A STUDY ON

“EMPLOYEE JOB SATISFACTION”

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 ABSTRACT
Job satisfaction describes how content an individual is with his or her job. It is a
relatively recent term since in previous centuries the jobs available to a particular person
were often predetermined by the occupation of that person’s parent. There are a variety of
factors that can influence a person’s level of job satisfaction. Some of these factors
include the level of pay and benefits, the perceived fairness of the promotion system
within a company, the quality of the working conditions, leadership and social
relationships, the job itself (the variety of tasks involved, the interest and challenge the
job generates, and the clarity of the job description/requirements).
The happier people are within their job, the more satisfied they are said to be. Job
satisfaction is not the same as motivation, although it is clearly linked. Job design aims to
enhance job satisfaction and performance methods include job rotation, job enlargement
and job enrichment. Other influences on satisfaction include the management style and
culture, employee involvement, empowerment and autonomous workgroups. Job
satisfaction is a very important attribute which is frequently measured by organizations.
The most common way of measurement is the use of rating scales where employees
report their reactions to their jobs. Questions relate to relate of pay, work responsibilities,
variety of tasks, promotional opportunities the work itself and co-workers.

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 1.1INTRODUCTION

Job satisfaction is not the same as motivation. It is more if an attitude, an internal state of

the person concerned. It could, for example, be associated with a personal feeling of

achievement.

Job satisfaction is an individual’s emotional reaction to the job itself. It is his attitude

towards his job.

Definitions:

“Job satisfaction does not seem to reduce absence, turnover and perhaps accident rates”.

-Robert L. Kahn

“Job satisfaction is a general attitude towards one’s job: the difference between the

amount of reward workers receive and the amount they believe they should receive.”

-P. Robbins

Job satisfaction defines as “The amount of over all positive affect (or feeling) that

individuals have toward their jobs.”

-Hugh J. Arnold and Daniel C. Feldman

“Job satisfaction is the amount of pleasure or contentment associated with a job. If you

like your job intensely, you will experience high job satisfaction. If you dislike your job

intensely, you will experience job dissatisfaction.”

By Andrew J DuBrins,

The practice of supervision, New Delhi

Job satisfaction is one part of life satisfaction. The environment influences the job.

Similarly, since a job is important part of life, job satisfaction influences one’s general

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Life satisfaction. Manager may need to monitor not only the job and immediate work

environment but also their employees attitudes towards other part of life.

JOB FAMILY

POLITICS LIFE LEISURE

RELATED ELEMENT OF LIFE SATISFACTION

Human life has become very complex and completed in now-a-days. In modern society

the needs and requirements of the people are ever increasing and ever changing. When

the people are ever increasing and ever changing, when the peoples needs are not fulfilled

they become dissatisfied. Dissatisfied people are likely to contribute very little for any

purpose. Job satisfaction of industrial workers us very important for the industry to

function successfully. Apart from managerial and technical aspects, employers can be

considered as backbone of any industrial development. To utilize their contribution they

should be provided with good working conditions to boost their job satisfaction. Any

business can achieve success and peace only when the problem of satisfaction and

dissatisfaction of workers are felt understood and solved, problem of efficiency

absenteeism labour turnover require a social skill of understanding human problems

and dealing with them scientific investigation serves the purpose to solve the human

problems in the industry.

a) Pay.

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b) The work itself.

c) Promotion

d) The work group.

e) Working condition.

f) Supervision.

PAY

Wages do play a significant role in determining of satisfaction. Pay is instrumental in

fulfilling so many needs. Money facilities the obtaining of food, shelter, and clothing and

provides the means to enjoy valued leisure interest outside of work. Moreover, pay can

serve as symbol of achievement and a source of recognition. Employees often see pay as

a reflection of organization. Fringe benefits have not been found to have strong influence

on job satisfaction as direct wages.

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 1.2 STATEMENT OF PROBLEM
In the course of this work the researcher identify some key factors that will help identify
the effect of employees job satisfaction on organizational productivity in union bank
Nigeria Plc. Enugu.

To find out if the existence of job satisfaction the selected organization effects
the organizational productivity.

To discover if there is any force in workers ability towards the organizational

productivity.

To findout if management of various selected industry, have in any

contribution to the plight of workers ineffectiveness in job satisfaction.

Therefore the researcher will center on the above identified problems and other
factor, which might be discovered in the course of the investigation based on the
effect of employees job satisfaction on organizational productivity view to identifying
issues and prospect as the affects.

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 1.3 OBJECTIVE OF THE STUDY
The objective of the study is to find out the satisfaction level of employee in BAJAJ
ALLIANZ INSURANCE
 To find that whether the employees are satisfied or not.

 To analyse the company’s working environment.

 To check the Degree of satisfaction of employees.

 To find that they are satisfied with their job profile or not.

 To study the relationship between the personal factors of the Employee (Income,

Designation, Educational qualification, Gender, etc.,)

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 1,4 NEED FOR THE STUDY
Under the need-fulfillment theory it is believed that a person is satisfied if he gets what

he wants & the more he wants something or the more important it is to him, the more

satisfied he is when he gets it & the more dissatisfied he is when he does not get it. Needs

may be need for personal achievement, social achievement & for influence.

A) NEED FOR PERSONAL ACHIEVEMENT:

Desires for personal career development, improvement in one's own life standards, better

education & prospects for children & desire for improving one's own work performance.

B) Need for social achievement:

A drive for some kind of collective success is relation to some standards of excellence. It

is indexed in terms of desires to increase overall productivity, increased national

prosperity, better life community & safety for everyone.

c) Need for influence:

A desire to influence other people & surroundings environment. In the works situation, it

means to have power status & being important as reflected in initiative taking and

participation in decision making. In summary, this theory tell us that job satisfaction is a

function of, or is positively related

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 1.5 SCOPE OF THE STUDY

The scope of the study is very vital. Not only the Human Resource department can use the facts

and figures of the study but also the marketing and sales department can take benefits from the

findings of the study.

Scope for the sales department

The sales department can have fairly good idea about their employees, tat they are satisfied or

not.

Scope for the marketing department

The marketing department can use the figures indicating that they are putting their efforts to plan

their marketing strategies to achieve their targets or not.

Scope for personnel department

Some customers have the complaints or facing problems regarding the job. So the personnel

department can use the information to make efforts to avoid such complaints.

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 1.6 METHODOLOGY

For any study there must be data for analysis purpose. Without data there is no means of
study. Data collection plays an important role in any study. It can be collected from various
sources. I have collected the data from two sources which are given below:

1. Primary Data

 Personal Investigation

 Observation Method

 Information from correspondents

 Information from superiors of the organization

2. Secondary Data

 Published Sources such as Journals, Government Reports, Newspapers and

Magazines etc.

 Unpublished Sources such as Company Internal reports prepare by them given to

their analyst & trainees for investigation.

 Websites like BAJAJ ALLIANZ LIFE INSURANCE official site, some other

sites are also searched to find data.

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 1.7 LIMITATIONS OF THE STUDY:
 Data collected is based on questionnaire.

 The number of employees in is more, so sample size is limited by 100.

 The information collected by the observation method is very limited.

 The result would be varying according to the individuals as well as time.

 Some respondents hesitated to give the actual situation; they feared that

management would take any action against them

 The findings and conclusions are based on knowledge and experience of the

respondents sometime may subject to bias.

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 REVIEW OF LITERATURE

Important aspects of the work itself that influence job satisfaction are variety and

control over work methods and work place. In general, job with a moderate amount of

variety produce the most job satisfaction. Jobs with too little variety cause workers to feel

bored and fatigue. Jobs with too much variety and stimulation cause workers to feel

psychologically stressed and ‘burnout’.

PROMOTION

Promotional opportunities have a moderate impact on job satisfaction. A promotion to a

higher level in an organization typically involves positive changes I supervision, job

content and pay. Jobs that are at the higher level of an organization usually provide

workers with more freedom, more challenging work assignments and high salary.

SUPERVISION

Two dimensions of supervisor style:

1. Employee centered or consideration supervisors who establish a supportive personal

relationship with subordinates and take a personal interest in them.

2. The other dimension of supervisory style influence participation in decision making,

employee who participates in decision that affect their job, display a much higher level of

satisfaction with supervisor an the overall work situation.

WORK GROUP

Having friendly and co-operative co-workers is a modest source of job satisfaction to

individual employees. The working groups also serve as a social support system of

employees. People often used their co-workers as sounding board for their problem of as

a source of comfort.

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WORK CONDITION

The employees desire good working condition because they lead to greater physical

comfort. The working conditions are important to employees because they can influence

life outside of work. If people are require to work long hours and / or overtime, they will

have very little felt for their families, friends and recreation outside work.

Determinants of job satisfaction:

While analyzing the various determinants of job satisfaction, we have to keep in mind

that: all individuals do no derive the same degree of satisfaction though they perform the

same job in the same job environment and at the same time. Therefore, it appears that

besides the nature of job and job environment, there are individual variables which affect

job satisfaction. Thus, all those factors which provide a fit among individual variables,

nature of job, and situational variables determine the degree of job satisfaction. Let us see

what these factors are.

Individual factors:

Individuals have certain expectations from their jobs. If their expectations are met from

the jobs, they feel satisfied. These expectations are based on an individual’s level of

education, age and other factors.

Level of education:

Level of education of an individual is a factor which determines the degree of job

satisfaction. For example, several studies have found negative correlation between the

level of education, particularly higher level of education, and job satisfaction. The

possible reason for this phenomenon may be that highly educated persons have very high

expectations from their jobs which remain unsatisfied. In their case, Peter’s principle

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which suggests that every individual tries to reach his level of incompetence, applies

more quickly.

Age:

Individuals experience different degree of job satisfaction at different stages of their life.

Job satisfaction is high at the initial stage, gets gradually reduced, starts rising upto

certain stage, and finally dips to a low degree. The possible reasons for this phenomenon

are like this. When individuals join an organization, they may have some unrealistic

assumptions about what they are going to drive from their work. These assumptions make

them more satisfied. However, when these assumptions fall short of reality, job

satisfaction goes down. It starts rising again as the people start to assess the jobs in right

perspective and correct their assumptions. At the last, particularly at the fag end of the

career, job satisfaction goes down because of fear of retirement and future outcome.

Other factors:

Besides the above two factors, there are other individual factors which affect job

satisfaction. If an individual does not have favourable social and family life, he may not

feel happy at the workplace. Similarly, other personal problems associated with him may

affect his level of job satisfaction. Personal problems associated with him may affect his

level of job satisfaction.

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Nature of job:

Nature of job determines job satisfaction which is in the form of occupation level and job

content.

Occupation level:

Higher level jobs provide more satisfaction as compared to lower levels. This happens

because high level jobs carry prestige and status in the society which itself becomes

source of satisfaction for the job holders.

For example, professionals derive more satisfaction as compared to salaried people:

factory workers are least satisfied.

Job content:

Job content refers to the intrinsic value of the job which depends on the requirement of

skills for performing it, and the degree of responsibility and growth it offers. A higher

content of these factors provides higher satisfaction. For example, a routine and repetitive

lesser satisfaction; the degree of satisfaction progressively increases in job rotation, job

enlargement, and job enrichment.

Situational variables:

Situational variables related to job satisfaction lie in organizational context – formal and

informal. Formal organization emerges out of the interaction of individuals in the

organization. Some of the important factors which affect job important factors which

affect job satisfaction are given below:

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1. Working conditions:

Working conditions, particularly physical work environment, like conditions of

workplace and associated facilities for performing the job determine job satisfaction.

These work in two ways. First, these provide means job performance. Second, provision

of these conditions affects the individual’s perception about the organization. If these

factors are favourable, individuals experience higher level of job satisfaction.

2. Supervision:

The type of supervision affects job satisfaction as in each type of supervision; the degree

of importance attached to individuals varies. In employee-oriented supervision, there is

more concern for people which is perceived favourably by them and provides them more

satisfaction. In job oriented supervision, there is more emphasis on the performance of

the job and people become secondary. This situation decreases job satisfaction

3. Equitable rewards:

The type of linkage that is provided between job performance and rewards determines the

degree of job satisfaction. If the reward is perceived to be based on the job performance

and equitable, it offers higher satisfaction. If the reward is perceived to be based on

considerations other than the job performance, it affects job satisfaction adversely.

4. Opportunity:

It is true that individuals seek satisfaction in their jobs in the context of job nature and

work environment by they also attach importance to opportunities for promotion that

these job offer. If the present job offers opportunity of promotion is lacking, it reduces

satisfaction.

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 Effect of Job Satisfaction

Job satisfaction has a variety of effects. These effects may be seen in the context of an

individual’s physical and mental health, productivity, absenteeism, and turnover.

Physical and Mental Health:

The degree of job satisfaction affects an individual’s physical and

mental health. Since job satisfaction is a type of mental feeling, its favourableness or

unfavour falseness affects the individual psychologically which ultimately affects his

physical health?

For example, Lawler has pointed out that drug abuse, alcoholism and mental and physical

health result from psychologically harmful jobs. Further, since a job is an important part

of life, job satisfaction influences general life satisfaction. The result is that there is

spillover effect which occurs in both directions between job and life satisfaction.

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 COMPANY PROFILE

Bajaj Allianz Life Insurance Company Limited

Bajaj Life Insurance Company Ltd. Is one of India’s leading private companies, which
offers a range of individual and insurance solution? It is a joint venture between Allianz
se Limited and Bajaj auto. Bajaj auto ltd. is India’s leading automobile company. Bajaj
Auto Ltd. is the largest exporter of two and three wheelers. With Kawasaki Heavy
Industries of Japan, Bajaj manufactures state-of-the-art range of two-wheelers. The
brand, Pulsar is continually dominating the Indian motorcycle market in the premium
segment. Its Discover DTSi is also a successful bike on Indian roads.
Bajaj auto Ltd.
 One of the largest 2 & 3 wheeler manufacturer in the world
 21 million+ vehicles on the roads across the globe
 Managing funds of over Rs 5,329 cr.
 Bajaj Auto finance one of the largest auto finance cos. in India
Rs. 6,340 Cr. Turnover & Profits after tax of 767 Cr. in 2004-5
Allianz se is the Germany based insurance company. it also working 70 countries
and it  Provide the insurance last 119 years
 Incorporated on 12th march 2001.
 Received certificate of Registration (No.116)for IRDA of India on 3th Aug 2001.

Bajaj Finsev
 Associate Company of Bajaj incorporated on 30th April 2007.
 Net profit as on 31-03-2008 Rs 4395 Lakh capital Base as on 31-03-2008 Rs 7234
lakhs.

ALLIANZ SE
 Headquartered in Munich, Germany, established in 1890 has over 119 years of
Insurance experience.
 One of the world's biggest insurers, Allianz SE offers a range of insurance
products and services -- including life, health, and property/casualty coverage for

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 individuals and businesses -- through some 100 subsidiaries and affiliates
operating all over the globe.
 In addition to selling insurance, Allianz provides retail and institutional asset
management services through Allianz Global Investors and private equity
investment through Allianz Capital Partners. Other brands include Euler Hermes,
Fireman's Fund, and Mondial, all property insurance subsidiaries. Allianz has
transformed itself into a Societas Europaea, a joint stock company that operates
under European Union rules.
 Worldwide 2nd by Gross Written Premiums – Rs 4,77,930 Cr (Euro 89 billion) 
 3rd largest Assets Under Management (AUM) & largest amongst Insurance cos. -
AUM of Rs 50,096,199 Cr (Euro 764621 million)
 11th largest corporation in the world
 50 % of global business from Life Insurance, close to 60 million lives insured
globally.
 Presence in more than More than 70 countries, 182865 employees worldwide
 Provide Insurance to almost half of the Fortune 500 cos..

Who`s who @ Allianz Group

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Allianz Insurance Management Asia Pacific

Allianz Group’s Worldwide Presence

ASIA PACIFIC:
WORLDWIDE:

Argentina
Austria Australia
Belarus Brunei
Belgium Greece
Hungary China
Bermuda Hong Kong
Brazil Ireland
Italy India
Bulgaria Indonesia
Burkina Faso Lebanon
Liechtenstei Japan
Cameroon Laos
n Slovenia
Canada Malaysia
Luxembourg South Africa
Central African New Zealand
Mexico Spain
Rep. Pakistan
Morocco Sweden
Chile Philippines
Namibia Switzerland
Croatia Singapore
Netherlands Tunisia
Cyprus South Korea
Norway Turkey
Czech Republic South Pacific
Peru Ukraine
Denmark Islands
Poland United Arab
Egypt Taiwan
Portugal Emirates
Estonia Thailand
Russia United Kingdom
France Vietnam
Senegal USA
Gabon
Slovakia Uzbekistan
Germany
Venezuela

Bajaj Allianz Life Insurance

About Bajaj Allianz

Bajaj Allianz Life Insurance Company Limited is one of the private insurance companies
in India. Bajaj Allianz Life Insurance is a union between Allianz SE, one of the largest
Insurance Company and Bajaj Finserv. (Recently demerged from Bajaj Auto.). Bajaj
Auto Limited is 74% shared holder in the company with the remaining 26% being held
by Allianz SE.

On 2001, the Bajaj Allianz Life Insurance was given the IRDA (Insurance Regulatory
and Development Authority) certification of Registration for conducting the Life
Insurance business (which also included the Health Insurance business) in the country.
Bajaj Allianz India is headquartered in Pune. The company has its offices in 200 towns
all over India.

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Allianz SE is a leading insurance conglomerate globally and one of the largest asset
managers in the world, managing assets worth over a Trillion (Over INR. 55, 00,000
Crores). Allianz SE has over 115 years of financial experience and is present in over 70
countries around the world.

At Bajaj Allianz Life Insurance, customer delight is our guiding principle. Our business
philosophy is to ensure excellent insurance and investment solutions by offering
customized products, supported by the best technology.
Financial services arm's profit rises to Rs 42 crore
BS Reporter / Mumbai July 16, 2009, 0:40 IST

Bajaj Finserv, the financial services arm of the Bajaj Group, posted a net profit of Rs 42
crore for the quarter ended June 30, 2009. It had posted a loss of Rs 36 crore in the
corresponding period last year.

The group’s life insurance arm, Bajaj Allianz Life Insurance Company, was the biggest
contributor to the firm’s income. Bajaj Allianz has posted a profit of Rs 68 crore in the
June quarter. In the year-ago quarter, it had posted a loss of Rs 3 crore.Gross written
premium for the quarter rose 40 per cent to Rs 2,001 crore as against Rs 1,847 crore in
the corresponding period last year. Renewal premium, too, increased to Rs 1,423 crore as
against Rs 1,018 crore in the quarter ended June 30, 2008. However, new business
premium fell 42.28 per cent to Rs 577 crore

Culture @ Bajaj Allainz

 Be a winning team.
 Have a passion for excellence and hate bureaucracy.
 Be empowered, have he confidence to take decisions quickly and be accountable.
 Make BALIC a “great place to work”
 Have a sense of humor.
Bajaj allianz way
 Invest in people – pay, develop & career planning.
 Dominate the market – Be decisive & communicate clear goals.
 Never sit still – change continuously, change when the going is good &
revolutize.

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  Think service – service, service – continuous improvement.
 Make The future – be flexible & be aware of competitors. Manage the
business like a corner shop – customer satisfaction, employee satisfaction
ensuring cash flow.
Mr. Kamesh Goyal Mr.Sashi Rajesh
Country Manager Krishnan Viswanathan Mr. Sanjay Jain
CEO CIO C.F.O. Head,
BALIC BALIC Marketing

 Bajaj Allianz Head of the Department: Details of the Company

ORGANISATION STRUCTURE OF
BAJAJ ALLIAN

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BOARD OF DIRECTORS:
Mr. Rahul Bajaj (Chairman)
Dr. Werner Zedelius
Mr. Sanjay Asher
Mr. Niraj Bajaj
Mr. Sanjiv Bajaj
Mr. Heinz Dollberg
Mr. Ranjit Gupta
Mr. S. H. Khan
Mr. Suraj Mehta
Mr. Dietmar Raich
Mr. Manu Tandon
Mr. Kamesh Goyal (Alternate Director to Dr. Werner Zedelius)
Branch Address: Bajaj Allianz Life Insurance Co. Ltd.
Shalimar Towers, TC-57N Vibhuti Khand
Gomtinagar, Lucknow-226010.
Telephone: (+91 522) 6450751
Head Office Address:
Bajaj Allianz Life Insurance Company Limited
GE Plaza, Airport Road, Yerawada, Pune-411006 Maharashtra

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 ANALYSIS

Table No: 1
Working hours are convenient for me
PERCENT

Strongly agree 34

Agree 32

Neither agree nor disagree 18

Disagree 13

Strongly disagree 3

TOTAL 100

CHART 1

100 strongly agree

80 agree

60 neither agree nor

disagree
40 disagree

20 strongly disagree

0 Total
PERCENT

INTERPRETATION:
From the above chart and table it is clearly evident that 34% of the respondents strongly

agree that working hours are convenient from them and 32% agree with that and 18%

neither agree nor disagree and 13% disagree with the working hours and 3% are strongly

against working hours.

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 Table No: 2
I'm happy with my work place
PERCENT
Strongly agree 30
Agree 39
Neither agree nor disagree 18
Disagree 8
Strongly disagree 5
100

Chart 2

Strongly agree
100

80 Agree

60 neither agree nor

disagree
40 Disagree

20 strongly disagree

0
percent Total

INTERPRETATION:
From the above table it is clear that 30% respondents strongly agree and 39% respondents

agree that they are happy with their work place only 13% disagreed and 18% have no

idea towards their work place.

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 Table No: 3
I feel i have too much work to do
PERCENT
strongly agree 7
Agree 9
Neither agree nor disagree 25
Disagree 37
Strongly disagree 22
100
Chart 3

strongly agree
100

80 Agree

60 neither agree nor

disagree
40 Disagree

20 strongly disagree
0
PERCENT Total

Interpretation:
From the above table it is quite clear that the work load is not high, 37% of the respondents
disagreed with the question” I feel I have too much work” and another 22% strongly disagreed,
18% admits they have too much work and 23% have no idea towards this question.

Table No: 4
Safety measures provided by the company
PERCENT

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strongly agree 28
Agree 31
Neither agree nor disagree 24
Disagree 11
Strongly disagree 6
TOTAL 100

CHART 4

100 strongly agree

80 Agree

60 neither agree nor

disagree
40 Disagree

20 strongly disagree

0 Total
PERCENT

INTERPRETATION:
From the above table it is evident that the safety measures provided by the organizations

are good as 28 and 31% of the respondents agree with that and only 11& 6% disagreed

and 24% neither agreed nor disagreed.

TABLE NO. 5
My relationship with my supervisor is cordial
PERCENT
strongly agree 30
Agree 41
Neither agree nor disagree 16
Disagree 6
Strongly disagree 7

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TOTAL 100

CHART 5

100 strongly agree

80 Agree

60 neither agree nor

disagree
40 Disagree

20 strongly disagree

0 Total
PERCENT

INTERPRETATION:
From the above table it is clear that relationship between employees and their supervisors

are cordial because 30% of respondents strongly agreed to it and 41% agreed to it and

only 13% disagreed and 16% of respondents have neither agreed nor disagreed.

FINDINGS

From the study, the researcher has come to know that most of the respondents have

job satisfaction; the management has taken the best efforts to maintain cordial

relationship with the employees. Due to the working conditions prevailing in this

company, job satisfaction of each respondent seems to be the maximum. From the study,

I have come to know that most of the employees were satisfied with the welfare measures

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provided by BAJAJ ALLIANZ The employees of BAJAJ ALLIANZ get more benefits

compare to other companies.

 The respondents are satisfied with the environment and nature of work

Factors.

 The respondent’s relationship with the superiors and colleagues are quite

Good.

 The Respondents are not provided with proper welfare facilities.

 The communication and motivation of employees by their superiors in

this organization is reasonable.

 The Pay and promotion activities in this organization is also good .

 The Respondents are overall satisfied with their job

 The Parking facilities provided by the organization are not good that’s

why most respondents disagree with this question.

 The refreshment facilities are also need to be improved

SUGGESTION

In the organization most of employees are satisfied with all the facilities provided by

company. But there are some employees also who are not satisfied with the company.

Management should try to convert unsatisfied employees in to satisfied employees.

Because if employee is not satisfied than the he is not able to give his 100% to his work

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and the productivity of employee decrease. So management should try to satisfied his

employees because employees are the assets of the company not a liabilities.

BIBLIOGRAPHY

BOOKS:

 Ashwathapa K., Human Resource Management (third edition), Tata Mc Graw Hill

Publication Company Ltd.

 Chhabra. , T. N. Human Resource Management, Dhanpat Rai $Co(P)Ltd. India, ninth

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 edition.

 Kothari C.R., Research Methodology, New Delhi; New Age International

Publication, second edition.

Web-Site:-

www.bhel.com

www.google.com

Questionnaire

“A study on Job Satisfaction of Employees in Bajaj Allianz Insurance Pvt Ltd.

1. Name: …………………………………………………………………………………
…
2. Age: ………………
3. Gender: Male

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 Female
4. Designation……………..
Ques1- Working hours are convenient for me-
1 strongly agree 2 agree 3 neither agree nor disagree 4 disagree 5 strongly disagree

Ques2- I am happy with my work place-

1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

Ques3- I feel I have too much work to do-

1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

Ques4- Safety measures provided by the company are good-

1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

Ques5- My relationship with my supervisor is cordial-

1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

Ques6- My supervisor is not partial-

1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

Ques7- My supervisor consider my ideas while taking decision-

1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

Ques8- I am satisfied with the support from my coworkers-

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