(Recovered)

CHAPTER 1

INTRODUCTION

EMPLOYEE MORALE:

Employee’s attitudes, feelings and emotions play an eminent role in examining their behaviour

and performance. These in turn determine the growth and success of the FCI.

The main focus of the study is to measure the level of Employee Morale at Food Corporation of

India. This project emphasizes the importance of morale among the work force in achieving

gains in human performance and productivity.

Employee morale is one of the predictors of organizational efficiency and effectiveness.

Organizational effectiveness considerably depends on the morale of its work force. Morale is the

enthusiasm with which workers as individuals and as groups respond to their work situation and

requirements. It is a state of healthy balance in the organization in which people make their

respective contributions to achieve their set goals, maintain their sense of worth besides

developing their abilities, knowledge and skills.

Every organization should have personnel policies in order to accomplish the objectives of the

personnel as well as the organization. Periodic updating of personnel policies is essential to keep

pace with the changing times to avoid managerial stagnation of personnel policy.

It is found that to attain goals, factors like men, money, materials and machines are involved, out

of which man power is the most important. The relationship between the employer

and employee is an integral part for success of any organization. Various interactive behaviors

such as inter personal behavior, group behavior, use of power and authority, leadership,

communication, conflict and control are the significant factors which affect the climate in an

organization, thus, influencing productivity.

1

The object of the project is to have the finding of Employee Morale in FCI head Quarters, so that

where the places they are not satisfied can be changed or altered so that the company may give

its 100% output in doing the work.

To analyses that employee’s level of satisfaction. Analysis, the function & behavior of

employees towards other & what are the reaction of survey as they are very friendly with the

survey or not etc. are the objective of the project.

The study examined the responses of 50 employees of the organization, which includes two

categories of employees. The questions asked contained information about the number of years

since the employees have been working in the organization, their satisfaction level with the

working conditions and the factors that increases morale to them the most to give their best.

MEASUREMENT Morale can be measured by assessing attitudes and job satisfaction. There are several techniques

to measure employee attitudes: inference, prediction from behavioral data, interviews and

questionnaires and scales of their techniques interviews have been frequently used to measure

attitudes. Questionnaires and scales have been used interviews or independently, to get increased

reliability and objectively.

Likert Method of Summated Rating

The Likert method is much simpler and therefore more suitable. In this method each statement in

a series is usually followed by a five-step scale: strongly agree, agree undecided, disagree and

strongly disagree. Statement which have the more discriminating power and selected on the basis

of scale value difference analysis. Based on this method several techniques have been devised to

measure employee attitudes and morale. I have made the questionnaire on the basis of Likert

Scale.

2

RATIONALE OF THE STUDY

Employee morale is intangible and subjective concept. Morale is a state of mind or willingness to

work which in turn affects individual and organizational objectives.

The importance of morale is:

Better quality of work.

Higher performance.

Low absenteeism.

Good discipline.

Fewer industrial accidents.

Stability and growth of the organization.

OBJECTIVES OF THE STUDY

To find the level of employee morale in Food corporation of India.

To know the interrelationship between supervisors and employees.

To study about the various factors which determine the employee morale.

To evaluate the opinion of the employees about the factors such as working condition,

welfare facilities etc.

To give suggestion to the management for improving the employee morale of the

employees from the findings of the study.

3

Chapter-2INDUSTRIAL PROFILE

A Glance at Food Cooperation of India:-

Industry Overview

Food Corporation of India was setup on 14th January 1965 having its first District Office at

THANJAVUR (Rice Bowl of Tamilnadu) & HQRS at Chennai under Food Corporations Act

1964 with authorised capital of almost $600 million to implement the national policy for price

support operations, procurement, storage, preservation, inter-state movement and distribution

operations. FCI is the Largest Corporation in India and probably the largest supply chain

management in Asia. It functions through 5 zonal offices and 24 regional offices. Each year, the

Food Corporation of India purchases roughly 15-20 per cent of India's wheat output and 12-15

per cent of its rice output. The purchases are made from the farmers at the rates declared by the

Govt. of India. This rate is called as MSP (Minimum support Price).

There is no limit for procurement in terms of volume; any quantity can be procured by FCI

provided the stock satisfies FAQ (Fair Average Quality) specifications with respect to FCI. The

stocks are transported throughout India and issued under the Public Distribution System (PDS)

for the consumption of the ration card holders at the rates declared by the Govt. of India. The

difference between the purchase price and sale price, along with internal costs, are reimbursed by

the Union Government in the form of Food Subsidy. At present the annual subsidy is around $10

billion. FCI by itself is not a Decision making authority; it does not decide anything about the

MSP, Imports or Exports. It just implements the decisions made by the Ministry of Food and

Ministry of Agriculture.

4

OBJECTIVES OF FCI

Under the Food Corporation Act 1964, the FCI (Food Cooperation of India) fulfills

following objectives:

Effective price support operations for safeguarding the interests of the farmers.

Under the public distribution system, FCI distributes food grains throughout the country;

and

Maintaining satisfactory level of operational and buffer stocks of food grains to ensure

National Food Security. In its 45 years of service to the nation, FCI has played an

effective role in India’s prosperity in transforming the crisis management oriented food

security into a stable security system.

To provide farmers remunerative prices.

To make food grains available at reasonable prices, particularly to vulnerable section of

the society.

To maintain buffer stocks as measure of Food Security.

To intervene in market for price stabilization.

Since its inception in 1965, having handled various situations of plenty and scarcity, FCI has

successfully met the challenge of managing the complex task of providing food security for the

nation. A strong food security system which has helped to sustain the high growth rate and

maintain regular supply of wheat and rice right through the year. The efficiency with which FCI

tackled one of the worst droughts of the century not only cemented its role as the premier

organization in charge of food security in India, but also brought it accolades from international

organizations.

Today it can take credit for having contributed a great deal in transforming India from a

chronically food deficit country to one that is self-sufficient.

5

SWOT Analysis of Food Corporation of India

Strength of FCI:

Facilitator for food security

o Provider of price & market assurance to the farmer

o Ensuring steady food grain supplies to 5 Lakhs Fair Price Shops for Public

Distribution System to cover 141 million Above Poverty Line/ 67 million Below

Poverty Line card holders.

o Ensuring food for all other Welfare Schemes.

Management Capability & Experience

o Large pool of talent managing world’s largest food grain operation on behalf of

Govt. of India.

Enormity of scale

o Countrywide network of offices & strategically located Food Storage Depots.

o Operates in mandis, purchase center located within 10 km. Proximity of farmers.

o Undertakes purchases of 30 to 40 million tonnes annually making it the largest

buyer in the world.

Effective market intervention to stabilize prices.

State of the art expertise on food grain preservation / Warehousing / Transportation

Management

o Maintains the health of millions of tons of food grain in storage. Quality

acknowledged by international buyers.

o Excellent Storage Management.

Timely movement of food grains from procuring States to consuming States

6

Weakness of FCI: -

Virtually an extended arm of Govt. of India

Increasing age profile of its personnel at all levels.

Heavy dependence on monopolistic govt. agencies.

Absence of modern management practices

Absence of motivation to bring down the food subsidy bill.

Lack of Autonomy as FCI is not associated in many critical policy decisions affecting its

performance.

Opportunities for FCI:-

After nearly four decades of varied experience in food management, FCI can play a wider

role in being a food advisor to the Central/State Govts.

The corporation can also play a more proactive role in the sphere of commercial ventures.

To diversify into nontraditional commodities / activities.

Threats for FCI:-

Widespread negative image perception of FCI’s role & functions.

Despite its gigantic achievements, considered to be overstaffed, inefficient, slow, lacking

dynamism, vision & burden on the exchequer despite the fact that approx. 85% of its

expenses are statutory & beyond its control & its own administrative overheads restricted

to below 2% of Economic cost.

Despite the criticality of its role particularly on the face of unprecedented natural

calamities, periodically its very existence is questioned demoralizing its workforce.

7

Credit System for FCI prescribed by Govt. of India

The ministry of finance may allow regional rural banks (RRBs) to join their sponsor banks in

financing food procurement exercise by Food Corporation of India (FCI). Loans to FCI are

classified as food credit. The move would boost RRBs’ business without taking any additional

risk as government typically offers guarantee against food credit. For FCI too, it would be easier

making payments against food procurement in far flung areas, where RRBs are mostly active.

The issue has been on the ministry’s platter for quite some time now. According to sources close

to the ministry, the final clearance is expected anytime. Although, there is no regulatory hurdle

on RRBs offering food credit, but such a step has never been tried.

“We are expecting the finance minister to make an announcement to this end shortly. This would

help RRBs a great deal by way of a new window for credit deployment,” said All India Regional

Rural Bank Employees Association (AIRRBEA) general secretary, Dilip Kumar Mukherjee.

Incidentally, the request to allow RRBs offer food credit was first made from AIRRBEA

Platform.

FCI offers handsome returns to its lenders for credit. It fixes the rate by taking the average of

prime lending rates of the five largest banks. RRBs with unutilized funds may use this avenue for

assured returns without taking any risk.

At present, some 51 banks, including cooperative banks offer food credit. The government has

fixed a bank loan limit of Rs 34,495 crore for FCI for 2009-10. As on June 30, 2009, outstanding

food credit to FCI stood at Rs 21,286 crore.

“More than 50 RRBs have unutilized funds. Moreover, many of these banks have exhausted their

agriculture credit limit, making fund deployment more difficult. In this light, we have requested

the ministry to allow the same,” Mr. Mukherjee said. There are 84 RRBs in the country with

their 15,200-odd branches spreading across 593 out of 612 districts.

8

NEW INITIATIVES

Having been acknowledged a major player in food grain management within the Country and

abroad, FCI is now endeavoring for

Resource mobilization to reduce burden on food subsidy.

Better financial & Treasury Management.

Improved stock inventory management real time on-line system through a recently

launched IISFM (Integrated Information System for Food grains Management) in

collaboration with NIC.

Creation of Profit Centers.

Up gradation of technology through interface with Agriculture Universities/Management

Institutes.

Use of ’A’ Twill texture gunny bags as against 'B' Twill bags as a project to reduce losses

in storage and transit.

Multimodal transportation system through riverine / container.

Micro level Inventory Management through focused weekly movement plans.

Sustained corporate communication for improving image perceptions.

QUALITY POLICY

Competitive Landscape for Food Corporation of India

Demand is driven by federal agricultural policy programs, food consumption trends, and the

grain and oilseed export market. The profitability of individual companies depends on

maximizing crop yield and minimizing disease risk. Large companies have advantages in highly

automated technologies and access to the latest in seed and crop technologies. Small operations

can compete effectively by harvesting heirloom, non-genetically modified (GM), or specialty

products. The industry is labor-intensive: average annual revenue per employee (operator and

hired laborers) is $100,000.

9

http://fciweb.nic.in/finanancial/integrated_information_system.htm

Organizational Structure

10

CORPORATE VISION

Vision 2020

To aggressively promote Decentralized Procurement by State Governments with special

emphasis in non-traditional areas and commodities.

To initiate procurement of non-MSP governed commodities on commercial principles.

To ensure adequate buffer for meeting requirements under TPDS & Other Welfare

Schemes.

To dispose of surplus and un-storage worthy godowns and introduce concepts of

mechanized handling in the conventional godowns.

To undertake R&D for conversion of some of the existing capacity to bulk and cost

effective utilization of existing bulk capacity.

To optimize monthly movement programme with existing state of art of computerization

within the country at various locations as per corporate policies and priorities.

Modernization of Quality Control equipment’s and systems for food preservation in order

to increase the shelf life of food grain.

To venture in the fields of Forward Trading and Exports of both surplus stocks of food

grains in Central Pool and no-traditional commodities.

To introduce state of art of financial management in order to reduce the dependency on

the present banking system in the country.

To initiate systems for settlement of storage loss and transit loss through insurance

coverage and revised inventory mechanism.

To develop efficiency in human resource management both in staff/officers and workers

with changed circumstances in the work approach of P.S.U. s.

To achieve state of art in computerized communication between different offices/ depots

throughout the country.

11

CHAPTER 3

LITERATURE REVIEW

The literature survey conducted here includes the academic books and websites from internet.

Brown (2006) insists that two forms of literature need to be reviewed: conceptual literature and

research literature.

Conceptual literature is a type of publication that has been written by the respected authorities

in the industry. It contains theories ideas and experiences and is often published in the forms of

research articles and books. A wide range of conceptual literature has been reviewed for the

dissertation.

Research literature, on the other hand gives information about researches that have been

conducted in the field of the research topic and usually is presented in the forms of papers and

reports. A number of research literatures have been used in the course of the literature review for

the dissertation.

Review of existing literature means review or readout the present available information that is

collecting before the study by any other person. The existing literature is very important in the

study of any topic because the existing literature gives the basic idea about the study. It does

the work as the secondary data in the preparation of the study report.

Without existing data it is difficult to start the study because we don’t have any clue about our

study so the review of existing data is necessary for every researcher.

In the study of Employee Morale it is very necessary to study the information available of the

past studies.

12

Employee Morale By Barbara A. Glanz: The workplace is enveloped by the fear of

downsizing, loss of job security, overwhelming changes in technology, and the stress of having

to do more with less, employee morale and job satisfaction are at the lowest point. Managers

must recognize this phenomenon and do their best to counteract it if their organizations are going

to survive.

Employee morale By David Javitch: Morale is defined as the end result of many factors

present in the workplace environment. Some of these factors are the work setting itself, worker

satisfaction and action, salary, supervisory input, working conditions, status, and more.

Employee morale by F.William Hubbartt: Many issues or problem occurring in the workplace

can be resolved through better communications. Errors in the handling of customer orders or

service are often due to some sort of breakdown in communication.

And, in employee attitude surveys, communication from management is almost always ranked

low by employees. The problem is that most of us feel that we are good communicators – it is the

other guy who didn’t get the message right.

Davis define moral is “A mental condition of groups and individual which determines their

attitude”.

Theo Harman define “Morale is the state of mind and emotions affecting the attitude and

willingness to work, which in true affects individual and organizational objectives”.

Flippo define morale is “A mental condition or attitude of individuals and groups which

determines their willingness to co-operate with others to meet organizational objectives”.

M.S. Viteles defines “Morale as an attitude or a desire to continue in and willingness of strive

for, the goals of a particular group of organization”.

13

Milton Blum defines “Morale as the possession of feeling of being accepted by and the

belonging to a common goal and confidence in the desirability of these goals”.

CHAPTER 4

RESEARCH METHODOLOGY

It is necessary to explain the methodological steps involved in the present research which

identifies and analyzes the employee morale among employees of “Food Corporation of India”‐ a well-known reputed firm and the satisfaction level of employee towards it.

The best way to record or to measure the performance is to gather the information related to the

employee morale.

Collection of data:

Primary Sources: - The primary data is collected by various approaches so as to give a precise,

accurate, realistic and relevant data. The main tool in gathering primary data is Observation,

Interview, Questionnaire and Survey.

Secondary Sources: - The secondary data as it has always been important for the completion of

any report provides a reliable, suitable, adequate and specific knowledge like Magazines, Text

books and manuals.

1. Type of research design: Descriptive research

2. Type of data: Primary and Secondary data

3. Data collection method: i) Sampling for collecting primary data

ii) Extensive literature survey for Secondary data

4. Research Instruments: Questionnaire and Interview Schedule

5. Sampling Unit: The employees at FCI

6. Sample frame: random

7. Sampling size: 50 samples

14

8. Statistical tools used: i) Bar chart ii) Pie chart.

CHAPTER 4

DATA ANALYSIS AND INTERPRETATION1) The Time Taken For Promotion Is Adequate:

Total result of 50 forms

Fig 4.1(a)

Total result of forms filled by men Total result of forms filled by women

Fig 4.1(b) Fig 4.1(c)

15

Time taken for promotion is adequate:

Fig 4.1(d)

2) The Salary/Financial Compensation Is Adequate:Total result of 50 forms

Fig 4.2(a)

16


Fig 4.2(b) Fig 4.2(c)

The Salary/Financial Compensation Is Adequate:

Fig 4.2(d)

17

3) Good performance is rewarded : Total result of 50 forms

Fig 4.3(a)


Fig 4.3(b) Fig 4.3(c)

18

Good performance is rewarded:

Fig 4.3(d)

4) Seniors are cooperative, motivating & fair:Total result of 50 forms

Fig 4.4(a)

19

Total result of forms filled by men Total result of forms filled by Women

Fig 4.4(b) Fig 4.4(c)

Seniors are cooperative, motivating & fair:

Fig 4.4(d)

20

5) Transfer is done in FCI as per rules/policy, except a few cases:


Fig 4.5(a)


Fig 4.5(b) Fig 4.5(c)

21

Transfer is done in FCI as per rules/policy, except a few cases:

Fig 4.5(d)

6) Transfer is used as a tool for punishment: Total result of 50 forms

Fig 4.6(a)

22


Fig 4.6(b) Fig 4.6(c)

Transfer is used as a tool for punishment:

Fig 4.6(d)

23

7) The management involves you in decision making which are connected

to your department? Total result of 50 forms

Fig 4.7(a)


24

Fig 4.7(b) Fig 4.7(c

The management involves you in decision making which are connected to your

department?

Fig 4.7(d)

8) Performance appraisal system is fair:Total result of 50 forms

25

Fig 4.8(a)


Fig 4.8(b) fig 4.8(c)

Performance appraisal system is fair:

Fig 4.8(d)

26

9) Corporation recognizes & acknowledges my work:Total result of 50 forms

Fig 4.9(a)


Fig 4.9(b) Fig 4.9(c)

27

Corporation recognizes & acknowledges my work:

Fig 4.9(d)

10) Top management is concerned with the long term welfare of the

employees: Total result of 50 forms

28

Fig 4.10(a)


Fig 4.10(b) Fig 4.10(c)

Top management is concerned with the long term welfare of the employees

29

Fig 4.10(d)

11) Retirement facilities are adequate:


Fig 4.11(a)


Fig 4.11(b) fig 4.11(c)

30

Retirement facilities are adequate:

Fig 4.11(d)

12) The criteria for promotion are sufficient: Total result of 50 forms

Fig 4.12(a)

31


Fig 4.12(b) Fig 4.12(c)

The criteria for promotion are sufficient:

Fig 4.12(d)

32

13) I would leave the organization in the first instance, if I get a suitable

opportunity: Total result of 50 forms

Fig 4.13(a)


33

Fig 4.13(b) Fig 4.1(c)

I would leave the organization in the first instance, if I get a suitable opportunity:

Fig 4.13(d)

14) I am aware of the goal of the organization & I feel that my work is a

step in achieving the goal:


34

Fig 4.14(a)


Fig 4.14(b) Fig 4.14(c)

I am aware of the goal of the organization & I feel that my work is a step in achieving

the goal:

35

Fig 4.14(d)

15) My superiors support me in case I do some mistake and help me in

correcting it: Total result of 50 forms

Fig 4.15(a)


36

Fig 4.15(b) Fig 4.15(c)

My superiors support me in case I do some mistake and help me in correcting it:

Fig 4.15(d)

16) My work is diversified which gives me the opportunity to learn & grow

professionally:

37

Total result

Fig 4.15(a)


Fig 4.16(b) Fig 4.16(c)

38

My work is diversified which gives me the opportunity to learn & grow

professionally:

Fig 4.16(d)

17) If I have 3 casual leaves left at the end of the year & I do not have any

work at home, I would come to office:Total result of 50 forms

39

Fig 4.17(a)


Fig 4.17(b) Fig 4.17(c)

If I have 3 casual leaves left at the end of the year & I do not have any work at home, I

would come to office:

40

Fig 4.17(d)

18) Career potential in the organization is sufficient: Total result of 50 forms

Fig 4.18(a)


41

Fig 4.18(b) Fig 4.18(c)

Career potential in the organization is sufficient:

Fig 4.18(d)

19) You have worked hard in completing a work or submitting a proposal,

but the same is often not decided/ finalized in time:

42


Fig 4.19(a)


Fig 4.19(b) Fig 4.19(c)

43

You have worked hard in completing a work or submitting a proposal, but the same

is often not decided/ finalized in time:

Fig 4.19(d)

(20) If your two suggestions are incorporated in the HR policy of corporation

(FCI), you would suggest:-

There are many suggestions in all, but mostly of them are repeated or we can say same at all, so I

just take in your consideration only the main suggestion-:

a. Promotion

1. There should be timely promotion.

2. Organization must have departmental exam for next promotion.

3. Promotion policy should be improved.

4. Preference to the talented or on the merit basis.

5. Time bound.

6. Should not be on seniority basis.

7. 360 degree performance appraisal system.

44

b. Retirement

1. Change in pension scheme, like in ministries.

2. Retirement facility should be better.

c. Recruitment

This process should be clear & fair.

d. Facility, benefits & improvement or changes-

1. Employees’ fair price shops should be opened to facilitate the employees of FCI as

railway facility the railway employees in traveling.

2. Flexibility of doing work should be there.

3. The policy of awarding the reward to employee is to be review & recognized the staff

or employee though an internal examination & asses to his/her performance to find

the given task is performed in time & accurate with response.

4. Incentives scheme should be introduce.

5. There should be provision to improve the carrier of employees or educational

prospective.

6. Salary should be as per other PSU’s.

7. Training should be given, in all field time to time.

8. Rotation/ transfer from one seat to another, after a specific time.

e. HR Policy

1. There is no HR policy in FCI, so there is a need of it

2. A comprehension HR policy should be formulated & distributed among all

employees keeping the interests of employees in mind

3. The HR policy formulated should be followed equally for all employees of the FCI.

f. Storage System

1. There should be good storage system.

45

FINDINGS

By the study it is found that:

1. Majority of the respondents is satisfied with working environment health, security, safety,

welfare measures and leaves and holidays facilities.

2. Majority of the respondents are having very good relationship with fellow workers supervisors

and staffs of other department.

3. Majority of the respondents have opinion that they are not getting recognition from their

supervisor when they are fulfilling the work. It is may demotivated to employees in the

organization.

4. Majority of the respondents expressed that they have heavy work load in the organization.

5. Majority of the respondents are happy to work as an employee in the organization.

.

46

SUGGESTION

To improve and maintain the level of Employee Morale, it is better to consider following suggestion:

1. It will be more effective if the management take the steps to introduce suggestion scheme system for the employees.

2. It is better the management should recognize the needs of employees and encourages employees special talents.

3. It will be better if the management provides incentives to employees so it will boost in their morale and productivity.

4. Supervisors should maintain coordinal relationship with workers and offers recognitions of the employee efforts and provide needed guidance to workers.

5. The management should provide opportunities for career development.

6. It will better if management given performance awards to employees so that it automatically increases employee morale.

7. It should reduce the load of work of the employees.

47

CONCLUSION

Morale is psychological concept. Morale is not a cause but rather the effect or result of many

going awry. Morale drifters from person to person, industry to industry level of education age,

nature of work etc. Morale may be range from very high to very low.

By this study it is clear that various faction which influences morale and productivity of the

employees each as Social Security measures, welfare facilities, salary status, Bonus, heath

condition, shift system and recognition of work are getting much importance.

To conclude employee morale plays very important role in every organization.

Good employee morale helps to success of the organization. Unless an employee has poor

morale if always a possibility of employee disharmony and also affect smooth running of the

organization.

Finally at last I would like to say that the employment morale in FCI head Quarter is around 55-

60%. There is need of development, hence the basically employees is not satisfied with some of

the plans & schemes of the organization.

The employees are not satisfied with the HR policies & their implementation in practice in

different hierarchical levels and feel a need for the policies to be changed within the time.

The employees are generally satisfied with the working condition in the corporation.

48

BIBLIOGRAPHY

BOOKS: -

1. “Human resource management” by VSP Rao

2. Kothari C.R. (2005), “Research Methodology-Methods & Techniques”, New Age

International Pvt. Ltd. Publishers, New Delhi.

3. Pandey I.M. (2003), Financial Management, Tata McGraw Hill.

4. Shapiro Alan C. (2003) “Multinational Financial Management” John Wiley & Sons

(ASIA) Pvt. Ltd.

5. Brown RB, 2006, Doing Your Dissertation in Business and Management: The Reality of

Research and Writing, Sage Publications

REPORT: -

Bulletin and Annual Report: - Food Corporation of India. (From 2004-2005 to 2008-09).

Annual Report of FCI for the financial year 2009-10 is under submission to Food Ministry, so

unavailable.

WEBSITES: -

1) www.ifsweb.nic.in

2) www.financialexpress.org

3) www.fciweb.nic.in

4) www.agriculture-industry-india.com

49

http://www.fciweb.nic.in/

http://www.financialexpress.org/

http://www.ifsweb.nic.in/

ANNEXURE 1

QUESTIONNAIRE

Respected madam/sir,

As a part of my project I would like to gather some information from you which will help me in

the depth study of project. I would be obliged if you co-operate with me in filling the

questionnaire. Since the questionnaire is being used for academic purpose, the information

gathered will be strictly confidential.

Sahib Kaur (BBA student)

Kindly fill the following:

(Please put a tick mark in the appropriate box)

1. The time taken for promotion is adequate-:

Strongly Agree Agree Neutral Disagree Strongly Disagree

2. The salary/financial compensation is adequate


3. Better performance is rewarded


4. Seniors are cooperative, motivating & fair


5. Transfer is done in FCI as per rules/policy, except a few cases:-


50

6. Transfer is used as a tool for punishment


7. The management involves you in decision making which are connected to your

department?


8. Performance appraisal system is fair


9. Corporation recognize & acknowledge my work


10. Top management is concerned with the long term welfare of the employees


11. Retirement facilities are adequate


12. The criteria for promotion is sufficient


13. I would leave the organization in the first instance, if I get a suitable opportunity


14. I am aware of the goal of the organization & I feel that my work is a step in achieving the

goal


51

15. My superiors supports me in case I do some mistake and help me in correcting it


16. My work is diversified which gives me the opportunity to learn & grow professionally


17. If I have 3 casual leaves left at the end of the year & I do not have any work at home, I

would come to office :-


18. Career potential in the organization is sufficient


19. You have worked hard in completing a work or submitting a proposal, but the same is

often not decided/ finalized in time.


20. If your two suggestion are incorporated in the HR policy of corporation(FCI), you would

suggest :-

a)

…………………………………………………………………………………………

…………………………………………………………………………………………

b)

…………………………………………………………………………………………

…………………………………………………………………………………………

Thank you for your kind co-operation

52

Documents

(Recovered)