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Introduction
N.M.D. College, Gondia 1
INTRODUCTION TO THE TOPIC
Performance results from the interaction of physical, financial and human resources.
The first two are inanimate; they are translated into "productivity" only when the human
element is introduced. However, the human element interjects a variable over which a
management has limited control. When dealing with the inanimate factors of production, a
management can accurately predict the input - output relationship and can even vary the
factor it chooses in order to achieve a desired rate of production. In dealing with employees,
however, an intangible factor of will, volition or freedom of freedom of choice is introduced,
and workers can increase or decrease their productivity as they choose. This human quality
gives rise to the need for positive motivation.
In fact, the level of the performance of an employee is a function of his abilities and
motivation. The first determiners what he can do, the second determines what he will do.
Where there is a strong positive motivation, the employee's output increase; but where it is
negative or a week positive motivation, his performance level is low. One of the key elements
in personnel management is motivation: "it is the core of management which shows that
every human being earnestly seeks a secure, friendly and supportive relationship which gives
him a sense of worth in face-to-face groups which are most important to him.... A supervisor
should strive to treat individuals with dignity and recognition of their personal worth.
McGregor has stated that "the task of management is to arrange organizational
condition and methods of operation so that people can achieve their own goals best by
directing their own efforts toward organizational objectives." Successful supervisors will be
those who integrate the goal-oriented action of individual workers with the pursuit of
organizational goals. The goals of the individuals of the organization can be achieved through
stimulating workers toward productive performance - called motivational process. It is a
process of arousing action, sustaining the activity in progress, and regulating the pattern of
activity. It attracts and initiates action and also serves as a factor in the continuation until
objectives have been attained.
N.M.D. College, Gondia 2
DEFINITION
Motivation has been variously defined by scholars. Usually one or more of these
words are included in the definition: desires, wants, aims, goals, drives, motives and
incentives "Motivation" is a Latin word, meaning "to move." Human motives are internalized
goals within individuals.
As Berelosn and Steriner state "A motive is an inner state that energizes, activates, or
moves and directs or channels behavior toward goals." Stanford and Wrightman describe a
motive thus: “It is restlessness, a lack, a yen a force. Once in the grip of a motive the
organism does something. It most generally does something to reduce the restlessness, to
remedy the lack to alleviate yen, to mitigate force."
N.M.D. College, Gondia 3
IMPORTANCE OF EMPLOYEE MOTIVATION
The workforce will be better satisfied if the management provides them with opportunities to
fulfill their physiological and psychological needs. The workers will cooperate voluntarily
with the management and will contribute their maximum towards the goals of the enterprise.
Workers will tend to be as efficient as possible by improving upon their skills and knowledge
so that they are able to contribute to the progress of the organization. This will also result in
increased productivity.
The rates of labor’s turnover and absenteeism among the workers will be low.
There will be good human relations in the organization as friction among the workers
themselves and between the workers and the management will decrease.
The number of complaints and grievances will come down. Accident will also be low.
There will be increase in the quantity and quality of products. Wastage and scrap will be less.
Better quality of products will also increase the public image of the business.
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FACTORS THAT MOTIVATES EMPLOYEES
Empowerment:
Feeling trusted and empowered is a tremendous motivator.
Growth:
Feeling that they are growing and developing personally
Inclusion:
‘To belong’ is a fundamental need, whether as a member of a family, peer group, network,
team or company. It’s human nature to want to be on the inside, not the outside.
Motiva t ion P r ocess
1. Identification of need
2. Tension
3. Course of action
4. Result –Positive/Negative
5. Feed back
N.M.D. College, Gondia 5
Theories of M o tivatio n
Understanding what motivated employees and how they were motivated was the focus of
many researchers following the publication of the Hawthorne study results (Terpstra, 1979).
Six major approaches that have led to our understanding of motivation are Mcclelland’s
Achievement Need Theory, Behavior Modification theory; Abraham H Mallows need
hierarchy or Deficient theory of motivation. J.S. Adam’s Equity Theory, Vrooms
Expectation Theory, Two factor Theory.
McClelland ’ s Achiev e ment Need Theor y
According to McClelland’s there are three types of
needs;
Need for A c hie v e m ent;
This need is the strongest and lasting motivating factor. Particularly in case of persons who
satisfy the other needs. They are constantly pre occupied with a desire for improvement and
lack for situation in which successful outcomes are directly correlated with their efforts.
They set more difficult but achievable goals for themselves because success with easily
achievable goals hardly provides a sense of achievement.
Need for P o wer
It is the desire to control the behavior of the other people and to manipulate the
surroundings. Power motivations positive applications results in domestic leadership style,
while it negative application tends autocratic style.
Need for affiliation
It is the related to social needs and creates friendship. This results in formation of informal
N.M.D. College, Gondia 6
groups or social circle.
Behavioral Modification Theo r y;
According to this theory people behavior is the outcome of favorable and unfavorable past
circumstances. This theory is based on learning theory. Skinner conducted his researches
among rats and school children. He found that stimulus for desirable behavior could be
strengthened by rewarding it at the earliest. In the industrial situation, this relevance of this
theory may be found in the installation of financial and non financial incentives.
More immediate is the reward and stimulation or it motivates it. Withdrawal of reward
incase of low standard work may also produce the desired result. However, researches show
that it is generally more effective to reward desired behavior than to punish undesired
behavior.
A brah a m HM a sl o w Need Hiera r chy or D e ficient theory of Motivation.
The intellectual basis for most of motivation thinking has been provided by behavioral
scientists, A.H Maslow and Frederick Heizberg, whose published works are the “Bible of
Motivation”. Although Maslow himself did not apply his theory to industrial situation, it has
wide impact for beyond academic circles. Douglous Mac Gregor has used Maslow’s theory
to interpret specific problems in personnel administration and industrial relations.
The crux of Maslow’s theory is that human needs are arranged in hierarchy composed of
five categories. The lowest level needs are physiological and the highest levels are the self
actualization needs. Maslow starts with the formation that man is a wanting animal with a
hierarchy of needs of which some are lower ins scale and some are in a higher scale or
system of values. As the lower needs are satisfied, higher needs emerge. Higher needs
cannot be satisfied unless lower needs are fulfilled. A satisfied need is not a motivator. This
resembles the standard economic theory of diminishing returns. The hierarchy of needs at
work in the individual is today a routine tool of personnel trade and when these needs are
active, they act as powerful conditioners of behavior- as Motivators.
Hierarchy of needs; the main needs of men are five. They are physiological needs, safety
N.M.D. College, Gondia 7
needs, social needs, ego needs and self actualization needs, as shown in order of their
importance.
Objective
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OBJECTIVE OF THE STUDY
1) To know the various factors affecting the motivation of employees.
2) To know how the organizational structure and culture affects the employees motivation.
3) To find out employees preference regarding welfare measures which they like to have in
future.
4) To study the effect of monetary and non-monetary benefits provided by the
organization on the employee’s performance.
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Hypothesis
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HYPOTHESIS
1) Both internal and external factors of the organization affecting the motivation of
employees.
2) Salary is the most prominent factors affecting the motivation of employees.
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Company Profile
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COMPANY PROFILE
State Bank of India:
Type
Public
Traded as
NSE: SBIN
BSE: 500112
LSE: SBID
BSE SENSEX Constituent
Industry
Banking, Financial services
Founded
1 July 1955
Headquarters
Mumbai, Maharashtar, India
Area served
Worldwide
Key People
Pratip Chaudhuri (Chairman)
Products
Credit cards
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Consumer banking
Corporate banking
Finance and Insurance
Investment- banking
Mortgage loans
Private banking
Wealth management
Revenue
US$ 36.950 billion(2013)
Profit
US$ 3.202 billion (2013)
Total assets
US$ 359.237 billion (2013)
Total equity
US$ 20.854 billion (2013)
Owner(s)
Government of India
Employees
292,215 (2013)
Website
www.sbi.co.in
State Bank of India (SBI) (NSE: SBIN, BSE: 500112, LSE: SBID) is the largest banking and
financial services company in India by revenue, assets and market capitalization. It is a state-owned
corporation with its headquarters in Mumbai, Maharashtra. As of March 2012, it had assets of
US$360 billion and 14,119 branches, including 173 foreign offices in 37 countries across the globe.
Including the branches that belong to its associate banks, SBI has 21,500 branches.
The bank traces its ancestry to British India, through the Imperial Bank of India, to the
founding in 1806 of the Bank of Calcutta, making it the oldest commercial bank in the Indian
N.M.D. College, Gondia 14
Subcontinent. Bank of Madras merged into the other two presidency's banks—Bank of Calcutta and
Bank of Bombay—to form the Imperial Bank of India, which in turn became the State Bank of India.
The Government of India nationalized the Imperial Bank of India in 1955, with the Reserve Bank of
India taking a 60% stake, and renamed it the State Bank of India. In 2008, the government took over
the stake held by the Reserve Bank of India. SBI has been ranked 285th in the Fortune Global 500
rankings of the world's biggest corporations for the year 2012.
SBI provides a range of banking products through its vast network of branches in India and
overseas, including products aimed at non-resident Indians (NRIs). The State Bank Group has the
largest banking branch network in India. SBI has 14 local head offices situated at Chandigarh (Punjab
& Haryana), Delhi, Lucknow (Uttar Pradesh), Patna (Bihar), Kolkata (West Bengal), Guwahati (North
East Circle), Bhubaneswar (Orissa), Hyderabad (Andhra Pradesh), Chennai (Tamil Nadu),
Trivandrum (Kerala), Bengaluru (Karnataka), Mumbai (Maharashtra), Bhopal (Madhya Pradesh) &
Ahmedabad (Gujarat) and 57 Zonal Offices that are located at important cities throughout the country.
N.M.D. College, Gondia 15
Research Methodology
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RESEARCH METHODOLOGY
The procedures by which researchers go about their work of describing, explaining and predicting
phenomena are called methodology. Methods comprise the procedures used for generating, collecting
and evaluating data. Methods are ways of obtaining information useful for assessing explanations.
RESEARCH DEFINITION:
The definition of research given by Creswell is "Research is a process of steps used to
collect and analyze information to increase our understanding of a topic or issue". It consists
of three steps: Pose a question, collect data to answer the question, and present an answer to
the question.
Research Design:
The type of research chosen for the study is descriptive research. In descriptive research
various parameters will be chosen and analyzing the variations between these parameters.
This was done with an objective to find out the motivation level of the employees.
Data Sources:
The data collected for the study is mainly through the distribution of questionnaire; to be
precise the data collected for study was both primary and secondary sources.
Primary Data:
Primary data is the information collected for the first time; there are several methods in which
the data is complied. In this project it was obtained by mean of questionnaires. Questionnaire
was prepared and distributed to the employees.
Secondary Data:
Secondary data needed for conducting research work were collected from company
websites, library and search engines.
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Nature and Type of Research Study
Universe
Population : All the employees
Sample and sample size : 50
Sampling Methods : Convenient
Methods Of Data Collection
1) Sources Of Data Collection
a) Primary Sources
i. Direct Primary Sources:
Observation method
ii. Indirect Primary Sources:
Data Interpretation or Findings, Questionnaires, etc.
b) Secondary Sources
1) Personal Document
2) Public Or Official Document
2) Tools Of Data Collection:
a) Observation method
b) Mailed Questionnaire Method
c) Survey Method
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Data Analysis and
Interpretation
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DATA ANALYSIS AND INTERPRETATION
Q.1.Age of the employees.
Age of employees No. of Respondents Percentage
18 -25 5 25%
26-32 2 10%
33-40 4 20%
Above 40 9 45%
Total 20 100%
0.5 1 1.5 2 2.5 3 3.5 4 4.5 5 5.50
5
10
15
20
25
No. of respondents
No. of respondents
ANALYSIS:
Out of 20 employees, 5 employees are between 18-25, 2 employees are between 26-32, 4
employees are between 33-40, and 9 employees are 40 and above.
INTERPRETATION:
It can be interpreted that the maximum number of employees working in the organization are
above 40.
N.M.D. College, Gondia 20
Q.2. Qualification of employees.
Qualification No. of Respondents Percentage
S.S.C 0 0%
H.S.C 0 0%
Graduate 14 70%
Post Graduate 6 30%
Total 20 100%
0.5 1 1.5 2 2.5 3 3.5 4 4.5 5 5.50
5
10
15
20
25
NO. of respondens
NO. of respondens
ANALYSIS:
Out of 20 employees, 0 employees are SSC, 0 employees are HSC, 14 employees are
Graduate and 6 are Post Graduate.
INTERPRETATION:
It can be interpreted that the maximum number of employees working in the organization are
Graduate.
N.M.D. College, Gondia 21
Q.3. Salary of employees.
Salary No. of Respondents Percentage
5000-15000 2 10%
15000-25000 3 15%
25000-30000 4 20%
Above 30000 11 55%
Total 20 100%
0.5 1 1.5 2 2.5 3 3.5 4 4.5 5 5.50
5
10
15
20
25
no. of respondents
no. of respondents
ANALYSIS:
Out of 20 employees only 2 employees earn between 5000-15000, 3 employees earn
between 15000-25000, 4 employeea earn between 25000-30000, 11 employees earn between
above 30000.
INTERPRETATION:
It can be interpreted that the maximum number of employees working in the organization are
earn above 30000.
N.M.D. College, Gondia 22
Q.4.Marital Status of employees.
Marital status NO. of Respondents Percentage
Married 13 65%
Unmarried 7 35%
Total 20 100%
0.5 1 1.5 2 2.5 3 3.50
5
10
15
20
25
NO. of Respondents
NO. of Respondents
ANALYSIS:
Out of 20 employees 13 employees are married, 7 employees are unmarried.
INTERPRETATION:
It can be interpreted that the maximum number of employees are Married working in the
Organization.
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Q.5.Gender of employee
Gender No. of Respondents Percentage
Male 14 70%
Female 6 30%
Total 20 100%
0.5 1 1.5 2 2.5 3 3.50
5
10
15
20
25
No. of Respondents
No. of Respondents
Analysis:
Out of 20 employees 14 employees are male, and 6 employees are female.
Interpretation:
It can be interpreted that the maximum number of employees are Male working in the
organization
Q.6.Are you satisfied with your job.
N.M.D. College, Gondia 24
Satisfaction level No of Respondents
Satisfied 95
Partialy Satisfid 5
Not satisfied 0
0.5 1 1.5 2 2.5 3 3.50%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
No of Respondents
No of Respondents
ANALYSIS:
15 employees are satisfied, 5 employees partially satisfied, 0 employees are Unsatisfied, 0
Employees are Neutral.
INTERPRETATION:
Maximum number of employees is satisfied with their job.
Q.7.Satisfactory Level of employees with regards to compensation and other benefit.
N.M.D. College, Gondia 25
Satisfactory level Percentage
Satisfied 6
Partiall satisfied 10
Not Satisfied 14
0.5 1 1.5 2 2.5 3 3.50
2
4
6
8
10
12
14
16
Percentage
Percentage
ANALYSIS:
It is evident from the above table that 15% of employees are satisfied with the
compensation and other benefits being provided by the company to it employees and 25% are
partially-satisfied and 60% of the respondents are in the Satisfaction level group of Not-
satisfied.
INTERPRETATION:
Thus above table indicate that majority of respondents are in the group of Not-
satisfied.
Q.8.The type of incentives provided.
N.M.D. College, Gondia 26
Satisfactory level No of Respondents Percentage
Financial Incentives 15 30
Non financial Incentives 9 18
Both 26 52
Total 50 100
0.5 1 1.5 2 2.5 3 3.5 4 4.50
10
20
30
40
50
60
No of Respondents
No of Respondents
ANALYSIS:
The table shows that 52% of the respondents are expressing that both financial and non
financial incentives will equally motivate them.
Q.9. Satisfactory Level of employees with regards to incentives provided by the
company for higher productivity.
N.M.D. College, Gondia 27
Monthly Salary Percentage
Satisfied 10
Partially satisfied 9
Not Satisfied 7
0.5 1 1.5 2 2.5 3 3.50
2
4
6
8
10
12
Percentage
Percentage
ANALYSIS:
It is evident that majority 40% of the respondents are in the Satisfaction Lenel group of
Satisfied, 355 of the respondents are in the satisfaction Level group of Partly-satisfied and
25% of the respondents are in the satisfaction level of Service group of not-satisfied.
INTERPRETATION:
Thus above table indicate that majority of respondents are in Satisfaction Level group of
satisfied.
Q.10. Satisfactory level of employees with recognition of their work by the supervise.
Satisfactory level Percentage
N.M.D. College, Gondia 28
Satisfied 18
Partially satisfied 4
Not Satisfied 2
0.5 1 1.5 2 2.5 3 3.50
2
4
6
8
10
12
14
16
18
20
Percentage
Percentage
ANALYSIS: -
It is evident that majority 80% of the employees are in the Satisfaction Level
group of Satisfied, 15% of the respondents are in the satisfaction level group of partly
satisfied and 5% of the respondents are in the satisfaction level service group of not satisfied.
INTERPRETATION: -
Thus above table indicate that majority of respondents are in Satisfaction Level group
of satisfied.
Q.11.Satisfactory level of employees with regards to suggestion and opinion.
N.M.D. College, Gondia 29
Satisfactory level Percentage
Satisfied 20
Partially satisfied 4
Not Satisfied 2
0.5 1 1.5 2 2.5 3 3.50
5
10
15
20
25
Percentage
Percentage
ANALYSIS: -
It is evident that majority 80% of the employees are in the Satisfaction Level
group of Satisfied, 10% of employees are in the satisfaction level group of partly satisfied
and 10% of the employees are in the group satisfaction level service group of not satisfied.
INTERPRETATION: -
Thus above table indicate that majority of respondents are in Satisfaction Level group of
satisfied.
N.M.D. College, Gondia 30
Q.12.Satisfactory level of employees with regards to promotion provided by the
company.
Satisfactory level Percentage
Satisfied 4
Partially satisfied 4
Not Satisfied 18
0.5 1 1.5 2 2.5 3 3.50
2
4
6
8
10
12
14
16
18
20
Percentage
Percentage
ANALYSIS: -
It is evident that majority 80% of the employees are in the Satisfaction Level group of
Not-Satisfied, 10% of employees are in the satisfaction level group of Partly-satisfied and
10% of the employees are in the group satisfaction level service group of satisfied.
INTERPRETATION: -
Thus above table indicate that majority of respondents are in Satisfaction Level group of Not-
Satisfied.
N.M.D. College, Gondia 31
Q.13.Satisfactory level of employees with regards to training provided by the company.
Satisfactory level Percentage
Satisfied 12
Partially satisfied 10
Not Satisfied 4
0.5 1 1.5 2 2.5 3 3.50
2
4
6
8
10
12
14
Percentage
Percentage
ANALYSIS: -
It is evident that majority 50% of the employees are in the Satisfaction Level group of
Satisfied 40% of employees are in the satisfaction level group of Partly-satisfied and 10% of
the employees are in the satisfaction level service group of Not-Satisfied.
INTERPRETATION: -
Thus above table indicate that majority of employees are in Satisfaction Level group of
Satisfied.
N.M.D. College, Gondia 32
Q.14.Satisfactory level of employees with regard to Relationship with Manager.
Satisfactory level Satisfactory level
Satisfied Satisfied
Partially satisfied Partially satisfied
Not Satisfied Not Satisfied
0.5 1 1.5 2 2.5 3 3.50
2
4
6
8
10
12
14
16
18
20
Percentage
Percentage
ANALYSIS: -
It is evident that majority 80% of the employees are in the Satisfaction Level group of
Satisfied 10% of employees are in the satisfaction level group of Partly-satisfied and 10% of
the employees are in the satisfaction level service group of Not-Satisfied.
INTERPRETATION: -
Thus above table indicate that majority of employees are in Satisfaction Level group of
Satisfied.
N.M.D. College, Gondia 33
Q.15.Satisfactory level of employees with regard to Adequate and detailed direction
provided by the Manager.
Satisfactory level Percentage
Satisfied 20
Partially satisfied 6
Not Satisfied 6
0.5 1 1.5 2 2.5 3 3.50
5
10
15
20
25
Percentage
Percentage
ANALYSIS: -
It is evident that majority 80% of the employees are in the Satisfaction Level
group of Satisfied 10% of employees are in the satisfaction level group of Partly-satisfied
and 10% of the employees are in the satisfaction level service group of Not-Satisfied.
INTERPRETATION: -
Thus above table indicate that majority of employees are in Satisfaction Level group
of Satisfied.
N.M.D. College, Gondia 34
N.M.D. College, Gondia 35
CO N CLUSION
The study concludes that, the motivational program procedure in SBI Bank is
found effective but not highly effective. The study on employee motivation
highlighted so many factors which will help to motivate the employees. The study
was conducted among 50 employees and collected information through structured
questionnaire. The study helped to findings which were related with employee
motivational programs which are provided in the organization.
The performance appraisal activities really play a major role in motivating the
employees of the organization. It is a major factor that makes an employee feels
good in his work and results in his satisfaction too. The organization can still
concentrate on specific areas which are evolved from this study in order to make the
motivational programs more effective. Only if the employees are properly motivated-
they work well and only if they work well the organization is going to benefit out
it. Steps should be taken to improve the motivational programs procedure in the
future. The suggestions of this report may help in this direction.
N.M.D. College, Gondia 36
N.M.D. College, Gondia 37
SUGGESTION
Most of the employees agree that the performance appraisal activities are
helpful to get motivated, so the company should try to improve performance
appraisal system, so that they can improve their performance.
Non financial incentive plans should also be implemented; it can improve the
productivity level of the employees.
Organization should give importance to communication between employees and
gain co-ordination through it.
Skills of the employees should be appreciated.
Better carrier development opportunities should be given to the employees for
their improvement.
N.M.D. College, Gondia 38
Limitations
N.M.D. College, Gondia 39
LIMITATIONS OF THE STUDY
The limitations of the study are the following
The data was collected through questionnaire. The responds from the
respondents may not be accurate.
The sample taken for the study was only 50 and the results drawn may not be accurate.
Since the organization has strict control, it acts as another barrier for getting data.
Another difficulty was very limited time-span of the project.
Lack of experience.
N.M.D. College, Gondia 40
Bibliography
N.M.D. College, Gondia 41
BIBLIOGRAPHY
Books:
1. HR & Personnel management – Aswathappa.
2. Personnel & Human Resource Management – P.Subba Rao
3. Argyris, c. personality and organization
Websites:
www.sbi.com www.sbi.in www.wikipedia.org
N.M.D. College, Gondia 42
Appendix
N.M.D. College, Gondia 43
APPENDIX
Q.I - Age of the employees. a) 18-25 b) 26-32 c) 33-40 d) Above 40
Q.2 - Qualification of employees. a)SSC b)HSC c) Graduate d) Post- Graduate
Q.3 - Salary of employeesa) 5000-15000b) 15000-25000c) 25000-30000d) Above 30000
Q.4 - Marital status of employees. a) Married b) Unmarried
Q.5 - Gender of employees. a) Male b) Female
Q.6- Are you satisfied with your job. a) Satisfied b) Partially satisfied c) Not satisfied
Q.7- Satisfactory Level of employees with regards to compensation and other benefit.
a) Satisfied
b) Partially Satisfied
c) Not Satisfied
Q.8-The type of incentives provided.
a) Financial Incentives
N.M.D. College, Gondia 44
b) Non Financial Incentives
c) Both
Q.9-satisfactory level of employees with regard to incentives provided by the company for higher productivity.
a) Satisfied
b) Partially Satisfied
c) Not Satisfied
Q.10. Satisfactory level of employees with recognition of their work by the supervise
a) Satisfied
b) Partially Satisfied
c) Not Satisfied
Q.11.Satisfactory level of employees with regards to suggestion and opinion.
a) Satisfied
b) Partially Satisfied
c) Not Satisfied
Q.12.Satisfactory level of employees with regards to promotion provided by the company.
a) Satisfied
b) Partially Satisfied
c) Not Satisfied
Q.13.Satisfactory level of employees with regards to training provided by the company
a) Satisfied
b) Partially Satisfied
c) Not Satisfied
Q.14.Satisfactory level of employees with regard to Relationship with Manager.
a) Satisfied
b) Partially Satisfied
c) Not Satisfied
N.M.D. College, Gondia 45
Q.15.Satisfactory level of employees with regard to Adequate and detailed direction provided by the Manage.
a) Satisfied
b) Partially Satisfied
c) Not Satisfied
N.M.D. College, Gondia 46