1.

3 NEED OF THE STUDY:

A study on job satisfaction helps to indicate the level of job
satisfaction and dissatisfaction among the workers and supervisor in an organization. The
human resources are the most valuable aspects of any organization. Good Human
resource gives an edge over the other business.
The study helps to understand the job satisfaction of employees
working in kaleesuwari private ltd.
Job satisfaction helps to study employees efficiency.
The survey on job satisfaction helps the management to make
policies and rules in regards to welfare of the employees.

1.4 SCOPE OF THE STUDY:

The scope of this study covers the job satisfaction of the employees
in Kaleesuwari Private Limited.
The study emphasizes on the job satisfaction on understanding the
job satisfaction level of employees.
It involves preparation of questionnaire, data collection and
involves data analysis.

1.2 OBJECTIVES:
Primary objective:
To study the various factors that affect job satisfaction at
Kaleesuwari Private Limited.
Secondary objectives:
To highlight the factors hindering the workers job.
To find out whether employees are satisfied with the health and safety
measures provided.
To analyse the relationship between the employees.
To analyse the superior-subordinate relationship.

1.5 LIMITATIONS :

The time limit was very short to complete the study.

Most of the employees education level was below 12th standard.
Many of the employees were men and hence felt shy talking to us.
The perception of each employee differed and hence the information gathered
were not foolproof.

1.1 DEFINITION:
Job satisfaction means how content an individual is with his or
her job.
In other words job satisfaction may be defined as, the satisfaction
or utility that a worker receives from employment. Job satisfaction might result from the
working environment (friendly workers, supportive boss) or from the type of work
performed (playing sports, creating artwork, accomplishing goals). Satisfaction generated
by a job is part of the total compensation an employee receives, meaning workers with
more job satisfaction are often willing to accept a lower monetary wage payment.
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 rate of pay,
working conditions, work responsibilities , variety tasks, promotional opportunities, the
work itself and co workers.

CONCEPT OF JOB SATISFACTION:

Job satisfaction is defined as the extent to which people
like (satisfaction) or dislike (dissatisfaction) their jobs. This definition suggests job
satisfaction is a general or global affective reaction that individuals hold about their job.
While researchers and practitioners most often measure global job satisfaction, there is
also interest in measuring different facets or dimensions of satisfaction. Examination
of these facet conditions is often useful for a more careful examination of employee
satisfaction with critical job factors. Traditional job satisfaction facets include coworkers, pay, job conditions, supervision, nature of the work and benefits.

HISTORY:
One of the biggest preludes to the study of job satisfaction was the
Hawthorne studies. These studies (1924-1933) , primarily credited to Elton Mayo of the
Harvard Business School, sought to find the effects of various conditions on workers
productivity. These studies ultimately showed that novel changes in work condition
temporarily increase the productivity called as hawthorne effect. It was later found that
this increase resulted, not from the new conditions, but from the knowledge of being
observed. This finding provided strong evidence that people work for purposes other than
pay, which paved the way for researchers to investigate other factors in job satisfaction.
Scientific Management also had a significant impact on the study of job
satisfaction. Frederick winslow Taylors 1911 book, Principles of Scientific Management,
argued that there was a single best way to perform any given work task. This book
contributed to a change in industrial production philosophies, causing a shift from skilled
labour and piecework towards the more modern approach of assembly lines and hourly
wages. The initial use of scientific management by industries greatly increased
productivity because workers were forced to work at a faster pace. However, the workers
became exhausted and dissatisfied, thus leaving researchers with new questions to answer
regarding job satisfaction. It should also be noted that the work of W.L. Bryan, Walter
Dill Scott and Hugo Munsterberg set the tone for Taylors work.
Some argue that Maslows hierarchy of needs theory, a motivation
theory, laid the foundation for job satisfaction theory. This theory explains that people
seek to satisfy five specific needs in life like physiological needs, safety needs, social
needs, self-esteem needs and self-actualization. This model served as a good basis from
which early researchers could develop job satisfaction theories.
Job satisfaction can also be seen within the broader context of the
ranges which affect an individuals experience of work, or their quality of working life.
Job satisfaction can be understood in terms of its relationships with other key factors,
such as factors well-being, stress at work, control at work, home-work interface and
working conditions.

MODELS OF JOB SATISFACTION:

AFFECT THEORY
Edwin A. Lockes Range of Affect Theory (1976) is arguably the
most famous job satisfaction model. The main premise of this theory is that satisfaction is
determined by a discrepancy between what one wants in a job and what one has in a job.
Further, the theory states that how much one values a given facet of work moderates how
satisfied/dissatisfied one becomes when expectation are/arent met. When a person values
a particular facet of a job, his satisfaction is more greatly impacted both positively (when
expectations are met) and negatively (when expectation are not met), compared to one
who doesnt value that facet.
For example, if Employee A autonomy in the workplace and
Employee B is indifferent about autonomy, then Employee A would be more satisfied in a
position that offers a high degree of autonomy and less satisfied in a position little with
little or no autonomy compared to Employee B. This history also states that too much of a
particular facet will produce stronger feelings of dissatisfaction the more a worker values
that facet.
DISPOSITIONAL THEORY
Another well-known job satisfaction theory is the Dispositional
Theory Jackson April 2007. It is a very general theory that suggests that people have
innate dispositions that cause them to have tendencies toward a certain level of
satisfaction, regardless of ones job. This approach became a notable explanation of job
satisfaction in light of evidence tends to be stable over time and across careers and jobs.
Research also indicates that identical twins have similar levels of job satisfaction.
A significant model that narrowed the scope of the Dispositional
Theory was the Core Self- evaluations Model, proposed by Timothy A Judge in 1988.
Judge argued that there are four Core Self-evaluations that determine ones disposition
towards job satisfaction self-esteem, general self-efficacy, locus of control and
neuroticism. This model states that higher levels of self esteem (the value one places on
his/her self) and general self-efficacy (the belief in ones own competence) lead to higher
work satisfaction. Having an internal locus of control (believing one has control over
his/her self own life, as opposed to outside forces having control) leads to higher job
satisfaction. Finally, lower levels of neuroticism lead to higher job satisfaction.
TWO-FACTOR THEORY
Frederick Herzberg s Two Factor theory (also known as
Motivator Hygiene Theory) attempts to explain satisfaction and motivation in the
workplace. The theory originally was derived by analyzing critical incidents written by
200 engineers and accountants in nine different companies in Pittsburgh area, USA.
Herzberg and his associates conducted extensive interviews with the professional subjects
in the study and asked them what they liked or disliked about their work. The research
approach was simplistic and built around the question, think of a time when you felt
exceptionally good or exceptionally bad about your job, either your present job or other
you have had.

This approach has been repeated many times with a variety of job holders
in various countries. The results indicated that when people talked about feeling good or
satisfied they mentioned features intrinsic to the job and when people talked about feeling
dissatisfied with the job they talked, about factors extrinsic to the job. Herzberg called
these as Hygiene Factors and Motivators respectively.
(a) Hygiene Factors (Maintenance Factors)
They represent the need to avoid pain in the environment. They are not
an intrinsic part of a job, but they are related to the conditions under which a job is
performed. They are associated with negative feelings. They are environment related
factors, hygienes. They must be viewed as preventive measures that remove source of
dissatisfaction from the environment. Like physical hygiene, they do not lead to
growth but only prevent deterioration. Maintaining a hygienic working environment
will not improve motivation any more than garbage disposal or water purification.
Hygiene factors produce no growth in worker output, they prevent loss in
performance caused by work restriction.
Variables affecting Motivation in Organizational Setting.
Hygienes
1. Company policy and
administration
2. Relationship with supervisor,
subordinates and peers
3. Work conditions
4. Salary
5. Personal life
6. Status
7. Security

Motivators
1. Achievement

(b)

2. Recognition
3. Work itself
4. Responsibility
5. Advancement
6. Growth

Motivators
Motivators are associated with positive feelings of employees about their
job. They are relater to the content of the job. They make people satisfied with their job.
If managers wish to increase motivation and performance above the average level, they
must enrich the work and increase a persons freedom on the job. Motivators are
necessary to keep job satisfaction and job performance high. On the other hand, if they
are not present they do not prove highly satisfying.

Departure from the Traditional view

Traditionally, job satisfaction and dissatisfaction were viewed as
opposite ends of a single continuum. When certain things are present on a job good pay,
opportunity for growth. Healthy working environment the employee will be satisfied.
When they are absent, he/she is dissatisfied. The absence of dissatisfaction is satisfaction.
Herzbergs findings indicate that dissatisfaction is not simply the
opposite of satisfaction or motivation. One can feel no dissatisfaction and yet not be
satisfied. Satisfaction and dissatisfaction appear to be somewhat independent. They are
not viewed as symmetrical items in a single scale, rather, they are viewed as attributes of
different scales. The factors that cause dissatisfaction are different from those that result
in satisfaction. Satisfaction is affected by motivators and dissatisfaction by hygiene
factors.

MEANING AND CONCEPT

Research in common parlance refers to a search for

knowledge. It can also be defined ad a scientific and systematic search for pertinent
information on a specific topic. And research is an art of scientific investigation. The
Research can be defined as, a careful investigation or inquiry specially through search
for new facts in any branch of knowledge.
Methodology means the procedures by which researchers
go about their work of describing, explaining and predicting phenomena.
Research Methodology is the description, explanation and
justification of various methods of conducting research. It is a way to systematically
solve the problem. In this the researcher studies about the various steps that are generally
adopted in studying the research problem along with logic behind them. Research
methodology has many dimensions and research methods to constitute the part of the
research methodology. It is necessary for the researcher to know not only the research
methods/techniques, but also the methodology.
RESEARCH DESIGN
A Research design us the logical and systematic planning and directing of a place of
research.
In simple language it may be defined as the plan, structure and
strategy of investigation conceived so as to obtain answers to research questions and
control variance.
There are two types of research design and they are as follows.
1. Exploratory Research Design:
It aims at discovering more about various
dimensions of research problem and its associated aspects. It aims at helping the
researcher to formulate a more precise and structured problem.
2. Descriptive Research Design:
This research is undertaken in order to ascertain and
be able to describe the characteristics of the variables of interest in a situation. This
was undertaken to describe the characteristics of the respondents as gender, age,
occupation, etc. this helped to describe relevant aspects of the phenomena. The
environment was not contrived.
RESEARCH PROBLEM:
A study was conducted to find the job satisfaction of an
employee at Kaleesuwari Private Ltd, Chennai.

SAMPLE

The term sample refers to that group of element of the population specifically
selected for study, so as to find out something about the population for which it is
taken. A sample is an intelligently or deliberately selected subset of the population.
SAMPLE SIZE
The size of the population from which the sample is to be drawn
determines the sample size required for a representative samples. A sample must be small
enough to prevent any uncalled costs and large enough to minimize the error to a certain
level.
Sample size of this study is 50 respondents.
SAMPLING PROCEDURE
A simple random sampling was used for selecting the sample.
A simple random sample is a subset of individuals (a sample) chosen from a large set
(population). Each individual is chosen randomly and entirely by chance. Such that each
individual has the same probability of being chosen at any stage during the sampling
process, and each subset of k individuals has the same probability of being chosen for
the sample as any other subset of k individuals. This process and technique is known as
simple random sampling.
DATA
Data are pieces of information that represent the qualitative or quantitative
attributes of a variable or set of variables. Data (plural of datum) are typically the
results of measurements and can be the basis of graphs, images, or observations of a set
of variables. Data are often viewed as the lowest level of abstraction from which
information and knowledge are derived. It serves as a base for research and analysis.
DATA COLLECTION METHODS
(a) Primary Data:
Primary Data refers to information that is generated to meet the specific
requirements of the investigation at hand.
In primary data collection method, the data is collected using methods
such as interviews and questionnaires. The key point here is that the data is unique. It is
raw data without interpretation. The primary data, may be qualitative in nature (usually in
the form if words) or quantitative (usually in the form of numbers or where you can make
counts of words used).

There are many methods used to collect primary data and the main methods include:

Questionnaires
Interviews
Observations
Case-studies

In this study Questionnaires were used to make the job satisfaction study.
QUESTIONNAIRE
It is a formalized framework consisting of a set of questions and
scales designed to generate primary raw data. It is a preformulated written set of
questions to which respondents record their answers. The answers are mostly chosen by a
respondent from within the defined alternatives.
(b) Secondary Data:
Secondary data refer to information gathered by someone other than
the researcher conducting the current study. Such data can be internal or external and
accessed through the internet or perusal of recorded or published information. Secondary
sources of data provide a lot of information for research and problem solving. The data
are quantitative in nature.
There are several sources of secondary data, including books and
periodicals government publications of economic indicators, census data, statistical
abstracts, data bases, the media, annual reports of companies, case studies and other
archival records. The advantage of seeking secondary data sources is savings in time and
cost of acquiring information.
STATISTICAL TOOLS FOR ANALYSIS

Table 1

Pie chart
Bar chart
Percentage analysis

Age of employees :
AGE

Below 20
20-30
30-40
40-50
Above 50
Total

PERCENTAGE

12
16
46
16
10
100

Inferences:
We infer from the above table that 12% are in the age group below 20, 16%
are in the age group 20-30, 46% are in the age group 30-40,16% are in the age group 4050, 10% are in the age group above 50.

Table 2
Gender :
Male : 32
Female : 18

Inferences:
We infer from the above table that 64% is men employees and 36% is women
employees.

Table 3
Marital Status :
STATUS

Married
Unmarried
Total

PERCENTAGE

40
60
100

Inferences:
We infer from the above table that 40% is married and remaining 60% is
unmarried.

Table 4

Experience
YEARS

0-3 yrs
3-6 yrs
6-9 yrs
9-12 yrs
12-15 yrs
Total

PERCENTAGE

30
26
18
16
10
100

Inferences:
We infer from the above table that 30% has experience for 0-3 years, 26% for
3-6 years, 18% for 6-9 years, 16% for 9-12 years and 10% for 12-15 years.

Table 5

Educational Qualification :
FACTORS
th

Till 8
Till 10th
Till 12th
UG
PG
Total

PERCENTAGE

24
44
16
10
6
100

Inferences:
We infer from the above table that 24% of employees have their education
level till 8th standard, 44% till 10th standard, 16% till 12th standard, 10% till UG and 6%
till PG.

Table 6

Job suits the educational qualification :

FACTORS

Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

PERCENTAGE

10
40
20
26
4
100

Inference:
We infer from the above table that 10% of the employees are highly satisfied
that the job suits their educational qualification, 40% are satisfied, 20% are neutral, 26%
are dissatisfied and 4% are highly dissatisfied.

Table 7
Pay package & other benefits :
FACTORS

Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

PERCENTAGE

20
36
24
12
8
100

Inference:
We infer from the above table that 20% of the employees are highly satisfied
with the pay packages and other benefits, 36% are satisfied, 24% are neutral, 12% are
dissatisfied and 8% are highly dissatisfied.

Table 8
Superior subordinate relationship :
FACTORS

Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

PERCENTAGE

10
30
50
6
4
100

Inference:
We infer from the above table that 10% of the employees are highly satisfied
with the superior-subordinate relationship, 30% are satisfied, 50% are neutral, 6% are
dissatisfied and 4% are highly dissatisfied.

Table 9
Stress remedies:
FACTORS

Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

PERCENTAGE

14
40
24
16
6
100

Inference:
We infer from the above table that 14% of the employees are highly satisfied
with the stress remedies provided, 40% are satisfied, 24% are neutral, 16% are
dissatisfied and 6% are highly dissatisfied.

Table 10
Work environment :
FACTORS

Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

PERCENTAGE

22
24
30
14
10
100

Inference:
We infer from the above table that 22% of the employees are highly satisfied
with the working environment, 24% are satisfied, 30% are neutral, 14% are dissatisfied
and 10% are highly dissatisfied.

Table 11

Flexible working hours :

FACTORS

Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

PERCENTAGE

30
50
16
4
0
100

Inference:
We infer from the above table that 30% of the employees are highly satisfied
with the flexible working hours, 50% are satisfied, 16% are neutral, 4% are dissatisfied.

Table 12
Benefits :
FACTORS

Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

PERCENTAGE

32
28
18
18
4
100

. Inference:
We infer from the above table that 32% of the employees are highly satisfied
with the benefits provided to them, 28% are satisfied, 18% are neutral, 18% are
dissatisfied and 4% are highly dissatisfied.

Table 13
Viewing of the job :
FACTORS

Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

PERCENTAGE

20
16
40
14
10
100

Inference:
We infer from the above table that 20% of the employees are highly satisfied
with the viewing of the job, 16% are satisfied, 40% are neutral, 14% are dissatisfied and
10% are highly dissatisfied.

Table 14
Present position in the organization :
FACTORS

Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

PERCENTAGE

6
54
30
8
2
100

Inference:
We infer from the above table that 6% of the employees are highly satisfied
wih the present position in the organisation, 54% are satisfied, 30% are neutral, 8% are
dissatisfied and 2% are highly dissatisfied.

Table 15
Communication of goals & strategies :
FACTORS

Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

PERCENTAGE

24
56
12
8
0
100

Inference:
We infer from the above table that 24% of the employees are highly satisfied
with the communication of goals and strategies, 56% are satisfied, 12% are neutral, 8%
are dissatisfied.

Table 16
Team spirit at work place :
FACTORS

Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

PERCENTAGE

16
50
16
12
6
100

Inference:
We infer from the above table that 16% of the employees are highly satisfied
with the team-spirit at work place, 50% are satisfied, 16% are neutral, 12% are
dissatisfied and 6% are highly dissatisfied.

Table 17
Overall job security :
FACTORS

Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

PERCENTAGE

6
14
16
40
24
100

Inference:
We infer from the above table that 6% of the employees are highly satisfied
with the overall job security, 14% are satisfied, 16% are neutral, 40% are dissatisfied and
24% are highly dissatisfied.

Table 18
Overall satisfaction with the job :
FACTORS

Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

PERCENTAGE

20
40
18
12
10
100

Inference:
We infer from the above table that 20% of the employees are highly satisfied
with the overall satisfaction of the job, 40% are satisfied, 18% are neutral, 12% are
dissatisfied and 10% are highly dissatisfied.

Table 19
Regular maintenance of the machines :
FACTORS

Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

PERCENTAGE

30
28
22
12
8
100

Inference:
We infer from the above table that 30% of the employees are highly satisfied
with the regular maintenance of the machines, 28% are satisfied, 22% are neutral, 12%
are dissatisfied and 8% are highly dissatisfied.

Table 20
Cleanliness at work place :
FACTORS

Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

PERCENTAGE

40
30
16
14
0
100

Inference:
We infer from the above table that 40% of the employees are highly satisfied
with the cleanliness at work place, 30% are satisfied, 16% are neutral, 14% are
dissatisfied.

Table 21
Health measures provided at work place :
FACTORS

Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

PERCENTAGE

30
44
14
6
6
100

Inference:
We infer from the above table that 30% of the employees are highly satisfied
with the health measures provided at work place, 44% are satisfied, 14% are neutral, 6%
are dissatisfied and 6% are highly dissatisfied.

Table 22
Safety measures provided at work place :
FACTORS

Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

PERCENTAGE

26
46
18
10
0
100

Inference:
We infer from the above table that 26% of the employees are highly satisfied
with the safety measures provided at work place, 46% are satisfied, 18% are neutral, 10%
are dissatisfied.

Table 23
Restroom facility at work place :
FACTORS

Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

PERCENTAGE

12
30
34
14
10
100

Inference:
We infer from the above table that 12% of the employees are highly satisfied
with the restroom facility at work place, 30% are satisfied, 34% are neutral, 14% are
dissatisfied and 10% are highly dissatisfied.

Table 24
Availability of spittoons :
FACTORS

Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

PERCENTAGE

4
16
10
34
36
100

Inference:
We infer from the above table that 4% of the employees are highly satisfied
with the availability of spittoons, 16% are satisfied, 10% are neutral, 34% are dissatisfied
and 36% are highly dissatisfied.

Table 25
Appreciation of special performance :
FACTORS

Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

PERCENTAGE

18
50
16
10
6
100

Inference:
We infer from the above table that 18% of the employees are highly satisfied
with the appreciation for their special performance, 50% are satisfied, 16% are neutral,
10% are dissatisfied and 6% are highly dissatisfied.

Table 26
Interest shown by superiors towards your work :
FACTORS

Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

PERCENTAGE

10
24
40
10
16
100

Inference:
We infer from the above table that 10% of the employees are highly satisfied
with the interest shown by superior towards their work, 24% are satisfied, 40% are
neutral, 10% are dissatisfied and 16% are highly dissatisfied.

Table 27
Grievances settled :
FACTORS

Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

PERCENTAGE

10
50
20
14
6
100

Inference:
We infer from the above table that 10% of the employees are highly satisfied
that with the grievances are settled, 50% are satisfied, 20% are neutral, 14% are
dissatisfied and 6% are highly dissatisfied.

FINDINGS
The major employees of the factory are between the age group of 30-40 years,
since 46% of the respondents were in that age group.
Most of the employees are men in the factory.
Women are not employed in the night shift in the factory.
The basic education qualification of the employees is 8th standard.
Most of the employees are satisfied with their pay packages and other benefits.
The employees are highly satisfied with flexible working hours which includes
night shifts also.
The style of functioning is participative, hence the relationship between the
superior and subordinate is highly satisfied.
40% of the employees are satisfied with the stress remedies at the work place.
50% of the employees are satisfied with the team-spirit at the work place.
Since it is an private limited company job security is not assured.
Maintenance of the machines are very regular that 30% of the employees are
highly satisfied with it.
Most of the employees are satisfied with the cleanliness at the work place.
44% of the employees are satisfied with the health measures provided at work
place.
46% of the employees are satisfied with the safety measures provided at work
place.
Employees feel restroom facility is not upto their satisfaction level.
Most of the employees are highly dissatisfied with the spittoons facility.
50% of the employees are satisfied with the appreciation for their special
performance by their superiors.
The employees feel that the superiors attitude towards their work is not
satisfactory.
50% of the employees are satisfied with the way grievances are settled.

SUGGESTIONS :
The organization should collect the feedback from employees at least
once in a year.
Restroom and spittoons facilty must be improved at the workplace.
Ventilation facilities have to improve at the production area.

CONCLUSION :
By this, I conclude the project by revealing the observation and
the findings made diuring the project work helped me a lot in understanding the working
environment conditions including health, safety and other welfare facilities available at
Kaleesuwari Private Limited.

BIBLIOGRAPHY
Name of the book
Human Resources
Management
Research Methodology

Name of the author

V.S.P.Rao
C.R.Kothari

Websites :
1) www.wikipedia.com
2) glossary.econguru.com

Questionnaire On Job Satisfaction

1) Age :
2) Gender : (a) Male (b) Female
3) Marital Status : (a) Married (b) Unmarried
4) Experience :
5) Educational Qualification :
6) Do you feel that your job suits your educational qualification?
(a) Highly satisfied
(b) Satisfied
(c) Neutral
(d) Dissatisfied
(e) Highly dissatisfied
7) Are you satisfied with your pay package & other benefits?
(a) Highly satisfied
(b) Satisfied
(c) Neutral
(d) Dissatisfied
(e) Highly dissatisfied
8) What is your level of satisfaction regarding superior subordinate relationship?
(a) Highly satisfied
(b) Satisfied
(c) Neutral
(d) Dissatisfied
(e) Highly dissatisfied
9) How are the stress remedies in your organisation?
(a) Highly satisfied
(b) Satisfied
(d) Dissatisfied
(e) Highly dissatisfied

(c) Neutral

10) What is your level of satisfaction regarding the work environment?

(a) Highly satisfied
(b) Satisfied
(c) Neutral
(d) Dissatisfied
(e) Highly dissatisfied
11) Does the company provide you flexible working hours?
(a) Highly satisfied
(b) Satisfied
(c) Neutral
(d) Dissatisfied
(e) Highly dissatisfied
12) Are the benefits that your company extending to you is satisfactory?
(a) Highly satisfied
(b) Satisfied
(c) Neutral
(d) Dissatisfied
(e) Highly dissatisfied
13) How do you view this job?
(a) Highly satisfied
(b) Satisfied
(d) Dissatisfied
(e) Highly dissatisfied

(c) Neutral

14) Are you satisfied with the present position in your organisation?
(a) Highly satisfied
(b) Satisfied
(c) Neutral
(d) Dissatisfied
(e) Highly dissatisfied
15) Whether the company clearly communicates its goals and strategies to you?
(a) Highly satisfied
(b) Satisfied
(c) Neutral
(d) Dissatisfied
(e) Highly dissatisfied

16) How satisfied are you with your team-spirit in your work environment?
(a) Highly satisfied
(b) Satisfied
(c) Neutral
(d) Dissatisfied
(e) Highly dissatisfied

17) How satisfied are you with your overall job security?
(a) Highly satisfied
(b) Satisfied
(c) Neutral
(d) Dissatisfied
(e) Highly dissatisfied
18) How do you evaluate the overall satisfaction with your job?
(a) Highly satisfied
(b) Satisfied
(c) Neutral
(d) Dissatisfied
(e) Highly dissatisfied
19) Are you satisfied with the regular maintenance of the machines?
(a) Highly satisfied
(b) Satisfied
(c) Neutral
(d) Dissatisfied
(e) Highly dissatisfied
20) Are you satisfied with the cleanliness at your work place?
(a) Highly satisfied
(b) Satisfied
(c) Neutral
(d) Dissatisfied
(e) Highly dissatisfied
21) Are you satisfied with the health measures provided in your work place?
(a) Highly satisfied
(b) Satisfied
(c) Neutral
(d) Dissatisfied
(e) Highly dissatisfied
22) Are you satisfied with the safety measures provided at your work place?
(a) Highly satisfied
(b) Satisfied
(c) Neutral
(d) Dissatisfied
(e) Highly dissatisfied
23) Are you satisfied with the restroom facility at your working place?
(a) Highly satisfied
(b) Satisfied
(c) Neutral
(d) Dissatisfied
(e) Highly dissatisfied
24) Are you satisfied with the availability of spittoons?
(a) Highly satisfied
(b) Satisfied
(d) Dissatisfied
(e) Highly dissatisfied

(c) Neutral

25) Are you satisfied with the appreciation for your special performance?
(a) Highly satisfied
(b) Satisfied
(c) Neutral
(d) Dissatisfied
(e) Highly dissatisfied
26) Are you satisfied with the interest shown by your superiors towards your work?
(a) Highly satisfied
(b) Satisfied
(c) Neutral
(d) Dissatisfied
(e) Highly dissatisfied
27) Are you satisfied with the manner in which grievances are settled?
(a) Highly satisfied
(b) Satisfied
(c) Neutral
(d) Dissatisfied
(e) Highly dissatisfied
28) Any suggestions?

Thank you for your contribution.