A STUDY ON JOB EVALUATION IN HENKEL INDIA PRIVATE

LIMITED, KARAIKAL.

Submitted by
shobana
(96007631017)

Of

RVS INSTITUTE OF MANAGEMENT , KARAIKAL

In partial fulfilment of the requirements for the award of the degree

of
MASTER OF BUSINESS ADMINISTRATION
2010
 DECLARATION

I hereby declare that the data and findings related to this training work are taken by my own

effort and in the true knowledge. This project work is done with the permission accorded both by the

Administration of Henkel India Pvt Ltd and RVS Institute of Management

Signature of the Candidate

ACKNOWLEDGEMENT
 I take up this opportunity to thank our Principal Dr. RAJAN, B.E., M.S., Ph.D., MIEEE.,

for giving me this wonderful opportunity for doing my project in Henkel India Pvt Ltd, Chennai.

I express my Profound sense of gratitude to Mr.VARADARAJAN, Assistant HR Manager,

Henkel India Pvt Ltd, for giving me this wonderful opportunity to commence this project in the

first instance

I also obliged to thank Mr. CHOLEN, Head Works, Henkel India Pvt Ltd, for his

wonderful support and conducting some management activities which would definitely help me in

future.

I express the gratitude to my internal guide Mr. JOHN B.E., MBA., my college lecturer, for

his constant guidance and encouragement throughout the project.

Words are boundless to express my thanks to my DEPARTMENT STAFF MEMBERS for

their kind assistance, cooperation, and valuable suggestions given to me.

(SHOBANA)
 JOB SATISFACTION

Introduction:

The term job satisfaction refers to an employee’s general attitude toward his
job. Locke defines job satisfaction as a “Pleasurable or positive emotional state resulting
from the appraisal of one’s job or job experiences”. To the extent that a person’s job fulfils
his dominant need and is consistent with his expectations and values, the job will be
satisfying.

It is a positive attitude toward one’s job. A few important definitions or job

satisfaction are produced here.

• According to Feldman & Arnold, “Job satisfaction will be defined as the amount of
overall positive affect (or feelings) that individuals have towards their jobs”.

• Locke defined job satisfaction as, “A pleasurable or positive emotional state

resulting from the appraisal of one’s job or job experience.

• In the opinion of Davis and Newstrom, “Job satisfaction is a set of favourable and
un favourable feelings with which employees view their work.

Thus, job satisfaction means good or positive attitudes or feeling toward one job. It is
important to mention that an individual may hold different attitudes toward various aspects
of the job.
DETERMINANTS OF JOB SATISFACTION

There are various personal & organizational factors that influence job
satisfaction. The following chart indices the determinants of job satisfaction.

FACTORS DETERMINE JOB SATISFACTION

Factors of Job satisfaction

Personal Factors Organizational Factors

Age Nature of work assigned

Pay & other benefits

Sex Superior & Subordinate

Relationship

Experience Inter-personal
Relationship
Ability
Opportunities for
Perception advancement

PERSONAL FACTORS
Age

The age of a person does have its influence or his level of job satisfaction.
People who are young usually have a higher level of job satisfaction
provided they rightly choose their career. Those in their twenties or thirties
are energetic and have the stamina to work hard and desire pleasure out of
their work.

Sex

There is a feeling among may employees that women employees are

much more committed to work then men. Such employees prefer to appoint
women in their concerns. A women employee who is able to show greater
commitment to work naturally should desire higher level of job satisfaction.

Education Qualification

The job satisfaction level of people with higher educational qualification

is generally found to be low. This happen because, such people always look
for better employment opportunities. A person desiring pressure out of this
present job, which is also remunerative, need not look for better employment
prospects.

Experience
 The experience of an employee gives him exposure to many different
work situations. This enables him to learn the art of managing crises. Such
persons in view of other ability to tackle any critical work situation should
naturally have greater job satisfaction than these works are in experienced. It
may be mentioned here that the age and experience of a person need not go
together.

Ability

An employee who lacks the capability to perform his job obviously,

cannot desire job satisfaction. Performance is vital for job satisfaction only
those who have the ability will be able to perform. It may be mentioned here
that the satisfaction occurring to a person out of the monetary benefits he
gets from his employment is temporary. In the long run, performance alone
can give him satisfaction.

Perception

An employee who lacks the capability perform his job obviously,

cannot desire job satisfaction. Performance is vital for job satisfaction only
those who have the ability will be able to perform. It may be mentioned here
that the satisfaction occurring to a person out of a monetary benefits he gets
from his employment is temporary. In the long run, performance alone can
give satisfaction.

ORGANIZATIONAL FACTORS
Nature of work assigned

The work assigned to an employee should be of the interest to

him. What appears to be an interesting to another and so says the proverb.
“One man’s food is another man’s poison”. It is therefore important that the
employee understands the capabilities & performance of his employees
before assigning them work

Pay & Other benefits

It is offered to employees, although cannot determine job

satisfaction in all causes, are not unimportant. An employee who desires
pleasure out of his job cannot be indifferent to pay and other benefits to
which he is entitled.

Superior subordinate relationship

Sometimes an employee may be fully satisfied with his job. But if

his superior tries to find fault with him unnecessarily. The employee gets
disturbed mentally. This affects satisfaction. It is therefore, necessary that
the superior subordinate relationship is cordial in any workplace.
Inter personal Relationship

When the relationship between the employees working as a

group is not cordial, it will affect individual performance. This happens
because of two reasons. First, co-ordination becomes difficult when inter-
personal relationship is not good. Second, the employee gets disturbed
psychologically. When such a trend continues it results in job dissatisfaction
in the long run.

Other than that, the various determinants or sources of job satisfaction

can diagrammatically be presented as follows:

Work

Working
Pay
condition

Job Satisfaction

Co-Workers Promotion

Supervisor

Measurement of Job Satisfaction

 Like attitudes, there are a number of ways of measuring job
satisfaction. The most common ways of measuring job satisfaction are:

• Single Global rating

• Summation score

Single Global rating

As implied from the terms, under single global rating, the

employees are asked to respond to one question. An example of single
question may be: “Considering all dimension of the job”. How satisfied are
you with your job: Employees need to respond by reporting “a figure “based
on rating scale. Rating scales are from 1 to 5 as follows:

 Highly dissatisfied

 Dissatisfied

 No command

 Satisfied

 Highly satisfied

Thus, the rating based on above scale, to a question given by the employee
is a reflection of magnitude or measurement of employees, job attitude
towards his job.
Summation Score

The summation score considers employee attitudes towards the

various aspects of the job. The important aspect of the job that would be
included for rating score area the nature of the area itself, supervision, pay,
promotion opportunities & relationship with co-workers. The scores given to
each of these aspects are then added up to create on overall job satisfaction
score of an individual employee.

One may ask on obvious question: Which one of the 2

approaches discussed above is better or superior? It can be said, at least
intuitively, that the second i.e., summation score is likely to give a more
accurate evaluation of job satisfaction. Because it covers all important
aspects of the job. But given the job broad and interest concept of job, the
single question global rating becomes more inclusive measure of job
satisfaction. This may be one of those more inclusive measures of job
satisfaction. This may be one of those rare instances in which simplicity
(single rating) wins out over complexity (several ratings).

Effects of Job Satisfaction

We address to the questions, what are the effects of job

satisfaction of employees, productivity, absenteeism and turnover rates.

On Productivity
 Workers are satisfied more productive that their less satisfied
counterparts. Though research evidence does not establish any consistent
positive relationship between satisfaction and performance. The general
consensus is that in the long run if not in short run. Job satisfaction leads to
increased productivity. Research evidence indicates that the satisfied
workers will not necessarily the highest producers. In fact the rewards
employee receives results in greater performance leads to job satisfaction
and that the other way around.

On Absenteeism

There is inverse relationship though based on pretty research

evidence between satisfaction and absenteeism when satisfaction is high
absenteeism trends to be low & vice versa. A productivity & absenteeism is a
subject to modification by certain factors like the degree to which people
feels that this jobs are important than do those who do not feel this way. It is
also worth mentioning that a high degree of job satisfaction will not
necessarily result in low absenteeism.

On Turnover

Like between satisfaction & absenteeism an inverse relationship

thought at a moderate level, has been established between satisfaction and
turnover. These are other moderating factors as well influencing the
employees.

Dimensions of Job Satisfaction

 The importance dimensions of job satisfaction are as follows:

• Job Satisfaction being an emotional response to a job cannot be seen.

As such, it can only be inferred.
• It is often determined by how satisfactory outcomes meet or exceed
ones expectations.
• It represents on employees attitudes towards five specific dimensions
of the job.

 Pay

 The work itself

 Promotion opportunities

 Supervision

 Co-workers.

Objectives of the study

• To analyses the job satisfaction level of employees in Henkel India

Privates ltd.,

• To study the profile of the company.

• To suggest the measures and improving through the job satisfaction

among the employees

• To study the working condition level of employees.

Methodology

In this Simple Random Sampling Method has been followed

Both primary and Secondary data were used in this study. Primary data is
collected by interesting employees of the organization. The Secondary data
is collected from the records and reports of the Henkel India Private ltd.

Statement of the problem

It relates to the aims and goals of the project and the expectation of the
outcome from the project.

In this study, the problem of the statement is to find out the effectives
and efficiency of Henkel India Private Ltd., in this project, the researcher
aims to define clearly the job satisfaction employees in HIL and to examine
the performance of the industry and measure the project of the industry.

Area Description

Thirunallar town is the district head quarters of Pondicherry district. It is

the famous pilgrim center for “Lord Saniswara Temple” also located in this
place. This is one of the tourist center and attract all peoples of communities.
The Henkel India Private Ltd. Is located on Surakudi Village.

PROFILE OF THE COMPANY

PROFILE

Henkel India Limited (HIL), a leading player in the Indian FMCG

industry and a part of the Henkel Group, a Fortune Global 500 company,

manufactures and markets a range of word class Detergents, Cosmetics,

Household Cleaners and Hair care products.

Henkel’s recipe for success lies in the adaptation of its products to

satisfy the regionally specific wishes and needs of consumers. Their

specially tailored regional brands and technologies have won international

acclaim for their increased effectiveness, safety, user-friendly designs and

environmental compatibility.

Henkel Indian limited(HIL) was formerly known as SPIC Fine

Chemicals Ltd, subsequently renamed as Henkel SPIC India ltd (HSIL) and

then it was merged with Henkel India Limited (Marketing ) and formed as

Henkel India Limited.(HIL) was incorporated during 1987 to manufacture

eco-friendly zeolite based phosphate free synthetic detergents. HIL was

promoted jointly by M/s Henkel KGaA, Germany and M.s Tamilnadu Petro

products Ltd, (TPL) Chennai.

Henkel Group operates in India through four joint venture companies:

 o Henkel India Limited

o Henkel Adhesives Technologies India Private Limited

o Henkel Chembond Surface Technologies Ltd

o Henkel Teroson India Ltd.

The first (Henkel India Ltd) is in the Branded Products business while

the other three are in Industrial Adhesives business. Henkel India is the

group’s flagship company in India and constitutes the bulk of the group’s

business and turnover. Henkel Group had sales revenues in India of

approximately US$ 125 million in 2005, of which US$ 91 million came fom

branded products segment and the rest from industrial segment. Henkel

India has manufacturing factories at Tiljala in West Bengal and Karaikal in

Tamil Nadu. The factor at Tiljala has a capacity of 10,000 MT of Soaps and

1,200 MT of Toothpaste and is in operation for more than 80 years. The

factory at Karaikal started operations in 1994. The plant has a capacity of

41,500 MT of detergents and 10,000 MT of Zeolites.

The company has a well established distribution network in India,

comprising over 1,000 sales personnel with over3, 50,000 plus outlets.
There are 27 products in the company’s product line. The main products

include Margo soap, Neem Tooth Paste, Mahabringhol, Tuhina, Aramusk

soap, Henko, Mr. White, Chek, Pril Liquid, Pril bar, Lime Shot bar and Fa-

Talc. Cosmetics category in India has been growing significantly over the

last few years. Henkel has been able to cater to the needs of consumers

who have become more demanding in terms of quality. In addition, strong

industrial growth in India in recent years has also generated demand for

industrial adhesives. India thus represents a growing and attractive potential

market for both lines of businesses of Henkel group. The factory at Karaikal

was inaugurated during Mar’93 and commercial production commenced

during Aug’93. The plant at Karaikal has a capacity of 30,000 MT of

detergents and 10,000 MT of Zeolite.

A BRAND LIKE A FRIEND-SLOGAN

Our corporate slogan “Henkel - A Brand like a Friend “ says what it

means, positioning the company as a brand customers and consumers can

trust. It is our wish to make people’s lives easier, better and more beautiful

with our products and technologies. This mission statement constitutes a

promise that we intend to keep by complying with worldwide customer and

consumer requirements on a daily basis. Wherever you look in your day-to-

day life you encounter Henkel products and industrial applications. With our

brands and technologies we are constantly by your side - and of course that

goes not just for our home base in Germany but also for a great many

countries around the world.

Henkel India is optimistic about the business, and plans to grow

organically through better products and a sharper consumer focus. The

company is in the process of reshaping its business portfolio and formulation

of strategies to match the strengths of the firm with growth opportunities in

the market place. It hopes to double its turnover from the present level; by

2008. There is also a plan to bring in new brands in line with category

growth in India.
VISION: “Henkel is a leader with brands and technologies that make

people’s lives easier, better and more beautiful.”

Henkel’s vision is to remain a leader with brands and technologies that

make people’s lives easier, better and more beautiful. Henkel’s values

embrace all points of contact between its internal quest for excellence and its

commitment towards economic, ecological and social progress. Henkel

harnesses quality, innovation and change in developing superior brands and

technologies to fulfill customer needs. Henkel’s commitment to shareholder

value is matched by its dedication to sustainability and corporate social

responsibility. Henkel’s success comes from its people and this is ensured

by open communication and preserving the tradition of an open family

company.

VALUES:
 We develop superior brands and technologies.
 We are customer driven.
 We are successful because of our people.
 We are committed to shareholder value.
 We aspire to excellence in quality.
 We are dedicated to sustainability and corporate social responsibility.
 We strive for innovation.
 We communicate openly and actively.
  We embrace change.
 We preserve the tradition of an open family company.

CONTROLLING COMPANY
 Henkel KGaA, Düsseldorf (Germany).

HENKEL GROUP
I. Company operates world wide

 Subsidiaries in 125 countries

II. Business Sectors

 Laundry and Homecare

 Cosmetic / toiletries

 Adhesives Technologies

III. Technologies

 Industrial Adhesives

 Engineering Adhesives

 Surface Technologies

IV. Group sales

 13.074 billion Euros in fiscal 2007

 27.0% business in Germany

  73.0% in international mark

V. Group employ

 53,000 people world wide

VI. Business through Mega Brands.

 Henko stain champion - Detergent Bar and Powder

 Mr.White, Chek - Detergent Bar and Powder

 Henkomatic - Machine wash Powder

 Pril - Dish wash liquid and bar

 Bref - Power cleaner

 Margo - Toilet soap

 Neem - Tooth paste

 Fa - Toilet soap ,Deo-spray, Roll on, Body

wash, talk

 Fa men - Shaving cream, after shave lotion

 Zeolite - Raw material for detergent

(substituting) Phosphate Ecofriendly

There are 65 SKU’s (Approx) (STOCK KEEPING UNIT) available in

the Henkel India manufacturing in their Karaikal Unit.

VII. Zeolite (unbranded business)

Zeolite is an input material for the detergent bars and detergent

powder which is produced at HENKEL INDIA LIMITED Karaikal. It is one of

HENKEL KGaA, Germany unique product.

Zeolite is nothing but sodium aluminum silicate.

VIII. Job work to Colgate & Palmolive

HENKEL INDIA LIMITED is producing “AXION” a famous dish wash

cleaner for M/s. Colgate and Palmolive. Under Principle to Principle basis.

IX. Competitor

 Uni - level India limited (Formally known as Hindustan Leaver India

Ltd.,)

 Procter and Gamble (P & G)

DEPOTS

Depots are the place where the final goods stored and distribute their

Final products through the depots, as per the orders placed by the dealers,

retailers and reach the final customer. In their Karaikal Unit, Detergent

products are manufactured as per the indent received from their centralized
Marketing dept. situated in Chennai. On the basis of Demands arising

throughout the Country.

Our Country is divided into four Zones, such as North, East, West and

South Zone under the Zone depots are situated in the major cities and

towns. Around 33 depots under the distribution operations.

Awards:

 ISO 9002, international quality management system is under.

Successful implementation.

 The state level ISO 14001, environment management system is under

successful implementation.

 OHSAS 18001 - Safety and Healthy management system. Under

successful implementation.

 The state level “ANNUAL SAFETY AWARD 1991, 2001, 2003” was
awarded by Pondicherry Government.

 The “BEST INDUSTRIAL GARDEN AWARD - 2002” for the eighth

consecutive year by the department of agriculture, Govt. of
Puducherry.
  The “HENKEL SHE AWARD” for 2004, 2005, 2006 (GOAL ZERO
AWARD) for non-accident performance consecutively for the fourth
year in succession.
OHSAS 18001 stands for Occupational Health and Safety

Assessment Series and is an internationally accepted management system

on occupational health and safety. It is based on the ISO management

systems methodology and provides a system to improve the health and

safety situation in companies. This is done by identifying health and safety

risks and hazards, eliminate or control them and demonstrate improvement.

OHSAS is mainly applied in technical sectors.

 Table 1

Age of the Employees

S.NO RESPONSE LEVEL NUMBER OF PERCENTAGE

RESPONDENTS

1 18-25 16 21%
2 26-35 25 33%
3 36-45 24 32%
4 ABOVE 45 10 14%
TOTAL 75 100%

The above table shows that 33% of response belongs to 26-35 and 32% of
people belongs to 36-45 others 21% belongs 18-25 and 14% belongs above
45.

AGE OF THE EMPLOYEES

35%
30%
25%
20%
15%
10%
5%
0%
18-25 26-35 36-45 above 45
 TABLE 2
WORKING CONDITION IN THE ORGANIZATION

S.NO RESPONSE LEVEL NUMBER OF PERCENTAGE

RESPONDENTS

1 VERY GOOD 14 18%

2 GOOD 33 44%
3 AVERAGE 12 16%
4 POOR 11 15%
5 VERY POOR 5 7%
TOTAL 75 100%

The above table reveals that 44% of the responses are very
comfortable with working condition. 13% of people they are happy with
working condition. 16% of people satisfied with working condition. 15% of
people not satisfied with working condition. 7% of people are disliked with
the working condition.

45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
very good average poor very poor
good
 TABLE 3
TEAM WORK OF THE ORGANIZATION

S.NO RESPONSE LEVEL NUMBER OF PERCENTAGE

RESPONDENTS

1 VERY GOOD 13 18%

2 GOOD 27 36%
3 AVERAGE 16 21%
4 POOR 12 16%
5 VERY POOR 7 9%
TOTAL 75 100%

The above table shows that 36% of responses are very comfortable with
their team work. 21% of people are satisfied with their team work. 18% of
people are very comfortable with their team work. 16% of people not
satisfied with team work. 9% of peoples are disliked with their team work.

40%
35%
30%
25%
20%
15%
10%
5%
0%
very good good average poor very poor
 TABLE 4
GRIEVANCES IN THE ORGANIZATION

S.NO RESPONSE LEVEL NUMBER OF PERCENTAGE

RESPONDENTS

1 VERY GOOD 15 20%

2 GOOD 60 80%
TOTAL 75 100%

The above table shows that the grievances faced by the employees in the
organization. The 20% of respondents were accepted this statement. The
rest of the 80% of respondents were not accept grievances in the
organization. It may be concluded that all the Employee problems are
smoothly solved by the organization.

80%
70%
60%
50%
40%
30%
20%
10%
0%
very good good
 TABLE 3.5
SATISFACTION OF POSITION

S.NO RESPONSE LEVEL NUMBER OF PERCENTAGE

RESPONDENTS

1 VERY GOOD 21 28%

2 GOOD 27 36%
3 AVERAGE 15 20%
4 POOR 5 7%
5 VERY POOR 7 9%
TOTAL 75 100%

The above table shows that the 36% of respondents are comfortable with
their position. The 28% of peoples are very comfortable with their position.
The 20% of people are satisfied with their position. 90% of peoples are
disliked their position. The last 7% of peoples are not satisfied with their
position.

40%
35%
30%
25%
20%
15%
10%
5%
0%
very good good average poor very poor
 TABLE 6
ORGANIZATION’S FACILITY

S.NO RESPONSE LEVEL NUMBER OF PERCENTAGE

RESPONDENTS

1 VERY GOOD 15 20%

2 GOOD 30 40%
3 AVERAGE 17 23%
4 POOR 7 9%
5 VERY POOR 6 8%
TOTAL 75 100%

The above table shows that the 40% of respondents are comfortable with the
facilities of the organization. The 23% of respondents are satisfied with the
facilities of the organization. The 20% of the respondents are very
comfortable with the facilities of the organization. The 9% of the people are
not satisfied with their facilities of the organization.

40%
35%
30%
25%
20%
15%
10%
5%
0%
v ery good good average poor very poor
 TABLE 7
RECOGNITION FROM THE ORGANIZATION
S.NO RESPONSE LEVEL NUMBER OF PERCENTAGE
RESPONDENTS

1 VERY GOOD 18 24%

2 GOOD 30 40%
3 AVERAGE 18 24%
4 POOR 5 7%
5 VERY POOR 4 5%
TOTAL 75 100%

The above table reveals that 40% of the responses are very comfortable with
recognition and 24% of people they are happy with recognition of the
organization and 7% of peoples not satisfied with recognition and balance of
the 5% of peoples are disliked with the recognition.

40%
35%
30%
25%
20%
15%
10%
5%
0%
very good good average poor very poor

TABLE 8
REWARD FROM ORGANIZATION

S.NO RESPONSE LEVEL NUMBER OF PERCENTAGE

RESPONDENTS

1 VERY GOOD 20 27%

2 GOOD 29 39%
3 AVERAGE 12 16%
4 POOR 10 13%
5 VERY POOR 4 5%
TOTAL 75 100%

The above table shows that the 39% of the respondents are comfortable with the rewards
of the company and the 27% of the peoples are very comfortable with the rewards of the
company. And the 16% of the peoples are satisfied with the reward of the company and
13% of the respondents are not satisfied with the rewards and the rest of 7% of
respondents are disliked their rewards of the organization.

40%
35%
30%
25%
20%
15%
10%
5%
0%
very good good ave rage poor very poor

TABLE 9
SALARY OF THE EMPLOYEES
 S.NO RESPONSE LEVEL NUMBER OF PERCENTAGE
RESPONDENTS

1 VERY GOOD 10 13.3%

2 GOOD 34 45.3%
3 AVERAGE 13 17.3%
4 POOR 7 9.3%
5 VERY POOR 11 14.7%
TOTAL 75 100%

The above table shows that 13.3% of respondents are feel highly satisfied
with their salary. The 45.3% of respondents are feel satisfied with their
salary. The 17.3% of respondents are average with their salary. The 9.3% of
respondents are poor with their salary. The 9.3% of respondents are feel
very poor with their salary. Majority of the respondents belongs to satisfied to
salary 45.3%.

50.00%
45.00%
40.00%
35.00%
30.00%
25.00%
20.00%
15.00%
10.00%
5.00%
0.00%
very good good average poor very poor
FINDINGS
 We found that in the age of 26-35 and 36-45 are high.

 The satisfactory level of working condition is good.

 During this study period we came to know that level of grievances is very
low.

 We found that job position is normally satisfied with employees.

 Through this study, 50% of respondents are not interest in the team work.

 We found that the Bus is lacking.

 The majority of the respondents said that, to improve the promotional

policy.

SUGGESTIONS
 The company should improve the quality of canteen facilities.

 The company should improve the team building process that makes
the employee very cohesive.

 To take the necessary actions, to improve the promotional policies.

 The company has to provide Bus facility for employees

CONCLUSION
 This study reveals that job satisfied the employees in Henkel India
Limited at Thirunnallar, Karaikal.

As a researcher we observed that satisfaction level in the management

and employees are good. In the current scenario satisfying the employees
too hard. But the management providing a lot to improve the level of
satisfaction in the employees.

Therefore, the management should improve the promotional proceedings

and benefits schemes. Based on this study, I hope that our opinion will help
the company.

QUESTIONNAIRE
 A STUDY ON JOB SATISFACTION OF EMPLOYEE IN HENKEL INDIA
LTD.,
AT
THIRUNALLAR KARAIKAL (DT)

NAME

1. Age
a) 18 – 25 b) 26 – 35 c) 36-45 d) above 45

2. Educational Qualification
a) S.S.L.C b) Diploma c) Degree d) Others

3. Year of Experience
a) 0-5 b) 6-10 c) 11-15 d) 16-20

4. Are you satisfied with working condition?

a) Very Good b) Good c) Average d) Poor e) Very poor

5. Do you feel, the organization as a home?

a) Very Good b) Good c) Average d) Poor e) Very poor

6. Are you satisfied with the communication for the management?

a) Very Good b) Good c) Average d) Poor e) Very poor

7. Is there any team work in your organization?

 a) Yes b) No

8. Are you satisfied with the team work?

a) Very Good b) Good c) Average d) Poor e) Very poor

9. Do you have any grievances in the organization?

a) Yes b) No

10. If the company giving importance to redressel of grievances?

a) Very Good b) Good c) Average d) Poor e) Very poor

11. Are you satisfied with the conveyance?

a) Very Good b) Good c) Average d) Poor e) Very poor

12. Do you feel happy with your position?

a) Very Good b) Good c) Average d) Poor e) Very poor

13. Are you satisfied with facilities in your organization?

a) Very Good b) Good c) Average d) Poor e) Very poor

14. Opinion regarding for your salary?

a) Very Good b) Good c) Average d) Poor e) Very poor

15. Do you feel happy with the promotional policies?

a) Very Good b) Good c) Average d) Poor e) Very poor

16. Do you feel happy with your increment?

 a) Very Good b) Good c) Average d) Poor e) Very poor

17. Are you getting recognition from this organization?

a) Very Good b) Good c) Average d) Poor e) Very poor

18. Is there any reward / motivation?

a) Yes b) No

19. How are you getting this reward in the organization?

a) Very Good b) Good c) Average d) Poor e) Very poor

20. Do you feel happy with the quality of work life?

a) Very Good b) Good c) Average d) Poor e) Very poor

21. If there any punishment in your organization?

a) Very Good b) Good c) Average d) Poor e) Very poor

22. Are you participating any management decision making process?

a) Very Good b) Good c) Average d) Poor e) Very poor

23. Is there any disciplinary procedure in your organization?

a) Yes b) No

24. If, Yes what is your opinion about it?

a) Very Good b) Good c) Average d) Poor e) Very poor

25. Does the team work is encouraged in your organization?

 a) Yes b) No

26. Your performance will be measured or not?

a) Yes b) No

27. What is your opinion about the environment conditions?

a) Very Good b) Good c) Average d) Poor e) Very poor