Beruflich Dokumente
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CERTIFICATE
(CERTIFICATE)
DECLARATION
I,ROSINA THOMAS, hereby declare that the Project Report entitled A STUDY ON
Santhigiri College
Vazhithala
Date
ROSINA THOMAS
Acknowledgement
I extend my deep felt gratitude to our respected, Fr. PAUL
PAREKATTIL Principal of SANTHIGIRI COLLEGE OF COMPUTER
SCIENCE, VAZHITHALA for the encouragement given to carry out this
project.
I wish to convey my special thanks to MR. JOMON CHACKO, HOD
of commerce department for her valuable suggestion and guidance
throughout the project.
I am highly indebted to my academic guide Miss. AMBILI. V, for the
encouragement and guidance shown to complete this project efficiently.
I am also thankful to all faculty members of department of management
studies for their timely help and encouragement.
I wish to express sincere my whole hearted thanks and gratitude to my
respect guide Mrs.Lekha for her able guidance and critical appraisal
and suggestion in completion of this project work.
I am grateful to my parents and my friends who have always been an
inspiration and motivation for me in the endeavor.
ROSINA THOMAS
Contents
Chapter No
Title
LIST OF TABLES
LIST OF FIGURES
Chapter 1
Chapter 2
Chapter 3
Chapter 4
INTRODUCTION
REVIE OF LITERATURE
ANALYSIS AND
INTERPRETATIONS
SUMMAR OF FINDINGS
Page
No
LIST OF TABLES
Table No.
Titles
Page No
3.1
3.2
on work satisfaction.
Distribution of the respondents based
on satisfaction of the organization
3.3
benefit.
Distribution of the respondents based
3.4
on daily work.
Distribution of the respondents based
3.5
3.6
on motivational factors.
Distribution of the respondents based
3.7
3.8
on department stands.
Distribution of the respondents based
3.9
3.10
motivational
aspect
of
the
3.11
supervisor.
Distribution of the respondents based
3.12
on working condition.
Distribution of the respondents based
3.13
on improvement of workplace.
Distribution of the respondents based
3.14
on polices of company.
Distribution of the respondents based
3.15
3.16
LIST OF FIGURES
Table No.
Titles
3.1
Page No
3.2
3.3
benefit.
Distribution of the respondents based
3.4
on daily work.
Distribution of the respondents based
3.5
3.6
on motivational factors.
Distribution of the respondents based
3.7
3.8
on department stands.
Distribution of the respondents based
3.9
3.10
motivational
aspect
of
the
3.11
supervisor.
Distribution of the respondents based
3.12
on working condition.
Distribution of the respondents based
3.13
on improvement of workplace.
Distribution of the respondents based
3.14
on polices of company.
Distribution of the respondents based
3.15
3.16
CHAPTER 1
1.1
1.2
1.3
1.4
1.5
1.6
1.7
INTRODUCTION
STATEMENT OF THE PROBLEM
OBJECTIVES OF THE PROBLEM
SIGNIFICANCE OF THE STUDY
METHODOLOGY
CHAPTER SCHEME
LIMITATIONS OF THE STUDY
1.1 INTRODUCTION
Human resources are of paramount importance of the success of
any organization. It is a source of strength and aid. Human resources are
of the wealth of the organization which can help it in achieving its
goals. Human resource management is concerned with the human
beings in an organization. It reflects a new outlook which views
organizations manpower as its resources and asset. Human resources is
the total knowledge, abilities, skill, talents and aptitudes of an
organizations work force.
Human resources is that process of management which develop
and manages the human element of enterprise it is not only the
management of skill but also the attitude and aspiration of people. An
important element of management is the humane approach, which
managing people. These approaches help a manager to view his people
as an important resource. In case of managing people job satisfaction
plays an important role.
The term job satisfaction refers to an employees general
attitude towards his job. In other words, it is a pleasure or positive
1.4
IMPORTANCE OF STUDY
1.5
METHODOLOGY
The study uses the primary data collected from the respondents.
For collecting primary data, 30 respondents were identified through
random sampling. A schedule used to collect the information from the
respondents various statistical tools like, bar diagrams, percentage etc.
are used for analysing data.
1.6 LIMITATIONS
Although the researches try to convenience the respondents
that the studies are only meant for academic purpose .Some
workers were suspicious and non cooperative this has an
impact on the quality of information obtained.
Work is carried on by shift system .The study was confined
only to the workers on day shift.
Many officers were reluctant to answer the questionnaire
because of their busy schedule.
Incorrect and incomplete information from respondent may
affect the studies.
As the duration of the study was very short time factor acts
as one of the important limitation to collect data in detail.
Company profile
Industry profile
Review of Literature
COMPANY PROFILE
Late Mr. Meeran the founder of the Eastern group started his
carrier as a business man in Adimali and he started a trading company in
1969 named as Eastern Trading co. He could establish a good sales
network in Idukki district and the businessman in him felt the need for
spices powders at the time of household were sparingly using such
powders in their dually cooking.
As years passed, he started as an agency business 1978 named
Eastern agencies, at Adimali where its wholesale shop was located. He
had taken products in and outside of the state and worked as an agency
for trading ,the bit shown scope for better prospectus and the present
popular Eastern coffee and curry powder ,a small scale industry was
established in 1983 within a short span of time it could become the
market leader in curry powder .Success of his initial step in the spices
manufacturing , he started an industry in the name of
Eastern
Over and above, many awards for excellence, Eastern got the
prestigious awards for outstanding expert performance by spices board.
Eastern has won so many prestigious awards in the recent years too. The
company has got ISO22000.
EASTERN GROUP VISION
To the preferred suppliers entering o the basic needs of mass market
by providing product
22000
Food
management system
Implementation of good safety hygienic practices.
Safety
Started as a private limited company and was changed into a public ltd
company under the name Eastern Treads Ltd. The company went for a
public issue and shares are listed in Indian stock exchange.
4) Eastern Retreads Pvt. Ltd
Eastern Retreads Pvt. Ltd. set up in 1993 is engaged in re-trading of
tires. Retreads are not only cost effective but they are also dependable,
reliable and safe.
5) Eastern Clothing Company
Eastern clothing company introduced their brand of shirts called the
King Richard in the year 1999.
6) Eastern Newton Public School.
The Eastern group entered the area of education with setting up of the
Eastern Public School at Adimali. It ensures high level education from
kinder garden to primary levels with CBSC syllabus providing all the
residential facilities and highly trained teachers.
INDUSTRY PROFILE
INTRODUCTION ABOUT SPICES
Spices aromatic vegetable product used as a flavoring and
condiment, normally refers to the derivatives from certain herbs like
seeds, Leaves, Barks and roots etc. They are used mainly for enhancing
taste of the food. The name spice is derived from the word species,
which was applied to group of exotic foodstuff in the middle ages. Spice
term was formally applied also to pungent or aromatic food, to
ingredients of incense or perfume and to embalming agents. Modern
usage trends to limit the term to flavoring used in food or drinks,
although many spices have additional commercial uses, e.g., ass
ingredients of medicines, perfume, incense and soap.
The earliest library record in India on spices is the Rig Veda (around
6000 BC).
The story on Indian spices dates back to 7000 years into the pat .In the
modern world, major trade is related to eating and spices provide the
major trust traditionally a country of agriculture. India leads the trade
.Spices can improve the palatability and the appeal of spoiled food.
Piquant flavors stimulate salivation ad promote digestion. Pungent
spices can cause sweating, which may even cause a even sensation in
tropical climates. In India, traditionally, spices formed a part of common
mans daily food.
INDIA AND SPICES
Indian spices made an important role in the history of various
lands, discovered or destroyed kingdoms built or brought down, wars
won or lost, and treaties signed or floated flavors sought or offered
Spices have also a political role in the history. The use of spices from
the East becomes a status symbol by the year 1200 and the European
preoccupation with the world of spice was born. The use of spices in
Food meant money and power, and the desire to acquire these precious
status symbols led to world exploration pan-global communication,
trade alliances and war. Indian spices also fitted into philosophic
concept of improving health, since it was understood that they could
affect the four humors (blood, phlegmatic, choleric and melancholic).
Thus ginger would be used to heat the stomach and improve digestion;
clove was believed to comfort the sinus; mace would prevent colic and
bloody fluxes or diarrhea; nutmeg would benefit the spleen and relieve
any bad cold.
BUSINESS OF SPICES
Within the past one decade the international trade in spices has
grown by leaps and bounds .An estimated 500000 tones of spices and
herbs valued at 1500 million US dollars are now imported globally
every year. An impressive 46% of this supply comes from India. Indias
exports of spice extracts have shown spectacular growth attaining over
50% of the global market within a short span. The Indian export of
spices has crossed the 450 million US dollar mark during 1999-2000
SPICES:
THE
EMERGING
INTERNATIONAL
FAVOURITES
In time with the international food trends more Indian farmers are
tuning to organic spice cultivation with strictly following international
standards. The organic spices are black pepper, white pepper, ginger,
turmeric, clove, nutmeg, mace, vanilla, cardamom, chilly, mustard,
tamarind, cabbage, rosemary, thyme, foregone, marjoram, parsley and
sage.
SHARPER FOCUS ON QUALITY
REVIEW OF LITERATURE
One way to define satisfaction may be to say that it is the end state
of feeling. The word 'end' emphasizes the fact that the feeling is
experienced after a task is accomplished or an activity has taken place
whether it is highly individualistic effort of writing a book or a collective
endeavor of constructing a building. These activities may be minute or
large. But in all cases, they satisfy a certain need. The feeling could be
positive or negative depending upon whether need is satisfied or not &
could be a function of the effort of the individual on one hand & on the
other the situational opportunities available to him.
This can be better understood by taking example of a foreman in an
engineering industry. He has been assigned the task to complete a special
order by a certain, deadline. Person may experience positive job
satisfaction because he has been chosen to complete the task. It gives him
a special status & feeling that he has been trusted and given a special
Task, he likes such kind of rush job and it may get him extra wages. The
same could be the sources of his dissatisfaction if he does not like rush
work, has no need for extra wages. Each one of these variables led to an
end state of feeling, called satisfaction.
Achievement,
Recognition,
Advancement,
Work itself,
Possibility of growth, &
Responsibility.
for
personal
career
development,
are more likely to miss work, other factors have an impact on the
relationship and reduce the correlation coefficient. E.g. Organizations that
provide liberal sick leave benefits are encouraging all their Sales Persons,
including those who are highly satisfied, to take days off. So, outside
factors can act to reduce the correlation.
Job Satisfaction and Turnover:
Satisfaction is also negatively related to turnover, but the correlation is
stronger than what we found for absenteeism. Yet, again, other factors
such as labor market conditions, expectations about alternative job
opportunities, and length of tenure with the organization are important
constraints on the actual decision to leave one's current job.
Evidence indicates that an important moderator of the satisfactionturnover relationship is the Sales Person's level of performance.
Specifically, level of satisfaction is less important in predicting turnover
for superior performers because the organization typically makes
Considerable efforts to keep these people. Just the opposite tends to apply
to poor performers. Few attempts are made by the organization to retain
them. So one could expect, therefore, that job satisfaction is more
important in influencing poor performers to stay than superior
performers.
Job Satisfaction and Adjustment:
It the Sales Person is facing problems in general adjustment, it is
likely to affect his work life. Although it is difficult to define adjustment,
3) Considerate Leadership:
People like to be treated with consideration. Hence considerate
leadership results in higher job satisfaction than inconsiderate leadership.
4) Pay and Promotional Opportunities:
All other things being equal these two variables are positively
related to job satisfaction.
5) Interaction in the work group:
(1) Age:
Most of the evidence on the relation between age and job
satisfaction, holding such factors as occupational level constant, seems to
indicate that there is generally a positive relationship between the two
variables up to the pre-retirement years and then there is a sharp decrease
in satisfaction. An individual aspires for better and more prestigious jobs
in later years of his life. Finding his channels for advancement blocked
his satisfaction declines.
(2) Educational Level:
With occupational level held constant there is a negative
relationship between the educational level and job satisfaction. The
higher the education, the higher the reference group which the individual
looks to for guidance to evaluate his job rewards.
(3) Role Perception:
Different individuals hold different perceptions about their role, i.e.
the kind of activities and behaviours they should engage in to perform
their job successfully. Job satisfaction is determined by this factor also.
The more accurate the role perception of an individual, the greater his
satisfaction.
(4) Sex:
There is as yet no consistent evidence as to whether women are
more satisfied with their jobs than men, holding such factors as job and
occupational level constant. One might predict this to be the case,
considering the generally low occupational aspiration of women.
Some other determines of job satisfaction are as follows:
(i) General Working Conditions.
(ii) Grievance handling procedure.
(iii) Fair evaluation of work done.
Constructiveness
Destructiveness
and
Activity
Active
Exit
Voice
Destructive
Constructive
Neglect
loyalty
Passive
improves their lives off the job. In contrast, the dissatisfied Sales Person
carries that negative attitude home.
Some benefits of job satisfaction accure to every citizen in society.
Satisfied Sales Persons are more likely to be satisfied citizens. These
people will hold a more positive attitude towards life in general and make
for a society of more psychologically healthy people.
So job satisfaction is very important. For management, a satisfied work
force translates into higher productivity due to fewer disruptions caused
by absenteeism or good Sales Persons quitting, as well as into lower
medical and life insurance costs. Additionally, there are benefits for
society in general. Satisfaction on the job carries over to the Sales
Person's off the job hours. So the goal of high job satisfaction for Sales
Persons can be defended in terms of both money and social responsibility.
CHAPTER-3
ANALYSIS AND INTERPRETATION
AGE
TABLE-3.1
Sl.no
Age
No of respondents
percentage
20-30
11
37
30-40
30
40-50
23
Above 50
10
30
100
Total
Age
20 -30; 18%
30-40; 14%
40-50; 11%
Educational Qualification
TABLE-3.2
Sl.NO
Education
qualification
Pre-Degree
Degree
P.G
Above
1
2
3
4
Total
No.of.respondents
Percentage
2
10
18
0
30
6
34
60
0
100
Source: Data
The above table can be graphically represented as follows.
Fig No: 3.2
Educational Qualification
Pre-Degree; 3%
Degree; 15%
Above; 55%
P.G; 27%
Monthly income
Table -3.3
Sl. No
Monthly income
No.of.respondents
Percentage
1
2
3
4
Total
Below 15000
15000-20000
20000-25000
Above 25000
30
0
0
0
30
100
0
0
0
100
Source: Data
The above table can be graphically represented as follows.
Monthly Income
100
Below 15000
0
15000-20000
0
20000-25000
Above 0
25000
The above table shows the monthly income of the employees. 100%
of the employees have 15000 as their monthly income.
Work Satisfaction
Table-3.4
Sl no
Work
No of respondents
Percentage
Highly satisfied
10
Satisfied
25
84
No Satisfied
Total
30
100
Source: Data
The above table can be graphically represented as follows.
Work Satisfaction
No Satisfied; 6%
Satisfied; 84%
From the above table 10% of respondents are Highly Satisfied, 84%
of respondents are satisfied, and remaining 6% of the respondents are not
satisfied with their work.
Sl.NO
Sl. No
11
22
33
4
Total
5
Total
Table-3.5
Daily Work
No.of.respondents
Working Benefit
No. of respondents
Highly
Satisfied
Not at all
4 0
Satisfied
Sometime
2617
Neutral
Very free
0 10
Dissatisfied
303
Highly Dissatisfied
0
30
Percentage
Percentage
13 0
87 57
0 33
10010
0
100
Source: Data
The above table can be graphically represented as follows.
Daily Work
Table-3.6
Source: Data
The above table can be graphically represented as follows.
Sometime; 87%
From the above table 13% of respondents are not at all free to make
decisions and remaining 87% of respondents are some time able to make
decisions and to act on them.
Sl.NO
Satisfied present
salary
No.of.respondents
Percentage
1
2
3
Total
Highly Satisfied
Satisfied
Dissatisfied
0
25
5
30
0%
83%
17%
100
Source: Data
The above table can be graphically represented as follows.
Column1
Satisfied present salary
Satisfied
Dissatisfied
17%
83%
From the above table 83% of respondents are satisfied and remaining
17% of the respondents are dissatisfied with their present salary.
Motivational Factors
Table-3.8
Sl.No
Motivational
No. of respondents
Percentage
Factors
Yes
No
1
2
Total
28
2
30
94%
6%
100
Source: Data
The above table can be graphically represented as follows.
no; 6%
yes; 94%
Table-3.9
Sl.NO
Daily Work
No.of.respondents
Percentage
1
2
3
Total
All time
Sometime
Never
7
20
3
30
23
67
10
100
Source: Data
The above table can be graphically represented as follows.
Never; 10%
All time; 23%
Sometime; 67%
Department Stands.
Table-3.10
Sl.NO
Department
No.of.respondents
Percentage
6
21
3
30
20%
70%
10%
100
Stands.
1
2
3
Total
Highly Satisfied
Satisfied
Dissatisfied
Source: Data
The above table can be graphically represented as follows.
Department stands
Column2
70%
20%
10%
Highly Satisfied
Satisfied
Dissatisfied
From the above table 20% of respondents are highly satisfied, 70%
of the respondents are satisfied, and 10% of respondents are not satisfied
with their department as it now stands.
Stress in the job.
Table-3.11
Sl no
No of respondents
Percentage
Always
13%
Rarely
24
80%
Never
7%
30
100
Total
Source: Data
The above table can be graphically represented as follows.
13%
Always
Rarely
Never
From the above table 13% of respondents feels stress always, 80%
of the respondents are rarely feels stress, and 7% of respondents never
feels any stress in their work.
Sl no
Percentage
colleagues.
1
Very good
17
Good
23
77
Average
Bad
30
100
Total
Source: Data
The above table can be graphically represented as follows.
Average; 6%
Very good; 17%
Good; 77%
From the above table 17% of respondents say very well, 77%
of the respondents say good and remaining 2% 0f respondents
says average about their nature of relationship with colleagues.
Motivational aspect of the supervisor
Table-3.13
Sl no
Motivational
aspect
of
No of respondents
Percentage
the
supervisor
High satisfied
10
satisfied
27
90
Dissatisfied
Total
30
100
Source: Data
The above table can be graphically represented as follows.
Chart Title
Column2
90%
10%
High satisfied
satisfied
Dissatisfied
0%
From the above table 10% of respondents are highly satisfied and
remaining 90% of the respondents are satisfied with the relationship that
have been getting from their supervisor.
Working condition.
Table-3.14
Sl no
Working
condition
No of respondents
Percentage
Very good
10
Good
27
90
Bad
30
100
Total
Source: Data
The above table can be graphically represented as follows.
working condition
100%
90%
80%
70%
60%
Series 3
50%
40%
30%
20%
10%
0%
Very good
Good
Bad
From the above table 10% of respondents says Very good, and
remaining 90% of the respondents feels good with the working condition
That have been getting from their institution.
Improvement of Workplace
Table-3.15
Sl no
Improvement of
No of respondents
Percentage
20
Workplace.
Style of
16
management
Challenging and
14
47
exciting job
flexibility
salary
10
Source: Data
The above table can be graphically represented as follows.
Improvement of workplace
Column2
47%
20%
16%
7%
10%
From the above table 20% of respondents needs improvement in people and work
environment,16% of respondents needs improvement in style of management,47% of
respondents needs improvement in challenging and exciting job,7% of respondents
needs improvement in flexibility, and remaining 3% of respondents needs
improvements in case of salary.
Polices of company.
Table-3.16
Sl no
Polices
company.
of No of respondents
Percentage
1
2
3
4
Total
Strongly agree
Agree
Neutral
Disagree
0
24
6
0
30
0%
80%
20%
0%
100
Source: Data
The above table can be graphically represented as follows.
Neutral; 20%
Agree; 80%
Sl.No
Percentage
in family
1
2
Total
Yes
No
22
8
73%
27%
100
30
Source: Data
The above table can be graphically represented as follows.
No; 27%
Yes; 73%
of No of respondents
Sl.no
company.
1
2
3
4
Total
Strongly agree
Agree
Neutral
Disagree
0
22
6
2
30
Percentage
0
73
20
7
100
Source: Data
The above table can be graphically represented as follows.
20%
7%
Strongly
0%agree
Agree
Neutral
Disagree
Environmental facility.
Sl no
Table-3.19
Environmental
No of respondents
facility.
Percentage
Very good
13
Good
15
50
Satisfactory
20
Poor
17
Very poor
30
100
Total
Source: Data
The above table can be graphically represented as follows.
Environmental facility
60%
50%
40%
Axis Title
30%
20%
10%
0%
Very good
Good
Satisfactory
Axis Title
Poor
Very poor
From the above table 13% of respondents says Very good, 50%
of the respondents says good, 20% of respondents are satisfied, and
remaining 17% of respondents are dissatisfied with their working
environmental facility.
CHAPTER -4
Summary of Findings
4.1
4.2
4.3
4.4
FINDINGS
SUGGESTIONS
CONCLUSION
BIBLIOGRAPHY
Findings
Findings are obtained through analysis and is given below: 84% of the respondents are satisfied with their work in the
company.
57% of the respondents are satisfied with their organizations
benefit.
87% of the respondents are sometimes able to make decision
on the daily work facilities provided by the company.
83% of the respondents are satisfied with their present salary
given in the company.
94% of respondents are in the opinion that, the motivational
factors will increase their confidence.
67% of respondents are parlay satisfied with their freedom to
express their ideas.
70% of respondents are satisfied with their department
stands.
80% of respondents feels stress in their work.
77% of respondents are satisfied with the relationship with
their colleagues.
90% of respondents are satisfied with their relationship with
the supervisor.
90% of respondents feel good with their working conditions
provided by the company.
47% of respondents needs improvement in their challenging
and exciting job.
Suggestions
Maintain the present working condition properly, so that,
production can be increased effectively.
To Increase wages for the qualified persons.
Maintaining a monthly payment system would be more
suitable for the employees.
Give medical facility to all employees and all employees
must be given insurance policy.
Increase training program because trained workers can do
work faster and effectively.
Management must help workers to increase relationship
with co-workers.
Supervisors give suitable suggestions to employees that will
increase mutual relationship among themselves.
Give promotional opportunity on the basis of their
educational qualification, so that their job interest increase.
Give additional benefit when they do their work in over
time.
Conclusion
The study was about job satisfaction among employees of
Eastern Condiment Private Limited, Adimali.
Employees satisfaction is the prime concern of any
company. It is their satisfaction, which will pave the way for better
result of the company. In order to survive in the competitive
world, capturing of international market is necessary, for that the
co-operation of employees is inevitable. Hence in achieving the
objectives more facilities should be provided them.
A sample of some respondents were used to study above
topic through questionnaire and the study reveals the major
satisfaction areas related with working environment salary and
financial motivators like training, safety, health, welfare facilities
and some other areas.
Some employees expressed satisfaction in welfare
activities. Workers are motivated towards working in this
company. The suggestion given at the end of the report is with the
tension to increase the satisfaction level of workers, by which the
performance and productivity of co-workers can be increased.
Bibliography
Principles of Management
Sultan Chant and sons
L.M.PRASAD
Publications
New Delhi-110 002
Human Research Management
Sultan CHANT and sons
Dr.C.B.GUPTHA
Publications
New Delhi-110 002
Personal Management and industrial relations
Sultan Chant and sons
Publications
New Delhi-110 002
Website: www.google.com
www.eastern.com
APPENDIX
QUESTIONAIRE
P.C.TRIPATHI
1.
Name
2.
Age
20-30
30-40
3.
5.
Degree
P.G
Above
Monthly Income:
Below 15000
15000- 20000
20000- 25000
Above 25000
6.
Above 50
Educational qualification:
Pre-Degree
4.
40-50
Satisfied
No Satisfied
Satisfied
Highly Dissatisfied
Neutral
7.
in your daily work, how free are you making decisions and to act
on them?
Not at all
8.
Sometime
9.
Satisfied
Never
Satisfied
Not Satisfied
13.
Sometime
12.
No
Have you get freedom to express your ideas in the work place?
All time
11.
Dissatisfied
10.
Very free
Rarely
Never
colleagues?
Very good
14.
Good
Average
Bad
Are you satisfied with the relationship that has been getting from
your Supervisor?
Highly Satisfied
15.
Satisfied
Dissatisfied
Are you satisfied with the working condition that have been
getting from your institution?
Very good
16.
Good
Bad
Accordingly, what are the things that you think need improvement
in your workplace?
People and work environment
Challenging and exciting job
Style of Management
Flexibility
Salary
Training and
Companys image
of the company?
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
18.
No
-------------------------------------------------------------------------------19.
and skills?
Strongly agree
Agree
Slightly Disagree
20.
No opinion
Strongly Disagree
sanitary
Condition, ventilation and lighting, water facilities)?
Very good
Good
Satisfactory
Very Poor
Thanks
Poor