CHAPTER 1

INTRODUCTION

1
INTRODUCTION

Job satisfaction is a critical factor influencing employee motivation,

performance, and overall organizational success. In the private insurance sector,
where agents work in a highly competitive and target-driven environment, job
satisfaction becomes even more essential. Insurance agents play a key role in
driving business growth, maintaining customer relationships, and achieving
company objectives. However, their job often comes with challenges such as
high-pressure sales targets, commission-based earnings, and demanding
customer expectations, which can impact their satisfaction levels.

This study aims to examine the factors affecting job satisfaction among private
sector insurance agents, including work environment, compensation, career
growth opportunities, job security, and work-life balance. Understanding these
factors is essential for insurance companies to improve employee engagement,
reduce turnover, and enhance overall productivity.

By analyzing job satisfaction among insurance agents, this research seeks to

provide insights that can help organizations develop policies and strategies to
create a more supportive and motivating work environment. The findings will
be valuable to HR professionals, business leaders, and policymakers in the
insurance industry, contributing to a more satisfied and efficient workforce..

2
STATEMENT OF THE PROBLEM

Due to rapid economic growth the privatization of insurance companies is open

their branch in our country, such as Bajaj Allianz general insurance, Birla sun
life insurance company limited, HDFC etc..
The introduction of private sector has been changes the employment pattern.
The impact of the competitiveness is felt amongst employees in the insurance
industry by engendering general feelings of destruct, tension, and strain in
interpersonal relations, interpersonal conflicts and coping with sustained
pressure to perform. The private sector has to compete with the existing public
sector companies in terms of the employee’s satisfaction and turnover.

OBJECTIVES

1.) To study the attitude of the private insurance agents towards their work.
2.) To analyse the various problems faced by the insurance agents.
3.) To analyse the role of incentives in insurance agents performance.
4.) To study the attitude of policy holders towards their work

SCOPE OF THE STUDY

Job satisfaction is helps to improve the performance of private insurance agents.

The scope of the study is to analyse the problem faced by the private insurance
agents and to get idea about the job satisfaction of private insurance agents.
Then the study focuses on the appraisal of the concept and scope of job
satisfaction and prefer a case study of the impact of job satisfaction of Private
insurance agents.

SOURCES OF THE STUDY

The data was collected from the primary and secondary sources. The
primary data are those data, which are collected for the first time. The primary

3
data collected directly from private insurance agents with the help of
questionnaire. The secondary data is already been collected. The secondary data
for the study is collected from different sources such as books, magazines,
journals andinternet.

RESEARCH METHODOLOGY

1.)POPULATION

The study is conducted among the private insurance agents in Kozhikode Taluk.

2.) SAMPLESIZE The sample size consist of 50 private insurance agents In

Kozhikode taluk.

3.)SAMPLING METHOD

The convenient sampling method is used for data collection

5.)TOOLS FOR DATA COLLECTION

A well structure questionnaire is used for data collected from the population.

6.) TOOLS FORANALYSIS

Chart ,Diagram ,Percentage ,Table

PERIOD OF STUDY

The period of study is 21 days.

4
LIMITATIONS OF STUDY

 It is typically purchased for the benefits of others and usually only

`indirectly for the insured person .
 A detailed study was not possible due to the constrains of time and
resources.
 Response of respondent may be biased.
 Sample size is limited.
 Areas of operation is also limited.

5
 CHAPTER-2
REVIEW OF LITERATURE

6
 REVIEW OF LITERATURE.
Recent literature on job satisfaction among private sector insurance agents has
identified several key factors influencing their well-being and performance:

1. Employee Engagement and Job Satisfaction (2024): A study focusing

on private sector insurance companies in Gujarat highlighted that support
and empowerment, learning and growth opportunities, and organizational
culture and pride are significant drivers of employee engagement. These
factors positively influence job satisfaction, suggesting that initiatives aimed
at enhancing these areas could lead to improved employee retention and
performance.

2. Psychological Well-being During the COVID-19 Pandemic (2023):

Research examining life insurance agents during the COVID-19 pandemic
found that perceived stress negatively impacts psychological well-being. The
study suggests that mindfulness, self-efficacy, and social support can
mitigate stress effects, thereby enhancing agents' psychological health and
job satisfaction.

3. Psychological Capital and Job Satisfaction (2023): A study

investigating the role of psychological capital (PsyCap) among employees in
India's private sector, including life insurance, revealed that higher levels of
PsyCap are associated with increased job satisfaction and performance.
Conversely, elevated work stress and job insecurity were linked to lower job
satisfaction, emphasizing the need for organizations to foster psychological
resources among employees.

4. Work Stress and Employee Performance (2023): Research comparing

public and private sector life insurance companies found a strong
relationship between work stress and employee performance. The study

7
concluded that both work and non-work stressors significantly affect
employees' physical and psychological health, impacting their job
satisfaction and performance.

5. Sources of Support and Agent Retention (2025): A study in the

Malaysian life insurance industry explored how various sources of employee
support—supervisors, peers, technology, and mentors—influence agents'
retention. The findings indicate that perceived support from these sources
positively affects agents' decisions to remain with their organizations,
highlighting the importance of a supportive work environment in enhancing
job satisfaction and retention.

6. Work Stress Prevention Needs (2023): An exploratory study delved into

the multifaceted work stress prevention needs of life insurance agents. The
research identified stress factors related to job responsibilities, customer
interactions, and work pressure, suggesting that addressing these areas
through organizational interventions can improve agents' mental health and
job satisfaction.

7. Job Satisfaction and Work Environment in the Insurance Sector

(2021):This study, published in 2021, investigates how the work
environment affects job satisfaction among private sector insurance agents. It
identifies key factors such as management support, role clarity, and work-life
balance as major influencers of job satisfaction. The study concludes that a
positive organizational culture, open communication, and supportive
management lead to greater satisfaction. Agents who feel valued and have
clear roles within the organization report higher satisfaction levels and
improved performance outcomes.

8
 8. Compensation and Benefits (Kumari, 2021)

Studies consistently show that financial rewards, including salary, commissions,

and benefits, play a critical role in shaping job satisfaction. Agents in the private
sector often view commissions as an essential part of their income, which can
lead to varying satisfaction levels depending on their sales performance .

9. Work-Life Balance (Gupta & Soni, 2020): Work-life balance is

increasingly being recognized as a major factor in job satisfaction. Flexible
working hours and the ability to manage work from home are critical in
influencing satisfaction levels among insurance agents, particularly after the
pandemic.
10.Career Development Opportunities (Sharma & Mishra, 2022):*
Research suggests that career growth opportunities significantly influence
job satisfaction. Agents who feel they can progress within their organization
are more likely to report higher levels of job satisfaction.

9
 CHAPTER-3

THEORATICAL FRAMEWORK

10
INSURANCE
Insurance is a means of protection from financial loss. It is a form of risk
management, primarily used to hedge against the risk of a contingent or
uncertain loss. An entity which provides insurance is known as an insurer, an
insurance company, an insurance carrier or an underwriter. A person or entity
who buys insurance is known as an insured or as a policyholder. The
insurance transaction involves the insured assuming a guaranteed and known
- relatively small - loss in the form of payment to the insurer in exchange for
the insurer's promise to compensate the insured in the event of a covered loss.
The loss may or may not be financial, but it must be reducible to financial
terms, and usually involves something in which the insured has an insurable
interest established by ownership, possession, or pre-existing relationship.
The insured receives a contract, called the insurance policy, which details the
conditions and circumstances under which the insurer will compensate the
insured. The amount of money charged by the insurer to the policyholder for
the coverage set forth in the insurance policy is called the premium. If the
insured experiences a loss which is potentially covered by the insurance
policy, the insured submits a claim to the insurer for processing by a claims
adjuster. The insurer may hedge its own risk by taking out reinsurance,
whereby another insurance company agrees to carry some of the risks,
especially if the primary insurer deems the risk too large for it to carry.
Insurance can have various effects on society through the way that it changes
who bears the cost of losses and damage. On one hand it can increase fraud; on
the other it can help societies and individuals prepare for catastrophes and
mitigate the effects of catastrophes on both households and societies.

Insurance can influence the probability of losses through moral hazard,

Insurance fraud, and preventive steps by the insurance company. Insurance
scholars have typically used moral hazard to refer to the increased loss due to

11
unintentional carelessness and insurance fraud to refer to increased risk due to
intentional carelessness or indifference.[25] Insurers attempt to address
carelessness through inspections, policy provisions requiring certain types of
maintenance, and possible discounts for loss mitigation efforts. While in theory
insurers could encourage investment in loss reduction, some commentators have
argued that in practice insurers had historically not aggressively pursued loss
control measures—particularly to prevent disaster losses such as hurricanes—
because of concerns over rate reductions and legal battles. However, since about
1996 insurers have begun to take a more active role in loss mitigation, such as
through building code

WORKING OF INSURANCE
The insurer and the insured get a legal contract for the insurance, which is
called the insurance policy. The insurance policy has details about the
conditions and circumstances under which the insurance company will pay
out the insurance amount to either the insured person or the nominees.
Insurance is a way of protecting yourself and your family from a financial
loss. Generally, the premiumfor a big insurance cover is much lesser in terms
of money paid. The insurance company takes this risk of providing a high
cover for a small premium because very few insured people actually end up
claiming the insurance. This is why you get insurance for a big amount at a
low price. Any individual or company can seek insurance from an insurance
company, but the decision to provide insurance is at the discretion of the
insurance company. The insurance company will evaluate the claim
application to make a decision.

Generally, insurance companies refuse to provide insurance to high-risk

applicants.

12
SATISFACTION

Job satisfaction refers to the general attitude of employees towards their jobs.
When the attitude of an employee towards his or her job is positive, there exist
job satisfaction. Dissatisfaction exists when the attitude is negative. Job
satisfaction often is a collection of attitudes about specific factors of the job.
Employees can be satisfied with same elements of the job while simultaneously
dissatisfied with others. Different type of satisfaction will lead to different
intention and behaviour. An employee might compline but not with co-worker
satisfaction.
Job satisfaction is favourableness or un favourableness with which employees
view their work. It expresses the amount of agreement between one’s
explanations of the job on the rewards that the job provides. Hence motivation
is an act of stimulation towards the desired course of action. Lock defines job
satisfaction “a pleasurable or a positive emotional state resulting from the
appraisal of one job or job experience”. Job satisfaction can be viewed as an
employee’s observation of how their work presents those things which are
important to them.

THEORIES OF JOB SATISFACTION

Several theories explain job satisfaction, each offering different perspectives on
what influences employee happiness and motivation in the workplace. Here are
some of the most widely recognized theories:

1. Herzberg’s Two-Factor Theory (Motivation-Hygiene Theory)

Herzberg divides job satisfaction into two categories:

Motivators (e.g., achievement, recognition, job responsibility, growth

opportunities) that lead to satisfaction.

13
 Hygiene Factors (e.g., salary, company policies, work conditions, job
security) that, if inadequate, cause dissatisfaction but do not necessarily
improve satisfaction if increased.

2. Maslow’s Hierarchy of Needs

Maslow's five-level hierarchy explains job satisfaction in terms of

fulfilling:

.Physiological Needs (salary, basic benefits)

.Safety Needs (job security, safe working conditions)

.Social Needs (team relationships, workplace culture)

.Esteem Needs (recognition, promotions)

.Self-Actualization (personal growth, career fulfilment)

14
 FACTORS INFLUENCING JOB SATISFACTION
OF PRIVATE INSURANCE AGENTS

ORGANSATIONAL FACTORS

There are five major organizational factors which contribute to an employee

attitude towards his or her job pay, opportunities for promotion, the nature of
work, policies of the organization and working conditions.
Wages: Wages play a significant role in influencing job satisfaction. This is
because of two reasons. First money is an important instrument in fulfilling
one’s needs; and two employees often see pay as a reflection of management’s
concern forthem.

Compensation and Benefits: Competitive salary and commission structure

Incentives, bonuses, and rewards for performance Health insurance, retirement
plans, and other benefits
Nature of work: Most employees crave intellectual challenges on jobs. They
tend to prefer being given opportunities to use their skills and abilities and being
offered a variety of tasks, freedom, and feedback on how well they are doing.
These characteristics make jobs mentally challenging. Under conditions of
moderate challenge, employee experience pleasure and satisfaction.

JOB SECURITY AND STABILITY

Stability of employment in the private insurance sector Company policies
regarding layoffs and contract terms
Working conditions: Working conditions that are compatible with an
employee’s physical comfort and that facilitate doing a good job contribute to
job satisfaction. Temperature, humidity, ventilation, lighting and noise, hours of
work, cleanliness of the work place, and adequate tools and equipment are
thefeatures with affectsatisfaction.

15
GROUP FACTORS
Group factors wielding influence on satisfaction include group size and
supervision.
Size
It is truism to say that longer the size of the group, lower the level of
satisfaction. As size increases, opportunities for participation and social
Interaction decrease
So also the ability of members to identity with the group performance. More
members mean dissension, conflict and group with in group. All these do not
augur well for satisfaction ofmembers.
Work Environment and Organizational Culture:
Supportive and professional work environment Positive relationships with
colleagues and supervisors Ethical business practices and transparency

INDIVIDUAL FACTORS
In addition to organizational and group factors, there are certain personal
variables that have a bearing on job satisfaction.
Personality: Personality variable have been linked to job satisfaction. Among
these is self-esteem. Type of behaviour pattern and the ability to withstand job
stress. Stronger an individual is on these traits, more satisfied he or she tends to
be on his or her job.
Status: status tends to influence one’s job satisfaction. Generally speaking, the
higher one’s position in an organizational hierarchy, the more satisfied the
individual tends to be. Put another way, dissatisfied employee may not stay at
one place to reach higher positions in organizational hierarchy.General life
satisfaction: the more the people are satisfied with aspects of their lives
unrelated to their jobs, the more they also tend satisfied with their job.

16
 Advantages of job satisfaction:

❖ Increased productivity

❖ Improved employee retention

❖ Better work quality

❖ positive workplace environment

❖ Higher employee motivation

PRIVATE INSURANCE

Recent studies have delved into various factors influencing job satisfaction
among private sector insurance agents:
1. Job Stress and Performance: Research focusing on Sri Lankan
insurance agents indicates that job satisfaction and job stress significantly
impact perceived job performance. The commission-based nature of their work
often leads to challenges, and underperformance can result if these issues are
not adequately addressed. The study emphasizes the importance of motivation
and confidence in enhancing agent performance.

2. Quality of Work Life (QWL): A study conducted in Mysore district

examined the relationship between Quality of Work Life and job satisfaction
among insurance employees. Findings suggest that a positive work environment,
supportive organizational ystems, and healthy work relationships contribute to
higher job satisfaction levels. The study also notes that high attrition rates in the
Indian insurance industry may be linked to job dissatisfaction, underscoring the
need for improved QWL initiatives.

3. Organizational Culture: An investigation into the impact of

organizational culture on job satisfaction within the Sri Lankan insurance

17
industry identified that supervisor support and open communication
significantly enhance job satisfaction. Conversely, rigid rules, policies, and
inadequate rewards did not show a substantial impact. This highlights the
critical role of a supportive culture and effective communication in fostering
employee satisfaction.

4. Employee Engagement: A study focusing on private sector insurance

companies in Mangalore city explored employee engagement levels. The
research aimed to identify factors contributing to job satisfaction and determine
the relationship between age and satisfaction. Findings suggest that
organizations need to implement employee-friendly practices to enhance
satisfaction and engagement.

5. Intent to Leave: Research conducted in Nagpur city explored the

relationship between job satisfaction and the intention to leave among sales
employees in private insurance companies. The study found a moderate level of
job satisfaction and a low intent to leave, indicating a negative correlation
between the two. This suggests that enhancing job satisfaction could be an
effective strategy in reducing turnover intentions among sales personnel.

In summary, these studies indicate that job satisfaction among private sector
insurance agents is influenced by factors such as job stress, quality of work life,
organizational culture, and employee engagement. Addressing these areas
through supportive management practices, open communication, opportunities
for growth, and a positive work environment can enhance job satisfaction and
reduce turnover intentions in the insurance industry.

18
 CHAPTER 4

DATA ANALYSIS AND INTERPRETATION

19
Table number 4.1

Insurance company that agents represent

Particulars No .of respondents Percentage

1 25 50%

2 14 29%

3 6 11%

4 2 4%

5 or more 3 6%

Total 50 100%
Figure 4.1

Interpretation

The above table( 4.1) and figure (4.1) observed that 50 %of the respondents
are representing 1 company, 29% are 2 companies , 11% are 3 companies,
4 % are 4 companies and 6% are representing 5 and above.

20
Table number 4.2 Reason for selecting this job

Particulars No.of respondents Percentage

No need of capital 10 21%

Personal interest 22 43%

No need of high qualification 4 10%

Flexibility and freedom 6 11%

others 8 15%

Total 50 100%

Figure 4.2

Interpretation

This table shows that 21% are select the job for no need of capital, 43% are
personal interest , 15% are other options.

21
Table number 4.3 Monthly income

Particulars No of respondents Percentage

Below 10000 7 14%%

10000- 20000 18 36%

20000- 30000 19 38%

30000- 40000 3 6%

50000 above 3 6%

Total 50 100%

Figure 4.3

Interpretation

This table shows monthly income of 14% are below 10000, 36% are between
10000-20000 and 6 % are above 40000.

22
Table number 4.4 Level of satisfaction with their income

Particulars No .of respondents Percentage

Highly satisfied 3 8%

Satisfied 23 45%

Neutural 17 34%

Dissatisfied 5 9%

Highly dissatisfied 2 4%

Total 50 100%

Figure 4.4

Interpretation

This table shows how much the respondents agree with the given statement.
8% are highly satisfied, 45% are satisfied and 4% are dissatisfied.

23
Table number 4.5 Whether target is achieved

Particulars No of respondents Percentage

Always 1 2%

Frequently 15 30%

Sometimes 26 52%

Rarely 4 8%

Never 4 8%

Total 50 100%

Figure 4.5

Inter
pretation: This table shows 30% are frequently achieved their target and
8% are not achieved their target.

24
Table number 4.6 Whether employees got any training or additional
information

Particulars No .of respondents Percentage

Always 1 2%

Frequently 9 17%

Sometimes 24 49%

Rarely 7 15%

Never 9 17%

Total 0 100%
Figure 4.6

Interpretation: This table shows 17 % are got training or additional

information frequently and the same as never.

25
Table number 4.7 Whether the employee faced any punishment if the target
is not achieved

Particulars No of respondents Percentage

Always 2 4%
Frequently 3 6%
Sometimes 7 15%
Rarely 6 11%
Never 32 64%
Total 50 100%

Figure 4.7

Interpretation

This table shows 6% are faced punishment and 64% are not punished

26
Table number4.8 Satisfaction with behaviour of customers

Particular No. of respondents Percentage

Highly satisfied 8 16%

Satisfied 25 49%

Neutral 11 23%

Dissatisfied 3 6%

Highly dissatisfied 3 6%

Total 50 100%

Figure 4.8

Interpretation

This table shows that 16% are highly satisfied,49.% are satisfied and 6%
are highly dissatisfied.

27
Table number 4.9 Whether the employee get enough time to do their work
well

Particulars No of respondents Percentage

Yes 24 47%

No 8 17%

Sometimes 18 36%

Total 50 100%

Figure 4.9

Interpretation
This table shows 47% are get enough time to do their work and 17% are
not get time to do their work.

28
Table number 4.10 Whether the employee satisfied with the current
compensation benefit offered by the company

Particulars No of respondents Percentage

Highly satisfied 2 4%

Satisfied 22 43%

Neutral 19 38%

Dissatisfied 4 9%

Highly dissatisfied 3 6%

Total 50 100%
Figure 4.10

Interpretation

This table shows 4% are highly satisfied with their current compensation and
6% are highly dissatisfied with their compensation.

29
Table number 4.11 Whether they have good working relationship with the
colleagues

Particulars No .of respondents Percentage

Very high 14 28%

High 22 44%

Moderate 10 20%

Low 2 4%

Very low 2 4%

Total 50 100%
Figure 4.11

Interpretation

This table shows 28% are have good working relationship with the colleagues
and 4% are very low working relationship with the colleagues.

30
Table number 4.12 Whether the employees feel empowered at work

Particulars No of respondents Percentage

Always 17 34%

Sometimes 6 13%

Moderate 21 41%

Rarely 3 6%

Never 3 6%

Total 50 100%

Figure 4.12

Interpretation

This table sows 34% are feel empowered at work and 6% are not.

31
Table number 4.13 Whether the employee get any assistance from the
government

Particulars No .of respondents Percentage

Yes 23 45%

No 27 55%

Total 50 100%

Figure 4.13

Interpretation

This table shows 45% have get assistance from government and 55% not get
any assistance from government
.

32
Table number 4.15 Premium paid in private insurance companies are safe

Particulars No of respondents Percentage

Always 15 28%

Sometimes 13 27%

Moderate 15 28%

Rarely 5 11%

Never 2 6%

Total 50 100%

Figure 4.15

Interpretation
This table shows 28% premium paid in private insurance companies are safe
and 6% premium paid in private insurance companies are not safe.

33
Table number 4.16 Whether the employee have sufficient opportunities for
personal and professional growth

Particulars No of respondents Percentage

Very high 2 4%

High 23 47%

Moderate 22 41%

Low 2 4%

Very low 2 4%

Total 50 100%

Figure 4.16

Interpretation

This table shows 4% have sufficient opportunities for personal and also
professional growth and 4% have very low sufficient opportunities for
personaland professional growth.

34
Table number 4.17 Whether the employees feel recognized for their hard
work and successes at work

Particulars No of respondents Percentages

Always 23 45%

Sometimes 6 13%

Moderate 16 32%

Rarely 3 6%

Never 2 4%

Total 50 100%
Figure 4.17

Interpretation

This table shows 45% are feel recognized for hard work and successes at work
and 4% are not feel recognized for hard work and successes at work.

35
Table number 4.18 Whether the employees are able to handle
rejection

Particulars No of respondents Percentages

Always 13 26%
Sometimes 17 34%
Moderate 4 8%
Rarely 5 9%
Never 11 235
Total 50 100%

Figure 4.18

Interpretation

This table shows 26% employees are able to handle rejection and 23.%
employees are not able to handle rejection.

36
Table number 4.19 Whether employees likes to continue this profession

Particulars No.of respondents Percentage

Yes 43 87%

No 7 13%

Total 50 100%

Figure 4.19

Interpretation

This table shows 87% of employees are like to continue this profession and
13% are not like to continue this profession.

37
 CHAPTER 5

FINDINGS, SUGGESTION AND CONCLUSION

38
FINDINGS

 43% of the insurance agents are selecting the job for their personal
interest.
 Majority of the insurance agents are satisfied with their income.
 52% of the insurance agents are achieved their target sometimes.
 The insurance agents get training or additional informational sometimes.
 42% of the insurance agents are sometimes facing stress in their job.
 64% of the insurance agents are not faced punishment if the target is not
achieved.
 49% of the insurance agents are satisfied but not highly satisfied with the
behaviour of customers.
 Most of the insurance agents get enough time to do their work.
 43% of the insurance agents satisfied but not highly satisfied with the
current compensation benefits offered by the company.
 Majority of the insurance agents do not get any assistance from the
government.
 Most of the time premium paid in private insurance companies are safe.
 47% of the insurance agents have sufficient opportunities for personal
and professional growth.
 49% of the insurance agents are agreed that insurance sector provide
better employment opportunities.
 Sometimes most of the insurance agents are able to handle rejection.
 57% of the insurance agents have favourable attitude towards the job.
 87% of the insurance agents are likes to continue this profession.

39
 SUGGESTIONS
 Based on the findings of the study, the following suggestions are put
forward
 To take appropriate measures for increasing the job satisfaction of
private insurance agents.
 The insurance company provide extra allowances to agents for their
outstanding efforts this will increase the job satisfaction level of them.
 Over the workload is the main problem, so the insurance company to take
suitable action to reduce increase workload
 Insurance company should try to give adequate training and additional
information to improve the efficiency of the insurance agents.
 As the satisfaction level is low in attitude of the seniors, so they make
change in their attitude towards the workers.
 The insurance company shall provide more employment opportunities.

40
CONCLUSION

This research made an attempt to find out job satisfaction of private insurance
agents with special reference to Kozhikode Taluk . Almost all agents working in
the insurance sector are satisfied with the present work life. The studies briefly
analyse almost all the aspects in connecting with monetary, non-monetary and
security measures taken by insurance companies for the achievement of
agent’ssatisfaction. The aggregate findings of the study and the suggestions are
presented in the report which will be an eye-opener to the insurance companies
for improving the performance and ensuring providing of better working
conditions to the agents.

The study confined only to Kozhikode Taluk , the same study can be conducted
in other area for new findings and suggestions which was also an eye opener to
the insurance companies. Still many areas such as performance evaluation of
agents, how to improve efficiency, attempt on personal growth etc… are left out
from the preview of my study. These areas can be exposed as scope for further
research.

41
BIBILOGRAPHY

42
BOOKS

 K. Aswathappa, organizational behaviour, Himalaya Publishing house.

 L M Prasad, human resource managements Chand and sons New Delhi.
 K.C.S Ranganayakulu, organizationalbehaviour
 Dipak Kumar Bhattacharya, Human Resource Management ,exce books,

NewDelhi.

 Dr.kVenugopalan, Abdul AssisKortho, organizationalbehaviour

 L.M Prasad, organizationalbehaviour

WEBSITES

www.Google.com

www.wikpedia.com www.yahoo.com

43
APPENDIX

44
 QUESTIONNAIRE

Name :
Age :
Gender
Male
Female
1. How many insurance company do you represent ?
1
2
3
4
5 or more
2. Reason for selecting this job?
No need of capital
Personal interest
No need of high qualification
Flexibility and freedom
others
3. Monthly income?
Below 10000
10000-20000
20000-30000
30000-40000
50000 above
4. Are you satisfied with your current income?
Highly satisfied
Satisfied
Neutral
Dissatisfied

45
 Highly dissatisfied
5. Can you achieve your target always?
Always
Frequently
Sometimes
Rarely
Never
6. Do you get any training or additional information for this job?
Always
Frequently
Sometimes
Rarely
Never
7. Have you faced punishment if the target is not achieved?
Always
Frequently
Sometimes
Rarely Never
8. Are you satisfied with the behaviour of customers?
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
9. Do you get enough time to do your work well?
Yes
No
Sometimes

46
10.Are you satisfied with the current compensation benefits offered by the
company?
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
11.Do you have good working relationship with the colleagues?
Very high
High
Moderate
Low
Very low
12.Do you feel empowered at work?
Always
Sometimes
Moderate
Rarely
Never
13.Do you get any assistance from the government?
Yes
No
14.Have you ever tried to change the policies when competition arise?
Always
Frequently
Sometime
Rarely
Never

47
15.Does premium paid in private insurance companies are safe?
Always
Sometimes
Moderate
Rarely Never
16.Do you have sufficient opportunities for personal and professional growth?
Very high
High
Moderate
Low
Very low
17.Do you feel recognized for your hard work and successes at work?
Always
Sometimes
Moderate Rarely
Never
18.Insurance sector provides better employment opportunities .Do you agree?
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
19.Do you think companies are promoting health insurance adequately?
Always
Sometimes
Neutral
Rarely
Never
20.Are you able to handle rejection?

48
 Always
Sometimes
Moderate Rarely
Never
21.Insurance company do not bother about consumer protection Act while
giving insurance service?
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
22.Express your overall attitude towards the job?
Highly favourable
Favourable
Neutral
Unfavourable
Highly unfavourable
23.Would you like to continue this profession?
Yes
No

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