Rijo Intrnshp File 1

8/18/2019 Rijo Intrnshp File 1

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CHAPTER 1

INTRODUCTION

INTRODUCTION

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Job satisfaction is how content an individual is with his or her ob! "cholars and hu#an resource

$rofessionals %enerall& #a'e a distinction between affective ob satisfaction and co%nitive ob

satisfaction! Affective ob satisfaction is the e(tent of $leasurable e#otional feelin%s individualshave about their obs overall) and is different to co%nitive ob satisfaction which is the e(tent of

individuals* satisfaction with $articular facets of their obs) such as $a&) $ension arran%e#ents)

wor'in% hours) and nu#erous other as$ects of their obs!

At its #ost %eneral level of conce$tuali+ation) ob satisfaction is si#$l& how content anindividual is with his or her ob! At the #ore s$ecific levels of conce$tuali+ation used b&

acade#ic researchers and hu#an resources $rofessionals) ob satisfaction has var&in% definitions!

Affective ob satisfaction is usuall& defined as an one,di#ensional subective constructre$resentin% an overall e#otional feelin% individuals have about their ob as a whole! Hence)

affective ob satisfaction for individuals reflects the de%ree of $leasure or ha$$iness their ob in

%eneral induces! Co%nitive ob satisfaction is usuall& defined as bein% a #ore obective andlo%ical evaluation of various facets of a ob! As such) co%nitive ob satisfaction can be one,

di#ensional if it co#$rises evaluation of ust one as$ect of a ob) such as $a& or #aternit& leave)

or #ultidi#ensional if two or #ore facets of a ob are si#ultaneousl& evaluated! Co%nitive obsatisfaction does not assess the de%ree of $leasure or ha$$iness that arises fro# s$ecific ob

facets) but rather %au%es the e(tent to which those ob facets are ud%ed b& the ob holder to be

satisfactor& in co#$arison with obectives the& the#selves set or with other obs! -hile

co%nitive ob satisfaction #i%ht hel$ to brin% about affective ob satisfaction) the two constructsare distinct) not necessaril& directl& related) and have different antecedents and conse.uences!

One of the bi%%est $reludes to the stud& of ob satisfaction was the Hawthorne studies! These

studies /0123401556) $ri#aril& credited to Elton 7a&o of the Harvard 8usiness "chool) sou%ht

to find the effects of various conditions /#ost notabl& illu#ination6 on wor'ers* $roductivit&!

These studies ulti#atel& showed that novel chan%es in wor' conditions te#$oraril& increase

$roductivit& /called the Hawthorne Effect6! It was later found that this increase resulted) not fro#the new conditions) but fro# the 'nowled%e of bein% observed! This findin% $rovided stron%

evidence that $eo$le wor' for $ur$oses other than $a&) which $aved the wa& for researchers to

investi%ate other factors in ob satisfaction!

"cientific #ana%e#ent also had a si%nificant i#$act on the stud& of ob satisfaction! 9rederic'

-inslow Ta&lor *s 0100 boo') Princi$les of "cientific 7ana%e#ent) ar%ued that there was a sin%le

best wa& to $erfor# an& %iven wor' tas'! This boo' contributed to a chan%e in industrial

$roduction $hiloso$hies) causin% a shift fro# s'illed labor and $iecewor' towards the #ore

#odern of asse#bl& lines and hourl& wa%es! The initial use of scientific #ana%e#ent b&

industries %reatl& increased $roductivit& because wor'ers were forced to wor' at a faster $ace!

"o#e ar%ue that 7aslow*s hierarch& of needs theor&) a #otivation theor&) laid the foundation for

ob satisfaction theor&! This theor& e($lains that $eo$le see' to satisf& five s$ecific needs in life

4 $h&siolo%ical needs) safet& needs) social needs) self,estee# needs) and self,actuali+ation! This

#odel served as a %ood basis fro# which earl& researchers could develo$ ob satisfaction

theories!

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http://en.wikipedia.org/wiki/Elton_Mayohttp://en.wikipedia.org/wiki/Harvard_Business_Schoolhttp://en.wikipedia.org/wiki/Hawthorne_Effecthttp://en.wikipedia.org/wiki/Scientific_managementhttp://en.wikipedia.org/wiki/Frederick_Winslow_Taylorhttp://en.wikipedia.org/wiki/Frederick_Winslow_Taylorhttp://en.wikipedia.org/wiki/Pieceworkhttp://en.wikipedia.org/wiki/Assembly_lineshttp://en.wikipedia.org/wiki/Hourly_wagehttp://en.wikipedia.org/wiki/Maslow%E2%80%99s_hierarchy_of_needshttp://en.wikipedia.org/wiki/Harvard_Business_Schoolhttp://en.wikipedia.org/wiki/Hawthorne_Effecthttp://en.wikipedia.org/wiki/Scientific_managementhttp://en.wikipedia.org/wiki/Frederick_Winslow_Taylorhttp://en.wikipedia.org/wiki/Frederick_Winslow_Taylorhttp://en.wikipedia.org/wiki/Pieceworkhttp://en.wikipedia.org/wiki/Assembly_lineshttp://en.wikipedia.org/wiki/Hourly_wagehttp://en.wikipedia.org/wiki/Maslow%E2%80%99s_hierarchy_of_needshttp://en.wikipedia.org/wiki/Elton_Mayo


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Job satisfaction can also be seen within the broader conte(t of the ran%e of issues which affect an

individual:s e($erience of wor') or their .ualit& of wor'in% life! Job satisfaction can be

understood in ter#s of its relationshi$s with other 'e& factors) such as %eneral well,bein%) stress

at wor') control at wor') ho#e,wor' interface) and wor'in% conditions!

How ob satisfaction is #easured de$ends on whether affective or co%nitive ob satisfaction is of

interest! The #aorit& of ob satisfaction #easures are self,re$orts and based on #ulti,ite#

scales! "everal #easures have been develo$ed over the &ears) althou%h the& var& in ter#s of how

carefull& and distinctivel& the& are conce$tuali+ed with res$ect to affective or co%nitive ob

satisfaction! The& also var& in ter#s of the e(tent and ri%or of their $s&cho#etric validation!

The 8rief Inde( of Affective Job "atisfaction /8IAJ"6 is a 3,ite#) overtl& affective as o$$osed to

co%nitive) #easure of overall affective ob satisfaction! The 8IAJ" differs fro# other ob

satisfaction #easures in bein% co#$rehensivel& validated not ust for internal consistenc&

reliabilit&) te#$oral stabilit&) conver%ent and criterion,related validities) but also for cross,

$o$ulation invariance b& nationalit&) ob level) and ob t&$e! Re$orted internal consistenc&

reliabilities ran%e between !;0 and !;

The Job Descri$tive Inde( /JDI6 is a s$ecificall& co%nitive ob satisfaction #easure! It #easures

one*s satisfaction in five facets= $a&) $ro#otions and $ro#otion o$$ortunities) cowor'ers)

su$ervision) and the wor' itself! The scale is si#$le) $artici$ants answer either &es) no) or can*t

decide /indicated b& >?*6 in res$onse to whether %iven state#ents accuratel& describe one*s ob!

Other ob satisfaction .uestionnaires include= the 7innesota "atisfaction @uestionnaire /7"@6)

the Job "atisfaction "urve& /J""6) and the 9aces "cale! The 7"@ #easures ob satisfaction in 2

facets and has a lon% for# with 0 .uestions /five ite#s fro# each facet6 and a short for# with

2 .uestions /one ite# fro# each facet6! The J"" is a 5B ite# .uestionnaire that #easures nine

facets of ob satisfaction! 9inall&) the 9aces "cale of ob satisfaction) one of the first scales usedwidel&) #easured overall ob satisfaction with ust one ite# which $artici$ants res$ond to b&

choosin% a face!

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http://en.wikipedia.org/wiki/Quality_of_working_lifehttp://en.wikipedia.org/wiki/Quality_of_working_life


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CHAPTER 2

ITERATURE REIE-

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LITERATURE REVIEW

McConnell & Brue, 2013

-hile ob satisfaction is a co##on area of interest for researchers and e#$lo&ers) another areaof consideration is ob $erfor#ance and the factors that influence ob $erfor#ance! Job

$erfor#ance is a variable co##onl& researched in conunction with ob satisfaction) but has also

been a variable that has received its own a#ount of attention in the literature! Job $erfor#ancehas been defined as the value an or%ani+ation can e($ect fro# discrete behaviors $erfor#ed b&

an e#$lo&ee over ti#e!

He su%%ested several assu#$tions about ob $erfor#ance that lead to this definition) includin%

the idea that ob $erfor#ance is behavioral) e$isodic) evaluative) and #ultidi#ensional! There

#ust be) however) a clarification of the difference between behavior and $erfor#ance 4 behavioris what $eo$le do and $erfor#ance is the antici$ated or%ani+ational value of what $eo$le do!

Lis M! "ri n# Ti$o%' A! (2013)

Job satisfaction includes #ultidi#ensional $s&cholo%ical res$onses to one>s ob) and that such res$onses

have co%nitive /evaluative6) affective /or e#otional6 and behavioral co#$onents! Job satisfaction is

concerned with one>s feelin% and state of #ind re%ardin% the nature and satisfaction of their wor'! Jobsatisfaction is influenced b& factors such as how %ood is one>s su$ervisor) how %ood is the $h&sical

environ#ent in which the& wor' and the e(tent to which their wor' is fulfilled) e!t!c!

Job satisfaction is the level of satisfaction a $erson feels re%ardin% his or her ob! This feelin% is #ainl&

based on individual>s $erce$tion on satisfaction! It can be influenced b& the abilit& of the $erson to

co#$lete re.uired duties) the level of co##unication in an or%ani+ation and the wa& the #ana%e#ent

treats e#$lo&ees! There are often two levels of ob satisfaction which are affective and co%nitive ob

satisfaction! Affective is concerned with the $erson>s e#otional feelin%s toward the ob as a whole while

co%nitive is how a $erson is satisfied concernin% a $art of hisFher ob such as benefits

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*os%es, 200+

Gosteas) 21 e($lains how e#$lo&ees are buo&ant to co#e to wor' and how the& %et enforced

to $erfor# their obs! -hat are the thin%s who #a'e ha$$& an e#$lo&ee on doin% wor' and not

to leave the ob? Other researchers narrate ob satisfaction as bein% the outco#e of the wor'er*s

a$$raisal of e(tent to which the wor' environ#ent fulfil#ent the individuals needs!The observation of the stud& was that he found out that ob satisfaction is a state of e#otional %ladness)

results fro# the achieve#ent of the %oals that one %et throu%h $erfor#in% his $art of contribution inside

an or%ani+ation!

Veln$' (200-)

In his stud& on ob attitude and e#$lo&ees $erfor#ance concluded that ob satisfaction contains $ositive

influence on the $erfor#ance of the e#$lo&ees as it enhances ob involve#ent and the hi%her

$erfor#ance also #a'es $eo$le feel #ore satisfied and co##itted to the or%ani+ation! The satisfaction

and $erfor#ance of the e#$lo&ee wor's in a c&cle and are interde$endent! Job satisfaction and

involve#ent of the e#$lo&ee leads hi# to have hi%h levels of $erfor#ance!

"u & .ole (200-)

In their research define effects of ob satisfaction on $erfor#ance) the& had su# u$ their findin%s on a

factor that wor' satisfaction should be considered b& the or%ani+ation as i#$ortant $lan which needs to be

e(tend in order to i#$rove e#$lo&ees $erfor#ance and where e#$lo&ees can $ut their best $erfor#ance!

Perfor#ance level lowers with lower level satisfaction scores! There should be so#e awareness $ro%ra#s)

$ertainin% to the stress satisfaction level in the industries!

" & " (2010)

In his stud& of ob satisfaction and fati%ue variables found the ne%ative relationshi$ between the fati%ue

and satisfaction fro# the ob! The fati%ue has found as ne%ative $redictor of Job "atisfaction! The stud&

clearl& indicates the different issues for Call Centre e#$lo&ees in the conte(t of Indian econo#& in which

the researcher said that there are various factors leadin% to dissatisfaction that are on the ob and off the

ob! It:s also been discussed in the stud& that if fati%ue %et #ini#i+ed) ob satisfaction can be i#$roved

b& various innovative and encoura%in% strate%ies!

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/or%er n# Loler (2010)

"u%%ested that satisfaction will affect a wor'er*s effort) ar%uin% that increased satisfaction fro#

$erfor#ance $ossibilit& hel$s to increase e($ectations of $erfor#ance leadin% to rewards) found that

satisfaction and $roductivit& are crucial relationshi$ in which each affects the other! The& su%%est that

$erfor#ance leads to #ore effort because of hi%h $erceived e($ectanc&!

*lisi, 200

Job satisfaction is a wor'er*s sense of achieve#ent and success on the ob! It is %enerall& $erceived to be

directl& lin'ed to $roductivit& as well as to $ersonal well,bein%! Job satisfaction i#$lies doin% a ob one

eno&s) doin% it well and bein% rewarded for one*s efforts! Job satisfaction further i#$lies enthusias# and

ha$$iness with one*s wor'! Job satisfaction is the 'e& in%redient that leads to reco%nition) inco#e)

$ro#otion) and the achieve#ent of other %oals that lead to a feelin% of fulfill#ent

N#i (2011)

E#$lo&ee #otivation and ob satisfaction cannot be isolated) but the& co#$le#ent each other and

res$ond to or%ani+ational variables li'e $roductivit& and wor'in% conditions! E#$lo&ee and ob

satisfaction de$ends on $eo$le>s insi%ht and behavior at the wor' $lace which is driven b& a set of

intrinsic) e(trinsic needs and b& their view of nu#erous ob related and or%ani+ation related attitudes and

stated that $eo$le e($erience ob satisfaction when the& feel %ood about their obs) and that this feelin%

often relates to their doin% well) or their beco#in% #ore $roficient in their $rofessions) or their bein%

reco%ni+ed for %ood $erfor#ance!

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CHAPTER 3

RATIONAE O9 THE "TUD

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RATIONALE O T4E "TUD5

The to$ic chosen b& #e is ob satisfaction! bein% a Hr student) #& field has #uch to do with the

e#$lo&ee or the hu#an resource of an& or%ani+ation) as we 'now #ana%in% hu#an resource is a

#uch difficult tas' as here we are dealin% with livin% bein%s with e#otions) feelin%s and those

who can thin') therefore I chose the to$ic that could %ive #e #uch 'nowled%e about e#$lo&ees)

their needs and satisfaction as it would be hel$ful for #e in #& future!

The benefits that the or%ani+ation will receive throu%h the stud& are that the& could co#e to

'now that their e#$lo&ees are less satisfied the reasons for their dissatisfaction! The& could also

i#$le#ent so#e new e#$lo&ee beneficial activities and e#$lo&ee develo$#ent activities!

The benefits that I will receive fro# the $roect wor' are that I could stud& various as$ects for

e#$lo&ees* satisfaction and their i#$act on their $erfor#ances! This $roect wor' will %ive #e

trainin% for #& future endeavors as Hr #ana%er!

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CHAPTER 4

RE"EARCH 7ETHODOOK

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6!2 T5/E O RE"EARC4

The $rocess used to collect infor#ation and data for the $ur$ose of #a'in% business decisions!

The #ethodolo%& #a& include $ublication research) interviews) surve&s and research techni.ues)

and could include both $resent and historical infor#ation! T&$e of research used descri$tive and

surve& #ethod!

Procedures used in #a'in% s&ste#atic observations or otherwise obtainin% data) evidence) or

infor#ation as $art of a research $roect or stud&!

6!3 "OURCE" O INORMATION

0! /ri$r'

@uestionnaire2! "econ#r'

Internet

8oo's and Journals

6!6 "AM/LIN. MET4OD 9or the research the sa#$lin% #ethod used will be Convenience sa#$lin% techni.ue!

6!8 "AM/LE "I9E

The sa#$le si+e for the stud& of Job satisfaction is 0 e#$lo&ees of To$ >N Town

co#$an&!TOOL" U"ED

Percenta%es

Pie Chart

.EO.RA/4ICAL AREA =

Ra#ani Ice Crea# Co! Pvt! td!

HF3B,3


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"o#e li#itations are found in this stud& are as follows=

0! The res$ondents in this stud& included li#itation of 0 e#$lo&ees of To$ >N Town

Co#$an&! If the subect were drawn for #ore than 0 e#$lo&ees and fro# the other

or%ani+ations the result would be #ore %enerali+ed!

2! 7ost e#$lo&ees were not havin% $ro$er 'nowled%e about so#e of the .uestions!

5! Due to the li#itation of the ti#e the research could not be #ade #ore detailed!

3! "o#e of the re$lies of the res$ondents #a& be biased!

L! Res$ondents have #ar'ed the answers in the .uestionnaires which #a& be sociall&

incorrect irres$ective of their actual feelin%!

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CHAPTER 5

DATA ANA"I" AND

INTERPRETATION

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;1! How lon% &ou have been wor'in% in the co#$an&?

Res$onse No! of res$ondents Percenta%eM

5 &rs 3; 485 4 L &rs 5 30

L &rs 22 22

48

30

22

> 3 yrs

3 – 5 yrs

< 5 yrs

Inter$retation=

22M of the e#$lo&ees have been wor'in% in this or%ani+ation for #ore than

five &ears while 5M of the e#$lo&ees have been wor'in% for three to five&ears and 3;M of the e#$lo&ees have been wor'in% for three &ears or less than

three &ears!

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;2! How do &ou feel the wor'in% environ#ent?

Res$onse No! of res$ondents

Percenta%e

M

E(cellent 35 5L

Kood 40 40

"atisfactor & 25 25

Not

satisfactor& 0 0

35

40

25

Excellent

Good

at!s"actory

#ot sat!s"actory

Inter$retation=

3M a%ree with the state#ent that the wor'in% environ#ent is %ood while 2LM feel

that the wor'in% environ#ent is satisfactor& and 5LM feel that the wor'in%

environ#ent is e(cellent!

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;3! How secure do &ou feel in &our ob?

Res$ons

e

No! of

res$ondents

Percenta%e

M

Hi%hl&

secure 25 25

"ecure L L

Insecure 2< 2<

23

50

27

$!g%ly sec&re

ec&re'nsec&re

Inter$retation=

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25M a%ree that their ob is hi%hl& secured while LM a%ree that that their ob is

secured enou%h and 2


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3


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Inter$retation=

5M e#$lo&ees are satisfied while 2LM e#$lo&ees are hi%hl& satisfied with reward

s&ste# and 55M e#$lo&ees are neither satisfied nor dissatisfied and 02M are

dissatisfied with the reward s&ste#!

;:! Are &ou satisfied with the bonus and incentives %iven?

Res$onse No! ofres$ondents Percenta%eM

Hi%hl&

satisfied 03 03"atisfied


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14

70

16

$!g%ly sat!s-ed

at!s-ed

#e!t%er sat!s-ed nor

d!ssat!s-ed

.!ssat!s-ed

$!g%ly d!ssat!s-ed

Inter$retation=


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13

67

20$!g%ly sat!s-ed

at!s-ed


d!ssat!s-ed

.!ssat!s-ed

$!g%ly d!ssat!s-ed

Inter$retation=

B


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Dissatisfie

d 1 1

Hi%hl&

dissatisfied

10

54

27

9

$!g%ly sat!s-ed

at!s-ed


d!ssat!s-ed.!ssat!s-ed

$!g%ly d!ssat!s-ed

Inter$retation=

L3M are satisfied with the welfare sche#e while 0M are hi%hl& satisfied with the

welfare sche#e) 2


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A%e

discri#ination

Kenderdiscri#inatio

n None of the

above 0 0

100

/ac!al d!scr!*!nat!on

ge d!scr!*!nat!on

Gender d!scr!*!nat!on

#one o" t%e aoe

Inter$retation=

No e#$lo&ees have e($erienced an& t&$e of racial discri#ination!

;10! Do &ou reall& eno& F rela( in &our tea ti#e and lunch brea'?

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Res$ons

e No! of res$ondents

Percenta%e

M

es 0 0

No


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26/43

Res$ons

e

No! of

res$ondents

Percenta%e

M

"tron%l&

a%ree 2 2

A%ree B B

"o#ewhat a%ree 2 2

Disa%ree

"tron%l&

disa%ree

20

60

20

trongly agree

gree

o*e,%at agree

.!sagree

trongly d!sagree

Inter$retation=

2M of e#$lo&ees so#ewhat a%ree that their #ana%er $rovides feedbac' while

BM of e#$lo&ees a%ree to that state#ent and 2M of e#$lo&ees stron%l& a%ree to

the state#ent!

;12! How satisfied are &ou with the tea# s$irit in &our wor' environ#ent?

Res$onse No! of Percenta%

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res$ondents eM

Hi%hl&

satisfied 5< 5<

"atisfied 35 35

Neither

satisfiednor

dissatisfi

ed 0L 0L

Dissatisfi

ed L L

Hi%hl&

dissatisfi

ed

37

43

15

5

$!g%ly sat!s-ed

at!s-ed


d!ssat!s-ed

.!ssat!s-ed

$!g%ly d!ssat!s-ed

Inter$retation=

35M e#$lo&ees are satisfied with the tea# s$irit) 5


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Res$onse

No! of

res$ondents

Percenta

%eM

Co##unic

ation 2L 2L

Plannin%

andor%ani+in% 2L 2L

Directin%and

coordinatin

% 2 2

Technical

'nowled%e 0L 0L

Inter$erson

al

relationshi$ 0L 0L

25

2520

15

15

o**&n!cat!on

Plann!ng and organ!!ng

.!rect!ng and coord!nat!ng

ec%n!cal no,ledge

'nterersonal relat!ons%!

Inter$retation=

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2LM thin' that #ana%er is best in co##unication and 2LM e#$lo&ees thin' that

#ana%er is best in Plannin% and or%ani+in% while 2M thin' he*s is best in

directin% and coordinatin%) 0LM e#$lo&ees thin' that #ana%er is best in technical

'nowled%e and 0LM thin' he*s best in inter$ersonal relationshi$!

;16! In a wee') how often do &ou feel stressed at wor'?

70

30Extre*ely o"ten

(ery o"ten

)oderately o"ten

#ot all o"ten

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Res$onse

No! of

res$ondents Percenta%eM

E(tre#el&

often

er& often


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Inter$retation=


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Inter$retation=

All the e#$lo&ees are able to #aintain a balance between $ersonal life and wor'

life!

;1:! The co#$an& $rovides with all the tools and #aterials re.uired to $erfor#

&our duties?

Res$ons

e

No! of

res$ondents

Percenta%e

M

es 0 0

No

100

es

#o

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Inter$retation=

All the e#$lo&ees a%ree to the state#ent that The co#$an& $rovides with all the

tools and #aterials re.uired to $erfor# their duties!

;1! Are &ou satisfied with &our salar&?

Res$onse

No! of

res$ondents Percenta%eM

Hi%hl&

satisfied 2 2

"atisfied L< L<

Neither

satisfiednor

dissatisfied 0L 0L

Dissatisfie

d ; ;

Hi%hl&

dissatisfied

20

57

15

8

$!g%ly sat!s-ed

sat!s-ed


d!sssat!s-ed

.!ssat!s-ed

$!g%ly d!ssat!s-ed

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Inter$retation=

2M of e#$lo&ees are hi%hl& satisfied with their salar& while L


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:!1 INDIN."

0! 22M O9 THE E7POEE" HAE 8EEN -ORGINK IN THI" ORKANIATION

9OR 7ORE THAN 9IE EAR"!

2! 3M AKREE -ITH THE "TATE7ENT THAT THE -ORGINK ENIRON7ENT I"KOOD!

5! LM AKREE THAT THEIR JO8 I" "ECURED!3! 3

05! 2LM THING THAT 7ANAKER I" 8E"T IN PANNINK AND ORKANIINK!

03!


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:!2 "U.E"TION"

0! THE CO7PAN "HOUD CONCENTRATE ON PROIDINK 7ORE 8ENE9IT"

TO IT" E7POEE" OTHER THAN 7ONETAR 8ENE9IT"!

2! TOP 7ANAKE7ENT "HOUD APPOINT 7ORE CO7PETENT AND KOOD

"UPERI"OR"!

5! THEIR "HOUD 8E INTERA" IN THE 9OR7 O9 ACATION" EQTENDINK

TO 7AQI7U7 0 7ONTH!

3! THE CO7PAN "HOUD RECOKNIE THE ACCO7PI"H7ENT O9 THE

E7POEE"!

L! POICIE" 9OR PRO7OTION AND ADANCE7ENT" "HOUD 8E

CON"I"TENT!B! A8OE A A 9EEINK O9 ONENE"" "HOUD 8E INCUCATED A7ONK

THE E7POEE"!

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:!3 CONCLU"ION

The stud& on #easure#ent of Job "atisfaction of To$ >N Town Co#$an& was done with a

$ur$ose of assessin% the level of satisfaction of e#$lo&ees of To$ >N Town Co#$an&! The

stud& %ave a lot of infor#ation about the factors which $la& a crucial role in satisf&in% or

dissatisf&in% the e#$lo&ees of or%ani+ation! 7aorit& of the e#$lo&ees are havin% a %ood

ti#e wor'in% in the or%ani+ation!

REERENCE"

Page | 37


38/43

7cConnell) C!R! 8rue) "!! /2056! Economics: Principles, problems, and policies. /0Bth ed!6)

8oston= 7cKraw,Hill

isa 7! "aari and Ti#oth& A! /2056! E#$lo&ee Attitudes and ob satisfaction! Human Resource

Management, winter 205) ol! 35) No! 3) P$! 51L,3

elna#$& /2;6! 20 , Contemporary Human Resource Management ) 2nd edition! Pearson

Education i#ited

Gosteas) 21 Human Resource Management Practice)


39/43


40/43

b6 5,L &ears

c6 7ore than L &ears

2! How do &ou feel the wor'in% environ#ent?

a6 E(cellent

b6 Kood

c6 "atisfactor&

d6 Not satisfactor&

5! How secure do &ou feel in &our ob?

a6 Hi%h secure

b6 "ecure

c6 Insecure

3! How do &ou feel the s#ooth relationshi$ with &our e#$lo&ers and co,

wor'ers?

a6 er& hi%h

b6 Hi%h

c6 7ediu#

d6 ow

L! Are &ou satisfied with the a$$reciation or reward s&ste# $rovided b& &our #ana%e#ent?

a6 Hi%hl& satisfied

b6 "atisfied

c6 Neither satisfied nor dissatisfied

d6 Dissatisfied

e6 Hi%hl& dissatisfied

B! Are &ou satisfied with the bonus and incentives %iven?

a6 Hi%hl& satisfied

b6 "atisfied


d6 Dissatisfied

Page | 40


41/43


a6 es

b6 No!

00! 7& #ana%erFsu$ervisor $rovides #e with continuous feedbac' of #& ob?

a6 "tron%l& a%ree

b6 A%ree

Page | 41


42/43

c6 "o#ewhat a%ree

d6 Disa%ree

e6 "tron%l& disa%ree

02! How satisfied are &ou with the tea# s$irit in &our wor' environ#ent?

a6 Hi%hl& satisfied

b6 "atisfied


d6 Dissatisfied


05! How would &ou rate &our #ana%er best?

a6 Co##unication

b6 Plannin% and or%ani+in%

c6 Directin% and coordinatin%

d6 Technical 'nowled%e

e6 Inter$ersonal relationshi$

036 In a wee') how often do &ou feel stressed at wor'?

a6 E(tre#el& often

b6 er& often

c6 7oderatel& often

d6 Not all often

0L! Are &ou able to #aintain a balance between $ersonal life and wor' life?

a6 es

b6 No

c6 Can*t sa&

0B! The co#$an& $rovides with all the tools and #aterials re.uired to $erfor# &our duties?

Page | 42


43/43

a6 es

b6 No

0

a6 Hi%hl& satisfied

b6 "atisfied


d6 Dissatisfied


0;! O$inion about &our ob?

a6 Hi%hl& satisfied

b6 "atisfied


d6 Dissatisfied


Documents

Rijo Intrnshp File 1