education, and majority i.e., 62% is only having school level education.  40% of the total employees are in the age group of 20-30 years and 32% are in 30-40.  The company organizes welfare activities for the employees within a specified time period.  56% of the employees are having the experience of below 5 years.

4.2RECOMMENDATIONS  Could provide more attractive salary allowances and perquisites considering the qualification and skill.  Could improve the first aid facilities, allowances and other incentives, so that it can improve the satisfaction level of the employees.  Could take more care for improving the employee employer relationship in the organisation  A feeling of participation could be developed among employees. Most employees want to have a say in the way their jobs are done. They believe that the management overlooks numerous ways to improve quality and efficiency.  Employees could be approached for decision making and tackling day-to-day problems.

 Spontaneous recognition system could be carried out in the company. Performance recognition could be a surprise. That way people are left to concentrate on doing their best instead of becoming unduly focused on the reward itself.  Company could offer more safe and healthy working conditions.  Adequate job security and attractive retirement benefits can be provided.  Participative Decision making can be developed.

4.2 CONCLUSIONS Every company/firm should specially consider the job satisfaction of the employees. The companys performance is linked with the workers performance. The workers performance directly depends on job satisfaction. Every organisation should try to improve the job satisfaction of the employees; it will increase the efficiency and effectiveness of the firm. If the employees are satisfied in their job, the organisation can enhance employee retention, Increase productivity and customer satisfaction, Reduce turnover, recruiting, and training costs, Enhance customer satisfaction and loyalty, more energetic employees, Improve teamwork and Higher quality products or services due to more competent, energized employees. This study help the company to know more about the factors which causes satisfaction and dissatisfaction of the employees in their job and the study also help the company to frame more effective policies which improve job satisfaction of the employees.

APPENDIX

THE STUDY ABOUT JOB SATISFACTION OF EMPLOYEES IN MANGALODAYAM PHARMACEUTICALS (P) LTD CHANGARAMKULAM QUESTIONNAIRE Respondent Purpose Name : : : Workers To ascertain the level of job satisfaction.

Please tick in the appropriate column provided Age : Below 20 20-30 30-40 Above 40 Qualification : School Technical Degree and above Type of work : Office staff Factory worker Casual worker Experience : Below 5 years 5-10 years 10 and above Marital status : Single Married () () () () () () () () () () () () () () ()

Multiple choice Questions 1. What is the satisfaction level that you have with the work? Below average ( ) average ( ) above average ( )

2. How you felt about the facilities in the company? Satisfactory ( ) average ( ) below average ( )

3. What is the level of relationship you have with your employer? Higher level ( ) Balanced ( ) Bad ( )

4. How do you feel about the incentives provided by the firm? Satisfactory ( ) Not satisfactory ( )

5. How you feel about the working environment? Excellent ( ) Good ( ) Worst ( )

6. How employees are treated by the management? Only as a work force ()

As the companys asset ( ) 7. What is your satisfaction level with the job rotation system in the company? Highly satisfied ( ) Satisfied ( ) Not satisfied ( )

8. How you measure your performance at the job? Fully dedicated ( ) partially dedicated ( )

Works only for personal gains ( ) 9. What you have to say about the remuneration system? It is adequate ( ) Not as per the work ( )

10. Are you satisfied with the training and development programmes conducting by the management? Highly satisfied ( ) Satisfied () Not satisfied ()

11. What is your opinion about the trade unions? It is necessary ( ) Not necessary ( ) No response ( )

12. What you have to say about the number of casual leaves allowed by the company? Adequate ( ) Not enough ( )

13. Do you satisfied with the privilege policies of the company? Highly satisfied ( ) Satisfied ( ) Not satisfied ( )

14. How the management settles your dues? In time ( ) Not in time ( )

15. The extent to which you are satisfied with your immediate superior? Higher level Middle level Lower level () () ()

16. What objective you are working for? For salary/personal gains ( ) To attain the organizational objective ( ) Yes/no questions 17. Does the company provide adequate allowances to the level of task? Yes ( ) No ( )

18. Does the company used to provide adequate bonus? Yes ( ) No ( )

19. Does the management appreciate the employees? Yes ( ) No ( )

20. Are you satisfied with the additional incentives provided by the firm? Yes ( ) No ( )

21. Are you satisfied with the firms policies? Yes ( ) No ( )

Open Ended Questions 22. What are the main reasons for your dissatisfaction with your job? 23. What are the main reasons for your satisfaction with your job? .... 24. What you have to say about the whole organizational environment? 25. Did you have any job problems? If yes, what are the main reasons for that?

REFERENCES

BOOKS: 1. LJ William - Journal of management, 1991 2. TA Judge - Journal of applied Psychology, 2001 3. AE Clark - Labour economics, 1997 JOURNALS: 1. TS Bateman - The Academy of Management Journal, 1983 2. LJ Williams - Journal of management, 1991

WEBSITES: 1. www.google.com 2. www.wikipedia.com 3. www.mangalodayam.com