Professional Documents
Culture Documents
Job satisfaction in regards to one’s feeling or state of mind regarding nature of their
work. Job can be influenced by variety of factors like quality of one’s relationship with their
supervisor, quality of physical environment in which they work, degree of fulfillment in their
work, etc.
Positive attitude towards job are equivalent to job satisfaction where as negative
attitude towards job has been defined variously from time to time. In short job satisfaction
is a person’s attitude towards job.
Job satisfaction is an attitude which results from balancing & summation of many
specific likes and dislikes experienced in connection with the job- 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.
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Job satisfaction is an important indicator of how employees feel about their job and a
predictor of work behavior such as organizational citizenship, Absenteeism, Turnover.
Job satisfaction is not synonyms with organizational morale, 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.
Morale is the by-product of the group, while job satisfaction is more an individual
state of mind.
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INTRODUCTION TO HUMAN RESOURCE MANAGEMENT
DEFINITION –
Edwin Flippo defies HRM as “planning, organizing, directing, controlling of
procurement, development, compensation, integration , maintenance and separation of human
resources to the end that individual, organizational and social objectives are achieved.”
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EVOLUTION OF HRM
The evolution of HRM can be traced back to Kautilya Artha Shastra where he
recommends that government must take active interest in public and private enterprise. He
says that government must provide a proper procedure for regulating employee and employee
relation.
In the medieval times there were examples of kings like Allaudin Khilji who regulated
the market and charged fixed prices and provided fixed salaries to their people. This was
done to fight inflation and provide a decent standard of living.
During the pre independence period of 1920 the trade union emerged. Many authors
who have given the history of HRM say that HRM started because of trade union and the
First World War.
The 1960’s extended the scope of human resource beyond welfare. Now it was a
combination of welfare, industrial relation, administration together it was called personnel
management.
With the second 5 year plan, heavy industries started and professional management
became important. In the 70’s the focus was on efficiency of labour wile in the 80’s the focus
was on new technology, making it necessary for new rules and regulations. In the 90’s the
emphasis was on human values and development of people and with liberalization and
changing type of working people became more and more important there by leading to HRM
which is an advancement of personnel management.
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SCOPE OF HRM/FUNCTIONS OF HRM
The scope of HRM refers to all the activities that come under the banner of HRM. These
activities are as follows
1. HUMAN RESOURCES PLANNING :-
Human resource planning or HRP refers to a process by which the company to
identify the number of jobs vacant, whether the company has excess staff or shortage
of staff and to deal with this excess or shortage.
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that have a lot of experience. This is called refresher training. Training and
development is one area were the company spends a huge amount.
6. PERFORMANCE APPRAISAL :-
Once the employee has put in around 1 year of service, performance appraisal
is conducted that is the HR department checks the performance of the employee.
Based on these appraisal future promotions, incentives, increments in salary are
decided.
9. INDUSTRIAL RELATIONS :-
Another important area of HRM is maintaining co-ordinal relations with the
union members. This will help the organization to prevent strikes lockouts and ensure
smooth working in the company.
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CHALLENGES BEFORE THE HR MANAGER/BEFORE
MODERN PERSONNEL MANAGEMENT
4. HANDICAPPED EMPLOYEES :-
This section of the population normally faces a lot of problems on the job,
very few organization have jobs and facilities specially designed for handicapped
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workers. Therefore the challenge before the HR manager lies in creating atmosphere
suitable for such employees and encouraging them to work better.
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IMPORTANCE/NEED OF HRM
HRM becomes significant for business organization due to the following reasons.
1. OBJECTIVE :-
HRM helps a company to achieve its objective from time to time by creating a
positive attitude among workers. Reducing wastage and making maximum use of
resources etc.
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promoted in the future for the top level jobs. Thus one of the advantages of HRM is
preparing people for the future.
Different authors give various definitions of job satisfaction. Some of them are taken
from the book of D.M. Pestonjee “Motivation and Job Satisfaction” which are given below:
Job satisfaction is defined, as it is result of various attitudes the person hold towards
the job, towards the related factors and towards the life in general.
Glimmer
Job satisfaction is defined as a pleasurable or positive state of mind resulting from appraisal
of one’s job or job experiences.
Locke
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HISTORY OF JOB SATISFACTION
The term job satisfaction was brought to lime light by hoppock (1935). He revived 35
studies on job satisfaction conducted prior to 1933 and observes that Job satisfaction is
combination of psychological, physiological and environmental circumstances. That causes a
person to say. “I m satisfied with my job”. Such a description indicate the variety of variables
that influence the satisfaction of the individual but tell us nothing about the nature of Job
satisfaction.
Job satisfaction has been most aptly defined by pestonjee (1973) as a job,
management, personal adjustment & social requirement. Morse (1953) considers Job
satisfaction as dependent upon job content, identification with the co., financial & job status
& priding group cohesiveness
One of the biggest preludes to the study of job satisfaction was the Hawthorne study.
These studies (1924-1933), primarily credited to Elton Mayo of the Harvard Business School,
sought to find the effects of various conditions (most notably illumination) on workers’
productivity.
These studies ultimately showed that novel changes in work conditions temporarily
increase productivity (called the Hawthorne Effect). It was later found that this increase
resulted, not from the new conditions, but from the knowledge of being observed.
This finding provided strong evidence that people work for purposes other than pay,
which paved the way for researchers to investigate other factors in job satisfaction.
Scientific management (aka Taylorism) also had a significant impact on the study of
job satisfaction. Frederick Winslow Taylor’s 1911 book, Principles of Scientific Management,
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argued that there was a single best way to perform any given work task. This book
contributed to a change in industrial production philosophies, causing a shift from skilled
labor and piecework towards the more modern approach of assembly lines and hourly wages.
It should also be noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo
Munsterberg set the tone for Taylor’s work.
Some argue that Maslow’s hierarchy of needs theory, a motivation theory, laid the
foundation for job satisfaction theory. This theory explains that people seek to satisfy five
specific needs in life – physiological needs, safety needs, social needs, self-esteem needs, and
self-actualization. This model served as a good basis from which early researchers could
develop job satisfaction theories.
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IMPORTANCE OF JOB SATISFACTION
Job satisfaction is an important indicator of how employees feel about their job and a
predictor of work behavior such as organizational, citizenship, Absenteeism,
Turnover.
Job satisfaction can partially mediate the relationship of personality variables and
deviant work behavior.
Common research finding is that job satisfaction is correlated with life style.
This correlation is reciprocal meaning the people who are satisfied with the
life tends to be satisfied with their jobs and the people who are satisfied their jobs
tends to satisfied with their life.
This is vital piece of information that is job satisfaction and job performance is
directly related to one another. Thus it can be said that, “A happy worker is a
productive worker.”
It gives clear evidence that dissatisfied employees skip work more often and more like
to resign and satisfied worker likely to work longer with the organization.
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IMPORTANCE TO WORKER AND ORGANIZATION
Job satisfaction and occupational success are major factors in personal satisfaction,
self-respect, self-esteem, and self-development. To the worker, job satisfaction brings a
pleasurable emotional state that can often leads to a positive work attitude. A satisfied worker
is more likely to be creative, flexible, innovative, and loyal.
For the organization, job satisfaction of its workers means a work force that is
motivated and committed to high quality performance. Increased productivity- the quantity
and quality of output per hour worked- seems to be a byproduct of improved quality of
working life. It is important to note that the literature on the relationship between job
satisfaction and productivity is neither conclusive nor consistent.
However, studies dating back to Herzberg’s (1957) have shown at least low
correlation between high morale and high productivity and it does seem logical that more
satisfied workers will tend to add more value to an organization.
Unhappy employees, who are motivated by fear of loss of job, will not give 100
percent of their effort for very long. Though fear is a powerful motivator, it is also a
temporary one, and also as soon as the threat is lifted performance will decline.
Although only little correlation has been found between job satisfaction and
productivity, Brown (1996) notes that some employers have found that satisfying or
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delighting employees is a prerequisite to satisfying or delighting customers, thus protecting
the “bottom line”.
If job satisfaction is a worker benefit, surely the worker must be able to contribute to
his or her own satisfaction and well being on the job. The following suggestions can help a
worker find personal job satisfaction: Seek opportunities to demonstrate skills and talents.
This often leads to more challenging work and greater responsibilities, with attendant
increases in pay and other recognition.
Demonstrate creativity and initiative. Qualities like these are valued by most
organizations and often results in recognition as well as in increased responsibilities and
rewards.
Develop teamwork and people skills. A large part of job success is the ability to work
well with others to get the job done.
Accept the diversity in people. Accept people with their differences and their
imperfections and learn how to give and receive criticism constructively.
See the value in your work. Appreciating the significance of what one does can lead to
satisfaction with the work itself. This help to give meaning to one’s existence, thus playing a
vital role in job satisfaction.
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Learn to de-stress. Plan to avoid burn out by developing healthy stress management
techniques.
Hoppock, the earliest investigator in this field, in 1935 suggested that there are six
major components of job satisfaction. These are as under:
2. SUPERVISION
This aspect of job satisfaction pertains to relationship of worker with his
immediate superiors. Supervision, as a factor, generally influences job satisfaction.
3. WORKING CONDITIONS
This includes those physical aspects of environment which are not necessary a
part of the work. Hours are included this factor because it is primarily a function of
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organization, affecting the individuals comfort and convenience in much the same
way as other physical working conditions.
6. SECURITY
It is defined to include that feature of job situation, which leads to assurance
for continued employment, either within the same company or within same type of
work profession.
9. COMMUNICATION
It includes job situation, which involves spreading the information in any
direction within the organization. Terms such as information of employee’s status,
information on new developments, information on company line of authority,
suggestion system, etc, are used in literature to represent this factor.
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10. BENEFITS
It includes those special phases of company policy, which attempts to prepare
the worker for emergencies, illness, old age, also. Company allowances for holidays,
leaves and vacations are included within this factor.
Reasons why employees may not be completely satisfied with their jobs:
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J
o High B
b
s
a
t
i
s
f
a
c
t low
i A
n
low High
2. HIGH TURNOVER
In human resource refers to characteristics of a given company or industry
relative to the rate at which an employer gains and losses the staff.
If the employer is said to be have a high turnover of employees of that
company have shorter tenure than those of other companies.
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As employees leaves organization due to lack of job satisfaction. Then Human
resource manager has to recruit new employees. So that the training expenditure will
increases.
Many managers subscribe to the belief that a satisfied worker is necessarily good
worker. In other words, if management could keep the entire worker’s happy”, good
performance would automatically fallow. There are two propositions concerning the
satisfaction performance relation ship. The first proposition, which is based on traditional
view, is that satisfaction is the effect rather than the cause of performance. This proposition
says that efforts in a job leads to rewards, which results in a certain level of satisfaction .in
another proposition, both satisfaction and performance are considered to be functions of
rewards.
Various research studies indicate that to a certain extent job satisfaction affects
employee turn over, and consequently organization can gain from lower turn over in terms of
lower hiring and training costs. Also research has shown an inverse relation between job
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satisfaction and absenteeism. When job satisfaction is high there would be low absenteeism,
but when job satisfaction is low, it is more likely to lead a high absenteeism.
However, the two concepts are interrelated in that job satisfaction can contribute to
morale and morale can contribute to job satisfaction.
It must be remembered that satisfaction and motivation are not synonyms. Motivation
is a drive to perform, where as satisfaction reflects the individual’s attitude towards the
situation. The factors that determine whether individual is adequately satisfied with the job
differs from those that determine whether he or she is motivated. the level of job satisfaction
is largely determined by the comfits offered by the environment and the situation .
Motivation, on the other hand is largely determine by value of reward and their dependence
on performance. The result of high job satisfaction is increased commitment to the
organization, which may or may not result in better performance.
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supervisors, and the factors related to the job will probably be loyal and devoted. People will
work harder and derive satisfaction if they are given the freedom to make their own
decisions.
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Job rotation
Change of pace
Scheduled rest periods
MODEL OF FACET OF JOB SATISFACTION
Skill
Experience
Training Perceived personal
Efforts job inputs
Age Fig.no. 1 Curve
Perceived
Seniority showing
amount that
Education
should be
Co loyalty
received (a)
Past
performance
Level
Difficulty a=b
Time span Perceived job
satisfaction
Amount of characteristics
a>b
responsibility dissatisfaction
Perceived a<b guilt
outcome of Inequity
Perceived
referent others Discomfort
amount
Actual received
outcome (b)
received
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Company
Profile
“SAMDAREEYA
MALL
JABALPUR”
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INTRODUCTION OF SAMDAREEYA MALL, JABALPUR
At the heart of Jabalpur city, one can find all popular brand outlets, food junctions,
multiplexes, hotel and much more under one roof at Samdareeya Mall. It is largest mall of
Jabalpur city located at heart of city in Civic Center, Marhatal. It is easily accessible from all
important hotels like Satya Ashoka, Arihant Palace, Shikhar Palace, Vijan Palace, Samdariya
Inn, Samdariya Hotel etc. Similarly all important offices like Collector office, BSNL office,
Indian Oil office, MP High Court etc are close to the mall. One can do the marketing of all
required items under one roof.
Mall offers variety of daily use article shops, show-rooms of big brands and
entertainment opportunities. Samdariya Mall is spread on 7 floors in addition to
Basement,Ground Floor & Atrium. Basement is allocated for parking purpose. In Ground
Floor one can find showrooms of Black Berry, Samdareeya Abhushan, Departmental stores
and Jewellery Shops.
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If we go on Atrium we can find Reliance Footprints Store and famous Westside
Departmental Store. In First Floor, we can find Archies Shop, Took Kidz Store & Home
Furnishing Zone. In Second Floor, about 33 Shops are allocated for Economical Bazaar
where daily use items can be purchased. On the same floor we can also find Game-zone,
Ladies market and NEXT Electronic Showroom. In Third floor, we can find Club City Food
Court, Banquet Hall, Box Office & Multicuisine Restaurant. Fourth-Fifth& Sixth Floor is for
Multiplex & Grand Samdareeya Hotel. At the top, Seventh Floor is for Grand Banqute
Terrace with Restaurant.
LOCATION
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Airport is well connected with the major cities like Gwalior, and Delhi. At present Kingfisher
(daily) & Indian (3-days in a week) Flights are operating between Jabalpur and Delhi. Very
soon Jabalpur will have direct flight for Mumbai and Indore. Airstrip extension work is going
on and like to become more capable to handle large number of flights.
BY RAIL
Jabalpur Rail head is situated on the main Mumbai-Howrah line and most trains on
this route have a stop here. It is linked by direct trains from Delhi ( Gondwana Express,
Sridham and Mahakausal Express, MP Sampark Kranti Express) Kolkota ( Shakti Punj and
Howrah - Mumbai Mail), Lucknow ( Chitrakoot Express) , Rajkot ( Somnath Express ) and
Bhopal ( Jan shatabdi). Other towns directly connected to Jabalpur are Mumbai, Varansi,
Allahbad, Durg, madras, Hyderabad, Banglore, Pune and Patna.
BY ROAD
The Longest highway of the country , National Highway ( NH) 7, connecting to
Varnasi to Kanyakumari, passes right through Jabalpur. Jabalpur has National Highway
connectivity with important cities like Nagpur, Raipur, Bhopal etc. Their is daily Volvo Bus
Services between Jabalpur & Nagpur. Jabalpur also have direct buses for Allahbad, Varanasi,
Bhopal, Raipur, Chattarpur, Kanha National Park etc. These can be taken from the main bus
stand located near Coorporation Chowk. Some private transport operators also have their
luxury and semi-luxury coaches plying in and out of the city.
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2. Total Construction :- 256000 sq ft
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BRAND ASSOCIATED BY SAMDAREEYA MALL
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OBJECTIVES OF STUDY
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To analyse the company’s working environment.
To find that they are satisfied with their job profile or not.
To find that employees are working with their full capabilities or not.
RESEARCH METHODOLOGY
4.1 INTRODUCTION
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Research refers to a search for knowledge. It is a systematic method of
collecting and recording the facts in the form of numerical data relevant to the
formulated problem and arriving at certain conclusions over the problem based on
collected data.
Thus formulation of the problem is the first and foremost step in the research
process followed by the collection, recording, tabulation and analysis and drawing the
conclusions. The problem formulation starts with defining the problem or number of
problems in the functional area. To detect the functional area and locate the exact
problem is most important part of any research as the whole research is based on the
problem.
In short, the search for knowledge through objective and systematic method of
finding solution to a problem is research.
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of only fixed alternative questions. Such type of questionnaire is inexpensive to
analysis and easy to administer. All questions are closed ended.
4.3 SAMPLING
It was divided into following parts:
Sampling universe
All the employees are the sampling universe for the research.
Sampling technique
Judgmental sampling
Sample was taken on judgmental basis. The advantage of sampling are that it
is much less costly, quicker and analysis will become easier. Sample size taken was
100 employees.
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The task of data collection begins after the research problem has been defined and
research design chalked out. While deciding the method of data collection to be used for the
study, the researcher should keep in mind two types of data viz. Primary and secondary data.
PRIMARY DATA: -
The primary data are those, which are collected afresh and for the first time and thus
happen to be original in character. The primary data were collected through well-designed
and structured questionnaires based on the objectives.
SECONDARY DATA:
The secondary data are those, which have already been collected by someone else and
passed through statistical process. The secondary data required of the research was collected
through various newspapers, and Internet etc.
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The scope of the study is very vital. Not only the Human Resource department can
use the facts and figures of the study but also the marketing and sales department can take
benefits from the findings of the study.
SAMPLE SIZE :-
Questionare is filled by 20 employees of Samdareeya Mall, Jabalpur
The questionnaire was filled in the office and vital information was collected which
was then subjects to:-
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DATA ANALYSIS AND INTERPRETATION
Q1. Do you have been passed up at least once for a promotion in the past few years ?
(a) Strongly Agree (b) Agree
(b) Neither Agree nor Disagree (d) Disagree
(e) Strongly Disagree
INTERPRETATION :-
This graph shows that 0% of employees are strongly agree about the point , 20% of
employees are agree on the point, 30% are neither agree nor disagree,50% are disagree and
rest 0% of employees are strongly disagree.
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Q2. Do you have spend parts of a daydreaming about a better job ?
(a) Strongly Agree (b) Agree
(b) Neither Agree nor Disagree (d) Disagree
(e) Strongly Disagree
INTERPRETATION :-
This graph shows that 60% of employees are strongly agree about the point , 15% of
employees are agree on the point, 15% are neither agree nor disagree,10% are disagree and
rest 0% of employees are strongly disagree.
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Q3. Have you find much of your job repetitive and boring ?
(a) Strongly Agree (b) Agree
(b) Neither Agree nor Disagree (d) Disagree
(e) Strongly Disagree
INTERPRETATION :-
This graph shows that 75% of employees are strongly agree about the point , 10% of
employees are agree on the point, 10% are neither agree nor disagree,5% are disagree and
rest 0% of employees are strongly disagree.
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Q4. Have your mentally or physically exhausted at the end of a day at work ?
(a) Strongly Agree (b) Agree
(b) Neither Agree nor Disagree (d) Disagree
(e) Strongly Disagree
INTERPRETATION :-
This graph shows that 85% of employees are strongly agree about the point , 10% of
employees are agree on the point, 5% are neither agree nor disagree,0% are disagree and rest
0% of employees are strongly disagree.
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Q5. Do you feel that your job has little impact on the success of the company ?
(a) Strongly Agree (b) Agree
(b) Neither Agree nor Disagree (d) Disagree
(e) Strongly Disagree
INTERPRETATION :-
This graph shows that 50% of employees are strongly agree about the point , 30% of
employees are agree on the point, 20% are neither agree nor disagree,0% are disagree and
rest 0% of employees are strongly disagree.
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Q6. Are you satisfied with your job ?
1. Highly satisfied 22
2. Satisfied 56
4. Dissatisfied 7
5. Highly Dissatisfied 0
Total 100
INTERPRETATION :-
From the above table it shows that 56% of the employees were satisfied with
their job.
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Q7. Are you given the resource to successfully for your job ?
(a) Strongly Agree (b) Agree
(b) Neither Agree nor Disagree (d) Disagree
(e) Strongly Disagree
INTERPRETATION :-
This graph shows that 10% of employees are strongly agree about the point , 30% of
employees are agree on the point, 60% are neither agree nor disagree,0% are disagree and
rest 0% of employees are strongly disagree.
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Q8. Regarding their capabilities. ?
(a) Strongly Agree (b) Agree
(b) Neither Agree nor Disagree (d) Disagree
(e) Strongly Disagree
INTERPRETATION :-
This graph shows that 0% of employees are strongly agree about the point , 40% of
employees are agree on the point, 20% are neither agree nor disagree,40% are disagree and
rest 0% of employees are strongly disagree.
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Q9. Do you feel your boss and employer let them down ?
(a) Strongly Agree (b) Agree
(b) Neither Agree nor Disagree (d) Disagree
(e) Strongly Disagree
INTERPRETATION :-
This graph shows that 0% of employees are strongly agree about the point , 0% of
employees are agree on the point, 10% are neither agree nor disagree,55% are disagree and
rest 35% of employees are strongly disagree.
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Q10. About Workload ?
(a) Strongly Agree (b) Agree
(b) Neither Agree nor Disagree (d) Disagree
(e) Strongly Disagree
INTERPRETATION :-
This graph shows that 45% of employees are strongly agree about the point, 20% of
employees are agree on the point, 35% are neither agree nor disagree,0% are disagree and
rest 0% of employees are strongly disagree.
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Q11. Stress about the work ?
(a) Strongly Agree (b) Agree
(b) Neither Agree nor Disagree (d) Disagree
(e) Strongly Disagree
INTERPRETATION :-
This graph shows that 0% of employees are strongly agree about the point, 20% of
employees are agree on the point, 15% are neither agree nor disagree,15% are disagree and
rest 50% of employees are strongly disagree.
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Q12. Career Goals and Aspirations. ?
(a) Strongly Agree (b) Agree
(b) Neither Agree nor Disagree (d) Disagree
(e) Strongly Disagree
INTERPRETATION :-
This graph shows that 15% of employees are strongly agree about the point, 25% of
employees are agree on the point, 45% are neither agree nor disagree,15% are disagree and
rest 0% of employees are strongly disagree.
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FINDINGS
o Employees are not completely satisfied with their job although their salary is good
enough.
o Most of the employees think that the organization haven’t fulfill their promises,what
they do in beginning especially regarding Promotion.
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SUGGESTION AND RECOMMENDATION
To increase the job satisfaction level of the employees the company should
concentrate mainly on the incentive and reward structure rather than the
motivational session.
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LIMITATIONS OF STUDY
However I shall try my best in collecting the relevant information for my research
report, yet there are always some problems faced by the researcher. The prime difficulties
which I face in collection of information are discussed below:-
1. Short time period: The time period for carrying out the research was short as a result
of which many facts have been left unexplored.
2. Lack of resources: Lack of time and other resources as it was not possible to conduct
survey at large level.
3. Small no. of respondents: Only 20 employees have been chosen which is a small
number, to represent whole of the population.
5. Small area for research: The area for study was Jabalpur, which is quite a small area
to judge job satisfaction level.
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CONCLUSION
Job satisfaction is one significant issue in nursing which if it tends to become job
dissatisfaction will diminish the quality of care and nursing shortage as well. A higher level of
job satisfaction will increase motivation of the nurses in their daily work. On the other hand,
job dissatisfaction will decrease motivation to perform a high quality of care. Based on the
literature review, it has found that many factors contribute to the nurses’ job satisfaction. It
also found that extrinsic factors such as company policy and administration, autonomy,
relationship with supervisors, work condition, salary, relationship with peers, and personal
life have more research evidence that showed the contribution to the job satisfaction than the
intrinsic factors. Human resource management unit in a hospital and also nurse managers take
an important role in order to increase the staff nurses’ job satisfaction. Hospital policy should
support positively to the nurses’ job. Constructive relationships among interdisciplinary team
should be maintained and be developed, and improvement in nursing workplace condition
will give a significant effect on nurses’ job satisfaction.
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BIBLIOGRAPHY
BOOKS: -
WEBSITES: -
www.hrcouncil.com
www.workforce.com
www.google.com
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ANNEXURE
Questionnaire for JOB SATISFACTION
NAME: ………………………………………….
DESIGNATION: ……………………………….
COMPANY: …………………………………….
Q1. Do you have been passed up at least once for a promotion in the past few years ?
(c) Strongly Agree (b) Agree
(d) Neither Agree nor Disagree (d) Disagree
(e) Strongly Disagree
Q3. Have you find much of your job repetitive and boring ?
(c) Strongly Agree (b) Agree
(d) Neither Agree nor Disagree (d) Disagree
(e) Strongly Disagree
Q4. Have your mentally or physically exhausted at the end of a day at work ?
(c) Strongly Agree (b) Agree
(d) Neither Agree nor Disagree (d) Disagree
(e) Strongly Disagree
Q5. Do you feel that your job has little impact on the success of the company ?
(c) Strongly Agree (b) Agree
(d) Neither Agree nor Disagree (d) Disagree
(e) Strongly Disagree
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Q7. Are you given the resource to successfully for your job ?
(c) Strongly Agree (b) Agree
(d) Neither Agree nor Disagree (d) Disagree
(e) Strongly Disagree
Q9. Do you feel your boss and employer let them down ?
(c) Strongly Agree (b) Agree
(d) Neither Agree nor Disagree (d) Disagree
(e) Strongly Disagree
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