Human resourse management Project - Employee satisfaction in professional couriers, coimbatore

SUKUMAR M.Com., M.PhilCoimbatore, TamilNadu

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ACKNOWLEDGEMENT

I am deeply indebted to thank my faculty guide,

Prof. Mrs. N.MEENAKSHI SUNDARESWARI, M.Com., M.Phil., Lecturer in Commerce,

Government Arts College,(Autonomous) Coimbatore for her valuable suggestions. Her guidance and

co-operation throughout the project was incomparable.

I am also delighted to record my sincere thanks to other members of the faculty of Commerce,

Government Arts College (Autonomous), Coimbatore for their valuable suggestions rendered on the

subject during the study.

Last but not least, I would like to thank my most affectionate and Beloved Parents and friends

without whose blessings and encouragement this project work would not have been completed.


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CONTENTS

ACKNOWLEDGEMENT

CERTIFICATE

LIST OF TABLES

CHAPTER NO. PARTICULARS PAGE

NO.

I INTRODUCTION ABOUT STUDY 1

II REVIEW OF LITERATURE 17

III HISTORY OF THE PROFESSIONAL COURIER 25

IV ANALYSIS AND INTERPRETATIONS 31

V FINDINGS ,SUGGESTIONS, AND CONCLUSIONS 60

BIBLIOGRAPHY

ANNEXURE


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LIST OF TABLES

Table.No TITLE PAGE NO.

PERCENTAGE ANALYSIS

1. AGE WISE CLASSIFICATION OF THERESPONDENTS 33

2. GENDER WISE CLASSIFICATION OF THERESPONDENTS 34

3. COMPOSITION OF RESPONDENTS ON THE BASISOF EDUCATIONAL QUALIFICATION 35

4. MARITAL STATUS WISE CLASSIFICATION OFTHE RESPONDENTS 36

5. FAMILY SIZE WISE CLASSIFICATION OF THERESPONDENTS 37

6. COMPOSITION OF THE RESPONDENTS ON THEBASIS OF EXPERIENCE 38

7. COMPOSITION OF THE RESPONDENTS ON THEBASIS OF MONTHLY SALARY 39

8. COMPOSITION OF THE RESPONDENTS ON THEBASIS OF RESPONDENTS COME FROM 40


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TWO-WAY TABLE AND CHI-SQUIRE TEST

TABLENO

TITLE PAGE NO.

9. RELATIONSHIP BETWEEN AGE AND LEVEL OFSATISFACTION TWO-WAY TABLE CHI-SQUARE TEST CORRELATION

414957

10. RELATIONSHIP BETWEEN GENDER AND LEVEL OFSATISFACTION TWO-WAY TABLE CHI-SQUARE TEST

4250

11. RELATIONSHIP BETWEEN EDUCATIONALQUALIFICATION AND LEVEL OF SATISFACTION TWO-WAY TABLE CHI-SQUARE TEST

4351

12. RELATIONSHIP BETWEEN MARITAL STATUS AND LEVELOF SATISFACTION TWO-WAY TABLE CHI-SQUARE TEST

4452

13 RELATIONSHIP BETWEEN FAMILY SIZE AND LEVEL OFSATISFACTION TWO-WAY TABLE CHI-SQUARE TEST CORRELATION

455359

14 RELATIONSHIP BETWEEN EXPERIENCE AND LEVEL OFSATISFACTION TWO-WAY TABLE CHI-SQUARE TEST CORRELATION

465458

15RELATIONSHIP BETWEEN MONTHLY SALARY ANDLEVEL OF SATISFACTION TWO-WAY TABLE CHI-SQUARE TEST

4755


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CHAPTER I

INTRODUCTION ABOUT THE STUDY

1. INTRODUCTION

Job satisfaction refers to a person’s feeling of satisfaction on the job, which acts as a

motivation to work. It is not the self satisfaction, happiness or self contentment but the

satisfaction on the job. The term relates to the total relationship between an individual and the

employer for which he is paid. Satisfaction does mean the simple feeling-state accompanying

the attainment of any goal; the end-state is feeling accompanying the attainment by an impulse

of its objectives. Job satisfaction does mean absence of motivation at work. Research workers

differently described the factors contributing to job satisfaction and job dissatisfaction.

Hoppock describes job satisfaction as, “Any combination of psychological,

physiological and environmental circumstances that cause any person truthfully to say I

am satisfied with my job”.

The term “job satisfaction” refers to an employee’s general attitudes toward his job.

Locke defines job satisfaction as a “Pleasurable or positive emotional state resulting from

the appraisal of one’s job or job experience”, to the extent that person’s job fulfill his

dominant need and is consistent with his expectations and values. The job will be satisfying

there are three major theories of job satisfaction viz.,


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1. Herzberg’s Motivation-Hygiene Theory.

2. Need Fulfillment Theory.

3. Social Reference Group Theory.

Smith Kendall and Hulin have suggested that there are five job dimensions that represent the

most important characteristics of a job about which people have affective responses, these are:

The work itself: The extent to which the job provides the individual with the interesting

task, opportunities for learning and the chance of accept responsibility.

Pay: The amount of financial remuneration that is received and the degree to which this

is viewed as equitable vis-avis that of others in the organization.

Promotion opportunities: The chance for advancement in the hierarchy.

Supervision: The ability is on the supervision to provide technical assistance and

behavioral support.

Co-workers: The degree to which follow workers are technically proficient and socially

supportive.

However, a comprehensive approach requires that may additional factors be included

before a complete understanding of job satisfaction can be obtained. Such factors as the

employee’s are, health, temperament, desires and levels of aspiration should be considered.

Further, his family relationship, social status, recreational or purely social-contribute ultimately

to job satisfaction.


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1.2.DETERMINANTS OF JOB SATISFACTION

According to Abraham A. Korman, there are two types of variables which determine the

job satisfaction of an individual. These are:

1. Organizational variables, and

2. Personal variables.

ORGANIZATIONAL VARIABLES

1. Occupational Level

The higher the level of the job the greater the satisfaction of the individuals. This is

because of higher levels of job carry greater prestige and self control.

2. Job Content

Greater the variation in job content and the less the repetitiveness with which the tasks

must be performed, the greater the satisfaction of the individuals involved.

3. Considerate Leadership

People like to be treated with consideration. Hence considerate leadership results in

higher job satisfaction than inconsiderate leadership.


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4. Pay And Promotional Opportunities

All other things being equal these two variables are positively related to job

satisfaction. An explanation for this finding lies in both theories discussed above.

5. Interaction In The Workgroup

Here the question is, when is interaction in the workgroup a source of job satisfaction

and when it is not? Interaction is must satisfying, when

1. It results are being accepted by others.

2. It facilitates the achievement of goals.

PERSONAL VARIABLES

For some people, it appears job will be dissatisfying irrespective of the organizational

conditions involved, whereas or others, most jobs will be personal variables like age,

educational levels, sex, etc.,

1. Age

Most of the evidence on the relation between age and job satisfaction, holding such factors as

occupational level constants, seems to indicate that there is generally a positive relationship


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between the two variables up to the pre-retirement years and then there is a sharp decrease in

satisfaction.

2. Educational Levels

With occupational level held constant there is a negative relationship between the

educational level and job satisfaction. The higher the educational, the higher the reference

group which the individual looks to for guidance to evaluate his job rewards.

3. Role Perception

The different individuals holder different perceptions about their role i.e., the kind of

activities and behaviors they should engage in to a firm makes job successful. Job

satisfaction is determined by this factor also.

4. Sex

There is yet no confident evidence as to whether women are more satisfied with that their job

than men. Holding such factors as job and occupational levels constant, one might predict

this to be the case considering the generally lower occupational aspiration of women.

DETERMINATION OF JOB SATISFACTION AS FOLLOWS


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General working conditions

Union-Management Relations

General Quality of supervisors

Type of work

Co-workers

Ease to communicating to work

Advancement opportunities

Security

Supervision

Company prestige

Working hours

Recognition

Autonomy

Fair evaluation of work done

Job status


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Effect of Job Satisfaction

Job satisfaction has a variety of effects. These effects may be seen in the context of an

individual’s physical and mental health, productivity, absenteeism, and turnover.

Physical and Mental Health:

The degree of job satisfaction affects an individual’s physical and mental health. Since

job satisfaction is a type of mental feeling, its favourableness or unfavourablesness affects the

individual psychologically which ultimately affects his physical health. For example, Lawler

has pointed out that drug abuse, alcoholism and mental and physical health result from

psychologically harmful jobs. Further, since a job is an important part of life, job satisfaction

influences general life satisfaction. The result is that there is spillover effect which occurs in

both directions between job and life satisfaction.

Productivity:

There are two views about the relationship between job satisfaction and productivity:

1. A happy worker is a productive worker,


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2. A happy worker is not necessarily a productive worker.

The first view establishes a direct cause-effect relationship between job satisfaction and

productivity; when job satisfaction increases, productivity increases; when satisfaction

decreases, productivity decreases. The basic logic behind this is that a happy worker will put

more efforts for job performance.

However, this may not be true in all cases. For example, a worker having low

expectations from his jobs may feel satisfied but he may not put his efforts more vigorously

because of his low expectations from the job. Therefore, this view does not explain fully the

complex relationship between job satisfaction and productivity.

The another view: That is a satisfied worker is not necessarily a productive worker explains

the relationship between job satisfaction and productivity. Various research studies also

support this view. This relationship may be explained in terms of the operation of two factors:

effect of job performance on satisfaction and organizational expectations from individuals for

job performance.

1. Job performance leads to job satisfaction and not the other way round. The basic factor

for this phenomenon is the rewards (a source of satisfaction) attached with performance.

There are two types of rewards-intrinsic and extrinsic. The intrinsic reward stems from

the job itself which may be in the form of growth potential, challenging job, etc. The

satisfaction on such a type of reward may help to increase productivity. The extrinsic

reward is subject to control by management such as salary, bonus, etc. Any increase in


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these factors does not hep to increase productivity though these factors increase job

satisfaction.

2. A happy worker does not necessarily contribute to higher productivity because he has to

operate under certain technological constraints and, therefore, he cannot go beyond

certain output. Further, this constraint affects the management’s expectations from the

individual in the form of lower output. Thus, the work situation is pegged to minimally

acceptable level of performance.

However, it does not mean that the job satisfaction has no impact o productivity. A satisfied

worker may not necessarily lead to increased productivity but a dis-satisfied worker leads to

lower productivity.

Absenteeism:

Absenteeism refers to the frequency of absence of job holder from the workplace either

unexcused absence due to some avoidable reasons or long absence due to some unavoidable

reasons. It is the former type of absence which is a matter of concern. This absence is due to

lack of satisfaction from the job which produces a ‘lack of will to work’ and alienate a worker

form work as for as possible. Thus, job satisfaction is related to absenteeism.

Employee turnover:


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Turnover of employees is the rate at which employees leave the organization within a

given period of time. When an individual feels dissatisfaction in the organization, he tries to

overcome this through the various ways of defense mechanism.

If he is not able to do so, he opts to leave the organization. Thus, in general case, employee

turnover is related to job satisfaction. However, job satisfaction is not the only cause of

employee turnover, the other cause being better opportunity elsewhere. For example, in the

present context, the rate of turnover of computer software professionals is very high in India.

However, these professionals leave their organizations not simply because they are not satisfied

but because of the opportunities offered from other sources particularly from foreign companies

located abroad.

1.3. SCOPE OF STUDY

The scope of this study is to understand the satisfaction of the pickup and delivery staffs

in the professional courier. The study is useful to the professional courier management to know

the level of satisfaction and needs of the employees.


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1.4. OBJECTIVES OF STUDY

The following are the objectives of the present study.

To determine the level of satisfaction of the respondents regarding their job.

To study and understand the job satisfaction among the employees of The

Professional Couriers.

To study the various factors which influencing job satisfaction.

To study the relationship between the personal factors of the employee (Income,

Designation, Educational qualification, Gender, etc.,)

To offer suggestions to the courier to improve their employee’s satisfactory level.


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1.5. RESEARCH METHODOLOGY

The methodology this study consists of both primary and secondary data. These datescollected from the respondents were through questionnaires. The primary data were collectedfrom the respondents; the secondary data were collected from the books.

SAMPLE SIZE

All the items consideration in any field of inquiry constitutes a universe of population. Inthis research only a few items can be selected form the population for our study purpose. Theitems selected constitute what is technically called a sample. Here out sample size is 100employees from the total population in the delivery peoples. The samples are selected on thebasis of convenient.

QUESTIONNAIRE SCHEDULE

Questions are framed in such a way that the answers reflect the ideas and thoughts of therespondents with regard to level of satisfaction of various factors of job satisfaction.

The following scaling techniques have been used for each question in the interviews schedule.

1. A = Agree

2. DA = Dis Agree

3. UD = Undecided

4. SA = Strongly agree

5. SDA = Strongly Dis agree


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TOOLS OF ANALYSIS

Simple percentage analysis:

Here the simple percentage analysis is used for calculating the percentage of satisfactionlevel in the total respondents.

Two-way analysis:

The score secured by the respondents who falls between the score as up to 50 indicates

less satisfaction of the respondents, from 51 – 70 are got average satisfaction and 71 – 90

respondents are highly satisfaction.

Correlation:

Correlation is the method for measuring the magnitude of linear relationship between the

two variables. It is most widely used method in practice and it is known as Karl Pearson’s

coefficient of correlation. It is denoted by ‘r’.


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Chi-square test:

Chi-square test is applied to test the goodness of fit, to verify the distribution of observed

data with assumed theoretical distribution. Therefore it is a measure to study the divergence of

actual and expected frequencies; Karl Pearson’s has developed a method to test the difference

between the theoretical (hypothesis) & the observed value.

Chi – square test (X2) = (O – E)2 / E

Degrees Of Freedom = V = (R – 1) (C -1)

Were,

‘O’ = Observed Frequency

‘E’ = Expected Frequency

‘R’ = Number of Rows

‘C’ = Number of Columns

For all the chi-square test the table value has taken @ 5% level of significance.

AREAS OF STUDY

The area of the study is THE PROFESSIONAL COURIERS, Head Office,Coimbatore.


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1.6. LIMITATIONS OF STUDY

The research was conducted within a limited duration. So a detailed and comprehensive

study could not be made.

The sample was confined to 150 respondents. So this study cannot be regarded as “full –

proof” one.

Some respondents hesitated to give the actual situation; they feared that management

would take any action against them.

There was a fear of reprisal among the employees to reveal their personal feelings and the

result may not reflect the actual satisfactions.

The research was conducted within pickup and delivery staffs only. So it is not reflect the

other official employee’s job satisfaction.

The findings and conclusions are based on knowledge and experience of the respondents

sometime may subject to bias.


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CHAPTER SCHEME

Chapter – I

It gives a brief introduction about the study and scope, objective, methodology and

limitations of the study.

Chapter – II

It deals with the review of literature.

Chapter – III

It covers the history of The Professional Courier.

Chapter – IV

It deals with the analysis and interpretations of the collected data.

Chapter – V

It covers the various findings and suggestions of the study along with the conclusion.


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CHAPTER II

REVIEW OF LITERATURE

Job satisfaction represents the constellations of person’s attitude towards or about

the job. In general, job satisfaction is the attitude towards the job as a whole. Job

satisfaction is a function of satisfaction with different aspects of job, i.e. supervision, pay,

works itself, co-workers, promotion, etc., and of the particular weighting or importance

one attaches to these respective components.

The study of job satisfaction is a relatively recent phenomenon. It can perhaps be

said to have begun in earnest with the famous Hawthorne studies conducted by Elton

Mayo at the western Electronic Company in 1920s during the course of investigations.

However they become convinced that factors of a social nature were affecting satisfaction

with the job and productivity. Since the Hawthorne studies there has been an enormous

output of work on the nature, causes and correlates of job satisfaction. The traditional

model of job satisfaction is that it consists of the total body of feelings that an individual

has about his job.

This total body of feelings involves, in effect, weighting up the sum total of

influences of the job, the nature of job itself, the pay, the promotion. The promotion

prospects, the nature of supervision and so on. Where the sum total of influences gives

rise to feelings of satisfactions the individual is job satisfied. Where in total they give rise


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to feelings of job dissatisfaction the individual is job dissatisfied. Improving any one of

these influences will lead in the direction of job satisfaction, making less satisfactory any

one of the influences will lead in the direction of the job dissatisfaction. However, what

makes a job satisfying does not depends only on the nature of the job, but on the job

expectations that individuals have of what their job should provide.

Expectancy theory points to the importance of the individual’s expectations of his

job in determining job satisfaction. For individuals who have expectations that their job

should give them opportunities for pay, challenge, a failure of the job to meet this

expectation will lead to dissatisfaction compared to a situation where no such expectation

is involved. What expect expectation of individuals will have of a job may vary. For a

large number of reasons, some deriving from social others from individual causes.

These proposing an expectancy theory usually regarded over all job satisfaction as a

function of satisfaction with various elements of the job. Another theory that has

dominated the study of the nature of job satisfaction is Herzberg’s famous “Two factory

Theory’s of job satisfaction. In this he claims that the factors which cause job satisfaction

are separate and distinct from the factors which job dissatisfaction.

The factors causing job satisfaction, which level factors such as their relating to

satisfaction with the job itself. The factors which cause job dissatisfaction called hygiene


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factors are more concerned with conditions of work such as pay and supervision. At no

time does Herzberg argue a job satisfactory, except may be for a short run.

Philip apple while has listed five major components of job satisfaction as,

1. Attitude towards work group.

2. General workings conditions.

3. Attitude towards company.

4. Monetary benefits and

5. Attitude towards supervision

Other components that should be added to these five are the individual’s state of

mind about the work itself and about life in general. The individual’s health, age, level of

aspiration, social status and political and social activities can all contribute to job

satisfaction. A person attitude toward the job may be positive or negative.

Job satisfaction is not synonymous with organizational morale, which is the

possession of felling of being accepted by and belonging to a group of employees through

adherence to common goals and confidence in desirability of these goals. Morale is the

byproduct of a group, while job satisfaction is more of an individual stage of mind.

However the two concepts are interrelated in that job satisfaction can contribute to morale

and morale can contribute to job satisfaction. For many years managers generally have

believed that a satisfied worker is necessarily a good worker.


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In other works if management could keep all the employees “HAPPY”, good

performance would automatically follow. Charles Greene has suggested that many

managers subscribe to this be life because it represent “the path of least residence”.

Greene’s thesis is that if a performance problem exists, increasing an employee’s

happiness is for more pleasant than discussing with the worker his or her failure to meet

standards. Although happiness eventually results from satisfaction, this feeling goes much

deeper and is far less tenuous than happiness. Recent research evidence generally rejects

the more popular view that satisfaction causes performance. The evidence does, however,

provide moderate support for the view that job effort causes satisfaction. The evidence

also strongly indicates that rewards constitute a more direct cause of satisfaction that

performance does and that rewards based on current effort causes subsequent

performance.

Research also indicates that a high level of job satisfaction does have a positive

impact is reducing turnover, absenteeism, tardiness accidents, grievances and strikes. In

addition, recruitment efforts by current employees generally are more successful if these

employees are well satisfied. Satisfied employees are preferred simply because they affect

the work environment positively. Thus even through a well satisfied employee is not

necessarily an outstanding performer; there are numerous reasons for taking steps to

encourage employee satisfaction.


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A high level of satisfaction leads to organizational commitment while a low level or

dissatisfaction results in behaviours detrimental to the organization. It must be

remembered that satisfaction and motivation are not synonymous. Motivation is a drive to

perform, whereas satisfaction reflects situation. The factors that determine whether an

individual is adequately satisfied with the job differ from those that determine whether he

or she is motivated. The level of satisfaction is largely determined by the comforts offered

by the environment and situation.

Motivation on the other hand, is largely determined by the value of rewards and

their contingency on performance. Motivation results is added effort that is turn leads to

increased performance if the individual has the ability and result of high satisfaction is

increased commitment to the organized which may or may not result is better

performance.

The increased commitment normally will lessen the number of personnel related

problems, Such as strikes, excessive absenteeism, tardiness and turnover.


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A study on job satisfaction among workers in chemical unit (M/S. Shri Veeco chems

corporation, Cbe) Done by Mr. C.M. RAVIKUMAR (MBA project) in the year 1985.

The techniques used by the Researcher for analyzing the data were personal

interview. The Researcher interviewed sixty workers on the basis of sex, age,

educational qualification, experience, monthly income, marital status and

family income.

The tools adopted by the Researcher were percentage method of tabulation to

find job satisfaction.

A study on job satisfaction among bank officers in State Bank of India, Jabalpur

done by Mr.S. NAREND in his MBA project, in the year 1990.

The techniques used by the Researcher for analyzing the data were through

questionnaire method. The Researcher interviewed forty respondents on the

basis of sex, age, educational qualification, experience, monthly income,

marital status and family income.

The tools adopted by the Researcher were average scoring and two-way table

method to find out job satisfaction.

A study on job satisfaction of Tea Plantation Workers with special reference to

Sheikalmudi Estate, Valparai Taluk, done by Mr.K.Madhu,


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In the year 1986 (M.Com project).

The techniques used by the Researcher for analyzing the data were through

questionnaire and personal interview method. The Researcher interviewed

Sixty respondents on the basis of sex, age, educational qualification,

experience, monthly income, marital status and family income.

The tools adopted by the researcher were average scoring and two-way table

method. The hypothesis was tested through chi-squire test and correlation to

find out job satisfaction.

The researcher had made previous study on job satisfaction in various areas. Therefore, on

researcher had done any particular study on job satisfaction among The Professional

Courier employees. Thus the study has been aimed to measure the job satisfaction in The

Professional Courier.


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CHAPTER III

HISTORY OF THE PROFESSIONAL COURIER

The Professional Couriers (TPC) was born on 1st November 1987. In the year 1987

with a sole mission of catering effective written messages, documents and cargo “The

Professional Couriers” (TPC) have reached the pinnacle of being a truly professional courier

company, having today the infrastructure for bulk cargo both nationally and internationally,

with a strong work force and a Network of offices spread globally.

The Professional Couriers have come a long way in providing total solutions for a broad

spectrum from individuals to leading Public Sector Undertakings, Government Bodies,

Corporates, MNCs, Educational and Financial Institutions.

1987 - Launch of The Professional Couriers Network with 7 offices.

1990 - Computerization commenced.

1993 - Introduction of Van Operations.

1994 - All India contracts with major Nationalized Banks.

1999 - Launch of the International Services.

2000 - ISO 9002 - Certification for Karnataka Region.

2001 - Introduction of Website & Computerized Track & Trace System.

2.1. OPERATION NETWORK


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THE PROFESSIONAL COURIER operate their own vans in states of Andhra Pradesh,

Karnataka, Kerala, Maharashtra and Tamil Nadu to transport our documents

interconnecting all the destinations and the total operation is controlled and supervised by

HUB-CENTER In-charges.

The HUB and SPOKE concept is carried out to perfection resulting in the creation of

such a vast network.

The total numbers of HUBs all over the country are 200 catering to around 1500 offices.

The Professional Couriers in the only Domestic Couriers having the largest network in

India, covering more than 25000 destinations with around 1500 offices all over the

country.

2.2. DOMESTIC SERVICES

At Professional the sophisticated Hub-and-spoke system with ware housing and storage

facilities, modern communication network and large fleet of transportation vehicles backed by

dedicated team of professionals truly proves that their claim “We care…. For your valuables” is

the quintessence of their business philosophy. The Professional Couriers offers a

comprehensive range of solutions for daily or one time requirement to move all types of cargo

–high value, critical and urgent shipments that weight anything in excess of five kilograms.

Based on the specific requirements of each individual or corporate the company provides

customized services with the application of multi-modal distribution systems integrated by


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surface transport (container LCVs and Trains) as well as by air transport (scheduled domestic

and international flights).

2.3. DOMESTIC SECTOR

Express Service

Your time sensitive Documents / Non-documents are delivered next day on priority basis.

Air Cargo

All your bulk consignments are sent through cargo flights to various destinations. This

provides specialized handling and door-to-door delivery of critical priority shipments such as

medicines (vaccines), perishable commodities (fruits and vegetables) and other time sensitive

cargo by air transport. Based on customer requirements, air cargo shipments are delivered to

the specific destination in 24 – 48 hrs.

Surface Cargo

All your bulk consignments are transported through our own trucks and through Railways

to various stations all over India. Supported by container LCVs, TPC ensures added and on

time delivery for surface transit cargo.

Logistic Solutions


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Warehousing and dispatches – THE PROFESSIONAL COURIER provides go-down

facilities and function as a logistic service provider for procurement, storing, packing and

dispatches as per customer needs.

Pick & Pack

Packaging and Processing – Customers get opportunity in availing services even for

insertions of documents in envelopes, labeling, processing and packing.

Dawn to Dusk

Same day service - This offers morning bookings made delivery by evening of the same

day.

Bulk Mail

Processing outsourced – This gives customers opportunity to outsource the services of

couriers in doing all process that needs specialization in handling bulk mails. This includes

mobile phone bills, interest warrants, annual reports, AGM notices, product promotional

literature, greetings and others.

Ad & Add

A media courier – This offers space on every consignment / document for advertisement

for customers to display their product, service or message as stickers. This includes handling


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and delivery of bulk printed materials such as magazines, periodicals, telephone directories,

yellow pages, trade samples and advertisement material.

2.4. INTERNATIONAL SERVICES

The Professional Couriers offers a comprehensive range of solutions for daily or one time

requirement to move all types of cargo –high value, critical and urgent shipments that weight

anything in excess of five kilograms.

Based on the specific requirements of each individual or corporate the company provides

customized services with the application of multi-modal distribution systems integrated by

surface transport (container LCVs and Trains) as well as by air transport (scheduled domestic

and international flights).

INTERNATIONAL (International Destinations)

The Professional Couriers is an Organization dedicated to the cause of serving the Indian

in his day-to-day effort to reach his written communication message and bulk consignments to

every possible nook and corner of the world safely and at the specified time to reach.

TPC is committed to provide affordable International courier service and at the same time

strictly adhering to the stringent time schedules and quality standards. Professional

International Couriers Pvt Ltd., an offshoot of the parent company, provides international

express service with a great degree of operational versatility that allows the shipment status to

be monitored on a continuous basis through its web based Track & Trace System. The real


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attribute in the success of TPC is its willingness to upgrade the systems with changing times

and also to incorporate fresh and innovative ideas to make its presence felt.


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CHAPTER – IV

ANALYSIS AND INTERPRETATION

This chapter is allocated for analysis and interpretation of data. Preparing percentage

analysis, two-way table and chi-squire test does the analysis of job satisfaction, which is

directly extracted from the questionnaire. The variations in the extent of the consumer

satisfaction can be measured with the variables such as job secured, promotional

opportunity, relationship with management, and satisfaction factors of the respondents

Calculation of Satisfactory Scores

The Respondents were asked to state their level of Satisfaction relating to twenty

factors. Based on their responses the Satisfaction score obtained by each respondent was

found out. Points or scores were allocated based on the response. For each of the factor

three levels of satisfaction were assigned namely high, medium and low. For high

satisfaction three points were given, for Medium two and for low satisfaction one point

was given.


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The total scores secured by each respondent were thus arrived at. All the hundred

respondents were classified based on their level of satisfaction. Those who have obtained

up to 50 points were classified under low satisfaction category, Respondents with 51 – 70

points were classified under medium satisfaction category and those with more than 70

points were classified under high satisfaction category.

NUMBER OF RESPONDENTS AND LEVEL OF SATISFACTION

LEVEL OFSATISFACTION

NO. OFRESPONDENTS

High satisfaction 72

Medium satisfaction 64Low satisfaction 14

TOTAL 150

TWO-WAY ANALYSIS:

The score secured by the respondents who falls between the score as up to 50

indicates less satisfaction of the respondents, from 51 – 70 are got average satisfaction

and 71 – 90 respondents are highly satisfied.


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SIMPLE PERCENTAGE TABLE - 1

AGE

Age is an important factor that has an influence of job satisfaction. Hence

according to age levels the respondents are classified into three factors.

AGE GROUP AND NUMBER OF RESPONDENTS

AGE NO. OFRESPONDENTS

PERCENTAGE(%)

BELOW 20 33 22

21 TO 30 68 45

ABOVE 30 49 33

TOTAL 150 100

INTERPRETATION:

Majority of the respondents (45%) are in 21 to 30 years age group and 33% of the

respondents are above 30 years age group and 22% of the respondents are below 20 years

age group.


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SIMPLE PERCENTAGE TABLE – 2

GENDER

There is as yet no consistent evidence as to whether women are more satisfied with their

job than men, bolding such factors as job and occupational level constant. One might predict

this to be the case. Considering the generally lower occupational aspiration of women.

GENDER AND NUMBER OF RESPONDENTS

GENDER NO. OFRESPONDENTS

PERCENTAGE(%)

MALE 123 82

FEMALE 27 18

TOTAL 150 100

INTERPRETATION:

Majority of the respondents (82%) are male and 18% of the respondents are female.


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EDUCATION

Education qualification of the respondents may affect the preception of job satisfaction.

Highly educated may expect much better work life then others. According to educational

qualification the respondents are classified into four categories as under.

EDUCATION AND NUMBER OF RESPONDENTS

EDUCATIONALSTATUS

NO. OFRESPONDENTS

PERCENTAGE(%)

SCHOOL LEVEL 101 67

GRADUATE 42 28

POST-GRADUATE 7 5

TOTAL 150 100

INTERPRETATION:

Majority of the respondents (67%) are school level and 28% of the respondents are

graduate and 5% of the respondents are post graduate.


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SIMPLE PERCENTAGE TABLE - 4

MARITAL STATUS

The marital status may influence the job satisfaction as a personal factor. Because the

married people has some unavoidable responsibility.

MARITAL STATUS AND NUMBER OF RESPONDENTS

MARITALSTATUS

NO. OFRESPONDENTS

PERCENTAGE(%)

MARRIED 56 37

UNMARRIED 94 63

TOTAL 150 100

INTERPRETATION:

Majority of the respondents (63%) are unmarried and 37% of the respondents aremarried.


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63


FAMILY SIZE

The respondents have been classified into three groups. The family number upto three

have been grouped as samll size. Member between four to six is been grouped under medium

size family and above six members have been grouped under large size family.

FAMILY SIZE AND NUMBER OF RESPONDENTS

FAMILY SIZE NO. OFRESPONDENTS

PERCENTAGE(%)

UPTO 2 11 7

3 - 5 46 31

ABOVE 5 93 62

TOTAL 150 100

INTERPRETATION:

Majority of the respondents (62%) are above 5 members in a family and 31% fo the

respondetns are 3 to 5 members and 7% of the respondents are upto 2 members.


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65


EXPERIENCE

The experience of the employees in their job is another factor affecting the perception on

job satisfaction. Highly experienced may expect better working acmaspear and having less

experienced satisfy with the exesting one. The respondents are classified into three categories

according to their level of experience as under:

EXPERIENCE AND NUMBER OF RESPONDENTS

EXPERIENCE NO. OFRESPONDENTS

PERCENTAGE(%)

BELOW 5 76 51

5 TO 10 51 34

ABOVE 10 23 15

TOTAL 150 100

INTERPRETATION:

Manority of the respondents (51%) are below 5 years and 34% of the respondents

are 5 – 10 years and 15% of the respondents are above 10 years.


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67


MONTHLY SALARY

Man work to earn every employee in the organisation will expect a corret pay to be paid

for the job done by him. The reasonable pay for each job which is performed in

theorganisation. This scale of pay may help for the job satisfaction to a greater extent.

MONTHLY SALARY AND NUMBER OF RESPONDENTS

SALARY PERMONTH

NO. OFRESPONDENTS

PERCENTAGE(%)

BELOW 3,000 21 14

Rs.3,001 TO 4,000 23 15

Rs.4,001 TO 5,000 51 34

ABOVE Rs.5,000 55 37

TOTAL 150 100

INTERPRETATION:

Majority of the respondents (37%) are abvoe Rs.5,000 and 34% of the respondents are

4,001 – 5,000 and 15% of the respondents are 3,001 – 4,000 and the remaining 14% of

respondents are below 3,000.


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69


COME FROM HOME OR ROOM PROVIDED BY THE COURIER

It is one of the important factor to measure the level of satisfaction. Because the room

facility and food are influence the level of satisfaction. So the respondents are classified

according to where they come from.

RESPONDENTS COME FROM AND NUMBER OF RESPONDENTS

COME FROM NO. OF RESPONDENTS PERCENTAGE(%)

HOUSE 80 53

ROOM 70 47

TOTAL 150 100

INTERPRETATION:

There is no high diviation in the number of respondents from room and from house. 53%

of respondents are come from their house and the 47% of respondents are come from room

provided by the courier.


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TWO WAY TABLE - 1

Relationship Between Age And Level Of Satisfaction

AGELEVEL OF SATISFACTION

HIGHLYSATISFIED

MEDIUMSATISFACTION

LOWSATISFACTION

TOTAL

YOUNG AGE 12(36%) 17(52%) 4(12%) 33

MIDDLE AGE 34(50%) 29(57%) 5(7%) 68

OLD AGE 26(53%) 18(37%) 5(10%) 49

TOTAL 72 64 14 150

INFERENCE:

The above table reveals that the percentage of highly satisfied is in the old age group

(53%) and 50% of highly satisfied in the middle age group and followed by young age

group. And in medium satisfaction 57% of highest percentage in middle age group and

followed by young age group with 52% of satisfaction. The highest percentage of 12% in

low satisfaction is in old age group.


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TWO WAY TABLE -2

Relationship Between Gender And Level Of Satisfaction

GENDER

LEVEL OF SATISFACTION

HIGHLYSATISFIED

MEDIUMSATISFACTION

LOWSATISFACTION

TOTAL

MALE 63(51%) 50(41%) 10(8%) 123

FEMALE 9(33%) 14(52%) 4(15%) 27

TOTAL 72 64 14 150

INFERENCE:

From the above table the percentage of highly satisfied is in male group followed by

the female group. The percentage of medium satisfied is highest in female group.


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TWO WAY TABLE -3

Relationship Between Educational Status And Level Of Satisfaction

EDUCATIONLEVEL OF SATISFACTION

HIGHLYSATISFIED

MEDIUMSATISFACTION

LOWSATISFACTION

TOTAL

SCHOOL LEVEL 51(50%) 41(41%) 9(9%) 101

GRADUATE 20(48%) 18(43%) 4(9%) 42

POST GRADUATE 1(14%) 5(72%) 1(14%) 7

TOTAL 72 64 14 150

INFERENCE:

From the above table the percentage of highly satisfied is more among the

respondents of school level group and followed by the graduate group. The percentage of

medium satisfied is highest among the respondents of post graduate group.


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TWO WAY TABLE -4

Relationship Between Marital Status And Level Of Satisfaction

MARITAL STATUSLEVEL OF SATISFACTION

HIGHLYSATISFIED

MEDIUMSATISFACTION

LOWSATISFACTION

TOTAL

MARRIED 40(63%) 15(23%) 9(14%) 64

UNMARRIED 32(37%) 49(57%) 5(6%) 86

TOTAL 72 64 14 150

INFERENCE:

The above table reveals that the percentage of highly satisfied is in unmarried group

followed by married group. And in medium satisfaction highest percentage is in married

group and followed by unmarried group.


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TWO WAY TABLE -5

Relationship Between Family Size And Level Of Satisfaction

FAMILY SIZE


HIGHLYSATISFIED

MEDIUMSATISFACTION

LOWSATISFACTION

TOTAL

UP TO 2 7(64%) 3(27%) 1(9%) 11

2 TO 4 23(50%) 21(46%) 2(4%) 46

ABOVE 4 42(45%) 39(43%) 11(12%) 93

TOTAL 72 64 14 150

INFERENCE:

The above table shows that the percentage of highly satisfied respondents in the

group up to 2 members group and it is followed by 2 to 4 members group. And in medium

satisfaction the highest percentage is in 2 to 4 members group and followed by above 4

members group.


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TWO WAY TABLE -6

Relationship Between Experience And Level Of Satisfaction

EXPERIENCELEVEL OF SATISFACTION

HIGHLYSATISFIED

MEDIUMSATISFACTION

LOWSATISFACTION

TOTAL

Less than 5 years 27(36%) 42(55%) 7(9%) 76

5 to 10 years 32(63%) 15(29%) 4(8%) 51

Above 10 years 13(57%) 7(30%) 3(13%) 23

TOTAL 72 64 14 150

INFERENCE:

The above table reveals that the respondents from 5 – 10 years group have derived

highest satisfaction. The percentage of medium satisfaction is high in the category of less

than 5 years group.


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TWO WAY TABLE -7

Relationship Between Monthly Salary And Level Of Satisfaction

MONTHLY SALARY


HIGHLYSATISFIED

MEDIUMSATISFACTION

LOWSATISFACTION

TOTAL

Less than Rs.3,000 10(48%) 9(42%) 2(10%) 21

Rs.3,001 – Rs.4,000 7(30%) 14(61%) 2(9%) 23

Rs.4,001 – Rs.5,000 25(49%) 22(43%) 4(8%) 51

Above Rs.5,000 30(55%) 19(35%) 6(10%) 55

TOTAL 72 64 14 150

INFERENCE:

From the above table the percentage of highly satisfied respondents is more in the

group above Rs.5,000. It was followed by the groups Rs.4,001 – Rs.5,000. In medium

satisfaction the highest percentage is in Rs.3,001 – Rs.4,000 group.


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CHI-SQUARE TEST:

Chi-square test is applied to test the goodness of fit, to verify the distribution of

observed data with assumed theoretical distribution. Therefore it is a measure to study the

divergence of actual and expected frequencies; Karl Pearson’s has developed a method to

test the difference between the theoretical (hypothesis) & the observed value.

Chi – square test (X2) = (O – E)2 / E

Degrees Of Freedom = V = (R – 1) (C -1)

Were,

‘O’ = Observed Frequency

‘E’ = Expected Frequency

‘R’ = Number of Rows

‘C’ = Number of Columns

For all the chi-square test the table value has taken @ 5% level of significance.


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CHI – SQUARE TEST IS CONDUCTED TO EXTENT THE RELATIONSHIP BETWEENTHE AGE AND LEVEL OF SATISFACTION

Hypothesis:

HO: There is no significant relationship between age and level of satisfaction.

O E O-E (O-E)2(O-E)2/

E12 15.84 -3.84 14.75 0.9334 32.64 1.36 1.85 0.0626 23.52 2.48 6.15 0.2617 14.08 2.92 8.53 0.6129 29.01 -0.01 0.00 0.0018 20.91 -2.91 8.45 0.404 3.08 0.92 0.85 0.275 6.35 -1.35 1.81 0.295 4.57 0.43 0.18 0.04

2.86

Degree of freedom - 4

Table value - 9.49

Calculated value - 2.86

INFERENCE:


87

Since the calculated value is less than the table value. So the Null hypothesis is

accepted. Hence, there is no significant relationship between age and level of satisfaction.


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89

CHI – SQUARE TEST IS CONDUCTED TO EXTENT THE RELATIONSHIP BETWEEN

THE GENDER AND LEVEL OF SATISFACTION

Hypothesis:

HO: There is no significant relationship between gender and level of satisfaction.

O E O-E (O-E)2 (O-E)2/E63 59.04 3.96 15.68 0.279 12.96 -3.96 15.68 1.2150 52.48 -2.48 6.15 0.1214 11.52 2.48 6.15 0.5310 11.48 -1.48 2.19 0.194 2.52 1.48 2.19 0.87

TOTAL 3.19



Table value - 5.99

INFERENCE:

Since the calculated value is less than the table value. So the Null hypothesis is

accepted. Hence, there is no significant relationship between gender and level of

satisfaction.


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THE EDUCATIONAL QUALIFICATION AND LEVEL OF SATISFACTION

Hypothesis:

HO: There is no significant relationship between educational qualification and level of

satisfaction.

O E O-E (O-E)2 (O-E)2/E51 48.48 2.52 6.35 0.1320 20.16 -0.16 0.03 0.001 3.36 -2.36 5.57 1.6641 43.09 -2.09 4.38 0.1018 17.92 0.08 0.01 0.005 2.99 2.01 4.05 1.369 9.43 -0.43 0.18 0.024 3.92 0.08 0.01 0.001 0.65 0.35 0.12 0.18

TOTAL 3.45Degree of freedom - 4


Table value - 9.49

INFERENCE:


92

Since the calculated value is less than the table value. The Null hypothesis is accepted.

Hence, there is no significant relationship between educational qualification and level of

satisfaction.


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CHI – SQUARE TEST IS CONDUCTED TO EXTENT THE RELATIONSHIP BETWEENTHE MARITAL STATUS AND LEVEL OF SATISFACTION

Hypothesis:

HO: There is no significant relationship between marital status and level of satisfaction.

O E O-E (O-E)2 (O-E)2/E40 30.72 9.28 86.12 2.8032 41.28 -9.28 86.12 2.0915 27.31 -12.31 151.45 5.5549 36.69 12.31 151.45 4.139 5.97 3.03 9.16 1.535 8.03 -3.03 9.16 1.14

TOTAL 17.24



Table value - 5.99

INFERENCE:

Since the calculated value is less than the table value. So the Null hypothesis is not

accepted. Hence, there is significant relationship between marital status and level of

satisfaction.


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CHI – SQUARE TEST IS CONDUCTED TO EXTENT THE RELATIONSHIP BETWEENTHE FAMILY SIZE AND LEVEL OF SATISFACTION

Hypothesis:

HO: There is no significant relationship between family size and level of satisfaction.

O E O-E (O-E)2 (O-E)2/E7 5.28 1.72 2.96 0.5623 22.08 0.92 0.85 0.0442 44.64 -2.64 6.97 0.161 4.69 -3.69 13.64 2.9121 19.63 1.37 1.89 0.1042 39.68 2.32 5.38 0.143 1.03 1.97 3.89 3.792 4.29 -2.29 5.26 1.239 8.68 0.32 0.10 0.01

TOTAL 8.92



Table value - 12.59

INFERENCE:

Since the calculated value is more than the table value. So the Null hypothesis is

accepted. Hence, there is no significant relationship between family size and level of

satisfaction.


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CHI – SQUARE TEST IS CONDUCTED TO EXTENT THE RELATIONSHIP BETWEENTHE EXPERIENCE AND LEVEL OF SATISFACTION

Hypothesis:

HO: There is no significant relationship between experience and level of satisfaction.

O E O-E (O-E)2 (O-E)2/E

27 36.48 -9.48 89.87 2.46

32 24.48 7.52 56.55 2.31

13 11.04 1.96 3.84 0.35

42 32.43 9.57 91.65 2.83

15 21.76 -6.76 45.70 2.10

7 9.81 -2.81 7.91 0.81

7 7.09 -0.09 0.01 0.00

4 4.76 -0.76 0.58 0.12

3 2.15 0.85 0.73 0.34

TOTAL 11.32


Table value - 5.99


INFERENCE:


99

Since the calculated value is more than the table value. So the Null hypothesis is

rejected. Hence, there is significant relationship between experience and level of

satisfaction.


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THE MONTHLY INCOME AND LEVEL OF SATISFACTION

Hypothesis:

HO: There is no significant relationship between monthly income and level of satisfaction.

O E O-E (O-E)2 (O-E)2/E10 10.08 -0.08 0.01 0.007 11.04 -4.04 16.32 1.4825 24.48 0.52 0.27 0.0130 26.40 3.60 12.96 0.499 8.96 0.04 0.00 0.0014 9.81 4.19 17.53 1.7922 21.76 0.24 0.06 0.0019 23.47 -4.47 19.95 0.852 1.96 0.04 0.00 0.002 2.15 -0.15 0.02 0.014 4.76 -0.76 0.58 0.126 5.13 0.87 0.75 0.15

TOTAL 4.75



Table value - 12.59

INFERENCE:

Since the calculated value is less than the table value. So the Null hypothesis is accepted. Hence,

there is no significant relationship between monthly income and level of satisfaction.


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CORRELATION:

Correlation is the method for measuring the magnitude of linear relationship

between the two variables. It is most widely used method in practice and it is known as

Karl Pearson’s coefficient of correlation. It is denoted by ‘r’.


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CORRELATION TEST CONDUCTED TO EXTENT THE RELATIONSHIP

BETWEEN THE AGE AND SATISFACTION LEVEL

ScoreAge

31 - 50 51 - 70 71 - 90 f u fu fu2 fuv

10 – 20 12 17 4 33 -1 -33 33 8

20 – 30 34 29 5 68 0 0 0 0

30 - 40 26 18 5 49 1 49 49 -21

f 72 64 14 150 0 16 82 -13

v -1 0 1 0fv -72 0 14 -58fv2 72 0 14 86

Formula:

Result:

r=

-102210716.88 = -0.09536

INFERENCE:


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The correlation shows the negative result, so there is no relationship between the age and

satisfaction level.


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108

CORRELATION TEST CONDUCTED TO EXTENT THE RELATIONSHIP BETWEEN THE

EXPERIENCE AND SATISFACTION LEVEL

ScoreExperience 31 - 50 51 - 70 71 - 90 f u fu fu2 fuv

0 – 5 27 42 7 76 -1 -76 76 205 – 10 32 15 4 51 0 0 0 010 - 15 13 7 3 23 1 23 23 -10

f 72 64 14 150 0 -53 99 10v -1 0 1 0fv -72 0 14 -58fv2 72 0 14 86

Formula:

Result:

r=

-157410715.55 = -0.14689

INFERENCE:

The correlation shows the negative result, so the experience is not going to affect the satisfaction

level.


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CORRELATION TEST CONDUCTED TO EXTENT THE RELATIONSHIP

BETWEEN THE FAMILY SIZE AND SATISFACTION LEVEL

ScoreFamily size 31 - 50 51 - 70 71 - 90 f u fu fu2 fuv

0 – 2 4 11 5 20 -1 -20 20 -1

2 – 4 25 8 5 38 0 0 0 04 - 6 3 1 1 5 1 5 5 -2

f 32 20 11 63 0 -15 25 -3v -1 0 1 0fv -32 0 11 -21fv2 32 0 11 43

Formula:

Result:

r=

-5041749.8 = -0.28803

INFERENCE:


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The correlation shows the negative result, which implies that; the family size doesnot affect the employee’s satisfaction level.


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CHAPTER V

FINDINGS, SUGGESTIONS AND CONCLUSION

5.1. FINDINGS

Age:

The percentage table reveals that the majority of the respondents are belongs to the

group 21 years to 30 years of age.

The two-way table shows that the high satisfaction is derived by the old age group.

Chi-squire test indicates that there is no significant relationship between the age and

level of satisfaction.

The correlation is also shows that there is no relationship between the age and

satisfaction level.

Gender:

From the percentage table the majority of the respondents are from the male group.

The two-way table says that the high level of satisfaction is obtained by the male

group.

Chi-squire test reveals that there is no relationship between the gender and the level

of satisfaction.


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Educational qualification:

From the percentage table the majority of the respondents are in school level

educated group.

The two-way table showing the high level of satisfaction is derived by the school

level group respondents.

The chi-squire test indicates that there is no significant relationship between the

educational qualification and the level of satisfaction.

Marital status

The percentage table shows that the majority of the respondents are unmarried.

The two-way table showing the high satisfaction is derived by the married group.

The chi-squire test indicates that there is a significant relationship between the

marital status and the level of satisfaction.


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Family size

Majority of the respondents are form the above 5 members family group.

High level satisfaction is derived by the respondents who are in the 2 to 4 members

group.

The chi-squire test reveals that there is no significant relationship between the

family size and the level of satisfaction.

The correlation analysis also said that there is no relationship between the family

size and the level of satisfaction.

Experience

From the percentage table majority of the respondents were in below 5 years of

experience.

The two way table reveals that the high level of satisfaction is derived by the group 5

to 10 years of experience.


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Chi-squire test shows that there is a relationship between the experience and the


The correlation shows that there is no relationship between the experience and the


Monthly income:

The percentage table indicates that the majority of the respondents are in Rs4,000 to

Rs.5,000 salary group.

The two-way table tells us the high satisfaction is derived by the respondents who

are in above Rs.5,000 group.

Chi-squire test reveals that there is no significant relationship between the monthly

income and the level of satisfaction.

The correlation shows that there no relationship between the monthly income and

the level of satisfaction.


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5.2. SUGGESTIONS:

The courier should increase the present scale of pay to the delivery and pick-up

employees.

The courier should formulate it’s working time. It may introduce shift working

pattern.

The courier should reduce the autocratic management style.

Courier should implement the grievance handling system.

The courier should improve the canteen facilities.

The courier may provide loans and advances to it’s workers.


121

It may provide the vehicles to its employees for delivery and pick-up even they are

come from their home.


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123

5.3. CONCLUSION

The study on employee’s satisfaction at professional courier is cased out with full

co-operation of the employees and management. As far as possible with in the given limits

the study is completed with the satisfaction of many peoples. The data collected are

analyzed scientifically and the results obtained are free to nearly 80%. It is assured that

the company may got high boosted moral in the organization provided some of the

suggestions made in the report in carried out.


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A STUDY ON EMPLOYEE’S SATISFACTION IN THE PROFESSIONALCOURIERS IN COIMBATORE CITY

1. PERSONAL BACK ROUND

1. Age :

2. Gender : Male Female

3. Marital status : Married Single

4. Educational Qualification :

5. How many years you are

working in the organization :

6. Monthly salary : Below 3,000 3,001 to 3,500

3,501 to 4,000 Above 4,001


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7. Number of dependents in

your family : 1 / 2 / 3 and above

8. You are from? : House Room provided by courier

9. Working hours of courier :

2. JOB SATISFACTION SEGMENTS

Kindly put tick ( ) mark in only answer from various alternatives given below.

A = Agree DA = Disagree

UD = Undecided SA = Strongly agree

SDA = Strongly Disagree

1. Your salary is satisfied.

A DA UD SA SDA

2. Your job is very interesting.


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A DA UD SA SDA

3. Your job description is clear.

A DA UD SA SDA

4. You feel that your job is secured one.

A DA UD SA SDA

5. You are not making many mistakes in your job.

A DA UD SA SDA

6. You have the capability to achieve the targets in time.

A DA UD SA SDA

7. Your job does not create any physical aliments.


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A DA UD SA SDA

8. Management builds and maintains work relationship.

A DA UD SA SDA

9. Grievance redressal.

A DA UD SA SDA

10. Your work is very challenging one.

A DA UD SA SDA

11. You feel over burden in your job.

A DA UD SA SDA

12. You get response form your superiors and subordinates.

A DA UD SA SDA


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13. You have enough time to spend with your family.

A DA UD SA SDA

14. You feel that your working hours are convenient.

A DA UD SA SDA

15. You affect your personal problems in between the job.

A DA UD SA SDA

16. You maintain a good relationship with your colleagues.

A DA UD SA SDA

17. Your complaints are settled quickly by the courier.

A DA UD SA SDA

18. You feel your growth through in this courier.


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A DA UD SA SDA

19. Facilities available in the courier are satisfactory.

A DA UD SA SDA

20. Classification of various services satisfactory.

A DA UD SA SDA