Employee Morale refers to an attitude of satisfaction with a desire to continue and strive for attaining the objectives of a factory.

Morale is purely emotional. It is an attitude of an employee towards his job, his superior and his organization. It is not static thing, but it changes depending on working conditions, superiors, fellow workers pay and so on. Morale may range from very high to very low. High Morale is evident from the positive feelings of employees such as enthusiasm; desire to obey orders, willingness to co-operate with coworkers. Poor or low Morale becomes obvious from the negative feelings of employees such as dissatisfaction, discouragement or dislike of the job.

In every organization, people are working within a suitable environment of attitudes. Each
employee has attitudes that range over the entire spectrum of human behavior. All managers have a constant concern for the morale of the group, which they lead. However, considerable confusion prevails over the use of the term morale because of variation in defining characteristics of the term. Some researches make distinction between job satisfaction and morale, while others do not make this distinction. Some researches take job satisfaction and morale as individuals concern; some others take job satisfaction as individual phenomenon and morale as group phenomenon. From one point of view, morale may be regarded essentially an individual matter. It is described in terms of the feelings of an employee or manager towards his work; it is thus a matter of work satisfaction.

Guion describes morale from the point of view of an individual worker and defines it as
the degree to which individual needs are satisfied and degree to which the individual needs are satisfied and the degree to which the individual desires satisfaction from his total job situation. When morale is regarded as an individual phenomenon, many investigators organize these feelings what are assumed to be workers needs.In contrast to this individual job satisfaction approach, most researches are impressed with social or group significance of morale. They emphasize social reactions and concentrate on attitudes towards group values rather than towards individual values. They place less emphasis on working conditions and more feelings of cohesiveness, group interest and identification with the mission of the group, and optimism about the success of the whole. Thus, the concepts of job satisfaction and motivation both pertain to the individual and morale to the group. McFarland observes morale is basically a group phenomenon. It is a concept that describes the level of favorable or unfavorable attitudes of the employee collectively to all aspects of their work the job, the company, their tasks working conditions, fellow workers, and superiors and soon. Attitudes express what the individuals think and feel about their jobs. The emphasis is on how employee feel, denoting the strong emotional elements associated with attitudes. The growth of the company depends upon the employee activities. When the employee have the positive character on the company, it will helpful to improving the growth of the organization. So the company should satisfy the needs of the employees, and it win improve the morale of the employee.

DEFINITIONS

It is a Psychological state of a person as expressed in self-confidence, enthusiasm, and/or

loyalty to a cause or organization. Morale flows from the people's conviction about the righteousness or worth of their actions and the hopes of high rewards (material or otherwise) in the future. Morale is the behavior of the employee wanting to belong to the organization and Who are being happy with their organization .It also described as a state of mind , a mood a mental condition, when these things are all positive and upbeat. A more theoretical definition would be positive affective orientation towards membership.

A man cannot allow the heads of a dozen of his best friends to be cut off without feeling a
little excitement, and as, since the accession of Mazarin to power, no heads had been cut off, Monsieur's occupation was gone, and his morale suffered from it. Ten Years Later by Dumas, Alexandre

The move elicited a ripple of applause from those sections of seats reserved for the
common warriors and their women, showing perhaps that U-Dor was none too popular with these, and, too, it had its effect upon the morale of Gahan's pieces. The Chessmen of Mars by Burroughs, Edgar Rice

Having, naturally, an organization in which the morale was strongly predominant,

together with a greater breadth and cultivation of mind than obtained among his companions, he was looked up to with great respect, as a sort of minister among them; and the simple, hearty, sincere style of his exhortations might have edified even better educated persons. Uncle Tom's Cabin by Stowe, Harriet Beecher According to

Yoder

morale is a feeling, somewhat related to esprit decorps,

enthusiasm or zeal. For a group of workers, morale, according to a popular usage of the word, refers to the over-all tone, climate or atmosphere of work, perhaps vaguely sensed by the members. It workers appear to fee; enthusiastic and optimistic about group activites , if they have a sense of mission about their job ,if they are friendly with each other, they are desired as having a good or high morale. If they seem to be dissatisfied, irritated, cranky, critical, restless and pessimistic, they are desired as having poor or low morale.

Morale, also known as esprit de corps when discussing the morale of a group, is an
intangible term used for the capacity of people to maintain belief in an institution or a goal, or even in oneself and others .The second term applies particularly to military personnel and to members of sports teams, but is also applicable in business and in any other organizational context, particularly in times of stress or controversy.

According to Alexander H.Leighton, morale is the capacity of a group of people to pull together persistently and consistently in pursuit of a common purpose.

Business Definition
Someone
hired by an employer under a contract of employment to perform work on a regular basis at the employers behest. An employee works either at the employers premises or at a place otherwise agreed, is paid regularly, or enjoys fringe benefits and employment protection.

An individual who provides labor to a company or another person.High employee morale

not only increases productivity, it also helps to reduce turnover, employee complaints, lawsuits, health claims, and absenteeism and work errors. Low employee morale, on the other hand, often has a negative effect, increasing costs and disrupting the work environment.

The number one cause of conflict and low morale at work is the way people communicate
with each other, and particularly the way managers communicate with their direct reports. Communicate is a program of continuous morale-boosting communication and education for all employees. It delivers behavior-changing messages containing powerful ideas and Techniques that help people think, feel, and perform better at work. Its a program to boost
Since morale is fundamentally the result of good human relations, its promotion is the primary responsibility of the management .

morale, change the culture and create shared knowledge and values at work.

IMPORTANCE
Since morale is fundamentally the result of good human relations, its promotion is the primary responsibility of the management. For, management is genuinely interested in high production and higher productivity of workers to achieve the desired results, it should know the impact of its policies and practices on the attitude of he workers about work and be ready in promoting the good feelings about the work, policies, practices and about the organisation among workers and stimulate them to get the predetermined objectives willingly. Higher productivity is the direct result of the attitude of the workers about work i.e high morale will yield more production and better quality at lower cost and is an index of good feelings about the fellow-workers and the organisation. If workers appear to feel enthusiastic optimistic about the groups activities and mission and friendly to each other, they are described as having good or high morale. If they seem dissatisfied, irritated, cranky. Critical restless and pessimistic, these reactions are described as evidence of poor or low morale,' Therefore, form the view point of the management, the problem of employee morale, is always at the top priority. They consistently and persistently make the efforts for stimulating a feeling of togetherness, a sense of identification with the elements of one['s job, working conditions, fellow workers, supervisors and the company which is conductive to the achievement of the company's goals. It is essentially a responsibility of

the management to maintain high morale. Morale has been recognized but military authorities as one of the most important factors in winning or losing wars. Napoleon rated morale so high to say that more conditions made up 95 per cent of success or failure in a military situation. High morale leads to success and low morale brings defeat in this wake. The place of morale is no less important for an industrial undertaking. The success or failure of he industry must depends upon the morale of its employees. Keith Davis has rightly compared the morale with the woman according to him ...never under-estimate the power of a woman, and the same certainly must be said about morale, never under estimate the power of morale. High morale assists the management to overcome the several labour problems such as labour turnover, absenteeism, indiscipline, grievance etc. ti also helps to seek cooperation of the workers in the running of the organisation and thus getting higher production to minimum possible cost by reducing the wastage of time, man, machines and materials. It is, in other sense, an index of good industrial relations. In modern times the psychological researchers have increased the importance of the morale in the industrial field. They showed remarkable progress in output by improving morale among the industrial workers. The government is also taking interest in this direction and have introduced several labour welfare an social security measures to improve the morale of the industrial workers. The management has also recognized the importance of high morale and realized that low morale has long-range effects which are even more damaging to the organisation.

CHARACTERISTICS
Morale is basically a psychological concept. Morale is intangible therefore it is very difficult to measure the degree of morale

accurately. Morale is contagious in the sense that people learn from each other. Morale is a group phenomenon consisting of a pattern of attitudes is the sum total

of employees' attitudes, feelings and sentiments . Morale in dynamic in nature. lt cannot be developed overnight. Managers have to

make continuous efforts to build and maintain high morale.

INDIVIDUAL MORALE AND GROUP MORALE:Morale may be concerned with an individual.

Individuals morale is related with knowing

ones own expectations and living up to them. If one is clear of his own needs and how to

satisfy them most of the time, his morale is high. Whereas an

individuals morale is a

single persons attitudes toward life, group morale reflects the general esprit de crops of a collective group of personalities. Group morale is every ones concern and it must be practiced continually, for it is never ultimately achieved and is constantly changing.

Group

morale and the morale \of the individual are interrelated but not necessarily

identical. They have an effect on each other. It is conceivable that an individual own personal perception of existing conditions as they relate to himself may be high, and the groups perception of conditions may be low, or vice versa, but more usually the two share common feelings.

Factors Affecting Morale

Employee morale is very complex phenomenon and is influenced by many factors on and the shop floor. For example, the supervisor, the company and the working conditions obtaining in it as well as its policies; the group and inter-personal relations prevailing in that

groups; salary and other benefits; the employees family and home life; his social and community life; the policies and attitudes of the top management of its workers and trade unions all these influence employee morale to certain extent. According to McFarland, the important factors, which have a bearing on morale are:(1) (2) (3) (4) (5) The attitudes of the executives and managers towards their subordinates. Working conditions, including pay, hours of work, and safely rules. Effective Leadership and an intelligent distribution of authority and responsibility in The organization. The design of the organizations structure which facilities the flow of work. The size of the organization.

MORALE BULIDING:
Sound manpower management Human relations approach Management of attitudes Organization design Participation

MORALE IN THE WORK PLACE:

In the workplace, morale is more of an individual ting than something measured by departments. Events play a large in morale, such as heavy layoffs the cancellation of overtime, cancelling benefits programs, and the influence of unions. Other events can also influence workplace morale, such as sick building syndrome, low wages, and employees being mistreated. Workplace events play a large part in changing employee morale, such as heavy Layoffs, the cancellation of overtime, canceling benefits programs, and the influence of unions. Other events can also influence workplace morale, such as sick building syndrome, low wages, and employees being mistreated.

TYPES OF MORALE:
Morale is generally referred to as

High

morale or

Low

morale. According to

McFarland, high morale exists when employee attitudes are favorable to the total

situation of a group and to the attainment of its objectives. Low morale exists when attitudes inhibit the willingness and ability of an organization to attain its objectives. High morale is represented by the use of such terms as team spirit, zest, enthusiasm, loyalty, and dependability ad resistance to frustration. Low morale, on the other hand, is described by such words and phrases as apathy, bickering, jealousy, pessimism, fighting, and disloyalty to the organization, disobedience of the leader, dislike of, or lack of interesting, ones job, and laziness.

Poor morale is like a cancer

It has been a long, long time since I wrote something about morale in the workplace. For one thing, I made the switch from an environment that promoted me to be vocal about the subject, and for another, I am now in a position of crafting that morale for my own team.I have come back to this space not because I have stumbled across the magic silver bullet to workplace morale, but to again go back to where morale was a problem. Whilst I have moved on, the team I left behind appears to continue to feel the wrath of poor morale. Colleague after colleague has either left or been told to leave. Recently under a wave of 50 completely unnecessary redundancies sold under the practice of 'future-proofing'. What I have noted from my conversations is that when poor morale finds a crevice to breed, it festers, grows and consumes all others. It has such a grip that it begins to cross teams, departments... entire infrastructures. Rather than looking for the source of the problem that lies in the few, the many have taken the sacrifice. Those that left of their own accord did so with a sense of abandonment. Those that stuck it out and were not afraid to point out where the problem lay were eventually culled. I fear now for those that remain. Are they happy? More so: are their jobs safe? In my new workplace, I have been given the responsibility of nurturing 10 like-minded individuals in a field I am most passionate about. Whilst the environment is not essentially the best to breed great morale for our chosen profession, I hope I have made good use of the opportunity I have been given to enthuse and keep those I mentor happy and motivated. Feedback from my team suggests that I have done this and their long service hopefully continues to offer confirmation. It is because of this I wonder about my former workplace. During my time holding this responsibility I have of course met with challenges. One such challenge caused such distress to the team that the full effect was only realized once the troublesome individual had left the team. The extent of their effect on the team made it

seem impossible to enthuse anyone about their chosen careers or employer. This single person had such a hold over seemingly few individuals that they were close to destroying not only the team, but the person that was put in place to achieve the exact opposite - me. It would not be too insensitive to compare the similarities of this one person's effect on the team to that of a cancer. The strain was so hard on the team, that it drained all happiness and enthusiasm from those that were closest in contact. Once the cancer had been cut away, life returned and in abundance.

This particular cancer was contained. Contained within a small team. Isolated. The impact whilst harmful, was manageable. Treatment was swift and the recovery was quick.

Morale is Low by:i. ii. iii. iv. v. A too fine division of authority and responsibility. Too many supervisors; An improper selection of personal for new or expanded duties; Too much reliance on organizational charts. Too few real executives.

High or Good Morale is of tremendous importance for a management and its

employees. It generally indicates: i. ii. Willing co-operation for the attainment of organizational objectives; Loyalty to the organization and its leadership;

iii. iv. v. vi. vii.

Good discipline or voluntary with rules, regulations and orders; Strong organization emergency or difficulty: A high degree of employees interest in the job and in the organization; A reasonable display of employee initiative; and Pride in the organization.

Roethlisberger emphasis the importance of high morale when he says: what physical health is to a physical organism, morale is to co-operative system. Contrarily, low or bad morale generates an attitude of apathy, non-involvement and non-co-operation.

Factors influencing morale within the workplace include: Job security. Staff feeling that their employer values contribution. Realistic opportunities for merit-based promotion. The work culture. Team composition. Management style. The perceived status of the work being done by the organization as a whole.

MORAL V\S PRODUCTIVITY

Change morale, improve productivity

By Tomesah Harrison

Managers cannot overlook employee morale when evaluating a team's success or

productivity. Although it is often difficult to measure and takes several data points to gauge its impact, when morale is low, you feel it. Gone are the days when employers can ignore the interests and commitment levels of their employees. A war for talent is overshadowing loyalty and longevity with one company. This war incites employees to shop around for the organization that best caters to their needs. As a result, taking time to understand and connect with employees is critical and expected. Unfortunately, low morale is contagious and can spread like a cancerous cell through a team or organization. The good news is you can treat it. Keeping morale high and employees positive should be at the top of every leader's list. Do not just count on shortlived programs, bonuses, or ice-cream breaks to change morale in your team. Make it an everyday practice. David Lee, a consultant, speaker, and executive coach out of Bar Mills, Maine, offers a quick checklist, called the Top Three, managers can use on a daily basis to make sure they're contributing to high morale: Notice when your people do something well and tell them about it. Listening cultivates respect. Do not just talk at employees; listen to their ideas, concerns, and opinions. Show more appreciation. Appreciation is the biggest motivator for employees. Managers who do not express appreciation sow the seeds of discontent and disengagement

With this in mind, one might ask what are the most effective items to communicate and how. Here is a Succinct List to help Improve your Morale and Productivity.

Strategic Intent: - Strategy dies when it sits on a shelf. Organizations are the
steering wheel for the companys destiny but the employees are the wind in the sail. Take out the air and there is little velocity. It is imperative that employees understand the mission, vision and value to feel pride and ownership. Strategic implementation exists when all are passionate for the cause. When Southwest Airlines was this fledgling little puddle jumper in the 1970s management and employees worked collaboratively to

create a valued and known brand. All worked and still work passionately to deliver uncompromised customer service.

Employee Involvement: - Employees crave the ability to make decisions and

assist in the firms future success. When employees are involved with organizational decisions morale is drastically increased. FedEx and UPS both create environments where employees are empowered to make the necessary decisions that provide overnight service from point A to point B.

Customer Involvement: - Customers are often underutilized. Customers work

directly with the driven and the sloths. Avoid the bromides of customer surveys and speak with your clients to determine your assets. Use customer testimonials to indicate the firms culture. Use testimonials during organizational meetings to inform employees of the great jobs conducted by peers.

Mobile Media: - With computers and mechanization now entering a sixth

generation, the increase of email usage and mobile devices positively affects how organizations can communicate. Cellular phones, instant messaging, email and social tools such as Twitter are a brief list of tactical methods to remain in contact with employees. The increase of information suggests there is little excuse not to communicate.Zappos is an innovative company that increasingly uses Twitter to provide imperative corporate information to its employees. In addition, U.S. President Barack Obama uses email, Facebook and Twitter to remain with pollsters and the American public

MEASUREMENT OF MORALE
Morale is basically a psychological concept. As such the measurement of morale is a very difficult task to measure it directly. However the following methods are more commonly used to study employee morale.

Observation Method: Under this method evaluator observes the employees on

work and records their behavior, altitude, sentiments and feelings, which have developed in them. The changes in the attitude and behavior of the employee are the indicators of high and low morale.

Attitude Surveys: In order to overcome the limitation of the above method

attitude survey method is being largely employed in modern days. This method includes conducting surveys through questionnaires and interviews. This relates what the workers are looking in and what step should be taken to improve their approach towards work.

Company Records and Reports: The records and reports relating to

Labour turnover, rate of absenteeism, the number of goods rejected, strikes and such other things, which are indicators of the level of morale.

Counseling: Under this method employees are advised to develop better mental
health. So that they can imbide self-confidence, understanding and self-control. This method is used to find out the causes of dissatisfaction and then to advice the employees by way of remedial measures. The above methods of the measurement of the employees present only the tendencies or the attitude of the employee morale. The statistical measurement of morale is not possible because it relates to the inner feelings human beings. We can say that morale is increasing or decreasing, but can not measured how much it increased or in creased.

Improve SELF Morale

Low morale is what most managers dont want to hear when esprit among their employees is being discussed. Organization whose morale is considered low usually lacks Also, the turnover of their achievement, motivation and a sense of real purpose.

employees is usually high. Through reversing these trends will take time, you can be assured for success if you act on the following:1. Become a morale missionary:

Morale is a group phenomenon but an individual matter. We speak of high morale in a group meaning that most of the people in the group have a good sense of esprit group morale, however, depends on the morale of each individual in the group. This is best achieved through the personal missionary work of the manager. Inspirational talks and group initiatives such as projects, services and clubs can help; but unless the manager is there working with individual employees, group morale is not likely to improve. 2. Identify issues-not the outcome: Morale is the outcome. Issues are the things contributing to that outcome. Employees may attribute the cause of low morale to the turn-around time on decisionmaking, the constants changing of priorities without consultation the lack of training, inflexible procedures, the incorrect mix of resources and people or poor communication. Focus on identifying the issues and you will have a much better chance of improving the situation and boasting morale. 3. Measures morale before tying to manage it: You may decide to use commercially available tools to measure the effect that the issues have ont productivity, or you may opt to design your own. Whatever your decision, it is best to use such instruments to get an accurate picture of the issues and the associated problems. As management experts say, if you cant measure if you cant manage it. 4. Build self- confidence and security: Job security and a feeling of confidence in ones ability to handle the day to day incidents of life and work are key elements in good employee morale. You can provide this felling by training staff to do their jobs effectively, showing them the importance of their jobs to the organization, and demonstrating your confidence in them. 5. Set priorities- and be seen as supportive: By establishing priorities, you help people make molehills out of mountains. Issues confronting employees will generally fall into the broad categories: Those that they will not be to influence at all.

 Those over which they have very little influence. Those that they can influence.

15 ways to boost Employee Morale

Employees spirits can easily fall if their day-to-day responsibilities are monotonous or if there dont fell valued but their supervisors. Over time this can translate into an unmotivated and unproductive staff. Therefore is important for your company to make sure that employees are interested in and appreciated for their work. Use thes15 tips to help improve employee morale and boost productivity within your organization. 1. Help them wake up:

Mornings can often be the hardest part of an employees day . workers who are fighting off fatigue have trouble focusing and getting excited about their responsibilities. Offer freshly brewed coffee and tea to help employees start the day awake and alert. Not only will they be grateful for the caffeine, they will be more productive throughout the day. 2. Recognize birthdays and personal accomplishments:

Most employees appreciate it when their supervisors remember their birthdays or acknowledge personal milestones such as having a child or finishing a marathon. Some companies even offer employees a paid day off on their birthdays. Knowing that managers are aware of employees live outside of work makes them feel like a valued member of the team rather than just anonymous workers. 3. Treat them with respect:

This tip sounds like a no brainer but it can make a world of differences to employees. Dont swear lose your temper or ignore your staff especially in front of other employees. Treat employees with the courtesy and respect they deserve --- say please and thank you, ask about their weekend, and take an interested in projects that they working 4. Establish an employee-recognition program: Employees want supervisors to be aware and appreciative of their work. Create an employee of the month program or a wall of fame to recognize workers notable contributions. Such programs demonstrate an employee appreciation and also offer incentives for their productivity.

5. Add a personal touch: If you are particularly impressed with an employees work show it. Handwrite a note or send flowers of a gift certificate to demonstrate your gratitude. Your personal attention will make the recognized employee fell valued and unique. 6. Treat them to lunch: Order pizza or take employees out to lunch occasionally to keep spirits high. Getting the opportunity to socialize without. worrying about the bill will put employees in a good mood and help them enjoy their work environment and colleagues. 7. Check in with staff members: Hold meetings with individuals workers or groups of employees several times throughout the year to address any questions or concerns that they may have. Even if you dont have a meeting scheduled soon, make sure that employees know that you are always there to address any problems that may crop up. Ask for their feedback and reactions to new company policies, and be sure to update them on what steps you are taken to solve any problems.

8. Back them up: Through customer satisfactions is important to every business , supervisors must support their employees if they encounter problems despite having followed company protocol. Dont let your workers get yelled at or mistreated by customers or co workers. If you see such a conflict, step in and manage the situation. Your employees will be grateful for you intervention, and its part of your job as a manager of offer strong support. 9. Keep training them: In this ever evolving world of new technologies and ideas employees need to stay up to date with developments in their field. Staff members can interpret an employers unwillingness to invest in training as a disregard for their professional development. They will also be less productive than your competitors better trained employees. Enroll workers in classes and send them to conferences to keep them (and your company) on top of the game.

10. Get to know them: You dont need to take employees home to meet your parents, but be sure to learn enough about their personal lives to show that you care. Ask about hobbies and interests, find out if they have spouses or children, and talk about your respective plans for the weekend. Staff members will appreciate your interest 11. Avoid layoffs and cutbacks: Nothing hurts employees morale like knowing that their jobs might be on the line. Turn to layoffs only as a last resort if your company or department is struggling. And if you must cut jobs are completely honest about the reasons why particular employees were chosen. Also try to give employees as much notice as possible that layoffs looming that way they will time to get their personal budgets in order start scheduling interviews. 12. Throw a party Through many employees whine about attending office parties, most enjoy the chance the socialize with their peers outside of the work environment. Celebrate a company milestone or throw a holiday bash at the end of the year. You can also use parties as opportunities to recognize individual employees for outstanding work in front of the entire company. 13. Bring employees together for a community service project: Get employees out of the office for an afternoon to take on a community service project together. Help build a house with a habitat for humanity or clean up a local trail. Staff will likely enjoy the opportunities to give back to their local community, and they might also learn important team skills by collaborating in a new environment 14. Offer financial rewards: Performances bonuses are easy ways for managers to show appreciation for employees outstanding achievements. And there is no doubt that workers like them. 15. Conduct employee satisfaction surveys: If nothing you do seems to be improving employee morale, conduct an employees satisfaction survey to determine what is making workers unhappy. Be sure to address any issues you uncover promptly and thoroughly to avoid losing workers for good. In short, an unhappy employee is an unproductive employee. Your company needs to

pursue policies like the ones mentioned above to help your business become a more enjoyable place to work. Not only will employees start to look forward to their workdays, but your organization will benefit from newfound efficiency. And of course, when word of your companys perks gets around, it will make it much easier to recruit the most talented workers in the job pool.

QUESTIONNAIRE
PERSONAL PARTICULAR

1.

DEPARTMENT:
( ( ( ( ) ) ) b) LEGAL d) PERSONNAL ) ( ( ) )

a) ACCIDENT c) PURCHASE e)TRAFFIC g)SALARY

f) PLANNING AND DEVELOPMENT(

2. GENDER
(a) MALE ( ) (b) FEMALE ( )

3. AGE:

(a)Below 25( ) (b) 26-30( ) (c) 30-35( ) (d) 36-40( ) (e) 41&above( ) 4. EDUCATIONAL QUALIFICATION: (a) SSLC ( ) (b) HSC ( ) (c) U.G ( ) (d) P.G ( ) 5. EXPERIENCE: (a) Up To 5 Years ( Above. ) (b) 5-10 Years ( ) (c) 10-20 Years ( ) (d) 20 Years And

6. I look forward to going to work each day.

(a) STRONGLY DISAGREE ( (d) AGREE ( ) (b) DISGREE ( ) ) (c) NEUTRAL ( ) ) (e) STRONGLY AGREE (

7. What is the good motivation from your point of view ?

STATEMEN T A B C D Target Achievement Self Developmen t Pleasant Work Environment Ensure Efficient Work STRONGL Y DISAGRE E DISAGRE E NEUTRA L AGRE E STORNGL Y AGREE

8. What is your greater performance at work?

STATEMENT A B C D Training Participatio n Effective supervision All The Above STRONGLY DISAGREE DISAGREE NEUTRAL AGREE STRONGLY AGREE

9. I known what is expected of me at work?

(a) STRONGLY DISAGREE ( (d) AGREE ( ) (b) DISGREE ( ) ) (c) NEUTRAL ( ) ) (e) STRONGLY AGREE (

10. Job satisfaction can be attained through which factor?

STATEMENT A B C D Job Environment Incentives Participative Management Promotion

STRONGLY DISAGREE

DISAGRE E

NEUTRAL

AGREE

STRONGLY AGREE

11. I get positive feedback when I do a good job.

(a) STRONGLY DISAGREE ( (d) AGREE ( ) (b) DISGREE ( ) ) (c) NEUTRAL ( ) ) (e) STRONGLY AGREE (

12. I have good employee benefits.

(a) STRONGLY DISAGREE ( (d) AGREE ( ) (b) DISGREE ( ) ) (c) NEUTRAL ( ) ) (e) STRONGLY AGREE (

13. I have a good relationship with my superior.

(a) STRONGLY DISAGREE ( (d) AGREE ( ) (b) DISGREE ( ) ) (c) NEUTRAL ( ) ) (e) STRONGLY AGREE (

14. I have confidence in the people who run my organization.

(a) STRONGLY DISAGREE ( (d) AGREE ( ) (b) DISGREE ( ) ) (c) NEUTRAL ( ) ) (e) STRONGLY AGREE (

15. I am satisfied with my overall compensation. (a) STRONGLY DISAGREE ( (d) AGREE ( ) (b) DISGREE ( ) ) (c) NEUTRAL ( ) ) (e) STRONGLY AGREE (

16. Employee suggestions are taken seriously by the employer. (a) STRONGLY DISAGREE ( (d) AGREE ( ) (b) DISGREE ( ) ) (c) NEUTRAL ( ) ) (c) NEUTRAL ( ) ) (e) STRONGLY AGREE (

17. I work in a safe and comfortable environment. (a) STRONGLY DISAGREE ( (d) AGREE ( ) (b) DISGREE ( ) ) (e) STRONGLY AGREE (

18. I feel secured about my retirement benefits.

(a) STRONGLY DISAGREE ( (d) AGREE (

) (b) DISGREE ( )

) (c) NEUTRAL (

) (e) STRONGLY AGREE (

19. I am satisfied with the work I do. (a) STRONGLY DISAGREE ( (d) AGREE ( ) (b) DISGREE ( ) ) (c) NEUTRAL ( ) ) (c) NEUTRAL ( ) ) (e) STRONGLY AGREE (

20. I am satisfied with my working hours of the job. (a) STRONGLY DISAGREE ( (d) AGREE ( ) (b) DISGREE ( ) ) (e) STRONGLY AGREE (

21. I am helped to do my job well by my technical support systems. (a) STRONGLY DISAGREE ( (d) AGREE ( 22. Training is well planned. (a) STRONGLY DISAGREE ( (d) AGREE ( ) (b) DISGREE ( ) ) (c) NEUTRAL ( ) ) (c) NEUTRAL ( ) ) (e) STRONGLY AGREE ( ) (b) DISGREE ( ) ) (c) NEUTRAL ( ) ) (e) STRONGLY AGREE (

23. I am satisfied with the promotional system of the organization. (a) STRONGLY DISAGREE ( (d) AGREE ( ) (b) DISGREE ( ) ) (e) STRONGLY AGREE (

24. My social status is enhanced by being in the organizational. (a) STRONGLY DISAGREE ( (d) AGREE ( ) (b) DISGREE ( ) ) (c) NEUTRAL ( ) ) (e) STRONGLY AGREE (

25. I have pride in the reputation of the organization. (a) STRONGLY DISAGREE ( (d) AGREE ( ) (b) DISGREE ( ) ) (c) NEUTRAL ( ) ) (c) NEUTRAL ( ) ) (e) STRONGLY AGREE (

26. I have access to organizational resources. (a) STRONGLY DISAGREE ( (d) AGREE ( ) (b) DISGREE ( ) ) (e) STRONGLY AGREE (

27. Which is the major factor helps to build employee morale?

STATEMENT

STRONGLY DISAGREE

DISAGREE

NEUTRAL

AGREE

STRONGLY AGREE

Attitudes of superiors

Working conditions, pay and hours of work

Effective leadership

Distribution of Authority and Responsibili ty