Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
Submitted by
AHAMED SADIQ.K
Of
In
DEPARTMENT OF MANAGEMENT
OCTOBER 2010
HINDUSTHAN INSTITUTE OF TECHNOLOGY
(Affiliated to Anna University, Coimbatore)
DEPARTMENT OF MANAGEMENT STUDIES
AHAMED SADIQ.K
Of
2009-2011
----------------------- -----------------------------------
Internship Guide Head of the Department
-------------------------- --------------------------
(AHAMED SADIQ.K)
Assistant Professor,MBA
ACKNOWLEDGEMENT
First and foremost we wish to thank God, the almighty for enabling the
successful completion of the internship training.
We are very much thankful to express our profound gratitude and sincere
thanks to Dr. T.RAVICHANDRAN, BE, ME, PhD, Principal of Hindusthan
Institute of Technology.
We express our heartfelt thanks to Dr.K.SAMUVEL, PGDIB, M.Com,
MBA, MPhil, PhD, Head of the Department of Management Studies,
Hindusthan Institute of Technology, and Coimbatore for inspiration and
valuable suggestions for carrying out this endeavor.
It is my first and foremost duty to express my deep and sincere thanks to
Dr.R.HAMSALAKSHMI, PGDCA, M.Com, MBA, M.Phil, PhD,
Asst.professor of Management studies , Hindusthan Institute of Technology,
Coimbatore, who supervised these programs. I sincerely thank him the inspiring
guidance, generous help and support.
It is my first and foremost duty to express my deep and sincere thanks to
Dr.R.HAMSALAKSHMI, PGDCA, M.Com, MBA, M.Phil,PhD lecturer of
MBA department., Hindusthan institute of Technology, Coimbatore, who
supervised this project. I sincerely thank her the inspiring guidance, generous
help and support.
I would like to express my sincere thanks to all the staff members and all
other individuals who helped me in completing this project.
TABLE OF CONTENTS
List of Charts
I SUMMARY OF INTERNSHIP TRAINING 1
REPORT
II INTRODUCTION 2
2.1 Introduction of the study 2
2.2 Design of the study 3
2.3 Objectives of the study 4
2.4 Research Methodology 4
a) Sampling technique 4
b) Data Collection Method 5
c) Statistical Tool 5
2.5 Scope of the study 5
2.6 Limitation of the study 6
IV COMPANY OVERVIEW 11
4.2. Suggestions 60
4.3. Conclusion 61
BIBLIOGRAPHY
ANNEXURE
List of charts
TABLE
DESCRIPTION
NO
3.1 Classification based on age of respondents
Tea is cultivated widely both in North and South India. Cultivation in India
its roots when Robert Kyd experimented with it first in India ground the year 1780. In
1823 Robert Bruce discovered tea in Bhramputhra Valley and it was only in 1834 that
large scale planting started in North India. In South India it was Dr.Chirsty who
experimented in Nilgiris in the year 1852 and it was in 1859 that tea planting actually
started in Nilgiris. This study assesses and analyses the level of quality of work life of
employees. The employees belonging to the lowest and middle hierarchy were covered
for the study. The study identifies the important factors to influence the quality of work
life of employees such as personal details, job related measures, organizational polices
and rules and regulation. An also the attitude of the workers towards various general
attributes where found, with a view to identify the areas this needs to improve. And the
employees martial status, Educational qualification, period of service is more stable and
these factors could not affect on the employees work.The employees salary are not stable
for most of them nearly 42%of the employees are dissatisfied. Nature of employment of
the employees nearly ,54%of the employees are permanent and 46%of the employees are
temporary. Working environment in the organization is to be well defined if the work
place is better and his attitude is also being good. The quality of work life of employees
mainly depends upon the working condition where in the worker are satisfied with
lighting and ventilation, cleanliness and are basic factor of the work place.
.
CHAPTER-II
INTRODUCTION
The precursors to research on quality of work life in that they had initial a
series of studies that gave origin to a social technique approach related to work
organization. The concern with workers satisfaction and welfare and a consciousness
about the importance of trying better ways to organize the work.
Meaning
The quality of work life refers to the extent to which the member of an
organization fined the work environment. It is considered with improving labour
management co-operation to solve many organizational problems, achieving the desired
level of performance and securing greater employees satisfaction.
The quality of work life which would measure the variation in an individuals
quality of work life on job satisfication,working condition ,stress control at work, Good
human relationship ,welfare of employees.
Definition:
“Quality of work life is the degree to which member of work organization are able to
satisfy important personnel need through their experience in the organization”.
-KEITH
2.3 Objectives
3.The study includes suggesting measures to improve the quality of work life of
employees.
2. 4 RESEARCH METHODOLOGY
Area of Study
The area of the study confined to Salisbury Industrial co-operative tea factory.
Sampling units
The sampling units chosen for the project were among 100 employees
at Salisbury industrial co-operative Tea factory.
Sample size
Primary data means data collected from raw sources (first hand information)
. Primary data was collected through questionnaires by survey method.
Secondary data
The involve schedule was formed in such a way that it covers all attempts
was made to present the questions in the simplest possible way. The questionnairies
was very simple and easy to understand for analysis the data statistical tools like
percentage analysis.
The study was basically conducted to analyze at the various aspects that
the quality of work life if employees in the tea factory and it‟s mainly based in the
study about working conditions, working environment in the factory. The study on
quality of work life is conducted among the employees of the Salisbury industrial
co-operative tea Factory limited.
This study assesses and analyses the level of quality of work life of
employees. The employees belonging to the lowest and middle hierarchy were
covered for the study. The study identifies the important factors to influence the
quality of work life of employees such as personal details, job related measures,
organizational polices and rules and regulation. An also the attitude of the workers
towards various general attributes where found, with a view to identify the areas
this needs to improve.
2.6 Limitation of study
1.The study of quality of work life of employees was conducted in the Salisbury
industrial co-operative Tea factory limited in Gudalur and their finding and
interpretation cannot be generalized and will not suite any other organization
2.Time was one of the major constraints that were not sufficient to study the
research in detail.
3. The effectiveness of the study may be affected due to the personal bias
CHAPTER-III
REVIEW OF LITERATURE
satisfaction of each individual need in their work life affects employees' job satisfaction,
affective commitment, turnover intention, life satisfaction and general well-being.
A total of 319 questionnaires were collected from eight organizations in
Shanghai, China. Based on the need satisfaction theory and spillover theory in the
QWL literature, hypotheses are derived and tested. Results confirm hypotheses
regarding the relationship between perceived QWL and all the dependent
variables. Multiple regression analyses confirm using levels of satisfaction of six
different individual needs as significant predictors of the five dependent
variables. Esteem need satisfaction is found to be the most important for life
satisfaction and turnover intention while four needs (esteem, actualization,
economics and family, and health and safety) predict general well-being.
Knowledge and health and safety need predict affective commitment. Three
needs (economic and family, health and safety, and knowledge) are important for
job satisfaction. Being recognized and appreciated for one' s work is found to be a
strong predictor of how satisfied employees in Shanghai feel with regard to their
lives. Limitations of the study and ideas of future research are discussed. The
success of any organization is highly dependant on how it attracts, recruits,
motivates, and retains its workforce. Today's organizations need to be more
flexible so that they are equipped to Therefore; organizations are required to
adopt a strategy to improve the employees „quality of work life'(QWL) to satisfy
both the organizational objectives and employee needs. These case lets discuss
the importance of having effective quality of work life practices in organizations
and their impact on employee performance and the assessing the Effects
(2) Evidence that efforts to improve quality of working life have little impact on
economic performance. Overall organizational performance.
Respondents from these couthest also believed more in group decisions, and
placed work less centrally in their lives than respondents from higher MAS countries.
Therefore we might expect similar kinds of endorsements by Singaporean employees
on the identification of important QWL factors. Uncertainty avoidance, the fourth
cultural dimension identified by Hofstede (1980), refers to the disliking for
ambiguous, poorly defined situation. The implication is that employees from countries
in which there is high uncertainty avoidance will likely prefer a work environment
that is highly structured with rules and regulations to cover a variety of circumstances.
CHAPTER-IV
COMPANY OVERVIEW
The Salisbury industrial co-operative tea factory limited, Gudalur, the Nilgiris, was
established in the year 1980. The main aim is to improve the small tea grower and to
improve their socio-economic conditions and also uplift their standard of life
The factory was under the control of department of industries and commerce of Tamilnadu
Government. The factory headed by managing director, Mr. P.krishnan, M.com. MBA.
In the tea factory the persons employed 120
A) Department staff : 21
B) Workers:
Permanent : 53
Temporary : 46
The factory is equipped with machineries for dual production of both C.T.C and
orthodox type of tea dust.
The capital structure of the Salisbury industrial co-operative tea factory limited, gudalur.
The member contribution in the capital structure is Rs 94, 46,000. And the government
contribution is Rs 65, 50,000 and the financial assistance provided to the factory by
(NCDC) the national co-operative development cooperation, NewDelhi had sanctioned
loan assistance of Rs 54, 77,000 lakhs.
By adopting strict and stringent quality control measures in the overall manufacturing
process the factory has obtained ISO- 9001:2000 Certification for quality management
system standard and HACCP certification for food safety management system standard.
Servicing rendered by the tea factory according to the seasonal needs ,the factory is
disbursing Agriculture inputs like fertilizers , plant production chemicals, to the members
.tea garden along with the latest technical guidance for proper usage and implementation
for harvesting quality Greenleaf.
History
The early 1930s saw a steady increase in the area under tea cultivation in the small tea
grower sector. These small tea growers had to supply their green leaves only to private tea
factories. These small tea growers faced problems such as very low rates for their leaves,
heavy rejection of leaves and manipulations of quantity etc. It was the scenario that prompted
the government to form INDCOSERVE, a guardian of small tea growers in the Nilgiris
district.
The first Industrial Co-operative Tea Factory in India was established in Yedakkadu
village in the Nilgiris in the year 1958 with 120 small tea grower-members in order to
develop their socioeconomic conditions. As this venture was a great success, it encouraged
the formation of more cooperative tea factories in different areas of the district, wherever
there was concentration of small tea growers.
When the number of factories were on the rise, it was felt necessary to promote an
apex organization to coordinate the activities of all the INDCO tea factories. Accordingly the
Tamilnadu Small Tea Growers‟ Industrial Cooperative Tea Factories‟ Federation Limited,
briefly called the INDCOSERVE was established in 1965 and is functioning under the
administrative control of the Department of Industries and Commerce, Government of
Tamilnadu.
Today, there are 15 Industrial Cooperative Tea Factories under regular production covering
about 32,000 acres of smallholdings and 20,000 small tea growers.
The total production of tea, both Orthodox and CTC, of these factories is around 16
million kgs per annum as against the installed capacity of 27 million kgs.
World class manufacturing facilities
In a dynamic world no manufacturing process can remain static and tea is no
exception. Under the new paradigm the INDCO tea factories are moving towards achieving
world class manufacturing standards, which is a key to meet the challenge of the new
millennium.
Technological and quality up gradation is the order of the day. And more so when it
comes to the field of manufacturing of Tea, there is a myriad of techniques, approaches and
philosophies – some already in vogue, some newly to be coined. INDCOSERVE, with all
these, in four decades of its experience and expertise of deeply rooted knowledge, has been
able to meticulously choose the right set of standards and procedures to produce quality tea to
suite the tastes of its customers.
With safety, health and environment in mind, among 15 INDCO Tea Factories, 4
factories have already obtained ISO : HACCP Certification and remaining 11 factories are
under the way of getting ISO : HACCP Certification and thereby setting standards in safety,
health and environment.
Manufacturing Process
Withering
Orthodox – Imparts twist and style to the made tea. Produces hi-flavour teas. CTC (Cut
- Tear - Curl) – Imparts liquoring properties. The leaves are crushed in between the vanes and
resistors and discharged through diaphragm. Produces hi-cuppage, strong liquor teas.
Fermentation
It is an oxidation process by which the Polyphenols in the leaf get oxidized with the
help of indigenous enzyme called Polyphenol Oxidase.
Drying
Under this process, the bio-chemical changes are terminated and the moisture is reduced
to a negligible percentage to ensure better keeping quality
Analysis and interpretation are the central step in the research process.
Analysis of data means studying the tabulated material in order to determine inherent facts or
meaning .in involves breaking down complex factors into simpler units.
Interpretation refers to the task of drawing inference from the collected facts
after an analytical or experimental study. Interpretation id the search for the border meaning
of research findings .interpretation is the device through which the factors that seems to be
explaining in the study can better understood and also provides a theoretical conception
which can serve as a guide for further researchers.
TABLE: 5.1
Classification based on age of respondents
NUMBER OF PERCENTA
S.NO AGE GROUP
EMPLOYEES GE
1. 18-25 7 7
26-34 12 12
2.
3. 35-44 45 45
4. 45&above 36 36
Out of the total respondents taken for the study 45 %respondents were in the age
group (35-44) years. Nearly 36% of respondents were in the age group 45 and above
years. And, 12% respondents were in the age group (26-34) the remaining 7%of
respondents were in the (18-25) years of young age group
.CHART 5.1
45
40
percentage of respondents
35
30
25
20
15
10
5
0
18-25 26-34 35-44 45&above
Age Group
TABLE: 5.2
NUMBER OF
S.NO GENDER PERCENTAGE
EMPLOYEES
1 Male 48 48
2 Female 52 52
The 100 employees in the tea factory workers as 48%were males and 52%were
females.
CHART: 5.2
53
Percentage of respondents
52
51
50
49
48
47
46
Male Female
Gender
TABLE: 5.3
MARITAL NUMBER OF
S.NO PERCENTAGE
STATUS EMPLOYEES
1 Married 88 88
2 Unmarried 12 12
In the above mentioned table 88% of the respondents were married and the
remaining 12%of the respondents were unmarried.
CHART: 5.3
Classification based on marital status.
90
80
70
Percentage of
respondents
60
50
40
30
20
10
0
Married Unmarried
Marital Status
TABLE: 5.4
NUMBER
EDUCATIONAL
S.NO OF PERCENTAGE
QUALIFICATION
EMPLOYEES
1. Illiterate 49 49
2. Up to 10th 31 31
3. Higher secondary 13 13
4. Diploma/Degree level 7 7
In the above mentioned table 49%of employees are illiterate and, 31%of the
respondents are up to 10th and, 13% of the respondents were having higher secondary
level and, 7% of respondents were having diploma/degree level.
CHART: 5.4
Classification of employees based on educational qualification
60
Percentage of respondents
50
40
30
20
10
0
Illiterate Upto 10th Higher Diploma/Degree
secondary level
Educational Qualification
TABLE: 5.5
Classification based on family members
The family members of the respondents the distribution to their family member shown
in the following table.
NUMBER OF NUMBER
S.NO FAMILY OF PERCENTAGE
MEMBERS EMPLOYEES
1. 1-3 23 23
2. 4- 6 73 73
3. 7-9 4 4
4. Above 9 - -
80
CHART: 5.5
70
Classification based on family members
ercentage of respondents
60
50
40
30
20
TABLE: 5.6
The comfort enjoyed by the employees and their family members depends on the
salary of the employees .The following tables shows the income level.
MONTHLY NUMBER OF
S.NO PERCENTAGE
INCOME EMPLOYEES
1. Below 3000 67 67
2. 3001-6000 33 33
3. 6001-9000 - -
4. 9001&above - -
CHART: 5.6
Classification based on income level
80
Percentage of respondents 70
60
50
40
30
20
10
0
Below 3000 3001-6000 6001-9000 9001&above
Income level
TABLE: 5.7
The nature of job of the employees which they were permanent and temporary in
the organization .The worker interest on their job differs from each one .the following tables
shows the employees nature of employment.
NATURE OF NUMBER OF
S.NO PERCENTAGE
EMPLOYMENT EMPLOYEES
1. Permanent 54 54
2. Temporary 46 46
From the above table 54%of the respondents are permanent workers and rest 46%of the
respondents are temporary workers.
CHART: 5.7
Classification based on nature of employment
Percentage of respondents 56
54
52
50
48
46
44
42
Pernament Temporary
Nature of employment
TABLE: 5.8
SYSTEM OF NUMBER OF
S.NO PERCENTAGE
WORK EMPLOYEES
1 Day 63 63
2 Night 37 37
CHART: 5.8
Classification based on system of employees work
Percentage of respondents 70
60
50
40
30
20
10
0
Day Night
System of work
TABLE: 5.9
The quality of work life of employees may be also be affected by the period of
service .As the experience in their increases the satisfaction on the job level because the
better adjustment towards their jobs and the working condition and vice-versa if the person is
involved with the Job.
PERIOD NUMBER
S.NO OF OF PERCENTAGE
SERVICE EMPLOYEES
2. 1-5 Years 13 13
3. 6-10 Years 23 23
CHART: 5.9
60
50
40
30
20
10
0
Less than one 1 to 5 Years 6 to 10 Years More than10
year years
Period of service
TABLE: 5.10
In the quality of work life on employees attitude on work place is the important factor
for every organisation.In the place the space allotment. And the raw material moving
facilities are too needed in the work place.
NUMBER
WORK
S.NO OF PERCENTAGE
PLACE
EMPLOYEES
1. Highly satisfied 79 79
2. Satisfied 12 12
3. Dissatisfied 9 9
4. Highly dissatisfied - -
TOTAL 99 100
TABLE: 5.10
70
60
50
40
30
20
10
0
Highly Satisfied Dissatisfied Highly
satisfied dissatisfied
Opinions
TABLE: 5.11
WELFARE NUMBER OF
S.NO PERCENTAGE
MEASURES EMPLOYEES
1. Highly satisfied 58 58
2. Satisfied 23 23
3. Dissatisfied 12 12
4. Highly dissatisfied 7 7
measures.
CHART: 5.11
The employee’s opinions towards the health measures
Highly
dissatisfied
Dissatisfied
Opinions
Satisfied
Highly
satisfied
0 20 40 60 80
Percentage of respondents
TABLE: 5.12
The employee’s opinions towards the safety measures
An organization should aware of the safety measures and find out best possible methods
are to be implemented to safe guard the employees.
SAFETY NUMBER OF
S.NO PERCENTAGE
MEASURE EMPLOYEES
1. Acceptable 79 79
2. Not acceptable 21 21
CHART: 5.12
70
Percentage of the respondents
60
50
40
30
20
10
0
Acceptable Not acceptable
Opinions of the respondents
TABLE: 5.13
The employees should provide with enough rest to avoid fatigue .this enable them with full
interest, which in turns leads to job satisfaction to the employees.
REST NUMBER OF
S.NO PERCENTAGE
INTERVALS EMPLOYEES
1. Highly satisfied 32 32
2. Satisfied 49 49
3. Dissatisfied 16 16
4. Highly dissatisfied 3 3
CHART: 5.13
50
40
30
20
10
0
Highly Satisfied Dissatisfied Highly
satisfied dissatisfied
Opinions
TABLE: 5.14
An employee contributes the best on his potentially and he will be satisfied with the job if
he feels secured in job security therefore becomes essential for job satisfaction.
JOB NUMBER OF
S.NO PERCENTAGE
SECURITY EMPLOYEES
1. Highly satisfied 55 55
2. Satisfied 22 22
3. Dissatisfied 13 13
4. Highly dissatisfied 10 10
CHART: 5.14
The employee’s opinions regarding job security
Percentage of respondents 60
50
40
30
20
10
0
Highly Satisfied Dissatisfied Highly
satisfied dissatisfied
Opinions
TABLE: 5.15
The salary is the important factors of every employees .Good salary influence to
motivate the employees on his work level.
NUMBER
S.N SALARIES
OF PERCENTAGE
O &ALLOWANCES
EMPLOYEES
1. Highly satisfied 14 14
2. Satisfied 30 30
3. Neutral 43 43
4. Highly dissatisfied 13 13
CHART: 5.15
The employees satisfaction regarding salaries and Allowances
50
Percentage of respondents
45
40
35
30
25
20
15
10
5
0
Highly Satisfied Dissatisfied Highly
satisfied dissatisfied
Opinons
TABLE: 5.16
EMPLOYEES NUMBER
OPINIONS OF
S.NO PERCENTAGE
PROMOTION EMPLOYEE
GIVEN S
1. Seniority 45 45
2. Educational qualification 25 25
3. Performance 18 18
4. Experience 12 12
CHART: 5.16
The employee’s opinions regarding on promotion
50
Percentage of respondents
45
40
35
30
25
20
15
10
5
0
Seniority Educational Performance Experience
qualification
Employees opinions on the promotion
TABLE: 5.17
EMPLOYEES
NUMBER
OPINIONS ON
S.NO OF PERCENTAGE
AWARE OF
EMPLOYEES
TRADE UNIONS
1. YES 93 93
2. No 7 7
CHART: 5.17
80
70
60
50
40
30
20
10
0
Yes No
Employees opinions on awareness of the trade
unions
TABLE: 5.18
In the every organization they have been problem with the employees and the
organization some of the disputes are solved by the trade unions .so that the employees are
satisfied in such activities done by the trade unions.
EMPLOYEES NUMBER
OPINIONS ON OF PERCENTAG
S.NO
SATISFACTION EMPLOYEE E
OF TRADEUNIONS S
1. Highly satisfied 13 13
2. Satisfied 20 20
3. Dissatisfied 53 53
4. Highly dissatisfied 14 14
CHART: 5.18
The employee’s satisfaction towards the trade unions
60
Percentage of respodents
50
40
30
20
10
0
Highly satisfied Satisfied Dissatisfied Highly
dissatisfied
Employees opinion on satisfaction on Trade unions
TABLE: 5.19
EMPLOYEES
NUMBER
OPINIONS ON
S.N OF PERCENTAGE
ORGANSATIONAL
EMPLOYEES
POLICIES
1. Satisfied 92 92
2. Dissatisfied 8 8
CHART: 5.19
The employee’s opinions regarding organizational policies.
100
90
Percentage of respondents
80
70
60
50
40
30
20
10
0
Satisfied Dissatisfied
Employees satisfaction on organisational policies
TABLE: 5.20
When an employee comes into the work ,he bring him his total personality and his
attributes ,likes and dislikes his personal characteristics and are to be turn and follow the rules
and regulations of the organization. The following table shows the opinions regarding the
employee‟s satisfaction level of rules and regulations.
EMPLOYEES
OPINIONS ON
S.N NUMBER OF
RULES AND PERCENTAGE
O EMPLOYEES
REGULATION
S
1. Highly satisfied 85 85
2. Satisfied 12 12
3. Dissatisfied 3 3
4. Highly dissatisfied - -
CHART: 5.20
The employee’s opinions regarding organizational rules and regulation
90
Percentage of respodents
80
70
60
50
40
30
20
10
0
Highly satisfied Satisfied Dissatisfied Highly
dissatisfied
Employees opinion on satisfaction on organisational rules
and regulation
= (4-1) (2-1)
Degrees of freedom = 3
The degree of freedom for 3% at 5% is 7.185
The calculated value is lesser than the table value hence the hypothesis ic accepted.
CHAPTER-VI
FINDINGS, SUGGESTION AND CONCLUSION
6.1 Findings
The following are the findings based on the analysis .And the study based on the
quality of work life of the employees at the Salisbury industrial cooperative tea factory
limited, was good .This appeared to be because of the following reasons.
The factors of findings of the study is about the personal characteristics, Here refers to
bio-socio variable as Age .When and the quality of work life of employees based on
the satisfaction level. Were the satisfaction increases only by increasing the age as a
person grows older he become matured and experienced.
And the employees martial status, Educational qualification, period of service is more
stable and these factors could not affect on the employees work.
The employees salary are not stable for most of them nearly 42%of the employees are
dissatisfied.
Nature of employment of the employees nearly ,54%of the employees are permanent
and 46%of the employees are temporary
Working environment in the organization is to be well defined if the work place is
better and his attitude is also being good. The quality of work life of employees
mainly depends upon the working condition where in the worker are satisfied with
lighting and ventilation, cleanliness and are basic factor of the work place.
The safety, health, and welfare measure are the important factors in the quality of
work life of the employees.
The safety measures, drinking water, toilet facilities, and retirement benefits and
medical benefits are to be better in the organization
Most of the employees are satisfied with rest intervals.
Structured communication system is to be followed by them .This makes the
employees to feel better and makes him that they part of the company and encourage
them to perform well.
About 59%of the employees feel that the relationship with their superior is very good.
Most of the employees opined that their promotion should be based on seniority .The
first preference on them.
Trade unions plays a major role in the employees activities most of them nearly, 93
%of the employees aware of the trade unions.
Most of the employees are satisfied with the organizational policies and rules and
regulation
6.2 Suggestion
In order to improve the quality of work life of employees in the Salisbury
industrial co-operative tea factory limited the suggestions are to be followed.
6.3 Conclusion
QUESTIONNAIRE
Personal Details
1. Name :
2. Address :
3. Age
a) 18-25 b) 26-34
c) 35-44 d) 45and above
4. Sex :
a) Male b) Female
5. Martial status
a) Married b) unmarried
6. Educational Qualification
a) Illiterate b) upto 10th
c) Higher secondary c) diploma /degree level
8. Income level
a) Below 3000 b) 3001-6000
c) 6001-9000 d) 9001and above
9. Nature of employment
a) Permanent b) Temporary
17. Are you take any steps regarding the safety of your job
a) Yes b) No
18. Are you satisfied with the salaries and allowances provided by the company
a) Highly satisfied b) Satisfied
c) Neutral d) Dissatisfied
23. Are you satisfied with your organizational rules and regulation?
a) Highly satisfied c) Satisfied
c) Dissatisfied d) Highly dissatisfied
BIBLIOGRAPHY