A PROJECT REPORT ON EMPLOYEE MORALE WITH SPECIAL REFERENCE TO

KANARA WOOD & PLY WOOD INDUSTRIES LTD.

Submitted to

In requirement of partial fulfillment of Master of Business Administration (MBA) Submitted on

Submitted by
CERTIFICATE

This is to certify that this Term paper entitled A STUDY ON ENPLOYEE MORALE WITH SPECIAL REFERENCE TO KANARA WOOD&PLYWOOD INDUSTRIES LTD. submitted by Mr.__________________under my guidance and supervision, in partial fulfillment of the requirement of the course ____________________________.

PREFACE

In this age of globalization hyper competition has become a regular feature. Today the markets are no less then battlegrounds and one has to strive very hard for survival and growth.

Due to very rapid industrialization all over the world the demand for the managerial personnel and the administrative personnel has increased. The perfect study of management involves both theoretical as well as practical aspects. To survive in this highly competitive market Practical Knowledge is as relevant as the Theoretical.

The significance of MBA Degree is that the Theoretical aspects, which a student learns throughout the year in the class sessions, can be practically applied through different projects, which one undertakes. Keeping in tune with this doctrine, I have tried to apply theoretical aspects throughout the project, which I learned under the course of management.

In this project more emphasize given to find out morale of the employee of Kanara Wood and Ply as high morale employee gives more productive work then employee with low employee.

ACKNOWLEDGEMENT

This study will be incomplete without acknowledging my sincere gratitude to all those who have contributed in some way or other in completing this study.

express

word

of

gratitude

to

the

management

of

___________________________university for giving me an opportunity to conduct this study.

I wish to express my profound gratitude and Guide Mr. _________________________ for his valuable guidance precious time spent and help rendered during my study. I am grateful to him for his advice and support throughout my study which has enabled me to complete my project paper successfully.

A special word of thanks to Mr. Ivan Pinto, P&A Officer, Mr. Paul Tauro Pinto Asst. P&A Officer of Kanara Wood and Ply Industries Ltd. for their continuous help and encourage of this study.

I am also thankful to my friends who with their valuable advice and support have contributed for the success of this study.

My sincere gratitude to my parents for their great help in the completion of this study. Finally I thank all those who have directly indirectly helped me in completion this study.

EXECUTIVE SUMMARY
Employee Morale refers to an attitude of satisfaction with a desire to continue and strive for attaining the objectives of a factory. Morale is purely emotional. It is an attitude of an employee towards his job, his superior and his organization. It is not static thing, but it changes depending on working conditions, superiors, fellow workers pay and so on. Morale is a fundamental psychological concept. It is not easy to define. Morale is the degree of enthusiasm and willingness with which the members of a group pull together to achieve group goal. Morale may range from very high to very low. High Morale is evident from the positive feelings of employees such as enthusiasm, desire to obey orders, willingness to cooperate with coworkers. Poor or low Morale becomes obvious from the negative feelings of employees such as dissatisfaction, discouragement or dislike of the job.

I have undertaken this project titled employee morale in kanara wood and ply ltd. in which first part is all about introduction of morale, factors affecting morale, types and measurement of morale. Second part is about the analysis of the survey made of 20 employees. Data analysis and interpretation was done on the basis of graphical and tabulation method.

INDEX
Chapter No. 1 Particular Introduction of morale Definitions Importance of Morale Types of Morale Factors Affecting Morale Measurement of Morale Building of high morale 2 3 4 5 6 7 8 9 Company Profile Research Methodology Analysis and Interpretation Findings Suggestions Conclusion Annexure Bibliography of Morale Page No.

Chapter 1

Introduction of Morale

Employee Morale refers to an attitude of satisfaction with a desire to continue and strive for attaining the objectives of a factory. Morale is purely emotional. It is an attitude of an employee towards his job, his superior and his organization. It is not static thing, but it changes depending on working conditions, superiors, fellow workers pay and so on.

Morale may range from very high to very low. High Morale is evident from the positive feelings of employees such as enthusiasm, desire to obey orders, willingness to co-operate with co-workers. Poor or low Morale becomes obvious from the negative feelings of employees such as dissatisfaction, discouragement or dislike of the job.

Definitions: Morale is a fundamental psychological concept. It is not easy to define. Morale is the degree of enthusiasm and willingness with which the members of a group pull together to achieve group goal. It has been defined differently by different authors. Different definition of Morale can be classified into three major approaches. 1) Classical approach 2) Psychological approach 3) Social approach 1. Classical approach: According to this approach the satisfaction of basic needs is the symbol of Morale. According to Robert M. Guion "Morale is defined as the extent to which the individual perceives that satisfaction stemming from total job satisfaction".

2. Psychological Approach: According to this approach Morale is psychological concept i.e., state of mind. According to Jurious Fillipo Morale is a mental condition or attitude of individual and groups which determines their willingness to cooperate".

3. Social Approach: According to some experts Morale is a social phenomenon. According to Davis "Morale can be defined as the attitudes of individual and groups towards their work environment and towards voluntary cooperation to the full extent of their ability in the best interest at the organization".

Importance of Employee Morale:

Employee Morale plays vital role in the origination success. High Morale leads to success and low Morale brings to defeat in its wake. The plays of Morale are no less important for an industrial undertaking. The success of failure of the industry much depends up on the Morale of its employees.

Types of Morale:

I. High Morale:

It will lead to enthusiasm among the workers for better performance. High Morale is needed a manifestation of the employees strength, dependability pride, confidence and devotion. Some of the advantages of high Morale such as:

1. Willing cooperation towards objectives of the organization. 2. Loyalty to the organization and its leadership. 3. Good Leadership. 4. Sound superior subordinate relations. 5. High degree of employees interest in their job and organization. 6. Reduction in absenteeism and labour turnover. 7. Reduction in grievance. 8. Reduction in industrial conflict. 9. Team building. 10. Employee empowerment.

II. Low Morale:

Low Morale indicates the presence of mental unrest. The mental unrest not only hampers production but also leads to ill health of the employees. Low Morale exists when doubt in suspicion are common and when individuals are depressed and discouraged i.e., there is a lot of mental tension. Such situation will have the following adverse consequences. 1. High rates of absenteeism and labour turnover. 2. Decreased quality. 3. Decreased Productivity. 4. Excessive Complaints and Grievances. 5. Frustration among the workers. 6. Lack of discipline. 7. Increase errors, accidents or injuries.

FACTORS AFFECTING MORALE:

Employee Morale is a very complex phenomenon and is influenced by many factors on the shop floor. Several criteria seem important in the determinants of levels of workers Morale such as:

1. Objectives of the organization: Employees are highly motivated and their Morale is high if their individual goal and objectives are in tune with organizational goal and objectives.

2. Organizational design: Organization structure has an impact on the quality of labour relation, particularly on the level of Morale. Large organization tend to lengthen their channels of vertical communication and to increase the difficulty of upward communication. Therefore the Morale tends to be lower. Against this flat structure increases levels of Morale.

3. Personal Factors: It is relating to age, training, education and intelligence of the employees, time spent by them on the job and interest in worth taken by them, affect the Morale of the employees. For examples if an employee is not imparted proper training he will have low Morale.

4. Rewards: Employees expect adequate compensation for their services rendered to the organization. Good system of wages, salaries, promotions and other incentives keep the Morale of the employees high.

5. Good Leadership and Supervision: The nature of supervision can tell the attitudes of

employees because a supervisor is in direct contact with the employers and can have better influences on the activities of the employees.

6. Work Environment: The building and it appearance the condition of machines, tools, available at work place provision for safety, medical aid and repairs to machinery etc. all have an impact on their Morale.

7. Compatibility with fellow employees: Man being a social animal finds his words more satisfying if he feels that he has the acceptance and companionship of his fellow workers. If he has confidence in his fellow worker and faith in their loyalty his Morale will be high.

8. Job Satisfaction: If the job gives an employee an opportunity to prove his talents and grow personality, he will certify like it and he will have high morale.

9. Opportunity to share profit: one of the requirements of high morale is possibility and opportunity of progress in any concern. All worker should be given an opportunity of the progress and earn high wages without any discrimination.

MEASUREMENT OF MORALE

Morale is basically a psychological concept. As such the measurement of morale is a very difficult task to measure it directly. However the following methods are more commonly used to study employee morale.

1. Observation Method: Under this method evaluator observes the employees on work and records their behaviour, altitude, sentiments and feelings, which have developed in them. The changes in the attitude and behaviour of the employee are the indicators of high and low morale.

2. Attitude Surveys: In order to overcome the limitation of the above method attitude survey method is being largely employed in modern days. This method includes conducting surveys through questionnaires and interviews. This relates what the workers are looking in and what step should be taken to improve their approach towards work.

3. Company Records and Reports: The records and reports relating to Labour turnover, rate of absenteeism, the number of goods rejected, strikes and such other things, which are indicators of the level of morale.

4. Counselling: Under this method employees are advised to develop better mental health. So that they can imbibe self confidence, understanding and self control. This method is used to find out the causes of dissatisfaction and then to advice the employees by way of remedial measures. The above methods of the measurement of the employees present only the tendencies or the

attitude of the employee morale. The statistical measurement of morale is not possible because it relates to the inner feelings human beings. We can say that morale is increasing or decreasing, but cannot measured how much it increased or decreased.

BUILDING OF HIGH MORALE

In order to achieve high morale among the employees the following suggestion may be followed.

1. Two-Way Communication:- There should be a two-way communication between

the management and the workers as if exercises a profound influences on morale. The workers should be kept informed about the organization polices and programmes through conferences, bulletins and informal discussions with the workers.

2. Show Concern:- Large or small every business should have names on desks work

stations or cubicles to show that a real person, with worth, works there not just a machine. Next ask their opinion whenever an opportunity arises rather than always telling them what to do or the way to do it. This allows employees to add their own creative thoughts to the work process, which then can lead to more of a feeling of ownership. Finally ask how they are without wanting to know deeply personal data the boss can easily show on interest in the individual workers.

3.

Job Enrichment:-This involves a greater use of the factors which are intended to

motive the worker rather than to ensure his continuing satisfaction with the job he performs the idea is to reduce employee discontent by changing or improving a job to ensure that he is better motivated.

4. Modifying the work environment:- This involves the use of teams of work groups developing social contacts of the employees the use of music regular rest breaks.

5. Rotation of Jobs: This is also one of important techniques to increase employee morale. Job rotation helps to reduce an employee's boredom.

6. Incentive System: There should be a proper incentive system in the organization to ensure monetary and non-monetary rewards of the employees to motivate them.

7. Welfare Measures: Management must provide for employees welfare measures like canteens credit facilities sport clubs, education for their children e.t.c

8. Social Activities: Management should encourage social group activities by the workers. This will help to develop greater group cohesiveness which can be used by the management for building high morale.

9. Training: There should be proper training of the employees so that they may do their work efficiently and avoid frustration when the worker are given training they get psychological satisfaction as they feel that management is taking interest in them. 10. Workers Participation: There should be industrial democracy in the organization management should allow workers participation in management. Whenever a change to be introduced which effects the workers they must be consulted and taken into confidence workers must be allowed to put forward their suggestion and grievance to the top management.

11. Offers recognition of the employee efforts: It takes but a few seconds to say "Nice Job" "Well done", "Marked improvement", "You 're' on the right road" or any number of other phrases that communicate to the employee that you care about the job and about them and that you recognize an improvement in productivity. Also, employees can be given performance awards or have their name mentioned at staff meetings, posted on a notice boards or in employee inter office E-mail to say that someone did a note monthly Job. All of these simple modes of painting out individual team or group behaviour serve as very strong methods of improving productivity self worth and morale.

Chapter 2 Company Profile

Kanara wood and plywood industries Ltd. is originally located in Jeppu Mangalore. It is established in the year of 1972. Kenwood products are widely recognized for their good quality. Kenwood products are the first choice of architects, designer interior decorators builders and consultants.

Kanara Wood and Plywood Industries Ltd. is a company from the house of Yenepoya, a prestigious business house. Yenepoya's are well diversified in construction, granites, hospitality, health care and education. Yenepoya group promoted the company and products range includes veneers, plywood, block boards, flush doors and exclusives.

Kenwood products are made from both imported and indigenous species. Some of the imported species, which are used for kenwood products, are African Mahogany, Afromosed, Ako, Ash, Birch, Cherry, Elm, Makore etc. Some of the indigenous species such as Burga, Champ, Mahogany, Pali, Poon, Rose Wood, Silver Oak Teak and other varieties of decoration species.

The Kenwood ranges of products are today widely accepted all over the country. That is

because they are made out of selected best quality hard hood and durable, tough and elegant using a variety of higher advanced manufacturing techniques.

Commitment to the highest standards of quality is a part of the Kenwood ethos, it is proven by the ISO 9001 (Quality Management Systems) and ISO 14001 (Environmental Management Systems) accreditions of Kanara Wood and Plywood Industries Ltd.

The company has sophisticated equipments for boiling vats, rotary peeling, slicing, vacuum pressure treatment, drying and guillotine cutting, splicing, gluing, assembling and pressing of plywood, trimming, sanding and finishing.

Chapter 3 Research Methodology

The value of any systematic research lies in its methodology which is a way to systematically solve research problems. Methodology helps the investigator to conduct in a prescribed manner.

Title of the Study: "A Study on Employee Morale with Special Reference to Kanara Wood & Plywood Industries Ltd., Mangalore."

Scope of the Study: For the purpose of the study I have been taken in to consideration only permanent employees of Kanara Wood & Plywood Industries Ltd. among them I have selected 20 employees as sample.

Objectives of the Study: 1. To know and understand about the employee morale.

2. To find out the various factors leading to employee morale in the organization. 3. To know the level of morale of the employees working in Kanara Wood And Industries Ltd. 4. To know the level of satisfaction of the employees towards the company. 5. To suggest measures to increase morale of the employees of Ken Wood. Methods of Data Collection: For the purpose of the study the necessary data has been collected from primary and secondary methods.

1. Primary Data: Primary data required for the study was been collected through interview and questionnaire method.

2. Secondary Data: It was collected published books, journals, company records, files and internet.

Method of Sampling: Under probability method, simple random sampling is used for data collection.

Limitations of the Study: 1. The study is only limited to Kanara Wood & Plywood Industries Ltd. Mangalore. 2. The study was on 20 selected employees, so their need not be the universal opinion. 3. Workers are always busy in their work. I is may not have given clear answer. 4. The study is to taken up for the academic purpose.

Chapter 4 Data Analysis and Interpretation

PART - A

Age of Respondents: The employee's age and morale are directly related. Common belief is that younger workers are more dissatisfied with higher expectations than their elders.
Age 18-29 years 30-49 years 50-58 years Total No. Of respondents 3 13 4 20 Percentage 15% 65% 20% 100%

Of the 20 respondents, 15% are in age group of 18 - 29 years, 65% of the age group of 30 49 years and 20% of the age group 50 - 58 years.

Education Qualification

Inverse relationship between education level and Employee morale. The higher the educational level of on employee the lower his morale because he compares his own attainments with those of others. The higher he thinks he should be the more dissatisfied he is.
No.of respondent 11 3 5 1 20

Education SSLC PUC Degree Technical Total

Percentage 55% 15% 25% 5% 100%

The above table shows that 55% of respondents have completed SSLC, 15% of respondents studied up to PUC, 25% of respondent have studied Degree and only 5% respondent have Technical Qualification.

Part - B

Happiness at Work Place

View Very happy Happy Not Happy Total No.of respondent 1 19 0 20 Percentage 5% 95% 0% 100%

It is clear from the table that 5% of the respondent is very happy to work as a employee of Kenwood and 95% of the respondents are happy to work as a employee of Kenwood.

Happiness at Job

View Very happy Happy Not Happy Total

No.of respondent 1 16 3 20

Percentage 5% 80% 15% 100%

The above table makes it clear that 5% respondents are very happy at their jobs. 80% of the respondents are happy and 15% of the respondents are having the feeling of not happy at their jobs.

Working Environment

View Good Satisfactory Non satisfactory Total

No.of respondent

Percentage 4 20% 16 80% 0 0% 20 100%

This table is shows the views of respondents towards working environment. Here 20% of the respondents are having feeling of good and 80% of the respondents are satisfied.

Working Hours

View very happy happy not happy Total

No.of respondent

Percentage 5 25% 15 75% 0 0% 20 100%

From the above table it is clear that 20% of the respondents are very happy with the working hours in the industry and remaining 75% of the respondents are happy with the working hours. It is found in this study that all the respondents have well opinion towards working hours.

Working Condition

View Good Satisfactory Non Satisfactory Total

No.of respondent 4 15 1 20

Percentage 20% 75% 5% 100%

It is closely related to the employee morale. The above table shows about the views of respondents towards working conditions. Here 20% of the respondents are having the feeling of good with working conditions in the industry, 75% of the respondents are satisfied & 5% of the respondents are not satisfied.

Relationship with Employees

View Good Satisfactory Non Satisfactory

No.of respondent 12 8 0

Percentage 60% 40% 0%

Total

20

100%

From the above table it is clear that 60% of the respondents are having the feeling of good and 40% are satisfied the relationship with their employees in the industry.

Management Encouragement to Employees Development

View Yes No Total

No.of respondent 10 10 20

Percentage 50% 50% 100%

The above table shows that 50% respondents are told that management encourages in over all development of them and remaining 50% of the respondents are opposite to that statement.

Satisfaction about Health & Security measure

View Yes No Total

No.of respondent 17 3 20

Percentage 85% 15% 100%

The investigator found that majority 85% of the respondents are satisfied with the health and security measures provided by the company and remaining 15% respondents are not satisfied.

Safety and Welfare Measures

View Good Satisfactory Non satisfactory Total

No.of respondent 2 17 1 20

Percentage 10% 85% 5% 100%

It is one of method of increasing employee morale. The Kenwood Industry provides safety and welfare facilities to workers. This table tells about the views and the respondents opinion about safety and welfare measures. Here 10% of the respondents are having feeling of good, 85% are satisfied and 5% are not satisfied.

Leaves and Holidays

View Good Satisfactory Non satisfactory Total

No.of respondent 3 14 3 20

Percentage 15% 70% 15% 100%

From the above table is clear that 15% of respondents are having the feeling of satisfactory, 70% of the employees are satisfied and 15% are not satisfied with leaves and holidays.

Opinion Regarding Work Load

View Yes No Total

No.of respondent 14 6 20

Percentage 70% 30% 100%

Majority (70%) respondents expressed that they have heavy work load in this industry and remaining 30% of the respondent are opposite to that statement.

Management and Employees are allowed to Talk Freely

View Yes No Total

No.of respondent 10 10 20

Percentage 50% 50% 100%

The table interprets that 50% of the respondents told that management employees are allowed to talk freely. And remaining 50% are disagree with that statement.

Relationship with Fellow Worker

View Good Satisfactory Non Satisfactory Total

No.of respondent 9 11 00 20

Percentage 45% 55% 0% 100%

This table displays that 45% of respondents are having feeling of good and 45% are having satisfactory feeling towards their relationship with fellow workers. It is found in this study that employee have good relations with the fellow workers.

Opinion about Supervisor

View motivator not supervise well Rude Total

No. of respondent 15 5 0 20

Percentage 75% 25% 0% 100%

The supervisor can make or break morale. The supervisor is the first and the last link with whom the workers come in immediate contact and hence his behavior and dealings, determine the morale of group.

From this table it is clear that majority 75% respondents have a good perception (motivator) towards their supervisors and remaining 25% of respondents felt that supervisors are not supervise well. Relationship with Staffs of Other Department

View Good Satisfactory Non Satisfactory Total

No.of respondent 15 5 0 20

Percentage 55% 45% 0% 100%

The above table show that 55% of the employees are having feeling of good & 45% are having satisfactory feeling their relationship with staffs and other department.

Encouragement by the Supervisor about Worker Special Talents

View Yes No Total

No.of respondent 10 10 0 20

Percentage 50% 50% 100%

The above table shows that 50% of the respondents are get encouraged by their supervisor for their special talents and remaining 50% respondents are not get full support from the supervisors for using their special talents.

Attitudes towards Job

View Like it Can't say No Total

No.of respondent 9 11 0 20

Percentage 45% 55% 0% 100%

The above table reflects of follows; 45% of respondents are like it their jobs, and 55% of respondents dont want to share anything about their jobs.

Opinion on Job Security

View Like it Can't say No Total

No.of respondent 6 14 0 20

Percentage 30% 70% 0% 100%

Here 30% of the respondents truly believe that they have job security in the industry and remaining 70% of respondent don't want to share anything about the matter.

Opinion on Shift System

View Good Satisfactory Non Satisfactory Total

No.of respondent 6 13 1 20

Percentag e 30% 65% 5% 100%

The table shows the views of respondent towards shift system. Here 30% of the respondents are having feeling of good, 65% of the respondents are having the feeling of satisfactory and 5% are not satisfied about the company shift system.

Appreciation from the supervisor, when worker fulfill the work.

View Yes No Total

No.of respondent 8 12 20

Percentage 40% 60% 100%

The above table shows that 40% of the respondents felt that they are get application by their supervisor when they are all fulfill the work and remaining 60% of respondents have the opinion that they are not appreciation by supervisor, when they are fulfill the works. Here it shows that in Kenwood employees are not getting enough recognition from their supervisor. Recognition of the employees efforts is one of the technique of increasing employees morale and productivity.

Opinion on regarding satisfactory level of wants fulfillment through their present jobs:-

View Yes No Total

No.of respondent 5 15 20

Percentage 25% 75% 100%

It is clear from the table that 25% of respondents felt that they are reached a satisfied level of their wants through their present jobs But Majority of the respondents (75%) are opposite to that statement. It is found in this study that employees have lots of expectation from their jobs.

Influence of Morale on Production:

View Yes No no idea Total

No.of respondent 9 1 10 20

Percentage 45% 5% 50% 100%

The investigators tried to analyses whether the respondent are aware of their morale. Here 45% of the respondents truly belive that their morale is directly influence on production, 5% are opposite that statement and remaining 50% of the respondents one not aware of their morale.

Chapter 5 Findings
By the study it is found that:

1. Majority of the respondents are satisfied with working environment health, security, safety, welfare measures and leave and holidays facilities.

2. Majority of the respondents are having very good relationship with fellow workers supervisors and staffs of other department.

3. Majority of the respondents have opinion that they are not getting recognition from their supervisor when they are fulfilling the work. It is may demotivated to employees in the organization.

4. Majority of the respondents expressed that they have heavy work load in the organization.

5. Majority of the respondents are happy to work as an employee in the organization. It is shows there level of morale.

Chapter 6 Suggestions

To improve the level of Employee Morale, it is better to consider following suggestion. 1. Management should reduce the work load of the employees.

2. It will be more effective if the management take the steps to introduce suggestion scheme system for the employees.

3. The management should pay reasonable wage and allowance to the employees.

4. It is better the management should recognize the needs of employees and encourages employees special talents.

5. It will be better if the management provides incentives to employees so it will boost in their morale and productivity.

6. Supervisors should maintain coordinal relationship with workers and offers recognitions of the employee efforts and provide needed guidance to workers.

7. It will be better if management provide performance and potential appraisal in regularly.

8. The management should provide opportunities for career development. 9. It will better if management given performance awards to employees.

Chapter 7 Conclusion
Morale is psychological concept. Morale is not a cause but rather the effect or result of many going awry. Morale drifters from person to person, industry to industry, level of education age, nature of work etc. Morale may be range from very high to very low. By this study it is clear that various faction which influences morale and productivity of the employees each as Social Security measures, welfare facilities, salary status, Bonus, heath condition, shift system and recognition of work are getting much importance. To conclude employee morale plays very important role in every organization. Good employee morale helps to success of the organization. Unless an employee has poor morale if always a possibility of employee disharmony and also affect smooth running of the organization.

Chapter 8 Annexure
A Study on Employee Morale with Special reference in Kanara Wood Industries.

Part-A Personal Details 1. Name 2. 3. 4. 5. 6. Age Marital Status Qualification Department Year of Experience

Part-B

1. Are you happy working in this company?

a) Very happy b) Happy c) Not happy

2. Are you happy in your job? a) Very happy b) Happy c) Not happy 3. How is working environment in this company? a) Good b) Satisfactory c) Not Satisfactory 4. Are you happy with the working hours? a) Very happy b) Happy c) Not happy 5. How do you find the working condition in your work place? a) Good b) Satisfactory c) Not Satisfactory 6. How is your relationship with the employers? a) Good b) Satisfactory c) Not Satisfactory 7. Does your management encourages in over all development of the employees? a) Yes b) No 8. Do you felt that your company take care of your health and security as per company law? a) Yes b) No

9. What is your opinion about safety and welfare measures provided to this Company? a) Good b) Satisfactory c) Not Satisfactory

10. What do you think about the leaves and holidays provided in this company? a) Good b) Satisfactory c) Not Satisfactory 11. Do you have heavy workload in this company? a) Yes b) No 12. Is management and employees are allowed to talk freely? a) Yes b) No 13. How is your relationship with the fellow workers? a) Good b) Satisfactory c) Not Satisfactory 14. What is your opinion about supervisor? a) Motivator b) Not supervise well c) Rude 15. How is your relation with staffs of other department? a) Good b) Satisfactory c) Not Satisfactory 16. Does your supervisor encourage your special talent? a) Yes b) No 17. What do you think of your job?

a) Like it b) Can't say c) No 18. Do you fell that all are satisfied with each other? a) Yes b) Cant Say c) No

19. Do you have job security in your company? a) Yes b) Cant Say c) No 20. What is your opinion about shift system in this company? a) Good b) Satisfactory c) Not Satisfactory 21. Does your supervisor appreciate, when you fulfill the work? a) Yes b) No 22. Do you find the rules and regulation of the company difficult to follow? a) Yes b) Cant Say c) No 23. Do you feel that you have and reached a satisfied level of your wants through this job? a) Yes b) No 24. Do you feel your morale is directly influence on production? a) Yes b) No c) No idea.

Chapter 9 Bibliography
1. Personnel Management : C.B. Memoria 2. Industrial Psychology : P.K. Ghosh & M.B. Ghorpada 3. Personnel and Human Resource Management : P. Subba Rao 4. Principle and practice of Management : Dr. J.N. Chabra 5. Internet Sources