PROJECT REPORT

On

Motivation Level of Employees

A Major project report submitted in partial fulfillment of the requirement for the degree of

MASTER OF BUSINESS ADMINISTRATION

(2019)

SUBMITTEDTO: SUBMITTEDBY
Asst. PROF. JAHANGEER SANDEEP KAUR
ROLL NO:363

MBA 6TH SEM

CORDIA COLLEGE, SANGHOL

 CERTIFICATE FROM THE GUIDE

This is certify that the summer project report ''Motivation Level of Employee'' submitted by
Sandeep Kaur conducted a confide piece of work under my guidance. No part of this has been
submitted for any other degree of university. It may be considered for evaluation in partial
fulfillment of the requirement for the award of degree of Master of business administration.

Name of Guide Signature of Guide

1
 DECLARATION

I Sandeep Kaur certify that the work embodied in this project report is my own bonafide work
carried out by me under the supervision of Asst. Prof .JAHANGEER AHMAD from date January
2019 to May 2019 at CORDIA INSTITUTE OF BUSINESS MANAGEMENT,
SANGHOL(PUNJABI UNIVERSITY PATIALA). The Matter embodied in this project report
has not been submitted for award of any other degree/diploma.

I declare that I have faithfully acknowledged, given credit to and referred to the research work
wherever their works have been cited in the text and the body of the project report. I further
certify that I have not willfully lifted up some other’s work, para, Text, data, results, etc. reported
in the journals, books, magazines, reports, dissertations, theses, etc., or available at web-site and
included them in this project report and cited as my own work. I also declare that I have adhered
to all principles of academic honesty and integrity and have not misrepresented or fabricated or
falsified any idea/data/fact/source in my submission.

SANDEEP KAUR
ROLL NO - 363
CLASS - MBA
 ACKNOWLEDGEMENT

I, SANDEEP KAUR would like to acknowledge the contribution of the following groups and
individuals to the development of my project.I express my sincere gratitude to Asst. Prof
.Jahangeer Ahmad opportunity to work on this project.

I feel highly obliged and indebted to my guide Asst.Prof -JAHANGEERof management

department, also to all the faculty members for not only providing the moral and organization
support but also inspiring encouragement during the course of the work.
Last but not least wish to avail myself of this opportunity, express a sense of gratitude and love to
my friends and beloved parents’ for their manual support, strength, help, and foreverything .
 PREFACE

Master of Business Administration is a stepping stone to the Management Career. It has great
pleasure in presenting this research project which is essential in partial Fulfillment of MBA
programmer. Research Report is an integral part of curriculum and its purpose is to provide the
Student with the practical exposure of the today’s changing scenario. It helps in the development
of practical skills and analytical thinking process about the investment methods of different
people in the present environment. It provides with basic skills required to perform the survey
and statistical tool needed to analyses the data. Thus it helps in molding the students according to
the requirement of actual world. Simple language has been used throughout the report. Report is
illustrated with figures, charts and diagrams as and when required.
 CONTENTS

SR. NO. CHAPTER PAGE NO.

1. INTRODUCTION OF COMPANY 5-12

2. INTRODUCTION OF 13-16
EMPLOYEES MOTIVITION

3. REVIEW OF LITERATURE 16-18

4. RESEARCH METHODOLOGY 19-20

5. OBJECTIVES OF THE STUDY 21-24

6. DATA ANALYSIS AND INTERPRETATION 25-40

7. CONCLUSION AND SUGGESTIONS 41-43

8. LIMITATION OF THE STUDY 44-45

9. BIBLIOGRAPHY 45-46

10. ANNEXURE 50-53

 CHAPTER-1

INTRODUCTION OFCOMPANY
 Institution Profile

Cordia Institute of Business Management, Sanghol is a center of excellence in higher education to

tackle the ever changing contemporary times of intense competition and innovations. It connects
modern higher education with India’s glorious and enlightened past by providing opportunities to
youth to excel in life through education, empowerment and entrepreneurship.

The chairman of the institute are Lord Diljit Rana, MBE Baron of Malone Member House of Lord
Rana Foundation Charitable trust, UK and Smt. Jawala Devi Trust India.

Inspired by His Excellency late president of India Dr. APJ Abdul Kalama’s PURA vision
(Providing Urban Amenities in Rural Areas). It is committed to all round educational growth along
with personality development of rural youth. The Panchmukhi ancient ideology combined with the
modern scientific education curriculum is central of development of moral, practical, aesthetic, and
intellectual acumen among youth.
Education has always been the pillars of strength of culture, civilization and an emancipated
society. Only such a society provides equal opportunities to all its citizens, men and women, to
grow, prosper and explore their dreams in the vast world. Cordia Institute of Business Management
is a unique place serving youth by imparting specialized knowledge to enable them become global
leaders by realizing their fullest potentials

Vision

The CORDIA INSTITUTE OF BUSINESS MANAGEMENT, SANGHOL, a synonym of

excellence in education, affiliated with UGC NAAC ‘A’ Grade accredited Punjabi University,
Patiala, (India) and its professional courses and programmes approved by AICTE and NCTE,
New Delhi is committed to the all round educational growth and personality development of
rural youth, with special emphasis on girl child and those coming from disadvantaged and
under-privileged sections of society. Its underlying ideology for excellence is
panchmukhishiksha, evolved during the ancient Indus Valley Civilization through
experimentation to create balance among the five necessary dimensions of education-
physical, practical, aesthetic, moral and intellectual, and, the modern scientific education.

Its integrated campus combines the modern scientific knowledge with the ancient knowledge
base and wisdom, through its dedicated and conscientious faculty to achieve higher and higher
in teaching-learning, explorations and research to build a knowledge base by linking it with
the intellectual and cultural heritage of Indian society.
 Mission

The Cordia Institutes Of Business Management, located in the Lord Rana Edu-City, Sanghol,
an internationally known place of considerable archaeological and historical significance, is
engaged in a continuous and concerted endeavor to go higher and higher in pursuit of
excellence in inter-disciplinary and multi-disciplinary teaching and learning process. To build
into an internationally reputed academic leader, in consonance with the spirit and ideals of
India’s Constitution and international concerns to usher in a multicultural world by according
equal opportunity to all for mutual respect, bilateral relationship and understanding,
friendship, and cooperation. Sanghol, itself having been a meeting place of diverse cultures,
people, economic activities and trade, is engaged in evolving innovative teaching and learning
pedagogies, and, research in issues of regional, national and international significance, to
achieve the ultimate goal of global peace, an atmosphere that meets the growing aspirations of
youth and human society.
 CHAPTER- 2

INTRODUCTION

OF

EMPLOYEES MOTIVATION

14
 INTRODUCTION

1.1 Introduction

The efficiency of a person depends on two factors, firstly, the level of ability to do a certain
work, secondly, the willingness to do the work. So for as the first factor is concerned it can be
acquired by education and training, but the second factor can be created by motivation. A
person may have several needs and desires. It is only strongly felt needs which motives
become. Thus motives are a product of needs and desires motives are many and keep on
changing with time motives are invisible and directed towards certain goals.Motivation
means that process which creates on inspiration in a person to motivation is derived from the
word ‘motive’ which means the latest power in a person which impels him to do awork.

Motivation is the process of steering a person’s inner drives and actions towards certain goals
and committing his energies to achieve these goals. It involve a chain reaction starting with
felt needs, resulting in motives which give rise to tension which census action towards goals.
It is the process of stimulating people to strive willingly towards the achievement of
organizational goals motivation may be defined as the work a manager performs an order to
Induce Subordinates to act on the desired manner by satisfying their needs and desires. Thus
motivations is concerned with how behaviour gets started, is energized, sustained and
directed.

Definition of Motivation :

1st Definition of Motivation: According to Michael J. Jacius; Motivation is the act of

stimulating someone or oneself to get a desired course of action or to push the right button to
get a desired reaction.

2nd Definition of Motivation: According to Dalton E. Mcfarland, "The concept of

motivation is mainly psychological. It related to those forces are many and keep on changing
with time motives are invisible and directed towards certain goals.
Techniques of Motivation

The main techniques of motivation are as under:

 Positive and negativemotivation.

 Financial and Non-financialmotivation.
 Individual and groupmotivation.
 Extrinsic and Intrinsicmotivatio

Positive and negative Financial and Non-

motivation. financial motivation

Techniques
ofMotivation

Individual and group Extrinsic andIntrinsic

motivation. motivation.
Importance of Motivation

Motivation is one of the most crucial factors that determine the efficiency and effectiveness
of an organization with its help a desire is born in the minds of the employees to achieve
successfully the objective of the enterprise. All organizational facilities will remain useless
people are motivated to utilize these facilities in a productive manner. Motivation is an
integral part of management process. An enterprise may have the best of material, machines
and other means of production but all these resources are meaningless so long as they are not
utilized by properly motivated people. There was a time when the human resource of
production was treated like other non-human resources and was not given any special
importance. But this old concept has lost all importance in this competitive age classifying
the importance of motivation RenisLikert has called it. "The core of Management". The
importance of motivation becomes clear from followingfacts:

1. High Level ofPerformance.

2. Low Employee Turnover andAbsenteeism.
3. Easy Acceptance of organizationalchanges.
4. Good humanrelations.
5. Good image oforganization.
6. Increase inMorale.
7. Proper use of Human ResourcePossible.
8. Helpful in AchievingGoals.
9. Builds Good relations amongemployees.
10. EasierSelection.
11. FacilitiesChange.
Problem of Motivation

Motivation is the outcome of a certain relation between the superiors and the sub-ordinates
for this the superiors or the managers make special effort different from the daily control or
functions. It is not necessary that the efforts made by the managers will be unanimously
acceptable. It can also be opposed in this way there are many hurdles in implementing a
motivational system. They arefollows:

1. A CostlyEfforts
2. Trouble MakingEmployees.
3. Motivation is an internalfeeling.
4. Opposition tochanges.
 CHAPTER-3

REVIEW OF LITERATURE
 REVIEW OF LITERATURE

In a complex and dynamic environment, leader of the organization used to create the
environment in which employee feel trusted and are empowered to take decisions in the
organization which leads to enhance motivation level of employee and ultimately
organizational performance are enhanced.

Smith and Rupp (2003) stated that performance is a role of individual motivation;
organizational strategy, and structure and resistance to change, is an empirical role relating
motivation in the organization. Likewise, Luthans and Stajkovic (1999) concluded that
advancement 472 Glob Bus Perspect (2013) 1:471–487 123 of human resources through
rewards, monetary incentives, and organizational behavior modification has generated a large
volume of debate in the human resource and sales performance field.

Orpen (1997) studied that better the relationship between mentors and mentees in the formal
mentoring program, the more mentees are motivated to work hard and committed to their
organization. Likewise, Malina and Selto (2001) conducted a case study in one corporate
setting by using balance score card (BSC) method and found out that organizational outcomes
would be greater if employees are provided with positive motivation. The establishment of
operations-based targets will help the provision of strategic feedback by allowing the
evaluation of actual performance against the operations-based targets. Goaldirectedbehavior
and strategic feedback are expected to enhance organizational performance (Chenhall 2005).
Kunz and Pfaff (2002) stated no substantive reason to fear an undermining effect of extrinsic
rewards on intrinsicmotivation.

Decoene and Bruggeman (2006)in their study developed and illustrated a model of the
relationship between strategic alignment, motivation and organizational performance in a
BSC context and find that effective strategic alignment empowers and motivates working
executives. Leaders motivate people to follow a participative design of work in which they
are responsible and get it together, which make them responsible for theirperformance.

Aguinis et al. (2013)stated that monetary rewards can be a very powerful determinant of
employee motivation and achievement which, in turn, can advance to important returns in
terms of firmlevel performance. Garg and Rastogi (2006) identified the key issues of job
design research and practice to motivate employees’ performance and concluded that a
dynamic managerial learning framework is required to enhance employees’ performance to
meet global challenges.
Vuori and Okkonen (2012)stated that motivation helps to share knowledge through an intra-
organizational social media platform which can help the organization to reach its goals and
objectives. Den and Verburg (2004) found the impact of high performing work systems, also
called human resource practices, on perceptual measures of firm performance.

Ashmos and Duchon (2000)recognized that employees have both a mind and a spirit and
seek to find meaning and purpose in their work, and an aspiration to be part of a community,
hence making their jobs worthwhile and motivating them to do at a high level with a view to
personal and social development.

Shields (2007)defined motivation as ‘The wellspring of task behaviour or effort, and it refers
to the strength of a person’s willingness to perform allotted work tasks’. In today’s
workplace, motivation drives companies to achieve key competitive advantages, increase
productivity, market share and overall increase profits. There have been many theories
developed by researchers surrounding the area of motivation. Krietner (1995) researched and
illustrated motivation with a psychological viewpoint, according to him functions and
direction comes from motivation, which affects behaviour. Motivation has a key role to play
in every organisation as it can be used as a pointer that shows the level at which employees
and indeed the organisation itself is performing. All managers are faced with challenging
factors in the workplace such as a lack of staff morale or commitment, low levels of
productivity and quality outputs from employees and indeed high levels of staff turnover,
these managers want as Herzberg (cited in Gunnigle, Heraty&Morely, 2011, p.133) said ‘The
surest and least circumlocuted way of getting someone to dosomething’.
 CHAPTER-4

OBJECTIVE OF STUDY
 OBJECTIVE OF STUDY

 To know the motivation level of the employees of theorganization.

 To know the comfort level between the Employees andsuperiors.
 To know about motivation techniques utilized to stimulate employeegrowth.
 CHAPTER-5

RESEARCH METHODOLOGY
RESEARCH METHODOLOGY

Sampling design

Keeping in view the strength of employees of CORDIA INSTITUTE OF BUSINESS

MANAGEMENT, SANGHOL and disciplines taught, we decided take a sample 30
employees from CORDIA INSTITUTE OF BUSINESS MANAGEMENT, SANGHOL For
the selection of employees we resorted to convenience sampling. The respondents were
interviewed with the help of a well-structured questionnaire and will be interviewed
personally to gather the required information.

Scope of Study :

The study was limited to CORDIA INSTITUTE OF BUSINESS MANAGEMENT,Sanghol.

Data Collection

‘The gathering of data may range from a simple observation at one location to a grandiose
survey of multinational corporations’ (Blumberg, Cooper & Schindler, 2008, p. 74). How is
data defined though? One author, cited in (Blumberg et al, 2008, p.74) defines data as ‘The
facts presented to the researcher from the study’s environment. Characterised by their
abstractness, verifiability, elusiveness and closeness to the phenomenon’ (Leedy, 1981, p.67-
70).

The data collected for this project report can be separated into two groups, these being;
Primary data and secondary data.

 Primary Data -Questionnaire.

 Secondary Data - Files, Record Books, Company Manuals, Websites andBooks.

Primary data refer to information obtained first-hand by the researcher on the variables
ofinterestforspecificpurposeofthestudy’(Sekaran&Bougie,2009,p.180).Theprimary data
available to researchers may vary depending on whether the research is carried out in a
qualitative, quantitative or mixed method of research. Examples of primary data available to use
in research include - Observations - Unstructured Interviews - Structured Interviews -
Questionnaires
 1. Secondary Data

Secondary data reface to the use of information already collected and published or unpublished.
The sources are books, journals, reports etc.

Secondary data will be collected from the company’s H.R department. The sources of collection
secondary data are:.

Questionnaires
As this research is quantitatively based, the main primary source of data comes from
Questionnaires. Questionnaires are a primary data collection method in which a sample of
people are questioned about what they think or their actions with regard certain variables. ‘A
15 questionnaire is a standard set of predetermined questions presented to people in the same
order.

Research Design :

This research is of descriptive. In descriptive research we have sufficient data on the concept and
research material. Because many researchers have been done the same concept. Therefore,
there is nothing new this concept while I am going to study. I have used questionnaire method
for collecting the data. I have formed same questionnaire for workers & staff members.

Methodology

 Sample Size :30

 Instrument Used :Questionnaire.
 Sample Technique : ConvinceSampling.

Data Analysis tools

1. Percentage Growth RatPercentage growth rate over the base year was calculated to
analyse the trends on year- to- year basis. This has been worked out as:

�� − �� × 100
= ��
Where:
�� = Value of the given parameter in the current year.

�� = Value of the given parameter in the base year.

CHAPTER – 6

DATA ANALYSIS

&

INTERPRETATION
 Analysis of Employees Motivation

1. Respondent's Classification According to theAge

Age Group No. of Percentage

Respondents

Below 30 12 40
30-40 10 33.3
40-50 5 16.6
50-60 3 10
Total 30 100

45
40
40
35
30
33.3

25
20
15

16.6
10
10
5
0

Below 30 30-40 40-50 50-60

Percentage

Description: Table shows that most of the respondents are in the age group below 30 and
33.3% of the respondents are in the age group of 30-40 and 16.6% of the respondents are in
the age group of 40-50 and 16.6% of the respondents are in the age group of 50-60
respectively.
2. Respondent's Classification According to theQualification

Qualification No. of Percentage

Respondents

Graduate 8 26.7

Post 18 60
Graduate

Any Tech. 4 13.3

Percentage
70

60
60
50

40

30
26.7
20
10 13.3

0
Graduate Post Graduate Any Tech.

Description: Table shows that out of 30 respondents, most of them are post-graduate, 13.3%
respondents are graduate and 26.67% are any tech.
3. Respondent's Classification According to the sex

Sex No. of Percentage

Respondents

Male 12 40

Female 18 60

Percentage
70

60

50 6
0
40

30
4
20 0

10

0
Male Female

Description : Table shows that 40% respondents are male and 60% are female.
4.Respondent's Classification According to theexperience

Experience No. of Percentage

Respondents

0-5 Years 0 0
5-10 Years 2 6.7
10-15 Years 2 6.7
15-20 Years 7 23.2
20-25 Years 8 26.7
25-30 Years 8 26.7
30-35 Years 0 0
35-40 Years 3 10.0
Total 30 100

Percentage
30

25 26.7 26.7
23.2
20

15

10
10
5 6.7 6.7
0 0
0
0-5 Years 5-10Years10-1515-2020-2525-3030-3535-40
YearsYearsYearsYearsYearsYears

Description : Table shows equal no. of respondents are having the experience of 20-25 and
25-30 years respectively and 7 respondents are having the experience of 15-20 years and
equal no. of respondents are having the experience of 5-10 and 10-15 years.
5.Respondent's Classification According to the MaritalStatus

Marital No. of Percentage

Status Respondents

Married 13 43.3

Unmarried 17 56.6

Percentage 56.6
60

50
43.3
40

30

20

10

Married Unmarried

Description: Table shows that 43.33% of the respondents are married and 56.66% of the
respondents are unmarried.
6. Are You Motivated By TheOfficers?

No. of Percentage
Respondents
Yes 25 83.33

No 5 16.66

Percentage
90
80
83.33
70
60
50
40
30
20
10

16.66

0
Yes No

Description: Table 6 shows that 83.33% respondents view that they are motivated by the
officers.
7. What Type of Feeling You Have by Working inCordia institute of business
management?

No. of Percentage
Respondents

Higly Satisfied 04 13.33%

Satisfied 18 60%
Neutral 3 10%
Dissatisfied 3 10%
Highly Dissatisfied 2 6.66%

Percentage
70.00%

60.00%

50.00%

40.00%
60%
30.00%
20.00%

10.00% 13.33% 10% 10% 6.66%

0.00%
HiglySatisfiedSatisfied NeutralDissatisfiedHighly
Dissatisfied
 Description : Table 7 shows that 83.33% of the respondents are of the opinion that they are
satisfied with the organization.

8. Do You Get The Opportunity To Express Your View In TheCompany?

No. of Percentage
Respondents

Yes 23 76.66

No 7 23.33

Percentage
 90

80

70

60

50

40

30

76.66
20
23.33

10

0
Yes No

Description : Table 8 shows that 76.66% respondents are of the opinion that they gets the
opportunity to express their views.
9.Are You Satisfied With Your InstituteManagement

No. of Percentage
Respondents

Completely 21 70

Partially 9 30

Percentage
80

70

60

50
70
40

30

20

Completely Partially
10 30
0

Description: Table 9 shows that 70% respondents are completely satisfied about company
management and 30% of respondents are partially satisfied with the company
 9. Are You Satisfied With The Working Conditions In Cordia institute of business
management?

No. of Percentage
Respondents

Completely 27 90

Partially 3 10

Percentage
100

90
90
80

70

60

50

40

30
10
20
Completely Partially
10

Description : Table 10 shows that 90% respondents opinion that they are completely
satisfied with the working conditions and 10% of the opinion that they are partially satisfied
with workingconditions.
11.Do you consider Cordia institute of business management is the best place ofwork?

No. of Percentage
Respondents

Yes 28 93.33

No 2 6.67

Percentage
100
90
80 93.33
70
60
50
40
30
20

10
6.67
0
YesNo

Description:Above table shows that 28 respondents opinion that they are completely
satisfied with the place of Cordia institute of business management and 2 of the opinion that
they are not satisfied with place of work of Cordia institute of business management.
12. How are the relation with Employees and management?

No. of Percentage
Respondents

Fine 20 66.67

Average 10 33.33

Bad 0 0

Percentage
80

70

60

50
66.6
40
7

30

20

10 Fine Average Bad

33.3
0 3

0
Description : Table 12 shows that 66.67% respondents have nice relation with each other and
33.33% of employees have Average relation with each other.
 13. What is your view the practices & Policies of management?

No. of Percentage
Respondents
Fair 20 66.67
Unfair 10 33.33

Cannot 0 0
Say

80

70

60

50
66.6
40 7
30

20

10

0
33.3
3
Fair Unfair Cannot Say

Description : Table 13 shows that 66.67% respondents say there is fair policies and practices
of management and 33.33% of employees say unfair policies
14.How's the relation between workers andmanagement?

No. of Percentage
Respondents
90
Co- 25 83.33
operative
80 83.33

Un-
70 5 16.67
cooperative
60

50

40

30

20 16.67

10

0 Co-operative Un-cooperative

Description:- According to above table 83.3% respondents have co-operative relation

between employees and management and 16.67% respondents have un-cooperative relation
between employees and management .
CHAPTER-7

CONCLUSION

AND

SUGGESTION
 CONCLUSION

 On the basis of the data analysis and interpretations the research come to know that
following points:
 Respondents get opportunity to express theirviews.
 70% of the respondents are completely satisfied while 30% of the respondents are
partiallysatisfied.
 Majority of the respondents are completely satisfied with the
workingconditions.
 70% of the respondents are satisfied with the wages and salary administration of the
organization.
 40% of the respondents are completely satisfied with the
medicalfacilities.
 There is a cooperative relationship between workers
andmanagement.
 Motivation is abstract quality, for which measurement become to difficult task
because of the non-availability of standardized test forit.
 Attitude of workers towards supervisor and co-workers is also
extremelyfavorable.
 Attitude of workers towards organization is extremelyfavorable
 SUGGESSTION

After finding out the Survey Report on Employees Motivation, the

conclusions the following suggestions can be made:

 Working conditions should beimproved.

 Wages and salary administration should be made appropriate for their purpose wages
should be revisedannually.
 More financial benefits should begiven.
 Welfare services for the benefits of workers need to be improved. Partially medical
facilities needs a significantimprovement.
 Promotion system should be communicated among theworkers.
 Today, as there is a atmosphere of worker participation in the decisions regarding
organization worker should have given opportunity to express their views in the
company.
 The human motivation is changeable and not stable it should be
considered inmind.
 Money incentives should be givenmore.
 Management policies and practices should be communicated so that workers could
understand themeasily.
 CHAPTER-8

LIMITATIONS OF THE STUDY

 LIMITATIONS

Limitations of the research are as follows :

Motivation Abstract :Motivation is abstract and it is very difficult to measure motivation

because it can only be felt. As it cannot be touched there is no standardized data on
motivation.

Lack of Education Among the workers :Most of the workers are not educated as a result
they become suspicious of the filling of these questionnaire.

Difficulty in Filling :A large number of the respondents needed help in filling these
questionnaire.

Lack of Seriousness :Some of the workers did not attach the required seriousness to the
investigator.
 CHAPTER-9

BIBLIOGRAPHY
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Questionnaire of Employees MotivationSurvey

Name:

Respondent's Classification According to the Age

Age Group

Below 30 (

) 30-40 ()
40-50 ()

50-60 ()

Respondent's Classification According to the Sex

Sex: Male() Female ()

Respondent's Classification According to the qualification

Experience: In theorganization( Years)

Respondent's Classification According to the Martial Status

MaritalStatus: Married () Unmarried ( )

1. Are you motivated by the officers?

(i)Yes (ii) No

2. What type of feeling you have by working in theCordia Institute of Business

Management?

(i) Satisfactory (ii)Unsatisfactory

3. Do you get the opportunity to express your view in thecompany?

(i) Yes ( ) (ii) No ( )

 4. Are you satisfied with your company’s management?

(i) Completely ( ) (ii) Partially ( ) (iii) Moderate ( )

5. Are you satisfied with the working conditions in Cordia Institute of Business Management?
(i)Completely ( ) (ii) Partially ( ) (iii) Moderate ( )

6. Are you the member of any recognize union?

(i) Yes ( ) (ii) No ( )

Specify the Name________________

7. How are the relation with Employee and Management?

(i) Fine ( ) (ii) Average ( ) (iii) Bad

8. How’s the relation between worker and management?

(i) Cooperative ( ) (ii) Uncooperative ( )

9. What is your view the practices &Politics of management?

(i) Fair ( ) (ii) unfair ( ) (iii0 Cannot say

10. Do you consider Cordia Institute Of Business Management is the best place of work?

(i) Yes ( ) (ii) No ( )

11.Do you consider Cordia institute of business management is the best place ofwork?

(i) Yes ( ) (ii) No ( )

12. How are the relation with Employees and management?

(i) Fine ( ) (ii) Average ( ) (iii) Bad ( )

13.How are the relation with Employees and management?

(i) Fair ( )

(ii) Unfair ( )

(iii) Cannot say ( )

13. How's the relation between workers andmanagement?

(i) Cooperative ( )

(ii) Uncooperative ( )