A RESEARCH REPORT ON EMPLOYEES SATISFACTION

ON

Pantaloon Retail (India) Limited a Future Group Venture

Submitted in Partial Fulfillment of MASTER OF BUSINESS ADMINISTRATION (MBA) PROGRAMME Under U.P. Technical University, Luck now.

UNDER THE GUIDENCE OF:

FACULTY GUIDE MR.MUKESH SRIVASTAVA ASSIS.PROFESER AMBALIKA INSTITUTE OF MANAGEMENT & TECHNOLOGY, LUCKNOW

SUBMITTED BY MANISH KUMAR SRIVASTAVA

MBA IV SEMESTER

AMBALIKA INSTITUTE OF MANAGEMENT AND TECHNOLOGY Maurawa Road, Mohanlal Ganj, Lucknow.

RESEARCH PROJECT

PROJECT TITLE: COMPANY: INTERNAL GUIDE:

EMPLOYEES SATISFACTION FUTURE GROUP MR.MUKESH SRIVASTAVA

ASSISTANT PROFESSER, AIMT,MOHANLALGANJ, LUCKNOW.(UP)

SUBMITTED BY

NAME: INSTITUTE:

MANISH KUMAR SRIVASTAVA AMBALIKA INSTITUTE OF MANAGEMENT &

TECHNOLOGY, LUCKNOW. ROLL NO: 0936370030

PREFACE
In spite of the theoretical knowledge gained through classroom study, a person is incomplete if not subject to practical exposure of real corporate world and may have to face hurdles, which will be difficult to overcome without any first hand experience of business. In this context two months summer training has been design to make the person aware of happening of the real business world .The report, entitled HR Initiatives has been done by me at Future Group.

ACKNOWLEDGEMENT
This project has been a great learning experience for me and I would like to express my gratitude towards all the people who guided me throughout, and without whose guidance and support, this project would not have been completed successfully. It is not possible to mention the names of all the people who came as more than help for me during the project. Nevertheless, I cannot stop myself from explicitly coming out about some, who have guided me through out the project. I would like to thank FUTURE GROUPE COMPANY for giving me the opportunity to work then and gain first hand practical knowledge of the corporate sector. I am really out of words to express my heartfelt gratitude to FUTURE GROUPE

COMPANY, Contribution has been outstanding, as regards invaluable advice on all aspects of the project, irrespective of the specialty boundaries. I wouid like to give thanks to Mr.Mukesh Srivastava who stood as an embodiment of inspiration during my entire stay with the company. I am also thankful to him for showing confidence in me and providing this opportunity. I am also thankful to Mr. Ashwin Dubey HOD of MBA department of AIMT, Lucknow with his very beneficial for me to understand and design the strategy of the project and also me for his invaluable support through out the project. Back at the institute, I found my faculty to be obliging, catering to the academic aspects of the project. My internal guide Prof. Mukesk Srivastava helped me on each occasion she as sort for. He has been a source of knowledge and inspiration.

To sum up, my experience with FUTURE GROUPE COMPANY has been a valuable one. The value addition was enormous and impact long lasting. I thank every one once again.

DECLARATION

I MANISH KUMAR

SRIVASTAVA declare that the project report entitled

Employees Satisfaction A Study at Pantaloon Retail (India) Limited a Future Group is an original and bonafide work .This is being submitted in the partial fulfillment of the requirement for the award of degree of the Master of Business Administration (Kipm-College Of Management). The matter embodied in this report has not been submitted for the award of any other degree or diploma.

MANISH KUMAR SRIVASTAVA

EXECUTIVE SUMMARY

Organizations are social systems, which consist on interacting with another. Managers need to understand the variety of human behaviors that are within the organization to maintain an effective environment and they must focus on individual needs. Many managerial styles are in the business world today. Therefore, a manager must find the right style for them and the corporation. Employees are not afraid to explain their needs. A few needs are job satisfaction, job enrichment, incentives either with pay or other bonuses, recognition, special privileges and an effective environment. The behaviors within the Organization behavior is composed of several behavioral sciences like; psychology, sociology, anthropology and practicing managers. Managers need to keep an open mind to all the sources of information that gives insights to understanding human behavior. A motivated employee is an effective employee. Managers can enhance motivation through job satisfaction. Motivation is based on meeting employee needs. Employee satisfaction is a measure of how happy workers are with their job and working environment. Keeping morale high among workers can be of tremendous benefit to any company, as happy workers will be more likely to produce more, take fewer days off, and stay loyal to the company. There are many factors in improving or maintaining high employee satisfaction, which wise employers would do well to implement.

The employee satisfaction is respect for workers and the job they perform. In every interaction with management, employees should be treated with courtesy and interest. An easy avenue for employees to discuss problems with upper management should be maintained and carefully monitored. Even if management cannot meet all the demands of employees, showing workers that they are being heard and putting honest dedication into compromising will often help to improve morale.

INDEX
TOPIC Acknowledgement Declaration Executive Summary Purpose of study CHAPTER 1: Introduction History of Company Industry profile Project Details Objective of Employees satisfaction 15 17 23 24 PAGE NO. 4 6 7 10

CHAPTER 2 : Collection and Analysis of information Research Methodology Research Design Data Collection Sampling Method Limitations 34 35 36 37 39

CHAPTER 3 : Project findings and recommendation Findings Conclusion derived from Data Analysis Recommendation 65 66 69 72 73 74

BIBLIOGRAPHY ANNEXUR Questionnaire

PURPOSE OF STUDY

A positive work environment starts with people having a clear sense of purpose and direction, as well as having the opportunity to participate, engage and be involved in that process. This includes giving your staff some degree of selfdetermination, and making sure they know their objectives and specific goals.

An open environment of feedback, support and challenge from their boss and from the people around them is vital. We all spend a lot of time at work but if there is a clear sense of success, output and delivery connected to a clear goal and purpose then people will feel a lot more engaged and committed to what they are doing. Essentially, the overall workforce will be highly motivated if the alignment between what the organization is trying to achieve as a whole and what the individual employee is trying to do within their particular role is strong and coherent.

As well as pay levels, research by the Corporate Leadership Council (CLC) found that people also joined organizations on the basis of career opportunity, organizational stability and its future prospects.

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NEED OF THE EMPLOYEE SATISFACTION

The satisfied, motivated employees facilitate higher customer satisfaction and, in turn, positively influence organizational performance. Organizations that invest in measuring employee opinions and attitudes, by incorporating Employee Satisfaction Surveys into their existing HR processes, can develop such a workforce.

More Accurate Perspective

Organizations can attain clearer perspective on how their employees prioritize and rank the importance and value of topics such as corporate benefits, versus compensation, versus career development. .

Increased Employee Loyalty

By quantifying and analyzing employee attitudes and opinions, enterprises can identify problem areas and develop solutions that create a supportive work environment and foster a motivated, loyal workforce.

Training Needs Assessment

Employee Satisfaction Surveys help to develop individual goals and career potential. With more insight into employee opinions and attitudes, management can establish effective professional development initiatives.

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Improved Customer Service

Because motivated employees are critical to improved organizational initiatives, such as increasing customer satisfaction, enterprises that value and strive for greater Employee Satisfaction ultimately create higher customer satisfaction.

ADVANTAGE OF THE EMPLOYEE SATISFACTION

Employee Satisfaction with consumer-driven plans is high. Benefits employee cite of choosing consumer-driven plans are:

Increased awareness of benefits and cost, which promotes positive behavior Changes.

Greater personal investment in their healthcare decision because they manage account balances.

More control of their choices. Web- based tools that offer valuable provider quality and personal health information.

Improve employee motivation and retention. Improve employer branding.

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In the project a Questionnaire was prepared and was asked and fill by the Team member in the BIG BAZZAR NOIDA. The questionnaire had two parts: Personal Information Information about the company/individual

The questionnaire was asked and fills by the 60 Team member but 45 responded out of them.

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INTRODUCTION THE HISTORY OF THE COMPANY

Pantaloon Retail (India) Limited is Indias leading retailer that operates multiple retail formats in both the value and lifestyle segment. Kishore Biyani is Known as Indias King of Retail. Pantaloons headquarter is in Mumbai. The company currently operates over 5 million square feet of space and has plans to increase it to 30 million sq. ft by 2011. Pantaloon has to open over 3000 new stores by 2010.Pantaloons origin can be traced to 1987 when the company was incorporated as Manz Wear Private Limited.

The company launched Pantaloons trouser, Indias first formal trouser brand. In 1992 , Pantaloon launched its IPO. BARE Indian Jean brand launched 1989-90 ,John millerShirt inspired by America - Formal shirt in popular segment launched 1993-94 Distribution of branded garments through multi-brand retail outlets across nation and exports of garments 1993-94.

The Pantaloon Shoppe Exclusive menswear store in franchisee format launched across nation 1993-94Big Bazaar , Indias First hypermarket chain was launched. In 2002, Food Bazaar , the supermarket chain was Launched. In 2006 , Future Capital Holding, the companys financial arm launched real estate funds, Kshitij and Horizon and private equity fund In division.

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MISSION OF PANTALOON RETAIL(INDIA) LIMITED A FUTURE GROUPE

We share the vision and belief that our customers and stakeholders shall be served only by creating and executing future scenarios in the consumption space leading of economic development.

We will be the trendsetters in evolving delivery formats, creating retail realty, making consumption affordable for all customer segments- for classes and for masses.

We shall infuse Indian brands with confidence and renamed ambition. We shall be efficient, cost-conscious and committed to quality in whatever we do. We shall ensure the our positive attitude sincerity, humility and united determination shall be the driving force to make us successful.

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INDUSRY PROFILE
INCEPTION
Future Group is one of the countrys leading business groups present in retails, asset management consumer finance, insurance, retail media, retail spaces and logistics. Future Group is present in 61 cities and 65 rural location. The groups flagship company, Pantaloon Retail (India) Limited operates over 10,000,000 square feet (930,000 m2) of retail space; has over 1,000 stores and employs over 30,000 people. Some of its leading retail formats include Pantaloons, Big Bazaar, Central, Food Bazaar, Home Town, EZone, Depot, Future Money and online retail format. Future Group Companies includes, Future Capital Holdings, Future Generally India, Indus League Clothing and Galaxy Entertainment which manager Sports Bar, Brew Bar and Bowling Co. Future Capital Holdings, the groups Financial arm, focuses on asset management and consumer credit. It manages assets worth over $ 1billion that are being invested in developing retail real estate and consumer-related brands and hotels. The groups joint venture partners include Italian insurance major Generally, French retailer ETAM group, US-based stationary products retailer Staples Inc and UK-based Lee Cooper and India-based Jaywalkers, Blue Food and Liberty Shoes. Future Groups vision is to, Deliver Everything, Everywhere, Every time to Every Indian Consumer in the most profitable manner. The group considers Indian-ness as a core value and its corporate credo is Rewrite rules, Retain values.

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COMPANY TIME LINE

Major Milestones 1987 Company incorporated as Manz Wear Private Limited. Lunch of Pantaloons trouser, Indias first formal trouser brand. 1991 Launch of BARE, the Indian jeans brand. 1992 Initial public offer (IPO) was made in the month o May. 1994 The Pantaloon Shoppe-exclusive menswear store in franchisee format launched across the nation. The company starts the distribution of branded garments through multi-brand retail outlets across the nation. 1995 John Miller- Formal shirt brand Launched. 1997 Pantaloons- Indias family store Launched in Kolkata. 2001 Big Bazaar, Is se sasta aur accha Kahi nahin-Indias first hypermarket chain Launched. 2002 Food Bazaar, the supermarket chain is launched.

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2004 Central- Shop, Eat, Celebrate In The Heart Of Our City- Indias first seamless mall is launched in Bangalore. 2005 Fashion Station- the popular fashion chain is Launched All a little large exclusive stores for plus- size individuals is launched 2006 Future Capital Holdings, the companys financial arm launched real estate funds Kshitij and Horizon and private equity fund In division. Plans forays into insurance and consumer credit. Multiple retail formats including Collection i, Furniture Bazaar ,Shoe Factory, Zone, Depot and futurebazaar.com are launched across the nati 2007

Images Retail Awards:

1. Most admired retail face of the year: Kishore Biyani 2. Most admired retailer of the year : Large format, Multi product store: BIG BAZAAR. 3. Most admired retailer of the year : Food and Grocery: FOOD BAZAAR. 4. Most admired retailer of the year: Home $ office improvement: Home Town. 5. Most admired retail company of the year: Pantaloon Retail (India) Ltd.

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NATIONAL RETAIL FEDERATION AWADS:

International Retailer for the year 2007- Pantaloon Retail (Indian) Ltd.

WORLD RETAIL CONGRESS AWARDS:

Emerging market retail of the year 2007- Pantaloon Retail (India) Ltd.

HEWITT BEST EMPLOYERS 2007:

Best employers in India (Rank 14th )- Pantaloon Retail (India) Ltd

PC WORLD INDIAN WELSITE AWARDS:

Best India website in the shopping Category- Future Bazaar.Com.

Coca-Cola Golden Spoon Awards 2008:

Were given away for the first time as a culmination of the Food Forum India 2008.

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Board of Directors
Kishore Biyani : Managing Director Rakesh Biyani : Wholetime Director Gopikishan Biyani : Wholetime Director Ved Prakesh Arya : Operations & COO Board of Directors Shailesh Haribhakti : Independent Director S . Doreswamy : Independent Director Darlie Koshy : Independent Director Bala Deshpande : Independent Director Anju Poddar : Independent Director Anil Harish : Independent Director

ACHIEVEMENTS: (2007-2009)
The company has achieved significant milestones during the year under review: Financials Achievements of Big Bazaar FULL YEAR ABP (2007-2008) = ACHIEVED (2007-2008) = 63.66CR 66.56 78.91CR

THIS YEAR ABP (2008-2009) =

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Event

Achiement Target

Duration 6 May to 9May

FLAT 50% OFF

113% 1.10 CR 2007

11Aug to 5 Din Mahabachat 102% 2.69 CR 15Aug2007

29Oct to DEEPAWALI DHAMAKA 129% 6.69 CR 9Nov2007

15thDec to 31st MANO YA NA MANO 115% 2.80 CR Dec2007

25th Jan to 27th SABSE SASTE 3 DIN 105% 2.70 CR Jan

NOT EXCANGE OFFER SPECIFIC

3rd Feb to 14th Mar

CITY ANNIVERSARRY OFFER

109% 2.70 CR 11th to 20th April

HABACHAT OFFER

89% 3.10 CR 13th to 17th Aug

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COMPETITOR OF FUTURE GROUP

1.RPG 2. Reliance Retail 3. Life style 4.Vishal Megamart

PROJECT DETAILS

EMPLOYEES SATISFACTION The company to maintain a standards & increase productivity by motivating the employees. This study tells us how much the employees are capable & their interest at wok place? What are the things still to be satisfy to the employees. Although "human resource" are the most important resources for any organization, so to study on employees satisfaction helps to know the working conditions & what are the things that affects them not to work properly. Always majority of done by the machines/equipments but without any manual moments nothing can be done. So to study on employee satisfaction is necessary. Employee satisfaction is a measure of how happy workers are with their job and working environment. Keeping morale high among workers can be of tremendous benefit to any company, as happy workers will be more likely to produce more, take fewer days off, and stay loyal to the company. There are many factors in improving or maintaining high employee satisfaction, which wise employers would do well to implement.

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OBJECTIVE OF THE EMPLOYEES SATISFACTION

The value of the five is employees satisfaction.

Interesting work.
No one wants to do the same boring job over and over, day after day. Although any job will require some repetitive tasks, all jobs should include at least some parts that are of high interest to employees.

Information.
Information is power and employees want to have the information they need to know to do their jobs better and more effectively. And, more than ever, employees want to know how they are doing in their jobs and how the company is performing overall. It is vitally important to open the channels of communication in an organization to allow employees to be informed, ask questions, and share information and to inspire them to share the vision of the company.

Involvement.
Managers today are faced with an incredible number of opportunities and problems and, as the speed of business continues to increase, the amount of time that they have to make decisions continues to decrease. Involving employees in decision-making, especially

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when the decisions affect them directly, is both respectful and practical. Not only do those closest to the problem typically have the best insight as to what to do, involving them in decision-making will increase their commitment and improve the success of implementing new ideas or change. Similarly, management needs to follow through on promises and live the values they preach.

Independence.
Few employees want their every action to be closely monitored. Most employees appreciate having the flexibility to do their jobs as they see fit. Giving employees latitude increases the chance that they will perform as desired, as well as bringing additional initiative, ideas, and energy to their jobs. Employees also need to be encouraged to achieve their best potential.

Increased visibility.
Everyone appreciates getting credit when it is due. The occasions to share the successes of employees with others are almost limitless. Giving employees new opportunities to perform, learn, and grow as a form of recognition and thanks is highly motivating for most people.

NEED OF THE EMPLOYEE SATISFACTION

This is a fairly simple tip. There are two questions to ask yourself.

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Do you have employees? Do you know how they feel about their jobs and their work environments?

If the answer to the first question is yes and the answer to the second question is no, you need to conduct an employee satisfaction survey, even if you have only a few employees and gather the information through informal discussions. The urgency of the matter is another thing entirely. The need to survey is greater when one or more of the following factors are present.

1. Rapidly growing organization.

When an organization is growing quickly, it is critical to find out how employees feel about their jobs, the organization, and their fit and future within it.

2. High or growing turnover rate.

While some industries have a naturally high turnover, growing turnover is a problem for any organization. If your absolute industry average, you have a problem that an the first step to solving. level of turnover exceeds the employee satisfaction survey is

3. Excessive rumors.
A strong rumor mill is symptomatic of other problems in the organization. These can include communications, trust, and fear. Only a survey can uncover the extent to which any of these issues exists.

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4. Planned or recent organizational changes, including change of leadership.

Change can be difficult for many people. If not handled properly, productivity and profits can decline.

5. Highly competitive industry.

In a highly competitive industry, turnover minimization and productivity and creativity maximization are keys to success. Staying in touch with employees is necessary to facilitate continued competitiveness.

6. Contemplated changes in pay and benefits.

You must know what needs to be "fixed" and how much "fixing" it needs to maximize return on invested money and people resources.

ADVANTAGE OF THE EMPLOYEE SATISFACTION

Employee Satisfaction with consumer-driven plans is high. Benefits employee cite of choosing consumer-driven plans are:

Increased awareness of benefits and cost, which promotes positive behavior Changes

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Greater personal investment in their healthcare decision because they manage account balances

More control of their choices Web- based tools that offer valuable provider quality and personal health information.

Improve employee motivation and retention. Improve employer branding

DISADVANTAGE OF EMPLOYEES SATISFACTION

Creates challenges for supervisors who must manage their areas during the leave time and provide the same quality of service to customers.

May make coverage for technical positions or positions working alternate shifts more difficult during the leave period.

Subjects the department to unplanned costs or impacts productivity if there is a need to provide additional coverage during the leave period or to train existing staff to provide coverage.

Reduces the employee's salary, some benefits, leave accruals, and the security of his/her position.

Employee morale is often affected by frequent reassignment because the employee may feel that management is using him or her. Clear and positive communication is essential in these situations.

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Managers must monitor the assignment and determine a course of action should the assignment become permanent.

Requires supervisors to closely monitor staffing levels so as not to compromise service or to inadvertently incur overtime costs.

Employees who have been receiving premium overtime or working second jobs on an on-going basis may feel entitled to extra pay; taking away the opportunity to earn extra money could negatively impact morale.

Can become expensive if lots of non-exempt workers become eligible for timeand-one-half compensation.

Managers will need to provide the same level of service to customers with a reduced staff.

Productivity and morale of the remaining employees would be affected by the fear of a temporary layoff.

This option is a negative recruitment and retention tool. Good employees could be lost by securing employment elsewhere.

HOW TO KEEP EMPLOYEES SATISFACTION WITHEN YOUR ORGANIZATION

How much do you think it costs to train a new employee? The costs involved with hiring and training employees, called replacement costs can be up to 150% of the salary.

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Companies don't always see the relationship between recruiting and retention, which is crazy" Branch, Retention does not mean to keep every employee, but it means to keep the good ones that are making a difference within the organization. It is important to try and retain employees. Managers can do this through incentives, effective communication and the feeling of being appreciated. Provide the employee with job satisfaction, satisfying duties and expand their knowledge of the organization. Make employees feel like they are important. Retention is not part of human resources. It is the manager's responsibility to provide employees happiness. I believe that retention is an important issue for all organizations in today's society. As a manager, you must keep employees involved within the organization. Maintaining effective communication and provide updates on the organizations performance. If employees feel like they are a necessary function, they will choose to stay with the organization and do their best. Managers can use incentives for maintaining employee satisfaction and motivation. Once again, a satisfied employee is a valuable employee. Retention and motivation provide organizational success. Retention of employees allows your organization to focus on operations and deal with employee-employer relations. Retain employees through incentives, effective communication and the feeling of being appreciated. Retaining employees increases your chances of satisfying customers with accurate and knowledgeable advice.

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EMPLOYEES SATISFACTION WITH BUSINES

How do we balance employee satisfaction and business performance?

1 - Be careful what you measure What gets measured, gets managed. If your measures of employee engagement are really measurements of satisfaction, you may find yourself focusing your resources on the wrong issues. For example, measuring how many people are thinking of leaving an organization could be very misleading. If very few are leaving, perhaps they are very comfortable, rather than very motivated.

2 - Goals not Work Just giving people more work rarely makes them feel better unless they were very bored in the first place. Giving people additional meaningful goals can motivate them to take on more work as well as make them feel more responsible and important. Put simply - work is pressure, goals are responsibility .

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3 - Engagement not Satisfaction Employees may be satisfied simply because the terms and conditions are much better than other work they could find in the area. Engaged employees are committed to the organization and its goals. Find measures that will reflect commitment to your organization. Examples might be: contributing new ideas; giving extra time on occasions; helping out with community support programmers; recommending new employees.

4 - Communicate the organizational goals

Employees cannot be committed to the success of the organization if they don't know what it's trying to achieve. No matter how large or small your company, don't leave people to guess what is going on.

5 - Feedback
People are happier if they know how they are doing. If they know they are doing a good job, and that's acknowledged, they will generally continue to do a good job, and may well strive to do more. If you don't give people feedback, and they aren't doing a good job, you can't expect them to be either satisfied or productive.

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RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the research problem. It may be understood as a science of studying how research is done scientifically. In it we study the various steps that are generally adopted by a researcher in studying his research problem along with the logic behind them. Thus when we talk of research methodology we not only talk of the research methods but also consider the logic behind the methods we use in the context of our research study and explains why we are using a particular method or technique and why we are not using others so that research results are capable of being evaluated either by the researcher himself or by others. This section contains the methodological issues in research. It focuses primarily on providing help with the tools and techniques used in the research. These tools and techniques differ from discipline to discipline. Researchers also have specific blazes. Some will prefer Qualitative over Quantitative approaches or vice-versa. Generally speaking, an integrated approach is advisable. A study that contains only qualitative data or solely quantitative data messes the rich texture of interpretation that an integrated approach makes possible. While this section may be organized in a way that suggests a defined process, this is not the intention.

"Marketing research is the systematic design, collection, analysis and reporting of data and findings and relevant to specific marketing situations facing the

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company."

With the face to face questionnaires with to team member in BIG BAZAAR. The questionnaire was divided in two parts:

1. Personal Information 2. Information about Company/ Individual

RESEARCH DESIGN
A research project conducted scientifically has a specific framework of research from the problems identification to the presentation of the reports. This framework of conducting research is known as the RESEARCH DESIGN. A research design is the arrangements of conditions and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. Research design provides the glue that holds the research project together. A design is used to structure the research, to show how all of the major parts of the research projectthe samples or the groups, measures, treatments or programs, and methods of assignmentwork together to try to address the central research questions. There can be following types of research design: EXPLORATORY RESEARCH STUDIES: Exploratory Research studies are also termed as formulate research studies. The main purpose of such studies is that of such studies is that of formulating a problem for more precise investigation or of developing the working hypothesis from an operational point of view. The major emphasis in such studies is on discovery of idea and insight. As such

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research designs appropriate for such studies must be flexible enough to provide opportunity for considering different aspects of a problem under study. Inbuilt flexibility in research design is needed because the research problem, broadly defined initially is transformed into one with more precise meaning in exploratory studies.

DESCRIPTIVE RESEARCH STUDIES:

Descriptive Research studies are those studies which are concerned with are concerned with describing the characteristics of a particular individual, or of a group. Studies concerned with narration of facts and characteristics concerning individual, group or situation are all examples of descriptive research study most of the social research comes under this categories.

METHODS OF DATA COLLECTION & INSTRUMENT USED

The task of collecting the data begins after a research problem has been defined and research design/plan chalked out. While deciding about the method of data collection to be used for the study the researcher should keep in mind two types of data viz., primary and secondary. Primary source- The primary data are those which are collected afresh and for the first time, and thus happen to be in original in character. "Primary data may be described as those data that have been observed and recorded by the researchers for the first time to their knowledge." Primary source of data collection used is Questionnaires

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Secondary source- The secondary data are those which have been already collected by someone else and which have already been passed through the statistical tool. "Secondary data are statistics not gathered for the immediate study at hand but for some other purposes." QUESTIONNAIRE: This method of data collection is quite popular particularly in the case of big enquiry. It is being adopted by private individual, research worker, private & public organization & even by the government. In this method a questionnaire is sent to the person concerned with a request to answer the question and return the questionnaire. A questionnaire consists of a number of question printed or type in a definite order on a form of or set of forms. Websites News letters Books Articles

SAMPLING PLAN
When field studies are undertaken in practical life, consideration of time and cost almost invariably lead to a selection of respondents i.e., selection of only few items. The respondents selected should be as representative of the total population as possible in order to produce a miniature cross-section. The sampling design used in this research is non-probability convenience sampling.

NON-PROBABILITY SAMPLING:
Non-Probability sampling is that sampling is that sampling procedure which does not afford any basis for estimating the probability that each item in the population has of

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being included in the sample. On-Probability sampling is also known by different names such as deliberate sampling, purposive sampling and judgment sampling. In this type of sampling, items for the sample are selected deliberately by the research.

CONVENIENCE SAMPLING
In convenience sampling selection, the researcher chooses the sampling unit on the basis of convenience or accessibility. It is called accidental samples because the sample-unit enters by accident. This is also knows as a sample of the man in the street, i.e. , selection of units where they are. Sample units are selected because they are accessible. For example, in testing a potential new product, the sample works is done by adding the new product to the appropriate shops in the locality. Purchasing and selling of the new product is observed there. For the purpose of this research we have used Non Probability Convenience Sampling.

STEPS IN SAMPLE PLAN

Type of universe:
The first steps in developing any sample design are to clearly define the set of objects, technically called the universe, to be studied. The universe can be finite or infinite. In finite universe the number of items is certain, but in of an infinite universe the number of items is infinite i.e., we cannot have any idea about the total number of items.

Sample Size: 60
This refers to the number of items to be selected from universe to constituent the names. This major problem before a researcher the size of sample should neither be expressively large nor should too small it be optimum.

Sampling unit:

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A decision has to be taken concerning a sampling unit before selecting sample. Sampling unit may be a geographical one such as state, district, village, etc or a construction unit such as house flat, etc, or it may be social unit such as family, club school etc, or it may be an individual. My sampling unit is Young Customer (College Students) in Lucknow city.

TRAGET GROUP
With the face to face questionnaires with team members but the response came from only 45 so the sample size had to be limited to that only.

Constraints / Limitations

Restriction of target group to the team members only. Delay in response Lack of Communication

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Data Analysis
1. Overall, how satisfied are you with PANTALOON. Disagree Strongly Disagree Somewhat Neutral Agree Somewhat Agree Strongly

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OVERALL SATISFIED
18 16 14 12 10 8 6 4 2 0 1 DISAGREE STRONGLY DISAGREE SOMEWHAT NEUTRAL AGREE SOMEWHAT AGREE STRONGLY 7 16 11 10

Analysis of data-:On analyzing data retrieve from employees as a response for the first question , 5.6 % employee was strongly disagree, 38.8 % employees were disagree somewhat 88.4 % employees were neutral, employees were Agree some what & 55.5% employees were agreeing strongly.

2. I have confidence in the leadership of PANTALOON. Disagree Strongly Disagree Somewhat Neutral Agree Somewhat Agree Strongly

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CONFIDENCE LEADERSHIP
25 20 15 10 5 0 1 STRONGLY DISAGREE 3 DISAGREE SOMEWHAT NEUTRAL AGREE SOMEWHAT STRONGLY AGREE 13 8 20

Analysis of data-:On analyzing data retrieve from employees as a response

for the

second question , 4 % employee was strongly disagree, 12% employees were disagree somewhat 32% employees were neutral, 52% employees were Agree some what & 80%employees were agreeing strongly. 3. Management does not play favorites. Disagree Strongly Disagree Somewhat Neutral Agree Somewhat Agree Strongly

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PLAY FAVORITES
18 16 14 12 10 8 6 4 2 0 1 STRONGLY DISAGREE DISAGREE SOMEWHAT NEUTRAL DISAGREE SOMEWHAT STRONGLY DISAGREE 10 16 11 7

Analysis of data-:On analyzing data retrieve from employees as a response for the third question , 5.6 % employee was strongly disagree, 55% employees were disagree

somewhat 88 % employees were neutral, 38.8% employees were Agree some what & 61.1% employees were agreeing strongly

4. Management does not say one thing and do another. Disagree Strongly Disagree Somewhat Neutral Agree Somewhat Agree Strongly

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16 14 12 10 8 6 4 2 0 2 STRONGLY DISAGREE

MANAGEMENT COMMENTS TO EMPLOYEES

15 9 11 8

DISAGREE SOMEWHAT

NEUTRAL

AGREE SOME SOMEWHAT

STRONGLY AGREE

Analysis of data-:On analyzing data retrieve from employees as a response

for the

fourth question , 12.5 % employee was strongly disagree, 56.25% employees were disagree somewhat 93.75 % employees were neutral, 68.75% employees were Agree some what & 50% employees were agreeing strongly.

5. Quality is a top priority with PANTALOON. Disagree Strongly Disagree Somewhat Neutral Agree Somewhat Agree Strongly

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QUALITY PRIORTY
18 16 14 12 10 8 6 4 2 0 1 DISAGREE STRONGLY DISAGREE SOMEWHAT NEUTRAL AGREE SOMEWHAT AGREE STRONGLY 5 6 17 16

Analysis of data-:On analyzing data retrieve from employees as a response for the fifth question , 5.6 % employee was strongly disagree, 27% employees were disagree

somewhat 33 % employees were neutral, 94% employees were Agree some what & 88.8% employees were agreeing strongly.

6. Individual initiative is encouraged at PANTALOON. Disagree Strongly Disagree Somewhat Neutral Agree Somewhat Agree Strongly

45

INITIATIVE TO MANAGEMENT
16 14 12 10 8 6 4 2 0 DISAGREE STRONGLY DISAGREE SOMEWHAT NEUTRAL AGREE SOMEWHAT AGREE STRONGLY 14 15

6 3

Analysis of data-:On analyzing data retrieve from employees as a response for the sixth question , 87.5 % employee was strongly disagree, 93.75% employees were disagree somewhat 43.75 % employees were neutral, 37.5% employees were Agree some what & 18.75% employees were agreeing strongly. .

7. Nothing at PANTALOON keeps me from doing my best every day. Disagree Strongly Disagree Somewhat Neutral Agree Somewhat Agree Strongly

46

COMMENTS ON PANTALOON EMPLOYEES

16 14 12 10 8 14 6 4 2 0 DISAGREE STRONGLY DISAGREE SOMEWHAT NEUTRAL AGREE SOMEWHAT AGREE STRONGLY 5 8 11 7

Analysis of data-:On analyzing data retrieve from employees as a response seventh question , 31.5

for the

% employee was strongly disagree, 50% employees were

disagree somewhat 68.75 % employees were neutral, 87.5% employees were Agree some what & 43.75% employees were agreeing strongly.

8. Company communication with you are frequent enough. Disagree Strongly Disagree Somewhat Neutral Agree Somewhat

47

Agree Strongly

COMPANY COMMUNICATION
18 16 14 12 10 8 6 4 2 0 1 DISAGREE STRONGLY 1 DISAGREE SOMEWHAT NEUTRAL AGREE SOMEWHAT AGREE STRONGLY 15 17 11

Analysis of data-:On analyzing data retrieve from employees as a response

for the

eighth question , 5.6 % employee was strongly disagree, 5.6% employees were disagree somewhat 83.3 % employees were neutral, 94.4% employees were Agree some what & 61.1%employees were agreeing strongly.

9. I feel I can trust what PANTALOON tells me. Disagree Strongly Disagree Somewhat Neutral

48

Agree Somewhat Agree Strongly

TRUST ON PANTALOON
18 16 14 12 10 8 6 4 2 0 DISAGREE STRONGLY DISAGREE SOMEWHAT NEUTRAL AGREE SOMEWHAT AGREE STRONGLY 3 5 5 16 16

Analysis of data-:On analyzing data retrieve from employees as a response

for the

ninth question , 16.6 % employee was strongly disagree,27.7 % employees were disagree somewhat 27.7 % employees were neutral, 88.8% employees were Agree some what & 88.8% employees were agreeing strongly.

10.There is adequate communication between departments. Disagree Strongly Disagree Somewhat

49

Neutral Agree Somewhat Agree Strongly

ADEQUATE COMMUNICATION WITH DEPARTMENT

16 14 12 10 8 6 4 2 0 0 DISAGREE STRONGLY 3 DISAGREE SOMEWHAT NEUTRAL AGREE SOMEWHAT AGREE STRONGLY 12 15 15

Analysis of data-:On analyzing data retrieve from employees as a response for the tenth question , non employee was strongly disagree, 18.75%employees were disagree somewhat 75 % employees were neutral, 93.75% employees were Agree some what & 93.75% employees were agreeing strongly.

11.Does company do career planning for you? Disagree Strongly

50

Disagree Somewhat Neutral Agree Somewhat Agree Strongly

CAREER PLANNING
18 16 14 12 10 8 6 4 2 0 DISAGREE STRONGLY DISAGREE SOMEWHAT NEUTRAL 2 AGREE SOMEWHAT AGREE STRONGLY 7 5 16 15

Analysis of data-:On analyzing data retrieve from employees as a response

for the

eleventh question , 88.8 % employee was strongly disagree,83.3% employees were disagree somewhat 38.8 % employees were neutral, 11.1% employees were Agree some what & 27.5% employees were agreeing strongly.

12.Does your company give you enough opportunities to learn and grow?

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Disagree Strongly Disagree Somewhat Neutral Agree Somewhat Agree Strongly

COMPANY OPPORTUNITIES
16 14 12 10 8 6 10 4 6 2 0 DISAGREE STRONGLY DISAGREE SOMEWHAT NEUTRAL AGREE SOMEWHAT 0 AGREE STRONGLY 15 14

Analysis of data-:On analyzing data retrieve from employees as a response

for the

twelfth question , 93.75 % employee was strongly disagree, 87.5% employees were disagree somewhat 62.5 % employees were neutral, 37.5% employees were Agree some what & non employees were agreeing strongly. 13.My last performance appraisal accurately reflected my performance.

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Disagree Strongly Disagree Somewhat Neutral Agree Somewhat Agree Strongly

EMPLOYEES PERFORMANCE APPRAISAL

14 12 10 8 6 10 4 2 0 DISAGREE STRONGLY DISAGREE SOMEWHAT NEUTRAL AGREE SOMEWHAT AGREE STRONGLY 10 7 6 12

Analysis of data-:On analyzing data retrieve from employees as a response

for the

thirteen question , 71.4 % employee was strongly disagree, 71.4% employees were disagree somewhat 85.74 % employees were neutral, 50% employees were Agree some what & 42.85% employees were agreeing strongl

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14.The performance appraisal system is fair. Disagree Strongly Disagree Somewhat Neutral Agree Somewhat Agree Strongly

REVIEW ON PERFORMANCE APPRAISAL SYSTEM

14 12 10 8 6 4 2 0 DISAGREE STRONGLY DISAGREE STRONGLY NEUTRAL AGREE SOMEWHAT AGREE STRONGLY 9 10 8 5 13

Analysis of data-:On analyzing data retrieve from employees as a response

for the

fourteen question , 64.26 % employee was strongly disagree,71.42% employees were

54

disagree somewhat 92.84 % employees were neutral, 35.71% employees were Agree some what & 57.14% employees were agreeing strongly. 15.Are you well versed with company mission and vision. Disagree Strongly Disagree Somewhat Neutral Agree Somewhat Agree Strongly

MISSION AND VISSION

16 14 12 10 8 6 4 2 0 DISAGREE STRONGLY DISAGREE SOMEWHAT NEUTRAL AGREE SOMEWHAT AGREE STRONGLY 3 2 13 12 15

Analysis of data-:On analyzing data retrieve from employees as a response fifteen

for the

question , 18.75 % employee was strongly disagree, 12.5% employees were

55

disagree somewhat 81.25 % employees were neutral, 75% employees were Agree some what & 93.75% employees were agreeing strongly.

16.Politics at this company are kept to a minimum. Disagree Strongly Disagree Somewhat Neutral Agree Somewhat Agree Strongly

COMPANY POLITICS
16 14 12 10 8 6 10 4 2 0 DISAGREE STRONGLY DISAGREE SOMEWHAT NEUTRAL AGREE SOMEWHAT AGREE STRONGLY 5 5 10 15

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Analysis of data-:On analyzing data retrieve from employees as a response

for the

sixteen question , 62.5 % employee was strongly disagree, 31.25% employees were disagree somewhat 93.75 % employees were neutral, 62.75% employees were Agree some what & 31.25% employees were agreeing strongly.

17. Is your job secure? Disagree Strongly Disagree Somewhat Neutral Agree Somewhat Agree Strongly

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JOB SECURE
18 16 14 12 10 8 6 4 2 0 DISAGREE STRONGLY DISAGREE SOMEWHAT NEUTRAL AGREE SOMEWHAT AGREE STRONGLY 6 6 5 11 17

Analysis of data-:On analyzing data retrieve from employees as a response

for the

seventeen question , 33.33 % employee was strongly disagree, 33.33% employees were disagree somewhat 61.11% employees were neutral, 27.77% employees were Agree some what & 94.44% employees were agreeing strongly.

18. Are working condition in the company are good enough? Disagree Strongly Disagree Somewhat Neutral Agree Somewhat Agree Strongly

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COMPANY WORKING CONDITION

16 14 12 10 8 6 4 6 2 0 DISAGREE STRONGLY DISAGREE SOMEWHAT NEUTRAL AGREE SOMEWHAT AGREE STRONGLY 7 5 15 12

Analysis of data-:On analyzing data retrieve from employees as a response eighteen

for the

question , 37.5 % employee was strongly disagree, 43.75% employees were

disagree somewhat 31.25 % employees were neutral, 93.75% employees were Agree some what & 75% employees were agreeing strongly.

19. Are you able to balance between work and personal life. Disagree Strongly Disagree Somewhat Neutral Agree Somewhat

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Agree Strongly

BALANCE BETWEEN WORK & PERSONAL LIFE

16 14 12 10 8 14 6 4 2 0 DISAGREE STRONGLY DISAGREE SOMEWHAT NEUTRAL AGREE SOMEWHAT AGREE STRONGLY 3 7 6 15

Analysis of data-:On analyzing data retrieve from employees as a response

for the

nineteen question , 18.75 % employee was strongly disagree, 43.75% employees were disagree somewhat 37.5 % employees were neutral, 87.5% employees were Agree some what & 93.75% employees were agreeing strongly. 20. PANTALOONS provided as much parambn training as you needed. Disagree Strongly Disagree Somewhat Neutral Agree Somewhat

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Agree Strongly

PANTALOON PARAMBN TRAINNING

16 14 12 10 8 14 6 10 4 2 0 DISAGREE STRONGLY DISAGREE SOMEWHAT NEUTRAL AGREE SOMEWHAT 5 1 AGREE STRONGLY 15

Analysis of data-:On analyzing data retrieve from employees as a response twenty

for the

question , 87.5 % employee was strongly disagree, 93.75% employees were

disagree somewhat 62.5 % employees were neutral, 31.25% employees were Agree some what & 6.25% employees were agreeing strongly

21. Are you given training on regular basis. Disagree Strongly Disagree Somewhat

61

Neutral Agree Somewhat Agree Strongly

REGULAR TRAINNING
14 12 10 8 6 4 2 0 DISAGREE STRONGLY DISAGREE SOMEWHAT NEUTRAL AGREE SOMEWHAT AGREE STRONGLY 12 10 7 6 10

Analysis of data-:On analyzing data retrieve from employees as a response twenty one

for the

question , 85.7 % employee was strongly disagree, 50% employees were

disagree somewhat 42.8 % employees were neutral, 71.4% employees were Agree some what & 71.4% employees were agreeing strongl 22. Are you aware of all benefits PANTALOON RETAIL INDIA provides? Disagree Strongly Disagree Somewhat

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Neutral Agree Somewhat Agree Strongly

PROVIDES OF ALL BENEFITS

16 14 12 10 8 6 4 2 0 DISAGREE STRONGLY DISAGREE SOMEWHAT NEUTRAL AGREE SOMEWHAT AGREE STRONGLY 3 2 15 13 12

Analysis of data-:On analyzing data retrieve from employees as a response

for the

twenty two question , 18.75 % employee was strongly disagree, 12.5% employees were disagree somewhat 93.75 % employees were neutral, 81.75% employees were Agree some what & 75% employees were agreeing strongly.

23. How long do you plan to continue your career with PANTALOONS? Less than a year

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One to two year Two to five years More than five year Dont know

CAREER PLAN CONTINUE WITH PANTALOON

25 20 15 10 5 5 0 2 DISAGREE STRONGLY DISAGREE SOMEWHAT NEUTRAL AGREE SOMEWHAT AGREE STRONGLY 21

10 7

Analysis of data-:On analyzing data retrieve from employees as a response

for the

twenty three question , 8 % employee was less than a year, 12.5% employees were one to two year, 4 % employees were two to five years, 28% employees were more than five year,& 85%employees were dont know.

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24. Would you recommend employment at PANTALOON to a friend? Definitely not Probably not May be Probably would Definitely would

RECOMMEND EMPLOYMENT
16 14 12 10 8 6 4 2 0 DISAGREE STRONGLY DISAGREE SOMEWHAT NEUTRAL AGREE SOMEWHAT AGREE STRONGLY 3 2 15 13 12

Analysis of data-:

On analyzing data retrieve from employees as a response for the

twenty four question , 18.75 % employee was definitely not, 12.5% employees were probably not, 93.75 % employees were maybe, 81.25% employees were probably would & 75% employees were definitely would.

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66

FINDINGS
1) Store performing well in attracting the customers. 2) Big bazaar provides better shopping experience. 3) Brands and products availability in big bazaar is not up to the mark. Especially in apparels. 4) Noisy and unpleasant environment is irritates customer,Air conditioning is really good. 5) Discounts and offers doing well in the store. 6) In offer days the store management is good. 7) Home delivery services are not used by customer. 8) Product display and signage is good. 9) Quality in products is not up to the mark. 10) Location of big bazaar is outstanding. It is situated central business district (CBD) 11) Parking facility in big bazaar is good. 12) Cleanliness and hygiene maintained in the store is up to the mark

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CONCLUSION
Organizations thrive on a mixture of communication, behaviors, motivation, job satisfaction, and learning. As a manager, in today's organizations one must be knowledgeable of every feature. The key component is motivation. One must motivate each and every employee within the organization to expect an effective outcome. Motivation can be done by a series of factors. These factors include: incentives, the need theories, providing clear and effective goals, meeting the corporate culture status, and effective training. Verbal motivation of the employees is an important fact. Motivating the employee leads them to the better performance in the job. Employees are often referred as the l customers of the organization. Understanding the attitudes, behavior, their motivations, feelings and issues affecting them and their performance is an elementary concern for any and every organization, as they play an extremely important role in shaping and directing the organizations productivity and achievement of the goals and overall success. The importance of employee opinions has been an issue of debate for organizations and HR experts from a long time now. Once motivation has been met, most likely job satisfaction will occur. Job satisfaction is also affected by communication. The better the managers' communication, the more satisfied employees are with all aspects of their work life. Most managers, when shown these results, are willing to allow that a more satisfied employee is a more productive employee. A good boss will also have the ability to maintain a constant flow of feedback, communication and debate with their employees, which means regular one-to-ones and team meetings,

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and an open door, approachable style. Managers need to keep communication open throughout the organization, allowing employees to bring forth ideas and/or problems to your attention. The key is never let communication slip through your fingers. Communication not only provides job satisfaction. It provides the opportunity for the organization to achieve higher goals with the help of employees knowing the original goals. Communication allows an employee to complete their job in the acceptable behavior. Behaviors within the organization often conflict with others. One must stop negative behaviors through communication to promote better job performance. The last major component of organizational behavior is learning. Learning is important within the organization because it allows employees to have the knowledge to complete their job effectively. Each of these components is tied together, to complete one, you must complete another. Managers need to establish a "happy" atmosphere and this can be done through communication, motivation, learning, job satisfaction and ideal behaviors. By completing each of these components, a manager will have employees that are satisfied with the atmosphere and will do there best, therefore the organization will succeed.

So who is the most important of your organization? That is right, THE EMPLOYEES!! Satisfy the employees first, then they will satisfy the customers with varies services. The employees should have given good environment to work. By this they would recommend their friend for this organization and company do not have to go for any consultancy for hiring employees .The data colleted for the employees feedback must be put in appraisal for evaluation and negative points must be pointed out as well as

69

positive point should be rewarded .Long term service should be awarded for the encouragement of the employees go. It can throw good effect on other employees.

Favorites of the employees must to come in the focus, like outdoor games quiz show , singing compition ,this would give employees good working environment and fun to work .Employees should encourage taking initiatives in their work & developing their leadership skills at workplace.

Organization should communicate with the employees time to time, for their feeling about work, carrier and growth for their personality and growth relation with the organization.

Organizational policies should be transparent and very clear to each individual. For this at the joining time of the employees they must have been given some induction training so that they can aware of all the rules and regulation and policies about the organization , if some changes occurs in polices in future organization must ensure that each individual is updated by this .Organization should organize training for the employees to learn technical and non technical stuffs as they can keep updating their skills as the market trends.

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RECOMENDATION

Communicate the fact that while employee responses are confidential, the data gathered will be used to improve the work place .I have mixed emotions about confidential or secret surveys. On the one hand, I want the employees comfortable responding in a truthful manner. On the other, the reason employers do employee satisfaction or customer satisfaction surveys is to telegraph their openness to employee input. The second is to genuinely understand what is on their employees minds. As an external consultant, I always explain to employees that my purpose in talking with them is to share information for the common good. Consequently, my promise about confidentiality is that I will use the information to assist the company to make positive progress

. Performance appraisal should be more compatible as for the market strategy. Organization must analyze the market strategy and trend especially with their competitor before appraisal .Their should not be high variants.

Employee should encourage by giving reward for their work time to time.

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For employees help for their day to day personal work like filling eclectic bills, tax return , railway reservation ,flight reservation etc ,a third party Organization like Mitr should be introduced. Mtir is well known third party organization which mostly works in corporate sector for the help for their personal work as mentioned above .It work on very minimal charge. This will delegate the employee burden.

For the new jonnies or on the relocation of the employee, at least 15 days accommodation should have been given.

Work assignment should be manage according to employee experience and choice Management should assign work as for employee interest and their skill/skills, their should not be assignment like if some one having experience in one skill and wok assign to him in different skill/skills , it will obviously effect on the productivity .

The organization should take care of favorites of employees like out door games, quize compition .

Employees should be tested and trained periodically.

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Employees should get good environment to work so they recommend for their friends and colleges for this organization.

Long term service should be rewarded and encourage. If employee is working for long time in the organization like 4 years or more than 4 years that should be awarded and encourage because people move for Salary hike form one company to another frequently and causes instability to the organization, This reward would be mile stone for the other employee.

Feed back should be colleted for individual and negative points must be escalated.

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Bibliography
BOOKS:
1. Kotler, Philip. Marketing management 3. Business Line Catalyst 4. Times Of India Brand Equity 5. Back Issues of business world 6. Research Methodology ( C.R. kothari) 7. L.M.Prasad 8. Dr. B.Rathen Reddi 9. R.K.Shau

WEBSITE

www.pantaloon.com www.business-standard.com www.economictimes.com www.india-today.com www.google.co.in

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ANNEXURE

75

QUESTIONAIRE

Future Group Employee Satisfaction Survey Questions.

1. EMPLOYEES NAME-

2. SECTION-

3. HOW LONG HAVE YOU WORKED FOR PANTALOONS

4. WHAT IS YOUR SEX? MALE FEMAL

5.Overall, how satisfied are you with PANTALOON. Disagree Strongly

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Disagree Somewhat Neutral Agree Somewhat Agree Strongly

6.I have confidence in the leadership of PANTALOON. Disagree Strongly Disagree Somewhat Neutral Agree Somewhat Agree Strongly

7.Management does not play favorites. Disagree Strongly Disagree Somewhat Neutral Agree Somewhat Agree Strongly

8.Management does not say one thing and do another.

77

Disagree Strongly Disagree Somewhat Neutral Agree Somewhat Agree Strongly

9. Quality is a top priority with PANTALOON. Disagree Strongly Disagree Somewhat Neutral Agree Somewhat Agree Strongly

10. Individual initiative is encouraged at PANTALOON. Disagree Strongly Disagree Somewhat Neutral Agree Somewhat Agree Strongly

11. Nothing at PANTALOON keeps me from doing my best every day. Disagree Strongly Disagree Somewhat

78

Neutral Agree Somewhat Agree Strongly

12. Company communication with you are frequent enough. Disagree Strongly Disagree Somewhat Neutral Agree Somewhat Agree Strongly

13. I feel I can trust what PANTALOON tells me. Disagree Strongly Disagree Somewhat Neutral Agree Somewhat Agree Strongly

14. There is adequate communication between departments. Disagree Strongly Disagree Somewhat Neutral

79

Agree Somewhat Agree Strongly

15. Does company do career planning for you? Disagree Strongly Disagree Somewhat Neutral Agree Somewhat Agree Strongly

16. Does your company give you enough opportunities to learn and grow. Disagree Strongly Disagree Somewhat Neutral Agree Somewhat Agree Strongly

17. My last performance appraisal accurately reflected my performance. Disagree Strongly Disagree Somewhat Neutral

80

Agree Somewhat Agree Strongly

18. The performance appraisal system is fair. Disagree Strongly Disagree Somewhat Neutral Agree Somewhat Agree Strongly

19. Are you well versed with company mission and vision. Disagree Strongly Disagree Somewhat Neutral Agree Somewhat Agree Strongly

20. Politics at this company are kept to a minimum. Disagree Strongly Disagree Somewhat Neutral

81

Agree Somewhat Agree Strongly

21. Is your job secure? Disagree Strongly Disagree Somewhat Neutral Agree Somewhat Agree Strongly

22. Are working condition in the company are good enough? Disagree Strongly Disagree Somewhat Neutral Agree Somewhat Agree Strongly

23. Are you able to balance between work and personal life. Disagree Strongly Disagree Somewhat Neutral

82

Agree Somewhat Agree Strongly

24. PANTALOONS provided as much parambi training as you needed. Disagree Strongly Disagree Somewhat Neutral Agree Somewhat Agree Strongly

25. Are you given training on regular basis. Disagree Strongly Disagree Somewhat Neutral Agree Somewhat Agree Strongly

26. Are you aware of all benefits PANTALOON RETAIL INDIA provides? Disagree Strongly Disagree Somewhat Neutral

83

Agree Somewhat Agree Strongly

27. How long do you plan to continue your career with PANTALOONS? Less than a year One to two year Two to five years More than five year Dont know

28. Would you recommend employment at PANTALOON to a friend? Definitely not Probably not May be Probably would Definitely would

84