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A SUMMER INTERNSHIP PROJECT

ON
A STUDY ON JOB SATISFACTION
WITH SPECIAL REFERENCE TO

EICHER POLARIS PRIVATE LIMITED

IN PARTIAL FULFILMENT OF THE REQUIRED FOR THE AWARD OF
DEGREE
IN
MASTER OF BUSINESS ADMINISTRATION
SUBMITTED BY
SACHIN OJHA
IN
HUMAN RESOURCE (SPECIALIZATION)
(ROLL NO.1515070021)
IILM, ACADAMY OF HIGHER LEARNING,
GREATER NOIDA

UNDER THE GUIDANCE OF

TABLE OF CONTENTS
CHAPTERS PARTICULAR PAGE NO.
INTRODUCTARY PAGES  Preface
 Acknowledgment
 Declaration
 Executive Summary
CHAPTER I Introduction
Determinants of Job Satisfaction
OVERVIEW OF JOB Dimensions of Job Satisfaction
SATISFACTION Workers roles in Job Satisfaction
Theories of Job Satisfaction

CHAPTER II Brief profile of Company
Brief history of Organization
INTRODUCTION Organizational Structure
ABOUT COMPANY Key highlights of Organization
CHAPTER III Objectives of Summer Internship
Sampling Design
OBJECTIVES AND Sample Size
METHODOLOGY Sample Selection
Data Collection & Data Sources
CHAPTERS IV

DATA ANALYSIS &
INTERPRETATION
CHAPTER V

CONCLUSION
REFERENCES
ANNEXURE

PREFACE

As a management student, summer training project is one of the prerequisite for the successful
completion of MBA.

I have done my summer training at EICHER POLARIS PVT LTD, JAIPUR.

A Multix product. The topic of my project is “A STUDY ON WORKMEN JOB
SATISFACTION”.

The study carries a brief introduction about the “A Study on Workmen Job Satisfaction”.

I am fully confident that this study meets the complete requirement of MBA programme. It may
be possible of any suggestion for the improvement of contents of this project.

MBA 3rdsem
IILM
PRINCY CHAUHAN

ACKNOWLEDGEMENT

1

PRINCY CHAUHAN MBA-3rd SEM IILM DECLARATION I PRINCY CHAUHAN. steadfast determination. with immense gratitude. who was my project guide in the organization. I would also like to thank. support and uninterrupted supervision and monitoring of my activities . Eicher Polaris Private Limited Jaipur.Needless to add that without his advice and support the thesis would never been completed. So. I acknowledge all those whose guidance and encouragement served as a “beacon light” and crowned our efforts with success. I will ever remain indebted towards my parents and thank them for giving the financial and moral support throughout these days.Vikas Yadav(safety) and other Supervisor of the Department for their support and invaluable time and providing me with deep insights and inputs in this relatively new concept and enabling me with all the tools and techniques to help me in the project. Mr. zeal. I am also deeply indebted to my friends and other colleagues for their help in the completion of work. After all. I thank him for allowing me to take up this project and helping me throughout the project for his invaluable guidance. un-deferred missionary. My sincere thanks to Mr. student of Master Of Business Administration (MBA) 3rdsemester hereby declare that the project report entitled “A STDUY ON WORKMEN JOB 2 . Mr.The satiation and euphoria that accompany the successful completion of task would be incomplete without the mention of the people who made it possible. and most of all encouraging guidance.Girish Goyal (HR). inspiration. Manish(paint shop). severance. success is the epitome of hard work.

Jaipur is submitted by me in partial fulfillment of the awards of the degree of MBA-3rd semester and the information presented in this project report is correct to the best of my knowledge.3rd Sem. The empirical findings in this report are based on the research conducted by me personally and are not a production of any other sources. JAIPUR PRINCY CHAUHAN 12/08/2016 MBA.SATISFACTION Eicher Polaris Private Limited. IILM CERTIFICATE 2 . It is an original work and has not been submitted to any other academic institution for award of any degree in full or part by me.

I carried out my project concerning “A Study on Workmen Job Satisfaction in Eicher Polaris Private Limited”. 3 . EXECUTIVE SUMMARY After getting the opportunity to undergo my 8 week summer training in Eicher Polaris Private Limited. Jaipur.

opportunities on the job for promotion and advancement (prospects). rewards and punishments. while job satisfaction is more an individual state of mind.supervisory treatment. praises and blames. attitudes towards people in community. participation in social activity socialibility and caste barrier. Positive attitude towards job are equivalent to job satisfaction where as negative attitude towards job has been defined variously from time to time. Job can be influenced by variety of factors like quality of one’s relationship with their supervisor. overtime regulations. etc. Social relations. neighbors. 4 . According to Pestonejee. Job satisfaction is an important indicator of how workers feel about their job. and machines and tools.friends and associates. 3. Morale is the by-product of the group. which the possessions of feeling have being accepted by and belonging to a group of employees through adherence to common goals and confidence in desirability of these goals. leaves policy and favoritism. dangerous.Job satisfaction in regards to one’s feeling or state of mind regarding nature of their work. Job satisfaction is also linked with a healthier work force and has been found to be a good indicator of longevity. participation. These are: 1.their evaluation may rest largely upon one’s success or failure in the achievement of personal objective and upon perceived combination of the job and combination towards these ends. interest in work. interesting). Job satisfaction can be taken as a summation of employee’s feelings in four important areas. quality of physical environment in which they work. degree of fulfillment in their work. 2. Job satisfaction is not synonyms with organizational morale. In short job satisfaction is a person’s attitude towards job. fellow workers. Management. Personal adjustment-health and emotionality. 4. hours of work. Job satisfaction is an attitude which results from balancing & summation of many specific likes and dislikes experienced in connection with the job. physical environment. Job-nature of work (dull.

JAIPUR DURATION OF SUMMER TRAINING: 8 WEEKS 5 .ORGANISATION: EICHER POLARIS PRIVATE LIMITED.

6 .

CHAPTER – I JOB SATISFACTION AN OVERVIEW 1 .

” - P. It is his attitude towards his job. JOB SATISFACTION 1) INTRODUCTION Job satisfaction is not the same as motivation. Arnold and Daniel C. It could. Definitions: “Job satisfaction does not seem to reduce absence. Robbins Job satisfaction defines as “The amount of overall positive affect (or feeling) that individuals have toward their jobs. turnover and perhaps accident rates”. Kahn “Job satisfaction is a general attitude towards one’s job: the difference between the amount of reward workers receive and the amount they believe they should receive. It is more if an attitude. Feldman 2 . be associated with a personal feeling of achievement. an internal state of the person concerned.” -Hugh J. for example. Job satisfaction is an individual’s emotional reaction to the job itself. -Robert L.

Manager may need to monitor not only the job and immediate work environment but also their employee’s attitudes towards other part of life. The practice of supervision. job satisfaction influences one’s general life satisfaction.” By Andrew J DuBrins. JOB FAMILY LIFE POLITICS LEISURE RELATED ELEMENT OF LIFE SATISFACTION 3 . since a job is important part of life. New Delhi Job satisfaction is one part of life satisfaction.“Job satisfaction is the amount of pleasure or contentment associated with a job. you will experience high job satisfaction. If you like your job intensely. Similarly. If you dislike your job intensely. The environment influences the job. you will experience job dissatisfaction.

Employees often see pay as a reflection of organization. f) Supervision. d) The work group. Money facilities the obtaining of food. In modern society the needs and requirements of the people are ever increasing and ever changing. c) Promotion. e) Working condition. Apart from managerial and technical aspects. employers can be considered as backbone of any industrial development. Fringe 4 . Job satisfaction of industrial workers us very important for the industry to function successfully. Moreover. and clothing and provides the means to enjoy valued leisure interest outside of work. Any business can achieve success and peace only when the problem of satisfaction and dissatisfaction of workers are felt understood and solved. To utilize their contribution they should be provided with good working conditions to boost their job satisfaction. Pay is instrumental in fulfilling so many needs. Dissatisfied people are likely to contribute very little for any purpose. b) The work itself. a) Pay. pay can serve as symbol of achievement and a source of recognition. When the people are ever increasing and ever changing. when the people’s needs are not fulfilled they become dissatisfied.Human life has become very complex and completed in now-a-days. shelter. PAY Wages do play a significant role in determining of satisfaction.

benefits have not been found to have strong influence on job satisfaction as direct wages. Jobs with too much variety and stimulation cause workers to feel psychologically stressed and ‘burnout’. employee who participates in decision that affect their job. The two most important aspect of the work itself that influence job satisfaction are variety and control over work methods and work place. display a much higher level of satisfaction with supervisor and the overall work situation. 2. A promotion to a higher level in an organization typically involves positive changes I supervision. THE WORK ITSELF Along with pay. WORK GROUP Having friendly and co-operative co-workers is a modest source of job satisfaction to individual employees. the content of the work itself plays a very major role in determining how satisfied employees are with their jobs. The other dimension of supervisory style influence participation in decision making. PROMOTION Promotional opportunities have a moderate impact on job satisfaction. In general. Jobs that are at the higher level of an organization usually provide workers with more freedom. workers want jobs that are challenging. Jobs with too little variety cause workers to feel bored and fatigue. more challenging work assignments and high salary. they do want to be doing mindless jobs day after day. job with a moderate amount of variety produce the most job satisfaction. SUPERVISION Two dimensions of supervisor style: 1. The working groups also serve as a social 5 . job content and pay. Employee centered or consideration supervisors who establish a supportive personal relationship with subordinates and take a personal interest in them. By and large.

nature of job. Therefore. WORK CONDITION The employees desire good working condition because they lead to greater physical comfort. Let us see what these factors are: Individual factors: Individuals have certain expectations from their jobs. support system of employees. several studies have found negative correlation between the level of education. and situational variables determine the degree of job satisfaction. all those factors which provide a fit among individual variables. If their expectations are met from the jobs. People often used their co-workers as sounding board for their problem of as a source of comfort. they feel satisfied. it appears that besides the nature of job and job environment. For example. we have to keep in mind that: all individuals do no derive the same degree of satisfaction though they perform the same job in the same job environment and at the same time. they will have very little felt for their families. In their 6 . 2) DETERMINANTS OF JOB SATISFACTION: While analyzing the various determinants of job satisfaction. Thus. particularly higher level of education. The working conditions are important to employees because they can influence life outside of work. The possible reason for this phenomenon may be that highly educated persons have very high expectations from their jobs which remain unsatisfied. friends and recreation outside work. If people are require working long hours and / or overtime. age and other factors. These expectations are based on an individual’s level of education. there are individual variables which affect job satisfaction. and job satisfaction. Level of education: Level of education of an individual is a factor which determines the degree of job satisfaction.

particularly at the far end of the career. Occupation level: 7 . Peter’s principle which suggests that every individual tries to reach his level of incompetence. If an individual does not have favorable social and family life. when these assumptions fall short of reality. applies more quickly. Nature of job: Nature of job determines job satisfaction which is in the form of occupation level and job content. Other factors: Besides the above two factors. Job satisfaction is high at the initial stage. job satisfaction goes down. At the last. The possible reasons for this phenomenon are like this. These assumptions make them more satisfied. When individuals join an organization. However. they may have some unrealistic assumptions about what they are going to drive from their work. Similarly. other personal problems associated with him may affect his level of job satisfaction. Age: Individuals experience different degree of job satisfaction at different stages of their life. he may not feel happy at the workplace.case. starts rising up to certain stage. gets gradually reduced. Personal problems associated with him may affect his level of job satisfaction. and finally dips to a low degree. It starts rising again as the people start to assess the jobs in right perspective and correct their assumptions. there are other individual factors which affect job satisfaction. job satisfaction goes down because of fear of retirement and future outcome.

Situational variables: Situational variables related to job satisfaction lie in organizational context – formal and informal. job enlargement. For example. Job content: Job content refers to the intrinsic value of the job which depends on the requirement of skills for performing it. This happens because high level jobs carry prestige and status in the society which itself becomes source of satisfaction for the job holders. these provide means job performance. Higher level jobs provide more satisfaction as compared to lower levels. A higher content of these factors provides higher satisfaction. Some of the important factors which affect job important factors which affect job satisfaction are given below: 1. and the degree of responsibility and growth it offers. Formal organization emerges out of the interaction of individuals in the organization. professionals derive more satisfaction as compared to salaried people: factory workers are least satisfied. particularly physical work environment. a routine and repetitive lesser satisfaction. the degree of satisfaction progressively increases in job rotation. like conditions of workplace and associated facilities for performing the job determine job satisfaction. For example. provision of these conditions affects the individual’s perception about the 8 . Second. Working conditions: Working conditions. First. These work in two ways. and job enrichment.

In employee-oriented supervision. This situation decreases job satisfaction. Opportunity: It is true that individuals seek satisfaction in their jobs in the context of job nature and work environment by they also attach importance to opportunities for promotion that these job offer. the degree of satisfaction is high. 4. If the reward is perceived to be based on the job performance and equitable. If the present job offers opportunity of promotion is lacking. In a cohesive group. Supervision: The type of supervision affects job satisfaction as in each type of supervision. individuals experience higher level of job satisfaction. If the group is not cohesive. Equitable rewards: The type of linkage that is provided between job performance and rewards determines the degree of job satisfaction. the degree of importance attached to individuals varies. there is more emphasis on the performance of the job and people become secondary. there is more concern for people which is perceived favorably by them and provides them more satisfaction. To the extent such groups are cohesive. If the reward is perceived to be based on considerations other than the job performance. job satisfaction is low. 5. 3. it offers higher satisfaction. If these factors are favorable. it reduces satisfaction. Work group: Individuals work in group either created formally of they develop on their own to seek emotional satisfaction at the workplace. people derive satisfaction out of their interpersonal interaction and workplace becomes satisfying leading to job satisfaction. RELATIVE FACTORS INVOLVED IN JOB SATISFACTION 9 .organization. 2. it affects job satisfaction adversely. In job oriented supervision.

organizational factors as stated below:- DIMENSIONS 10 . cultural. 1 Nature of work 2 Working Environment 3 Working hours 4 Job security 5 Responsibility given for the job 6 Relationship with colleagues 7 Relationship with supervisors 8 Safety measures 9 Grievance handling 10 Wage rate system 11 Incentives 12 Canteen facilities 13 Bonus schemes 14 Family welfare measures 15 Medical / First Aid facilities 16 Recognition 17 Rewards 3) DIMENSIONS OF JOB SATIFACTION Job satisfaction is a complex concept and difficult to measure objectively. social. The level of job satisfaction is affected by a wide range of variables relating to individual.

formal structure. personnel policies and procedures. These factors affect job satisfaction of certain individuals in a given set of circumstances but not necessarily in others. informal relations etc. nature of work. age. 4) WORKERS' ROLES IN JOB SATISFACTION If job satisfaction is a worker benefit.  Environmental factors:-Economic.  Social factors:-Relationship with co-workers. technical and governmental influences. group working and norms. INDIVIDUAL SOCIAL ORGANIZATIONAL CULTURAL ENVIRONMENTAL FACTORS FACTORS FACTORS FACTORS FACTORS  Individual:-Personality. industrial relation. surely the worker must be able to contribute to his or her own satisfaction and well-being on the job. orientation to work. technology and work organization. marital status. overall degree of job satisfaction may differ from person to person. The following suggestions can help a worker find personal job satisfaction: 11 .  Organizational factors:.  Cultural factors:-Attitudes. intelligence and abilities. beliefs and values. working conditions.Thus. social. supervision and styles of leadership.Nature and size. Some workers may be satisfied with certain aspects of their work and dissatisfied with other aspects . education. management systems. opportunities for interaction.

 Seek opportunities to demonstrate skills and talents. 12 . Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. This helps to give meaning to one's existence.  See the value in your work. with attendant increases in pay and other recognition.  Develop teamwork and people skills. listening. Acquire new job-related knowledge that helps you to perform tasks more efficiently and effectively.  Demonstrate creativity and initiative.  Accept the diversity in people. This will relieve boredom and often gets one noticed. A large part of job success is the ability to work well with others to get the job done.  Develop excellent communication skills. Employer’s value and reward excellent reading. Learn to de-stress. writing. Qualities like these are valued by most organizations and often result in recognition as well as in increased responsibilities and rewards.  Know more. thus playing a vital role in job satisfaction. Plan to avoid burnout by developing healthy stress- management techniques. Appreciating the significance of what one does can lead to satisfaction with the work itself. and speaking skills. This often leads to more challenging work and greater responsibilities.

if Employee A values autonomy in the workplace and Employee B is indifferent about autonomy. his satisfaction is more greatly impacted both positively (when expectations are met) and negatively (when expectations are not met). locus of control. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are/aren’t met. then Employee A would be more satisfied in a position that offers a high degree of autonomy and less satisfied in a position with little or no autonomy compared to Employee B.g. A significant model that narrowed the scope of the Dispositional Theory was the Core Self-evaluations Model. general self-efficacy. regardless of one’s job. The main premise of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. This approach became a notable explanation of job satisfaction in light of evidence that job satisfaction tends to be stable over time and across careers and jobs.5) THEORIES OF JOB SATISFACTION Affect Theory Edwin A. Judge argued that there are four Core Self-evaluations that determine one’s disposition towards job satisfaction: self-esteem. Locke’s Range of Affect Theory (1976) is arguably the most famous job satisfaction model. and 13 . This theory also states that too much of a particular facet will produce stronger feelings of dissatisfaction the more a worker values that facet. When a person values a particular facet of a job. To illustrate. compared to one who doesn’t value that facet. Dispositional Theory Another well-known job satisfaction theory is the Dispositional Theory ]. Further. Judge in 1998. proposed by Timothy A. the theory states that how much one values a given facet of work (e. It is a very general theory that suggests that people have innate dispositions that cause them to have tendencies toward a certain level of satisfaction. Research also indicates that identical twins have similar levels of job satisfaction.

Finally. the theory does not consider individual differences. recognition. These motivating factors are considered to be intrinsic to the job. Porter. and other working conditions While Hertzberg's model has stimulated much research. p. lower levels of neuroticism lead to higher job satisfaction. Having an internal locus of control (believing one has control over her\his own life. An employee’s motivation to work is continually related to job satisfaction of a subordinate. respectively. supervisory practices. for example achievement in work. promotion opportunities. Furthermore. Motivation can be seen as an inner force that drives individuals to attain personal and organization goals (Hoskinson. and provide people with satisfaction. or the work carried out. & Wrench. This theory states that satisfaction and dissatisfaction are driven by different factors – motivation and hygiene factors.neuroticism.133). This model states that higher levels of self-esteem (the value one places on his/her self) and general self-efficacy (the belief in one’s own competence) lead to higher work satisfaction. researchers have been unable to reliably empirically prove the model. Motivating factors are those aspects of the job that make people want to perform. as opposed to outside forces having control) leads to higher job satisfaction. 14 .] Finally. company policies. Hygiene factors include aspects of the working environment such as pay. Two-Factor Theory (Motivator-Hygiene Theory) Frederick Herzberg’s Two factor theory (also known as Motivator Hygiene Theory) attempts to explain satisfaction and motivation in the workplace. with Hack man & Oldham suggesting that Hertzberg's original formulation of the model may have been a methodological artifact. conversely predicting all employees will react in an identical manner to changes in motivating/hygiene factors. the model has been criticized in that it does not specify how motivating/hygiene factors are to be measured.

 Salary.  Advancement.  Personal life.  Job security. &  Responsibility.  Recognition.  Work itself.According to Herzberg following factors acts as motivators:  Achievement.  Inter-personal relations with supervisors. Hygiene factors are:  Company policy & administration.  Possibility of growth. peers & Subordinates. & 15 .  Technical supervision.  Working Conditions.

this theory tell us that job satisfaction is a function of. b) Need for social achievement: A drive for some kind of collective success is relation to some standards of excellence. a) Need for personal achievement: Desires for personal career development. social achievement & for influence. Status. better education & prospects for children & desire for improving one's own work performance. In the works situation. In summary. It is indexed in terms of desires to increase overall productivity. improvement in one's own life standards. c) Need for influence: A desire to influence other people & surroundings environment. the more satisfied he is when he gets it & the more dissatisfied he is when he does not get it. increased national prosperity. or is positively related to the degree to which one's personal & social needs are fulfilled in the job situation. it means to have power status & being important as reflected in initiative taking and participation in decision making. better life community & safety for everyone. Need Fulfillment Theory: Under the need-fulfillment theory it is believed that a person is satisfied if he gets what he wants & the more he wants something or the more important it is to him.Group Theory: 16 . Needs may be need for personal achievement. Social References .

he will like it & if it does not. He measures the effects of community characteristics on job satisfaction of female clerical workers employed in 300 different catalogue order offices. thus provides strong evidence that such frames of reference for evaluation may be provided by one's social groups and general social environment. Such groups are defined as the 'reference-group' for the individual in that they define the way in which he should look at the world and evaluate various phenomena in the environment (including him). Hulin.It takes into account the point of view & opinions of the group to whom the individual looks for the guidance. desires and requirements of a person's reference group. A good example of this theory has been given by C. 17 . he will not like it. according to this theory that if a job meets the interest. It would be predicted. He found that with job conditions held constant job satisfaction was less among persons living in a well- to-do neighborhood than among those whose neighborhood was poor. Hulin.L.

II PROFILE .AT A GLANCE EICHER POLARIS PRIVATE LIMITED 18 .CHAPTER .

19 .

Multix can generate 3 kilowatts of electricity. It seats a family of 5 comfortably. doer. Multix is purpose-built to take care of your ever-evolving needs. Son. winner. And this powerful collaboration resulted in the perfect solution. It’s a game changer. there was no single vehicle that could support him through his unpredictable journey—until Eicher Motors identified the problem and decided to do something about it. father. dreamer. Collaboration with global ATV experts Polaris Industries Inc. Multix. From family to business. Ltd. hero—he plays many roles. Thanks to its X-PortTMfeature. 20 . It’s the first of its kind. it is ideal for business trips. With 1918 liters of extendable carrying space. It’s the new 3-in-1. shopkeeper. resulted in the perfect partnership: Eicher Polaris Pvt. His road to success is lined with twists and turns. Unfortunately.1) About Multix Multix is purpose-built for the independent businessman. brother. a series of ever-evolving challenges that he adapts to and overcomes without fail. gambler.

Spread over 25 acres. lean business model and in-depth understanding of emerging markets with the excellent product development capabilities and world class reliability of Polaris. the manufacturing 21 . combined their R&D facilities to design and develop the first vehicle that will soon make its way onto the Indian roads. The two companies signed a strategic joint venture agreement in July 2012. Ltd. Eicher Polaris Pvt. near Jaipur. Polaris-Medina. will manufacture and sell a full new range of personal vehicles suitable for India and other emerging markets. USA and Eicher Motors Ltd. EPPL combines Eicher’s proven expertise in frugal engineering.2) ABOUT COMPANY Eicher Polaris Pvt. and Polaris Industries Inc. India. (EPPL) is a 50:50 joint venture between Eicher Motors Ltd. Backed by an investment of over INR 350 crore. In 2013. Eicher Polaris Pvt. Eicher Polaris Pvt. Ltd. set up its first state-of-the-art manufacturing plant in Kukas. Ltd. catering to the needs of emerging independent businessmen. Ltd.. India.

EML’s 50:50 strategic joint venture with US based 22 . fuel-efficient trucks and buses. Royal Enfield has witnessed a huge surge in demand in the recent past. NCR. EML’s joint venture with the Volvo group. As the manufacturer of India’s first agricultural tractor in 1959.facility will also house a R&D centre. Today. VE Commercial Vehicles Limited. and is leading the path in driving modernization in commercial transportation in India and other developing markets. EML emerged as a major catalyst for India’s green revolution. EPPL’s corporate headquarters will be located in Gurgaon. manufactures and markets reliable. Eicher Motors owns the iconic Royal Enfield motorcycle business. and is charting its course to be the leading player in the mid-sized motorcycle segment globally. designs. Eicher Motors Limited (EML) is the flagship company of the Eicher Group. the company is a prominent player in the Indian automotive space. About Eicher Motors Ltd. The oldest motorcycle company in continuous production world-wide. which leads the premium motorcycle segment in India.

. Polaris 23 .in About Polaris Industries Inc. please visit: www.5 billion. Eicher Motors recorded its highest ever total income of INR 8738 corers (USD 1.. manufactures and markets innovative.4 billion) and is listed on the Bombay and National Stock Exchanges.eicher. will design and develop. Polaris continues to invest in the global Work and Transportation vehicle industry with Global Electric Motorcars (GEM). motorcycles and on-road electric/hybrid powered vehicles. Polaris is a recognized leader in the powers ports industry with annual 2014 sales of $4. snowmobiles. Goupil Industries SA. and internally developed vehicles. including all-terrain vehicles (ATVs) and the Polaris RANGER® and RZR® side-by-side vehicles. Polaris is among the global sales leaders for both snowmobiles and off-road vehicles and has established a presence in the heavyweight cruiser and touring motorcycle market with the Victory® and Indian Motorcycle® and Slingshot® brands. Additionally.A.S.Polaris Industries Inc. Eicher Polaris Private Ltd. engineers. For more information. manufacture and sell a full new range of personal vehicles. Aixam Mega S. Polaris designs. high quality off-road consumer and military vehicles. In 2014.

Cycle Country® and Pro Armor® brands.polaris. Information about the complete line of Polaris products. apparel and vehicle accessories are available from authorized Polaris dealers or anytime at www.enhances the riding experience with a complete line of Polaris Engineered Parts. trades on the New York Stock Exchange under the symbol “PII”.com 24 . Accessories and Apparel. Polaris Industries Inc. Klim branded apparel and ORV accessories under the Kolpin® . and the Company is included in the S&P Mid-Cap 400 stock price index.

Ltd. Ltd.3) Team of Eicher Polaris Private Limited Siddhartha Lal Lalit Malik B. 25 . Eicher Polaris Pvt. Eicher Polaris Pvt. Ltd.Govindarajan Chairman Director Director Eicher Polaris Pvt.

Morgan Mike Dougherty Pankaj Dubey Director Director Director Eicher Polaris Pvt. Eicher Polaris Pvt.Bennett J. Ltd. 4) EICHER POLARIS PRIVATE LIMITED 26 . Radhesh C. Ltd. Ltd. Ltd. Eicher Polaris Pvt. Verma CEO Eicher Polaris Pvt.

ORGANISATIONAL STRUTURE
DIAGARAM

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5) EPPL Trust Contract & Values:-

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5) VEHICLES

Multix AX+

With open doorways and carrying space, the AX+ makes extra room
for passengers and the tools of your trade. Its sturdy roof protects
against the harshest weather, while its tubular frame ensures
safety.
Available in 2 colors.
Rich Red
Pure White

30

power (KW @ RPM) 7.3 KW at 3000 Max. single-cylinder BS III) Direct injection.5 Transmission Manual: 4 forward + 1 reverse Engine capacity (cc) 510.7 Max. natural Engine system aspiration Fuel tank capacity (liters) 11. torque (Nm @ RPM) 27. Power (PS @ RPM) 9.Specifications Parameter Multix AX+ Type of vehicle Personal Seating capacity 5 Fuel Diesel G510W III (Greaves four- Type of engine stroke.1 Nm at 1400-2200 Kerb weight (kg) 650 Gross vehicle weight .GVW 1150 (kg) Length (mm) 3235 Width (mm) 1585 31 .92 PS at 3000 Max.

Height (mm) 1856 Wheelbase (mm) 2005 Wheel track: Front (mm) 1350 Wheel track: Rear (mm) 1350 Boot space (liters) 418. Available in 4 colours.93 Gear type Constant mesh Suspension: Front Hydraulic.3 Turning circle radius (m) 3. double wish bone 155/80 R13 79T. McPherson Strut Suspension: Rear Hydraulic. 32 . Tyre size radial/tubeless Brakes: Front & rear Drum. hydraulic Ground clearance (mm) 172 Multix MX The MX makes ample room for the tools of your trade. The MX is fully loaded. Its built-in music system is perfect for family road trips and vacations. built for those who juggle roles and value flexibility.

Rich Red Bright Yellow Pure White Soft Silver 33 .

torque (Nm @ 27.1 Nm at 1400-2200 RPM) 34 . natural Engine system aspiration Fuel tank capacity 11. Power (PS @ RPM) 9.92 PS at 3000 Max.5 (liters) Manual: 4 forward + 1 Transmission reverse Engine capacity (cc) 510. power (KW @ 7.Specifications Parameter Multix MX Type of vehicle Personal Seating capacity 5 Fuel Diesel G510W III (Greaves four- Type of engine stroke.3 KW at 3000 RPM) Max. single-cylinder BS III) Direct injection.7 Max.

McPherson Suspension: Front Strut Hydraulic. Tyre size radial/tubeless Brakes: Front & rear Drum.3 Turning circle radius 3.Kerb weight (kg) 750 Gross vehicle weight - 1150 GVW (kg) Length (mm) 3235 Width (mm) 1585 Height (mm) 1856 Wheelbase (mm) 2005 Wheel track: Front 1350 (mm) Wheel track: Rear (mm) 1350 Boot space (liters) 418. double wish Suspension: Rear bone 155/80 R13 79T.93 (m) Gear type Constant mesh Hydraulic. hydraulic Ground clearance (mm) 172 35 .

water pumps. Power Generation Utility x Versatility x Electricity A power take-off unit. the X-PortTM helps Multix generate 3 kilowatts of electricity so that you can power your home.7) Why Multix Every feature of the new 3-in-1 Multix fulfils a specific purpose. music systems. Remove rear cover for ample carrying space. Unscrew hooks + dislodge rear seat 2. it’s a power. two. Space 3-Minute Seat Configuration x Family x Business Multix goes from carrying a family of 5 to carrying the tools of your trade in 3 minutes. From comfort to safety. 1. it multiplies utility like no other vehicle. Dismantle rear glass + unfold rear seat on to the floor + fix seat into place 3. It’s as easy as one. styling to economy. and three. space to electricity. It’s not just a vehicle. 36 . winnowing fans. chaff cutters and other essential machinery.

37 . Multix makes the toughest of back roads feel like slick city street Comfort Generous Cabin Space x Ample Carrying Space x Smooth Ride Quality With 122 mm of legroom and ample cabin space.All-Road Capability High Ground Clearance x Pro-RideTM Suspension System x Indian Roads High ground clearance (172 mm) and the Pro-RideTM independent suspension system ensure an exceptionally smooth ride quality. Combine this with a bump-free ride. It can seat up to 5 people. Its adjustable seats can be used to create extra room for business trips. Multix is ideal for long-distance and daily travel. and you’ve got comfort like never before.

Multix tackles the roughest terrain with ease. Its tubular frame is built to withstand most hits.Safety Strong Tubular Frame x Efficient Handling x Damage Resistance Multix’s body is highly durable and damage-resistant. With its precise handling. bumps and bangs. 38 . making safety a standard fit. Multix’s robust inner frame keeps passengers well protected.

* Rich Red Bright Yellow Pure White Soft Silver 39 . resistant to rust and easy to repair at affordable rates.Economy Diesel Engine x High Mileage x Low Maintenance The four-stroke. on or off the road. 1989 Styling Tubular Frame x Muscular Lines x 4 Colors Rugged lines and sharp angles mark Multix’s tubular frame body. Multix needs very little attention.* The body is made of FlexituffTM. Available in 4 colours. The build emphasizes its height and muscle.45 kmpl. a promising quality in any partner. a highly durable material. *As certified by ARAI under Rule 115 of CMVR. direct-injection BS III diesel engine delivers a mileage of 28.

*The AX+ is only available in Rich Red and Pure White. 40 . The MX is available in all 4 colors.

41 .

CHAPTER III OBJECTIVE AND RESEARCH METHODOLOGY 42 .

 To know the Associates satisfaction towards the facilities.  To suggest suitable measures to improve the overall satisfaction of the Associates in the organization. JAIPUR  To find that whether the Associates are satisfied or not.  To evaluate the company’s working environment. 1) OBJECTIVE OF STUDY The objective of the study is to find out the satisfaction level of workers in EICHER POLARIS PRIVATE LIMITED.  To check the Degree of satisfaction of Associates. 43 . safety. welfare facilities.  To observe the level of satisfaction among the Associates relating to the nature of the job and other factors.  To study the Associates satisfaction regarding the health.

This study helps to make a managerial decision to the company.2) SCOPE OF STUDY  This study emphasis in the following scope.  It is helpful to identify the Associates level of satisfaction towards welfare measure.  This study is helpful to the organization for identifying the area of dissatisfaction of job of the Associates.  To identify the Associates level of satisfaction upon that job. 44 .  This study is helpful to that organization for conducting further research.

TYPES OF RESEARCH EXPLORAT DESCRIPTIVE EXPERIMENTAL ORY & RESEARCH DIAGNOSTIC 45 . measurement and analysis of data . It is the general blue print for the collection.RESEARCH METHODOLOGY MEANING OF RESEARCH: Research is the systematic and objective search for the analysis of information relevant to the identification and solution of the specific problem.In includes an outline what an investigator can do from writing the hypothesis and their operational implication to the final analysis of data. RESEARCH DESIGN: A researcher design is the overall plan or program of research. Research is science and a systematic search for pertinent information on a particular topic .In fact research is an act of scientific investigation.

 SAMPLING PROCEDURE “Simple Random Sampling used to selects the most accessible population. internet and Management of Human Resource Book of C.B Gupta In research training report survey was used as the sampling techniques. SAMPLING SIZE 46 . E. Sampling method. personal survey.DATA Data constitutes the foundation of any analysis. SAMPLE DESIGN: A sample design is made up of two elements. Type of Data Used: Primary Data: Primary data is collected by questionnaires.g. Data is the quantities or numerical information. Data is the collection of any number of related observations.  SAMPLING UNIT Employees were the sampling unit of the future research study. observation etc. Secondary Data: Websites. Surveys are the most popular device of obtaining the desired data. articles and different academics books are used in my research project as secondary data. which is collected for future analysis and interpretation in order to base decision on them. Sampling method refers to the rules and procedures by which some elements of the population are included in the sample.

3. CONTACT METHODS: It represents the way to interact with selected sample. The knowledge of methodology provides good training especially to the new research worker and enables him to do better research. Data sources are the Questionnaire on satisfaction of workers regarding the Health. It helps him to develop disciplined thinking to observe the field objectively. Knowledge of Research methodology enables us to make intelligent decisions concerning problems facing us in practical life at different points of time. DATA ANALYSIS A percentage was computed for different variable for interpretations IMPORTANCE OF RESEARCH METHODOLOGY 1. Knowledge of research methodology will inculcate the ability to evaluate and use research results with reasonable confidence. The sample size was of 70 respondents. Safety and Welfare. Knowledge of Research methodology helps the consumer of research results to evaluate them and enables him to take rational decisions. 4. In the research study the Contact method was the face to face by individually and in group interaction with workers. DATA COLLECTION AND DATA SOURCES As the research is based on both Observation and Survey basis and by face to face interaction I have collected data by interacting with workers and by observation. 47 . SAMPLING TECHNIQUES In this research Survey was used as the sampling techniques. 2.

TOOLS USED FOR DATA COLLECTION To collect the data I have  Made Questionnaire  Observation  Done Interviews Chapter – IV DATA ANALYSIS & INTERPRETATION 48 .

0 GENDER Male Female 7% 93% Interpretation.4.1 QUESTIONNAIRE FOR HEALTH SAFETY & WELFARE 1.85 Female 5 7.14 Total 70 100. 49 .out of 70 Associates 93% is Male and 7% are female. What is your gender? O Male O Female Frequency Percent Male 65 92.

5 30-40 1 1. 0% are of above 40 years. 1% are between age of 30-40 years and approx. What is your age? O 18 – 30 O 30 – 40 O Above 40 Frequency Percent 18-30 69 98. 50 .2.0 Chart Title 18-30 30-40 above 40 1% 99% Interpretation – out of 70 Associates 99% are between ages of 18-30 years.4 above 40 0 0 Total 70 100.

0 Frequency less than a year 1-2 years 2-3 years 10% 40% 50% Interpretation – out of 70 Associates 50% are working in plant from 1-2 years.3.3 years O More than three years Frequency Percent less than a year 28 1-2 years 35 2-3 years 7 more than 3 years 0 Total 70 100. How many years have you been with The Company? O Less than a year O 1. 40% are working in plant less than a year.2 years O 2. 51 . and 10% are working in plant from 2-3 years.

8 No 19 27.7% Associates think that their department is not clean. Is there proper cleaning system in the plant? O Yes O No Frequency Percent Yes 51 72. 52 .0 CLEANING IN PLANT Yes No 27% 73% Interpretation – Out of 70 Associates 73% workers says that the dept. is clean but 26. Q1.1 Total 70 100.

Is there proper ventilation in the different shops in EPPL? O Yes ONo Frequency Percent Yes 64 91.4 No 6 8. 53 .5 Total 70 100.Q2.0 VENTILATION Yes No 9% 91% Interpretation – Out of 70 Associates 91% says that there is proper ventilation system in the plant and 9% says that the ventilation system is not good.

Q3.0 FENCING OF MACHINERY Yes No 4% 96% Interpretation – Out of 60 Associates 96% says that there is proper fencing near the machineries only 4% says that there is not proper fencing near machinery. 54 . Is there proper fencing of the machinery? O Yes Ono Frequency Percent Yes 67 96 No 3 4 Total 70 100.

42 Total 60 100. Q4.0 FACILITIES Yes No 11% 89% Interpretation – Out of 70 Associates 89% says that they are satisfied with facilities provided to them only 11% says that they are not satisfied with facilities. 55 . Are you satisfied from the facilities provided to you? O Yes O No Frequency Percent Yes 62 88.57 Valid No 8 11.

7 Dissatisfied 8 11. How well you are satisfied with the safety system of EPPL? Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Frequency Percent Neutral 6 8.5 Satisfied 52 74.28 Highly Satisfied 4 5.4 Highly Dissatisfied 0 0 Total 70 100.0 SAFETY SYSTEM Neutral Satisfied Highly Satisfied Dissatisfied Highly Dissatisfied 11% 9% 6% 74% 56 .Q5.

Q6.8 Satisfied 22 31.4 Highly Satisfied 0 0 Highly Dissatisfied 4 5. 11% dissatisfied. How well you are satisfied with the sanitation and drinking water facility at plant? Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Frequency Percent Dissatisfied 35 50 Neutral 9 12.0 57 .Interpretation – Out of 70 Associates 74% are satisfied with safety system of the company. 9% are highly dissatisfied and 6% are highly satisfied.7 Total 60 100.

2 Neutral 12 17. 13% are neutral. and 6% are highly dissatisfied. Q7. How well you are satisfied with the factory as a work place? Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Frequency Percent Dissatisfied 3 4. 31% are satisfied.1 Satisfied 55 78. DRINKING WATER AND SANITATION Dissatisfied Neutral Satisfied Highly Satisfied Highly Dissatisfied 6% 31% 50% 13% Interpretation – Out of 70 Associates 50% are dissatisfied with the sanitation and drinking water facility.5 Highly Satisfied 0 0 Highly Dissatisfied 0 0 58 .

0 WORK PLACE Dissatisfied Neutral Satisfied 4% 17% 79% Interpretation – out of 70 Associates 79% are satisfied with their work place. and 4% are dissatisfied.Total 70 100. 17% are neutral. Q8. How well you are satisfied with the Factory as a work environment? Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied 59 .

5 Highly Dissatisfied 0 0 Dissatisfied 3 4. How well you are satisfied with the medical facilities of factory? Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied 60 . 29% are highly satisfied. 4% are dissatisfied and 4% neutral.8 Highly Satisfied 20 28. Frequency Percent Neutral 3 4.2 Total 70 WORK ENVIRONMENT Neutral Satisfied Highly Satisfied Highly Dissatisfied Dissatisfied 4%4% 29% 63% Interpretation – Out of 70 Associates 63% are satisfied with their working environment. Q9.2 Satisfied 44 62.

6% have not yet seen the medical facilities.2 Neutral 6 8.5 Satisfied 38 54. 7% are highly dissatisfied.2 Highly Satisfied 0 0 Highly Dissatisfied 5 7.0 MEDICAL FACILITIES Dissatisfied Neutral Satisfied Highly Satisfied Highly Dissatisfied Not seen 7% 6% 24% 9% 54% Interpretation – Out of 70 Associates 54% are satisfied with the medical facility of the company 24% are dissatisfied.7 Total 70 100. Frequency Percent Dissatisfied 17 24. 9% are neutral. 10. What is your view on the canteen facility of the factory on the following terms? Very Satisfac Neut Dissatisfa Very satisfac tory ral ctory dissatisfa tory ctory Food Quali 61 .1 Not seen 4 5.

5 Dissatisfied 4 5.7 Highly Satisfied 20 28.8 Satisfied 40 57.2 Dissatisfied 4 5.4 Total 70 100 Service Frequency Percent Neutral 0 0 Satisfied 46 65.1 Highly Satisfied 10 14. ty Servi ce Hygi ene Food Frequency Percent Dissatisfied 10 14.7 Highly Satisfied 0 0 Highly Dissatisfied 1 1.5 Satisfied 46 65.2 Neutral 13 18.7 Highly Dissatisfied 0 0 Total 70 100 62 .7 Highly Dissatisfied 0 0 Total 70 100 Hygiene Frequency Percent Neutral 16 22.

FOOD Dissatisfied Neutral Satisfied Highly Satisfied Highly Dissatisfied 1%14% 19% 66% SERVICE Satisfied Highly Satisfied Dissatisfied 6% 29% 66% HYGIENE Neutral Satisfied Highly Satisfied Dissatisfied Highly Dissatisfied 6% 14% 23% 57% 63 .

To whom you mostly approach to register your complaints or to solve your problems? Immediate Boss colleague Grievance’s handling team complaint box others Frequency Percent Boss 62 88. and 1% says they goes to their colleagues. Q11. 10% says it to their grievance handling team. 19% are neutral with food Quality. 6% are dissatisfied with hygienic and 1% are highly satisfied with food quality. 66% with service Quality and 57% with hygienic condition of canteen.4 handling team 7 10 Complaint Box 0 0 others 0 0 Total 70 100.5 Colleagues 1 1.0 COMPLAINTS Boss Colleagues handling team 10% 1% 89% Interpretation – Out of 70 Associates 89% approach their boss when they get any problem. 28% are highly satisfied with service and 14% are highly satisfied with hygienic. 6% are dissatisfied with service. 64 . 23% are neutral with hygienic and 14% are dissatisfied with food quality.Interpretation – Out of 70 Associates 66% are satisfied with food Quality.

7% as average. As a part of the company where would you rate EPPL in comparison to other Organizations? (A)Very good (B) Good (C) Average (D) Bad (E) Very bad Frequency Percent V. 7% 33% 60% Interpretation – Out of 70 Associates 60% rate org as good. 65 . Good 23 32. 5 7.Q12.8 Good 42 60 Av. approx. Good Good Av.1 Bad 0 0 Very bad 0 0 Total 70 100 RATE TO EPPL V. 33% as very good.

8 Total 70 100 ENJOY OF WORK yes no 3% 97% Interpretation – Out 70 Associates 97% says that they enjoy their work.Q13.1 No 2 2. if No why Frequency Percent Yes 68 97. 3% says that they did not enjoy their work. Do you enjoy your work? (A) Yes (B) No. 66 .

Would you like to advocate others to work in the company? (A) Yes (B) No. if No why Frequency Percent Yes 64 91.0 ADVOCATE OTHERS Yes No 9% 91% Interpretation – Out of 70 Associates 91% will advocate other to work there. 9% will not advocate others.Q14.4 No 6 8.5 Total 70 100. 67 .

Chapter – V CONCLUSION 68 .

 91% respondent is satisfied and 9% respondent is dissatisfied with the ventilation in different shop floor.FINDINGS  73% of respondent are satisfied and 27% respondent are dissatisfied with the cleaning in plant.  91% of respondents will advocate others to work in this company. 66% respondents are satisfied and 28% of respondents are highly satisfied with the service of the food.  79% of respondents are satisfied and 17% respondents are neutral with a factory of work place.  89% of respondents go to the immediate boss and 10% of respondents go to the grievance’s handling team regarding any complaints.  74% of respondents are satisfied and 6% are highly satisfied with the safety system of plant.  63% of respondents are satisfied and 29% respondents are highly satisfied with the work environment of factory. CONCLUDING REMARKS 69 .  31% of respondents are satisfied and 50% of respondents are dissatisfied with the sanitation and drinking water.  60% of respondents have rate good and 33% of respondents had rate very good to the EPPL. 57% of respondents are satisfied and 23% of respondents are neutral with the hygiene of food.  96% of respondents are satisfied and 4% of respondent were dissatisfied with the fencing of machinery.  54% of respondents are satisfied and 24% of respondents are dissatisfied with the medical facilities.  97% of respondents enjoy to do work in EPPL.  66% of respondents are satisfied and 19% of respondents are neutral with the quality of food.

Assembly.  Associates are satisfied with the work environment and management shares a very good relation with the workers. Jaipur. PPE.From the data collected by observing in different departments like Weld shop. excessive weight of materials. SUGGESTION 70 . But Associates wants some improvement in the improper position of blower. self protecting instruments. At some part the associates needs improvement. Overall the Associates of EPPL are having a very high job satisfaction and hence they are working with great enthusiasm and zeal to achieve their organizations goal.  Associates need some improvement in the medical facilities of plant. Store. Process Safety System etc) associates are satisfied  Almost the associates are satisfied with the work place and feel secure about their job.  Almost the associates are satisfied with the cleaning in plant. service. Plant Engineering. Paint Shop.  Associates are satisfied with the ventilation in shops. Quality and other department of Eicher Polaris Private Limited. But in rainy seasons associates want some improvement in the cleaning of the plant. hoist.  In safety system (dangerous equipment. safety belts. storing of material. and hygiene.  Almost the associates are satisfied with the facilities provided by the EPPL and are free to express their views freely to the management.  Associates are satisfied with the canteen facility such as food quality.

nearby area is not well maintained due to water logging.  For proper monitoring of wash rooms. cleanliness of washroom. exhaust fan.  In evening tea. journals.  On weekend medical facilities should be provided to the associates.  There should be a No Smoking Area Zone. washbasin for washing hands with antiseptic hand wash.  Fruits may be provided twice a week in Lunch Menu. format of checklist may be develop.  Management Human Resource. snacks may be provided.  At drinking water cooler.  Door mat required to wipe off dirt in shoes while entering in to the plant.  There should be a suggestion box in every department regarding Health And Welfare like safety suggestion box. smells very bad.  Ventilation with proper blower in position need to improve.  There should be Blood Donation Camp in EPPL.B GUPTA 71 .  Eye-shower required in the paint shop. fall ceiling and napkins for hand cleaning. There should be one company Ambulance for emergency. REFRENCE This chapter deals with the different books.  There should be improvement in the cleaning of floor in plant during the rainy season.  In Medical facilities there should be improvement in the medical room such as water arrangements. one weighting machine.  Full face mask required in paint shop department. mirror. washroom seats. C. websites and the documents of Eicher Polaris Private Limited which I referred for writing this project.  In sanitation there should be improvement in supply of water.

ANNEXURE 72 .multix. www.com  HR handbook EPPL.in  Scribid.

Is there proper ventilation in the different shops in EPPL? O Yes ONo Q3.3 years O More than three years Q1. How well you are satisfied with the sanitation and drinking water facility at plant? Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Q7.2 years O 2. How well you are satisfied with the safety system of EPPL? Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Q6. Are you satisfied from the facilities provided to you? O Yes O No Q5. How well you are satisfied with the factory as a work place? Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied 73 . Is there proper fencing of the machinery? O Yes ONo Q4.. What is your gender? O Male O Female What is your age? O 18 – 30O 30 – 40 O Above 40 How many years have you been with The Company? O Less than a year O 1. Is there proper cleaning system in the plant? O Yes ONo Q2. QUESTIONNAIRE ON WORKMEN SATISFACTION REGARDING HEALTH SAFETY AND WELFARE FACILITIES A Survey at Eicher Polaris Pvt. Ltd. Kukas – Jaipur.

If you want to improve or change any Health & Safety policy of the Organization. As a part of the company where would you rate EPPL in comparison to other Organizations? (A)Very good (B) Good (C) Average (D) Bad (E) Very bad Q13.Q8. Do you enjoy your work? (A) Yes (B) No. How well you are satisfied with the medical facilities o factory? Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Q10. Q14. What changes you want to be in it? …………………………………………………………………. How well you are satisfied with the Factory as a work environment? Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Q9. What is your view on the canteen facility of the factory on the following terms? Very Satisfac Neut Dissatisfa Very satisfac tory ral ctory dissatisfa tory ctory Food Quali ty Servi ce Hygi ene Q11. if No why……………………………………… 74 . To whom you mostly approach to register your complaints or to solve your Problems? (A) Your immediate Boss (B) Colleague (C) Grievance’s handling team (D) Complaint Box (E) others Q12.

Would you like to advocate others to work in the company? (A) Yes (B) No. if No why……………………………………… Any suggestions for the company? ……………………………………………………………………………………………… ……………………………………………………………………………………………… ……………………………………………………………………………………………… ……………………………………………………………………………………………… ……………………………………………………………………………………… 75 .Q15.