CHAPTER – I

INTRODUCTION

1
1.1 INTRODUCTION

Human resource the board is similarly an organization work stressed over

contracting, rousing, and keeping up people in affiliation. It revolves around people
in affiliations.

The fundamental objective of HRM is to ensure the availability of a proficient

and willing work Capacity to an organization. HRM targets are four-social,
legitimate, handy and person.

HRM is the official work that helps the boss enrol, select, plan and make people for an
affiliation.
HRM limits are not bound to business establishments so to speak. They are relevant
to non-Business relationships, too, for instance, preparing, social protection,
beguilement, etc.

Specialist work Satisfaction is fundamental for the buyer's dependability. Improved

agent Satisfaction prompts an increasingly huge degree of employee support. A
consistent and submitted Workforce ensures productive data move, sharing, and
creation for constant improvement, Progression, and data based hard and fast buyer
steadfastness.

Exactly when associations are submitted with giving incredible things and organizations;
when Associations set high work rules for their agents; and when employees are
empowered through getting ready and progression, outfitted with data and
information, permitted to submit mistakes without discipline, and accepted; they will
experience an
extension in their level of satisfaction at Work. This level of satisfaction can be
improved further if participation and visionary authority are introduced

Endless improvement starts from the undertakings of the empowered agents animated
by Visionary organization. This is supported by the revelations that reinforcing and
visionary Organization both have basic association with delegate satisfaction.
Collaboration is in like manner supported by the revelations. Also, the assessment
found colossal connection between

2
Employee’s satisfaction and delegate’s desire to leave.

The accomplishment of a venture depends especially upon buyer dedication. A

raised degree of Customer help prompts customer upkeep, in this way offering
advancement and advantage Opportunities to the affiliation. There is a strong
association between
customer steadfastness and Specialist satisfaction. Satisfied specialists will
undoubtedly stay with association and become
Submitted and have bound to be prodded to give raised degree of customer support,
by doing so Will in like manner furthermore improve the delegate & Satisfaction
through tendency of achievement. Updated agent satisfaction prompts improved
specialist upkeep; and employees Quality ensures the compelling execution of
perpetual improvement and shopper reliability.
Purchaser devotion wills no vulnerability lead to corporate accomplishment
and increasingly Unmistakable manager solidness. These will also redesign
specialist satisfaction. Right now, satisfaction is a basis for customer
faithfulness.

Every specialist is the upside of the affiliation. Achievement of any affiliation

depends on how well every agent in the affiliation performs. Only a satisfied
specialist can
contribute more Towards the relationship for satisfying the various levels similarly
as his/her own goal. One of the standard factors that choose the satisfaction of any
specialist is the idea of work life inside the affiliation.

In the present conditions people perform better when they are allowed to check out
managing their work and choose. Nature of work life impels people by satisfying
their money related needs
Just as their social and mental needs. To satisfy the new age workforce, the affiliation
needs to concentrate more on the nature of work life. The affiliation is productive
exactly when they give Suitable workplaces to counterbalance the agent's work
presence with the individual's life. Affiliations are getting a charge out of the nature of
work life programs as extended productivity, and capable, satisfied delegate’s to
achieve their goals and targets. First class people are relied upon to take grinding away
towards thriving and flourishing.

3
1.2 NEED FOR THE STUDY

To examine “worker work fulfilment “; which encourages the organization to keep

up guidelines and increment efficiency by inspiring the representatives.

To concentrate how a lot of the representatives are able and enthusiasm at work place.

“Human asset”; is the most significant assets for any association, so to concentrate
on Representatives work fulfilment assists with knowing the working conditions and
what are the Things that influence them not to work appropriately. So to concentrate
on
worker fulfilment is Fundamental.

To know the attitude of the employee

To feel the pulse of the employee

4
1.3 OBJECTIVES OF THE STUDY

The examination of employees' work satisfaction in Attic Infomatics will be

finished with the goals.
To assess the satisfaction level of employees in Attic Infomatics.

To identify the factors which influence the job satisfaction of employees.

To study and analyze employee satisfaction towards the HR policies and practice.

To study the existing motivational techniques of Attics infomatics to

improve employee job Satisfaction.

5
1.4 SCOPE OF THE STUDY

The study emphasis in the following scope:

The research is conducted to study job satisfaction at attic infomatics in Hyderabad
with the sample size of 50 employees
The question that has been administered to managers, executive and to various
other employees belonging to the following departments.
HR DEPARTMENT
FINANCE
DEPARTMENT
MARKETING
DEPARTMENT
PRODUCTION
DEPARTMENT R&D
DEPARTMENT
It takes into consideration the primary and secondary data

The study can be extended further predictions, implications to predict the

perception of the job satisfaction

6
1.5 RESEARCH METHODOLOGY

The methodology is focused on selection of the sample, data collection and data
analysis, for the present study both the primary and secondary data collection
techniques have been adopted.

1.5.1 RESEARCH DESIGN

The research design considered here is descriptive research, as it implies by the name,
is applied to develop findings that are practically useful in forming decision-making. In
this type of studies, research objectives and data requirements are clearly defined.
Descriptive research design provides a way to verify and quantify findings
of exploratory studies.

1.5.2 SAMPLE TECHNIQUE:

The method of sampling used was Random sampling. Random sampling from a
finite population refers to that method of sample selection which gives each
possible sample
combination an equal probability of being picked up and each item in the
entire population
to have an equal chance of being included in the sample.

1.5.3 SAMPLE SIZE

A total sample size of 50 members has been taken for this project.

TOTAL SIZE: 50
TOTAL RESPONSES RECORDED:50
Keeping in view of the above objectives of the study, an objective type Questionnaire
is prepared and distributed to 50 persons for the sample and collected opinions.

7
1.5.4 DATA COLLECTION:
* Primary data: Primary data is a type of information that is obtained directly
from the first-hand source through experiments, surveys or observations. Right now,
information was gathered by questionnaire method.

*Secondary data: This implies information that is effectively accessible, for

example, publications of Central, state or local government or remote
government, diaries, articles and so on.

8
1.6 LIMITATIONS

The survey is subjected to the bias and prejudices of the

respondents Hence 100% accuracy can’t be assured.
The research was carried out in a short span of time, where the researcher could
not widen the study.

The study could not be generalized due to the fact that researcher adapted
personal interview method

9
 CHAPTER – II
REVIEW OF LITERATURE

10
SURVEY 1

TITLE: Is the Job Satisfaction Survey a good tool to measure job satisfaction
amongst health workers in Nepal

AUTHOR: Neha Batura1*, Jolene Skordis-Worrall1 , Rita Thapa2, Regina

Basnyat2 and Joanna Morrison2

ABSTRACT Background: Job satisfaction is an important predictor of an

individual’s intention to leave the workplace. It is increasingly being used to consider
the retention of health workers in low-income countries. However, the determinants of
job satisfaction vary in different contexts, and it is important to use measurement
methods that are contextually
Appropriate. We identified a measurement tool developed by Paul Spector, and used
mixed methods to assess its validity and reliability in measuring job satisfaction among
maternal and newborn health workers (MNHWs) in government facilities in rural
Nepal.

SOURCE:
https://scholar.google.co.in/scholar?q=employee+job+satisfaction&hl=en&as_sdt=0&as
_vis=1&oi=scholart#d=gs_qabs&t=1659764238242&u=%23p%3DbR04aS4_WhkJ

11
SURVEY 2

TITLE: A Case Study of a Leading Multinational Telecommunication Company in

Bangladesh

AUTHOR NAME: Taimur Sharif Muscat University, Oman

ABSTRACT: This study attempts to investigate the levels of workers’ job
satisfaction with regard to HRM policies and practices in the multinational
corporations adopting TeleCorp (anonymously named), a leading multinational
telecommunication company in Bangladesh, as a case study. The study is empirically
based on a questionnaire survey with a response rate of 81%. The research observes
that employees are satisfied with certain practices of TeleCorp such as performance
appraisals, pay, compensation and dismissal whereas dissatisfied with job autonomy
and working time. This study also analyses how job satisfaction varies among various
groups of workers - groups categorised according to employees’ personal and job
related characteristics. The levels of employees’ job satisfaction are observed to
fluctuate in terms of their age, gender, education, experiences, designation, and marital
status. A set of recommendations are formulated in light of the standard HR-policies
and practices in literature and prescribed in view of the observations made with regard
to employees’ job satisfaction at TeleCorp. The outcomes of this research can be used
in an inductive manner to penetrate a general picture of the existing multinational
companies in Bangladesh. The outcomes can also be used as a guideline for those
companies which are in pursuit of uplifting the standard of their HR practices as a
mechanism to develop global competence. As the list of HR issues covered in this
study are non-exhaustive in nature, the research ends with proposing for further
research on a wider scale comprising all types and sizes of companies operating in
Bangladesh.

SOURCE:
https://www.researchgate.net/publication/236153300_Employee_Satisfaction_A_Case_
Study_of_a_Leading_Multinational_Telecommunication_Company_in_Bangladesh

12
THEORIES OF JOB SATISFACTION:

There are vital differences among experts about the concept of job satisfaction.
Basically, there are four theories of job satisfaction.

They are:

1). Fulfilment theory

2). Discrepancy
theory 3). Equity
theory, and 4). Two-
factor theory.

1. Fulfilment Theory

The proponents of this theory measure satisfaction in terms of rewards a person

receives or the extent to which his needs are satisfied. Further they thought that there
is a direct/positive relationship between job satisfaction and the actual satisfaction of
the
expected needs. The main difficulty in this approach is that job satisfaction as
observed by willing, is not only a function of what a person receives but also what he
feels he
should receive as there would be considerable difference in the actual and expectations
of persons. Thus job satisfaction cannot be regarded as merely a function of how much
a person receives from his job. Another important factor/variable that should be
included to predict job satisfaction actually is the strength of the individuals" desire of
his level of aspiration in a particular area. This led to the development of the
discrepancy theory of job satisfaction.

2. Discrepancy Theory:

The proponents of this theory argue that satisfaction is the function of what a person
actually receives from his job situation and what he thinks he should receive or what
he expects to receive. When the actual satisfaction derived is less than expected
satisfaction, it results in dissatisfaction, as discussed earlier.

“Job Satisfaction, it results in dissatisfaction are functions of the perceived

relationship between what one wants from one's job and what one perceives it is
offering. "This
approach does not make it clear whether or not over-satisfaction is a part of
dissatisfaction and if so, how it differs from dissatisfaction. This led to the
development of equity-theory of job satisfaction.

13
3. Equity Theory:

The proponents of this theory are of the view that a person's satisfaction is determined
by his perceived equity, which in turn is determined by his input-output balance
compared to his comparison of others; input – output balance is the perceived Ratio of
what a person receives for his job relative to what he contributes to the job. This theory
is of the view that both under the over rewards lead to dissatisfaction while the under-
reward
causes feelings of unfair treatment, over - reward lead to feelings guilt and discomfort

4. Two-factor Theory:

As discussed earlier, this theory was developed by Herzberg, Manusner, Peterson

and Cap well who identified certain factors satisfiers and dissatisfiers. Factors such
as
achievement, recognition, responsibility etc., satisfy the presence of which causes
satisfaction but their absence does not result in dissatisfaction. On the other hand,
factors such as supervision, salary, working conditions etc.., are dissatisfies, the
absence of
which causes dissatisfaction. Their theory failed to give any support to this theory, as
it seems that a person can get both satisfaction and dissatisfaction at the same time,
which is not valid.

14
IMPORTANCE OF JOB SATISFACTION:

The importance of job satisfaction is obvious. Managers should be concerned with

the level of job satisfaction for at least three reasons.

There is clear evidence that dissatisfied employees skip work more often and are
more likely to resign.

It has been demonstrated that satisfied employees have better health and live longer.

Satisfaction on the job carries over to the employee's life outside the job.
Satisfied employees lower rates of both turnover and absenteeism.
Specifically satisfaction is strongly and consistently negatively related to an
employee's decision to the live organisation

When employees are with their jobs it improves their life off the job. In control,
dissatisfied employees carry a negative attitude at home. For management, a
satisfied workforce translates into higher productivity due to fewer disruptions
caused by
absenteeism or good employees quitting, as well as into lower medical and life
insurance costs.

15
BENEFITS OF JOB SATISFACTION:

One benefit of job satisfaction surveys is that they give management an indication
of general levels of satisfaction in a company. Surveys also indicate specific areas
of
satisfaction or dissatisfaction.(as with employee services and particular groups of
employees(as in the tool department or among those over the age of forty). A survey
tells how employees feel about their jobs. The survey is a powerful diagnostic
instruction about their jobs. The survey is a powerful diagnostic instruction for
assessing employee's problems.

Improved communication is another benefit of the surveys. Communication flows in

all directions as people plan the surveys, talk and discuss its result .Particularly
beneficial to the company is upward communication when employees are encouraged
commanding
about what they really have in their minds.

An expected benefit from a job satisfaction survey is improved attitudes. For

some employers, the survey is the safety value and emotional release, and a
chance to get
things off their chest. for others, the survey is a tangible expression of
management’s interest in employees welfare, which gives employees a reason to
feel better towards management

The job satisfaction survey can help discover the causes of indirect
Productivity problems, such as absenteeism, turnover, and poor quality of work.
Absenteeism and employee turnover are highly correlated with job satisfaction. It
was also noted that these, in turn, affect productivity. if an organization is disturbed
by high rate of absenteeism or turn over, it might appropriately turn to job
satisfaction surveys to diagnose the cause the causes could be low pay, lake of
promotional opportunities, unchallenging jobs, unjust treatment and the like without
proper surveys, there could be random guessing on the part of the management. A job
satisfaction survey helps management both to get a better handle on why employees
are lagging and to plan
solutions to problems.

Another benefits of satisfaction surveys it that they help management

Assess training needs. Usually employees are given an opportunity to report
how they feel this supervisor performs certain parts of the job. Such as delegating work
and giving adequate job instruction since employees experience these supervisory acts,
their perception may provide useful data about the training of their supervisors.

16
 One of the uses of job satisfaction surveys is the evolution of the impact of a job
satisfaction survey as an indicator of the effectiveness of organization reward
systems. There is a positive relationship between performance and satisfaction. This
relationship will be strong when rewards (intrinsic and extrinsic are distributed
equitably contingent upon performance. Job surveys can provide some clues as to the
effectiveness of the organizational reward system. They help managers judge
whether the best performers are receiving the most reward and most reward and most
satisfaction from their jobs. the best performers are likely to quit if they are suitably
rewarded.

Organizational changes on employee attitudes. For example, the management wants

to know whether the job redesign program recently implemented in the organization
has resulted in increased satisfaction to the employees. By comparing pre-change
data and post-change data, it is easy to determine what impact the redesigned work
on employee attitudes It is not that satisfaction surveys benefits only management.
They are useful to unions too. Often, both management and union argue about what
the employees want, but neither really knows. The job satisfaction surveys are one
way to find out. It is for this reason that the union supports surveys.

SOURCES OF JOB SATISFACTION:

Several job elements contributed to job satisfaction. The important amongst them are
wage structure and nature of work, promotion chances and quality of supervision,
work group and conditions
.
1. Wages: Wages play a significant role in influencing job satisfaction. Money is an
instrument in fulfilling one's needs and employees often see pay as a reflection of
management's concern for them. Employees want a pay system, which is simple, fair
and in line with their expectations. When pay is seen as fair, based on the job demands,
individual skill level and community pay standards, satisfaction is likely to result.
What needs emphasis is that it is not the absolute amount paid that matters, rather it is
one's perception of fairness.

2. Nature of work:- Employees crave intellectual challenges on the job. They tend to
prefer being given opportunities to use their skills and abilities and being offered a
variety of tasks, freedom and feedback on how well they are doing. These
characteristics make jobs mentally challenging jobs that have too little challenge and
create boredom. But too much challenge creates frustration and a feeling of failure.
under condition of moderate challenge, employees experience pleasure and
satisfaction
.
3. Promotion:- Promotional opportunities affect job satisfaction considerably. The
17
 desire for promotion is generally strong among employees as it involves change in job
content, pays, responsibility, independence, status and the like. an average employee
in a typical government organization can hope to get two or three promotion in his
entire
services.though chances of promotion are better in the private sector.it is no surprise
that the employees take Promotion as ultimate achievement in his career and when it
is realized, he feels extremely satisfied.
4. Supervision:- There is a positive relationship between the quality of supervision
and job satisfaction. Supervisors who establish a supportive personal relationship
with
subordinates and take a personal interest in them contribute to their
employee satisfaction supervisory actions for maintaining satisfaction.
A. Maintain open lines of communication.
B. Create a good physical environment.
C. Remedy substandard conditions.
D. Transfer discontent employees.
E. Change the perception of dissatisfied employees.
F. Display concern for employees.
G. Give ample recognition.
H. Allow for participative management.
I. Have good management.
J. conduct morale-building programs.

5.Work group:-the work group does serve as a source of satisfaction to individual

employees. It does so primarily by providing group members with opportunities for
interaction with each other. It is well known that for many employees' work fills the
need for social interaction. The work group is an even stronger source of satisfaction
when members have similar attitudes and causes less fraction on a day-to-day basis.

6. Working conditions:-working conditions that are compatible with an

employee's physical comfort and that facilitate doing a good job contribute to
job satisfaction
,temperature, humidity, ventilation, lighting and noise, hours of work,cleanliness of
the workplace and adequate tools and equipment are the features which affect job
satisfaction.

WAYS OF MEASURING JOB SATISFACTION

There are a number of ways of measuring job satisfaction. The most common ways
for measurement include rating scales, critical incidents, interviews and action
tendencies.

Rating scales:-the most common approach for measuring job satisfaction is the use

18
of rating scales these scales fall into two general categories. One is called tailor-
made
scales, which are constructed for a particular setting or a project. The second set
comprises standardized scales, while, before their use, have been developed to
establish group norms on the scales and to ensure reliability and validity of the
measuring instruments which are practiced.
One of the most popular standardized scales is the job descriptive index (JDI)
developed bysmith, kendall, and hulin(1969).the job descriptive index has separated
scales for
satisfaction with pay, promotion, supervision work and co-workers.it has been used with a large
variety of employee sample and norms are provided for employees according to their age, sex,
education, income and type of community.
Another standardized scale is the Minnesota satisfaction questionnaire(MSQ),which
in its long form has 100 questions, 5 items for each of the following 20 factors.
1. Ability utilization.
2. achievement.
3. Activity.
4. Advancement.
5. Authority.
6. Company policies and practices.
7. Compensation
8. Co-workers.
9. Creativity.
10. Independence.
11. Moral
values.
12.Recognition
13.security
14.social
services.
15.social status
16.supervision-human
relation.
17.supervision-practical.
18. Variety.
19. Working conditions.
20. Responsibility

The long form takes about 30 minutes to administer while; the short one can be
completed within a 10 minutes satisfaction questionnaire with a detailed picture of
the specific satisfaction and dissatisfaction of the employees.

Critical incidents:-The critical incidents approach to the management of job

satisfaction was developed by herberg and his associate in their research on the two

19
 factors theory of motivation. Employees were asked to describe incidents on their job
when they were particularly satisfied or dissatisfied. The incidents were then content
analyzed in determining which aspects were closely related to positive and negative
attitudes.
Interviews:-Personal interviews are yet another method of measurement of satisfaction.
Employees are interviewed individually and the responses reveal their satisfaction or
dissatisfaction.

Action tendencies:-This represents inclination people have to avoid or approach certain

things. by gathering information about how they feel like acting with respect to their
jobs, the job satisfaction can be measured.

RESPONSES TO JOB SATISFACTION:

The last thing about job satisfaction is the ways through which employees express
their jobs dissatisfaction .There are several ways of expressing employees
dissatisfaction .For example ,employees can complain,be subordinate,steal
organizational property or shirk a part of their work responsibilities.
Constructiveness/destructiveness and
activity/passivity.

RESPONSES TO JOB DISSATISFACTION:

Exit:- Exit represents behaviour directed towards leaving as well as resigning organization. also
includes looking for a new position as well as resigning.
Voice:- Actively and constructively attempting to improve condition. includes
suggestion, improvement, discussing problems with superiors and some forms of union actively.
Loyalty:- Passively but optimistically waiting for condition to improve. Includes speaking up for the
organization in the face of external criticism and trusting the management and organization to do the
right thing.
Neglect:- Passively, allowing condition to worsen. includes chronic absenteeism. Reduced effort and
increased error rate.

20
FACTOR INFLUENCING JOB SATISFACTION

There are a number of factors that influence job satisfaction. These factors can
be classified into four types. They are:
a)Organisational factors.
b)Work environmental
factors.
c) Work itself.
d) Personal factors.

A)ORGANISATIONAL FACTORS:-Some of the organizational factors which

affect job satisfaction are:

Salaries and wages: Wages and salaries play a significant role in influencing
job satisfaction. This is basically because of a few basic reasons.
Firstly, money is an important instrument in fulfilling one's needs. Money also
satisfies the first level needs of Maslow's model of satisfaction. Secondly, employees
often see money as a reflection of the management's concern for them. Thirdly, it is
considered a symbol of achievement since higher pay reflects higher degree of
contribution towards organizational operations. Non monetary benefits are also
important, but they are not as influential.

2) Promotional chances: - Promotional chances considerably affect the job

satisfaction because of the following reasons:
Firstly production indicates an employee's worth to the organisation which is highly
morale boosting. This is particularly true in case of high level jobs.
Secondly, an employee takes promotion as the ultimate achievement in his career
and when it is realized, he feels extremely satisfied.
for example higher salary, less Thirdly, promotion involves positive changes
supervision, increased responsibilities, status and like.

3) Company policies:- Organisational structure and policies also play an important role
in affecting the job satisfaction of employees. Organisational policies also govern
human behaviour in organisations. These policies can generate positive or negative
feelings towards the organisations. Liberal and fair policies usually result in more job
satisfaction.

B)WORK ENVIRONMENTAL FACTORS:- The work environmental factors

include the following important factors:

1. Supervision:- Supervision is a moderately important source of job satisfaction.

There are two dimensions of supervisory styles which affect job satisfaction: first is
employee centeredness. Whenever the supervisor is friendly and supportive of the

21
workers there is job satisfaction. In this style, the supervisor takes personal interest in
the employee's
welfare.
Second is participation: The superiors who allow their subordinates to participate in
decisions that affect their own jobs, help in creating an environment that is highly
conducive to job satisfaction.

2. Work group:- The nature of work group or team will have effect on job satisfaction
in the following ways:

1.A friendly, cooperative group provides opportunities to the group members to

interact with each other. It serves as a source of support, comfort advice and
assistance to the individual groups members. On the other hand, if the people are
difficult to get along
with in the work group, it will have a negative impact on job satisfaction.

2. The work group will be even a stronger source of satisfaction when members
have similar attitudes and values. In such a group, there will be less friction on a day
to day basis.
Smaller groups provide greater opportunity for building mutual trust and
understanding as compared to larger groups.
Thus, the group size and quality of interpersonal relations within the group play
a significant role in worker's satisfaction.

3. Working conditions:- Good working conditions are desirable by the employees,

as they lead to more physical comfort. People desire that there should be a clean
and healthy working environment. Temperature, humidity, ventilation, lighting and
noise, hours of work, cleanliness of the workplace and adequate tools and
equipment are the features which affect job satisfaction.

C)WORK ITSELF:-The content of the work itself plays a major role in determining
the level of job satisfaction. Some of the aspects which affect satisfaction are:

1. Job scope: It provides the amount of responsibility, work pace and feedback.
The higher the level of these factors, higher the job scope and higher the level of
satisfaction.

1. Variety: A moderate amount of variety is effective. Excessive variety

produces confusion and stress and a too little variety causes monotony
and fatigue which are dissatisfies

2. Personality: Some of the personality traits which are directly related to

job satisfaction are self assurance, self esteem, maturity, decisiveness,

22
 since of autonomy. Challenge and responsibility. The higher the person
is on
Maslow’s needs hierarchy, the higher is the job satisfaction. This type of
satisfaction comes from within the person and is a function of its personality.

Consequences of Job satisfaction:

The following subtopics explain the out of job satisfaction.

1.Job satisfaction and productivity: Is there any positive relationship between

satisfaction and productivity? This controversy has been there over a number of years.
although, majority of people believe that there is a positive relationship, research
evidence concludes that there is not a strong relationship between these two.
Moreover, research also indicates that job satisfaction may not necessary lead to
improvement of individual performance but it does lead to departmental and
organisational level improvement.

2. Job satisfaction and employee turnover: Research has concluded a moderate

between job satisfaction and high employee turnover is a matter of concern for the
management as It disrupts the normal operation and continuing replacement of
employees who leave the organization is costly and technically undesirable.
Managerial concern is mostly for the turn over which arises because of job
dissatisfaction. The employees, thus, rise to keep the employee satisfied with their
jobs to minimize the turnover. Though high job satisfaction in itself cannot keep the
turnover low, considerable job dissatisfaction will definitely increase the employee's
turnover.

3.Job satisfaction and absenteeism: It has been conclusively proved that there is
an inverse relationship between job satisfaction and absenteesim.When satisfaction
is low absenteeism is high. less satisfied employees are more likely to be absent
from work due to avoidable reasons. This is known as voluntary absenteeism as
against unavoidable absenteeism which is due to illness or other emergency reasons.
Management must be concerned with voluntary absenteeism, because it is related to
job satisfaction.

4.Job satisfaction and union activities: It has been proved that satisfied employees
are generally not interested in unions and they do not perceive them as necessary. Job
satisfaction has proved to be the major cause of unionization. The employees join the
unions because they feel that individually they are unable to influence changes which
would eliminate the causes of job dissatisfaction. The level of union activities is
related to the level of job dissatisfaction.

5.Job satisfaction and safety: When people are dissatisfied with their jobs,

23
 company and supervisors, they are more prone to experience accidents. An
underlying reason for this is that dissatisfaction takes one's attention away from the
task at hand and leads
directly to accidents. A satisfied worker will always be careful and attentive towards
his job, and the chances of accidents will be less

6. Other Effects Of Job Satisfaction: In addition, there are a number of other effects
brought about by high job satisfaction. Highly satisfied employees tend to have better
physical and mental health, learn the new job related tasks easily, and have less job
stress and unrest. Such employees will become more cooperative such as helping co-
workers, helping customers’ etc.such behaviour will improve unit performance and
organizational effectiveness.
To conclude, we can say that job satisfaction results from the employee's perception that
the job content and context actually provide what an employee values in the work
situation. Organizationally speaking, high level of job satisfaction reflects a highly
favourable organizational climate resulting in attracting and retaining better workers.

MEASURING JOB SATISFACTION

There are a number of ways of measuring job satisfaction. Some of the most
common include rating scales, critical incidents, interviews and action tendencies.

RATING SCALE: One of the most popular is the Minnesota Satisfaction

Questionnaire (MSQ). This Instrument provides a detailed picture of the specific
satisfaction and dissatisfaction of the employees. Another popular rating scale of the
number of important advantages in measuring job satisfaction one is that they are
usually short and can be filled out quickly and easily. Another is that they tend to be
worked in general language so that they can be used with many employees in many
different types of organizations. On the negative side, these instruments are based on
the assumption that the personnel are willing to respond honestly and that they are
able to describe their feelings accurately. Another problem is the underlying
assumption that the questionnaire items are valid and reliable.

CRITICAL INCIDENTS:The critical incidents approach to the measurement of

job satisfaction was popularized by Fredrick Herzberg. Employees are asked to
describe
incidents that were then analysed in determining which aspects were most closely
related to positive and negative attitudes. One of the major aspects of this approach is
that it
allows the respondents to say whatever they want. On the other hand the approach
is time consuming and there is the chance that both the responses and the
interpretations will be biased.

24
➢ INTERVIEWS:Another method of assessing job satisfaction is through the use of
personal interviews. It is an exploratory device to identify relations or verify
information and to capture information as it exists. Its flexibility makes the interview a
superior technique for exploring areas where not much is about what questions to ask
or how to formulate questions. It offers a better opportunity than a questionnaire to
evaluate the validity of information gathered. The interviews can observe not only
what subjects do but also how they say it. It is an effective technique for eliciting
information about
complex subjects and for peeling the sentiments underlying expressed opinion. On the
negative side, a response can be petted and thus lead to enormous conclusions. There is a
possibility that interviewee biased interviews are relatively time consuming and thus
expensive ways of gathering information.

ACTION TENDENCIES:Action tendencies are the inclination people have to

approach or to avoid certain things. By gathering information about how they feel like
acting with respect to their jobs, the job satisfaction can be measured. There are a
number of
advantages associated with this approach to measuring attitudes; one is that less self -
insight is required by the respondent. Thus, the chance of self-bias is reduced. A
second is that the approach provides greater opportunities for people to express their
in depth feelings than do many other, more surface job satisfaction instrument

25
 CHAPTER – III
COMPANY PROFILE

26
COMPANY PROFILE

Attic info is a Private incorporated on 05 January 2007. It is classified as Non-govt

Company and is registered at Registrar of Companies, Hyderabad. Its authorized share
capital is Rs. 25, 00,000 and its paid up capital is Rs.0. It is involved in Software
publishing, consultancy and supply [Software publishing includes production, supply
and documentation of ready-made (non-customized) software, operating systems
software, business & other applications software, computer games software for all
platforms. Consultancy includes providing the best solution in the form of custom
software after analyzing the user’s needs and problems. Custom software also includes
made-to-order software based on orders from specific users. Also, included are
writing of software of any kind following directives of the users; software
maintenance, web-page design].

Attic info’s Annual General Meeting (AGM) was last held on 23rd October 2019 and
as per records from the Ministry of Corporate Affairs (MCA), its balance sheet was
last filed in the financial year 2018-19.

Attic info’s Corporate Identification Number is (CIN) U72200TG2007PTC052274 and

its registration number is 52274.Its Email address is [email protected] and its
registered address is Flat no.206, 2nd Floor, Chaitanyapuri, Dilsukhnagar, Hyderabad-
500060.

Attic info is a consulting firm with vision and focus to provide the IT services for
Enterprise needs of the clients. Our diversified services in the area of Information
Technology includes IT solutions, Web Development, Consultancy, Support &
Maintenance, Staffing and Training.

Attic info took its shape in 2006 finally when a group of technocrats, with expertise at
different areas of Information Technology, decided to start up with a firm, which offers
the best services ever in this industry to their clients.

We at Attic info not only help our clients incorporate the world's latest techniques in
Information Technology but also offer the most effective Staffing solutions for
those who are in IT services.

27
Our Vision to offer our clients innovative and cost effective services to help them
achieve their business goal in stipulated time by utilizing the modern techniques in
Information Technology keeps us motivated all the time.

APPROACH

“We work with our clients closely to understand their functional needs to come up with
the solutions which suit them the best. In fact we offer solutions, which would enhance
their chances of achieving their business goals more effectively.

We tend to provide personalized solutions in regard to the client's specific competency,

which prove to be result oriented rather than just offering solutions to meet their
IT needs specified. This particular approach of ours makes us the preferred IT service
provider for most of our repeat clients.”

VISION

“Our Vision is to offer our clients innovative and cost effective services to help them
achieve their business goal in stipulated time by utilizing the modern techniques in
Information Technology.

Thus emerge as the most preferred Global IT service provider by organizations from
different domains.

28
Our Partners

Clients

29
30
31
Our Vision to offer our clients innovative and cost effective services to help them
achieve their business goal in stipulated time by utilizing the modern techniques in
Information Technology keeps us motivated all the time."

WHY SHOULD YOU CHOOSE ATTIC INFO?

We make it easy!

We build websites based on your requirements. From a dedicated project manager

throughout the process to sample sites to allow you to test concepts before they are
finalized. We are here to make the whole process painless!

We make it look good!

We only use the best designers who create websites that will be professional,
accessible and looking great!

We understand your brand is important

Your website is your online shop window and puts your brand in front of the world.
We are specialists in creating excellent online designs and branding.

We only use cutting edge technology

The online world moves rapidly and so our development teams are constantly
evaluating and training in the latest online technologies. We built a website for today
built on technology for tomorrow!

32
We know e-Commerce

You want your e-Commerce site to be fast, efficient and secure. We are specialists in
creating e-Commerce sites which will be trusted by your customers and will
deliver 24-7.

DEVELOPMENT SERVICES

"One of the modern days' cost cutting strategies is to outsource the project to a
preferred partner. Organizations looking for reliable partners to outsource their
Enterprise IT projects can readily look for ATTICINFO.

ATTICINFO has a team of qualified professionals, who work with total dedication to
meet the client's IT needs within the allotted budget in respect to financial and time
aspects."

"Our team of qualified professionals excelling in their current competency is proven in

developing applications specific to the IT needs of the client.

We choose to work on projects offshore as well as onshore according to the need of

our clients to execute the project well on budget."

WHAT WE DO?

Design & Develop

What we do best! We take your business and create an online experience for your
clients that they will never forget. We have a clear process in place to make sure
everything runs smoothly. We keep your project on time and on budget. With the latest
cutting edge technology we deliver you top class websites.

Mobile & Apps

Accessing a website from a mobile device is becoming increasingly more important to

a business. We create mobile websites and also develop and deliver ions and Android
applications.

Content Management

33
We can provide this tool to give you control of your own site. The ability to change
content yourself means you will not have to keep paying someone else.

Social Media

There has been a phenomenal growth in social media. Social media is all about
communities

and conversations. At Attic info we can create and manage your social media
marketing strategies to help you rich millions potential clients

Search Engine Optimisation

There is no point having a site that no one uses. We can create an online strategy that
works for you. Like gardening, SEO is an on-going process which helps you stay on
top.

Hosting

Good hosting makes sure that your site is not frustratingly slow and always
available. We can help host and keep your site running with the best uptime and
reliable speeds.

Consultancy

We give good, clear advice. From informal chats about your online needs to a full
audit of your existing site. Whatever your company size, your online efficiency is vital
to your profitability.

PORTFOLIO

A wide range of view some recent examples of web design and print graphics portfolio

- MATRIXX

- SRI VAISHNAVI

- CHIP SWINE MARKET

- LN MANAGEMENT CONSULTANTS

34
- KNOWDEDGE
- TADKA

- TEERAM.COM

- KUNCHAM ONLINE TRAINING

- PRO APPS SYSTEMS

- MOTEX-Z PUMPS

- VEDICTEMPLES.COM

- SAHASRA INTERIORS

- TECHNETICO SOFT SOLUTIONS

- QUEENZ SOFTWARE DEVELOPMENT SOLUTIONS

IT CONSULTING SERVICES

"In today's competitive world in almost every competency we offer to our client's
innovative and cost effective solutions, helping them to fulfil their functional needs in
time and thus achieve success in reaching their business goals.

We design business solutions for our clients, with an intention to introduce innovative
techniques in information technology in the process to ensure that the desired goals
could be achieved in stipulated time effectively.

Our Consulting services to the clients in the areas ranging

from Business Analysis

Proof Of Concepts

Architecture

Definition Solution

Definitions Package

35
Assessments

Installations

Solution Centres Establishment

etc. PRODUCTS

Web products the true future of web products is in continuously innovating the
products for the future.

Products are online shopping, email marketing, news portal, job portals, Etc.

STAFFING AND PLACEMENT SERVICES

"The major amount of time and money spent by IT organizations today is to manage
their resources. ATTIC INFO would help their clients in IT services manage their
human resource by providing them the right staffing solutions.

ATTICINFO offers the best Staffing solution in the industry. At ATTICINFO we

ensure our client provides the right resource at the right time. We have a perfect
screening procedure in place when recruiting professionals.

Clients would save their time in the recruiting process and investments into non-
billable hours in the course of project implementation with ATTICINFO staffing
solutions.

Our valued clients would have an option to engage the most qualified professionals as
full time employees with our full time staffing solutions in place."

36
 CHAPTER IV
DATA ANALYSIS
AND
INTERPRETATION

37
Q1) Are you receiving regular job performance feedback?
a) yes
b) no
TABLE: Job performance feedback
SNO OPTIONS RESPONSE PERCENTAGE
1 YES 78 78%
2 NO 22 22%
TOTAL 100 100%

CHART: Job performance feedback

ANALYSIS: The above shown feedback is regarding the job performance where
the total of 78% of employees is happy job performance whereas 22% of employees
are not happy with their performance in the organisation

INTERPRETATION: From the above table it demonstrates that most workers are
getting ordinary occupation execution criticism in association, while some of
representatives indicated that the association needs to take standard employment
execution input.

38
Q2) Have you satisfied with the organization’s employee welfare program?

a) Highly satisfied b) satisfied c) neither nor

d) Not satisfied e) highly dissatisfied

TABLE : organization’s employee welfare program

SNO OPTIONS RESPONSE Column1

1 HIGHLY SATISFIED 60 60%
2 SATISFIED 20 20%
3 NEITHER OR NOR 5 5%
4 DISSATISFIED 10 10%
HIGHLY
5 DISSATISFIED 5 5%
6 TOTAL 100 100%

CHART: Organization’s employee welfare program

ANALYSIS: The above table shows how employees are satisfied with the
organisation employee welfare program where 60%states to be highly satisfied
20%states to be
satisfied where 5%states to be neither or not satisfied , 10%states dissatisfied
and remaining 5% shows highly dissatisfied

INTERPRETATION: From the above data collection we can interpret that most of
the employee in the organisation are satisfied with the employee welfare program

39
 Q3) In what way do you rate on treating employee problems fairly?
a) Excellent b) Very good c)Neutral
d) Average e) poor

TABLE: Treating employee problems fairly

SNO OPTIONS RESPONSE PERCENTAGE
¶ ¶ ¶ ¶
1 EXCELLENT 62 62%
2 VERY GOOD 18 18%
3 NEUTRAL 7 7%
4 AVERAGE 8 8%
5 POOR 5 5%
6 TOTAL 100 100%

CHART:Treating employee problems fairly

ANALYSIS : The table analyse the treatment of employee problems fairly

where 62%feels that is excellent 18% feels very good, 7% neutral, 8% average,
5% poor

INTERPRETATION: From the above table we see that most of the employee in
the organisation are satisfied they were treated fairly in an organisation

40
Q4. Are you satisfied with the employee’s policies at the company?
a) More satisfied b) satisfied c) neutral d) Not satisfied

e) Extremely discussed.

TABLE: Employee policies at the company

SNO OPTIONS RESPONSE PERCENTAGE
1 EXTREMELY SATISFIED 54 54%
2 SATISFIED 20 20%
3 NEUTRAL 6 6%
4 DISSATISFIED 12 12%
EXTREMELY
5 DISSATISFIED 8 8%
6 TOTAL 100 100%

CHART: Employee policies at the company

ANALYSIS: Employee policies at the company is demonstrated where 54% are

extremely satisfied 20% are satisfied, 6% are neutral ,12% are dissatisfied and
remaining 8%are extremely dissatisfied

INTERPRETATION: From the above chart most of the employees are happy
with employee policies in the organisation

41
Q5. Are you satisfied with the salary structure prevailing in your
company? 1.extremely satisfied 2. satisfied 3. neutral 4.dissatisfied
5.extremely dissatisfied

TABLE : Pay and benefits

SNO OPTIONS RESPONSE PERCENTAGE

1 EXTREMELY SATISFIED 18 18%
2 SATISFIED 62 62%
3 NEUTRAL 7 7%
4 DISSATISFIED 13 13%
EXTREMELY
5 DISSATISFIED 0 0%
6 TOTAL 100 100%

CHART: Pay and benefits

ANALYSIS :The above data collected to look at how satisfied the employees are
with their salary structure

INTERPRETATION: It is inferred that a greater part of the respondents felt

that they are content with the compensation paid by the association yet some
different respondents felt impartial and disappointed.

42
Q6. How do you rate the safety & health standard of the company?
1. Excellent
2. Very good
3. Poor
4. Average
5. Worst¶

TABLE : safety & health standard

SNO OPTIONS RESPONSE PERCENTAGE
1 EXCELLENT 8 8%
2 VERY GOOD 42 42%
3 POOR 18 18%
4 OK (AVERAGE) 30 30%
5 WORST 2 2%
6 TOTAL 100 100%

CHART: safety & health standard

ANALYSIS: The above data regarding the safety and health standards of the
company where 8% states excellent,42% very good,18% states poor ,30% states the
average and 2% worst safety and health standards of the organisation

INTERPRETATION: Half of the respondents need a high pace of the security and
wellbeing standard of the organization.

43
Q7) How important to you is the recognition you receive from the company?

a) very important
b) important
c) unimportant
d) very unimportant
e) neutral

TABLE : recognition you receive from the company

SNO OPTIONS RESPONSE PERCENTAGE
1 VERY IMPORTANT 55 55%
2 IMPORTANT 35 35%
3 NEUTRAL 10 10%
4 UNIMPORTANT 0 0%
5 VERY UNIMPORTANT 0 0%
6 TOTAL 100 100%

CHART: recognition you receive from the company

ANALYSIS: importance of employee to receive recognition from the company

were 55% and 35% consider as very important

INTERPRETATION: It is presumed that the greater part of the representatives

have expressive very significance towards acknowledgement to appear on them by the
association.

44
Q8) How satisfied are you with your position in this company?

a) highly satisfied b)satisfied c)neither or nor d) dissatisfied

e) highly dissatisfied

TABLE: satisfied with your position in this company

SNO OPTIONS RESPONSE PERCENTAGE
1 HIGHLY SATISFIED 20 20%
2 SATISFIED 30 30%
3 NEITHER OR NOR 10 10%
4 DISSATISFIED 30 30%
5 HIGHLY DISSATISFIED 10 10%
6 TOTAL 100 100%

CHART:satisfied with your position in this company

ANALYSIS: The above survey states the employees satisfaction with their position
in an organisation were 50% is satisfied and other 50% are dissatisfied with in an
organisation

INTERPRETATION: Half of the workers felt happy with their position and
different representatives were disappointed with their position.

45
Q9. Are you satisfied with the vision and values of management?

a) Highly satisfied b) satisfied c) neither or nor d) dissatisfied

e) highly dissatisfied

TABLE : vision and values of management

SNO OPTIONS RESPONSE PERCENTAGE
1 HIGHLY SATISFIED 18 18%
2 SATISFIED 62 62%
3 NEITHER OR NOR 8 8%
4 DISSATISFIED 12 12%
5 HIGHLY DISSATISFIED 0 0%
6 TOTAL 100 100%

CHART : vision and values of management

ANALYSIS: The above table shows that the vision and value of management of an
organisation where most of the employees stated to be satisfied with the vision and
value of the management

INTERPRETATION: It is inferred that most of the respondents fulfilled that

they have lucidity in regards to vision and estimations of the association

46
Q10. How do you feel about your workload?
a) Relaxed
b) Normal
c) Burdened

TABLE: Opinion on work load

RESPONSE
SNO OPTIONS S PERCENTAGE
1 RELAXED 28 28%
2 NORMAL 58 58%
BURDENE
3 D 14 14%
TOTAL 100 100%

CHART :Opinion on work load

ANALYSIS :The above table shows that the opinion on workload on the employee
by the employer where 58% states to be normal and 28% states to be relaxed where as
14% considered to be burdened by the employer in an organisation

INTERPRETATION: It is inferred that the greater part of the respondents felt

it is beneficial for them.

47
 Q11. How important to you is the training & development provided by the company?

a) very important b) important c) unimportant d) very unimportant

e) neutral

TABLE: Training & development

SNO OPTIONS RESPONSE PERCENTAGE
1 VERY IMPORTANT 20 20%
2 IMPORTANT 60 60%
3 NEUTRAL 10 10%
4 UNIMPORTANT 10 10%
5 VERY IMPORTANT 0 0%
6 TOTAL 100 100%

CHART:Training & development

ANALYSIS: The above table shows that the 60 percent of the respondents say that
they get enough training and development and its very important for the employee in
the organisation while the remaining 10% feels that they are not that important

INTERPRETATION: It is presumed that a large portion of the respondents

offered essentialness to preparing and improvement.

48
Q12. How far are you satisfied with the existing career plan and growth opportunities
in this organization?
a) Highly satisfied b) satisfied c) neither or nor d) dissatisfied
e) highly dissatisfied

TABLE: career plan and growth opportunities in this organization

SNO OPTIONS RESPONSE PERCENTAGE
1 HIGHLY SATISFIED 52 52%
2 SATISFIED 20 20%
3 NEITHER OR NOR 12 12%
4 DISSATISFIED 11 11%
HIGHLY
5 DISSATISFIED 5 5%
6 TOTAL 100 100%

CHART:career plan and growth opportunities in this organization

ANALYSIS: The above table shows that only 72% employees have career plan
and growth opportunities in this organisation, remaining people in the organisation
feels that there is the lack of career plan and growth in a organisation

INTERPRETATION: It is presumed that the majority of the respondents

are fulfilled of profession plan and development openings in Attic Informatics

49
Q13) Are you receiving cooperation from all other departments?

a) yes
b) no

TABLE : COOPERATION
SNO OPTIONS RESPONSE PERCENTAGE
1 YES 65 65%
2 NO 35 35%
TOTAL 100 100%

CHART: COOPERATION

ANALYSIS: From the above shown data states that 65% receiving cooperation
from all other departments where other 35% of people disagrees with it

INTERPRETATION: From the above given chart shows that most workers are
accepting participation from every single other office while some representatives are
not getting collaboration from every other division.

50
Q14) What is your level of understanding of the company’s quality management system?

a) high
b) moderate
c) low
TABLE: level of understanding
SNO OPTIONS RESPONSE PERCENTAGE
1 HIGH 40 40%
2 MODERATE 43 43%
3 LOW 17 17%
TOTAL 100 100%

CHART :level of understanding

ANALYSIS: The above table shows that the level of understanding of the
company’s quality management system were there 40% is highly recommended 43%
moderately
and remain low

INTERPRETATION: From the above given table, more of respondents are

happy with the organization's quality administration framework, and are less happy
with the organization's quality administration framework.

51
Q15) Management provides any reward to your work effort if any. Are you satisfied
with these rewards?
a)highly satisfied b) satisfied c) neither or nor d) dissatisfied e) highly dissatisfied

TABLE: satisfied with the reward system

SNO OPTIONS RESPONSE PERCENTAGE
1 HIGHLY SATISFIED 25 25%
2 SATISFIED 46 46%
3 NEITHER OR NOR 10 10%
4 DISSATISFIED 19 19%
HIGHLY
5 DISSATISFIED 0 0%
6 TOTAL 100 100%

CHART:satisfied with the reward system

ANALYSIS: The above table shows that 70% of people are satisfied with the
reward system of the organisation and remaining percentage of people are little bit
dissatisfied with the reward system in an organisation

INTERPRETATION: a large portion of the respondents are happy with the

prize framework

52
 CHAPTER – V
FINDINGS, SUGGESTIONS AND
CONCLUSION

53
FINDINGS:
85% of employees feels that its very important for the individuals to
receive recognition from the organisation
80% of employees in the organisation are satisfied with the organisation’s for
employee welfare program
78% of employees in the organisation receive regular performance feedback from
their respective managers
78% of employees are treated well in an organisation
75% of employees feels that they are satisfied with the salary structure in
the organisation
73% of employees are satisfied with the employee policies in the organisation
70% of employees in the organisation are satisfied with the vision and values of the
management
60% of employees are satisfied with their position in the organisation
55% of the employees are satisfied with their rewards in the
organisation
45% of employees are having high level of understanding of the company’s
quality management system
40% of employees rates good safety and health standard of the company

54
 SUGGESTIONS:

After analysis and conclusions, there is some need to provide a few suggestions to
the organization.
➢ I am sincerely providing these suggestions for safety and health standards of the
company. In order to analyze the safety, and employee health into the high priority
➢ Not only that, there are several activities like training, performance appraisal,
coaching etc. also given to the employees.
➢ The data analyses suggested that education is enough for this job.
➢ If an organization takes proper precautions for mechanical hazards, the employees
can do the job effectively and get more output.
➢ Organization replaces high technology in the place of low technology.
➢ If personal attributes are required by the job, then the productivity will be increased.
➢ To conduct coaching and mentoring program to increase the motivational level
to improve employee satisfaction which will improve the production of
employee

55
CONCLUSION:

After the study on Job Satisfaction in ATTIC INFOMATICS I conclude that, most of the
employees are safety and health standard of the company
The organization should take correct measures to solve the problem and health and
safety must be given utmost importance. And also give some additional monetary
benefits to its employees to motivate them towards work and to achieve the targeted
goals of the organization within a short span of time.

56
BIBLIOGRAPHY

Name of the author Name of the book

K. Aswathappa Human Resource Management

P. Subbarao Human Resource & Personnel

Management Stephen P Robinson Human Resource & Personnel

Management

Dassler Human Resource Management

WEBSITES:

www.humanresources.hrvinet.com
www.atticinfo.com
www.google.com

57
ANNEXURE

QUESTIONNAIRE
NAME:
DESIGNATION:
EMPLOYEE ID:

Q1) Are you receiving regular job performance

feedback? a)yes b)no

Q2) Have you satisfied with the organization’s employee welfare program?

a) Highly satisfied b) satisfied c) neither nor

d) Not satisfied e) highly dissatisfied

Q3) In what way do you rate on treating employee problems

fairly? a)Excellent b) Very good c)Neutral
d) Average e) poor

Q4). Are you satisfied with the employee’s policies at the company?

a) More satisfied b) satisfied c) neutral d) Not satisfied

Q5). Are you satisfied with the salary structure prevailing in your company?

1. extremely satisfied 2. satisfied 3. neutral

4.dissatisfied 5.extremely dissatisfied

Q6). How do you rate the safety & health standard of the
company? a)Excellent
b)Very
good
c)Poor
d)Average
e) Worst

58
Q7)How important to you is the recognition you receive from the company?
a) very
important
b)important
c)unimportant
d)very
unimportant
e)neutral

Q8) How satisfied are you with your position in this company?

b) highly satisfied b)satisfied c)neither or nor d) dissatisfied

e) highly dissatisfied

Q9). Are you satisfied with the vision and values of

management? a)Highly satisfied b) satisfied c) neither or nor d)

dissatisfied

e) highly dissatisfied

Q10) How do you feel about your workload?

a) Relaxed
b) Normal
c) Burdened

Q11) How important to you is the training & development provided by the company?

b) very important b) important c) unimportant d) very unimportant

e) neutral

Q12. How far are you satisfied with the existing career plan and growth opportunities
in this organization?
a) Highly satisfied b) satisfied c) neither or nor d) dissatisfied
e) highly dissatisfied
Q13) Are you receiving cooperation from all other departments?
c) yes
d) no

59
 Q14) What is your level of understanding of the company’s quality management system?
b) high
b) moderate
c) low

Q15) Management provides any reward to your work effort if any. Are you satisfied with
these rewards?
a) highly satisfied b) satisfied c) neither or nor d) dissatisfied e) highly dissatisfied

60