REWARD MANAGEMENT - Information and Library …shodhganga.inflibnet.ac.in/bitstream/10603/5025/11/11...3. lbid p.316 4. Mirza S.Saiyadain, Human Resources Management, Tata McGraw-Hill

3. lbid p.316

4. Mirza S.Saiyadain, Human Resources Management, Tata McGraw-Hill Publishing Company

Limited, New Delhi, 2003.

5. lbid p.313.

CHAPTER – 7

REWARD MANAGEMENT

In this chapter responses of the respondents on

various aspects of reward management, collected through the

questionnaire, have been analysed, using certain statistical

measures, to understand acceptability of the human resource

practices relating to reward management. It is assumed that

those practices which are more acceptable to the participants

of the survey are supposed to be the best practices.

7.01 Introduction

People can be motivated by rewards and incentives which will enable them to satisfy their own

needs or will provide them with goals to attain. But the needs of individuals and the goals associated

with them vary so widely that it is difficult if not impossible to predict precisely how a particular reward

or incentive will affect individual behavior.

Managing reward is largely about managing expectations - what employees expect from their

employers in return for their contribution and what employers expect from their employees in return

for their pay and the opportunity to work and develop their skills. Expectations are built into the

employment relationship, the starting-point of which, from the reward point of view, is an undertaking

by an employee to provide effort and skill to the employer, in return for which the employer provides

the employee with a salary or a wage.

7.02 Importance of Reward

Reward constitutes an important element in Human Resources Management. Reward

Management is essentially about designing, implementing and maintaining pay systems which help to

improve organizational performance. Reward management is the process of developing and

implementing strategies, policies and systems which help the organization to achieve its objectives by

obtaining and keeping the people it needs and by increasing their motivation and commitment. The

reward management system should be designed to support the achievement of the organization’s

strategies; it should be based on a philosophy of reward which matches the culture of the organization.

Reward management is also concerned with the development of appropriate organizational

cultures, underpinning core values and increasing the motivation and commitment of employees. There

is no such best practice; there is only good practice which is best for the organization. And also what is

best practice for an organization at one stage of its development may no longer be best practice as it

moves its life cycle. Practices, which were effective when they were introduced, may degenerate as the

organization evolves or it degenerates.

Reward management is not only about money, it is also concerned with intrinsic, as well as

extrinsic motivation; with non-financial, as well as financial rewards.

The design and operation of reward management processes and practices should start from an

understanding of the implications of the psychological contract concept, motivation theory an the

factors affecting pay levels. But it must focus on the needs of the organization and the people who work

in it. These needs are most likely to be met if reward processes are based on an articulated and

integrated approach to the development of a frame work of reward philosophies, strategies and policies

that will support the achievement of the organization’s business strategies, as well as acting as levers for

change.

7.03 Purpose of Rewards

Reward system is developed to make performance more effective. Reward is based on

performance which is outcome of efforts and environmental factors.

The main purpose of performance evaluation is to reward the employees. If they have

performed better than the standards they are positively rewarded or positive reinforcement is

exercised. If the employees have performed less than the standards, they are negatively reinforced.

Punishment reinforcement is exercised temporarily to amend the employees and bring them on right

path.

Similarly the purpose of reward is to provide positive reinforcement and motivate them for

achieving outstanding performance. People work for achieving several needs fulfilled. They want not

only money but also recognition, return and self satisfaction. The purpose of reward is to motivate

them. The motivation differs from time to time depending upon situation, interests and tastes.

Reward is to attempt to motivate job performance through selective distribution. Valued

employees are retained if they are properly rewarded. The organization continues to develop through

reward motivation.

7.04 Types of Rewards

Corporate rewards influence the behavior of employees through internal impact on the

organization and external impact on the organization. It means reward serves internal and external

purposes of organization.

Internal Purposes

Reward aims to enhance job performance, to retain valuable employees and develop corporate

unit. Internal purpose is served with intrinsic rewards. Intrinsic rewards are associated with job itself.

Internal rewards are tied up directly with behavior and performance.

External purposes

External purposes are served mainly with extrinsic reward. The rewards are not associated with

the work itself but are influenced by co-workers, informal groups and other organizations. The extrinsic

rewards include salary, bonus, fringe benefits, profit sharing and incentive plans.

Rewards can also be classified into financial and non-financial rewards.

Financial Rewards can be financial directly or indirectly. The employees can get directly financial

reward such as wages, bonuses and profit sharing. They can also get indirectly supportive benefits such

as pension plans, paid vacations, paid sick leaves and purchase discounts. Employees are more

motivated by financial rewards as money being a strong motivator for them

Non-financial Rewards such as having lunch with the boss of the company or preferred lunch

hours, receiving the office furnishing, having a change to work with congenial colleagues, and achieving

a desired work assignments or an assignments where the worker can operate without close supervision.

Non-monetary rewards can help to build feelings of confidence and satisfaction in the employees.

7.05 Rewards in IT industry

The IT industry has been a leader in changing traditional compensation practices in India.

Pay for performance has become a norm in the IT industry. It rewards those who contribute the

most to an organization’s productivity and profits. The compensation mix depends on deliverables and

the impact it has on the business. Consequently higher the responsibility greater the variable content in

the pay package.

Performance-related pay plans. It is a motivator that improves productivity, and hence, profits.

It is believed to have the potential to result in organizational change, cultural change, reinforce

organizational values and expectations and redefines the employer-employee relationship,

It helps in improving productivity and performance levels across the organization while making

every individual equally accountable for the success and failure of the company. It is a great motivator

for top performers and teams as they can get rewards and pay according to their contributions.

Designing the incentive plan

There is no standard formula for a performance-related incentive plan, it is unique for each

industry and organization.

The incentive plan should be designed to align with an organization’s objectives. Clearly defining

the objective

Communication and understanding of objectives

Consideration of performance against objectives

Translating evaluation into performance rating

A link between ratings and pay

A separate appeals procedure.

7.06 Reward Management in SUBEX

In SUBEX Salaries are based on experience. They also depend upon the employees negotiation

skills. In the company salaries are revised yearly once.

The company provides many benefits and rewards to its employees. It provides incentives but

those are applicable only to employees who work in non-Indian timings. At the time of induction every

employee comes to know about the benefits and how he can avail them. Apart from that, HR policies of

the company are uploaded in the intranet where a new recruit can go through them.

Office working hours are from 9.00 a.m. to 5.30 p.m. from Monday to Friday.

Benefits at Subex:

Leaves: Employees can avail 10 days contingency leave and 20 days earned leave per annum.

Female employees can go on maternity leave for 12 weeks (according to maternity benefit Act, 1961).

Insurance and Gratuity:

Accident insurance covers death/dismemberment, permanent/temporary, and total/partial

disability due to an accident. Premium payable is shared 50:50 between Subex and Subexian.

Medical insurance covers self, spouse and children for Rs.1.5 lakhs in group A. In group B

parents for Rs. 1.5 lakhs. 30 days of pre-hospitalization and 30 days of post hospitalization expenses are

covered. Premium payable is shared 50:50 between Subex and Subexian.

Gratuity through LIC (as per the Payment of Gratuity Act, 1972).

Employee Stock Option plan: It covers subexians across all levels. Stocks will be issued to the

employees who complete one year in Subex and number of them will be decided at the time of joining

and it varies.

School Tie-up: Arrangement is there with Shishu Griha, Indra Nagar, Bangalore, for four seats

every year exclusively to Subex. Admissions will be given to Montessori at the age of 2.5 years or into

classes 1 to 10.

Broadband Connection: It is applicable for Subexians at grade M1 and above, depending on the

nature of job responsibilities.

House Rent Allowance (HRA): To avail of tax exemption under HRA, subexian is expected to

produce rent receipts in the prescribed form. The least of the following is exempt from tax:

(a) 40 per cent of basic salary.

(b) Actual House Rent Allowance received by subexian.

(c) Excess of rent paid over 10 per cent of the salary.

Reimbursement of Medical Expenses: Reimbursement of medical expenses upto Rs.15,000/-

per year, covering doctor’s fees, cost of medicines and expenses incurred towards hospitalization.

Car Lease Scheme: Car lease scheme is applicable to all Subexians at grades E3 and above.

Subex will tie up with a leasing company to provide car lease benefit to the Subexians. Leasing company

would be financing the car identified as per the choice of Subexians.

Vehicle Maintenance (For those who have availed of car lease scheme): Subexians E3 and above

are eligible for reimbursement of vehicle-related expenses. Expenses include fuel expenses, car

maintenance, insurance, repairs, replacements and periodical servicing charges.

Leave Travel Allowance (LTA): Tax exemption on LTA expense twice in a block of four years

(current block period 2006-2009 calendar year Jan-Dec).

Meal Vouchers: Meal Vouchers of Rs.1300/- per month are provided.

Loans: Any one of the following loans can be availed at any particular time as per the eligibility

norms with a gap of 90 days between the closure of previous loan and the start of the subsequent loan.

a) Higher Education Assistance: Higher education allowance is open to Subexians up to level

E3 with minimum 6 months of service at Subex. Coverage including enrollment and pre/post

enrollment expenses is up to a maximum of Rs.30,000/-.

b) Contingency Loans: Contingency loans are available to Subexians at all levels up to a

maximum of Rs.30,000/- to cover urgent, unplanned exigencies including marriage,

education and medical expenses.

c) Young Subexians Assistance: To assist young Subexians (members, associates, executives in

E1 to E3 grades, probationers) in meeting initial expenses, two wheeler purchase up to a

maximum of Rs.30,000/- is provided in the form of loan.

Transportation: On all working days, transportation facility is available for all the Subexians

located at Bangalore. Female Subexians are strictly prohibited from working beyond 8:00 pm in the

office. Male Subexians can opt for late night drop facility from 9:30 pm onwards.

Cafeteria: A cafeteria with about 250 seating capacity is located at the office ground floor.

Occupational Health Centre: A staff nurse will be available on all working days from 9.00 a.m. to

5.00 p.m. There will be a visiting doctor who will be available on all working days from 3:00 p.m. to 4:00

p.m.

Life Skills Catalyst: For all stress or anxiety and related issues help will be provided.

Library: A dedicated library is available; list of books is available in the Subex net.

Gymnasium: Gymnasium facility is available on all working days and gym instructor is available

to assist in the training schedules for all Subexians. Subexians should get a general health check up from

the in-house doctor to get them registered for the gym.

Kiosks: companies like Reebok, HLL, HDFC, and HSBC will come to the company and fair for their

products at discounts rates to the employees.

Recreation: There is a music room and recreation room with two table tennis boards.

Charitable Trust: Subex charitable trust supports activities for development and facilities critical

needs in various communities which are typically done through a voluntary organization that works for

the concerned cause.

Subex Club: The Subex club is the hub of the cultural activities in Subex. The club organizes

periodical get-togethers and other activities.

Reward Policies: The following are the rewards in Subex.

Long Service Award Policy: The objective of this policy is to encourage and provide recognition

to Subexians who have completed certain pre-defined years of tenure in Subex as mentioned below. All

the employees who complete 3/5/7/10/15 years of tenure at Subex are eligible to get this award. The

award consists of a service completion letter, a dinner coupon, a bouquet and gift cheque. The amounts

of dinner coupon and gift cheque vary depending upon the service completed at Subex.

Different awards like Bravo Award, Pat on the Back, Hats Off, Beyond and Most Valued Team

have been instituted for recognizing the existence of and for encouraging acquisition of technical

competence, job knowledge, inter personal skills, problem solving, analytical thinking, domain and

product knowledge, results with quality and customer orientation etc.

7.07 Responses of the Respondents to the Statements on Reward Management

With this background, opinions on various aspects of the rewards management practices in

SUBEX LIMITED have been collected. The responses have been analyzed by three variables namely

educational qualifications, gender and designation and presented in the following tables.

The responses have been structured on a five point scale and weights have been assigned to

responses in the following manner.

Responses Weights

Strongly Agree / Highly Satisfied 5

Agree / Satisfied 4

Neutral / Undecided 3

Disagree / Dissatisfied 2

Strongly Disagree / Highly Dissatisfied 1

Weighted average score is calculated taking into consideration weights and frequency. The

calculated weighted score can be anything between 1 and 5.

Weighted Average Scores are interpreted in the following manner.

Weighted Average Score (WAS) 1.00 to 1.99 indicates very low level of satisfaction or

very low level of agreement with the statement.

Weighted Average Score (WAS) 2.00 to 2.99 indicates low level of satisfaction or low

level of agreement with the statement.

Weighted Average Score (WAS) 3.00 to 3.99 indicates high level of satisfaction or high

level of agreement with the statement.

Weighted Average Score (WAS) 4.00 to 5 indicates very high level of satisfaction or very

high level of agreement with the statement.

Table: 7.01

Educational Qualification-, Gender-, and Designation-Wise Analysis of the Responses to the Statement

that “My Salary is Sufficient to Meet the Needs of my Family”

Variables No. of the Respondents

Strongly

Agree Agree Neutral Disagree

Strongly

Disagree Total

Edu

cati

on

B.E./ B.Tech.

48

(46.60)

[240]

--

49

(47.57)

[196]

--

1

(0.97)

[3]

--

5

(4.85)

[10]

--

0

(0.00)

[0]

--

103

(100)

[449]

{4.36}

M.C.A./

M.Tech.

51

(44.35)

[255]

--

63

(54.78)

[252]

--

1

(0.87)

[3]

--

0

(0.00)

[0]

--

0

(0.00)

[0]

--

115

(100)

[510]

{4.43}

Gen

der

Male

46

(37.40)

[230]

--

72

(58.54)

[288]

--

2

(1.63)

[6]

-

3

(2.44)

[6]

--

0

(0.00)

[0]

--

123

(100)

[530]

{4.31}

Female

53

(55.79)

[265]

--

40

(42.10)

[160]

--

0

(0.00)

[0]

--

2

(2.10)

[4]

--

0

(0.00)

[0]

--

95

(100)

[429]

{4.51}

Des

ign

atio

n

Trainee/

Software

Engineer

13

(31.71)

[65]

--

26

(63.41)

[104]

--

1

(2.44)

[3]

--

1

(2.44)

[2]

--

0

(0.00)

[0]

--

41

(100)

[174]

{4.24}

System Analyst

65

(52.00)

[325]

--

59

(47.20)

[236]

--

1

(0.80)

[3]

--

0

(0.00)

[0]

--

0

(0.00)

[0]

--

125

(100)

[564]

{4.51}

Project

Leader/

Manager

21

(40.38)

[105]

--

27

(51.92)

[108]

--

0

(0.00)

[0]

--

4

(7.69)

[8]

--

0

(0.00)

[0]

--

52

(100)

[221]

{4.25}

Total

99

(45.41)

[495]

--

112

(51.38)

[448]

--

2

(0.92)

[6]

--

5

(2.29)

[10]

--

0

(0.00)

[0]

--

218

(100)

[959]

{4.40}

Source: Field Survey

Note: 1. Figures in the parentheses are the percentages on row totals.

2. Figures in the square brackets are the weighted scores.

3. Figures in the flower brackets are the weighted average scores.

Table 7.01 shows educational qualification-, gender-, and designation-wise analysis of the

responses to the statement that “my salary is sufficient to meet the needs of my family”.

Irrespective of the level of education more than 90 per cent of the respondents either strongly

or simply agree with the statement. Weighted average scores show a very high level of agreement with

the statement. However the level of agreement among M.C.A./M.Tech. qualified respondents is slightly

more than that of the level of agreement among B.E./ B.Tech. qualified respondents.

More than 90 per cent of both male and female respondents either strongly or simply agree

with the statement. Weighted average scores show a very high level of agreement with the statement.

However the level of agreement among female respondents is higher than that of their counterparts.

More than 92 per cent of the trainees/software engineers, system analysts and project

leaders/managers either strongly or simply agree with the statement. Weighted average scores of the

responses of all the three categories of the respondents show a very high level of agreement with the

statement. However, weighted average score of the responses of the system analysts (4.51) is higher

than the weighted average scores of the responses of the trainees/engineers and the project

leaders/managers.

From this it can be concluded that the salary the employees get is sufficient to meet the needs

of their families.

Table: 7.02


that “My Salary Level is Comparable with the Salary Levels of the Similar Jobs”

Variables

No. of the Respondents

Strongly


Strongly

Disagree Total

Edu

cati

on

B.E./ B.Tech.

29

(28.15)

[145]

--

28

(27.18)

[112]

--

23

(22.33)

[69]

--

22

(21.36)

[44]

--

1

(0.97)

[1]

--

103

(100)

[371]

{3.60}

M.C.A./

M.Tech.

38

(33.04)

[190]

--

37

(32.17)

[148]

--

22

(19.13)

[66]

--

18

(15.65)

[36]

--

0

(0.00)

[0]

--

115

(100)

[440]

{3.83}

Gen

der

Male

34

(27.64)

[170]

--

40

(32.52)

[160]

--

26

(21.14)

[78]

--

23

(18.70)

[46]

--

0

(0.00)

[0]

--

123

(100)

[454]

{3.69}

Female

33

(34.74)

[165]

--

25

(26.31)

[100]

--

19

(20.00)

[57]

--

17

(17.89)

[34]

--

1

(1.05)

[1]

--

95

(100)

[356]

{3.75}

Des

ign

atio

n

Trainee/

Software

Engineer

13

(31.71)

[65]

--

17

(41.46)

[68]

--

6

(14.63)

[18]

--

4

(9.76)

[8]

--

1

(2.44)

[1]

--

41

(100)

[160]

{3.90}

System Analyst

50

(40.00)

[250]

--

22

(17.60)

[88]

--

30

(24.00)

[90]

--

23

(18.40)

[46]

--

0

(0.00)

[0]

--

125

(100)

[474]

{3.79}

Project

Leader/

Manager

4

(7.69)

[20]

--

26

(50)

[104]

--

9

(17.31)

[27]

--

13

(25)

[26]

--

0

(0.00)

[0]

--

52

(100)

[177]

{3.40}

Total

67

(30.73)

[335]

--

65

(29.82)

[260]

--

45

(20.64)

[135]

--

40

(18.35)

[80]

--

1

(0.46)

[1]

--

218

(100)

[811]

{3.72}






responses to the statement that “my salary level is comparable with the salary levels of the similar jobs”.

As many as 42.61 per cent of the B.E./ B.Tech. qualified respondents and 65.21 per cent of the

M.C.A./M.Tech. qualified respondents either strongly or simply agree with the statement, 22.33 per cent

of the B.E./ B.Tech. qualified respondents and 19.13 per cent of the M.C.A./M.Tech. qualified

respondents are neutral, and 21.33 per cent of the B.E./ B.Tech. qualified respondents and 15.65 per

cent of the M.C.A./M.Tech. respondents disagree with the statement. Weighted average scores show a

high level of agreement with the statement. M.C.A./M.Tech. qualified employees agree more with the

statement than the others.

Gender-wise analysis reveals that 60.16 per cent of the male and 61.05 per cent of the female

respondents agree with the statement, 21.14 per cent of the male and 20.00 per cent of the female are

neutral, and 18.70 per cent of the male and 18.94 per cent of the female respondents disagree with the

statement. Weighted average scores of the responses of both male and female respondents show that

they highly agree with the statement.

As many as 73.17 per cent of the trainees/software engineers, 57.60 per cent of the system

analysts, and 57.69 per cent of the project leaders/managers agree with the statement; 14.63 per cent

of the trainees/software engineers, 24.00 per cent of the system analysts, and 17.31 per cent of the

project leaders/managers are neutral; and 12.2 per cent of the trainees/software engineers, 18.40 per

cent of the system analysts, and 25 per cent of the project leaders/managers disagree with statement.

Weighted average scores of the responses of all the three categories of the respondents highly

agree with the statement. The level of agreement among trainees/software engineers more than the

others.

Table: 7.03


that “My Dearness Allowance (D.A.) Neutralizes the Increase in Cost of Living”

Variables


Strongly


Strongly

Disagree Total

Edu

cati

on

B.E./ B.Tech.

11

(10.68)

[55]

--

21

(20.39)

[84]

--

40

(38.83)

[120]

--

31

(30.10)

[62]

--

0

(0.00)

[0]

--

103

(100)

[321]

{3.12}

M.C.A./

M.Tech.

25

(21.74)

[125]

--

31

(26.96)

[124]

--

19

(16.52)

[57]

--

27

(23.48)

[54]

--

13

(11.30)

[13]

---

115

(100)

[373]

{3.24}

G

end

er

Male

16

(13.01)

[80]

--

30

(24.39)

[120]

--

34

(27.64)

[102]

--

36

(29.27)

[72]

--

7

(5.69)

[7]

---

123

(100)

[381]

{3.10}

Female

20

(21.05)

[100]

--

22

(23.16)

[88]

--

25

(26.31)

[75]

--

22

(23.16)

[44]

--

6

(6.31)

[6]

---

95

(100)

[313]

{3.29}

Des

ign

atio

n

Trainee/

Software

Engineer

6

(14.63)

[30]

--

19

(46.34)

[76]

--

9

(21.95)

[27]

--

7

(17.07)

[14]

--

0

(0.00)

[0]

--

41

(100)

[147]

{3.58}

System Analyst

27

(21.60)

[135]

--

15

(12.00)

[60]

--

42

(33.60)

[126]

--

41

(32.80)

[82]

--

0

(0.00)

[0]

--

125

(100)

[403]

{3.22}

Project

Leader/

Manager

3

(5.77)

[15]

--

18

(34.61)

[72]

--

8

(15.38)

[24]

--

10

(19.23)

[20]

--

13

(25)

[13]

---

52

(100)

[144]

{2.77}

Total

36

(16.51)

[180]

--

52

(23.85)

[208]

--

59

(27.06)

[177]

--

58

(26.60)

[116]

--

13

(5.96)

[13]

---

218

(100)

[694]

{3.18}





Table 7.03 educational qualification-, gender-, and designation-wise analysis of the responses to

the statement that “my dearness allowance (D.A.) neutralizes the increase in cost of living”

Education-wise analysis shows that:

10.68 per cent of the B.E./ B.Tech. qualified respondents and 21.74 per cent of the

M.C.A./M.Tech. qualified respondents strongly agree with the statement.


M.C.A./M.Tech. qualified respondents simply agree with the statement.

On the whole 31.07 per cent of the B.E./ B.Tech. qualified respondents and 48.70 per cent of

the M.C.A./M.Tech. qualified respondents either strongly or simply disagree with the

statement.


M.C.A./M.Tech. qualified respondents neither agree nor disagree with the statement.


M.C.A./M.Tech. qualified respondents disagree with the statement.

11.30 per cent of the M.C.A./M.Tech. qualified respondents strongly disagree with the

statement.

Weighted average scores indicate a high level of agreement with the statement (WAS=3.00

to 4.00).

Though both graduate and postgraduate respondents highly agree with the statement, the

postgraduates agree more than the graduates. The fact that more than 50 per cent of both

graduate and postgraduate respondents are either neutral or disagree with the statement

that “my dearness allowance (D.A.) neutralizes the increase in cost of living”.

Gender-wise analysis shows that:

13.01 per cent of the male respondents and 21.05 per cent of the female respondents

strongly agree with the statement.


simply agree with the statement.

On the whole 37.40 per cent of the male respondents and 44.21 per cent of the female

respondents either strongly or simply agree with the statement.


neither agree nor disagree with the statement.


disagree with the statement.

5.69 per cent of the male respondents and 6.31 per cent of the female respondents strongly

disagree with the statement.

Weighted average scores of the responses of the respondents show a high level of

agreement with the statement. Female respondents agree more with the statement than

the male respondents. It is noteworthy that less than 50 per cent of the respondents carry a

definite positive opinion about the statement.

Designation-wise analysis shows that:

More than 60 per cent of the trainees/software engineers either strongly or simply agree

with the statement and the remaining 39.02 per cent of the trainee/software engineer

respondents are either neutral or disagree with the statement. Weighted average score of

the responses of the trainee/software respondents is 3.58 thus indicating a high level

agreement with the statement.

Only 33.60 per cent of the system analysts either strongly or simply agree with the

statement, an equal percentage of the system analysts neither agree not disagree with the

statement and an almost equal percentage of the system analysts disagree with the

statement. Though the calculated weighted average score or the responses (3.22) show a

high level of agreement with statement nearly two-thirds of the system analysts are either

neutral or disagree with the statement. This is a matter of concern.

Slightly more than 40 per cent of the project leaders/managers either strongly or simply

agree with the statement, 15.38 per cent of the project leaders/managers neither agree nor

disagree with the statement, and 44.23 per cent of the project leaders/managers either

simply or strongly disagree with the statement. Weighted average score (2.77) of the

responses of project leaders/managers show a low level of agreement with the statement.

On the whole 16.51 per cent of the respondents strongly agree, 23.85 per cent of the

respondents simply agree, 27.06 per cent of the respondents neither agree nor agree, 26.60

per cent of the respondents disagree and 5.96 per cent of the respondents strongly disagree

with the statement that ““my dearness allowance (D.A.) neutralizes the increase in cost of

living”.

Table: 7.04


that “My Salary is in Commensurate with the Efforts I Put in on My Job”

Variables No. of the Respondents

Strongly


Strongly

Disagree Total

Edu

cati

on

B.E./ B.Tech.

10

(9.71)

[50]

--

55

(53.40)

[220]

--

13

(12.62)

[39]

--

25

(24.27)

[50]

--

0

(0.00)

[0]

--

103

(100)

[359]

{3.48}

M.C.A./

M.Tech.

30

(26.09)

[150]

--

44

(38.26)

[176]

--

7

(6.09)

[21]

--

34

(29.56)

[68]

--

0

(0.00)

[0]

--

115

(100)

[415]

{3.61}

Gen

der

Male

24

(19.51)

[120]

--

53

(43.09)

[212]

--

14

(11.38)

[42]

--

32

(26.02)

[64]

--

0

(0.00)

[0]

--

123

(100)

[438]

{3.56}

Female

16

(16.84)

[80]

--

46

(48.42)

[184]

--

6

(6.31)

[18]

--

27

(28.42)

[54]

--

0

(0.00)

[0]

--

95

(100)

[336]

{3.54}

Des

ign

atio

n

Trainee/

Software

Engineer

7

(17.07)

[35]

--

29

(70.73)

[116]

--

4

(9.76)

[12]

--

1

(2.44)

[2]

--

0

(0.00)

[0]

--

41

(100)

[165]

{4.02}

System

Analyst

26

(20.80)

[130]

--

42

(33.60)

[168]

--

16

(12.80)

[48]

--

41

(32.80)

[164]

--

0

(0.00)

[0]

--

125

(100)

[510]

{4.08}

Project

Leader/

Manager

7

(13.46)

[35]

--

28

(53.85)

[112]

--

0

(0.00)

[0]

--

17

(32.69)

[34]

--

0

(0.00)

[0]

--

52

(100)

[181]

{3.48}

Total

40

(18.35)

[200]

--

99

(45.41)

[396]

--

20

(9.17)

[60]

--

59

(27.06)

[118]

--

0

(0.00)

[0]

--

218

(100)

[774]

{3.55}





Table 7.04 educational qualification-, gender-, and designation-wise analysis of the responses to

the statement that “my salary is in commensurate with the efforts I put in on my job.”

Education-wise analysis shows 63.11 per cent of the B.E./ B.Tech. qualified respondents and

64.35 per cent of the M.C.A./M.Tech. qualified respondents either strongly or simply agree with the

statement, 24.27 per cent of the B.E./ B.Tech. qualified respondents and 29.56 per cent of the

M.C.A./M.Tech. qualified respondents disagree with the statement, and the remaining 12.62 per cent of

the B.E./ B.Tech. qualified and 6.09 per cent of the M.C.A./M.Tech. qualified respondents are neutral.

Weighted average scores of the responses show a high level of respondents’ agreement with the

statement. However M.C.A./M.Tech. qualified respondents agree more with the statement than the

B.E./ B.Tech. qualified respondents.

Gender-wise analysis shows 62.60 per cent of the male respondents and 65.26 per cent of the

female respondents either strongly or simply agree with the statement, 26.02 per cent of the male

respondents and 28.42 per cent of the female respondents disagree with the statement, and the

remaining 11.38 per cent of the male and 6.31 per cent of the female respondents are neutral.

Weighted average scores of the responses show a high level of male and female respondents’


Designation-wise analysis shows that more than 87 per cent of the trainees/software engineers,

54.40 per cent of the system analysts, and 67.31 per cent of the project leaders/managers either

strongly or simply agree with the statement; a meager 2.44 per cent of the trainees/software engineers,

32.80 per cent of the system analysts, and 32.69 per cent of the project leaders/managers disagree with

the statement; and the remaining 9.76 per cent of the trainee/software engineers and 12.80 per cent of

the system analysts are neutral. Weighted average score of the responses of the trainee/software

engineers and system analysts show a very high level of agreement with the statement whereas

responses of the project leaders/managers show a high level of agreement.


respondents simply agree, 9.17 per cent of the respondents are neutral and 27.06 per cent of the

respondents disagree with the statement that “my salary is in commensurate with the efforts I put in on

my job.”

Table: 7.05


that “There is an Improvement Factor in My Salary whenever it is Revised”

Variables


Strongly


Strongly

Disagree Total

Edu

cati

on

B.E./ B.Tech.

35

(33.98)

[175]

--

36

(34.95)

[144]

--

23

(22.33)

[69]

--

9

(8.74)

[18]

--

0

(0.00)

[0]

--

103

(100)

[406]

{3.90}

M.C.A./ M.Tech.

49

(42.61)

[245]

--

45

(39.13)

[180]

--

20

(17.39)

[60]

--

1

(0.87)

[2]

--

0

(0.00)

[0]

--

115

(100)

[487]

{4.23}

Gen

der

Male

50

(40.65)

[250]

--

45

(36.58)

[180]

--

26

(21.14)

[78]

--

2

(1.63)

[4]

--

0

(0.00)

[0]

--

123

(100)

[512]

{4.16}

Female

34

(35.79)

[170]

--

36

(37.89)

[144]

--

17

(17.90)

[51]

--

8

(8.42)

[16]

--

0

(0.00)

[0]

--

95

(100)

[381]

{4.01}

Des

ign

atio

n

Trainee/

Software

Engineer

6

(14.63)

[30]

--

29

(70.73)

[116]

--

5

(12.19)

[15]

--

1

(2.44)

[2]

--

0

(0.00)

[0]

--

41

(100)

[163]

{3.97}

System Analyst

57

(45.60)

[285]

--

25

(20.00)

[100]

--

37

(29.60)

[111]

--

6

(4.80)

[12]

--

0

(0.00)

[0]

--

125

(100)

[508]

{4.06}

Project Leader/

Manager

21

(40.38)

[105]

--

27

(51.92)

[108]

--

1

(1.92)

[3]

--

3

(5.77)

[6]

--

0

(0.00)

[0]

--

52

(100)

[222]

{4.27}

Total

84

(38.53)

[420]

--

81

(37.16)

[324]

--

43

(19.72)

[129]

--

10

(4.59)

[20]

--

0

(0.00)

[0]

--

218

(100)

[893]

{4.10}






responses to the statement that “there is an improvement factor in my salary whenever it is revised.”






Weighted average scores of the responses of B.E./ B.Tech. qualified respondent is 3.90 thus indicating a

high level of agreement with the statement and weighted average score of the responses of

M.C.A./M.Tech. qualified respondents is 4.23 thus indicating a very high level of agreement with the

statement.


female respondents either strongly or simply agree with the statement, a meager 1.63 per cent of the

male respondents and 8.42 per cent of the female respondents disagree with the statement, and the


Weighted average scores of the responses of both male and female respondents show a very high level

of agreement with the statement.





the statement; and the remaining 12.19 per cent of the trainee/software engineers, 29.60 per cent of

the system analysts and 1.92 per cent of the project leaders/managers are neutral. Weighted average

score of the responses of the trainee/software engineers (WAS=3.97) shows a high level of agreement

with the statement, whereas the weighted average scores of the responses of system analysts and

project leaders/managers (4.06 and 4.27) show a very high level of agreement with the statement.


respondents simply agree, 19.72 per cent of the respondents are neutral and only 4.59 per cent of the

respondents disagree with the statement that “there is an improvement factor in my salary whenever it

is revised.” Weighted average score of the responses of all the respondents shows a very high level of

agreement with the statement (WAS=4.10).

Table: 7.06


that “My Job Gives Economic Security by Way of Regular Employment and Regular Income”

Variables


Strongly Agree Agree Neutral Disagree Strongly

Disagree Total

Edu

cati

on

B.E./ B.Tech.

14

(13.59)

[70]

--

24

(23.30)

[96]

--

35

(33.98)

[105]

--

30

(29.13)

[60]

--

0

(0.00)

[0]

--

103

(100)

[331]

{3.21}

M.C.A./

M.Tech.

44

(38.26)

[220]

--

45

(39.13)

[180]

--

10

(8.69)

[30]

--

16

(13.91)

[32]

--

0

(0.00)

[0]

--

115

(100)

[462]

{4.02}

Gen

der

Male

25

(20.32)

[125]

--

42

(34.15)

[168]

--

23

(18.70)

[69]

--

33

(26.83)

[66]

--

0

(0.00)

[0]

--

123

(100)

[428]

{3.48}

Female

33

(34.74)

[165]

--

27

(28.42)

[108]

--

22

(23.16)

[66]

--

13

(13.68)

[26]

--

0

(0.00)

[0]

--

95

(100)

[365]

{3.84}

D

esig

nat

ion

Trainee/

Software

Engineer

4

(9.76)

[20]

--

27

(65.85)

[108]

--

6

(14.63)

[18]

--

4

(9.76)

[8]

--

0

(0.00)

[0]

--

41

(100)

[154]

{3.76}

System Analyst

40

(32.00)

[200]

--

13

(10.40)

[52]

--

31

(24.80)

[93]

--

41

(32.80)

[82]

--

0

(0.00)

[0]

--

125

(100)

[427]

{3.42}

Project

Leader/

Manager

14

(26.92)

[70]

--

29

(55.77)

[116]

--

8

(15.38)

[24]

--

1

(1.92)

[2]

--

0

(0.00)

[0]

--

52

(100)

[212]

{4.08}

Total

58

(26.60)

[290]

--

69

(31.65)

[276]

--

45

(20.64)

[135]

--

46

(21.10)

[92]

--

0

(0.00)

[0]

--

218

(100)

[793]

{3.64}






responses to the statement that “my job gives economic security by way of regular employment and

regular income”









statement.





Weighted average scores of the responses of both male and female respondents show a high level of

agreement with the statement (3.48 and 3.84 respectively).





the statement; and the remaining 14.63 per cent of the trainee/software engineers, 24.80 per cent of

the system analysts and 15.38 per cent of the project leaders/managers are neutral. Weighted average

score of the responses of the trainee/software engineers (WAS=3.72) and system analysts (WAS=3.42)

show a high level of agreement with the statement, whereas the weighted average score of the

responses of the project leaders/managers (WAS=4.08) shows a very high level of agreement with the

statement.



respondents disagree with the statement that “My job gives economic security by way of regular

employment and regular income.” Weighted average score of the responses of all the respondents

shows a high level of agreement with the statement (WAS=3.64).

Table: 7.07


that “My Job Provides Sufficient Incentives, Leave Facilities and Benefits”

Variables


Strongly


Strongly

Disagree Total

Edu

cati

on

B.E./ B.Tech.

34

(33.00)

[170]

--

54

(52.43)

[216]

--

8

(7.77)

[24]

--

7

(6.80)

[14]

--

0

(0.00)

[0]

--

103

(100)

[424]

{4.12}

M.C.A./

M.Tech.

34

(29.56)

[170]

--

56

(48.69)

[224]

--

2

(1.74)

[6]

--

23

(20)

[46]

--

0

(0.00)

[0]

--

115

(100)

[446]

{3.88}

Gen

der

Male

33

(26.83)

[165]

--

67

(54.47)

[268]

--

3

(2.44)

[9]

--

20

(16.26)

[40]

--

0

(0.00)

[0]

--

123

(100)

[482]

{3.92}

Female

35

(36.84)

[175]

--

43

(45.26)

[172]

--

7

(7.37)

[21]

--

10

(10.53)

[20]

--

0

(0.00)

[0]

--

95

(100)

[388]

{4.08}

Des

ign

atio

n

Trainee/

Software

Engineer

9

(21.95)

[45]

--

25

(60.97)

[100]

--

1

(2.44)

[3]

--

6

(14.63)

[12]

--

0

(0.00)

[0]

--

41

(100)

[160]

{3.90}

System

Analyst

53

(42.40)

[265]

--

61

(48.80)

[244]

--

7

(5.60)

[21]

--

4

(3.20)

[8]

--

0

(0.00)

[0]

--

125

(100)

[538]

{4.30}

Project

Leader/

Manager

6

(11.54)

[30]

--

24

(46.15)

[96]

--

2

(3.85)

[6]

--

20

(38.46)

[40]

--

0

(0.00)

[0]

--

52

(100)

[172]

{3.31}

Total

68

(31.19)

[340]

--

110

(50.46)

[440]

--

10

(4.59)

[30]

--

30

(13.76)

[60]

--

0

(0.00)

[0]

--

218

(100)

[870]

{3.99}






responses to the statement that “my job provides sufficient incentives, leave facilities and benefits”






Weighted average scores of the responses of B.E./ B.Tech. qualified respondents is 4.13 thus indicating a

very high level of agreement with the statement and weighted average score of the responses of

M.C.A./M.Tech. qualified respondents is 3.88 thus indicating a high level of agreement with the

statement.




remaining 2.44 per cent of the male and 7.37 per cent of the female respondents are neutral. Weighted

average scores of the responses of male respondents (WAS=3.92) shows a high level of agreement with

the statement and weighted average score of the responses of the female respondents (WAS=4.08)

shows a very high level of agreement with the statement.

Designation-wise analysis shows that about 83 per cent of the trainees/software engineers,


strongly or simply agree with the statement; a meager 14.63 per cent of the trainees/software

engineers, 3.20 per cent of the system analysts, and 38.46 per cent of the project leaders/managers

disagree with the statement; and the remaining 2.44 per cent of the trainee/software engineers, 5.60

per cent of the system analysts and 3.85 per cent of the project leaders/managers are neutral. Weighted

average score of the responses of the trainee/software engineers (WAS=3.90) and project

leaders/managers (WAS=3.31) show a high level of agreement with the statement, whereas the

weighted average score of the responses of the system analysts (WAS=4.30) shows a very high level of




respondents disagree with the statement “my job provides sufficient incentives, leave facilities and

benefits.” Weighted average score of the responses of all the respondents shows a high level of


Table: 7.08


that “On the Whole Satisfied with the Reward Functions in the Company”

Variables


Strongly


Strongly

Disagree Total

Edu

cati

on

B.E./ B.Tech.

27

(26.21)

[135]

--

41

(39.80)

[164]

--

4

(3.88)

[12]

--

31

(30.10)

[62]

--

0

(0.00)

[0]

--

103

(100)

[373]

{3.62}

M.C.A./

M.Tech.

46

(40)

[230]

--

42

(36.52)

[168]

--

13

(11.30)

[39]

--

14

(12.17)

[28]

--

0

(0.00)

[0]

--

115

(100)

[465]

{4.04}

G

end

er

Male

39

(31.71)

[195]

--

49

(39.84)

[196]

--

6

(4.88)

[18]

--

29

(23.58)

[58]

--

0

(0.00)

[0]

--

123

(100)

[467]

{3.80}

Female

34

(35.79)

[170]

--

34

(35.79)

[136]

--

11

(11.58)

[33]

--

16

(16.84)

[32]

--

0

(0.00)

[0]

--

95

(100)

[371]

{3.90}

Des

ign

atio

n

Trainee/

Software

Engineer

8

(19.51)

[40]

--

23

(56.09)

[92]

--

7

(17.07)

[21]

--

3

(7.32)

[6]

--

0

(0.00)

[0]

--

41

(100)

[159]

{3.88}

System

Analyst

55

(44.00)

[275]

--

32

(25.60)

[128]

--

2

(1.60)

[6]

--

36

(28.80)

[72]

--

0

(0.00)

[0]

--

125

(100)

[481]

{3.85}

Project

Leader/

Manager

10

(19.23)

[50]

--

28

(53.85)

[112]

--

8

(15.38)

[24]

--

6

(11.54)

[12]

--

0

(0.00)

[0]

--

52

(100)

[198]

{3.81}

Total

73

(33.49)

[365]

--

83

(38.07)

[332]

--

17

(7.80)

[51]

--

45

(20.64)

[90]

--

0

(0.00)

[0]

--

218

(100)

[838]

{3.84}






responses to the statement that “on the whole satisfied with the reward functions in the company”









statement.





Weighted average scores of the responses of both male (WAS=3.80) female respondents (WAS=3.90)

show a high level of agreement with the statement.

Designation-wise analysis shows that about 75.60 per cent of the trainees/software engineers,




the statement; and the remaining 17.07 per cent of the trainee/software engineers, 1.60 per cent of the

system analysts and 15.38 per cent of the project leaders/managers are neutral. Weighted average

score of the responses of the trainee/software engineers (WAS=3.88), system analysts (WAS=3.85) and

project leaders/managers (WAS=3.81) show a high level of agreement with the statement.



respondents disagree with the statement “on the whole satisfied with the reward functions in the

company.” Weighted average score of the responses of all the respondents shows a high level of


Table: 7.09


that “I am Satisfied with the Welfare Measures Provided by the Company”

Variables


Strongly


Strongly

Disagree Total

Edu

cati

on

B.E./ B.Tech.

19

(18.45)

[95]

--

66

(64.08)

[264]

--

7

(6.80)

[21]

--

11

(10.68)

[22]

--

0

(0.00)

[0]

--

103

(100)

[402]

{3.90}

M.C.A./

M.Tech.

38

(33.04)

[190]

--

60

(52.17)

[240]

--

10

(8.69)

[30]

--

7

(6.08)

[14]

--

0

(0.00)

[0]

--

115

(100)

[474]

{4.12}

Gen

der

Male

28

(22.76)

[140]

--

80

(65.04)

[320]

--

7

(5.69)

[21]

--

8

(6.50)

[16]

--

0

(0.00)

[0]

--

123

(100)

[497]

{4.04}

Female

29

(30.53)

[145]

--

46

(48.42)

[184]

--

10

(10.53)

[30]

--

10

(10.53)

[20]

--

0

(0.00)

[0]

--

95

(100)

[379]

{3.99}

Des

ign

atio

n

Trainee/

Software

Engineer

13

(31.71)

[65]

--

23

(56.10)

[92]

--

2

(4.88)

[6]

--

3

(7.32)

[6]

--

0

(0.00)

[0]

--

41

(100)

[169]

{4.12}

System

Analyst

30

(24.00)

[150]

--

81

(64.80)

[324]

--

7

(5.60)

[21]

--

7

(5.60)

[14]

--

0

(0.00)

[0]

--

125

(100)

[509]

{4.07}

Project

Leader/

Manager

14

(26.92)

[70]

--

22

(42.31)

[88]

--

8

(15.38)

[24]

--

8

(15.38)

[16]

--

0

(0.00)

[0]

--

52

(100)

[198]

{3.81}

Total

57

(26.15)

[285]

--

126

(57.80)

[504]

--

17

(7.80)

[51]

--

18

(8.26)

[36]

--

0

(0.00)

[0]

--

218

(100)

[876]

{4.02}






responses to the statement that “satisfied with the welfare measures provided by the company.”









statement.





Weighted average scores of the responses of male respondents is 4.04 thus indicating a very high level

agreement with the statement and that of female respondents is 3.99 thus indicating a high level of


Designation-wise analysis shows that 87.81 per cent of the trainees/software engineers, 88.80

per cent of the system analysts, and 69.23 per cent of the project leaders/managers either strongly or

simply agree with the statement; a meager 7.32 per cent of the trainees/software engineers, 5.60 per

cent of the system analysts, and 15.38 per cent of the project leaders/managers disagree with the

statement; and the remaining 4.88 per cent of the trainees/software engineers, 5.60 per cent of the


score of the responses of the trainee/software engineers (WAS=4.12), system analysts (WAS=4.07) show

a very high level of agreement with the statement, whereas weighted average score of the responses of

the project leaders/managers is 3.81 shows a high level of agreement with the statement.



respondents disagree with the statement “I am satisfied with the welfare measures provided by the

company.” Weighted average score of the responses of all the respondents shows a very high level of


Table: 7.10


that “I am Satisfied with Allowances Provided by the Company”

Variables


Strongly


Strongly

Disagree Total

Ed

uca

tio

n

B.E./ B.Tech.

35

(33.98)

[175]

--

46

(44.66)

[184]

--

12

(11.65)

[36]

--

10

(9.71)

[20]

--

0

(0.00)

[0]

--

103

(100)

[415]

{4.03}

M.C.A./

M.Tech.

48

(41.74)

[240]

--

47

(40.87)

[188]

--

16

(13.91)

[48]

--

4

(9.76)

[8]

--

0

(0.00)

[0]

--

115

(100)

[484]

{4.21}

Gen

der

Male

52

(42.28)

[260]

--

43

(34.96)

[172]

--

18

(14.63)

[54]

--

10

(8.13)

[20]

--

0

(0.00)

[0]

--

123

(100)

[506]

{4.11}

Female

31

(32.63)

[155]

--

50

(52.63)

[200]

--

10

(10.53)

[30]

--

4

(4.21)

[8]

--

0

(0.00)

[0]

--

95

(100)

[393]

{4.14}

Des

ign

atio

n

Trainee/

Software

Engineer

13

(31.71)

[65]

--

17

(41.46)

[68]

--

7

(17.07)

[21]

--

4

(9.76)

[8]

--

0

(0.00)

[0]

--

41

(100)

[162]

{3.95}

System

Analyst

58

(46.40)

[290]

--

51

(40.80)

[204]

--

12

(9.60)

[36]

--

4

(3.20)

[8]

--

0

(0.00)

[0]

--

125

(100)

[538]

{4.30}

Project

Leader/

Manager

12

(23.08)

[60]

--

25

(48.08)

[100]

--

9

(17.31)

[27]

--

6

(11.54)

[12]

--

0

(0.00)

[0]

--

52

(100)

[199]

{3.83}

Total

83

(38.07)

[415]

--

93

(42.66)

[372]

--

28

(12.84)

[84]

--

14

(6.42)

[28]

--

0

(0.00)

[0]

--

218

(100)

[899]

{4.12}






responses to the statement that “I am satisfied with allowances provided by the company”






Weighted average scores of the responses of B.E./ B.Tech. qualified (WAS=4.03) M.C.A./M.Tech.

qualified respondents (WAS=4.21) indicate a very high level of agreement with the statement.





Weighted average scores of the responses of male (WAS=4.11) and that of female respondents

(WAS=4.14) indicate a very high level of agreement with the statement.







score of the responses of the system analysts (WAS=4.30) show a very high level of agreement with the

statement, whereas weighted average scores of the responses of the trainees/software engineers

(WAS=3.95) and project leaders/managers (WAS=3.81) show a high level of agreement with the

statement.



respondents disagree with the statement “I am satisfied with allowances provided by the company”

Weighted average score of the responses of all the respondents shows a very high level of agreement

with the statement (WAS=4.12).

Table: 7.11


that “I am Satisfied with the Increments Provided by the Company”

Variables


Strongly


Strongly

Disagree Total

Edu

cati

on

B.E./ B.Tech.

18

(17.47)

[90]

--

28

(27.18)

[112]

--

23

(22.33)

[69]

--

34

(33.01)

[68]

--

0

(0.00)

[0]

--

103

(100)

[339]

{3.29}

M.C.A./

M.Tech.

32

(27.83)

[160]

--

29

(25.22)

[116]

--

19

(16.52)

[57]

--

35

(30.43)

[70]

--

0

(0.00)

[0]

--

115

(100)

[403]

{3.50}

Gen

der

Male

27

(21.95)

[135]

--

29

(23.58)

[116]

--

21

(17.07)

[63]

--

46

(37.40)

[92]

--

0

(0.00)

[0]

--

123

(100)

[406]

{3.30}

Female

23

(24.21)

[115]

--

28

(29.47)

[112]

--

21

(22.10)

[63]

--

23

(24.21)

[46]

--

0

(0.00)

[0]

--

95

(100)

[336]

{3.54}

Des

ign

atio

n

Trainee/

Software

Engineer

7

(17.07)

[35]

--

18

(43.90)

[72]

--

14

(34.15)

[42]

--

2

(4.88)

[4]

--

0

(0.00)

[0]

--

41

(100)

[153]

{3.73}

System Analyst

32

(25.60)

[160]

--

16

(12.80)

[64]

--

23

(18.40)

[69]

--

54

(43.20)

[108]

--

0

(0.00)

[0]

--

125

(100)

[401]

{3.21}

Project

Leader/

Manager

11

(21.15)

[55]

--

23

(44.23)

[92]

--

5

(9.61)

[15]

--

13

(25)

[26]

--

0

(0.00)

[0]

--

52

(100)

[188]

{3.61}

Total

50

(22.93)

[250]

--

57

(26.15)

[228]

--

42

(19.27)

[126]

--

69

(31.65)

[138]

--

0

(0.00)

[0]

--

218

(100)

[742]

{3.40}






responses to the statement that “I am satisfied with the increments provided by the company”.






Weighted average scores of the responses of B.E./ B.Tech. qualified (WAS=3.29) M.C.A./M.Tech.

qualified respondents (WAS=3.50) indicate a high level of agreement with the statement.





Weighted average scores of the responses of male (WAS=3.30) and that of female respondents

(WAS=3.54) indicate a high level of agreement with the statement.






system analysts and 9.61 per cent of the project leaders/managers are neutral. Weighted average score

of the responses of the trainees/software engineers (WAS=3.73), system analysts (WAS=3.21) and

project leaders/managers (WAS=3.61) show a high level of agreement with the statement.



respondents disagree with the statement “I am satisfied with the increments provided by the company.”

Weighted average score of the responses of all the respondents shows a high level of agreement with

the statement (WAS=3.40).

Table: 7.12


that “I am Satisfied with the Periodical Review of Salaries and Other Benefits”

Variables


Strongly


Strongly

Disagree Total

Edu

cati

on

B.E./ B.Tech.

45

(43.69)

[225]

--

43

(41.75)

[172]

--

6

(5.82)

[18]

--

9

(8.74)

[18]

--

0

(0.00)

[0]

--

103

(100)

[433]

{4.20}

M.C.A./

M.Tech.

39

(33.91)

[195]

--

38

(33.04)

[152]

--

12

(10.43)

[36]

--

25

(21.74)

[50]

--

0

(0.00)

[0]

--

115

(100)

[434]

{3.77}

Gen

der

Male

46

(37.40)

[230]

--

45

(36.58)

[180]

--

10

(8.13)

[30]

--

22

(17.89)

[44]

--

0

(0.00)

[0]

--

123

(100)

[484]

{3.93}

Female

38

(40.00)

[190]

--

36

(37.89)

[144]

--

8

(8.42)

[24]

--

12

(12.63)

[24]

--

1

(1.05)

[1]

--

95

(100)

[383]

{4.03}

Des

ign

atio

n

Trainee/

Software

Engineer

9

(21.95)

[45]

--

10

(24.39)

[40]

--

13

(31.71)

[39]

--

9

(21.95)

[18]

--

0

(0.00)

[0]

--

41

(100)

[142]

{3.46}

System Analyst

70

(56.00)

[350]

--

50

(40.00)

[200]

--

2

(1.60)

[6]

--

2

(1.60)

[4]

--

1

(0.8)

[1]

--

125

(100)

[561)

{4.49}

Project

Leader/

Manager

5

(9.61)

[25]

--

21

(40.38)

[84]

--

3

(5.77)

[9]

--

23

(44.23)

[46]

--

0

(0.00)

[0]

--

52

(100)

[164]

{3.15}

Total

84

(38.53)

[420]

--

81

(37.15)

[324]

--

18

(8.26)

[54]

--

34

(15.60)

[68]

--

1

(0.46)

[1]

--

218

(100)

[867]

{3.98}






responses to the statement that “I am satisfied with the periodical review of salaries and other benefits”






Weighted average scores of the responses of B.E./ B.Tech. qualified respondents is 4.20 indicates a very

high level of agreement with the statement. Weighted average score of the responses of

M.C.A./M.Tech. qualified respondents is 3.77 indicates a high level of agreement with the statement.




remaining 8.13 per cent of the male and 8.42 per cent of the female respondents are neutral. Weighted

average scores of the responses of male respondents is 3.93 indicates a high level of agreement with the

statement. Weighted average scores of the responses of female respondents is 4.03 indicates a very

high level of agreement with the statement.



simply agree with the statement; 21.95 per cent of the trainees/software engineers, 1.60 per cent of the

system analysts, and 44.23 per cent of the project leaders/managers disagree with the statement; and

the remaining 31.71 per cent of the trainees/software engineers, 1.60 per cent of the system analysts

and 5.77 per cent of the project leaders/managers are neutral. Weighted average score of the responses

of the trainees/software engineers (WAS=3.46) and project leaders/managers (WAS=3.15) indicate a

high level of agreement with the statement, Weighted average score of the responses of system

analysts is 4.49 indicates a very high level of agreement with the statement.


respondents simply agree, 8.26 per cent of the respondents are neutral, 15.60 per cent of the

respondents disagree and 0.46 per cent of the respondents strongly disagree with the statement “I am

satisfied with the periodical review of salaries and other benefits.” Weighted average score of the

responses of all the respondents shows a high level of agreement with the statement (WAS=3.98).

Table: 7.13

Level of Satisfaction with various Facilities, Benefits and Incentives etc.

S.No. Statement HS S UD D HD Total

1 Satisfied with Medical Insurance 135

(61.92)

[675]

---

38

(17.43)

[152]

---

35

(16.06)

[105]

---

6

(2.75)

[12]

---

4

(1.83)

[4]

---

218

(100)

[948]

{4.35}

2 Satisfied with Bonus 126

(57.80)

[630]

---

44

(20.18)

[176]

---

28

(12.84)

[84]

---

20

(9.17)

[40]

---

0

(0.00)

[0]

--

218

(100)

[930]

{4.27}

3 Satisfied with Transport Facilities. 78

(35.78)

[390]

---

123

(56.42)

[492]

---

14

(6.42)

[42]

---

3

(1.38)

[6]

---

0

(0.00)

[0]

--

218

(100)

[930]

{4.27}

4 Satisfied with Cultural Activities 71

(32.57)

[355]

---

130

(59.63)

[520]

---

10

(4.59)

[30]

---

7

(3.21)

[14]

---

0

(0.00)

[0]

--

218

(100)

[919]

{4.22}

5 Satisfied with First Aid Centre 66

(30.27)

[330]

---

128

(58.71)

[512]

---

16

(7.34)

[48]

---

8

(3.67)

[16]

---

0

(0.00)

[0]

--

218

(100)

[906]

{4.16}

6 Satisfied with Canteens 76

(34.86)

[380]

---

115

(52.75)

[460]

---

15

(6.89)

[45]

---

8

(3.67)

[16]

---

4

(1.83)

[4]

---

218

(100)

[905]

{4.15}

7 Satisfied with Accident Insurance 83

(38.07)

[415]

---

94

(43.12)

[376]

---

14

(6.42)

[42]

---

23

(10.55)

[46]

---

4

(1.83)

[4]

---

218

(100)

[883]

{4.05}

8 Satisfied with Encashment of Leave 51

(23.39)

[255]

---

119

(54.59)

[476]

---

40

(18.35)

[120]

---

8

(3.67)

[16]

---

0

(0.00)

[0]

--

218

(100)

[867]

{3.98}

9 Satisfied with Pay for Holidays 44

(20.18)

[220]

---

122

(55.96)

[488]

---

38

(17.43)

[114]

---

13

(5.96)

[26]

---

1

(0.46)

[1]

---

218

(100)

[849]

{3.89}

10 Satisfied with Life Insurance 53

(24.31)

[265]

---

116

(53.21)

[464]

---

26

(11.93)

[78]

---

19

(8.71)

[38]

---

4

(1.83)

[4]

---

218

(100)

[849]

{3.89}

11 Satisfied with Pay for Sick Leaves 76

(34.86)

[380]

---

60

(27.52)

[240]

---

57

(26.15)

[171]

---

23

(10.55)

[46]

---

2

(0.92)

[2]

---

218

(100)

[839]

{3.85}

12 Satisfied with Tuition Fee Refunds

for Educational Courses

57

(26.15)

[285]

---

74

(33.94)

[296]

---

64

(29.36)

[192]

---

19

(8.71)

[38]

---

4

(1.83)

[4]

---

218

(100)

[815]

{3.74}

13 Satisfied with Lunch Allowance 68

(31.19)

[340]

---

71

(32.57)

[284]

---

37

(16.97)

[111]

---

38

(17.43)

[76]

---

4

(1.83)

[4]

---

218

(100)

[815]

{3.74}

14 Satisfied with Vacations with Pay 30

(13.76)

[150]

---

100

(45.87)

[400]

---

78

(35.78)

[234]

---

10

(4.59)

[20]

---

0

(0.00)

[0]

--

218

(100)

[804]

{3.69}

15 Satisfied with Leave Travel

Concessions

37

(16.97)

[185]

---

88

(40.37)

[352]

---

68

(31.19)

[204]

---

20

(9.17)

[40]

---

5

(2.29)

[5]

---

218

(100)

[786]

{3.61}

16 Satisfied with Pay for Rest Periods 36

(16.51)

180

---

88

(40.37)

352

---

55

(25.23)

165

---

39

(17.89)

78

---

0

(0.00)

[0]

--

218

(100)

[775]

{3.56}

17 Satisfied with Counseling 51

(23.39)

[255]

---

59

(27.06)

[236]

---

63

(28.89)

[189]

---

41

(18.81)

[82]

---

4

(1.83)

[4]

---

218

(100)

[766]

{3.51}

18 Satisfied with Stock Options 41

(18.81)

[205]

---

57

(26.15)

[228]

---

92

(42.20)

[276]

---

27

(12.39)

[54]

---

1

(0.46)

[1]

---

218

(100)

[764]

{3.50}

19 Satisfied with Conveyance

Allowance

31

(14.22)

[155]

---

92

(42.20)

[368]

---

51

(23.39)

[153]

---

44

(20.18)

[88]

---

0

(0.00)

[0]

--

218

(100)

[764]

{3.50}

20 Satisfied with Night Shift Allowance 49

(22.48)

[245]

---

47

(21.56)

[188]

---

81

(37.16)

[243]

---

41

(18.81)

[82]

---

0

(0.00)

[0]

--

218

(100)

[758]

{3.48}

21 Satisfied with Maternity Benefits 23

(10.55)

[115]

---

15

(6.89)

[60]

---

178

(81.65)

[534]

---

2

(0.92)

[4]

---

0

(0.00)

[0]

--

218

(100)

[713]

{3.27}

22 Satisfied with Pension Plan 38

(17.43)

[190]

---

67

(30.73)

[268]

---

24

(11.01)

[72]

---

85

(38.99)

[170]

---

4

(1.83)

[4]

---

218

(100)

[704]

{3.23}

23 Satisfied with Study Permission 34

(15.59)

[170]

---

47

(21.56)

[188]

---

53

(24.31)

[159]

---

83

(38.07)

[166]

---

1

(0.46)

[1]

---

218

(100)

[684]

{3.14}

24 Satisfied with Baby Crèche 1

(0.46)

[5]

---

8

(3.67)

[32]

---

196

(89.91)

[588]

---

12

(5.50)

[24]

---

1

(0.46)

[1]

---

218

(100)

[650]

{2.98}

25 Satisfied with Discounts on Purchase 29

(13.30)

[145]

---

29

(13.30)

[116]

---

67

(30.73)

[201]

---

89

(40.82)

[178]

---

4

(1.83)

[4]

---

218

(100)

[644]

{2.95}


Note: 1. FS stands for Fully Satisfied; S stands for Satisfied; UD stands for Undecided; D stands for

Dissatisfied; HD stands for Highly Dissatisfied

2. Figures in the parentheses are the percentages on row totals.



Table 7.15 show the level of satisfaction with various facilities, benefits and Incentives etc. in

descending order.

Respondents are very highly satisfied with medical insurance (WAS=4.35), bonus (WAS=4.27),

transport facilities (WAS=4.27), cultural activities (WAS=4.22), first aid centre (WAS=4.16), canteens

(WAS=4.15), and accident insurance (WAS=4.05).

Respondents are highly satisfied with encashment of leave (WAS=3.98), pay for holidays

(WAS=3.89), life insurance (WAS=3.89), pay for sick leaves (WAS=3.85), tuition fee refunds for

educational courses (WAS=3.74), lunch allowance (WAS=3.74), vacations with pay (WAS=3.69), leave

travel concessions (WAS=3.61), pay for rest periods (WAS=3.56), counseling (WAS=3.51), stock options

(WAS=3.50), conveyance allowance (WAS=3.50), night shift allowance (WAS=3.48), maternity benefits

(WAS=3.74), pension plan (WAS=3.23), and study permission (WAS=3.14).

Respondents are less satisfied with baby crèche (WAS=2.98), and discounts on purchase

(WAS=2.95).

7.08 Conclusions

The agreement level of the respondents with the following statements is very high.

a) My salary is sufficient to meet the needs of my family (WAS=4.40),

b) I am satisfied with allowances provided by the company (WAS=4.12),

c) There is an improvement factor in my salary whenever it is revised (4.10),

d) I am satisfied with the welfare measures provided by the company (WAS=4.02)

The agreement level of the respondents with the following statements is high.

a) My job provides sufficient incentives, leave facilities and benefits (WAS=3.99)

b) I am satisfied with the periodical review of salaries and other benefits (WAS=3.98)

c) On the whole satisfied with the reward functions in the company (WAS=3.84)

d) My salary level is comparable with the salary levels of the similar jobs (WAS=3.72)

e) My job gives economic security by way of regular employment and regular income (WAS=3.64)

f) My salary is in commensurate with the efforts i put in on my job (WAS=3.55)

g) I am satisfied with the increments provided by the company (WAS=3.40)

h) My dearness allowance (D.A.) neutralizes the increase in cost of living (WAS=3.18)

From this it can concluded that respondents are either satisfied or very much satisfied with various

practices relating to reward management in the company. Hence it can be said that the existing HR

practices relating to reward management are either good or acceptable to the management so they can

be continued.

References

1. Michael Armstrong, Helen Murlis, Reward management, Remuneration Strategy and Practice,

Crest publishing house, New Delhi, Volume 9.

2. G.Kalaiselvi, “Performance Evaluation and Reward Systems”, HRD Times, April 2008.

3. http://www.expresscomputeronline.com/2006220/technologylife01.shtml

http://www.expresscomputeronline.com/2006220/technologylife01.shtml

Documents

REWARD MANAGEMENT - Information and Library …shodhganga.inflibnet.ac.in/bitstream/10603/5025/11/11...3. lbid p.316 4. Mirza S.Saiyadain, Human Resources Management, Tata McGraw-Hill