RESEARCH PROJECT REPORT

On

“A STUDY ON CUSTOMERS SATISFACTION

TOWARDS AMUL ICE CREAM WITH SPECIAL

REFERENCE TO LUCKNOW CITY”

Towards partial fulfillment of

Master of Business Administration (MBA)

(BBD University, Lucknow)

Guided By: Submitted by:

Dr. Afeefa Fatima ABHISHEK TIWARI
(Assistant Professor) Roll No.
(SOM BBDU, LUCKNOW) MBA 4th Semester

Session 2021-2022

School of Management

Babu Banarasi Das University

Sector I, Dr. Akhilesh Das Nagar, Faizabad Road, Lucknow (U.P.) India
PLAGIARISM CERTIFICATE
 DECLARATION

I do hereby declare that all the work presented in the research report entitled “A

STUDY ON CUSTOMERS SATISFACTION TOWARDS AMUL ICE CREAM

WITH SPECIAL REFERENCE TO LUCKNOW CITY.” is carried out and being

submitted at the school of management for the award of Master of Business

Administration, is an authentic record of ABHISHEK TIWARI. The work is carried

out under the guidance of Dr. Afeefa Fatima (faculty guide). It hasn’t been submitted

at any other place for any other academic purpose.

ABHISHEK TIWARI
 ACKNOWLEDGEMENT

It gives me massive joy to thank each one of the individuals who have helped me

throughout my examination study. I am grateful to the School of Management, Babu

Banarasi Das University, Lucknow for having allowed me the consent to work for this

Research Report. I might want accept this open door to communicate my profound feeling

of appreciation to Dr. Afeefa Fatima (Faculty Guide) School of Management, Babu

Banarasi Das University, Lucknow for her suffering motivation, direction, intriguing

proposals, entire hearted backing and all her momentous tolerance, honorability and

graciousness which empowered me to go through effectively a decent number of

important tribulations. I recall with the feeling of extraordinary completion Prof. Dr.

Sushil Pande (Dean) School of Management, Babu Banarasi Das University, Lucknow

important support and collaboration. I accept this open door to communicate my genuine

gratitude to legitimate staff of School of Management, Babu Banarasi Das University,

Lucknow for their bunch backing and co-activity during my examination work.

At last, I additionally owe a lot to my Dear Father, Dear Mother, Husband Mother in law

and generally speaking my darling child for holding on for my distraction with this

examination report and solidified help and support. By and by, I thank who legitimately

and in a roundabout way helped me in finishing this work.

ABHISHEK TIWARI
 PREFACE

Research Report is an important a part of the Management studies. It gives the student to

discover the precious treasure of experience and an exposure to actual paintings culture

observed by the industries and thereby assisting the scholars to bridge gap among the

theories explained within the eBook and their realistic implementations.

Research performs an important function in future constructing of a person so that we can

recognize the actual world in which he has to paintings in future. The theories greatly

decorate our knowledge and provide possibilities to blend theoretical with the sensible

expertise where researcher receives familiar with certain factor of research. I feel proud to

get myself to do research at topic “A STUDY ON CUSTOMERS SATISFACTION

TOWARDS AMUL ICE CREAM WITH SPECIAL REFERENCE TO LUCKNOW

CITY..

This basis for this research originally stemmed from my passion for developing better

methods of data storage and preservation. As the world moves further into the digital age,

generating vast amounts of data and born digital content, there will be a greater need to

access legacy materials created with outdated technology. How will we access this

content? It is my passion to not only find out, but to develop tools to break down barriers

of accessibility for future generations.

In truth, I could not have achieved my current level of success without a strong support

group. First of all, my parents, who supported me with love and understanding, and

secondly, my committee members, each of whom has provided patient advice and

guidance throughout the research process. Thank you all for your unwavering support.
 TABLE OF CONTENT
Certificate i

Plagiarism Certificate ii

Acknowledgement iii

Preface iv

Sr. No. Chapters Page no.

1. Introduction 1

2. Review of Literature

3. Company profile

4. Objective of the study

5. Research Methodology

6. Data Analysis and Interpretations

7. Findings

8. Conclusion

9. Suggestion & Recommendation

10. Limitations of the study

11. Bibliography

12. Annexure
 CHAPTER 1
INTRODUCTION

1
 INTRODUCTION

AMUL

Anand Milk Union Limited (abbreviated as Amul) is an Indian state government-owned

dairy-based cooperative society officially named the Gujarat Milk Marketing Federation

based in Anand, Gujarat. It is under the ownership of Gujarat Cooperative Milk

Marketing Federation Limited, Department of Cooperation, Government of Gujarat. It is

controlled by 3.6 million milk producers within the city.

Tribhuvandas Kishibhai Patel founded the organisation in 1946 and served as its

chairman until his retirement in the 1970s. He hired Verghese Kurien in 1949, initially as

the general manager, where Kurien guided the technical and marketing efforts of the

cooperative. Kurien briefly became the chairman of Amul following Patel's death in

1994, and is credited with the success of Amul's marketing.

Amul spurred India's White Revolution, which made the country the world's largest

producer of milk and milk products, and has since ventured into overseas markets.

HISTORY

Amul was formed on 19 December 1946 as a response to the exploitation of small dairy

farmers by traders and agents. At the time, milk prices were arbitrarily determined, giving

Polson an effective monopoly in milk collection from Kaira and its subsequent supply to

Mumbai. Frustrated with the trade practices (which they perceived as unfair), the farmers

of Kaira, led by Tribhuvandas Patel, approached Sardar Vallabhbhai Patel, who advised

them to form a cooperative. If they did so, they would be able to directly supply their

milk to the Bombay Milk Scheme instead of working for Polson. Sardar Patel sent

Morarji Desai to organise the farmers.

Following a meeting in Chaklasi, the farmers formed the cooperative and resolved not to

provide Polson with any more milk. Milk collection was decentralised, as most producers

2
were marginal farmers who could deliver, at most, 1–2 litres of milk per day.

Cooperatives were formed for each village. By June 1948, the KDCMPUL had started

pasteurising milk for the Bombay Milk Scheme. Then-Prime Minister Lal Bahadur

Shastri visited Anand to inaugurate Amul's cattle feed factory. On 31 October 1964, he

spoke to farmers about their cooperative. After returning to Delhi, he set in motion the

creation of an organisation, the National Dairy Development Board (NDDB), to replicate

the Kaira cooperative in other parts of India. Under the leadership of Tribhuvandas Patel,

in 1973, Amul celebrated its 25th anniversary with Morarji Desai, Maniben Patel, and

Verghese Kurien.

The cooperative was further developed through the efforts of Verghese Kurien and H. M.

Dalaya. Dalaya's innovation of making skim milk powder from buffalo milk was a

technological breakthrough that revolutionised India's organised dairy industry.

With Kurien's help, the process was expanded on a commercial scale, which led to the

first modern dairy cooperative at Anand. This cooperative would go on to compete

against the established players in the market.

The success of the trio (T. K. Patel, Kurien, and Dalaya) at the cooperative's dairy soon

spread to Anand's neighborhood in Gujarat. Within a short span, five unions in other

districts – Mehsana, Banaskantha, Baroda, Sabarkantha, and Surat – were set up,

following the approach sometimes described as the Anand pattern.

In 1970, the cooperative spearheaded the "White Revolution" of India. To combine forces

and expand the market while saving on advertising and avoiding competing against each

other, the Gujarat Co-operative Milk Marketing Federation Ltd., an apex marketing body

of these district cooperatives, was set up in 1973. The Kaira Union, which had the brand

name Amul with it since 1955, transferred it to GCMMF. Technological developments at

3
Amul have subsequently spread to other parts of India. In 1999, it was awarded the "Best

of All" Rajiv Gandhi National Quality Award.

The GCMMF is the largest food product marketing organisation in India. As the apex

organisation of the dairy cooperatives of Gujarat, it is the exclusive marketing

organisation for products under the brand name Amul and Sagar. For more than five

decades, dairy cooperatives in Gujarat have created an economic network that links more

than 3.1 million village milk products with crores of consumers in India. In 2007, Gujarat

Cooperative Milk Marketing Federation Ltd crossed US$1 billion in its sales turnover and

entered the elite club of food companies having this distinction from India. In one more

major achievement, the dairy cooperatives of Gujarat under the GCMMF fold crossed the

mark of milk procurement of 10 million kilograms per day on 27 December 2007, which

is the highest ever milk procurement achieved by any dairy network in India, be it private

or cooperative. The entire quantity of milk received was accepted without any milk

holidays and was processed successfully into milk and other milk products.

In 2018, Amul inaugurated a new chocolate plant in Mogar, Anand, near their

headquarters, with Prime Minister Narendra Modi in attendance. The new plant has been

built with an increased capacity of 1,000 tonnes per month against the earlier 250 tonnes

per month capacity. GCMMF has invested around ₹3 billion in this project. It is a fully

automated production factory with minimal human intervention.

UHT PRODUCTS AND IMPACT

Amul's portfolio has experienced a growth rate of 53% over the years. Long-life ultra-

high-temperature processing (UHT) products for urban populations, like Amul Taaza, are

packed in Tetra Pak cartons that undergo ultra-heat treatment to remove all harmful

micro-organisms while retaining the nutrition in the milk. Amul sells around 400,000–

4
500,000 litres of UHT milk and other value-added products per day. Further, forecasts

this demand continue growing at 25%. The UHT products have allowed Amul to become

the leader in the packaged milk segment without the requirement of maintaining a cold

supply chain.

ADVERTISING

In 1966, Amul hired Sylvester daCunha, the managing director of an advertising agency,

to design an ad campaign for Amul Butter. DaCunha created an operation consisting of a

series of hoardings featuring topical ads related to day-to-day issues. It was popular and

earned a Guinness World Record for the longest-running ad campaign in the world. In the

1980s, cartoon artist Kumar Morey and scriptwriter Bharat Dabholkar were involved in

sketching the Amul ads; the latter rejected the trend of using celebrities in advertisement

campaigns. Dabholkar credited chairman Verghese Kurien with creating a free

atmosphere that fostered the development of the ads.

Despite encountering political pressure on several occasions, daCunha's agency has made

it a policy not to back down. Some of the more controversial Amul ads include one

commenting on the Naxalite uprising in West Bengal, one on the Indian Airlines

employees' strike, and one depicting the Amul girl wearing a Gandhi cap.

In 2013, Amul tweeted a picture featuring the Amul Butter Girl, implying that "freedom

of choice" died in 2013, in opposition to the Supreme Court of India overruling the

judgment of the Delhi High Court and criminalising homosexuality again.

On 17 October 2016, the Amul Butter Girl celebrated 50 years since she first appeared in

the topical ad, titled "Thoroughbred". The ad showed a jockey holding a slice of bread

during the horse race season in 1966. The impish Amul girl had appeared for the first

time even before that, with Eustace Fernandez showing her offering bedtime prayers with

a wink and a lick of lips, saying "Give us this day our daily bread: with Amul butter".

5
Their ad on Aagey Badhta Hai India had an excellent response from the audience. It

spoke about how their milk is seen as a household product, with a catchy tune associated

with it. It has over 39 lakh (~4 million) views on YouTube.

In February 2020, Amul posted a picture of the Amul girl treating Joaquin Phoenix with

butter after his academy award win for his role in the 2019 film, Joker. Since Phoenix is a

vegan, Amul faced criticism from vegans in India and PETA for the poor knowledge of

his vegan activism and life. Amul posted a picture of its mascot, the Butter Girl,

celebrating with PV Sindhu for winning the bronze medal in Women's singles Badminton

tournament at the Tokyo Olympics in August 2021.

Amul Ice Cream was launched on 10th March, 1996 in Gujarat. The portfolio consisted of

impulse products like sticks, cones, cups as well as take home packs and

institutional/catering packs. Amul ice cream was launched on the platform of ‘Real Milk.

Real Ice Cream’ given that it is a milk company and the wholesomeness of its products

gives it a competitive advantage.

In 1997, Amul ice creams entered Mumbai followed by Chennai in 1998 and Kolkata and

Delhi in 2002. Nationally it was rolled out across the country in 1999.

It has combated competition like Walls, Mother Dairy and achieved the No 1 position in

the country. This position was achieved in 2001 and it has continued to remain at the top.

Not only has it grown at a phenomenal rate but has added a vast variety of flavours to its

ever growing range. Currently it offers a selection of 220 products. Amul has always

brought newness in its products and the same applies for ice creams.

In January 2007, Amul introduced SUGAR FREE & ProLife Probiotic Wellness Ice

Cream, which was a first in India. This range of SUGAR FREE, LOW FAT Diabetic

Delight & ProLife Probiotic Wellness Ice Cream is created for the health conscious.

6
PRESENT STATUS OF AMUL ICE CREAM

In a short span of 6 years Amul Ice Cream has become the No.1 ice cream brand in the

country. It is now the only national brand and all other ice cream brands are regional.

Amul Ice Cream has achieved 38% share against 9% market share of HLL making it 4

times larger than its closest competitor.

7
 CHAPTER 2

LITERATURE
REVIEW

8
 LITERATURE REVIEW

The data of literature review is to be collected from the secondary sources

likemagazines, articles, reports, budgets, newspaper etc. to highlight the problems and

findings of the study done by many research and business professionals to

understand the supply chain  process and product of the Amul India limited.

 The objectives of the proposed topic have to beformulated based on the previous study

by the many research professionals.

Approximately tenreviews have to be collected and presented in my project

report. The distribution channel isn’t so easy to carryout the activity which leads to fulfillt

he delivery of final product to its final consumer it takes a lot of affords and strategy to

createan effective supply chain process.

It is always the result of high intentions, sincere efforts, intelligent direction and

skillful execution.Various researcher research about the Amul supply chain process and

gives a lot of views about the company and its product.Salunkhe Pravin

Pandurang(2013) examine the distribution system of Amul India is one

of largest producers of milk in the world with production of 127 million tonnes in 2011-

2012 andi n c r e a s e o f 4 . 2 5 p e r c e n t o v e r t h e p r e v i o u s y e a r , I n d i a

c o n t i n u e d t o b e t h e l a r g e s t m i l k    producing nation in 2011-12.

the dairy cooperativescollected 10.5 million tonnes of milk, an increase of around 10 per

cent compared to 2010-11.Milk marketing by the cooperatives stood at 8.6

million tonnes, an increase of around 4 per  cent compared to the previous year.

The project entitled, milk in Uttarsanda. Ashish Kumar Isher, Sudhakar Dwivedi and

9
Rajiv Sharma (2017) examine the retailer’ssatisfaction towards distribution channel of

AMUL products in Jammu” has been conducted inJammu in which the retailers and

distributors were selected at different places in Jammu citythrough convenience sampling.

The information from various retail shops and distributorswere collected with the help of

well-structured pre-tested schedule and the data was analyzed by using descriptive

statistics, pie charts, per centages. In this study two distribution channelsof AMUL

products in Jammu were identified viz. (I) Company → C/F → Distributer →Retailer →

Consumer and (II) Company → C/F → AMUL retail outlet → Consumer.Ramana

Prakash (2006) examine the distribution channel of effectiveness of ice

creammarket(Amul Kwality Walls) in Hyderabad. Ice cream, a most palatable and

nourishing food,which was once considered to be a sophisticated item, is becoming more

and more popular among all sections of the people in recent times. As the mercury rises

nobody is happier thanthe ice-cream manufacturers who are already filling their iceboxes

with dollops of new,mouthwatering flavours. Amul is the largest food brand in India,

which has a turnover of Rs3800 crores per annum. They are manufacturing and marketing

perishable dairy products byusing most modern plants and effective distribution channels.

The primary objective of thestudy was to ascertain the major factors that are influencing

the effective distribution of Amulice creams manufactured by Gujarat Cooperative Milk

Marketing Federation Limited(GCMMFL) by comparing with the Kwality Walls, the

leading player in the Hyderabadmarket milk in Uttarsanda.Ashish Kumar Isher, Sudhakar

Dwivedi and Rajiv Sharma (2017) examine the retailer’ssatisfaction towards distribution

channel of AMUL products in Jammu” has been conducted inJammu in which the

retailers and distributors were selected at different places in Jammu citythrough

convenience sampling. The information from various retail shops and distributorswere

collected with the help of well-structured pre-tested schedule and the data was analyzed

10
by using descriptive statistics, pie charts, per centages. In this study two distribution

channelsof AMUL products in Jammu were identified viz. (I) Company → C/F →

Distributer →Retailer → Consumer and (II) Company → C/F → AMUL retail outlet →

Consumer.Ramana Prakash (2006) examine the distribution channel of effectiveness of

ice creammarket(Amul Kwality Walls) in Hyderabad. Ice cream, a most palatable and

nourishing food,which was once considered to be a sophisticated item, is becoming more

and more popular among all sections of the people in recent times. As the mercury rises

nobody is happier thanthe ice-cream manufacturers who are already filling their iceboxes

with dollops of new,mouthwatering flavours. Amul is the largest food brand in India,

which has a turnover of Rs3800 crores per annum. They are manufacturing and marketing

perishable dairy products byusing most modern plants and effective distribution channels.

The primary objective of thestudy was to ascertain the major factors that are influencing

the effective distribution of Amulice creams manufactured by Gujarat Cooperative Milk

Marketing Federation Limited(GCMMFL) by comparing with the Kwality Walls, the

leading player in the Hyderabadmarket.

K. N Beesabathuni and UCM Natchu (November, 2010) examine the Production and

distribution of a therapeutic nutritional product for severe acute malnutrition in India. In

theLimited resources for hospitalized treatment of India’s nearly 8 million children with

severeacute malnutrition (SAM) make community management of SAM a priority.

Capability to produce sufficient quantities of Ready to Use Therapeutic Food (RUTF) is

one component of preparedness for community management of SAM. Production of

RUTF is a simple processthat consists of grinding, mixing and packaging using widely

available equipment. Nitrogenflush packaging increases shelf life to 2 years though it is

the most expensive and slowest stepof the production process. Being a therapeutic

11
product, quality and safety must be ensuredincluding aflatoxin measurement and

estimation of micronutrient and macronutrient contentconsistently.

12
 CHAPTER 3

COMPANY PROFIE

13
 COMPANY PROFILE

AMUL

Type State government cooperative society

Industry Dairy

Founded 14 December 1946; 76 years ago

Founder Tribhuvandas Patel

Headquarters Anand, Gujarat

Area served Worldwide

Key people Jayenbhai Mehta (managing director)

Products Milk products

Revenue ₹52,000 crore (US$6.5 billion) (2022)

Owner Gujarat Cooperative Milk Marketing Federation, Department of Cooperation, Government of

Gujarat

Number of 1,000 (officers and employees)

employees 3.6 million (milk producers)

 Banas Dairy
Divisions
 Dudhsagar Dairy

Website amul.com

14
Anand Milk Union Limited is an Indian Diary company. The company headquarter is in

Anand, Gujarat, India. It is an India’s largest food products organization with a total

brand turnover of USD 5.1 Billion. The company is popularly known as ‘AMUL’, aims to

provide remunerative returns to the farmers and also serve the interest of consumers by

providing quality products which are good value for money.

The product portfolio include milk- UHT and pouch, buttermilk, ghee, butter, sweetened

condensed milk, milk powders, infant milk food, dairy whitener, tea and coffee whitener,

lassi, ice-cream, paneer-fresh and frozen, cheese, cheese spreads, margarine, flavored

milk, gulabjamun, milk shakes, malted foods and drinks, probiotic dahi and chocolates.

BRANDS

1. Amul Milk
2. Dahi
3. Paneer
4. Fresh Cream
5. Chocolates
6. Ghee
7. Beverage range
8. Mithai Mate
9. Roti Softner
10. Amul sour cream
11. Milk Powders
12. Bread Spreads
13. Cheese
14. Amul PRO
15. Bakery products
16. Panchamrit

15
ESTABLISHMENT

Anand Milk Union Limited established in 1973. In 1946, the company was registered to

stop the exploitation of middleman. The exploitative trade practices followed by the local

trade cartel triggered off the cooperative movement. Then, the prime minister, Lal

Bahadur Shastri decided that the same approach should become the basis of a National

Dairy Development policy.

The farmers owned the dairy, their elected representatives managed the village societies

and the district union, they employed professionals to operate the diary and manage its

business. In 1965, the National Diary Development Board was set up with the basic

objective of replicating the Amul model. The company established a direct linkage

between milk producers and consumers by eliminating middleman. The Amul model has

helped India to emerge as the largest milk producer in the world. More than 16 million

milk producers pour their milk in 185903 dairy cooperative societies across the country.

AWARDS

 IMC Ramkrishna Bajaj National Quality award- Excellence in Crisis-Crisis

Superheroes Award-30th October 2020

 World Dairy Innovation Award-2020- Finalists

 Amul-Marketer of the year FMCG food-IAA leadership award 2019

 Making of Developed India IT awards for Digital India

 Special Jury citation for Risk Management Award 2018

 GCMMF received the &tv Pitch top 50 brands award-Amul Evergreens-2007

 BML Munjal Award 2017

 Champions of Excellence Award for brand Amul

16
 Amul received ET Iconic Brand Award

 Amul wins World dairy Innovation Awards-2014

CHAPTER-4
OBJECTIVES
OF THE STUDY

17
 OBJECTIVES OF THE STUDY

 To list the various wellness products produced by Himalaya Company and their uses.

 To evaluate the company through SWOC Analysis.

 To know the marketing strategy of the Himalaya Company.

 To know the marketing mix of the Himalaya Company.

18
 CHAPTER-5
RESEARCH
METHODOLOGY

19
 RESEARCH METHODOLOGY
Re se arch me thodology is a way to syste matically solve the proble m. It may be unde rstood has a
f f f f f f f f f

scie nce of studying how re search is done scie ntifically. In it we study the various ste ps that all
f f f f f f f f f

ge ne rally adopte d by a re searche r in studying his re search proble m along with the logic be hind
f f f f f f f f f f f

the m. f

The scope of re search me thodology is wide r than that of re search me thod.

f f f f f f f f f

Me aning of Re search
f f f

Re se arch is de fine d as “a scie ntific & syste matic se arch for pe rtine nt information on a spe cific
f f f f f f f f f f

topic”. Re se arch is an art of scie ntific inve stigation. Re search is a syste mize d e ffort to gain ne w
f f f f f f f f f f

knowle dge . It is a care ful inquiry e spe cially through se arch for ne w facts in any branch of
f f f f f f f

knowle dge . The se arch for knowle dge through obje ctive and syste matic me thod of finding solution
f f f f f f f f f f

to a proble m is a re se arch. f f f

RESEARCH DESIGN

A re search is the arrange me nt of the conditions for the colle ctions and analysis of the data in a
f f f f f f f f f

manne r that aims to combine re le vance to the re search purpose with economy in proce dure . In fact,
f f f f f f f f f f f f

the re search is de sign is the conce ptual structure within which re se arch is conducte d; it constitute s
f f f f f f f f f f f

the blue print of the colle ction, me asureme nt and analysis of the data. As se arch the de sign include s
f f f f f f f f f f f f

an outline of what the re searche r will do from writing the hypothe sis and its ope rational implication
f f f f f f f f

to the final analysis of data. f

The de sign is such studie s must be rigid and not fle xible and most focus atte ntion on the following
f f f f f f f f

2;

20
Re search De sign can be cate gorize d as:
f f f f f f

TYPES OF RESEARCH
DESIGN

EXPLORATORY DESCRIPTIVE EXPERIMENT

RESEARCH & AL RESEARCH
DESIGN DIAGNOSTIC DESIGN
RESEARCH

The pre sent study is e xploratory in nature , as it se e ks to discove r ide as and insight to brig out ne w
f f f f f f f f f f

re lationship. Rese arch de sign is fle xible e nough to provide opportunity for conside ring diffe re nt
f f f f f f f f f f f

aspe cts of proble m unde r study. It he lps in bringing into focus some inhe re nt we akne ss in e nte rprise
f f f f f f f f f f f f

re garding which in de pth study can be conducte d by manage me nt.

f f f f f f

DATA COLLECTION

For any study the re must be data for analysis purpose . Without data the re is no me ans of study. Data
f f f f f f f

colle ction plays an important role in any study. It can be colle cte d from various source s. I have
f f f f f f f

colle cte d the data from two source s which are give n be low:
f f f f f f f

1. Primary Data

 Pe rsonal Inve stigation

f f

 Observation Me thod
f f

 Information from corre sponde nts f f

21
 Information from superiors of the organization f f

2. Se condary Data
f

 Publishe d Source s such as Journals, Gove rnme nt Reports, Ne wspape rs and Magazine s e tc.
f f f f f f f f f

 Unpublishe d Source s such as Company Inte rnal re ports pre pare by the m give n to the ir analyst
f f f f f f f f f

& traine e s for inve stigation. f f f

 We bsite s like SINGH CORPORATE MANTRA PRIVATE LIMITED official site , some
f f f f f

othe r site s are also searche d to find data.

f f f f f

Scope Of The Study f f

The scope of the study is ve ry vital. Not only the Human Resource de partme nt can use the facts and
f f f f f f f f f f f

figure s of the study but also the marke ting and sale s de partme nt can take be ne fits from the findings
f f f f f f f f f f f

of the study. f

Scope for the sale s de partme ntf f f f f

The sale s de partme nt can have fairly good ide a about the ir employe e s, that the y are satisfie d or not.
f f f f f f f f f f f f f

Scope for the marke ting de partme nt

f f f f f

The marke ting de partme nt can use the figure s indicating that the y are putting the ir e fforts to plan
f f f f f f f f f f f

the ir marke ting strate gie s to achie ve the ir targe ts or not.

f f f f f f f f

Scope for pe rsonne l de partme nt

f f f f f

Some custome rs have the complaints or facing proble ms re garding the job. So the pe rsonne l
f f f f f f f f f f

de partme nt can use the information to make e fforts to avoid such complaints.
f f f f f f

Sample Size :- f f

Que stionnaire is fille d by 100 e mploye e s of SINGH CORPORATE MANTRA PRIVATE

f f f f f f

LIMITED.

The que stionnaire was fille d in the office and vital information was colle cte d which was the n
f f f f f f f f f

subje cts to:- f

 A pilot survey was conducte d be fore finalizing the que stionnaire . f f f f f f f

22
 Data colle ction was also done with the he lp of personal obse rvation.
f f f f f f

 Afte r comple tion of surve y the data was analyze d and conclusion was drawn.
f f f f f

 At the e nd all information was compile d to comple te the proje ct re port.

f f f f f f f f

23
 CHAPTER-6
DATA ANALYES AND
INTERPRETATION

24
 DATA ANALYSIS & INTERPRETATION

Table No: 1
f

Working hours are conve nie nt for me f f f f

PERCENT

Strongly agre e f f 34

Agre e f f 32

Ne ithe r agre e nor disagre e

f f f f f f 18

Disagre e f f 13

Strongly disagre e f f 3

TOTAL 100

CHART 1

Interpre tation:
f f

From the above chart and table it is cle arly e vide nt that 34% of the re sponde nts strongly agre e
f f f f f f f f f f f

that working hours are conve nie nt from the m and 32% agre e with that and 18% ne ithe r agre e
f f f f f f f f f f

nor disagre e and 13% disagre e with the working hours and 3% are strongly against working
f f f f f f

hours.

Table No: 2
f

I'm happy with my work place f

25
 PERCENT
Strongly agre e f f 30
Agre e f f 39
Neithe r agre e nor disagre e
f f f f f f 18
Disagre e f f 8
Strongly disagre e f f 5
100

Chart 2

Interpre tation:
f f

From the above table it is cle ar that 30% re sponde nts strongly agre e and 39% re sponde nts agre e
f f f f f f f f f f f f

that the y are happy with the ir work place only 13% disagre e d and 18% have no ide a towards
f f f f f f f f

the ir work place .

f f

26
Table No: 3 f

I fe e l i have too much work to do

f f f

PERCENT
strongly agre e f f 7
Agre e f f 9
Neithe r agre e nor disagre e
f f f f f f 25
Disagre e f f 37
Strongly disagre e f f 22
100
Chart 3

Interpre tation:
f f

From the above table it is quite cle ar that the work load is not high, 37% of the re sponde nts
f f f f f f f f f

disagre e d with the que stion” I fe e l I have too much work” and anothe r 22% strongly disagre e d,
f f f f f f f f f f

18% admits the y have too much work and 23% have no ide a towards this que stion.
f f f f f

27
Table No: 4 f

Safe ty me asures provide d by the company

f f f f f

PERCENT
strongly agre e f f 28
Agre e f f 31
Neithe r agre e nor disagre e
f f f f f f 24
Disagre e f f 11
Strongly disagre e f f 6
TOTAL 100

CHART 4

Interpre tation:
f f

From the above table it is e vide nt that the safety me asures provide d by the organizations are
f f f f f f f f f f f f

good as 28 and 31% of the re sponde nts agre e with that and only 11& 6% disagre e d and 24%
f f f f f f f

ne ithe r agre e d nor

f f f f

disagre e d. f f

28
TABLE NO. 5
My re lationship with my supe rvisor is cordial
f f

PERCENT
strongly agre e f f 30
Agre e f f 41
Neithe r agre e nor disagre e
f f f f f f 16
Disagre e f f 6
Strongly disagre e f f 7
TOTAL 100

CHART 5

Interpre tation:
f f

From the above table it is cle ar that re lationship be twe e n e mploye e s and the ir supe rvisors are
f f f f f f f f f f f f f f

cordial be cause 30% of re sponde nts strongly agre e d to it and 41% agre e d to it and only 13%
f f f f f f f f

disagre e d and 16% of responde nts have ne ithe r agre e d nor disagre e d.
f f f f f f f f f f f

29
TABLE NO 6

My supervisor is not partial

f

PERCENT
strongly agre e f f 18
Agre e f f 30
Neithe r agre e nor disagre e
f f f f f f 15
Disagre e f f 19
Strongly disagre e f f 18
TOTAL 100

CHART 6

Interpre tation:
f f

From the above table it is e vide nt that the supe rvisors are not partial to the e mploye e s as 18%
f f f f f f f f f f f f

strongly agre e d and 30% agre e d to the que stion but 19% disagre e d and 18% strongly disagre e d
f f f f f f f f f f

this le ve l is quite high compare d to othe r que stions.

f f f f f f

30
TABLE NO 7

My supervisor conside rs my ide a too while taking decision

f f f f f

PERCENT
strongly agre e f f 26
Agre e f f 43
Neithe r agre e nor disagre e
f f f f f f 26
Disagre e f f 2
Strongly disagre e f f 3
TOTAL 100

CHART 7

Interpre tation:
f f

From the above table it is cle ar that 26 and 42% of the re sponde nts agre e that supe rvisors
f f f f f f f f f f

conside r the ir employe e s ide as also and only 5% disagre e d and 26% ne ithe r agre e d nor
f f f f f f f f f f f f

disagre e d.
f f

31
TABLE NO 8

I'm satisfie d with the support from my co-worke rs

f f f

PERCENT
strongly agre e f f 21
Agre e f f 47
Neithe r agre e nor disagre e
f f f f f f 16
Disagre e f f 9
Strongly disagre e f f 7
TOTAL 100

CHART 8

Interpre tation:
f f

From the above table it is cle ar that re lation with co-worke rs is quite good as ne arly 68% of the
f f f f f f f f f

re sponde nts agre e that the y are satisfie d with support from co-worke rs and only 15% disagre e d
f f f f f f f f f f

and 16% have no answe r to this.

f f

32
TABLE NO 9

Pe ople he re have conce rn from one anothe r and te nd to help one anothe r
f f f f f f f f f f f f

PERCENT
strongly agre e f f 26
Agre e f f 41
Neithe r agre e nor disagre e
f f f f f f 19
Disagre e f f 9
Strongly disagre e f f 5
TOTAL 100

CHART 9

Interpre tation:
f f

From the above table it is cle ar that in this organization pe ople have conce rn ove r e ach othe r as
f f f f f f f f f f f

26% strongly agre e d and 41% agre e d and only 14% disagre e d and 19% ne ithe r agre e d nor
f f f f f f f f f f

disagre e d. f f

33
TABLE NO 10
I'm satisfie d with the re fre shme nt facilitie s
f f f f f f

PERCENT
strongly agre e f f 26
Agre e f f 20
Neithe r agre e nor disagre e
f f f f f f 30
Disagre e f f 15
Strongly disagre e f f 9
TOTAL 100

CHART 10

Interpre tation:
f f

From the above table it is cle ar that 26% e mploye e s are strongly satisfie d with the re fre shme nt
f f f f f f f f f f f f f

facilitie s offe re d by the company as 15% of responde nts disagre e d and 9% strongly disagre e d
f f f f f f f f f f

and 30% neithe r agre e d nor disagre e d and only 20% agre e d.
f f f f f f f f

34
TABLE NO 11

We are provide d with the re st and lunch room and the y are good
f f f f f f f

PERCENT
strongly agre e f f 16
Agre e f f 34
Neithe r agre e nor disagre e
f f f f f f 22
Disagre e f f 20
Strongly disagre e f f 8
TOTAL 100
CHART 11

Interpre tation:
f f

From the above table it is quite e vide nt that 8% strongly disagre e d and 20% of the re sponde nts
f f f f f f f f f f f

disagre e d and 22% neithe r agre e d nor disagre e d and only 50% of the re sponde nts are satisfie d
f f f f f f f f f f f f f

with the re st and lunch room provide d.

f f f

35
TABLE NO 12

The parking space for our ve hicle s are satisfactory

f f f f f

PERCENT
strongly agre e f f 4
Agre e f f 9
Neithe r agre e nor disagre e
f f f f f f 24
Disagre e f f 32
Strongly disagre e f f 31
TOTAL 100
CHART 12

Interpre tation:
f f

From the above table it is cle ar that re sponde nts are not satisfie d with the parking facilitie s
f f f f f f f f f f

provide d by the company as 31% of re sponde nts strongly disagre e d and 32% of re sponde nts
f f f f f f f f

disagre e d and only 13% of re sponde nts are satisfie d with the parking facilitie s and 24%
f f f f f f f f

have ne ithe r agre e d nor disagre e d.

f f f f f f f

36
Table no 13 f

I fe ll I'm paid a fair amount for the work i do

f f

PERCENT
strongly agre e f f 15
Agre e f f 39
Neithe r agre e nor disagre e
f f f f f f 25
Disagre e f f 13
Strongly disagre e f f 8
TOTAL 100
Chart 13

Interpre tation:
f f

From the above table it is e vide nt that the re sponde nts are satisfie d with the ir salary as 39%
f f f f f f f f f f f

agre e and 15% strongly agre e . Only 3% disagre e and 8% strongly disagre e , 25% ne ithe r agre e
f f f f f f f f f f f f

nor disagre e . f f

37
Table no 14
f

I'm satisfie d with the chance s for my promotion

f f f

PERCENT
strongly agre e f f 27
Agre e f f 43
Neithe r agre e nor disagre e
f f f f f f 13
Disagre e f f 9
Strongly disagre e f f 8
TOTAL 100

Chart 14

Interpre tation:
f f

From the above table it is quite cle ar that e mploye e s are satisfie d with the ir chance s for
f f f f f f f f f f f f

promotion as 43% agre e and 27% strongly agre e . Only 9% disagre e and 8% strongly disagre e ,
f f f f f f f f

13% ne ithe r agre e nor disagre e .

f f f f f f

38
Table no 15 f

I'm satisfie d with the allowance s provide d by the organization

f f f f f

PERCENT
strongly agre e f f 19
Agre e f f 42
Neithe r agre e nor disagre e
f f f f f f 21
Disagre e f f 11
Strongly disagre e f f 7
TOTAL 100

Chart 15

Interpre tation:
f f

From the above table it is cle ar that the e mploye e s are satisfie d with the allowance s and othe r
f f f f f f f f f f f f f

be ne fits provide d by the organization as 42% agre e and 19% strongly agre e . Only 11% disagre e
f f f f f f f f f f

and 7% strongly disagre e , 21% ne ithe r agre e nor disagre e .

f f f f f f f f

39
TABLE NO 16

I fe e l my boss motivate me to achie ve the organizational goals

f f f f f f f

PERCENT
strongly agre e f f 11
Agre e f f 33
Neithe r agre e nor disagre e
f f f f f f 25
Disagre e f f 22
Strongly disagre e f f 9
TOTAL 100

CHART 16

Interpre tation:
f f

From the above table it is e vide nt that e mploye e s boss are motivating to achie ve organizational
f f f f f f f f f f f

goals as 33% agre e and 11% strongly agre e . 22% disagre e this is quite high compare d to othe r
f f f f f f f f f

factors and 9% strongly disagre e and 25% neithe r agre e nor disagre e . f f f f f f f f

40
TABLE NO 17

My supervisor motivate s me to incre ase my e fficie ncy at time s whe n i'm not
f f f f f f f f f

PERCENT
strongly agre e f f 18
Agre e f f 44
Neithe r agre e nor disagre e
f f f f f f 18
Disagre e f f 13
Strongly disagre e f f 7
TOTAL 100

CHART 17

Interpre tation:
f f

From the above table it is e vide nt that employe e s boss motivate s the e mploye e whe n he is
f f f f f f f f f f f f f f f

unproductive and he lp him to be productive as 44% agre e and 18% strongly agre e . Only 7%
f f f f f f f f

strongly disagre e and 7% disagre e , 18% ne ithe r agre e nor disagre e .

f f f f f f f f f f

41
TABLE NO 18

I fe e l that my job has little impact on the succe ss of the company

f f f f f f

PERCENT
strongly agre e f f 35
Agre e f f 40
Neithe r agre e nor disagre e
f f f f f f 10
Disagre e f f 9
Strongly disagre e f f 6
TOTAL 100

Chart 18

Interpre tation:
f f

From the above chart it is cle ar that 75% re sponde nts are think that the y contribute in the
f f f f f f f f f

succe ss of a company, 9% responde nt disagre e from the state me nt and 6% re sponde nt strongly
f f f f f f f f f f

disagre e from the que stion.

f f f f

42
Table no 19 f

Ove rall I'm satisfie d with my job

f f

PERCENT
strongly agre e f f 28
Agre e f f 35
Neithe r agre e nor disagre e
f f f f f f 20
Disagre e f f 12
Strongly disagre e f f 5
TOTAL 100

Chart 19

Interpre tation:
f f

From the above table it is e vide nt that Ove rall satisfactions of the re sponde nts are good as 35%
f f f f f f f f f f

agre e and 28% strongly agre e . Only 5% strongly disagre e and 12% disagre e and 20% ne ithe r
f f f f f f f f f f

agre e nor disagre e .

f f f f

43
CHAPTER-7
FINDINGS

44
 FINDINGS
From the study, the re searche r has come to know that most of the re sponde nts have job
f f f f f f f f f f

satisfaction; the manage me nt has take n the be st e fforts to maintain cordial re lationship with the
f f f f f f f f f

e mploye e s. Due to the working conditions pre vailing in this company, job satisfaction of e ach
f f f f f f f

re sponde nt see ms to be the maximum. From the study, I have come to know that most of the
f f f f f f f f f f

e mploye e s we re satisfie d with the welfare me asures provide d by SINGH CORPORATE

f f f f f f f f f f f f

MANTRA PRIVATE LIMITED. The e mploye e s of SINGH CORPORATE MANTRA f f f f

PRIVATE LIMITED ge t more be ne fits compare to othe r companie s. f f f f f f f

 The re sponde nts are satisfie d with the e nvironme nt and nature of work
f f f f f f f f f

factors .

 The re sponde nt’s re lationship with the supe riors and colle ague s are quite
f f f f f f f f f f

good .

 The Re sponde nts are not provide d with proper we lfare facilitie s.
f f f f f f f f f

 The communication and motivation of e mploye e s by the ir supe riors in

f f f f f f

this organization is re asonable . f f

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

f f

 The Re sponde nts are ove rall satisfie d with the ir job
f f f f f f f

 The Parking facilitie s provide d by the organization are not good that’s
f f f f f

why most re sponde nts disagre e with this que stion.

f f f f f

 The re fre shme nt facilitie s are also nee d to be improve d

f f f f f f f f f f

45
CHAPTER-8
CONCLUSION

46
 CONCLUSION

In the today’s comple tive world it be come s ve ry important for a company to be ahe ad than its
f f f f f f f f

compe titors as much as possible . A company can have advantage and be ahe ad of its compe titors
f f f f f f f

by having be st & tale nte d e mploye e s working with the m. This alone can make lot of diffe re nce
f f f f f f f f f f f f

and will he lp the company in long run. It be come s ve ry important for the company to ke e p all
f f f f f f f f

e mploye e s satisfie d, as with the incre ase in e mploye e s satisfaction, le ve l of productivity also
f f f f f f f f f f f f

incre ases. The primary obje ctive of the study is to unde rstand impact e mploye e s satisfaction on
f f f f f f f f f f

productivity in te xtile industry. Te xtile industry in India is ve ry important and it has major f f f f f

contribution in the e conomy of the country. Indian Te xtile industry contribute s 11% from f f f f f f

e xports and it contribute s 4% to GDP of the country. Te xtile industry in India is se cond large st
f f f f f f f

e mploye r afte r agriculture . It ge ne rate s e mployme nt for more than 40 million pe ople and it is
f f f f f f f f f f f f

e xpe cte d that by year 2022 it will have e mployme nt de mand of more than 60 million. Unde r
f f f f f f f f f f

such circumstance s it is ve ry e ssential to study e mploye e satisfaction of the pe ople working in f f f f f f f f f f

te xtile industry and its impact on productivity as this industry provide s e mployme nt to a large r
f f f f f f

se ction of the socie ty. The re se arch and the surve y conducte d in various factorie s indicate that
f f f f f f f f f f f

the re is positive and significant re lationship betwe e n e mploye e satisfaction and productivity. It
f f f f f f f f f f

indicate s that if the e mploye e s are satisfie d the n the production will incre ase and if the
f f f f f f f f f f f f

e mploye e s are not satisfie d the n the production will de cre ase . Study indicate s the factors like
f f f f f f f f f f f f f

age , se x, qualification, de signation and working te nure has positive impact on e mploye e
f f f f f f f f f

satisfaction and it affe cts his / he r satisfaction le ve l. Surve y indicate s that majority of e mploye e s f f f f f f f f f

are happy with the mone tary and non-mone tary be ne fits the y ge t.
f f f f f f f f

Employe e s are not happy with the social working e nvironme nt, training facilitie s, fe e dback
f f f f f f f f f

syste m, e mploye e s fe e ls that manage me nt discrimination on the bases of re ligion, ge nde r and
f f f f f f f f f f f f f

age the re is communication gap in the factory, te am me e tings are not use ful looking at this a
f f f f f f f f f

47
mode l (ope n forum) has be e n sugge ste d which will improve communication betwe e n all the
f f f f f f f f f f f

hire chary le ve ls, it he lps to re duce wastage , motivate s e mploye e s , e ncourage s e mploye e s to be
f f f f f f f f f f f f f f f f f

participative in improving ope rations of the factory. On the bases of findings ne ce ssary
f f f f f f f

re comme ndations has be e n made which will help manage me nt of the factorie s to improve
f f f f f f f f f f f

satisfaction le ve l of the ir employe e s. It has be e n obse rve d that overall e mploye e s are happy
f f f f f f f f f f f f f f f

working in the ir curre nt factory the y also be lie ve s that the y have an opportunity for pe rsonal f f f f f f f f f

growth and de ve lopme nt. The scope of this study is it will he lp to unde rstand e xactly what f f f f f f f f

matte rs most to your e mploye e s. The study on e mploye e satisfaction will he lp the te xtile
f f f f f f f f f f f f

industry to unde rstand what are major factors which le ad to satisfaction and dissatisfaction of f f f

e mploye e s in an organization. The industry will also unde rstand how employe e satisfaction has a
f f f f f f f f

dire ct and positive impact on productivity which in turn le ads to organization profits. The study
f f f f

will he lp manage me nt of te xtile factorie s to unde rstand whe re the ir e mploye e s are satisfie d and
f f f f f f f f f f f f f f f

dissatisfie d what are the re asons for dissatisfaction and what can be done to improve the ir
f f f f f f f f

e mploye e satisfaction le ve l, also he lp the m in making re quire d change s in the ir policie s &
f f f f f f f f f f f f

proce dure s. This study will he lp acade micians & re se arch stude nts to e xplore more de e ply the
f f f f f f f f f f f f f

re lationship betwe e n e mploye e satisfaction and productivity and will give the m an vie w of what
f f f f f f f f f f

are the difficultie s face d by te xtile industry work force in India and what is the re satisfaction
f f f f f f f f f

le ve l.
f f

In the organization most of e mploye e s are satisfie d with all the facilitie s provide d by company.
f f f f f f f f f

But the re are some e mploye e s also who are not satisfie d with the company. Manage me nt should
f f f f f f f f f f f f

try to conve rt unsatisfie d e mploye e s in to satisfie d e mploye e s. Be cause if e mploye e is not

f f f f f f f f f f f f f f

satisfie d than the he is not able to give his 100% to his work and the productivity of e mploye e
f f f f f f f f f

de cre ase . So manage me nt should try to satisfie d his e mploye e s be cause e mploye e s are the
f f f f f f f f f f f f f f f f

asse ts of the company not a liabilitie s.

f f f

48
 CHAPTER-9
RECOMMENDATIONS

49
 RECOMMENDATIONS

1. The se le cte d Singh Corporate Mantra Private Limite d can re duce its working time by
f f f f f f f f f f

introducing shift syste m for the e mploye e s be cause 50 % of the m work more than 8 f f f f f f f f f

hours pe r day. f

2. The se le cte d Singh Corporate Mantra Private Limite d can incre ase or introduce
f f f f f f f f f f

transport facility for the e mploye e s which will be a motivating factor. f f f f f

3. The se le cte d Singh Corporate Mantra Private Limite d can introduce ne w sche me s for
f f f f f f f f f f f

ince ntive s and targe ts can be made e asy by using the pe rformance based ince ntive s and
f f f f f f f f f f f f

promotion policie s e tc. f f

4. It can conce ntrate on the we lfare scheme to the e mploye e s e spe cially e ducation to f f f f f f f f f f f f f f

e mploye e s childre n and arrange me nt of housing facility, e ducation loan & motivating the
f f f f f f f f

e mploye e s for furthe r studie s. It will be a bette r motivating factor.

f f f f f f f f

5. Ince ntive scheme and perce ntage and pe riod of ince ntive to be give n more
f f f f f f f f f f f f f

conce ntration by the company for the satisfaction of the e mploye e s.

f f f f f f f

6. The se le cte d Singh Corporate Mantra Private Limite d can conce ntrate on the le ave
f f f f f f f f f f f f

policy of the fe male worke rs. f f f f

7. Safe ty me asures and safe ty training to both me n and wome n e mploye e s may be give n
f f f f f f f f f f f

50
CHAPTER-10
LIMITATIONS

51
 LIMITATIONS

 Data colle cte d is base d on que stionnaire .

f f f f f

 The numbe r of e mploye e s in SINGH CORPORATE MANTRA PRIVATE LIMITED is

f f f f f

more , so sample size is limite d by 100.

f f f f

 The information colle cte d by the obse rvation me thod is very limite d.
f f f f f f f f

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

f f f f f f

 Some re sponde nts he sitate d to give the actual situation; the y fe are d that manage me nt would
f f f f f f f f f f f f

take any action against the m

f f

 The findings and conclusions are based on knowle dge and expe rie nce of the re sponde nts
f f f f f f f f f f f f

some time may subje ct to bias.

f f f

52
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53
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56
ANNEXURE

57
 QUESTIONNAIRE
1. Name : …………………………………………………………………………………
f

…
2. Age : ………………
f

3. Ge nde r: Male
f f f

Fe male f f

4. De signation……………..
f

Que s1- Working hours are conve nie nt for me -

f f f f f

1 strongly agre e 2 agre e 3 ne ithe r agre e nor disagre e 4 disagre e 5 strongly disagre e
f f f f f f f f f f f f f f

Que s2- I am happy with my work place -

f f

1. strongly agre e 2. agre e 3.ne ithe r agre e nor disagre e 4. disagre e 5. strongly disagre e
f f f f f f f f f f f f f f

Que s3- I fe e l I have too much work to do-

f f f f

1. strongly agre e 2. agre e 3.ne ithe r agre e nor disagre e 4. disagre e 5. strongly disagre e
f f f f f f f f f f f f f f

Que s4- Safe ty me asures provide d by the company are good-

f f f f f f f

1. strongly agre e 2. agre e 3.ne ithe r agre e nor disagre e 4. disagre e 5. strongly disagre e
f f f f f f f f f f f f f f

Que s5- My re lationship with my supe rvisor is cordial-

f f f

1. strongly agre e 2. agre e 3.ne ithe r agre e nor disagre e 4. disagre e 5. strongly disagre e
f f f f f f f f f f f f f f

Que s6- My supe rvisor is not partial-

f f

1. strongly agre e 2. agre e 3.ne ithe r agre e nor disagre e 4. disagre e 5. strongly disagre e
f f f f f f f f f f f f f f

Que s7- My supe rvisor conside r my ide as while taking de cision-

f f f f f f

1. strongly agre e 2. agre e 3.ne ithe r agre e nor disagre e 4. disagre e 5. strongly disagre e
f f f f f f f f f f f f f f

Que s8- I am satisfie d with the support from my coworke rs-

f f f f

1. strongly agre e 2. Agre e 3.ne ithe r agre e nor disagre e 4. disagre e 5. strongly disagre e
f f f f f f f f f f f f f f

Que s9- Pe ople he re have conce rn from one anothe r and te nd to help-
f f f f f f f f f f f

58
1. strongly agre e 2. agre e 3.ne ithe r agre e nor disagre e 4. disagre e 5. strongly disagre e
f f f f f f f f f f f f f f

Que s10- I am satisfie d with the re fre shme nt facility-

f f f f f f

1. strongly agre e 2. agre e 3.ne ithe r agre e nor disagre e 4. disagre e 5. strongly disagre e
f f f f f f f f f f f f f f

Que s11- We are provide d with the re st and lunch room and the y are good-
f f f f f f f f

1. strongly agre e 2. agre e 3.ne ithe r agre e nor disagre e 4. disagre e 5. strongly disagre e
f f f f f f f f f f f f f f

Que s12- The parking space s for ve hicle s are satisfactory-

f f f f f f

1. strongly agre e 2. agre e 3.ne ithe r agre e nor disagre e 4. disagre e 5. strongly disagre e
f f f f f f f f f f f f f f

Que s13- I fe e l I am paid a fair amount for the work I do-

f f f f

1. strongly agre e 2. agre e 3.ne ithe r agre e nor disagre e 4. disagre e 5. strongly disagre e
f f f f f f f f f f f f f f

Que s14- I am satisfie d with the chance s for my promotion-

f f f f

1. strongly agre e 2. agre e 3.ne ithe r agre e nor disagre e 4. disagre e 5. strongly disagre e
f f f f f f f f f f f f f f

Que s15- I am satisfie d with the allowance s provide d by the organization-

f f f f f f

1. strongly agre e 2. agre e 3.ne ithe r agre e nor disagre e 4. disagre e 5. strongly disagre e
f f f f f f f f f f f f f f

Que s16- I fe e l my boss motivate me to achie ve the organizational goals-

f f f f f f f f

1. strongly agre e 2. agre e 3.ne ithe r agre e nor disagre e 4. disagre e 5. strongly disagre e
f f f f f f f f f f f f f f

Que s17- My supe rvisor motivate me to incre ase my efficie ncy at a time whe n I am not-
f f f f f f f f f f

1. strongly agre e 2. agre e 3.ne ithe r agre e nor disagre e 4. disagre e 5. strongly disagre e
f f f f f f f f f f f f f f

Que s18- I fe e l my job little impact on the succe ss of the company-

f f f f f f f

1. strongly agre e 2. agre e 3.ne ithe r agre e nor disagre e 4. disagre e 5. strongly disagre e
f f f f f f f f f f f f f f

Que s19- Ove rall I am satisfie d with my pre se nt job-

f f f f f

1. strongly agre e 2. agre e 3.ne ithe r agre e nor disagre e 4. disagre e 5. strongly disagre e
f f f f f f f f f f f f f f

59