Project Report

On
“STUDY ON EFFECTIVENESS OF GRIEVANCE
HANDLING IN ENHANCEPLUS CONSULTANCY
INDORE”

Submitted in partial fulfillment of Degree of

MASTER OF BUSSINESS ADMINISTRATION

RANI DURGAVATI VISHWAVIDYALAYA,

JABALPUR

Under the Guidence of

Prof. Pankaj tiwari

Submitted By
RITU SAHNI
MBA 3rd SEMESTER
ROLL NO:-16161182 ENROLL: BG1679

GLOBAL NATURE CARE SANGATHAN’S GROUP OF

INSTITUTIONS, JABALPUR
SESSION: 2016 – 2018
 DEPARTMENT OF MANAGEMENT

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

Date : Signature :

RITU SAHNI
ROLL NO. : 16161182
EN. NO. : BG1679
 ACKNOWLEDGEMENT

With immense pleasure, I would like to present this project on “STUDY ON

EFFECTIVENESS OF GRIEVANCE HANDLING IN ENHANCEPLUS
CONSULTANCY’’ .It has been an enriching experience for me to undergo
my research, which would not have been possible without the goodwill and
support of the people around. As a student of GLOBAL NATURE CARE
SANGATHAN’S GROUP OF INSTITUTIONS, JABALPUR ,I would like to
express my sincere thanks to all those who helped me during my research..
I would like to thanks DR. SHAILENDRA BASEDIA my HOD for this project
&PROF. PANKAJ TIWARI my guide for giving such opportunity.

I thankfully acknowledge the continuous support and inspiration given to

me by my Project Guide sparing her valuable time with me and giving all
the guidence in executing the project as per requirement.
I am grateful to my friends for giving support in my project. Lastly, I would
like to thank each and every person who helped me in completing the
project especially MY PARENTS.
 DEPARTMENT OF MANAGEMENT

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

may be accepted towards partial fulfillment of Masters of

Business Administration.

Date : Prof. Shailendra Basedia

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

Date : Signature:
Prof. Pankaj tiwari
Global Nature Care Sangathan’s Group
of Institutions, Jabalpur
 INDEX

S. No. Content Page No.

1 EXECUTIVE SUMMARY 8

2 OBJECTIVE OF STUDY 9

3 COMPANY PROFILE 10 to 15

4 INTRODUCTION OF TOPIC 16 to 18

5 LITERATURE REVIEW 19,20

6 RESEARCH METHODOLOGY 21,22

7 DATA INTERPRETATION 23 to 37

8 FINDINGS 38

9 SUGGESTIONS 39

10 LIMITATIONS 40

11 CONCLUSIONS 41

12 BIBLIOGRAPHY 42

13 ANNEXURE 43 to 45
A grievance is a complaint that may or may not be justified. Often a The study aims to know
the Employee grievance and the handling procedure. It helps in identifying how the
employees are engaging themselves in their job to the full involvement. The main objective
of the study was specifically on grievance handling procedures among the employees to
ENHANCEPLUS CONSULTANCY

Grievance is a complaint about something that breaks a rule or a law, like a grievance filed
against a person who builds a fence in his front yard in a town that does not allow that. If that
same neighbor plants flowers he knows make you sneeze uncontrollably, you might be
unhappy about that, but this is the kind of grievance you can work out among yourselves.

The type of Research used in this study is descriptive research. The sources of the data for
the study were primary data. The self prepared questionnaire was used to find the personal
data of respondents and the grievance procedure involved in the organization. The study was
conducted among 1O employees.
“To study specifically on grievance handling procedures among the employees to Cambodia
mill, Coimbatore.”

 To find out the need for grievance redressal procedure

 To find out the work environment and workgroup.
 To analysis the effectiveness of the grievance redressal procedures in the
organization.
 To identify the steps involved in solving grievance redressal procedures.
 To suggest measures to overcome the problems.
Enhanceplus came into existence with a view to provide Complete Enterprise Solution to its
customers. It is committed to individuals and organizations who aspire to grow. The growing
Indian Economy has placed an open canvas of opportunities. With our expertise in the areas
of Human Resource and Marketing, we attempt to be the lights to steer the opportunities to
our clients advantage. The portfolio of services includes Recruitment, Training and HR
solutions.

OUR VISION

 To be a leading consultant in Pan India.

OUR MISSION

 To provide right people at right cost with right quality.

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

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

OUR PRINCIPLE

 Honesty towards our profession.

 Integrity with all stakeholders.

 Profit through value addition.

 Result oriented work environment.

 SERVICES OF ENHANCE PLUS
Corporate Training

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

Entry level Training

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

 Business Leadership - Becoming Management Material

 Motivation Training - Motivating Your Workforce
 Performance Management - Managing Employee Performance
 Competency Mapping & benchmarking
 Soft Skills for Professionals
 Team Building - Developing High Performance Teams
 Time Management Training
 5-S, Kaizen
 Total Productive Maintenance (TPM)
 Business Etiquette Development
 Excelling as a Manager or Team Leader
 Business Writing Skills for Professionals
 ENHANCEPLUS SYSTEM
We have a good support system in our team of consultants who facilitate
search of the right candidate through research. This is done together with our
key source and personal contacts. Candidates are short listed on the basis of
every parameter before a client-candidate meeting is scheduled. We see to the
cultural fit too as we believe that the growth of a company is through the
people who work for it. Throughout the recruitment process, we act as a
medium between the candidate and the company. We ensure the timely and
smooth transition of the candidate to the new organization Enhanceplus
understands executive search as a combination of common sense, knowledge,
imagination, discretion and sheer hard work. Backed by professionals we
bring in value addition, integrating human resource with business processes
effectively. Our policy is to recommend only 3 candidates per requirement,
unless specified otherwise by our clients. We understand the priorities of our
clients and the value of their time. We do not believe in overloading our
clients with multiple unscreened resumes. The difference with Enhanceplus is
to ensure that you get the most suitable candidates in the shortest possible
time. As a policy we do not head hunt for candidates from our client
organizations.
CLIENTS OF ENHANCEPLUS
OWNER OF ENHANCEPLUS

Col Sunil Sharma is the Managing Director of Enhanceplus Consultants. He is

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

employment situation which is brought to the attention of management. Speaking broadly, a

grievance is any dissatisfaction that adversely affects organizational relations and

productivity. To understand what a grievance is, it is necessary to distinguish between

dissatisfaction, complaint, and grievance

Grievance

Every employee has a certain expectations, which he thinks must be fulfilled by the

organization he is working for when the organization fails to this he develop a feeling of

dissatisfaction when an employee feels something is unfair in the organization he is said to

have a grievance.

Discovery of grievances

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

Economic:

Wage fixation, overtime, bonus, wage revision etc. employees may feel that they are
paid less when compared to others.

Work environment:

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

Supervision:

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

Work group:

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

Miscellaneous:

These include issues relating to certain violations in respect of promotions, safety

methods, transfer, disciplinary rules, fines, granting leave, medical facilities, etc.

Grievance Effects:

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

Grievance effects of production include:

 Low quality of production

 Low quantity of production and productivity.
 Increase in the wastage of material, spoilage/breakage of machinery.
 Increase in the cost of production per unit.
Grievance effects of employees:

 Increases the rate of absenteeism and turnover.

 Reduces the level of commitment, sincerity and punctuality.
 Increases the incidence of accidents.
 Reduces the level of employee morale.

Grievance effects of managers:

 Strains the superior-subordinate relations.

 Increases the degree of supervision, control and follow up.
 Increase in indiscipline cases.
 Increase in unrest and thereby machinery to maintain industrial peace.
 1. BOOK TITLE : Human resource Management

AUTHOR : K Aswathappa

PUBLICATION : Tata McGraw Hill

ABSTRACT :

A grievance may be defined as any feeling of discontent or dissatisfaction , whether

expressed or not and whether valid or not, arising out of anything connected with the
company that an employee thinks, believes or even feels is unfair, unjust or inequitable.

 Unvoiced or stated by the workers,

 Written or unwritten, and
 Valid or ridiculous, and may arise out of something connected with the company.

The formal mechanism for dealing with such worker’s dissatisfaction is called
grievance procedures. There may be variations in the procedures followed for resolving
employee grievances. Variations may result from such factors as organizational or decision-
making structures or size of the plant or company. Large organizations do tend to have formal
grievances procedures involving succession of steps.
2. BOOK TITLE : Grievance Producers

SOURCE : Encyclopedia Britannica

ABSTRACT :

In industrial relations, process through which disagreements between

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

Grievance procedures are a significant issue in collective bargaining

agreements in much of Europe and the United States. They usually detaails a
series of steps open to the worker, beginning with discussions between the
foreman and the human steward and going up the line until a settlememt has
been reached. The final step in United States is usually arbitration ; in some
European countries the grievance case may finally be appealed to a labour
court.
“The objective and systematic method of finding solution to a problem i.e., systematic
collection, recording, analyzing, interpretation and reporting of information about facts of
phenomenon under study."

The success of research depends mostly on the methodology on which it is carried

out. The appropriate methodology will improve the validity of the findings. This chapter
discusses the methods of data collection, research design, sample plan and statistical
technique.

RESEARCH DESIGN
A research design is the arrangement of conditions for collection and analysis of data in a
manner that combine relevance to the research purpose with economy in procedure.

The research design used is descriptive research design. Descriptive research studies
are those which are concerned with describing the characteristic of a particular group. The
major purpose of descriptive research is description of the state of affairs as exists at present.

SAMPLING DESIGN
Sampling is used to collect primary data when the source of data is far too many
to be exhausting handled. Sampling is the integral part of data collection process. The way of
selecting a sample is known as sample design. It is the definite plan for obtaining a sample
from a given population. It may as well lay down the number of items to be included in the
sample i.e. the size of the sample.
 1. Population
The overall population of the process is 20’

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

3. Target Respondents

The target respondents for the study are employees for Enhanceplus Consultant.

4. Tools of Data Collection

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

5. Sources of Data:

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

 Primary data:

Primary data is the first hand information that is obtained through experiment surveys,
etc. in this study the primary sources of data is obtained by issuing interview schedule to the
respondents. In interview schedule method the respondents are given questionnaire with
request to return after completing the interview schedule.
1. How often you face grievance in the organization?

S.no Opinion Respondents Percentage

1 Mostly 1 10%

2 Rarely 6 60%

3 Sometimes 1 10%

4 Not at all 2 20%

TOTAL 10 100%

Percentage

Mostly

Rarely

Sometimes

Not at all

INTERPRETATION

From the above table it is found that 60% of the respondents opinion is grievance is
occurring rarely in the organization, whereas only 10% of the respondents says that
grievance is occurring sometimes or mostly, and only 20% respondents opinion is
grievance is not at all occurring in the organization.
2. To what level the Management is effective in grievance settlement?

S.no Opinion Respondents Percentage

1 Completely 3 30%

2 To a certain extent 2 20%

3 To a satisfactory 3 30%

4 Not at all 2 20%

TOTAL 10 100%

Percentage

Completely
To a certain extent
To a satisfactory
Not at all

INTERPRETATION

 30% of the respondents opinion is grievance is solved completely by the

management.
 30% of the respondents opinion is grievance is been solved to the satisfactory
level by the management.
 20% of the respondents says that their grievance is solved to some extent and
20% respondents says that their grievance has not at all solved by the
organization.
 3. Distribution of the respondents by their educational qualification

S.no Education level Respondents Percentage

1 Uneducated 0 0%

2 Graduated 0 0%

3 Post graduated 10 100%

4 Total 10 100%

FREQUENCY

UNEDUCATED
GRADUATED
POST GRADUATED

INERPRETATION

The above table exhibits that all the respondents (100%) that is, 100% of the
respondents are secondary level and none of the respondents are of primary level and
uneducated.
 4. Distribution of the respondents by their monthly income

S.no Monthly income Frequency Percentage

1 Below 10000 4 40%

2 Above 15000 6 60%

3 Total 10 100%

PERCENTAGE
70
60
50
40
30 PERCENTAGE
20
10
0
BELOW 10000 ABOVE 15000

INERPRETATION

From the above table reveals that 60 percentages of the respondent’s monthly income
above 15000, 40 percentages of the respondents below 10000.

It is found that the respondents whose income is below 10000 is likely

unsatisfied which the salary package than the respondents with above 15000 salary.
5. Respondents’ opinion about the fixation of wages

S.no Opinion RESPONDENTS Percentage

1 Strongly agree
2 Agree
3 Neutral
4 Disagree
6 Total
4 40%
2 20%
3 30%
1 10%
10 100%

Percentage

Strongly agree
Agree
Neutral
Disagree

INTERPRETATION

It is clear from the above table that 10 percentages of the respondents disagree that the wage
fixation is not up to the mark, whereas 20 percentages of the respondents agree, 30
percentages of the respondents do not have any opinion, 40 percentages of the respondents
strongly agree.

It is found that 40 percentages of the respondents strongly agrees that the wage
fixation is not up to the mark and due to which grievances occurs.
6. Respondent’s opinion towards the allotment of overtime

S.no Opinion Respondents Percentage

1 Strongly agree
2 Agree
3 Neutral
4 Disagree
6 Total
4 40%
3 30%
2 20%
1 10%
10 100%

Percentage

Strongly agree
Agree
Neutral
Disagree

INERPRETATION

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

It is found that 40% strongly agrees that due to overtime allotted to them grievances are
occurring.
 7. Respondent’s opinion on the incentives schemes followed by the organization

Serial No. Opinion Respondents Percentage

1 Strongly agree 3 30%
2 Agree 2 20%
3 Neutral 3 30%
4 Disagree 2 20%
total 10 100%

RESPONDENTS
30
25
20
15
10
RESPONDENTS
5
0
STRONGLY
AGREE
AGREE NEUTRAL
DISAGREE

INTERPRETATION

From the above chart and table it is clear that 30% of respondents are strongly agrees with the
statement that grievances are occurring due to incentive plans and schemes followed by the
organization and 20% agrees with the statement, whereas 30% of respondents are neutral and
20% disagrees with the statement.
 8. Respondent’s opinion on the provision of allowance and working hours

Serial no. Opinion Respondents Percentage

1 Strongly agree
2 Agree
3 Neutral
4 Disagree
5 Total
1 10%
2 20%
3 30%
4 40%
150 100%

40
35
30
25
20 PERCENTAGE
15
10
5
0
STRONGLY AGREES NEUTRAL DISAGREES
AGREES

INTERPRETATION

 40% of respondents are disagrees with the statement that grievances are
occurring due to provision of allowance and working hours.
 Whereas 30% respondents are neutral, they don’t have any negative and
positive points.
 10% of respondents strongly agrees with statement and,
 20% of respondents agrees with the statement.
9. Respondent’s opinion towards the workplace and working condition

S.no Opinion Frequency Percentage

1 Strongly agree 1 10%

2 Agree 2 20%

3 Disagree 5 50%
4 Strongly disagree 2 20%
5 Total 10 100%

PERCENTAGE

STRONGLY AGREE
AGREE
DISAGREE
STRONGLY DISAGREE

INTERPRETATION

It is found from the above table that 50% respondents disagrees from the statement
that grievance is occurring due to workplace and working conditions and only 10%
respondents strongly agrees from this statement whereas 20% of respondents agrees
with the statement , and 20% of respondents disagrees.
10. Respondents’ opinion toward the level of safety towards handling equipments

S.no Opinion Respondents Percentage

1 Strongly agree 8 80%

2 Agree 1 10%

3 Disagree 1 10%

4 Total 10 100%

percentage

strongly agree
Agree
Disagree

INTREPRETATION
 80% strongly agrees towards the level of safety towards handling equipments.
 10% Agrees towards the level of safety towards handling equipments.
 10% Disagrees towards the level of safety towards handling equipments.
11. Respondent’s opinion towards supervisor following favoritism

Opinion Respondents Percentage

S.no
1 Strongly agree
2 Agree
3 Disagree
4 Total
2 20%
1 10%
7 70%
10 100%

PERCENTAGE

STRONGLY AGREES
AGREES
DISAGREES

INTREPRETATION

 20% strongly agrees towards supervisor following favoritism.

 10% agrees towards supervisor following favoritism.
 70% disagrees towards supervisor following favoritism.
12. Opinion of the respondents about the grievances in continuity of their service

S.no Opinion Frequency Percentage

1 Agree 1 10%

2 Disagree 2 20%

3 Strongly disagree 7 70%

4
Total 10 100%

70

60

50

40

30 PERCENTAGE

20

10

0
STRONGLY AGREES DISAGRESS
DISAGREE

INTERPRETATION
 70% Strongly disagrees about the grievances in continuity of their service.
 20% disagrees about the grievances in continuity of their service.
 10% Agrees about the grievances in continuity of their service.
 13. Respondent’s opinion toward the disciplinary rules

S.no Opinion Frequency Percentage

1 Strongly agree 4 40%

2 Disagrees 6 60%

3 Total 10 100%

PERCENTAGE

STRONGLY AGREES
DISAGREES

INTERPRETATION
 40% strongly agrees that grievances is occurring due to disciplinary rules.
 60% disagrees that grievances is occurring due to disciplinary rules.
14. Respondent’s opinion toward getting appropriate leaves.

S.no Opinion Frequency Percentage

1 Strongly agree 8 80%

2 Disagrees 2 20%

3 Total 10 100%

PERCENTAGE

Strongly agree
disagree

INTERPRETATION
 80% strongly agrees that grievance is occurring due to not getting appropriate
leave.
 20% disagrees that that grievance is occurring due to not getting appropriate
leave.
 15. Respondent’s opinion towards satisfaction on medical facilities

S.no Opinion Frequency Percentage

1 Strongly agree 3 30%

2 Disagree 7 70%

3 Total 10 100%

Percentage

disagrees
strongly agrees

INTREPRETATION

 70% of respondents disagrees towards satisfaction on medical facilities.

 30% of respondents strongly agrees towards satisfaction on medical facilities.
 After fully surveying the whole case, I found the term grievance can’t be solved
but can be minimized by taking serious attempts towards it on write time and on
write situation.

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

 Grievance can also lead to loss in positive working environment therefore

positive environment should be maintained while working in any organization.

 After surveying I found grievance can be minimized by awaking people about

the term grievance and how to resolve it.
To overcome the grievance there are few needs indentified by the respondents which
are listed out as below

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

 During the times of settlement the satisfaction of the employee should be

ultimate goal of an organization.

 To follow an effective settlement the company needs to keep a check on

arbitrary actions during grievance procedures.

 It is suggested that a good grievance redressal may bring harmonious industrial

relations as employee grievances are settled before they turn into industrial
conflict.
 Most of the employees feel they are not recognized for their performance

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

 Grievance cause lack in communication which results in chances of not

getting case solved.

 Higher authorities always tries to hide the grievance related matters

which may cause to inappropriate results.

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

terminated.
The employee with a grievance first approaches his supervisor/manager and conveys
his problems, verbally. This grievance may also be expressed in a conference of a
discussion specifically arranged for this purpose. The grievance can be settled at this
stage if the supervisor has the requisite people management and problem solving skills.
If the employee is not satisfied with the settlement, the supervisor forwards this
grievance to a higher-level manager or departmental head with a not mentioning the
grievance of the employee and the failure in the first stage of redressal. The manager
solving the grievance at this level may be a business manager or superintendent or an
industrial relations officer who checks the grievance and gives his verdict.

In case of ENHANCE PLUS CONSULTANCY the procedures followed by the

organization was very much satisfying and from the survey it was found that almost all
the respondents are satisfied towards the grievance procedures of the organization.
The study concludes that this shall be kept intact to achieve the satisfaction level among
employees and organization.
  Biswanath Ghosh, “Human resources development and management”, publishing
house pvt ltd, 2000, Pp 284-294.
Reprinted 2005, 2006,2007,2008,2009.
 Garry Dessler, “Human Resource Management” Prentice hall of India, 7th edition,
reprint 1997, Pp 543.
 Indrasen I “Some correlation and perception of organizational climate
managerial psychology” Pp 35-45.
 Kothari C R, “Research Methodology Methods and Techniques” 2nd edition
Vishwa Prakashan Pp 227-299.
 Prasad I M “Organizational Behaviour” Sultan Chand&Sons Reprient 1998, Pp
229-350.
 VSP Rao, “Human resource management”2nd edition 2005, Pp 491-506.

WEBSITE:

 www.wikipedia.com
 www.borjournals.com .
 www.indianmba.com/../fc338.html
 Www.Cambodia@vsnl.net
 www.http:ststististic.leard.com/….one-way Anova
 www.businessdictionary.com/definition/grievance.htm
 www.griev.com/whatisagrievance.html.
1. Distribution of the respondents by their age
a) 20-30
b) 40-50

2. Distribution of the respondents by their gender

a) MALE
b) FEMALE

3. Distribution of the respondents by their educational qualification

a) Uneducated
b) Primary level
c) Secondary level

4. Distribution of the respondents by their monthly income.

a) Below 3000
b) Above 5000

5. Respondent’s opinion about the fixation of wages.

a) Strongly agree
b) Agree
c) Neutral
d) Disagree

6. Respondent’s opinion towards the allotment of overtime

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

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

a) Strongly agree
b) Agree
c) Neutral
d) Disagree

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

a) Strongly agree
b) Agree
c) Neutral
d) Disagree

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

equipments
a) Strongly agree
b) Agree
c) Disagree

11. Respondent’s opinion towards supervisor following favoritism

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

13. Respondent’s opinion toward the disciplinary rules

a) Strongly agree
b) Disagree

14. Respondent’s opinion toward getting appropriate leaves.

a) Strongly agree
b) Disagree

15. Respondent’s opinion towards satisfaction on medical facilities

a) Strongly agree
b) Disagree