Ritu Projct.docx

Project Report On “STUDY ON EFFECTIVENESS OF GRIEVANCE HANDLING IN ENHANCEPLUS CONSULTANCY INDORE” Submitted in partial fulfillment of Degree of

MASTER OF BUSSINESS ADMINISTRATION

RANI DURGAVATI VISHWAVIDYALAYA, JABALPUR Under the Guidence of

Prof. Pankaj tiwari Submitted By

RITU SAHNI

ROLL NO:-16161182

MBA 3rd SEMESTER

ENROLL: BG1679

GLOBAL NATURE CARE SANGATHAN’S GROUP OF INSTITUTIONS, JABALPUR SESSION: 2016 – 2018

DEPARTMENT OF MANAGEMENT

STUDENT DECLARATION I RITU SAHNI (MBA 3rd semester) hereby declare that the Project Report entitled “STUDY ON EFFECTIVENESS OF GRIEVANCE HANDLING IN ENHANCEPLUS CONSULTANCY” submitted in partial fulfillment of the requirement for the degree of Masters of Business Administration to Rani Durgavati Vishwavidyalaya, Jabalpur. This is my original work and that no part of this report has been submitted for the award of any other Degree, Diploma, Fellowship or other similar titles or prizes and that the work has not been published in any journals or magazines. Date :

Signature :

RITU SAHNI ROLL NO. : 16161182

EN. NO. : BG1679

ACKNOWLEDGEMENT

With immense pleasure, I would like to present this project on “STUDY ON EFFECTIVENESS OF GRIEVANCE HANDLING IN ENHANCEPLUS CONSULTANCY’’ .It has been an enriching experience for me to undergo my research, which would not have been possible without the goodwill and support of the people around. As a student of GLOBAL NATURE CARE SANGATHAN’S GROUP OF INSTITUTIONS, JABALPUR ,I would like to express my sincere thanks to all those who helped me during my research.. I would like to thanks DR. SHAILENDRA BASEDIA my HOD for this project &PROF. PANKAJ TIWARI my guide for giving such opportunity. I thankfully acknowledge the continuous support and inspiration given to me by my Project Guide sparing her valuable time with me and giving all the guidence in executing the project as per requirement. I am grateful to my friends for giving support in my project. Lastly, I would like to thank each and every person who helped me in completing the project especially MY PARENTS.

DEPARTMENT OF MANAGEMENT

CERTIFICATE OF HOD This is to certify that project report titled “STUDY ON EFFECTIVENESS OF GRIEVANCE HANDLING IN ENHANCEPLUS CONSULTANCY” submitted by RITU SAHNI of MBA 3rd semester

may be accepted towards partial fulfillment of Masters of Business Administration.

Date :

Prof. Shailendra Basedia HOD Faculty of management Global Nature Care Sangathan’s Group of Institutions, Jabalpur

CERTIFICATE OF GUIDE This is to certify that the project report entitled “STUDY ON EFFECTIVENESS OF GRIEVANCE HANDLING IN ENHANCEPLUS CONSULTANCY” Submitted by RITU SAHNI (MBA 3rd semester Roll No.16161182 Enrollment No. Bg1679) in partial fulfillment of the requirement of for the degree of MASTERS OF BUSSINESS ADMINISTRATION of RDVV has worked under my supervision and guidance. The candidate is regular student of our institution. This report is up to the standard both in respect of its contents and literacy presentation for being referred to all examiners.

Date :

Signature:

Prof. Pankaj tiwari Global Nature Care Sangathan’s Group of Institutions, Jabalpur

INDEX

Content

S. No.

Page No.

1

EXECUTIVE SUMMARY

8

2

OBJECTIVE OF STUDY

9

3

COMPANY PROFILE

10 to 15

4

INTRODUCTION OF TOPIC

16 to 18

5

LITERATURE REVIEW

19,20

6

RESEARCH METHODOLOGY

21,22

7

DATA INTERPRETATION

8

FINDINGS

38

9

SUGGESTIONS

39

10

LIMITATIONS

40

11

CONCLUSIONS

41

12

BIBLIOGRAPHY

42

13

ANNEXURE

23 to 37

43 to 45

A grievance is a complaint that may or may not be justified. Often a The study aims to know the Employee grievance and the handling procedure. It

helps in identifying how the

employees are engaging themselves in their job to the full involvement. The main objective of the study was specifically on grievance handling procedures among the employees to ENHANCEPLUS CONSULTANCY Grievance is a complaint about something that breaks a rule or a law, like a grievance filed against a person who builds a fence in his front yard in a town that does not allow that. If that same neighbor plants flowers he knows make you sneeze uncontrollably, you might be unhappy about that, but this is the kind of grievance you can work out among yourselves. The type of Research used in this study is descriptive research. The sources of the data for the study were primary data. The self prepared questionnaire was used to find the personal data of respondents and the grievance procedure involved in the organization. The study was conducted among 1O employees.

“To study specifically on grievance handling procedures among the employees to Cambodia mill, Coimbatore.” 

To find out the need for grievance redressal procedure



To find out the work environment and workgroup.



To analysis the effectiveness of the grievance redressal procedures in the organization.



To identify the steps involved in solving grievance redressal procedures.



To suggest measures to overcome the problems.

Enhanceplus came into existence with a view to provide Complete Enterprise Solution to its customers. It is committed to individuals and organizations who aspire to grow. The growing Indian Economy has placed an open canvas of opportunities. With our expertise in the areas of Human Resource and Marketing, we attempt to be the lights to steer the opportunities to our clients advantage. The portfolio of services includes Recruitment, Training and HR solutions.

OUR VISION 

To be a leading consultant in Pan India.

OUR MISSION 

To provide right people at right cost with right quality.



To succeed in the market based on our professionalism, skill and innovation



To possess highest standards of responsibilities and accountability towards our job.

OUR PRINCIPLE 

Honesty towards our profession.



Integrity with all stakeholders.



Profit through value addition.



Result oriented work environment.

SERVICES OF ENHANCE PLUS Corporate Training Organizations across India have increasingly realized that the need to invest on Manpower is equally important as investment on Equipments. Hence, HR is constantly looking at upgrading the knowledge of its people. Training has also become an important tool for retention We expertise in the field of Management Consultancy and Corporate Training

Entry level Training India is the only country with over 60% of its population in their 20 s. This provides an immense opportunity, an opportunity to upgrade and nurture talent through training and counseling. Catch them young and watch them grow.

TRAINING AREAS OF EXPERTISE

           

Business Leadership - Becoming Management Material Motivation Training - Motivating Your Workforce Performance Management - Managing Employee Performance Competency Mapping & benchmarking Soft Skills for Professionals Team Building - Developing High Performance Teams Time Management Training 5-S, Kaizen Total Productive Maintenance (TPM) Business Etiquette Development Excelling as a Manager or Team Leader Business Writing Skills for Professionals

ENHANCEPLUS SYSTEM We have a good support system in our team of consultants who facilitate search of the right candidate through research. This is done together with our key source and personal contacts. Candidates are short listed on the basis of every parameter before a client-candidate meeting is scheduled. We see to the cultural fit too as we believe that the growth of a company is through the people who work for it. Throughout the recruitment process, we act as a medium between the candidate and the company. We ensure the timely and smooth transition of the candidate to the new organization Enhanceplus understands executive search as a combination of common sense, knowledge, imagination, discretion and sheer hard work. Backed by professionals we bring in value addition, integrating human resource with business processes effectively. Our policy is to recommend only 3 candidates per requirement, unless specified otherwise by our clients. We understand the priorities of our clients and the value of their time. We do not believe in overloading our clients with multiple unscreened resumes. The difference with Enhanceplus is to ensure that you get the most suitable candidates in the shortest possible time. As a policy we do not head hunt for candidates from our client organizations.

CLIENTS OF ENHANCEPLUS

OWNER OF ENHANCEPLUS

Col Sunil Sharma is the Managing Director of Enhanceplus Consultants. He is a professional HR consultant and his company facilitates the business sector by aligning HR with the company's business plans. He is an alumnus of IIM Indore & Indian Army with over 30 years of experience. He headed the HR function of Ipca laboratories and then National Steel and Agro Industries, wherein he developed and evolved the HR systems and set up the operations of the HR at Plants, Head Office and branches. IIM-Indore and the exposure to working of pharmaceutical and steel plants gave him the cutting edge in this competitive & human intensive field. Fast paced solutions, creative techniques and innovative ideas coupled with his expertise in Management & Strategic thinking facilitate him as a fully dedicated and passionate consultant. His area of specialization is HR and Strategic issues. The main focus lies on training and development of the Company's resources and to keep them motivated and equip them with latest knowledge of their field. He also assists the Management in strategic concepts & planning to equip them for the competitive market

A grievance is any dissatisfaction or feeling of injustice having connection with one’s employment situation which is brought to the attention of management. Speaking broadly, a grievance is any dissatisfaction that adversely affects organizational relations and productivity. To understand what a grievance is, it is necessary to distinguish between dissatisfaction, complaint, and grievance

Grievance Every employee has a certain expectations, which he thinks must be fulfilled by the organization he is working for when the organization fails to this he develop a feeling of dissatisfaction when an employee feels something is unfair in the organization he is said to have a grievance.

Discovery of grievances Grievances can be uncovered in a number of ways, Gossip and grapevine offer vital clues about employee grievances. Gripe boxes, open door polices periodic interviews, exit surveys could also be undertaken to uncover the mystery surrounding grievances.

Grievances may occur for a number of reasons: Economic: Wage fixation, overtime, bonus, wage revision etc. employees may feel that they are paid less when compared to others.

Work environment: Poor physical conditions of workplace, tight production norms, defective tools and equipment, poor quality of materials, unfair rules, lack of recognition, etc.

Supervision: Relates to the attitudes of the supervisor towards the employee such as perceived notions of bias, favoritism, nepotism, caste affiliations, regional feelings etc.

Work group: Employee is unable to adjust with his colleagues; suffers from feelings of neglect, victimization and becomes an object of ridicule and humiliation, etc.

Miscellaneous: These include issues relating to certain violations in respect of promotions, safety methods, transfer, disciplinary rules, fines, granting leave, medical facilities, etc.

Grievance Effects: Grievances if they are not identified and redressed, May adversely affect workers, managers and the organization as a whole. The effects are:

Grievance effects of production include: 

Low quality of production



Low quantity of production and productivity.



Increase in the wastage of material, spoilage/breakage of machinery.



Increase in the cost of production per unit.

Grievance effects of employees: 

Increases the rate of absenteeism and turnover.



Reduces the level of commitment, sincerity and punctuality.



Increases the incidence of accidents.



Reduces the level of employee morale.

Grievance effects of managers: 

Strains the superior-subordinate relations.



Increases the degree of supervision, control and follow up.



Increase in indiscipline cases.



Increase in unrest and thereby machinery to maintain industrial peace.

1.

BOOK TITLE AUTHOR PUBLICATION

:

Human resource Management

:

K Aswathappa :

Tata McGraw Hill

ABSTRACT : A grievance may be defined as any feeling of discontent or dissatisfaction , whether expressed or not and whether valid or not, arising out of anything connected with the company that an employee thinks, believes or even feels is unfair, unjust or inequitable.



Unvoiced or stated by the workers,



Written or unwritten, and



Valid or ridiculous, and may arise out of something connected with the company. The formal mechanism for dealing with such worker’s dissatisfaction is called

grievance procedures. There may be variations in the procedures followed for resolving employee grievances. Variations may result from such factors as organizational or decisionmaking structures or size of the plant or company. Large organizations do tend to have formal grievances procedures involving succession of steps.

2. BOOK TITLE : SOURCE

Grievance Producers

: Encyclopedia Britannica

ABSTRACT : In

industrial relations, process through which disagreements between

individual workers and management may be settled is called as grievance Redressal Procedure. Typical grievance may include the promotion of one worker over another who has seniority, disputes over holiday pay, and problems related to worker discipline.

Grievance procedures are a significant issue in collective bargaining agreements in much of Europe and the United States. They usually detaails a series of steps open to the worker, beginning with discussions between the foreman and the human steward and going up the line until a settlememt has been reached. The final step in United States is usually arbitration ; in some European countries the grievance case may finally be appealed to a labour court.

“The objective and systematic method of finding solution to a problem i.e., systematic collection, recording, analyzing, interpretation and reporting of information about facts of phenomenon under study." The success of research depends mostly on the methodology on which it is carried out. The appropriate methodology will improve the validity of the findings. This chapter discusses the methods of data collection, research design, sample plan and statistical technique.

RESEARCH DESIGN A research design is the arrangement of conditions for collection and analysis of data in a manner that combine relevance to the research purpose with economy in procedure. The research design used is descriptive research design. Descriptive research studies are those which are concerned with describing the characteristic of a particular group. The major purpose of descriptive research is description of the state of affairs as exists at present.

SAMPLING DESIGN Sampling is used to collect primary data when the source of data is far too many to be exhausting handled. Sampling is the integral part of data collection process. The way of selecting a sample is known as sample design. It is the definite plan for obtaining a sample from a given population. It may as well lay down the number of items to be included in the sample i.e. the size of the sample.

1. Population The overall population of the process is 20’

2. Sample size Out of 20 employees in Enhanceplus, the data has been collected from 10 employees.

3. Target Respondents The target respondents for the study are employees for Enhanceplus Consultant.

4. Tools of Data Collection The self prepared questionnaire was used to find out the personal data of respondents is found out the grievance procedure involved in the organization.

5. Sources of Data: This piece of research depends entirely on the primary data collected for studying the above mentioned objectives of the company.

 Primary data: Primary data is the first hand information that is obtained through experiment surveys, etc. in this study the primary sources of data is obtained by issuing interview schedule to the respondents. In interview schedule method the respondents are given questionnaire with request to return after completing the interview schedule.

1. How often you face grievance in the organization? S.no

Opinion

Respondents

Percentage

1

Mostly

1

10%

2

Rarely

6

60%

3

Sometimes

1

10%

4

Not at all

2

20%

10

100%

TOTAL

Percentage Mostly Rarely Sometimes Not at all

INTERPRETATION From the above table it is found that 60% of the respondents opinion is grievance is occurring rarely in the organization, whereas only 10% of the respondents says that grievance is occurring sometimes or mostly, and only 20% respondents opinion is grievance is not at all occurring in the organization.

2. To what level the Management is effective in grievance settlement? S.no

Opinion

Respondents

Percentage

1

Completely

3

30%

2

To a certain extent

2

20%

3

To a satisfactory

3

30%

4

Not at all

2

20%

10

100%

TOTAL

Percentage

Completely To a certain extent To a satisfactory Not at all

INTERPRETATION 

30% of the respondents opinion is grievance is solved completely by the management.



30% of the respondents opinion is grievance is been solved to the satisfactory level by the management.



20% of the respondents says that their grievance is solved to some extent and 20% respondents says that their grievance has not at all solved by the organization.

3.

Distribution of the respondents by their educational qualification

S.no

Education level

Respondents

Percentage

1

Uneducated

0

0%

2

Graduated

0

0%

3

Post graduated

10

100%

4

Total

10

100%

FREQUENCY

UNEDUCATED GRADUATED POST GRADUATED

INERPRETATION The above table exhibits that all the respondents (100%) that is, 100% of the respondents are secondary level and none of the respondents are of primary level and uneducated.

4.

Distribution of the respondents by their monthly income

S.no

Monthly income

Frequency

Percentage

1

Below 10000

4

40%

2

Above 15000

6

60%

3

Total

10

100%

PERCENTAGE 70 60

50 40 PERCENTAGE

30 20 10 0 BELOW 10000

ABOVE 15000

INERPRETATION From the above table reveals that 60 percentages of the respondent’s monthly income above 15000, 40 percentages of the respondents below 10000. It is found that the respondents whose income is below 10000 is likely unsatisfied which the salary package than the respondents with above 15000 salary.

5.

Respondents’ opinion about the fixation of wages

S.no

Opinion

RESPONDENTS

Percentage

1

Strongly agree

4

40%

2

Agree

2

20%

3

Neutral

4

Disagree

1

10%

6

Total

10

100%

3

30%

Percentage

Strongly agree Agree Neutral Disagree

INTERPRETATION It is clear from the above table that 10 percentages of the respondents disagree that the wage fixation is not up to the mark, whereas 20 percentages of the respondents agree, 30 percentages of the respondents do not have any opinion, 40 percentages of the respondents strongly agree. It is found that 40 percentages of the respondents strongly agrees that the wage fixation is not up to the mark and due to which grievances occurs.

6. Respondent’s opinion towards the allotment of overtime S.no

Opinion

Respondents

Percentage

1

Strongly agree

4

40%

2

Agree

3

30%

3

Neutral

2

20%

4

Disagree

1

10%

6

Total

10

100%

Percentage Strongly agree Agree Neutral Disagree

INERPRETATION It is understood from the above table that 20 percentages of the respondents do not have any opinion about the overtime allotted to them are creating tiresome. Whereas 10 percentages of the respondents disagree, 30 percentages of the respondents agree and the rest 40 percent each of the respondents strongly agree. It is found that 40% strongly agrees that due to overtime allotted to them grievances are occurring.

7. Respondent’s opinion on the incentives schemes followed by the organization Serial No.

Opinion

Respondents

Percentage

1

Strongly agree

3

30%

2

Agree

2

20%

3

Neutral

3

30%

4

Disagree

2

20%

10

100%

total

RESPONDENTS 30 25 20 15 10

RESPONDENTS

5 0 STRONGLY AGREE

AGREE

NEUTRAL

DISAGREE

INTERPRETATION From the above chart and table it is clear that 30% of respondents are strongly agrees with the statement that grievances are occurring due to incentive plans and schemes followed by the organization and 20% agrees with the statement, whereas 30% of respondents are neutral and 20% disagrees with the statement.

8. Respondent’s opinion on the provision of allowance and working hours

Serial no.

Opinion

Respondents

1

Strongly agree

1

10%

2

Agree

2

20%

3

Neutral

3

30%

4

Disagree

4

40%

5

Total

150

100%

40 35 30 25 20 15 10 5 0

Percentage

PERCENTAGE

STRONGLY AGREES

AGREES

NEUTRAL

DISAGREES

INTERPRETATION 

40% of respondents are disagrees with the statement that grievances are occurring due to provision of allowance and working hours.



Whereas 30% respondents are neutral, they don’t have any negative and positive points.



10% of respondents strongly agrees with statement and,



20% of respondents agrees with the statement.

9. Respondent’s opinion towards the workplace and working condition

S.no

Opinion

Frequency

Percentage

1

Strongly agree

1

10%

2

Agree

2

20%

3

Disagree

5

50%

4

Strongly disagree

2

20%

5

Total

10

100%

PERCENTAGE

STRONGLY AGREE AGREE DISAGREE STRONGLY DISAGREE

INTERPRETATION It is found from the above table that 50% respondents disagrees from the statement that grievance is occurring due to workplace and working conditions and only 10% respondents strongly agrees from this statement whereas 20% of respondents agrees with the statement , and 20% of respondents disagrees.

10. Respondents’ opinion toward the level of safety towards handling equipments

S.no

Opinion

Respondents

Percentage

1

Strongly agree

8

80%

2

Agree

1

10%

3

Disagree

1

10%

4

Total

10

100%

percentage

strongly agree Agree Disagree

INTREPRETATION   

80% strongly agrees towards the level of safety towards handling equipments. 10% Agrees towards the level of safety towards handling equipments. 10% Disagrees towards the level of safety towards handling equipments.

11. Respondent’s opinion towards supervisor following favoritism Opinion

Respondents

Percentage

1

Strongly agree

2

20%

2

Agree

1

10%

3

Disagree

7

70%

4

Total

10

100%

S.no

PERCENTAGE

STRONGLY AGREES AGREES

DISAGREES

INTREPRETATION   

20% strongly agrees towards supervisor following favoritism. 10% agrees towards supervisor following favoritism. 70% disagrees towards supervisor following favoritism.

12. Opinion of the respondents about the grievances in continuity of their service

S.no

Opinion

Frequency

Percentage

1

Agree

1

10%

2

Disagree

2

20%

3

Strongly disagree

7

70%

Total

10

100%

4

70 60 50 40

PERCENTAGE

30 20 10 0 STRONGLY DISAGREE

AGREES

DISAGRESS

INTERPRETATION   

70% Strongly disagrees about the grievances in continuity of their service. 20% disagrees about the grievances in continuity of their service. 10% Agrees about the grievances in continuity of their service.

13. Respondent’s opinion toward the disciplinary rules S.no

Opinion

Frequency

Percentage

1

Strongly agree

4

40%

2

Disagrees

6

60%

3

Total

10

100%

PERCENTAGE

STRONGLY AGREES DISAGREES

INTERPRETATION  

40% strongly agrees that grievances is occurring due to disciplinary rules. 60% disagrees that grievances is occurring due to disciplinary rules.

14. Respondent’s opinion toward getting appropriate leaves.

S.no

Opinion

Frequency

Percentage

1

Strongly agree

8

80%

2

Disagrees

2

20%

3

Total

10

100%

PERCENTAGE

Strongly agree disagree

INTERPRETATION  

80% strongly agrees that grievance is occurring due to not getting appropriate leave. 20% disagrees that that grievance is occurring due to not getting appropriate leave.

15. Respondent’s opinion towards satisfaction on medical facilities

S.no

Opinion

Frequency

1

Strongly agree

3

30%

2

Disagree

7

70%

3

Total

10

Percentage

100%

Percentage

disagrees strongly agrees

INTREPRETATION  

70% of respondents disagrees towards satisfaction on medical facilities. 30% of respondents strongly agrees towards satisfaction on medical facilities.



After fully surveying the whole case, I found the term grievance can’t be solved but can be minimized by taking serious attempts towards it on write time and on write situation.



Grievance is the result of human interaction with different state of mind in the same working place.



Grievance can also lead to loss in positive working environment therefore positive environment should be maintained while working in any organization.



After surveying I found grievance can be minimized by awaking people about the term grievance and how to resolve it.

To overcome the grievance there are few needs indentified by the respondents which are listed out as below 

Due do the lack of grievance redressal procedure, the employees should be given an opportunity to express their dissatisfaction, which will automatically pave a way to settle their frustration.



During the times of settlement the satisfaction of the employee should be ultimate goal of an organization.



To follow an effective settlement the company needs to keep a check on arbitrary actions during grievance procedures.



It is suggested that a good grievance redressal may bring harmonious industrial relations as employee grievances are settled before they turn into industrial conflict.



Most of the employees feel they are not recognized for their performance



The time taken to solve the problem is much of long duration it causes lack in belief in employees of the organization.



Grievance cause lack in communication which results in chances of not getting case solved.



Higher authorities always tries to hide the grievance related matters which may cause to inappropriate results.



Grievance is the result of human behavior mostly therefore it cant be fully terminated.

The employee with a grievance first approaches his supervisor/manager and conveys his problems, verbally. This grievance may also be expressed in a conference of a discussion specifically arranged for this purpose. The grievance can be settled at this stage if the supervisor has the requisite people management and problem solving skills. If the employee is not satisfied with the settlement, the supervisor forwards this grievance to a higher-level manager or departmental head with a not mentioning the grievance of the employee and the failure in the first stage of redressal. The manager solving the grievance at this level may be a business manager or superintendent or an industrial relations officer who checks the grievance and gives his verdict. In case of ENHANCE PLUS CONSULTANCY the procedures followed by the organization was very much satisfying and from the survey it was found that almost all the respondents are satisfied towards the grievance procedures of the organization. The study concludes that this shall be kept intact to achieve the satisfaction level among employees and organization.



Biswanath Ghosh, “Human resources development and management”, publishing house pvt ltd, 2000, Pp 284-294. Reprinted 2005, 2006,2007,2008,2009.



Garry Dessler, “Human Resource Management” Prentice hall of India, 7th edition, reprint 1997, Pp 543.



Indrasen I “Some correlation and perception of organizational climate managerial psychology” Pp 35-45.



Kothari C R, “Research Methodology Methods and Techniques” 2nd edition Vishwa Prakashan Pp 227-299.



Prasad I M “Organizational Behaviour” Sultan Chand&Sons Reprient 1998, Pp 229-350.



VSP Rao, “Human resource management”2nd edition 2005, Pp 491-506.

WEBSITE: 

www.wikipedia.com



www.borjournals.com .



www.indianmba.com/../fc338.html



[email protected]



www.http:ststististic.leard.com/….one-way Anova



www.businessdictionary.com/definition/grievance.htm



www.griev.com/whatisagrievance.html.

1. Distribution of the respondents by their age a) 20-30 b) 40-50 2. Distribution of the respondents by their gender a) MALE b) FEMALE 3. Distribution of the respondents by their educational qualification a) Uneducated b) Primary level c) Secondary level 4. Distribution of the respondents by their monthly income. a) Below 3000 b) Above 5000 5. Respondent’s opinion about the fixation of wages. a) Strongly agree b) Agree c) Neutral d) Disagree 6. Respondent’s opinion towards the allotment of overtime a) Strongly agree b) Agree c) Neutral d) Disagree

7. Respondent’s opinion on the incentives schemes followed by the organization. a) Strongly agree b) Agree c) Neutral d) Disagree

8.

Respondent’s opinion on the provision of allowance and working hours

a) Strongly agree b) Agree c) Neutral d) Disagree 9. Respondent’s opinion towards the workplace and working condition a) Strongly agree b) Agree c) Neutral d) Disagree 10. Respondents’ opinion toward the level of safety towards handling equipments a) Strongly agree b) Agree c) Disagree

11. Respondent’s opinion towards supervisor following favoritism a) Strongly agree b) Agree c) Disagree

12. Opinion of the respondents about the grievances in continuity of their service a) Agree b) Disagree c) Strongly disagree

13.

Respondent’s opinion toward the disciplinary rules a) Strongly agree b) Disagree

14. Respondent’s opinion toward getting appropriate leaves. a) Strongly agree b) Disagree

15. Respondent’s opinion towards satisfaction on medical facilities a) Strongly agree b) Disagree