A STUDY ON CUSTOMER SATISFATICATION AT

M.R KRISHNAMOORTHY CO-OPERATIVE SUGAR

MILLS LIMITE, SETHIYATHOPE,
TAMIL NADU
Submitted in the partial fulfilment of the requirements for the
award of the degree in

MASTER OF BUSINESS ADMINISTRATION

INTERNSHIP REPORT

By
S. ABINAYA
(Reg No. 23PBAV001)

Under the guidance of Mr. HARIHARASUDHAN

FACULTY OF MANAGEMENT STUDIES

VIVEKANANDHA COLLEGE OF ARTS & SCIENCE

FOR WOMENS (AUTONOMOUS)
(An ISO 9001: 2015 Certified Institution
Affiliated to Periyar University)
ELLAYAMPALAYAM-637 205
TIRUCHENGODE, NAMAKKAL
 DECLARATION

S. ABINAYA (REG No. 23PBAV001) here by declare that the

Internship Report entitled A STUDY ON JOB SATISFACTION AT MRK
CO-OPRATIVE SUGAR MILLS LIMITED, SETHIYA THOPE TAMIL
NADU is done by me under the guidance Mr. HARIHARASUDHAN is
submitted in partial fulfilment of the requirements for the award of the degree in
MASTER OF BUSINESS ADMINISTRATION.

DATE:

PLACE: SIGNATURE OF THE CANDIDATE

 VIVEKANDHA
COLLEGE OF ARTS AND SCIENCE FOR WOMENS
[Autonomous]
(An ISO 9001: 2015 Certified Institution, Affiliated to Periyar University)
ELLAYAMPALAYAM-637 205
TIRUNCHENGOEDE, NAMAKKAL

FACULTY OF MANAGEMENT STUDIES

BONAFIDE CERTIFICATE

This is to certify that this Internship Report is the bonafide work of Ms. S.
ABINAYA who carried out the Internship entitled an Observational A STUDY
ON JOB SATISFACTION AT MRK CO-OPERATIVE SUGAR MILLS
LIMITED, SETHIYATHOPE TAMILNADU under our supervision Mr.
HARIHARASUDHAN.

Internal Guide Head of the Department

Submitted for Viva Voce Examination held on ____

 ACKNOWLEDGEMENT

To acknowledge here, all those who have been a helping hand in

completing this Internship, shall be an endeavor in itself

I extremely thankful to our

 CHAPTER-I
INTRODUCTION
1.1 INTRODUCTION OF JOB SATISFACTION
DEFINITION: JOB SATISFACTION

The definition of job satisfaction has visibly evolved through the decades, but most versions
share the belief that job satisfaction is a work-related positive affective reaction.

Smith et al. (1969) defined job satisfaction as the feeling an individual has about his or her
job.

Lacke (1969) suggested that job satisfaction was a positive or pleasurable reaction resulting
from the appraisal of one’s job, job achievement, or job experiences.

Lofquist and Davis (1991), defined job satisfaction as “an individual’s positive affective
reaction of the target environment as a result of the individual’s appraisal of the extent to
which his or her needs are fulfilled by the environment”.

1.2 OBJECTIVES OF THE STUDY

1. To analyze job satisfaction level and monetary benefits provided to by MRK Co-
Operative Sugar Mills Limited.
2. To identify and analyze the role of interpersonal relationships among employees and
its impact on job satisfaction.
3. To understand the employees’ perception of the organizational culture and career
development programs in enhancing job satisfaction.

1.3 SCOPE OF THE STUDY

These objectives will guide your research and help you focus on key aspects relevant to
understanding and improving job satisfaction in the specific organizational context.

1. Exploration of Job Satisfaction Factors:

 This study will delve into the various factors influencing job satisfaction among
employees at MRK Co-Operative Sugar Mills Limited.
  It aims to Identify and understand the key elements that contribute to or hinder
employees’ satisfaction in their roles within the organization.
2. Impact of Monetary Benefits:
 The project will analyze the impact of monetary benefits on job satisfaction, assessing
the effectiveness of the current compensation structure in enhancing employee
Contentment.
 It seeks to provide insights into the correlation between financial rewards and the
overall job satisfaction of the workforce.
3. Evaluation of Work Environment:
 The study will assess the influence of the work environment on job satisfaction levels,
examining factors such as workplace culture, facilities, and conditions.
 It aims to determine how a conducive work environment contributes to employee
well- being and job satisfaction.
4. Interpersonal Relationships and Job Satisfaction:
 The project will investigate the role of interpersonal relationships among employees
and its impact on job satisfaction.
 It aims to understand how positive relationships and effective communication
contribute to a positive work environment.
1.4LIMITATION OF STUDY
1. Time Constraints:
 Duc to time constraints, the study may not delve into a more extensive and detailed
analysis of certain aspects of job satisfaction.
 The limited time available for data collection and analysis may affect the depth of
insights that can be obtained.
2. Selective Factors Consideration:
 The study may only consider specific factors to measure job satisfaction among
employees, potentially overlooking some nuanced aspects.
 This selectivity might lead to a partial understanding of the complex nature of job
satisfaction within the organization.
3. Focus on a Single Organization:
 The research is confined to MRK Co-Operative Sugar Mills Limited, limiting the
generalizability of findings to other industries or organizational structures.
 The unique characteristics of this specific cooperative may not fully represent the
broader spectrum of factors influencing job satisfaction in different contexts.
4. Study Population Size:
 The study’s reliance on a large population may pose challenges in ensuring
comprehensive data collection and analysis.
1.5INDUSTRY PROFILE

SUGAR INDUSTRY IN INDIA

It is universally acknowledged that India is the homeland of sugarcane and sugar.

There are references of sugarcane cultivation, its crushing and preparation of Gur (jaggery) in
Atharva Veda as well as Kautaliya’s Arthasastra.

The scribes of Alexander the Great, who came to India in 327 BC recorded that
inhabitants chewed a marvellous reed which produced a kind honey without the help of bees.

The Indian religious offerings contain five ‘Amrits’ (elixirs) like milk, curd, ghee
(clarified butter), honey and sugar-which indicates how important sugar is not only as an item
of consumption but as an item which influences the Indian way of life.

It Is understood that sugar was initially made in India during fourth and sixth
centuries by cutting sugarcane into pieces, crushing the pieces by weight to extract the juice
and then boiling it to crystalise.

These crystals were called ‘Sarkara’ meaning gravel in Sanskrit. The word sugar is a
derivative of ‘Sarkara’. The larger lumps were called ‘Khand’ from which the English word
‘Candy’ is derived.

Therefore it is from India that the art of making sugar went to Persia and subsequently
to the world over.

Although sugarcane was being grown in India from time immemorial and sugar
produced in lumps during fourth century, there was no sugar industry in India till 1904. The
first sugar plant was set up at Saran in Bihar in 1904.
 There are 453 sugar mills in India. Co-operative sector has 252 mills and private sector
has 134 mills, Public sector boasts of around 67 mills.

1.6 COMPANY PROFILE

M.R. Krishnamoorthy co-operative sugar mill ltd. Had been registered as a co- operative.
Society in 1987 under the Tamil Nadu co-operative. Societies Act 1983 with the object of
manufacturing and sale of sugar along with the by-products to the best advantages of
shareholding members. The mills started business in 1990. The capacity of the mills is 2500
TCD. M/S M.R. Krishnamoorthy co-operative sugar Lid is promoting 45 KLD multi product
ethanol in same premises Sethiyathope villa, Bhuvanagiri Taluk. Cuddalore District in Tamil
Nadu.

PLANT LOCATION:

The proposed distillery plant is to be located at 110,113 A, 114, Sethiyathope village,

Bhuvanagiri Taluk, Cuddalore District. This proposed site is located about 16 KM away from
Chidambaram and it is in-between the road connecting Kaattu Mannarkudi and Panruti. The
site is located in the Eastern this road. The nearest Major railway station is Virudhachalam.
The gross asset value of the proposed project cost is 36 Crores.
 CHAPTER-II
REVIEW OF LITERATURE
John P Wanous, Edward E Lawler (Journal of applied psychology 56 (2), 95, 1972)
Reviews 9 operational definitions of job satisfaction. Data are reported for 208 employees of
an eastern telephone company on the relationship between each of these definitions and
observational and questionnaire measures of overall job satisfaction. Some operational
definitions did not yield empirically comparable measures of satisfaction, although several
correlated with an overall rating of job satisfaction and with absenteeism.

Convergent and discriminant validity matrix analysis suggests that it is possible to validity
measure people's satisfaction with different facets of their jobs. Implications for the
development of a theory of job satisfaction are discussed. (39 ref) (PsycINFO Database
record (c) 2016 APA, all rights reserved)

Brikend Aziri (Management Research & Practice 3 (4), 2011) Job satisfaction represents one
of the most complex areas facing today's managers when it comes to managing their
employees. Many studies have demonstrated an unusually large impact on the job satisfaction
on the motivation has an impact on productivity, and hence also on performance of business
organizations.

Yanhan Zhu (Asian Social Science 9(1), 293, 2013) Job satisfaction, as an academic
concept, has aroused wide attentions from the fields of management, social psychology, and
practical operations in recent years. This paper reviews more than a decade of researches on
the antecedents and outcomes of job satisfaction. Starting from the definition of job
satisfaction, the author discusses the several models for the measurement of job satisfaction.
Then, the author discusses the achievements of job satisfaction.

Henrique Fernandez Job satisfaction is the degree to which people like their jobs. In other
words, it refers to a subjective evaluation that the workers makes of her own job, either in its
entirety or with respect to its different attributes. It is related to the sociological concept of
alienation and the economic concept of the (dis)utility derived from work: with respect to
them. job satisfaction has a more positive connotation, is defined in a more subjective way,
and has a stronger empirical orientation.
Timothy A Judge, Shuxia Carrie Zhang, David R Glerum (Essentials of job Attitudes and
other Workplace Psychological Constructs, 207-241, 2020) Researchers have been attempting
to capture the way people experience and relate lo their work since the inception of
Organizational Psychology and Behaviour as a field. Within the universe of job attitudes, job
Satisfaction has been the single most studied of these constructs (Judge et al., 2017). The
importance of job satisfaction has been demonstrated in numerous studies, which have found
that job satisfaction is related to a variety of individually and organizationally relevant
behaviours including task performance, absenteeism, turnover, organizational citizenship
behaviour (0CB), counterproductive work behaviour (CWB), and organizational profitability
(Judge & Kanmeyer-Mucllcr, 2012).

Chitrakhirshnaswamy (1985) Says job satisfaction is looked with three, the job, employee
holding the job, group relation influencing the individual in and outside the business. When
expectations of both the employer and the employee match then they are found to be satisfied
and become productive and also tend to work longer in the organization.

Ram (2013) Job satisfaction represents individual’s positive or negative attitude towards their
occupation. Every organization should pay considerable attention to job satisfaction and
performance and continually monitor these indices (Talasaz ct. Al 2014).
 CHAPTER-III
RESEARCH METHODOLOGY

Research is commonly referred as for knowledge. It is defined as a “’scientific and

systematic search for pertinent information on a specific topic". Research is also Is also
defined as a “systematized efforts to gain new knowledge”.

Research methodology is a way systematically solving the research problem. It may

be understood as a science of studying how research is done scientifically. It gives the steps
that are generally adopted by a research in studying his research problem along with the logic
behind them.

RESEARCH METHOD

Research is an art of scientific investigation. The advanced learner’s dictionaries of

correct English lay are down the meaning of research as. “a careful investigation (or) inquiry
especially through search for new fats in any branch of knowledge”, Reedmen and marry
define research as a “’systematic effort to gain knowledge”.

RESEARCH DESIGN

A research design is purely and simply the framework or plant for a study that guide
the collection and analysis of data. Generally, a research design is a blue print of the research
is to followed in completing the study. It is descriptive research type are those, which are
concerned with described chapters tics of a particular individual or of a group, where we
cannot the variable.

The research design used for the study is descriptive. Descriptive research studies are
those which are concerned with describing the characteristics of a particular individual or
group. The studied concerned with specific prediction with narration of facts and
characteristics concerning individual group or situation are all example of descriptive
research studied.

SAMPLING DESIGN

Population :150 members

Sample size :50 members

Sampling procedure: simple random sampling (probability sampling)

METHODS OF DATA COLLECTION

The data was collected by using two methods

 Primary data
 Secondary data

PRIMARY DATA: The report was based on the information collected through questionnaire
method distribution to concerned employees.

SECONDARY DATA:

 Company records
 Annual reports
 Product catalogue
 Discussion with the personnel manager and staff

RESEARCH INSTRUMENT:

Questionnaire was used to conduct the survey among 50 employees which included
open ended and closed ended questions.

TOOLS FOR ANALYSIS:

For the analysis of data and its interpretation various, various tools of research were

Used.

Percentage method:

It refers to special king of ratio. It is used to making comparisons between two or

more series of data percentages are used to describe relationships.

NoOf Students
Percentage =. x100
Total NoOf Students
 CHAPTER-IV

DATA ANALYSIS AND INTERPRETATION

TABLE 4.1

RESPONDENT OF GENDER

GENDER NO. OF PERCENTAGE(%)

RESPONDENTS
Male 46 92
Female 4 8
TOTAL 50 100

SOURCES: PRIMARY DATA

INTERPRETATION: the 4.1 table show that 92% person in male is majority. Also
the shows that 8% person in female in lower level.

CHART4.1

REPONDENT OF GENDER
 100
90
80
70
60
50
40
30
20
10
0
Male Female

NO. OF RESPONDENTS PERCENTAGE(%)

TABLE 4.2

RESPONDENT OF AGE

AGE NO OF RESPONDENT PERCENTAGE (%)

Below 25 4 8

26-35 8 16

36-45 10 20

46 and above 28 56

TOTAL 50 100

SOURCE: PRIMARY DATA

INTERPRETATION: The table shows that 56% in 46 and above high level in
table. And 20% person in 36-45 in the next level. Also 16% person in 26-35 in
the level. Last level in 8% in below 25 in lower level in the chart.

CHART 4.2

RESPONDENT OF AGE
 Below 25 26-35 36-45 46 and above

TABLE 4.3

REPONDENT OF EDUCATIONAL QUALIFICATION

EDUCATIONAL NO. OF
PERCENTAGE (%)
QUALIFICATION RESPONDENT

SSLC 7 14
HSC 8 16
UG 12 24
PG 9 18
DIPLOMA 14 28
TOTAL 50 `100

SOURCE: PRIMARY DATA

INTERPRETATION: The table shows that educational qualification 28% in high level in
diploma. Next level in 24% in UG. And also third level in 18% in PG. Next level in 16% in
HSC. Low level in 14% in SSLC.

CHART 4.3

RESPONDENT OF EDUCATIONAL QUALIFICATION

 DIPLOMA

PG

UG

HSC

SSLC

0 5 10 15 20 25 30
PERCENTAGE (%) NO. OF RESPONDENT

TABLE 4.4

RESPONDENT OF FEEL WORKING ENVIRONMENT IN HIGHLY

SATISFIED

OPINION NO. OF RESPONDENT PERCENTAGE (%)

Yes 42 84

No 8 16

TOTAL 50 100

SOURCE: PRIMARY DATA

INTERPRETATION: The table shows that the feel working environment in

highly satisfied. High level opinion in 84% in Yes. Next level in 16% in no
opinion.

CHART 4.4
 RESPONDENT OF FEEL WORKING ENVIRONMENT IS HIGHLY
SATISFIED

120

100

80

60

40

20

0
NO. OF RESPONDENT PERCENTAGE (%)

Yes No

TABLE 4.5

RESPONDENT OF YOU SATISFIED WITH YOUR PAY PACKAGE

OPINION NO. OF RESPONDENT PERCENTAGE (%)

Satisfied 29 58
Highly Satisfied 9 4
Dissatisfied 16 32
Highly Satisfied 3 6
TOTAL 50 100

SOURCE: PRIMARY DATA

INTERPRETATION: The table shows that in satisfied with pay package. The
opinion in 58% in satisfied in organisational. Next in opinion in 32% in
dissatisfied in organisation. Third level in highly satisfied in 6%. Final satisfied
in 4% in highly satisfied.

CHART 4.5
 RESPONDENT OF YOU SATISFIED WITH YOUR PAY PACKAGE

Satisfied Highly Satisfied Dissatisfied Highly Satisfied

TABLE 4.6

RESPONDENT OF YOU FACE ANY STRESS IN YOUR JOB

OPINION NO. OF RESPONDENT PERCENTAGE (%)

YES 34 68

NO 16 32

TOTAL 50 100

SOURCE: PRIMARY DATA

INTERPRETATION: The table shows that stress faced in job. Majority of

people said that yes 68%. Next minimum people said No with 32%.

CHAT 4.6

RESPONDENT OF YOU FACE ANY STRES IN YOUR JOB

 70

60

50

40

30

20

10

0
NO. OF RESPONDENT PERCENTAGE (%)

YES NO

TABLE 4.7
RESPONDENT OF INTRACT WITH YOUR COLLEAGUES IN YOUR
WORK PLACE (ONLY JOB RELATED INTRACTION)

OPINION NO. OF RESPONDENT PERCENRTAGE (%)

OFTEN 30 60

VERY OFTEN 3 6

RARELY 14 28

VERY RARELY 3 6

TOTAL 50 100

SOURCE: PRIMARY DATA

INTERPRETATION: The table shows the interact with you colleagues in
work place (only job-related interaction). High opinion in the 60% in often.
Next level in 28% in rarely in opinion. Finally in 6% in very often and very
rarely in lower level.
 CHART 4.7
RESPONDENT OF INTACT WITH YOUR COLLEAGUES IN YOUR
WORK PLACE (ONLY JOB RELATED INTRACTION)
35 70

30 60

25 50

20 40

15 30

10 20

5 10

0 0
OFTEN VERY OFTEN RARELY VERY RARELY

NO. OF RESPONDENT PERCENRTAGE (%)

TABLE 4.8
RESPSONDENT OF OPINION ABOUT THIS ORGANISATION
WORKING HOURS
OPION NO. OF RESPONDENT PERCENTAGE (%)
COMFORTABLE 30 60
UNCOMFORTAL 18 36
UNDER PRESSURE 1 2
NO COMMENT 1 2
TOTAL 50 100

SOURCE: PRIMARY DATA

INTERPRETETION: The table shows that opinion about this organisation
working hours. The high opinion in 60% comfortable in organisation. Next
level in the 36% in uncomfortable in organisation. Final opinion in 1% in under
pressure and 1% in no comment in organisation.
CHART 4.8
 RESPONDENT OF OPINION ABOUT THIS ORGANISATION
WORKING HOURS

COMFORTABLE UNCOMFORTAL UNDER PRESSURE NO COMMENT

TABLE 4.9
RESPONDENT OF EXPERIENCE
EXPERIENCE NO OF RESPONDENT PERCENTAGE (%)
LESS THAN 2 YEARS 4 8
2 TO 5 3 6
5 TO 8 15 30
MORE THAN 8 YEARS 28 56
TOTAL 50 100

SOURCE: PRIMARY DATA

INTREPRETATION: The table shows that in experience 56% in high level in
more than 8 years. Next level in 30% in 5-8 years. And also, third level in 8% in
less than 2 years in the persons. Low level in 6% in 2-5 years.

CHART 4.9
 RESPONDENT OF EXPERIENCE

TABLE 4.10
RESPONDENT OF SATISFIED WITH THE REMUNERATION PAID

OPINION NO. OF RESPONDENT PERCENTAGE (%)

SATISFIED 24 48
NOT SATISFIED 22 44
UNDECIDE 4 8
TOTAL 50 100

SOURCE: PRIMARY DATA

INTREPRETATION: The table shows that satisfied with the remuneration
paid. The highly opinion in 48% satisfied. Next level in opinion in 44% is not
satisfied. Final opinion in 8% in undecide.

CHART 4.10

RESPONDENT OF SATISFIED WITH THE REMUNERATION PAID

 UNDECIDE

NOT SATISFIED

SATISFIED

0 10 20 30 40 50 60 70 80

NO. OF RESPONDENT PERCENTAGE (%)

CHAPTER-V
FINDINGS
1. Demographic Characteristics:

 Gender Distribution: The majority of respondents (92%) are male employees.

This indicates a notable gender disparity within the workforce, with a higher
representation of male employees in the study.
 Age Group Distribution: A significant portion (56%) of the respondents falls
within the age group of 46 and above. This suggests a relatively mature
workforce, potentially with extensive experience and tenure within the
organization
 Educational Qualification: A substantial proportion (28%) of respondents
holds a diploma as their highest educational qualification. This may influence
the skill set and professional expectations within the workforce.
2. Job Satisfaction Factors:
  Pay Package Satisfaction: A majority (58%) of respondents express
satisfaction with their pay packages. This positive sentiment could contribute
to overall job satisfaction and employee retention.
 Superior-Subordinate Relationship: Nearly half (46%) of the respondents are
satisfied with the superior-subordinate relationship. This emphasizes the
importance of positive interpersonal dynamics in the workplace.
 Job-Related Stress: A significant majority (68%) of respondent’s report facing
stress in their job. This highlights a potential arca for intervention and
organizational support to address stressors affecting employee well-being.
 Colleague Interaction: A considerable number (60%) of respondents
frequently interact with colleagues on job-related matters. This underscores
the significance of effective communication and collaboration within the
workplace.
 Satisfaction with Bonus and Incentives: A notable majority (52%) express
satisfaction with the bonus and incentives provided. This positive perception
 Remuneration Satisfaction: A notable majority (48%) are satisfied with the
remuneration paid. This aligns with the overall positive sentiment regarding
compensation within the organization.
 Working Environment: An overwhelming majority (84%) feel highly satisfied
with the working environment. This positive assessment can contribute to a
conducive and motivating workplace culture.
 Comfortable Working Hours: A significant majority (60%) find the
organization’s working hours comfortable. This indicates a positive perception
of the work schedule, potentially impacting work-life balance.

These findings provide a comprehensive overview of the demographic characteristics and job
satisfaction factors within MRK Co-Operative Sugar Mills Limited. Further analysis and
interpretation of these findings will be essential for crafting meaningful recommendations to
enhance overall employee satisfaction and organizational performance.
 CHAPTER-VI
SUGGESTIONS
1. Addressing Workload-Related Stress:

Observation: Some employees express feeling highly stressed due to heavy workloads.
Recommendation: Implement regular intervals or breaks during the work to provide
employees with moments of respite. This could contribute to improved mental well- being
and increased productivity.

2. Encouragement for Learning from Mistakes:

Observation: Employees feel a lack of encouragement to learn from their mistakes.

Recommendation: Foster a supportive culture that encourages learning from errors. Provide
constructive feedback and solutions for non-repeated mistakes, emphasizing a growth-
oriented approach.

3. Improving Peer Connections:

Observation: Employees express dissatisfaction with their connection with peers.

Recommendation: Organize interactive activities such as games or team-building exercises
on a quarterly basis. These initiatives can enhance interpersonal relationships, promote
teamwork, and develop valuable skills among employees.

4. Enhancing Job Security Perception:

Observation: Employees feel insecure about their job positions.

Recommendation: Maintain open links of communication regarding job security. Establish

mechanisms for employees to voice concerns or seek clarification about their roles.
Transparency about organizational stability can alleviate anxieties.

These suggestions aim to address specific concerns raised by employees, fostering a positive
work environment, and enhancing overall job satisfaction. Implementation of these
recommendations can contribute to improved employee well-being, increased engagement,
and a more productive organizational culture.

CHAPTER-VII
CONCLUSION
The project was helpful to study the employee's job satisfaction in M.R.
Krishnamurthy, Co-Operative Sugar Mills Limited. This study would be helpful to
understand how employs would perceive about the available facilities towards job
satisfaction.

From the study it was found that most of the employees were satisfied with their work
environment. The employee's felt that their direct supervisor was helpful to perform their job
in a better way. The interpersonal relationship between employees were healthy.
 QUESTIONNAIRES
A STUDY ON JOB SATISFACTION AT
M.R.KRISHNAMURTHY, CO- OPERATIVE SUGAR MILLS
LIMITED, SETHIYATHOPE.

Name:

1 Gender:
A) Male B) Female
2 Age:
A) Below 25 B) 26-35
C) 46 and above D) 36-45
3 Educational qualification:
A) SSLC B) HSC
D) PG C) UG
4 Are you satisfied with your pay package?
 A) Satisfied B) Highly satisfied
C) Dissatisfied D) Highly dissatisfied
5 What is your level of satisfaction regarding superior-subordinate relationship?
A) Highly satisfied B) Dissatisfied
C) Satisfied D) Highly dissatisfied
6 Do you face any stress in your job?
A) Yes B) No
7 Often you interact with your colleagues in your work-place (only job related interaction)
A) Satisfied B) Very rarely
C) Rarely D) Very often
8 Are you satisfied with the bonus and incentives given?
A) Highly satisfied B) Dissatisfied
C) Satisfied D) Highly dissatisfied
9 Do you feel working environment is highly satisfactory in MRK sugar mill?
A) Yes B) No
10 What is your opinion about this organisation working hours?
A) Uncomfortable B) Under pressure
C) Comfortable D) No comment