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ON
“Employee SATISFACTION”
At
(2012-2014)
This is to certify that the application report entitled “EMPLOYEE SATISFACTION” submitted
by Ms. Divya Kapoor (1922) is a bonafide piece of work conducted under my guidance. No part
of this has been submitted for any other degree of any other university. The data sources have been
acknowledged. It may be considered for evaluation in the partial fulfillment of the requirement for
the award of degree of Master of Business Administration.
DIVYA KAPOOR
MBA - IV
PREFACE
“One can learn about a road by travelling it, than by consulting all the maps in the world.”
Efficient management of material, time and financial resources is very important for the
accomplishment of any objective. Above to this coordination is must, which determine the degree
of success. This is true both at micro level and at the macro level.
This report is a result of an assignment to improve myself and gain confidence. In this I
have done my best to make it a genuine study. But as well all know a maxim “To err is human”.
Therefore there is a chance for some mistakes. Also a critical appraisal by anyone will be heartily
welcome.
ACKNOWLEDGEMENT
First of all I am thankful to God. I extend gratitude to my training at Federal Mogul, Patiala
for providing me possible facilities at the company. I am also thankful to Mrs.Arundeep
Kaur(Assistant professor) for constant inspiration & timely help. I am also thankful to non
–teaching staff of CGC Gharuan for their co-operation during my work.
I feel short of words and express my heartiest gratitude to my parents & all my family
whose blessing & affection have been a continuous source of inspiration.
I wish to express my appreciation to all those whom I worked with, interacted and their
thoughts & insights helped me in broadening my understanding & knowledge of working
in a corporate atmosphere.
The project work itself gave me a insight into working of an organization & application of
some important concepts that I have been studying as a student of M.B.A.
At last but not the least, I am grateful to all those who have directly or indirectly helped
me during my work.
Divya Kapoor
TABLE OF CONTENTS
2. EMPLOYEE SATISFACTION
3. OBJECTIVES
4. RESEARCH METHODOLOGY
6. FINDINGS, SUGGESTIONS,
7. BIBLIOGRAPHY
8. ANNEXURE
Chapter – 1
Industry Profile
Introduction
C & C Constructions Ltd. is one of the fastest growing construction companies of India,
focusing on infrastructure construction segment including highways, airports, telecom
infrastructure, and power transmission. Incorporated in July 1996 by a group of
professionals, it has rapidly achieved a turnover of Rs. 7501 million in FY 2009. It has
completed 29 projects across India and Afghanistan, with aggregate contract value of
over Rs. 12,000 million, for clients like National Highways Authority of India, Airports
Authority of India, UNOPS, Republic of Afghanistan and Rites Limited.
CORPORATE OFFICE
Corporate Overview
C & C Constructions Ltd. has a unique business model, with proven expertise in
innovative thinking, project and cost management. We are focused on delivering high
quality work within budgeted time and costs, as evident in the various accolades and
repeat business.
A key objective has also been to continuously broad base the operating portfolio and
enhances the order book, thus opening new avenues to growth and profitability. We
have also developed an appropriate blend of entrepreneurs and hands on
professionals, constantly thinking & executing innovative and cost effective solutions
to clients' requirements.
The company was incorporated in July 1996 by professionals having experience in the
field of infrastructure development. Since our incorporation, we have acquired
expertise in EPC contracts, and have also recently forayed into urban infrastructure
projects. We commenced our construction projects by undertaking two contracts of Rs.
0.3 million each in 1996 and presently have a prequalification capacity to quote for
contracts over Rs. 18 billion.
Our Company was incorporated on July 16, 1996 under the Companies Act as a private
limited company by the name of C&C Constructions Private Limited. Subsequently, vide
a resolution passed by the shareholders of our Company in their meeting held on August
4, 2006, we were granted approval to convert into a public limited company. Our Company
became a public limited company with effect from August 28, 2006 and the name of our
Company was changed to C&C Constructions Limited.
At the time of incorporation our registered office was situated at BD-62, Janak Puri, New
Delhi 110 058. However, on April 1, 1997, our registered office was shifted to 74, Hemkunt
Colony, Opposite Nehru Place, New Delhi 110048 and thereafter to our present
registered office at Flat No. G-11, Hemkunt Chambers, Nehru Place, New Delhi 110 019
on August 28, 2006.
Major Events:
Date Event
Public Works
2008
-C & C Constructions Ltd has announced that the Company has been awarded a contract
amounting to Rs 5.74 billion (Rs 574 crore) from Jaypee Associates Ltd for the
construction and development of a four
lane road from Zirakpur to Parwanoo, passing through the states of Himachal Pradesh,
Haryana and Punjab.
- C & C Constructions Ltd has informed the Company has received an order of Rs 781
crores for a Dedicated Freight Corridor from New Karwadiya to New Ganj Khwaja in Bihar.
2010
- C & C Constructions Ltd has informed that Mr. Arun Kumar Purwar has been appointed
as Additional Non-Executive Director of the Company w.e.f. July 15, 2010
ISO certification affirms that the company’s QMS meets the strict qualifications for the globally accepted
ISO standard.
C&C’s quality system was assessed by ICMQ (Institute for Certification and Quality Mark), a leading
Italian certification body with the clear mission of promoting quality, durability and sustainability in the
realms of building products and construction. The company, which is headquartered in Milan, works solely
in the field of construction.
“This is a great accomplishment for our associates. The move to ISO 9001:2008 further demonstrates C&C’s
emphasis on organizational quality and extending that quality to our customers”.
ISO 9001:2008 certification is not only critical in serving our customers but it will also act as a competitive
advantage in attracting future business.
C&C has worked diligently to achieve this quality milestone and it has been accomplished through the
enthusiastic support of its associates.
[G.S.Johar]
Chairman
This has enabled us to obtain larger projects that require resources beyond those that
we may have individually, such as financial strength, capital equipment, technical
expertise and local content resources.
In a project-specific joint venture, each member of the joint venture shares the risks
and revenues of the project according to a predetermined agreement. The profits and
losses of the joint venture are shared among the members according to a
predetermined ratio. The fixed assets that are acquired by the joint venture are
generally transferred to the respective joint venture members upon completion of the
joint venture project. The construction contracts that the joint ventures enter into,
typically impose joint and several liability on the members. Thus, should the other
member(s) of our joint ventures default on its or their duties to perform, we would
remain liable for the completion of the project. The project-specific joint venture
typically terminates at the completion of the defect liability period, at which point the
project-specific joint venture liquidates and dissolves.
Our Strategy
Our business and growth are dependent on our ability to bid for and secure larger and
more varied projects. Bidding for infrastructure projects is dependent on various
criteria, including, bid capacity and pre qualification capability. We have focused on
increasing both these parameters and have continuously increased our bid capacity
and the largest order that we can bid for, the same has been illustrated below:
(Rs. in million)
Bid Qualification in terms of single
Date Capacity largest order
July 1,
3144 798
2002
July 1,
4746 1302
2003
July 1,
9389 2303
2004
July 1,
10328 3296
2005
July 1,
11872 4474
2006
July 1, 18173 4793
2007
Ability to execute projects in difficult operating conditions in a timely
manner
We have been successfully operating in difficult operating terrains and in adverse weather
conditions. These conditions present challenges of trained personnel, timely supply of
material, efficient functioning of machinery and security concerns.
Our hands on entrepreneurial management and enterprise of our team ensures that these
challenges are met consistently to the satisfaction of our employers.
Acumen in sourcing and maintaining supply chain for raw material and
achieving benefits of backward integration
Our management places emphasis on the sourcing and logistics for raw material such as
aggregate, bitumen, etc. Our ability to source key raw materials close to our operating
sites has resulted in reducing our transportation costs. Procurement of aggregate from
our captive quarries have also enabled an assured supply on a timely basis at reasonable
prices. We have also setup mechanical lines for loading and unloading and used railway
siding at some of our sites for transportation of material.
Sustained growth of our Afghanistan operations which has built high
levels of credibility regarding our construction expertise
Historically, a portion of our operations and revenues have been from Afghanistan where
we have been operating since the year 2003. We have deployed substantial resources in
terms of management time, capital equipment, financial resources in this country. Our
Afghanistan operations cater to projects that are funded by agencies such as USAID,
World Bank, ADB and are executed through international contractors such as Louis
Berger Inc. These projects fall within the ambit of "Rebuilding Afghanistan" program which
would continue up to FY09. We have been able to execute our projects within our
contracted timelines with requisite quality standards and have as a result been able to
generate repeat business. We also have an edge over our competitors due to presence
of our machinery in Afghanistan which enables quick mobilization and also have good
local contacts enabling smooth execution. Our Afghanistan operations also enable us to
obtain premium pricing and assured payments.
The promoters have expertise and experience in the infrastructure sector and are
actively involved in day to day operations. The experience gathered over the years by
our management team enables taking quick decisions thereby ensuring that projects
are executed within the contracted timelines. This also enables us to meet required
standards of quality and efficiency.
We have ownership of critical high end and modern construction equipment such as
crushers, excavators, cranes, batching plants, pavers, etc. Our asset base stands over
Rs. 2000 million. Ownership of such high end equipment enables quick mobilization
besides ensuring continuous availability of critical equipment. This model of owning
equipment gives us a cutting edge over competition.
List of Major Projects Executed
Contract
Project Value Date of
S.N. Name of the Employer
Name (Rs. in Completion
Million)
Runways
Build, Design
and
Rehabilitation Ministry of Public Works,
1 490.60 April,2008
of Taliqan to Afghanistan
Kishem Road,
Afghanistan
Reconstruction
of Jalalabad-
Asmer Road, Ministry of Public Works,
2 1571.60 April, 2007
Afghanistan( Afghanistan
From Km 0 to
125 Km)
Kandahar To October,
3 Louis Berger Group, Inc 2410.00
Herat highway 2006
Improvement
project,
Afghanistan
(Km 456 to
557)
Construction
of Kandahar -
October ,
4 Trin Kot Road UNOPS 975.00
2005
Project,
Afghanistan
Design & Build
Contract for
Rehabilitation
of 85 Km.
stretch from
5 Louis Berger Group, Inc 2069.00 June, 2005
km 262 to km
347 of Kabul-
Kandahar
highway,
Afghanistan
Design & Build
Contract for
Rehabilitation
of Kandahar-
Ministry of Public Works, November
6 Spin Boldak 1066.00
Afghanistan 2005
highway,
Afghanistanh (
Funded by
ADB)
Design build
and
Rehabilitation
of Lashkar
7 Gah Ring UNOPS 591.80 July, 2006
Road,
Afghanistan
from Km 00 to
43+00
Four Laning of
Km 146.00 to
Km 156.00, National Highways Authority of
8 606.10 June, 2004
Guwahati India
Bypass, NH-
37
Runways
Resurfacing of
existing
runway, Taxi
track and
Extension &
1 Airport Authority of India 271.00 3rd Nov 2003
Construction
of runway,
Taxi tract &
Apron,
Amritsar
Extension &
2 Gayatri Projects Ltd. 68.80 March 2002
Strengthening
of Runway,
Calicut Airport.
Extension of
Runway by
5000 feet 10th Jan
3 B. Seenaiah & Co. (Project) Ltd. 407.30
(1524.39 2002
Meters), Port
Blair Airport.
Areas of Expertise
C & C Constructions Ltd. has ventured into water sanitation and sewerage sector with its
JV partner Sukhmani Engineers. We have made a small beginning with an order Rs 730
Million from Ramky Infrastructure Limited for " providing, laying, testing and Trunk Sever
and outfall Sewer" in Jabalpur.
Areas of Expertise
In telecom and transmission we have executed over 10 orders from our clients Bharti
Infotel Limited and Tata Teleservices Ltd. for laying of Optical Fiber Cable. Our diverse
expertise and talent enable us to offer to our clients the complete range of Engineering,
Procurement and Construction services in this sector.
Areas of Expertise
Commercial Buildings
With inherent skills and resources to develop and execute high value projects, C & C
Constructions Ltd. has ventured into the building sector and has completed 3 major
projects, C & C Corporate Office, Ware House in Hasanpur and a Transmission Tower
Plant in Kalamb, Himachal Pradesh.
Areas of Expertise
Integrated Township
Corporate Parks
Name of
Value of C& C
S.N. Project Name the Award Date
Contract Share
Employer
Roads & Highways
Vision
To deliver to the client the best solutions and broaden its activity base by diversifying
into other infrastructure disciplines to sustain a healthy growth rate.
Mission
Director
Employee satisfaction is in regard to one's feeling or state of mind regarding the nature
of their work. It can be influenced by a variety of factors e.g.: quality of one's relationships
with their supervisor, quality of physical environment in which they work, degree of
fulfilment in their work etc.
Second, job satisfaction is often determined by how well outcomes meet or exceed
expectations. For example if organizational participants feel that they are working more
harder than others in the department but are receiving fewer rewards, they will probably
have a negative attitude toward the work, the boss or the co-workers. They will be
dissatisfied. On the other hand, if they feel they are being treated very well and are being
paid equitably, they are likely to have a positive attitude toward the job. They will be job -
satisfied.
• Factors affecting jobs are the main factors of job satisfaction, which may be challenging
work, reward systems, working conditions, colleagues, learning and personality. Skill
variety autonomy and significance are challenging tasks, which provide maximum
satisfaction to employees. Many people feel bored if a job is too simple and routine, but
many employees also enjoy simple and routine jobs.
• The job characteristics are important factors for providing satisfaction. Reward systems,
equitable rewards, equal pay for equal work, promotion avenues, etc are satisfaction
factors. Money is important to employees having unfulfilled basic needs, i.e. they require
more award and recognition.
The relationships between the employees and the managers have an important
bearing on job satisfaction.
Job satisfaction is greater in case the higher authority is sympathetic, friendly and
willing to help the employees. Employees feel satisfied when their views are listened
to and regarded by their higher authorities
Personal attitude and perceptions are the employees' angles of satisfaction, which
should be taken into consideration while motivating people to arrive at job satisfaction
Feedback from the job itself and autonomy are two of the major job-related
motivational factors. A recent found that career development was most important to
both younger and older employees.
It commonly is manifested in ways such as checking to see how well the employee is
doing, providing advice and assistance to the individual, and communicating with the
associate on a personal as well as an official level . The other dimension is participation
or influence, as illustrated by managers who allow their people to participate in decisions
that affect their own jobs. In most case, this approach leads higher job satisfaction.
Most assume a positive relationship; the research to date indicates that there is no strong
linkage between satisfaction and performance. Conceptual, methodological, and
empirical analyses have questioned and argued against these results.
The best conclusion about satisfaction and performance is that there is, definitely a
relationship. The relationship may even be more complex than others in organization
behaviour. For example, there seem to be many possible-moderating variables, the most
important of which is reward. If people receive reward they feel are equitable, they will be
satisfied, and is likely to result in greater performance effort.
Unlike that between satisfaction and performance, research has uncovered a moderately
negatively relationship between satisfaction and turnover. High job satisfaction will not, in
and of itself, keep turnover low, but it does seem to help. On the other hand, if there is
considerable job dissatisfaction, there is likely to be high turnover. Obviously, other
variables enter into an Employees decision to quit besides job satisfaction. For example,
age tenure in the organization, and commitments to the organization, may play a role.
Some people cannot see themselves working anywhere else, so they remain regardless
of how dissatisfied they feel.
Another factor is the general economy, typically there will be an increase in turnover
because will being looking for better opportunities with other organization.
Research has only demonstrated a weak negative relationship between satisfaction and
absenteeism. As with turnover, many variables enter into the decision to stay home
besides satisfaction with the job. For example, there are moderating variables such as
the degree to which people that there job are important. For example, research among
state govt. Employees has found those who believed that there was important had lower
absenteeism than did who did not feel this way. Additionally, it is important to remember
that although job satisfaction will not necessarily result in absenteeism, low job
satisfaction more likely to bring about absenteeism
Chapter – 5
To study the job satisfaction levels among the employees of C & C Constructions
Ltd.
To examine the importance given by employees to their work & the level of their
satisfaction.
To find out whether the changes in technology in C & C Construction Ltd. have
been properly matched by training & development of its manpower.
SOURCE
Miss. Shallu my respected external guide, was the sole source of everything
which was important for my easier-said-than-done project to materialize. She guided my
footsteps whenever and wherever I stumbled on the way to my objective and not only this
she was also my torchbearer and gave me all the moral and material support.
Available with me was the employee’s database which was a reliable and
authentic source of employees address. And from those documents maintained by HR
department I used to distribute the questionnaire to the employees.
Primary data
It consisted of the first hand source of data collected through the questionnaires from
the respondents.
Secondary data
The theoretical foundation of the study is based on various secondary sources such as:
Internet & Booklet of C & C Constructions Ltd.
METHODS
SURVEY as we know jolly well, is the keyword around which the whole magic of my
project revolves hence, this calls for the urgency of following the below mentioned steps
which can be considered as the methods I have followed in doing the survey.
The first and foremost thing that I did was the task of formulating a well framed
Questionnaire which could aptly help me in eliciting the essential information from the
respondents.
The questionnaire was designed on a four point Likert scale where 1 represented low
extent and 4 represented very high extent.
Now I was equipped with the required weapon in the form of questionnaire and the
Next step was to circulate the questionnaire to the employees which I did.
A sample size of 50 respondents was chosen out of 100 workmen.
The sampling type was a probability sampling based on systematic random
sampling.
Highly satisfied 8% 4
Satisfied 40% 20
Neutral 30% 15
Dissatisfied 12% 6
Total 100% 50
Analysis: Out of 50 respondents 4 were highly satisfied or enjoy their work, 20 were
satisfied, 15 were neutral regarding their response, 6 were dissatisfied whereas 5 were
highly dissatisfied. Majority of respondents were satisfied with the nature of work assigned
to them.
Satisfied 30% 15
Neutral 50% 25
Dissatisfied 6% 3
Highly dissatisfied 4% 2
Total 100% 50
Analysis: Out of 50 respondents 5 were highly satisfied with the infrastructure, 15
satisfied, 25 gave neutral response, 3 were dissatisfied whereas 2 were highly
dissatisfied. Majority of respondents were neither satisfied nor dissatisfied.
Highly satisfied 4% 2
Satisfied 14% 7
Neutral 20% 10
Dissatisfied 58% 29
Highly dissatisfied 4% 2
Total 100% 50
Analysis: Out of 50 respondents 2 were highly satisfied with the supportiveness of their
HOD/superior, 7 were satisfied, 10 were neutral regarding their response, 29 were
dissatisfied whereas 2 were highly dissatisfied. Majority of respondents were neutral with
HOD/superior supportiveness.
Satisfied 20% 10
Neutral 40% 20
Dissatisfied 18% 9
Satisfied 20% 10
Neutral 32% 16
Dissatisfied 12% 6
Highly dissatisfied 6% 3
Total 100% 0
Analysis: Out of 50 respondents 15 were highly satisfied by getting regular feedback
from their superiors, 10 were satisfied, 16 were neutral regarding their response, 6 were
dissatisfied whereas 3 were highly dissatisfied.
6. Whether your organization takes your suggestion seriously?
Frequently 6% 3
Rarely 30% 15
Occasionally 64% 32
Total 100%
Analysis: Out of 100 respondents 9 were highly satisfied by the nature of work, 40
satisfied, 29 were neutral regarding their response, 15 were dissatisfied whereas 7 were
highly dissatisfied. Majority of respondents were satisfied by the nature of work assigned
to them.
7. Does the mission and vision of the organization related to your individual
mission and goal?
Always 6% 3
Mostly 24% 12
Sometimes 40% 20
Rarely 30% 15
Not at all 0% 0
Total 100% 50
Analysis: Out of 50 respondents 3 said there mission & vision of organization is always
related to their individual mission and goal, 12 said mostly, 20 said sometimes, 15 said
rarely.
8. Does your manager promote innovation at job?
Satisfied 40% 20
Neutral 30% 15
Dissatisfied 16% 8
Highly dissatisfied 4% 2
Total 100% 50
Analysis: Out of 50 respondents 5 were highly satisfied; they said their manager promote
innovation at job, 20 were satisfied, 15 were neutral regarding their response, 8 were
dissatisfied whereas 2 were highly dissatisfied.
9. Do you agree the regular family programmes should be organized?
Agree 34% 17
Neutral 12% 6
Disagree 16% 8
Highly disagree 8% 4
Total 100% 50
Yes 42% 21
No 58% 29
Total 100% 50
Analysis: Out of 50 respondents 9 said yes they get fatigue while performing their job &
29 said no they don’t get fatigue.
11. Have you ever undertaken any training module?
Yes 100% 50
No 0% 0
Total 100% 50
Analysis: Out of 50 respondents 50 said yes they have undertaken training module. It
means company provides training to everyone.
12. Rate the satisfaction level towards trainers of your organization?
Highly satisfied 8% 4
Satisfied 80% 40
Neutral 12% 6
Dissatisfied 0% 0
Highly dissatisfied 0% 0
Total 100% 50
Satisfied 46% 23
Neutral 26% 13
Dissatisfied 16% 8
Highly dissatisfied 2% 1
Total 100% 50
Analysis: Out of 50 respondents 5 were highly satisfied with the level of trust the manager
shows towards the team, 23 were satisfied, 13 were neutral regarding their response, 8
were dissatisfied whereas 1 was highly dissatisfied.
14. Are you satisfied with the resources provided by your manager to complete
your work efficiently?
Satisfied 40% 20
Neutral 20% 10
Dissatisfied 14% 7
Highly dissatisfied 6% 3
Total 100% 50
Analysis: Out of 50 respondents 10 were highly satisfied with the resources provided by
the manager to complete their work, 20 were satisfied, 10 were neutral regarding their
response, 7 were dissatisfied whereas 3 were highly dissatisfied.
15. In totality are you satisfied with your job?
Satisfied 34% 17
Neutral 28% 14
Dissatisfied 16% 8
Highly dissatisfied 0% 0
Total 100% 50
Analysis: Out of 50 respondents 11 were highly satisfied by the nature of job, 17 were
satisfied, 14 were neutral regarding their response, 14 were dissatisfied whereas 0 were
highly dissatisfied.
Chapter – 8
Findings, Suggestions
And
Conclusion
FINDINGS
2. 50% of the respondents are neither satisfied nor dissatisfied regarding infrastructure of
the organization.
4. 40% employees gave neutral response of getting sufficient opportunities to improve their
skills.
5. 30% employees are highly satisfied with getting regular feedback from their superior and
32% gave neutral response.
7. 40% employees said that mission & vision of organization is sometimes related individual
mission & goal.
8. 40% of the respondents they said there manager promote innovation at job.
9. 42% of the respondents are highly agree of having regular family programmes.
10. Majority of the employees does not get fatigue while performing their job.
13. 46% of employees satisfied with the level of trust the manager shows towards their team
& 1 was highly dissatisfied.
14. 40%of the respondents are satisfied with the resources provided by manager to complete
their work & 14 % are dissatisfied.
15. No one is highly dissatisfied with their job. 34% respondents are satisfied.
SUGGESTIONS
.To motivates the employees mostly suggestion should be taken from them.
Innovation should be provided by the manager to improve employee’s skills.
To avoid the fatigueless of employees the manager should take some extra activities.
As the world moves faster and competition becomes more intense due to globalization,
human talent will determine which organizations will be successful in the future. Training
helps to achieve this aim. Training is an important tool in the hands of organization.
Employees are enjoying their work; they are satisfied with the resources provided to
them, also happy with the trust shown by the manager towards their team.
Company should give focus on support of HOD to employees. It should give sufficient
opportunities to improve employee’s skills.
LIMITATIONS
As far as the LIMITATION of the project is concerned, I faced many a problem and
adversities in course of my project duration.
1. The employees hesitate to disclose the true facts in order to secure their job.
5. Because of the size of the organization, the population of employee was large.
Therefore it was very tough on my part to conduct the survey by going to them personally.
6 It was also very disappointing for me at times when the feedback given by the
employees were below expectation.
BIBLIOGRAPHY
Books
Internet Website
Jalindia.com
Google.co.in
Managementstudy.com
citehr.com
QUESTIONNAIRE
Dear Respondent,
We are the students of M.B.A. and we are conducting a survey on the employee
satisfaction with the performance appraisal. You are kindly requested to give your
feedback. The data collected will be used only for academic purpose.
Education:
1) Under Matriculation
2) Intermediate
3) Graduate
4) Post Graduate
5) Other________
ORGANIZATIONAL DETAILS:
1. Do you enjoy your work?
A) Highly satisfied
B) Satisfied
C) Neither satisfied nor dissatisfied
D) Dissatisfied
E) Highly Dissatisfied
7. Does the mission and vision of the organization related to your individual
mission and goal?
A) Always
B) Mostly
C) Sometimes
D) Rarely
E) Not at all
13. Are you satisfied with the level of trust the manager shows towards the team?
A) Highly satisfied
B) Satisfied
C) Neutral
D) Dissatisfied
E) Highly Dissatisfied
14. Are you satisfied with the resources provided by your manager to complete your
work efficiently?
A) Highly satisfied
B) Satisfied
C) Neutral
D) Dissatisfied
E) Highly dissatisfied