The Concepts Of Job Satisfaction Business Essay

Job satisfaction one of the most crucial but controversial issues in industrial psychology and behavioral management in organization. It eventually decides the extent of employee motivation through the development of organizational climate of environment

MEANING

The term "Job Satisfaction" refers to an employee’s general attitude towards his job. Locke describes the job satisfaction as a Pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. To the size that a person’s occupation fulfils his dominant need and is consistent with his expectations and values, the task will be satisfying.

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CONCEPTS OF JOB SATISFACTION

There are so many definitions regarding job satisfaction. It is also a fact that job satisfaction is nothing but the favorable attitude or high industrial morale. But job satisfaction" is an elaborate composite concept including individual’s mental disposition, interpersonal relations that exists in the industry. It may be distinct as the satisfaction where in one derives from doing his which is the composite product of favorable attitude, high level morale and the positive job related and even social factors.

Employee satisfaction is essential to the success of any business. A high price of employee contentedness is directly related to a lower turnover rate. Thus, keeping employees’ satisfied with their careers should be a major priority for every employer. While this is a sound known fact in management practices, economic depressions like the current one seem to cause employers to ignore it

Job satisfaction is an attitude that employees have about their work and is based on numerous factors, both inherent and extrinsic to the individual. Job satisfaction is imperative from the perspective of maintaining and retaining the appropriate employees within the organization; it is about fitting the right person to the right job in the right culture and keeping them satisfied.

http://www.eurofound.europa.eu/ewco/reports/TN0608TR01/TN0608TR01_5.htm

PROCESS OF JOB SATISFACTION

Every human being has his own needs and desires of them, some are conscious and some are unconscious. These needs become burly in the individual and create tension, which stimulate a behavior towards fulfilling those needs. But all needs never completely of permanently satisfied entertains extraordinary high hope and needs which are beyond his capacity to fulfill.

STATEMENT OF THE PROBLEM

Employees play are important role, so employee’s agreement is a very essential one, hence there arises a need to study the job satisfaction of Barclays employees

WHY THIS TOPIC SELECTED?

The modern school of management laid its stress on the need for human resource management and human resource development as it is the fulcrum of management. So every organization is giving higher priority to keep their employees with satisfaction by providing several facilities which improves satisfaction and which reduces dissatisfaction. Hence I choose the topic job satisfaction in Barclays as my project work

Job satisfaction is in a way of feeling of fulfillment that one gets on performing or doing one’s job. Some of the causes, which influence job satisfaction are:

Specific work environment.

Specific individual targets.

Capacity of an individual.

Targets or other sorts of yardstick to measure one’s performance.

Compensation package.

This also has relevant to the cultural economical, ecological environment. It won’t be extravagant to state that a sound and successful management is the result of job satisfaction of the cross section of its employees.

Eventually management procedure should be in consonance with deriving maximum job satisfaction.

AIM OF STUDY:

This project aims on eliciting the job satisfaction of the employees of Barclays for this purpose a unit was chosen by the organization and the study was confined in that unit of Barclays. In these unit 40 employees has been chosen randomly by random sampling method.

The data have been collected through questionnaire and analyzed by constructing tables and diagrams. The questionnaire was carefully prepared to evaluate the skills, communication level and rewards gained by the employee, which would guide them to get complete job satisfaction.

A Study on stage of employee Job satisfaction in with reference to Barclays

OBJECTIVES OF THE STUDY:

The traditional word was attitude, and an employer who desired to hear from employees conducted an employee attitude survey. In these times, the word outlook has acquired negative connotations, and it now seems imprudent to suggest that our employees might have "an attitude". Another popular alternative is opinion, which seems harmlessly precise, but we still favor satisfaction. You are perhaps concerned that your customers should be satisfied with the goods or services you deliver. You should be. You possibly expect your employees to be concerned about customer satisfaction too

To study the employees job satisfaction level in Barclays.

To study the employee’s insight towards organization

To study the approach of employees towards their Work

To identify the issues that motivates the employees

T o give suggestions for the growth & perspective of the organization.

SCOPE OF THE STUDY:

Job Satisfaction is an imperative output that employees work for organization

It covers extrinsic and intrinsic factors and helps an organization to maintain willing and able workforces

It is an interesting and important area for conducting research

The study made on the theme of Job Satisfaction will reveal the factor of feelings of employees

This report is positive to the management of the organization to know the satisfaction levels of employees and they can take measures to increase productivity

This report may be useful to the management students for reading, and may be valuable in preparing their report on the job satisfaction" In business concerns, public association etc.

COMPANY (BARCLAY’S) PROFILE:

Barclays is a global financial services provider engaged in retail banking, credit cards, comprehensive banking, investment banking, assets management and investment management services. The Company’s functions include its overseas offices, subsidiaries and connections. The Company operates in eight segments: UK Retail and Business Banking (UK RBB), Europe Retail and Business Banking (Europe RBB), Africa Retail and Business Banking (Africa RBB), Barclaycard, Barclays savings Bank, Barclays Corporate Banking, capital and Investment Management, and Main Office and Other procedures. In April 2012, its investment banking division is combining its corporate finance and mergers and acquisition groups. In July 2012, it sold 90.4% of Sweden-based carbon project developer Tricorona back to the Company's management. In Feb 2013, Kotak Mahindra Bank Ltd acquired the business loans portfolio of the Indian arm of Barclays

http://www.hoovers.com

Barclays Commercial Bank would not be what it is not including all location in the industry being packed with peak aptitude. So, operation in secure joint venture with the industry, their HR team has an essential responsibility to play. Looking for selecting and preserving these individuals, they make sure we can give in opposition to our industry scheme.

Functioning from the spirit of superiority, with teams of frontage and back-office professionals and Industry Partners, our HR task develops desirability, teaching and succession-planning schemes that provide us for individual and industry victory.

They standard wage and set prize and incentive strategies that keep us in front of the market, as well as giving world-class ability administration through lifetime education, hastened growth and occupation development opportunities for our contemporaries. Human resource management is the major source in all management functions. For any company the HRM is necessary to develop their company goals.

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BARCLAYS HR STRATEGY

To ensure that our people programmed are aligned with the Barclays Commercial Bank business strategy, and thereby deliver the best solutions to our customers while helping us to meet and exceed our financial targets.

To train and retain, as well as acquiring the best talent in the market. For example, we're launching a programmed aimed at our top performers for developing the leaders of tomorrow who will take our business to the next level.

To make Barclays the employer of choice for people in the industry and ensure those already with us will have no intention of leaving. Examples of where we're step up our game are the increasing numbers of graduates we recruit and the implementation of talent programmed across all business areas.

To ensure we have the right people, in the correct jobs, doing the right work. That denotes sharpening our focus on, amongst additional things, the internal movement and promotion of top performers and ensuring we have an attractive and competitive rewards policy.

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STRENGTH

1. Different Business units like wealth management, sell banking etc supply to overall growth

2. Was the First Bank to launch website in 1995

3. Large international network with good brand visibility

4. Has over 145,000 employees

5. Sponsor of major sporting events

6. Operations in over 50 countries and around 48 million customers

WEAKNESS

1.  Need of bailout in UK during recent economic crises

2. Controversies like funding of government in Zimbabwe

3. Cases like Involvement with South Africa under apartheid, charges of money laundering etc have affected the brand image

OPPORTUNITIES

1.  Growth and expansion opportunities in emerging economies

2.  Earning urban youth looking for investment options

THREATS

1.  Stringent economic policies world over

2.  Highly competitive environment

REVIEW OF LITERATURE:

Article defines the job and life satisfaction which are explaining the function of job and life satisfaction. One common research is that job satisfaction is linked with life satisfaction (Rain, 1991). This is a relation, means people who are satisfied with their job are also satisfied with life Job and life satisfaction relationship of personnel show the direction of their job and life satisfaction’s relationship. Iris and Barrett (1972), London et al. (1977), Chacko (1983). Job satisfaction can effects, life satisfaction starting from the assumption that the attitudes towards job are the major factors determining the non-job behavior .Chacko (1983) and Chisholm (1978). According to Orpen (1978), starting from these two basic assumptions, it can be claimed that this relationship can be reversed. But in 1978 it is found that job satisfaction is more effective on the life satisfaction. Orpen (1978), According to Blood and Hulin (1967) and Hulin (1969) he founded that life satisfaction affects job satisfaction more. Here are three different views, about job satisfaction and life satisfaction that is job satisfaction increases life satisfaction (scattering effect), job satisfaction diminishes life satisfaction (removal effect) and there are no relationships among these two variables (separation).

For this purpose, a group of researchers is working try to explain these different results related with the management level, gender, marital status, age, education and income level. Scattering, removal and separation models cannot be generalized, but the different models can be authentic for every individual. Judge and Watanable (1994). If we measure today's requirements, individualism can be experienced more. These individualisms structured are not just based on skills and abilities, but also on new values such as income level, social status and life standard. Similarly, Importance of job and business in human’s life cannot be described because of the need for job and business, and the necessity for human to be work. Job satisfaction can be defined as enjoying working in the business.

When we focus on subject of job satisfaction, five sub dimensions can be generally defined. These are gross, quality of the job work, working conditions of the individual employee, management policies, strategy and working trends (Luthans, 1992: 126). The wage is taken as on a huge level, while other factors are taken as on the low level. It is important for the individuals to find their job environment comfortable, the jobs are purposeful and even find themselves to be developing and progressing. This situation defines individual employee like their own lives and makes them happy similarly, the individual employees finding their jobs meaningful take more satisfaction from their lives. Fulfilling the individual expectations from their jobs is a factor affecting the individuals' job satisfaction positively. If the expectations cannot be fulfilling, the life satisfaction can be affected negatively.

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THEORIES OF JOB SATISFACTION

MASLOWS’ THEORY

According to this theory, there is sequence of five needs they are.

1. PHYSIOLOGICAL: Includes security and Protection from physical and emotional needs.

2. SAFETY: Includes security and Protection from physical and emotional harm.

3. SOCIAL: Includes affection, belongingness, receipt and friendship.

4. ESTEEM: Includes internal esteem factors such as self-respect autonomy and achievement and external factors such as status, credit and attention.

5. SELF-ACTUALISATION: The drive to become hat one is capable of becoming includes growth, achieving one’s possible and self-fulfillment.

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HERZBERG’S TWO FACTOR THEORY

In 1950, Herzberg conducted a study with 200 engineers and accountants employed in a firm. He inquired people to describe, in detail, states in which they felt exceptionally good or bad about their jobs. This reaction was then tabulated and categorized. From the classified responses, Herzberg closed a theory. In this theory, Herzberg splits the factor contributing to job satisfaction in to two sets, one called inherent factors and other called as extrinsic factor.

Intrinsic factors are related to job satisfaction, while extrinsic factors are linked with job dissatisfaction. Intrinsic factors such as the task itself, responsibility and the triumph seem to be related to job satisfaction. External factors such as supervision, pay, policies and working conditions, seem to be transmitted to job dissatisfaction.

According to Herzberg, the factors leading to job satisfactions are separate and distinct from those that lead to job dissatisfaction. As a result, states surrounding the job such as quality of supervision, pay, company policy, physical working condition, relationship with others and job safety were characterized by Herzberg as "Hygiene issues". When these issues are adequate, people will not be disgruntled. Those factors, which are causative to job satisfaction, are also called as the Motivation Issues. Finally, Herzberg suggested that the opposite of "Satisfaction" is "No satisfaction" and reverse of "Dissatisfaction" is "No dissatisfaction"

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THE IMPACT OF JOB SATISFACTION OF EMPLOYEES

PERFORMANCE

The following are the result of job satisfaction on employee performance.

They are

• High Productivity

• Turn Over

• Less Absenteeism

SATISFACTION AND PRODUCTIVITY:

Historically, the concept of human relations assumed that high job satisfaction leads to high productivity but later research indicated that it was an incorrect perception.

CORNELL in his studies said" A satisfied worker is a creative employee" Out of this study, he concludes that if there is needs of the worker like pay, promotion etc, are satisfied in the over said job, he will be a productive worker. He will be motivated to work out of his needs are satisfies and production would be increased. Lawrence and Porter have developed a model suggesting that "Productivity leads to job satisfaction".

COMPONENTS OF JOB SATISFACTION

According to Abraham A. Korhan, there are two types of variables that determine the job satisfaction of an individual.

They are:

Organizational Variables

Personal Variables

The individual variables are occupational level, job contents, considerate leadership, pay, promotional opportunities, and interaction and occupation group. The personal variables are age, educational level, sex, and family size and service with the company. The following are some of the job factor that is taken into consideration in developing job satisfaction job satisfaction scales. There are 3 types of job factors which include:

Personal factors

Factors inherent in the job

Factors controllable by management

PERSONAL FACTORS

• AGE: There is some evidence indicating increases job satisfaction with increased employee’s age. This relationship has been attributed to a combination of factors including the termination of employment by dissatisfied older personnel and a kind of conservation are resignation with advancing age to the realities of life and job.

• EDUCATION: There is a great deal of conflicting evidence on the relationship between education and job satisfaction.

FACTORS INHERENT IN THE JOB:

• TYPE OF WORK: The type of work is most important factor inherent in the job. Some studies have shown that people will be more satisfied with the job involving changes than involving routine monotonous work

• SKILL: Skill is one or the major determinants of job satisfaction. As a determinant it cannot be operated alone. It can be functioned together with the kind of work, occupational status, responsible, personal characteristics, and opportunities to use the skill.

• OCCUPATIONAL STATUS: Occupational status is usually found to arrange themselves in hierarchy according to their relative status, prestige or values to the particular society. Occupational rank and job satisfaction are related together but not identical with each other.

• SIZE: Size of the organization does not independently affect the employees. It affects their along with the management practices and various other factor. Thus, a small organization cannot attain effectiveness by being small one.

FACTORS CONTROLLABLE BY MANAGEMENT:

• SECURITY: Security can be provided by the organization to the employee. It is positive when the employee feels that he has reasonable chances of working under the condition of company stability.

• PRODUCTION INCENTIVES: To get the incentives, the employee must be skilled person. Higher the creative skills, higher the incentives

• WORK ENVIORNMENT: The condition under which a person works is considered as the working conditions. For an employee, the working state must be safe and secure and pleasant.

• SALARY: Salary is defined as the wages given to the employees for their work. It is common to all the people in the organization

• PERSONNEL POLICY: A policy is predetermined and accepted course of thought and action that is define and establish as a guide towards accepted goals and objectives.

• COMMUNICATION: The communication will be effective and perfect only if the listener understood the message communicated by the speaker exactly.

GRIEVANCE can be caused due to difference of opinion; status of union, working condition, doubts and fears etc., grievance process is the formal method of dealing with grievance. There are 2 types of grievance procedure

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RESEARCH METHODOLOGY

The research done is a descriptive study involving survey and fact finding enquiry. The major purpose of the study is description of the state of affairs as it exists in the present organization, Barclays. In this project I have done a quantitative research just by the purpose of investigation about the job satisfaction of the staff of Barclays. I have done this research through survey; I have distributed the questionnaires in Barclay’s unit and get them filled by the staff. The population of this study was officers and workers. I have collected data from 40 people.

A systematic study with structured and specified steps in specified sequence was designed and is as follows:

Step1: The objective is particular with sufficient precision to ensure that data collected is relevant.

Step2: The data collection method to be used is questionnaires, interviews and remarks. While designing data collection procedure, tolerable safeguards against bias and unreliability are ensured

Step3: The questions are arranged in a clear, understandable manner.

Step4: The sampling design used is stratified Random Sampling. Under this sampling drawing, every item of the universe has an equal chance of inclusion in the sample.

For the data collection method, collection through questioner was adopted. Questioner was adopted from the authorized source which was specially prepared to measure the job satisfaction through different questions.

Five questions were of demographic. In these I have asked the name, their age, gender, occupation and income level. Some Questions were about the job satisfaction. These were to measure how much they are satisfied with their jobs or work. Including demographic questions it made a total of 16 questions in total.

SAMPLING TECHNIQUE

For the purpose of research study, the method of plain random sampling is undertaken so that the data can be directly driven from employees

DATA ANALYSIS AND INTERPRITATION:

Data analysis

Data is collect from Barclays .The population size is 40 in which 31are males and 9 are females. The most frequent age value is 28 in the data. Most of the people belongs the profession of Accounts.

Table # 1, showing Employee job satisfaction at work

Responses

No of Respondents

% of respondents

Yes

36

90

No

02

05

Cant Say

02

05

Total

40

100%

Interpretation

Maximum numbers of respondents are satisfied with their work. Only some members are not satisfied. So it clearly shows that employees of Barclays are highly satisfied with their present job

Table # 2, Factors that influence employee’s motivation

Responses

No of Respondents

% of respondents

Good pay

21

52.5

Promotion

04

10

Less Supervision

05

12.5

Good Working

10

25

Total

40

100%

Interpretation

Maximum number of employees is given priorities to pay. So it clearly shows that the Barclays employees are highly motivated by good pay for do their work

Table # 3, Employees response to salary being offered at Barclays

Responses

No of Respondents

% of respondents

Yes

34

85

No

03

7.5

No Comments

03

7.5

Total

40

100%

Interpretation

Maximum numbers of respondents are satisfied with Salary offering at Barclays. This clearly shows that Barclays is giving good salaries to their employees

Table # 4, Other sources of Income of employees at Barclays

Responses

No of Respondents

% of respondents

Yes

6

15

No

34

85

Can’t say

0

0

Total

40

100%

Interpretation

Maximum numbers of respondents are Barclays Salary dependent

Table # 5, showing the way employees came to the present position

Responses

No of Respondents

% of respondents

Promotion

18

45

Direct Appointment

21

52.5

Transfer

01

2.5

Total

40

100%

Interpretation

Maximum numbers of Employees were placed through Direct Appointment. So this demonstrates that maximum numbers of employees of Barclays are got in to present position through direct appointment

Table # 6, Employees satisfaction towards employment conditions

Responses

No of Respondents

% of respondents

Yes

38

95

No

02

5

Total

40

100%

Interpretation

Maximum numbers of respondents are satisfied with their employment conditions. This suggests Barclays has good infrastructure & this motivates employees to work better

Table # 7, showing the employee’s Satisfaction towards Transfer & Promotional Policies

Responses

No of Respondents

% of respondents

Yes

37

92.5

No

03

7.5

Total

40

100%

Interpretation

Maximum numbers of respondents are satisfied with Transfer & Promotional Policies. So it shows that maximum number Barclays employees are satisfied with their promotion & transfer policy

Table # 8, Employees response towards physical working conditions

Responses

No of Respondents

% of respondents

Yes

39

97.5

No

01

2.5

Total

40

100%

Interpretation

Maximum No. of respondents are satisfied with Physical working conditions. This suggests that greatest numbers of employees in the organization are comfortable with their physical working conditions

Table # 9, Employees response towards Working Hours

Responses

No of Respondents

% of respondents

Yes

39

97.5

No

01

2.5

Total

40

100%

Interpretation

Maximum numbers of respondents are satisfied with working hours. This suggest that the working hours in the Barclays is sufficient to do the work & most of the employees satisfied with working hours

Table # 10, Employees satisfaction towards conflict resolution

Responses

No of Respondents

% of respondents

Always

12

30

Quite Often

03

7.5

Sometimes

05

12.5

Rarely

06

15

Never

14

35

Total

40

100%

Interpretation

Maximum numbers of respondents are not at all satisfied with the way conflicts are resolved. These shows that maximum no. of employees are unhappy with the way of resolving the conflict at Barclays

Table # 11, Employees satisfaction towards welfare measures

Responses

No of Respondents

% of respondents

Medical Facilities

12

30

Compensation

03

7.5

Total

40

100%

Interpretation

Maximum employees are not satisfied with the compensation for accidents but are willing for medical facilities at Barclays

Table # 12, Employees satisfaction level towards extra mural activities

Responses

No of Respondents

% of respondents

Educational

05

12.5

Transportation

08

20

Housing

27

67.5

Total

40

100%

Interpretation

Maximum employees are not satisfied with the Educational facilities

Table # 13, Employees satisfaction towards provision of bonus

Responses

No of Respondents

% of respondents

Yes

37

92.5

No

03

7.5

Total

40

100%

Interpretation

Maximum employees are satisfied with the provision of bonus

Table # 14, Employees satisfaction level towards social security measures

Responses

No of Respondents

% of respondents

Provident Fund

30

75

Pension

03

7.5

Gratuity

07

17.5

Total

40

100%

Interpretation

Maximum employees are satisfied with social security measures

Table # 15, Employees satisfaction level towards safety Measures

Responses

No of Respondents

% of respondents

Satisfied

37

92.5

Not Satisfied

03

7.5

Total

40

100%

Interpretation

Maximum employees are satisfied with safety measures

Table # 16, Employees satisfaction level towards Overtime allowances

Responses

No of Respondents

% of respondents

Satisfied

8

20

Not Satisfied

32

80

Total

40

100%

Interpretation

Maximum employees are not satisfied with overtime allowances

Findings:

Majority of the employees are pleased with present job

Employees are satisfied with fine pay as the key Motivating Factor for work efficiency

Employees are pleased with Salary offerings at Barclays

Majority of the workers don’t have other source of income

Majority of the employees are laid by direct appointment at Barclays

Majority of employees are satisfied with service conditions prevailing in Barclays

Majority of workers are satisfied with Promotion and Transfer policy

Employees are satisfied with objective working conditions at Barclays

Employees have a Good chemistry among work groups i.e. mong different classes of work designation

Employees are happy with working hours at Barclays

There is a mixture of opinions for Conflicts being resolved at Barclays, with utmost poll towards dissatisfaction.

As part of Intra mural facility, they favor medical facility to accident compensation

Employees feel that they need housing accommodations more, than educational and transport facility

Most of the workers feel that salary is not enough and salary offerings play a key role in employee pleasure, in turn industrial growth

Suggestions:

Provision of reasonable wages plays an important role in improving the standard of living. This only factor is important for a worker than any other. So, the organization must provide adequate wages to the workers.

Systematic planning reduces hurdles at workplace and it ensures smooth flow of work methods. So, the current method of planning the work would be maintained as before to attain the goals very effectively.

The mutual cooperation between workers at work place is very important to carry out the work at right time, so, the company should take of providing scope for communication with other departments

Adequate canteen facilities would be necessary to maintain the health and safety of the workers. So, the canteen facilities must be improved and the management must vary in this regard

Attractive schemes from Barclays would activate workers and increase individualistic work efficiency

Additional mural facilities are also the boosting factors for efficient work source

Overtime allowances are for times resourceful factors for organizational value and its hike factors

7S frame is most expected frequency for an efficient organization

Conclusion:

Findings and proposal are based on the survey conducted and these points are to be looked into and steps are to be taken in this regard for higher growth.

From the analysis I conclude that the job provides the opportunity to the workers to exercise his/her skills at work place. Number of the workers accepted that at times there is a considerable flexibility in co-coordinating with work and they are satisfied with the existing inter personal communication. In Barclays they follow the methodical planning and review process to evaluate the performance of employee.

From analysis it was also observed that was there is a scope for the improvement of working conditions in Barclays Salary package would hike so that it can be in par with market rate.

Finally I would like to conclude that the workers of Barclays are satisfied with their work and organization

Annexure:

SURVEY QUESTIONNAIRE ON JOB SATISFACTION OF EMPLOYEES

Name: Age:

Gender: M/F

Please Tick one option against each option

Income level:less than 15000 b) 15000 t0 25000 c) 25000 to 35000 d) more than 35000

JOB SATISFACTION SURVEY

I feel I am being paid a fair amount for the work I do.

Highly satisfied b) satisfied c) not satisfied d) dissatisfied e) highly dissatisfied

I am not satisfied with the benefits I receive

Highly satisfied b) satisfied c) not satisfied d) dissatisfied e) highly dissatisfied

Those who do well on the job stand a fair chance of being promoted.

Highly satisfied b) satisfied c) not satisfied d) dissatisfied e) highly dissatisfied

There is really too little chance for promotion on my job.

Highly satisfied b) satisfied c) not satisfied d) dissatisfied e) highly dissatisfied

When I do a good job, I receive the recognition for it that I should receive.

Highly satisfied b) satisfied c) not satisfied d) dissatisfied e) highly dissatisfied

I am satisfied about benefits given by organization.

Highly satisfied b) satisfied c) not satisfied d) dissatisfied e) highly dissatisfied

The goals of this organization are not clear to me.

a) Highly satisfied b) satisfied c) not satisfied d) dissatisfied e) highly dissatisfied

I am satisfied about transfer policies.

Highly satisfied b) satisfied c) not satisfied d) dissatisfied e) highly dissatisfied

I am excited about learning new things and developing my skills and talents.

a) Highly satisfied b) satisfied c) not satisfied d) dissatisfied e) highly dissatisfied

I am satisfied about working Hours.

a) Highly satisfied b) satisfied c) not satisfied d) dissatisfied e) highly dissatisfied

I am satisfied about working Conditions.

Highly satisfied b) satisfied c) not satisfied d) dissatisfied e) highly dissatisfied

I am satisfied about conflict resolution in organization

a) Highly satisfied b) satisfied c) not satisfied d) dissatisfied e) highly dissatisfied

I am satisfied about welfare measures.

Highly satisfied b) satisfied c) not satisfied d) dissatisfied e) highly dissatisfied

I am satisfied about safety measures.

Highly satisfied b) satisfied c) not satisfied d) dissatisfied e) highly dissatisfied

I exercise appropriate control over the things that I can in my life.

a) Highly satisfied b) satisfied c) not satisfied d) dissatisfied e) highly dissatisfied

I enjoy overtime allowances.

a) Highly satisfied b) satisfied c) not satisfied d) dissatisfied e) highly dissatisfied