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JOB SATISFACTION

CHAPTER-1INTRODUCTION

K.G.College, Pampady Page 1



JOB SATISFACTION

INTRODUCTION

Human resource is of paramount importance for the sources of

any organisation. It is a source of strength and aid. Human resources arethe wealth of an organisation which can help it in achieving its goals.

Human resource management is concerned with the human beings in an

organisation. It reflects a new outlook which views the organisations

manpower as its resources and assets. Human resource is the total

knowledge, abilities, skills, talents and aptitudes of an organisations

work force.

Human resource management means management of various

aspects of human resources. An important element of human resource

management is the ‘human approach’ while managing people. This

approach helps a manager view his people as an important source. It is

an approach in wich manpower resources are developed not only to help

the organisation in achieving its goals but also the self satisfaction of the

concerned persons.

According to Flippo, “Human resource management is the

planning, organising, directing and controlling of the procurement,

development, compensation, integration, maintenance and reproduction

of human resources to the end that individual, organisational and societal

objectives are accomplished.




JOB SATISFACTION

The performance of human beings and behaviour when

engaged in particular job is influenced by psychological and social job

conditions the welfare facilities and privilege available for them while at

a work, recognition of their work, the wages they receive. In order to

find all these factors the study was conducted.

Job satisfaction is the extent of positive feelings or attitudes

that individuals have towards their jobs. Job satisfaction is an important

technique used to motivate the employees to work harder. It had often

been said that “A HAPPY EMPLOYEE IS A PRODUCTIVE

EMPLOYEE”. A happy employee is generally that employee who is

satisfied with his job. Job satisfaction is very important because most of

the people spend a major portion of their life at their working phase.

More over, Job satisfaction has its impact on the general life of the

employees also, because a satisfied employee is a contented and happyhuman being. A highly satisfied worker has better physical and mental

well being. Though it is a debateable point as to which one is the cause

and which is the effect. But these are correlated to each other.

Objectives of the study

1. To know the working condition of the workers.

2. To study the nature of supervision and its effect on the workers.

3. To know the workers opinion about the organisation.




JOB SATISFACTION

4. To know the welfare activities by the organisation.

5. To assess the relationship between managers and the employees.

Scope of the study

The study is to analyse and understand the factors that would affect

the satisfaction level of the employees on the job. Since the job

satisfaction is closely linked to the psychological factors, it is difficult to

analyse to the factors. Hence a through study to analyse the factors that

have possible impact on the satisfaction of workers with regard to them

job become necessary. The study helps the management to understand

the feelings to the employees in the respective titles and to take

necessary measures to overcome to discrepancies of the negative aspect.

Research Methodology

Research is a systematic process of gathering, recording and

analysing of data about problem related to the marketing of goods and

services .

Sources of data

In this study both primary data and secondary data is used.

• Primary Data




JOB SATISFACTION

Collection of the primary data is done through the field survey

among the workers and the management officials. Primary data is

collected through questionnaire.

• Secondary Data

The collection of secondary data about the employees satisfaction

from the company brouchure, journals and websites. The data

obtained from various sources helped to know the existing

satisfaction level of workers in Toms Pipes PVT Ltd.

Tools used for Data Collection

Questionnaire

A questionnaire is a formal list of questions to be answered in the

survey. Questionnaire may be administrated by the mail, telephone or interview. The employees were first given the questionnaire form and

asked to fill it or filled by the researcher.

Sampling Universe

Employees working in Toms Pipes PVT Ltd are taken as the

sampling universe.

Sample Size

Sample size of this project is taken as 100.




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Sample Technique

Statistical tools are used for the analysis of data. Tables and charts

are inserted for the better analysis of the results.

Limitations of the study

1. Respondents were reluctant to answer some questions as they took

them as personal.

2. Some of the questions mostly contained multiple choice question,

hence the responses given may be baised.

3. Due to time constraints the sample size was restricted.

4. The out come of the study is restricted to Toms Pipes PVT Ltd.




JOB SATISFACTION

CHAPTER-2K.G.College, Pampady Page 7



JOB SATISFACTION

INDUSTRIAL

PROFILE




JOB SATISFACTION

INDUSTRIAL PROFILE

TOMS PIPES PVT. LTD.

About the Company:-

About 15 years back Mr. Tomy C Vadayil who is a creative thinker

who recognised the importance of pipe production and found Toms

Pipes Pvt. Ltd. Initial stage it was a small scale industrial unit

manufacturing PVC units such as Elbow, Junction Box, Saddle, Bend,

etc. In the brand name of Toms to cater the requirement of electrical

wiring. Now the company having outlets in various districts. The high

quality control efficiency maintained of the finished goods is making

Toms production much above the line of normal standards.

Good quality, Best serve, Timely supply and Competative rates are

the key words that distinguish Toms from existing competitors of this

kind in the business field. The group has got excellent marketing

network, which markets all the products that are produced in Toms Pipes

Pvt. Ltd. all over kerala.

Objectives of the company

• Quality

• Social Commitment




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• Customer Delight

• Time Delivery

• Consistency in sales services

Service of the Company

Uncompromising quality is the main feature of Toms Pipes Pvt. Ltd.

It is with this, the company maintains its reputation. Besides the latest

technology Toms Pipes Pvt Ltd. has a well efficient quality controlsystem that ensures quality at every stage of production. It is through

this well established quality control system the company satisfies a large

number of customers and thus receives encouragement for more better

quality production.

Vision of the Company

The vision of the company is to increase its market share in the near

future by satisfying the existing customers and bringing more and more

customers to be the part of the Toms Pipes customer lone. The company

believes that the quality and consistency in sales and services can help to

achieve the vision.




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SWOT Analysis

Strengths Weakness Opportunity Threats

Skilled, trained

and dedicated

work force

Insufficient

promotional

activities

Expanding

market area

operation

Competition in

the market

Increases the

profitablity

Absense of

diversification

and expansion

Increasing

demand

Cost of raw

materials

Various departments in the organisation

• Purchase Department




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• Production Department

• Finance Department

• Marketing Department

• Human Resource Department

• EDP Department

Products

• Water Pipes

• Wiring pipes

• PVC Fabricated Fittings

• PVC Bend

• Coupling

• PVC Spout

• PVC Reducer

• Jet Adopter

• Flush Pipes




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• Thread Bend

• Door Bend

Awards

Mr. Tomy C. Vadayil the MD of Toms Pipes Pvt. Ltd was

selected as the best young entrepreneur of the year 2002. The award and

achievement that drawn are the true testimonials to their unmatched

dedication and quality. The company also got small scale industry

association award in the year 2003.

CHAPTER-3




JOB SATISFACTION

THEORETICAL

FRAMEWORK

THEORITICAL PERSPECTIVE

JOB SATISFACTION

Meaning of Job Satisfaction:-

Job Satisfaction means good or positive attitude or feeling towards

one’s job. Charateristics of individuals also influence the job

satisfaction. Individuals with positive affinity are more likely to besatisfied with their jobs than the individuals with negative affinity. Job

satisfaction is an important part of life, job satisfaction influences one’s

life satisfaction. Job Satisfaction is dynamic. Manager cannot establish




JOB SATISFACTION

high job satisfaction once and then forget about for several years. It can

disappear as quikly as possible as it appears so it has to be maintained.

Definition of Job Satisfaction

According to Fieldman and Arnold, “ Job Satisfaction will be defined

as the overall positive affect or feelings that individuals have towards

their jobs.”

According to E.A. Locke, “ Job Satisfaction is a pleasureable or

positive emotional state resulting from the appraisal of one’s job or jobs

experience.”

According to Andrew Brin, “ Job Satisfaction is the amont 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 intensly you will experience high job dis-satisfaction.”

According to Keith Davis and Newstrom, “ Job Satisfaction is the set

of favourable or unfavourable feelings with which employees view their

work.”

According to Hoppok, “ Job Satisfaction is a combination of

psychological, physciological and environmental factors that makes a

person to admit “ I am happy with my job”.”




JOB SATISFACTION

According to More, “ Job Satisfaction is a function of discrepancy

between needs and outcomes.”

According to Sinha, “ Job Satisfaction is a integration of effect produced by individuals perception of fulfilment of his needs in relation

to his work and the stuations surrounding it.”

Historical Background of Job Satisfaction

The career economists like Karl Marx defined the importance of job

satisfaction in production. Karl Marx defined that the fragmented nature

decreases the productivity. Thhe concern of the psychologists in

industry was a necessary and improve the production and productivity.

Frederick Taylor (1911) made a study in this tradition. It is a famous

study at the Bethlehem Steel Works involved redesigning equipment and

selecting the right man for the job. The result was increased production.The next development of historical importance was that of the

Hawthrone experiment started by the students began in 1920’s at the

Hawthrone Plant of western electrical company under the dirction of

Elton Mayo. The study examines the way in which alteration in physical

condition would affect production.

In 1958 Hoppock published his famous monograph on job

satisfaction, perhaps the first major work to use survey methods and

attitudes scale is an examination of the problem. His approach typifies




JOB SATISFACTION

what has been formed he traditional approach to his job satisfaction, in

that he assumes that if the presence of a variable in the work situation

leads to job satisfaction, then it’s absence will lead to dissatisfaction and

vice-versa.

Important Dimensions of Job Satisfaction

1. Job satisfaction cannot be seen, it can only be inferred it relates to

one’s feelings towards one’s job.

2. Job Satisfaction is often determined by how will the outcome meet

the expectation or ensure the expectations.

3. Job satisfaction and Job Attitudes are typically used

interchangeably.

Factors Influencing Job Satisfaction

There are a number of factors that influence job satisfaction. A

number of research studies have been conducted in order to establish

some of the causes that result in job satisfaction.

Some of the major factors influencing job satisfaction are as given

below

A. Organisational factors

B. Work Enviornmental Factors




JOB SATISFACTION

C. Work Itself

D. Personal Factors

Organisational Factors

1. Salaries and Wages :- Salaries and wages play a significant role

in influencing job satisfaction. This is basically because of a new

basic reasons. Firstly, money is an important instrument in

fulfilling one’s needs. Money also satisfies the first level needs of

maslow’s model of satisfaction. Secondly, employees often see

money as a reflection of the management’s concern for them.

Thirdly, it is considered a symbol of achievement since higher

pays reflects higher degree of contribution towards organisational

operations.

2. Promotion Chances :- Promotional chances considerably affect

the job satisfaction because of the following reasons. Firstly,

Promotion indicates an employees worth to the organisation which

is highly morale boosting. Secondly, Employee takes promotion as

the ultimate achievement in his career and when it is realised, he

feels extremely satisfied. Thirdly, Promotion involves positivechanges eg: higher salary, less supervision, more freedom, more

challenging work assignments, increased responsibilities, status

and like.




JOB SATISFACTION

3. Company Policies :- Organisational structure and policies play

an important role in affecting the job satisfaction of the employees.

Organisation polices govern the human behaviour in the

organisation. These policies can generate positive or negative

feelings towards the organisation.

Work Environmental factors

1. Supervision:- Supervision is a moderately important source of

job satisfaction. Supervisors who establish a supportative personal

relationship with sub ordinates and take personal interest in them,

contribute to the employees satisfaction.

2. Work Group:- The nature of the work group or team will have

effect on job satisfaction in the following ways.

a) A friendly and co-operative group provides opportunities to

the group members to interact with each other.

b) The work group will be even a stronger source of satisfaction

when members have similar attitudes and values.

c) Smaller groups provide greater opportunity for buildingmutual trust and understanding as compared to larger groups.

3. Working Conditions:- Good working conditions are desirable

by the employees, as they lead to more physical comfort. People




JOB SATISFACTION

desire that there should be a clean and healthy working

environment.

Work Itself

The content of work itself is a very important factor affecting job

satisfaction.

1. Job Scope:- It provides the amount of responsibility, work pace

and feed back. The higher the level of these factors, the higher the

job scope and the higher the level of job satisfaction.

2. Variety :- A moderate amount of variety i very effective. Ecessive

variety produces confusion and stree and a too little variety causes

monotomy and fatigue which are dissatisfies.

3. Lack of Autonomy and Freedom:- Lack of autonomy andfreedom over work methods and work pace can create heplessness

and sisatisfaction.

4. Role Ambiguity and Role Conflict:- Role Ambuigty and

role conflict also lead to confusion and job dissatisfaction because

employees do not exactly know what their task is and what isexpected of them.

5. Interesting Work:- A work which is very interesting,

challenging and provides status will be providing satisfaction to




JOB SATISFACTION

the employees as compared to work which is boring and

monotonous.

Personal Factors

An employee who is happy with himself and has a positive outlook

on life will generally be satisfied with the job. Some of the important

personal factors are:

1. Age an Seniority:- With age, people become more mature and

realistic and less idealistic so that they are willing to accept

available resources and rewards and be satisfied about the

situation.

2. Tenure:- Employees with longer tenure are expected to be highly

satisfied with their jobs.

3. Personality:- Some of the personality traits whih are directly

related to job satisfaction are self assurance, self esteem, maturity,

decisiveness, sense of autonomy, challenge and responsibility.

Consequences of Job Satisfaction

Job Dissatisfaction produces low morale among workers and low

morale at work is highly undesirable.

Outcome of Job Satisfaction




JOB SATISFACTION

1. Job Satisfaction and Productivity:- Job satisfaction affects

productivity, employees turnover, absenteeism, union activities

and safety. A happy worker is a productive worker is not always

worong. If people receive rewards which have both intrinsic and

extrinsic value and they feel that these rewards are equitable, they

will be satisfied and this will lead to greater job performance.

2. Job Satisfaction and Employee Turnover:- High employee

turnover is a matter of concern for the mengement as it disrupts

the normal operations ans continous replacement of employees

who leave the organisation is costly and technically undesireable.

3. Job Satisfaction and Absenteeism:- It has been conclusively

proved ttha their is an inverse relationship between job satisfaction

and absenteeism. When satisfaction is high, absenteeism is low and

when satisfaction is low, absenteeism is high.

4. Job Satisfaction and Union Activities :- High Level of

satisfaction reflects a highly favourable organisational climate

resulting in attracting and retaining better workers.

5. Job Satisfaction and safety:- When people are dissatisfiedwith their jobs, company and supervisors; they are more prone to

experience accidents. Another reason for this is that dissatisfaction




JOB SATISFACTION

takes one’s attention away from the task at hand and leads directly

to accidents.




JOB SATISFACTION

CHAPTER-4

DATA ANALYSISAND

INTERPRETATION




JOB SATISFACTION

Table No. 3.1

Age wise Classification

Sl.No. Age group No. of respondents Percentage1 20 - 30 25 502 30 - 40 13 263 40 - 50 10 204 Above 50 2 4

Total 50 100

Source: Primary DataAmong the 50 respondents 25 respondents belongs between the age group of 20 – 30, 13 respondents belongs to the age group of 30 – 40, 10 belongs to the agegroup of 40 – 50 and 2 respondents belongs to the age group of above 50.

Figure No. 3.a

Age wise Classification




JOB SATISFACTION

Table No. 3.2

Gender wise Classification

Sl. No. Gender No. of respondents Percentage1 Male 50 1002 Female - -

Total 50 100Source: Primary Data

From the above table we can see that 100% of the respondents are male andthere are no female respondents at all.

Figure No. 3.b

Gender wise classification

Table No. 3.3




JOB SATISFACTION

Educational Qualification of the respondents

Sl. No. Qualification No. of respondents Percentage1 SSLC 50 100

2 +2 0 03 Degree 0 0Total 50 100

Source: Primary Data

Table No. 3.3 indicates the educational qualification of the respondents.From the above table, out of 50 respondents 100% of the respondents belongs tothe educational qualification of SSLC.There are no respondents who belongs to theeducational qualification of +2 or degree.

Figure No. 3.c

Educational Qualification of the respondents

Table No. 3.4

Work Experience of the respondents




JOB SATISFACTION

Sl. No. Type No. of respondents Percentage1 5-10 years 33 662 10-20 years 12 243 20-30 years 5 10

4 30-40 years 0 05 Above 40 years 0 0Total 50 100


Out of 50 respondents 66% of the respondents are having 5-10 years of work experience, 24% of the respondents are having 10-20 years of work experience,10% of the respondents are having work experience of 20-30 years and the thereare no respondents who belong to the category of 30-40 and above 40 years.

Figure No. 3.d

Work Experience of the respondents

Table No. 3.5

Classification of employees on the basis of Salary

Sl.No. Type No. of respondents Percentage1 Below 3000 35 702 3000-5000 15 30






JOB SATISFACTION

3 Satisfactory 0 04 Unsatisfactory 0 0


Table No. 3.6 reveals the respondents opinion about the workingenviornment in the organisation. 70% of the respondents opined that they get verygood working environment in the organisation, 30% of the respondents opined thatthey get a good working environment and none of the respondents had the opinionthat the working environment is satisfactory or unsatisfactory.

Figure No. 3.f

Respondents opinion about the working environment in theorganisation

Table No. 3.7

Opinion about Training and Development ProgrammesSl. No. Type No. of respondents Percentage

1 Highly Satisfied 10 202 Satisfied 40 803 Average 0 04 Dissatisfied 0 0




JOB SATISFACTION


Out of 50 respondents 80% of the respondents are satisfied with the trainingand development programmes, 10% are highly satisfied and none of therespondents have the opinion that the training and development programmes areaverage or dissatisfied with it.

Figure No. 3.g

Opinion about Training and Development Programmes

Table No. 3.8

Opinion about the health and safety measures

Sl. No. Type No. of respondents Percentage

1 Very Good 28 562 Good 22 443 Average 0 04 Bad 0 05 Very Bad 0 0







JOB SATISFACTION

Figure No. 3.i

Opinion about superior-subordinate relationship

Table No. 3.10

Opinion about the job security in the organisation

Sl. No. Type No. of respondents Percentage1 Yes 50 1002 No 0 0


From the above table we can see that 1005 of the respondents stated that

they feel they have job security in the organisation. None of the respondents statedthat they do not have job security in the organisation.

Figure No. 3.j

Opinion about job security in the organisation




JOB SATISFACTION

Table No. 3.11

Opinion about latest technology provided by the organisation



The above table reveals the opinion about the respondents with regard to thelatest technology provided by the organisation. Out of 50 respondents 100% of therespondents opined that their organisation follow that latest technology available.

None of the respondents were of the opinion that the organisation is not using thelatest technology available.

Figure No. 3.k

Opinion about latest technology provided by the organisation






JOB SATISFACTION

Table No. 3.13

Respondent’s opinion about the welfare measures



The above table shows the respondents opinion about the welfare measuresdone by the organisation for the employees. Out of 50 respondents 100% of therespondents stated that the organisation provides welfare measures for theemployees. None of the employees stated that the organisation does not provideswelfare measures for the employees.

Figure No. 3.m

Respondent’s opinion about the welfare measures




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Table No. 3.14

Respondent’s satisfaction about incentives and other benefitsprovided by the company



Table No. 3.14 indicates the respondent’s satisfaction about incentives andother benefits provided by the organisation. 100% of the respondents are satisfiedwith the incentives and other benefits provided by the organisation. None of the

respondents commended that they are not satisfied with the incentives and other benefits provided by the organisation.

Figure No. 3.n

Respondent’s satisfaction about incentives and other benefitsprovided by the company




JOB SATISFACTION

Table No. 3.15

Opinion about the medical facilities provided by the organisation



Out of 50 respondents, 100% of the respondents said that the organisation provide medical facilities to the employees. None of the respondents said that theorganisation does not provide medical facilities to the employees.

Figure No. 3.o

Opinion about the medical facilities provided by the organisation






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Opinion about solution of complaints and grievances

Table No. 3.17

Opinion about the shift timing of the organisation

Sl. No. Type No. of respondents Percentage

1 Very Comfortable 25 502 Comfortable 23 463 Adjustable 2 44 Uncomfortable 0 0


50% of the respondents opined that the shift timing of the company is verycomfortable, 36% opined that they comfortable and 4% said that shift timing isadjustable and none of the respondents opined that the shift timing of the companyis uncomfortable.

Figure No. 3.q

Opinion about the shift timing of the organisation




JOB SATISFACTION

Table No. 3.18

Opinion about the motivational programmes provided by thecompany

Sl. No. Type No. of respondents Percentage1 Yes 50 100

2 No 0 0Total 50 100


Table No. 3.18 indicates the employees opinion about the motivational programmes provided by the company. All the employees are motivated by thecompany.

Figure No. 3.r

Opinion about the motivational programmes provided by thecompany




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Table No. 3.19

Opinion about the career development programmes provided by thecompany



The above table shows the opinion of the employees about the career development programmes provided by the company. 100% of the respondentsopined that the company provided opportunity for career development. None of the

respondents opined hat the company does not provide career development programmes for the employees.

Figure No. 3.s

Opinion about the career development programmes provided by thecompany




JOB SATISFACTION

CHAPTER-5




JOB SATISFACTION

FINDINGS,SUGGESTIONS

AND CONLUSIONS

FINDINGS:-

1) Majority of the respondents belongs to the age group in between

20-30.

2) All of the workers are male.




JOB SATISFACTION

3) Majority of the respondents are having SSLC educational

qualification.

4) Majority of the employees in Toms Pipes Pvt Ltd have got anexperience in between 5-10 years.

5) Majority of the employees of Toms Pipes Pvt Ltd are getting a

salry below Rs.3000. p.m.

6) Majority of the respondents are having the opinion that their

working environment in the organisation is very good.

7) 80% of the employees are satisfied with training and development

programmes adopted by the company.

8) 56% of the employees have opines that the health and safety

measures provided by the company is very good.

9) Majority of the employees opined that they get support from

superiors and subordinates to do their work.

10) Majority of the employees stated that they feel job security in the

organisation.

11) Majority of tthe employees opined that their organisation followthe latest technology.

12) Majority of the employees said that they remunerate properly.




JOB SATISFACTION

13) Most of the employees have got a good opinion about the welfare

measures adopted by the company.

14) Majority of the respondents are stiafied with the incentives andother benefits provided by the company.

15) Majority of the respondents are satisfied with the medical facilities

provided by the company.

16) Most of the employees opined that the company solve their

complaints and greviance properely.

17) 50% of the respondents are very comfortable with the shift timing

of the company.

18) Most of the employees are satisfied with motivational programmes

in the company.

19) Most of the employees are satisfied with career development

programmes provided by the company.




JOB SATISFACTION

SUGGESTIONS:-

1) Provide the employees canteen facilities.

2) Provide the employees more training facilities so that the

employees could work more effectively fo the organisation.

3) Implement recreatational facilities inside the organisation as anentertainment option for the employees at interval periods.

4) Provide interval periods for the employees for relaxing from all the

stress they are under going during the work routine.

5) Increase all the welfare facilities and other facilities implemented

for the employees well being so that the employees will be moremotivated and they will work more easily.




JOB SATISFACTION

CONCLUSION

Job satisfaction is one of the important factor which efficiency and

effectiveness of employees matters. Highly satisfied employees tend to

have better physical and mental health, learn the new job related tasks

easily, have stress and unrest.

Study analized some specific areas like superior subordinate

relationship, working conditions, training facilities, welfare function etc.

The study reveals that the satisfaction level of employees are high,

workers are satisfied with their work.




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APPENDIX




JOB SATISFACTION

BIBLIOGRAPHY

I. Reaserch methodology by Kothari C R

II. Organisational structure and Dynamics by Shashi Gupter

III. www.tomspipes.com


http://www.tomspipes.com/

http://www.tomspipes.com/



JOB SATISFACTION

A Study on Job Satisfaction among employees in TOMSPIPES PVT.LTD.Changanacherry

Questionnaire

1. Name:

2. Age :

3. Desigination:

4. Genter: Male Female

5. Education SSLC +2 Degree

6. Experience 5-10years 10-20years




JOB SATISFACTION

20-30years 30-40years Above

7. Salary below 3000 3000-5000 Above5000

8. What you feel abut the working environment in the organization

Very good Good.

Satisfactory Unsatisfactory

9. Are you satisfied with the training programmes provided by the

organization?

Highly satisfied Satisfied

Average Dissatisfied

10. What is your opinion about the health and safety measures provided

by the organization?

Very good Good Average

Bad Very bad

11. Do you get support from superior and subordinate for the work do

Yes No




JOB SATISFACTION

12. Do you feel job security in the organization?

Yes No

13. Are you satisfied with the trade union activities in the company?

Highly Satisfied satisfied

Average Dissatisfied

14. Is the company following the latest technology for the welfarement

of employees?

Yes No

15. Are you remunerate properly for the work you do

Yes No

16. Are you provided other welfare facilities by the company?

Yes No

17. Are you satisfied with the incentives and other benefits provided by

the organization?

Yes No

18. Are medical facilities provided to you by the organization?




JOB SATISFACTION

Yes No

19. Have your complaints & grievances been solved satisfactory

Always Sometimes Never

20. How do you rate the shift timing of the company?

Very comfortable Comfortable

Adjustable Uncomfortable

21. Are you properly motivated by the company?

Yes No

22. Do your company provides you opportunity for career development

Yes No

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