Professional Documents
Culture Documents
Submitted in partial fulfilment of the requirements for the award of the degree of
Session 2016-17
PERIYAR MANAGEMENT AND COMPUTER COLLEGE
“Periyar Centre”, FC–33, Plot No. 1&2, Institutional Area, Jasola, New Delhi – 110025
CONTENTS
It is really a matter of pleasure for me to get an opportunity to thank all the persons who
contributed directly or indirectly for the successful completion of the project report, “a
study on employee satisfaction of UAS International”.
I wish to express my gratitude to the branch manager Mr. SHUBHANSHU JAIN & Miss
SAKSHI MISHRA of UAS International for giving me an opportunity to be a part of their
esteem organization and enhance my knowledge by granting permission to do a summer
training Project. They provided me with their assistance and support whenever needed,
which has been instrumental in completion of this project. I am thankful to them, for their
support and encouragement throughout the tenure of the project. Also I am thankful to my
faculty guide MS. RASHEEQA TABASSUM from PERIYAR MANAGEMENT OF COMPUTER
COLLEGE for being a source of support during this training period. Last but not the least I
am grateful to all the staff members of UAS INTERNATIONAL for their kind cooperation
and help during the course of my project.
TO WHOM IT MAY CONCERN
Certified that the Summer Training Report submitted in partial fulfillment of Master of Business
Administration (MBA) to be awarded by G.G.S.I.P. University, Delhi by Anjali Siwas,
Enrolment No.00717903916 has been completed under my guidance and is satisfactory.
Employee satisfaction is essential to the success of any business. The important factors that are
to be considered in the employee satisfaction of employees are salary, promotion, working
condition, and so on...
The study was done as part of Descriptive Research. Convenience sampling technique was
employed for selecting the sample. The primary data was collected by means of questionnaire.
The secondary data was collected from the company records and websites. A structured
questionnaire was given to fifty employees and the data was collected based on the same. The
data was analyzed using percentage method and Likert scale method. Utmost care has been taken
from the beginning of the preparation of the questionnaire till the analysis, findings and
suggestions. The analysis leads over to the conclusion that majority of the employees are
satisfied. Dissatisfaction with reference to some of the factors was also reported.It was found that
dissatisfaction among employees will affect the work performance and productivity of the
organization. Valuable suggestions and recommendations are also given to the company for the
better prospects.
1.2 RESEARCH PROBLEM
Employee are the asset of any organization. It is through the employees. The organization
achieves its objectives. It is very important from the organization point of view to keep them
satisfied. The purpose of study is to understand the level of satisfaction among the employees to
UAS INTERNATIONAL and suggest the area for improvement if any.
CHAPTER -1
INTRODUCTON
MEANING
Employee satisfaction is a measure of how happy workers are with their employee and working
environment. Keeping morale high among workers can be tremendous benefit to any
organization, as happy workers will be likely to benefit to any company. There are many factors
for maintaining high employee satisfaction, which wise employers would do will to implement.
EMPLOYEE SATISFACTION
To increase employee satisfaction, many companies will have mandatory survey or face to face
meeting either employees to gather information. Both of these tactics have pros and cons and
should be chose carefully. Surveys are often annoying allowing workers more freedom to be
honest without fear. Interview with company management can feel intimating but if done
carefully can let to workers know their voice has been heard and their concern addressed by
those in changes. Surveys and meetings can truly got the center of data surrounding employee
satisfaction and can be great tools to identify specific problems leading to lowering morale.
Many experts believe that one of the best ways to maintain employee satisfaction is to make
workers feel they are part of the family or team. Holding Office Events such as parties and group
outings can help close bonds among workers. Many companies also participate in team building
retreats that are designed strengthen the working relationship of the employers in the non-
working related settings. Company trips, pain ball wars and guided back parking trips are
versions of this type of team building strategy, with which many employees have founded
success.
Of course, few will not experience a boost in morale after receiving more and many raises and
bonuses can seriously affect employee satisfaction and should be given when possible. Yet
money cannot solve all morale issues and of a company with wide spread problems for workers
cannot improve their overall improvement, a bonus may be quickly forgotten as daily stress of an
unpleasant employee continuous to mount.
The backbone of employee satisfaction in respect for workers and the employee they perform. In
every interaction with management, employees should be treated with courtesy and interest. In
easy avenue for employers to discuss problems, with upper management should be maintained
and carefully monitored. Even if management cannot meet all the demands of employees.
Showing workers that they are being heard and putting honest dedications into compromising
will often help to improve morale.
• Increase productivity.
• Energetic employers
• Higher quality products and or services due to more competent, energized employees.
• Quantity of task.
SALARY
Salary is a fixed amount or compensation paid to an employee by an employer in return for work
performed. An employee who is paid a salary is expected to complete a whole employee in
return for the salary.
OVERTIME ALLOWANCE
Overtime allowance in extra cash compensation for the hours that employees work in excess.
DECISION MAKING
Decision making involves the selection of a suitable action from among two or more possible
alternatives in order to arrive at a solution to a problem.
PROBLEM SOLVING
Grievance handling means help to solve a problem of the person who is in trouble and went
some kind of help. It is to help such a person is a way that can give him justice to his satisfaction.
WELFARE FACILITY
Employee welfare aims at providing such service facilities and amenities, which enables a
worker to perform their employee well. An employee welfare facility consists of canteen, rest
rooms, housing facility, medical facility, educational facility and transportation facility. This
study helps to find out the various accretions facilities they are provided by the company.
TEAM WORK
TRAINING
Training is the format and systematic modification of behavior. Which occurs as a result of
education, introduction development and planned experience.
EMPLOYEE SECURITY
It is the probability that an individual will keep his or her employee. A employee with a high
level of employee security in such that a person with the employee would have a small chance of
become employees.
EFFECTIVE COMMUNICATION
WORK SHCEDULE
Employees work schedules vary from full fill time lo part time to employee shares. All work
schedules have one thing in common; the employee is doing work under an employer. Today's
employers understand that flexibility is what employee requires in their work schedules. If they
don't employers should beware
It is said that satisfied employees are more productive. So every organization is giving high
priority to keep their employees satisfied by providing several facilities which improves
satisfaction and reduce dissatisfaction.
I want to know whether the employees in UAS INTERNATIONAL are satisfied or not. So I
had to address the problem in my study.
1.2 OBJECTIVES OF THE STUDY
PRIMARY OBJECTIVE
• The primary objective of the research is to find employees’ satisfaction level of the
organization.
SECONDARY OBJECTIVES
• To know how employees opinion about work place, pay and benefits.
• To study and analyses the various factors affecting the employee satisfaction level.
The backbone of the employee satisfaction is respect for workers and employee they
perform. And easy revenue for employee to discuss problems with upper management should be
maintained and carefully monitored. The study was done to know the employee satisfaction in
UAS INTERNATIONAL. Employee are backbone of every organization so the organization
should consider a lot the employee should be motivated and satisfied. So that they can work
more and hence to reach the organization is to its great.
1.4 COMPANY PROFILE
UAS International (A Unit of United Accrual Services Pvt. Ltd.) is a people training and
development company. Established in 2013, on the principles of developing and delivering high
quality training, which results in a large number of on-board consultants & require Interns
through-out the year. Hence Interns can work at any point of time for either 2 months or 3
months or 6 months based on the college policy of Internship program. Though our client base is
spread across, BFSI &Telecom Sector. Since we have a large client base in Banking Sector
consisting more of Public Sector Banks. Few of the prominent Banks are Punjab National Bank,
Bank of Baroda & Bank of Karnataka etc. We are looking out for Interns passionate to make
their career in Banking & Insurance Sector, specifically in the area of HR & Marketing. UAS
International is able to facilitate various training and development programs/internships in India
and abroad with top B-schools and has trained almost 52000 and above interns till date. Liaison
with 26 universities in India with the base size of 900 & above campus. International Liaison
with 80 universities in abroad with the base size of 500 & above. Having a Team of 42 exclusive
corporate trainers. Company is having asset under management of 80cr.The operations
of the company are spread beyond the national boundaries of India.
Keeping in mind the most critical needs in today's context, we have emerged as a service partner
of Various Banks providing a one stop Solution offering a gamut of services - Training &
development, International & National Internship, International & National Placement &
Student exchange program abroad. Moreover we are India's 1st Organization to launch a
customer care for the students for the mentioned Services - Training &development,
International & National Internship, International & National Placement & Student
exchange program abroad. Thus, our mission is to establish high standards of professional
etiquette and to effectively.Facilitate a comprehensive and accomplished system of continuing
professional development for every possible profession through our exceptional
training solutions.
We understand the multiple needs of business world and recognize that there is a gap in what
enterprises expect and what people perform. We can meet the needs from a single source, with
the facilities, resources and learning expertise to fully achieve the desired goals. For the purpose,
UAS International has come up with a unique International Live Project to train and develop the
knowledge and resource based skills in the candidates to fill the void of the business
environment.
1.4.3 Vision
“To be a progressive leader and the first choice of clients for providing dynamic solutions-
integrating people process and performance”.
Mission
1.4.4 PRODUCT
The only brand in india and abroad which is having the call centre for student for the
mentioned services.
For international and national internship assistance
For international and national placement assistance
Keeping in mind the most critical needs in today context, I have emerged as a service partner
providing clients a one stop solution offering a gamut of services “ Training &development,
International & National Internship, International & National Placement & Student exchange
program abroad. More are India's 1st Organization to launch a customer care for the students for
the mentioned services Training &development, International & National Internship,
International & National Placement & Student exchange program abroad. Thus, mission is to
establish high standards of professional etiquette and to effectively facilitate a comprehensive
and accomplished system of continuing professional development for every possible profession
through our exceptional training solutions.
We understand the multiple needs of business world and recognize that there is a gap in what
enterprises expect and what people perform. We can meet the needs from a single source, with
the facilities, resources and learning expertise to fully achieve the desired goals. For the purpose,
UAS International has come up with a unique International Internship Program,
International Live Projects, Various Training Programs on Personality Development/Career
Management/How to get a desirable Job etc. & 3 days Workshops on how to choose career
options to train and develop the knowledge and resource based skills in the candidates to fill the
void of the business environment. This is not all; we also look forward to the successful
placements of our Interns with the top companies of national and international repute.
CHAPTER -2
LITERATURE REVIEW
LITERATURE REVIEW
According to Moyes, Shao & Newsome (2008) the employee satisfaction may be described as
how pleased an employee is with his or her position of employment. As Spector (1997) defined
job satisfaction as all the feelings that a given individual has about his/her job and its various
aspects. Employee satisfaction is a comprehensive term that comprises job satisfaction of
employees and their satisfaction overall with company’s policies, company environment etc.
According to Nancy C. Morse (1997) “Satisfaction refers to the level of fulfillment of one’s
needs, wants and desire. Satisfaction depends basically upon what an individual wants from the
world, and what he gets.” Employee satisfaction is a measure of how happy workers are with
their job and working environment. It is certain that there may be many factors affecting the
organizational effectiveness and one of them is the employee satisfaction. Effective
organizations should have a culture that encourages the employee satisfaction, Bhatti & Qureshi,
(2007)
According to José Varela González, Teresa García Garazo, (2006) "Structural relationships
between organizational service orientation, contact employee satisfaction and citizenship
behavior is to contribute to the knowledge of how organization service orientation (OSO )
influences job satisfaction and organizational citizenship behavior (OCB) of customer ‐contact
employees. The empirical results enable one to identify the dimensions of OSO on which the
managers of hotel firms should place greater emphasis in order to stimulate employee job
satisfaction and OCB.
In general, most definitions cover the affective feeling an employee has towards their profession.
This could be the job in general or their outlooks towards specific aspects of it, such as: their
colleagues, pay or working conditions (Luthans, 1992.) . In addition, the scope to which job
outcomes meet or go beyond expectations may decide the level of job contentment (Taber, 1995)
. However, job satisfaction is not only about how much an employee take pleasure in doing
work. Taber and Alliger (Maslow, 1995.)Found other measures (such as, level of concentration
required for the job, level of supervision, and task importance) all had no impact on satisfaction.
This study demonstrates that the accumulating pleasure of work responsibilities added up to
overall job satisfaction.
Chapter 3
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY
The data needed for the study is collected from the employees, through questionnaire.
Analysis and interpretation has been done by using the statistical tools and data presented
through tables and charts.
RESEARCH DESIGN
The study was based on survey method. The aim of the study is to find satisfaction levels
of employees.
SAMPLE DESIGN
A sample design is a definite plan for obtaining a sample from a given population.
Convenience sampling method used in selected samples.
PERIOD OF STUDY
This study on employee satisfaction was conducted during the period of Twenty One
Days.
SAMPLE SIZE
DATA COLLECTION
The data collected for the study consists of both primary and secondary data.
PRIMARY DATA
In this study primary data were collected through personnel interview using questionnaire. The
questionnaire was administered to fifty employees of UAS INTERNATIONAL
SECONDARY DATA
In this study the researcher have used a questionnaire consisting of twenty multiple choice based
questions
Percentage Analysis, Hypothesis Testing, Chi-Square Test are used as statistical tools for the
analysis.
Graphical Representation tool such as Bar Graphs and Pie Charts have been used for the data
analysis.
CHAPTER 4&5
Total 50 100
30
25
20
15
10
0
Below 2 years 2-5 years Above 10 years
NO OF RESPONDENTS
INTERPRETATION
From the above table, 20% of employees have the working experience below 2 years and 28% in
between 2-5 years, at the time 82% employees’ work above 10 years in this institution
TABLE NO. 6.2: SATISFACTION OF EMPLOYEES IN TRAINNING AND
PROGRAMMES
Satisfied 20 40%
Dissatisfied 12 24%
Total 50 100
40%
30%
20%
10%
0%
Highly Satisfied Satisfied Dissatisfied
INTERPRETATION
From the above table 36% of employees are highly satisfied in training programmes, 40% of
employees satisfied and 24% dissatisfied.
TABLE NO. 6.3: OPINION OF EMPLOYEES IN SAFETY MEASURES OF
INSTITUTION
Good 36 72%
Bad 8 16%
Average 6 12%
Total 50 100
40
35
30
25
20
15
10
5
0
Good Bad Average
NO OF RESPONDENTS PERCENTAGE
INTERPRETATION
Form the above table 72% of employees had good opinion about the safety measure and 16%
had bad opinion, same time 12% employees had average safety measure only provided.
TABLE NO.6.4: SATISFACTORY LEVEL OF EMPLOYEES LEAVE
PROVIDED
Satisfied 22 44%
Dissatisfied 8 16%
Total 50 100
25
20
15
10
0
Highly satisfactory Satisfied Dissatisfied
NO OF RESPONDENTS
INTERPRETATION
From the above table 40% of employee highly satisfied in their leave provided, 44% are satisfied
and 16% dissatisfied.
TABLE NO. 6.5: SHOWING WHETHER THE EMPLOYEE OFFER TO
REALISE EMPLOYEES APPLICATION AND AMBITION
Yes 12 24%
No 8 16%
Total 50 100
35
30
25
20
15
10
0
Yes No Can’t say
NO OF RESPONDENTS
INTERPRETATION
From the above table 24% of employees are satisfied and 16 % are dissatisfied also 60% of
employees are not answered the question.
TABLE NO. 6.6:SHOWING WHETHER EMPLOYEES TO GET ANY
CHANCE TO BE INVOLVED AND IDENTIFICAL WITH GOAL AND
IMAGE
Yes 14 28%
No 6 12%
Total 50 100
35
30
25
20
15
10
5
0
Yes No Can’t say
NO OF RESPONDENTS
INTERPRETATION
From the above table 8% of employees to get chance to be involved and identified with goal and
image. 12% should not get chance and 60% of employees are not answered the question
TABLE NO.6.7:SHOWING WHETHER EMPLOYEES TO GET A
CHANCE IN PART OF DECISION MAKING
Yes 30 60%
No 6 12%
Total 50 100
30
25
20
15
10
0
Yes No Can’t say
NO OF RESPONDENTS
INTERPRETATION
From the above table 60% of employees get chance to be involved in decision making 12%
should not get chance and 28% of employees are not answered the question.
TABLE NO.6.8:SHOWING WHETHER EMPLOYEES FEELS GOOD
TEAM SPIRIT EXIST IN YOUR WORK ENVIRONMENT
Yes 20 40%
No 10 20%
Total 50 100
25
20
15
10
0
Yes No Can’t say
NO OF RESPONDENTS
INTERPRETATION
From the above table 40% of employees feels the good team spirit, 20% should not feel and 40%
of employees are not answered the question.
TABLE NO. 6.9: SHOWING WHETHER EMPLOYEES TO GET PROPER
PROMOTION AND GROWTH OPPORTUNITES
Yes 34 68%
No 6 12%
Total 50 100
40
35
30
25
20
15
10
0
Yes No Can’t say
NO OF RESPONDENTS
INTERPRETATION
From the above table 6% employees to get proper promotion and growth opportunities, 12% of
employees should not get, 20% employees are not answered the question.
TABLE NO.6.10:SHOWING WHETHER SUPERVISOR LISTEN TO THE
OPINION AND SUGGESTIONS
Yes 28 56%
No 8 16%
Total 50 100
30
25
20
15
10
0
Yes No Can’t say
NO OF RESPONDENTS
INTERPRETATION
From the above table 56% of employees are agreed that supervisor listen to their opinions and
suggestions, but 10% employees are disagree and 28% employees are not answered the question.
TABLE NO.6.11: SATISFACTION LEVEL OF EMPLOYYES IN
OVERALL ALLOWANCES
Yes 24 48%
No 16 32%
Total 50 100
35
30
25
20
15
10
5
0
Yes
No
Can’t say
NO OF RESPONDENTS
PERCENTAGE
INTERPRETATION
From above table 48% of employees satisfied the overall allowances, 32% should not satisfied
and 20% of employees are not answered the question.
TABLE NO. 6.12: OPINION OF EMPLOYEES REGARDING BEHAVIOUR
AND SUPPORT OF MANAGEMENT
Good 38 76%
Bad 4 8%
Average 8 36%
Total 50 100
40
35
30
25
20
15
10
0
Good Bad Average
NO OF RESPONDENTS PERCENTAGE
INTERPRETATION
From above table 76% of employees are shared a good experience and 8% in a Bad level, 16% in
average level.
TABLE NO. 6.13: SHOWING WHETHER THE EMPLOYEEES
SATISFACTIED WITH WORK FACLITITES PROVIDED BY THE
COMPANY
Satisfied 20 40%
Dissatisfied 12 24%
Total 50 100
25
20
15
10
0
Highly satisfactory Satisfied Dissatisfied
NO OF RESPONDENTS
INTERPRETATION:From the above table 36% of employees are highly satisfied and the
work facilities provided by the company. 20% are satisfied and 24% of employees are not
satisfied
TABLE NO. 6.14: SATISFACTORY LEVEL OF EMPLOYEES IN
WORKING RELATIONSHIP WITH THEIR SUPERVISOR
Satisfied 38 74%
Dissatisfied 2 4%
Total 50 100
40
35
30
25
20
15
10
0
Highly satisfactory Satisfied Dissatisfied
NO OF RESPONDENTS
INTERPRETATION
From the above table 16% of employees are highly satisfied the working relationship with their
supervisor and 76% satisfied and 4% is dissatisfied.
TABLENO. 6.15: SATISFACTORY LEVEL OF EMPLOYEES LEAVE
PROVIDED
Satisfied 2 4%
Dissatisfied 4 8%
Total 50 100
NO OF RESPONDENTS
INTERPRETATION
From the above table 88% is highly satisfied on companies’ motivational programmes and 4%
satisfied and 8% dissatisfied.
TABLE NO.6.16:SHOWING WHETHER THE EMPLOYEES SATISFIED
WITH THE TIME OF THE EMPLOYEE
Satisfied 4 8%
Dissatisfied 10 20%
Total 50 100
40
35
30
25
20
15
10
5
0
Highly satisfactory Satisfied Dissatisfied
NO OF RESPONDENTS
INTERPRETATION
From the above 72% of employees highly satisfied with the working time 8% satisfied and 20%
dissatisfied.
TABLE NO.6.17: OPINION OF EMPLOYEES REGARDING
REFRESHMENT AND RECREATION FACILITIES
Good 40 80%
Bad 4 8%
Average 6 12%
Total 50 100
40
35
30
25
20
15
10
0
Good Bad Average
NO OF RESPONDENTS PERCENTAGE
INTERPRETATION
From the above table 80% of employees have good opinion about refreshment and recreation
facilities and 8% have bad opinion and 12% have average opinion.
TABLE NO. 6.18: OPINION REGARDING MANAGEMENT SUPPORT IN
EMPLOYYES SUGGESTIONS AND GRIEVANESS
Good 6 12%
Bad 4 8%
Average 40 80%
Total 50 100
45
40
35
30
25
20
15
10
5
0
Good Bad Average
NO OF RESPONDENTS PERCENTAGE
INTERPRETATION
From the above table 12% of employees have good opinion about and regarding management
support in employees’ suggestion and grievances.
TABLE NO. 6.19: LEVEL OF UNDERSTANDING BY THE
MANAGEMENT IN EMPOLYEE NEEDS AND WANTS
Good 6 12%
Bad 4 12%
Average 38 76%
Total 50 100
40
35
30
25
20
15
10
5
0
Good Bad Average
NO OF RESPONDENTS
INTERPRETATION
From the above table 12% of employees have good opinion regarding management
understanding of employees need and wants. 12% have bad opinion and 70% having an average
opinion.
TABLE NO. 6.20: SATISFACTION OF EMPLOYEE IN WORK
ENVIRONMENT
Good 36 72%
Bad 6 12%
Average 8 16%
Total 50 100
40
35
30
25
20
15
10
0
Good Bad Average
NO OF RESPONDENTS PERCENTAGE
INTERPRETATION
From the above table 72% of employees satisfied with the work environment and 12% of them
having bad and 16% having an average satisfaction regarding our statement.
HYPOTHESIS TESTING
CHI-SQUARE TEST
OBSERVED FREQUENCIES
Total 28 58 14 100
O= Observed Frequency
E= Expected Frequency
18 50*28/100=14 4 16 1.142
20 50*58/100=29 -9 81 2.793
12 50*44/100=7 5 25 3.571
10 50*28/100=14 -4 16 1.142
5% level of significance= 2
COMMENT
As the calculated value is more than table value. Therefore null hypothesis is
rejected and it concluded that there is significant relationship between employees’
satisfaction in work facilities and working relationship with supervisor.
Chapter 6
This is subjected to the basis and prejudices of the respondents, hence 100% of accuracy
cannot be assured.
The research was carried out in a short span of time, where in the research could not
widen the study.
The period of study was too short. So it was not possible to collect the relevant
information with in that period.
The findings are based on the answers given by the employees, so any error or bias may
be affect the validity of the finding
SUGGESTIONS
As a part of our project work, I got an opportunity to spend a period of thirty five days in UAS
INTERNATIONAL. It helped me to analyze the working of the organization which helped as to
convert our theoretical knowledge into practical.
From the study it was identified that the most of the employees are satisfied with the employee.
Majority of the employees are satisfied with the salary structure, promotional programs, working
condition, allowances provided by the organization. They are also satisfied with the employer-
employee relationship and communication channel in the organization. But still only 40% of the
employees get opportunities to participate in decision making. Also majority of the employees
are not provided with the welfare measures. If the firm concentrates of the findings and
suggestions of their survey, we hopefully believe that the organization can further bring out their
labor with full satisfaction and obtain good result.
BIBLIOGRAPHY
Jasna Auer Antoncic, Bostjan Antoncic, (2011) "Employee satisfaction, intrapreneurship
and firm growth: a model", Industrial Management & Data Systems, Vol. 111 Issue: 4,
pp.589-607, https://doi.org/10.1108/02635571111133560
José Varela González, (2006) "Structural relationships between organizational service
orientation, contact employee job satisfaction and citizenship behavior", International
Journal of Service Industry Management, Vol. 17 Issue: 1, pp.23-50
Kerry Fairbrother, James Warn, (2003) "Workplace dimensions, stress and job
satisfaction", Journal of Managerial Psychology, Vol. 18 Issue: 1, pp.8-21
Arnold B. Bakker, Evangelia Demerouti, (2007) "The Job Demands‐Resources model:
state of the art", Journal of Managerial Psychology, Vol. 22 Issue: 3, pp.309-
328, https://doi.org/10.1108/02683940710733115
Lu, H., While, A.E. & Barriball, K.L., ‘Job satisfaction among nurses: a literature review’,
International Journal of Nursing Studies, 42, 2, 2005, pp. 211.. Luthans, F., Organisational
Behaviour (6th Edition). New York, McGraw-Hill, 1992.
www.uasinternational.com
google
ANNEXURE
QUESTIONNAIRE
I,ANJALI,IIIrd Semester MBA Students of PMCC College. This is a survey conducted as part
of my minor project in partial fulfillment of the masters. under the GGSIPU. The Information
given by you will be used purely for Academic purpose and will be kept confident. I will be very
much obliged if you spare some time for answering the following questions.
PERSONAL INFORMATION
Age:
Education Qualification:
Monthly Income:
3. Salary provided
4. Incentives Provided
5. Drinking Facility
6. Rest Time
7. Break Duration
8. Food