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A Study on Employee Satisfaction with special reference to Arya Vaidya Sala, Kottakkal

Submitted to University of Calicut in partial fulfillment for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION


Submitted by

Arun Sivadasan K
Reg.No. FIAL MBA 009 Batch 2011 13 Under the guidance of Ms. Asha Sara Mammen FACULTY, FIMS

FAROOK INSTITUTE OF MANAGEMENT STUDIES FAROOK COLLEGE (P, O) KOZHIKODE 673 632

Acknowledgement
First and foremost, I thank the God for his substantial blessing and mercy at all stages in the completion of the project.

I take this opportunity to express my deep sense of gratitude to my guide Ms. Asha Sara Mammen for her support and assistance for completing the project.

I am sincerely thankful to Mr. Visakh Executive HR, Arya Vaidya Sala Kottakkal for his help and support for the project.

I would also like to thank all the staff of the organization for helping me directly and indirectly to conclude this work. Last, but not the least, my heartfelt gratitude to my parents and my friends for their constant encouragement, support, help and valuable advice to make this project a success.

Declaration
I, Arun Sivadasan k, student of MBA 3rd semester, studying at Farook Institute of Management Studies, Kozhikode do here by declare that this project relating to the topic A Study on Employee Satisfaction with special reference to Arya Vaidya Sala Kottakkal had

been prepared by me after undergoing the prescribed dissertation requirements a part of the objective of the MBA program of Calicut University (Batch of 2011-2013).

Chapter No.

Title

Page No.

The study has been done under the support and guidance of Senior Lecturer Ms. Asha Sara Mammen.

I further declare that this project report has not been submitted earlier to any other University or Institute for the award of any Degree or Diploma.

Place: Calicut

Arun Sivadasan K

Date: 009

Reg No. FIAL MBA

1-20 1 Introduction

21-23

The Project

24-30

Theoretical Review

31-74

Data Analysis and Interpretation

75-83

Findings, Suggestions, Conclusions and Appendices

84-85

Bibliography

Table of Contents

List of Tables

Table No. 3.1 3.2 3.3

Title Age wise distribution of employees Gender wise distribution of employees Marital status wise distribution of employees

Page No. 32 33 34

3.4 3.5 3.6

Educational qualification wise distribution of employees Department wise distribution of employees No. of employees who are worked in other organization of similar or different industry

35 36 38

3.7 3.8

No. of years, employees working in Arya Vaidya Sala No. of employees who have to support dependent in Arya Vaidya Sala

39 40

3.9

Table showing Employees are proud and happy to be a staff at Arya Vaidya Sala

41

3.10

Table showing whether the employees are satisfied with the organizations objective of social service in medical sector

42

3.11

Table showing whether the employees believe that Arya Vaidya Sala Kottakkal has a long term goal to stay in the medical industry

43

3.12

Table showing whether the employees like the work that is assigned to them and they have a feeling that it is an important job

44

3.13

Table showing whether the employees have the knowledge and capacity to do the job that is assigned to them

45

3.14

Table showing whether the employees have the opinion that 46 the management designs and allocates the jobs uniformly

3.15

Table showing whether the employees have the knowledge what their super visor and customers expect from them at their work place

47

3.16

Table showing whether the employees they have the feeling of job security in the organization

48

3.17

Table showing whether the employees are sincere, committed and responsible to their work and assignments in Arya Vaidya Sala Kottakkal

49

3.18

Table Showing Whether the employees are able to adjust with their colleagues and their mannerism at the work place

50

3.19

Table showing whether the employees are able to do their work along with the different types of staffs with different behavior at the workplace

51

3.20

Table showing whether the work environment is supportive and with less tension and peer bullying

52

3.21

Table showing whether the work environment has all the adequate facilities that help the employees in doing their job

53

3.22

Table showing whether the employees they have enough freedom and authority to carry out their job

54

3.23

Table showing whether the employees they set goals, objectives, time management and planning when performing tasks allocated to them

55

3.24

Table showing whether the employees, their super visor allocates work and guides them how to do it

56

3.25

Table showing whether the employees they receive feedback from their super visor regarding the progress and quality of their work

57

3.26

Table showing whether the employees their super visor will see that they remain committed and motivated to their work

58

3.27

Table showing whether there is sufficient training and development provided to the employees by the organization

59

3.28

Table showing whether the employees they can share their opinions and suggestions without fearing criticism or more duty allocation

60

3.29

Table showing whether the employees they are able to address their work grievance to the concerned authority

61

3.30

Table showing whether the employees they are able to obtain sufficient solution and advice for reducing their grievances

62

3.31

Table showing whether the employees they are satisfied with the overall compensation/remuneration package provided by the organization

63

3.32

Table showing whether the employees they are satisfied with the bonus and other benefits provided by the organization

64

3.33

Table showing whether the flow of communication is through proper channel and is clear and understandable to the employees

65

3.34

Table showing whether the personnel policies and office procedures of the organization are good

66

3.35

Table showing whether the employees they believe there are people in the society who would like to work in Arya Vaidya Sala Kottakkal

67

3.36 3.37 3.38

Table Showing Chi square Test Table Showing Cumulative Opinion Score Table Showing Independent Sample t Test

68 70 73

Chapter 1 - Introduction

Introduction

Employee satisfactionEmployee satisfaction is the individual employees general attitude towards the job. The employees feeling about the job is considered under employee satisfaction. A job provides monetary benefits as well as satisfaction. Employees feel satisfied and happy while working on jobs or after completing jobs. They develop some general attitude while they interact with each other, with the general public, customers, manager, administration and also with the members of their societies. Employees may feel satisfied, moderately satisfied or highly satisfied. Similarly, they may also develop negative attitudes on the satisfaction scale. Task varieties, significance and other characteristics are the important factors for providing satisfaction to employees. Many employees are satisfied with complete jobs while others are

satisfied with simple jobs. Employees perceive jobs as satisfying or dissatisfying, sometimes the employees perception may not be in consonance with reality. However, cognitive satisfaction is the important factor to understand employees satisfaction.

Introduction about Ayurveda:


Ayurveda is a monumental contribution of India to the world. As the name implies, Ayurveda (ayuh : life, veda : knowledge) is an organized body of knowledge of healthy living. Systematized knowledge is science, and it is an expression of human creativity. Since creativity has diverse expressions science is a multifaceted enterprise, which refers to different ways of knowing. So the term science need not be confined to the sense of the term used in modern western culture, where it is an institutionalized practice conditioned by a set of conventional rules. This realization about the vast conceptual framework of science is mandatory for the appraisal of Ayurveda, which represents a well-codified human care system and speaks of the art and science of

health and healing. From where and when the stream of Ayurveda started flowing still remains unanswered. However, it has an uninterrupted history of more than 3000 years. The historians and scholars have their own arguments and reasons in fixing up different time frames. Anyway, one thing can be said for certain that there is no civilization in the world, which has not developed some system of medicine or the other. It was the periodic systematization of such medical knowledge and practice, which led to the development of medical science. The same is the story of Ayurveda with its own variations.

It could be seen that Ayurveda is rooted in the knowledge revealed by ancient seers whose insights and visions are compiled in thevedas. Vedas are the earliest forms of documented knowledge. The six systems of Indian philosophy - nyaya, vaiseshika, sankhya, yoga, mimamsa and vendanta acknowledged the authority of vedas. Of the four vedas, Atharvaveda contain more intimate reference to medical knowledge and practice. Ayurveda is therefore considered as an auxiliary limb (upaveda) of Atharvaveda. Similarly, the influence of classical Indian Philosophies, especially of sankhya and vaiseshika is apparent in ayurvedic literature. These philosophical moorings make Ayurveda more than a medical manual though it is radically health oriented.

Ayurveda does not go deep into philosophy after a certain stage and is more concerned with function and dysfunction of the human body, the orderly up keep of which is the prime requisite to fulfill the human aspirations and to achieve the ultimate goals of life. Ayurveda can thus be introduced as a system of medicine built on philosophical foundation that does not go on changing over time. Ayurveda, as any other biological discipline, is dynamic at operational level. Obviously the super structure of Ayurveda is flexible and flexible enough for appropriate extrapolation. This unique feature makes the art of healing down to earth practical in tune with the changing trends and needs of the human life. In short, Ayurveda has a unique self-designed axiomatic framework as its foundation, which remarkably holds out a truly global vision. It assumes fundamental continuity between all elements of universe and as a natural extension of this ideology perceives man as an integral part of nature. Ayurveda underscores the fundamental commonalties observed in man and nature and attempts to explain the human life in its totality.

It starts by saying that purusha, the individual being, is a blend of soul, mind, sense organs and body. The structural and functional units of the human body are categorized and represented in Ayurveda in terms of bio physico chemical energies of the living body(doshas), tissues (dhatus) and metabolic end products (malas).

Health is defined as a state wherein the dynamic balance of doshas, dhatus and malas is maintained, the metabolism is at optimum level and soul, mind and sense organs assume sublime position. This definition fully agrees with the integral vision of health envisaged by WHO; the former has an additional dimension of sound spirituality. The structural and functional units of human body are composed of five basic elements known as panchabhutas. Panchabhutas literally mean the five elements, which include the earth, the water, the fire, the wind and the space. Each one of them wields an influence on certain part of the human constitution. For example, every opening in the body, the ears and the voids and internal sounds of the body are all belonging to the element of space. The element of fire influences the human form and its glow, the eyes, the bodily heat, the digestive activity and also the feelings of anger and valour. Recognition of this identical elemental basis of human body and outside world has profound implications in the practice of medicine. Diseases are the manifestations of perturbations in the equilibrium of body constituents including doshas. Perturbation involves the increase or decrease of body constituent as the case may be.

According to Ayurveda, medicine is that which being well administered becomes an equalizer of increased or diminished elements, that brings down the excessive one and augments the deficient one thus restoring the pre-morbid condition of the body. This concept leads to the realization that there is nothing in the world, which cannot be used as medicament. Ayurveda considers him as the best physician who knows the science of administration of drugs with due reference to clime, and who applies it only after examining each and every patient individually. To acquire this proficiency and competency, a comprehensive

knowledge of human anatomy and physiology, disease process, medical and surgical treatment, psychiatry, preventive medicine, medical ethics, materia medica and pharmacology is indispensable. The content of Ayurveda embraces all the spheres separately, but emphasizing on a holistic vision.

Introduction about Arya Vaidya Sala Kottakkal:


Kottakkal Arya Vaidya Sala (AVS) is a century old Charitable Institution engaged in the practice and propagation of Ayurveda, the ancient health care system of India. AVS offers classical Ayurvedic medicines and authentic Ayurvedic treatments and therapies to patients from all over India and abroad.

AVS was established at Kottakkal in Kerala State of India in 1902 by the visionary physician and philanthropist, the late Vaidyaratnam P.S. Varier. Started essentially as a village clinic, it has now grown into a multi-unit, multi-disciplinary and multi-crore organization. It has operations in different areas of Ayurvedic practice.

AVS manages Ayurvedic Hospitals at Kottakkal, Delhi and Kochi. All classical Ayurvedic medicines, therapies and expert medical advice are available there. AVS has two modern medicine manufacturing units, has well equipped quality control labs, has full fledged research activities, publishes Ayurvedic periodicals and books, cultivates medicinal plants and conducts educational programmes. AVS also runs a Kathakali academy where the

classical theatre of Kathakali is taught and performed.

The beginning

Sri P. S. Varier, scion of an illustrious family of Kottakkal in the Malabar region of Kerala, was an extraordinary man. He was a multi-faceted personality: a renowned Ayurvedic scholar and academician, an able practitioner; a successful entrepreneur, and a genuine philanthropist... all at the same time! P. S. Varier started his Vaidya Sala Sri Varier studied Ayurveda under the classical Gurukula system. He also acquired proficiency in the practice of Allopathy. In late 1902, Sri Varier founded the Arya Vaidya Sala, Kottakkal, for the preparation of authentic Ayurvedic medicines. The rest is history. Today, Kottakkal Arya Vaidya Sala is a name synonymous with Ayurveda. A name that offers a new lease of life to the suffering humanity. in 1902 in this building

Recognition

In 1933, in recognition of his valuable services to humanity, Sri P. S. Varier was conferred the distinguished title of 'Vaidyaratna' by His Excellency the Viceroy and Governor General of India. Sri Varier wrote text books of students of Ayurved. One of them, Ashtangasariram, won a certificate in 1932 from the National Organization of Physicians.

Sri Varier's Will Sri Varier expired in 1944. He had executed a Will prior to his demise, which converted his proprietary concern into a Charitable Trust of public nature, to be run by a Trust Board consisting of seven members who are related to his family and the Institution.

As per the provisions of its founder's Will, Arya Vaidya Sala functions as a Charitable Trust.

The major share of the earnings from its activities is exclusively spent on charitable causes, in the form of medical aid, on both OP and IP basis, to deserving persons. This included both Ayurveda and Allopathy. Financial support is also provided for managing an affiliated Ayurveda college; for conducting research; for holding seminars and training programmes, for publishing books and periodicals; for cultivation of herbal gardens; and for running a classical theatre academy. The remaining funds are pooled back for the development of the institution. No financial gain accrues to any individual or family.

First Managing Trustee Founder in his will had named the members of the board to administer Arya Vaidya Sala after his demise. Accordingly his nephew Aryavaidyan P. Madhava Varier became the first Managing Trustee in 1944. He was in office till he passed away in a tragic aircrash in 1953. He initiated the process of modernizing of Arya Vaidya Sala and laid down the foundation for many later developments including the nursing home.

Present Managing Trustee Aryavaidyan P.K. Warrier became the Managing Trustee on the demise of his brother P.M. Varier. He is leading Arya Vaidya Sala for more than half a century. Dr. P.K. Warrier serves also as the Chief Physician ably assisted by other senior and experienced physicians. Under his leadership Arya Vaidya Sala has grown into a multi-core, multi-unit, organization and has been recognized as the premier centre of Ayurveda in the country. Arya Vaidya Sala became the destination of ailing patients, rich and poor alike, students and scholars from India and abroad. He made Kottakkal the synonym of authentic Ayurveda. P.K. Warrier made his imprints as an able administrator, educationist and academician and above all a physician of international repute. Dr. Warrier is the person most sought after in national and international conferences. His most important works are Padamudrakal a collection of scientific papers and Smrtiparvam, his autobiography.

Chapter 2- The Project

Objectives of The Study

Primary Objective

To measure the employees job satisfaction level in Arya Vaidya Sala Kottakkal

Secondary Objectives

To find out that there is any statistical significant relation between male and female employees regarding employee satisfaction To find out that there is any statistical significant relation between whether the respondents have to support dependents in their home and the level of their satisfaction from their work place.

Research Methodology

Data Sources Primary- Employee Opinion Secondary- Company Profile and Other details.

Research Instruments Used- Questionnaire

Sampling Plan

Sampling Unit- Sampling Unit Includes Factory Workes of Arya Vaidya Sala Kottakkal

Sample Size- 52

Sampling Technique- Convenient Sampling

Contact Method- Face to Face

Tools Used For Analysis

Percentage analysis, Chi square test, Independent t test and cumulative opinion score

Project Period

1-august-2012 To 21-august-2012

Chapter 3-Theoretical Review

Employee Satisfaction:

Employee satisfaction is the terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. Many measures purport that employee satisfaction is a factor in employee motivation, employee goal achievement, and positive employee morale in the workplace. Factors contributing to employee satisfaction include treating employees with respect, providing regular employee recognition, empowering employees, offering above industryaverage benefits and compensation, providing employee perks and company activities, and positive management within a success framework of goals, measurements, and expectations.

Definition: Employee satisfaction can simply be defined as the feelings people have about their jobs. It has been specifically defined as a pleasurable (or unpleasurable) emotional state resulting from the appraisal of ones job, an affective reaction to ones job, and an attitude towards ones job. These definitions suggest that job satisfaction takes into account feelings, beliefs, and behaviors.

Factors Determining Employee Satisfaction:

Factors affecting the job are the main factors of employee satisfaction, which may be challenging work, reward systems, working conditions, colleagues, learning and personality. Many employees prefer a challenging job as they acquire mental satisfaction. Skill variety, autonomy and significance are challenging tasks which provide maximum satisfaction to employees. Many times, people feel bored if a job is too simple and routine, but many employees also enjoy simple and routine jobs. The job characteristics are important factors for providing satisfaction. Reward systems, equitable rewards, equal pay for equal work, promotion avenues etc. are satisfying factors. Money is important to employees having unfulfilled basic and safety needs but their attitudes towards rewards change once they are satisfied with their basic needs, i.e. they require more rewards and recognition fairness in promotion, unbiased attitude of the management, responsibilities and social status are the factors that are said to be providing satisfaction to employees . Working conditions influence employee levels of satisfaction. Under conducive working conditions, people prefer to work hard while in an adverse atmosphere people avoid work. Working conditions not only include the physical conditions of the work place but also the working relationships in the organization. The physical conditions, for example, are the light, temperature, willingness, etc. A clerk working under routine conditions likes to work hard in an air-conditioned atmosphere with computer facilities. He gets satisfaction while working in the office. It increases the working capacity of the employee. The relationships between the employees and their managers have an important bearing on employee satisfaction. Social interaction is also recognized for the purpose. Employee satisfaction is greater in case the higher authority is sympathetic, friendly and willing to help the employees. Employees feel satisfied when

their views are listened to and regarded by their higher authorities. The perceptions and personalities of employees are the deciding factors of employee satisfaction. Personal attitudes and perceptions are the employees angles of satisfaction, which should be taken in to consideration while motivating people to arrive at employee satisfaction.

Impact of employee satisfaction:

Employee satisfaction has a positive impact on productivity, presence and performance. Satisfied workers like to perform more willingly and happily, which increases the productivity. Employee satisfaction induces employees to remain with the organization. The behavior of an employee is improved when he works with satisfaction. Employee satisfaction is seen more in higher levels of employees with increase in productivity and performance. Employee satisfaction is visible in the lower cadre of employees also. The turnover is increased with satisfied employee and satisfied sales force. Market conditions, job opportunities, length of work tenures, promotional policies along with satisfied sales force will increase sales.

Dissatisfied employees prefer the channels of exit or neutral productivity. They do not like to work hard or demonstrate their capacities. They continue to work as routine and uninterested persons. If they are pressurized to resort to unhealthy and disinterested jobs, they prefer to leave the job. Loyalty declines and criticism of the organization increases. Ultimately the image of the organization will suffer a lot.

Chapter 3- Data Analysis & Interpretation

Section A: Socio-Demographic Data Table 3.1 Table showing Age wise distribution of employees. Age No. of Respondents 20-30 3 31-40 14 41-50 13 51 & Above 22 Total 52 Source: Primary Data Chart 3.1 Chart showing Age wise distribution of employees. Percentage (%) 6 27 25 42 100

6%

42%

27%

AGE 20-30 AGE 31-40 AGE 41-50 AGE 51 & Above

25%

Interpretation From The Above Analysis the researcher has found out that 6% of the respondents are of the age group 20 -30, 27% of the respondents are of the age group 31-40, 25% are of the age group 41-50, 42% of the respondents are of the age group 51 & Above. Table 3.2 Table showing Gender wise distribution of employees. Gender Male Female Total No. of respondents 47 5 52 Percentage(%) 90 10 100

Source: Primary Data

Chart 3.2 Chart showing Gender wise distribution of employees.

10%

MALE FEMALE

90%

Interpretation From The above Analysis the researcher has found out that 90% of the respondents are Males and 10% of the respondents are Females.

Table 3.3 Table showing Marital Status wise distribution of employees. Marital Status Married Unmarried Total No. of respondents 52 0 52 Percentage(%) 100 0 100 Source : Primar

y Data Chart 3.3 Chart showing Marital Status wise distribution of employees.

0%

MARRIED UN MARRIED

100%

Interpretation From The above Analysis the researcher has found out that 100% of the respondents are married and 0% of the respondents are Unmarried. Table 3.4 Table showing Educational Qualification wise distribution of employees. Educational Qualification No. of respondents Percentage(%) Below SSLC 15 29 SSLC 24 46 Degree 0 0 Diploma 6 12 Others 7 13 Total 52 100 Source: Primary Data Chart 3.4 Chart showing Educational Qualification wise distribution of employees.

13% 29% 12% 0% BELOW SSLC SSLC DEGREE DIPLOMA 46% OTHERS

Interpretation From The above Analysis the researcher has found out that 29% of the respondents are below SSLC, 46% of the respondents are SSLC holders, 0% of the respondents are Degree holders, 12% of the respondents are Diploma holders, 13% of the respondents are Other qualification holders. Table 3.5 Table showing Department wise distribution of employees. Department Factory Maintenance Storage Steam Plant Filling Packing Plant Boiler Operator Tablets Sanitation Power House Medicine Making R&D Total No. of respondents 15 2 2 2 5 2 3 1 5 4 6 2 3 52 Percentage 29 4 4 4 9 4 6 2 9 8 11 4 6 100 Chart 3.5 Chart showing Department wise distribution of employees. Source: Primary Data

FACTORY 6% 4% 29% MAINTENANCE STORAGE STEAM PLANT 11% FILLING PACKING PLANT 8% BOILER OPERATOR TABLETS 4% 9% 4% 2% 6% 4% 9% 4% SANITATION POWER HOUSE MEDICINE MAKING R&D

Interpretation From The Above Analysis the researcher has found out that 29% of the respondents are in Factory, 4% of the respondents are in Maintenance, 4% of the respondents are in Storage, 4% of the respondents are in Steam Plant, 9% of the respondents are in Filling, 4% of the respondents are in Packing, 6% of the respondents are in Plant, 2% of the respondents are in Boiler Operator, 9% of the respondents are in Tablets, 8% of the respondents are in Sanitation, 11% of the respondents are in Power House, 4% of the respondents are in Medicine Making, 6% of the respondents are in R&D. Table 3.6 Table showing the No. of employees who are worked in other organizations of similar or different industry. Opinion Yes, worked in other industry No Total No. of respondents 12 40 52 Percentage 23 77 100

Source: Primary Data Chart 3.5

Chart showing the No. of employees who are worked in other organizations of similar or different industry.

No. of Years Less than 1 Year 1 To 3 Years 3 To 5 Years 5 To 7 Years 7 To 10 Years More than 10 Years

No. of respondents 0 0 0 4 5 43

Percentage 0 0 0 8 9 83

77%

Interpretation From The above Analysis the researcher has found out that 23% of the respondents are worked in other organizations of similar or different industry, 77% of the respondents are not worked in any other industry. Table 3.7 Table showing No. of Years, the employees working in Arya Vaidya Sala Kottakkal.

Source: Primary Data Chart 3.7 Chart showing No. of Years, the employees are working in Arya Vaidya Sala Kottakkal.
0% 0% 0% 8% 9% LESS THAN 1 YEAR 1 TO 3 3 TO 5 5 TO 7 7 TO 10 MORE THAN 10 YEARS 83%

Interpretation From The Above Analysis the researcher has found out that 0% of the respondents are working there less than 1 Year, 0% of the respondents are working there 1 To 3 Years, 0% of the respondents are working there 3 To 5 Years, 8% of the respondents are working there 5 To 7 Years, 9% of the respondents are working there 7 To 10 Years, 83% of the respondents are working there More than 10 Years Table 3.8 Table showing the No. of employees who have to support dependent in their home. Opinion Yes No Total No. of respondents 52 0 52 Percentage 100 0 100 Source: Primary Data

Chart 3.8 Chart showing the No. of employees who have to support dependent in their home.
0%

YES NO

100%

Interpretation From The above Analysis the researcher has found out that 100% of the respondents have to support dependent in their home.

Section B: Research Data Table 3.9 Table showing whether the employees are proud and happy to be a staff at Arya Vaidya Sala Kottakkal. Opinion Strongly Agree Agree Disagree Strongly Disagree Total No. of respondents 36 16 0 0 52 Percentage (%) 69 31 0 0 100

Source: Primary Data Chart 3.9 Chart showing whether the employees are proud and happy to be a staff at Arya Vaidya Sala Kottakkal.
0% 0%

31%

strongly agree agree disagree strongly disagree 69%

Interpretation From The above Analysis the researcher has found out that 69% of the respondents are Strongly Agree, 31% of the respondents are Agree, 0% of the respondents are Disagree, and 0% of the respondents are Strongly Disagree. Table 3.10 Table showing whether the employees are satisfied with the organizations objective of social service in medical sector. Opinion Strongly Agree Total 35 Percentage (%) 67

Agree Disagree Strongly Agree Total

17 0 0 52

33 0 0 100 Source:

Primary Data Chart 3.10 Chart showing whether the employees are satisfied with the organizations objective of social service in medical sector.
0% 0%

33% strongly agree agree disagree 67% strongly disagree

Interpretation From The above Analysis the researcher has found out that 67% of the respondents are Strongly Agree, 33% of the respondents are Agree, 0% of the respondents are Disagree, and 0% of the respondents are Strongly Disagree. Table 3.11 Table showing whether the employees believe that Arya Vaidya Sala Kottakkal has a long term goal to stay in the medical industry. Opinion Strongly Agree Agree Disagree Strongly Disagree Total Total 17 35 0 0 52 Percentage (%) 33 67 0 0 100

Source: Primary Data Chart 3.11 Chart showing whether the employees believe that Arya Vaidya Sala Kottakkal has a long term goal to stay in the medical industry.
0% 0%

33%

strongly agree agree disagree

67%

strongly disagree

Interpretation From The above Analysis the researcher has found out that 33% of the respondents are Strongly Agree, 67% of the respondents are Agree, 0% of the respondents are Disagree, and 0% of the respondents are Strongly Disagree. Table 3.12 Table showing whether the employees like the work that is assigned to them and they have a feeling that it is an important job. Opinion Strongly Agree Agree Disagree Strongly Disagree Total Total 28 23 1 0 52 Percentage (%) 53.84 44.23 1.92 0 100 Source : Primar y Data

Chart 3.12 Chart showing whether the employees like the work that is assigned to them and they have a feeling that it is an important job.

2% 0%

strongly agree 44% 54% agree disagree strongly disagree

Interpretation From The above Analysis the researcher has found out that 54% of the respondents are Strongly Agree, 44% of the respondents are Agree, 2% of the respondents are Disagree, and 0% of the respondents are Strongly Disagree. Table 3.13 Table showing whether the employees have the knowledge and capacity to do the job that is assigned to them. Opinion Strongly Agree Agree Disagree Total 42 10 0 Percentage (%) 81 19 0

Source: Primary Strongly Disagree 0 0 Data Chart Total 52 100 3.13 Chart showing whether the employees have the knowledge and capacity to do the job that is assigned to them.

0% 0% 19% strongly agree agree disagree strongly disagree 81%

Interpretation From The above Analysis the researcher has found out that 81% of the respondents are Strongly Agree, 19% of the respondents are Agree, 0% of the respondents are Disagree, and 0% of the respondents are Strongly Disagree.

Table 3.14 Table showing whether the employees have the opinion that the management designs and allocates the jobs uniformly. Opinion Strongly Agree Agree Disagree Strongly Disagree Total 7 44 1 0 Percentage (%) 13 85 2 0

Source: Primary Data Total 52 100 Chart 3.14 Chart showing whether the employees have the opinion that the management designs and allocates the jobs uniformly.

2%

0% 13%

strongly agree agree disagree strongly disagree 85%

Interpretation From The above Analysis the researcher has found out that 13% of the respondents are Strongly Agree, 85% of the respondents are Agree, 2% of the respondents are Disagree, and 0% of the respondents are Strongly Disagree. Table 3.15 Table showing whether the employees have the knowledge what their super visor and customers expect from them at their work place. Opinion Strongly Agree Agree Disagree Strongly Disagree Total Total 27 25 0 0 52 Percentage (%) 52 48 0 0 100

Source: Primary Data Chart 3.15 Chart showing whether the employees have the knowledge what their super visor and customers expect from them at their work place.

0% 0%

strongly agree 48% 52% agree disagree strongly disagree

Interpretation From The above Analysis the researcher has found out that 52% of the respondents are Strongly Agree, 48% of the respondents are Agree, 0% of the respondents are Disagree, and 0% of the respondents are Strongly Disagree. Table 3.16 Table showing whether the employees they have the feeling of job security in the organization. Opinion Strongly Agree Agree Disagree Strongly Disagree Total Total 17 33 2 0 52 Percentage (%) 33 63 4 0 100 Source: Primary Data Chart 3.16 Chart showing whether the employees

they have the feeling of job security in the organization.

4%

0%

33% strongly agree agree disagree 63% strongly disagree

Interpretation From The above Analysis the researcher has found out that 33% of the respondents are Strongly Agree, 63% of the respondents are Agree, 4% of the respondents are Disagree, and 0% of the respondents are Strongly Disagree.

Table 3.17 Table showing whether the employees are sincere, committed and responsible to their work and assignments in Arya Vaidya Sala Kottakkal. Opinion Strongly Agree Agree Disagree Total 44 8 0 Percentage (%) 85 15 0

Sour ce: Prim Strongly Disagree 0 0 ary Data Total 52 100 Chart 3.17 Chart showing whether the employees are sincere, committed and responsible to their work and assignments in Arya Vaidya Sala Kottakkal.

0% 15%

0%

strongly agree agree disagree strongly disagree 85%

Interpretation From The above Analysis the researcher has found out that 85% of the respondents are Strongly Agree, 15% of the respondents are Agree, 0% of the respondents are Disagree, and 0% of the respondents are Strongly Disagree. Table 3.18 Table Showing Whether the employees are able to adjust with their colleagues and their mannerism at the work place. Opinion Strongly Agree Agree Disagree Total 10 40 1 Percentage (%) 19 77 2

Source: Primary Data Strongly Disagree 1 2 Chart 3.18 Chart Total 52 100 Showing Whether the employees are able to adjust with their colleagues and their mannerism at the work place.

2% 2% 19% strongly agree agree disagree strongly disagree 77%

Interpretation From The above Analysis the researcher has found out that 19% of the respondents are Strongly Agree, 77% of the respondents are Agree, 2% of the respondents are Disagree, and 2% of the respondents are Strongly Disagree. Table 3.19 Table showing whether the employees are able to do their work along with the different types of staffs with different behavior at the workplace. Opinion Strongly Agree Agree Disagree Total 6 39 5 Percentage (%) 11 75 10

Source: Primary Data Strongly Disagree 2 4 Chart 3.19 Total 52 100 Chart showing whether the employees are able to do their work along with the different types of staffs with different behavior at the workplace.

4% 10%

11%

strongly agree agree disagree strongly disagree 75%

Interpretation From The above Analysis the researcher has found out that 11% of the respondents are Strongly Agree, 75% of the respondents are Agree, 10% of the respondents are Disagree, and 4% of the respondents are Strongly Disagree. Table 3.20 Table showing whether the work environment is supportive and with less tension and peer bullying. Opinion Strongly Agree Agree Disagree Strongly Disagree Total Total 17 29 6 0 52 Percentage (%) 33 56 11 0 100 Source: Primary Data Chart 3.20 Chart showing whether the work

environment is supportive and with less tension and peer bullying.

0% 11% 33% strongly agree agree disagree strongly disagree 56%

Interpretation From The above Analysis the researcher has found out that 33% of the respondents are Strongly Agree, 56% of the respondents are Agree, 11% of the respondents are Disagree, and 0% of the respondents are Strongly Disagree. Table 3.21 Table showing whether the work environment has all the adequate facilities that help the employees in doing their job. Opinion Strongly Agree Agree Total 14 37 Percentage (%) 27 71

Source: Primary Disagree 1 2 Data Chart Strongly Disagree 0 0 3.21 Chart Total 52 100 showin g whether the work environment has all the adequate facilities that help the employees in doing their job.

2%

0%

27% strongly agree agree disagree strongly disagree 71%

Interpretation From The above Analysis the researcher has found out that 27% of the respondents are Strongly Agree, 71% of the respondents are Agree, 2% of the respondents are Disagree, and 0% of the respondents are Strongly Disagree. Table 3.22 Table showing whether the employees they have enough freedom and authority to carry out their job. Opinion Strongly Agree Agree Disagree Strongly Disagree Total Total 17 35 0 0 52 Percentage (%) 33 67 0 0 100 Source: Primary Data Chart 3.22 Chart showing whether the employees they have enough freedom and

authority to carry out their job.

0%

0%

33% strongly agree agree disagree 67% strongly disagree

Interpretation From The above Analysis the researcher has found out that 33% of the respondents are Strongly Agree, 67% of the respondents are Agree, 0% of the respondents are Disagree, and 0% of the respondents are Strongly Disagree. Table 3.23 Table showing whether the employees they set goals, objectives, time management and planning when performing tasks allocated to them. Opinion Strongly Agree Agree Disagree Strongly Disagree Total Total 17 24 11 0 52 Percentage (%) 33 46 21 0 100 Sour ce: Prim ary Data Char t 3.23

Chart showing whether the employees they set goals, objectives, time management and planning when performing tasks allocated to them.

0% 21% 33% strongly agree agree disagree strongly disagree 46%

Interpretation From The above Analysis the researcher has found out that 33% of the respondents are Strongly Agree, 46% of the respondents are Agree, 21% of the respondents are Disagree, and 0% of the respondents are Strongly Disagree.

Table 3.24 Table showing whether the employees, their super visor allocates work and guides them how to do it. Opinion Strongly Agree Agree Disagree Strongly Disagree Total Total 6 44 2 0 52 Percentage (%) 11 85 4 0 100 Source: Primary Data Chart 3.24 Chart showing whether the employee

s, their super visor allocates work and guides them how to do it.

0% 4% 11%

strongly agree agree disagree strongly disagree 85%

Interpretation From The above Analysis the researcher has found out that 11% of the respondents are Strongly Agree, 85% of the respondents are Agree, 4% of the respondents are Disagree, and 0% of the respondents are Strongly Disagree. Table 3.25 Table showing whether the employees they receive feedback from their super visor regarding the progress and quality of their work. Opinion Strongly Agree Agree Total 17 35 Percentage (%) 33 67

Sourc e: Primar Disagree 0 0 y Data Chart Strongly Disagree 0 0 3.25 Chart Total 52 100 showi ng whether the employees they receive feedback from their super visor regarding the progress and quality of their work.

0%

0%

33% strongly agree agree disagree 67% strongly disagree

Interpretation From The above Analysis the researcher has found out that 33% of the respondents are Strongly Agree, 67% of the respondents are Agree, 0% of the respondents are Disagree, and 0% of the respondents are Strongly Disagree.

Table 3.26 Table showing whether the employees their super visor will see that they remain committed and motivated to their work. Opinion Strongly Agree Agree Disagree Total 9 40 3 Percentage (%) 17 77 6

Source: Primary Data Chart 3.26 Strongly Disagree 0 0 Chart showing Total 52 100 whether the employees their super visor will see that they remain committed and motivated to their work.

0% 6% 17% strongly agree agree disagree strongly disagree 77%

Interpretation From The above Analysis the researcher has found out that 17% of the respondents are Strongly Agree, 77% of the respondents are Agree, 6% of the respondents are Disagree, and 0% of the respondents are Strongly Disagree.

Table 3.27 Table showing whether there is sufficient training and development provided to the employees by the organization. Opinion Strongly Agree Agree Disagree Strongly Disagree Total Total 28 24 0 0 52 Percentage (%) 54 46 0 0 100 Source: Primary Data Chart 3.28 Chart showing whether there is

sufficient training and development provided to the employees by the organization.

0% 0%

strongly agree 46% 54% agree disagree strongly disagree

Interpretation From The above Analysis the researcher has found out that 54% of the respondents are Strongly Agree, 46% of the respondents are Agree, 0% of the respondents are Disagree, and 0% of the respondents are Strongly Disagree.

Table 3.28 Table showing whether the employees they can share their opinions and suggestions without fearing criticism or more duty allocation. Opinion Strongly Agree Agree Total 4 44 Percentage (%) 8 84

Source: Primary Data Disagree 4 8 Chart 3.28 Chart Strongly Disagree 0 0 showing whether the Total 52 100 employees they can share their opinions and suggestions without fearing criticism or more duty allocation.

0% 8% 8%

strongly agree agree disagree strongly disagree

84%

Interpretation From The above Analysis the researcher has found out that 8% of the respondents are Strongly Agree, 84% of the respondents are Agree, 8% of the respondents are Disagree, and 0% of the respondents are Strongly Disagree. Table 3.29 Table showing whether the employees they are able to address their work grievance to the concerned authority. Opinion Total Percentage (%) Strongly Agree Agree Disagree Strongly Disagree Total 41 11 0 0 52 79 21 0 0 100 Source: Primary Data Chart 3.29 Chart showing whether the

employees they are able to address their work grievance to the concerned authority.

0% 0% 21% strongly agree agree disagree strongly disagree 79%

Interpretation From The above Analysis the researcher has found out that 79% of the respondents are Strongly Agree, 21% of the respondents are Agree, 0% of the respondents are Disagree, and 0% of the respondents are Strongly Disagree.

Table 3.30 Table showing whether the employees they are able to obtain sufficient solution and advice for reducing their grievances. Opinion Strongly Agree Agree Total 28 24 Percentage (%) 54 46

Source: Primary Disagree 0 0 Data Chart 3.30 Strongly Disagree 0 0 Chart showing Total 52 100 whether the employees they are able to obtain sufficient solution and advice for reducing their grievances.

0%

0%

strongly agree 46% 54% agree disagree strongly disagree

Interpretation From The above Analysis the researcher has found out that 54% of the respondents are Strongly Agree, 46% of the respondents are Agree, 0% of the respondents are Disagree, and 0% of the respondents are Strongly Disagree.

Table 3.31 Table showing whether the employees they are satisfied with the overall compensation/remuneration package provided by the organization. Opinion Strongly Agree Agree Total 40 12 Percentage (%) 77 23

Source: Primary Disagree 0 0 Data Chart Strongly Disagree 0 0 3.31 Chart Total 52 100 showing whether the employees they are satisfied with the overall compensation/remuneration package provided by the organization.

0% 0%

23% strongly agree agree disagree strongly disagree 77%

Interpretation From The above Analysis the researcher has found out that 77% of the respondents are Strongly Agree, 23% of the respondents are Agree, 0% of the respondents are Disagree, and 0% of the respondents are Strongly Disagree. Table 3.32 Table showing whether the employees they are satisfied with the bonus and other benefits provided by the organization. Opinion Strongly Agree Agree Disagree Strongly Disagree Total Total 43 9 0 0 52 Percentage (%) 83 17 0 0 100 Source: Primary Data Chart 3.32 Chart showing whether the employees they are

satisfied with the bonus and other benefits provided by the organization.

0% 0% 17% strongly agree agree disagree strongly disagree 83%

Interpretation From The above Analysis the researcher has found out that 83% of the respondents are Strongly Agree, 17% of the respondents are Agree, 0% of the respondents are Disagree, and 0% of the respondents are Strongly Disagree. Table 3.33 Table showing whether the flow of communication is through proper channel and is clear and understandable to the employees. Opinion Strongly Agree Agree Disagree Strongly Disagree Total Total 13 36 3 0 52 Percentage (%) 25 69 6 0 100 Sourc e: Prim ary Data Chart 3.33 Chart

showing whether the flow of communication is through proper channel and is clear and understandable to the employees.

0% 6% 25% strongly agree agree disagree strongly disagree 69%

Interpretation From The above Analysis the researcher has found out that 25% of the respondents are Strongly Agree, 69% of the respondents are Agree, 6% of the respondents are Disagree, and 0% of the respondents are Strongly Disagree. Table 3.34 Table showing whether the personnel policies and office procedures of the organization are good. Opinion Strongly Agree Agree Disagree Strongly Disagree Total Total 38 14 0 0 52 Percentage 73 27 0 0 100 Source: Primary Data Chart 3.34 Chart showing whether the personnel policies and office procedures of

the organization are good.

0%

0%

27% strongly agree agree disagree strongly disagree 73%

Interpretation From The above Analysis the researcher has found out that 73% of the respondents are Strongly Agree, 27% of the respondents are Agree, 0% of the respondents are Disagree, and 0% of the respondents are Strongly Disagree. Table 3.35 Table showing whether the employees they believe there are people in the society who would like to work in Arya Vaidya Sala Kottakkal. Opinion Strongly Agree Agree Total 16 33 Percentage 31 63

Source : Primar Disagree 3 6 y Data Chart Strongly Disagree 0 0 3.35 Chart Total 52 100 showin g whether the employees they believe there are people in the society who would like to work in Arya Vaidya Sala Kottakkal.

0% 6% 31% strongly agree agree disagree strongly disagree 63%

Interpretation From The above Analysis the researcher has found out that 31% of the respondents are Strongly Agree, 63% of the respondents are Agree, 6% of the respondents are Disagree, and 0% of the respondents are Strongly Disagree.

Chi square test To test the interdependence of attributes using SPSS 17.0

Attribute to be compared are whether the respondents have to support dependents in their home and the level of their satisfaction from their work place. Ho (Null Hypothesis): There is no statistical significant relation between whether the respondents have to support dependents in their home and the level of their satisfaction from their work place. H1 (Alternative Hypothesis): There is significant relationship between whether the respondents have to support dependents in their home and the level of their satisfaction from their work place.

Table 3.36 Case Processing Summary Cases Valid N support dependent in home * level of employee satisfaction 52 Percent 100% N 0 Missing Percent 0% N 52 Total Percent 100.0%

Chi-Square Tests Value Pearson Chi-Square Continuity Correction Likelihood Ratio Fisher's Exact Test Linear-by-Linear Association N of Valid Cases 1.550 52 1 .213 1.581a .050 1.903 D. f 1 1 1 Asymp. Sig. (2-sided) .209 .823 .168 .392 .392 Exact Sig. (2-sided) Exact Sig. (1-sided)

Interpretation From the above Chi square test the research has found out that the value p=0.209 at degree of freedom=1 and level of significance 5%, 0.209 is greater than .05 so we accept the Null Hypothesis. Meaning there is no statistical significant relation between whether the respondents have to support dependents in their home and the level of their satisfaction from their work place.

Cumulative Opinion Score of employee satisfaction Cumulative Opinion Score finds out the overall employee satisfaction by considering 15 questions. Different levels of employee satisfaction are identified based on the Cumulative Opinion Score. 7 different levels of employee satisfaction has identified by the researcher are.

Serial No. 1) 2) 3) 4) 5) 6) 7)

Cumulative Opinion Score 5 to 4.85 4.85 to 4.67 4.66 to 4.5 4.54 to 4.3 4.29 to 4 4.09 to 3.5 3.49 to 1

Level Of Employee Satisfaction Exceptional High Level Of Satisfaction Excellent Level Of Satisfaction Very Good Level Of Satisfaction Good Level Of Satisfaction Better Level Of Satisfaction Average Level Of Satisfaction Low Level Of Satisfaction

Data Analysis output generated by SPSS 17.0 Soft ware

Table 3.37

Statistics Different Levels Of Employee Satisfaction N Valid Missing 52 0

Different Levels Of Employee Satisfaction Frequency Percent Valid exceptional high level of satisfaction excellent level of satisfaction very good level of satisfaction good level of satisfaction better level of satisfaction average level of satisfaction Total 2 3 15 16 15 1 52 3.8 5.8 28.8 30.8 28.8 1.9 100.0 Valid Percent 3.8 5.8 28.8 30.8 28.8 1.9 100.0 Cumulative Percent 3.8 9.6 38.5 69.2 98.1 100.0

Interpretation From the above analysis the researcher has found out that from a sample size of 52 respondents. 3.85% of the respondents show exceptional high level of satisfaction, 5.8% of the respondents show excellent level of satisfaction, 28.8% of the respondents show very good level of satisfaction, 30.8% of the respondents show good level of satisfaction, 28.8% of the respondents show better level of satisfaction, 1.9% of the respondents show average level of satisfaction and 0% of the respondents show low level of satisfaction.

Independent Sample t test H0 (Null Hypothesis): There is no statistical significant difference between male and female employees regarding employee satisfaction. H1 (Alternative Hypothesis): There is statistical significant difference between male and female employees regarding employee satisfaction. Table 3.38

Group Statistics gender of the employe e Cumulative Opinion Score male female

N 47 5

Mean 4.4142 4.4800

Std. Deviation Std. Error Mean .19754 .10954 .02881 .04899

Independent Samples Test Levene's Test for Equality of Variances

t-test for Equality of Means 95% Confidence Interval of the Difference Std. Mean Error Sig. (2- Differen Differen D.f tailed) ce ce Lower 50

F Cumulative Equal Opinion Score variances assumed 1.792

Sig.

Upper

.187 -.729

.470 -.06582 .09031 -.24721 .11558

Independent Samples Test Levene's Test for Equality of Variances

t-test for Equality of Means 95% Confidence Interval of the Difference Std. Mean Error Sig. (2- Differen Differen D.f tailed) ce ce Lower 50

F Cumulative Equal Opinion Score variances assumed Equal variances not assumed Interpretation 1.792

Sig.

Upper

.187 -.729

.470 -.06582 .09031 -.24721 .11558

- 7.172 1.158

.284 -.06582 .05684 -.19956 .06793

From the above independent sample t test the researcher has found out that the mean of the male sample is 4.4142 and the female sample mean is 4.4800 From the levenes test for equality of variances the researcher has found out that the value of F =1.792 and sig.=0.187. Since 0.187 is less than 0.05 equal variance is not assumed. From the Independent Sample t test the researcher has found out that the value of p= 0.284, t=1.158 at 7.712 Degree of freedom and 5% level of significance. Since .284 is greater than 0.05, Null Hypothesis (H0) accepted. H0: There is no statistical difference between female and male respondents regarding employee satisfaction.

Chapter 5 Findings, Suggestions, Conclusion and Appendices

Findings

The researcher has found by considering Percentage Analysis, Chi square Test, Independent Sample T Test and Cumulative Opinion Score

Total employee satisfaction in Arya Vaidya Sala Kottakkal Shows good level of satisfaction there is no low level of satisfaction The researcher has found out that there is no statistical significant relation between whether the respondents have to support dependents in their home and the level of their satisfaction from their work place.

The researcher has found out that There is no statistical significant difference between male and female employees regarding employee satisfaction. Majority of the employees are on the age group of 51& Above Majority are male employees (90%) Marital status is 100%(52) Researcher has found out that 29% of the respondents are below SSLC, 46% of the respondents are SSLC holders, 0% of the respondents are Degree holders, 12% of the respondents are Diploma holders, 13% of the respondents are other qualification holders.

Researcher has found out that 29% of the respondents are in Factory, 4% of the respondents are in Maintenance, 4% of the respondents are in Storage, 4% of the respondents are in Steam Plant, 9% of the respondents are in Filling, 4% of the respondents are in Packing, 6% of the respondents are in Plant, 2% of the respondents are in Boiler Operator, 9% of the respondents are in Tablets, 8% of the respondents are in Sanitation, 11% of the respondents are in Power House, 4% of the respondents are in Medicine Making, 6% of the respondents are in R&D.

Majority of the employees are not worked in other organizations of similar or different industry. Employees are working in Arya Vaidya Sala Kottakkal More than 10 years=83% 100 % (52) employees they have to support dependent in their home.

Suggestions

A small percent of employees says that there is stress and peer bullying in the work place, so organization must take necessary actions to avoid stress and peer bullying in the work place.

Some of the workers says that they are not consider about setting objectives and time management when tasks allocated to them, so organization can change the minds of this workers by telling the importance of setting objectives and time management in performing a task, it will help in increasing the productivity of the organization.

Increase Salary according to the employees performance i.e. for those who perform well in their work, increasing this kind of employees salary will also help to increase the productivity of the organization

Some of the workers said the flow of communication is not through proper channel and not understandable to them, so organization must take enough steps to find solutions for this kind of complaints and ensure this kind of complaints will not repeat in future.

Conclusion

The aspect of employee satisfaction is very important and it have a vital role in the organizations working. Matching Employee Expectations Organizations need to go beyond salary and perks to improve workplace for meeting employee expectations. Employee satisfaction has become the all important ingredient for success for most organizations. Knowing what the employees actually want in addition to the facilities and perks offered by the employers can be an interesting exercise and help both the employee and the employer in creating a high performance workplace In Arya Vaidya Sala Kottakkal, Majority of the employees is satisfied with the working in Arya Vaidya Sala Kottakkal, so organization work going very smoothly.

QUESTIONNAIRE I am Arun Sivadasan K, Third Semester M.B.A student of Farook Institute of Management Studies, Calicut. This questionnaire is for my project work titled Employee Satisfaction .The responses from the questionnaire is only for research purpose and will be kept confidential. Section A: Socio-Demographic Data 1)Age: 20-30 31-40 41-50 51&Above 2) Gender: Male 3) Marital Status: Female

Married 4) Educational Qualification: Below SSLC Diploma

Unmarried SSLC others Degree

5) Department:.. 6) Have you worked in other organizations of similar or different industry: Yes No 7) How long you have been working in Arya Vaidya Sala, Kottakkal. Less than 1 year 1-3 3-5 5-7 7-10 more than 10 years 8) Do you have to support dependent in your home. Yes No

Section B: Research Data 1)I am proud and happy to be a staff at Arya Vaidya Sala, Kottakkal. Strongly Agree Agree Disagree Disagree

Strongly

2) I am satisfied with the organizations objective of social service in medical sector. Strongly Agree Agree Disagree Strongly Disagree 3) I believe that Arya Vaidya Sala Kottakkal has a long term goal to stay in the medical industry. Strongly Agree Agree Disagree Strongly Disagree 4) I like the work that is assigned to me and I have a feeling that it is an important job. Strongly Agree Agree Disagree Strongly Disagree 5) I have the knowledge and capacity to do the job that is assigned to me. Strongly Agree Agree Disagree Disagree 6) The management designs and allocates the jobs uniformly. Strongly Agree Agree Disagree Disagree

Strongly

Strongly

7) I know what my supervisor and customers expect from me at the work place. Strongly Agree Agree Disagree Strongly Disagree 8) You have the feeling of job security in this organization. Strongly Agree Agree Disagree Disagree

Strongly

9) You are sincere, committed and responsible to your work and assignments in Arya Vaidya Sala, Kottakkal. Strongly Agree Agree Disagree Strongly Disagree 10) You are able to adjust with your colleagues and their mannerism at the work place. Strongly Agree Agree Disagree Strongly Disagree 11) You are able to do your work along with the different types of staffs with different behavior at the workplace. Strongly Agree Agree Disagree Strongly Disagree 12) The work environment is supportive and with less tension and peer bullying. Strongly Agree Agree Disagree Strongly Disagree 13) My work environment has all the adequate facilities that help me in doing my job. Strongly Agree Agree Disagree Strongly Disagree 14) I have enough freedom and authority to carry out my job. Strongly Agree Agree Disagree Disagree

Strongly

15) I set goals, objectives, time management and planning when performing tasks allocated to me. Strongly Agree Agree Disagree Strongly Disagree

16) My supervisor allocates work and guides me how to do it. Strongly Agree Disagree Agree Disagree Strongly

17) I receive feedback from my supervisor regarding the progress and quality of my work. Strongly Agree Disagree Agree Disagree Strongly

18) My supervisor will see that I remain committed and motivated to my work.

Strongly Agree Disagree

Agree

Disagree

Strongly

19) There is sufficient training and development provided to me by the organization. Strongly Agree Disagree Agree Disagree Strongly

20) I can share my opinions and suggestions without fearing criticism or more duty allocation. Strongly Agree Disagree Agree Disagree Strongly

21) I am able to address my work grievance to the concerned authority. Strongly Agree Disagree Agree Disagree Strongly

22) I am able to obtain sufficient solution and advice for reducing my grievances. Strongly Agree Agree Disagree Strongly Disagree

23) I am satisfied with the over all compensation/remuneration package provided by the organization. Strongly Agree Disagree Agree Disagree Strongly

24) I am satisfied with the bonus & other benefits provided by the organization. Strongly Agree Agree Disagree Strongly Disagree

25) The flow of communication is through proper channel and is clear and understandable to me. Strongly Agree Disagree Agree Disagree Strongly

26) The personnel policies and office procedures of the organization are good. Strongly Agree Disagree Agree Disagree Strongly

27) I believe there are people in the society who would like to work in Arya Vaidya Sala, Kottakkal. Strongly Agree Disagree Agree Disagree Strongly

Thank you for your co-operation and help.

Chapter 6

Bibliography

Bibliography

Books Referred

Mishra MN Organisational Behaviour , Vikas Publishing House Pvt Ltd Khankha S.S Human Resource Management, S.Chand & Co.

Sites Referred

http://www.google.co.in/

http://aryavaidyasala.com/